Description
The major objectives of presentation on Identifying generic factors that lead to employee attrition.
Study of factors affecting attrition in organizations
Outline
? Objective ? Methodology Adopted ? Basic Definitions
? Data Analysis
? Job Satisfaction and Organizational Commitment ? Conclusions ? Limitations
Objective
? The major objectives of this project is: ? Identifying generic factors that lead to employee attrition. ? Creating a model to identify the employees who may want to leave the organization. ? Relation between Job Satisfaction and Organizational Commitment.
Job Satisfaction Factors
? It is a pleasurable or positive emotional state
resulting from the appraisal of one’s job or job experiences
?
? ? ?
?
Organization Satisfaction Peers and Supervisory Satisfaction Pay scale Satisfaction Work Satisfaction Career and future prospects Satisfaction
Organizational Commitment
? The strength of an individual’s identification with an
organization. ? It can be measured by the following factors:
?
? ?
Identification with the goals and values of the organization The desire to belong to the organization. The willingness to display effort on behalf of the organization
Methodology Adopted
? We have divided the sample into two populations: ? P1: Persons who have left an organization ? P2: Person who are still working ? P2 will further be divided into (after analysis): ? Persons who want to work with the organization ? Persons who want to leave the organization ? Invited responses to a questionnaire containing
commitment and satisfaction factors from both the populations ? Benchmarked the values received from P1 for each factor
Methodology Adopted (Contd.)
? Comparative analysis of benchmarked values with
values from P2 ? Found the relative ranking of each factor for job satisfaction ? Analyzed the relation between Job Satisfaction and Organizational Commitment.
Analysis of data
? Sample size: ? P1: 23 (Objective) + 20 (Subjective) ? P2: 72
? Questionnaire ? 15: Commitment ? 4 : Organization Satisfaction ? 3 : Peers and Supervisory Satisfaction ? 2 : Pay scale Satisfaction ? 3 : Work Satisfaction ? 3 : Career and future prospects Satisfaction
Benchmarking
? It is done on the objective responses received from
the P1 population ? Found the averages of each factors and after a small correction factor (if required) added, benchmarked it ? This data will be used to identify the two types in the P2 population
Why the Correction?
? If people are greatly unsatisfied with a certain factor
it may bring down the value greatly. ? So it may not give a true picture ? A correction factor has been calculated using the standard deviation of the factor. ? This will only be used for those factors which are significantly lower
Benchmark values
? Organization
Satisfaction : 10.2 ? Peers and Supervisory Satisfaction : 10.2 ? Pay scale Satisfaction : 5.1 ? Work Satisfaction : 7.7 ? Career and future prospects Satisfaction : 6.8
Reason for leaving (P1)
14
12
10
8 No. of People 6
4
2
0 Org. Policies Peers & Supervisor Remuneration Job/Work Growth
Factors Affecting Attrition (P2)
25
20
15
Number of People 10
5
0 Org. Policies Peers & Supervisor Remuneration Job/Work Growth
Organizational Policies
Above Average (55) Below Average (17)
Peers and Supervisor
Above Average (32) Below Average (40)
Remuneration
Above Average (45) Below Average (27)
Job/Work
Above Average (56) Below Average (16)
Growth Opportunities
Above Average (49) Below Average (23)
All Factors Combined (P2)
All Factors Combined
Expected to Stay (49)
Expected to Leave (23)
Analysis
? People having factors level below the benchmarked
value in 3 or more factors have been predicted to leave the organization in the near future(P3=23).
P2(72) = P3(23) + P4(49)
Job Satisfaction and Organizational Commitment
? The organizational commitment value for P1 group,
comes out to be 42.96. ? The number of people in P3 group who organizational commitment value is less than 42.96 is18 out of 23(78.26%). ? The number of people in P4 group who organizational commitment value is less then 42.96 is 9 out of 49(18.36%)
Job Satisfaction and Organizational Commitment(Contd.)
? The organizational commitment of the people who
wish to stay with the organization is higher than the other group. Thus, Organizational commitment appears to be directly related to the job satisfaction in the company.
Conclusion
? From this study we can say that: ? For person who have already left the organization, the major factor is Work and Peer and Supervisor ? For person who are still working but according to our analysis may want to leave, the major factor is Peer and Supervisor ? Organizational commitment appears to be directly related to the job satisfaction in the company
Limitations
? The respondents’ reply depends on various factors
such as situations, expectations about the alternate job opportunities and length of tenure with the organization.
THANK YOU!!!
doc_340779694.pptx
The major objectives of presentation on Identifying generic factors that lead to employee attrition.
Study of factors affecting attrition in organizations
Outline
? Objective ? Methodology Adopted ? Basic Definitions
? Data Analysis
? Job Satisfaction and Organizational Commitment ? Conclusions ? Limitations
Objective
? The major objectives of this project is: ? Identifying generic factors that lead to employee attrition. ? Creating a model to identify the employees who may want to leave the organization. ? Relation between Job Satisfaction and Organizational Commitment.
Job Satisfaction Factors
? It is a pleasurable or positive emotional state
resulting from the appraisal of one’s job or job experiences
?
? ? ?
?
Organization Satisfaction Peers and Supervisory Satisfaction Pay scale Satisfaction Work Satisfaction Career and future prospects Satisfaction
Organizational Commitment
? The strength of an individual’s identification with an
organization. ? It can be measured by the following factors:
?
? ?
Identification with the goals and values of the organization The desire to belong to the organization. The willingness to display effort on behalf of the organization
Methodology Adopted
? We have divided the sample into two populations: ? P1: Persons who have left an organization ? P2: Person who are still working ? P2 will further be divided into (after analysis): ? Persons who want to work with the organization ? Persons who want to leave the organization ? Invited responses to a questionnaire containing
commitment and satisfaction factors from both the populations ? Benchmarked the values received from P1 for each factor
Methodology Adopted (Contd.)
? Comparative analysis of benchmarked values with
values from P2 ? Found the relative ranking of each factor for job satisfaction ? Analyzed the relation between Job Satisfaction and Organizational Commitment.
Analysis of data
? Sample size: ? P1: 23 (Objective) + 20 (Subjective) ? P2: 72
? Questionnaire ? 15: Commitment ? 4 : Organization Satisfaction ? 3 : Peers and Supervisory Satisfaction ? 2 : Pay scale Satisfaction ? 3 : Work Satisfaction ? 3 : Career and future prospects Satisfaction
Benchmarking
? It is done on the objective responses received from
the P1 population ? Found the averages of each factors and after a small correction factor (if required) added, benchmarked it ? This data will be used to identify the two types in the P2 population
Why the Correction?
? If people are greatly unsatisfied with a certain factor
it may bring down the value greatly. ? So it may not give a true picture ? A correction factor has been calculated using the standard deviation of the factor. ? This will only be used for those factors which are significantly lower
Benchmark values
? Organization
Satisfaction : 10.2 ? Peers and Supervisory Satisfaction : 10.2 ? Pay scale Satisfaction : 5.1 ? Work Satisfaction : 7.7 ? Career and future prospects Satisfaction : 6.8
Reason for leaving (P1)
14
12
10
8 No. of People 6
4
2
0 Org. Policies Peers & Supervisor Remuneration Job/Work Growth
Factors Affecting Attrition (P2)
25
20
15
Number of People 10
5
0 Org. Policies Peers & Supervisor Remuneration Job/Work Growth
Organizational Policies
Above Average (55) Below Average (17)
Peers and Supervisor
Above Average (32) Below Average (40)
Remuneration
Above Average (45) Below Average (27)
Job/Work
Above Average (56) Below Average (16)
Growth Opportunities
Above Average (49) Below Average (23)
All Factors Combined (P2)
All Factors Combined
Expected to Stay (49)
Expected to Leave (23)
Analysis
? People having factors level below the benchmarked
value in 3 or more factors have been predicted to leave the organization in the near future(P3=23).
P2(72) = P3(23) + P4(49)
Job Satisfaction and Organizational Commitment
? The organizational commitment value for P1 group,
comes out to be 42.96. ? The number of people in P3 group who organizational commitment value is less than 42.96 is18 out of 23(78.26%). ? The number of people in P4 group who organizational commitment value is less then 42.96 is 9 out of 49(18.36%)
Job Satisfaction and Organizational Commitment(Contd.)
? The organizational commitment of the people who
wish to stay with the organization is higher than the other group. Thus, Organizational commitment appears to be directly related to the job satisfaction in the company.
Conclusion
? From this study we can say that: ? For person who have already left the organization, the major factor is Work and Peer and Supervisor ? For person who are still working but according to our analysis may want to leave, the major factor is Peer and Supervisor ? Organizational commitment appears to be directly related to the job satisfaction in the company
Limitations
? The respondents’ reply depends on various factors
such as situations, expectations about the alternate job opportunities and length of tenure with the organization.
THANK YOU!!!
doc_340779694.pptx