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GROUP MEMBERS
FLORENCE VOHRA 12 2. ANKITA JAIN 3. ARWA LOKHANDWALA 4. MUBASHIRA 5. AKSHA SHAH Click to edit Master subtitle style 43 6. SUJAY JETHLIA 61 7. VENU GOPAL
1.

13 26 28

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ACKNOWLEDGEMENT
Apart from the efforts by us, the success of any project depends largely on the encouragement and guidelines of the professor therefore we would like to show our greatest appreciation to Prof. RITIKA. Without her encouragement and guidance this project would not have been possible
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CONTENTS

INTRODUCTION IMPORTANCE OF HUMAN RESOURCE RECOGNIZING THE PROBLEM SOLUTIONS IMPORTANCE OF RETAINING EMPLOYEES EFFECTIVENESS OF RETAINING EMPLOYEES THREE RS OF EMPLOYEE RETENTION PERCEPT-INTRODUCTION SURVEY CONCLUSION BIBLIOGRAPHY

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INTRODUCTION

Employees fully trained leaves the job, causes lost to organization. Measures are undertaken for retention

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Employees stick to an organization for a longer period of time.

works hard. Look after your people and the business will look after itself. Look after the small things and the big things look after themselves Click to edit Master revenue. No business norsubtitle style Each individual create the larger picture of success.

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IMPORTANCE OF Manager of people must try to keep those individual who HUMAN RESOURCE

RECOGNIZING THE PROBLEM FOR RETENTION

Who is responsible for staff retention? Why are people leaving the job? Rewards are not given?

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Substantial Costs That Occur When A Person Leaves An Organization

1. Lost Productivity Costs. 2. Recruitment costs. 3. Training costs. 4. Lost sales costs.
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SOLUTIONS
1.TOP PERFORMER PROFILE Retaining good staff begins during the recruitment. Recruitment is key-challenging.

2.ORIENTATION AND ONBOARDING Click to edit Master subtitle style New hires are oriented to the workplace, culture and trained in the role. Clear understanding of the role

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3.PERFORMANCE REVIEWS Positive feedback on a regular basis does more to propel success in an individual. Reviews increase the chance of an underperforming employee improving their performance. These individuals are often the most open to suggestions of improvement and are ready to be molded into the most ideal of

employees.

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4.MORALE Impact on productivity, customer service, turnover, absenteeism and litigation. Employees feel respected, valued, and appreciated.

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5. COMPETITIVE COMPENSATION

Keep employees onboard. Benefits can extend beyond the traditional health insurance and retirement programs
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6.NON-MONETARY REWARD AND RECOGNITION 7. EMPLOYEE SURVEYS 8. EXIT INTERVIEWS 9. THE BOOMERANG EFFECT

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EMPLOYEE RETENTION

Productive and happy workforce who are collectively focused on the organizations success. Causes of undesirable turnover. Tactics that will improve top performing staff

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IMPORTANCE OF EMPLOYEE RETENTION

Manage Employee Turnover Cost effective Maintain Performance and Productivity Increase morale of the Employees

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EFFECTIVENESS OF RETAINING EMPLOYEES

Clarity of role Good Managers/Supervisors Open and transparent culture Talent management and skill utilization Learning and growth opportunities Click to edit Master subtitle style Communication and contact

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3 R'S OF RETENTION
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Founded in 1984, is at an enviable leadership position today, with a team of over 2,000 people and 62 offices in India and the Middle East

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Percept operates in 3 Percept Entertainment verticals:

Group Percept Media Group Percept Communications Group Click to edit Master subtitle style

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QUESTIONNAIRE
1. 2. 3.

Total strength? structure of the organization? HR responsible for employment retention? Attrition rate?
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4.

5. techniques to retain your employees

non monetary
o o

Rewards Motivational
Special Games Competitions

days

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monetary

6.Discrimination in the policies

7. Promotion policies KRAs

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8.How often do you update your strategies

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9. Exit interviews

CONCLUSION

Employees who outperform beyond expectation reduces the need to recruit and cuts related hiring and training costs Keeping enthusiastic and top performing employees is an Click to edit Master subtitle style art Minimum expenditure, maximum output Retention strategy is not static

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BIBLIOGRAPHY

http://blog.noellevitz.com/2011/01/21/6-keys-setting-re
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http://www.themarq.com/2010/03/employee-retention-

https://www.google.co.in/webhp?hl=en&tab= ww#hl=en&sclient=psy-ab&q= employee+retention+techniques+pdf&oq= employ&gs_l =hp.1.0.35i39j0l3.170122.171647.5.173717.6.6.0.0.0.

http://www.drakeintl.co.uk/Publications/Employee-Rete

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