EMPLOYEE RETENTION
IN
RELIANCE RETAIL
Presented By:-Rudra Narayan Parida
Roll No:-IBS22PGDM026
-:CONTENTS:-
Introduction
Company Profile
Literature Review
Research Gap
Objective
Research Methodology
Conclusion
References
-:INTRODUCTION:-
The ability of an organization to prevent employee
turnover is called employee retention.
Example:-
One real-world example of successful employee
retention is Google. Google is known for its
innovative work environment, employee perks, and
emphasis on work-life balance. They offer unique
benefits like on-site healthcare, free meals, and
opportunities for professional development. This
commitment to employee well-being and growth
contributes to a high retention rate, as employees find
the workplace fulfilling and are motivated to stay
with the company.
-:COMPANY PROFILE:- Company type
ISIN
Subsidiary
INE002A01018
Industry Retail
Reliance Retail is an Indian retail company and a Founded 2006; 18 years
subsidiary of Reliance Industries. Founded in 2006, it is Founder Mukesh Ambani
the largest retailer in India in terms of revenue. Its retail Headquarters Mumbai,India
Number of locations 18,000(2023)
outlets offer foods, groceries, apparel, footwear, toys, Area served India
home improvement products, electronic goods, and Number of employees 245,581 (2023)[4]
farm implements and inputs. As of 2023, it has over Parent Reliance Industries
245,000 employees at 18,000 store locations in 7,000 Subsidiaries
towns. Apart from physical stores, the company also
sells products on its e-commerce channels.
-:LITERATURE REVIEW:-
Ananthan and Sudheendra Raa (2011): the author highlighted the multi-tier view of employee retention
strategies in Indian and global companies. The study was a descriptive – analysis design using survey method.
The study was conducted at Bengaluru with leading Indian and MNCS employing a minimum of 500
employees. Stratified random sampling was used and the sample size was 550 of which 215 from top
management and 335 were employees. The research finally suggested that orientation and training
development strategies obtained maximum points. Rewards recognition strategies employed least and finally
employee fringe benefits have been moderately employed.
Indiatsy Christopher Masinde (2011): made a study to identify the provision of social welfare facilities on
human resource performance linked with retention. The study was conducted at pan African paper mills – and
mumias sugar company. The research used qualitative data collection method such as questionnaire in depth
interview and systematic samplings were used to get the target population. The study revealed that both
organizations provide social welfare measure as per factory act and out of two organizations one of them had
their own motivational policies. The respondents gave positive feedback due to welfare measure provided by
the top management.
Daniel Eseme Gberevbie (2010): conducted a study to empirically examine employee retention strategies and its
performance in the Nigerian banking sector over the period 2000 – 2005. The author used questionnaire and
structured interview to obtain data. The study revealed that the organization if implements employee retention
strategies such as regular salary package employee participation in decision making will have a good retention
system.
Vijaya Mani (2010): attempted to make a study to identify job satisfaction and motivation among employees
using a score fared. The author concluded that employees are struggling to become talented employees when they
are dissatisfied. The suggestions provided by the author was to create a recitation among employees so that they
can attain job satisfaction.
Erik Monsen and Wayne Boss (2009): made a study to maximize employee retention and minimize the
turnover. The author surveyed 1975 managers and staff in 110 departments of a diversified health care organ on
department – level organization (risk taking proactiveness) degree of role their job and their strength of intention
to quit. The finding reported that can impact on management and staff differently and this the author suggest to
have a customized design philosophy to increase and to reduce stress.
Madiha Shoab et al (2009): made a study on determinates of employee retention at telecom sector of Pakistan.
The data were collected through questionnaire from 130 respondents. The result was done using (SPSS) 14 to
give accurate result. It revealed a positive relationship between career opportunities, supervisor support working
rewards and work – life policies have a direct and positive impact on the employee retention.
-:RESEARCH GAP:-
With the rise of remote work, researchers may be exploring how virtual work environments impact employee
retention. Understanding the challenges and opportunities associated with remote work in relation to retention.
The connection between employee well-being, mental health, and retention is an evolving area of interest.
Research could explore how well-being programs, flexible work arrangements, or mental health support impact
employee retention.
Research could explore how different leadership styles affect employee retention. For example, investigating the
role of transformational leadership, servant leadership, or adaptive leadership in creating a positive work
environment.
-:OBJECTIVE:-
The present study is designed to analyze the factors influencing
employee retention among the Reliance Retail with the following
objectives
1. To study the employee retention practices with specific reference to
Reliance Retail.
2. To find employees overall satisfaction in the organization with
relation to work environment culture.
3. To examine the Training and Development activities provided and
to identify whether it leads to improved coordination among
employees in their work.
4. To analyze the reward and compensation factors.
5. To make suggestions to the organization to improve its employees
retention strategies.
-:RESEARCH METHODOLOGY:-
The present research is based on descriptive research design which tries
to explain that the employee retention in Reliance retail. In this study
data is collected from only secondary data wil be used.
-:CONCLUSION:-
employee retention involves strategies to minimize turnover by
focusing on employee engagement, effective communication, work-life
balance, and competitive compensation and benefits. A successful
retention strategy contributes to a stable and motivated workforce,
positively impacting overall organizational success.
-:REFERENCES:-
Ananthan BR Sudheendra Raa LN (2011): ‘Multy-Tier view of employee retention strategies in Indian and
global companies a critical appraisal’ International Journal of research in commerce & management volume No. 2
(2011) issue No 9 (September)
Indiatsy Christopher Masinde (2011): comparative analysis on the effects of social welfare facilities on
employee motivation in pan African paper mills and mumices sugar company http://ir.library.ku.ac./etd/handle /
123456789/1922
Daniel Eseme Gberevbie (2010) organizational retention strategies and employee performance of zenith bank in
Nigeria, African Journal of Economic and Management studies Vol 1 Iss 1 PP 61 – 74.
Vijaya Mani (2010) Development of employee satisfaction index scorecard European journal of social science-
Volume 15, No. 1 (2010).
Erik Monsen R. Wayne boss (2009) The Impact of strategic entrepreneurship inside the organization job and
employee retention.
Madiha shoab, Ayesha Noor, Syed Razza Tirmizi Sajid Bashir (2009) Determinants of employee retention in
telecom sector of Pakistan proceed CBRC, Lahore, Pakistan
