Seminar

Presentation

Under the Guidance of: Submitted By:

Ms. Tanushree Mukherjee Priyanka Dua
(Assistant Professor) MBA(F)
HR CONSULTING
INDUSTRY
 Work Done At SIP

◊ Learn about recruitment proess

◊ Learn complete process of hiring
◊ Learn about different hierarchy of the banks like
YES Bank, Idfc First Bank etc.
◊ Knowledge gained about offer letter, joining
docket and appointment letter
◊ Learn how to use Naukri or Shine portal for
fetching the candidates
◊ Learn about the profile of MAX Life insurance.
Reward & Recognition
Farewell
Name V-KONNECT ASSOCIATES

Established In 2008

Founder Mr. Sandeep Nair and Mrs.Vineeta

Sharma
Type Consulting Industry

Headquarter Gurugram
MD Mr. Mukesh Kumar
Dr. Usha
W R I TTiwari
T E N B Yand
: R Devanshi
U PA S H R E Shrivastava
E BARAL

THE INTERNATIONAL JOURNAL OF

MANAGEMEN Vol-2 (October, 2013)
 Contents
Conceptualization
Construct
Hypothesis Formulation
Research Methodology
Data Analysis
Results & Findings
Critical Review
Practical Implication of study
Construct
Proposed Research Methodology
Concept of Employee Retention
Concept of Talent Management
Concept of HR Policies
Concept of Talent Engagement
 Theoretical framework

Construct:
STRATEGIES AND PRACTICES OF TALENT MANAGEMENT AND
THEIR IMPACT ON EMPLOYEE RETENTION AND
EFFECTIVENESS OF ITS EXECUTION AT AREVA T&D INDIA
LTD.
Dependent variable:
Employee Retention

Independent variable:
Talent Management
Employee Satisfaction
 Hypothesis Formulation

There is no significant relationship between the age of the employees and

their satisfaction with the practices of talent management.

There is no significant relationship between the experience of the employees

and their satisfaction with the practices of talent management.

There is no significant difference in the impact of four different

parameters upon the effective execution of talent management practices.

There is no significant difference in the impact of four different

parameters upon the level of employees' satisfaction with that of the
practices of talent management in the organization.
Research Methodology
 Research Methodology

Purpose of the Study Descriptive

Type of Investigation Causal

Study Setting Non Contrived

Time Horizon Cross-Sectional

Job Satisfaction (Adapted from War, Cook and

Measurement And Scaling Wall (1979))
Work Life Balance (Adapted from Guest (2002))
Burnout(Adapted from Weisberg(1994))
Intention to Leave(Adapted from Weisberg(1994))
 Measurement & scaling

Job satisfaction by Warr, Cook and. Wall (1979). Seven-point

Likert scale was used ranging from 1 = extremely satisfied to 7 =
extremely dissatisfied and 4 = neither satisfied, nor dissatisfied.

 Turnover Intentions (2007) by Weisberg having two items

asking the teachers about the intention to leave their current job.
Items were rated on a seven- point Likert type scale ranging from
1 = strongly agree to 7 = strongly disagreed
 Measurement & scaling

 Burnout questionnaire by Weisberg (1994), including scale

composed of 21-items which represent physical, emotional, and
mental factors. Items were rated on a seven point Likert scale
ranging from 1 = never, 2 = once, 3 = rarely, 4 = sometimes, 5 =
often, 6 = usually, 7 = always.

 Work Life Balance questionnaire by Guest(2002). Items were rated

on a seven- point Likert type scale ranging from 1 = strongly agree
to 7 = strongly disagree, where as 4 = neither agree, nor disagree
 Data Collection

The participants in this study are the Teachers of Private Engineering

College

Total Participants 200 Teachers

Respond by 152 Teachers
 Sample Profile

 Total Participants are 200 Teachers

 Sample selected only of 152 Teachers

Sample
76%
Not taken
24%
 Statistical Tools

Correlation

Levene’s Test for Equality of Variances

Reliability

Regression Analysis
Data Analysis
Data Analysis
Data Analysis
Data Analysis
Data Analysis
Data Analysis
Data Analysis
 Results and findings

1. One of the key findings of this paper is that WLB is a

major contributor toward Job satisfaction and male
teachers feel more Burnout compared to female
teachers.
2. WLB helps to generate Job satisfaction. Higher the
WLB in the organization higher will be the Job
satisfaction among the employees of that organization.
3. Employee turnover intentions have a negative
relationship with Job satisfaction, WLB and Burnout
4. Both male and female teachers show no significant
difference in WLB and Turnover intentions. These
results shows that both male and female teachers have
same type of WLB
 Limitations of Study

 The study is limited by its sample Size

 The levels of awareness for the majority
of the WLB policies were on the moderate
or lower side
Practical Implication of
Study
 Theoretical framework

Construct:
To study the effect of Talent Management practices and
Strategies on Employee Retention

Dependent variable: ModeratingVariable:

 Employee Retention
 HR Policies


Independent variable:
Talent Management
 Hypothesis Formulation

H1:Work-life balance will have positive

relationship with the Job satisfaction of
Teachers

H2:Higher the Burnout, lower will be the Job

satisfaction of Teachers

H3: Lower the Job satisfaction, Higher will be

the Turnover intentions of Teachers
 Proposed Research Methodology

Purpose of the Study Descriptive

Type of Investigation Causal

Study Setting Non Contrived

Time Horizon Cross-Sectional

Job Satisfaction (Adapted from War, Cook and

Measurement And Scaling Wall (1979))
Work Life Balance (Adapted from Guest (2002))
Burnout(Adapted from Weisberg(1994))
Intention to Leave(Adapted from Weisberg(1994))
 Proposed Statistical Tools

Reliability

Regression Analysis

Factor Analysis

Descriptive Analysis
QUERIES????
Thank you