A PROJECT REPORT ON SUMMER TRAINING

ON

A STUDY OF EMPLOYEES Retention

IN
CADBURY INDIA LTD.

+-BY

MOHIT GARG

IN PARTIAL FULFILLMENT OF
Bachelors in Business administration
 PREFACE

I am lucky that, I got an opportunity for making the project report on CADBURY INDIA
LTD. I visited to the company for two months and I prepare my project report on the topic
Employees Retention in Cadbury. And the study is divided into various chapters to get knowledge.
I also considered some published material on the particular topic as well as about the concern. This
helps me in boosting up my confidence and determination which will help me to face the situation in
coming years. This report is written account of what I learnt and experienced during my project. I
wish, those going through it will not only find it readable but also get as useful Information. During
this whole training I got a lot of experience and came to know about the management practices in
real that how it differs from those of theoretical knowledge and the practically in the real life.
In todays globalize world, where cutthroat competition is prevailing in the market,
theoretical knowledge is not sufficient. Beside this one need to have practical knowledge, which
would help an individual in his/her carrier activities and it is true that Experience is best teacher.
 ACKNOWLEDGEMENT

At the very outset, I am highly indebted to the all powerful ALMIGHTY GOD for all the
blessings he showered on me and for being with me throughout the study.
I would like to express my sincere thanks to MISS. Sonali Sobti (HR Branch Manager),
CADBURY INDIA LTD., Gurgaon Branch office and Mr.Amarjeet Khalsa, Director, HMR
Institute of Technology and Management, who provided me an opportunity to do this project in
his esteemed organization and for giving his valuable time and exemplary guidance during my
training, without his constant encouragement it would have been impossible to test my theoretical
knowledge.
I would like to place on record my sincere gratitude and appreciation to my project guide,
Professor, for her kind co-operation and guidance which enabled me to complete my project.
I extend my gratitude to the entire staff of CADBURY INDIA LTD for their diligently
attention, cooperation, precious advice, a very congenial environment and sophisticate facilities
during the course of the project
I would also express my profound sense of gratitude to all lecturers of HMR Institute Of
Technology and Management for giving immense inspiration throughout my BBA course, whose
teaching not only acted merely as drop of ink rather it has acted as a stone upon which the training is
based.
I also take this opportunity to express my deed gratitude to my loving parents and friends
who are a constant source of motivation and for their never ending support and encouragement
during this project.

ROHAN SAXENA

MEANING OF PROJECT
 The word Project has great specification in the field of management before starting any
work we must have an idea about its basic. The meaning of the PROJECT is as follows: -

P The word p signify the phenomenon of planning, which deals symbolization and
proper arrangement of sensex and suggestion on respectively in accordance with need.

R It stand for associated with word resource with which guides to promote planning.

O This letter stands overhead expenses on unestimated expenses, which occur in

manufactures designed or layout of project.

J This letter stands for joint efforts i.e. Project work which is undertaking should be
completed with a combined effort.

E This stands for engineering i.e. worker undertaken is to be employing technical

process.

C This stands for the phenomenon of constriction on which is more essentially and basic
form of work.

T This stands for the techniques unless techniques to work is not Known.
CONCLUSION

In general we came to conclusion. That project is systematic conclusion discussed proposed

particular subject which, include complete information about required to machine tools, appliances
need the various operation required to be done in well sequences

Executive Summary
Job satisfaction represents the constellations of persons attitude towards or about the
job. In general, job satisfaction is the attitude towards the job as a whole. Job satisfaction is a
function of satisfaction with different aspects of job, i.e. supervision, pay, works itself, co-workers,
promotion, etc., and of the particular weighting or importance one attaches to these respective
components.
Employee job Satisfaction was a much popularized subject during the 1980s and 1990s,
where much of the literature (Stoner & Wankel, 1986; Brewster, Dowling, Grobler, Holland &
Warnich, 2000), focused on the link between Employee Satisfaction and Employee Performance.
Subsequent research has, however, proven that this link is not particularly strong, (Kreitner &
Kinicki, 2005; Ivancevich & Matteson, 2002). What recent research has confirmed is that there is a
clear reciprocal relationship between Employee Satisfaction and Customer Satisfaction (Kraut,
1996). For example, one of the most detailed studies undertaken was that carried out by Heskett,
Sasser and Schlesinger (1995). The authors point out that, When companies put employees and
customers first, their employees are satisfied, their customers are loyal, their profits increase, and
their continued success is sustained (as cited in Bailey & Dandrade, 1997).
The concept of Employee Satisfaction can be traced back to Edward Thorndike, who in the
early 1900s published an article in the Journal of Applied Psychology where he explored the
relationship between work and satisfaction. The concept of Employee Satisfaction has certainly been
researched very thoroughly over the years and has been linked to many other issues like employee
loyalty, employee commitment, employee engagement and job satisfaction.
One of the most quoted theorists is Hertzberg who during the 1950s developed his theory
which identified two dimensions of satisfaction, namely motivation and hygiene. Hertzberg
maintained that the hygiene factors could not motivate employees but rather helped minimize
dissatisfaction levels if addressed. These hygiene factors include topics such as; company policies,
supervision, salary, interpersonal relationships and working conditions. The motivating factors
addressed topics such as: the work itself, achievement, recognition, responsibility, and advancement.
If continuously good levels are maintained in respect of these topics, a motivated work force is
created.
Modern management considers human being as resource and it is an importance for the
success of any organization. It is the strength and aid. Therefore employees attitudes, interest
quality,

job satisfaction, etc., have a bearing productivity of a firm unless the management is able to
recognize employees needs and wants they will lose motivation and morale and it will affect the best
interest of the firm.
 Work is one of the most important activities in a persons life .Who do have satisfying job
rarely have fully satisfying lives. Dissatisfaction in work can lead in many circumstances to lower
production and friction on the job. So that it must be considered by the management and steps should
be taken to find out the factors which cause job dissatisfaction and to reduce such dissatisfaction. In
general employee satisfaction is the attitude towards the work environment, salary, relationship with
their colleagues, job security, grievance handling, performance appraisal, training and development,
management style, quality policy, career counseling and so on.
In this project factors that are taken into consideration for the employee satisfaction are:
Work Environment:
Work environment is the atmosphere to which the employee is actually exposed. This
constitutes a major portion of the influence on the employees. This typically included the quantum of
work allotted, nature and complexities, system being followed, support from colleagues etc.
Relationship with the Superiors and Subordinates:
Healthy and cordial relationship in the department will not only provide healthy environment
but also paves way for smooth flow of work, increases productivity and qualitative performance.
Relationship with Colleagues:
Better understanding and friendly relations with colleagues is necessity for a good
environment. Joining hands together and helping each other enhance stability and confidence among
themselves that contributes to the security and improve performance as a whole.
Motivation and Recognition:
The level of performance of an employee is a function of his abilities. If there is a strong
positive motivation, the output increases and decreases if it is negative. Motivation is a core element
of management which shows that every human being earnestly seeks a secure, friendly and
supportive relationship that gives him a sense of warmth and recognition in groups that are most
important to him.

Salary:
Salaries are influenced by the size of the company, by a specific industry and in part by the
contribution of the incumbent to the process of decision making. The bigger the firm, the greater is
the compensation to the employees. The more attractive the salary, the more attractive will be the
performance of the employees.
Job security:
A person who is satisfied with the current job would continue to remain in the same job. So job
security plays a crucial role in the maintenance of job satisfaction among employees.
Grievance handling:
This is a corrective measure however important when grievances or difficulties or constraints enter in
on employees job. The approaches of management, time taken to provide counter measures etc are
the constraints of this factor.
Performance appraisal:
Most firms do not have a choice whether or not it should appraise its personnel and their
performance of the hired personnel will be evaluated by someone at sometime.
Management practices:
The approach of the management towards employees in the interfaces like appraisal and reward
schemes, permitting employees in the interfaces like appraisal and reward schemes, permitting
employees to participate in the organizational issues etc, is also determining the employee
satisfaction. This company has set employee of the year award etc, ensures positive management
approach. These approaches have made the employees to have a good view over their job.
Opportunities for development:
This is a factor strongly related to the higher order needs of the employees on their personal
development. Many people like a challenging job, since that assures them to think and undergo series
development measures. This factor is an essential one for satisfaction of permanent employees.
Quality policy:
Quality is a core concept that rules todays business. It is a non comprising factor of any industry in
todays business world. Companies would adopt themselves to the recognize quality standards to
sustain in the market and to provide a better working condition to the employees and job security.
The study on employee satisfaction is relatively recent phenomenon. It can perhaps be said to have
begun in earnest with the famous Hawthrone experiment conducted by Elton Mayo at western
electrical company in 1920s. During the course of their investigation, however they became

Convinced that the factors of social nature were affecting employee satisfaction with the job and
productivity. Since the Hawthrone studies, there has be enormous output of work on the nature,
causes, correct employee satisfaction. The traditional model of employee satisfaction is that it
consists of training and development, salary, management style, quality policy than an individual has
about his work. The total body of influence of the job, the nature of the job itself, the pay, the
promotion prospects, nature of supervision and so on, where the sum total of influences gives to rise
to the feeling of employee satisfaction, the employee is satisfied, where in total, they give rise to
psychological and environmental circumstances that cause a person truly to say I am Satisfied.
Employee satisfaction means a pleasurable positive emotional state resulting from the appraisal of
ones feelings.
This research named A Study on employee welfare in CADBURY INDIA LIMITED anticipates
identifying the various factors and the extent to which they affect the satisfaction level of the
employees.
Employee satisfaction and welfare is very crucial for every organization because higher satisfaction
level and welfare of the employee have a positive impact on productivity, performance, and
individuals physical and mental health, profitability, improve quality of products or services and
reduce absenteeism, employee turnover, dispute between labour and management. This gives a
competitive edge to the company over its competitors.
The study tries to cover each and every factor that effect employee welfare and satisfaction level,
weather it is HR policies (recruitment policy, promotion policy, compensation policy etc.) and HR
practices (training and development, performance appraisal, motivation techniques etc.) or some
other personal factor (gender, age, qualification etc.).
The research includes each and every factor because even a single factor can lower satisfaction level
and moral of the employee, which in turn leads to absenteeism, accidents, low productivity etc. and
ultimately effect the organizational goal.
The research will help the company to gain the benefits of higher employee satisfaction level and
have a competitive edge over its competitors.

Area of study
The area of the study is the branch office of the CADBURY INDIA LIMITED, Gurgaon Haryana

Scope of the study

The scope of the study extends from middle hierarchical level (senior sales executives) to upper
hierarchical level (Managers) of the company, so it is a comprehensive study.

Objectives of the study

The objective of conducting such research is to know reasons of employees exit of CADBURY INDIA
LIMITED. Further it will also help to know the various job related and personal factors and their
extent to which they affect the satisfaction level of employees, so that meaningful conclusions and
suggestions could be made in order to make the human resource policies and practices of the
company more effective and efficient.

Research methodology
The research includes both primary and secondary data. The information from the respondents is
collected through questionnaire. The primary data was collected form employees of the CADBURY
INDIA LIMITED and secondary data is collected from the books.
The sample size is 60 and samples are selected on the basis of convenient from every department of
the company.
Questions are framed in such a way that the answers reflect the ideas and thoughts of the respondents
with regard to level of satisfaction. For job related factors like scale (five rating scale) is used in
which respondents are required to show their level of satisfaction from 1 to 5 (1= Strongly Agree, 2=
Agree, 3= Neutral, 4= Disagree, 5=Strongly Disagree) and for personal factor simple category scale
is used and respondents are required to tick at the appropriate box. Some facts revealed in the study
are bases on personal observations also.

Tools of interpretation and analysis

Here the simple percentage analysis is used for calculating the percentage of satisfaction level in the
total respondents and data is presented in the form of tables and bar diagrams.

Limitations of the study

The study is also subjected to certain limitations such as, sample is limited to 20, findings and
conclusions are based on knowledge and experience of the respondents sometime may subject to
personal biasness and research study was being done in the year June 2010, with required data
analysis and interpretation, the data needs to be updated at times when it comes to have further usage
of this research study report.
Despite the above limitations I tried my best through the entire study to provide a comprehensive,
complete and detailed report, so that it can help the organization to take appropriate decisions for the
welfare and satisfaction of its employee while giving due consideration to its goals and objectives.

About the CADBURY

Cadbury India's five factories in India churn out close to 8,000 tons of chocolate and the company
sells a million bars every day.

But Bharat Puri, managing director of Cadbury India will never forget the batch of Dairy Milk
chocolates numbered 28F311 manufactured last year at the company's plant in Thane, near Mumbai.

That was the worm-infested batch that triggered a crisis for the company that had always prided itself
on its squeaky clean image.

The timing of the controversy couldn't have been worse. Festival season sales (Cadbury sells almost
1,000 tonnes of chocolates during Diwali) plummeted 30 per cent.

Until then, in the country's FMCG sector plagued by slow, low single digit top line and bottom-line
growth, Cadbury was a sweet exception. But its net profit in 2003 dipped 37 per cent to Rs 45.6 crore
(Rs 456 million) as compared to a 21 per cent increase the previous year.

Now, a year later, Cadbury says that consumers have long forgotten the controversy and are back to
their merry chocolate-chomping ways.

"Sales are back to the pre-controversy levels. Consumer confidence in the product is back and there
has been a steady progression in sales," says Sanjay Purohit, head (marketing) Cadbury India. The
company expects to close the year with a high double digit sales growth.

Company Overview

Cadbury began its operations in 1948 by importing chocolates and then re-packing them before
distribution in the Indian market. After 59 years of existence, it today has five company-owned
manufacturing facilities at Thane, Induri (Pune) and Malanpur (Gwalior), Bangalore and Baddi
(Himachal Pradesh) and 4 sales offices (New Delhi, Mumbai, Kolkata and Chennai). The corporate
office is in Mumbai.

Our core purpose "Working together to create brands people love" captures the spirit of what we are
trying to achieve as a business. We collaborate and work as teams to convert products into brands.

Simply put, we spread happiness!

Currently Cadbury India operates in three sectors viz. Chocolate Confectionery, Milk Food Drinks
and in the Candy category.

In the Chocolate Confectionery business, Cadbury has maintained its undisputed leadership over the
years. Some of the key brands are Cadbury Dairy Milk, 5 Star, Perk, clairs and Celebrations.
Cadbury enjoys a value market share of over 70% - the highest Cadbury brand share in the world!
Our flagship brand Cadbury Dairy Milk is considered the "gold standard" for chocolates in India.
The pure taste of CDM defines the chocolate taste for the Indian consumer.

In the Milk Food drinks segment our main product is Bourn vita - the leading Malted Food Drink
(MFD) in the country. Similarly in the medicated candy category Halls is the undisputed leader. We

Recently entered the gums category with the launch of our worldwide dominant bubble gum brand
Bubbaloo. Bubbaloo is sold in 25 countries worldwide.
The Cadbury India Brand Strategy has received consistent support through simple but imaginative
extensions to product categories and distribution. A good example of this is the development of
Bytes. Crispy wafers filled with coca cream in the form of a bagged snack, Bytes is positioned as
"The new concept of sweet snacking". It delivers the taste of chocolate in the form of a light snack,
and thus heralds the entry of Cadbury India into the growing bagged Snack Market, which has been
dominated until now by Salted Bagged Snack Brands. Byte was first launched in South India in
2003.

Since 1965 Cadbury has also pioneered the development of cocoa cultivation in India. For over two
decades, we have worked with the Kerala Agriculture University to undertake cocoa research and
released clones, hybrids that improve the cocoa yield. Our Cocoa team visits farmers and advises
them on the cultivation aspects from planting to harvesting. We also conduct farmers meetings &
seminars to educate them on Cocoa cultivation aspects. Our efforts have increased cocoa
productivity and touched the lives of thousands of farmers.

Cadbury Milestones

The Cadbury story is a fascinating study of industrial and social developments. From a one
man business in 1824, Cadbury has grown to be one of the world's largest producers of chocolate.

Use our milestones to view Cadbury history at a glance; discover how the company grew and
when the key products were introduced. See how a small family business developed into an
international company and how the high standards of the Cadbury brothers were combined with the
most sophisticated technology, skills and innovation.

Some of the Products of CADBURY INDIA LIMITED is:-

clairs
Bournvita
Fruity Gems
Perk
 Ulta Perk
Celebrations
Five Star Crunchy
Milk Treat
Dairy Milk
Orio biscuits
Tnag Flavour drink

Product Range (Plant-wise) :

1. Malanpur Factory

clairs
Gems
Fives Star
Perk
Ulta Perk
Milk Trea

2. Thane Factory

Bournvita
Dairy Milk, Fruit Nut, crackle & mouldedg products
Five star
Gems
Caramels, Tiffins, Nut butterscotch
Liquid Milk ,cocoa Processing

3. Induri Factory

Milk Crumb
Milk Fat
 Liquid Milk Chocolate
Five star
Relish
Gems
Moulded chocolate

4. Bangalore Factory

Halls
Clorets
Gums

Objective of the project:

 To gather the information regarding the employee exit reasons of Cadbury India

Ltd. Branch Gurgaon.

To suggest the company to improve the HR schemes for employees.

To get the practical knowledge of companies HR policies.

HUMAN RESOURCE MANAGEMENT

For any business to run one needs four Ms namely Man, Money, Machine and Material. Managing
other three resources other than men, are easy to handle. Men are very difficult to handle because no
two human beings are similar in all way. Human beings can think, feel and give response. Handling
humans is more important for any business because human being have crucial potential that may be
very profitable for the business. And these potential can be developed to an unlimited extent if they
are provided with proper environment. So the function of managing men is as important as finance or
marketing function in any business.

Human resource management (HRM) is the strategic and coherent approach to the of
management an organization's most valued assets - the people working there who individually and
collectively contribute to the achievement of the objectives of the business. The terms "human
resource management" and "human resources" (HR) have largely replaced the term "personnel
management" as a description of the processes involved in managing people in organizations.
Human Resource management is evolving rapidly. Human resource management is both an
academic theory and a business practice that addresses the theoretical and practical techniques of
managing a workforce.

The Human Resources Management (HRM) function includes a variety of activities, and key among
them is deciding what staffing needs you have and whether to use independent contractors or hire
employees to fill these needs, recruiting and training the best employees, ensuring they are high
performers, dealing with performance issues, and ensuring your personnel and management practices
conform to various regulations. Activities also include managing your approach to employee benefits
and compensation, employee records and personnel policies. Usually small businesses (for-profit or
nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time
help. However, they should always ensure that employees have -- and are aware of -- personnel
policies which conform to current regulations. These policies are often in the form of employee
manuals, which all employees have

HRM refers to practices and policies framed for the management of human resources in an
organization, including Recruiting, screening, rewarding and appraising.

Human resources have at least two meanings depending on context. The original usage derives from
political economy and economics, where it was traditionally called labour, one of three factors of
production. The more common usage within corporations and businesses refers to the individuals
within the firm, and to the portion of the firm's organization that deals with hiring, firing, training,
and other personnel issues. This article addresses both definitions.
The objective of Human Resources is to maximize the return on investment from the
organization's human capital.

HRM is seen by practitioners in the field as a more innovative view of workplace management than
the traditional approach. Its techniques force the managers of an enterprise to express their goals with
specificity so that they can be understood and undertaken by the workforce and to provide the
resources needed for them to successfully accomplish their assignments. As such, HRM techniques,
when properly practiced, are expressive of the goals and operating practices of the enterprise overall.
HRM is also seen by many to have a key role in risk reduction within organizations.

The HRM function and HRD profession have undergone tremendous change over the past 20-30
years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage
the paperwork around hiring and paying people. More recently, organizations consider the "HR
Department" as playing a major role in staffing, training and helping to manage people so that people
and the organization are performing at maximum capability in a highly fulfilling manner.

THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a worker-
from the time of his or her entry into the organization until he or she leaves- come under the purview
of HRM.
Specifically, the activities include are

HR Planning
Job analysis and design
Recruitment and selection
Orientation and placement
Training and development
Performance Appraisal and Job evaluation
Employee and executive remuneration
Employee Motivation
Employee Welfare

It is the responsibility of human resource managers to conduct these activities in an effective, legal,
fair, and consistent manner.

"Human resource management aims to improve the productive contribution of individuals while
simultaneously attempting to attain other societal and individual employee objectives." Schwind, Das
& Wagar (2005).

Employee Retention

Effective employee retention is a systematic effort by employers to create and foster an environment
that encourages current employees to remain employed by having policies and practices in place that
address their diverse needs. A strong retention strategy becomes a powerful recruitment tool.
Retention of key employees is critical to the long-term health and success of any organization. It is a
known fact that retaining your best employees ensures customer satisfaction, increased product sales,
satisfied colleagues and reporting staff, effective succession planning and deeply imbedded
organizational knowledge and learning.

Employee retention matters as organizational issues such as training time and investment; lost
knowledge; insecure employees and a costly candidate search are involved. Hence failing to retain a
key employee is a costly proposition for an organization. Various estimates suggest that losing a
middle manager in most organizations costs up to five times of his salary.

Intelligent employers always realise the importance of retaining the best talent. Retaining talent has
never been so important in the Indian scenario; however, things have changed in recent years. In
prominent Indian metros at least, there is no dearth of opportunities for the best in the business, or
even for the second or the third best. Retention of key employees and treating attrition troubles has
never been so important to companies.

In an intensely competitive environment, where HR managers are poaching from each other,
organisations can either hold on to their employees tight or lose them to competition. For gone are
the days, when employees would stick to an employer for years for want of a better choice. Now,
opportunities abound.

R EMUNERATE COMPETITIVELY
E -NCOURAGEMENT AND EXPECTATIONS
T RAINING AND DEVELOPMENT
A -NNUAL REVIEW CYCLES
I - NFORM AND INVOLVE

N URTURE

It is a fact that, retention of key employees is critical to the long-term health and success of any
organization. The performance of employees is often linked directly to quality work, customer
satisfaction, and increased product sales and even to the image of a company. Whereas the same is
often indirectly linked to, satisfied colleagues and reporting staff, effective succession planning and
deeply embedded organisational knowledge and learning.
Employee retention matters, as, organizational issues such as training time and investment, costly
candidate search etc., are involved. Hence, failing to retain a key employee is a costly proposition for
any organization. Various estimates suggest that losing a middle manager in most organizations,
translates to a loss of up to five times his salary.

The Importance of Retaining Employees

The challenge of keeping employees: Its changing face has stumped managers and business owners
alike. How do you manage this challenge? How do you build a workplace that employees want to
remain with and outsiders want to be hired into?
Successful managers and business owners ask themselves these and other questions becausesimply
putemployee retention matters:

High turnover often leaves customers and employees in the lurch; departing employees take
a great deal of knowledge with them. This lack of continuity makes it hard to meet your
organizations goals and serve customers well.

Replacing employees costs money. The cost of replacing an employee is estimated as up to

twice the individuals annual salary (or higher for some positions, such as middle
management), and this doesnt even include the cost of lost knowledge.

Recruiting employees consumes a great deal of time and effort, much of it futile. Youre not
the only one out there vying for qualified employees, and job searchers make decisions based
on more than the sum of salary and benefits.

Bringing employees up to speed takes even more time. And when youre short-staffed, you
often need to put in extra time to get the work done.

The Three Rs of Employee Retention

To keep employees and keep satisfaction high, you need to implement each of the three Rs of
employee retention: respect, recognition, and rewards.
Respect is esteem, special regard, or particular consideration given to people. As the pyramid
shows, respect is the foundation of keeping your employees. Recognition and rewards will have little
effect if you dont respect employees.

Recognition is defined as special notice or attention and the act of perceiving clearly. Many
problems with retention and morale occur because management is not paying attention to peoples
needs and reactions.

Rewards are the extra perks you offer beyond the basics of respect and recognition that make it
worth peoples while to work hard, to care, to go beyond the call of duty. While rewards represent
the smallest portion of the retention equation, they are still an important one.

You determine the precise methods you choose to implement the three Rs, but in general, respect
should be the largest component of your efforts. Without it, recognition and rewards seem hollow
and have little effector they have negative effects. The magic truly is in the mix of the three.

Rewards

Recognition

Respect

Respect

Recognition

Reward

When you implement the three Rs approach, you will reduce turnover and enjoy the following:

Increased productivity
 Reduced absenteeism
A more pleasant work environment (for both employees and you!)
Improved profits

Furthermore, an employer who implements the three Rs will create a hard-to leave workplace, one
known as having more to offer employees than other employers. You become a hard-to-leave
workplaceone with a waiting list of applicants for any position that becomes available
purposefully, one day at a time.

A steadfast philosophy that sets Employee Retention Strategies apart:

Uses only research-based, theory-supported approaches to improving employee engagement.

Avoided are gimmicks such as employee of the month, suggestion boxes, prizes or other carrots.
While commonly used, these short-term fixes fail to produce genuine employee loyalty (more than
60 years of research tells us so!).

Employs an easy-to-understand systems approach to ensure the root causes of turnover are
addressed and the potential for lasting change unleashed.
Customizes all activities to your organizations unique history, current practices and strategic
objectives. Also considered are challenges unique to your industry sector, competitive
marketplace issues and talent shortages.
Involves those responsible for implementing change in actually creating the change, ensuring
input and improved shared understanding and support of all initiatives.
Integrates hands-on, action-oriented approaches that enable organizations to move forward
quickly and effectively
Recognizes the research-proven role of no-cost strategies in developing the glue that builds
employee loyalty and commitment.
Brings to your organization leading-edge organization-development best practices to
effectively and quickly build a retention-rich culture.

10 WAYS TO RETAIN YOUR EMPLOYEE

Retaining key personnel is critical to long term success of an organization. A Retention Strategy has
become essential if your organization is to be productive over time and can become an important part
of your hiring strategy by attracting the best candidates who know of your track record for caring for
employees. In fact, some companies do not have to recruit because they receive so many qualified
unsolicited submissions due to their history of excellence in employee retention.

1. Treat your employees like you treat your most valuable clients;
2. Get your employees to "Fall in Love" with your organization;
3. Strong retention strategies become strong recruiting advantages;
4. Retention is much more effective when you put the right person into the right job.
Know the job! Know the employee and their motivations;
5. Money is important but it is not the only reason people stay with an organization;
6. Employee committees to help develop retention strategies is a very effective strategy;
7. Leadership must be deeply invested in retention;
8. Recognition, in various forms, is a powerful retention strategy;
9. Remember, the "Fun Factor" is very important to many employees; &
10. Know the trends in benefit packages. Do your best to offer the ones your employees
need

10 Factors That Affect Employee Retention

Most managers understand the importance of employee retention and its impact on the overall
health and vitality of an organization. The importance of retaining top organizational talent will only
increase over the coming years as the massive cohort of baby boomers begin to reach retirement age
making it easy for younger employees to find work.

In a previous article we identified some useful tips to help improve employee retention in your
organization. Given the importance of employee retention, we have compiled another list of 10
important factors that can affect employee retention in your organization

Shorten the feedback loop

Do not wait for an annual performance evaluation to come due to give feedback on how an employee
is performing. Most team members enjoy frequent feedback about how they are performing.
Shortening the feedback loop will help to keep performance levels high and will reinforce positive
behavior. Feedback does not necessarily need to be scheduled or highly structured; simply stopping
by a team member's desk and letting them know they are doing a good job on a current project can
do wonders for morale and help to increase retention.

Offer a competitive compensation package

Any team member wants to feel that he or she is being paid appropriately and fairly for the work he
or she does. Be sure to research what other companies and organizations are offering in terms of
salary and benefits. It is also important to research what the regional and national compensation
averages are for that particular position. You can be sure that if your compensation package is not
competitive, team members will find this out and look for employers who are willing to offer more
competitive compensation packages.a

Balance work and personal life

Family is incredibly important to team members. When work begins to put a significant strain on
one's family no amount of money will keep an employee around. Stress the importance of balancing
work and one's personal life. Small gestures such as allowing a team member to take an extended
lunch once a week to watch his son's baseball game will likely be repaid with loyalty and extended
employment with an organization.

Beware of burnout

Staff adequately to reduce the amount of unwanted overtime a team member must work. Some
employees enjoy the extra money that accompanies overtime hours, while others would rather spend
their time with their families or doing other activities they enjoy. Burnout can be a leading cause of
turnover. Recognize the warning signs and give employees a break when they need it.

Provide opportunities for growth and development

Offer opportunities for team members to acquire new skills and knowledge useful to the
organization. If an employee appears to be bored or burned out in a current position offer to train this
individual in another facet of the organization where he or she would be a good fit. Nobody wants to
feel stuck in their position will no possibility for advancement or new opportunities.

The ability to provide input and be taken seriously

Everybody has opinions and ideas, some are better than others. However every team member wants
to feel that their input is welcome and will be taken seriously without ridicule or condescension.
Some of the greatest ideas can come from the most unlikely of places and people. Creating a culture
where input is welcome from all level of the organizational chart will help your organization grow
and encourage employee retention.

Management must take the time to get to know team members

It's not a big surprise that one of the greatest complaints that employees express in exit interviews is
a feeling that management didn't know they existed. Nobody wants to feel like just another spoke in
a big wheel. Managers are very busy - everybody is busy, but it is crucial that managers and
supervisors take the time get to know the team members who work under them. Learn and remember
a team member's name, what skills and talents they bring to the table, and what their business
interests are. The time spent by management getting to know team members is well invested and can
eliminate the headaches caused by having to continually hire and re-train new employees.

Provide the tools and training an employee needs to succeed

Nothing can be more frustrating to an employee than a lack of training or the proper tools to
successfully complete his or her duties. You wouldn't try to build a house without a hammer, so why
should an office job be any different? Providing a team member with the tools and training she needs
to be successful shows a commitment and investment in that employee and will encourage the team
member to stay with the organization.

Make use of a team member's talents, skills, and abilities

All team members have knowledge, skills, and abilities that aren't directly related to their job
description, but are still useful to an organization. Utilizing a team member's talents in areas other
than their current position will indicate to an employee that management appreciates and recognizes
all that an employee has to offer to the organization. This can also provide work variety and helps to
break up the everyday grind of work.

Never threaten a team member's job or income

While threatening an employee with termination or demotion might seem like a surefire way to get
the results needed from him or her, doing so will likely cause the employee to leave the organization.
Put yourself in the employee's shoes, what is the first thing you would do if your job was threatened?
Odds are you would probably update your resume and start checking for open job postings expecting
the worst. If a team member's performance is not what you had hoped it would be, work with that
team member on ways to improve his performance, saving termination only as a last resort.

Take some time and seriously evaluate what your organization is doing to encourage a high retention
workforce. Having a seasoned and well trained workforce can deliver a competitive advantage that is
difficult to replicate. The best part is most of your efforts to retain your employees come free or with
little charge and offer huge returns on a manger's investment in time and resources.

REASONS FOR EMPLOYEE TO STAY WITH THE ORGANISATION?

Confidence Factor-they believe in potential success/leadership strategies

Emotional Factor- (Huge) contribution, recognition, appreciation
Trust Factor- 2 ways- promises/commitments kept (strong link to loyalty)
Fit Factor- Values/ethics are a good fit
Listening Factor- Are they heard and valued?

FACILITIES RENDERED BY CADBURY INDIA LIMITED

COMPANY LEASED HOUSE

Company will arrange the house through an authorized real estate agent as per the choice of
the employee.
Security deposit by company.
 12% percent Interest will be charged on deposit amount.
The same will be debited in CTC.
Rent would be exempted from income tax.
10% Perquisite Tax would be charged to the employee on his taxable income.

COMPANY OWNED ACCOMODATION

No deposit no interest.
Rent would be calculated @ 11 rupees per Square feet.
Monthly rental would be charged to CTC
Rental Amount will be exempted from tax
10% perquisite tax would be charged on employee.
Security Deposit
HRA House Rental Allowance
HRA can be maximum 40% of Basic Salary.
Deposit and rent has to be paid by employee by self
To get the tax exemption the employee has to produce the rental agreements and rental
receipts of the house.
The employee cant claim this benefit if He/She has his own house.

OFFICE WEAR ALLOWANCE

An amount of Rs.18, 000 P.A. is exempted for income tax.

To get the exemption original bills to be submitted.
Items covered under this head are as follows:
Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges
LTA - LEAVE TRAVEL ALLOWANCE

An Employee can block two months of Basic Salary as Leave Travel Allowance.
He/She should take a minimum of 5 days leave (PL).
In case of air travel-economy class fare is exempted and in case of rail travel second class AC
fare is exempted.
He/She can travel within India only.
He/She has to produce the original travel tickets.

CAR

Company will arrange a car through a car lease agency.

Employee can choose any make/model.
The EMI that will be charged would be Rs. 2095/- per Lac per month.
The EMI amount per Annum would be exempted from Income Tax.

MAINTENANCE & RUNNING COST

Maintenance and Fuel Cost will be exempted as follows.

Maintenance cant exceed Rs. 25, 000 per annum.
If CC of the car is less than 1000 Rs. 1, 11,000 per annum.
If CC of the car is more than 1000 Rs. 1, 50,000 per annum.
The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car
The above exemption would be provided on submission of original bills.
There would be no tax exemption against if the employee has his own car.

The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how much you have
opted for.
At the time of leaving CO. before 48 months then the employee has to pay FCV (For Closer
Value) to the company from whom the loan is taken.
If the employee is still stays after 48 months then employee will be charged 20% on the value
of the car at that time for changing the name i.e. ownership.
CHILDREN EDUCATION ALLOWANCE

Employee can claim exemption Rs. 2400 per year.

This exemption is restricted up to two children.
To pass the claim Employee has to submit the original bills.
To get this benefit child age should be greater then 3.5 years.

GIFT COUPONS

A sum of Rs. 5000/- would be exempted against the Gift Coupons.

The company would provide coupons worth Rs. 5000/- during the months of October &
November.
Validity of this coupons is one year
This coupon is accepted at major outlets in city.
FBT Tax 16.67% is charged.

CONVEYANCE ALLOWANCE

If the employee is not using companys car then and only then he can claim this option.
To getting the exemption bills are not required.
Conveyance allowance is up to Rs. 800/- per month.

FOOD COUPONS

The Company gives SODEXO passes in term of Food Coupons.

Food coupons are provided on monthly basis of Rs. 1300.
A sum of Rs. 15600 per annum will be exempted from the income tax.
MEDICAL ALLOWANCE

The employee gets an exemption of Rs. 15000 p.a.

But to get exemption the employee must submit original bills.

HOUSE RENT ALLOWANCE

Maximum 40% of basic salary can be calculated as HRA.

But if employee owns the house in another state then he/she can ask for HRA and also opt for
Company Leased House.

SUPERANNUATION

13-15% of basic salary is transferred to trust.

It can be given to employee only after the completion of 5 years with the company.
The money is collected by a trust.
To withdraw the money the employee has two options, either he can take the money monthly
or he can take the money after 5years.

SPECIAL PERSONAL ALLOWANCE

Any amount which exceeds the limits of each allowance can be transferred under this head.
SPA is fully taxable as per income tax rules.

LEAVES

There are four types of leaves available with the employees.

PAID LEAVE
CASUAL LEAVE
 SICK LEAVE
OPTIONAL LEAVE

Additional Information:

No leaves can be clubbed with another leave.

Minimum 90 days leave should be in balance for the encashment of leaves.
PAID LEAVE
There are 30 days PL available with the employee after the conformation.
The PL is available after 180 days from the date of joining.
The employee can take only 3-5 PL at a single time

CASUAL LEAVE
There are 5 days CL available to an employee from the date of joining.
The employee can take 1-3 days CL at a time.

SICK LEAVE
There are 10 days SL available to an employee from the date of joining.
The employee has to submit doctors certificate if the leave extends to 2 days.
OPTIONAL LEAVE
There are 3 days OL available to an employee from the date of conformation.

JOINING FACILITATION

Joining Day is the day when an employee recruited on the payrolls of the company. The HR Rep.
should be in constant touch with the candidates till the date of joining. Collect the information from
the candidate regarding the date and mode of arrival to the location of joining. Arrange for pick-up of
the joinee & family from the station/airport and take them to the hotel as per the requirement. If pick-
up arrangement cant be arranged then give complete address/directions to the hotel & the office to
joinee. HR Rep. should give a brief introduction to the new joinee on the following:

Geography of the Location/City/Town.

Organization Structure.
Status of the Project/Operations of the circle.
Role of the employee.

RESIDENTIAL & MOBILE TELEPHONE

Residential & Cellular Phone are allotted to employee based on the role and responsibility level and
should not be treated as Perquisite. The Residential & Cellular Phone provided by the company will
be on the name of company.

Circle / Business Entity Head can take any of the following decisions with respect to Residential
Telephone Connection:

Obtain the telephone connection on priority basis by paying higher amounts.

Provision of STD / ISD Facility.
Reimburse only Telephone Rental expenses.
Reimburse the Local Call Expenses.
Reimburse expenses related to only official calls.
Reimburse all expenses including Long Distance Calls.

ALLOTMENT OF DESKTOP PC / LAPTOP

All full time permanent employees who will be available at their office desk for more than 80% of
the working hours on daily basis will be provided with a desktop PC on their workstation.
The circle/Business Entity head can take decision to allotment of Lap Top in lieu of desktop PC
based on the role of the employee.

INDUCTION

Induction is also called orientation, which is designed to provide a new employee with the
information he or she needs to function comfortably and effectively in the organization.

RESEARCH METHODOLOGY
The methodology followed for conducting the study includes the specification of research design,
sample design, questionnaire design, data collection and statistical tools used for analyzing the
collected data.
i) Research Design: The research design used for this study is of the descriptive type.
Descriptive research studies are those studies which are concerned with describing the characteristics
of a particular individual or a group.
ii) Sample Size: All the items consideration in any field of inquiry constitutes a universe of
population. In this research only a few items can be selected form the population for our study
purpose. The items selected constitute what is technically called a sample. Here out sample size is 20
employees from the total population in the delivery peoples. The samples are selected on the basis of
convenient.
iii) Data Collection: The primary data was collected by using questionnaires. The questionnaire
has 68 questions. A liker scale (five point scale) was used such as strongly disagree, disagree,
neutral, agree and strongly agree.
iv) Questionnaire Schedule: Questions are framed in such a way that the answers reflect the
ideas and thoughts of the respondents with regard to level of satisfaction of various factors of job
satisfaction. The questionnaire has total 68 questions. The liker scaling techniques has been used for
each question in the interview schedule.
1. Strongly agree
2. Agree
3. Neutral
4. Disagree
5. Strongly disagree

v) Tools of Analysis:

v.a) Simple Percentage Analysis:

 Here the simple percentage analysis is used for calculating the percentage of satisfaction level
in the total respondents.
vi) Areas of Study
The area of the study is CADBURY INDIA LIMITED, Branch office Gurgaon.

vii) Limitations of Study

i) The sample was confined to 20 respondents. So this study cannot be regarded as full -proof
one.
ii) Some respondents hesitated to give the actual situation; they were no more a part of the
organization.
iii) There was a hesitation of reprisal among the employees to reveal their personal feelings and
the result may not reflect the actual satisfactions.
iv) The findings and conclusions are based on knowledge and experience of the respondents
sometime may subject to bias.
As such the research study was being done in the year June 2011, with required data analysis and
interpretation, the data needs to be updated at times when it comes to have further usage of this
research study report.

DATA PRESENTATION WITH SIMPLE PERCENTAGE TABLE

SIMPLE PERCENTAGE TABLE 1
GENDER
There is as yet no consistent evidence as to whether women are more satisfied with their job than
men, holding such factors as job and occupational level constant. In order to know the ratio of gender
among employees of CADBURY INDIA LIMITED and the difference in their level of satisfaction,
the respondents were asked about their gender.
Gender of the employee
Gender Frequency Percentage
Male 20 100
Female 00 00
Total 20 100

Female, 0

Male, 20

INTERPRETATION:
The above table indicates that
100% of the left employees who left CADBURY INDIA LIMITED were male.
No female employee left the company

SIMPLE PERCENTAGE TABLE 2

MARITAL STATUS
The marital status may influence the job satisfaction as a personal factor. Because the married people
has some unavoidable responsibility.
Marital status of the employees
Marital Status Frequency Percentage
Married 18 90.00
Unmarried 2 10.00
Total 20 100

Unmarried, 2

Married, 18

INTERPRETATION:
The above table indicates that
90.00% of the left employees were married.
10.00% of the left employees were unmarried.

SIMPLE PERCENTAGE TABLE 3

AGE
Age is an important factor that has an influence of job satisfaction. Hence according to age levels the
respondents are classified into three categories.
Age of the employees
Age Frequency Percentage
Less than or equal to 25 yrs 01 5.00
26-50 19 95.00
Total 20 100

>= 25 years, 1

26-50 years, 19

INTERPRETATION:
The above table indicates that
Majority of the respondents i.e. 95% were in 26 to 50 years age group.
5.00% of the respondents were below 26 years age group.

SIMPLE PERCENTAGE TABLE 4

QUALIFICATION
Qualification of the respondents may affect the perception of job satisfaction. Highly educated may
expect much better work life than others. According to educational qualification the respondents are
classified into four categories as under.
Qualification of the employees
Qualification Frequency Percentage
Graduate 05 25.00
Post Graduate 15 75.00
Total 20 100

Graduate, 5

Post Graduate,
15

INTERPRETATION:
The above table reveals that
Majority of the respondents i.e. 75.00% were post graduate.
25.00% of the respondents were graduate

SIMPLE PERCENTAGE TABLE 5

EXPERIENCE
The experience of the employees in their job is another factor affecting the perception on job
satisfaction. Highly experienced may expect better working conditions and having less experienced
satisfy with the existing one. The respondents are classified into three categories according to their
level of experience as under:
Experience of the employees
Experience Frequency Percentage
Less than or equal to 5 yrs 10 50.00
6-10yrs 09 45.00
More than or equal to 11 yrs 01 05.00
Total 20 100

<= years, 1

>=5 years, 10
6-10 years, 9

INTERPRETATION:
The above table shows that
50.00% were having less than or equal to 05 years of experience in CADBURY INDIA
LIMITED.
45.00% of the respondents had 6 10 years of experience.
05.00% of the respondents had more than 10 years of experience.

SIMPLE PERCENTAGE TABLE 6

MONTHLY SALARY
Man work to earn every employee in the organization will expect adequate pay to be paid for the job
done by him. The reasonable pay for each job which is performed in the organization. This scale of
pay may help for the job satisfaction to a greater extent.
Monthly Salary of the employees
Monthly Salary Frequency Percentage
Less than or equal to Rs 15000 00 00.00
Rs. 15001 25000 02 10.00
More than or equal to Rs. 35001 18 90.00
Total 20 100

Rs. 15001-
>= Rs. 15000,
25000, 2
0

<= Rs. 35001,

18

INTERPRETATION:
The above table reveals that
Majority of the left employees i.e. 90.00% had their monthly salary above Rs.35001.
10% of the left employees had their monthly salary between Rs.15001 Rs.25500
SIMPLE PERCENTAGE TABLE 7
Table showing employees opinion about the nature of their work.
Your work is very challenging one
Description Frequency Percentage
Strongly agree 15 75.00
Agree 03 15.00
Neutral 02 10.00
Disagree 00 0
Strongly disagree 00 00
Total 200 100

Strongly agree Agree Neutral Disagree Strongly Disagree

Nature of work

Employee's opinion 15 3 2 0

INTERPRETATION:
The above table reveals that
75.00% of the left employees strongly agreed that their work is very challenging one.
15% of the left employees agreed that their work was challenging one.
10.00% of the left employees are neutral about the fact that their work was challenging one.

SIMPLE PERCENTAGE TABLE 8

Table showing opinion of employees regarding their work load.
I feel I have too much work to do
Description Frequency Percentage
Strongly agree 09 45.00
Agree 08 40.00
Neutral 03 15.00
Disagree 00 00.00
Strongly disagree 00 00.00
Total 20 100

Work Load
Strongly agree agree neutral disagree strongly disagree

Employee's opinion 9 8 3 0

INTERPRETATION:
The above table reveals that
45.00% of the left employees were strongly agreed that they have too much work to do.
40.00% of the left employees were agreed that they have too much work to do.
15.00% of the employees were neutral about the fact that they have too much work to do.
0% of the left employees were strongly disagreed that they have too much work to do

SIMPLE PERCENTAGE TABLE 9

Table showing opinion of employees regarding working hours.
Working hours are convenient for me Im happy with my work place
Description Frequency Percentage
Strongly agree 16 80.00
Agree 04 20.00
Neutral 00 00.00
Disagree 00 00.00
Strongly disagree 00 00.00
Total 20 100

Working Hours
Strongly agree Agree Neutral Disagree Strongly Disagree

Employee's opinion 16 4 0

INTERPRETATION:
The above table reveals that
Majority of the left employees i.e. 80.00% were strongly agreed that their working
hours are convenient.
20.00% of the left employees were agreed that their working hours are convenient.
00.00% of the left employees were neutral about the fact that their working hours are
convenient.
0% of the left employees were disagreed that their working hours are convenient.
0% of the left employees were strongly disagreed that their working hours are convenient.

SIMPLE PERCENTAGE TABLE 10

Table showing opinion of the employees about management and employees relationship.
Management builds and maintains work relationship
Description Frequency Percentage
Strongly agree 19 95.00
Agree 00 00.00
Neutral 00 00.00
Disagree 01 05.00
Strongly disagree 0 00.00
Total 20 100

mgmt. & employee relationship

Strongly Agree Agree Neutral Disagree Strongly Disagree

Employee's opinion 19 0 1 0

INTERPRETATION:
The above table reveals that
Majority of the left employees i.e. 95.00% were strongly agreed that management builds
and maintains work relationship.
5% of the left employees were disagreed about the fact that management builds and
maintains work relationship.
0% of the left employees was strongly disagreed that management builds and maintains
work relationship.

SIMPLE PERCENTAGE TABLE 11

Table showing opinion of the employee that they are provided with sufficient allowances.
Im satisfied with allowances provided by the organization
Description Frequency Percentage
Strongly agree 13 65.00
Agree 04 20.00
Neutral 03 15.00
Disagree 00 00.00
Strongly disagree 00 00.00
Total 20 100

Sufficient allowances
Stronly Agree Agree Neutral Disagree Strongly Disagree

employee's opinion 13 4 3 0

0 5 10 15 20 25

INTERPRETATION:
The above table reveals that
65% of the left employees were strongly agreed that they are satisfied with the
allowances provided to them.
20% of the left employees were agreed that they are satisfied with the allowances provided
to them.
15% of the left employees were neutral about the fact that they are satisfied with the
allowances provided to them.

SIMPLE PERCENTAGE TABLE 12

Table showing opinion of the employees regarding the opportunities to use their ability.
I have adequate opportunity to use my ability
Description Frequency Percentage
Strongly agree 06 30.00
Agree 06 30.00
Neutral 08 40.00
Disagree 00 00.00
Strongly disagree 00 00.00
Total 20 100

Usage of their ability

Strongly Agree Agree Neutral Disagree Strongly Disagree

Employee's opinion 6 6 8 0

INTERPRETATION:
The above table reveals that
30.00% of the left employees were strongly agreed that they have adequate opportunity to
use their ability.
30% of the left employees were agreed that they have adequate opportunity to use their
ability.
40% of the left employees were neutral about the fact that they have adequate
opportunity to use their ability.
0% of the employees are strongly disagreed that they have adequate opportunity to use their
ability.

SIMPLE PERCENTAGE TABLE 13

Table showing opinion of the employees about their overall satisfaction level in the company.
Overall, Im satisfied with my job
Description Frequency Percentage
Strongly agree 17 85.00
Agree 02 10.00
Neutral 01 05.00
Disagree 00 0
Strongly disagree 00 0
Total 20 100

Overall satisfaction level

Stronly agree agree neutral disagree strongly disagree

Employee's opinion 17 2 1 0

INTERPRETATION:
The above table reveals that
85% of the left employees were strongly agreed that they are overall satisfied with their
job in CADBURY INDIA LIMITED.
10.00% of the left employees were agreed that they are overall satisfied with their job in
CADBURY INDIA LIMITED.
0% of the employees are strongly disagree that they are overall satisfied with their job in
CADBURY INDIA LIMITED

From table 7 to table 13

 Overall satisfaction level 17 2 10

Using their ability 6 6 8 0

Sufficient allowance 13 4 3 0

mgmt & employee relationship 19 010

Working hours 16 4 0

Work Load 9 8 3 0

Nature of work 15 3 2 0

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Strongly agree Agree Neutral Disagree Strongly disagree

SUMMARY OF FINDINGS

A.i) Findings from Simple Percentage Analysis and Descriptive Statistics

1) The number of male employees that left the company is 100%

2) The percentage of the left employees who were married in the company was more i.e.
90.00% than the unmarried one.
3) Majority of the left employees belongs to the age group of 26years-50years.
4) The data regarding the qualification of the employees shows that majority of the left
employees have done post graduation level i.e. 75.00%, which is followed by graduates with
25.00%
5) Majority of left employees i.e. 50% had less than 5 yrs of experience followed by employees
45% having more than 5 yrs but less than 11 yrs and than by employees 5% having more than
10 yrs.
6) Data collected to know the monthly salary of the employees depict that majority of the
employee got monthly salary more than or equal to Rs. 55001 with 90.00%.
7) The respondents were satisfied with the environment and nature of work environment and
nature of work.
8) Job factors such as opportunities, quality of work life and overall satisfaction of employee
with regard to job was also excellent.
9) The left employees were satisfied that the companys management were having very good
relationship with the employees.
10) There was no communication gap between the employees and management of the company
and employees if given the second chance to work again were ready to join.
11) According to them CADBURY INDIA LIMITED is among the finest and best FMCG
company to work with because they had the best working system and rules.
B) recommendations

Employee recognition can be as simple or as extravagant as one desire. The following is a short list
of simple ways to recognize team members for a job well done and improve retention in your
organization
A better exit interview form and procedure can be drafted so that employees get a chance to
talk with the management about the reasons why they are leaving.
A simple "thank you" or "nice job" given in regular frequency can significantly boost team
morale. Often times a team member will greatly appreciate the time you spent to find him at
his desk and deliver the message in person.
Send a thank you card or e-card. Also photocopy the thank you and document the reason for
the recognition in the employee's file. Let the employee know you did this - it will let her
know that her hard work will not be forgotten.
Movie tickets, gift certificates, or an engraved gift are excellent rewards for an employee who
has excelled or put in the extra effort to make a project happen.
Recognize the team member's contribution in front of members of management. This can
reduce the tendency for employees to feel that their supervisors take all the credit for their
hard work.
Recognize loyalty and exceeding expectations. Mention the team member's hire anniversary,
large contract won, or surpassing of a sales goal in the company newsletter or at a staff
meeting.
MY DAY- Every week the employee can have one my day, i.e. for one day a week they
can have their own time away from work after 1.30 pm.
Annual Day A day in a year can be dedicated as a annual day where we will be celebrating
the overall success and achievements of the company and every employee can be given a gift
voucher, Lunch at some good hotel and a fun tour.
Annually we can have interdepartmental matches like Cricket Matches, Volleyball Matches
etc to improve team building and feeling of belongingness.
Departmental Lunch: Every month one dept can have lunch together. Each and every
member of the Dept eats and drinks together which helps in improving the team spirit and the
feeling of belongingness in the dept
 Employee of the month- AWARD their names are declared on the Notice board which
encourages others also to work better.
We can have ask company to issue a monthly or quarterly or half yearly magazine which can
have all the details of the achievements of the company and employees creative skills can be
given a chance.
Emphasis can be given on HIGHER EDUCATION and also on carrier development
programs which can be done on annually basis for which company can pay.
A bond can be signed by the employees who are going for higher education or development
skills whose fee is borne by the company.
Structured career planning process can developed so that employees keep their interest in the
organization only.
Early responsibilities in career can be given to the employees so that they remain engage and
dedicated towards the company
More Flexible and transparent organizational culture should be developed.
More Freedom to operate at work should be given and more powers can be delegated so as to
make work more challenging.
Organization should believe in Growing our own timber and promotions and vacant
position should be done internally or preference can be given to existing employees.
Innovative people program which means employees should be given a chance to innovate
new marketing sales financial etc programmes system or structure.
Challenging work assignments should be provided and assigned to the employees which can
be a dummy or pilot project or may be a crisis situation
Regional level marketing competition can be organized to encourage and display there
creative and innovative skills.
C) CONCLUSION
It is not about managing retention. It is about managing people. If an organization manages people
well, employee retention will take care of itself. Organizations should focus on managing the work
environment to make better use of the available human assets. People want to work for an
organization which provides
Appreciation for the work done
Ample opportunities to grow
A friendly and cooperative environment
A feeling that the organization is second home to the employee
Organization environment includes
Culture
Values
Company reputation
Quality of people in the organization
Employee development and career growth
Risk taking
Leading technologies
Trust

Types of environment the employee needs in an organization

Learning environment: It includes continuous learning and improvement of the individual,
certifications and provision for higher studies, etc.
Support environment: Organization can provide support in the form of work-life balance.
Work life balance includes:
Flexible hours
Telecommuting
Dependent care
Alternate work schedules
Vacations
Wellness
 Work environment: It includes efficient managers, supportive co-workers, challenging

work, involvement in decision-making, clarity of work and responsibilities and

recognition. Lack or absence of such environment pushes employees to look for new
opportunities. The environment should be such that the employee feels connected to the
organization in every respect. Growth and Career Growth and development are the integral
part of every individuals career. If an employee can not foresee his path of career
development in his current organization, there are chances that hell leave the organization as
soon as he gets an opportunity. The important factors in employee growth that an employee
looks for himself are:
Work profile: The work profile on which the employee is working should be in sync with

his capabilities. The profile should not be too low or too high.

Personal growth and dreams: Employees responsibilities in the organization should help
him achieve his personal goals also. Organizations cannot keep aside the individual goals of
employees and foster organizations goals. Employees priority is to work for themselves and
later on comes the organization. If hes not satisfied with his growth, hell not be able to
contribute in organization growth.
Training and development: Employees should be trained and given chance to improve and
enhance their skills. Many employers fear that if the employees are well rained, theyll leave
the organization for better jobs. Organization should not limit the resources on which
organizations success depends. These trainings can be given to improve many skills like:
Communications skills
Technical skills
In-house processes and procedures improvement related skills or customer
satisfaction related skills special project related skills
Need for such trainings can be recognized from individual performance reviews, individual
meetings, employee satisfaction surveys and by being in constant touch with the employees.

Importance of Relationship in Employee Retention Program

Sometimes the relationship with the management and the peers becomes the reason for an employee
to leave the organization. The management is sometimes not able to provide an employee a

supportive work culture and environment in terms of personal or professional relationships. There
are times when an employee starts feeling bitterness towards the management or peers.
This bitterness could be due to many reasons. This decreases employees interest and he becomes
demotivated. It leads to less satisfaction and eventually attrition. A supportive work culture helps
grow employee professionally and boosts employee satisfaction. To enhance good professional
relationships at work, the management should keep the following points in mind.
Respect for the individual: Respect for the individual is the most in the organization.
Relationship with the immediate manager: A manger plays the role of a mentor and a
coach. He designs and plans work for each employee. It is his duty to involve the employee
in the processes of the organization. So an organization should hire managers who can make
and maintain good relations with their subordinates.
Relationship with colleagues: Promote team work, not only among teams but in different
departments as well. This will induce competition as well as improve the Relationship among
colleagues.

Recruit whole heartedly: An employee should be recruited if there is a proper place and
duties for him to perform. Otherwise hell feel useless and will be dissatisfied.

Employees should know what the organization expects from them and what their expectation from
the organization is. Deliver what is promised. Promote an employee based culture: The employee
should know that the organization is there to support him at the time of need. Show them that the
organization cares and hell show the same for the organization. An employee based culture may
include decision making authority, availability of resources, open door policy, etc.

Individual development: Taking proper care of employees includes acknowledgement to the

employees dreams and personal goals. Create opportunities for their career growth by
providing mentorship programs, certifications, educational courses, etc.
 Induce loyalty: Organizations should be loyal as well as they should promote loyalty in the
employees too. Try to make the current employees stay instead of recruiting new ones.

Support Lack of support from management can sometimes serve as a reason for employee retention.
Supervisor should support his subordinates in a way so that each one of them is a success.

Management should try to focus on its employees and support them not only in their difficult times
at work but also through the times of personal crisis. Management can support employees by
providing them recognition and appreciation. Employers can also provide valuable feedback to
employees and make them feel valued to the organization.

The feedback from supervisor helps the employee to feel more responsible, Confident and
empowered. Top management can also support its employees in their personal crisis by providing
personal loans during emergencies, childcare services, employee assistance Programs, counselling
services, etc
Employers can also support their employees by creating an environment of trust and inculcating the
organizational values into employees. Thus employers can support their employees in a number of
ways as follows:
By providing feedback
By giving recognition and rewards
By counselling them
By providing emotional support

In general these practices can be categorized in 3 levels:

Low,
medium and
High level.
 Low Level Employee Retention Strategies:

Appreciating and recognizing a well done job

Personalized well done and thank-you cards from supervisors
Congratulations e-cards or cards sent to spouses/families
Voicemails or messages from top management
Periodic days off for good performance
Rewards ( gift, certificates, monetary and non monetary rewards)
Recognizing professional as well as personal significant events
Wedding gifts
Anniversary gifts
New born baby gifts
Scholarships for employees children
Get well cards/flowers
Birthday cards, celebrations and gifts
Providing benefits
Home insurance plans
Legal insurance
Travel insurance
Disability programs
Providing perks: It includes coupons, discounts, rebates, etc
Discounts in cinema halls, museums, restaurants, etc.
Retail store discounts
Computer peripherals purchase discounts
Assistance with tax calculations and submission of forms
Financial planning assistance
Celebrate birthdays, anniversaries, retirements, promotions, etc
Holiday parties and holiday gift certificates
Employee support in tough time or personal crisis
Personal loans for emergencies
Childcare and eldercare services
Employee Assistance Programs ( Counselling sessions etc)
Emergency childcare services
 Medium Level Strategies for Employee Retention

Appreciating and recognizing a well done job

Special bonus for successfully completing firm-sponsored certifications
Benefit programs for family support

Child adoption benefits

Flexible benefits
Dependents care assistance
Medical care reimbursement
Providing conveniences at workplace
Gymnasiums
Athletic membership program
Providing training and development and personal growth opportunities
Sabbatical programs
Professional skills development
Individualized career guidance

High Level Strategies

Promoting Work/Life Effectiveness

Develop flexible schedules
Part-time schedules
Extended leaves of absence
Develop Support Services
On-site day care facility etc.