RESEARCH PROJECT

SYNOPSIS

SUBMITTED BY : ANURASHI DEVI

SUBMITTED TO : MR.GANESH KHANNA
TOPIC : EMPLOYEE ATTRITION RATE
COMPANY : HCL TECHNOLOGIES

INTRODUCTION
Introduction: Employee attrition refers to the loss of employees through a number of
circumstances, such as resignation and retirement. The cause of attrition may be either voluntary
or involuntary, though employer-initiated events such as layoffs are not typically included in the
definition. Each industry has its own standards for acceptable attrition rates, and these rates can
also differ between skilled and unskilled positions. As Indian economy has joined the global
world of business, more opportunities are growing in terms of jobs. This leads to rising level of
employee turnover. The instant gains in salary package are mainly responsible for the job
hopping and thereby enhancing attrition rate.

TYPES OF ATTRITION:

1. Positive Attrition : Where the Company inherits new talent when an employee gets
promoted or the Company dismisses an employee due to underperformance.

2. Negative Attrition : When a productive employee resigns causing a loss of talented and
skills with in the company.
LITERATURE REVIEW
According to Herzberg et al. (1959), the hygiene factors cannot be regarded as motivators. The
motivational factors yield positive satisfaction. These factors are inherent to work. These factors
motivate the employees for a superior performance. These factors are called satisfiers. These are
factors involved in performing the job. Employees find these factors intrinsically rewarding. The
motivators symbolize the psychological needs that are perceived as an additional benefit.

According to J. Leslie McKoewn, author of Retaining Top Employees, the term employee
retention first began to appear in the early 1970s and 80s in response to a shift in
the relationship between employer and employee.

McNoewn suggested that retention is best addressed by satisfying the highest level of needs of
the employee, a function carried out by management rather than corporate policies such as
benefit packages. Other research indicates that leadership development programs should focus
on creating employee engagement through trust-building training, providing mentors, toolkits
and a systematic approach to regular feedback sessions to help leaders connect with their
employees

According to Talentkeepers CO Chris Mulligan, most companies have traditionally relied on

pay and benefits as the primary drivers of retention. However, pay and benefits alone are not
effective. People will join companies for organizational factors such as pay, benefits,
reputation, and then the job itself. Lastly they join for leaders, especially in entry-level positions,
but in as few as 90 days, the order of importance flip-flops, and now trust in their leaders is the
single biggest reason that people stay

Denvir and McMahon (1992) define labor turnover as the movement of people into and out of
employment within an organization while Mobley (1982) defines turnover as voluntary
cessation of membership in an organization by an individual who receives monetary
compensation for participating in that organization. Forbes (1971) states that labor turnover
means separation from an organization and included promotion, transfer or any other internal
movement within the institution . Meaghan et al(2002) draws attention on controlling attrition ,
he states that the value of employees to an organization is a very crucial element in the success of
the organization. He further states that this value is intangible and cannot easily be replicated,
therefore, the managers should control attrition.

Hom & Griffeth (1995) state that several investigations in the past have revealed that
organizational commitment and job satisfaction are crucial factors that influence turnover
intention. Wanous (1992) focuses on new employee attrition and says that new employees often
leave the organization because their expectations are not met which results into a violation of
their psychological contract resulting into turnover.

OBJECTIVE OF THE STUDY

To find out the causes for the increasing rate of attrition in HCL Technologies.
To study the interpersonal relationship as a cause of attrition.
To study the balance between the proposal and the carrier life as a influencing factor for
attrition.
To suggest measure to control attritions.

SCOPE OF THE STUDY

Normally appointment must be made in accordance with policy of the company.

When employing temporary causal staff on a short term basis the principal of good
practices outlined in the policy should be followed.
Financial approval for the establish must of a new past as the filling of a vacancies must
be obtained before recruitment.
RESEARCH METHODOLOGY

Research Design: A research design is the arrangement of conditions for collections and
analysis of data in a manner that aims to be combine relevance to the research purpose with
economy in procedure.

Descriptive Research Design :

Descriptive research includes survey and fact findings enquries of different kinds. The
major purpose of descriptive research is descriptive of the state of the affairs, as it exits at
present.
The main characteristic of this method is that the researcher has no control over the
variables the researchers can only report what has happened or what is happening
The sample size of the research is 100 which comprises the employees of HCL
Technologies

TYPES OF DATA TO USED :

Primary Data : primary data is collected by Questionnaire, surveys, and personal observation.

Secondary Data : Secondary data is collected from websites, Articles and Academic books

LIMITATIONS OF THE STUDY:

 Some of the respondents were unwilling to fill the questionnaire due to the fear of their
personality being identified.
Few responses could have been baised as the respondents might have been influenced by
the situation.
The largest Contributor to employee attrition is a lack of engagement with their job.
The employees immediate supervisor plays the biggest role in the affecting an employee
satisfaction with her/his jobs.
The report cannot be used for other companies as its according to the strategies used in
this company.