...A Research Project Report On ATTRITION MANAGEMENT Submitted in partial fulfillment for the requirement of the MBA Degree awarded by Bangalore University Submitted by Ponnappa I.S 04XQCM6064 Under the guidance of Praveen Kamat Professor M.P.Birla Institute of Management M.P.Birla Institute of Management Race course road Bangalore-1 INDIA 1 DECLARATION I hereby declare that this dissertation entitled ‘ATTRITON MANAGEMENT’ is the result of project work undertaken by me under the guidance and supervision of Mr. Praveen Kamat, Professor, M.P.Birla Institute of Management, Bangalore. I also declare that this dissertation has not been submitted to any other University/Institution for the award of any Degree. (Ponnappa I.S) 2 CERTIFICATE I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under the guidance and supervision of Mr. Praveen Kamat, Professor, MPBIM, Bangalore. (Dr. N.S. Malavalli) Principal MPBIM, Bangalore 3 CERTIFICATE I hereby certify that the research work embodied in this dissertation entitled ‘ATTRITION MANAGEMENT’, has been undertaken and completed by Mr. Ponnappa I.S under my guidance and supervision (Mr. Praveen Kamat) Professor, M.P.B.I.M Bangalore 4 Acknowledgement The satisfaction that accompanies the successful completion of any task would be incomplete without the mention of the people who made...
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...What is Attrition? • Attrition is the reduction or loss of employees through different conditions. Reasons for attrition include retirement, resignations or even death. Attrition rates also depend on the general economic climate. However, regardless of the reason, attrition has a substantial cost to business. For example, when employees leave, a business will have to consider new employee training, relocation, search firms or agencies, interviews and background checks and advertising costs. These costs are substantial especially if your business has to constantly hire to replace employees that leave your organization through attrition. Attrition Rate • Organizations use several different methods to determine the actual attrition rate of the company. The approach will vary by company. However, previous attrition calculations can not determine any future attrition rates with certainty. For example, attrition rates cannot predict economic downturns that may force massive layoffs or even the closure of a division of your business. According to "Human Resources Management," you can minimize the attrition rate within an organization by implementing policies conducive to a productive working environment with equitable salaries and wages. How to prevent turnover Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according...
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...Statement of the Problem Teacher attrition has been a critical concern for the field of education for many years. An even more significant trend has been the teacher attrition rate of special educators. Over the years it has been a growing concern about the number of teachers who leave the classrooms in the high school that I work and in the school district in general. It is on this premise that I seek to find out the relationships of teacher retention and attrition in a collaborative classroom in five schools in the Savannah-Chatham County Public School System. Good – but no mention of special education? Introduction According to Boe, Bobbit and Cook (1993), teacher attrition is another term used for teacher turnover, which are changes in teacher status from year to year. Teacher turnover may include teachers leaving the profession, or teachers who change schools. Over the years, there have been issues concerning attrition and retention of teachers in the Chatham County district. Students with disabilities are at a disadvantage with the type of education they receive from teachers who are not qualified special education teachers, as well as general education teachers who are not coached or prepared to meet the individual needs of special education students. In the Savannah Chatham County School District, thousands of teachers have left the teaching profession for varying reasons. Some teachers leave because they have done many years of teaching and have reached the age...
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... Suhas_diwate7@rediffmai.com Asst. Professor (HRM- Department of Management Studies), Bapurao Deshmukh College of Engineering, Sevagram Wardha (Maharashtra). Correspondence Address: C/o B.M. Diwate, Gajanan Nagar. Near Z.P. Colony. Wardha-442001 ( Maharashtra) Contact Details: E-mail ID- suhas_diwate7@rediffmail.com Mob: +91 8087293033 ABSTRACT: Recruitment and selection are no longer simple buzzwords .They form a part of strategic management. What have required are innovative recruitment systems and progressive retention management policies? Organizations across the globe are face with one of the major problem retaining good quality people. Most companies, to understand the reason for high turnover, develop investigative system such as exit interviews, and indulge in unstructured discussion to understand this phenomenon. The findings however, are not very indicative since employees who decided to resign have usually suffered a gradual crosion of their motivation to continue. Employees would do better to explore ways of making people stay on in their jobs, rather than merely examining their reasons for leaving job. Therefore, it is a need of current era to understand the Psychology of Employees...
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...15 Chapter - I Introduction and Research design Introduction Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problems that plague companies in the competitive marketplace .Replacement costs usually are 2.5 times the salary of the individual. The costs associated with turnover may include lost customers and business and damaged morale. In addition there are the hard costs of time spent in screening, verifying credentials, references, interviewing, hiring and training the new employees. (Workforce Planning for Wisconsin State Government, 2005).” “Cost control is the top benefit objective for employers in the...
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...India as well as follow the shift in trends from traditional practices due to high attrition rates and evaluate the effectiveness of these strategies. 1.2 - OBJECTIVES AND RESEARCH QUESTION To Study and Analyze the Possible reasons for high attrition rates in call center organizations. To examine the strategies developed to reduce high attrition rates in call center organizations. and To Evaluate the effectiveness of strategies introduced to reduce attrition rates in call center organizations Taking the Above objectives into consideration the research question is – “What are the strategies used by Human Resource Managers to combat High attrition rates in Call Center Organizations in India?” 1.3 - RATIONALE Business Process Outsourcing industry in India is a source of income multipliers for Indian Economy as well as a source of jobs for unemployed. India has huge unemployed population and the Business Process Outsourcing launched itself at a stage when unemployment problem started having negative impact on the Indian Economy. The Industry generated employment for countless non-technical skilled employees in the organized service sector. Since its inception Call Center Industry has been facing high attrition rates due to various factors and the HR Mangers are compelled to develop strategies to reduce high attrition rates. Despite several years of efforts to reduce attrition it has still remained a key issue in the Call Center Organizations. My research is an...
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...BEGINNERS: 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS Arie Abecassis INTRODUCTION ARIE ABECASSIS ‣ Venture Partner, Founder Dreamit, AppStori INTRODUCTION ARIE ABECASSIS ‣ Venture Partner, Founder Dreamit, AppStori ‣ Investor, Advisor Adaptly, BizApps, inkky, MAZ, SeatGeek INTRODUCTION ARIE ABECASSIS ‣ Venture Partner, Founder ‣ Operator Dreamit, AppStori ‣ Investor, Advisor Adaptly, BizApps, inkky, MAZ, SeatGeek Marvel, MindFireInc, SecondMarket, Thomson Reuters, Updata Partners 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS CUSTOMER ACQUISITION STRATEGIES PRICING REVENUE MODEL DISTRIBUTION STRATEGY END CUSTOMER INFLUENCERS 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS Customer experience RETENTION AND CHURN Competitive options Switching costs 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS KEY #1: UNDERSTAND RELEVANT MARKETING CHANNELS 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS KEY #1: UNDERSTAND RELEVANT MARKETING CHANNELS Who is your end customer and how are you going to get to them? 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS DIRECT SALES ‣ Search (SEM, SEO) ‣ Social Media (Facebook, Twitter) ‣ Digital and mobile media ‣ PR / Events ‣ Paid Media (traditional media) ‣ Outbound Sales PARTNERSHIPS ‣ Referral ‣ VAR ‣ OEM ‣ APIs 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS KEY #2: METRICS THAT MATTER 3 STEPS TO ACQUIRE AND KEEP CUSTOMERS KEY #2: METRICS THAT MATTER What are the drivers (KPIs) for your business? ...
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...How Organizational Behavior influences Attrition Keller Graduate School of Management Author Note This paper was prepared for GM591- Leadership and Organizational Behavior taught by Professor Brett Gordon. Correspondence concerning this paper should be addressed to Table of Contents Company Background 3 Organizational Problem 4 Problem Statement 5 TCO Topic 5 Expanded Organizational Introduction: 5 Enhanced Problem Overview 6 Reasons & Measures of Preventable Attrition 7 Possible Solutions 7 How to Create Sustainable Performance 8 Inadequate Developmental 8 Boost Morale and Engagement 8 Increasing Responsibility and Exposure 8 Create Value 9 Optimizing Interactions between Staff 9 Achieving Quality Management 9 Offering Performance Feedback 10 Minimize Incivility 10 Managing conflicts 11 Responsible Leadership 11 Establishing Relationships 11 Summary of Recommendations 12 Reflection 13 References 15 How Organizational Behavior influences Attrition Company Background JDR Pharmaceutical discovers, develops, manufactures, and delivers innovative human therapeutics globally to patients with unmet medical needs. An established leader in biotechnology since 2001, JDR lead the industry by introducing safe, effective medicines from lab, to manufacturing plant, to patient. JDR therapeutics have pioneered the approach with helping millions of people around the world in the fight against cancer, heart disease, neurological...
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...CHAPTER 1 THE PROBLEM AND ITS BACKGROUND Introduction "... Every single one of you has something that you're good at. Every single one of you has something to offer. And you have a responsibility to yourself to discover what that is. That's the opportunity an education can provide."- US President Barack Obama Education is a fundamental need of an individual to cope with life. And it is a basic but a very important matter that each and everyone should have. Education makes a man complete. In addition, the education is the principle means by which society carries out its national objective. And its purpose is to foster the development of each individual so that he may achieve the most satisfying life of which he is capable (Mcneil 1998). Education changes an individual. Having knowledge, an individual will have the courage to do anything. Education is the main factor to mold individuals to become what they want. It is true that schools are the primary source in having a formal education. But, not everyone can attend school due to different reasons. There are unfortunate children that could not afford to go to school not only because they are poor, but there are also other reasons that they consider in going to school. In 2009, Sallie Mae discovered that 84% of college students indicated they need a big amount of money for their education. In addition to that, Noel Levitz (2009) reported and concluded that only 46.4% of...
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...For some students, getting accepted to a university is only the first in an uphill battle toward a degree. Persevering long enough to graduate can be just as challenging. Data from the U.S. Census Bureau revealed in 2000 that one in three Americans drops out of college. This is an increase from the 1960s when one in five discontinued his or her studies. Some studies indicate that a considerable proportion of college dropouts come from low-income families. The U.S. Department of Education found that 41% of low-income students enrolled in a four-year institution managed to graduate within five years. For higher income students, this jumps to 66%. Of the low income students that did not return, 47% left in good academic standing. Though research links financial difficulties to dropout rates, there are a number of factors that account for why students decide to leave school. Students tend to drop out because their expectations of college—academically, socially, or both—don’t match up with the reality once they get there. They also suffer from lack of motivation, inadequate preparation, and poor study skills. The National Center for Education Statistics indicates that dropout rates are particularly high for African American and Hispanic students. Other student populations at greater risk of dropping out include those who are the first in their family to attend college, those who have limited English proficiency, and nontraditional students such as returning adult students. Few...
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...Problem Resolution: Key to Customer Satisfaction and Retention Student Name University of Phoenix Foundations for General Education and Professional Success Gen 200 September 17, 2010 Resolution: Key to Customer Satisfaction and Retention Customer retention always has been a major concern for banks. Despite the initiation of many strategies to improve customer satisfaction, a revolving door still exists. In thise paper I will examine the cause of customer attrition, the effect technology has on customer satisfaction, and a possible solution for the problem of customer retention. The Rrevolving Ddoor Thousands of banks operate in the United States, all of them offering the same products with little variation or distinction from one bank to the other. Non-traditional banks and other financial institutions compete with bank customers by offering the same products as banks. Banks must be exceptional to compete with their competitors and acquire and retain new customers (Fest, 2005). Good! Most customers choose a bank for its the quality of service. Many will even pay a higher premium for preferred treatment. Long wait times, rude customer service representatives, and high fees go a long way to making customers unhappy. To combat thesethe problems banks have implemented schemes such as greeters or lobby managers to direct lobby traffic, on-stage behaviors employees must follow in customer contact areas to delight customers and low or no fee...
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...Philosophy of Compensation Nikolette Arnold Letu How should a compensation plan reflect an organization’s mission statement and core values? The company’s mission and vision statements reflect its core values. For the same reason, having the right vision and mission statement is of outmost importance as it serves as a guiding principle for organizations to be able to stay focused on what they intend to do and how they should do it (Evans, J., 2010). Most organizations that have aligned their activities with their vision and mission statements have gained more than satisfactory results. Part of an organization’s strategic development is the setting of goals that coincide with their core business values. For example, a product manufacturer would ask, what is the purpose of making these products? How do I market these products? In the face of the competition, how would I know that consumers would buy these products? In addressing these questions, one would need to have a clear goal of what particular product he would manufacture and the intended market for the said products. Apparently, the product must have an edge whether in pricing, design and other value adding strategies in order to become sellable. In this regard, a manufacturer sets a vision of what he wishes to accomplish; should he want to become the leading producer of sports apparel. In order to accomplish that, he sets his mission, if it be producing the best sports apparel using only the best material...
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...outsourcing company. They operate in North America as well as In Mexico and Australia. NCO’s motto is “Your career is our investment…imagine your future”. For the purpose of this report we will be focusing on the Edmonton branch. The Issue In the last six months their attrition rate has skyrocketed. In February 2010 the rate was 4.23%, March 4.97%, April 6.12%, May 7.93%, June 8.17%, July 8.45%, August 10.67%. High attrition leads to higher compensation costs for the company. If the organization hires someone, they have not only spent money on training, but also on the cost of recruiting as well. If an employee leaves abruptly, then the company has not had time to recoup the money spent on the training and recruiting. The process will have to start over again and if this happens to often then the organization may put a freeze on dollars given for recruitment. Poor retention not only affects the company’s bottom line but also moral of the current employees. The burden of picking up the slack falls on current employees. This can cause extra strain on the relationship the employee has with the organization. This is a fast paced industry and can be very stressful at times. It is believed that the retention problems NCO faces are due to the stress the employees faced every day while collecting money from delinquent accounts and dealing with angry debtors. It is believed that people could not handle the stress or were frightened by the work so they would quit....
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...employees: key to retention Jyotsna Bhatnagar Human Resource Management Area, Management Development Institute, Sukhrali, Gurgaon, India Abstract Purpose – With talent management becoming an area of growing concern in the literature, the purpose of this paper is to investigate talent management and its relationship to levels of employee engagement using a mixed method research design. Design/methodology/approach – The first phase was a survey on a sample of 272 BPO/ITES employees, using Gallup q12 or Gallup Workplace Audit. Focus group interview discussion was based on reasons for attrition and the unique problems of employee engagement. In the second phase, one of the BPO organizations from the phase I sample was chosen at random and exit interview data was analyzed using factor analysis and content analysis. Findings – The results were in the expected direction and fulfilled the research aims of the current study. In the first phase low factor loadings indicated low engagement scores at the beginning of the career and at completion of 16 months with the organization. High factor loadings at intermediate stages of employment were indicative of high engagement levels, but the interview data reflected that this may mean high loyalty, but only for a limited time. In the second phase factor loadings indicated three distinct factors of organizational culture, career planning along with incentives and organizational support. The first two were indicative of high attrition. Research limitations/implications...
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...shortage in facilities leads to patient safety issues. The review of available literature on this topic shows strong evidence that lower nurse staffing levels in hospitals are associated with worse patient outcomes. Some of these outcomes include very high patient to nurse ratio, fatigue for nurses leading to costly medical mistakes, social environment, nursing staff attrition from the most affected facilities. The study specifically attempts to find a way to understand how nurse staffing levels has an impact on patient outcomes and nurse retention in hospital practice. Purpose d Research Questions: With one of the most critical steps being the determination of the problem that will be studied in the research process. (Nieswiadomy, 2008, p.45). Linda H. Aiken et al states the research question as 1. Determine the association between patient-to-nurse ratio and patient mortality 2. Determine the association between patient-to-nurse ratio and failure-to-rescue (deaths following complications) among surgical patients 3. Determine the association between patient-to-nurse ratio and nurse retention/attrition. 4. Determine the association between patient-to-nurse and the facts that contributed to the stress that lead to nurse burnout The research questions clearly are focused towards addressing issues identified by the problem statement. The first question above seeks to understand how patient load (patient-to-nurse ratio) on nurses affects patient mortality. The second...
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