Multidisciplinary Action Project Report

On
‘A Study on Factors Influencing Employee Turnover from
Organization in IT Industry’
At
BREENDA HR SOLUTION LTD

Submitted to
Institute Code: 807
Institute Name: SAL INSTITUTE OF MANAGEMENT

Under the Guidance of

Assistant Professor Dr Binita Shah
In partial Fulfilment of the Requirement of the award of the degree of

Master of Business Administration (MBA) Offered By

Gujarat Technological University
Ahmedabad

Prepared by:
SANJANA SURELA (178070592150)
PALAK VAGHELA (178070592168)
TIRUPA THAKAR (178070592156)
JIGAR MAHIDA (178070592065)
PAYAL RATHOD (178070592124)

MBA (Semester - III)

Month & Year: August 2018
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Company / Organization Certificate<on Company’s
Letterhead >

i
 Students’ Declaration

I hereby declare that the Multidisciplinary Action Project titled

“________________________________________________________ undertaken at
(Name of the Company / Organization) is a result of our own work and our indebtedness
to other work publications, references, if any, have been duly acknowledged. If we are
found guilty of copying from any other report or published information and showing as
our original work, or extending plagiarism limit, we understand that we shall be liable
and punishable by the university, which may include being declared ‘Fail’ in the MAP
examination or any other punishment which the university may decide.

Enrollment No Name Signature

178070592150 SANJANA SURELA

178070592168 PALAK VAGHELA

178070592156 TIRUPA THAKAR

178070592065 JIGAR MAHIDA

178070592124 PAYAL RATHOD

Place: …….. Date: ……..

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Plagiarism Report (Digital Receipt & Similarity Percentage
Page)

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 CERTIFICATE OF EXAMINER

This is to certify that project work embodied in this report entitled <“Title of
Project”>
was carried out by <Student Name and Enrollment no.> of <Institute name &
code>.

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of
Master of Business Administration offered by Gujarat Technological University.

-------------------------------
---
(Examiner’s Sign)
Name of Examiner:
Institute Name:
Institute Code:

Date :
Place :

v
 CERTIFICATE OF EXAMINER

This is to certify that project work embodied in this report entitled <“Title of
Project”>
was carried out by <Student Name and Enrollment no.> of <Institute name &
code>.

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of
Master of Business Administration offered by Gujarat Technological University.

-------------------------------
---
(Examiner’s Sign)
Name of Examiner:
Institute Name:
Institute Code:

Date :
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vi
 CERTIFICATE OF EXAMINER

This is to certify that project work embodied in this report entitled <“Title of
Project”>
was carried out by <Student Name and Enrollment no.> of <Institute name &
code>.

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of
Master of Business Administration offered by Gujarat Technological University.

-------------------------------
---
(Examiner’s Sign)
Name of Examiner:
Institute Name:
Institute Code:

Date :
Place :

vii
 CERTIFICATE OF EXAMINER

This is to certify that project work embodied in this report entitled <“Title of
Project”>
was carried out by <Student Name and Enrollment no.> of <Institute name &
code>.

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of
Master of Business Administration offered by Gujarat Technological University.

-------------------------------
---
(Examiner’s Sign)
Name of Examiner:
Institute Name:
Institute Code:

Date :
Place :

viii
 CERTIFICATE OF EXAMINER

This is to certify that project work embodied in this report entitled <“Title of
Project”>
was carried out by <Student Name and Enrollment no.> of <Institute name &
code>.

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of
Master of Business Administration offered by Gujarat Technological University.

-------------------------------
---
(Examiner’s Sign)
Name of Examiner:
Institute Name:
Institute Code:

Date :
Place :

ix
 CERTIFICATE OF EXAMINER

This is to certify that project work embodied in this report entitled <“Title of
Project”>
was carried out by <Student Name and Enrollment no.> of <Institute name &
code>.

The report is approved / not approved.

Comments of External Examiner:

This report is for the partial fulfilment of the requirement of the award of the degree of
Master of Business Administration offered by Gujarat Technological University.

-------------------------------
---
(Examiner’s Sign)
Name of Examiner:
Institute Name:
Institute Code:

Date :
Place :

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Acknowledgement

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Executive Summary

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 TABLE OF CONTENTS

COMPANY CERTIFICATE ...................................................................................... I

STUDENT DECLARATION..................................................................................... II
PLAGARISM REPORT .......................................................................................... III
INSTITUTION CERTIFICATE ..............................................................................VI
AKNOWLEDGEMENT.......................................................................................... VII
1 INTRODUCTION TO INDUSTRIES .................................................................... 1
1.1 HISTORY OF RECRUITMENT INDUSTRY .................................................................... #
1.2 BASIC ANALYSIS OF IT SECTOR ............................................................................... #
1.2.a History of IT sector in India ........................................................................... #
1.2.b IT Industries Segments ................................................................................... #
1.3 PORTER’S FIVE FORCES OF IT INDUSTRIES ............................................................. #
2 INTRODUCTION TO COMPANY ........................................................................ #
2.1 COMPANY PROFILE ................................................................................................ #
2.1.a Industries We serve ........................................................................................ #
2.1.b Services Offered ............................................................................................. #
2.1.c Sourcing Method ............................................................................................ #
2.1.d Recruitment Process ....................................................................................... #
2.2 VISON AND MISSION ............................................................................................... #
2.2.a Mission ........................................................................................................... #
2.2.b Vison ............................................................................................................... #
2.3 SWOT ANANLYSIS ................................................................................................ #
3 IMPLEMENTATION PHASE ................................................................................ #
3.1 IDENTIFICATION PROBLEM..................................................................................... #
3.2 LITERATURE REVIEW ............................................................................................. #
3.3 ANALYZE THE PROBLEM ........................................................................................ #
3.4 OBJECTIVE OF RESEARCH ....................................................................................... #
3.5 PROJECT SCHEDULE ............................................................................................... #
4 DESIGN AND ANALISIS........................................................................................ #
4.1 RESEARCH METHODOLOGY ................................................................................... #
Subsection 3.3.a....................................................................................................... #
4.2 DATA ANALISIS ..................................................................................................... #
4.3 FINDINGS ............................................................................................................... #
Subsection 3.3.a....................................................................................................... #
Subsection 3.3.b....................................................................................................... #
Subsection 3.3.c ....................................................................................................... #
5 IMPLEMENTATION PHASE ................................................................................ #
SECTION 3.1................................................................................................................. #
SECTION 3.2................................................................................................................. #
SECTION 3.3................................................................................................................. #
Subsection 3.3.a....................................................................................................... #
Subsection 3.3.b....................................................................................................... #
Subsection 3.3.c ....................................................................................................... #
xviii
6 REFERENCES .......................................................................................................... 1
7 ANNEXTURE ........................................................................................................... 1

xix
 List of Tables

Table 1 JOB PORTAL DATA ....................................................................................................... 20

Table 2 PROJECT SCHEDULE ..................................................................................................... 23
Table 3 GENDER ....................................................................................................................... 26
Table 4 AGE .............................................................................................................................. 27
Table 5 INCOME ....................................................................................................................... 28
Table 6TOTAL EXPERIENCE ...................................................................................................... 28
Table 7 DESCRIPTIVE STATISTICS ............................................................................................. 29
Table 8 ONEWAY ANOVA ......................................................................................................... 30
Table 9 ONEWAY ...................................................................................................................... 36

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 List of Figures

Figure 1.1 RECRUITMENT ........................................................................................................... 2

Figure 2 MARKET SIZE OF IT INDUSTRIES ................................................................................... 4
Figure 3 IT SEGMENT ................................................................................................................. 5
Figure 4 PORTER'S FIVE FORCES OF IT ....................................................................................... 7
Figure 5 SERVICE OFFERED OF BREENDA ................................................................................. 11
Figure 6 SOURCING METHOD OF BREENDA ............................................................................ 11
Figure 7 Recruitment Process .................................................................................................. 12
Figure 8 SWOT ANALYSIS ......................................................................................................... 14
Figure 9 GENDER ...................................................................................................................... 26
Figure 10 AGE ........................................................................................................................... 27
Figure 11 INCOME .................................................................................................................... 28
Figure 12TOTAL EXPERIENCE ................................................................................................... 29
Figure 13 AGE TO REWARD ...................................................................................................... 32
Figure 14 ..................................................................................... Error! Bookmark not defined.
Figure 15 AGE TO WORK LOAD ................................................................................................ 33
Figure 16 AGE TO LEADERSHIP ................................................................................................ 34
Figure 17AGE TO POLICIES ....................................................................................................... 35
Figure 18 EXPERIENCE TO REWARD SYSTEM ........................................................................... 37
Figure 19 EXPERIENCE TO POLICY ............................................................................................ 38

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 CHAPTER – 1
INTRODUCTION
TO
INDUSTRY

1
 1.1 HISTORY OF RECRUITMENT INDUSTRY:

Figure 1.1 RECRUITMENT

Recruitment is the all process of attracting, selecting and appointing suitable candidates
for jobs within an organization. Recruitment also refer to processes involved in
choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee
roles.
Recruitment was firstly discovered by Kerry Karssing-Senior Consultant at Recruit
group. He said that recruitment was something that he has classified as ‘new’ and
‘modern’ which he discovered after researching in way back 1940. The concept of
recruitment and making CV has taken birth in 1940’s as a result of WWII in Egypt,
Greece and Rome for calling soldiers for war and the recruitment industry started
growing from then with the work force by finding returning war veterans and place
them in market.
By 1950’s people started writing CV’s which use to depict their personal profiles and
skills. However, by 1970’s with the boom in economy corporate companies started
approaching recruitment agencies for outsourcing personnel for the companies. But the
recruiters had very limited resources in that time as comparing to modern age of
technology. By mid-90’s with the invention of computer technology and later the
internet it made the tasks and collection and transferring data and connecting with
economy. Since, 2010 people started using internet and computers frequently and
became more adaptive of frequent technological changes.
Nowadays in age of advanced technology things have changed and a new way doing
things have taken place with lot of ease and comfort. Consultancy companies are using
job portal to find right candidates for their clients’ openings and most of the firms who’s
having their own recruitment team are using job portals as a medium to search
professional mandates as per their requirements or else by hiring consultant.

2
Recruitment (hiring) is a core function of human resource e management. It is the first
step of appointment. Recruitment refers to the overall process of attracting, selecting
and appointing suitable candidates for jobs (either permanent or temporary) within an
organization. Recruitment can also refer to processes involved in choosing individuals
for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human
resource generalists and recruitment specialists may be tasked with carrying out
recruitment, but in some cases public-sector employment agencies, commercial
recruitment agencies, or specialist search consultancies are used to undertake parts of
the process. Internet-based technologies to support all aspects of recruitment have
become widespread.
Nowadays there is talent war in recruitment consultancies. It’s getting difficult day by
day to find right fit for the job at right time and to retain them in organization especially
in IT industry this problem is very frequent depending upon the various factors that are
affecting attrition rate. A short overview is given ahead related to IT sector in India.

3
 1.2 BASIC ANALISIS OF IT SECTOR

1.2.a History of IT sector in India

In India IT sector was born in 1967 in Mumbai. It was started by TATA Group with
Burroughs. The name sector is SEEPZ- Special Electronic Export Processing Zone.
SEEPZ was the first export zone in India in1973. In India GDP from 1.2% in 1998 to
7.7% in 2017 was increased due to IT sector.

Figure 2 MARKET SIZE OF IT INDUSTRIES

Bangalore which is known as the Silicon Valley of India. Hyderabad which is known
as the HITECH City or Cyberabad. Pune is one of the leading Indian and international
IT services and outsourcing exporters. Chennai city has a good IT infrastructure with
dedicated expressway nicknamed as IT expressways. Mumbai and Navi Mumbai have
major IT parks. In Delhi, Gurgaon and Noida it was also IT sector. Telangana which
includes Warangal and Khammam. In Gujarat, Ahmedabad and Gandhinagar are IT
hubs.

4
1.2.b IT industry basically includes following segments:

ITeS/IT Industries

Product Base Service Base

Product
Requirements of Software
TCS, Infosys and Microsoft, Google
The General Requirements for
Wipro and Yahoo
Consumer. a Client

Figure 3 IT SEGMENT

According to the data in Recruiter X Half yearly report-II published by Times Job
which is a part of The Times Group stated that with the presence of 75% global digital
talent in India, the country is the hub of IT and technical prowess. With an overall
growth of 4% in the talent demand, the IT sector is heading towards a positive
momentum. According to Bureau Labour Statistics, jobs for Software Developers,
Computer System Analysts and Market Researchers and Marketing Specialists will
grow by around a fifth from 2018-2024. For these jibs technology and computational
skills will be the vital requirements, as predicted by the industry experts. In Jan-June
2018, software related specialization continued to rule the hiring scene. Indian IT
exports increased to US$ 126 billion in FY18 while domestic revenues (including
hardware) advanced to US$ 41 billion.
As a part of Union Budget 2018-19, NITI Aayog is going to setup a national level
program that will leverage Artificial Intelligence technology for development work in
the country. India is the top most offshoring destination for global IT companies.
Having proven its capabilities in delivering both off-shore and on-shore services and
emerging technologies, Indian companies, are now ready to explore an entire new
gamut of opportunities.
Key Takeaways: IT sector noted 4% uptick in talent demand, software related profiles
were hired most. Job share was significant for junior level, but demand was high for

5
middle and senior level candidates. IT/Telecom and other sectors’ Sales/Business
Development and HR professionals witnessed huge talent demand. Delhi – NCR
recorded highest job share across all three levels, talent demand dipped though. West
Bengal had biggest job share in junior and top level; Uttar Pradesh held highest job
share for middle level.
In an interview Mr. Bhasker Bhandary (Sr. Director-Human Resource) of Acer India
talking about the key hiring trends in IT Industry stated that the IT hardware industry
is a complex mix of talents which requires professional to serve consumers,
government, e-commerce businesses and banking verticals. Right from Sales to product
management to support finance, marketing, and logistics – all roles play a critical role
in our industry. He also stated that in past six months duration there was never a lull in
hiring. As the industry diversifies into new segments like gaming, Virtual Reality (VR),
loT, supercomputers, smart devices, e-commerce etc., they are seeking talent which can
drive growth in these segments. It is very important for candidates, who are seeking
jobs in IT hardware industry, to be updated about these skill and re-skill (if required) to
manage the emerging technology trends. For current scenario in IT industry for skill
gap he said that- In the age of automation, every firm will be impacted in some way or
another. This impact may not necessarily job-related, it will create number of portfolios,
which were nonexistent till date. Skills which are used five years ago will need to be
updated to maintain the pace with ever changing technology. The entire industry is
facing skill gap, because it is process which will take some more time.
He also added that nowadays technological changes in future workplaces might not be
an open office, but interconnected workspaces not tied down to one place, but many
and they will be underpinned by virtual conferencing, complete and constant
connection, portability. Talking about skillsets demanded nowadays he explained that-
Analytical skill is one of the most important underlying traits backed by cognitive and
sound technical skills. Gone are the days, where employees are siphoned into one role
for the entire career. Industry needs dynamic, adaptable candidates ready to function
across challenging roles.

6
 1.3 PORTER’S FIVE FORCE OF IT INDUSTRY

Threat of New Entrants Threat of Substitutes

(Moderate) (Low)

Competitive
Rivalry

Bargaining Power of Bargaining Power of

Buyers Suppliers
(High) (Low)

Figure 4 PORTER'S FIVE FORCES OF IT

Bargaining Power of Buyers:

For conventional IT services, bargaining power of the buyer is high and the possibility
of pressure on rates exists. In IT industry/sector has many "buyers" refers to almost
everyone in the world. In world there are many countries that are using technologically
and access internet etc. there are large number of buyers and customers are control the
IT industry. For IT sector there are so lots of choices for a buyer. Customers are
sensitive to price, but IT products and services are necessary to the success of
businesses, so they are willing to spend a lot of money to get a good product in this
industry, in case of conventional IT services, the buyer is king!

Bargaining Power of Suppliers

The bargaining power for suppliers is very low and since high-standardization exists,
there is little scope of suppliers having any clout. IT firms are very important to
suppliers because they are their primary customers, but suppliers are even more
important to buyers (IT firms). Suppliers are not "locked" into deals with specific firms
(contracts exempt), but most of the relationships between the firms and suppliers in this
industry are well established, and these suppliers would most likely not want to end
their relationships with firms in the first place.

7
Threat of New Entrants
In context of the highly commoditized IT services, there is little threat of new entrants.
The IT industry is relatively attractive to newcomers because of its rapid growth and
appealing customer base. The best way for a new entrant in this field to be successful
would be if they had a brand new idea for a product or service; the lack of differentiation
in the industry is one thing a newcomer could exploit. Overall, the IT industry isn't
overly attractive, but it is routine and profitable enough that a lot of people try and enter
it. Many new firms try to enter this industry, but they rarely give established names a
real run for their money.

Threat from Substitutes

There is not much of a threat from substitutes to the IT industry, mostly because there
aren't true substitutes. This has been a mixed bag for newer services as well since
internal specialization is very low, most of the work is outsourced. Broadly speaking
the market for conventional services is highly commoditized with potential for
differentiation concentrated around niche expertise in new technologies and trends
(SMAC + Internet of Things) and around non-conventional engagements
(revenue/profit share, risk-reward models). Application development is fast morphing
into app-development.

Existing Competition
The IT industry is known for its rapid growth, effectiveness and competition. A main
reason why many new entrants are not successful is the intense rivalry between existing
players. Products in this industry are well branded and tend to have a strong customer
base. The existing competition comes from both domestic players (Infosys, TCS,
Wipro, HCL technologies, Tech Mahindra, Mind tree and so forth) and international
ones (IBM, Accenture, Capgemini, Cognizant and so forth).

8
 CHAPTER – 2
INTRODUCTION
TO
COMPANY

9
 2.1 COMPANY PROFILE
Breenda HR solutions established in April 2014. It provides wide range of recruitment
and selection services to diverse companies of our clients by offering strategic HR
services.

Breenda’s work domain mainly comprises of recruiting technical, lower, middle &
senior level management professional across on a PAN India level.

Since their inception established ourselves as a renowned name in the HR realm by

providing wide range of recruitment and selection services to diverse companies of their
clients by offering strategic HR services.

With a dedicated team of highly experienced recruiters Breenda has been successfully
recruiting candidates for all their clients as per their requirements. In the past 4 years
Breenda have successfully recruited hundreds of candidates across India for domains
like IT/ Non- IT/Engineering/ Chemical/ KPO Service/ Hospitality / Medical.

2.1.a Industries We Serve

 Information Technology (Software & Software Services)

 Telecom & ISP
 Education
 Manufacturing & Engineering
 FMCG
 Automobile
 Pharma
 BFSI

10
2.1.b Service Offered

Executive
search –
IT & Non –
IT

Human Recruitme
Capital Service nt Process
Managem Offered Outsourci
ent ng

Permanent
&
Temporary
Staffing

Figure 5 SERVICE OFFERED OF BREENDA

2.1.b Sourcing Methods

Job Portals, Job search engines and

Candidates Database
through social media.

Referrals Head Hunting

Targeted Drives Walk-Ins

Figure 6 SOURCING METHOD OF BREENDA

11
2.1.c Recruitment Process

Receiving and Searching /

Analysing the Sourcing relevant Screening for
requirements CV’s from various relevant profiles
from the clients sources

Interviewing,
Relationship Negotiation & Short listing &
Management Final Placement Finalizing the
Candidate

Figure 7 Recruitment Process

12
 2.2 VISION & MISSION

2.2.a Mission:
Breenda HR aims at providing potential human resource to their clients who can help
them to reach the new heights of success & thereby expand their business potential
globally by ensuring that the candidates get opportunity to reach their personal goals
and are satisfied with the cultural integrations of the organisation.

2.2.b Vision:
Breenda HR came with a vision to be a global market leader in providing Quality Man
Power Services and be the one stop solution provider for all the gamut of HR services
like:
- Payroll & compliance management
- Permanent staffing & temporary staffing
- Corporate Training & Development
- HR Manual Policies

13
 2.3 SWOT ANALYSIS

Strength Weakness

SWOT
ANALYSIS

Opportunities Threat

Figure 8 SWOT ANALYSIS

Strengths:
A skilled employee is a key factor for the growth of any organization same as Breenda
HR solution Company has a skilled and experienced employee which makes the
organization strong and company is providing a various type of HR services to their
clients.

Weakness:
A main weakness of current recruiters may be that they are more emphasizing on doing
hundreds of cold calls in a day to the prospective candidates which is a waste of time
instead of this they should focus fewer candidate profile which are compatible to the
requirement.
Often, the best candidates are already working in the industry for other companies.
Unfortunately, it is more difficult to get access to these employees.

Opportunities:
Breenda HR solution is providing quality human resource and one-stop solution for all
HR services from getting a detailed understanding of both employers and candidates,
to providing personalised prompt service and ensuring successful long-term
placements.

14
As per fast changing scenario of IT industry it has evolved rapid growth in last one
decade due to digitalization. So, if company uses their employee capabilities effectively
company can become a wonderful leader in the market.

Threats:
Whilst not all recruiters operate within the tech/IT industries, skills shortages in some
hap or form continue to plague most sectors.
With an ever-increasing demand for project specialists and developers, “a lack of
qualified staff, freelancing attitude of candidates and increased competition for talented
developers has long been the scourge of the industry”.
There is high competition in the market and Breenda HR Solution company still need
to work on their value creation process to in market against already well-established
competitor.

15
CHAPTER – 3
DIAGNOSIS
PHASE

16
 3.1 IDENTIFICATION OF PROBLEM
A Study on Factors Influencing Employee Turnover from Organization in IT
Industry:
Now a days IT industry in India is facing high staff attrition. Young talent does not stick
to one organization for more than one year. Companies should have to be more careful
while hiring the staff. The job opportunities in Indian IT sector are more than the
available employees i.e. demand is more than supply.
Due to high attrition rate, cost of the organization increases due to training,
development, socialization and also affects productivity and other costs on the
employees.

 Attrition Rate of employees is determined by the facilities or benefits given by

organization to employees related to hike, work environment, job security,
working hours/days, and infrastructure facilities in IT Industry.
 It also depends on the employees’ attitude, ethics issues, freelancing attitude,
insufficient skills, and employee’s relationship with colleagues, seniors and
bosses.
 This report on factor influencing employee’s turnover in IT Industry would be
helpful to your organisation to know the major driving forces which leads to
high turnover ratio mainly in IT Industry.

17
 3.2 LITRATURE REVIEW
1. Saket Rungta, K. Madhava Rao (2018), in the explores the challenges that are
faced by the employers and HR managers in the context of alarming increase in
the attrition of the employees in the Indian Information Technology sector. This
present phenomenon is a bane not only to the employees in Indian IT sector but
to all other sectors in the global market. This paper discusses and evaluates the
intensions of the employees of the IT sector about the attrition and about the
different reasons that contribute to the ever growing problem of attrition.
2. Shine David (2015), in his research carried among the employees in IT sector
working in different cities of India to analysis the cause of attrition. Data was
collected from the IT employees when analyzed it yielded 5. Results of the study
suggest that the organizational culture, career growth conditions, working
conditions, work pressure and mutual trust are the reasons for attrition in IT
sector.
3. Shashikala S, Sushma Ravindra (2013), articulated about the severity of the
attrition along the length and breadth of the all the sectors in Indian economy.
It also mentions bout the highest attrition rate in the IT and Telecom sector. The
present study identifies that only compensation dose not result employee
loyalty.
4. Pietersen and Oni (2014), has identified that the main reason for the high rate
of attrition among your age IT professionals and among female employees. Poor
pay and uncertain career growth opportunities contribute in the growth of the
attrition. Job dissatisfaction and managers and supervisors autocratic method of
functioning towards the employees result in the growth of the attrition.
5. Dr. G. Balamurugan, M. Amala (2017), The paper describes the issues of
attrition and turnover to study the perception of an employee and the problem
faces by an employee for improvement of retention strategies to overcome the
attrition and turnover rate. The study explains the factors contributing attrition
and turnover and also has direct and indirect impact for an organization. In
software industry the emerging human resource problems is mainly on attrition
and turnover. This survey was passed in various companies in Chennai.
Convenience sampling technique was adopted for selecting sample units from
the employees. Data collection is made with primary and secondary data in this
study. The primary data were collected through questionnaire by means of
mailing and through telephonic interview with the employees. The source of
secondary data was company profiles, website, journals and research paper. The
tool used for analyzing and interpreting the perception of the employees in
simple form. The results were presented with the help of different charts.

6. Dr. Sneha Mankikar (2013), This research aims at understanding the cause and
effect relationship between infant attrition and employee satisfaction. It also
evaluates relationship and impact of Job description discrepancies, organization
leadership style, stress and employee discrimination on infant attrition. The
sample consists of employees from IT sector all over India. A structured
questionnaire and informal interviews are used to collect primary information

18
 from the respondents. Correlation was used to used to establish relationship
between various variables and infant attrition using SPSS version 21.It was
found that attrition is higher among the entry level management which is below
the age group of 40 years. To check infant attrition some measures like profile
mapping tools, strong retention policies etc

7. Dr. K. Sunanda (2017), High attrition rates or employee turnover has a great
impact in managing a business or an organization in a dynamic and competitive
environment. Employee turnover or attrition projects a company’s inability to
retain employees. New employees are to be regularly added which includes
training costs, getting them adjusted to the etiquties and culture of the company
etc, all create a challenge. Organizations have to retain the remaining employees
and attract potential employees. The paper investigates the factors which
increase the attrition rates in IT companies and suggest measures to decrease
the attrition rates. The data was collected through survey method with
questionnaire to the sample of 100 employees in Wipro, Hyderabad.. Reliability
of questionnaire was analysed by Cronbach’s Alpha and Factor analysis was
applied. The results of the study revealed that working conditions, career growth
opportunities, organizational culture, work pressure and lack of mutual trust are
the causes of attrition IT industry. The conclusion is that organisation should
have good organisational culture with positive working conditions, low pressure
and higher opportunities for career growth will have negative impact on attrition
and increase employee attitude to retain in the organization.
8. Mrs. Archana Singh, Ms. Pooja Tawale (2015), This paper studies the causes of
attrition given by various authors for IT and BPO Industries. A literature review
has been done to understand the varied underlying causes of attrition in IT
industry which is a cause of concern in this sector. The parameters which are
contributing towards the causes of attrition have been thoroughly studied and
has been identified for the future scope of the study.
9. Manju Dhillon (2016), The word “Attrition” refers to scaling down of
employees in an organization. It occurs because of resignation, retirement or
due to death of the employee. The employees leave the organization due to
many reasons like he may be getting high salary, higher job positions in some
other company or he may want to change his profession. Now a days IT industry
in India is facing high staff attrition. Young talent doesn’t stick to one
organization for more than one year. Companies should have to be more careful
while hiring the staff. The job opportunities in Indian IT sector are more than
the available employees i.e. demand is more than supply. Due to high attrition
rate, cost of the organization increases due to training, development,
socialization and also affects productivity and other costs on the employees.
This paper aims to explain why Indian IT sector is facing highest attrition rate
and some of the remedial steps to avoid or reduce the turnover rate.

3.3 ANALYZING THE PROBLEM

19
According to a driven from a most popular job portal site LinkedIn’s data that gives the
idea about number of IT professionals have profiles on LinkedIn and are actively
searching for new opportunities which is mentioned below here: -

Table 1 JOB PORTAL DATA

Actively Total Number

Open to New
Profile Name Looking for on LinkedIn
Opportunities
Change App
PHP Developers 513 384 4430
.Net Developer 183 124 1585
Web Designer 952 751 6216
Java Developer 245 177 1332
Android Developer 879 669 4517
iOS Developer 826 630 4320

As per the data given above in table states that out of the total number of IT personnel
i.e. 6216 working as a Web Designer 952 people are actively looking for a change in
job and 751 people open to new opportunities, Total number of Android Developer
having LinkedIn account is 4517 out of which 879 are actively searching for a job
change and 669 are likely to respond for new opportunities, total number of iOS
Developer is 4320 out of which 826 are actively searching for new job and 630 are
likely to respond to new opportunities and this is highest than other work profiles. This
suggests that people working as Web Designer are very likely to switchover the job.

According to a survey conducted by RecruiterX magazine of Timesjobs –

 As technology has become the chief driver of most processes and functions at
workplaces, Timesjobs asks recruiters about their parameters for hiring IT
talent.
 According to the experience of recruiters, from all the coder there are 73% men
and 27% women is a better coder.
 Recruiter prefers 22% coder with an experience of 1-5 years for hiring, 14%
coders with an experience of 5-9 years for hiring; they hire 63% fresher and
only 1% coder with the experience of 9-15 years.

20
 Recruiter’s likes to hire that coders in whom 26% of the coders are self-taught,
33 % on the job learners, 25% are university certified and 16% short term
trainees with diploma.
 From the most of assessment tools used by the employers there is 34% problem
solving challenges, 21% Resume screening, 12% referrals, 12% personality
tests, 6% Hackathons and 8% outsourced human technical interview.

21
 3.4 OBJECTIVES OF RESEARCH

 To study factors that are influencing turnover of employees from organisation

in IT Industry.
 To study why Indian IT sector is facing highest attrition rate targeting Mid –
Lower Level employees on the basis of following factors:

1. Rewards and Pay Systems:

Compensation, Salary Increment, Incentives, Benefits and perks

2. Work Load and Work Hours:

Work Pressure, Potential/Expertise, Multiple Task, Flexibility timings

3. Work Environment:
Autonomy, Basic Equipment, Favouritism

4. Leadership:
Supervisor, Individual goals, Communication, Monitoring

5. Career Related Factor:

Opportunities, Personal growth, Training

6. Policies:
Stress Management, Holidays, Transfers

22
 3.5 PROJECT SCHEDULE
Table 2 PROJECT SCHEDULE

ACTIVITY START END

Project Start 10-09-2018
Identification of Problem/Opportunity 12-09-2018 28-09-2018

Analyzing the Problem 28-09-2018 02-10-2018

Methodology Adopted for Data
02-10-2018 07-10-2018
Collection/Fact Finding
Sources of Tools of Data Collection 07-10-2018 13-10-2018
Data collection / fact finding / in-depth
13-10-2018 28-10-2018
investigation
Sources and tools of data collection 30-10-2018 01-11-2018
Data Analysis and findings 01-11-2018 05-11-2018
Identifying alternative courses of action 05-11-2018 08-11-2018
Determining the solution to be proposed 08-11-2018 13-11-2018
Methodology adopted for solution
13-11-2018 15-11-2018
implementation
Project outputs / key deliverables 15-10-2018 18-11-2018
Tangible and intangible benefits delivered
18-11-2018 20-11-2018
to the organization
Future recommendations 20-11-2018 22-11-2018
Project End 22-11-2018

23
 CHAPTER – 4
DESIGN AND ANALYSIS

24
 4.1 RESEARCH METHODOLOGY
4.1.a Research Design:
 In this report we would be using Descriptive Research.

4.1.b Data Collection:

Primary Data:
 This data would be collected through the questionnaire filled by
respondents.
Secondary Data:
 Data would be collected from summary reports, from the website of the
company, literature reviews, articles, journals, newspapers.

4.1.c Data Collection Technique

Sampling Method:
 To analyze the factors affecting attrition of employees from the IT
Industry through Non-Probability (Convenience Sampling Method).
Sampling Frame:
 To analyze the factors affecting attrition of employees those who are
working in Middle and Lower Level of organization in IT Industry at
Ahmedabad.
Sampling Tool:
 Data for this study will be collected through the questionnaire filled by
respondents and its analysis would be done by the help of SPSS
Software.

25
 4.2 DATA ANALYSIS
(A) Frequencies:

Table 3 GENDER

1. Gender
Frequency Percent
Male 155 61.8 %
Female 96 38.2 %
Total 251 100.0 %

1. Gender

Female
38.2%

Male
61.8%

Male Female

Figure 9 GENDER

Interpretation:
On the above chart out of 251 respondents 61.8% are male respondents and 38.2% are
female respondents. So, this chart shows that there is high proportion of male
respondents than females.

26
Table 4 AGE

2. Age
Frequency Percent
21-25 years 58 23.1 %
26-30 years 83 33.1 %
31-35 years 83 33.1 %
Above 35 years 27 10.8 %
Total 251 100.0 %

2 Age

Above 35 years
10.8% 21-25 years
23.1%

31-35 years
33.1%

26-30 years
33%

21-25 years 26-30 years 31-35 years Above 35 years

Figure 10 AGE

Interpretation:
Out of the 251 respondents 23.1% respondents between 21-25 years age groups, 33.1%
of respondents lies between 26-30 years, 31-35 years age group is very high in compare
to others age groups and above 35 years groups respondents 10.8% which is very low
compare to other age groups.

27
Table 5 INCOME

3. Income
Frequency Percent
Below 20k 49 19.5 %
20 -30k 88 35.1 %
30 -40k 91 36.3 %
Above40k 23 9.2 %
Total 251 100.0 %

3 Income

Above40k
9.20% Below 20k
19.50%

30 -40k
36.30%
20 -30k
35.10%

Below 20k 20 -30k 30 -40k Above40k

Figure 11 INCOME

Interpretation:
Out of the 251 respondents 19.5% respondents are earning below 20k per month, 35.1
of respondents are earning between 20-30 k per month, 36.3% are earning between 30-
40k per month and 9.2% respondents above 40k per month.

4. Total Experience
Table 6TOTAL EXPERIENCE

Frequency Percent
Less than 1 year 34 13.5 %
1 -3years 91 36.3 %
3 -5years 88 35.1 %
Above 5years 38 15.1 %
Total 251 100.0 %

28
 4 Total Experience

Above 5years Less than

15% 1 year
14%

3 -5years 1 -3years
35% 36%

Less than 1 year 1 -3years 3 -5years Above 5years

Figure 12TOTAL EXPERIENCE

Interpretation:
Out of 251 respondents, 13.5% of respondents are having experience of less than 1
years, 36.3% of respondents have experience in between 1-3 years, 35.1% of
respondents have experience in between 3-5 years, and 15.1% of respondents have
experience in between above 5 years.

5. Descriptive Statistics:
Table 7 DESCRIPTIVE STATISTICS

Descriptive Statistics
N Minimum Maximum Mean Std.
Deviation
Salary 251 1 5 2.90 1.129
Increment 251 1 5 2.91 1.045
Incentives/Overtime 251 1 5 2.90 1.141
Payment Delayed 251 1 5 2.97 1.155
Higher Targets 251 1 5 3.14 1.135
Potential/Expertise 251 1 5 3.11 1.029
Multiple Task 251 1 5 3.20 1.224
Long Working Hours 251 1 5 3.25 1.064
Heavy Work 251 1 5 3.32 1.150
Autonomy 251 1 5 2.91 1.082
Basic Equipment 251 1 5 2.97 1.080
Favoritism 251 1 5 3.29 1.251
Value Addition 251 1 5 2.87 1.129
Individual Goals 251 1 5 3.13 1.113
Improper 251 1 5 3.16 1.281
Communication

29
 Monitoring 251 1 5 3.39 1.134
Opportunity 251 1 5 3.05 1.177
Skills & Competencies 251 1 5 3.12 1.106
Training Programs 251 1 5 3.36 1.232
Stress Management 251 1 5 2.97 1.173
Holidays 251 1 5 2.91 1.133
Transfers Holidays 251 1 5 3.22 1.230
Valid N (listwise) 251

Interpretation:
In above mentioned table of Descriptive Statistics, total number of observations taken
are 251. Here, the mean value of factors 11(Work Load and Hours), 12.3 (Favoritism),
13.2, 13.3, 13.4 which falls under (Leadership) factor, 14(Career Related Factor), and
15.3 (Transfer Policy) mean lies between 3 and 4, which are highly affecting factors for
attrition rate of employees compare to other factors in IT Industry.

6. Oneway Anova:

Table 8 ONEWAY ANOVA

ANOVA
Sum of Df Mean F Sig.
Squares Square
Reward System Between 159.906 3 53.302 5.264 .002
Groups
Within 2501.305 247 10.127
Groups
Total 2661.211 250
Work Between 144.422 3 48.141 2.848 .038
Environment Groups
Within 4175.435 247 16.905
Groups
Total 4319.857 250
Leadership Between 136.598 3 45.533 3.871 .010
Groups
Within 2905.529 247 11.763
Groups
Total 3042.127 250
Policies Between 69.798 3 23.266 3.118 .027
Groups
Within 1843.095 247 7.462
Groups
Total 1912.892 250

30
Post Hoc Tests
Homogeneous Subsets
Means Plots

F1 (Reward System):
H0- There is no significance difference among various Age group of employees
regarding F1 (Reward System).
H1- There is a significance difference amongst various Age group of employees
regarding F1 (Reward System).
Here, p = 0.02, which is less than 0.05, we failed to accept null hypothesis. It
shows that there is a significance difference exists.
F2 (Work Load/Hours):
H0- There is no significance difference among various Age group of
employees regarding F2 (Work Environment).
H1- There is a significance difference amongst various Age group of
employees regarding F2 (Work Environment).
Here, p = 0.38, which is less than 0.05, we failed to accept null hypothesis. It
shows that there is a significance difference exists.
F4 (Leadership):
H0- There is no significance difference among various Age group of
employees regarding F4 (Leadership).
H1- There is a significance difference amongst various Age group of
employees regarding F4 (Leadership).
Here, p = 0.010, which is less than 0.05, we failed to accept null hypothesis. It
shows that there is a significance difference exists.
F6 (Policies):
H0- There is no significance difference among various Age group of
employees regarding F6 (Policies).
H1- There is a significance difference amongst various Age group of
employees regarding F6 (Policies).
Here, p = 0.27, which is less than 0.05, we failed to accept null hypothesis. It
shows that there is a significance difference exists.

31
Figure 13 AGE TO REWARD

Interpretation:
In the above diagram, points plotted in the graph shows the level of acceptance in
different age group with respect to F1 that refers to Reward System which includes
salary, increment, incentives, delay in payment. It shows that mean value of age group
1(21 – 25 years) is between 10.5 to 11, mean value of age group between 2(26 – 30
years) is around 11 which is little bit higher to age group 1, mean value of age group
3(31 – 35 years) is between 12 – 12.5 which shows sudden increase in mean value that
states that this age group more positive than group 1 and 2, and mean value of age group
4(above 35 years) is between 13 – 13.5 which continues to increase than 3 age group.
This concludes that as the age increases there is people are more positive towards
organization’s Reward System.

32
Figure 14 AGE TO WORK LOAD

Interpretation:
In the above diagram, points plotted in the graph shows the level of acceptance in
different age group with respect to F2 that refers to Work Load/Hours which includes
higher targets, potential/expertise, multiple task, long working hours, heavy work. It
shows that mean value of age group 1(21 – 25 years) is between 16.5 to 17 which is
higher than the other age group, mean value of age group between 2(26 – 30 years) is
around 16.5 which is little bit lower to age group 1, mean value of age group 3(31 – 35
years) is 15 which shows sudden decrease in mean value that states that this age group
more negative than group 1 and 2, and mean value of age group 4(above 35 years) is
between 16 – 16.5 which again increases to the level of age group 1 and 2. This
concludes that the people of age group between 31 – 35 years are highly negative and
age group of 21 – 25 years are highly positive in terms of work load/hours.

33
Figure 15 AGE TO LEADERSHIP

Interpretation:
In the above diagram, points plotted in the graph shows the level of acceptance in
different age group with respect to F4 that refers to Leadership which includes value
addition, individual goals, improper communication, monitoring. It shows that mean
value of age group 1(21 – 25 years) is between 13.5 to 14 which is higher than the other
age group, mean value of age group between 2(26 – 30 years) is around 12.5 which is
shows a sudden decrease in mean value of age group 2 compare to age group 1, mean
value of age group 3(31 – 35 years) is around 12 which again shows decreases in mean
value that states that this age group more negative than group 1 and 2, and mean value
of age group 4(above 35 years) is 12 which is nearer to age group 1. This concludes
that the people of age group between 31 – 35 years and above 35 years are highly
negative and people of age group between 21 – 25 years are highly positive in terms of
Leadership factor.

34
Figure 16AGE TO POLICIES

Interpretation:
In the above diagram, points plotted in the graph shows the level of acceptance in
different age group with respect to F6 that refers to Policies which includes stress
management, holiday, transfer policy. It shows that mean value of age group 1(21 – 25
years) is 10 which is higher than the other age group, mean value of age group between
2(26 – 30 years) is around 9 which is shows a sudden decrease in mean value of age
group 2 compare to age group 1, mean value of age group 3(31 – 35 years) is between
8.5 – 9 which again shows decrease in mean value that states that this age group more
negative than group 1 and 2, and mean value of age group 4(above 35 years) is 12 which
is nearer to age group 1 which continues to decrease. This concludes that the people of
age group between 21 – 25 years are highly positive in terms of Policies rather than the
rest of the people of age group between 26 – 35 years and above.

35
Oneway

Table 9 ONEWAY

ANOVA
Sum of Df Mean F Sig.
Squares Square
OF1 Between 110.165 3 36.722 3.556 .015
Groups
Within 2551.046 247 10.328
Groups
Total 2661.211 250
OF6 Between 64.337 3 21.446 2.866 .037
Groups
Within 1848.556 247 7.484
Groups
Total 1912.892 250

F1 (Reward System):
H0- There is no significance difference amongst various groups of Total
Experience of employees regarding F1 (Reward System).
H1- There is a significance difference amongst various groups of Total
Experience of employees regarding F1 (Reward System).
Here, p = 0.015, which is less than 0.05, we failed to accept null hypothesis. It
shows that there is a significance difference exists.

F6 (Policies):
H0- There is no significance difference amongst various groups of Total
Experience of employees regarding F6 (Policies).
H1- There is a significance difference amongst various groups of Total
Experience of employees regarding F6 (Policies).
Here, p = 0.37, which is less than 0.05, we failed to accept null hypothesis. It
shows that there is a significance difference exists.

36
Means Plots

Figure 17 EXPERIENCE TO REWARD SYSTEM

Interpretation:
In the above diagram, points plotted in the graph shows the level of acceptance in
different groups having experience with respect to F1 that refers to Reward System
which includes salary, increment, incentives, delay in payment. It shows that mean
value of group having experience of 1(Less than 1 year) is around 12, mean value of
group having experience of 2(1 – 3 years) suddenly decreases to 11 which is lower than
group 1, mean value of group having experience of 3(3 – 5 years) is between 11.5 – 12
which shows sudden increase in mean value, and mean value of group having
experience of 4(above 35 years) is between 12.5 – 13 which continues to increase than
3 age group. This concludes that except group 2 having experience of (1 – 3 years) are
highly negative regarding Reward System and rest of the groups having experience of
1(Less than 1 year), 2(1 – 3 years), and 3(3 – 5 years) are highly positive in respect to
Reward System.

37
Figure 18 EXPERIENCE TO POLICY

Interpretation:
In the above diagram, points plotted in the graph shows the level of acceptance in
different groups having experience with respect to F6 that refers to Policies which
includes stress management, holidays, transfer policy. It shows that mean value of
group having experience of 1(Less than 1 year) is between 10 – 10.5 which is higher
than the other groups, mean value of group having experience of 2(1 – 3 years) suddenly
decreases to 9 which is lower than group 1, mean value of group having experience of
3(3 – 5 years) is also around 9 which is nearer to group 2, and mean value of group
having experience of 4(above 5 years) is around 8.5 which again shows a significant
decrease in mean value. This concludes that except group 1 having experience of (Less
than 1 years) are highly positive regarding Policies and rest of the groups having
experience of 2(1 – 3 years), 3(3 – 5 years) and above(5years) are highly negative in
respect to Policies.

38
 4.3 FINDINGS
The findings of this project are based on the different people working basically at
middle and lower level of IT companies in Ahmedabad.
 On the above chart out of 251 respondents:
- The ratio of male respondents is 61.8% and the ratio of female respondents is
38.2%. So, this chart shows that there is high proportion of male respondents
than females.

- Respondents between 21 - 25 years age groups were 23.1%, 33.1% of

respondents lies between 26-30 years, 31-35 years age group is very high in
compare to others age groups and above 35 years groups respondents 10.8%
which is very low compare to other age groups.

- Percentage of respondents those who are earning below 20k per month is 19.5%,
35.1% of respondents are earning between 20-30k per month, 36.3% are earning
between 30-40k per month and 9.2% respondents above 40k per month.

- Percentage of respondents having experience of less than 1 years is 13.5%,

36.3% of respondents have experience in between 1-3 years, 35.1% of
respondents have experience in between 3-5 years, and 15.1% of respondents
have experience in between above 5 years.

 In respect to different age group:

- Reward System is a critical factor that is affecting different age group of people
in terms of the attrition and the level of satisfaction increases as the age
increases. The age group of above 35 years are highly positive towards
organization’s Reward System.

- Work Load/Hours factor is highly affecting amongst age group of people that
belongs to above 35 years and between 31 – 35 years are highly negative which
suggests that these age group of people are more likely to change current job
because of work load/hours and age group of 21 – 25 years are highly positive.

- Leadership Factor amongst age group people that lies between 31 – 35 years
and above 35 years are highly negative which states it is critical factor resulting
in attrition of employees and people of age group between 21 – 25 years are
highly positive.

- People from age group thatlies between 21 – 25 years are highly positive in
terms of Policies rather than the rest of the people of age group between 26 – 30
years, 31 – 35 years and above 35 years which states that except 21 – 25 years
age group of people rest of the other group are highly dissatisfied and affected
by policies which leads to attrition among employees.

39
 In respect to different Experienced group:

- Reward Systemamongst the people having different level of experiencein their

field,except the group having experience between 1 – 3 years are highly
negative regarding Reward System and rest of the groups having experience of
Less than 1 year,3 – 5 years and above 5 years are highly positive in respect to
Reward System.

- Policies amongst the people having different level of experienced group people,
the groupthat except group having experience of Less than 1 years are highly
positive regarding Policies and rest of the groups having experience of 1 – 3
years, 3 – 5 years and above 5 years are highly negative in respect to Policies.

40
 CHAPTER – 5
IMPLEMENTATION PHASE

41
5.1 SOLUTIONS PROPOSED

42
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45
 ANNEXTURE
A Survey on Factors Influencing Attrition Rate in IT Industry

1. Name: -
___________________________________________________________

2. Gender:
Male
Female

3. Age:
21 – 25 years 1
26 – 30years 2
31 – 35 years 3
Above 35 years 4

4. Email: ___________________________________________________
5. Current Organization: _______________________________________
6. Current Designation: _______________________________________
7. What is your income on monthly basis?

Below 10,000 1
10 k – 20 k 2
20 k – 30 k 3
30 k – 40 k 4
Above 40 k 5

8. For how many years have you been working in your current
organisation?
Less than 1 year 1
1 – 3 years 2
3 – 5 years 3
Above 5 years 4

9. How years of experience do you have in your domain?

Less than 1 year 1

46
 1 – 3 years 2
3 – 5 years 3
Above 5 years 4

Organisational Factors:
10. Rank the following factors from 1 – 5 (implying least significant to
most significant), in order of their importance for being remain in an
organization for longer time.

Ranking on the scale of following parameter is given:

Strongly Disagree/ Fully Dissatisfied = 1, Disagree/ Partially
Dissatisfied = 2, Neutral =3, Agree/ Satisfied =4, Strongly Agree/ Fully
Satisfied =5

Reward/ Pay Systems 1 2 3 4 5

(a) Salary given by organization to

you receive is not as per market rate.
(b) You have not given increment
for long time.
(c) No allowances are given for
compulsory business trips by
organization.
(d) Excessive targets effect on
performance reward.
(e) Frequent transfer makes life ruin
in personal and professional growth.
(f) Less rewards compare to other
companies.
(g) No benefits are given by
organization
(h) Unbalance pay structure at
similar at similar responsibility
creates disappointments at same
organization in industry.

11. Please indicate the extent to which you agree on following statements
that can be a reason of employees to stay and work in an organization:

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 Work Load and Hours 1 2 3 4 5

(a) Higher/Unrealistic targets are

given to you in organization.
(b) Excessive work load affects
productivity.
(c) Tasks are not allocated as per
your efficiency.
(d) Multiple tasks allocated at same
time.
(e) Working hours are usually
stretched.
(f) Tasks allocated are difficult
complete in routine hours.
(g) Unclear job creates
frustration/confusion/inefficiency in
working.

12. Rank the following factors from 1 – 5 (implying least significant to

most significant), in order of their importance for working in an
organization for longer time.

Work Environment 1 2 3 4 5

(a) Constant monitoring affects

productivity
(b) Resources/equipment required
for work are not provided.
(c)

13. Please indicate the extent to which you agree with following
statement:

Policies 1 2 3 4 5

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14. Please indicate the extent to which you agree with the following
statement:

Work Load 1 2 3 4 5

(a) You believe that normal or

realistic targets are given to you
in organization.
(b) Working hours are not usually
extended in your organization
(c) You agree that work pressure
is good for health (mental and
physical)
(d) Do you agree that work load
does not create anxiety,
frustration among employees.
(e)Do you feel that higher work
load improves quality of work.
(f) Do you that facility of indoor
games or recreational activities
increases efficiency of employees

15. Rank the following factors from 1 – 5 (implying least significant to

most significant), in order of their importance for choosing an
organization:

Career Related Factor 1 2 3 4 5

(a) I believe there are sufficient

opportunities for career growth
for all in organisation
(b) Training, skills and
competencies are given due
weightage in career growth
(c) Company does provide
opportunities for new skills and
development

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16. How far you think HR can contribute towards tackling the attrition rate
give suggestion?

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