Submitted in partial fulfillment for the requirement of the MBA Degree awarded by Bangalore University
Submitted by Ponnappa I.S 04XQCM6064
Under the guidance of Praveen Kamat Professor M.P.Birla Institute of Management
M.P.Birla Institute of Management Race course road Bangalore-1 INDIA
I hereby declare that this dissertation entitled ‘ATTRITON MANAGEMENT’ is the result of project work undertaken by me under the guidance and supervision of Mr. Praveen Kamat, Professor, M.P.Birla Institute of Management, Bangalore. I also declare that this dissertation has not been submitted to any other University/Institution for the award of any Degree.
I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under the guidance and supervision of Mr. Praveen Kamat, Professor, MPBIM, Bangalore.
(Dr. N.S. Malavalli)
Principal MPBIM, Bangalore
I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under my guidance and supervision
(Mr. Praveen Kamat)
Professor, M.P.B.I.M Bangalore
The satisfaction that accompanies the successful completion of any task would be incomplete without the mention of the people who made it possible, whose constant guidance and encouragement made my efforts a success. My profound thanks to my project guide Mr. Praveen kamat, Professor, M P Birla Institute of Management, Associate Bharatiya Vidya Bhavan for helping me throughout the project. I take this opportunity to thank him for his immense support, guidance, specifications and ideas without which the project would not have been a success. I would also like to thank my project guide Srivatsa Ghantae, at Datacraft Asia Ltd, for valuable information provided by him on the current trends in the industry.
I wish to thank our Principal Dr. N. S. Malavalli for his encouragement and support.
EXECUTIVE SUMMARY INTRODUCTION WHAT IS ATTRITION? THE COST OF ATTRITION TRACKING ATTRITION CAUSES CURBING ATTRITION SUGGESTIONS IMPORTANCE OF EMPLOYEE ATTRITION LOOPHOLES IN ATTRITION MANAGEMENT EFFECTIVE ATTRITION MANAGEMENT ANNEXURE BIBLIOGRAPHY
1-2 3-6 7-14 15-19 20-39 40-41 42-60 61-65 66-69 70-78 79-82 83
This report seeks to utilize primary research in order to offer a greater understanding of the complex issues raised by staff attrition. Specific aims were to: Identify trends in leavers' behaviour and the reasons employees change jobs/organisations Identify the employers' perspective on employees' reasons for leaving Identify retention strategies that have a positive influence on retention, or at least leave current and former staff with a positive view of the organisations When do employees leave? 3/4 of our survey respondents had left their last organisations with less than three years service. Why do employees leave? A significant difference was established between what employers assumed were key causes of turnover, and the actual reasons employees gave for leaving. Employers largely failed to take into account the importance of providing opportunities for development for their employees. This was three times as important as any other factor in employees’ decisions to change jobs. The top 3 causes were: Lack of opportunities for personal and career development Issues with the working experience and problems with superiors Salary & benefits
What can employers do to minimize the incidence of and impact of employee turnover? Developing an employee retention strategy involves three stages: Identify the level and cost of turnover and benchmarking it against competitors Understand why...