IGNOU MBA(HR) MS100 PROJECT SYNOPSIS SAMPLE FREE DOWNLOAD

Indira Gandhi National Open University

PROJECT PROPOSAL

ON (MS 100)

“A COMPREHENSIVE STUDY ON EMPLOYEE RETENTION IN HYUNDAI

MOTOR INDIA LIMITED”

By

NAME……………..

ENROLMENT NO: …………………………….

UNDER GUIDANCE OF

…………………………..

Submitted in partial fulfillment of the requirements for qualifying

Master of Business Administration

In

(HRM)

JULY, 2017
Indira Gandhi National Open University

Maidan Garhi,

New Delhi – 110068.

TABLE OF CONTENTS

S. No. Heading

1. Title of the Project

2. Introduction to the Study
Company Overview

3. Rationale for the study

4. Objectives of the Study
5. Research Methodology
6. Expected Contribution from study
7. Limitation of the Study
8. Chapterisation
9.
10.

References
Questionnaire

TITLE OF THE PROJECT:

“A COMPREHENSIVE STUDY ON EMPLOYEE RETENTION IN HYUNDAI
MOTOR INDIA LIMITED”
INTRODUCTION
Employee retention refers to the various policies and practices which let the employees
stick to an organization for a longer period of time. Every organization invests time and
money 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
leave their job once they are fully trained. Employee retention takes into account the
various measures taken so that an individual stays in an organization for the maximum
period of time

The aim of the present study will find factors like salary, superior – subordinate
relationship, growth opportunities, facilities, policies and procedures, recognition,
appreciation, suggestions, co- workers by which it helps to know the Attrition level in the
organizations and factors relating to retain them. This study also helps to find out where
the organizations are lagging in retaining.

The success of any manufacturing organization depends largely on the workers, the
employees are considered as the backbone of any company. The study was mainly
undertaken to identify the level of employee’s attitude, the dissatisfaction factors they
face in the organization and for what reason they prefer to change their job. Once the
levels of employee’s attitude are identified, it would be possible for the management to
take necessary action to reduce attrition level.

Since they are considered as backbone of the company, their progression will lead to the
success of the company for the long run. This study can be helpful in knowing, why the
employees prefer to change their job and which factors make employee dissatisfy. Since
the study is critical issue, it is needed by the originations in order to assess the overall
interest and the feelings of the employees towards their nature of job and organization.

This study can be helpful to the management to improve its core weaknesses by the
suggestions and recommendations prescribed in the project. This study can serve as a
basis for measuring the organization’s overall performance in terms of employee
satisfaction. The need of this study can be recognized when the result of the related study
need suggestions and recommendations to the similar situation.

Retention Programs
It is important to first pinpoint the root cause of the retention issue before implementing a
program to address it. Once identified, a program can be tailored to meet the unique
needs of the organization. A variety of programs exist to help increase employee
retention.

Career Development – It is important for employees to understand their career path

within an organization to motivate them to remain in the organization to achieve their
personal career goals.

Executive Coaching – Executive coaching can be used to build competencies in leaders

within an organization. Coaching can be useful in times of organizational change, to
increase a leader’s effectiveness or to encourage managers to implement coaching
techniques with peers and direct reports.

Motivating Across Generations – Today’s workforce includes a diverse population of

employees from multiple generations.

Orientation and On Boarding – An employee’s perception of an organization takes shape

during the first several days on the job.

Women’s Retention Programs – Programs such as mentoring, leadership development

and networking that are geared specifically toward women can help retain top talent and
decrease turnover costs.

COMPANY PROFILE:

Hyundai Motor India Limited (HMIL) is a wholly owned subsidiary of Hyundai Motor
Company (HMC). HMIL is the largest passenger car exporter and the second largest car
manufacturer in India. It currently has ten car models across segments – Eon, i10, Grand
i10, Elite i20, Active i20, Xcent, Verna, CRETA, Elantra and Santa Fe. HMIL’s fully
integrated state-of-the-art manufacturing plant near Chennai boasts advanced production,
quality and testing capabilities.

HMIL forms a critical part of HMC’s global export hub. It currently exports to over 92
countries across Africa, Middle East, Latin America, Australia and the Asia Pacific.
HMIL has been India’s number one exporter for the last 10 years consecutively. To
support its growth and expansion plans, HMIL currently has 445 dealers and more than
1,100 service points across India. In its commitment to provide customers with cutting-
edge global technology, Hyundai has a modern multi-million dollar R&D facility in
Hyderabad. The R&D center endeavors to be a center of excellence in automobile
engineering.

RATIONALE FOR THE STUDY

In the challenging business environment, it is senseless to allow good people to
leave your organization because when they leave, they take with them intellectual
property, relationships, investments (in both time and money), occasionally an employee
or two, and a chunk of your future thus employee retention has become important tool for
the growth and development of any organization whether it s big or small. Where
companies are spending high to retain good employees retaining talented employees is a
big challenge in small and growing organization as employees are keener about working
with bigger brands.

Employee retention has become a major concern for corporate in the current scenario.
Individuals once being trained have a tendency to move to other organizations for better
prospects. Lucrative salary, comfortable timings, better ambience, growth prospects are
some of the factors which prompt an employee to look for a change. Whenever a talented
employee expresses his willingness to move on, it is the responsibility of the management
and the human resource team to intervene immediately and find out the exact reasons
leading to the decision.

4. OBJECTIVES OF THE STUDY

Fixing the objective is like identifying the star. The objective decides where we want to
go, what we want to achieve and what is our goal or destination.

1) To identify the factors causing dissatisfaction of the employee.

2) To study the importance attached to employee retention in today’s corporate world.

3) To analyze how employee retention improves company competency.

4) To study how employee retention effect cost of turnover.

5) To identify the factors that will affect work in company

6) To study the strategies employed by the company to improvise on the rate of employee
turnover.

RESEARCH METHODOLOGY
RESEARCH DESIGN:- The research design will be used in this study is both
‘Descriptive’ and ‘exploratory’.

RESEARCH INSTRUMENT: Research instrument is that with the help of which we

collect the data from respondents. The questionnaire of our research consists of close
ended and open ended questions.

DATA COLLECTION METHODS:

The data will be collected using both by primary data collection methods as well as
secondary sources.

PRIMARY DATA: Most of the information will be gathered through primary sources.
The methods that will be used to collect primary data are:

Questionnaire
Interview
SECONDARY DATA: Secondary data that will be used are web sites and published
materials related to employee.

The secondary data will be collected through:

Text Books
Magazines
Journals
Internet
NUMBER OF RESPONDENTS

A survey of approximately 50 respondent at in Hyundai Motor India Limited, working in

Middle and lower level position (HR Departments, BD Department & Accounts
Department).

SAMPLE COMPOSITION

Manager : 5(Domain Specialist)

Team Leader : 10

HR executive : 10

HR Trainee : 10

Business Development Manager : 10

Accounts Department : 5

CONVENIENT SAMPLING: it is that type of sampling where the researcher selects the
sample according to his or her convenience.

SAMPLING TECHNIQUE: Sampling Technique will be used in our study is Non-

Probabilistic Convenient Sampling.

STASTICAL TOOLS:

MS-EXCEL will be used to prepare pie- charts and graphs and MS-WORD will be used
to prepare or write the whole project report.

DATA ANALYSIS & INTERPRETATION – Classification & tabulation transforms the

raw data collected through questionnaire in to useful information by organizing and
compiling the bits of data contained in each questionnaire i.e., observation and responses
are converted in to understandable and orderly statistics are used to organize and analyze
the data.

Simple tabulation of data using tally marks.

Calculating the percentage of the responses.
Formula used = (no. of responses / total responses) * 100
Tool of Analysis: Tool of analysis will be used are pie charts, bar graphs and values.
EXPECTED CONTRIBUTION FROM THE STUDY
Employee Retention refers to the techniques employed by the management to help
the employees stay with the organization for a longer period of time. Employee retention
strategies go a long way in motivating the employees so that they stick to the
organization for the maximum time and contribute effectively. Sincere efforts must be
taken to ensure growth and learning for the employees in their current assignments and
for them to enjoy their work.

Employee retention has become a major concern for corporate in the current
scenario. Individuals once being trained have a tendency to move to other organizations
for better prospects. Lucrative salary, comfortable timings, better ambience, growth
prospects are some of the factors which prompt an employee to look for a change.
Whenever a talented employee expresses his willingness to move on, it is the
responsibility of the management and the human resource team to intervene immediately
and find out the exact reasons leading to the decision.

LIMITATIONS OF THE STUDY

There may be lack of time on the part of respondents.
There may be some bias information provided by company professionals.
As only single area will be surveyed or covered, it does not represent the overall view of
each field.
It is very much possible that some of the respondents may give the incorrect information.

CHAPTERISATION
Detailed/final project report will include the following chapters;

Introduction of the study

Company overview
Objective of the study
Review of Literature
Research Methodology
Data analysis and interpretation
Findings and suggestion
Conclusion
Limitation of the study
References
Appendix (Questionnaire prepared for conducting study will be attached and other
papers which have not been mentioned above will be included, if required)
REFRENCES
Allen, D.G. (2013), “Do organizational socialization tactics influence newcomer
embeddedness and turnover?,“ Journal of Management, Vol.32, pp.237–257.
Barrick, M.R., & Zimmerman, R.D.,(2013), “Reducing voluntary turnover, avoidable
turnover through selection,” Journal of Applied Psychology, Vol. 90, pp.159-166.
Boswell, W.R., Boudreau, J.W., &Tichy, J., (2014), “The relationship between employee
job change and job satisfaction: The honey moon-hangover effect,” Journal of Applied
Psychology, Vol.47, pp.275-301.
Horwitz F (2014) Retention strategies critical in a global market skills shortage.
Available online at http://www.gsb.uct.ac.za/hrm. Last accessed on 21 September 2014.
Prince, B.J. (2013). Career-focused employee transfer processes. Career Development
International, 10(4), 293-309. 6. Walker, J.W. (2013). “Perspectives” Human resource
planning.24 (1):6-10.
Williams, M. and Dreher, G. (2015). Compensation systems attributes and applicant pool
characteristics. In Academy of Management Journal. 435:571-95.
Van Knippenberg, D. (2015), Work motivation and performance: a social identity
perspective, applied psychology; an international review.
google.co.in
wikipedia.org
. http://www.hyundai.com

QUESTIONNAIRE
Dear Respondents,

I, ………………………… a student of MBA(HR), as a part of my curriculum; I am to

take a research Project on “A COMPREHENSIVE STUDY ON EMPLOYEE
RETENTION IN HYUNDAI MOTOR INDIA LIMITED”. To enable to undertake
above mentioned study, I request you to give your fair views. Your insights and
perspective are important and valuable for my research.

Policy on Confidentiality: Please feel free to give your honest responses. The
confidentiality of the information provided by the respondent is completely assured.

Personal information:

Name:

Age:

Sex:
Are you satisfied with the work environment?
( ) Highly satisfied

( ) Satisfied

( ) Neutral

( ) Dissatisfied

( ) Highly Dissatisfied

How long have you been working for Hyundai Motor India Limited?
( ) Less than 1 year

( ) 1-3 years

( ) 3-5 years

( ) 5 years

( ) Above 5 years

Are your satisfied with the incentive provided by the organization?

( ) Highly Satisfied

( ) Satisfied

( ) Neutral

( ) Dissatisfied

( ) Highly Dissatisfied

Management is really interested in motivating people

( ) Strongly Agree

( ) Agree

( ) Neutral
( ) Disagree

( ) Strongly Disagree

Give your opinion about opportunity about growth and promotions.

( ) Highly satisfied

( ) Satisfied

( ) Neutral

( ) Dissatisfied

( ) Highly Dissatisfied

Rank the factor which motivates you the Most.

( ) Increase in Salary

( ) Power

( ) Promotion

( ) Leave

Would you recommend the company to a friend as a good organization to work for?
( ) Most of the times

( ) Often

( ) Sometimes

( ) Rarely

( ) Almost never

Are you Happy with the performance appraisal System?

( ) Most of the times

( ) Often

( ) Sometimes

( ) Rarely

( ) Almost never
What did you like more about company?
( ) Compensation

( ) Relationship

( ) Job Security

Was your workload usually:

( ) Too heavy

( ) About right

( ) Too light

How effective is grievance handling system.

( ) Highly Efficient

( ) Efficient

( ) Inefficient

( ) Highly inefficient

Whether Company welcomes New Ideas and innovations?

( ) Most of the times

( ) Often

( ) Sometimes

( ) Rarely

( ) Almost never

How do you rate the infrastructure and equipment provided?

( ) Excellent

( ) Very good

( ) Good

( ) Poor

( ) Worst

How would you rate job training provided?

( ) Highly satisfied

( ) Satisfied

( ) Neutral

( ) Dissatisfied

( ) Highly Dissatisfied

Are you being encouraged, when you try to raise any issue in front of your senior
management?
( ) Yes, Always

( ) At times

() No Never