The Project Report
Sahina Puri & Neha luthra

Western International University

Res 600 Graduate Research Methods

Mrs Shilpi Jain

05 Th March 2010

Table of Contents

Acknowledgement..................................................................................................................3

Executive Summary.................................................................................................................4

Introduction.............................................................................................................................5

Explanation of variables...........................................................................................................6

Hypothesis................................................................................................................................7

ACKNOWLEGDEMENT

We would like to express our gratitude to all those who gave us the possibility to complete this project special thanks to our Faculty Prof.Shilpi Jain who gave us all support to complete this project and gave us all the possible knowledge regarding the subject which has helped us in understanding Business Research in much depth.

EXECUTIVE SUMMARY

INTRODUCTION

“As organisations globalise and become more dependent on technology in a virtual working environment, there is greater need to connect and engage with employees to provide them with an organisational ‘identity’. Employee engagements programmes play a greater role in the current era where every contribution by the employee counts. Employee engagements programmes throw light into the success of the company by engaging its employees in productive activities. Employee engagement programmes is vital to an organization's success. Engaged employees are loyal, highly motivated team players who care about the company and will work hard to help the organization succeed. Employees who are engaged generally perform well, act as positive advocates for their employer's mission and are less likely leave the company. Disengaged employees, on the other end of the spectrum, are negative forces that can hurt morale and obstruct progress. A successful employee engagement strategy helps create a community at the workplace and not just a workforce. When employees are effectively and positively engaged with their organisation, they form an emotional connection with the company. This affects their attitude towards both their colleagues and the company’s clients and improves customer satisfaction and service levels.

My objective of research is to study how employee engagement programmes helps in employee retention.

Explanations of Variables

Employee Engagements programmes is an Independent variable. Employee engagements programmes are those programmes which are apart from your key responsibility areas. These programmes are important as they help to align the human activities to the company strategies indirectly. Employee engagements programs is not just the process of engaging the employees productively, it also expects the organisation to pave the way to ensure that the employees are motivated to put in their best efforts for the wealth maximisation. Following are some of the examples of employee engagement programmes: Food days; Friday fun; cultural activities etc.

Employee Retention is a Dependent variable. 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.

Research Model

Hypothesis

Hypothesis No 1

H1: Participation in employee engagement activities leads to overall development of employees.

After the analysis of survey data result, we concluded that participation in employee engagement programmes does not lead to overall personality development. Hence here we reject our alternate hypothesis H1 and accept our null hypothesis H0.

Adjusted R Square (model summary): is .006 which is very bad as it does not explain the variance of dependent variable.

Z-Test (model Summary): is 0.250 which is very high, it should have been in the range of 0.01- 0.05, so we reject our hypothesis.

Hypothesis No 2

H2: Entertainment through employee engagement activities participation improves the retention of employees.

After the analysis of survey data result, we concluded that participation in employee engagement activities leads to retention of employees. Hence here we accept our alternative hypothesis and reject null hypothesis.

Adjusted R Square (model summary): is .019, which is very less than 0.3.

Z – Test (model Summary) is 0.104 which is slightly higher than 0.05, so we accepted are alternative hypothesis.

Hypothesis No 3

H3: Participation in employee engagement activities leads to employee’s entertainment.

After the analysis of data, we came to conclusion that participation in employee engagement activities not necessarily leads to employee entertainment. Here we accept our null hypothesis and reject our alternative hypothesis.

Adjusted R Square (model summary) is -.010, which is very less than 0.3 and also shows negative variance of dependent variable.

Z-Test (model summary) is .515, which is far too greater than 0.05, so we reject are alternative hypothesis.

Hypothesis No 4

H4: Participation in employee engagement activities helps the employees to build relationship with peers.

After the analysis we concluded participation in engagement activities helps in building relationship with peers. So we accept are alternative hypothesis and reject null hypothesis.

Adjusted R Square (Model Summary) is .027 which is again less than 0.3, which means variance of dependent variable is less than actually what it should be

H5: Participation in employee engagement activities leads to retention of employees.

Research Methodology

The research conducted for this report was executed from January 2010 to march 2010.The methodology employed included primary research. All items were measured on a five –point likert –type scale, except the demographics items.

Primary research

The first research phase involved an extensive primary research exercise. Respondents were led through a structured questionnaire to gather quantitative and qualitative input on how they feel about employee engagement activities. Also to find out if employee engagement activities motivate them and this in turn leads to employee retention. Respondents Profile
Introduction:
The survey was conducted in the organisation GENPACT. The sample size was 61.
The sample demographics from the Genpact population are presented in Table 1. Table 1. Sample characteristics
|Sample Size |61 |
|Age (mean) |2.34 |
|Years work experience( mean) |2.66 |
|Job Status (mean) |1.18 |
|Gender(mean) |1.25 |
|Designation(mean) |1.69 |
|Department of work (mean) |3.28 |

Research Analysis

Research Method