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I hereby state that the dissertation entitled
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 submitted by me in partial fulfillment of the
requirements for the award of MBA degree, is my original work and that it has not previously
formed the basis for the award of any other degree, Diploma, Fellowship or other similar titles.

 














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This is to certify that the dissertation entitled
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record of research work done by her under my guidance and supervision.

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I would like to express my gratitude to Mr. Prakash Tiwari (Professor), DIT under whom I
started my dissertation. He gave me the perfect environment full guidance for my overall
development and deep knowledge.

I would also like to thank all faculty members of Department of Management Studies, DIT
without whose motivation and encouragement I would not have been able to complete my
dissertation successfully.

Appreciation also goes to all those faculty members of different institutes who made my field
work possible and enjoyable experience for me.

In the last but not least I would like to thank my family, friends and all those who have been
constant source of inspiration to me.

Date: Devna Agnihotri

 :
 

There was a time when the employees of an organization were considered as a cost to the
company. Not anymore, today the people of an organization are its biggest assets.
The present business scenario has resulted in a sea change in the Indian market place. It has
above all caused business organizations to be faced with intense competition which has thrown
up the challenge of new approaches to the business and new ways of doing things to retain and
improve competitiveness. Hence philosophically, employee retention is important; in almost all
cases, it is senseless to allow good people to leave your organization. The excellent climate for
the employees is of paramount importance to an organization and their state of mind has a great
impact on the employee retention. Since employees have an important role in the industrial
production of the country. It is very necessary to seek the co-operation and commitment of the
employees. This is possible only when they are fully satisfied with employees and the working
condition in the company.

Keeping this in view almost all organizations today conduct the surveys to gauge ³The retention
strategies in different organizations.´ This project is a pilot for the survey conducted for the
faculties of engineering institutes in Dehradun city. The report presents the main findings of the
research study done in DIT, UIT and GRAPHIC ERA in Dehradun in order to know the
retention level from the various activities undertaken in the engineering institutes.

The research was carried out mainly through a questionnaire. A lot of forethought went into the
design of the questionnaire. The questionnaire was designed such that it consumes as less time as
possible and is answered with ease. A standard ³five point Likert scale´ was used throughout the
questionnaire in order to measure the responses.

The retention level of the employees was mainly measured on the basis of different attributes:
pay structure, rewards and recognition, rules and regulations, level of motivation, job satisfaction
etc. The number of respondents was 60. The sample was a homogenous mix of employees
randomly selected from the departments. The analysis of the data has been done with the help of
pie-charts.

Before switching over to research study the primary knowledge about the organization.
The study reveals that the attrition rate in engineering institutes is high. The result reveals that
favorable working conditions, appropriate pay structure, flexible rules and regulations and high
motivation leads to employee retention in institutes.
 





  

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;;;;;;;;;;;;;;;;;;;;;;;;;&&0.<+




1.1 Human Resource Management««««««««««««««.«««««.1
1.2 Employee Retention««««««««««««««« ««««.««««.2
1.3 The Importance of Retaining Employees«««««««. .««««.««.......4
1.4 The Three Rs of Employee Retention«««««««««..««««.««.....4
1.5 A steadfast philosophy that sets employee retention strategies apart««..«......6
1.6 Kei¶s employee retention wheel««««««««««««««««.«........7
1.7 Ten reasons why employees leave««««««««««««««.««.......11
1.8 Benefits of investing in employee retention««««««««««.«««....15
1.9 Myths about employee morale prevent companies from achieving retention
success .«««««««««««««««««««««««««..««..15
1.10 Ten factors that affect employee retention««««««««««...«««....19
1.11 Reason for employee to come to the organization«««...««««««.........23
1.12 Reasons for employee to stay with the organization«««««««««........23
1.13 Solution for the problem««««««««««««««««...«««........23
1.14 Employee recognition increases retention«««««««««««««........27
1.15 Retention strategies help to drive revenue growth«.«««««««««......28
1.16 Objective of the study«««««««««««««««««««..«.........31
1.17 Scope of the study«««««««««««««««««««««..«......31
1.18 Research methodology«««««««««««« «««««««..«....32





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;;;;;;;;;;;;;&&<<./'



2.1 Increasing turnover rates««««««««««««««««««..........33
2.2 Employee turnover is expensive«««««««««««««...«««...33
2.3 Environments that bred turnover««««««««««««««.«««34
2.4 Fostering employee commitment«««««««««««««..««.......35
2.5 Increasing employee motivation«««««««««««««...««.......36
 2.6 Companies affecting change in the workplace«««««««««««..37
2.7 Training and orientation««««««««««««««...«««««.38





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;&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&/0./)












3.1 Demographic Analysis of the faculties of engineering colleges«««««42








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4.1 Analysis of Different Colleges«««««««««««««««««...48




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5.1 Major Findings««««««««««««««««««««««««81
5.2 Conclusion««««««««««««««««««««««««.......83
5.3 Recommendation«««««««««««««««««««««««84
5.4 Limitations«««««««««««««««««««««««««..85

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  .02
Three R¶s of Employee Retention;;;;;;;;;;;;;;;;;;;/

  .+2
Kei¶s Employee Retention Wheel;;;;;;;;;;;;;;;;;;;(



.02





Gender wise classification of data;;;;;;;;;;;;;;;;;;&&&/+



.+2





Age wise classification of data;;;;;;;;;;;;;;;;;;;;/<



.<2




Department wise classification of data;;;;;;;;;;;;;;;;;//



./2




Income wise classification of data;;;;;;;;;;;;;;;;;;&&&/*



.*2




Marital Status Wise Classification of Data;;;;;;;;;;;;;;;&&/@



.@2




Domicile status of the faculties;;;;;;;;;;;;;;;;;;;&&&&/)



.)2




Analysis of retention attributes in Dehradun Institute of Technology;;;;&&&&&/(



.(2



Analysis of retention attributes in Uttarakhand Institute of Technology;;;;&&*'



.A2



Analysis of retention attributes in Graphic Era;;;;;;;;;;;;;&&&&&*+



.0'2

College wise analysis;;;;;;;;;;;;;;;;;;;;;;;&&&&*/



.002

Top five reasons as to why the faculties leave the organization: DIT;;;;;&&**



.0+2

Top five reasons as to why the faculties leave the organization: UIT;;;;;&&*@



.0<2

Top five reasons as to why the faculties leave the organization: Graphic Era;;&*@




.0/2

Gender wise analysis of faculties in UIT college;;;;;;;;;;;;;&*)



.0*2

Gender wise analysis of faculties in DIT college;;;;;;;;;;;;&&&&&*(



.0@2

Gender wise analysis of faculties in Graphic Era college;;;;;;;;;&&&@0



.0)2

Income wise analysis of faculties in DIT College;;;;;;;;;;;&&&;&@<



.0(2

Top five reasons for leaving organization on the basis of different income
levels: DIT (below Rs.25,000 rank)
;;;;;;;;;;;;;;;;&&&&&&&&&@/





.0A2

Top five reasons for leaving organization on the basis of different income
levels: DIT (Rs.25,001-Rs.35,000 rank);;;;;;;;;;;;;;;;&&&&@/



.+'2

Top five reasons for leaving organization on the basis of different income
levels: DIT (Rs.35,001-Rs.45,000 rank);;;;;;;;;;;;;;;;;@*



.+02

Income wise analysis of faculties in Graphic Era College;;;;;;;;;;@@



.++2

Top five reasons for leaving organization on the basis of different income
levels: Graphic Era (below Rs.25,000 rank);;;;;;;;;;&&&;;;;&&&@)



.+<2

Top five reasons for leaving organization on the basis of different income
levels: Graphic Era (Rs.25,001-35,000 rank);;;;;;;;;;;;;;;@)



.+/2

Top five reasons for leaving organization on the basis of different income
levels: Graphic Era (Rs.35,001-Rs.45,000 rank);;;;;;;;&&&;;;;&&&&@(



.+*2

Top five reasons for leaving organization on the basis of different income
levels: Graphic Era (above Rs.45,000 rank);;;;;;;;;;;;;;;&&@(



.+@2

Income wise analysis of faculties in UIT College;;;;;;;&&;;;;;&&&@A



.+)2

Top five reasons for leaving organization on the basis of different income
levels: UIT College (below Rs.25,000 rank);;;;;;;;;;;;;;;&)'



.+(2

Top five reasons for leaving organization on the basis of different income
levels: UIT College (Rs.25,001-Rs.35,000 rank);;;;;;;;;;;;;&&)'




.+A2

Top five reasons for leaving organization on the basis of different income
levels: UIT (above Rs.45,000 rank);;;;;;;;;;;;;;;;;;&)0



.<'2

Experience wise analysis of faculties in DIT;;;;;;;;;;;;;;&&&)+



.<02

Top five reasons for leaving organization on the basis of different levels of
experience: DIT College (below 1 yr);;;;;;;;;;;;;;;;;&&)<



.<+2

Top five reasons for leaving organization on the basis of different levels of
experience: DIT College (1yr-2yr);;;;;;;;;;;;;;;;;;&&&)<



.<<2

Top five reasons for leaving organization on the basis of different levels of
experience: DIT College (2y-3yr);;;;;;;;;;;;;;;;;;&&&&)/



.</2

Top five reasons for leaving organization on the basis of different levels of
experience: DIT College (3yr-4yr);;;;;;;;;;;;;;;;;;&&)/



.<*2

Top five reasons for leaving organization on the basis of different levels of
experience: DIT College (above 4yr);;;;;;;;;;;;;;;&&;&&)/



.<@2

Experience wise analysis of faculties in UIT;;;;;;;;;;;&&;;&&)*



.<)2

Top five reasons for leaving organization on the basis of different levels of
experience: UIT College (below 1 yr);;;;;;;;;;;;;&;;;&&)@



.<(2

Top five reasons for leaving organization on the basis of different levels of
experience: UIT College (1yr-2 yr);;;;;;;;;;;;;&;;;;&&)@



.<A2

Top five reasons for leaving organization on the basis of different levels of
experience: UIT College (2 yr-3 yr);;;;;;;;;;;;&;;;;;&))



./'2

Top five reasons for leaving organization on the basis of different levels of
experience: UIT College (3 yr-4 yr);;;;;;;;;;;&;;;;;;&))



./02

Top five reasons for leaving organization on the basis of different levels of
experience: UIT College (above 4 yr);;;;;;;;;;&;;;;;;&&))



./+2

Experience wise analysis of faculties in Graphic Era;;;&&;;;;;;;&)(



./<2

Top five reasons for leaving organization on the basis of different levels of
experience: Graphic Era College (below 1yr);;;;;&;;;;;;;;&&)A



.//2

Top five reasons for leaving organization on the basis of different levels of
experience: Graphic Era College (1 yr-2 yr);;;;;&&;;;;;;;;&&&)A



./*2

Top five reasons for leaving organization on the basis of different levels of
experience: Graphic Era College (2 yr-3 yr);;;;&&;;;;;;;;;&&&('



./@2

Top five reasons for leaving organization on the basis of different levels of
experience: Graphic Era College (3 yr-4 yr);;;&&;;;;;;;;;;&&&('



./)2

Top five reasons for leaving organization on the basis of different levels of
experience: Graphic Era College (above 4 yr);;&&;;;;;;;;;;&&&&('




.02



Gender wise classification;;;;;;&&;;;;;;;;;;;;;;&&/+




.+2



Age wise classification;;;;;;;;&;;;;;;;;;;;;;&&&&/<




.<2



Department wise classification;;;&&;;;;;;;;;;;;;;;&&&//




./2



Income wise classification;;;&;;;;;;;;;;;;;;;;;&&&/*




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Marital status wise classification&;;;;;;;;;;;;;;;;;;/@




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Domicile Status of faculties;;;;;;;;;;;;;;;;;;;;&&/)

 
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