A STUDY ON EFFECTIVNESS OF EMPLOYEE RETENTION.pptx

Employee rentention

1.   A STUDY ON EFFECTIVNESS OF EMPLOYEE RETENTION IN DIAMOND ENGINERRING PVT LTD BY NAME : RAMYA. V REG NO : 42410522 GUIDE : Dr. P. HAMEEM KHAN

2. S.NO GENDER NO OF RESPONDENTS PERCENTAGE 1 Male 104 86% 2 Female 17 14% TOTAL   121 100% PERCENTAGE ANALYSIS Gender of the respondents INTERPRETATION From the above table it can understood that 86% of the respondents are Male, 14% of the respondents are Female. INFERENCE Majority 86% of the respondents are Male.

3. S.NO AGE NO OF RESPONDENTS PERCENTAGE 1 18 - 25 69 57% 2 26 - 35 42 34.7% 3 36 - 50 10 8.3% 4 Above 50 0% TOTAL   121 100% Age of the respondents INTERPRETATION From the above table it can understood that 57% of the respondents are in the age category 18 – 25, 34.7% of the respondents are in the age category 26 – 35, 8.3% of the respondents are in the age category 36 – 50. INFERENCE Majority 57% of the respondents are in the age category 18 – 25.

4. S.NO MONTHLY INCOME NO OF RESPONDENTS PERCENTAGE 1 Under Rs.15000 21 17.4% 2 Rs.15000 – Rs.30000 54 44.6% 3 Rs.30000 – Rs.50000 39 32.2% 4 Above Rs.50000 7 5.8% TOTAL   121 100% Monthly Income of the respondents INTERPRETATION From the above table it can understood that 17.4% of the respondents earns Under Rs.15000, 44.6% of the respondents earns Rs. 15000 – Rs.30000, 32.2% of the respondents earns Rs. 30000 – Rs.50000, 5.8% of the respondents earns Above Rs.50000. INFERENCE Majority 44.6% of the respondents earns Rs. 15000 – Rs.30000.

5. S.NO PARTICULARS NO OF RESPONDENTS PERCENTAGE 1 Strongly agree 20 16.5% 2 Agree 58 47.9% 3 Neutral 38 31.4% 4 Disagree 5 4.1% 5 Strongly disagree 0% TOTAL   121 100% Management Support during Critical Situations INTERPRETATION From the above table it can understood that 16.5% of the respondents are Strongly agree, 47.9% of the respondents are Agree, 31.4% of the respondents are Neutral, 4.1% of the respondents are Disagree. INFERENCE Majority 47.9% of the respondents are Agree with the Management Support during Critical Situations.

6. S.NO PARTICULARS NO OF RESPONDENTS PERCENTAGE 1 Strongly agree 20 16.5% 2 Agree 52 43% 3 Neutral 35 28.9% 4 Disagree 12 9.9% 5 Strongly disagree 2 1.7% TOTAL   121 100% Barriers to Communication with Management INTERPRETATION From the above table it can understood that 16.5% of the respondents are Strongly agree, 43% of the respondents are Agree, 28.9% of the respondents are Neutral, 9.9% of the respondents are Disagree, 1.7% of the respondents are Strongly disagree. INFERENCE Majority 43% of the respondents are Agree with the Barriers to Communication with Management.

7. S.NO PARTICULARS NO OF RESPONDENTS PERCENTAGE 1 Strongly agree 18 14.9% 2 Agree 58 47.9% 3 Neutral 36 29.8% 4 Disagree 7 5.8% 5 Strongly disagree 2 1.7% TOTAL   121 100% Importance of Employee Retention for Productivity INTERPRETATION From the above table it can understood that 14.9% of the respondents are Strongly agree, 47.9% of the respondents are Agree, 29.8% of the respondents are Neutral, 5.8% of the respondents are Disagree, 1.7% of the respondents are Strongly disagree. INFERENCE Majority 47.9% of the respondents are Agree with the Importance of Employee Retention for Productivity.

8. S.NO PARTICULARS NO OF RESPONDENTS PERCENTAGE 1 Yes 84 69.4% 2 No 37 30.6% TOTAL   121 100% Likelihood of Recommending the Company as a Great Place to Work INTERPRETATION From the above table it can understood that 69.4% of the respondents are say Yes with the Likelihood of Recommending the Company as a Great Place to Work, 30.6% of the respondents are say No with the Likelihood of Recommending the Company as a Great Place to Work. INFERENCE Majority 69.4% of the respondents are say Yes with the Likelihood of Recommending the Company as a Great Place to Work.

9. HYPOTHESIS TESTING HYPOTHESIS – 1 Model Summary Model R R Square Adjusted R Square Std. Error of the Estimate 1 .009 a .000 -.008 .34156 a. Predictors: (Constant), Management Support during Critical Situations Coefficients a Model Unstandardized Coefficients Standardized Coefficients t Sig. B Std. Error Beta 1 (Constant) 1.123 .095   11.781 .000 Management Support during Critical Situations .004 .040 .009 .103 .918 a. Dependent Variable: Gender of the respondents Null Hypothesis (H0): There is no significant difference in perceived management support during critical situations among employees & gender. Alternative Hypothesis (H1): There is a significant difference in perceived management support during critical situations among employees & gender. REGRESSION

10. CHI-SQUARE TEST HYPOTHESIS TESTING HYPOTHESIS – 1 Null Hypothesis (H0): There is no significant difference in perceived management support during critical situations among employees & gender. Alternative Hypothesis (H1): There is a significant difference in perceived management support during critical situations among employees & gender. Gender of the respondents * Management Support during Critical Situations Crosstabulation Expected Count   Management Support during Critical Situations Total 1.00 2.00 3.00 4.00 Gender of the respondents 1.00 17.4 50.3 33.0 4.3 105.0 2.00 2.6 7.7 5.0 .7 16.0 Total 20.0 58.0 38.0 5.0 121.0

11. IN TERPRETATION Since p value (0.546) is Greater than < 0.05 we accept the null hypothesis and reject the alternate hypothesis. INFERENCE There is no significant difference in perceived management support during critical situations among employees & gender. Chi-Square Tests   Value df Asymp. Sig. (2-sided) Pearson Chi-Square 2.130 a 3 .546 Likelihood Ratio 2.731 3 .435 Linear-by-Linear Association .011 1 .918 N of Valid Cases 121     a. 3 cells (37.5%) have expected count less than 5. The minimum expected count is .66.

12. HYPOTHESIS – 2 Null Hypothesis (H0): There is no significant relationship between age and willingness to recommend the company as a great place to work. Alternative Hypothesis (H1): There is a significant relationship between age and willingness to recommend the company as a great place to work. CHI-SQUARE TEST Age of the respondents * Likelihood of Recommending the Company as a Great Place to Work Crosstabulation Expected Count   Likelihood of Recommending the Company as a Great Place to Work Total 1.00 2.00 Age of the respondents 1.00 47.9 21.1 69.0 2.00 29.9 13.1 43.0 3.00 6.2 2.8 9.0 Total 84.0 37.0 121.0

13. INTERPRETATION Since p value (0.709) is Greater than < 0.05 we accept the null hypothesis and reject the alternate hypothesis. INFERENCE There is no significant relationship between age and willingness to recommend the company as a great place to work. Chi-Square Tests   Value df Asymp. Sig. (2-sided) Pearson Chi-Square .687 a 2 .709 Likelihood Ratio .704 2 .703 Linear-by-Linear Association .681 1 .409 N of Valid Cases 121     a. 1 cells (16.7%) have expected count less than 5. The minimum expected count is 2.75.

14. FINDINGS Majority 86% of the respondents are Male. Majority 57% of the respondents are in the age category 18 – 25. Majority 44.6% of the respondents earns Rs. 15000 – Rs.30000. Majority 47.9% of the respondents are Agree with the Management Support during Critical Situations. Majority 43% of the respondents are Agree with the Barriers to Communication with Management. Majority 47.9% of the respondents are Agree with the Importance of Employee Retention for Productivity. Majority 69.4% of the respondents are say Yes with the Likelihood of Recommending the Company as a Great Place to Work. By using CHI-SQUARE TEST for finding the relationship between the perceived management support during critical situations among employees & gender. Since p value (0.546) is Greater than < 0.05 we accept the null hypothesis and reject the alternate hypothesis. There is a significant difference in perceived management support during critical situations among employees & gender. By using CHI-SQUARE TEST for finding the relationship between the age and willingness to recommend the company as a great place to work. Since p value (0.709) is Greater than < 0.05 we accept the null hypothesis and reject the alternate hypothesis. There is no significant relationship between age and willingness to recommend the company as a great place to work.

15. SUGGESTIONS Since the majority of respondents are male, consider implementing initiatives to encourage diversity and inclusivity in the workplace. This could include targeted recruitment strategies, diversity training programs, and fostering a culture of equality. Recognize the needs and preferences of different age groups within the organization. Implement mentorship programs or reverse mentoring initiatives to facilitate knowledge transfer and bridge the generation gap. Provide support programs for employees, especially those who are married are have financial responsibilities. This could include financial planning workshops, family-friendly policies, and assistance programs for personal development. Address any concerns regarding communication barriers, respectful treatment, and grievance resolution by fostering open channels of communication between management and employees. Implement regular feedback sessions, employee forums, and transparent HR policies. Enhance employee retention efforts by focusing on areas such as job security, recognition, and opportunities for growth. Implement employee recognition programs, career development plans, and performance incentives to increase motivation and job satisfaction. Ensure that training programs are adequate and tailored to the needs of employees. Provide access to resources and opportunities for skill development to empower employees to excel in their roles. Foster a culture of continuous learning and internal mobility to retain talent and attract new opportunities within the organization. Invest in employer branding initiatives to enhance the company's reputation as a great place to work. Prioritize employee well-being and happiness by promoting work-life balance, offering wellness programs, and creating a supportive work environment. Regularly assess employee satisfaction and take proactive measures to address any issues or concerns.