final shravya (1)

8/12/2019 Final Shravya (1)

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1.1 Introduction to the study

Entrepreneurs know how competitive hiring is in the business sector and the fear of employees

jumping the fence to join a competitor is more payable now more than ever. It is hard to find

good employees but it is even harder to promote company loyalty. Once you find top quality

people to work for you, you have to ensure that you can keep them because retaining quality

employees is one of the keys to ensure the growth of your business.

Employee retention refers to the various policies and practices which let the employees stick to

an organiation for a longer period of time. Every organiation invests time and money to groom

a new joinee, make him a corporate ready material and bring him at par with the e!isting

employees. "he organiation is completely at loss when the employees leave their job once they

are fully trained. Employee retention takes into account the various measures taken so that an

individual stays in an organiation for the ma!imum period of time.

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. # strong retention strategy becomes a

powerful recruitment tool.

$etention of key employees is critical to the long%term health and success of any organiation. 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 organiational knowledge and learning.

Employee retention matters as organiational issues such as training time and investment& lost

knowledge& insecure employees and a costly candidate search are involved. 'ence failing to

retain a key employee is a costly proposition for an organiation. (arious estimates suggest that

losing a middle manager in most organiations costs up to five times of his salary.

Intelligent employers always realise the importance of retaining the best talent. $etaining 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

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business, or even for the second or the third best. $etention of key employees and treating

attrition troubles has never been so important to companies.

In an intensely competitive environment, where '$ managers are poaching from each other,

organiations can either hold on to their employees tight or lose them to competition. )or gone

are the days, when employees would stick to an employer for years for want of a better choice.

*ow, opportunities abound.

It is a fact that, retention of key employees is critical to the long%term health and success of any

organiation. "he performance of employees is often linked directly to quality work, customer

satisfaction, and increased product sales and even to the image of a company. +hereas the same

is often indirectly linked to, satisfied colleagues and reporting staff, effective succession

planning and deeply embedded organiational knowledge and learning.

Employee retention matters, as, organiational issues such as training time and investment, costly

candidate search etc., are involved. 'ence, failing to retain a key employee is a costly

proposition for any organiation. (arious estimates suggest that losing a middle manager in most

organiations, translates to a loss of up to five times his salary.

Employee retention is a process in which the employees are encouraged to remain with the

organiation for the ma!imum period of time or until the completion of the project. Employee

retention is beneficial for the organiation as well as the employee.

Employee retention has become a major concern for corporate in the current scenario.

Individuals once being trained have a tendency to move to other organiations for better

prospects. ucrative salary, comfortable timings, better ambience, growth prospects are some of

the factors which prompt an employee to look for a change. +henever a talented employee

e!presses his willingness to move on, it is the responsibility of the management and the human

resource team to intervene immediately and find out the e!act reasons leading to the decision.

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$etention involves five major things-

ompensation

/upport

0rowth

$elationship Environment

)igure no.1 ey areas in employee retention

"o keep employees and their satisfaction levels high, every organiation needs to implement

three $2s of employee retention .$espect , recognition, and rewards.

$espect is esteem, special regard, or particular consideration given to people.

$ecognition is defined as 3special notice or attention4 .5any problems with retention and morale

occur because management is not paying attention to people2s needs and reactions.

$ewards are the e!tra perks you offer beyond the basics of respect and recognition that make it

worth people2s while to work hard.

+hen the organiations implement the three $2s approach it reduces turn over and enjoy the

increased productivity, reduced absenteeism.

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Employees do not leave organiation without any significant reason. "here are certain

circumstances that lead to their leaving the organiation.

"he process of retention is not as easy at it seems. "here are so many tactics and strategies used

in retention of employees by the organiations. "he basic purpose of these strategies is to

increase employee satisfaction, boost employee morale hence achieve retention.

1.6 *eed for the study

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In today2s scenario employee2s turnover is increasing day by day which affects the growth of the

company. Employee2s turnover causes huge loss for the company, which invests a lot of money

in training them. "he study helps to identify the factors causing dissatisfaction to the employees

and thereby reducing employee turnover.

1.7 Objectives of the study

"o study the employee retention strategy followed at '89

"o identify the factors causing dissatisfaction of the employees at '89.

1.: /cope of the study

"he study is confined to 'industan oco ola 8everages 9rivate imited located at 5oulali.

1.; /ources of data

"he data was collected from primary sources and secondary sources.

9rimary data- /tructured questionnaire

/econdary data- "he secondary data was collected from books , company websites and

websites.

1.< $esearch methodology

"otal population - 6


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"arget population - 7=?

/ample unit - '$%1, /tores%;, 9roduction%@, Auality%B, /hipping%;, 5aintenance%:

/ample method - /tratified $andom /ampling 5ethod

E!tent of study : '89, 5oulali branch

"ime period - =;%=:%6=16 to =B%=:%6=16

1.7 imitations of the study

"he information collected may be biased.

"ime factor is considered as a main limitation.

"he study was confined to a very short period.

+hile analysing the factors causing dissatisfaction responses have been fabricated.

6.1 Industry profile

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)ood and beverage- 8ackground

"he food and beverage industry is composed of companies involved in processing raw food

materials and manufacturing, packaging or distributing food or drink C the steps in food

production after harvest and before retail purchase. "he beverage segment is composed of

alcoholic and non%alcoholic beverages. )or alcoholic beverages, beer, cider and other flavored

alcoholic beverages make up the bulk of the market, followed by wine and spirits. In the non%

alcoholic segment, soft drinks far outsell coffee, tea, juice and water. "he food and beverages

industry is considered a mature industry& it is very competitive and relies strongly on advertising

to promote brands.

"he food and beverage industry used to be considered the production of food, which is now

distinguishing agriculture as a separate industry. *ow, the industry is much more focused on

technology and mechanical manipulation of raw foods to create more value%added food products.

$eliance on transport has increased as the industry has developed to be more global in nature,

with most food products being most offered by a handful of globe%spanning corporations.

'istory

In the late 1@th and early 1Dth centuries, the industrial $evolution contributed largely to the

production and distribution of food and beverage. "he results were the ability to mass produce

food products at a lower cost and improved transportation, which enabled many food products to

be enjoyed in regions where food cannot be grown.

uring wartime, the food and beverage industry shifted, as food is often a precious commodity.

9rices were determined by availability and regulation. #fter +orld +ar I, the F./. )ederal

0overnment established the F./. )ood #dministration to regulate the contents of domestically

produced food. 5ost countries involved in +orld +ar II rationed food and regulated prices in

order to stabilie the economy.

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#fter +orld +ar II the food and beverage industry began branding products through advertising

to increase popularity. In many instances, product advertising costs more than the cost of

production, and branding is partially responsible for the emergence of radio and television. "he

cola wars, a campaign of mutually%targeted television advertisements and marketing campaigns

between soft drink manufacturers. "he coca%cola company and 9epsio, was one e!ample of

e!tensive advertising.

In the 1D;=s and 1D


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"he key players currently operating in Indian )ood and 8everages Industry includes, abur India

imited, 0odrej Industries imited, 'industan Fnilever imited, 8ritannia Industries imited,

I" imited, *estle, oca%ola, 9epsio, Inc., adbury /chweppes 9, )uture 0roup, $90

Enterprise and 0odrej #grovet imited.

"rends

$ecently, companies have spent a lot of money on researching consumers eating habits and

preferences. 5ore people are dining out and food producers are finding themselves devoting

more attention to products designed for restaurants, vending machines, and other food service

providers.

#nother trend in the industry has been the development of health foods& such has those

containing less trans%fat or fewer calories, or those containing only organic ingredients. 8ottled

water has been well established in the market as many beverage companies, and enhanced waters

containing vitamins or supplements are gaining popularity, Energy drinks, such as $ed 8ull,

have also burst forth onto the scene.

$ising costs have become an issue in the )ood and 8everage Industry, as the raising cost of

petroleum cause a twofold increase in cost for companies in the )ood Industry& costs have

increased at the agriculture end, which increases raw materials costs for food processors who

also deal with increased production and transportation costs at their end. /ince the Industry is so

competitive, it is difficult for these companies to raise their prices accordingly and profit margins

have suffered as a result. Auality control and assurances are vital to this Industry )ood safetyprograms have been adopted recently as issues of chemical and bacterial contamination and new

food%borne pathogens remain a public health concern.

hallenges in the )ood and 8everage /ector

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9oor infrastructure

ack of adequate facilities for storage, transportation and cold chain facilities

*o common food law

)ood standards are confusing and contradictory

'igh cost of raw material and packing material and high railway freight put pressures on

margins

ifferent rules and regulations and licensing are defined for different commodities

0rowth prospects

+ith increase in disposal income of consumers, growing awareness among consumers abouthealth products, rapid urbaniation and increasing popularity of convenience foods. )ood and

8everage sector is e!pected to grow at a high rate. "his sector holds a huge potential to grow

because of the increase in advertisement spending, awareness campaign about products in urban

as well s rural areas and large scale transformation.

India2s )ood and 8everage Industry is valued at $s. 7;@: billion. India produces above 6==B%6=11?4 report gives an in%depth analysis of the

present and future prospects of the Indian )ood and 8everages Industry. It looks into the Industry

in detail with foci on organied food retailing, consumer food purchasing behavior, food

processing Industry and packedHconvenience food industry.

ey findings

It is e!pected that fruit consumption will increase at a #0$ of :.77G for the period

spanning from 6==B%6=11

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"he processed%food market is the main focus for foreign companies as this segment is

underdeveloped and presents enormous potential for growth

$ising household incomes, increasing urbaniation, changing lifestyles and the rapid

growth of the private%sector and diary%processing Industry should lead to greater demand

for value%added, milk based products, such as processed cheese, table butter and ice

cream.

offee consumption is likely to e!pand at a rapid rate during the forecasted period. It is

e!pected that it will increase at a rate of 1=.=;G for the period spanning from 6==B%6=11

onsumption of soft drinks e!panded at an average rate of 11G by volume during 6==6

to 6==


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"he coca%cola company traces its beginning to 1@@


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Fndeveloped area - 7.D acres

9roduction ine

ine I % $08

ine II % uice ine

ine III % $08 ine

ine I(% 9E" ine

9ackages 9roduction

$08 % 6==ml

$08 % 7==ml

$08 % 1===ml

uice % 6;=ml

9E" % ;==ml,


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)igure. 6)low hart of 8everage 5anufacturing 9rocess

#ll the plant operations can be broadly classified into four main areas namely

+arehouse

9roduction

9rocess

Ftilities

#part from these the general functions such as '$, )inance, and /ales etc e!ists on coordinationwith them. +e begin e!amining the plant layout at the storage area.

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+arehouse-

In the bottling plant a warehouse is used to store both empty and filled bottles. "he warehouse is

generally located adjacent to the production line to minimie material handling. "he demand

analysis carried out by the sales department acts as an input to the shipping department. "hey in

turn estimated the volume of production based on the number of empty and filled bottles. "he

empty bottles in the warehouse are stored according to pack and flavor and send to filling.

epalletising-

#fter sorting, the cases of empties are placed on a case conveyor. 9lacing cases on the conveyor

may be done manually or with the help of depalletier.

Fncasing-

"he bottles are then uncased for inspection. "his also can be done manually but here an uncase is

incorporated.

9re%inspection-

Empty returns are inspected for broken and chipped areas and for e!cessively dirty bottles before

they are washed.

8ottle washer-

"he washer is the largest single piece of equipment on the bottling line. In most plants, washer is

located spaciously to ensure easy access to all sides of the washer. 'ere bottles are washed,

rinsed and drained.

Empty bottle inspection-

"he bottles are once again inspected after they are washed and before they are sent for filling.

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)iller-

"his is the heart of the production line and here the beverage is filled into the empty bottles.

8everage is the final product made from the raw material through a series of processes. "he

general procedure is

$aw syrup $eady syrup 8everage

$aw syrup-

$aw syrup is prepared by adding raw materials such as sugar, treated water and activated carbon.

In this process the mi!ture is heated to about @;.

$eady syrup-

$eady syrup is pumped to the tanks in the ready syrup room after the syrup is cooled to about

6=%6; . here the concentrate or the beverage base is added to it. # small amount of O6 is also

added to avoid stagnation of the ready syrup in the supply lines.

"he concentrate and beverage bases mentioned here are manufactured by the oca%ola

ompany. oncentrate imparts the distinctive taste and colour to the product oca%ola and the

beverages bases provided the same to other soft drinks products of the oca%ola ompany.

5i!er-

"he ready syrup from the ready syrup room is pumped to the mi!er where it is mi!ed with O6

and water according to the prefi!ed requirements. "hese values remain universally constant. "he

mi!ture now is known as the beverage.

arbonation tank-

"he beverage is then chilled or cooled as it is observed that the solubility of O6 is higher at

lower temperatures. "his mi!ture is sent to the carbonation tank.

rowning-

"he bottles that are filled with the beverage in the filler are crowned in this process.

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ate coding-

"he date of manufacturing, time and 5$9 are printed on the bottle by using the coding machine.

)illed bottle inspection-

"he filled bottles are once again inspected finally for the level of fill and the coding.

aser-

"he cases which are obtained by uncasing the empty bottles are sent to the case cleaner which

they are cleaned. "he case now packs the filled bottles in to the cases.

9alletiing-

"he case are now placed on a case conveyor by either using a palletier or manually >here done

manually? and sent to the warehouse.

+arehouse-

"he filled bottles cases are stored in the warehouse and are further sent for distribution.

Auality lab-

"he beverage so produced should match some prefi!ed standards. In order to test the quality of

the beverage manufactured, regular sampling and testing is done. "he quality lab is placed near

the production line to make sampling convenient.

8oiler-

It is part of the plant utilities with supplies steam to various part of the plant such as raw syrup

room, bottle washer, I9.

hilling plant-

"his provides all the refrigeration required in the plant mainly for cooling the beverage, raw

syrup.

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#ir compressor-

"his system provides compressed air for all the pneumatic needs of the plant. /ome such areas

are bottle washer, filler, caser, uncase.

O6-

"he carbon dio!ide is stored in the plant so that it is available to the mi!ed in the beverage. 8ulk

storage is generally outside the plant and it is piped to the bottling room.

+"9-

+ater is required at many stages in the plant operations. In the beverage manufacturing process

we make use of treated water. "his is manufacturing by systemied water treatment techniques.

In addition to this soft water is supplied for sanitation, boiler.

E"9-

#n effluent treatment plant in the plant premises treats the waste water coming from various

parts of the plant such as bottle washer, syrup room, +"9, before it is released into the

environment.

I9-

# clean% in%place >I9? system is most common way to clean closed systems of pipeline as well

as pieces of equipment. "his is mainly needed at the syrup rooms and filling equipment such as

filler, cooling equipment, carbonation equipment, pumps, lines. In addition to the above some

others utilities also contribute to the beverage manufacturing process. /ome of them are forklifts,

transformer, 0 /E".

Interesting )acts about oca%ola

oca%ola was first advertised as a remedy for headaches and e!haustion

oke has been advertised in televisions for ;= years

"here are 6B different varieties of coke made by oca%ola

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)irst bottle of coke was sold 16: years ago on @th5ay 1@@< in #tlanta

oca%ola is recognied by D:G of world2s population

#ppro!imately 1=,:;= brand drinks are consumed around the world each second

oca%ola sold only n6; bottles in the 1st year. "oday they sell around 1 billion

bottles a day

5anagement 9hilosophy

orporate #rea

"he major concept of management philosophy is to remain in the beverages industry and not to

diversify into other areas. "he management believes in investing in non capital%intensive areas.

In fact the beverage industry requires little capital and produces ma!imum returns. "he returns

from the foreign markets are tapped to the most.

)inancial #rea

"he corporate objective is to increase the shareholders value. "he management believes that in

increasing the shareholders value it requires consistent growth in financial results complemented

by effective use of the cash flow.

5arketing #rea

"he management is committed to superior market place e!ecution. "his is achieved by

decentraliation operating structure that places the responsibilities authority and accountability as

close to the customer and consumer as possible. #dvertising has placed an important role in the

success of products.

"he various punch lines adopted by the oca%ola ompany for different years as one of their

advertising strategy are as follows-

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Jear 9unch ine

1D6D "he 9ause "hat $efreshes

1D7< It2s "he $efreshing "hing "o o

1D:6 It2s "he $eal "hing

1D:: 0lobal 'igh /ign

1DB1 I +ould ike to buy the world a coke1DB< oke #dds ife

1D@6 oke Is It

1D@< atch the wave

1D@D Jou an2t beat the feeling

1DD7 #lways oca%ola

1DD@ #lways refreshing

"able 1 punch lines

(ision

(ision serves as a frame work for road map and guides every aspect of business by describing

what business need to accomplish in order to continue achieving sustainable, quality growth.

9eople- be a great place to work where people are inspired to be the best they can be.

9ortfolio- bring to the world a portfolio of quality beverage brands that anticipate and

satisfy people2s desires and needs.

9artners- nurture a winning network of customers and suppliers together create mutual,

enduring value.

9lanet- be a responsible citien that makes a difference by helping build and support

sustainable communities.

9rofit- ma!imie long%term returns to share owners while being mindful of overall

responsibilities.

9roductivity- be a highly effective, lean and fast moving organiation.

5ission

$oad map starts with mission, which is enduring. It declares purpose as a company and serves as

a standard against which actions and decisions are weighed.

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"o refresh the world.

"o inspire moments of optimism and happiness.

"o create value and make a difference.

+inning culture

+inning culture defines the attitudes and behaviours that will be required to make 6=6= vision

reality.

(alues

(alues serve as a compass for actions and describe how to behave in the world.

eadership % the courage to shape a better future.

ollaboration C leverage collective genius.

Integrity C be real.

#ccountability C if it is to be, it2s up to me.

9assion C committed in hearten mind.

iversity% as inclusive as our brands.

Auality C what we do, we do well.

9roducts

"he carbonated market

)or the local market in India oke offers following brands

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5aaa

"hums up

oke

imca

/prite

)anta

inley

"he non C carbonated market

5inute maid Coffers froen concentrated fruit juice launched in 1D@@

Ice tea C varied flavours and sweetness in a line of ice teas was created with cokes joint

venture with *estle.

/un fill% a powered soft drink mi! launched in 6==D for Indian local market.

inley C packaged drinking water.

"he brand

"he oca%ola consistently ranks first in the world2s most valuable brands. "he brand value is

about 7D billion dollars. "his is the greatest heritage of the company. #s far as brand

management is concerned, it is found that oca%ola ranks third only after 5icrosoft and ouis

(uitton.

)our basic segments

$efreshment

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oca%ola, "humps up, imca, )anta, sprite

$ejuvenation

$eady to drink tea and coffee% *estea and 0eorgia gold.

'ealth and nutrition

uices and milks C5inute maid, sun fill

$eplenishment

+ater and /ports drinks C kinley.

#p regiononsists of five operating locations C 5oula C ali, #meenpur, *ellore, (ijayawada and

(isakhapatnam having the turnover of over B;= crores with 7 plants , 6 0reen fields and

1;== associates.

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)igure 7 9roducts of coca cola

Introduction

Employee retention refers to policies and practices companies use to prevent valuable

employees from leaving their jobs. 'ow to retain valuable employees is one of the biggest

problem that plague companies in the competitive marketplace. *owadays, businesses often find

that they spend considerable time, effort, and money to train an employee only to have them

develop into a valuable commodity and leave the company for greener pastures. In order to

create a successful company, employers should consider as many options as possible when it

comes to retaining employees, while at the same time securing their trust and loyalty so they

have less of a desire to leave in the future.

5eaning

Employee retention involves taking measures to encourage employees to remain in the

organiation for the ma!imum period of time. "here is no dearth of opportunities for talented

person. "here are many organiations which are looking for such employees. If a person is not

satisfied by the job heKs doing, he may switch over to some other more suitable job. In todayKs

environment it becomes very important for organiations to retain their employees.

efinitions

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Employee retention is defined as 3a 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. #lso of concern are the costs of employee

turnover >including hiring costs. productivity loss?.

#ccording to 9hillips and onnell >6==7?, employee retention is the fraction of employees

staying in an organiation in a given period of time. It also states that the retention rate must be

adequate in all important of the job categories.

#ccording to ennifer #. arsen >6==;?, employee retention is the number of e!isting employees

keep or stay with their jobs over a fi!ed period of time is known as retention.

$easons for employee turnover

Employees do not leave an organiation without any significant reason. "here are certain

circumstances that lead to their leaving the organiation. "he most common reasons can be-

ob is not what the employee e!pected to be- sometimes the job responsibilities

don2t come out to be same as e!pected by the candidates. Fne!pected job responsibilities

lead to job dissatisfaction.

ack of appreciation- If the work is not appreciated by the supervisor, the employee feels

demotivated and looses interest in job. ack of trust and support in co%workers, seniors and management- "rust is the most

important factor that is required for an individual to stay in the job. *o supportive

coworkers, seniors and management can make office environment unfriendly and

difficult to work in.

/tress from over work and work life imbalance- ob stress can lead to work life

imbalance which ultimately many times lead to employee leaving the organiation.

ompensation- 8etter compensation packages being offered by other companies may

attract employees.

Importance of employee retention strategies

"he process of employee retention will benefit an organiation in the following ways

oss of ompany nowledge %+hen an employee leaves, he takes with him valuable

knowledge about the company, customers, current projects and past history >sometimes to

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competitors?. Often much time and money has been spent on the employee in e!pectation

of a future return. +hen the employee leaves, the investment is not realied.

Interruption of ustomer /ervice% ustomers and clients do business with a company in

part because of the people. $elationships are developed that encourage continued

sponsorship of the business. +hen an employee leaves, the relationships that employee

built for the company are effected, which could lead to potential customer loss.

0oodwill of the company-"he goodwill of a company is maintained when the attrition

rates are low. 'igher retention rates motivate potential employees to join the

organiation.

$egaining efficiency- If an employee resigns, then good amount of time is lost in hiring a

new employee and then training himHher and this goes to the loss of the company directly

which many a times goes unnoticed. #nd even after this you cannot assure us of the same

efficiency from the new employee.

$etention models

E$2s $etention modelEmployee $etention connection2s decades of applied organiational e!perience indicate

three primary drivers of employee retention.

)igure : E$ $etention 5odel

/timulating +ork

(ariety of assignments

$esources and support provided to do good work

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Opportunity to learn

)eedback on results

Fnderstanding the significance of oneKs personal contributions

5otivational eadership

hampion change and are open to new ideas

Inspire a share vision of organiation direction

5otivate and recognie contributions

evelop the capabilities of others

5odel behavior that reflects organiation values

$ecognition L $eward

/ay M"hank youM for a job well done

$einforce desired behaviors

reate an emphasis and focus on recognition

elebrate successes

8uild self%esteem

Enhance teamwork

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Integrated /ystem for $etaining Employees

)igure.;

"he Employee $etention onnection transforms your organiation culture and enhances your

competitive edge through the following five%phased approach-

9hase 1:E$ begins by analying your organiationKs motivation and retention culture

through surveys and focus groups. +hat are the motivating and demotivating aspects of your

cultureN

9hase 6:E$ ne!t designs high%involvement job and work assignments that include-

+ide variety of tasks and skills

Opportunities to learn

#uthority to make decisions

)eedback on results

$esources and support to be successful

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9hase 7:E$ trains supervisors and managers in proven methods of motivational leadership-

Inspiring a shared vision and direction eveloping the capabilities of others

9romoting organiational change

$ecogniing and appreciating employee contributions

/erving as a role model

9hase ::E$ delivers a plan for employee career paths and skill building-

esigning career paths, not necessarily up the organiational chart

Identifying core competencies for different career paths

9lanning training and other opportunities to build competencies

5entoring for employee direction

9hase ;:

E$ builds a tailored reward and recognition system to fit your organiationKs culture-

Identifying activities, attitudes and contributions to be recognied and rewarded

5atching reward and recognition options to performance contributions

Establishing specific motivational approaches for retaining employees

"he mission of Employee $etention onnection is to work with organiations to attract, develop

and retain their most valuable resource-their employees.

+ays to Increase Employee $etention

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ompanies have now realied the importance of retaining their quality workforce. $etaining

quality performers contributes to productivity of the organiation and increases morale among

employees.

)our basic factors that play an important role in increasing employee retention include salary and

remuneration, providing recognition, benefits and opportunities for individual growth.

)igure . G?

1 'ighly satisfied =1 7

6 'ighly dissatisfied = =

7 /atisfied 6< @B

7: issatisfied =7 1=

"otal 7= 1==

"able .1: ob satisfaction

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)igure.61 ob satisfaction

Interpretation

"he analysis reveals that the @BG of the employees are having work satisfaction and 7 G of the

employees are highly satisfied and 1= G of the employees are not satisfied with their job

17. o you agree employees are paid worth their contributionN

a? /trongly agree b? #gree c? isagree d? /trongly disagree

/.*o (ariables $espondents 9ercentage >G?

1 /trongly agree =1 7

6 #gree 61 B=

7 isagree =B 67

: /trongly disagree =1 :

"otal 7= 1==

"able .1; ontribution based payment

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)igure.66 ontribution based payment

Interpretation

"he above chart shows that 7G of the employees strongly agree that they are paid worth for their

contribution and B= G of the employees agree, 67G of the employees disagree and :G of the

employees strongly disagree.

1:. 'ow well do you think the appraisal system worked for youN

a? 0ood b? E!cellent c? /atisfactory d? 9oor

/.*o (ariables $espondents 9ercentage >G?

1 0ood 6=


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)igure 67 #ppraisal system

Interpretation

"he chart shows that G?

1 /trongly isagree =1 7

6 isagree =6 B

7 *eutral 66 B7

: #gree =; 1B

"otal 7= 1==

"able.1B "raining linked to career development

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)igure .6: "raining linked to career development

Interpretation

"he above analysis shows that 7G of the employees strongly agree that training programmes are

linked with their career and BG of the employees disagree and B7 G of the employees find only

some of the training programmes are related with career growth and 1BG of them agree with it.

1G?

1 Jes 6=


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)igure6; Impact of fun on motivation

Interpretation

"he above analysis shows that


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)igure 6< $elationship between supervisors

Interpretation

"he chart shows that D= G of the respondents are satisfied with the relationship between their

supervisors and 1= G of them are not satisfied.

)indings

5ost of the people have an opportunity to share their ideas

5ajority of the people are satisfied with the infrastructure and equipment provided by the

organiation.

#ll the employees are encouraged to participate in training to improve skills and

competencies but it was found that there is no opportunity to growth based on the

improved skill set.

5ost of the employees find difficult with company policies and procedures, that making

their job difficult.

5ost of the employees do not get recognition for their performance. It was found that

most of the training programmes are not in favour of employee career development.

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Informal interaction with the employees vi the answers to the questionnaire had lots of

deviations.

$egularity and punctuality to the work was given more importance rather than

performance at work and training point.

:BG of the employees are not interested to continue their career in the e!isting

organiation.

/uggestions

0ood infrastructure and congenial atmosphere boost up employee morale with which he

e!hibits a committed and dedicated work.

#wareness has to be created about company policies and procedures which is very vital

for the organiation success and employee satisfaction.

Employees shall be rewarded based upon their performance rather than the punctuality.

"raining programmes shall be in such a way that it supports the employees career

development.

"he gap between formal and informal approach of employees towards the same problem

to be addressed in a more effective efficient mannaer.

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onclusion

$etention of talented employees is critical to the long%term health and success of any

organiation. It is important for every organiation to implement retention strategies and also

take measures to reduce employee turnover. "he retention strategies followed by the oca ola

company are good and all the employees are satisfied and implemented in the organiation and

the retention is high.

final shravya (1)

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