Summer Internship Project Report

On
“A Study on Employee Retention”
At
Apex Multispeciality & Trauma Centre, Bharuch
Submitted to

Institute Code: (737)

Institute Name: Narmada College of Management

Under the Guidance of

Prof. Subhash Yadav

In partial fulfilment of the requirement of the award of the degree of

Master of Business Administration (MBA)

Offered by

Gujarat Technological University

Ahmedabad

Prepared by:

Gourav Patel

Enrolment No: 217370592027

MBA (Semester- III)

Month & Year:

(August 2022)

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 STUDENT DECLARATION

I hereby declare that the Summer Internship Project Report titled “A Study on
Employee Retention in Apex Multispeciality & Trauma Centre, Bharuch” is a
result of my own work and my indebtedness to other work publications,
references, if any, have been duly acknowledged. If I am found guilty of copying
from any other report or published information and showing as my original work,
or extending plagiarism limit, I understand that I shall be liable and punishable by
the university, which may include Failing me in examination or any other
punishment that university may deem fit.

Enrollment no. Name Signature

217370592027 Gourav Patel

Place: Bharuch Date:

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INSTITUTE CERTIFICATE

3
COMPANY CERTIFICATE

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 PREFACE

As a part of the MBA Circulam and in order to gain practical knowledge in the field of
management, we are required to make a report on Employee Retention. The Basic Objective
behind doing this project report is to get knowledge.

In this project, I have endeavoured to make this project attractive and easy to understand. Each
and every topic is well explained which will enhance the depth of the learning experience. I
have also included pictures or diagrams related to the topics.

I am thankful to my project guide Prof. Subhash Yadav, who gave me moral support and
guided me to complete this project on time. He also suggested me how to deal with the topics
regarding this project. While doing this project I came to know many new and interesting
things.

It is sincerely hoped that this project is immensely helpful to me. I have given al the
information in this project by consulting useful resources.

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 ACKNOWLEDGEMENT

The success and final outcome of this project required a lot of guidance and assistance from
many people and I am extremely privileged to have got this all along the completion of my
project.

I respect and thank Mr. ILFAZ PATEL and the entire HR team, for providing me an
opportunity to do the project work in APEX MULTISPECIALITY & TRAUMA CENTRE,
Bharuch and giving me all the support and guidance inspite of having busy schedule.

I also owe my deep gratitude to all the employees of the hospital who took keen interest in
providing necessary information which helped me a lot in completing my project.

I would love to give my deep gratitude to my internal in providing necessary information, Prof.
Subhash Yadav for his patience, guidance, enthusiastic encouragement and useful critiques for
this research work.

Also I would like to show my sincere gratitude towards all my faculties for their
encouragement, support and guidance and the University for providing students such training
sessions for their future development.

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 Executive summary

As a student of MBA. I had undergone 4 weeks of Summer Training at Apex Multispeciality &
Trauma Centre, Bharuch. With the objective to gain knowledge and experience in the company
and to study the activities of different functional area.

The report mainly contains hospital overview, department study, introduction towards the topic,
literature review, research methodology, data analysis and interpretation, findings, conclusion
and suggestions, annexure etc. Hospital overview includes Salient features, facility available,
doctors list, list of empanel corporate, list of Empanelment Occupational Health Centre (OHC)
and list of Empanel Insurance/ TPA company.

The research was conducted on the topic of Employee Retention at Apex Multispeciality &
Trauma Centre, Bharuch. The objectives of research study are:

 To identify the factors that causes employee turnover.

 To study the retention techniques at organization.
 To study the impact of retention techniques to reduce turnover.
 To explore the following influence of the following determinants on employee
retention:

o Career opportunities
o Reward
o Work life balance
o Work environment

Descriptive research design has been used in the study. Population of the study consists of
employees of the hospital. Convenience sampling technique is used and sample of 24
respondents is taken. Secondary data is used for literature review and for collection of certain
data. Data is collected from various sources like websites, journals, research papers, magazines,
etc. It has been found that employee retention techniques such as bonus, salary, reward,
recognition, proper working environment, work life balance, etc can help in reducing employee
turnover & increasing employee retention.

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 TABLE OF CONTENTS

CHAPTER PARTICULAR PAGE NO:

NO:

1 General Information

2 Organization Structure

3 Department Study

4 Introduction To Research Study

5 Literature Review

6 Research Methodology

7 Data Analysis & Interpretation

8 Findings

9 Suggestion & Conclusion

10 References

11 Bibliography

12 Annexure

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 Chapter: 1
GENERAL INFORMATION
INDUSTRY ANALYSIS

 HEALTHCARE INDUSTRY IN INDIA:

Healthcare has become one of India’s largest sectors, both in terms of revenue and
employment. Healthcare comprises hospitals, medical devices, clinical trials, outsourcing,
telemedicine, medical tourism, health insurance and medical equipment. The Indian healthcare
sector is growing at a brisk pace due to its strengthening coverage, services and increasing
expenditure by public as well private players.

India’s healthcare delivery system is categorized into two major components - public and
private. The government, i.e. public healthcare system, comprises limited secondary and
tertiary care institutions in key cities and focuses on providing basic healthcare facilities in the
form of primary healthcare centers (PHCs) in rural areas. The private sector provides majority
of secondary, tertiary, and quaternary care institutions with major concentration in metros, tier-
I and tier-II cities.

India's competitive advantage lies in its large pool of well-trained medical professionals. India
is also cost competitive compared to its peers in Asia and western countries. The cost of
surgery in India is about one-tenth of that in the US or Western Europe.

 CURRENT TRENDS IN INDIAN HEALTHCARE SECTOR

 Higher economic growth and higher disposable income leading to higher per capita
health spend
 Changing profile of disease from more infectious diseases to more lifestyle diseases
which are chronic in nature
 Health status of the urban poor is a growing concern, owing to the increase in migration
to cities, and congested and unhygienic living conditions.
 Increased role of private sector in a completely unregulated manner is creating several
qualities of service issues
 Emergence of public private partnerships
 Increased penetration of private health insurance, but the share of out-of-pocket
purchases continues to be an overwhelming proportion of total healthcare spend
 Better government schemes for healthcare delivery and health insurance for the poor
 Increased interest by private equity players in investments in healthcare delivery.

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 TYPES OF HOSPIYAL IN INDIA:

A hospital is a healthcare sector which provides treatment to the patients with specialized staff
and equipments. Indian healthcare is comprised of public hospitals and private hospitals. Public
(government hospitals) provide free or low cost patient care to the public. Private hospitals are
expensive but people perceive that the treatment provided by private hospitals is much superior
compared to the service provided by government hospitals. Specialized hospitals include
hospitals meeting the special needs such as trauma centers, rehabilitations centers, psychiatric
hospitals, children’s hospital etc. Medical facility which is much small in size is generally
termed as a clinic. Multi-specialty hospitals are those hospitals which provide particular types
of services in specialized areas such as cardiology, eye care, cancer, psychiatry etc under one
roof. Due to this concentration, multi-specialty hospitals are having their cutting edge over
general hospitals.

 FACTORS  AFFECTING HEALTHCARE INDUSTRY IN INDIA

The Indian Healthcare sector perceives an unexpected paradigm shift in previous ten year.
However the transformation was predictable as the industry has been working in this direction
for a decade, but the change became noticeable in previous 2 years. There are various factors
which are responsible for the current pattern of healthcare industry.

Increased growth of private sector:

Private sector is growing rapidly in India; various big players from other industries are

now coming in healthcare and this ultimately lead to the growth of healthcare sector.

Cost effective surgical services:

As per the data, the cost of in India is only approx. 10 percent of that in United States, it is
beneficial in a way that it attracts medical tourism in India.

Gradual corporatization of the healthcare sector

 In India the trend of corporate hospitals has started by Apollo Hospital, other followed it.
There seems the evidence of huge gap between first corporate hospital and the trend of
corporatization in India. The healthcare sector is rapidly moving towards organization and
corporatization. The table below helps in showing the trend of corporatization in the sector.

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 HOSPITAL OVERVIEW
Apex Multispeciality & Trauma Centre, Bharuch

 AN OVERVIEW:

APEX Multispeciality and Trauma Centre, Bharuch (An NABH accredited Multispeciality
Hospital) a unit of Harmony Medicare Pvt. Ltd., a 50 bedded Multispecialty Hospital, situated
at Adarsh Market, Panchbatti, Station Road, Bharuch. APEX Multispeciality and Trauma
Centre has an state-of-the art infrastructure and is equipped to offer healthcare services in
various specialties and backed by specialized faculties, value added services and 24/7
emergency services. The hospital is one place diagnostic and treatment center with excellence
& patient friendly ambience. With medical expertise supported by the latest equipment’s, offer
healthcare services including diagnostics tests at the hospital. Care with compassion has been
the guiding principle of hospital. By bringing together all the patient services & activities, the
hospital builds a unified atmosphere that helps to provide patients with the most effective
personalized care. With a team of some of the finest medical talent, the latest equipment and
state-of the-art facilities, APEX Multispeciality and Trauma Centre, Bharuch has raised
standards for healthcare. Hospital has a good reputation for its human and patient caring staff as
well as precise and accurate management. We are working in close co-operation to take care of
the patient in an empathetic manner.

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 SALIENT FEATURES

 First Hospital with single point medical services at Bharuch Location

 50 Bedded Hospital

 10 Bedded well Equipped ICU

 8 Bedded well Equipped Burns ICU

 4 Bedded Dialysis

 3 State of Art Operation Theatre

 Olympus Laparoscope

 Fully equipped 24*7 Emergency services

 Health Check-up Programs

 24*7 Pharmacy

 24*7 Ambulance Service

 Occupational Health Service (OHC)

 Mediclaim and Cashless Facility

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 FACILITY AVAILABLE

 Internal Medicine

 Intensive care

 General Medicine and Diabetes

 Nephrology and Neurosurgery

 General & Laparoscopic Surgery

 Joint Replacement & Arthroscopic Surgery

 Obstetrics and Gynaecology

 Spine Surgery

 Trauma Center

 Gastro Enterology

 Plastic and Reconstructive Surgery

 Oncology and Onco Surgery

 Urology and Uro-Surgery

 Health Check UP

 Occupational Health Centre

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 LIST OF EMPANEL CORPORATES

 GNFC Ltd. - Bharuch

 ONGC Ltd. - Ankleshwar

 GACL Ltd.- Dahej

 Grasim Industry – Cellulosic Division, Vilayat

 Torrent Pharmaceuticals Ltd. – Dahej

 MRF Ltd. – Dahej

 SRF Ltd. – Dahej

 Glenmark Industry Ltd. – Dahej

 Godrej Boyce Ltd. – Dahej

 ABBOT Healthcare Pvt Ltd. – Jhagadia

 Britannia Industry Ltd. – Jhagadia

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 List of Empanel Insurance / TPA Company

 The New India Assurance Company Limited

 United India Assurance Company Limited

 National Insurance Company Limited

 Bajaj Allianz General Insurance Company Limited

 ICICI Lombard General Insurance Company Limited

 HDFC Ergo General Insurance Company Limited

 IFFCO Tokio General Insurance Company Limited

 Religare Health Insurance Company Limited

 Apollo Munich Health Insurance Company Limited

 Future Generali India Insurance Company Limited

 Reliance General Insurance Company Limited

 Aditya Birla Health Insurance Company Limited

 Cholamandalam MS General Insurance Company Limited

 Paramount Health Service TPA.

 Family Health Plan (TPA) Limited

 MD INDIA TPA.

 Medsave Health Care TPA Ltd.

 Medi Assist India TPA.

 Raksha TPA Pvt Ltd.

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 Vidal Health TPA – (Formerly TTK).

 Park Mediclaim Insurance TPA Pvt Ltd

 Vipul Medcorp Insurance TPA Pvt Ltd

 Healthindia Insurance TPA Services Pvt Ltd

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  ORGANIZATION STRUCTURE

Dr. Irfan Patel (Managing Director)

Ilfaz Patel (Unit Head)

Dr. Asmah
Yasin Kureshi
Devi Singh (NS) Naina Chauhan Aksa Patel (HR)
(Account) (Medical Admin)

Finance Nursing Medical Supportive HR

Department Department Department Department Department

HK (House
Keeping)

Pharmacy

Maintenance/
Engineering

IT/
Communicati

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DEPARTMENT STUDY

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 FINANCE DEPARTMENT:

Definition: The Finance department is responsible for the overall finance of the hospital and is
accountable for the accuracy of all financial accounting transactions.

They make budgets, financial plans for the future and allocate financial resources to the various
departments of the hospital for their upgradation.

They also provide wage statements for the staff and oversee purchases of medical supplies and
pharmaceuticals for the hospital.

Functions of finance department:

 Accounts receivable
 Accounts payable
 Cash flow management
 Financial reporting
 Timely billing
 Collection of hospital income
 Maintaining patient and client accounts

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 NURSING DEPARTMENT:

Definition: Nursing is a profession within the health care sector focused on the care of

individuals, families, and communities so they may attain, maintain, or recover optimal health
and quality of life

o Nursing roles:

Depending upon your education and experience, you can have different roles and work in a
variety of environment, including:

 Hospitals: The kind of work you do in a hospital largely depends upon your
specialization. For example, a cardiac nurse works in the cardiology department
and may perform stress test and monitor heart-related vital signs.

 Physician’s clinics: in such a work environment, your job will be to help

physicians by processing lab tests, assisting in minor procedures, administering
medicines and vaccinations and maintaining patient records. Such a role is
usually a nine-to-five job.

 Outpatient medical facility:  in this type of work, you are responsible for
changing dressings, monitoring vital signs and administering medicines. You
also supply the required surgical tools and equipment to doctors during medical
check-ups and minor surgeries.

 Home setting: in this setting, you travel to a patient's home to administer

medicines, monitor their progress and check their vital signs. Usually, senior
citizens and people with disabilities hire you for nursing services at home.

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o Nursing responsibilities

Some major job responsibilities of a nurse include:

 Maintaining care for all patients during their shift.

 Recognizing the change in a patient's health conditions and responding appropriately.
 Recording and monitoring a patient's vital signs.
 Promoting well-being by educating patients on self-care techniques.
 Consulting with doctors and other medical staff to determine the optimal treatment plan.
 Administering over-the-counter and non-intravenous medications.
 Changing dressings of the wounds.
 Nurturing a compassionate environment by providing emotional and psychological
support to the patient and their family members.
 Operating medical equipment with accuracy.

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 MEDICAL DEPARTMENT:

Definition: Medical department means a division of the medical staff of a hospital for the
provision of a specified type of medical diagnosis or treatment.

The medical department has within it the various clinical services. They are: medicine, surgery,
gynecology, obstetrics, paediatrics, eye, dental, orthopedics, neurology, cardiology, psychiatry,
skin, plastic surgery, infectious disease etc. medical superintendent is a doctor who has control
over all medical department.

Medical department, also known as the accident and emergency department deals with patients
who have been brought in by an ambulance in an emergency situation. Sometimes patients find
their own way to this department to in case they have had an accident or seek immediate
treatment.

This department works 24/7 and is equipped to deal with all sorts of emergencies. The patients
are assessed according to the degree of injury or emergency and then provided immediate
treatment before being sent to a specialized department for further treatment.

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 SUPPORTIVE DEPARTMENT:

 List of supportive department:

 Housekeeping
 Pharmacy
 Maintenance/Engineering
 IT

 Housekeeping

• Housekeeping may be defined as the provision of a clean, comfortable and safe

environment

• Hospital housekeeping is an essential public service agency

• Good housekeeping has direct effect on the health, comfort and morale of patients,
doctors, visitors and hospital personnel.

• It involves doing the laundry and cleaning all the rooms of the hospital and effectively
disposing of medical waste according to strict hospital disposal procedures.

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 Pharmacy

Pharmacy is a crucial factor in medical factor. It should be planned and organized well.

Every hospital must be equipped with a pharmacy which provides drugs for the entire hospital.
It not only provides medication for patients but also provides other drugs and instruments used
by all the departments in the hospital for patient care or surgeries. Run by a pharmacist the
pharmacy provides the following services:

 Purchase, supply and distribution pharmaceuticals of medication

 Inpatient and outpatient dispensing

 Clinical and ward pharmacy

 Maintenance/Engineering

This department makes sure that the hospital is in operable condition.

• It regularly checks the machines/equipment of the hospital.

This department makes sure that all electrical facilities are in perfect condition, carries out
repair and replacement work for air-conditioning units, water supply, lifts, lighting and general
takes care of the overall maintenance of the hospital.

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 Information Technology

IT is the department within an organization that is charged with establishing, monitoring and
maintaining information technology systems and services.

"IT allows health care providers to collect, store, retrieve, and transfer information
electronically"

Information technology (IT) has the potential to improve the quality, safety, and efficiency of
health care

This department deals with computers to store and track the patient's records and other medical
data of a hospital. Therefore this department is in charge of providing technical support as
when needed and keep the systems updated and provide support when systems crash. They also
aim to provide effective online services for patients and help to keep the entire hospital
informed of certain events that take place within the hospital.

 The advantages of information technology in healthcare are

o Detailed and accurate information

o Customized care and treatment plans for the patients

o Improved and fast communication between healthcare practitioners and patients

o Clear and safe medical record of patients

o Easy access to patient record through a central database

o Reduced costs as correct codes are selected and accurate medical claims are submitted
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 HUMAN RESOURCE DEPARTMENT

In any industry, whether manufacturing or service, we have multiple departments, which

function day in day out to achieve organizational goals. The functioning of these departments
may or may not be interdependent, but at the end of day they are linked together by one
common thread - HR Department.

HR department is that part of an organization that manages its employees. The business
functions of an hr department typically include planning, organizing and controlling its
company's resources.

HR VISION

Enabling the employees to be the part of a family of world class professionals committed to
provide comprehensive, caring and cost effective medical treatment to the people as a "Caring
mission with a global vision".

ACTIVITIES OF THE DEPARTMENT:

o Human Resource Planning

o Recruitment & Selection
o Training & Development
o Maintaining the welfare activities
o Wage & Salary Management
o Performance Appraisal

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HUMAN RESOURCES PLANNING

Human Resources planning is the important part of Human Resources Department.

Human Resources planning is the process of forecasting firm’s future demand and supply of the
right type of people in the right number.

RECRUITMENT AND SELECTION

RECRUITMENT:

Recruitment is a process of finding and attracting the potential resources for filling up the
vacant positions in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization.

Recruitment process is a process of identifying the jobs vacancy, analyzing the job
requirements, reviewing applications, screening, short listing and selecting the right candidate.

SOURCES USED BY APEX HOSPITAL FOR RECRUITMENT:

i. Promotion
ii. Employee referrals
iii. Former employee
iv. Advertisement
v. Recommendation

SELECTION:

Process of selection

 Application sort list

 General interview (hr manager) [experience, profile checking, basic personal interview]
 Professional interview (department head) [field question]
 Unit lead interview
 Discuss Salary
 From mutual understanding makes decision.

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 PERFORMANCE APPRAISAL

 Performance Appraisal grooms every individual to realize his potential in all facets by
helping to identify and achieve his personal goals within the framework of
organizational objectives.
 Appraisals shall be ethical and impartial so as to recognize worthy contributions
appropriately and in time in order to maintain a high level of employee motivation and
morale.
 The Performance Appraisal Systems aims at integration of individual and
organizational goals.

In Apex hospital performance appraisal is given to individual on basis of his performance from
last 1 to 2 years by HOD or Unit Head.

HUMAN RESOURCES POLICY

Medical Policy

A Mediclaim policy is a sort of health insurance policy in which the insurer reimburses the
policyholder for medical expenses incurred in treating their medical condition. If you have a
medical insurance policy, you can submit your bills to the insurance company for payment.

In Apex hospital all the employees are having Mediclaim policy.

FUNCTIONS OF TIME OFFICE:

 Attendance marking:

There are mainly 4 shifts named as First Shift, Second Shift, Night Shift and General Shift.
Punching is used for recording attendance of employees. If employee going out or entering the
hospital have to punch the card otherwise it will be marked absent.

 SHIFTS TIME:

SHIFT TIME
GENERAL SHIFT 9:00 am to 6:00 pm
FIRST SHIFT 8:00 am to 2:00 pm
SECOND SHIFT 2:00 pm to 8:00 pm
NIGHT SHIFT 8:00 pm to 8:00 am

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 RESEARCH
PROJECT
ON
“A STUDY ON EMPLOYEE
RETENTION
AT APEX HOSPITAL”.

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 INTRODUCTION TO RESEARCH STUDY

 EMPLOYEE RETENTION:

Employee retention is a process in which the employees are encouraged to remain with the
organization for the maximum period of time or until the completion of the project. Employee
retention is beneficial for the organization as well as the employees. Every organization invests
time and money to groom a new joiner, make him corporate ready 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.

 WHY DO EMPLOYEES LEAVE?

Research says that most of the employees leave an organization out of frustration and constant
friction with their superiors or other team members. In some cases low salary, lack of growth
prospects and motivation compel an employee to look for a change. The management must try
its level best to retain those employees who really important for the system and are known to be
effective contributors. It is the responsibility of the line managers 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 learning every day.

 WHY EMPLOYEE RETENTION MATTERS?

Employee retention promotes the health and success of your organization. The time, stress, and
cost of hiring and training new employees are significant, and turnover can have a negative
impact on your business outcomes. High employee turnover brings about multiple problems
including high costs, knowledge loss, and low productivity.

 THREE R’S OF RETENTION:

Respect is esteem, special regard, or particular consideration given to people. As the pyramid
shows, respect is the foundation of keeping your employees.

Recognition and rewards will have little effect if you don’t respect employees. Recognition is
defined as “special notice or attention” and “the act of perceiving clearly.” Many problems with
retention and morale occur because management is not paying attention to people’s needs and
reactions.

Rewards are the extra perks you offer beyond the basics of respect and recognition that make it
worth people’s while to work hard, to care, to go beyond the call of duty. While rewards
represent the smallest portion of the retention equation, they are still an important one.

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 BENEFITS OF EMPLOYEE RETENTION

1. Reduced costs.

Turnover is expensive—period. Recruiting and onboarding new hires are time consuming and
especially detrimental when paired with severance costs. In addition, inexperienced employees
can reduce the quality of your customer experience, causing revenue loss. Save your
organization time and money with a solid retention strategy.

2. Improved morale.

When valued employees leave, it’s a downer for their team members. Effective retention
strategies can boost morale. 

When employee morale is high, the workplace becomes a more positive place. Positivity rubs
off on employees, making them believe their company is a great place to work. Happy
employees are likely to stay and become great advocates for your company.

3. Increased productivity.

Productivity and engagement tend to be higher among tenured employees. Long-term

employees have had time to develop their abilities, can accomplish tasks within a shorter
amount of time, and are more committed to the success of the business.

Research also shows that high engagement levels lead to increased productivity and better
quality of work. When you focus on engagement and retention, employees notice and perform
better.

4. Increased customer experience.

Focusing on retention makes employees happy. And employees who are happy exude that
feeling to customers. Employee happiness correlates with high engagement, and high
engagement leads to better customer service.

Plus, employees who have been at their company long-term can solve complicated problems to
boost customer satisfaction.

5. Less time spent recruiting and training.

As an HR leader you already have a lot on your plate. When your organization is in need of
talent, recruitment efforts can be disruptive and time consuming. By decreasing the amount of
time spent interviewing and onboarding new hires, you can spend more time investing in
strategic initiatives that improve the employee experience and prevent turnover.

6. Improved company culture.

Your company culture affects whether your employees leave or stay. If you experience high
retention rates, you can thank your culture initiatives. In fact, 72 percent of workers cited
workplace culture as a driving factor in whether they work at a company or not.

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 When you’re able to engage and retain your employees, they’ll feel more connected to their
work, their team, and your company culture. Ideal company cultures celebrate employees,
leverage great benefits, and prioritize inclusivity. With low turnover, your norms will be
naturally adopted and maintained in the every-day employee experience.

7. Higher employee engagement.

Research shows that there is a direct link between employee engagement and retention.
Employees who are highly engaged are 1.8 times more likely to say they will be working at
their current organization a year from now. 

So, it’s no surprise that organizations who prioritize retention efforts have highly engaged
employees. And organizations who have highly engaged employees reap many benefits,
including:

 Better employee heath

 Happy and satisfied employees
 Lower absenteeism
 Greater employee loyalty
 Better customer service
 Higher profitability

 SOME EMPLOYEE RETENTION TECHNIQUES ARE:

 Salary
 Bonus
 Career development
 Work life balance
 Reward
 Recognition
 Respect
 Motivation

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 Literature review

Philipina Ampomah & Samuel K. Cudjor (2015)

It can be said that employees leave or quit the organization simply because, they are not
satisfied with their working conditions and this affect the organizational efficiency greatly in
the sense that experienced workers leave and the organization has to spend money and time to
hire, recruit, select and train new employees to replace those who have left. Despite the fact
that employees turnover has negative impact on the organization, it also has a positive impact
that should not be overlooked. The positive effects outweigh the negative effects based on the
study. It brings certain benefits to the organization so employee turnover should be allowed but
kept at an average rate.

James Leena and Lissy Mathew (2012)

Best way to enhance employee retention is to understand what the employees require from
organization and provide it to them. Each employee’s needs would be different, but
organizations should be able to reach the limits and act accordingly. It is not feasible to satisfy
every employee’s demands. But organization should make the employees feel that employees
are most valuable for the organization. By enforcing appropriate HR practices and policies,
organization can instigate this feeling amid their employees.

K Sandhya and D. Pradeep Kumar (2012)

Employee motivation is one of the important factors that can help the employer to improve
employee and organizational performance. Different theories of motivation are discussed. The
paper concludes that employee retention can be practiced better by motivating the employees in
the following aspects: Open communication, Employee reward program, Career development
program, Performance based bonus, Recreation facilities, Gifts at some occasions.

Chen Mengjun (2014)

Psychological contract links training with retention and explains why training influences
retention based on social exchange theory. Training develops the employee commitment
making them feel the obligation to reciprocate the employers. Thus they stay longer in the
organization after training provided. On the other hand, training makes employees feel the
organizational supports and trust the employer. Hence, training is positively related to trust in
management and reduces employee turnover. Conversely, when the psychology contract is
breached, the employee will leave the organization.

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Kaur Raminder (2017)

The main aim of any organization is to earn profit. But to attain the maximum profit, the
organization should concentrate more on employees and the ways to retain them for their long
run. From the study it is identified that lack of growth opportunities and salary are the major
factors which force employees to change their jobs. This study concludes that to reduce
attrition industries should create some opportunities for the growth of their employees within
the organization by adopting new Innovative Technologies and Effective training programs.

N. Hemalatha & A. Savarimuthu (2013)

Workers like knowing that their opinions are valued within their companies. For this reason,
engaging workers in an open and active conversation is one of the main ways companies can
improve employee satisfaction. When given an outlet to express their own ideas, concerns and
suggestions, and when they feel their efforts will be considered and possibly implemented;
employees are going to be happier with their positions, making them less likely to leave.

Edward Ghansah (2011)

Employees want to be recognized for a job well done. Rewards and recognition respond to this
need by validating performance and motivating employees toward continuous improvement.
Rewarding and recognizing people for performance not only affect the person being
recognized, but others in the organization as well. Through a rewards program, the entire
organization can experience the commitment to excellence, when the reward system is credible
and rewards are meaningful. However, if the reward system is broken, the opposite effect will
occur. Employees may feel that their performance is unrecognized and not valued, or that
others in the organization are rewarded for the wrong behaviors. Unrecognized and no valued
performance can contribute to turnover. Recognition for a job well done fills the employees'
need to receive positive, honest feedback for their efforts.

Sushil Sarika (2013)

Motivation and retention are two very important strategies of Human resource management in
making organizations better place to work and helps in achieving organizational efficiency, so
constant efforts are required to take special care in improving them. Some of the measures that
can be adopted are as follows: Provisions to identify and retain the key employees of the
organization.
o Provision for timely and constant training and development programs.
o Provision for sound communication system.
o Motivation and Retention.
o Provision for flexible working hours.
o Provision for more responsibility and autonomy to the employees.

34
 o Provision for Job Enrichment and Job Enlargement.
o Provision for proper grievance handling and building employer-employee relation.

Hence, by adopting such measures employee retention and motivation can be maintained and
enhanced in an organization.

Dr. R. Akila

Effective human resource management must be practiced at both strategic and day-to-day
levels. HR management practices must reflect company policy as to how it will manage and
relate to its employees. The HR strategy should evolve from a transactional support role to
partnering in the organizations business strategy. HR must take steps to be aware of employee
problems and try to solve them, creatively.

Sinha Deepti and Somesh Kumar Shukla (2013)

Employees are asked to share the risks then they have to share the rewards as well. Due to
growing expectations among employees at all levels, a majority of employees at all levels want
to have an improved quality of work life. As per the growth projections of the Indian
pharmaceuticals sector, companies are required to retain their human resources. Concerted
efforts to keep retention on a tight leash will definitely help. High retention level will lead to
fewer operational problems, greater productivity and soaring morale and huge cost-saving to
the organization. In this context, employee retention has become the strategic focus and
compelling necessity of businesses today.

Terera SR, Ngirande H (2014)

Study show that rewards and job satisfaction are key factors in retaining employees. Therefore,
it is very important for management to develop a retention strategy that addresses employee
compensation and job satisfaction as major factors. This means that management should be
able to create a total reward structure that includes more than just compensation. Compensation
and benefits package of employees should be lucrative so that it attracts the valued employees
to remain in the organization. This retention strategy should make an organisation a great
experience. Whenever an employee resigns, reasons for leaving the organisation are known.
These exit interviews are another way of shaping an organization’s retention strategy.

35
 RESEARCH METHODOLOGY

OBJECTIVES OF THE STUDY

To identify the factors that causes employee turnover.

To study about the employee retention in the organization.
To study the impact of retention techniques to reduce turnover.
To explore the following influence of the following determinants on employee retention:

o Career opportunities
o Reward
o Work life balance
o Work environment

 RESEARCH DESIGN:

The type of research design used in this study is Descriptive Research Design. It involves
sample survey method for data collection and various statistical tools and techniques for data
interpretation.

 RESEARCH PLAN:

To identify the factors that causes employee turnover and to see how retention strategy helps to
reduce employee turnover.

 POPULATION OF THE STUDY:

The population involves employees of the hospital.

 SAMPLING PLAN:

A sampling plan refers to the procedure that researcher would adopt for selecting the samples
from the entire population. Sample size and sample must be selected as they fulfill the objective
of the study.

 SAMPLING TECHNIQUE:

In this study Convenience sampling technique is used for collecting the data from different
employees. The selection of units from the population is based on the availability and
accessibility of the employees.

36
 SAMPLING UNIT:

The respondents who will be asked to fill the questionnaires are the sampling units. These
comprises of employees of the hospital.

 SAMPLE SIZE:

The sample size is restricted to only 24 respondents.

 DATA COLLECTION:

a) TYPES OF DATA:

 PRIMARY DATA: survey, questionnaire, etc.

 SECONDARY DATA: sources of internet, websites, journals or any articles pertaining

to the study.

b) TOOLS FOR DATA COLLECTION:

 Questionnaire

c) PLAN FOR DATA ANALYSIS AND INTERPRETATION:

 Data collected from respondents is represented in graphs and tables for clear
understanding with their respective interpretation.

d) LIMITATIONS OF THE STUDY:

 Study is limited to small number of respondents as considering time and situation

factor.
 Errors in data collection (respondent error).
 Gender biases (female respondents are more than male).
 100% accurate results cannot be obtained.

37
 DATA ANALYSIS AND INTERPRETATION

Common details:

1. Age :

Age No. of response Percentage

18 to 25 8 33.3%
26 to 35 15 62.5%
36 to 45 1 4.2%
46 and above 0 0%
Total 24 100%

4.2%

33.3%
18 to 25
26 to 35
36 to 45
46 and above

62.5%

INTERPRETATION:

The above chart shows age category of the respondents, from which highest number of
respondents fall under the age category of 26 to 35 that is 15 people, which gives an
overall weightage of 62.5% contribution of the study. The other respondents fall under the
category of 18 to 25 that is 8 people with 33.3% and one respondent is under the age
category 36 to 45 with 4.2%.

38
2. Gender:

Gender No. of response Percentage

Male 8 33%
Female 16 67%
Total 24 100%

Gender
male female

33%

67%

INTERPRETATION:

The above bar chart shows the distribution of the study gender-wise, that is 67% females have
contributed to the study as respondents whereas 33% males have contributed to the study as
respondents.

39
3. Total work of experience:

Experience No. of response Percentage

Less than 1 year 4 16.7%
1 to 5 years 10 41.7%
5 to 8 years 7 29.2%
10 or above 3 12.5%
Total 24 100%

12.50% 16.7%

Less than 1 year

1 to 5 years
29.2%
5 to 8 years
10 or above

41.70%

INTERPRETATION:

The above pie chart shows the experience of the respondents, from which more respondents
have experience of 1 to 5 years which is 41.7%, 29.2% respondents have 5 to 8 years of
experience, 16.7% respondents have experience of less than 1 year, 12.5% respondents have
experience of 10 or above years.

40
4. Yearly income:

Yearly income No. of response Percentage

1 to 1.5 lac 7 29.2%
1.5 to 2 lac 11 45.8%
2 to 3 lac 5 20.8%
3 to 5 lac 1 4.2%
Total 24 100%

12 11
10

8 7
6 5
4

2 1
0
1 - 1.5 lac 1.5 - 2 lac 2 - 3 lac 3 - 5 lac

INTERPRETATION:

The above chart shows the yearly income of the respondents, from which 11 respondents has
income of 1.5 - 2 lac, 7 respondents has income of 1 – 1.5 lac, 5 respondents has income of 2 –
3 lac, and 1 respondent has income of 3 – 5 lac.

41
 Questions

1. Your level of satisfaction towards current job.

Particular No. of Respondent Percentage

Highly satisfied 20 83.3%
Satisfied 3 12.5%
Dissatisfied 1 4.2%
Highly Dissatisfied 0 0

25

20
20
No. of respondent

15

10

5
3
1
0
0
Highly satisfied Satisfied Dissatisfied Highly dissatisfied

INTERPRETATION:

1 of the employee is highly satisfied, 20 of the employees are satisfied, 3 of the employees
are dissatisfied and no employees are highly dissatisfied with their current job.

Therefore, it so that most of the employee are satisfied towards current job.

42
2. Do you get the recognition that you deserve for your performance?

Particular No. of respondent Percentage

Yes 20 83.3%
No 4 16.7%

yes no

17%

83%

INTERPRETATION:

The above pie chart shows that 83% of the employees agreed that they get recognition that
they deserve for their performance and 17% of the employees said that they don’t get
recognition that they deserve for their performance.

43
3. What is your opinion regarding work load?

Particular No. of respondent Percentage

Very high 3 12.5%
High 11 45.8%
Average 9 37.5
Low 1 4.2%
Very low 0 0

very low

low

average

high

very high

0 2 4 6 8 10 12

INTERPRETATION:

The above bar chart shows work load of the respondents, from which highest number of
respondents that is 11 employees (45.80%) said that they have high work load, 9 (37.50%) of
the employees said that they have average work load, 1 (4.2%) of the employees said they
have low work load and 3 (12.5%) of the employees said they have very high work load.

44
4. My organization supports a work-life balance.

Particular No. of respondent Percentage

Strongly Agree 0 0
Agree 22 91.7%
Disagree 2 8.3%
Strongly Disagree 0 0

Disagree
8.3%

Agree
91.7%

INTERPRETATION:

The above chart shows that 91.7% of the employees agree & 8.3% of the employees disagree
when asked about the work-life balance support provided by the organization.

45
5. My training program is always linked with my career development.

Particular No. of respondent Percentage

Strongly Disagree 0 0
Disagree 0 0
Agree 24 100%
Strongly Agree 0 0

StronglyAgree 0

Agree 24

Disagree 0

Strongly Disagree 0

0 5 10 15 20 25 30

INTERPRETATION:

The above chart shows that 100% of the employees agree that training program is always
linked with their career development.

46
6. My organization is treating me in a respectful way.

Particular No. of respondent Percentage

Strongly Agree 0 0
Agree 23 95.8%
Disagree 1 4.2%
Strongly Disagree 0 0

Strongly Agree Agree Disagree Strongly Disagree

4.2%

95.8%

INTERPRETATION:

The above pie chart shows that 95.8% of the employees agree & 4.2% of the employees
disagree that organization is treating them in a respectful way.

Therefore highest number of employees thinks that organization treats them in respectful
way.

47
7. What is your opinion about your company’s rules and regulations?

Particular No. of respondent Percentage

Highly Satisfied 0 0
Satisfied 16 67%
Dissatisfied 8 33%
Highly Dissatisfied 0 0

Highly Satisfied Satisfied

Dissatisfied Highly Dissatisfied

33%

67%

INTERPRETATION:

The above chart shows that 0% of the employees are highly satisfied, 67% of the employees
are satisfied, 33% of the employees are dissatisfied and 0% employees of the employees are
highly dissatisfied with the rules and regulations of the company.

Therefore, majority of the employee are satisfied with rules and regulations.

48
8. Does your company pay more attention to incentives & perks offered to you?

Particular No. of respondent Percentage

Yes 21 87.5%
No 3 12.5%

yes no

no
12.5%

yes
87.5%

INTERPRETATION:

From the above chart 87.5% of the employees agreed that company pay more attention to
incentives & perks offered to them and 12.5% of the employees said that company did not pay
more attention to incentives & perks offered to them.

49
9. I am rewarded periodically for my performance?

Particular No. of respondent Percentage

Strongly Agree 1 4.2%
Agree 10 41.6%
Disagree 12 50%
Strongly Disagree 1 4.2%

14

12

10

0
Strngly Agree Agree Disagree Strongly Disagree

INTERPRETATION:

The above chart shows that 1 (4.2%) of the employee strongly agree, 10 (41.6%) of the
employees agree, 12 (50%) of the employees disagree & 1 (4.2%) of the employee strongly
disagree that they are rewarded periodically for their performance.
50
 Therefore it shows that most of the employees are not periodically rewarded for their
performance.

10. Your remark on the infrastructure facilities provided in the organization.

Particular No. of respondent Percentage

Excellent 2 8.3%

Good 21 87.5%

Poor 1 4.2%

Worst 0 0

Worst

Poor

Good

Excellent

0 5 10 15 20 25

INTERPRETATION:

51
 From the above chart 2 (8.3%) of the employees said excellent, 21 (87.50%) of the employees
said good and 1 (4.2%) of the employees said poor about the infrastructure facilities provided
in the organization.
Therefore, most of the employee thinks that infrastructure facility are good.

11. Bonus has an impact on the motivation levels and performance.

Particular No. of respondent Percentage

Strongly Disagree 4 16.7%
Disagree 0 0
Agree 14 58.3%
Strongly Agree 6 25%

16
14
12
10
8
6
4
2
0
Strongly Disagree Agree Strongly Agree
Disagree

INTERPRETATION:

From the above chart it shows that 6 (25%) of the employees strongly agree, 14(58.3%) of
the employees agree, 0% of the employees disagree & 4 (16.7%) of the employees strongly
disagree that bonus has an impact on the motivation levels and performance of an employee.

52
 Most of the employees believe that bonus give motivation.

12. The level of satisfaction regarding the welfare measures provided by the
organization.

Particular No. of respondent Percentage

Highly Satisfied 2 8%
Satisfied 19 79%
Dissatisfied 3 13%
Highly Dissatisfied 0 0

8%
13%

Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied

79%

INTERPRETATION:

53
 The above chart shows that 8% of the employees are highly satisfied, 79% of the employees
are satisfied, 13% of the employees are dissatisfied and 0% employees of the employees are
highly dissatisfied with the welfare measures provided by the organization.

13. What is the preference of employees to move for a new job?

Particular No. of respondent Percentage

Career growth 12 50%
Flexible timings 0 0
Lack of other 0 0
benefits
Work environment 0 0
Salary 12 50%

Salary 12

Work environment 0

Lack of other benefits 0

Flexible timings 0

Career growth 12

INTERPRETATION:

54
 50% of the employees said career growth, 0% of the employees said flexible timings, 0% of
employees said lack of other benefits, 0% of the employees said work environment and 50% of
the employees said salary is the preference of employees to move for a new job.

14. Do you think that the implementation of three R’s (Recognition, reward &
respect) will increase employee retention?

Particular No. of respondent Percentage

Definitely increase 24 100%

Will not increase 0 0

Definitely increase Will not increase

100%

INTERPRETATION:

55
 In the above pie chart shows that 100% of the employees said that the implementation of three
R’s (Recognition, reward & respect) will definitely increase employee retention.

15. Would you like to plan your further career in this organization?

Particular No. of respondent Percentage

Yes 22 91.7%

No 2 8.3%

No 8.30%

Yes 91.70%

% % % % % % % % % % %
00 00 00 00 00 00 00 00 00 00 .0
0
0. 1 0. 2 0. 3 0. 4 0. 5 0. 6 0. 7 0. 8 0. 9 0. 0 0
1

INTERPRETATION:

56
 The above chart shows that 91.7% of the employees agreed that they will like to plan their
further career in this organization and 8.3% of the employees are not interested for their
further career in this organization.
Therefore, most of the employee are planning further career in this organization.

 FINDINGS

1. Majority of the employees are satisfied with their current job.

2. Employees get recognition that they deserve for their performance.

3. Most of the employees have high amount of work load. Only few employees have
very high, low & average amount of work load.

4. The organization supports work life balance.

5. The organization provides proper training to employees for their career development.

6. The organization treats its employees in a respectful way.

7. Most of the employees are satisfied with the company’s rules & regulations while
some of them think that there should be some changes in the rules & regulations.

8. Organization pays sufficient attention to incentives & perks offered to employees.

9. Most of the employees disagree that they are rewarded periodically for their
performance while few of them agree with it.

10. The infrastructure facilities provided in the organization is good.

11. Bonus has an impact on the motivation level & performance of an employee.

12. Most of the employees are satisfied with the welfare measures provided by the
organization while some of them are dissatisfied.
57
 13. Majority of the employees said that career growth & salary are the preference of
employees to move for a new job.

14. According to employees three R’s (Recognition, reward, and respect) can help in
increasing employee retention.

15. Employees would like to plan their further career with this organization.

 SUGGESTIONS

 Employee retention techniques help the organization to reduce turnover.

 Recognition, reward & respect can increase employee retention.

 Training should be such that it helps the employees in career development.

 Work life balance helps employees to perform better.

 Employees get sufficient incentives & perks

 Proper infrastructure facilities are provided in the organization.

 Bonus motivates the employees for better performance.

 Proper salary & career growth can make the employee stay in the organization for a
longer period of time

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 CONCLUSION

Here, I come to the end of the project on the topic “A study on employee retention at Apex
Hospital”.

I would like to share my experience while doing this project. I learnt many things about the
employee retention and it was a wonderful learning experience for me while working on this
project.

Employees are most valuable assets of the organization. In a work place where employees are
not able to use their full potential and not valued, they are likely to leave because of stress and
frustration. They need good environment to work in. Therefore the organization can impart
certain practices that boost employee to perform well and sustaining them in the organization
by providing various welfare measures and implementing retention strategies.

59
 REFERENCES

Ampomah, P., & Cudjor, S. K. (2015). The effect of employee turnover on organizations (case
study of Electricity Company of Ghana, Cape Coast). Asian journal of Social Sciences and
Management studies, 2(1), 21-24.

James, L., & Mathew, L. (2012). Employee retention strategies: IT industry. SCMS Journal of
Indian Management, 9(3), 86.

Sandhya, K., & Kumar, D. P. (2011). Employee retention by motivation. Indian Journal of

science and technology, 4(12), 1778-1782.

Chen, M. (2014, January). The effect of training on employee retention. In 2014 International
Conference on Global Economy, Commerce and Service Science (GECSS-14) (pp. 356-359).

Chen, M. (2014, January). The effect of training on employee retention. In 2014 International
Conference on Global Economy, Commerce and Service Science (GECSS-14) (pp. 356-359).

Hemalatha, N., & Savarimuthu, A. (2013). A study on employee retention techniques. Journal

of Business Management & Social Sciences Research (JBM&SSR), Blue Ocean Research
Journals, 2(8), 45-49.

Ghansah, E. (2011). The role of employee retention on job performance. A Case Study of Accra
Brewery Company Limited, Accra.

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 Sushil, S. (2013). Motivation and retention: HR strategies in achieving quality of work
life. Global Journal of Management and Business Studies, 3(7), 763-768.

Akila, R. (2012). A Study on employee retention among executives at BGR Energy systems
LTD, Chennai. International Journal of marketing, financial services & management
research, 1(9), 18-32.

Sinha, D., & Shukla, S. K. (2013). A study of Employee Retention in the Pharmaceuticals
sector in Dehradun City. International Journal of Education and Psychological Research, 2(1),
30-39.

Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee
retention. Mediterranean Journal of Social Sciences, 5(1), 481- 487.

 BIBLOGRAPHY

[Link]

[Link]

[Link]

[Link]

[Link]

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 ANNEXURE

Questionnaire
Personal Details:
Name:

Designation:

Email:

Age: a) 18 to 25 b) 26 to 35 c) 36 to 45 d) 46 and above

Gender: a) Male b) Female

Total work of experience: a) Less than 1 year b) 1 to 5 years

c) 5 to 8 years d) 10 or above

Yearly Income:
a) 1 to 1.5 lac b) 1.5 to 2 lac
c) 2 to 3 lac d) 3 to 5 lac

 Questions:

1. Your level of satisfaction towards current job.

62
 a. Highly Satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied

1. Do you get the recognition that you deserve for your performance?

a. Yes b. No

2. What is your opinion regarding work load?

a. Very high b. High c. Average d. Low e. Very low

3. My organization supports a work-life balance.

a. Strongly agree b. Agree c. Disagree d. Strongly disagree

4. My training program is always linked with my career development.

a. Strongly agree b. Agree c. Disagree d. Strongly disagree

5. My organization is treating me in a respectful way.

a. Strongly agree b. Agree c. Disagree d. Strongly disagree

6. What is your opinion about your company’s rules and regulations?

a. Highly Satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied

8. Does your company pay more attention to incentives & perks offered to
you?
a. Yes b. No

9. I am rewarded periodically for my performance?

a. Strongly agree b. Agree c. Disagree d. Strongly disagree

10. Your remark on the infrastructure facilities provided in the organization.

a. Excellent b. Very good c. Good d. Poor e. Worst

11. Bonus has an impact on the motivation levels and performance.

63
a. Strongly agree b. Agree c. Disagree d. Strongly disagree

12. The level of satisfaction regarding the welfare measures provided by the
organization.

a. Highly Satisfied b. Satisfied c. Dissatisfied d. Highly Dissatisfied

13. What is the preference of employees to move for a new job?

a. Career growth
b. Flexible timings
c. Lack of other benefits
d. Work environment e. Salary

14. Do you think that the implementation of three R’s (Recognition, reward &
respect) will increase employee retention?

a. Definitely increase
b. Will not increase

15. Would you like to plan your further career in this organization?

a. Yes b. No

64
65