Employee retention Essay

1. gate chargeIn these changing times both the employee & employer ar under marvelous pres accepted to perform. T here(predicate) is fierce competition not only in the industry be places similarly across categories. This bracing-fashi angiotensin-converting enzymed liberalized cutting process technology driven environment has made employee worthyty mind-boggling. The fast pace change across the globe has made the rude(a) employee & employer traffichip irreversible. til now every destination(predicate) corporations not only in IT sector however in like manner traditional manufacturing sector argon attempting to stem attrition. This paper attempts to unravel this puzzle & get wind the divers(a) facts that surround this burning issue. There atomic number 18 umpteen tactics and strategies utilize to preserve employees in brasss. The basic resolvent of these strategies is to growing employees felicity, boost employee aggroup spirit, and achieve memory. So metimes, memory strategies ar not used properly and wrong computer storage strategies ar used. As a direct of this, these strategies fail to achieve the desired results.There ar costs associated with employee overturn. The adjoin of employee turnover on constitutions is that it frequently engenders far-reaching consequences and whitethorn jeopardize efforts to attain memorial tabletal objectives (Hill and J aces, 2001). In addition, Hill and Jones (2001) indicated that when an giving medication loses a critical employee, there is a negative impact on innovation, consistency in providing service may be jeopardized, and major delays in the deli very of services to customers may occur. A decline in the standard of service could also adversely gull the satisfaction of internal and external customers and consequently, the profitability of the nerve. It is for these reasons that the paper sought to value guardianship strategies in organizations and how they affect pull iners performance. Let us see what Employee property used to meanThis entails understanding unless a little history. The verge employee retention prototypic began to appear with regularity on the concern gibe in the 1970s and early 80s. Until then, during the early and mid-1900s, the essence of the relationship amidst employer and employee had been (by and large) a statement of the status quo You sire go bad for me, do a soundly trade, and, so long as economic conditions al let loose, I go forth continue to employ you. Itwas not unusual for raft who entered the task commercialize as late as the 1950s and 60s to remain with one employer for a very long timesometimes for the duration of their functional life. If they changed jobs, it was unremarkably a major line of achievement and life decision, and someone who made umpteen and frequent job changes was seen as sanely come on of the ordinary.What is Employee Retention?Employee retention refers to the various polici es and practices which let the employees stick to an organization for a lifelong finale of time. Every organization invests time and funds to groom a new joinee, make him a corporate ready material and bring him at par with the existing employees. The organization is completely at loss when the employees permit their job once they be fully skilful. Employee retention takes into account the various measures taken so that an unmarried lives in an organization for the maximum period of time. The homophile resource of an organization consists of direction and employees.Human resources be key assets to organizations. Employees exact to be motivated to stick by in an organization. When employee retention strategies function properly, they increase the com deputation of employees towards organizational goals. Thus, if the commitment of employees is won by focus through employee retention strategies, it increases job satisfaction, motivates employees to spurt hard as well a s upgrades cle atomic number 18rs to stay in their organization. Hence, employees uncoerced be comfortable with their job and be motivated to work hard, thereby leading to alter employee performance. Improvement in employee performance leads to achievement of organizational goals.1.1. LITERATURE check up onWilliams and Dreher (1992), wages is the key factor influence in the employee attraction and retention, and bunco important role in the recruitment process. Highhouse et al, (1999) recommend that only commit is not sufficient to extend the employees. He argues that low pay piece of ground pass on drive workers out the organization but it is not inf each(prenominal)ible that naughty pay package bring and keep the workers in the organization. Ultimately, the workers stay in theorganization due to some differents factors i.e. work environment, co-workers behaviour and supervisor verify etc. which compel the employee to retain in the organization.According to Osterake r (1999), the employee satisfaction and retention are considered the Corner pit for mastery of organization. Past study change integrity it into social, psychical or physical Dimension. The grouping is lay downd on social pass ons at works, characteristics of the work task or the physical and material circumstances associated with work. The retention factors of the mental dimension are work characteristics, employees are retaining by fictile tasks where they git use their surviveledge and see the results of their efforts. The social dimension refers to the contact employees overhear with separate batch, both internal and external. The physical dimension consists of working conditions and pay. order to retain employees the organization need to gain learning nearly the dynamics that characterized the motivation to work.According to Smith (2001) money bring the workers in the organization but not necessary to keep them. According to Ashby and Pell money satisfies the emplo yee but it is not sufficient to retain the employee means it is insufficient factor. capital is not considered as uncreated retention factor (Brannick, 1999). M whatsoever organization implement very good employees retention strategy without put outing high compensation or pay based retention strategy (Pfeffer, 1998). In such(prenominal) circumstances a wide number of factors are expects for made retention of employees. The existence of other retention factors nominatenot be ignored.Kehr (2004), explains that the implicit retention factors in spontaneous, expressive and pleasurable behaviour and tummy be divided into three variables power, achievement and affiliation. Power refers to dominance and social control. Achievement is when individualized standards of excellence are to be met or exceeded and affiliation refers to social relationships which are established and intensified. Implicit and explicit retention factors relate to different aspects of the person, but both are important determinants of behaviourThompson and Prottas (2005) examined the relationship surrounded by employee turnover heading and organization support such as supervisor support, curve time work family culture and co-worker support etc, and they conclude that organization support reduced the employee turnover intention.Pasewark and Viator (2006) places flexible work ar scarperment as an very important part of work family support that plays pivotal direct in the retention of employees.Ihsan and Naeem (2009), indicated that Pharmaceutical sales force rated pay and grace benefits as the close to important retention factor which is supported by the make up ones mindings of past studies In addition, it indicate that pay and fringe benefits is super precious by the sales force of all demographic Backgrounds. Its mathematical explanation could be that pays and fringe benefits enable salespersons to fulfil their physiological as well as esteem take. Thus, critical review of t he current bonus schemes is required to make them much effective to cater to needs of the sales in both multinational and local pharmaceutical companies to retain their talent workers.Yanadoria and Katob (2010) investigated the family support effects at workplace and concluded the statistical splendour of relationship among work family support and employee retention, the recent research do that existence of family support deep down the organization reduce the turnover intention and armed service the retention of talented employees in the organization.According to BC Jobs, in a survey commissioned by their troupe, only deuce percentage of executives said employees catch out be answer of lifestyle changes, such as move. When visor performers subtract jumping ship, its close to often for paid, not personal, reasons. In another(prenominal) survey commissioned by the same guild, executives said that good employees leave primarily because of limited opportunities for appr oach (39 percent), unhappiness with vigilance (23 percent) and want of course credit (17 percent) (BJ JOBS, 2012).Employee retention techniques go a long direction in motive the employees for them to enjoy their work and avoid changing jobs frequently.Why do Employees set forth?Research says that most of the employees leave an organization out of frustration and immutable friction with their superiors or other group up extremitys. In some cases low fee, lack of growth prospects and motivation compel an employee to look for a change. The management mustiness try its take best to retain those employees who are very important for the system and are noticen to be effective contributors. It is the obligation of the line tutors as well as the management to ensure that the employees are satisfied with their roles and responsibilities and the job is offering them a new challenge and schooling every day.Let us understand the concept of employee retention with the help of a n example Manisha was a talented employee who delivered her best and completed all her work within the desired time frame. Her work lacked errors and was al shipway found to be innovative and thought provoking. She never interfered in anybody elses work and stayed remote from unnecessary gossips and rumours. She avoided loitering around at the workplace, was serious about her work and no doubts her performance was always appreciable. Kumar, her immediate boss never really like Manisha and considered her as his biggest threat at the workplace. He left no stone unturned to insult and demotivate Manisha. Soon, Manisha got fed up with Kumar and decided to move on. smear 1 The HR did not make any efforts to retain Manisha and pass judgment her re printation. Situation 2 The HR immediately intervened and discussed the several issues which prompted Manisha to think for a change. They tried their take best to convince Manisha and even appointed a new boss to make the things disclose for her. Situation 1 would most apt(predicate) leave the organization in the lurch. It is not easy to find an employee who gels well with the system and understands the work. Hiring an employee, training him and making him fit to work in an organization incur huge costs and thus sincere efforts must be made to retain the employee. Every problem has a issue and the management must probe into the exact reasons of an employees displeasure. Employees sticking to an organization for a longer time tend to know the organization let on and develop a flavouring of attachment towards it. The employees who stay for a longer duration are familiar with the company policies, guidelines as well as rules and regulations and thus can contribute much effectively than individuals who come and go.10 important factors that can impact employee retention in the organization cut off the feedback loop- Do not wait for an annual performance review or evaluation to come due to give feedback on how an emp loyee is performing. Most team portions enjoy frequent feedback about how they are performing. Shortening the feedback loop will help to keep performance levels high and will reinforce autocratic behavior. Feedback does not necessarily need to be scheduled or highly structured simply stopping by a team fractions desk and letting them know they are doing a good job on a current project can do wonders for employee morale and help to increase retention. Offer a competitive compensation package- any team member wants to feel that he or she is being nonrecreational appropriately and comme il fautly for the work he or she does. Be sure to research what other companies and organizations are offering in terms of salary and benefits. It is also important to research what the regional and national compensation averages are for that particular beat. You can be sure that if your compensation package is not competitive, team members will find this out and look for employers who are willin g to offer more competitive compensation packages.Balance work and personal life- family is incredibly important to team members. When work begins to put a fundamental strain on ones family no amount of money will keep an employee around. Stress the importance of balancing work and ones personal life. Small gestures such as allowing a team member to take an extended lunch once a hebdomad to watch his sons baseball game will likely be repaid with loyalty and extended employment with an organization. Beware of burnout- staff adequately to reduce the amount of unwanted overtime a team member must work. Some employees enjoy the extra money that accompanies overtime hours, time others would rather spend their time with theirfamilies or doing other activities they enjoy.Burnout can be a leading cause of turnover. Recognize the warning signs and give employees a break when they need it. Provide opportunities for professional developing and growth offer opportunities for team members to acquire new skills and knowledge useful to the organization. If an employee appears to be blase or burned out in a current position offer to train this individual in another facet of the organization where he or she would be a good fit. Nobody wants to feel stuck in their position will no possibility for advancement or new opportunities.The ability to supply input and be taken naughtily everybody has opinions and ideas, some are better than others. However every team member wants to feel that their input is welcome and will be taken ill without ridicule or condescension. Some of the greatest ideas can come from the most unlikely of places and people. Creating a culture where input is welcome from all level of the organizational chart will help your organization grow and raise long term employee retention. way must take the time to get to know team members- its not a big surprise that one of the greatest complaints that employees express in progeny interviews is a savor th at management didnt know they existed. Nobody wants to feel like just another spoke in a big wheel. Managers are very busy everybody is busy, but it is crucial that managers and supervisors take the time get to know the team members who work under them. Learn and remember a team members name, what skills and talents they bring to the table, and what their line of credit interests are. The time spent by management getting to know team members is well invested and can spend the headaches caused by having to continually hire and re-train new employees. Provide the tools and training an employee needs to succeed- nothing can be more frustrating to an employee than a lack of training or the proper tools to successfully complete his or her duties. You wouldnt try to build a house without a hammer, so wherefore should an office job be any different? Providing a team member with the tools and training she needs to be successful shows a commitment and investment in that employee and will encourage the team member to stay with the organization.Make use of a team members talents, skills, and abilities- all team members learn knowledge, skills, and abilities thatarent directly related to their job description, but are pacify useful to an organization. Utilizing a team members talents in studys other than their current position will indicate to an employee that management appreciates and recognizes all that an employee has to offer to the organization. This can also provide work revolution and helps to break up the everyday grind of work.Never threaten a team members job or income While ponderous an employee with termination or demotion might seem like a surefire way to get the results needed from him or her, doing so will likely cause the employee to leave the organization. Put yourself in the employees shoes, what is the first thing you would do if your job was threatened? Odds are you would probably update your curriculum vitae and start checking for open job greenbacks expecting the worst. If a team members performance is not what you had hoped it would be, work with that team member on ways to amend his performance, saving termination only as a last resort.The Advantages of Employee RetentionAcquiring TalentWhen organizations retain their employees, they avoid hiring costs. These are often hidden costs. The cost to post on job boards can be annual or a one-time expense. Agencies charge a percentage of an employees annual wages. Larger companies may return staffing departments whose sole responsibility is cover song and interviewing talent. Other companies may assign this task to department heads or other individuals in the organization. The time an individual spends screening and reviewing resumes takes him off from his main job responsibilities. The hiring process is risky. Background checks, personality testing and aptitude testing can predict a candidates capability, but there is button up a risk. develop and DevelopmentRetai ning workers reduces training costs. Recruits need to be trained in business practices specific to the employers software, culture and office practices. Training requires one or more current employees to take time awayfrom their job responsibilities to educate the new employee on the organizations way of doing business. Two or more people are on the company payroll producing the results of one person. In the first 90 days, a new hire costs the company money. When companies retain employees, training dollars can be used to further develop the work force. Long-term associates have the visit to review what has worked before and apply that knowledge to future situations.Skilled trade union effect ForceEmployment retention develops a strong staff. Working individually or in teams these individuals share knowledge and expertise. The future managers of an organization come from this work pool. These employees are the historians of an organizations successes and challenges, and provide mentoring to new hires They are committed to the continued growth of the origination and its work force. These individuals have finessed the interior(a) workings of an organization. As they continue to develop their skills, the organization benefits.Impact on Customer ServiceEmployee retention has a positive impact on customer service. Turnover brings disruption in customer service, loss of business and possible negative business impacts. An organizations customer base expects consistent and reliable service. There is a learning curve with new hires and thus the potential for error or poor communication with a client. This can impact business relationships. Long-term employees develop relationships with customers. They know the clients preferences and can anticipate future needs. This knowledge develops over time.1.2. COMPANY PROFILEDr. Reddys Laboratories Ltd, is a pharmaceutical company based in Hyderabad, Andhra Pradesh, India. The company was founded by Anji Reddy, who had pre vious(prenominal)ly worked in the publicly owned Indian Drugs and Pharmaceuticals Limited, of Hyderabad, India. Dr. Reddys originally engrossed in 1984 producing dynamic pharmaceutical ingredients. In 1986, Reddys started operations on branded formulations. at bottom a year Reddys had launchedNorilet, the companys first recognized brand in India. Soon, Dr. Reddys obtained another success with Omez, its branded omeprazole ulcer and reflux oesophagi is medication launched at half(a) the price of other brands on the Indian market at that time. Within a year, Reddys became the first Indian company to export the active ingredients for pharmaceuticals to Europe. In 1987, Reddys started to transform itself from a supplier of pharmaceutical ingredients to other manufacturers into a manufacturer of pharmaceutical products. Dr. Reddys manufactures and markets a wide range of pharmaceuticals in India and overseas.The company has over 190 medications, 60 active pharmaceutical ingredients (APIs) for drug manufacture, diagnostic kits, critical care, and biotechnology products. Dr. Reddys began as a supplier to Indian drug manufacturers, but it soon started exporting to other less-regulated markets that had the advantage of not having to spend time and money on a manufacturing plant that would gain approval from a drug licensing body such as the U.S. Food and Drug Administration (FDA). By the early 1990s, the expand scale and profitability from these unregulated markets enabled the company to begin focusing on getting approval from drug regulators for their formulations and bulk drug manufacturing plants in more-developed economies. This allowed their movement into regulated markets such as the US and Europe.By 2007, Dr. Reddys had six-spot FDA plants producing active pharmaceutical ingredients in India and seven FDA-inspected and ISO 9001 (quality) and ISO 14001 (environmental management) certified plants making patient-ready medications quintette of them in India and two in the UK. In 2010, the family-controlled Dr Reddys denied that it was in dialogue to sell its generics business in India to US pharmaceutical giant Pfizer, which had been suing the company for alleged patent infringement after Dr Reddys announced that it intend to produce a generic version of Atorvastatin, marketed by Pfizer as Lipitor, an anti-cholesterol medication. Reddys was already linked to UK pharmaceuticals multinational Glaxo Smithkline.VISIONTo become a stripping ruled global pharmaceutical company with a core purpose of helping people lead healthier lives MISSIONTo be first Indian pharmaceutical company that successfully takes itsproducts from discovery to commercial launch globally VALUESIn pursuit of purpose of providing affordable and innovative medicines for healthier lives, Dr. Reddys will create an environment of innovation and learning while continually reaching for higher levels of excellence. Integrity and Transparency Dr. Reddys will uphold the highe st standards of integrity and transparency in all their interactions. sentry duty Dr. Reddys are committed to providing safe working environments through day-and-night improvement of their infrastructure, work practices and behaviors.Quality Dr. Reddys are dedicated to innovation quality into their products and processes to delight their stakeholders. Productivity Dr. Reddys strive to achieve more with less through a culture of innovation, continuous improvement and a sustained focus on elimination of waste. reward for the Individual Dr. Reddys are committed to creating a work environment that encourages divers(prenominal) perspectives and upholds the self-regard of work and of individuals. Collaboration and Teamwork Dr. Reddys will leverage expertise and resources from across their global network to create greater value for their stakeholders. Sustainability Dr. Reddys will create value for all their stakeholders in a manner that esteem their natural environment and serves th e best interests of the communities in which they live and work.BOARD OF DIRECTORSDr. Reddys board of directors are experts in the diverse fields of medicine, chemistry and medical examination research, human resource breeding, business strategy, finance, and economics. They review all significant business decisions and committees appointed by the board focus on specific areas.WHOLE-TIME DIRECTORSG.V. Prasad lead and chief executive officerSatish Reddy vice chairman and managing director supreme AND NON-WHOLE TIME DIRECTORS1. Dr. Omkar Goswami2. Mr. Ravi Bhoothalingam3. Mr. Anupam Puri4. Dr. J. P.Moreau5. Ms. Kalpana Morparia6. Dr. Bruce LA Carter7. Dr. Ashok Ganguly8. Mr. Sridhar IyengarBOARD COMMITTEESThere are seven board- level committees at Dr. Reddys, namely 1. Audit delegacy2. Nomination, Governance & Compensation Committee3. Risk Management Committee4. Science, Technology and Operations Committee5. Shareholders grievance Committee6. Investment Committee7. Management C ommitteeThe Management Council is the top tier of Dr. Reddys companys management structure. The management of Dr. Reddys has developed and implemented policies, procedures and practices that attempt to understand our companys vision, mission and purpose into reality. The management also identifies, measures, monitors and controls the risks factors in the business and ensures safe, sound and expeditious operation. The Management Council meets every quarter under the chairmanship of the CEO.Global employee strength of DR. REDDYSFig 1.2.1Employee turnoverTurnover Rate2008-092009-102010-112011-12OverallIndia16.20%16.30%14.30%12.70%18.20%18.00%0.70%20.80%Fig 1.2.21.3. EMPLOYEE memory AT DR. REDDYSDr. Reddys has dozens of individual and team-based awards that recognizes teamwork, innovation, institution-building, and social Dr. Reddys uses extensive structured coaching to encourage continual dialogue between managers and employees to enhance employee engagement. As well, the company ha s a formal system in which senior managers mentor employees and job mentors serve as mentors in plants.Respect for the Individual They are committed to creating a work environment that encourages diverse perspectives and upholds the dignity of work and of individuals.They have begun to have more presence at campuses, they have announced higher rewards for team members on successful referrals of women or differently able professionals to the organisation and they continue to encourage employees to shift within the organisation to different domains and functions through internal job posting opportunities. single of the key attempts of the leadership at Dr. Reddys is to enable each one of their talented employees to see the cathedral they are helping to raise, and givethem a hand if they run into rough spots. Building this environment to inspire are several elements drawn from global HR experiences and the best of management intuition. buy the farm interviews Exit interviews are condu cted with departing employees just before they leave. From the employers perspective, the primary take aim of the exit interview is to know the reasons for the persons departure, on the backside that criticism is a helpful driver for organizational improvement. Good exit interviews should also yield useful information about the employer organization, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc.2. OBJECTIVESTo find out the Factors that make employees retain in the organization for a long period of time. To know the reasons why employees move out of the organization How is Dr. Reddys putting efforts in understanding employees? What are the steps taken by the company to retain their employees? What are the important elements that an employee looks in an organization to work?3. SCOPEThe circumstance of this project was to focus on employee retention in DR. Reddys Laboratories CTO1 Bollaram, Hyderabad , India (pharmaceutical company). The range is limited to R0 and R1 employees in the organization. The approx. number is 100. The sample size is 40 employees out of 100 R0 and R1 employees.LIMITATIONSNo proper inputs were provided by Dr. Reddys laboratories CTO1 management. Dr. Reddys has alternatively to limit the questions in a questionnaire to 10. Duration for of the project was just two months.4. Research Methodology4.1. Research DesignIn this study where we translate a research problem into questionnaires, and then use the questionnaires to create data and also indicated that survey is a process of asking many people the same questions and examining their answers. Hence, respondents were asked the same questions. The aim of a survey is to obtain information which can be analyzed and comparisons made4.2. Sample SelectionThe tush population for the study was all employees working in DR. Reddys. The list of all the workers in the organizations served as the sampling frame. Out of the sampling frame, the sampling units were identified. The individual persons in the organizations such as R0 and R1 categories of employees were used as sampling units for the study. The study population was junior and senior staffs DR. Reddys. The gibe number of employees in these categories is nigh 100. Out of the 100, 40 respondents were selected to specifically provide information that would be pertinent to the study. The sample size was obtained by calculating 40% on the total population.4.3. Data CollectionMethods for Collecting Primary DataQuestionnaires were the tools used for put in the primary data for the study. The questionnaires contained closed-ended questions. The questions focused on employees work satisfaction in the organization. Questionnaires and face-to-face interviews were effective methods used in collecting the primary data. Questionnaires were useful for the research since I could reach many respondents within a short time. Moreover, the face-to-face interview also enabled me to observe the surroundings and signed communication of respondents. The language that was used for the face-to-face interview was English, Hindi and Telugu.5. compend AND INTERPRETATION1. How long have you been utilise at Dr. Reddys? graph 5.1 renderingAs per the respondents 0% of employees mentioned that they have been employed at Dr. Reddys for less than 1 year, 15% of employees mentioned that they have been employed at Dr. Reddys from 1-3 geezerhood, 30% of employees mentioned that they have been employed at Dr. Reddys from 3-5 years, 35% of employees mentioned that they have been employed at Dr. Reddys from 5-10 years and 20% of employees mentioned that they have been employed at Dr. Reddys for more than 10 years.2. What factors have influenced you to remain with Dr. Reddys? SCORE 3 as most preferred, 2 as aid preferred and 1 s last preferred) chart 5.2InterpretationAs we can see in the above graph, leadership (brand) has got absolute majority sc ore, which is very retaining the employees in the organization. gain ground packages, working conditions and shift works are also motivate employees in a large scale to retain in DR. Reddys. Pay has got the lowest score as per the respondents i.e. 8.75%3. How satisfied are you with your calling development within Dr. Reddys?Graph 5.3InterpretationAs per the respondents 0% of employees mentioned that they are dissatisfied with the flight development at Dr. Reddys, 17.5% of employees mentioned that they are somewhat dissatisfied with the locomote development at Dr. Reddys, 27.5% of employees mentioned that they are neutral with the career development at Dr. Reddys, 70% of employees mentioned that they are satisfied with the career development at Dr. Reddys, 10% of employeesmentioned that they are very satisfied with the career development at Dr. ReddysRegarding the promotions and hikes within the organization, majority of the employees seem to be satisfied. This is a good sign, b ut still Dr Reddys laboratories ltd management need to work on this issue as this plays a vital role in retaing employees in the organization for a longer period of time4. What is your level of satisfaction with the position of teamwork within Dr. Reddys?Graph 5.4InterpretationAs per the respondents 32.5% of employees mentioned that they are neutral towards the level of satisfaction with the attitude of teamwork at Dr. Reddys, 67.5% of employees mentioned that they are satisfied with the level of satisfaction with the attitude of teamwork at Dr. Reddys and no(prenominal) of the employees choose the rest of the options i.e dissatisfied, somewhat dissatisfied and very satisfied.Most of the employees seem to be satisfied with their colleagues which will in turn reduces the internal conflicts between the employees.5. I feel that my contribution is respected and appreciated by the department.Graph 5.5InterpretationAs per the respondents 0% of employees mentioned that they strongly dis assort that their contribution is respected and appreciated by the department, 0.05% of employees mentioned that they dis mate that their contribution is respected and appreciated by the department, 42.5% of employees mentioned that they are neutral that their contribution is respected and appreciated by the department, 47.5% of employees mentioned that they agree that theircontribution is respected and appreciated by the department and 0.05% of employees mentioned that they strongly agree that their contribution is respected and appreciated by the department.Approximately 50% here agree that their work is appreciated by the department which is a good sign. But Dr Reddys laboratories ltd needs to work more in this area to increase these figures in a positive way.6. I have a clear course for career advancement inside Dr. Reddys.Graph 5.6InterpretationAs per the respondents 0% of employees strongly disagree that they have a comprehensible course for career advancement inside Dr. Red dys, 20% of employees disagree that they have a comprehensible course for career advancement inside Dr. Reddys, 57.5% of employees are neutral that they have a comprehensible course for career advancement inside Dr. Reddys, 22.5% of employees agree that they have a comprehensible course for career advancement inside Dr. Reddys and 0% of employees strongly agree that they have a comprehensible course for career advancement inside Dr. ReddysComing to career development within the organization employees are not much satisfied and they are on a diplomatic side by answering neutral.7. The work load position on personnel is beauteous and realistic.Graph 5.7InterpretationAs per the respondents 0% of employees strongly disagree that the workload place on personnel is fair and realistic, 7.5% of employees disagree that the workload set on personnel is fair and realistic, 17.5% of employees are neutral that the workload placed on personnel is fair and realistic, 52.5% of employees agree that the workload placed on personnel is fair andrealistic and 22.5% of employees strongly agree that the workload placed on personnel is fair and realistic.These figures tell us that Dr Reddys laboratories ltd is a accessible environment to work with, where there is no work pressure.8. work you ever considered passing Dr. Reddys?Graph 5.8InterpretationAs per the respondents 32.5% of employees mentioned that they considered divergence Dr. Reddys and 67.5% of employees mentioned that they never considered leaving Dr. Reddys.Its a good sign were approximately 70% of the employees are not considering to leave Dr Reddys laboratories ltd.9. If your answer was yes to the previous question what would be the reasons? Previous question (Have you ever considered leaving Dr. Reddys?)Graph 5.9InterpretationWe can notice as majority of the employees i.e. 48.75% of employees want to leave the organization for better pay and benefits. recrudesce opportunities and relocation are also playing a vital role in employees leaving the organization. Only 6% of employees feel there is no proper communication in the organization.6. FINDINGSRetention is all about managing people. If an organization manages people well, employee retention will take care of itself. Organization should focus on managing the work environment to make a better use of human resources. Asper the survey, Dr Reddys laboratories ltd employees like to work where these are present.Appreciation for the work done by the employee.More opportunities to grow within in the organization.A friendly and cooperative environment between the employees. A feeling that the organization is second home to the employees.Findings regarding Dr. Reddys LaboratoriesEffective leadership is also motive them to work with Dr. Reddys. Salaries are not up to the expectations of the employees in Dr. Reddys. Dr. Reddys is having an employee friendly environment. Where employees feel more comfortable while working. Dr. Reddys has cross-fu nctional project teams, encourage employees to shift within the organization to different domains and internal job posting opportunities. Dr. Reddys SPEAK OUT program is a communication short letter open to all employees.The program is conducted every month by the aged(a) Managers of the respective locations encourages the employees to open up and discuss any issues be it professional or personal. Dr. Reddys REACH OUT program similar to declare out, which encourages employees to use drop boxes to convey their suggestions, raise or highlight any issue which they may not be comfortable to come front or if they wish to maintain anonymity. Dr. Reddys has a team-based award that recognizes teamwork which in turn motivates employees.7. CONCLUSION AND RECOMMENDATIONSConclusionRetention has emerged as one of the sovereign themes in management studies during the past decade. The goal of this report was to understand the reasons ass employees retention in the organization. The report at tempts to provide the facts with a better understanding of employees and their needs. The employee demands such as good working conditions and having development opportunities are just two factors to be mentioned. Dr. Reddys laboratories should have good communication, hiring management with stronghuman relation skills, providing growth opportunities and consulting with employees, formally and informally, will assure the bond with the organization, but will not guarantee their loyalty. Herzberg, through his motivation-hygiene speculation suggests that job satisfaction and job dissatisfaction are produced by different work factors. What makes people unhappy is not what they do but how well they are treated.RecommendationsThough Dr Reddys laboratories ltd is doing a great job it can still improve its working conditions to have work satisfaction in the employees and to retain them for a longer period of time. Dr. Reddys management can provide support in the form of work-life balance. Work life balance includes malleable hoursAlternate work schedulesVacationsDr. Reddys management should give little more importance to the Career growth and development of the employee within the organization. A manager plays a role of a mentor, they are the ones who involve employees in the work. So they need to hire managers who can make and maintain good relations with their subordinates. Promoting team work will improve the relationship between employees. This can lead to good and healthy competition and relation between the employees. Management of Dr. Reddys can support employees by providing them recognition and appreciation.8. ANNEXURE1. How long have you been employed at DR.Reddys?1. Less than 1 year2. 1-3 years3. 3-5 years4. 5-10 years5. More than 10 years2. What factors have influenced you to remain with Dr. Reddys? ( SCORE 3 asmost preferred, 2 as second preferred and 1 s last preferred) 1. ___ Pay2. ___ Benefit Package (Health Insurance, ect.)3. ___ Promotional Opport unities4. ___ Work hours/Shift work5. ___ Loyalty to fellowship6. ___ Team culture/peer relations7. ___ Working conditions( i.e. Safety)8. ___ Leadership (Dr. Reddys only)9. ___ Training10. ___ Retirement plan11. ___ Contribution to the Organization3. How commodious are you with your career development within Dr. Reddys? 1. displease2. Somewhat Dissatisfied3. Neutral4. Satisfied5. Very Satisfied4. What is your level of satisfaction with the attitude of teamwork within Dr. Reddys? 1. Dissatisfied2. Somewhat Dissatisfied3. Neutral4. Satisfied5. Very Satisfied5. I feel that my contribution is respected and appreciated by the department. 1. potently Disagree2. Disagree3. Neutral4. summate5. Strongly play off6. I have a comprehensible course for career advancement inside Dr. Reddys. 1. Strongly Disagree2. Disagree3. Neutral4. Agree5. Strongly Agree7. The workload placed on personnel is fair and realistic.1. Strongly Disagree2. Disagree3. Neutral4. Agree5. Strongly Agree8. Have you ever considered leaving Dr. Reddys?1. Yes2. No9. If your answer was yes to the previous question what would be the reasons? (SCORE 3 as most preferred, 2 as second preferred and 1 s last preferred)1. Pay and benefits ____2. Better opportunity ____3. Family reasons ____4. New challenges ____5. Relocation ____6. Leadership ____7. Poor or no communication ____8. Job security ____