Project Report On

Submitted in partial fulfilment of the requirements of the degree of Post Graduate Diploma in Management To

Topic .

1. 1.1

Introduction Significance of the study:

1. It will be helpful to the organisations in understanding key reasons for frequent job hopping.

2. Addressing issues with respect to job hopping will aid in retaining trained employees for longer duration.

1.2

Background of the study:

We all know career dynamics have shifted dramatically over the years. Gone are the days where college grads joined a company and stayed for life, rising through the ranks to win that ultimate workplace trophy: the corner office.

Employees today are different. They are not the ones who dont have good opportunities in hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees. If they dont, they would be left with no good employees.

A good employer should know how to attract and retain its employees. Employees comprise the most vital assets of the company. In a work place where employees are not able to use their full potential and not heard and valued, they are likely to leave because of stress and frustration. In a transparent environment while employees get a sense of achievement and belongingness from a healthy work environment, the company is benefited with a stronger, reliable work-force harbouring bright new ideas for its growth. In these changing times both the employee & employer are under tremendous pressure to perform.

2.

Literature review: B. Lynn Ware, Ph.D., and Bruce Fern in the article The Challenge of Retaining Top Talent: The Workforce Attrition Crisis wrote - the multi factored retention solution is like the story of the blind men and the elephant. Never having seen an elephant, three blind men were brought over to a young elephant to let them experience it. Each man touched a part of the elephant. The first one touched a leg and said, "Now I understand. An elephant is like a tree trunk." The second man touched the tail and said, "No. You are wrong. An elephant is like a snake." The third man touched an ear and said, "You are both quite mistaken. An elephant is like the leaf of a big palm tree." If any of the men wanted to control the elephant, they would have found themselves incapable of doing so, because their understanding of the elephant was only partial. This is also true of many organizations that try to tackle only one factor of the attrition dilemma. Terence R Mitchell. Brooks C. Holtom. and Thomas W. Lee in their article How to keep your best employees: Developing an effective retention policy say - The competition to retain key employees is intense. Top-level executives and HR departments spend large amounts of time, effort, and money trying to figure out how to keep their people from leaving. People often leave for reasons unrelated to their jobs. In many cases, unexpected events or shocks are the cause. Employees also often stay because of attachments and their

sense of fit, both on the job and in their community. We discuss these ideas and make recommendations for integrating them into a comprehensive retention plan.

"If you were a chronic job-hopper during the dotcom days, people may be questioning your integrity and loyalty," says Allison Hemming, author of Work It!

In an article for the Harvard Business Review, Monica Hamori, a professor of human resource management at IE Business School in Madrid, wrote, Climbing the hierarchy used to be a reward for loyalty. But in the 1980s, as firms stripped out layers of management, promotions became fewer and farther between. To get ahead, executives started moving from company to company.

3.

Objective of the study: To understand the reasons for job hopping in todays corporate world Strategies employed by the companies to mitigate the companies job attrition rates To understand problems faced by the companies while practising employee retention

4.

Methodology:

The steps in which the project would be carried out is by collecting both the primary and the secondary data. The secondary data will be collected first. This collection of data will be done by means of reading various materials such as books, journals, magazines, newspaper articles, etc.; looking for similar content online (i.e., on the Internet).Then a structured questionnaire would be used as a primary data collecting tool which will be filled by the employees of various organizations using Convenient sampling, personal and telephonic interview and face to face interactions will. Therefore project work would be carried out on the basis of both primary and secondary data.

5.

Sampling Techniques:

Sampling unit: The research will be conducted in Delhi. Sample size: Sample size for this study will be a total of 50 respondents.

Sampling method: Convenient Sampling.

6.

Data analysis Technique

Data will be analysed on excel with the help of pie charts and graphs.

Limitations: