ANALYSIS OF EMPLOYEE ATTRITION AND

STRATEGIES FOR EMPLOYEE RETENTION IN

THE IT SECTOR

FINAL YEAR DISSERTATION REPORT SUBMITTED TO

UTKAL UNIVERSITY
BHUBANESWAR, ODISHA

In partial fulfillment for the award of the Degree of Master of

Business Administration.
Adm

Submitted By;
RAJESH KUMAR SINGH
Roll No.- 43709V22017

Guide:

Dr. Ajodhya Gourab Mishra

Department of Business Administration

Utkal University
 CERTIFICATE

This is to certify that Mr. RAJESH KUMAR SINGH (22MBA-013),

student of MBA has successfully completed the project entitled,
“Analysis of Employee Attrition and Strategies for Employee
Retention in the IT Sector” under the guidance of Dr. Ajodhya
Gourab Mishra, in partial fulfillment of end semester examination
conducted at the Department of Business Administration, UTKAL
UNIVERSITY, VANI VIHAR.

I wish him success in his career.

Dr. Ajodhya Gourab Mishra

Department Of Business Administration
Utkal University
 DECLARATION

I, RAJESH KUMAR SINGH, student of Regular MBA in

Department of Business Administration (2022-2024), UTKAL
UNIVERSITY, BHUBANESWAR, hereby declare that this
Dissertation Project titled “Analysis of Employee Attrition and
Strategies for Employee Retention in the IT Sector” has been taken
by me as part of my studies in our MBA program of Utkal University.
The material in this project is based on my research work that has
been acknowledged in the reference page. The work done in this
project has not been submitted to any other University or Institute for
the reward of any diploma/degree course.

Date:

Place: (Signature of the Candidate)

i
 ACKNOWLEDGEMENT

This year, the dissertation project has been different rather difficult. I
would like to thank everyone who helped me and guided me in the
completion of the project through these hard times. I extend my
heartfelt thanks to Dr. Ajodhya Gourab Mishra, Department of
Business Administration, Utkal University, who was extremely helpful
in swiftly facilitating my needs and organizing a perfect learning
atmosphere. His advice and insights helped me to move ahead. I must
also duly express my gratitude to my parents and family members for
giving me the time and the resources to enable me to craft this report
to the best of my abilities.

Date: 27-04-2024

RAJESH KUMAR SINGH

Regular MBA (2022-24)
43709V22017
UTKAL UNIVERSITY

ii
 EXECUTIVE SUMMARY

Purpose- Attrition in the IT sector is currently in all-time high. It has a lot of

reasons which are unique in every category. Currently India’s some of top firms
saw a big attrition rate for their IT sector, Infosys had an attrition rate of 25.50%
while TCS and Wipro had a solid number of 15.30% and 22.70% respectively.

The study “Analysis of Employee Attrition Causes and Strategies for

Employee Retention in the IT Sector” is all-inclusive logical methodological
approaches to spot the various causes to understand why the employees in the IT
Sector leave the organization.

The study talks about the notion of attrition and the various effects related to it
in the IT sector. The idea of the study is to understand as to what are the reasons
due to which there is this huge amount of attrition in the IT sector currently. The
study also discusses certain strategies for overcoming these causes for the
attrition rate.

Methodology- The data for the study was gathered through a digital
questionnaire. Data collected was put thorough measures of reliability and
validity. The software tools used for analysis are SPSS and Excel.

Findings – The end findings mention that the most significant factors are
compensation for the current role, company culture and recognition to improve
employee retention.

Value – The study is one of the interesting studies which dives into the reasons
for the so high attrition rate currently in the IT market of India. It also helps in
better understanding the perspective of the employees as in what can be done or
made better to retain the employees in the IT Sector.

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 TABLE OF CONTENTS

Guide’s Certificate

Area Certificate

Declaration i

Acknowledgement ii

Executive Summary iii

Table of Contents iv - v

List of Tables vi

List of Figures vii

Chapter 1: Introduction 1-6

1.1 Introduction 1-4
1.2 Background 5
1.3 Problem Statement 6
1.4 Objectives of the Study 6
1.5 Need of the Study 6
1.6 Scope of the Study 6

Chapter 2: LITERATURE REVIEW 7-24

2.1 Introduction 7-10
2.2 Development and retention possibilities 10-11
2.3 Compensation and deduction 11
2.4 Working Environment and Coupling 11
2.5 Leadership and Retention Rate 12
2.6 Job Satisfaction and Retention 12
2.7 Performance charge determinations and Retention 12-13
2.8 Work-life stability and Retention 13-14
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 2.9 Employee Commitment and Retention 14
2.10 Employee Engagement and Retention 14-15
2.11 Discussions 15
2.12 Retention Strategies 15-16
2.13 Recommendations 16-24

CHAPTER-3 RESEARCH METHODOLOY 25-26

3.1 Introduction 25
3.2 Research Design 25
3.2.1 Objectives of the study 25
3.3 Sampling Technique 26
3.4 Data Analysis Tool 26

CHAPTER-4 DATA ANALYSIS 27-38

4.1 Introduction 27
4.2 Demographic Profile of the respondents 27
4.2.1 Locations of the respondents 27
4.2.2 Age group of the respondents 27-29
4.3 Reasons of employees seeking for alternative employment 30-33
4.4 Correlation analysis 34-35
4.5 Regression analysis 36-38
4.6 Findings and Recommendations 38

CHAPTER-5 CONCLUSION 39-40

5.1 Introduction 39-40

References 41-42

Annexure-1 43-48
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 List of Tables
Table No. Name of the Table Page No.

Table 4.1 Correlations based on compensation and benefits 34

Table 4.2 Correlations based on culture and work-life balance 35

Table 4.3 Variables and Model Summary 36

Table 4.4 ANOVA-Test 37

Table 4.5 Coefficients 37

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 List of Figures

Figure No. Name of the Figure Page No.

Figure 1.1 Attrition in the top three Major IT companies in India 2

Figure 1.2 Attrition rate of major IT companies discussed by industry expert 3
Figure 1.3 Job Landscape 4
Figure 4.1 Distribution by location 27
Figure 4.2 Distribution of role 27
Figure 4.3 Distribution of Experience 28
Figure 4.4 Distribution according to Relationship Status 28
Figure 4.5 Distribution according to seniority 29
Figure 4.6 Distribution according to size of the previous organization 29
Figure 4.7 Distribution to seek for an alternative employment 30
Figure 4.8 Analysis of satisfaction with the compensation and benefits
package at the previous organization 30
Figure 4.9: Analysis of open and free communication in the organization 30
Figure 4.10: Analysis of achievements recognized by the previous organization 31
Figure 4.11: Analysis of invest on regular training and development
programs for the Employee 31
Figure 4.12: Analysis of whether the role at previous organization
challenging enough 31
Figure 4.13: Analysis of whether the organization could provide
with an onsite opportunity 32
Figure 4.14: Analysis of rating the learning opportunities in the previous role 32
Figure 4.15: Analysis of rating the work culture and practices of the organization 33
Figure 4.16: Comparison of the no. of hours of the day spent working 33
at previous role
Figure 4.17: Analysis of the work life balance at the previous job 33

i vii
 CHAPTER 1: INTRODUCTION
1.1 Introduction
The retention of expert workforce has been identified as one of the most essential
elements for a corporation’s overall performance withinside the contemporary business
environment, especially for the provider enterprises wherein many humans interact. The
knowledge, talents and the abilities of employees play a very crucial role and provide
aggressive benefits to a corporation in the present ultra-modern commercial enterprise
environment.
All professionally controlled companies make a concerted attempt to attract, preserve,
and broaden the expertise pool they serve. The human sources management have
become essential, first due to their shortages and, second, due to their ever-growing
demand generated from wide varieties of developing commercial enterprises. In this
setting, an organization’s ability to preserve key and professional personnel turns into
vitally essential.

Retaining a worker withinside the organization is known as worker retention. This is

accomplished by the corporation both without delay or indirectly. When an employer
symptom a felony bond with its personnel for a fixed quantity of time, the worker is
probably without delay retained. This might also additionally reduce attrition to a few
degrees; however, it additionally will increase the Recruiting rate, ensuing withinside
the submit final open for an extended length of time.

● Employee attrition refers back to the lack of employees because of lots of reasons,
together with resignation and retirement.
● Attrition may be as a result of both voluntary and involuntary actions.
● Each enterprise has its personal set of applicable attrition rates, which may variety
among professional and unskilled employment.
● Employee attrition is frequently regarded as having a economic value because of the
expenses related to education new staff.
● Employee attrition can also be used to a corporation's benefit in unique situations,
together with counting on it to lessen exertions charges without issuing mass layoffs.

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● The reasons of Employee Attrition are: - Retirement, Financial, Life events, Career
progression, Evolution of the organization, Industry shift, Skills gap
● The elements affecting Employee Attrition are: - Age, Economy, Perks and benefits,
Industry, Lack of profession mobility and challenges, Slow profession boom of inner
capabilities, Workplace, Huge degree of strain and also absence of work and personal
life equilibrium, job timings, dullness of the same routine, Insufficient education and
improvement opportunities, Lack of activity clarity
● The methods to deal with Employee Attrition are:-Succession planning,
Organizational restructuring, Refocusing, Temporary people, Methodology

The fast digitization withinside the wake of the pandemic has pushed the call for IT
talents. From early professional IT experts to mid and senior-stage executives, the IT
tech area is brimming with possibilities proper now. Additionally, the groups are
supplying large hikes to keep talents. Many experts are transferring far from
conventional IT groups to start-ups with quicker boom possibilities.
Figure 1.1: Attrition in the top three Major IT companies in India

Source: BusinessToday.In

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“Engagement with the enterprise has visible the maximum effect withinside the beyond
few months. Organizations were in experimental mode globally to strive and decrease
the distance growing lots greater overhead throughout paintings tiers and now no longer
being capable of in reality interact with their ecosystem. There’s a number of industrial
exhilarations nowadays withinside the market. This may be visible now no longer only
for IT however additionally for commercial enterprise roles,” stated Dipesh Lakhotia,
head of analytics, Britannia Industries Limited.

Figure 1.2: Attrition rate of major IT companies discussed by industry expert

Image source: https://www.linkedin.com/in/connectwithrahuljain/

“The skills drain and the disruption during the last years has led leaders to begin
wondering and making plans their agency as a greater self-sustaining entity that is
capable of paintings seamlessly with minimum dependence on individuals,” he added.

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AI is primed for boom, and could open up a number of possibilities for India’s IT skills
pool. The call for will outstrip supply, and skilled applicants with accurate area
information may have a number of alternatives to pick out from. According to Nasscom
president Debjani Ghosh, the lack of virtual skills in India is main to excessive attrition
prices and extended wages.

Figure 1.3: Job Landscape

Image source: World Economic Forum

The shift to far off paintings has without a doubt modified the mindset. “Job safety as
an idea has additionally misplaced its which means over time.

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1.2 Background
Employee retention is a process in which employees are encouraged to stay
with the organization for as long as possible or until the project is completed.
Retention is an important component of an organization's overall talent
management strategy, which is defined as "the implementation of integrated
strategies or systems designed to increase workplace productivity by
developing improved processes for attracting, developing, retaining, and
utilizing people with the required skills and aptitude to meet current and
future business needs" (Lockwood,2006).

Employee turnover is a well-documented phenomenon. In the context of

human resources, it refers to a company's characteristic; the rate at which an
employer hires and fires employees. There are a variety of reasons why
people move from one organization to another. Turnover is the term used to
describe the loss of employees from a company. Losses due to death,
disability, downsizing, or layoffs are examples of involuntary turnover.
Voluntary turnover accounts for losses caused by voluntary separations.

Employee attrition refers to the reduction in the number of employees in a

company. Employee attrition has been a known challenge in the IT industry
for the last two decades. Employees leave organizations for a variety of
reasons. Some of the reasons include the demand for a high salary, changes
in technology or role, professional challenges, and so on. High attrition costs
the company money across multiple attributes and functions. The costs of
recruitment, training, and development add to the overall cost of employees.

The root cause of this attrition could be a misalignment between

organizational expectations and employee expectations of one another. The
purpose of this study was to examine the reasons for attrition as well as to
comprehend what employees expected from the organization. The data
collected from experienced IT professionals in various categories based on
their experience level and position in the organizational hierarchy was used
in the research. The research questions focused on employee expectations
and major reasons for attrition.
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 1.3 Problem Statement
The current study is being conducted to assess the various causes of employee

attrition in the Indian information technology sector. Attrition in IT Sector is

increasing at a great pace and it’s necessary to combat that and find out the root
cause for the same. Along with this, it is a need of the time to develop strategies

for employee retention in the IT sector.

1.4 Objectives of the Study

i. To identify major factors causing attrition in the IT sector
ii. To study the relationship between various factors and attrition rate in the IT sector
iii. To suggest employee retention strategies for IT sector

1.5 Need of the Study

This research is focusing on determining the reasons of workers desire to leave
jobs and what variables contribute to employee dissatisfaction. In India's IT
industry, attrition is at an all-time high. TCS had a 15.30 percent attrition rate in
the quarter ending December 2021, while Infosys and Wipro had 25.50 percent
and 22.70 percent, respectively. As it is well known that IT Sector is the biggest
to the Indian economy and therefore it is important to study the reasons and
suggest strategy to retain the employees.

1.6 Scope of the Study

i. Identifying the root causes of attrition can help the organization from
future damage in terms of talented employee pool

ii. The study helps in knowing the employee's preference for a job change
and identifying the major causes of dissatisfaction.

iii. This study is confined to IT Sector

iv. The study provides suggestions and strategies to improve employee

retention

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 CHAPTER 2: LITERATURE REVIEW

2.1 Introduction
Hom and Griffeth (1995) observed that a technique that encourages personnel to live
longer or till they're completely glad is referred to as worker retention. Wysocki, B
(1997) emphasised in the Society of Human Resource Management`s view that the
worker retention is the maximum talked-approximately problem in cutting-edge
scenarios. Drucker (1999) said that personnel who voluntarily surrender hobby reason to
capacity retention problems.

At the identical time, Trip, R. stated that during phrases of income, the voluntary
income of massive groups is large projects. I could make income, (i) Spontaneous or
involuntary and (ii) Beneficial or inoperable. Spontaneous fluctuations are related to
voluntary worker turnover from the business enterprise. Employees themselves select to
depart the business enterprise or go away the business enterprise. In case of unwilling
fluctuations, the business enterprise expels personnel. In different words, personnel
reluctantly go away the business enterprise. This may be because of bad ordinary
overall performance, conflict, or random employment. If you go away a poorly acting
business enterprise, the miles might be counted as worthwhile sales. When the incorrect
artist leaves, their miles are categorized as dysfunctional sales and are highly-priced for
the business enterprise.

Terence et al. (2001) discovered that there are numerous motives for employees to depart
voluntarily. Some are non-public and a few are endorsed via way of means of
organizational elements. Personal motives including private own circle of relatives issues,
profession booms, and appealing hobby gives. Organizational elements consist of loss of
merchandising opportunities, mistreatment of personnel, and discrepancies among private
and organizational values. Total sales are a high-fee problem for any business enterprise
or personality. In addition, miles are quoted approximately miracles being foretold and
sudden effects being left for extreme thought (that is, purpose). Shock may be massive,
negative, or unbiased. Positives consisting of gives of hobby and the possibility of
pregnancy, negatives including announcing good-bye to friends, low ordinary overall
performance rating, etc.

7
Fairness, consisting of partner relocation, extrude of control, etc. Maqsood Haider et al.
(2005) Excellent in a survey at Telecom Place, declaring that opposition for locating
and maintaining abilities is turning into an increasing number of fierce, and powerful
worker practices are worker retention and incredible directness. It states that it has
something to do with it. In addition, it's far broadly analyzed that lifestyle and
reimbursement have a giant effect. Training and talent improvement negatively affect
worker retention.

Abeysekera (2007) discovered that employees practices including hobby, hobby

valuation, paintings lifestyles stability and profession opportunities, supervisory sources
and repayments, and sensible records at the effect on worker retirement intentions are
those repayments. It has a amazing effect at the worker turnover rate, which become
evaluated withinside the studies that caused the hobby evaluation. Holto et al. (2008)
Note that, as quoted there, the elements that precipitated employees to live and go away
had been exclusive.

Hay Group (2009) discovered that worker involvement entails elements including
willpower and discretionary effort. Commitment is associated with personnel extra
regarding employees’ values in area of outdoor factors which have effects on the
employees whether or not or now no longer to stay or to depart. In exclusive words, this
study turn out to be concentred withinside the path of internal factors which makes the
employees to stay or move away.

Chitra Devi and Latha (2011) had done a research on employee retention in IT area. The
principal intention of the research is to choose out why employees are migrating one
from companies to a few different i.e. reasons for migration and to study the retention
blessings. Discriminate assessment tool emerge as used and resulted that the arena has
to recognition on reimbursement, interest delight and interest safety as the ones were
some of the essential tools used for retention of employees in companies.

8
Tripathi et al. (2011) attempted to study the problems faced via the professional
institutions i.e. personal and government institutions and the factors to overcome the
issues faced via them. Analysis with apprehend to personal and government institutions
for Level of interest delight, tenure of running, running surroundings, running hours,
interest switches and its reasons, college loyalty and tenure of provider and retention
tools were encouraged in this appearance at. Pay Dissatisfaction, lack of career boom
possibilities, uncomfortable artwork surroundings, unsecured interest, Loyalty is a
determinant of a teacher's mind-set in the direction of an institution. Check out the
motives given approximately why left the school to your present day profession and
why they ended their profession.

Sadaf Zahra et al. (2013) Conducting a Pakistani college survey, price range, supervisor
leadership, consultant way of life law are a number of the maximum crucial elements
for earnings goals, body of workers evaluate with recognition and repayment Is to be
done. I found out that I would not forget about a lot. From this we are able to finish that
lots much less flexibility and better color publicity will have an effect on the way of life
of cherished ones. Apart from this motivation, aggressive salaries, tracking guides,
management, and expert improvement necessities can discourage leaving the company.

Record of the Certified Personnel Education Association d. H. CIPD (2015) has

recognized the worker out issue as a push and pulls issue. When Gary Desiler and Biju
Valkki talk the direction to absolute retention, while retention problems are resolved,
they provide revenue increases, leases, careers, directions, flexibility, touchy social
policies, and worker practices. To do. He defined that excessive performance, binding
contracts, etc. can take steps to enhance retention on offers.

Duby S.K. (2016) considering the executed assessment of exploratory additives, we

suggest the usage of the approach of the vital problem. The cause for the identified
earnings is essentially primarily based totally completely on it's elements
1. Fines for administrative practices
2. Low earnings
3. Lack of guide from my cherished ones, bosses, circles,
4. coping functionality is low
5. Poor execution environment

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 6. Communication
7. Fear of interest.

Kossivi and Kalgora (2016) used numerous findings to this point to analyze various
factors of attachment, along with developmental opportunities, way of life stability,
rewards, and managed bureaucracy extracted factors along with environment,
autonomy, schooling and reform, and welfare. In their view, surveillance and
manipulate are higher studied, and elements, along with organizational tradition,
autonomy, schooling, and improvement, are much less studied. He stated the
Scope of the very last research changed into on the way to gain destiny primarily based
totally at the beauty of the workforce.

Vijayalakshmi V (2012) sought to research the elements that impact worker retention
withinside the Indian car industry. The motives for the research are as follows: See Car
Company Employee Retention Practices ii. Discover the identical vintage pleasure of
workforce in displays inside conventional contexts. Monitor the supplied instructional
and improvement possibilities and their effectiveness iv. Check the factors of reward.
The units used for that reason are Chirectangular evaluation, regression evaluation,
Mann Whitney evaluation, Kruskal-Wallis evaluation, and evaluation of variance.

Frankeiss (2008) located that rules and practices associated with the scope of ability
management, recruitment, and preservation can play a critical position in lowering
turnover on this context. Oracle Whitepaper (2012) widely states that hiring the proper
guys or women is the high-quality manner to preserve employees. Beard well and
Wright (2012) reviewed a company's systematic method to recruitment and choice and
highlighted the capacity for lowering workforce turnover.

2.2 Development and retention possibilities:

One of the important thing factors of retention is the possibility for development. The
following studies focuses particularly on possibilities for development. Horwitz et al.,
(2003), in a single look at, an critical detail of worker retention further to worker
retention is private, however as a substitute a promoting possibility that graces
workforce involvement and as a result the final results of worker retention. I
investigated.
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 Illeris (2003) emphasized the getting to know-business enterprise technique version.
This will surely make sure great getting to know of workforce in the portray
surroundings. Kroon (2013) recognized that possibilities for development ought to
growth worker involvement in maintaining workforce withinside the organization.

2.3 Compensation and deduction:

There are many research investigating the connection among reimbursement and
deduction. Some research has had a remarkable impact on salary, at the same time as
others have not. Tremblay et al. In a look at through a collection of researchers, (2006)
located that salaries associated with average overall performance had been an critical
aspect in figuring out worker retention.

Milkovich and Newman (2004) said that economic reimbursement is an crucial a part of
worker retention. Hytter (2007) concluded in a single look at that there can be a
hyperlink among reward and attachment. Some research has had little impact on
deductible payments. Valley of servants. (2009) Research has located that rewards and
benefits make contributions to attachment. Daniel EsemeGberevbie (2010) investigated
Nigerian officials

And concluded that suitable incentives want to be set to keep able personnel for basic
overall performance. Pitts et al. , (2011) determined that reimbursement predicts worker
turnover. Onyango (2014) mentioned that there's a big correlation among direct
and oblique financial reimbursement and worker retention.

2.4 Working Environment and Coupling:

Based in this consideration, Horwitz (2003) set up that the guffawing running
surroundings is a beneficial detail of cohesion. Ellet et al. , (2007) recognized that
flexibility performs an essential position in worker retention. Abrams et al. , (2008)
placed greater emphasis on portray for an surroundings in which employers can
examine and paintings. Tiwari (2012) advocated that groups in an competitive
surroundings pass their paintings surroundings ahead through adopting some of
strategies that may be systematically related to HR practices.

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 2.5 Leadership and Retention Rate:

Many research have proven that controlled style has extra benefits. Deery (2008)
advocated that one of the strategies to beautify retention and determination is providing
on the interest training opportunities to employees. Sarah Leidner et al., (2013) in this
study, it's miles highlighted that for promoting employee devotion to the company HR
practices play an vital function. It is decided in this study that providing better training
to humans consequences in employee loyalty.

2.6 Job Satisfaction and Retention:

Davy et al., (1991) in reality stated the relationship amongst interest protection, interest
pride and retention and highlighted that the consequences of loss of self assurance
among employees consequences into interest dissatisfaction. Abraham (1994) even as
comparing effectiveness of teaching, it's miles evidenced that faculties with immoderate
and medium degree of pride have been more effective than humans with low degree of
interest pride.

Koh and Goh (1995), highlighted the massive factors which have an impact on turnover
intentions which have been interest pride with understand to career growth, identity of
employer and monetary rewards and consequences showed that the higher pride over
the ones factors motives lower turnover intentions. Vijaya Mani (2010) in a study To
study worker hobby pleasure and motivation used scorecard. It is determined that if
personnel are disenchanted, it is conflict for the company to keep the informed humans
withinside the employer.

2.7 Performance charge determinations and Retention:

Both the company in addition to worker is benefited out of regular basic overall
performance appraisal. It allows personnel to understand their energy and weakness. It
furthermore allows to choose out the overall basic overall performance hole the diverse
real and the set general. It allows the character in addition to the employer in which
they're. Based at the overall basic overall performance comments, basic overall
performance of personnel maybe progressed. Performance appraisal allows in growing

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 financial (pay) in addition to non-financial blessings like rewards, reputation, profession
improvement, control aid and so on which can be a number of the critical elements in
figuring out the worker to live or go away the employer.

Ingersol Company has advanced a 360-diploma online regular basic overall

performance appraisal for regular basic overall performance assessment and that they
had finished a survey with the employer heads being interviewed like TATAS, Hyundai
Motors, Reliance Industries, Infosys, and so on. Jonathan P.et al. (2011) determined that
it is required to get keep of that ‘extra’ to encourage the personnel to live.

2.8 Work-life stability and Retention:

The stability the diverse expert life and private life is one of the elements in worker
retention. Hyman and Summers (2004) said on this examine that art work which goals
interventions into personnel’ non-public life need to exhaust them emotionally and stop
end result into excessive strain the various personnel. Noor and Maad (2008), this
examine decided out that pleasure withinside the path of art work-life stability effects in
low turnover intentions.

Deery (2008) endorsed a few retention techniques which allows in balancing the non-
public and expert life e.g. bendy running hours, ii. bendy running arrangements, iii.
imparting appropriate enough property iv. schooling possibilities, v. accurate workload,
vi. imparting appropriate enough breaks in a day, vii. Permission to take leaves
i.e.carer’s go away and sabbatical go away and so on. viii. Body of personnel praise, ix.
Inviting body of personnel households for body of personnel functions, x. fitness
possibilities, and xi. powerful control practices.

Shrotriya (2009) , it is proved on this examine that stability among expert and private
life will growth the worker productiveness and competence which in flip need to stop
end result into dedication and satisfactions. Branch (2011) contended that to beautify
worker retention, encouraging a first rate art work-life stability come to be now not the
best manner to keep personnel, however a first rate compensation shape in a aggressive
variety, profession and improvement possibilities and a few awesome elements
furthermore have a few have an impact on over it. Further, it is vital to have a stability

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 among non-public and expert art work that could beautify dedication withinside the path
of the employer.
Khairunnezam Mohd Noor (2011), on this examine correlational evaluation and
mediation evaluation were achieved. In correlational evaluation, it come to be
determined that perceived art work-life pleasure have horrific effect that permits you to
move away. In easy mediation evaluation which resulted that hobby pleasure &
organizational dedication are partial mediators in proving the connection among
artwork-life stability and cause to move away amongst academics.

2.9 Employee Commitment and Retention:

Allen and Mayor (1990) determined that during groups, personnel with sturdy/excessive
worker attachment or dedication have low turnover intentions on the equal time as in
assessment to weak/terrible worker attachment or dedication. Fitz-enz (1990)
determined in studies that worker dedication and retention can't be decided through a
unmarried trouble and it is decided through many elements. Goulet and Frank (2002)
finished a studies wherein organizational dedication in public, non-income and income
sectors were studied and it come to be decided that the people from the income location
come to be the maximum committed to their employer and subsequent committed come
to be non-income and eventually the general public location personnel. Due to extrinsic
and intrinsic
Motivation, the personnel from the general public & non-profits sectors had been
predicted to have excessive organizational dedication however they have a take a
examine resulted withinside the route of the expectancy. Rashmi (2016) defined that
during a aggressive surroundings, survival of employer turns into very difficult due to
the fact there may be growth in poaching of personnel and consequently its miles
specifically important for retaining devoted personnel in groups.

2.10 Employee Engagement and Retention:

Mike Johnson (2004) in his eel-e book “The new recommendations of engagement”
defined that one of the utmost organizational battles for the destiny 10 years and its
miles the capability of the employer to interact personnel to art work with the monetary
business enterprise of the employer successfully. This is the present day situation rely

14
presently i.e., withinside the twenty first century and nearly all of the agencies try to
collect this to their volume. Gemma Robertson-Smith and Carl Markwick (2005) in IES
Engagement survey 2005 said that interest pleasure, feeling valued and worried, same
possibility, fitness & protection, widespread carrier, ethnicity, verbal exchange and co-
operation are worker engagement drivers in agencies. Hemsley and Fraser (2008) stated
that better worker engagement effects in low turnover of personnel’ i.e. excessive
retention, excessive productiveness and profits and move decrease lower back on
investments.

2.11 Discussions:
Right person for the proper interest isn't most effective a massive project; however to hold
them is likewise some distinct wonderful hard for HR specialists. To hold and furthermore
to have dedicated personnel there aren't any any stylish HR practices determined in
agencies. From the above reviews, its miles determined that a few research had been
focused on inner elements and a few on outside elements influencing retention.
Organizations furthermore have a take a observe techniques relying on the person of the
financial enterprise and the essential thing feature to be completed thru HR branch. Singh,
S. et al. (2010) determined on this have a take a examine that go out interviews are
particularly immoderate top notch to select out the motives for an worker for leaving an
business enterprise and which in flip may also need to lessen attrition stage and bring
about boom in worker retention. Various researches have confirmed many techniques and
advice to hold the proficient personnel as a manner to hold the informed art work strain.

2.12 Retention Strategies:

John Mason (2008) completed a studies and concluded that retention techniques now-a-
days are diagnosed as essential one in maximum of the industries. He indexed out
pinnacle ten retention techniques, those are as follows:
1. Treat personnel just like the manner one treats his/her treasured clients.
2. Make the worker to fall in stay with the employer/business enterprise in which
associated with.
3. Frame sturdy techniques for retention which in the long run brings recruitment
advantages.
4. Right person for the proper interest

15
 5. Money is the use of strain however it isn't the principle reason for personnel to live.
6. To decide why worker, live and move away, shape worker committees.
7. Leadership fashion of the manipulate.
8. Recognition
9. Fun in art work teams
10. Competitive advantage packages.

Daniel EsemeGberevbie (2010) analyzed the organizational retention techniques and

worker widespread universal overall performance in banking location and resulted that
appropriate worker retention techniques assist in attaining the reason of the agencies.
The following techniques are suggestions withinside the have a take a examine:
1. Employee want to be encouraged thru manner of honest human remedy
2. Employees ought to be knowledgeable of on a everyday foundation the motives for
taking actions.
3. Implementation of guidelines and practices reflect how manipulate has a view within
side the path of personnel and the way incredible the manipulate is with the personnel
and its miles the capacity of the business enterprise to hold up the guarantees and the
integrity.
4. Regular profits package deal will increase worker retention
5. Participation of personnel in choice making technique complements retention.

2.13 Recommendations:

The following are the tips positioned forth to hold personnel after reviewing numerous
studies papers:
i. Smart hiring is critical due to the truth the person to be decided on ought to be
wholesome to the interest as nicely to the business enterprise’s subculture and
it's miles very essential to hold in thoughts the qualification, abilities and
experience, diligence, manner of wondering required for the interest.
ii. The subsequent essential one is to consciousness on training and
iii. improvement. Identifying the education want and giving suitable education to
the personnel reason them to decorate their abilities and encourage them to gain
better positions.
iv. It is the most responsibility of the HR experts to encourage, recognize and
apprehend the paintings of the personnel.
16
 v. It is vital to behavior a survey to degree the delight diploma of personnel in
agencies. The cause in the back of that is that this could assist in expertise the
delight diploma of the personnel and steps may be taken to enhance the delight
diploma.
vi. It is particularly essential to behavior go out interview to pick out the motives in
the back of leaving of personnel in agencies. This must assist in strengthening
the techniques for worker retention Mutual consider some of the enterprise and
worker ought to be created so that it will deliver a experience that personnel area
part of the employer and they're running not high-quality for his or her gain
however furthermore for the gain of the employer and further to for the gain of
the society.
vii. HR managers can behavior surveys and interviews to pick out the difficulty of
worker hobby withdrawal. Apart from this statement moreover can be beneficial
in figuring out such trouble. This can be beneficial to cast off the bad elements
of hobby and will boom the exceptional elements.
viii. To keep away from monotony of labor in a few jobs, a laugh associated
activities, games, get collectively, pressure control packages may be organized.
ix. Work from domestic may be endorsed in organizations in which there may be
no crèche facility that would boom the morale of the woman personnel.
x. There ought to be a stability some of the worker’s personal lifestyles and expert
lifestyles i.e. artwork-lifestyles stability play a crucial feature in retention due to
the truth this could bring peace to the personnel. Flexi-timings moreover can be
endorsed a good way to enhance artwork-lifestyles stability.
xi. Equality and equity remedy the various personnel need to create a feel that
everybody is dealt with as one and the identical i.e. there may be no bias the
various personnel. Employee retention is not an unexplored vicinity. Many
experts, authors and researchers have examined, explored and studied many
elements on this location of observe.

Eyster, et. al. (2008) stated that pastime flexibility on the aspect of worthwhile career
and life options, is a vital incentive for all employees. Participation in Decision-Making
and Retention Strategy Hewitt (2002) has referred to that cutting-edge businesses
typically continues its employees well informed about all the essential affairs of its
business organization and includes them in choice-making the least bit levels that might

17
make the maximum the talents of its employees. Supporting the view Noah (2008)
decided in his research that employee involvement in choice-making helps in
developing a experience of belongingness a number of the employees, which helps in
developing a fantastic congenial working environment and contributes withinside the
path of building a fantastic corporation-employee relationship.

Work-Life Balance and Retention Strategy Work-life balance is increasingly more extra
essential for engagement and influences retention.Hymanet.al.,(2003) in their empirical
research withinside the United Kingdom decided that interventions of exertions wishes
into private life (e.g. working withinside the direction of the week-end) resulted into
heightened pressure and emotional exhaustion a number of the employees. Work-life
balance is increasingly more extra essential for engagement and influences retention. In
a examine achieved thru the Australian telework Advisory Committee(2006) it is been
decided that 70% of businesses that incorporated teleport options stated a number of
outstanding advantages, inclusive of prolonged business organization productivity and
reduced costs, advanced employee flexibility and art work life balance, and prolonged
employees participation.

According to Finn (2001) pastime satisfaction is the extent to which the employee is
happy collectively alongside together along with his present artwork and the degree to
which his need and goals happy are happy thru the pastime. Arnett, Laverie and
McLane (2002) decided that employee satisfaction is associated with first rate employee
behaviour consisting of getting a patron orientation. Job satisfaction can be a prime
contribution element for the fulfillment of a provider company business enterprise. It is
axiomatic that happy employees usually generally tend to purpose happy guests.

Opkara (2002) decided that pastime satisfaction is the cease end result of various factors
like pay, selling, the artwork itself, supervision, relationships with co-human beings and
opportunities for promotions. Crossman and Abou-Zaki (2003) moreover agreed that
pastime satisfaction influences the satisfactory of the services the employees are
offering.

Van Dick et. al., (2004) have identified pastime satisfaction as a predictor of turnover
purpose; they argue that it's miles a mediating variable amongst organizational

18
identification and turnover purpose. According to their study, organizational
identification feeds into pastime satisfaction which in turn, predicts turnover purpose.
Guest (2004); Sillaet. al., (2005) highlighted critical factors like low pastime safety,
running conditions and the man or woman of labor, low wages and lack of selling, low
pastime autonomy right now influences the volume of pastime satisfaction of
employees.

Kim et. al., (2005); Willem et. al.,(2007) have been of the view that pastime satisfaction
includes what employee feels and perceives about its pastime and what are their
critiques on artwork, and whether or not or now no longer they revel in first rate or bad
about the pastime.. According to Hong et. al., (2005), pastime satisfaction is one of the
most often studied areas in organizational behaviour research, and it is also a crucial
variable in every research and precept of organizational revel in range from pastime
format to supervision.

Lu, While, and Barriball (2005) stated that the traditional model of pastime satisfaction
makes a speciality of all the feelings that an man or woman has about his/her pastime.
Buitendach and Witte (2005) on the other hand stated that extrinsic motivation refers to
specific factors which include pays, co-human beings and artwork conditions. Vidal
et.al.,(2007)in his study tried to installation a dating amongst turnover and pastime
satisfaction and has stated that it relates to the turnover and the position assigned to the
employees on their cross back, further to the accuracy of their expectations and impacts
their pastime satisfaction.

Al-Hussami (2008) stated that pastime satisfaction and dissatisfaction is based upon at
the man or woman of the pastime further to on the expectation what’s the pastime
supply to an employee. Al-Hussami (2008) in his study has said that if employees are
extra happy with their pastime it will enhance their ability of creativity and
productiveness; it is also right now correlated with the patron satisfaction. According to
him the low wages and lots much less pastime satisfaction are the crucial components
which may be affecting the retention. The supervisory aid, lack of apprehend and
motivation are also the attributes of the pastime dissatisfaction.

19
Abdul Rahman, Raza Naqvi and Ismail Ramay (2008) have located out that pastime
satisfaction and organizational willpower had a bad effect on turnover intentions, at the
same time as perceived possibility pastime opportunities had a large first rate correlation
with turnover intentions and is the crucial element associated with turnover purpose
among IT professionals in Pakistan. George et. al., (2008) expressed that pastime
satisfaction is a fixed of several feeling and beliefs that a person has about his
contemporary pastime. A guy or woman’s degree of pastime satisfaction and attitudes
about their jobs as a whole can range from immoderate satisfaction to immoderate
dissatisfaction. People also can have attitudes about several factors of their jobs which
include the kind of artwork they do, their co-human beings, supervisors or subordinates
and their pay.

In a research study thru Mahmoud ALHussami (2008) on pastime satisfaction among

nurses, it is been concluded that there exists a first-rate correlation existed many of the,
pastime satisfaction and specific variables like organizational willpower, organizational
aid, degree of training, and transformational management. Nurses are more likely to be
devoted to the organization at the sametime as they are provided a proportionate amount
of pastime autonomy and equitable workloads.

In research, RizwanQaiser Danish and Ali Usman (2010), they have expressed and
decided that promotional opportunities, proper reward and compensation, pastime safety
and proper supervision further to cooperation from the supervisor can act as accurate
motivator for the employees and can purpose pastime satisfaction. Lane et. al., (2010)
decided that pastime satisfaction is a complex phenomenon it is inspired thru factors
like profits, running environment, autonomy, communication and organizational
willpower.

Another critical study made thru Dr. Samina Nawab and Komal Khalid Bhatti (2011) on
have an effect on of compensation on employee satisfaction in educational place located
out that compensation manage can effect Job satisfaction and employees’ organizational
willpower. For the usage of employee’s completely, capacity organization can use
employee compensation as technique for enhancing employee’s Job satisfaction.

20
Another critical research study made thru Ahmad Faisal Mahdi et. al., (2012) on a
sample of 32 executives and non-executives employees it is been decided that every
intrinsic further to extrinsic components of pastime satisfaction have a bad impact on
turnover purpose of employees. It has been decided that, the intrinsic satisfaction is
substantially inversely correlated with turnover purpose in contrast to the extrinsic
satisfaction.

In an empirical study completed thru AlamdarHussain Khan et. al., (2012) withinside
the self-maintaining medical institutions of health department of Pakistan it is been
concluded that factors of pastime satisfaction which include pay, selling, pastime safety
and safety, running conditions, pastime autonomy, dating with co-human beings, dating
with supervisor, and nature of the artwork substantially have an impact at the volume of
pastime satisfaction.

Javad Eslami and Davood Gharakhani (2012) mentioned in their study of characteristic
of pastime satisfaction on organizational willpower that pastime satisfaction have first
rate and large consequences on organizational commitments Employee Turnover Price
(1977) defines the term “turnover”: the ratio of the variety of organizational people who
have left withinside the route of the period being considered divided thru the not
unusual place variety of humans in that organization withinside the route of the period.
Many researchers have tried to answer the question as to what determines humans’
purpose to stop thru investigating viable antecedents of employees’ intentions to stop.
Until date, there has been little consistency in findings, it is partly due to the style of
employed protected thru the researchers and the shortage of consistency in their
findings. Therefore, there are various reasons why humans stop from one organization
to a few different or why humans depart organization.

Chruden (1980), Testa (2008) in their studies have decided that immoderate turnover
charges of expert professionals can pose as a danger to the industrial company or
organization, due to human capital (the kind of competencies, education and know-how)
cost. Notably, given the natural specialization of expert professionals, the ones
employees are probable to be reemployed withinside the equal company thru a
competitor.

21
Price and Muller (1981) decided that pastime dissatisfaction inspired actual turnover in
a roundabout manner through its direct effect on turnover purpose. Schervish (1983)
come to be of the view that accurate close by labour market conditions beautify
organizational stability. The fundamental motives of immoderate labour turnover in an
organization are poor personnel policies, poor recruitment policies, poor supervisory
practices, poor grievance techniques, or lack of motivation. All the ones factors suggest
that there can be no proper manage practices and policies on personnel subjects
therefore the employees are not recruited scientifically, selling insurance of the
organization isn't always communicated to the employees properly, no grievance
techniques are there withinside the organization and as such the employees makes a
choice to stop.

Many researchers which include DeMicco and Giridharan (1987); Dyke and Strick
(1990); Cantrell and Saranakhsh (1991); Denvir and Mcmahon (1992) have mentioned
that hobby need to be paid to the issue of turnover because of the truth turnover has
some large consequences on groups. Zedek and Mosier, (1990) have mentioned that the
issue of employee turnover has been very important and critical to managers,
researchers and human beings. Idson and Feaster (1990) have stated that huge groups
can provide employees with better possibilities for improvement and higher wages and
therefore ensure organizational attachment.

Jackson (1981) and Steer (1991) have stated in their studies that immoderate turnover is
due to sadness with the artwork, inadequate compensation, dangerous and perilous
conditions, unrealistic expectations, beside the factor strategies or gear, and poor
candidate screening. Other motives are lack of career opportunities and disturbing
conditions, dissatisfaction with the pastime-scope or struggle fare with manage.
Alexander et. al., (1994) come to be of the view that in groups wherein there was a
immoderate degree of inefficiency there was moreover a immoderate degree of frame of
people turnover.

From the element of view of Susskind at el., (2000) turnover problem should be dealt
with careful strategies totally that specialize in human beneficial aid issues. According
to Abassi et. al. (2000) employee turnover is the rotation of human beings throughout
the labor market; amongst groups, jobs and occupations; and many of the states of

22
employment and unemployment. Zuber, (2001) decided that employees are more likely
to stay at the same time as there can be a predictable artwork environment and vice
versa. Zuber moreover stated that instable organization have a immoderate degree of
employee turnover. Trevor ( 2001) posit the view that practical humans whose typical
overall performance is proper in their jobs are believed to get extra employment
opportunities than those of not unusual place or poor employees and as such are more
likely to leave their jobs.

Kevin et. al. (2004) has stated that not withstanding the truth that, there can be no
widespread framework for understanding the employee’s turnover technique but a
substantial range of factors are useful in predicting employee turnover. In the view of
Firth et. al. (2004), the revel in of pastime related strain (pastime strain), the range
factors that purpose pastime related strain (stressors), lack of willpower withinside the
organization; and pastime dissatisfaction make employees to stop.

Manu et. al. (2004) argued that for monetary reasons employees stop from organization.
Using monetary model, they showed that humans stop from organization due to
monetary reasons and people can be used to assume the labour turnover withinside the
market. Costello (2006) come to be of the view that after corporations hire the superb
humans, new competencies hired and veterans are enabled to gain company desires,
maximizing the investment of each employee. Taking the time to be aware of
employees and making them revel in involved will create loyalty, in turn decreasing
turnover, bearing in thoughts increase.

Henry Ongori (2007) has concluded in his study that employees are the long-term
investments in an organization and as such manage should encourage pastime redesign-
project autonomy, project significance and project identification, open e-book manage,
empowerment of employees, recruitment and preference must be completed
scientifically with the purpose of maintaining employees and lowering employee
turnover. Zheng and Lamond (2009) have decided out that education, size, period of
operation and the man or woman of the company are substantially related to turnover.

Babak et. al., (2010) decided in their study that beneath have an effect on of globalwide
industrial company lifestyle now business enterprise do understand the cost of loosing

23
employee even in a country wherein immoderate degree of unemployment prevails and
that they (employers) are the usage of special techniques like decentralization and
effective rewards to overcome employee turnover. A.C. Benedict et. al., (2012) has
concluded in their study on consequences of turnover that labour turnover, if now not
controlled could have its disastrous consequences. It can, now not simplest add to the
cost of the organization but the departing employees can also lure the existing
employees out of the organization. The more turnover ought to make it tough for the
organization in the usage of accurate and new employees. E. Deepa and M. Stella
(2012) has located out in their study that to reduce the employee turnover fee in an
organization, it has to pay interest extra on running condition and Safety measures
which in turn allows the organization to maintain their employees.

24
 CHAPTER 3: RESEARCH METHODOLGY

3.1 Introduction

This chapter provides the details of research methodology incorporated in the study.
The research design has been explained in the chapter. Various techniques of data
collection, from both primary and secondary sources, used for the study are discussed
briefly. The sampling techniques, sample unit and sample size are also mentioned for a
better understanding of the respondents from whom data are collected. Data analysis
tool like questionnaire has also been explained in the chapter. Data analysis methods
and tools are also discussed in detail proving a clarity on data analysis and interpretation
for this study.

3.2 Research Design

The selection of research design depends upon the purpose of experiment,

variables to be manipulated and the conditions under which the experiment is to be
conducted. On the basis of types of objective studies, the current research study
adopted is both descriptive and exploratory in nature as for fulfilling primary
objectives of the study we need to review the existing literature and understand.

3.2.1 : Objectives of the study

i. To identify major factors causing attrition in the IT sector

ii. To study the relationship between various factors and attrition rate in the IT
sector
iii. To suggest employee retention strategies for IT sector

1. Data Collection
For our research project we have collected Primary Data. Primary data is data
that is collected by a researcher from first-hand sources, using methods like
surveys. It is collected with the research project in mind, directly from primary
sources. We had circulated the form among people working in the IT Industry.
The data was collected using Google forms in the form of responses to our
questionnaire.

25
3.3 Sampling Technique

i) Sampling Technique: Probability sampling was used to the study the

attrition rate among employee in the IT Industry.
ii) Sampling Unit: Targeted individuals from age group 20-60 Years who are
working in the IT Sector
iii) Sample Size: A total sample of 201 respondents was collected

iv) Duration: 2 Months

3.4 Data Analysis Tool

I have conducted the research and analysis Linear Regression and Correlation
Analysis with the help of Excel and SPSS.

26
 CHAPTER 4: DATA ANALYSIS
4.1 Introduction
Collected primary data through the questionnaire circulated in the google form format
are analysed to get meaningful inferences and fulfillment of the objectives of this study.
Descriptive statistics are used to analyse the demographic profile of respondents….

4.2 Demographic Profile of the respondents

In this section various demographic data like location, age group, marital status etc. are
analysed and interpreted in the following manner.

4.2.1 Locations of the respondents

The following shows distribution by location, we can see maximum of the
population that is 39% of the population is working in Delhi followed by Bangalore,
Chennai and Pune.
Figure 4.1: Distribution by location

Source: Primary data

4.2.2 Age group of the respondents
The following shows distribution of age, maximum of our population that is 65.7% of
the population lie between the age group of 20-30 followed by 30-40.
Figure 4.2: Distribution of role

Source: Primary data

27
 1) Maximum population has an experience of >8 Years therefore falling into the senior
role followed by population with experience of 0.6- 2Years

Figure 4.3: Distribution of Experience

Source: Primary data

2) Around 55.2% of the population are single and rest are married

Figure 4.4: Distribution according to Relationship Status

Source: Primary data

28
 3) Maximum of the population call into the Senior Level followed by Mid and Junior
level Employees

Figure 4.5: Distribution according to seniority

Source: Primary data

4) Maximum of the Employees work for the organization > 1000 Employees
followed by population working in organization with 500-1000 Employees
Figure 4.6: Distribution according to size of the previous organization

Source: Primary data

7) Reason why people seek for an alternative employment happens to be

Compensation, Lack of Recognition, Company Culture, Family Circumstances
followed by Career Advancement

29
4.3 Reasons of employees seeking for alternative employment

Figure 4.7: Distribution according to reasons to seek for an alternative

employment

Source: Primary data

Figure 4.8 Analysis of satisfaction with the compensation and benefits package at the
previous organization

Source: Primary data

Figure 4.9: Analysis of open and free communication in the organization

Source: Primary data

30
 Figure 4.10: Analysis of achievements recognized by the previous organization

Source: Primary data

Figure 4.11: Analysis of invest on regular training and development programs for the
Employee

Source: Primary data

Figure 4.12: Analysis of whether the role at previous organization challenging enough

Source: Primary data

31
 Figure 4.13: Analysis of whether the organization could provide with an onsite
opportunity

Source: Primary data

Figure 4.14: Analysis of rating the learning opportunities in the previous role

Source: Primary data

32
 Figure 4.15: Analysis of rating the work culture and practices of the organization

Source: Primary data

Figure 4.16: Comparison of the no. of hours of the day spent working at previous role

Source: Primary data

Figure 4.17: Analysis of the work life balance at the previous job

Source: Primary data

33
4.4 correlation analysis
This technique is typically used to portray the degree and bearing of progress between
two factors.
We are utilizing SPSS to play out an assortment of measurable-based tests to identify
the correlation between factors.
Since this method permits the specialist to survey the connection between two factors,
the estimations should be stretched or proportion scaled, the Pearson relationship
coefficient examination isn't reasonable given the idea of the ongoing review and its
factors.
We're trying to figure out if there's a link Company Culture, Annual Compensation,
Recognition, Current Role, Learning Opportunity, Work Life balance and Support from
seniors.

Table 4.1: Correlation

Correlations based on compensation and benefits

Source: Primary data

34
 Table 4.2: Correlations based on culture and work-life balance

Source: Primary data

● Support from Seniors & Culture have significance < 0.05, therefore correlation
is statistically significant.
● Recognition and Compensation have significance < 0.05, therefore correlation is
statistically significant
● Work-life balance and Hours spent at work are statistically significant
as significance < 0.05
● Recognition and Role are statistically significant as significance < 0.05

35
4.5 Regression analysis
To make sense of the connection between one dependent variable and
various independent factors,
ors, regression analysis (RA) is used.
RA can likewise assist us with sorting out the amount of fluctuation in the dependent
variable made sense of by independent factors. It additionally decides the factual
meaning of the outcomes, both for the model as well
well with respect to the singular
independent factors.
Subsequently, not completely settled to use RA techniques to examine the model
underlying this review since they would assist with sorting out the impact of four
independent elements (brand, price, location, and risk) on one dependent variable
(purchase intention). The effect of one dependent variable and one independent variable
is analyzed by coefficient of determination r2 (similarly called regression coefficient).
The regression coefficient goes from - 1 to +1. A negative relationship is implied by the
number - 1, while an ideal positive relationship is meant by the number +1.

Table 4.3: Variables and Model Summary

Source: Primary data

36
 The regression coefficient r2 is 0.163 (.163*100=16.3percent), suggesting that the
model can explain the variance in the dependent variable. This also suggests that the
chosen model accounts for 16.3 percent of the variance in attrition and has a positive
association with the independent variables.

Table 4.4: ANOVA-Test

Source: Primary data

Table 4.5: Coefficients

Source: Primary data

37
 ● We have identified 7 important factors on the basis of which we have conducted
a regression analysis
● The 7 factors are Company Culture, Annual Compensation, Recognition,
Current Role, Learning Opportunity, Work Life balance and Support from
seniors
● We have considered Attrition as dependent variable and the above seven factors
as independent variable
● Using SPSS we conducted the regression analysis over the data and we
identified 3 factors whose significance was less than the usual significance level
of 0.05.
● These independent variable/ factors are Company Culture, Company and
Current Role

4.6 Findings and Recommendations

● After studying various research papers, we identified 7 factors which are

responsible to cause attrition in IT Sector, we analysed these factors
using regression and correlation. Out of the 7 factors most significant
factor responsible for regression is culture of the company and
compensation and current role.
● Correlation was applied to these factors and Support from Seniors &
Culture, Recognition & Compensation and Work-life balance & Hours
spent at work are statistically significant as significance < 0.05.
● We need to form retention strategies around these factors in order to curb
attrition among employees of IT Sector.

38
 CHAPTER 5: CONCLUSION
5.1 Introduction

The study's findings indicate that, Compensation Current Role and Culture are
significant factors for Employee Attrition. Also, depending on the different
demographic variables, the reasons mentioned by employees are dynamic in nature,
posing a significant challenge to HR professionals. The higher the attrition rate, the
lower the efficiency in achieving organizational goals, which has a direct or indirect
impact on profitability. Management must devise a strategy that takes into account all of
the factors that influence the attrition rate. While developing a strategy for crabbing
attrition, various employee perspectives should be considered, resulting in cost savings,
increased productivity, better talent acquisition, and higher talent retention, all of which
have an impact on the organization's profitability.

The Employee Retention Strategies that can be adopted are: -

● By offering change in roles in short period and salary hikes every year with little
% change in salary and also create a long-term relationship with employee. A
Provide a good hike for existing employees in order retain the valuable talent is
essential.
● Foster a pleasant work environment is equally essential, HR needs to look into
its culture and formulate strategies in order to create and maintain healthy work
environment for everyone in the organization.
● Performance-based incentives should be an important part of compensation to an
employee. Provide a good hike and better working hours is essential in order to
create the employee a work life balance.
● Good work hierarchical relationships and openness should be adopted as a part
of company’s culture in order to open any blocked communication channels
● Skill employee through regular training and development sessions and
recognizing their achievements is essential
● The relationship between superiors and subordinates should be improved,
working hours should be fixed
● Employee well-being and career advancement should be included in the
compensation and benefit package of the employee as it creates value
● Establishing clear channels of communication and working relationships
● Increased employee engagement through Employee engagement activities that
will help establish strong reliability among employees and improve senior-
junior relationship by baring down the seniority barrier.

According to research findings, the primary reasons for attrition in IT organizations are
professional growth and organizational challenges. Despite the fact that economic
39
factor are the most influential, professionals may settle for the second best criteria of
their preference, which is career growth and supportive work policies in the
organizations.

Candidates who aspire to have a better job than the one they currently have are more
interested in securing the next job. Young talent desires to work on cutting-edge
technology and functional domains. IT professionals in their early careers are less
influenced by brand name or geographical location. The majority of IT professionals
seek challenging roles and positions within organizations. Candidates and senior
professionals both believe that challenging work motivates them to stay interested in
their jobs.

Employees and organizations must be clear about their expectations for the job profile.
Any type of mismatch causes discrepancy, and employees may fail to perform their
duties. This eventually results in attrition. Organizations should be clear about their
requirements and expectations. This is beneficial to candidates to decide whether or not
to accept the job. This ultimately prevents further conflicts in the conditions of
employment.

40
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● Phillips J J and Connell A O (2008), Managing Employee Retention,
Elsevier, New Delhi.

● Ramlall S (2004), “Managing employee retention as a strategy for increasing

organizational competitiveness”, Applied HRM Research, Vol.8, No. 2,
pp.63-72.
● Scorce R A(2008), “IT management techniques for improved recruiting and
retention”, Journal of Business andPublicAffairs,Vol.2,No.1,pp.1-10
● Roy, S., & Ghosh, D.(2010,Nov2). IT majors reboot employee retention
strategies. Retrieved 26 [8] Stahl, G.(2008). Talent Management: Building and
sustaining a strong talent pipeline. Indian Management , 27.
● Sharma, R.(2012, April 13).Employee Retention-Measures and Strategies.
Retrieved Sep. 28, 2015, from www.shrm.org:
http://www.shrm.org.//employee-retention-measureand-startegies/
● Sood, V.(2014,Oct.29).Wipro launches staff retention plan to tackle attrition;
to facilitate further academic pursuits. Retrieved Sep. 19, 2015, from
articles.econmictimes.indiatimes.com:
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● Parbat, K. (2015, Jul 27). Ericsson handing out plum global jobs to Indian
managers to retain talent.

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Source: primary research questionnaire.

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