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Summer Internship Report On Reasons for Retention & Factors of Attrition in HCL Infosystems (In partial fulfillment of Master of Business Administration Human Resource) With special reference to HCL Infosystems Limited
By: Mansi Bhargava A0102306051 MBA-HR, Class of 2008 Date July 7, 2007 AMITY UNIVERSITY ----------UTTAR PRADESH------AMITY BUSINESS SCHOOL AU Sector-44, Noida, UP
CONTENTS
Acknowledgement Certificate from the Faculty Guide Certificate from the Industry Guide Executive Summary Chapter 1 Introduction Chapter 2 Objectives & Rationale of the Project Chapter 3 Review of Literature Chapter 4 Research Methodology 4.1 Hypothesis 4.2 Research Design 4.3 Sample Size 4.4 Research Tool or Questionnaire. 4.5 Action Plan for Data Collection & Data Analysis 4.6 Data Analysis and Report Preparation Chapter 5 Research Findings Chapter 6 Recommendations & Suggestions Chapter 7 - Summary & Conclusion Select Bibliography References Annexure
Date: 04.07.07
In the ideal world, employees would love their jobs, like their coworkers, work hard for their employers, get paid well for their work, have ample chances for advancement, and flexible schedules so they could attend to personal or family needs when necessary and never leave. But then there's the real world. And in the real world, employees do leave, either because they want more money, hate the working conditions, hate their coworkers, want a change, or because their spouse gets a dream job in another state, thus adding to their company attrition rate. In simple words Attrition can be defined as "A reduction in the number of employees through retirement, resignation or death. The attrition rate is "the rate of shrinkage in size or number". In terms of numbers, attrition rate means: Total Number of Resigns per month (Whether voluntary or forced) divided by (Total Number of employees at the beginning of the month plus total number of new joinees minus total number of resignations) multiplied by 100. It means that if a company has 100 people doing a certain job paid 25,000 and that turnover or attrition is running at 10%, the cost of attrition is: (Total staff x attrition rate %) x (annual salary x 80%) 100 staff at 10% attrition means 10 people leave and are replaced each year. A replacement cost of 80% of a salary of 25,000 means the cost of each replacement is 20,000. The cost of turnover is therefore 10 x 20,000 or 200,000 a year. The on-cost to the overall salary bill is 8%.
Saving 8% of salary costs would make the average HR manager a hero. Attrition is becoming a major problem today due to the various costs incurred, like costs due to a person leaving, recruitment costs, training costs, loss in productivity cost, new hire costs, etc.
These five P's can be addressed successfully. Employee retention begins by paying attention to what causes low job satisfaction as well as what attracts and retains your workforce. There are certain commonly applied rules by which an organization tries to retain their employees: Step 1: Identification is to identify the key performers in organisations. This could be done by the 'list' method where each department in the organisation maintains a consolidated list
Step 4: Reward system: Finally, to retain critical performers, an organisation needs to devise a reward system that is linked to the performance appraisal system. The key factor here is that organisation should deliver on the commitment made to the employees. Similarly, rewards should be linked to the achievement of organisational goals. Key performers should be rewarded suitably as this would be an indication of how much the organisation values the contribution of its employee, as the annual bonus isn't enough to enhance productivity. The new generation workforces need immediate and continuous feedback to indicate how they are doing, and to keep their interest going. In the words of Bob Nelson, rewards guru: "Recognition needs to be almost a daily occurrence in order for it to become a part of your culture They are broadly called the Rules of Retention. While implementing these techniques, organisations must ensure that there is clarity in each step. At each stage of identifying key performers, appraising them, motivating and rewarding them, the objectives should be quantifiable and tailored to measurement techniques. The more the clarity in the process, the greater would be the rate of retention
Mission statement
"To provide world-class information technology solutions and services to enable our customers to serve their customers better"
Quality Policy
"We deliver defect-free products, services and solutions to meet the requirements of our external and internal customers, the first time, every time"
Objectives
o Management Objectives: To fuel initiative and foster activity by allowing individuals freedom of action and innovation in attaining defined objectives. o People objectives: To help people in HCL Infosystems Ltd. share in the company's successes, which they make possible; to provide job security based on their performance; to recognize their individual achievements; and help them gain a sense of satisfaction and accomplishment from their work.
Core Values
o To uphold the dignity of the individual o To honor all commitments o To be committed to Quality, Innovation and Growth in every endeavor o To be responsible corporate citizens
Workforce Profile Age categories 20-30 years: 66.6 percent 31-35 years: 26.6 percent 36-40 years: 4.5 percent > 40 years: 2.3 percent Educational qualifications Diploma: 56 percent BE/BTech: 20 percent MBA: 9 percent Others: 15 percent
What distinguishes HCL Infosystems from other companies is its ability to retain employees for a long time. More than 300 employees who joined the company as trainees have spent 20 years with it and are today among the top management. There is no shortcut to success, and HCL respects those who have been delivering results for the company over the years. The fact that 300 people have 20 years experience in HCL indicates that once a person spends five to six years in this company he or she usually sticks around, Punekar adds. The retention strategies adopted by HCL Infosystems, Human Resource Department are the following: 1. The company has a strict policy of filling top management positions internally. They ensure that beginners are trained and cultivated to reach the top. 2. HCL very clearly marks out the career growth of an employee at HCL. They state that a trainee who has been with HCL for more than five years has a chance of becoming manager. From there, the growth is fairly exponential 3. They have a very strong appraisal system where the employees get a timely and continuous feedback, which in turn increases the employees level of satisfaction. 4. HCL incorporated the concept of ESOPs and performance based pay (introduced in 1996). 5. Award and recognition ceremonies are held to appreciate all those employees who had done commendable work in the year gone by. 6. Profit Sharing Schemes (PSS) is about to be introduced in order to motivate and retain their key employees. 7. Internal Counseling is also going to be introduced to help those employees who are not able to maintain a balance or equilibrium.
Concluding, HCL Infosystems Human Resource Department does not aim at using compensation as their tool for retention but believes on cashing in on other aspects such as the work culture provided to the employees, superior-subordinate relationship, interesting and challenging job profile etc.
Every researcher before he starts with a research project has to clearly lay down the objectives as to why he is conducting the research. So, that there are minimum deviations from what he set out to do. The main Objectives of the Project are the following:1. 2. 3. Reasons for attrition in HCL Infosystems. Reasons as to why employees stay at HCL Infosystems To analyze the data collected on attrition and retention of the employees through the questionnaire and try to find a trend if any exists. The Rationale or Raison d'tre behind the project was to have a better insight into the factors that lead to retention in HCL Infosystems and also the reasons for attrition. Attrition and retention are one of the most important issues that are being faced by HR departments in companies of all sectors. Each HR executive aims at retaining their employees and binding them to the company not only through contracts and bonds but also through something that makes them feel that they are an important part of the company. Almost a decade ago, poaching was seen as a new problem and today it has reached its peak. It is a major trend of IT industries to lure the skilled employees of rival company by offering better pay and fringe benefits to them. On discussing with the HR Manager of HCL Infosystems we both agreed that it is good to have knowledge on this topic at an early stage as all aspects of HR activities are part of it right from assigning the job specification to the new employee at the time of induction to his last performance appraisal. By conducting this research I would find what is so special about the HR department of HCL Infosystems that has made them go against the common myth of higher salary packages lead to lower attrition rate of employees.
REVIEW OF LITERATURE
CHAPTER
Knowledge is cumulative: every piece of research will contribute another piece to it. That is why I commenced my research with a review of literature related to attrition and retention of employees. In todays era of high competition, individualism, with opportunities available in abundance etc., retaining talent in the IT Industry has become a big challenge. Good retention scheme not only help in retaining the talent, but also acts as catalyst towards attracting more talent from around the industry. It is better to retain the existing talent then to keep on hiring continuously. A recent survey calculated that the cost of replacing high level employee might be as much as 150% of the departing employees salary. It helps to save and reduce on recruitment cost and portrays a culture of loyalty among the employee towards the organization, helping the HR department to concentrate on other important soft functions. The major issue now-a-days is not just retention but retaining the talented employee whose turnover may destabilize the functioning of the organizations and reduce the companys competitiveness in the market. The company may adopt the following tips to retain for tomorrow Communicate the company vision to the employees showing everyone the role they have and the contribution required by them. Treat employee as the most valuable client Recognition in various forms is a powerful retention tool. Build mentoring relationships with people to strengthen their emotional ties with the organization. Celebrate longevity. HR philosophy should be not to do different things but do things differently.
RESEARCH METHODOLOGY
CHAPTER
1. Hypothesis 1.1. For Attrition: Ho (NULL): The reason for attrition at HCL Infosystems is mainly due to low compensation paid to the employees while the other factors have a nominal impact. H1 (ALTERNATE): The reasons for attrition at HCL Infosystems are mainly due to the other factors like personal reason, work culture etc. and not due to low compensation. 1.2. For Retention: Ho (NULL): The reasons for retention at HCL Infosystems is due to the other factors like work culture job satisfaction etc. and not due to the compensation H1 (ALTERNATE): The reason for retention at HCL Infosystems is the high compensation paid to the employees while the other factors have a nominal impact. In case null hypothesis is rejected it doesnt signify that the alternate hypothesis is not rejected. 2. Research Design Research design is the blue print for fulfilling objectives and providing the insight to answer management dilemma. Descriptive research deals with descriptions of phenomena or characteristics associated with the subject population i.e. who, what, when, where and how of a topic. As objective of the research is descriptive in form, the research design must be made accordingly: Formulating objective of the study. Designing the method of the data collection. Selecting the sample size. Collection of data.
The Attrition Survey analyses as to why the employee quit or resigned from the organization based on six reasons: Work profile Work culture Sub-ordinate & Superior relationship Performance appraisal Compensation & Pay Flow of Communication within the organization
RESEARCH PROJECT
TOPIC: RETENTION OF EMPLOYEES AT HCL INFOSYSTEMS Dear Respondent, I am inviting you to participate in a research project to study the factors of retention of the employees at HCL INFOSYSTEMS. Along with this letter is a short questionnaire that asks a variety of questions. I request you to please look over the questionnaire and, if you choose to do so, kindly fill it. It would take you about 15 minutes to complete. The results of this project will be used only for academic purpose. Through your participation I hope to understand factors responsible for retention at HCL Infosystems. I assure you that confidentiality will be maintained at all levels of the research. I also guarantee that your responses will not be identified with you personally. I promise not to share any information that identifies you with anyone outside the research group I hope you will take the time to complete this questionnaire and help me in completing my research. Your participation is voluntary. Please let me know if you would like a summary of my research findings. This project has been approved by Mr. Sandeep Kumar, Human Resource Manager, HCL Infosystems. Sincerely. Mansi Bhargava
CHALLENGES
ETC.)?
TIME OF RECRUITMENT?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 7. DOES THE ORGANIZATION
BY YOU? CONSIDER THE FEEDBACK/SUGGESTIONS (WHENEVER) GIVEN
a) Not at all b) Some of the time c) Most of the time d) All of the time
a) Very Dissatisfied b) Dissatisfied c) Satisfied d) Very satisfied Q 9. DOES HCL CULTURE ENCOURAGE YOU TO TAKE INDIVIDUAL INITIATIVE? a) Not at all b) Some of the time c) Most of the time d) All of the time Q 10. IS
THE WORKING ENVIRONMENT SUCH FROM WHICH YOU CAN LEARN AND GROW
PROFESSIONALLY?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 11. ARE
YOU SATISFIED WITH THE EQUAL TREATMENT METED OUT TO EACH AND EVERY
OTHER,
WHICH LEAD TO GREATER JOB-SATISFACTION? a) Not at all b) Small amount c) Moderate amount
a) Not at all b) Some of the time c) Most of the time d) All of the time Q 15. ARE
THERE ENOUGH OPPORTUNITIES FOR TRAINING AND DEVELOPMENT AT
HCL
FOR
a) None of the time b) Some of the time c) Most of the time d) All of the time Q 16. ARE YOU SATISFIED WITH THE AMOUNT
BY THE ORGANIZATION? OF ADVANCEMENT OPPORTUNITIES PROVIDED
a) Not at all
Q 18. ARE YOU SATISFIED WITH THE LEADERSHIP STYLE OF YOUR IMMEDIATE SUPERVISOR? a) Very dissatisfied b) Dissatisfied c) Satisfied d) Very satisfied Q 19. DOES
YOUR SUPERVISOR HANDLE YOUR WORK-RELATED ISSUES IN THE MOST
EFFICIENT MANNER?
a) Not at all b) Some of the time c) Most of the time d) All of the time Q 20. IS YOUR SUPERVISOR EMPATHETIC TOWARDS YOUR PERSONAL PROBLEMS? a) None of the time b) Some of the time c) Most of the time d) All of the time Q 21. DOES
THE SUPERVISOR KEEP YOU INFORMED ABOUT THE NEW POLICIES AND
EXPECTATIONS?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 24. IS THE FLOW OF COMMUNICATION BETWEEN DEPARTMENTS SMOOTH? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 25. IS
YOUR PAY LEVEL AND PAY RAISES IN FAIR RELATION TO YOUR JOB PERFORMANCE
AND RESPONSIBILITIES?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q26. WAS THE LAST PERFORMANCE APPRAISAL GIVEN TO YOU BENEFICIAL? a) Not at all b) Small amount c) Moderate amount d) Large amount
Q 27. IS THE PERFORMANCE APPRAISAL SYSTEM FAIR AND FREE FROM BIASES? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 28.
REWARD GIVEN TO HIM (I.E. IF YOU PUT IN A GOOD AMOUNT OF EFFORT YOU ARE SURE TO GET THE REWARD YOU DESERVE)?
a) Strongly Disagree b) Disagree c) Agree d) Strongly Agree Q 29. DOES THE ORGANIZATION HIGHLIGHTS EXCEPTIONAL PERFORMANCE AND HARD WORK
THROUGH EMPLOYEE AWARDS AND/OR RECOGNITION CEREMONIES?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 30. ARE YOU SATISFIED BY THE REWARDS GIVEN BY THE ORGANISATION FOR YOUR EXTRA
EFFORTS?
__________________________________________________________________________
Q 31. CAN YOU SEE YOURSELF REACHING THE EPITOME/PEAK IN YOUR CAREER AT HCL? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 32. ARE
YOU SATISFIED WITH THE JOB SECURITY AND STABILITY PROVIDED TO YOU BY
THE ORGANIZATION?
SATISFIED ARE YOU WITH THE OVER ALL BENEFIT PACKAGE PROVIDED TO YOU
Q 34. ARE
EMPLOYEE?
YOU SATISFIED WITH THE LEAVE POLICY GIVEN BY THE ORGANIZATION TO ITS
a) Very dissatisfied b) Dissatisfied c) Satisfied d) Very satisfied Q 35. ARE YOU SATISFIED WITH THE EMPLOYEE FAMILY SUPPORT PROGRAMME (CHILDCARE, ELDERCARE, FLEXI-TIME, DOMESTIC PARTNER BENEFITS, ETC.?) PROVIDED BY HCL? a) Very dissatisfied
COPE WITH WORKPLACE STRESS BY ENCOURAGING POSITIVE AND SUPPORTIVE INTERACTIONS BY HAVING FREQUENT CONCERTS, TOURS AND OUTINGS ETC?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 37. ARE THERE ANY BENEFITS YOU WOULD LIKE ADDED TO HCLS BENEFITS PACKAGE? __________________________________________________________________________ __________________________________________________________________________ Q 38. WOULD YOU RECOMMEND THIS ORGANIZATION TO YOUR FRIEND AS A GOOD PLACE TO
WORK?
a) Most Probably not b) Probably not c) Probably d) Most Probably Q 39. OVERALL, HOW SATISFIED ARE YOU WITH HCL AS AN EMPLOYER? a) Very dissatisfied b) Dissatisfied c) Satisfied d) Very satisfied Q 40. WHAT CAN HCL DO TO INCREASE YOUR SATISFACTION AS AN EMPLOYEE? ( ) Counseling program ( ) Alcohol abuse programs ( ) More Flexible work environment ( ) Mental health check up
_______________________________________________________ _________________________________________________
Q 41. WHAT IS THE MOST SATISFYING THING ABOUT YOUR JOB & WHY? __________________________________________________________________________ __________________________________________________________________________ __________________________ Q 42. WHAT IS THE LEAST SATISFYING THING ABOUT YOUR JOB & WHY? __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________
Q 43. IF
YOU HAVE ANY OTHER COMMENTS YOU WOULD LIKE TO MAKE, PLEASE WRITE
THEM BELOW:
RESEARCH PROJECT
TOPIC: ATTRITION OF EMPLOYEES AT HCL INFOSYSTEMS Dear Respondent, I am inviting you to participate in a research project to study attrition of employees at HCL INFOSYS. Along with this letter is a short questionnaire that asks a variety of questions. It would take you about 15 minutes to complete. The results of this project will be used only for academic purpose. Through your participation I hope to understand factors responsible for attrition at HCL Info systems. I assure you that confidentiality will be maintained at all levels of the research. I also guarantee that your responses will not be identified with you personally. I promise not to share any information that identifies you with anyone except me . I humbly request you to spare your valuable time to complete this questionnaire and mail it back to me as soon as possible. This project has been approved by Mr. Sandeep Kumar, Human Resource Manager, HCL Infosystems.
e) Not at all f) Small amount g) Moderate amount h) Large amount Q 5. WERE YOU PROVIDED WITH THE NECESSARY TOOLS (COMPUTER, PHONE FACILITY ETC)
TO DO YOUR WORK EFFECTIVELY?
e) Not at all f) Small amount g) Moderate amount h) Large amount Q 6. WERE YOU HAPPY WITH THE WORK ENVIRONMENT IN TERMS OF NO STRESS, NO
FRUSTRATION AND CLEARLY LAID OUT RULES ETC.?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 7. DID YOU RECEIVE ENOUGH TRAINING TO DO YOUR JOB EFFECTIVELY? a) Not at all b) Small amount c) Moderate amount
HCL?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 9. DID YOUR DESIRE FOR PURSUING HIGHER EDUCATION REQUIRED YOU TO LEAVE HCL? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 10. DID YOU FACE CERTAIN HEALTH PROBLEMS THAT LEAD YOU TO RESIGN FROM HCL? a) Not at all b) Small amount c) Moderate amount d) Large amount Q11. WAS THE PAY GIVEN TO YOU MATCHING YOUR EXPECTATIONS? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 12. WERE YOUR PAY LEVEL AND RAISES IN FAIR RELATION TO YOUR JOB PERFORMANCE
AND RESPONSIBILITIES?
Q 13. WERE YOU SATISFIED WITH THE BENEFIT PACKAGES PROVIDED TO YOU BY HCL? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 14. DID THE ORGANISATION HELP YOU TO GROW AND LEARN PROFESSIONALLY? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 15. DID THE CO-WORKERS USUALLY MEET YOUR EXPECTATIONS IN TERMS OF TEAMWORK,
CREATING A HARMONY AND FRIENDLY ATMOSPHERE AT THE WORKPLACE?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 16. WAS THERE SUFFICIENT AMOUNT OF CO-OPERATION AMONG DEPARTMENTS? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 17. DID YOU FEEL THAT THERE WAS EQUAL TREATMENT METED OUT TO EACH AND EVERY
EMPLOYEE OF THE ORGANISATION? (I.E. THERE WAS NO HARASSMENT, FAVORITISM OF EMPLOYEE, UNFAIR PROMOTION)
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 19. DID HCL HELP YOU TO MAINTAIN A BALANCE BETWEEN YOUR PROFESSIONAL AND
PERSONAL LIFE?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 20. DID YOU FEEL THAT THERE WAS ANY LEARNING FROM THE ORGANIZATION THAT
WOULD HELP YOU IN FUTURE?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 21. DID YOUR REPORTING MANAGER COMMUNICATE TO YOU ON WHAT CRITERION WAS
YOUR PERFORMANCE BEING MEASURED?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 22. BASED ON THE FEEDBACK GIVEN DID THE SUPERVISOR HELP YOU TO IMPROVE ON
YOUR PERFORMANCE?
Q 23. DID YOU GET ADEQUATE SUPPORT AND ENCOURAGEMENT FROM YOUR SUPERVISORS? a) Not at all b) Small amount c) Moderate amount d) Large amount Q 24. DID YOU FEEL THE FLOW OF COMMUNICATION WITH YOUR SUPERIOR WAS SUFFICIENT
ENOUGH?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 25. WAS THE RECOGNITION OR APPRAISAL RECEIVED FROM THE MANAGEMENT UP TO
YOUR EXPECTATIONS?
a) Not at all b) Small amount c) Moderate amount d) Large amount Q 26. BEFORE DECIDING TO LEAVE, DID YOU INVESTIGATE A TRANSFER WITHIN THE
COMPANY?
e) Not at all f) Small amount g) Moderate amount h) Large amount Q 29. WHAT WAS THE MOST SATISFYING THING ABOUT YOUR JOB AT HCL? __________________________________________________________________________ __________________________________________________________________________ ____________________________________________________________________ Q 30. WHAT WAS THE LEAST SATISFYING THING ABOUT YOUR JOB AT HCL? __________________________________________________________________________ __________________________________________________________________________ ____________________________________________________________________ Q 31. WHAT COULD HAVE HCL DONE TO PREVENT YOU FROM LEAVING? __________________________________________________________________________ __________________________________________________________________________ ____________________________________________________________________ Q 32. IN YOUR OPINION, WHAT IS IT ABOUT YOUR NEW JOB OR EMPLOYER THAT IS BETTER
THAN THE SITUATION YOU HAD AT
HCL?
2.5. Action Plan for Data Collection & Data Analysis The research project starts from collection of secondary data to primary data that will be collected from various respondents. This can be summarized as: Day 1-2: Collect secondary data to know more about attrition and retention as well as the factors that lead to both in a company from various websites and journals of HR. Day 3-10: Formulation of two questionnaires one for the retention survey (to be filled by present employees of HCL Infosystems) and other for the attrition survey (to be filled by the ex-employees of HCL Infosystems) Day 11-16: The retention questionnaire will be distributed to employees presently working at HCL Infosystems. Day 17-27: The questionnaire will be collected from the present employees. And side-by-side the list of ex-employees from the last three quarters will be taken from the HR Department. The attrition questionnaire will be e-mailed to the exemployees Day 28-31: To wait for responses from the ex-employees and start working on the retention surveys analysis. Day 32-42: Start analysis of the attrition survey and work on the report
2.6. Data Analysis Data Analysis is the process of systematically applying statistical and logical techniques to describe, summarize, and compare data. It is the act of transforming data with the aim of extracting useful information and facilitating conclusions. Analysis of data is done through a process, which includes certain steps as follows:
For my research project, responses from present employees as well ex-employees were the primary sources for data collection. Data was analyzed on excel sheet. Four Point scale was used i.e. each question had four options and respondents were supposed to mark only one option in each. The options were ranked in ascending order (ordinal level/scale of measurement) viz. 1- Very Dissatisfied/ Not at all 2- Dissatisfied/ Small amount 3- Satisfied/ Moderate amount 4- Very Satisfied/ Large amount The options in the scale may vary but the options go from extremely negative to extremely positive. Then the number of times each option was marked in a question as a sub parameter was calculated. The number of repetition of each option was used for the formation of pie charts to see the over all percentage distribution of the options within a particular parameter In the retention survey the analysis was done department wise as well as overall (including all the respondents with no department wise divisions) Visual display of the results was done with the help of pie charts. No forms of test could be applied to the data, as the number of respondent for both the surveys were not large enough. Retention Excel Analysis Sheet: Respondent: Present Employee Sheet 1: Deals with reason for joining HCL Infosystems provided options like company image, job profile, career and growth opportunities, better opportunity, compensation and work life balance. Sheet 2: Deals with the satisfaction of an employee with the work culture provided by HCL Infosystems. The sub-parameter under this section were work environment, HCL culture,
CERTIFICATE
This is to certify that Mansi Bhargava, a student of Master of Business Administration MBA(HR), class of 2008, Amity Business School, Amity University (Bearing AUUP Enrol No. A0102306051) has undertaken the Summer Internship Training at HCL Infosystems, Noida during 8th May07 till 30th June07. She has worked under the guidance for the project title Factors for Attrition and Reasons for Retention in HCL Infosystems . She has also been guided by Mr. Sandeep Kumar, HR Manager, HCL Infosystems. The project report is prepared in partial fulfillment of Master of Business Administration MBA (HR) to be awarded by Amity University, Uttar Pradesh. To the best of my knowledge, this piece of work is original and no part of this report has been submitted by the student to any other Institute/University earlier. Date: Professor Surendra Nath (Professor of HR&IR Head Industry Interaction)