AN STUDY ON EMPLOYEES ATTRITION AT BIGBASKET ...

INTERNSHIP REPORT ON

AN STUDY ON EMPLOYEES ATTRITION AT

BIGBASKET.COM(DC), BANGALORE

By

RAMYA.S

USN: 1NZ14MBA26

Submitted to

VISVESVARAYA TECHNOLOGICAL UNIVERSITY, BELGAUM

In the partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under The Guidance of,

Internal Guide External Guide

Dr. ANJALI Mr. VINOD

Asst. Professor Asst. HR Manager, bb

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING

OUTER RING ROAD, MARATHALLI

BANGALORE -560103

BATCH: 2014-2016

ACKNOWLEDGEMENT

Words are indeed inadequate to convey my profound gratitude to all those who

have helped me in making this project report. I will take this opportunity to thank

DR. MANJUNATHA, principal of NEW HORIZON COLLEGE OF

ENGINEERING, Bangalore.

I will take this opportunity to thank PROF. SHEELAN MISHRA, head of

Management, for the constant support and encouragement and guidance.

I am gratefully indebted to my internal faculty guide, Dr. ANJALI RAI, Asst.

Professor, Department of Management Studies, New Horizon College of

Engineering, for encouraging me and for her constant support throughout the

course of the project and helping me complete it successfully.

A special note of gratitude goes to my external guide Mr. VINOD KUMAR,

ASST. MANAGER AT BIGBASKET.COM(DC) for providing me an

opportunity to work in this corporate exposure and for his support and guidance

in this endeavour.

I wish to thank all the people who have helped me to work on my project. I

finally thank my family and friends for their constant support and guidance

Place: Bangalore RAMYA.S

Date: (1NZ14MBA26)

TABLE OF CONTENT

Executive Summary

Chapter 1. Introduction

Chapter 2. Industry and Company Profile

Chapter 3. Theoretical Background of the Study

Chapter 4. Data Analysis and Interpretation

Chapter 5. Summary of Findings, Conclusion and Suggestions

Bibliography

Annexure

LIST OF TABLES

Sl.no Particulars Page nos.

4.1 Table showing the percentage of response for AGE LEVEL 42

4.2 Table showing the percentage of response for GENDER 43

4.3 Table showing the percentage of response for MARITAL

STATUS

44

4.4 Table showing the percentage of response for PREVIOUS

EXPERIENCE

45

4.5 Table showing the percentage of response for WORK PERIOD 46

4.6 Table showing the percentage of response for LEVEL OF

WORK

47

4.7 Table showing the percentage of response for

UNDERSTANDING THE JOB WITH VISION

48

4.8 Table showing the percentage of response for DIS-

SATISFACTION LEVEL WITH PAY STRUCTURE

49

4.9 Table showing the percentage of response for EMPLOYEE

ENGAGEMENT ACTIVITIES

50

4.10 Table showing the percentage of response for SOCIAL

WELFARE ACTIVITY

51


SATISFACTION LEVEL ON BASIC NEEDS

52


SATISFACTION LEVEL ON JOB SECURITY

53

4.13 Table showing the percentage of response for CHANCES OF

CHANGING THE JOB

54

4.14 Table showing the percentage of response for FREQUENCY

IN LEARNING NEW THINGS IN JOB

55

4.15 Table showing the percentage of response for FLEXIBILITY

IN CONVEYING PROBLEM

56

4.16 Table showing the percentage of response for employee’s

creativity considered

57

4.17 Table showing the percentage of response for REWARDS &

RECOGNITION

58

4.18 Table showing the percentage of response for FACTORS

PREVENTING FROM LEAVING- FLEXIBLE

WORKING HOURS

59

4.19 Table showing the percentage of response for BETTERMENT

OF WORK PLACE

60

4.20 Table showing the percentage of response for REFER YOUR

FRIENDS TO THIS ORGANIZATION

61

4.21 Table showing the percentage of response for INCREMENT 62


TRANSPORTATION

63

4.23 Table showing the percentage of response for SAFETY

MEASURES PROVIDED DURING EMERGENCY

64

4.24 Table showing the percentage of response for ESTIMATED

DURATION TO STAY BACK IN THE ORGANIZATION

65

4.25 Table showing the percentage of response for SATISFIED

WITH LOGISTICS SUPPORT

66

4.26 Table showing the percentage of response for PROMOTION

GIVEN ON SKILL BASED

67

4.27 Table showing the percentage of response for OVERALL

SATISFACTION LEVEL

68

LIST OF FIGURES AND CHARTS

Sl.no Particulars Page nos.

4.1 Chart showing the percentage of response for AGE LEVEL 42

4.2 Chart showing the percentage of response for GENDER 43

4.3 Chart showing the percentage of response for MARITAL STATUS 44

4.4 Showing the percentage of response for PREVIOUS

EXPERIENCE

45

4.5 Showing the percentage of response for WORK PERIOD 46

4.6 Chart showing the percentage of response for LEVEL OF WORK 47

4.7 Chart showing the percentage of response for UNDERSTANDING

THE JOB WITH VISION

48

4.8 Chart showing the percentage of response for DIS-

SATISFACTION LEVEL WITH PAY STRUCTURE

49

4.9 Chart showing the percentage of response for EMPLOYEE

ENGAGEMENT ACTIVITIES

50

4.10 Chart showing the percentage of response for SOCIAL WELFARE

ACTIVITY

51

4.11 Chart showing the percentage of response for SATISFACTION

LEVEL ON BASIC NEEDS

52

4.12 Chart showing the percentage of response for SATISFACTION

LEVEL ON JOB SECURITY

53

4.13 Chart showing the percentage of response for CHANCES OF

CHANGING THE JOB

54

4.14 Chart showing the percentage of response for FREQUENCY IN

LEARNING NEW THINGS IN JOB

55

4.15 Chart showing the percentage of response for FLEXIBILITY IN

CONVEYING PROBLEM

56

4.16 Chart showing the percentage of response for EMPLOYEE’S

CREATIVITY CONSIDERED

57

4.17 Chart showing the percentage of response for REWARDS &

RECOGNITION

58

4.18 Chart showing the percentage of response for FACTORS

PREVENTING FROM LEAVING- FLEXIBLE WORKING

HOURS

59

4.19 Chart showing the percentage of response for BETTERMENT OF

WORK PLACE

60

4.20 Chart showing the percentage of response for REFER YOUR

FRIENDS TO THIS ORGANIZATION

61

4.21 Chart showing the percentage of response for INCREMENT 62

4.22 Chart showing the percentage of response for

TRANSPORTATION

63

4.23 Chart showing the percentage of response for SAFETY

MEASURES PROVIDED DURING EMERGENCY

64

4.24 Chart showing the percentage of response for ESTIMATED

DURATION TO STAY BACK IN THE ORGANIZATION

65

4.25 Chart showing the percentage of response for SATISFIED WITH

LOGISTICS SUPPORT

66

4.26 Chart showing the percentage of response for PROMOTION

GIVEN ON SKILL BASED

67

4.27 Chart showing the percentage of response for OVERALL

SATISFACTION LEVEL

68

EXECUTIVE SUMMARY

Working representatives are the valuable resource of any organization. It is them who rely on

qualities to the association regarding amount and quality also. The research on this topic was

the effort for recognizing various reasons for wearing down from the diverse dimensional scale.

Taking after some weird explanation behind wearing down have additionally been talked about

in such manner. The positive side of the wearing down had additionally been talked about upon.

Whittling down is serious issue and acceptably more in the business such as significantly in

retail now a days. It is the significant inconvenience which highlights in every organization. In

spite of the fact that the terminal figure "Steady loss" is common, numerous manqué in a

misfortune that characterize what truly Detrition is, “Attrition is said to be the gradual reduction

in the count of employees through diverse ways such as retirement, resignation, or death. Along

these lines, the organization loses key Knowledge, abilities and business connections.

The intention of the research is to explore causes for the high attrition rates and assess changes

that will positively impact the attrition issue. The historical research method is used to answer

research questions. These questions valuated the reasons on why the employees continue to

leave, and reasons others pick out to stay. Surveys and interviews were the elemental operations

employed for the research. The literature review gave away many of the same issues in the

private sector. The results of the research revealed many departmental issues linked with

attrition. Testimonial to the organization included changes in opportunities for involvement,

competitive salaries, insurance cost/coverage, diversification of training, promotional

opportunities, and educational assistance and support.

The project below has come under the five main chapters. Wherein first chapter explains about

the Introduction that is about the experience of internship and the overview of that topic needs,

objectives, scope, research design and tool, review of literature and limitations of the study.

Wherein the second chapter explains which company I did my internship and to which Industry

does it belong to and explain in brief about both the profile. Wherein third chapter explains

about the theoretical background of the topic which is chosen. Wherein fourth chapter explains

about the Data analysis and Interpretation which is done with the help of Questionnaire filed

by employees. Wherein fifth chapter explains about the findings, conclusion and suggestions

on the topic studied and researched.

1

CHAPTER-1

INTRODUCTION

Disregarding the sum we think we have picked up from our studies we will learn so much data

and get an assortment of aptitudes from a temporary position, it offer the significant opportunity

to acquire this sort of experience through up 'til now focusing on. A temporary position will

allow us to win experience of this direct and build up our own collaboration and interpersonal

aptitudes which will make us a balanced and engaging plausibility for any business.

A temporary job will allow to question and work with people who work in picked profession.

They will have the ability to give a decent and individual far off into what the work include

and what has been building up the association. This sort of prompt and master information will

as regularly as could be expected under the circumstances set us from various competitors

looking for an occupation.

TOPIC CHOOSEN FOR THE STUDY

A Study on Employee Attrition At Bigbasket.com(DC), Bangalore.

1.1 NEED OF THE STUDY

To Notice the Kind of employee’s attitude, dissatisfaction level the employees face in

the work place and to find out the reasons why they feel to leave their jobs.

To analyze their interest and feelings towards their nature of job and the facilities

provided by the organization.

To suggest and recommend the points which is found to be the reason for the increase

in the attrition and which will act as a helping tool to reduce the attrition rate in an

organization.

To identify why representatives choose to shift to other job and to identify the

component which make employees fail to satisfy.

To serve as a helping tool in measuring the association's general execution as far as

worker fulfillment.

2

1.2 OBJECTIVES

To identify attrition causes and controlling measures.

To determine the effect of employee turnover.

To confirm the satisfaction point of employee in an organization.

To increase the work life of employees.

1.3 STATEMENT OF PROBLEM

Employees are hopping from job to job in shorter period and this raise training cost and

recruitment cost of the company. This study is carried out to trace out the most influencing

factor of attrition and the intention to attrition.

1.4 SCOPE OF THE STUDY

The research can be helpful for the administration to identify where the organization

is falling backwards and enhances its interior and outer environment.

This study can help the administration to discover what the weaker section of the

representative’s is felt towards the organization and encourages in changing over

those to more grounded.

This study makes clear view on why people get tempted to leave the current job and

shift to other organization.

1.5 RESEARCH METHODOLOGY

1.5.1 RESEARCH DESIGN

The research is quantitative and quantitative in nature. The study is even descriptive in its type

as the research is upon the information gathered in the process of creating standard

questionnaire from the answering’s and interview directed with the responders.

3

1.5.2 METHOD OF DATA COLLECTION

Primary Data

Structured questionnaire

Personal interview

Observations

Secondary Data

Books, Journals

Internet

1.5.3 TOOLS USED

Questionnaire

SPSS tool

Per-centum Method

Per centum Method acting

Percentage refers to a ration of a special kind where 100 is the base to calculate the ratio for

specific data. This method is majorly used for the comparing the data between two or more

series and giving the ration against it. Percentage helps in framing the relationship. Percentages

also helps in identifying the relative relationship between the data having various series.

1.5.4 SAMPLING DESIGN

SAMPLING METHOD

STRATIFIED RANDOM SAMPLING

The method of inspecting that admits the partition of the universe with smaller assembly known

to be as strata. Inward, stratified random sampling, the strata are moulded taking into account

persons’ divided up properties or standard quality specified. A temporary example from all the

stratum are interpreted in a numeric comparative to the stratum's level when counterpointed

withy universe. Theseus sub adding’s of the strata are then puddle to frame the arbitrary

specimen.

4

1.5.5 SAMPLE SIZE

1. Sampling population: Employees of lower level.

2. Sample size: 100 respondents were the sample size of the study.

1.6 LMITATIONS OF THE STUDY

Shortage of time for the study.

Lack of information.

Observations may be biased.

Lack of attention by employees.

Difficult to construct or sort answers in the interview method.

Difficult to choose the sample size.

1.7 REVIEW OF LITERATURE

"Wearing down Happens likewise when representatives despise their states of work in an

Organization, don't care for their fellow team members or maybe don't care for what they are

doing. There are additionally situations when individuals leave their occupation for family

reasons or when they wish to move. For instance, young ladies regularly leave their

employments when they get hitched and move to another city." – Vice-President, Beena

Handa, HRM of Claris life sciences.

It is past that, a representative's essential requirements is comparatively low to serve with cash,

and have increased expectations withe how he's dealing with & how esteemed he would be felt.

Quite a bit of those calculate upon straightforwardly with a quick director. But then, terrible

supervisors appear to happen to great individuals all over the place. A Fortune magazine

overview a few years back found that almost 75 percent of workers have endured troublesome

bosses.

5

"Knowing how to keep your best and brightest" accounted to the consequences meetings of

20000 leaving labourers. The primary reason the workers leave the organization is poor

administration. By researching HR magazine we found that 94 percent of existing

representatives ascribed the quest for another role to an inadequate administrator. – Work

Force Magazine Article

BIJAY SAHOO, VP, ability engagement and advancement, Wipro Technologies,

"Organizations ought to have comparable way to deal with representatives and clients. On the

off chance that an organization endeavours to hold a representative similarly it tried to hold a

client, him going away from the association could be out of inquiry. Correspondence is the

establishment for the whole procedure of overseeing whittling down. This correspondence

starts exactly from the enlistment.

RAJEEV MALIK, chief, HR, McAfee Software (India), "Leading customary gatherings and

overhauling representatives, particularly new participants, approximately the organization's

position and accomplishments is an unquestionable requirement.

"Overseeing whittling down through corporate graduated class" says CHANDRAPRAKASH

LOONKER, Architect (Assistant Vice-president), Citigroup, corporate venture bank's

exchanging administration applied science in New York. Rather than battling whittling down,

associations ought to oversee it nicely by making the system of embodied graduated class tells

Loonker, Indian organizations ought to embrace a model like an instructive establishment.

Keep up and sustain great relations with representatives who leave your organization pretty

much as instructive foundations do with their graduated class. "Corporate graduated class"

appears to be able here.

6

CHAPTER – 2

INDUSTRY

AND

COMPANY PROFILE

7

2.1 INTRODUCTION TO E-COMMERCE INDUSTRY

E-commerce had let loosed till now some other alter, which ever - changing the means

Organization buy and offer things from association. E-business corsets electronic exchange

and discovers with buying and selling of stock with the organizations through the electronic

medium. India is demonstrating enormous improvement in the E-business. The negligible

extent use of the Personal computers and the originative use of the network is one of the main

reasons stand behind it. There is the originative aid among the concern bundle in India in some

of the exposed enrol ways tendered by e-exchange. The future researches splendid for e-

exchange India is even coming up with the online stock exchange trading in the field of online

portfolio status with 15minutes postponement of the result. In the accompanying 4 to 6 years,

India will make 40 to 80 million network customers which will level with if not surmount, a

huge bit of the made country.

E-commerce:

The acquiring and offering of stock and organizations by associations and customers through

an electronic medium. E-business is by and large saw that obtaining and granting of things

through the net, yet some trade that is done solely process by technical machines could be taken

through e-exchange. E-exchange is sub-partitioned into three classes: B2B, B2C, and C2C. E-

trade it is likewise called as Electronic business. E-business is nothing but e-exchanging of

items through the network or internet with the help of personal computers and nowadays with

the help of mobile apps where it is more easier for any person to operate and get your required

product to your door steps. It is more-easy to get things required from any country through this

mean.

8

E-exchange associations might use a few or the majority of the consequent:

Shopping online locales for retail bargains direct to purchasers.

Providing or taking an enthusiasm for online business focuses, which handle outcast

business-to-client or buyer to-purchaser bargains.

Business-to-business buying and advertising.

Gathering and using demographic data through web contacts and internet organizing.

Business-to-business electronic data exchange.

Marketing to arranged and developed customers by email or fax.

Online shopping sites for retail deals direct to purchasers.

2.1.2 History of E-trade:

Starting point of E-trade:

There is no stopping words to tell that e-trade has re-entered India and had come to stick down

tightly. Indeed, including the levels of businessman of the current nation needed to run the path

and are prepared to make a success out of the commercial centre idea. It might be currently that

internet trading has gotten to be well known however the idea of e-business was presented early

in the twentieth cent.

Circa1991: E-Commerce Introduced

During the year 1991 noticed segment of another in the recorded background of the world of

online where people started exchanging through electronic media. No one would have

imagined before that it would be successful as people are more concerned of checking the

quality through literal touch and feel the products before purchasing it. Even though it might

be accepted in any other country they never thought that India will transform so much it to

online and accept the change in buying things.

9

During 2002: booking tickets online guided through IRTC

India firstly came into connection with the online E-exchange by means of the IRCTC. The

legislature of India tested this online technique to make it advantageous for its open to book

the train tickets. Henceforth, the administration approached with the IRCTC, which

surprisingly experienced the online by first by booking tickets from wherever they are. This

made basic or common man to think positive about the online market. There is no need to stand

or wait in a long ques to get the ticket by wasting our precious time of work or spend time for

useful things rather for waiting whole day for one reason.

Around 2003: Introduction of Low Cost Airline with Air Deccan

After they got surprised with the tickets booking online for various mediums now it has come

for booking Aircrafts through online. Today, it is not restricted to only booking tickets but also

expanded through various reasons like lodge booking, yatra booking, etc.,.

Around 2007: The Deep Discounted model of Flipkart

The acknowledgment of the e-trade on an extensive level big acceptance from the Indian

Individual in a wide range, many business players started their own business to the diverse of

e-commerce through the procedures and increase the high benefits through it. Even though we

know that internet has arrived in the year 2000, it is sooner to pick up the force with the

organization model of Flip kart. Now all around, online shopping has become the fashion. So

it gave rise to the other foreign company to run successful in this area or diversion and earning

quick benefits through online services like Amazon, Jabong, Flipkart and forth began chasing

India for their Organization.

10

Around 2014: Current Scenario:

Internet buying in its begining state were a straightforward moderate for trading less options.

The customers could be simply put in a request and pay money down. Be that as it may, in

most recent years this field has been re-modeled to a high degree and thus entranced numerous

clients. Today, the web shopping has turned into a pattern in India and the explanation for the

selection of this procedure lies in the alluring online sites, easy to use interface, massive online

stores with new form, simple instalment techniques.

Notwithstanding being a creating nation, India has demonstrated an exemplary increment in

the ecommerce business in the last few years, subsequently hitting the business sector with a

blast. Despite the fact that the Indian online business sector is a long ways with respect to the

developed countries like America, London with its peak in this type of Organization in quick

method.

2.1.3 The Key drivers of in Indian ecommerce have been:

• Increasing broadband network and 3G percolation.

• Growing sustenance road map.

• Availability of lot to a great extent, extensive item go.

• Busy shipway of lifetime and absence seizure of clock for logged off trading

• Increased use of online arranged locales

• Evolution of the online commercial centre model with sites like eBay, Flipkart,

Snap-deal, and so on.

The Way Forward:

Online networking as a Leash propogation apparatus: Online networking has now turned into

the centre point for the shippers which empowers them to examine the client decision in view

of their buy exercises. Informal community like LinkedIn, Twitter, Google+, Facebook and

others have turned into a medium for simple log-in and buy. Besides, the customers can stay

redesigned through the posts distributed on this media. Further, the publicizing and

11

advancements on these social locales has expanded the odds of achievement of producing

exchanges to numerous folds.

Versatile Commerce:

The most recent pattern in e-business it to concentrate on versatile based shopping. Snap-deal

now doing its three forth of its practice from versatile, up from 5% around a year back and flip-

kart gets 40% movement from portable up from 15%. As cost of advanced mobile phone

diminish, these numbers will just increase. Consequently, the bigger e-business firm has begun

concentrating on versatile trade. It is conjectured that the following influx of computerized

trade purchaser would come through the portable.

Value examination motor:

In the race to obtain client, e-trade locales offer profound markdown and these rebate change

from site to site contingent on its ability to arrange with the supplier. To get the best rebates,

purchaser need to look a plenty of destinations. Here, Price examination destinations come in

like mysmartprice.com, Pricedekho.com, freekamal.com and Junglee, and so on. The site

analyse costs over the whole web and give clients the best accessible cost. E-Commerce deal

through these site are expanding and will encourage increment as shoppers get more rebate

sagacious.

Online Grocery Store:

Internet supermarkets is picking up prevalence in India because of supreme accommodation,

simplicity of shopping and a quickly developing business sector. Punexpress.com,

Milestore.com, Atadaal.com have as of now entered the business sector and are picking up

notoriety. They give reduced item and with family conveyance. These outlet are focusing on

the Indian housewife, why should yet move to e-business method for shopping.

12

2.1.4 Development in logistics:

The expansion of the fresh idea in the e-exchange business has been as of late watched when

Amazon licensed its fresh conveyance type called the Prime Air which is relied upon to be

dispatched in the up and coming years. This type would utilize the exceptionally actually

inserted automatons for the moment conveyance of the things. These will be modified in a

manner that utilizing a GPS framework they will distinguish the accurate location for

conveyance and drop the thing directly before the entryways of the clients. These flying

vehicles will organize the general population wellbeing and are planned according to the

business avionics gauges.

Scope of e-commerce:

India is indicating huge development in the Ecommerce. Rival trade india.com has eight lakh

enlisted buyers and it has the development increase of 37% continuously where it is prone to

double fold in the year 2010. Indiamart.com expects its earnings of Rs.39 crores and has a

growth rate of 51 continuously. It turns around 6 lakh queries for each 30 days. With a un

doubt, with the working class of 289 million persons, internet buying demonstrates boundary

less energy in India. The soil disbursement are high as to the sky. The trip portal Make My

Trip.com has reached Rs.1100 crores of overturn which are around 22% of totality e-exchange

market in India. Later early growth of 67% has been foreseen each 12month in the trip gateways

separate.

2.1.5 Classification of E-Commerce:

i) Business-to-business (B2B)

Business-to-business (B2B) is the trading of items, administrations or data between business

substances. Online B-to-B incorporates:

• Direct offering and backing to business: In which clients can by furthermore get

specialized backing from the business.

• E-acquisition (otherwise called industry entryways): Where a buying specialists can

look for supplies from sellers, demand recommendations, and now and again, offer to make a

buy at a sought cost.

13

• Information locales: It gives data around a specific industry for its organizations and

their workers. These incorporate specific inquiry destinations and exchange and industry

measures association locales.

ii) Business-to-purchaser (B2C)

The trading of items, data or administrations in the middle of business and purchasers in a

retailing relationship. A percentage of the principal illustrations of B-to-C e-trade were

amazon.com and dell.com in the USA and lastminutes.com in the UK. For this situation, the

"c" speaks to either buyer or client.

iii) Business-to-Government (B2G)

E-exchange of materials between the organization and the government regarding their

information and other required items through online. The following might insight.

E-acquisition administrations: In which business find out about buying needs of offices

and give administrations.

A virtual working environment: In which business and government organization could

arrange the work on a contracted collaborating so as to undertake on-line to facilitate

on-line gatherings, audit arranges and oversee progress.

Rental of on-line application and databases: These are particularly for use by

government organizations.

iv) Consumer-to-Consumer (C2C)

In this classification buyers communicate specifically with different buyers. They trade data,

for example,

• Expert learning: Where one individual poses a question about anything and gets an

email answer from the group of different people, as on account of the New York Times-

associated abuzz.com site.

• Opinions: About organizations and items, for instance epinions.com

14

v) Government-to-Business (G2B)

The trading of data, administrations and items between government offices and business

associations. Government destinations now empower the trade in the middle of government

and business of:

• Information, direction and guidance for business on universal exchanging, wellsprings

of subsidizing and bolster, offices.

• A database of laws, regulations and government arrangement for industry parts.

• On-line application and accommodation of authority structures.

• On-line instalment offices.

This enhances precision, builds speed and lessens costs, so organizations are given budgetary

motivating forces to utilize electronic-structure accommodation and instalment offices.

vi) Government-to-Consumer (G2C)

Government destinations offering data, structures and offices to direct exchanges of people,

including paying bills and submitting official structures on-line, for example, expense forms.

vii) Government-to-Government (G2G)

Government-to-government exchanges inside of nations connecting nearby governments

together furthermore global governments.

15

2.1.6 India’s E-Commerce Industry:

The e-business industry in the nation is prone to be worth USD 38 billion by 2016, a 67 for

every penny hop over the USD 23 billion incomes for 2015, according to industry body

Assocham. "India's e-trade business sector was worth about USD 3.8 billion in 2009, it went

up to USD 17 billion in 2014 and to USD 23 billion in 2015 and is relied upon to touch

walloping USD 38 billion imprint by 2016," Assocham said in an announcement.

Expanding web and versatile entrance, developing worthiness of online instalments and

positive demographics has given the e-business part in India the extraordinary chance to

organizations interface with their clients, it said. There would be over a five to seven fold

increment in income created through e-trade when contrasted with a year ago with all marked

attire, extras, adornments, endowments, footwear are accessible at a less expensive rates and

conveyed at the doorstep, it included.

It noticed that the purchasing patterns amid 2016 will witness a huge upward development

because of forceful online rebates, rising fuel cost and more extensive and bounteous decision

will hit the e-business industry in 2016. It watched versatile business (m-trade) is becoming

quickly as a steady and secure supplement to the e-trade industry.

"Shopping online through advanced mobile phones is turned out to be a distinct advantage, and

industry pioneers trust that m-trade could contribute up to 70 for every penny of their aggregate

incomes," the announcement included. In India approximately 60-65 for every penny of the

aggregate e-business deals are being created by cell phones and tablets, expanded by 50 for

every penny than the most recent year furthermore liable to proceed upwards, it included.

It noticed that the skimming patterns, which have extensively moved from the desktop to cell

phones in India, web shopping is additionally anticipated that would go with the same pattern,

as one out of three clients right now makes exchanges through mobiles in level 1 and level 2

urban communities. In 2015, 78 for each penny of shopping questions were made through cell

phones, contrasted with 46 for each penny in 2013.

In 2015, the most elevated development rate was found in the attire portion very nearly 69.5

for every penny over a year ago, trailed by electronic things by 62 percent, child care items at

16

53 for each penny, magnificence and individual consideration items at 52 for each penny and

home furniture at 49 for every penny. It uncovered that Mumbai positions first in internet

shopping took after by Delhi, Ahmedabad, Bangalore and Kolkata.

On the method of instalment, just about 45 for each penny of online customers apparently

favoured money down method of instalment over charge cards (16 for each penny) and

platinum cards (21 for each penny). Just 10 for each penny selected web keeping money and

an inadequate 7 for each penny favoured money cards, portable wallets, and other such methods

of instalment, it said. Among the above age sections, 18-25 years old gathering has been the

quickest developing age portion online with client development being contributed by both male

and female fragments.

The overview uncovered that 38 for every penny of normal customers are in 18-25 age bunch,

52 for each penny in 26-35, 8 for every penny in 36-45 and 2 for each penny in the age gathering

of 45-60. Just about 65 for every penny of online customers are male as against 35 for every

penny female.

17

2.2 COMPANY PROFILE

2.2.1 History:

Huge bushel is the India's biggest web offering basic supplies. It was dispatched on eighth

December 2011. The tale of how big basket began is calm fascinating and the tale of sheer

enthusiasm and faith in the cause. In 1999, began one of the main online organizations in India

called Fabmart.com.

In 2001, they began an online staple goods business as a feature of Fabmart. Regardless of the

business sector being in its initial adolescence, Fabmart.com came about exceedingly well. At

that point they carried on to setup a physical retail chain called Fabmall which was a strand of

basic supply markets in the South of India. This business was sold to Aditya Birla Group in

2006, and in the long run renamed as more by the purchasers. The authors however were

constantly enthralled by online basic supply and in 2011, the same group conjoined and built

up Bigbasket.com.

Today Bigbasket.com is one of the main online food merchants in India. The organization

discovered its succeeders on the three columns to be specific surpassing client centre

(Bigbasket offers same-day conveyance over a city, 99.4% on the time conveyance, 99.6

request fill rate and a no inquiries asked client return strategy, all of which has conducted to

luxuriously client duty and fantabulous client criticism. On top of everything, Bigbasket

remunerates a client al time when it is not capable keep up the guarantee on its conveyance

timings along these lines guaranteeing that there is reliable spotlight on raising the avoid

prominent.), assortment of items with wide ranges. (They have more than 40% of their business

getting through their own exchange name. Bigbasket has foster presented by offer items, for

example, cut foods grown from the ground, a variety of equation blender and made recently

propelled their had pastry shop in Bangalore that conveys bread prepared to arrange) and

persistent development with the help of innovation ( Bigbasket has both android and iOS

portable applications which permit clients effortlessly to request foodstuffs in transit wherever

they are. attributes, for example, "Shrewd crate" foresee what a client needs all the more

regularly and decreases an ideal opportunity to-request to "inside of 5 minutes".)

18

A month ago Bigbasket crossed a million requests conveyed. Bigbasket as of now works in

real urban areas such as Bangalore, Mumbai, Hyderabad, Chennai, Pune, Nashik, Ahmedabad,

Coimbatore, Mysore, Delhi and Vadodara and wanting to grow more in the wake of leading a

review on expansion in Internet clients. The organization has 10, 00,000 clients Base who have

enrolled in Bigbasket and 15, 00,000 individuals are going by the page every month and are

growing 20% month to month. They convey around 10000 requests a day over these urban

areas and their normal request esteem over the urban areas is about Rs.15000/ - . The

organization is currently wanting to grow to 10 more urban communities throughout the

following 12 months. Additionally they are wanting to experience a critical extension in their

item run, acquire profundity in every classification and add new classes of items. With their

emphasis on quicker conveyance times no matter how you look at it and advancements online

and on portable to make shopping for food a breeze, client have a considerable measure to

anticipate in the coming months!

Bigbasket as of late raised a subsidizing of Rs.200 Crores. This makes our aggregate raise

money (Series A and B) at Rs.280 crores. They plan to fundamentally improve client

experience, both online and portable and upgrade our backened forms through expanded

interests in innovation. Ventures will likewise be made in making extra icy room offices to

fundamentally build their scope of crisp produce. They additionally plan to put vigorously into

last mile conveyance, including vitality proficient vehicles which are chilly chain empowered.

2.2.2 Values:

Respect for people

Integrity

Transparency

Humility

2.2.3 Culture:

We have a maniacal focus on customers.

We demonstrate a sense of urgency and speed.

Freedom but personal responsibility.

We take ownership for everything we do.

19

2.2.4 About:

Bigbasket.com (Innovative retail idea) is India's biggest online nourishment and supermarket.

It is the principal far reaching online market in Bangalore, Mumbai and Hyderabad. They give

an inventory of 14000 results of more than 1000 brands. One can discover everything without

exception they are searching for.

Big basket has index covers distinctive classes, for example, hazardous products and non-

hazardous products are coming under FMCG Sector. And F&V that is fruits and Vegetables.

Under that Cut fruits and Cut Vegetables and all varieties of Vegetables are available with top

Quality. And with the time period mentioned. It has its own brands available like a Fresho.

Bread and Bakery Products, Dairy Products, Frozen Foods, for example, Ice Creams, meats

and some more.

Bigbasket.com have made life less difficult and shopping for food a breeze! Presently one can

purchase natural sustenance and basic supply online at one's relaxation and from the solace of

his home. One not have to remain in the long lines at proportion shops, procurement stores and

grocery stores. Online shopping for food in Mumbai, Hyderabad and Bangalore has been made

simple.

20

2.2.5 ORGANIZATION STRUCTURE:

Why one should use Bigbasket.com?

Bigbasket.com permits you to carry on a convenient shopping without your change of your

preferred taste of shopping. Easy shopping for home foods and home needed foods and search

for required loose method for finding and looking for basic and daily using products. Find new

products and of new brands available. No more getting stuck with the heavy traffic roads and

paying for parking vehicle and need not take risk in maintaining kids along for shopping

purpose. Full time you can look after your kid with ease by one click of order and your products

will be delivered home.

No additionally getting stuck in automobile overloads, paying for stopping, get everything you

need, when you require, comfortable entryway step. Sustenance shopping online is currently

simple as each item on your month to month shopping rundown, is presently accessible online

at bigbasket.com, India's best online market.

21

2.2.6 Government Law and Jurisdiction:

The Exploiter concord should be considered as per the pertinent legal philosophy of India. The

law court at Bangalore should be had selective ward in some procedures emerging out of this

assertion. Any debate or distinction either in translation or something else, of any terminus of

this exploiter concord within the gatherings hereto, the same might be alluded to a free authority

who would be delegated by IRCPL or his choice should be last and awaiting on the gatherings

hereto.

The discretion above might be as per the Arbitrament and Propitiation Act, 1996 as corrected

every once in a while. The discretion should be held in the city Bangalore. The High Court of

Judicature at Bangalore alone might have the Jurisdictions and the legal philosophy of the India

should apply.

Audits, Feedback, entries:

IRCPL is and might be under no commitment

To keep up any remarks in certainty.

To give some remuneration for some Remark.

To react to some remark.

The remarks ought not contain any generally unlawful, undermining, injurious, contain any

product blunders or infections, political campaigning, business requesting, networking letter,

mass mailing or any structure of "spam".

22

2.2.7 PLAN OF ACTION:

Big basket has a greatly tweaked plan of action. They are working upon with their logistics to

convey products auspicious to the individual clients whoever requested over the state. Their

thought process is to fulfil their clients with convey on time with great quality. Keeping in mind

the end goal to do likewise, they have 60 vans which are being altered for conveying the

merchandise requested to the clients according to their benefit. They deal with Hub and Dark

stores where every one of the products are purchased and kept in a distribution centre in

Bangalore for the simple conveyance furthermore auspicious conveyance.

At that point from distribution centre the merchandise are supplied to the Hubs which obliges

the state.

The Order put on the site or through a phone number said on their site.

The request of the following day is taken between 7:00hrs to 22:00hrs the earlier day. Every

one of the requests are aggregated amid the night and merchandise are acquired at a young hour

in the morning from the Mandi like the Vegetables and Fruits and so on.

The goal is to purchase and offer the merchandise that day, with the goal that products don't

get spoilt which will then add to their expense. They need to offer their items in crisp state

condition as well.

Once the merchandise are acquired, they are sent to various centres as per the requests of the

locale. They have distinctive openings of convey i.e. amid 7am-9am, 11am-1:30pm, 3pm- 5pm

and 7pm-10pm. Clients solicitation to send the products when they are accessible in their home

as indicated by the spaces.

2.2.8 FUTURE PROJECTION:

They have a splendid future ahead in light of the fact that they have recognized the requirements

which will rise and they have made arrangements to receive those so as to get by in this focused

world. As we probably am aware youthful era is more wellbeing cognizant so they are wanting

to include natural sustenance in their portfolio, pesticides free foods grown from the ground.

Despite the fact that they might be bit costly yet will have an enormous interest. Not only that

23

they wanting to keep solidify sustenance in their truck so individuals can arrange the same and

eat the same without investing much energy in cooking it.

They are likewise wanting to include universal brands in their kitty. Likewise, wanting to

extend their business in various urban communities like Mumbai and so on. By doing likewise,

they will expand their image worth, incomes and benefits would naturally increment.

2.2.9 CHALLENGES:

One thing that has not changed in every one of these years is the inefficiencies in the store

network. Be that as it may, that is an all-inclusive test. There are different difficulties which

are particular to their online arrangement.

In the first place test is the Quality Control pick mistakes. The picker picks and packs the wrong

item. Be that as it may, this has now been tended to. They have put resources into exceptional

scanners which record the request and if the picker examines the wrong item the scanner

demonstrates the blunder.

The second and most squeezing is to get fill rates right, which presently remain at 90-95 percent

for BigBasket.com. "Customers are hoping to get a 100 percent fill rate and that puts weight

on them. Individuals purchase online for comfort and regardless of the fact that one thing is

short, they wouldn't fret acquiring everything disconnected from the net.

The Third issue is of recommending choices for stock-outs and at present, Big Basket.com's

stage doesn't have the knowledge to do as such. Until further notice, it's handling the issue by

rationally planning clients before conveyance. As anyone might expect, the organization has

put vigorously in innovation, particularly for back-end logistics. A directing programming

offers them some assistance with dividing the quantity of requests overhauled by every van,

which are fitted with GPRS frameworks to screen development continuously.

"Conveyance young men convey tablets where clients punch in PIN numbers to affirm receipt

of request.

There's no base request worth and they charge Rs.20 as conveyance energizes for requests to

Rs.1000. Anything over this is conveyed free. Clients have the alternative of four time spaces

for conveyance. "They would like to touch 3,000 requests a day by November 2012.

24

2.2.10 COMPETITORS:

Ninja cart

Ask me bazaar

Shop now

Grocery.com

SWOT ANALYSIS OF BIG BASKET.COM:

STRENGHTS:

Ability of speculation limit,

Convenient for Customers,

Rich Quality Products,

Low stock expense,

Low conveyance charges,

Good association with Suppliers,

Customization,

Closer working association with clients,

An unlimited assortment of stuff accessible,

Can be begin with low speculation.

WEAKNESS:

No economies of scale,

Limited Financial Resources,

Lack of staff,

Weak brand name,

Sometimes the transportation cost builds the item cost.

Number of potential clients who can purchase through Internet is not at present

enough.

25

OPPORTUNITIES:

Expanding Oversea,

Product augmentation,

Strategic Alliances,

Licensing,

Venture business people,

Everyday number of Internet clients is expanding rapidly.

THREAT:

Competitors go on the web,

Changing Government strategies.

26

CHAPTER – 3

THEORETICAL

BACKGROUND OF

THE STUDY

27

3.1 HUMAN RESOURCE MANAGEMENT:

It is the procedure of enlisting and creating representatives with the goal that they turn out to

be more important to the association. Human Resource Management incorporates directing

occupation examination, arranging faculty needs, selecting the right individuals for the

occupation, introduction and preparing, overseeing wages and pay rates, giving advantages and

motivations, assessing execution, determining question, and corresponding with all

representatives at all levels. Illustrations of centre characteristics of HR administration are

broad learning of the business, authority, and compelling arrangement aptitudes. It is formally

called Personnel Management.

Definitions:

Numerous extraordinary researchers had characterized human asset administration in various

courses and with various words, however the centre significance of the human asset

administration manages how to oversee individuals or workers in an association.

Edwin Flippo characterizes HRM as "arranging, sorting out, coordinating, controlling of

obtainment, improvement, remuneration, mix, upkeep and division of HR to the end that

individual, authoritative and social goals are accomplished."

Decenzo and robbins, "HRM is worried with the general population measurement" in

administration. Since, each association is comprised of individuals, securing their

administrations, adding to their aptitudes, persuading them to larger amounts of execution and

guaranteeing that they keep on keeping up their dedication to the association is fundamental to

accomplish authoritative targets. This is genuine, paying little respect to the sort of association

government, business, training, wellbeing or social activity".

28

3.1.1 Targets:

To accomplish the hierarchical objectives and targets

To guarantee representatives fulfillment at each level.

To investigate representatives abilities for performing a given employment

To keep the representatives spurred.

To outfit the workers with appropriate assets.

3.1.2 Extent OF HRM

HRM has a wide degree in the accompanying fields:

Human asset arranging

Placement capacity

Performance evaluation and remuneration capacity

Career improvement

Quality of work life

Training and advancement

Employee welfare and work relations

3.1.3 Significance of attrition:

Wearing down is a basic problem arised and totally rich in the concern in this current period.

This is a real problem which spotlights in every one of the organization. With respect to the

figure that the term 'Attrition" in like manner, numeric eventual at a misthought to feature what

exactly the Attrition will be," Attrition is aforesaid that it would be the uninterupted decrease

in the amount of workers by way of retreat, stepping down or passage. This could alike would

be told as an Employee overturn or Employees Desertion" Whenever an expert or experienced

representtives leaves organization, it would be called as emptiness. Along these lines, the

organization loses key solving skills, information and concern relationship. Present day

29

directors and man power abroad are importantly intrigued by diminishing Waring down in the

organization, in a manner that it would add into the most great sufficiency, improvement and

headway of the affiliation.

Steady loss, in the sentences, insinuates the marvel of the laborers having in the association. It

is ordinarily measured with a measured unit called unfaltering misfortune rate, which basically

evaluate the no of agents going away from the association (adamant leaving or lay off by the

association). It is implied as shake rate or turnover. High unfaltering misfortune is an

explanation behind sensitivity toward association as it demonstrates a cost to the association.

The association loses on the aggregate it spent to enlist and select these agents and to set them

up for their specific occupations. The association may similarly need to spend additional money

to fill the open doors left open by these agents.

The term 'weakening rate' can be characterized as:

"Diminishment in the quantity of representatives through retirement, acquiescence or passing"

It signifies the rate change in the work power of an association. High rate of work turnover is

not attractive for the association in light of the fact that new specialists are occupied with spot

of the laborers who left the association.

3.1.4 Sorts of Attrition:

Intentional wearing down Voluntary steady loss happens when the worker leave the association

all alone will. Pull components like higher remittances somewhere else, better chances of

development and advancement and so forth are in charge of this sort of whittling down.

Automatic wearing down involuntary steady loss happens when the workers leave the

associations because of some negative powers or push elements like broken advancement

strategy, one-sided execution evaluation and so on.

30

Mandatory whittling down It happens because of the standards and regulations of the

legislature and that of the association too. It incorporates weakening occurring because of

achieving the period of retirement, finishing of residency and so forth.

Characteristic weakening It happens because of the drives and variables available outside the

ability in controlling the representatives and association too. The above variables might

incorporate ending of liveliness, craziness and so forth.

3.1.5 Reasons for wearing down:

Interior drives

The drives is relating to the interior surroundings of the association. In this manner, there is

controllability.

Pay

• Deficient pay

• Time lag in instalment

• Postponed increase

• Daily pay pressure

Advancement

• Biased advancement

• No/deferred advancement

Exchange

• Forceful exchange

• Transmit to the spot representative are never really unforced for going away

Work environment Infrastructure and civilities

• Less in cleanliness

• Less in fundamental offices such as, flask, and so forth.

31

Undertaking

• Monotony of undertaking

• Task – work crisscross

• Team issues

• Lesser work self-sufficiency

Insecurity in administration – prompting perplexity identified with headings and charges

which create dissatisfaction within the workers.

Absence on Tractability - absence of adaptability with time, decision on undertaking and so

forth.

Presentation of new innovation and representatives' inadequacy/unwillingness to learn and get

it.

Absence of professional stability – Fear of being removed/conserved/ended.

Defective execution evaluation

Underestimation of execution

Power separation and governmental issues

Correspondence hole in the middle of administration and workforce

Outside drive

The below drives are some of the outside ability where we cannot get in to our control of any

association because they do not fall between the internal environment factor. These drives

could be identified with

1. Best payment

2. Opportunity of advancement

3. Best advantages

4. Many incidental advantages at different associations

32

3.1.6 Individual causes

a. Liveliness Ending

b. Status of person changes

c. Pregnancy

d. Hoping of crew

e. Mental awkwardness

f. Over – affectability

g. Want to travel to another country

h. Wearing down of the gathering individuals

i. Own – business

j. Higher Studies

3.1.7 Some impossible to miss reasons

A. Wearing down and Employee Stock Option Plan (ESOP)

An impossible to miss Catch 22 has been seen if there should arise an occurrence of ESOP as

a encouraging instrument and the steady loss rate. For the most part it is seen that ESOP on one

hand produce stores for the association and then again it might check steady loss rate as it build

interest of representatives in administration, increment in their money related assets and

satiation of their regard needs also which will eventually prompt their long haul duty with the

association.

In any case, while considering a by and large alternate point of view , ESOP might build the

rate of weakening as the gaining from ESOP might be adequate for the job of the representative

or it might once in a while surpass his salary prompting his lack of engagement to proceed with

the occupation.

33

B. Steady loss and observation about development opportunities

Manager's observation and assumptions

Managers might have an observation that workers are as of now very much mindful of each of

the individual development and vocation availabilities of the association or they would view

the existing representative would pass on their matters for the fresh joined workers. In any case,

really the new labourers may not know about these things, further they can be confused and

stressed by their associates.

Worker's observation

Employees might get utilized in the event that they are gotten some information about

the vocation opportunities in the association

Employers might take it contrarily which might be inconvenient to professional

stability, addition and advancement and so forth.

If there are development opportunities, bosses will themselves pass the memo or notices

telling there is no quite extent of development in an organization at present.

3.1.8 Impacts of Attrition

Impact on bosses/association

a. Less in Productivity

b. Less in value

c. Increase in expense

34

Whittling down results in expansion in expenses. These expenses might be identified with

Cost of post-employment survey

Cost of staffing – expense of voyaging remittance, refreshment, specialists, situation

organizations

Cost of preparing – expense of mentors, expense of preparing types of gear and

materials, expense of refreshments, expense of innovation

Cost of authoritative procedures expense of issuing 1 – access cards and cards.

Cost of marking reward – it is provided to the workers for following as one of the

member in the association; it is additionally a critical piece of expense.

d. Loss of customers and diminishing in brand steadfastness

e. Less in goodwill

f. Less in mystery in the event that the key representatives which tend to leave the

association

g. Less in key-work force

h. Less in aggressiveness

3.1.9 Impact on worker

Stress from new employment

Monetary misfortune

Effect on vocation

Effect on family life

Loss of ability if the crevice between stopping from one association to other is long

Emotional misfortune, if the holding with the staff of past association was great

35

Be that as it may, it is additionally conceivable that the representative shows signs of

improvement surroundings and compensation within new association and the things might turn

positive for them.

Could steady loss Have Positive Effect On the Organization?

Wearing down is not generally down fall thought; it might have some positive outputs too. A

percentage increase in the positive output might incorporate the accompanying

a. Advantage of new learning – New workers bring updated information; their insight and

might give fresh streets for an association.

b. Advantages of bringing latest Applied science – this might diminish the monetary value,

consequently the cost of the last merchandise or administration might be less expensive; further

prompting increment popular and benefits.

c. Introducing a new thoughts – Newness thoughts might help in expanding product offering

and item blend or they might get to be useful in began new joint – ventures and working in

coordinated effort.

d. Lesser negative effect of groupies – Sometimes the current gatherings possibly inflexible or

the gathering individuals might be hesitant towards others, in such a case whittling down of

gathering part might be sure in the organization.

e. Reduction in more staff – Reduction of staff prompt lessening of expense in keeping up the

more amount representatives at last prompting downright cost.

f. Chances of acquiring imagination and advancement – New specialists might teach the

different style which they follow in their work. The higher authority even motivates the workers

to bring out their own new style to perform better the usual job effectively. This will advance

inventiveness and development in the association.

g. Creating a Healthy and aggressive surroundings in the association – newly come workers

might be focused more, existing representatives might gain from the higher authorities

programs conducted. They might get enlivened & contend all of them.

36

3.1.10 Measures to Control Attrition/Retention Strategies

Corporate Social Responsibility (CSR) towards representatives

It includes an extensive variety of inborn and extraneous prizes and inspiration. It is considered

with a helpful perspective towards the workers of the association. It is the most importantly

obligation of an association to deal with its representative's physical and mental prosperity.

CSR towards workers envelops all fiscal and non – money related viewpoints. Financial

perspectives incorporates sensible compensation, reward, increase, HRA, post retirement

benefits, and so forth while the non-money related angles might incorporate amicable

environment, reasonable execution examination, recreational exercises, learning and

improvement. Both these angles are similarly vital while considering control on weakening.

Herzberg's Two Factor Theory, CSR towards Employees and Attrition

Herzberg Two Factor Theory depicts Two Factors (Herzberg, Fedrick 1968) –

Sparks – These variables are identified with the characteristic parts of the occupation itself,

for example, acknowledgment, accomplishment, self-awareness and so forth.

Cleanliness Factors – These Factors are identified with the outward part of the occupation,

for example, compensation, incidental advantages, work conditions, status, employer stability

and so forth.

Cleanliness elements are essentials, they don't show coordinate commitment in profitability yet

their nonappearance absolutely prompts diminish underway.

Helpers have a positive relationship with profitability, their vicinity results in expansion in

efficiency and their nonattendance prompts fall in the same.

In this way both these components ought to be paid consideration on support the assurance of

the specialists prompting lesser wearing down as spirit and steady loss have opposite

relationship i.e., higher the resolve lesser will be the whittling down and the other way around.

37

Applying Emotional Intelligence

Passionate knowledge alludes to the capacity and ability to know and control own feelings and

that of others in such a way, to the point that the energies and possibilities might be channelized

in a positive heading and used to upgrade efficiency. To create enthusiastic knowledge one

needs to create sympathy and farsightedness. Taking after are a few approaches to apply

passionate insight to control wearing down.

a. Being Proactive

b. Lessening Communication hole in the middle of administration and specialists

c. Devising and conveying profession and development opportunities

d. Using inborn inspiration

e. Understanding bunch elements

f. Motivational programs is conducted for the workers

g. Rewarding workers publically yet scrutinizing secretly

h. Developing a report with the laborers

Adaptability

Adaptability is essential for more prominent level of co-appointment, simplicity and softness

working in the organization. Interest of time is as in the present connection it is turned out to

be extremely hard to oversee ability. Unjustified stringency and inflexibility are not many to

be considered to undeniable rights of business.

38

Adaptability could be identified with the below accompanying variables

1. Time

2. Choice of undertaking

3. Transfer

4. Targets

5. Leaves

6. Methods

7. Work place in the organization

8. Countable of breaks

3.1.11 Directing Stress Interview –

Post employment surveys get to be instrumental in evaluating the level of fulfillment or dis-

fulfillment of the worker. It ought to be very much arranged and inquiries should be all around

surrounded. It ought to concentrate on the problems like –

Environment of the work

Organizational structure

Peer bunch

Senior-subordinate relationship

Performance evaluation

Individual development

In such manner, after variables ought to be dealt with –

Questions ought to be basic

Utmost privacy ought to be kept up

The procedure ought not be long

39

3.1.12 DIFFERENT REASONS

Workers interest in administration

Revenue sharing

Fair execution examination

Meaning-full objectives

Explaining job career and Developing vocation development legitimate progression

arranging

Effective correspondence framework

40

CHAPTER- 4

DATA ANALYSIS

AND

INTERPRETATION

41

Table - 4.1

AGE GROUP OF RESPONDENTS:

AGE IN YEARS NO OF RESPONDENTS % OF RESPONDENTS

18-25 66 66

26-35 26 26

36-45 6 6

ABOVE 45 2 2

TOTAL 100 100

Source: Questionnaire

ANALYSIS:

Among 100 respondents, 66 respondents fall under the age group of 18 to 25 age, 26

respondents fall under the age group of 26 to 35 age, 6 respondents fall under the age group of

36 to 45 age and 2 respondents fall under the age group which is above 45 age.

Source: Table 4.1

INTERPRETAION:

From the above analysis we can infer that 66% of the total respondents lie within the age group

of 18-25 in the company. And 26% of the respondents fall under the age group of 26-35 age.

This shows that employees working there are majority of them are youngsters.

67%

26%

6%1%

Age Group

18-25

26-35

36-45

above 45

42

Table – 4.2

GENDER OF THE RESPONDENTS

GENDER NO OF RESPONDENTS % OF RESPONDENTS

MALE 87 87

FEMALE 13 13

TOTAL 100 100


ANALYSIS: According to the above study of the Table, Among 100 respondents, 87

respondents fall under the category of male gender, 13 respondents fall under the category of

female gender.

Source: Table 4.2

INTERPRETAION:

The above analysis states that 87% of the total respondents are male. The sample was

carefully chosen to ensure that the problem of attrition occurred more in male employee.

96%

4%

Gender

Male

Female

43

Table – 4.3

MARITAL STATUS OF RESPONDENTS

MARITAL STATUS NO OF RESPONDENTS % OF RESPONDENTS

Married 27 27

Single 73 73

Total 100 100


Analysis: According to the above study of Table on Marital status, Among 100 respondents,

27 respondents fall under the marital status as Married, 73 respondents fall under the marital

status as Single.

Source: Table- 4.3

INTERPRETAION:

From the above analysis we can infer that 73% of the total respondents lie on the marital

status of unmarried or single status of life. As there most pf them fall under the age group og

youngsters, they are not married yet.

89%

11%

Marital Status

Married

Single

44

Table – 4.4

PREVIOUS EXPERIENCE OF RESPONDENTS

PREVIOUS

EXPERIENCE

NO OF

RESPONDENTS

% OF

RESPONDENTS

Fresher 39 39

0-2yr 49 49

3yrs – 5yrs 9 9

Above 5 yrs 3 3

Total 100 100


Analysis: According to the above study of the Table, Among 100 respondents, 39 respondents

fall under the category of Fresher, 39 respondents fall between the 0- 2yrs of previous

experience, 9 respondents who fall between 3yrs- 5yrs, 3 respondents who fall over above 5yrs

of experience.

Source: Table- 4.4

INTERPRETAION:

The above analysis states that 50% of the total respondents fall under the experience period

of 0- 2yrs. The sample was carefully chosen to ensure that the problem of attrition occurred

more in married employee.

40%

50%

9% 1%

EXPERIENCE

Fresher 0-2yr 3yr-5yr Above 5yr

45

Table – 4.5

WORK PERIOD OF RESPONDENTS

WORK PERIOD NO OF RESPONDENTS % OF RESPONDENTS

<1yr 51 51

1 – 2yrs 18 18

2 – 3yrs 25 25

>3yrs 6 6

Total 100 100


Analysis: According to the above study of the Table, Among 100 respondents, 51

respondents fall under the work period of <1yr, 18 respondents fall under the work period of

1- 2 yrs, 25 respondents who fall under the work period of >3 yrs.

Source: Table- 4.5

INTERPRETAION:

The data above shows that most of the employees work period stands as freshers that is they

fall under the criteria of less than 1 year in the Existing organisation that is 51%. As per the

study we got to know that due to the Expansion of branches many workers are needed for the

organization

51%

18%

25%

6%

Work Period

<1yr

1-2 yr

2 - 3 yr

>3yrs

46

Table – 4.6

LEVELS OF RESPONDENTS

LEVEL OF

WORK

NO OF RESPONDENTS % OF RESPONDENTS

Senior Level 22 22

Middle level 52 52

Executive level 26 26

Total 100 100



respondents fall under the senior level, 52 respondents fall under the Middle level and 26

respondents fall under the Executive level of Level of work.

Source: Table-4.6

INTERPRETAION:

From the analysis above, we can identify that 53% of the total respondents fall under the

category of lower level of employment study in that company. Because that is the levels we

find more of hoping of one job to another.

22%

53%

25%

LEVEL OF WORK

Senior level Middle level Executive level

47

Table – 4.7

UNDERSTANDING THE JOB AND ROLE IN ACHIEVING THE VISION

UNDERSTANDING

THE JOB

NO OF

RESPONDENTS

% OF THE

RESPONDENTS

Not really 4 4

Somewhat 5 5

Totally 91 91

Total 100 100


Analysis: According to the above study of understanding the job, Among 100 respondents, 4

respondents fall under the category of not really understood, 5 respondents fall under the

category of somewhat understood the work, 91 respondents fall under the category of fully or

totally understood the job.

Source: Table- 4.7

INTERPRETAION:

The above analysis states that 48% of the total respondents are understanding the job profile

and its importance in reaching the company goal. And 38% has bit understood what kind of

job they have to do but they really not known how their contribution is helping to attain their

goals.

Not really38%

Somewhat48%

Totally14%

Understanding the job

Not really Somewhat Totally

48

Table – 4.8

DISSATISFACTION LEVEL IN PAY STRUCTURE

PAY STRUCTURE NO OF RESPONDENTS % OF RESPONDENTS

Yes 26 26

No 74 74

Total 100 100



respondents fall under the dissatisfaction level in pay structure, 74 respondents who fall under

the satisfaction level in pay structure.

Source: Table- 4.8

INTERPRETAION:

The data above interpret that 74% of the respondents fall under the category of they are

happy with the pay structure provided by the organization and 23% of the respondents are not

happy with the pay structure as they are facing increment issue by the contractors.

26%

74%

PAY STRUCTURE

Yes No

49

Table – 4.9

SATISFACTION LEVEL OF EMPLOYEES ENGAGEMENT ACTIVITIES

EMPLOYEE

ENGAGEMENT

NO OF RESPONDENTS % OF THE

RESPONDENTS

Very much satisfied 100 100

Satisfied 0 0

Neutral 0 0

Dissatisfied 0 0

Total 100 100



respondents fully satisfied with the employee engagement activities done in the organization.

Source: Table- 4.9

INTERPRETAION:

From the analysis above we can infer that all the 100 respondents are happy with the

Employment engagement activities which is conducted once in every month with they feel

relaxed with fun activities conducted by the company.

Very much Satisfied100%

Satisfied0%

Dissatisfied0%

Neutral0%

Employee Engagement Activity

Very much Satisfied Satisfied Dissatisfied Neutral

50

Table – 4.10

SOCIAL WELFARE ACTIVITIES HAVE BEEN PROVIDED

SOCIAL WELFARE NO OF RESPONDENTS % OF RESPONDENTS

Yes 100 100

No 0 0

Total 100 100



respondents satisfied with the social welfare provided by the organization.

Source: Table- 4.10

INTERPRETAION:

The above analysis states that 100% of the employees of the respondents are happy with the

social welfare facilities provided by the organization like job-security, safety, health facilities

and etc,.

100%

0%

Socila Welfare activity

Yes

No

51

Table – 4.11

SATISFACTION LEVEL OF BASIC NEEDS

BASIC NEEDS NO OF RESPONDENTS % OF THE

RESPONDENTS

Highly satisfied 89 89

Satisfied 5 5

Neutral 6 6

Dis-satisfied 0 0

Total 100 100



respondents fall under highly satisfied category, 5 respondents who fall under satisfied

category, 6 respondents fall under the neutral category.

Source: Table- 4.11

INTERPRETAION:

From the above analysis we can infer that 89% of the total respondents lie within the category

of Highly satisfied level of basic facilities provided by the organization like drinking water,

canteen facilities and rest room facilities and providing proper breaks in between the work

etc,.

89%

5%6% 0%

BASIC NEEDS

Highly satisfied Satisfied Neutral Dis-satisfied

52

Table- 4.12

SATISFACTION LEVEL ON JOB SECURITY

NATURE OF THE JOB NO OF RESPONDENTS % OF THE

RESPONDENTS


Satisfied 0 0

Neutral 0 0

Dis-satisfied 0 0

Total 100 100


Analysis: According to the above study of the Table, Among 100 respondents, full 100

respondents fall under highly satisfied category of Nature of the job.

Source: Table- 4.12

INTERPRETAION:

The above analysis states that 100% of the total respondents are completely satisfied with the

nature of the job which they at present doing and they do not face any kind of problems with

that. As they feel it is easy and convenient do work with.

99%

0%0%1%

Nature of the job

Highly satisfied

Satisfied

Neutral

Dis-satisfied

53

Table – 4.13

CHANCES OF CHANGING THE JOB

CHANGING THE JOB NO OF RESPONDENTS % OF THE

RESPONDENTS

Yes 11 11

No 69 69

Can’t say 20 20

Total 100 100



respondents fall under the yes category for changing the job, 69 respondents fall under the no

category of changing the job, and rest of 20 respondents fall under the category of can’t say

in changing the job.

Source: Table- 4.13

INTERPRETAION:

The above data shows that most of the respondents fall under the category with 69% in telling

that they will not change the job for more than 1 year approximately. And 20% of the

respondents said that they can’t say at present. It means that they might leave the job if any

convenient job is found.

11%

69%

20%

Changing Job

Yes

No

Can't say

54

Table – 4.14

FREQUENCY IN LEARNING NEW THINGS IN JOB

LEARNING NEW

THINGS


RESPONDENTS

Always 75 75

Mostly 15 15

Never 0 0

Total 100 100



respondents fall under the category of always learning new things, 15 respondents fall under

the category of mostly tend to learn new things.

Source: Table- 4.14

INTERPRETAION:


of always learning new things or work every often learn many things. 25% of the employees

mostly learn new things which they feel important and challenging.

64%

25%

11%

FREQUENCY OF LEARNING

Always Mostly Never

55

Table – 4.15

FLEXIBILITY IN CONVEYING PROBLEM

FLEXIBILITY NO OF RESPONDENTS % OF THE

RESPONDENTS

Yes 100 100

No 0 0

Total 100 100


Analysis: According to the above study of the Table, Among 100 respondents, total 100

respondents fall under the category of flexibility in conveying their problems to the higher

manager.

Source: Table- 4.15

INTERPRETAION:

The above analysis states that employee have fallen under the category of they feel flexible

enough to convey their problems to their respective higher authority and even they solve their

problem or understand their problem and give suggestions to the employees when needed.

100%

0%

Flexibility in Conveying Problem

Yes

No

56

Table – 4.16

EMPLOYEE’S CREATIVITY CONSIDERED

EMPLOYEES

CREATIVITY


RESPONDENTS

Yes 100 100

No 0 0

Total 100 100



respondents fall under the category of accepting the employee’s creativity in the work place.

Source: Table- 4.16

INTERPRETAION:

The above data shows that all of the respondents fall under the category of employees

creativities are accepted by the authority and even appreciate them for doing or thinking out

of box or try it in different method.

100%

0%

Employees creativity

Yes

No

57

Table- 4.17

FACTORS PREVENTING FROM LEAVING- REWARDS & RECOGNITION

REWARDS &

RECOGNITION


RESPONDENTS

Strong agree 95 95

Agree 0 0

Disagree 5 5

Total 100 100



respondents fall under the category of strong agree of rewards and recognition, 5 respondents

fall under the category of Disagree with the rewards and recognition to the employees.

Source: Table- 4.17

INTERPRETAION:

From the above analysis we can infer that of 99% of the respondents fall under the category

of strong agree for the awards and Recognition given by the organization during the

Employment engagement activities which is conducted by the organization once in a month

to encourage the employees and motivate them to work better.

99%

0%1%

Rewards & Recognition

Strong Agree

Agree

Disagree

58

TABLE- 4.18

FACTORS PREVENTING FROM LEAVING- FLEXIBLE WORKING HOURS

WORKING HOUR NO OF RESPONDENTS % OF THE

RESPONDENTS

Strong agree 100 100

Agree 0 0

Disagree 0 0

Total 100 100


Analysis: According to the above study of the Table, Among 100 respondents, total 100 falls

under the category of strong agree on the statement of having Flexible working hour.

Source: Table- 4.18

INTERPRETAION:

The above analysis states that 100% of the respondent said that they are strongly agreeing

with the flexible timings which they are working and they are happy with it. Which they are

not feeling any kind of burden.

99%

0%1%

Working Hour

Strong Agree

Agree

Disagree

59

Table- 4.19

FACTORS PREVENTING FROM LEAVING- BETTERMENT OF WORK PLACE

BETTERMENT OF

WORK PLACE


REPONDENTS

Strong Agree 89 89

Agree 7 7

Disagree 4 4

Total 100 100



respondents fall under the category of Strong agree of Betterment of place, 7 respondents fall

under the category of just agree with the above statement and 4 respondents who fall under

the category of disagree with the statement of providing betterment of work place.

Source: Table- 4.19

INTERPRETAION:

The above data shows that 64% of the respondents hold saying that they are in the betterment

of the work place. And few of the other respondents said that they are facing problem with

canteen space and limitation of toilet rooms.

64%

25%

11%

Betterment of work place

Strong agree

Agree

Disagree

60

TABLE – 4.20

REFER YOUR FRIENDS TO THIS ORGANIZATION

REFERENCE NO OF RESPONDENTS % OF THE

RESPONDENTS

Yes 100 100

No 0 0

Total 100 100



respondents fall under the acceptance group of referring to friends.

Source: Table- 4.20

INTERPRETAION:

From the above analysis we can infer that 100% of the total respondents lie within the

positive feedback telling they will refer their friends to this company if the higher authority is

specifying. As each employee feel positive about the company.

100%

0%

REFER YOUR FRIENDS

Yes No

61

TABLE – 4.21

FEEL GOOD IN HIS ORGANIZATION- INCREMENT

INCREMENT NO OF RESPONDENTS % OF RESPONDENTS

Yes 81 81

No 19 19

Total 100 100



respondents fall under the category of yes which tells that they don’t have increment issue of

their pay, and rest 19 respondents fall under the category of No that means they are not happy

with the increment which the company provides.

Source: Table- 4.21

INTERPRETAION:

The above analysis states that 81% of the respondents fall under the category of they are

happy with the increment policy and duration to earn the increments. And how well they have

to contribute towards their work to get the increments.

96%

4%

Increment

Yes No

62

TABLE- 4.22

FEEL GOOD IN HIS ORGANIZATION- TRANSPORTATION

TRANSPORTATION NO OF RESPONDENTS % OF RESPONDENTS

Yes 18 18

No 82 82

Total 100 100



respondents who fall under the category of yes they are happy with the transportation

facilities provided, 82 respondents who say that they don’t give such facilities.

Source: Table- 4.22

INTERPRETAION:

The above data shows that most of the respondents fall under the category of they are

providing transportation facilities to the woman employees those who stay far from the

organization.

82%

18%

TRANSPORTATION

Yes No

63

TABLE – 4.23

SAFETY MEASURES PROVIDED DURING EMERGENCY

SAFETY MEASURES NO OF RESPONDENTS % OF RESPONDENTS

Yes 99 99

No 1 1

Total 100 100



respondents fall under the category of safety measures provide by company is good and 1

respondent who fall under the category of telling no to such facility.

Source: Table- 4.23

INTERPRETAION:

From the above analysis we can infer that 97% of the total respondents fall under the

category of that they are happy with the safety measures provided by the organization. As

still now no one had faced any kind of problems with that. The company has taken pro-active

steps and reduced the harmfulness to the employees and concentrate on the well-being of an

employee.

97%

3%

Safety Measures

Yes

No

64

TABLE – 4.24

ESTIMATED DURATION TO STAY BACK IN THE ORGANIZATION

DURATION TO

STAY IN


RESPONDENTS

<1yr 0 0

1yr 0 0

2yr 33 33

>2yr 24 24

Can’t say 43 43

Total 100 100



respondents fall under the category of 2yr, 24 respondents who fall under the category of

>2yr, 43 respondents are not sure of their stay in the present company.

Source: Table- 4.24

INTERPRETAION:

The above analysis states that 40% of the total respondents have chosen to stay back in this

organization more than 2 years and 22% of the total respondents have told that they aren’t

decided and for no they are going to stay there for more than 6 months.

8%0%

30%

22%

40%

Duration of Stay

<1yr

1yr

2yr

>2yr

Can't say

65

TABLE – 4.25

SATISFIED WITH LOGISTICS SUPPORT

LOGISTIC SUPPORT NO OF RESPONDENTS % OF THE

RESPONDENTS


Satisfied 5 5

Moderately satisfied 0 0

Dissatisfied 0 0

Total 100 100



respondents fall under the category of highly satisfied and 5 respondents who fall under the

category of just satisfied with the above statement.

Source: Table- 4.25

INTERPRETAION:

The above data shows that most of the respondents are satisfied with the logistic support

provided by the organization is very helpful for the employees and it makes easy for the

workers to finish their work.

94%

5%0%1%

Logistic Support

Highly Satisfied

Satisfied

Moderately Satisfied

Dissatisfied

66

TABLE – 4.26

PROMOTION GIVEN ON SKILL BASED

PROMOTION GIVEN NO OF RESPONDENTS % OF THE

RESPONDENTS

Yes 98 98

No 2 2

Total 100 100



respondents fall under the category of telling promotion is given on the basis of good

performance, and 2 respondents who fall under the category of telling no promotion is given

on basis of performance.

Source: Table- 4.26

INTERPRETAION:


of promotion provide by the organization is effective to their knowledge as they feel the

promotion is given for the rightful person who does major job in correct way within the time

duration given to the respective employees.

72%

28%

Promotion Given

Yes No

67

TABLE – 4.27

OVERALL SATISFACTION LEVEL

SATISFACTION LEVEL NO OF RESPONDENTS % OF RESPONDENTS

Yes 100 100

No 0 0

Total 100 100



respondents fall under the category of full satisfied with the overall satisfaction level in

staying and working in Big basket company.

Source: Table-27

INTERPRETAION:

The above analysis states that 100% of the total respondents are gratefully feeling happy and

satisfied with the overall activities and facilities provide by the organization for their

employees.

97%

3%

Overall satisfaction

Yes No

68

Chi-square test:

Objective: To determine the effect of employee turnover.

Hypothesis: There is no significant relationship between incentive and the changing of job.

Case Processing Summary

Cases

Valid Missing Total

N Percent N Percent N Percent

Feel good in the

organization-incentives

* Thought of changing

the job

100 100.0% 0 0.0% 100 100.0%

Feel good in the organization-incentives * Thought of changing the

job Crosstabulation

Count

Thought of changing the job Total

Yes No Can't say

Feel good in the

organization-incentives

Yes 8 49 15 72

No 3 20 5 28

Total 11 69 20 100

69

Chi-Square Tests

Value df Asymp. Sig.

(2-sided)

Pearson Chi-Square .125a 2 .939

Likelihood Ratio .127 2 .938

Linear-by-Linear

Association .044 1 .834

N of Valid Cases 100

a. 1 cells (16.7%) have expected count less than 5. The

minimum expected count is 3.08.

Result:

The above said hypothesis was tested by using Chi-square test the above table shows the

cross tabulation of Feel good in the organization-incentives * Thought of changing the job,

and also depects the Chi-square significant value is 0.939 which is greater than 0.05. the

above table shows that there is no significant difference and the null hypothesis is accepted.

70

CHAPTER-5

FINDINGS,

CONCLUSION

AND

SUGGESTION

71

5.1 FINDINGS:

From the Survey it is found that 66% of the total employees was within the within the

age group of 18-25 in the company.

The study found that 87% of the total respondents are Male. And remaining few were

Women.

Majority of the respondents fall under the category of un-married and their percentage

is 73% or of single status. And lady employees who are working are found to be

married.

The survey showed that most of them who are working in the lower level of

employment having minimum Qualification of 10th.

The study found that 50% of the total respondents fall under the previous work

experience of 0-2 years.

The survey states that the employees of 51% fall under the work period of less than a

year.

The survey states that of 53% the employees belong to the middle level management

of lower level employees. This includes team lead, pickers, packers and bikers.

From the study, it is found that 48% of the total respondents are somewhat understood

the job profile and how it is going to help the growth of the organization.

From the survey, it found that 74% of the respondents are happy with the pay

structure model followed by the organization.

72

From the study, it was found that 100% of the total respondents are fully and

completely happy with the Employment Engagement activities undertaken by the

organization. It is conducted monthly once to motivate the employees and encourage

them to do other cultural activities.

From the study, it was even found that extent of happiness was high in the fields like

social welfare, satisfaction level of job security was positive.

The survey states that 89% of the total respondents re highly satisfied with the basic

facilities provided.

From the study, it was clear that 100% of the employees are convenient with their

nature of job and are flexible enough to share their problems with their higher

authority.

From the study, it was clear that 100% of the employees are convenient with their

working hours and also employee’s creativity is also accepted.

Logistic support provided by them was more helpful in doing their work.

According to the survey, it was clear that 72% of the respondents are given promotion

as per their Quality work.

Overall satisfaction on the organization was high when seen according to the survey.

73

5.2 CONCLUSION:

• As employees are the main asset of any organization, they have to look over the need

and interest of the employees working in an organization.

• The recruitment is done through contractor and Selection is done by Company.

• The company is trying its best in all possible ways to retain the employees.

• Retention policies followed by the organization which includes both monetary and

non - monetary benefits like

• Providing incentives for the best performers of month.

• Promotions will be given for the best performers.

74

5.3 SUGGESTIONS:

• To provide rent allowance to the employees.

• To continue having good relationship with employees and ask their needs and make

them feel comfortable and build loyalty towards organization.

• To help the productive employee for higher studies and retain them in our

Organization for various post.

• To concentrate on the increment issue and the promotional issues faced by the

employees.

• To concentrate on the infrastructure and basic facilities providing according to the

growth of the company and number of employees built in the organization.

• To conduct meetings with the employees and make them realize that how their work

or their contribution will help in reaching the organization goal.

• To motivate continuously and guide them to do their work effectively and efficiently

and their benefits thereof.

75

BIBLIOGRAPHY

WEBLINKS:-

http;//en.wikipedia.org/wiki.Human_resource_management

http;//deeptipande.expertscolumn.com/article/human_resource_management-

functions-and-objectives

http;//qqq.businessdictionary.com/definitions/employee-retention.html

http;//www.managementparadise.com/forums/marketing-research/206789-meaning-

research-design.html

http;//www.bigbasket.com

REFERENCE BOOKS

Sl.no Title of the

book

Publication Author Years of

publication

1. Human

Resource

Management

Himalaya

Publication

Appaniah

Reddy

2011-2012

2. Business

Research

Method

Himalaya

Publication

P. Subba

Rao

2010-2011

76

ANNEXURE

A STUDY ON ATTRITION LEVEL IN BIG BASKET, BANGALURU

SECTION A: PERSONAL DATA

1. Name : ______________________

2. Gender: ______________________

3. Education qualification: __________________

4. Contact no. & address:

5. Age Group:

a) 18 - 25 b)26 -35 c) 36-45 d) above 46

6. Marital status:

a) Married b) Unmarried

7. Years of Experience:

a) 0-2

b) 3-5

c) 6-8

d) above 8 years

SECTION B: WORKING DATA

8. Employee code:

9. Department:

10. Designation:

11. How long you are working here?

a) <1 year b)1-2 year c) 2-3 years d) >3 years

77

12. How well do you understand your job and the role in achieving your vision?

a) Not at all

b) Not really

c) Somewhat

d) Totally

13. Which of the following makes you dissatisfied?

Yes No

Work pressure

Management decisions

Working environment

Pay structure

Job dissatisfaction

Appraisal

Reward system

Other (reason)

14. Did Organisation is conducting any employee engagement activities and

to what level you have been satisfied?

a) Very much satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

15. How frequently did Organisation provide engagement activities?

a) Once in a month

b) Twice in a month

c) Quarterly

d) Yearly

v

78

16. Is there any social welfare activities have been provided by the

organization?

a) Yes

b) No

17. Specify the area where improvement is required internally?

Highly

satisfied

Satisfied Neutral Dissatisfied Highly

Dissatisfied

Motivation

Appraisal

Basic

needs

Nature of

job

Job

security

18. Have you ever thought of changing the job?

a) Yes (reason)

b) No

19. How frequently you get to learn something new at your job?

a) Always

b) Mostly

c) Never

20. Do you have flexibility to convey your problems to top

level people?

a) Yes

b) No

79

21. Is there any consideration for employee’s creativity?

a) Yes

b) No

22. Rate the factors that could aid the organization in preventing you from

Leaving?

Strong

Agree

Agree Strong

Disagree

Disagree

Employee

engagement

Pay scale

Flexible

working

hour

Betterment

of work

place

Rewards

and

recognition

23. Will you refer your friends to this Organization?

a) Yes

b) No (reason)________________

24. What made you to feel good in Organization?

Yes No

Medical facility

Increments

Benefits

Cultural diversity

Transportation facilities

Accommodation

80

25. Do Organization provide any safety measures to employees during

emergency?

a) Yes

b) No

26. How long have you planned to continue in this job?

a) <1yr b)1yr c) 2yr b) >2yr

27. Which of the level of employees is most susceptible for attrition?

a) Top level

b) Senior level

c) Middle level

d) Executive

28. Are you satisfied with the logistics support provided by the company?

a) Highly satisfied

b) Satisfied

c) Moderately Satisfied

d) Highly dissatisfied

29. Overall satisfaction about working in this company?

a) Highly satisfied

b) Satisfied

c) Moderately Satisfied

d) Highly dissatisfied

AN STUDY ON EMPLOYEES ATTRITION AT BIGBASKET ...

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