Employee Retention at Wind World India Limited

Nadeem Ahmed

1. A Study on Employee Retention Name: Nadeem Ahmed M Lakkundi Reg No MBA14220011

2. Company Profile The origins of our story began in 1994. Since then we've emerged as the country's preferred wind power solution provider, on a number of counts. Wind World (India) Limited (WWIL) formerly Enercon (India) Limited has always been a path breaker, with innovations that have consistently left the others behind.. Our wind farms today straddle seven high wind potential states Karnataka, Maharashtra, Tamil Nadu, Rajasthan, Gujarat, Madhya Pradesh and Andhra Pradesh, spread across 3,000 kms of India. We have installed over 6204 Wind Energy Converters (WECs) with a capacity of over 4561 MW. We are maintaining these WECs round the clock 24 x 7 for optimum performance.

3. Products Rotor Assembly Rotor Blades Tower Construction Tubular Steel Towers Concrete Tower Manufacturing

4. SWOT Analysis Strengths Exclusive access to natural resources Location of business Weaknesses Lack of marketing expertise Competitors have superior access to distribution channels Opportunities • Increasing scope for wind energy • New technology and innovation increasing potentiality of wind manufacturers Threats Increasing number of competitors • Increasing cost of production

5. Subject-Employee Retention Introduction   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. 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 realize the importance of retaining the best talent. Retaining talent has never been so important in the Indian scenario; In an intensely competitive environment, where HR managers are poaching from each other, organizations 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.

6. Research Methodology Data collection: It is one of the most important aspects of research. Methods of data collection: Primary Data Secondary Data The research approach: Survey Method/Questionnaire Sample population: 50 respondents Sampling Method: Convenience sampling

7. Objectives of the study 1.To study about the employee retention of Wind World India in Shirahatti . 2.To ascertain the problems of the employee in the organization. 3.To find the difficulties of company to retain employees in manufacturing industry. 4.To study the employee retention strategies adopted by the company. 5.To offer suggestions based on the study.

8. Findings 1 .Majority 40% of the respondents out of 50 are between the age group of 26 – 30 years. 2 .Majority 56% of the respondents have completed Education upto Diploma. 3 .Majority 62% of the respondents are married. 4 .Majority 46% of the respondents have full employment position in the organization. 5 .Majority 56% of the respondents have come to know about the organization through their Relatives. 6 .Majority 34% of the respondents have been working in the organization from 2 to 4 years. 7 .Majority 48% of the respondents have monthly salary in the range of 600 to 12000 r.s per month. 8 .Majority 48% of the respondents are motivated by native of job. 9 .Majority 54% of the respondents don’t have opportunities to share their ideas at work. 10.Majority 64% of the respondents are not satisfied working hours. 11.Majority 44% of the respondents have better relationship with co-workers in the organization. 12.Majority 66% of the respondents are disagreeing in relationship with management. 13.Majority 58% of the respondents say company doesnt provide career enhancement opportunities for them. 14.Majority 48% of the respondents reason for leaving organization is career opportunity.

9. Suggestions 1.Provide better motivations to the employees. So that improves the satisfaction of the employees. 2.Maintain a good relationship with the employees that help to improve their production. 3.Change their work schedule and policies of their organization 4.Develop their infrastructure facility of their organization. 5.Reduce their employee retention problem and provide promotion offers to their employees 6.Provide career opportunities to the employees. 7.Provide Compensation, Rewards and Recognition to the employees. 8.Provide promotions opportunities to the employees. 9.Offer fair and competitive salaries. 10. Improve its working environment and culture as it has the potential to retain employees, which will help it to retain its valuable assets (employees).

10. Learnings This research has a humble attempt in identifying the causes of employee retention and come up with a few suggestions. Wind World ( India) Limited has a high level of employee retention. So, the management has simply to concretize people and live them alone with an environment in which they find it possible to behave appropriately, identify the problem, appreciate the need to resolve it, identify the factors and contributing to the problem and behave in ways that would either eliminate the casual variables or reduce their influence on the problems. Though slow, the process of concretization is sure to produce the desired results conducted in proper ways.