pooja project
TRANSCRIPT
A PROJECT REPORT
ON“RECRUITMENT PROSESS AND ATTRITION OF
EMPLOYEES”In
KOTAK SECURITIES LIMITED
SUBMITTED IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS FOR AWARD OF
MASTERS OF BUSINESS ADMINISTRATION OF TILAK MAHARASTRA UNIVERSITY, PUNE
SUBMITTED BYPOOJA SINGH
PRN:07208015983INSTITUTE OF BUSINESS STUDIES AND
RESEARCH, NAVI MUMBAI
1
ACKNOWLEDGEMENT
“Gratitude is the hardest of emotion to express and often does not find
adequate words to convey the entire one feels.”
Summer training is the one of the important part of MBA course, which has
helped me to learn a lot of experience, which will be beneficial in my
succeeding career.
This report reflects the contributions, insights, and labors of many
persons. Of the many people who have been enormously helpful in the
preparation of this report, I am especially grateful to Mr. Anand prakash
tripathi for giving me the opportunity to understand the process work
culture and its style of working.
I would like to thank my professors at IBSAR, NAVI MUMBAI for providing
me with their invaluable knowledge and experiential feedbacks. This
knowledge as a base helped me out of difficult times.
I would also like to thank my colleagues working with me for giving their
full support for making these projects successful. Without their support the
target was difficult to achieve.
Finally, I would also like to thank my friends, and my parents for their
love, support and motivation.
POOJA SINGH
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DECLARATION
I, Pooja Singh , Student of III-semester(human resource) institute of
business studies and research declare that the project on “Recruitment
process and Attrition Level of Employees ” is the result of my own efforts
and it is based on data collected and guidance given to me.
I have prepared it during my Summer Internship period june-
august 2009 and the Project was completed on 31 august 2009 .This report
is correct to best of my knowledge and so far has not been published
anywhere else.
POOJA SINGH
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CONTENTS
CHAPTER 1 : RATIONALE OF THE STUDY……………………………… 6-7
CHAPTER 2 : OBJECTIVE OF THE STUDY……………………………… 8-10
-TITLE OF THE PROJECT
-OBJECTIVE OF THE STUDY
-SCOPEOF THE STUDY
CHAPTER 3 : PROFILE OF THE COMPANY…………………………….11-19
CHAPTER 4 : REVIEW OF LITERATURE………………………………. 20-42
CHAPTER 5 : RESEARCH METHODOLOGY………………………….. 43-45
-RESEARCH DESIGN
-DATA COLLECTION METHODS AND SOURCES
-SAMPLING PLAN
CHAPTER 6 : DATA ANALYSIS AND ITERPRETATION……………. 46-71
CHAPTER 7 : FINDINGS…………………………………………………. 72-75
CHAPTER 8 : RECOMMENDATION AND SUGGESTION………….. 76-77
CHAPTER 9 : LIMITATION…………………………………………….. 78-79
ANNEXTURE………………...………………………………………………..80-84
BIBLIOGRAPHY……………………………………………………………… 85
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5
CHAPTER 1
Rationale Of
The Study
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RATIONALE OF THE STUDY
Summer training is one of the most important segments of any MBA
program. It helps to enhance the knowledge of the student and also
provide a platform where an individual tastes the real happening of the
corporate world and market.
Intending to specialize in Human Resource Management I took up this
project which is titled as “RECRUTIMENT PROCESS AND ATTRITION OF
THE EMPLOYEES”.
The reason behind picking up this topic was to get into a scene of human
resource management in financial sector in India. How the recruitment is
done in Kotak Securities and other broking houses and to understand the
reason behind attrition of employees in different companies. Broking
House is one of the most booming sector in today’s world as it is full of
new opportunities. I choose Kotak Securities for my training because it is
one of the most prominent players in this industry. Also its market share is
increasing.
This project would not only be beneficial for my career but it would also be
of great help for the organization as well. With the help of this project
company would be able to make out its real market position and their
standings as compared to other market players. The survey thereby
conducted will be highly beneficial to the company as they they can easily
define their set of actions.
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CHAPTER 2
OBJECTIVE OF
THE STUDY
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OBJECTIVES OF THE RESEARCH
The primary objective of this research project can actually be divided into
two parts. OBJECTIVE OF RECRUITMENT and OBJECTIVE OF ATTRITION.
Objective of taking up recruitment as a training topic can be the
recruitment section of the P & A (personnel &administration) department
employs the best in class prospective employees as per necessities /
vacancy of the organization. Recruitment process comprises of one of the
main function of any HR department.
Beside the objective of recruitment there were several other reasons why
we took up attrition as a topic too. What are the various factors involved in
the process of deciding job objectives for employed people. To analyze the
relative importance of factors discovered in last point. To find out the
similarities and differences in the decision making process for when
employee satisfaction with respect to the job profile and the organisation
changes. Find how these factors for employees are influenced by
demographic differences.
Secondary objective of the research is:
To understand other HR functions in the organization.
To understand the real employee behavior and their satisfaction
level.
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Scope of study
The study pertains to the employee of Kotak, their behavior and
satisfaction.
The study shows the employee expectation from Kotak pertaining to
their working environment.
The study also covers a important segment of attrition. Which helps
to study about the attrition rate and real reasons leading to it?
It also deals with a brief study of employee retention and
engagement.
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CHAPTER3
PROFILE OF
THE COMPANY
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COMPANY PROFILE
About KOTAK MAHINDRA GROUP
Kotak Mahindra is one of India's leading financial co, offering complete
financial solutions that encompass every sphere of life. From commercial
banking, to stock broking, to mutual funds, to life insurance, to investment
banking, the group caters to the financial needs of individuals and
corporates.The Kotak Mahindra Group was born in 1985 as Kotak capital
Management Finance Ltd.This co. was promated by Uday Kotak.
As on March 31, 2007, the group has a net worth of over Rs.3,200 crore,
and the AUM across the group is around Rs. 224 billion and employs over
10,800 employees in its various businesses. With a presence in 300 cities
in India and offices in New York, London, Dubai, Mauritius and Singapore,
it services a customer base of over around 2.6 million. The group
specializes in offering top class financial services, catering to every
segment of the industry.The various group companies include:
Kotak Mahindra Capital Company Limited
Kotak Mahindra Securities Limited
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Kotak Mahindra Inc
Kotak Mahindra (International) Limited
Global Investments Opportunities Fund Limited
Kotak Mahindra (UK) Limited
Kotak Securities Limited
Kotak Mahindra Old Mutual Life Insurance Company Limited
Kotak Mahindra Asset Management Company Limited
Kotak Mahindra Trustee Company Limited
Kotak Mahindra Investments Limited
Kotak Forex Brokerage Limited
Kotak Mahindra Trusteeship Services Limited
Kotak Mahindra Prime Limited
Kotak Mahindra Trusteeship Services Limited
Kotak Mahindra Prime Limited
BRANCHES OF KOTAK GROUP
COMPANIES NUMBER OF BRANCHES
Kotak mahindra bank 93
Kotak securities 195
Kotak mutual fund 65
Kotak life insurance 50
Kotak car financing 25
Kotak investment banking 4
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Kotak international equities 4
Kotak international 4
Kotak Securities Ltd .
Kotak Securities Limited, a wholly owned subsidiary of Kotak Mahindra
Bank is India's leading stock broking house with a market share of 8 - 9%.
Kotak Securities Limited is one of the larger players in distribution of
IPOs .It has the following accolades to it’s credit.
Kotak Securities Ltd. is India's leading stock broking house with a market
share of close to 9 % as on 31st March 2007. Kotak Securities Ltd. has been
the largest in IPO distribution. Kotak Securities Ltd is also a depository
participant with National Securities Depository Limited (NSDL) and Central
Depository Services Limited (CDSL), providing dual benefit services
wherein the investors can use the brokerage services of the company for
executing the transactions and the depository services for settling them.
kotak Securities Ltd. Is further divided as-
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We service our customers through our own offices and a large franchisee
network. The company has 862 outlets servicing over 3,60,000 customers
and a coverage of 310 cities.It has an Online presence through
Kotakstreet.com where we offer Internet Broking services, online IPO and
Mutual Fund Investments.
Kotak Securities Limited has over Rs. 3490 crore of Assets Under
Management (AUM) as of 30th September, 2007. The portfolio Management
Services provide top class service catering to the high end of the market.
Portfolio Management from Kotak Securities comes as an answer to those
who would like to grow exponentially on the crest of the stock market, with
the backing of an expert.
We give you a glimpse into Kotak Securities through this portal and
familiarize you with the organization; it’s structure, people and product
offerings and helping you know what makes Kotak Securities Limited one
of the most enterprising and value driven players in the capital markets.
Kotak Securities Ltd.
Off-line
Division
On-line
Division
FPG(Financial
Planning
Group) \ PMS
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Vision statement:
the global Indian financial services brand.
the most preferred employeer in financial services.
the most trusted financial service company.
value creation rather than size alone will be our business driver.
WORK CULTURE OF KOTAK SECURITIES:
Our code of acceptable conduct flows from our corporate vision ,which
sees us as the most trusted globally Indian financial services organization
and a preferred employer in our chosen area of business.
We see ourselves committed to:
Engaging our employees in a work environment which encourages
and nurtures our entrepreneurial talents and is free from hierarchical
constraints.
Nurturing a work ethic that is free from harassment of any kind ,be it
verbal, visual or physical.
Providing a forum that addresses grievances and concerns in
confidence and with trust.
Maintaining a work culture that protects an employee’s right to
information and treats all employees with dignity and respect.
Conducting all customer interaction with transparency ,accuracy and
quality.
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Providing knowledge and all property that belongs to the company
and its stakeholders.
Upholding the integrity of the company’brand.
Organizational structure
(MANAGING DIRECTOR)S.K.Naranayan
(EXECUTIVE DIRECTOR)D.Kanan
(DIRECTOR)Prashant Prabhakaran
(REGIONAL HEADS)
Jain rangnathan
Krishna rao
Nitesh shah
Selvon reddy
Sumitra mukhergi
Shulesh shukla
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Classification of employees in kotak securities
Kotak family consist of about 9000 employees (both onrolls and off rolls)
onrolls \offrolls employees
kotak securities comprises of both onrolls and offrolls
employees.firstly all employees are recruited as trainees and later on
basis of theire performance they are brought to kotak securities
level(k S Rolls)
Grades in kotak securities
In broad way kotak securities classifies its employees in 14 grades
i.e..T1,T2,T3,T4,E1,E2,E3,M1,M2,M3,M4,M5,M6,M7,M8,M9,M10.
Designation
T1
T2
T3 Tranniess
G T4
R E1
Execurtives A E2
D E3 Assistant manager\Deputy manager
E M4
Relationship ManagerS M5
M6 Assistant Vice President (AVP)
M7 Deputy Vice President (DVP)
M8 Vice President (V P)
M9 Senior Vice president
M10 Executive Director
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AWARDS
Finance Asia Award (2009) - Best Brokerage Firm In India
'Best Performing Equity Broker in India - CNBC TV 18' – Optimix
Financial Advisory Awards, 2008
'Best Brokerage Firm in India' by Asiamoney in 2007
‘The Leading Equity House in India’ in Thomson Extel Surveys
Awards for the year 2007
Euromoney Award (2006 & 2007) - Best Provider of Portfolio
Management : Equities
Avaya Customer Responsiveness Awards (2006) in Financial
Institution Sector
Asiamoney Award (2006)- Best Broker In India
Euromoney Award (2005)-Best Equities House In India
Finance Asia Award (2005)-Best Broker In India
Finance Asia Award (2004)- India's best Equity House
Prime Ranking Award (2003-04)- Largest Distributor of IPO's
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CHAPTER 4
REVIEW OF
LITERATURE
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Review of literature
Understanding Recruitment
Recruitment refers to the process of finding possible candidates for a job
or function, undertaken by recruiters. It may be undertaken by an
employment agency or a member of staff at the business or organization
looking for recruits. Either way it may involve advertising, commonly in the
recruitment section of a newspaper or in a newspaper dedicated to job
adverts.
Recruitment is an ongoing process and not confined to formative stages of
an organization. Employees leave organization in search of greener
pastures, some retire and some die in the saddle. More importantly an
enterprise grows, diversifies, and takes over other units – all necessitating
hiring of new personnel. In fact the hiring function stops only when the
organization ceases to exist.
In simple terms recruitment is understood as the process of searching for
and obtaining applicants for the jobs, from among whom right people can
be selected.
“It is the process of finding and attracting capable applicants for
employment .The process begins when new recruits are sought and ends
when their applications are submitted. The result is a pool of applicants
from which new employees are selected.”
Though, theoretically, recruitment process is said to end with the receipt of
applications, in practice the activity extends to the screening of applicants
so as to eliminate those who are not qualified for the job.
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What is the Purpose of Recruitment?
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing
the number of under qualified or overqualified job applicants.
Meet the organization’s legal and social obligations regarding the
composition of its workforce.
Increase organizational and individual effectiveness in the short and
long run.
Evaluate the effectiveness of various recruiting techniques and
sources.
Why is it Important?
Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short
period of time.
Begin identifying and preparing potential job applicants who will be
appropriate candidates.
The Recruitment Process at KOTAK SECURITIES is as follows:
1. Manpower Requisition Form (MRF) Generation accompanied by External
Hiring Form (EHF) – Business Manager
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A detailed job analysis is conducted to identify the skills required to do a
job, the sources which can be tapped and hence make the sourcing
focused. Hence the primary objective of the generation of Manpower
Requisition Form (MRF) is to identify what the job entails and what an
incumbent employee must posses to perform successfully on the job.
This form is to be essentially accompanied by the External Hiring Form
(EHF) which is the documented proof of the Manager’s requisition and
willingness to increase the Head Count in his / her team.
CONTENTS OF MRF
Job Description Job Specification
Job title Education
Location Industry Experience required
Job Summary Behavioral Skills
Duties Communication skills
Job role and responsibility Specific functional skills
CONTENTS OF EHF
Date of release
Name of the manager making the requisition
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Name of the Business Unit
Location at which employee would be posted
Position of the employee (Band / Grade)
Details regarding whether the employee would on company rolls or traning
Term of employment
Signatures of concerned manager(s)
Once it is known how many and what types of recruits are required,
consideration is given to:
i) Sources of recruitment to be considered
ii) Companies where the required hires may be employed – Knowing the
companies where the desired applicant would be employed helps in
sourcing the candidate on a job portal.
iii) Time for each step of recruitment – This last step helps in control and
evaluation of recruitment process. The time frame is laid down for each
step of recruitment.
This exercise gives the staffing member concerned a clear idea of the
requirement and hurdles if any.
2. Sourcing
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Following are the sources used at kotak securities. As can be seen from
the chart that the Employees Referrals are most relied upon and the least is
Consultants.
SOURCE PERCENTAGEData Base 14%Company Website 10%Job Portals 30%Employees Referrals 38%Consultants 8%
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SOURCES OF RECRUITMENT
Data Base, 14%
Company Website, 10%
Job Portals, 30%
Employees Referrals, 38%
Consultants, 8%
JOB PORTALS:
The most preferred job portal at kotak Securities is Naukri.com.
EMPLOYEE REFERRALS:
One or the biggest challenges for any company today is attracting the
right kind of talent.Kotak Securities has specific Referrals Policy.The open
positions are made open to existing employees through HRIMS i.e.Human
Resource Information Management System and also
All below mentioned details shold be provided by the referrals - employee
referred ,employee number,department, name of the candidate who is
being referred, his or her years of experience , qualification , skills ,
location .
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Rewards Provided to referrals are monetary rewards are gifted a sum of:
Rs 5000 For employees on S1 Grade
Rs 8000 For employees on trainee rolls
Rs 10000 For employees on rolls of Kotak Securities
Application of close relatives such as siblings, spouse or any other
dependent are not allowed under referrals scheme. references from VP and
above ate not considered under scheme. References from personnel
involved in the recruitment process are not eligible under this scheme.
References from human resource personnel are not eligible under the
referrals scheme.
COMPANY WEBSITE:
The open positions are also publicized on website of Kotak Securities. This
is done through the help of corporate communication department. The
details of position, contact details of staffing partner and minimum
qualifications and skills required for the job are given and response is
received at e mail address of kotak securities.com
The response received thus, is sorted as per the requirment and the rest
data is kept for meeting the future need. The details of candidates are
captured in a excel sheet and used as source of database. This is revised
on a regular basis.
The company website is an economical source of recruitment as the
internet is catching on potential employees. It is comparatively simple and
easy to operate.
DATABASE:
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The database, is maintained in a excel sheet format and consists of
resumes sent to the business manager with details of candidate’s profile,
comments of the manager, interview date etc.
If the requirement is such that a candidate found unsuitable for a position
in one business unit is found suitable for another business unit then the
candidate may be reconsidered for an opening at kotak securities.
By applying various filters of qualification, experience, position or
employer the data in the Recruitment database can be made accessible.
The only point to be taken into account is to update the database both in
terms of changed qualification of candidate and resumes sent to business
manager.
CONSULTANTS:
Consultants are another source receiving resume.as per the need for
recruitment consultants are contected these are also economical and
simple way of getting candidates
3. Pre Screening
The resumes received from various sources are to be pre-screened
before sending to the business manager. The purpose of pre-screening is
to remove from the pool of candidates, at an early stage those applicants
who are clearly unqualified for the job.
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Telephonic Pre Screen: The candidate is contacted on phone and relevant
details of profile are captured.
4. The Pre-Screened Resumes are sent to LOB / one who needs
Manpower
5. On receiving Feedback from LOB, Interview Scheduling is
done telephonically.
6. If necessary a Telephonic Interview is taken
7. Selection Process:
“Selection is the process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success in job.”
The role of selection is crucial in any organization for at least, two reasons.
--Firstly, work performance depends on individuals. The best way
to improve performance is to hire people who have the
competence and willingness to work.
--Secondly, the cost incurred in re-recruiting can be avoided if the
right personnel are selected in the first place.
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Selection is a long process commencing from preliminary interview of the
applicants and ending with the contract of employment. Selection is
influenced by several factors, the attitude of selector or panel of interview,
nature of candidate, etc.
SELECTION PROCESS AT KOTAK SECURITIES
*SELECTION TESTS
The tests that are conducted are purely technical and aim at knowing the
technical know how of the candidate. The test is conducted only for those
candidates with less than three years of experience. Following are tests
conducted :Aptitude Tests, Language (English) Tests are also conducted.
The test questions are changed every three months.(but these test are not
for all designations )
*Selection Tests (For candidates less than 3 years
of experience)
**Technical Round of Interview
***HR Round of Interview
****Selection Decision
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It is also noted if the candidate has qualified the NCFM examination
conducted by National Stock Exchange (NSE).Depending upon the
designation the candidate should be passed in their respective
exams .This examination is compulsory for all employees.
**Technical Round of Interview
The most favored selection technique used at Kotak Securities is
interview. Interview is an in-depth formal conversation conducted to
evaluate the applicant’s acceptability. It is considered to be an excellent
selection device. Its popularity is because of its flexibility; it can be
adapted to managerial, skilled, unskilled and professional employees. It
allows a two – way exchange of information, the technical team learns
about the applicant, and applicant also learns about Kotak Securities.
The selection interview consists of an extensive technical discussion,
where in the technical team asks various technical questions to the
applicant.
The applicant is also asked to make presentations, draw technical
diagrams, etc basically those employees are preferred who are skilled,
professional ,and knowledgeable.
***HR ROUND OF INTERVIEW
The HR round of interview is not just a formality. Apart from salary
discussions and negotiations, various non – technical abilities such as
ability to work under stress, decision-making skills, and time management
are assessed in the HR round of interviews.
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The HR round is to ensure that the candidate and Kotak Securitiesl are not
a mismatch in terms of work culture, aspirations etc.
After discussing the candidature with technical team HR gives its final
decision.
****SELECTION DECISION
After obtaining information through these steps, selection decision - the
most critical part of all steps must be made. The views of line of managers
will be generally considered in the final selection because it is he or she
who is responsible for the performance of new employee. The HR team
also plays a crucial role in the selection process.
8. Relevant Salary Documents are taken from the candidate to
check for Salary fitment.
9. Salary Negotiations take place after which Selection is
finalized.
10. Joining Date Negotiations
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11. Medical Test
After the selection decision and before the job offer made the candidate
has to undergo a physical fitness test those recruited above M6 grade and
below have to provide fitness certificatefrom doctor in specified manner . A
job offer is contingent upon the candidate being declared fit after physical
examination.
12. Offer Release
The final step in selection process is job offer. This offer is made through
an offer letter. The offer letter is final confirmation from Kotak Securities
as to the person has cleared all selection criteria except the medical test.
Following are the contents of offer letter:
Designation
Date of joining
Location and Business Unit
Salary Break Up
Explanation on various components
Timings of office
Documents to be brought while joining
Medical Test to be Conducted
13. Acceptance of Offer
14. Reference Checks
Kotak Securities requests the names, addresses and occupations for the
purpose of verifying information and perhaps gaining additional
background information on an applicant. Although listed on the application
form, references are not usually checked until an applicant has
successfully reached this stage in the sequential selection process.
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Previous employers, colleagues can act as good references.
Reference check serves two purposes
To gain insight about the potential employee from people who
have previous experience with him or her.
To assess the potential success of a prospect.
15.Appointment Letter Release (issued after medical formalities are completed)
16. Joining Formalities includes Relevant Documents
Submission and Induction of the employee into the
Organization.
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The above described process can be viewed as follows: L
Database Updating
Staffing TrackMRF date, PositionReporting manager, Location
Not Relevant
Recruiter’s database Relevant Resume Sent Date
Not Suitable Name, Years of Experience, Present
Feedback received Shortlisted Date, Source of
Resume
RejectedRC Database - Date Of Interview, Panel
Status of Candidate Selected
Rejected After HR Round RC Database -
Status ofCleared HR Round Interview
MRF – Understand the requirement
Identify Sources of Resumes – internal as well as external.
Pre Screen - Telephone Screen by Staffing Partner
Resumes sent to Business Manager
Selection Process – Written test, Personal Interview, Video Conference (Depending on the case)
HR Round of Interviews- Behavioral Assessment, Salary Fixation of candidate and Reference Checks
Employee Hiring Form and Offer Letter
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RC - Database Cleared EHF & Offer
Date
Accepted Staffing TrackSalary – Expected
And Offered, EHF Rejected the offer Date, Offer Letter
Date, joining date
STAFFING TEAM AT KOTAK SECURITIES
The staffing team consists of three members allocated to the various
business units. Mr Manish Kumar – Head Human Resource , manages the
staffing team. The minimum qualification required for staffing business
partner is a post graduation in HR or personnel management and at least
one year of experience in recruitments.The recruitments for North are
conducted by tabasuum jahan and avantika sharma.
The role of staffing business partner would consist of everything from
sourcing resume to final salary negotiations and generation of offer letters.
The limits laid down with respect to the allocation of business units are
not rigid. In fact, the staffing partners help each other and work as a team.
This is the reason the induction given a Kotak Securities consists of
introduction to all business units and business procedures.
UNIQUE FEATURES OF RECRUITMENT AT KOTAK SECURITIES
Medical Tests, Appointment Letter and Joining Formalities
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--TRAINING TO THE STAFFING TEAM
Training is provided on various competencies such as selection
techniques, improving interviewing abilities, interpreting a Predictive Index
Graph, etc.
--AVAILABLE INFRASTRUCTURE
The infrastructure available in terms of printers, scanner and a pool laptop
facilitates the process..
--CONSTANT EVALUATION AND CONTROL
The procedures and policies followed are constantly monitored, so that
changes can be made to further streamline the process.
Attrition Rate or Churn Rate
Defining attrition : "A reduction in the number of employees through
retirement, resignation or death"
Defining Attrition rate : "the rate of shrinkage in size or number"
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Introduction: In the best of worlds, 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
co-workers, want a change, or because their spouse gets a dream job in
another state. So, what does all that turnover cost? And what employees are
likely to have the highest turnover? Who is likely to stay the longest?
Churn rate is a measure of customer or employee attrition, and is defined as
the number of customers who discontinue a service or employees who leave a
company during a specified time period divided by the average total number
of customers or employees over that same time period.
For example:
churn rate has been an ongoing concern of telephone and cell phone services
in areas where several companies compete and make it easy to transfer from
one service to another.
Churn rate is also sometimes called attrition rate. It is one of two primary
factors that determine the steady-state level of customers a business will
support.
In its broadest sense, churn rate is a measure of the number of individuals or
items moving into or out of a collection over a specific period of time.
A clear distinction needs to be made between 'net churn' = overall loss of
subscribers or members vs. 'gross churn' = absolute disconnections. The
difference between the two measures is the number of new subscribers or
members that have joined during the same period.
As such:
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net churn (%) = gross churn (%) - new adds (%)
Example:
Given 100 members, in a given year 10 choose to leave, while 4 new members
join. At the end of the year we thus have 94 members. Gross churn = 10% New
adds = 4% Net churn = 6%
ATTRITION IN DIFFERENT COUNTRIES-
ATTRITION IN DIFFERENT COUNTRIES
US 42%
Australia 29%Europe 24%
India 18%
Global Average 24%
US 42%
Australia 29%
Europe 24%
India 18%
Global Average 24%
Scope and Importance
Increasing opportunities and employee aspirations induced by robust
economic growth have led to an unhealthy attrition rate, exceeding 20
per cent for India Inc, with services sector facing the maximum brunt, a
study shows.
An ASSOCHAM Business Barometer Survey on 'Attrition Problem in a
Growing Economy' has revealed that attrition rate at 40 per cent is
39
alarming in the services sector, while the same in manufacturing was 20
per cent.
Maximum attrition is taking place among employees in the age group of
26-30 years, while those with an experience of 2-4 years are most
vulnerable to job-hopping, the survey covering 160 HR heads noted.
Interestingly, women employees were less prone to job changing
compared to men. "For every 10 males jumping the fence there were
only two females crossing over. Even if women face the pressure of
balancing the management of their families and workplace, they tend to
be more stable than their male colleagues," 52 per cent of HR managers
surveyed said.
With India joining the globalised world of business, the movement of
workforce across national boundaries has also added to the rising level
of employee turnover, according to 72 per cent of the respondents.
The immediate gains in salary package was found to be responsible for
job change in 61 percent of the cases, growth potential was also rated
quite high as an important reason.
ATTRITION RATES IN DIFFERENT SECTORS IN INDIA
40
ATTRITION IN DIFFRENT SECTORS IN INDIA
17% 20% 23% 25% 27% 30% 32% 35%40%
44% 46%50%
0%
10%
20%
30%
40%
50%
60%
FMCG
Man
ufactu
ring
Capital G
ood
Consulta
tion IT
Teleco
m
Pharm
asutic
als
Bio Tech
nology
Servic
e
Financia
l
Aviatio
n
Retail
SECTORS
PE
RC
EN
TA
GE
Reasons for Attrition
pay and benefits
supervisory relationship
opportunity for advancement
Personal reasons including family responsibilities, illness or household
relocation.
Inadequate opportunity for training.
Workload
Inadequate opportunity for full utilization of skills
Inadequate work space and computer equipment.
HR consultants say one of the key gaps being faced by the industry is
the low level of expertise at frontline (lower-middle) management, in
managing and sustaining an ITES-BPO operation.
41
The inexperienced middle and frontline management
EMPLOYEE’S EXPECTATION:
Preference for cash in hand
Long-term benefits to ensure greater security
Comprehensive medical benefits for self and family
Life insurance
Personal accident insurance
Company car
Housing loans
In order to attract and retain a competent workforce, employers must offer
high quality jobs and working conditions that will allow employees to use their
abilities to the fullest. Employers should strive to provide specific conditions
such as:
• A pleasant physical environment where the work is performed.
• Job designs that allow employees to use their abilities in ways that
allow for professional and personal growth.
• Flexible schedules that are family-friendly and enhance the
professional and personal lives of employees.
• A work environment where individual rights are protected.
• Teamwork and communication that allow employees to be aware of
what is occurring and to participate meaningfully in decisions
that shape organizational goals and their own careers.
42
Employee Engagement
“The more the Employee Engagement, The less is the Attrition and The Less is the
Employee Engagement, The more is the Attrition”
Employee Engagement is defined as a positive attitude or thinking
exhibited by the
employee towards the organization and its core as well as business values.
The more the employer works with the employees to develop an emotional
bonding
towards the organization through every possible means, the more is the
employee
engagement percentage.
The diagram sourced from IES, depicts the important drivers of employee
engagement
43
CHAPTER 5
44
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
MEANING OF RESEARCH: -
Research is an art of scientific investigation.
Research means “a careful investigation or inquiry specially through
search for new facts in any branch of knowledge.”
The project titled, as “RECRUITMENT PROCESS AND ATTRITION OF
EMPLOYEES” required research to be done.
45
RESEARCH DESIGN
The research is primarily both exploratory as well as descriptive in nature.
The sources of information are both primary & secondary.
A well-structured questionnaire was prepared and personal interviews were
conducted to analyze the recruitment and work satisfaction of employees
which may lead to attrition.
This can be divided into two major parts
1. Brainstorming
2. Survey (Questionnaire)
Brainstorming
I brainstormed for factors drawing largely on the personal experience of
the group members. The major influencers that we came up with were:
Demographics
Industry segmentation
Job satisfaction
Job level
Miscellaneous influences
Questionnaire (Survey)
The design of questionnaire is of paramount importance. It will be used to
translate the information needed into a set of questions that the
respondent could answer and the answers thus obtained could in turn
yield the desired result. Questionnaire attached separately
SAMPLING METHODOLOGY
46
Sampling Technique: Initially, a rough draft was prepared keeping in mind
the objective of the research. A pilot study was done in order to know the
accuracy of the Questionnaire. The final Questionnaire was arrived only
after certain important changes were done. Thus my sampling came out to
be judgmental and continent
Sampling Unit:
The respondents who were asked to fill out questionnaires are the
sampling units. These comprise of employees of Kotak Securities and
employees of different organization in same trade.
Sample size:
The sample size was restricted to only 100, which comprised of mainly
people from different regions of Varanasi. Which comprised of top level
management for recruitment part and all present employees for attrition
part.
Sampling Area :
The area of the research was VARANASI ZONE, UTTAR PRADESH.
Secondary data:
(i) Data collected for companies from various site available of the
companies included in research.
(ii) Data collected from reports prepared earlier by HR department.
CHAPTER 6
47
DATA ANALYSIS AND
INTERPRETATION
DATA ANALIYSIS AND INTERPRETATION
48
1) What is the Size of your Recruitment Team? (Number of Members)
Following data about size of the recruitment team in a particular company
was obtained from different companies to know the variance in the number
of recruitment team with respect to need of openings and size of
organization.
Size of recruitment team
3
54
7
3
012345678
Comany
Siz
e
ORGANIZATIONSIZE OF
RECRUITMENT TEAMReligare 3Unicon 5
Angel Broaking 4Reliance Money 7
Kotak Securities 3
49
2) On an Average, how many Requirements / Open Positions would a Recruiter handle in a Month
Data below gives information about the number of open positions handled
by a recruiter in a month on an average.
ORGANIZATIONOPEN POSITIONS CATEGORY NO.
Religare 8 to 12 Less than 5 1Unicon 4 to 10 5 to 10 (KS) 2
Angel Broaking Less than 5 10 to 15 2
Reliance Money 12 to 1515 and Above 0
Kotak Securities 5 to 10 Table 2
0
0.5
1
1.5
2
Open Position Handled
Less than5
5 to 10(KS)
10 to 15 15 andAbove
Scale
Open Position Handled By One Recruiter
50
3) On an Average, how many Skill Sets does One Recruiter handle at any given time?
Information regarding, how many skill sets one recruiter handles at a given
time on an average can be understood from the following data.
ORGANIZATION SKILL SETS CATEGORY NO.Religare 5 to 7 2 to 4 2Unicon 2 to 4 5 to 7 (KS) 2
Angel Broaking 2 to 4 7 to 10 1Reliance Money 7 to 10
Kotak Securities 5 to 7
0
0.5
1
1.5
2
Number Of Skill Sets
2 to 4 5 to 7 (KS) 7 to 10
Scale
Number of Skill Sets Handled By One Recruiter
51
4) On an Average, how many Closures in a Month by a Recruiter?
Following data gives the information about number of closures by a
recruiter in a month on an average.
ORGANIZATION CLOSURES CATEGORY NO.Religare 10 and Above Less than 5 1Unicon Less than 5 5 to 10 (KS) 2
Angel Broaking 5 to 10 10 and Above 2Reliance Money 10 and Above
Kotak Securities 5 to 10
Table 4
0
0.5
1
1.5
2
Number Of Closures
Less than 5 5 to 10 (KS) 10 and Above
Scale
Number Of Closures In a Month
Fig 4
52
5) What are Means of Recruitment (State the Preference / Order of Use)
Data tabulated below shows the preferences given by recruitment team to
usage of different means of recruitment in different companies.
Means\Org. Job Portal Database Advertisement Ext Referral Int Referral ConsultantsReligare 5 1 6 3 2 4Unicon 5 6 4 1 2 3
Angel Broaking 5 2 3 4 1 6Reliance Money 1 2 6 5 4 3
Kotak Securities 2 5 6 3 1 4
Use Of Means Of Recruitment
0
1
2
3
4
5
6
7
1 2 3 4 5 6
Means
Ran
kig
Reigare
Unicon
Angel Broaking
Reliance Money
Kotak Securities
Fig 5
53
6) Are the Members of the Recruitment Team given Incentives for
Successful Hiring?
Some companies prefer to give incentives to recruitment team for
successful hiring and some don’t. Differentiation can be observed form the
following data.
ORGANIZATION REWARDS CATEGORY NO.Religare NO YES 1Unicon NO NO (KS) 4
Angel Broaking YESReliance Money NO
Kotak Securities NO
Table 6
Rewards To Recruitment Team For Hiring
1
4
YES
NO (KS)
Fig 6
54
7) What are the Incentives given for Employee Referrals / Internal
Referrals?
Incentives are given to employees referring the candidates for opening in
the company. Type of incentive is mentioned in given below information.
ORGANIZATION INCENTIVES CATEGORY NO.
Religare None Gift Vouchers 0
Unicon NoneMonetary Rewards (KS) 2
Angel Broaking Monetary Rewards Others 0
Reliance Money None None 3
Kotak Securities
Monetary Rewards
Table 7
Gift
Vouchers
Moneta
ry
Rew
ard
s (
KS
)
Oth
ers
None
S10
0.51
1.52
2.53
Number Of Companies
Incentive Type
Type Of Incentives GivenTo Referals
55
8) Incentives that are given to the Employees:
In what range the incentives are give for employee referrals in different
companies can be understood by given below data.
ORGANIZATION REWARDS CATEGORY NO.Religare ….. Position Specific 0Unicon ….. Fixed (KS) 2
Angel Broaking Fixed Not Applicable 3Reliance Money …..
Kotak Securities Fixed
Table 8
Value of Rewards Given To Reffering Employees
0%
40%
60%
Position Specif ic
Fixed (KS)
Not Applicable
Fig 8
56
9) If Monetary Rewards are given, then on what Scale?
Scale of monetary rewards given for employee referrals given different
companies is shown in the data below.
ORGANIZATIONREWARDS SCALE CATEGORY NO.
Religare ….. Less than 2,000 0
Unicon …… Rs.2,000 to 5,000 1
Angel Broaking B Rs.5,000 to above (KS) 1
Reliance Money ….. Not Applicable 3Kotak Securities C
Table 9
Less t
han
2,0
00
Rs.2
,000 t
o5,0
00
Rs.5
,000 t
oabove (
KS
)
Not
Applic
able
00.5
11.5
22.5
3
Scale In Rupees
Number Of Companies
Scale Of Monetary Reward (If Given)
57
10)On an Average, what is your Turn Around Time / Hiring Cycle Time
per Hiring?
Average ‘Turn Around Time’ / ‘Hiring Cycle Time’ in different companies
vary. The following data gives the information regarding different TAT in 5
companies.
ORGANIZATION TAT CATEGORY NO.
Religare B & C Less than 15 Days 1
Unicon B 15 to 30 Days 3
Angel Broaking A & B 25 to 45 Days (KS) 3
Reliance Money C & D 45 Days and Above 1Kotak Securities C
Table 10
0 0.5 1 1.5 2 2.5 3
Number Of Companies
Less than 15 Days
15 to 30 Days
25 to 45 Days (KS)
45 Days and Above
Sc
ale
Turn Around Time
Fig 10
58
11)What is your Hiring Plan? (Percentage of Use)
All the companies don’t hire the employees on their own rolls, but also use
other ways of hiring. Following data helps to understand the hiring plan of
different companies.
ORGANIZATION HIRING RATIO Company Rolls Contractors Others
Religare 60 40 0Unicon 30 70 0
Angel Broaking 100 0 0Reliance Money 50 50 0
Kotak Securities 40 60 0
60 40 0
30 70 0
100 00
50 50 0
40 60 0
0 20 40 60 80 100
Companies
Reigare
Unicon
Angel Broaking
Reliance Money
Kotak Securities
per
cen
tag
e O
f H
irin
g
Sty
le
Hiring Plan
12) What is your Current Hit Ratio?
59
Current Hit ratio in different companies can be observed from the
information given below.
ORGANIZATION CURRENT HIT RATIO
Interviewed JoinedReligare 10 1Unicon 10 2
Angel Broaking 10 3Reliance Money 10 1
Kotak Securities 10 4
Table 12
Current Hit Ratio
02468
10121416
Reigare Unicon AngelBroaking
RelianceMoney
KotakSecurities
Companies
Rat
io Joined
Interviewed
Fig 12
60
13)What is the Ratio of Offers Vs Joinees?
Ratio of Offers Vs Joiners information is given in the data below.
ORGANIZATION
RATIO OF OFFERS Vs JOINEES
Offered AcceptedReligare 10 9Unicon 10 7
Angel Broaking 10 7Reliance Money 10 9
Kotak Securities 10 8
Table 13
10 9
10 7
10 7
10 9
10 8
0 5 10 15 20
Ratio
Reigare
Unicon
Angel Broaking
Reliance Money
Kotak Securities
Co
mp
any
Offer VS Accepted Ratio
Offered
Accepted
Fig 13
61
1). To which company do you belong?
Different Employees were Surveyed For Understanding
attrition .Percentage Of Employees Surveyed From Different Companies
ORGANIZATION PercentageReligare 15%Unicon 10%Angel Broaking 10%Reliance Money 15%Kotak Securities 50%
Table 14
0%5%
10%15%20%25%30%35%40%45%50%
Percentage
Reigare Unicon AngelBroaking
RelianceMoney
KotakSecurities
Companies
Percentage Of Employees Surveyed From Different Companies
Fig 14
62
2). What is the attrition rate of your company?
Attrition rate in Companies vary Due To Many Reasons. Attrition Rate Of
Different Companies are as Following..
ORGANIZATION Attrition rateReligare 40%Unicon 20%Angel Broaking 20%Reliance Money 15%Kotak Securities 25%
Table 15
0%
5%
10%
15%
20%
25%
30%
35%
40%
Attrition Rate
Reigare Unicon AngelBroaking
RelianceMoney
KotakSecurities
companies
Attrition rate Of Dirrerent Companies
Fig 15
63
3). What is the reason behind the attrition in your organisation?
Different Employees Have Different Reasons to Move From One Company
to Other.Diffrent Reasons For Attrition In different Companies Are As
following..
Reason Percentage
Religare UniconAngel Broaking
Reliance Money
Kotak Securities
Salary Package 60% 65% 80% 60% 55%Location Preference 10% 10% 5% 10% 5%Career Advancement 20% 20% 10% 20% 30%Any Other 10% 5% 5% 10% 10%
Table 16
Reason Behind Attrition of Employees
0%10%20%30%40%50%60%70%80%90%
Reasons
Per
cent
age
Salary Package
Location Preference
Career Advancement
Any Other
64
Fig 16
65
4). Do you maintain any record of the employees who are leaving the organisation?
Following data shows that Companies Do Maintain Records Of Employees
Who are Leaving the Organisation
RECORDSORGANIZATION YES NOReligare 100% 0%Unicon 100% 0%Angel Broaking 100% 0%Reliance Money 100% 0%Kotak Securities 100% 0%
Table 17
0%10%20%30%40%50%60%70%80%90%
100%
Percentage
Reigare Unicon AngelBroaking
RelianceMoney
KotakSecurities
Companies
Records Of Employees Leaving Organisation ( YES / NO )
YES
NO
Fig 17
66
5). Do you conduct exit interviews?
Following data shows information regarding Exit Interviews Of Employees
In Different Companies .Whether they are conducted or not.
RECORDSORGANIZATION YES NOReligare 100% 0%Unicon 100% 0%Angel Broaking 100% 0%Reliance Money 100% 0%Kotak Securities 100% 0%
Table 18
Rei
gare
Uni
con
Ang
el B
roak
ing
Rel
ianc
e M
oney
Kot
ak S
ecur
ities
0%
20%
40%
60%
80%
100%
Percentage
Companies
Exit Interview ( YES/ NO )
Fig 18
67
6). What kind of effect do they have on you?
Employees Have Positive, Negetive Or No Effect on Employees . Following
data shows Effect On Employees In Different Companies.
Companies Postive negetive No EffectReligare 80% 20% 0%Unicon 50% 50% 0%Angel Broaking 55% 35% 10%Reliance Money 90% 10% 0%Kotak Securities 70% 25% 5%
Table 19
0% 20% 40% 60% 80% 100%
Percentage
Reigare
Unicon
Angel Broaking
Reliance Money
Kotak Securities
Com
pani
es
Effect On Employees Due To Attrition
68
7). What measures have you taken up to minimise the attrition rate in your company?
Following are the Measures taken up to minimise the attrition rate in
Different company.
Measures/Company
Reigare UniconAngel Broaking
Reliance Money
Kotak Securities
Revision of the 15% 20% 30% 35% 25% Salary Promotion 10% 30% 20% 40% 35%Increased 25% 10% 35% 30% 10%Technology Tech training 25% 25% 20% 30% 20%programmes Any other 25% 15% 30% 30% 10%
Measures taken To Minimise Attrition
0%5%
10%15%20%25%30%35%40%45%
Measures
Per
cen
tag
e/co
mp
any
Reigare
Unicon
Angel Broaking
Reliance Money
Kotak Securities
69
9). What type of training programme are being undertaken by you?
Following Are Training Programme undertaken By Companies For
Retaining the Employees.
Religare Unicon
Angel Broaking
Reliance Money
Kotak Securities
Simulation 45% 25% 12% 18% 15%Method Lecture method 5% 30% 25% 40% 50%Case study 25% 10% 35% 30% 10%Method On the job 25% 25% 20% 30% 15%Training. Any other 0% 30% 40% 30% 10%
0%5%
10%15%20%25%30%35%40%45%50%
Percentage
Simulation Casestudy
Training.
Methods
Traning Programmes Given To Employees
Religare
Unicon
Angel Broaking
Reliance Money
Kotak Securities
ANALYSIS REGARDING ATTRITION
70
To test the general Hypothesis of Salary being the most influential factor for Attrition, we applied certain Hypothesis test.
The Independent-Samples T Test procedure compares means for two groups
of cases. Ideally, for this test, the subjects should be randomly assigned to
two groups, so that any difference in response is due to the treatment (or
lack of treatment) and not to other factors. This is not the case if you
compare average income for males and females. A person is not randomly
assigned to be a male or female. In such situations, you should ensure that
differences in other factors are not masking or enhancing a significant
difference in means. Differences in average income may be influenced by
factors such as education (and not by sex alone).
The Independent-Samples T Test procedure tests the significance of the
difference between two sample means. Also displayed are:
for the difference between the two variables (95% or a value you specify)
Descriptive statistics for each test variable
A test of variance equality
A confidence interval
71
The Descriptive table displays the sample size, mean, standard deviation,
and standard error for the groups.
The procedure produces two tests of the difference between the two groups.
One test assumes that the variances of the two groups are equal. The Levene
statistic tests this assumption.
The t column displays the observed t statistic for each sample, calculated as
the ratio of the difference between sample means divided by the standard
error of the difference.
The df column displays degrees of freedom.
The column labelled Sig. (2-tailed) displays a probability from the t
distribution with 251 degrees of freedom. The value listed is the probability of
obtaining an absolute value greater than or equal to the observed t statistic,
if the difference between the sample means is purely random.
The 95% Confidence Interval of the Difference provides an estimate of the
boundaries between which the true mean difference lies in 95% of all
possible random samples of 250 employed people.
Since the significance value of the test is less than 0.05, you can safely
conclude that the average employees’ leaving the job is not due to chance
alone. The priority of changing the job is as follows
1. Opportunity for advancement
2. Connection between pay and performance
3. Salary
72
CHAPTER 7
FINDINGS
73
FINDINGS
1. From fig 1 it is observed that the size of recruitment team in an
organization varies from 3 – 7.Reliance Have On an Average have
Higher Number Of Team Members It Can Be Concluded That
Companies that companies have Large Or Small team Depanding On
Number Of Employees, Areas Of Coverage, and Policies of the
Companies.
2. On an average the open positions that a recruiter handles
varies irrespective of the type of organization and size of recruitment
team. If we compare tab 2 & tab 1, we cannot find any specific trend
followed in common. Need of employees in an organization can be
the factor deciding for the size of recruitment team and number of
openings handled by any single team member.
3. If we observe tab 1 & tab 3 closely, we can come to the
conclusion that normally companies with Higher number in
recruitment team handle more skill sets and vice-versa. Excluding
exceptions. Time required to close any position would play an
important part in distribution of skill sets.
4. Number of closures in a month by a recruiter fully reflects the
efficiency of recruiter and also depends on the need of
employees.Thus It can be said as the larger the company more
closures are to be handled.
5. Different Companies Have Different policies And Strategies Of
Performing Therefore Kotak Securities Gives Huge Importance To
74
Internal Recruitments and Employees Referrels And Then to job
Portals and Consultants.
6. Incentives to recruitment team members are given in very few
companies for their motivation. In present scenario of high attrition
rate it is important to retain the employees and giving incentives can
be a good policy. BUT as it is part of their job thus no incentives are
given
7. Tab 7 helps us to understand that 80% of companies pay
rewards to employee referrals and tab 8 helps us to know that out of
that 80%, 62.5% companies pay rewards that are position specific
and rest pay fixed incentives.
And tab 9 gives the observation that maximum companies have a
range of 5,000 to 7,500 for their monetary rewards.Recruitment team
must follow the correct and usual procedure and no exception
should be allowed. Gift vouchers and complimentary passes also
work effectively and can be used.
8. The major part of population covered in attrition part is from Kotak
securities itself as depicted in question 1 in part B of the
questionnaire. But the attrition rate is not so high in Kotak. Attrition
rate in religare is the highest in the study. This can be because of the
simple reason that employer pays least attention to their employee
satisfaction.
9. Question 5 and question 6 covers the most obvious observation. It
covers about maintaining data of employee leaving the organization
and conducting a exit interview. This is mostly done by every
company. The other question talks about the effect of attrition over
employee. The response depicts that 70% of employees have
75
positive experience over attrition. It is a much obvious response
because people switch their jobs for some added value.
10. The last two question of attrition part covers the measures to
decrease attrition in organization and the training measures taken by
companies. The most popular type of measures taken by companies
is the promotion method. Promotion method not only gives monetary
benefit but also the motivation as the vested responsibility. And the
most prevailing training technique is lecture training.
76
CHAPTER 8
RECOMMENDATIONS
AND
SUGGESTIONS
77
RECOMMENDATIONS AND SUGGESTIONS
The recruitment process should not be time taking.
The process should not be too lengthy.
The job description and job satisfaction should be clearly defined.
The employees should be NCFM qualified which is the main criteria
for the selection process. As per NSE rules all dealers and RMs
should be currency derivatives passed and back office should be DP
passed.
Various monetary and non monetary benefits should be given to the
employees to retain them in the organization.
Employee should be awarded proper benefit in results of incentives
which subsequently increases there work satisfaction.
There should be high coordination between employees working at
different levels.
Various employee engagement programme should be counducted
time to time.
78
CHAPTER 9
LIMITATIONS
79
LIMITATION
1. The research is confined to a certain parts of Varanasi and does not
necessarily shows a pattern applicable to all of Country.
2. Some respondents were reluctant to divulge personal information
which can affect the validity of all responses.
3. In a rapidly changing industry, analysis on one day or in one segment
can change very quickly. The environmental changes are vital to be
considered in order to assimilate the findings.
Following were the difficulties faced during the completion of project:
Non filling up of certain questions of the questionnaire which led to
the cancellation of that particular questionnaire.
Non understanding of certain parameters in the questionnaire.
Taking a sample size of 100 people does not reflect the mindset of all
kinds of people from different backgrounds, different age groups and
income groups.
The samples collected may carry a bias of field of work and position
as there is a large amount of data from lower or middle
management people.
We could not test all possible combinations as there are large no of
interactions prevalent in the data which needs expert advice.
The demographic influence needs more objective data to analyse it against
the job satisfaction and attrition criteria
Again research study of 3 months is a time constraint and covering whole
of Varanasi population by taking a sample size of 100 is not feasible.
80
ANNEXTURE
Dear Respondent,
I am the student of MBA, Institute of Business Studies And
Research doing survey on the topic ‘Recruitment and attrition of
employees’
I would be highly if you kindly give your precious time in
filling up this questionnaire.
Name: __________________________________________________
Address: __________________________________________________
__________________________________________________
Mobile No.: __________________________________________________
E-Mail ID: __________________________________________________
PART-A
1. What is the Size of your Recruitment Team? (Number of Members)
………
2. On an Average, how many Requirements / Open Positions would a
Recruiter handle in a Month?
………
3. On an Average, how many Skill Sets does One Recruiter handle at any
given time?
………
81
4. On an Average, how many Closures in a Month by a Recruiter?
……….
5. What are Means of Recruitment (State the Preference / Order of Use)
a. Job Portals / Job Sites ( )
b. Recruitment Database ( )
c. Advertisements ( )
d. External Referrals (………..) ( )
e. Internal Referrals ( )
f. Consultants ( )
(Ranking 1 as highly used and 6 as rarely used)
6. Are the Members of the Recruitment Team given Incentives for
Successful Hiring?
..........
7. What are the Incentives given for Employee Referrals / Internal
Referrals?
……..
8. Incentives that are given to the Employees:
……..
9. If Monetary Rewards are given, then on what Scale?
………
10.On an Average, what is your Turn Around Time / Hiring Cycle Time per
Hiring?
……….
82
11.What is your Hiring Plan? (Percentage of Use)
a. Company Rolls …… / 100
b. Contractors ……. / 100
12.What is your Current Hit Ratio?
……. : ………
(Interviewed: Joined)
13.What is the Ratio of Offers Vs Joinees?
……… : ……….
(Offered: Accepted)
PART-B
1). To which company do you belong?
a). RELIGARE
b). UNICON
c) ANGEL BROKING
d) RELIANCE MONEY
2). What is the attrition rate of your company?
……….
3). What is the reason behind the attrition in your organisation?
a) salary package
b) location preference
c) Career Advancement
d) any other
83
4). Do you maintain any record of the employees who are leaving the organisation?
a) yes
b) no
5). Do you conduct exit interviews?
a) yes
b) no
6). What kind of effect do they have on you?
a) positive
b) negative
c) no effect
7). What measures have you taken up to minimise the attrition rate in your
company?
a) Revision of the salary
b) promotion
c) increased technology
d) Tech training programmes
e) Any other
8). . Does your organisation conduct training programme for the employees?
a) yes
b) no
84
9). What type of training programmes are being undertaken by you?
a) Simulation method
b) lecture method
c) case study method
d) on the job training method
e) specify,any other.
Date: - Signature
85
BIBLOGRAPHY
HUMAN RESOURCE MANAGEMENT BY K.ASWASTHAPA
www.citehr.com
www.kotaksecurities.com
www.wikepedia.com
www.nse.com
www.bse.com
www.google.com
Different training modules of Kotak securities.
86
87