Introduction Of Corporate HR SAHARA INDIA PARIWAR

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FUNCTIONS AT CORPORATE HR

I. MANPOWER PLANNING
Manpower planning cell is the primary cell of Corporate HR. The activities being performed in this cell serve as a root to other activities of Corporate HR and also the end process activities are reported to this cell. So, in a way it is the starting and ending point in the cycle of different activities of Corporate HR. The major activities being performed in the Manpower Planning Cell of Sahara India Pariwar are as follows:

Manpower Approval Confirmation of Services Employee Transfers Promotions/Increments Higher Studies Employment Verification Retirement Resignation acceptance Experience certificate Exit Feed-back

II.

RECRUITMENT

It is the process of finding and attracting applicants for employment, the process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. There are 2 types of recruitment processes being followed in companies namely external and internal as decided by the management whether the recruitment is to be done by the external or internal method.

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III. TRAINING AND DEVELOPMENT

The objective of Training & Development function is to transform the employees for becoming more productive by enhancing their knowledge, skills and attitude in order to achieve performance excellence and creating the atmosphere of continuous learning and development. The major activities performed by the Training and Developing function in Sahara India Pariwar are as follows:

Training needs identification/ assessment Training (Internal/External) Certified corporate trainer Orientation program Project training

IV. PAYROLL MANAGEMENT

This particular section deals with all salary or payment to employee related matters. Payroll deals with 3 types of payments: Salary Administration Stipend Daily wage

V. IR & LEGAL
IR & Legal section is that section of organizations which deals in with all the disciplinary issues of the company. Some of the major issues in which IR Legal cell of Sahara India Pariwar deals with are as follows: Unauthorized absence: Misconducts Suspension
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VI. STATUTORY COMPLIANCES

In the Statutory Cell the legal matters are looked into. By legal matters, we mean issues related to the workers of the organization, which are to be looked into, being under the governmental parameters. In short, statutory cell is made for all the law related problems and issues of the organization. The major activities being performed by the Statutory Cell of Sahara India Pariwar: To ensure the compliances of labor laws. Policy Formulation. Labor Court.

VII. WELFARE
In todays world people find that they have not been able to translate all their hopes and aspirations into reality. Keeping this in mind SAHARA INDIA PARIWAR has provided welfare benefits for all its workers depending upon their cadre and responsibility shouldered by them. This would mean spending directly or indirectly towards even the lowest cadres of the organization. Based on the quarterly results and the expenses ratio (overheads for Para banking staff), the workers are entitled to benefits under Karmaphal Scheme besides their regular salaries as follows: Education facility Leave travel allowance Marriage help Festival advance Medical help Security fund scheme

VIII. PROVIDENT FUND

Provident Fund is a record maintained by the organization for its employees. It is now opened on the day of joining of the employee. Each month entry is made in the PF account of the employee by sacrificing a particular amount from his/her monthly salary. And on the day when the employee resigns/retires/dies, the maturity value is given to him/her or his/her family, whatever the case may. The key activities of this cell are:

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Computation of PF PF Loans Computation of Gratuity Pension Scheme Group Insurance (EDLI)

IX. FULL AND FINAL SETTLEMENT

This cell deals with all the full and final settlement of the employees of the on separation from the organization

X. HR INITIATIVE
This cell takes care of all the initiatives taken by and in the HR department. It looks after all the policy formulation and changes in the policies of the organization. Besides this HR initiative conducts a couple of exams for the employees of the Sahara India Pariwar, which are as follows: MPIR (Maha Parva Interim Relief) Promotional Exam

XI. DAK AND DISPATCH

The dak and dispatch section deals with all the incoming and outgoing official correspondence.

XII. TIME OFFICE

The objective of the function is to keep the record of employee attendance and leave management.

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MANPOWER PLANNING

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Manpower planning is the base for coming project and this is done on the basis of requirement of manpower for the proposed project / expansion of present project. It is only after this that HRM department can initiate a recruitment and selection process. HRP is a forward looking function. It tries to assess human resource requirements in advance keeping the production schedules, market fluctuation, demand forecasts, etc., in the background. A key goal of manpower planning is to get the right type of people with the right skills, experience and competencies in the right jobs at the right time at the right cost. It is the process by which management ensure that it has the right personnel, who are capable of completing those tasks that helps the organization reach its objectives.

Job Analysis: - job analysis is a formal and detailed study of jobs; It refers to a scientific and
systematic analysis of a job in order to obtain all pertinent facts about the job It is essentially a process of collecting and analyzing all pertinent data relating to a job.

Requirement may be of following types:

FRESH - due to business expansion, new technology, additional responsibilities etc. REPLACEMENT- due to separation, transfer, promotion etc.
Manpower demand thus generated is processed by manpower planning selection for clearance and approval by management. If the vacancy is not likely to be filled in by the available surplus manpower pool, then the same is then forwarded to the recruitment section for further action.

Job Description: - Job description is written records of job duties and responsibilities and they provide a factual basis for job evaluation. Job descriptions are recorded on a standards form in a uniform manner. Job Specification: - The exercise of processing job information is known as developing job specification. Its helps in the evaluation of the job and at the same time it defines the attributes required for a job position, which are required while going for recruitment. Therefore, job specification list out all those attributes, like education, experience, age, physical fitness, etc. along with other soft skills required for performing a job. This also requires special skill of the analyst, as any judge mental mistake, may
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defeat the purpose, not only by selecting a wrong person for a job but also for wrongly evaluating a job, which is directly associated with job pricing.

A central peripheral relational model of job analysis is given below:

Industrial Relations

Skills and competency Mapping

Human Resource Planning

Setting Safety & Health Standards Job Analysis Compensation Designing Job Description Job Specification Performance Appraisal

Recruitment

Selection

Training & Development

Setting Performance Standards (KRA/KPAs)

Career Planning & Development

Management Development Succession

&

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SOURCE OF REQUIREMENT:- In order to fill up the existing vacancy and depending

on the decision of the management one of the following source is tapped:

INTERNAL - Internal selection procedure (ISP)

ISP is used when the candidate is to be taken within the company.

1. EXTERNAL
Data bank Employee referral bank job portal site consultants campus (only for fresh requirement) job fairs advertisement Approval for Further Study Employment Verification Allowances Demotion Resignation Resignation Acceptance

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Steps For Processing Manpower Approval

Receiving of manpower requirement at corporate HRD Check the recommendation of HOD in respect of manpower requirement Check whether it is replacement requirement or fresh requirement If fresh requirement Forward the same to recruit. Cell along with details of replacement for facilitating n/a in respect of providing the replacement

If replacement requirement

Check the following

Reason of requirement

Permanent/ temporary requirement

Number required

Proposed designation, carder, salary

Job description and job specification

Place of posting

In case any of the above is missing, obtain the same from concerned division/ department

Explore the possibility of fulfillment of requirement internally i.e. though ISP, surplus staff (if any), request transfer, etc

Prepare the note sheet in respect of manpower requirement mentioning the reference details, HRD observation and HRD proposal

Put up the note sheet for approval of management

After Obtaining the approval of management, forward the same along with relevant documents to recruitment cell, corporate HRD

Communicate the managements approval towards manpower requirement to concerned division/department Updation of records

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Confirmation

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Confirmation can be defined as the end of probation period as per mentioned in the appointment letter. Confirmation of employee may takes place before the end of probation period (based on his / her performance) or it may extend as per the consent of concerned HOD. Early Confirmation Confirmation with Promotion Confirmation with Increment Normal confirmation

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ASSESSMENT FORM

1) Employee code 3) Fathers husbands name:4) Present designation: 6) Date of joining: 8) Date of birth: 10) Permanent address:-

2) Name:-

5) place of posting:7) date of confirmation 9) last qualification

[Kindly put

in remarks) Part A GENERAL ASSESSMENT OF PERSONAL TRAITS

S. no

Trait Very good Good

Remarks Average Below average

1. 2. 3. 4. 5. 6. 7.

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Part B (To be filled by immediate office head only)

Description of job:-

S. no

Trait Very Good Good

Remarks Average Below Average

Signature of Assessing authority

Date: -

(name, emp, code,designation)

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Proposal for confirmation restructure of pay and allowance.

1) Name 2) Designation 3) Academic qualification 4) Professional / technical qualification 5) Place of posting /working 6) Date of joining 7) Date of confirmation 8) Mr. /r status 9) Last special increment of an Rs.. 10) Whether recommendation 11) Received letter no. And date

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Present status and emoluments for the period Proposed status and emoluments of ( ) Designation: Scale of pay : Designation: Scale of pay : w.e.f Basic: D.A: H.R.M: Conv: U.M.A: C.C.A : Prod. Incentive: Spl. Allow : Others : Sil. Jub inct : Basic: D.A: H.R.M: Conv: U.M.A: C.C.A : Prod. Incentive: Spl. Allow : Others : Sil. Jub inct :

Total:

Total:

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Ref. No. 03/ Name (s.c) Davison / depts. Dear ( )

Date:-

Heartily Congratulations! Management is pleased to confirm you as ( designation ) in the pay Scale of ( with effect from ( ) or the following pay and Or the following pay and allowances:)

Basic D.A H.R.A U.M.A Conv. C.C.A Prod. Inct Spl. All Total

: Rs : Rs : Rs : Rs : Rs :Rs : Rs : Rs Rs

---------------------------------------------------------------------

All other terms and conditions mentioned in your appointment letter shall remain the same. We look forward to your valuable contribution to Pariwar. With best wishes ( General Manager Worker corporate HR )

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Processes of confirmation
1) Recommendation of HOD along with appraisal report:a) Appraisal report is filled in all respect and is in line with recommendation.

2) Probation period is to be extended:a) Send office order for probation extension to concerned employee. (Applicable only in case of confirmation as per norms)

3) Concerning HR/ corporate HR:a) Check appointment letter (name, E.L, D.OJ, POP, salary, probation period) b) Regularization status, if any c) Salary status d) LWP status e) IR and legal clearance f) Salary fixation including, p.i and M.P.I.R g) Preparation of proposal.

4) Seek approval from competent authority. 5) Issuance of confirmation letter by concerning HR/ 6) Dispatch of confirmation letter by concerning HR/ corporate HR

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Transfer

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A transfer is a horizontal or lateral movement of an employee from one job, section, department, shift, plant or position to another at the same or another place where his salary, status and responsibility are the same. It generally does not involve a promotion, demotion or a change in job status other than movement from one job or place to another.

PURPOSES OF TRANSFER
Transfer are generally affected to build up a more satisfactory work team and to achieve the following purposes: To satisfy such needs of an organization as may arise out of a change in the quantity of production, fluctuation in work requirement and changes in the organizational structure the introduction of new lines of production, dropping of existing linesetc. Such transfers are known as production transfer, flexibility transfer, or organizational transfers. To meet an employee sown request, when he feels uncomfortable on the job because of his dislike of his boss, or his fellow workers, or because better opportunities for his future advancement do not exist there, or because of family circumstances which may compel him to change the place of his residence. Such transfers generally have their root in faulty selection and erroneous placement, and are known as personal transfer. To utilize properly the services of an employee when he is not performing satisfactorily and adequately and when the management feels that he may be more useful or suitable elsewhere, where his capacity would be better utilized. Such transfers are called remedial transfers. To increase versatility of the employee, by shifting him from one job to another so that he may have ample opportunities for gaining a varied and broader experience of work. Such transfers are known as versatility transfer. To penalize the employee transfers are also done, under which either a difficult trade union activist or intriguer or sea lawyer may be transferred to a remote branch or office where he cannot continue his activities.

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BASES OF TRANSFER
In Sahara India Pariwar there are four basis of transfer as below: On Request Company Transfer Administrative Transfer Mutual Transfer

1. On Request transfer
They shall be entertained only when the cases are found genuine & are duly recommended by the immediate senior & divisional/zonal head .No transfer benefits would be payable.

2. Mutual transfer
These may be considered on the mutual request of two workers. No transfer benefits would be payable .The request for the mutual transfer by the concerned individual will be entertained only twice during their entire service period. (no benefits)

3. Deputation transfer
These transfers will be done for special tasks & assignments for a minimum period of 3 months & to a Maximum of 1 year after which the person has to report back to his actual place of posting in these cases the person shall receive salary from his actual place of posting & Deputation Allowance through voucher at the deputed place. The administrative & functional reporting of the worker will be to his headquarters. The benefits of CCA will not be given on deputation transfer.

4. Administrative transfer
These types of transfers are totally based on the administrative decision and are entertained mostly in punitive cases & depend upon the type of case. In these types of transfers no benefits are admissible.

5. Company interest transfer

These types of transfers are entertained in company interest depends upon where & whom should be transferred. In these types of transfers benefits will be given.

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6. Promotional transfer
These types of transfers are entertained to motivate the kartavyayogi and to increase their efficiency or to provide them a change from one place. They will be entitled for all transfer benefits.

PROCEDURE
Recommendation of both the HODs is received. After receiving the recommendations, the approval is received by the Honble Deputy Managing Worker (P&W). The final order is processed after receiving the approval.

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Promotion

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Promotion is a term which covers a change and calls for greater responsibilities, and usually involves higher pay and better terms and conditions of service and, therefore, a higher status or rank.

Forms of promotion Informal and formal

The two major forms of promotion are:

a. informal promotion

b. formal promotion

The informal form of promotion or the promotion at the discretion of the employer is the oldest form of promotion, which enable the employers concerned to promote those employees who have the requiste ability and merit.

The formal form of promotion, contrarily, ensures objective evaluation of the responsibilities and duties vis--vis different level of an organization. The significance of all the positions in the organization structure is concerned with view to facilitate the objective appraisal of the capabilities of the individuals in the context of promotion, the formal form of promotion is known as the standerdised or systematic form. Seniority and length of service serve as the criteria to qualify for promotion under this form. This form of promotion is strictly followed in the organisations having the promotion form within policy,

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The purposes of promotion may be outlined as follows:

To motivate employees to higher productivity.

To attract and retain the services of qualified and competent people.

To recognize and reward the efficiency of an employee.

To increase the effectiveness of the employee and of the organization.

To fill up higher vacancies from within the organization.

To build loyalty, morale and a sense of belongingness in the employee.

To impress upon others that opportunities are available to them too in the organization, if they perform well.

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HIGHER STUDIES

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In Sahara India Pariwar, all the employees get opportunity for further growth by the organizational strategy for further studies. This can be taken as a motivational factor to improve the effectiveness and the efficiencies of the employees. Permission is taken by the employee along with the detail information of the course which he will be pursuing, the mode of the study i.e. on a regular basis or a correspondence basis, is mandatory. Generally the mode should be correspondence, but if the timing of regular courses is not hindering the work of the organization then he can pursue the course on the regular basis.

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Steps for processing higher study permission

Receiving of higher study application at corporate HRD Demand the personnel file of concerned kartavyayogi from record room Check the remarks of HOD in respect of pursuance of higher study Check the following in respect of course to be pursued

Name institute

of

Name course

of

Mode study

of

Duration course

of

Check the last qualification of concerned kartavyayogi

Updation of records Prepare note sheet for higher study permission and put up the same for approval of head -corporate HRD After obtaining approval of head- corporate HRD, issue higher study permission order Attach a copy of higher study circular with higher study order Dispatch of higher study order Copy of higher study order is to concerned depatt. And recruitment cell, corporate HRD Updation of records Send the personnel file back to record room

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RESIGNATION

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A resignation refers to the termination of employment at the instance of the employee. An employee resigns when he or she secures a better job elsewhere, in the case of a female employee, when she marries and has to quit for personal reasons, or when an employee suffers from ill health, and for other reasons. The administration of separation caused by resignation is very simple because the employee himself/herself is responsible for it.

Contents of resignation letter:I. II. III. IV. V. VI. Name of addressing authority / HOD Date of resignation Reason of resignation Effective date of resignation Acceptance Date of notice period Name and signature of resigned staff.

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Sample of Resignation Letter

TO, Name Position The company name Address

Date Dear Mr. Xyz

After serious consideration, I have decided to resign from my post as position at the department effective from ( ) Though I regret to leave our team, I do appreciate your support during my (x period) of service. Please accept this resignation letter as a formal notice As per my contract, I will be happy to continue to work during my notice period until the last date according to your notice period. Please advise me of your preferred handover process for any assets that I might have and my current outstanding work.

Youre sincerely Xyz Signature & date

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Notice period: - the notice period is defined in appointment letter, as the staff has to give a
notice of specified number of days as mentioned in appointment letter or resignation.

Clause of notice period (As per terms of Appointment Letter) I. You may relinquish the job after giving 03 months notice or deposit an amount for likewise period in lieu of notice. II. However after confirmation your services can be terminated after giving 03 months notice, or salary in lieu of notice. Simultaneously if you want to relinquish the job, you have to give 03 months notice of likewise period as stated above or forfeit or deposit 03 months salary in lieu of notice.

Process of resignation acceptance

On receiving of resignation letter at corporate HR, check the remarks of HOD. Forward a copy of resignation letter to pay roll cell and time office, so that salary of resigned staff can be stopped for the current month. (in case staff is not working for entire months). And his name may be stuck off from attendance register accordingly.

Obtain the clearance from IR and legal cell, to check that there is no IR and legal case upon the resigned staff. Obtain the attendance sheet from time office to check the attendance record and last working

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Steps For Processing Resignation Acceptance

Receiving of resignation letter at corporate HRD

Demand the personnel file of resigned kartavyogi from record room Check the remark of HOD in respect of resigned acceptance Updation of record Forward a copy of resignation letter to PRM cell and time office Obtain clearance of IR and legal cell Obtain attendance sheet in respect of resigned kartavyayogi Prepare resignation format and attach it in personnel file of resigned kartavyayogi Forward the resignation letter along with personnel file for acceptance resignation by appointing authority

Personnel file received back along with duly accepted resignation letter Issuance of resignation acceptance letter

Dispatch of resignation acceptance letter Copy of resignation acceptance letter to concerned Deptt., cash and bank, prm cell, time office and co ord cell Updation of records Forward the personnel file of resigned kartavyayogi to PF cell

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DETAILS OF RESINGED KARTAYAYOGI

NAME E.CODE CADRE / DESIGNATION PLACE OF POSTING DATE OF JOINING DATE OF CONFIRMATION LAST WORKING DAY RESIGNATION W.E.F. REASON RESIGNATION IR AND STATUS LEGAL FOR UNCONDITIONAL / (PERSONAL)

CASE

REMARKS
Corporate HR, is in receipt of resignation letter dated <date> of <name of resigned staff> forwarded by <name of HOD> for acceptance. There is no iR legal case against the aforesaid kartavyayogi. Apropos, his resignation is put for acceptance of appointing authority.

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Resignation - Acceptance Letter

Ref. No.: Registered A/D To, <Name (E.C.)> < S/oD/oW/o> <Address> Sub: Acceptance of Resignation

Date:

Resignation submitted by you has been accepted by the competent authority subject to clearance of w.e.f. <effective date of resignation>.

Please note, your unauthorized absence, if any, will be treated as No Work No Pay Further, you are advised to obtain your clearance certificate from the last place of working and submit the same to the concerning authority so as to enable to settle your dues, if any, as per company rules. General Worker Corporate HR Copy to:1. 2. 3. 4. Concerned Deptt. Cash & Bank, C.O. Payroll Management Cell, Corporate HR Time Office, Corporate HR Manager

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Experience Certificate

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Experience Certificate

Ref.no.:

Date: / /

TO WHOMSOEVER IT MAY CONCERN

This is to certify that <Name (E.C.)> was working with <Company Name >in the capacity of <Cadre (Designation) > at <Deptt. , Deptt.,>. He /She worked with organization W. i.e. <D.O.J> to <effective dated of resignation>. This certificate is issued on the request of <Name> and does not bind Sahara India in any manner, financially or otherwise. We wish him/her all the best for his/her future endeavors!General Manager Corporate HR

Copy to: - Concerned Deptt.

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Exit Interviews

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Exit interviews provide an excellent source of information of internal problems, Employees' perceptions of the organization, underlying workplace issues, and managers Leadership abilities. People dont leave jobs, they leave managers! Replace managers who will not develop relationship skills

Sample Exit Interview Questions

Exit interview forms vary widely, but here are some core questions you can expect. What is your main reason for leaving? Would you work for this employer again? Would you recommend this employer to friends or family? What did you enjoy/dislike about your job? What improvements would you suggest about your job/working conditions/management support? What do you think it takes to succeed at this company? What does your new employer offer different to this company? Any other comments?

Exit Interview Checklist

Heres a mental checklist to run through to remind you how to behave in the exit interview Have I chosen to attend this interview? Its not compulsory, so if youve decided to attend, do so with grace and dignity. Will anything change based on my comments? If so, let the feedback flow. Who will benefit from my honesty? Constructive feedback is useful to a company, even if it takes time to take action. Who will be harmed by my honesty? Remember that bland answers are an option if youre likely to get upset during the interview. Do I want to work for this employer again? Burnt bridges are difficult to repair! The relationship with your employer can be more intense than with your romantic partner, because so many big emotions are involved status, achievement, security etc. When this relationship ends, for good or bad, its better to handle the final good bye in your exit interview calmly. These sample exit interview questions, answers and checklist can help you maintain that focus.
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EXIT FEEDBACK

NAME:MR./MS________________ E.C.______________ Division:____________ Deptt:_____________ location:___________ Date of joining:_____________

Date of leaving _________________ age (yrs): ___________________________

Qualification

Cadre

Designation

Salary (Rs.Per month)

At joining on leaving

Part -1
How would you rate the following in relation to your association with Sahara India Pariwar? S.N. factor satisfactory average Needs improvement

1 2 3 4 5 6 7 8 9

Opportunity for professional development? Opportunity for personal development? Remuneration (salary, incentives, increments)? Relevance of job to your qualification/experience? Training /orientation programs? Empowerment for taking decisions? Supervision and guidance? Equal treatment kartavyayogi?/Pariwar culture Work conditions? to

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Part - II
Reason(s) to leave Sahara India Pariwar, please tick only on options which are applicable to you. Also, select and write the main reason in the space given below. S.N. REASONS WEIGHTAGE (weight age given to each applicable factor as a reason for leaving the organization

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

Job dissatisfaction Salary Career growth Supervision / manager Career change Higher studies Discrimination practices Work condition Health reasons Family circumstances Geographical location

Main reason

Anyother comments/suggestion:____________________________________________________________ ______________________________________________________________________________ __________________________________________ Date:_____________ _______________ signature:

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Analysis of Reason of Resignation at Sahara India

The Reason of Resignation of 306 resigned staff has been studied and following main reasons of resignation have been identified:

COUNTS RELOCATION HIGHER STUDIES CAREER PROSPECT DOMESTIC REASONS FAMILY PROBLEMS GETTING MARRIED HEALTH REASON PERSNOL REASONS NOT SPECIFIED UNAVOIDABLE AND UNFORSEEN CONDITION TOTAL 5 17 42 9 39 4 14 89 76 11 306 2% 6% 14% 3% 13% 1% 5% 29% 25% 4% 100%

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COUNTS

100 90 80 70 60 50 40 30 20 10 0

29%

25%

14%

13% 3% 5% 4%

6%
1% 2%

COUNTS

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Study of Reasons of Resignation

Resignation of approximately 305 as per data analysis

On the bases of the analyzed data following reasons has been identified. 1. Family problem 2. Personal reason 3. Carrier prospect 4. Domestic reason 5. Health reason 6. Relocation 7. Unavoidable and unforeseen condition 8. Getting Marriage 9. Not specified 10. Higher studies

On the basis of above analysis we can conclude the following: 1. Only 1 % of employees resign due to their marriage and this is mostly in the case of female employees. So one can overcome from this problem by getting bonds signed with them on the basis of the mutual terms and condition 2. We find that 2% employees resign due to relocation. Generally management relocates the offices to another location, forcing employees to quit or double their commute. This can be stopped either by providing accommodation facilities to employees nearby their workplace or providing them better transportation facilities. 3. On the basis of analysis we find that 3% of people resign due to their domestic problems. The only way to decrease the turnover of employees is providing them better counseling in order to solve their personal problems. 4. 4% of employees resign due to unavoidable and unforeseen conditions. Such conditions are normally uncontrollable and one cannot expect them in advance. 5. We find that around 5% of employee quit due to health problems. Generally, some develop health issues that exacerbate by the job, and they determine that the only way to redeem
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their health is to resign from the position and take care of their physical issues. So management may provide some recreation facilities at workplace in order to reduce job stress. Above it organization may also provide free medical facilities like routine checkup not only of their employees but for also their families. 6. 6% employees resign for their higher studies. To avoid resignation due to this reason some polices may be formulated for study leave so that after completation of the course staff may join back in the organization. For this company may also provide certain educational loans to their staff members. 7. We can analysis that 13% employees resign due to their family problems. People also leave jobs to start a family, take care of aging parents, and travel around the world, relocate, or make a career change. Responsibilities to others or listening to an inner calling often fuel resignations. A better way to reduce such problems is by providing them handful amount of incentives so that they can solve it. 8. 14% of staff resigned for better carrier prospect like. a) Opportunity knocked. b) They were stretched to their limit. c) They were underemployed. In this regard to retained the experienced and talented staff .there should be some defined carrier path and opportunity for growth with the organization .so that turnover due to this specific reason can be minimized 9. It has been observed that 25% have not disclosed the reason of their resignation and 29% has mentioned the resignation reason as personal reason. This is also not a specific reason; therefore there should be some system to get the exact reason of resignation of resigned staff. For this it is necessary to build up good communication system with employees so that they feel free to specify their problems without any hesitation and fear.

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Retention of Employee

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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. Retention of key employees is critical to the long-term health and success of any organization. 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 organizational knowledge and learning. 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; however, things have changed in recent years. In prominent Indian metros at least, there is no dearth of opportunities for the best in the business, or even for the second or the third best. Retention of key employees and treating attrition troubles has never been so important to companies.

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. It is a fact that, retention of key employees is critical to the long-term health and success of any organization. The performance of employees is often linked directly to quality work, customer satisfaction, and increased product sales and even to the image of a company. Whereas the same is often indirectly linked to, satisfied colleagues and reporting staff, effective succession planning and deeply embedded organizational knowledge and learning. Employee retention matters, as, organizational issues such as training time and investment, costly candidate search etc., are involved. Hence, failing to retain a key employee is a costly proposition for any organization.

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The Importance of Retaining Employees

The challenge of keeping employees: Its changing face has stumped managers and business owners alike. How do you manage this challenge? How do you build a workplace that employees want to remain with and outsiders want to be hired into? Successful managers and business owners ask them these and other questions becausesimply putemployee retention matters: High turnover often leaves customers and employees in the lurch; departing employees take a great deal of knowledge with them. This lack of continuity makes it hard to meet your organizations goals and serve customers well. replacing employees costs money. The cost of replacing an employee is estimated as up to twice the individuals annual salary (or higher for some positions, such as middle management), and this doesnt even include the cost of lost knowledge. recruiting employees consumes a great deal of time and effort, much of it futile. Youre not the only one out there vying for qualified employees, and job searchers make decisions based on more than the sum of salary and benefits. Bringing employees up to speed takes even more time. And when youre short-staffed, you often need to put in extra time to get the work done.

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Steps to retain the employees

The Three Rs of Employee Retention To keep employees and keep satisfaction high, you need to implement each of the Three Rs of employee retention: respect, recognition, and reward

RESPECT RECOGNITION REWARD

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Respect is esteem, special regard, or particular consideration given to people. As the pyramid shows, respect is the foundation of keeping your employees. Recognition and rewards will have little effect if you dont respect employees. Recognition is defined as special notice or attention and the act of perceiving clearly. Many problems with retention and morale occur because management is not paying attention to peoples needs and reactions.

Rewards are the extra perks you offer beyond the basics of respect and recognition that make it worth peoples while to work hard, to care, to go beyond the call of duty. While rewards represent the smallest portion of the retention equation, they are still an important one.

You determine the precise methods you choose to implement the three Rs, but in general, respect should be the largest component of your efforts. Without it, recognition and rewards seem hollow and have little effector they have negative effects. The magic truly is in the mix of the three. Rewards Recognition Respect When you implement the three Rs approach, you will reduce turnover and Enjoy the following: Increased productivity Reduced absenteeism A more pleasant work environment (for both employees and you!) Improved profits Furthermore, an employer who implements the three Rs will create a hard-to leave Workplace, one known as having more to offer employees than other Employers. You become a hard-toleave workplaceone with a waiting list of Applicants for any position that becomes availablepurposefully, one day at a Time.

Page 50

EXECUTIVE SUMMERY

Page 51

PROFILE OF THE COMPANY

A Home cAlled IndIA, A fAmIly cAlled SAHArA IndIA pArIwAr

SAHARA INDIA PARIWAR

HISTORY:Subroto Roy, is the head of the $10bn (5.5bn) Sahara Group. Sahara Group has interests in banking, media and housing. Subroto Roy began his journey in 1978, when he founded Sahara in 1978 with three workers in the northern state of Uttar Pradesh as a small deposits Para-banking business. Today, the group has diversified into a giant business conglomerate with interests in housing, entertainment, media and aviation. Sahara Group is in entertainment and news television channels, a newspaper, and claims to own some 33,000 acres of real estate across India. It also sponsors the Indian cricket and hockey teams and intends to move into life insurance, housing finance, consumer products, sportswear, and healthcare. Sahara Group has come up with one of the most prestigious real estate projects in India, namely Amby Valley Project. The project boasts some of the biggest name in Indian entertainment and sports arena as well as some former international Olympic medal winners as its brand ambassadors.

Page 52

The story of Sahara India Pariwar is remarkable by any standard a corporate fairy tale. In 1978, Subroto Roy, a man from a humble family with 15 dependents, founded a savings institution in Gorakhpur, a poor area in northern India. He had assets of 22.50, three co-workers and a single office. Today, 28 years later, Sahara India Pariwar is Indias largest privately owned company, with 32 subsidiaries. Its interests span finance, infrastructure, housing, tourism, hospitality, media, entertainment, consumer products, manufacturing, services and trading. It employs 910,000 people more than any other Indian company apart from the state-owned Indian Railways has assets of 5.68bn and 1,707 offices. Financial services are Saharas biggest division and flag bearer: one in every 17 Indians deposits money with the organization, providing a customer base of more than 64 million people. Roy enjoys his success and is reputed to be high-living man, but he has a social conscience (25 per cent of Saharas profits go to social development activities) and styles himself as the guardian of the worlds largest family. To his due credit, from just a small fledgling firm in an even smaller UP town, Subroto Roy Sahara has single-handedly created a behemoth of a multi-billion dollar empire, though one that still does not allow transparency in publicly stating financial figures or performance indicators. Perhaps what initially drove this organization to the forefront of capital mobilization and of course, media attention, has been Subroto' s focus on ensuring community fund mobilization through mass marketing, apart from Subroto 's personal obvious drifts towards political power plays. A definitely strong strategic move on his part was to later on invest in diversified business spaces like airlines and media channels. But with recent news about Air Sahara being sold to Jet Airways of Naresh Goyal, and of many of his media channels undergoing mass retrenchment, the focus is back on the next strategic move of the Chief Managing Worker (as Subroto Roy is designated). The Shri factor notwithstanding, this Roy has succeeded in etching his place within the mentions of Indian corporate history.

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CORE OF SAHARA INDIA PARIWAR

A. PHILOSOPHY Materialistic aspects, though important in life should be given second priority. The first priority is given to emotional aspect and with perfect blending of materialism with emotionalism, results in continuous collective growth for collective sharing and caring, is what they call COLLECTIVE MATERIALISM. B. CORE COMMITMENTS Emotion EMOTION is THE KEY that generates the required energy and enthusiasm for desired quality performance. Discipline The obedience of laws and orders, which are given by their rightful authority, is their defined discipline. Duty The enthusiastic obedience of laws and orders, which are given by their CONSCIENCE, is their foremost duty. No Discrimination They never discriminate their actions, reactions, attitudes, decisions, conclusions, in their expressions while caring for the six healths of other human beings, namely physical, material, mental, emotional, social and professional healths.
Page 54

Quality They maintain quality by honoring Rules, Regulations, Commitments, Values, Fairness, and Performance of Duties. They give importance to others reasonable point of view. Give Respect They make others feel important. Reasonable wishes & thoughts are received an open and receptive mind and warmth. Self-Respect They develop a sense of respect for oneself in others' mind. Truth There is total transparency in action, reaction, attitude and all other expressions. Collective Materialism Means to progress and prosper together for collective sharing and caring. Religion they consider NATIONALITY as their religion. 'Bharatiya' is their supreme religion. Absolute Honesty Their belief is that mind inside knows the truth. People should be honest to their mind inside. Their actions, reactions, directions, decisions should be exhibited in all their dealings.

C. BHARTIYATA There is a religion higher than religion itself - it is the INDIAN NATIONALITY. The swirl of the Tricolor never fails to move a Sahara Worker. Bharat Parva is celebrated on every 26th of January and 15th of August with a spirit and gaiety rarely seen. It comes from their heart.

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D.

KARTAVYA COUNCIL

WHAT A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & everybody.

NEED India needs effective consumer protection and protection of workers' genuine rights.

MOTTO they practice NO DISCRIMINATION, JUSTICE & HIGH QUALITY - means enthusiastic, productive performance of duty "KARTAVYA' towards the consumer', workers' genuine satisfaction.

AIM To provide justice - be it a matter of the tiniest imperfection or injustice in their COMMITMENT - products or services. Direct or indirect short term or long term.

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E.

CORPORATE SOCIAL RESPONSIBILITY

Residents of urban slum areas with focus on BPL Group Senior Citizens and Orphans Rehabilitation of the physically challenged people. Children in the age group of 5 14 years and Dropouts Adults in the age group of 15 35 years Citizens aged more than 18 years in cities of Lucknow and Gorakhpur Tribute to Kargil War Martyrs and helping their family members. Places of public utility and public convenience : Selected places in cities where interventions such as plantations, construction of basic amenities are needed Disaster management: Areas and places affected by natural calamities Health and nutrition Literacy Vocational training Behavior Change Communication

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PROFIT SHARING

Towards Company's Net Owned Fund 35%

Towards the wefare of the Kartavya Workers 40%

Towards Social Development Activities 25%

Page 58

SAHARA INDIA PARIWAR STANDS FOR

Emotion

before

Economics

Principles

before

Profit

Values

before

Wealth

Man

before

Money

Country

before

Religion

Quality

before

Quantity

Conscience

before

Corporation

Family

before

Fortune

Page 59

INTERESTING POINTS The employees at Sahara India Pariwar greet each other by saying "SaharaPranam"

Every year, Republic day and Independence day is celebrated as BHARAT PARVA (National Festival) and Sahara India Pariwar celebrate it as the biggest event of the Pariwar (Family)

Sahara India Pariwar has been the official sponsors of the Indian Cricket Teams and Hockey Team. Sahara India Pariwar is often referred to as the worlds largest family 910,000 workers/employees and no trade union

Holds the Guinness World Record for planting 125,256 trees by 1400 volunteers in 6 hours and 35 minutes on 5th June 1998 at Aamby Valley City

Holds the records in India for 25% - 50% hike in the Gross Salary of all of its employees at one go. Conducts mass marriage ceremony of 101 underprivileged girls every year. Shri Subrata Roy Sahara is also referred to as Saharasri.

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F. BUSINESS

STRUCTURE OF SAHARA INDIA PARIWARs BUSINESS

SAHARAINDIA PARIWAR

Business

Finance

Infrastructure & Housing

Media & Entertainment

Consumer Product

Manufacturing

Service & Trading

Para banking

Hill City

Entertainment Channel

Consumer Product & Retail Chain

Jute Project

Sahara Next

Life Insurance

Mega Quality Townships

Movie Channel

Handicraft Promotion

Care House

Mutual Fund

Hotels

World

Travel & Tourism

Hosing Finance

Hospitals

Cinema Production

Residential & Commercial Project

Cinema Halls

News

Page 61

Sahara India Pariwar has diversified its business in the following fields:
1. Finance 2. Infrastructure & Housing 3. Media & Entertainment 4. Consumer Products 5. Manufacturing 6. Services & Trading.

1. Finance

SAHARA

INDIA

FINIANCIAL

CORPORATION

LIMITED

INDIA'S LARGEST RESIDUARY NON-BANKING COMPANY IN THE PRIVATE SECTOR WITH THE HIGHEST YEARLY DEPOSIT LEVEL First RNBC to be granted a certificate of registration by the Reserve Bank of India. Number of deposit accounts as on April 2009 - 3.41 crores 1508 Service Centers

SAHARA ASSET MANAGEMENT COMPANY PRIVATE LIMITED A disciplined and professional Fund House bringing World Class performances in Mutual Fund Management

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SAHARA

HOUSINGFINA

CORPORATION

LIMITED

In the year 2007-08 in India all companies together disbursed Rs 60,000 crores (USD 15,000 million) loan with a growth rate of around 20%

2. Infrastructure & Housing

INDIA'S BEST AND THE LARGEST INFRASTRUCTURE & HOUSING COMPANY Sahara Infrastructure & Housing is Indias best & the largest realtor with leadership in offering innovative products to our customers. We offer broad range of houses, commercial & retail spaces, office spaces and luxurious penthouses & villas. Our projects are planned to become living legends of class, comfort & elegance. World class quality along with adequate various measures have been taken to ensure multi-level security to the residents of the townships & to create a safe & relaxing environment. Health of the residents is another important feature of the townships where complete measures have been taken to ensure full hygiene & protection. Residential & Commercial Building Projects

Mega Quality Township

Major housing and commercial building projects in India including brand super malls, luxury apartments and high-tech townships

Life's Finest Abode at the 10,000 acres of grand & unique Aamby Valley City

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SAHARA CITY HOMES

Chain of townships in 217 cities all over India making more than 7 lakh (0.7 million) houses, best quality mega township on around 100 to 300 acres of land in each city, offering amenities superbly matched to international standards that include : A chain of 217 centrally air-conditioned school imparting a thoughtful combination of academic curriculum, personality development & extra-curricular activities. 219 Hospitals providing multi-specialty high-end secondary care with state-of-the-art medicine facility centre. A chain of 219 Malls with an ideal combination of lavish showrooms, designer outlets and conveniences stores. A chain of multiplexes with over 651 screens in major cities of India having a combined seating capacity of 217,000 with tastefully decorated interiors and luxurious seats. A chain of 218 Hotels having state-of-the-art international class facilities with dedicated executive clubs. A chain of 434 well-equipped Clubs and 217 Community Centers having facilities for indoor/outdoor games, swimming pool and fitness centre.

Sahara Star
Sahara Star is a progressively developing Five Star Deluxe Hotel. It promises to be an unmatched experience where hospitality meets entertainment with modern facilities & services to create the finest business-cum-leisure hotel of the country.

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Sahara Hospitals
SAHARA HOSPITAL, LUCKNOW: A world-class tertiary care hospital with more than 50 super specialties update emphasis on security & health gives us the latest generation equipments under one roof. Similar well-equipped hospitals coming up at Aamby Valley City and Gorakhpur, all of which shall be tele-linked with mini-hospitals at 217 Sahara City Homes.

3. Media & Entertainment

INDIA'S LARGEST MEDIA & ENTERTAINMENT COMPANY

Entertainment Channel
SAHARA ONE: 24 hours digitally encrypted Entertainment Channel spread over 66 countries globally.

Movie Channel
FILMY: 24 hours digitally encrypted Movie Channel

WORLD TELEVISION FIRANGI: India's First World Television Channel in Hindi.

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Cinema Production

Hindi Cinema Production House in India

SAHARA ONE MOTION PICTURES: Has always provided a platform for unique and quality cinema and continues its quest to entertain all kind of audience.

Music Channels
MEDIA WORLDWIDE PRIVATE LIMITED: Broadcasting 4 music channels - Music India, Sangeet Bangla, Music India-UK and Sangeet Bhojpuri.

Geon Studios
Designs, develops and delivers cutting - edge digital visual effects for domestic and international feature film and television projects.

Cinema Halls
Developing Largest Chain of Multiplexes in India Around 230x3 screens throughout the country

Film City
Developing world-class film city on around 100 acres of land with an investment of Rs. 180 crores (USD 41.74 million) approximately and with an Academy go over others

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News channels

National News channel Round-the-clock free-to-air National Hindi news channel

Regional News Channel SAHARA SAMAY Round-the-clock 36 city specific Regional news channels

English Weekly SAHARA TIME 1 National Edition - 72 pages English Weekly

Urdu Weekly AALMI SAHARA 28 pages International Urdu Weekly

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Urdu Daily ROZNAMA RASHTRIYA SAHARA 14 Editions of Urdu Daily Newspaper with 9 Printing Centers

Hindi Daily RASHTRIYA SAHARA 36 Editions of Hindi Daily Newspaper with 6 Printing Centers News Section 50 bureaus, 100 correspondents across the globe & over 1600 V-SATs for news collection

4. Consumer Products

Offering a range of Consumer Products At present our Products Division offers a range of products of everyday use as well as objects of desire through a chain of showrooms called 'Unique' in various locations of India. The number of these showrooms is proposed to be increased to 6000. The products offered come under three categories:

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(I)Sahara Select
Fashion & Lifestyle Home Care Personal & Beauty Care Clothing Home Dcor House ware Kids Products

Jewellery & Watches Accessories (II) Sahara Care - Food items

(III) Sahara Sports -Fitness & Leisure, Sports Wear, Sports Accessories

4. Manufacturing

ARARIA JUTE PROJECT : Is engaged in creating self-employment to bring forth socioeconomic developments of the people of Araria, through its training cum R& D center and produces eco-friendly, bio degradable top export quality diversified jute products e.g. Blankets, Carpets, Floor covering, Handicrafts, Jute Chappals etc. and successfully creating high demands both in Domestic and International Market. Sahara India Jute Project and R & D Centre - a multi-faceted development initiative by Sahara India Pariwar, is an ambitious project with a very deep-rooted social foundation. Coming up at Araria, the birthplace of our Hon'ble Managing Worker & Chairman, Sahara India Pariwar, Shri Subrata Roy Sahara, the project will address critical social & developmental issues specific to the region, as also the larger concerns of the jute industry in India, with an aim of providing it a proper identity in India & abroad.

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SAHARA KASTURI HANDICRAFTS: Endeavors to provide sustainable employment to the artisans of the Handicraft Sector. The handicraft enterprise of Sahara India Pariwar is successfully marketing its products in the Domestic and European markets where established brands are already selling its dexterously manufactured high quality products. Firm plans are afoot to make an entry in the Middle East & in the leading retail chains of Indian market. The aforesaid are effectively realizing the objective of Sahara Kasturi Handicrafts by providing regular work to the beneficiary artisans in an ever increasing number.

5. Services and Trading

Providing IT Services, Outsourcing, Web Media and Mobile Interactivity & Application Solution
Sahara Next is part of $ 50 Billion Group managing one of the Largest IT & Telecom Infrastructure in the country. Applied Innovation is the ability that Sahara Next uses to infuse newer ideas and newer ways of addressing objectives. A 360-degree business approach covering process, delivery, business and technology innovations that help Sahara Next to work collaboratively with clients for cost take-outs, speed to market and new business opportunities. We bring for our clients a credible and experienced global leadership team driving service delivery through the next generation global delivery model. The gamut of services offered by Sahara Next involves: 1. IT Services 2. Web Media 3. Business Process Outsourcing 4. Mobile Interactivity and Application solution

Sahara Next is an ISO 9001:2000 certified organization

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At Sahara Next We believe in "knowing what we know and profiting from it". We therefore channelize our energy in generating value from our intellectual and knowledge-based assets.

India's largest services and an online and offline product company

Sahara India Pariwar, as an emotionally integrated family has been consistently offering new and unique range of products/ services to its valued customers. Sahara Care House is an offering exclusively for Indians Residing Overseas (IROs), who have strengthened India economically and earned great respect for the country and for all Indians across the world. To show gratitude and respect, Sahara India Pariwar would like to offer a "Single Window Service" for extending a caring hand to their families and friends back home in India through a bouquet of attractive services/ benefits.

Sahara Care House is a means to make your loved ones living in India feel that you genuinely "Care" for their big and small needs of life, be it an emergency medical care for your dear ones or just a matter of bringing a smile to your parents by a "miss you" message or a "birthday greeting" to your brother or a "surprise gift" to your sister or any other emotion you want to express. We will help you do it and that too, instantly! We have dedicated Relationship Ambassadors who are sensitive and can be relied upon for going that extra mile, which only a family member would. The services of Sahara Care House are available through a 24x365 call centre committed to provide immediate support and assistance.

Page 71

SAHARA GLOBAL
Sahara Global is an integrated Tourism and Travel Management company that creates service excellence, trust, integrity, innovation and believes in building long term relationships. The front and back end service architecture is seamlessly integrated through cutting-edge technology and processes. Sahara Global has brought together a highly talented & dedicated team of professionals from the tourism industry to ensure you have a memorable experience and a long lasting relationship with us. It consists of the following: Business travel Outbound travel Inbound travel Domestic travel Medical tourism Conference and exhibitions NRI travel services Travel portal

Sahara India Pariwar, the worlds single largest emotionally bonded family is one of the leading corporate entities of the country. The company was formed in the year 1978 and has grown exponentially over past three decades. In addition, Sahara India Pariwar is believed to have helped the nation, socially and economically, in its development, since inception with the motto of providing dignity and respect to people who are socially and economically marginalized and deprived irrespective of their age, caste, class, gender or race. The amount spent for various Social, Developmental, Cultural & Sports Programs by Sahara India Pariwar by June, 2006 is around Rs. 655 crores (USD 152 million) approx.

Page 72

Social & Sports Initiatives

Sahara India Pariwar is committed to make determined efforts to help India emerge as a developed nation. It has always acted as a catalyst in the developmental projects of the country.

Sahara India Pariwar & the World of Sports

Sports represent the most healthy, energetic and spirited facet of the society. Sahara India Pariwar is strongly committed to the cause of sports and today we are one of the largest supporters of sports in India. We are actively associated with different sports and sponsor many national and international sporting events, not to mention national teams. We have been organizing quite a number of significant sporting events at the national and international levels. Our love for sports is further manifested by the magnitude in which we organize our in-house national level sports meet every year in our headquarters.

Page 73

Objectives

The following were the objectives during my training at Sahara India Pariwar:-

1) Study of the process of resignation acceptance 2) To know the reasons behind the resignation of employees in Sahara India Pariwar. 3) To Study the employee retention at Sahara India Pariwar.

Page 74

Research Methodology

Research Type:
Exploratory as well as Descriptive

Data Type:
Primary and Secondary

Data sources:
o Questionnaire. o Magazines o Websites o Company Data o Books

Sampling
Convenience Sampling

Sample size
The sample survey is based on the responses of 30 samples taken by using the sampling method given above.
Page 75

DATA ANALYSIS & INTERPRETATION

Page 76

1) What makes employee Motivated? a) Regular performance appraisal b) Promotion/increments in regular intervals c) Implementation of latest technology at work place d) All of the above f) Any other

NO. OF EMPLOYEES
REGULAR PERFORMANCE APPRAISAL PROMATION/ INCREMENTS IN REGULAR INTERVALS IMPLEMENTATION OF LATEST TECHNOLOGY AT WORK PLACE ALL OF THE ABOVE ANY OTHER 3% 7% 10% 13%

67%

ANALYSIS: According to this column chart, we can conclude that 67% of the samples agree that regular performance appraisal, promotion/ increments in regular intervals, implementation of latest technology at work place makes employee motivated, while 13% said implementation of latest technology at work place, 10% said promotion / increments in regular intervals, 3% were said regular performance appraisal & 7% were with the any other.
Page 77

2) What makes an employee demotivate/dissatisfied? a) Stagnation b) No regular performance appraisal c) No welfare scheme d) Any other

NO.OF SAMPLES

NO WELFARE SCHEME 17%

ANY OTHER, 7%

STAGNATION 53%

NO REGULAR PERFORMANCE APPRAISAL 23%

ANALYSIS: According to this column chart, we can conclude the 53% of the samples were agree that stagnation makes an employee demotivate/ dissatisfied, while 23% said no regular performance appraisal, 17% were said no welfare scheme & the remaining 7% were with any other.

Page 78

3) Does job rotation enhance the productivity of an employee? a) Yes b) No

NO. OF SAMPLES
35 100% 30 25 20 15 10 5 0% 0 YES NO

ANALYSIS: According to the column chart, we can conclude the 100%

Of the samples were agree that job rotation enhance the productivity of an employee

Page 79

4) In your opinion which non monitory motivational method improves capability/ competence of an employee? a) Job rotation b) Training program c) Appreciation letter d) all of the above e) Any other

NO. OF EMPLOYEES
ANY OTHERJOB ROTATION 3% 3% TRAINING PROGRAM 20% APPRECIATION LETTER 7%

ALL OF THE ABOVE 67%

ANALYSIS: According to this pie chart, we can conclude the 67% of the samples were
agree the job rotation, training program, appreciation letter non monitory motivational methods improves capability/ competence of an employees , while 20% said training program,7% were said appreciation letter, 3% with the job rotation & remaining 3% with any other.

Page 80

5) In your opinion what are the major cause of resignation a) Career growth b) Medical problem c) Family problem d) Higher study

NO. OF EMPLOYEES
HIGHER STUDIES 10% FAMILY PROBLEM 17%

MADICAL PROBLEM 6%

CAREER GROWTH 67%

ANALYSIS: According to this bar chart we can conclude that the 67% of the samples were agree that career growth is the major cause of resignation while 10% were with the higher studies, 17% with the family problem & the remaining 6% were with the medical problem.

Page 81

6) Is it necessary to obtain IR and legal clearance prior to processing resignation acceptance? a) Yes b) No

no. of samples
25 20 15 10 5 0 YES NO no. of samples

ANALYSIS: According to this pie chart , we can conclude the 90% of the samples were agree that it is necessary to obtain IR and legal clearance prior to processing resignation acceptance & 10% were disagree .

Page 82

7) What may be the method/s to retain the employee in an organization? a) Promotion/ increment b) Job rotation c) Welfare schemes d) Consideration of genuine problems of staff e) All of above e) Any other

NO. OF SAMPLES
ALL OF THE ABOVE 17% ANY OTHER 0%

PROMOTION/ INCREMENT 7% JOB ROTATION 13% WELFARE SCHEMES 3%

CONSIDERATION OF GENUINE PROBLEM OF STAFF 60%

ANALYSIS: According to this bar chart, we can conclude the 60% of the samples were agree that consideration of genuine problems of staff may be the methods to retain the employee in an organization, while 7% were said promotion/ increment, 17% were said all of the above, 13% were said job rotation & the remaining 3% were said welfare schemes & 0% with the any other

Page 83

8) In your opinion should priority be given to internal staff for any new position instead of recruiting externally? a) Yes b) No

No. of SAMPLES
yes no

13%

87%

ANALYSIS: According to this pie chart, we can conclude the 87% of the samples were
agree that priority should be given to internal staff for any new position instead of recruiting externally, while 13% were disagree with this.

Page 84

9) In your opinion the clause of notice period as per appointment letter should be viewed strictly in case of resignation? a) Yes b) No

NO. OF SAMPLES
35 yes, 30 30 25 20 15 10 5 no, 0 0 yes no

ANALYSIS: According to this column chart, we can conclude the 100% of the samples
were agree that the clause of notice period as per appointment letter should be viewed strictly in case of resignation.

Page 85

10) In your opinion should the reason of resignation be analyzed and appropriate steps are taken to stop/ minimize to resignation? a) Yes b) No

NO. OF SAMPLES
100%
30 25 20 15 10 5 0 yes no NO. OF SAMPLES

ANALYSIS: According to this column chart, we can conclude the 100% of the samples
were agreeing that the reason of resignation should be analyses and appropriate steps are taken to stop/ minimize to resignation.

Page 86

11) In case there is defined career path in any organization, then the rate of resignation is less? a) Agree b) Disagree

NO. OF SAMPLES
disagree 13%

agree 87%

ANALYSIS: According to this pie chart, we can conclude the 87% of the samples were
agree that if there is defined career path in any organization, then the rate of resignation will be less, while 13% were disagree.

Page 87

12) In your opinion the job rotation may be done after:a) 1 year b) 3 years c) Any other d) No need of job rotation

NO. OF SAMPLES
any other 17%

no need of job rotation 0%

1 year 33%

3 year 50%

ANALYSIS: According this column chart, we can conclude the 50% of the samples were agree that the job rotation may be done after 3 years, while 33% said after 1 year, 17% said any other & the remaining 0% were no need of job rotation.

Page 88

13) In your opinion the experience certificate is issued to all resigned staff? a) Yes b) No

NO. OF SAMPLES
30 25 20 15 10 5 0 yes no NO. OF SAMPLES

ANALYSIS: According to this bar chart, we can conclude the 100% of the samples were
agreeing that the experience certificate should be issued to all resigned staff.

Page 89

14) Regular feedback from existing staff helps in better work? a) Totally agree b) Partially agree c) Disagree

NO. OF SAMPLES
disagree 0% partially agree 20%

totally agree 80%

ANALYSIS: According to this pie chart, we can conclude the 80% of the samples were totally agree that regular feedback from existing staff helps in better work, while 20% were partially agree with this & 0% were disagree with this.

Page 90

15) Regular performance appraisal results in betterment of work? a) Totally agree b) Partially agree c) Disagree

NO. OF SAMPLES
disagree 0% partially agree 33%

totally agree 67%

ANALYSIS: According to this column chart, we can conclude that 67% of the samples
were totally agree with regular performance appraisal results in betterment of work, while 33% of the samples were partially agree & the remaining 0% were disagree.

Page 91

16) In your opinion should there be provision for withdrawal of resignation within specific time limit? a) Yes b) No

NO. OF SAMPLES
yes 43% no 57%

ANALYSIS: According to this column chart, we can conclude the 43% of the samples
were agree that there should be provision for withdrawal of resignation within specific time limit, while 57% were disagree.

Page 92

Findings

Lack of growth opportunities and the personal /family issues are the major problem which makes employees to change their job from this organization Its find the weaker parts of the organization that employees feel towards the organization and also helps in converting that weaker part of organization into stronger by providing the optimum suggestion or solutions. The project throw light though valuable suggestion how to control retention level in the organization..

Page 93

CONCLUSION

The main aim of any organization is to earn profit. But to attain the maximum profit, the Organization should concentrate more on employees and the ways to retain them for their long Run. To control resignation/ retention level in Sahara India Pariwar, the company should focus on What the employees really expect from the organization? The common reasons for which the employees feel to change their job? What makes employee to get dissatisfy in the organization? From the study it is identified that, the Lack of growth opportunities and the Family issues are the major problem which makes employees to change their job from this organization. This study concludes that to increase retention, Sahara India Pariwar should Create some opportunities for the growth of their employees through adopting new Innovative Technologies, Effective training programs and the company can recruit peoples who are around, So the personal / family issue factor will not lead to attrition in future and the company can curb attrition.

Page 94

Suggestions

The company can recruit peoples from the nearby locality so the family issue factor will not lead to attrition in future and the company can curb attrition Conduct regular meetings to know about what exactly employee expects.

The company should improve working environment and employee motivation so the company should give attention to the factors which it can improve itself internally.

Page 95

LIMITATIONS OF THE STUDY

The size of sample size was 30 respondents only. If the sample size were more than the results of the inferences would have been different. This study has been done based on the existing employees and not with any Corporate Alumnis. Because the employees may leave out of the company before a year, so they may not know about the present situation of the company. The data collected in the study will be valid for few months. Hence the result obtained might not be helpful for the management after a period of months.

Page 96

Bibliography

BOOKS: Human Resource Management by- Gary Dressler Human Resource Management. The ICFAI Center of Management Research, Banjara. Kothari, C.R., Research Methodology - Methods & Techniques , New Delhi, New Age

Website: - www. Saharaindiapariwar.com www.google.com www.citehr.com www.answers/topic/resignation.com

Page 97

APPENDIX

QUESTIONNAIRE

I am Zeba Zahoor the student of MBA from Al- Barkaat Institute of Management Studies; Aligarh my summer training is at manpower planning cell corporate HR. The topic of my project is process of resignation acceptance and study of employee retention. Your inputs are required to analyze a fair conclusion of the study.

PERSONAL DETAILS

Gender: Male

female

Age group: a) 18-25

b) 26-35

c) 36-45

d) Above 45

No. Of years working with Sahara India

__________________

______________________________________________________________________________ ___________________________________________________

Process of resignation acceptance and study of employee retention

Page 98

1) What makes employee Motivated a) Regular performance appraisal b) Promotion/increments in regular intervals c) Implementation of latest technology at work place d) All of the above f) Any other please specify _________

2) What makes an employee demotivate/dissatisfied a) Stagnation b) No regular performance appraisal c) No welfare scheme d) Any other please specify_________

3) Does job rotation enhance the productivity of an employee? a) Yes b) No

4) In your opinion which non monitory motivational method may improve capability/ competence of an employee? a) Job rotation b) Training program c) Appreciation letters d) All of above e) Any other, please specify________

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5) In your opinion what are the major cause of resignation? a) Career growth b) Medical problem c) Family problem d) Higher study 6) Is it necessary to obtain IR and legal clearance prior to processing resignation acceptance? a) Yes b) No 7) What may be the method/s to retain the employee in an organization? a) Promotion/ increment b) Job rotation c) Welfare schemes d) Consideration of genuine problems of staff d) All of above e) Any other, please specify _______ 8) In your opinion should priority be given to internal staff for any new position instead of recruiting externally? a) Yes b) No

9) In your opinion the clause of notice period as per appointment letter should be viewed strictly in case of resignation? a) Yes b) No

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10) In your opinion should the reason of resignation be analyzed and appropriate steps be taken to stop/ minimize to resignation a) Yes b) No

11) In case there is defined career path in any organization, then the rate of resignation is less? a) Agree b) Disagree

12) In your opinion the job rotation may be done after:a) 1 year b) 3 years c) Any other please specify_________ d) No need of job rotation

13) In your opinion the experience certificate be issued to all resigned staff? a) Yes b) No

14) Regular feedback from existing staff helps in better work? a) Totally agree b) Partially agree c) Disagree

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15) Regular performance appraisal results in betterment of work? a) Totally agree b) Partially agree c) Disagree

16) In your opinion should there be provision for withdrawal of resignation within specific time limit? a) Yes b) No

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