.

A
SYNOPSIS
ON

RETENTION OF IT
EMPLOYEE
By
NIKITA JAINVI
A0102314017

Under the Supervision of

Mrs. L.K.Dhillon

In partial fulfillment of the requirement for the

degree of Master of Business Administration
(HR)
At
AMITY BUSINESS SCHOOL
AMITY UNIVERSITY UTTAR PRADESH
SECTOR 125, NOIDA - 201303, UTTAR
PRADESH INDIA
.

CONTENT

S.No. Topic Pg.

1. Introduction 1

2. Review of Literature 1

3. Research Methodology 6

4. Analysis 10

5. Conclusion 14
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INTRODUCTION TO IT INDUSTRY IN INDIA

Information technology in India is an industry consisting of two

major components: IT services and business process outsourcing

(BPO). The sector has increased its contribution to India's GDP

from 1.2% in 1998 to 7.5% in 2012. According to NASSCOM, the

sector aggregated revenues of US$147 billion in 2015, where

export revenue stood at US$99 billion and domestic at US$48

billion, growing by over 13%. India's current prime minister

Narendra Modi has started 'Digital India' project to give IT a

secured position inside & outside India.

REVIEW OF LITERATURE - RETENTION IN IT SECTOR

These days, corporate across the world particularly in India facing

the problem of Employee Turn Over. Through a high rate of

Employee Turn Over exists in all organised Industries in India, no

reliable data on its extent are available. Employee Turn over has

been defined as "The rate of change in working staff of a concern

during the definite period". In other words "it signifies the shifting of

the work force into and out of the organisation". It is a measure of

extent to which old employees leave and new employees enter

into service in a given period. Employee Turn Over is the cause &
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effort of instability of employment apart from being a measure of

the morale and efficiency or otherwise of worker.

This Turn Over is harmful to the efficiency of the workers and

impairs the quality of production. It is a serious obstacle to full

utilization of a courty human and material resources. Employee

Turn Over is outcome of resignation and dissimals Badli system

also contribute to high Turn Over because with a view to providing

work for badli worker many workers are forced to leave.

Organisation adopt the retention strategies to control the

Employee Turnover. Retention may be defined as retain the losing

member of its staff can cost a company. Much more than money

when employees leave, of ten times they will take will them

intellectual property, Relationship, Investment clients or others

employees Scientific system of recruitment, selection and

placement, the provision of vocational guidance facilities,

enlightened supervision and development of two way

communication system between the management and employees

will help to reduces the rate of Employee Turn Over.

From inception, the company adopted the state of - art technology

and best practices in all areas of work. Conscious and concerted

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thrust was given to HR from beginning. Emphasis was led not only

in selecting and recruiting best available talent in the country, but

also in adopted a continuous program of knowledge and skill

enhancement, leading to creation of pool of talent in the sector.

This is amply reflected in companies being ranked high in terms of

quality and name. Some of the major initiatives in HR areas are :

1) Employee development

a) Since inception in was decided to create a dedicated cadre

in the stream of software engineering, finance, personnel,

etc. through recruitment at entry level as trainees and

providing pre employment induction training. An induction

training scheme was involved for each cadre of employee in

the company the selection process comprising a

comprehensive written test to gauge the technical knowledge

and aptitude, followed by an interview that has been followed

year after year and form a major chunk of the talent pool

available in the company. The trainees undergo a

comprehensive modular training of one year duration

comprising class room hands on technical training and

managerial development themselves into professionals.

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b) To impact the latest technical managerial skills and

knowledge to its employees, training has been a major thrust

area. At the apex level, the in-house management institute

specializes in management development and It training.

Training interventions are two-pronged-need-based training

for all employees and training requires to be imparted to

meet organizational goals. An elaborate system of training

need identification of each employee is in place. Training

activities are carried out at each level at the training centers,

which are equipped with advanced training infrastructure.

c) To inculcate a work culture, which is value based, special

emphasis is being let on value and attitudinal training. Apart

from this, all programs also incorporate session on yoga and

meditation.

d) For brining quality in all facets of work, thrust has been given

train large number of non-executives in quality system and

approximately 80% of the Workers are trained and are

actively involved in quality circles. Presently there are app.

380 quality circles all over the company.

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e) To groom future leaders, long term custom made advanced

management programs (AMPs) have been organized in

association with some of the leading institutes of

management development in India. The participants in these

are exposed to the latest trends in various management

disciplines like HR, finance, strategic management, IT etc. is

a culmination of knowledge being imparted in these areas

right from the middle management level.

Career linked training programs at Deputy Manager,

Manager and Sr. Manager levels called the foundation

course in general management, capsule courses in general

management and enhancing managerial competency course

respectively.

f) Professional circles have been formed voluntarily in most of

the functions at each corporate office. The participants of the

circles meet once month and share professional information

relating to their area of work. The process of sharing is

generally done through a presentation made in professional

circles across the company are also collected at the regional

level organized at the corporate level where in some of good

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presentations from various units are made in front of the

senior level officers of the company. This initiative has thrown

open new vistas of knowledge which where locked up with

some individuals and learning are now being spared across

the company.

RESEARCH METHODOLOGY

To understand various procedures and complexities of it and

to understanding the employee turn over and retention

system being used at Organization. This can give me in

depth understanding of system and usefulness in

understanding the problem in system.

To know about retention strategies adopted by various Indian

companies (especially the IT Sector) the internet and print

medium like magazine and news paper were used in which

the interviews of HR managers were published.

WHAT DOES RESEARCH MEANS

Research is a common parlance refers to search for knowledge. It

is an art of scientific investigation. It is a careful investigation or,

inquiry especially through research for new facts in any branch of

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knowledge. In fact it is a systematized effort to gain new

knowledge.

RESEARCH OBJECTIVES

Research methodology is a way to solve the research problem

systematically. It may be understood as a science of studying how

research is done scientifically. We study various steps that are

generally adopted by a researcher in studying to know not only the

research method but also methodology. Researcher not only to

know how to develop certain indices or, tests, how to calculate

mean, the mode, the median, the standard deviation or chi-squire,

how to apply a particular research technique, but also

methodology is relevant. Researcher needs to know the

assumptions underlying various technique or, procedure, will be

applicable to certain problem & other will not. All this means that it

is necessary for the researcher to design his methodology for his

problem as same way differs from problem to problem.

So we can say research methodology has many dimensions &

research methods do constitute a part of the research

methodology?

TYPES OF RESEARCHES
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1. DESCRIPTIVE RESEARCH

It includes surveys & facts findings, enquiries of different kinds.

The major purpose of descriptive research is description of the

state of affairs as it exists at present.. The major characteristic of

this method is that researcher has no control over the variables.

He can only report what has happened & what is happening.

2. ANALYTICAL RESEARCH

The researcher has to use facts or, information already available &

analyse this to make a critical evaluation of the material.

3 EXPLORATORY RESEARCH

It is the development of hypothesis rather then there testing.

Formalized research studies are those with substantial structure &

with specific hypothesis to be tested.

4 EXPERIMENTAL RESEARCH

The main characteristic of it is that here researcher has greater

control over environment & variables are manipulated to observe

their effect on other variables. Researcher establishes one

explanation or reason for a particular observation they take the

help.
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RESEARCH PROBLEM

In research the first and foremost step happens to be that of

selecting and properly defining a research problem. A researcher

must find the problem and formulate it so that it becomes

susceptible to research.

A research problem, in general refers to some difficulty which a

researcher experiences in the context of either a theoretical or

practical situation and wants to obtains solution for the same.

RESEARCH DESIGN

Step 1 Planning of Questionnaire

Step 2 Questionnaires

Step 3 collect the primary data from it & secondary data from

records.

DATA COLLECTION METHOD

Questionnaire Method

RESEARCH TOOL

% method represented by graph.

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SAMPLE METHOD

Random sampling

FIELD OF WORK

Human Resource Department

ANALYSIS - WHAT MAKES EMPLOYEE LEAVE

Information technology in India is an industry consisting of two

major components: IT services and business process outsourcing

(BPO). The sector has increased its contribution to India's GDP

from 1.2%.

Employees in IT Sector do not leave an organization without any

significant reason. There are certain circumstances that lead to

their leaving the organization. The most common reasons can be:

Job is not what the employee expected to be: Sometimes the

job responsibilities dont come out to be same as expected

by the candidates. Unexpected job responsibilities lead to job

dissatisfaction.

Job and person mismatch: A candidate may be fit to do a

certain type of job which matches his personality. If he is

given a job which mismatches his personality, then he wont

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be able to perform it well and will try to find out reasons to

leave the job.

No growth opportunities: No or less learning and growth

opportunities in the current job will make candidates job and

career stagnant.

Lack of appreciation: If the work is not appreciated by the

supervisor, the employee feels de-motivated and loses

interest in job.

Lack of trust and support in coworkers, seniors and

management: Trust is the most important factor that is

required for an individual to stay in the job. Non-supportive

coworkers, seniors and management can make office

environment unfriendly and difficult to work in.

Stress from overwork and work life imbalance: Job stress

can lead to work life imbalance which ultimately many times

lead to employee leaving the organization.

Compensation: Better compensation packages being offered

by other companies may attract employees towards

themselves.
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New job offer: An attractive job offer which an employee

thinks is good for him with respect to job responsibility,

compensation, growth and learning etc. can lead an

employee to leave the organization.

CONCLUSION

The reasons for Drive Attrition are due to employers policy /

policies of terminating the employee at the end of the

contract period for employment.

The quality policy of the BPO companies guides them to

retain only the most productive employee and hence makes

them to terminate employee at regular intervals.

A BPO company operates 24 hours a day and 365 days a

year. The companies do not have a particular day as weekly

off for its employees. The employees are not even entitled for

national holidays declared by Government of India, as the

company works with clients calendar.

The call agents can avail leave (which should not affect the

schedule) only with prior consent, and any unauthorized

absence is a sufficient reason for terminating an employee.

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The employee in BPO of IT & ITES Sector should be given a

more friendly environment to work on.

The employee needs to be a better promotional opportunity

for their career.

Employee should be free to express his or her view

regarding any problem in the office in front of management.

In India Employee Turnover is increasing due to the

introduction of foreign trend in India.