ACKNOWLEDGEMENT

Our sincere thanks to our honorable founder & Chairman

Dr JEPPIAAR, M.A, B.L., Ph.D., and I extend my sincere thanks to our Secretary & Correspondent Mr.P.CHINNADURAI, M.A., M.Phil., B.Ed., for sincere endeavor in educating us in this premier institution. I also express my gratitude to our Principal Dr.R.RAMAKRISHNAN, M.E., Ph.D.

I thank Dr.V.MAHALAKSHMI, M.L., MBA, M.Phil, Prof. & Head of Dept, Department of Management Studies for giving constant encouragement in this project work. I would like to express my sincere gratitude to Ms. M.STELLA, MBA, (M.Phil), Department of Management Studies for her guidance in my project work.

My immense thanks, regards and gratitude to Mrs. DIVYA SATHYAN, HR T&D and Mrs BIBI RUKHIA, HR Servion Global Solutions for their constant encouragement and friendly cooperation for my project and for sparing their valuable time in guiding me. I am deeply indebted to all the employees of the organization for their valuable help and suggestions throughout my project work

C.N.VENKATESHWARAN

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ABSTRACT
The study on Attrition Analysis was carried out at Servion Global Solutions Ltd., Chennai. The study aims in identifying causes of Attrition that is the gradual reduction of the size of a work force that occurs when personnel lost through retirement or resignation. This project uses descriptive research which is concerned with describing the characteristics of particular individual or group and convenient sampling techniques is used. Primary data was collected through questionnaire. Secondary data was collected from various books, records, references of other researchers and websites. The data which is collected is then analyzed through statistical tools such as interval estimation, chi-square test, weighted average method, anova, percentage method and graphical tool which is a bar chart. The study reveals that attrition in IT industry is generally due to better offers which may be due to development of career or by better compensation.

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TABLE OF CONTENTS

S.No

TITLE ACKNOWLEDGEMENT ABSTRACT TABLE OF CONTENTS LIST OF TABLES LIST OF FIGURES CHAPTER I INTRODUCTION

PAGE NO. iii iv v vii ix

1.1 1.2 1.3

INTRODUCTION COMPANY PROFILE PRODUCT PROFILE CHAPTER II DEVELOPMENT OF MAIN THEME

1 3 8

2.1 2.2 2.3 2.4

NEED FOR THE STUDY OBJECTIVES OF THE STUDY SCOPE OF THE STUDY LIMITATIONS OF THE STUDY

10 11 12 13

2.5

REVIEW OF LITERATURE CHAPTER III ANALYSIS, INTERPRETATION & CONCLUSION

14

3.1 3.2 3.3 3.4 3.5

RESEARCH METHODOLOGY ANALYSIS & INTERPRETATION FINDINGS SUGGESTIONS CONCLUSION

19 25 57 59 60

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LIST OF TABLES
TABLE NO 3.2.1 3.2.2 3.2.3 3.2.4 3.2.5 3.2.6 LABEL TABLE SHOWING THE AGE OF THE EMPLOYEES TABLE SHOWING QUALIFICATION OF EMPLOYEES TABLE SHOWING EMPLOYEES WORK EXPERIENCE TABLE SHOWING WHETHER ATTRITION IS AN IMPORTANT ISSUE IN IT TABLE SHOWING THE REASONS OF ATTRITION COMPARATIVE ANALYSIS OF WORK EXPERIENCE AND REASONS FOR ATTRITION 3.2.7 3.2.8 TABLE SHOWING THE FACTORS THAT MINIMIZES ATTRITION COMPARATIVE ANALYSIS BETWEEN FACTORS CAUSING AND FACTORS MINIMIZING ATTRITION 3.2.9 3.2.10 3.2.11 3.2.12 TABLE SHOWING EMPLOYEES PERIOD WITH SERVION TABLE SHOWING THE NO. OF PREVIOUS EMPLOYERS TABLE SHOWING EMPLOYEES SATISFACTION WITH THE COMPANY TABLE SHOWING WHETHER EMPLOYEES ARE GIVEN VALUE BY THE MANAGEMENT 3.2.13 3.2.14 TABLE SHOWING EMPLOYEES PERCEPTION TOWARDS SERVION COMPARATIVE ANALYSIS BETWEEN EMPLOYEES PERIOD WITH THE COMPANY AND PERCEPTION TOWARDS THE COMPANY 3.2.15 TABLE SHOWING WHETHER EMPLOYEES ARE MATCHED WITH RIGHT JOB & COMPENSATION 3.2.16 TABLE SHOWING THE CHANGES FOUND IN EMPLOYEES AFTER JOINING SERVION 3.2.17 TABLE SHOWING WHETHER EMPLOYEES WOULD REFER SERVION 45 44 42 39 40 34 35 36 37 32 33 PAGE NO 25 26 27 28 29 30

vii

3.2.18

TABLE SHOWING THE RANKS OF THE MOTIVATIONAL FACTORS BY SERVION

47

3.2.19 3.2.20 3.2.21

ANALYSIS OF MOTIVATIONAL FACTORS TABLE SHOWING THE FLEXIBILITY OF THE WORK SCHEDULE COMPARATIVE ANALYSIS OF FLEXIBILITY IN WORK SCHEDULE AND CHANGES IN THE SKILLS

49 50 51

3.2.22

TABLE SHOWING THE IMPORTANCE OF CAREER PLANNING TO OVERCOME ATTRITION

53

3.2.23

TABLE SHOWING THE IMPORTANCE OF PERFORMANCE APPRAISAL TO OVERCOME ATTRITION

54

3.2.24

COMPARATIVE ANALYSIS BETWEEN CAREER PLANNING & PERFORMANCE APPRAISAL

55

viii

LIST OF FIGURES
TABLE NO 3.2.1 3.2.2 3.2.3 3.2.4 3.2.5 3.2.6 3.2.7 3.2.8 3.2.9 LABEL FIGURE SHOWING THE AGE OF THE EMPLOYEES FIGURE SHOWING QUALIFICATION OF EMPLOYEES FIGURE SHOWING EMPLOYEES WORK EXPERIENCE FIGURE SHOWING WHETHER ATTRITION IS AN IMPORTANT ISSUE IN IT FIGURE SHOWING THE REASONS OF ATTRITION FIGURE SHOWING THE FACTORS THAT MINIMIZES ATTRITION FIGURE SHOWING EMPLOYEES TIME WITH SERVION FIGURE SHOWING THE NO. OF PREVIOUS EMPLOYERS FIGURE SHOWING EMPLOYEES SATISFACTION WITH THE COMPANY FIGURE SHOWING WHETHER EMPLOYEES ARE GIVEN VALUE BY THE 3.2.10 3.2.11 3.2.12 MANAGEMENT FIGURE SHOWING EMPLOYEES PERCEPTION TOWARDS SERVION FIGURE SHOWING WHETHER EMPLOYEES ARE MATCHED WITH RIGHT JOB & COMPENSATION FIGURE SHOWING THE CHANGES FOUND IN EMPLOYEES AFTER 3.2.13 3.2.14 3.2.15 JOINING SERVION FIGURE SHOWING WHETHER EMPLOYEES WOULD REFER SERVION FIGURE SHOWING THE RANKS OF THE MOTIVATIONS GIVEN 45 48 42 44 37 39 PAGE NO 25 26 27 28 29 32 34 35 36

3.2.16 3.2.17

FIGURE SHOWING THE FLEXIBILITY OF THE WORK SCHEDULE FIGURE SHOWING THE IMPORTANCE OF CAREER PLANNING TO OVERCOME ATTRITION

50 53

3.2.18

FIGURE SHOWING THE IMPORTANCE OF PERFORMANCE APPRAISAL TO OVERCOME ATTRITION

54

ix