attrition rate

“A Comprehensive Study to identify the Measures

to To Reduce the Higher

Attrition Rate”

JERRY. JOSE -0721

WHAT IS ATTRITION?

• Defining attrition: "A reduction in the number of

employees through retirement, resignation or death“

• Defining Attrition rate: "The rate of shrinkage in size or

number"

OBJECTIVES OF THE STUDY

1) To fulfill the future needs and aspirations of employees in the organization.

2) To verify the satisfaction level of employee in the organization.

3) To ensure co-ordination between the employees and the organization.

4) To protect the interest of the employees in the organization.

5) To bring out proper working between employees and organization to improve the company’s image.

6) To make employees proud of their own company.

7) To take efforts and measures to improve the situation and conditions of employment.

8) To understand the rules and policies followed by the organization.

SCOPE OF THE STUDY

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

• When employing temporary as casual staff on a short term basis the principles 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.

REVIEW OF LITERATURE

• IT enabled services (BPO) industry is being looked upon as the next big employment generator.

• In India, the average attrition rate in the BPO sector is approximately 30-35 percent.

• The reason for the high attrition rate Work Pressure Females in the workforce Turning down challenges Mostly fresh graduates, take it as a pass-time job

ATTRITION RATES

Attrition rates

Australia, 19%Europe, 14%

India, 10%

Global Average, 25%

USA, 32%

TOP FIVE I.T COMPANIES

• TOP FIRING COPANIES

I. IBMII. AccentureIII. WiproIV. IntelV. CTS

• TOP SECURE COMPANIES

I. MicrosoftII. EDSIII. HPIV. TCSV. Google and

Yahoo

RESEARCH METHODLOGY

• Primary source includesInterviewsQuestionnaire

• Secondary source includes Reference books Company record

• Sample Size includes Sample size is 25

AND ANALYSIS..

Esteem needsEsteem needs

Social needsSocial needs

Security needsSecurity needs

Physiological needsPhysiological needs

Self Actualisation Needs

The Maslows Theory

Types of Attrition

ATTRITION

VOLUNTARY INVOLUNTARY

Reasons For Attrition

• Personal Reasons

• Financial Reasons

• Other Reasons

Reasons for Attrition

Higher Packages, 55%

Satisfaction, 35%

Others, 10%

FINDINGS AND CONCLUSIONS

• The recruitment and selection through walk in interview only.

• They try all possible ways to retain their employee but if not then……

• Retention polices followed provides the employee both monetary and non monetary benefits.

• Various other workshops conducted which helps the employee to be motivated and keep working.

• Other welfare program are also conducted for them.

• The exit interviews were conducted as and when required by the company.

SUGGESTIONS AND RECOMMENDATIONS

• Companies can look into various options like good rewards, bonding programme, flexible working hours and stronger career path.

• Management also needs to consider other aspects like secure career, benefits, perks and communication.

• Making work a fun place, having education and ongoing learning for the workforce and treating applicants and an employee in the same way as one treats customers.

• Companies need to go in for a diverse workforce, which does not only mean race, gender diversity, but also include age, experience and perspectives.

THANK YOU ALL

ANY QUESTIONS PLEASE ???