A Study of Employee Attrition and Retention at

Fenesta Building Systems (DCM Shriram Ltd.),

Gurgaon

Presented By:
Tripti Singh
MBA 4th Sem.

Fenesta Building Systems

Windows, doors and conservatories

Introduction : Fenesta Building

Systems
In 2002, DCM Shriram Ltd. signed a Technology Co-operation Agreement with Spectus
Window Systems (UK), to receive technological know-how from the latter.
In 2003, Fenesta was officially launched.
Fenesta is India's largest windows and doors company. It has installed more than a Million
windows doors across nearly 150,000 homes.
Fenesta Building Systems is India's largest UPVC windows solutions provider, specializing in
the design, manufacture, installation and service of precision-engineered made-to-order UPVC
window and door systems.
Fenesta is an end to end service provider right from extrusion of UPVC profiles to installation
of windows.
Fenesta has an all India set up with 14 sales and service offices and 4 factories. Besides, the
company has nearly 100 marketing associates spread all across the country

People Profile
Parameter

Unit

Headcount

590

Average Age

29

Average Experience

5 years

Whos Who????

FenestaLeadersh
ip Team

Y.P Singh
HeadInstallation

Paul Manison
Head
Production

Saket Jain
Business Head

Satish Ghildiyal
Head S.C.M

Sushmita Nag
Head- Marketing

Anand Shriram
Special
Projects

G D Bhatnagar
Head - IT

Sakshi Anand
Head - HR

Fenesta- Sales &

Marketing Team
President

Vice President
Sales & Mktng
- West

Vice President
Sales & Mktng
- NCR

G Nagaverma

Ram Kumar
Kullai

Vice President
Sales & Mktng
- South

PV
Ravi Kumar

Vice President
Sales & Mktng
- East

Probir
Podder

Vice President
Sales & Mktng
- Up Country

Arnev Goel

Pan India Presence

New Delhi

Bangalore

Chennai

Coimbatore

Cochin

Hyderabad

Mumbai

Pune

Ahmadabad

Kolkata

Chandigarh
Jaipur
Patna
Bhubneshwar
Dehradun
Jaipur
More..

Attrition
Attrition is said to be the gradual reduction in the
number of employees through retirement, resignation or
death. It can also be said as Employee Turnover or
Employee Defection
Whenever a well-trained and well-adapted employee
leaves the organization, it creates a vacuum. So, the
organization loses key skills, knowledge and business
relationships. Modern managers and personnel
administrators are greatly interested in reducing
Attrition in the organization, in such a way that it will
contribute to the maximum effectiveness, growth, and
progress of the organization.

 Attrition Rate:
Employee attrition is a very big problem in India and
outside India. "The rate of shrinkage in size or number"
So a Question arises ???
Why an Employee leaves a company?.
To Fig this out every Company calculates Employee
attrition rate and takes measures to reduce it.

Review of Literature
Bob Russell and Mohan Tithe, Work organization, HR
practices and employee retention in Indian call centers laid
emphasis on specific aspects of HR practice for their effect on
retention in the very different context of Indian labor market.
The findings suggest that the contribution of HR to employee
retention is a necessary but not sufficient condition for retention
in the context to Indian call centers. (Written in 2010)(1)
Choi Sang Long and Panniruky Perumal, The Impact of HR
practices on employees turnover intention researched discusses
extensively on the impact of human resource practices that can
alter the negative effect on the organization due to high
employees turnover. Issues encountered may be in the areas of
shrinking pool of entry-level workers, individual differences, use
of temporary workers, productivity and competitiveness,

 A Relationship between Organizational climate, Employee personality and

intention to Leave. Written by Liew Chai Hong and Sharan Kaur found
that organizational climate has a significant association with employees
intention to leave. The entire four organizational climate dimensions had
significant negative correlations with employees intention to leave.
(Published in International Review of Business Research Papers in June,
2008).(4)
Employee attrition and Retention: Exploring the dimensions in the urban
centric BPO industry researched by Santoshi Sen Gupta aims to produce a
model for employee retention conjoining it with other aspects of perceived
attitudes viz. employee motivation, employee satisfaction, employee
involvement and life interest and work compatibility etc. Researcher tried to
study the variables with the help of few management theories. (Written in
2010). (5)

 Attrition and Retention of employees at Greenville Fire Rescue written by Eric T

Griffin deals with a problem of employees leaving the organization after receiving
training and job preparation. conjoining it with other aspects of perceived
attitudes viz. employee motivation, employee satisfaction, employee involvement
and life interest and work compatibility etc. (written in October 2006). (6)
The Effects of Employee Development Programs on Job Satisfaction and Employee
Retention written by L. Karen Shelton analyzes the significance of employee
development on job satisfaction and retention; it also takes account into business
success. The study determined that training and development increase employee
satisfaction and are significant in an employees decision to stay with a company.
It also indicated that the impact of training decreases without the organizational
culture to support employees in the development process. (Written in may 2001).
(7)

 RaviBapna,AlokGupta,AmitMehra
andV.Sambamurthy in their research paper Attrition
of IT workers in the context of offshore outsourcing: the
Economic impact of training explains that IS
professionalsworkingwithin business firms
primarilyseek tocontribute to their firmseffective
leverageof IT.Theyaremotivated tomake
stronginternal contributions, but do not typically
contribute directly to revenue and are
oftenconsidered tobecostcenters.
IncontrastISprofessionalsworkinginanoffshoreoutso

Need of the Study:

The success of any organization depends largely on the workers,
the employees are considered as the backbone of any company.
The study is mainly undertaken to identify the level of
employees attitude, the dissatisfaction factors they face in the
organization and for what reason they prefer to change their
job. Once the levels of employees attitude are identified, it
would be possible for the management to take necessary action
to reduce attrition level.
This study can be helpful to the management to improve its
core weaknesses by the suggestions and recommendations.
This study can serve as a basis for measuring the organizations
overall performance in terms of employee satisfaction.

Objectives of the Study

To know the satisfaction level of employees towards
their job and working conditions at Fenesta.
To identify the causes for the attrition.
To suggest measures to control Attrition to the
management.

Hypotheses
Ho1: There is no significant relation between employee satisfaction
and attrition in Fenesta.
Ha1: There is significant relation between employee satisfaction and
attrition in Fenesta.
Ho2: There is no significant relation between HR practices and
attrition in Fenesta.
Ha2: There is significant relation between HR practices and attrition.
Ho3: There is no significant relation between Growth opportunities
and Attrition at Fenesta.
Ha3: There is significant relation between Growth opportunities and
Attrition at Fenesta.

Research Methodology
Sources of Data Collection:
Primary data: In this study primary data is to be collected through:
Interviewing the ex-employees (within past one year)
Surveying the existing Employees .
Questionnaire survey: In this study a questionnaire shall be
prepared. The questionnaire shall consist of a set of questions that
shall be circulated among the employees.
Secondary data:
Previous records containing information regarding employees.
Other relevant study materials and websites.

 Sampling Design:
Population: Employees of Fenesta Building Systems (Gurgaon, HO).
Sample Size: 50 employees from different departments/functions,
roles/positions (Gurgaon, HO).
Sampling Technique: Stratified Random Sampling.
Sales Department : 10 Employees
Installation Department : 10 Employees
Costing Cell: 10 Employees
Production Department : 10 Employees
Finance and Marketing Department: 5 Employees each.

 Research Design: Descriptive and Analytical Research.

Tool and Techniques for Data Analysis : Chi Square
Test and Weighted average Method.

 The factors that are taken into consideration for the attrition analysis
are as follows;
Employee morale
Compensation Package
Career growth
Work Environment
Communication
Company Policies
Training
Job Satisfaction

Proposed Chapterization
Chapter 1 : Introduction
Need of the Study
Objectives of the Study
Chapter 2 :
Chapter 3 :
Chapter 4 :
Chapter 5 :
Chapter 6 :
Chapter 7 :
Chapter 8 :
References

Hypotheses of the Study

Literature Review
Company Overview
Research Methodology
Data Analyses
Findings of the Study
Conclusion
Suggestions