1. A RESEARCH REPORT ON
CORPORATE SOCIAL
RESPONSIBILITY IN TATA POWER
Submitted In Partial Fulfillment of the Requirements
For The Award of The Degree of
Master of Business Administration
(2012-2014)
(Uttar Pradesh Technical University - Noida Region)
By
Mudita Malviya
Roll No. 1209470050
MBA II Year
Galgotias Institute of Management & Technology, Greater Noida
Project Guide
Mrs. Prachi Malhotra

2. DECLARATION
I hereby declare that this report is original based on my own work and that this
Report or any part thereof has not been submitted by me for any other degree or
course requirement. All references have been duly acknowledged.
Name: Mudita Malviya
Batch: 2012-14
Institute name and Course: GIMT- MBA
Signature of student

3. PREFACE
The conceptual knowledge acquired by management students is best manifested in
the projects. As a part of curriculum of MBA, I have got a chance to prepare a
report on Corporate Social Responsibility in Tata Power. The present project
gives a perfect vent to my understanding of the Human Resource specially the
most modern concept of ― CSR and Community Relations.
The project report entitled ― Corporate Social Responsibility in TATA Power.
The report will provide all the information regarding the CSR policies & practices
of TATA and their importance in Organization.
I also hope that this report will be beneficial for my next batches and for those who
are related to this topic.

4. ACKNOWLEDGEMENT
On the very outset of this report, I would like to extend my sincere & heartfelt
obligation towards all the personages who have helped me in this endeavor.
Without their active guidance, help, cooperation & encouragement, I would not
have made headway in the project.
I am ineffably indebted to Mr. Tariq Siddiqui (HOD) for conscientious guidance
and encouragement to accomplish this assignment.
I am extremely thankful and pay my gratitude to my faculty guide Mrs. Prachi
Malhotra for her valuable guidance and support for completion of this project.
I extend my gratitude to Galgotias Institute of Management & Technology for
giving me this opportunity.
I also acknowledge with a deep sense of reverence, my gratitude towards my
parents and member of my family, who has always supported me morally as well
as economically.
At last but not least gratitude goes to all of my friends who directly or indirectly
helped me to complete this project report.
Any omission in this brief acknowledgement does not mean lack of gratitude.
Thanking You
Mudita Malviya

5. LIST OF CONTENTS
TOPIC
NO.
TITLES PAGE
NO.
REMARKS
1. Introduction to TATA
2. Introduction to Corporate Social
Responsibility (CSR)
2.1. Importance of Study
2.2. Objectives
3. Analysis & Description
4. Literature Review
5. Conclusion
6. Recommendations
7. Limitations
8. Bibliography

6. 1. INTRODUCTION TO TATA GROUP
Ranging from steel, automobiles and software to consumer goods and
telecommunications the Tata Group operates more than 80 companies. It has
around 200,000 employees across India and thus has the pride to be nation‘s
largest private employer. Mr. Ratan N. Tata has led the eminent Tata Group
successfully. He was trained as an architect at New York's Cornell University but
he chose to enter the family business .He assumed the Chairmanship of the Group
in 1991. Named Business Man of the Year for Asia by Forbes in 2004, Mr. Ratan
Tata serves on the board of the Ford Foundation and the program board of the Bill
& Melinda Gates Foundation's India AIDS initiative.
Tata Group chairman Ratan Naval Tata has stepped down to pass on the entire
responsibility to Cyrus Mistry. Under Tata, the group went through major
organisational phases — rationalisation, globalisation, and now innovation, as it
attempts to reach a reported $500 billion in revenues by 2020-21, roughly the size
of what Walmart is today.
Approximately two third of the equity of the parent firm, Tata Sons Ltd., is held by
philanthropic trusts endowed by Sir Dorabji Tata and Sir Ratan Tata, sons of
Jamsetji Tata, the founder of today’s Tata empire in the 1860s. Through these
trusts, Tata Sons Ltd. utilizes on average between 8 to 14 percent of its net profit
every year for various social causes. Even when economic conditions were
adverse, as in the late 1990s, the financial commitment of the group towards social
activities kept on increasing, from Rs 670 million in 1997-98 to Rs 1.36 billion in
1999-2000. In the fiscal year 2004 Tata Steel alone spent Rs 45 crores on social
services.
Tata is accredited to initiate various labor welfare laws. For example- the
establishment of Welfare Department was introduced in 1917 and enforced by law
in 1948; Maternity Benefit was introduced in 1928 and enforced by law in 1946. A
pioneer in several areas, the Tata group has got the credit of pioneering India's steel
industry, civil aviation and starting the country's first power plant. It had the
world's largest integrated tea operation. It is world's sixth largest manufacturer of
watches (Titan).

8. Leadership with trust
The Tata group comprises over 100 operating companies in seven business sectors:
communications and information technology, engineering, materials, services,
energy, consumer products and chemicals. The group has operations in more than
100 countries across six continents, and its companies export products and services
to 150 countries.
The total revenue of Tata companies, taken together, was $96.79 billion (around
Rs527,047 crore) in 2012-13, with 62.7 percent of this coming from business
outside India. Tata companies employ over 540,000 people worldwide. The Tata
name has been respected in India for more than 140 years for its adherence to
strong values and business ethics.

9. Every Tata company or enterprise operates independently. Each of these
companies has its own board of directors and shareholders, to whom it is
answerable. There are 32 publicly listed Tata enterprises and they have a combined
market capitalisation of about $115 billion (as on May 8, 2014), and a shareholder
base of 3.9 million. The major Tata companies are Tata Steel, Tata Motors, Tata
Consultancy Services (TCS), Tata Power, Tata Chemicals, Tata Global Beverages,
Tata Teleservices, Titan, Tata Communications and Indian Hotels.
Tata Steel is among the top ten steelmakers, and Tata Motors is among the top five
commercial vehicle manufacturers, in the world. TCS is a leading global software
company, with delivery centres in the US, UK, Hungary, Brazil, Uruguay and
China, besides India. Tata Global Beverages is the second-largest player in tea in
the world. Tata Chemicals is the world’s second-largest manufacturer of soda ash
and Tata Communications is one of the world’s largest wholesale voice carriers.
In tandem with the increasing international footprint of Tata companies, the Tata
brand is also gaining international recognition. Brand Finance, a UK-based
consultancy firm, valued the Tata brand at $21.1 billion and ranked it 34th among
the top 500 most valuable global brands in their Brand Finance® Global 500 2014
report. In 2010, Business Week magazine ranked Tata 17th among the '50 Most
Innovative Companies' list.
Founded by Jamsetji Tata in 1868, Tata’s early years were inspired by the spirit of
nationalism. It pioneered several industries of national importance in India: steel,
power, hospitality and airlines. In more recent times, its pioneering spirit has been
showcased by companies such as TCS, India’s first software company, and Tata
Motors, which made India’s first indigenously developed car, the Indica, in 1998
and recently unveiled the world’s most affordable car, the Tata Nano.
Tata companies have always believed in returning wealth to the society they serve.
Two-thirds of the equity of Tata Sons, the Tata promoter holding company, is held
by philanthropic trusts that have created national institutions for science and
technology, medical research, social studies and the performing arts. The trusts
also provide aid and assistance to non-government organisations working in the
areas of education, healthcare and livelihoods. Tata companies also extend social
welfare activities to communities around their industrial units.
Going forward, Tata is focusing on new technologies and innovation to drive its
business in India and internationally. The Nano car is one example, as is the Eka

10. supercomputer (developed by another Tata company), which in 2008 was ranked
the world’s fourth fastest. Anchored in India and wedded to traditional values and
strong ethics, Tata companies are building multinational businesses that will
achieve growth through excellence and innovation, while balancing the interests of
shareholders, employees and civil society.

12. 2. INTRODUCTION TO CSR
2.1. Concentric Circle & CSR
In 1971, the Committee for Economic Development issued a report throwing light
on different dimensions of responsibilities to be fulfilled by the corporate. The
responsibilities of corporations are described consisting of three concentric circles.
(a) Inner Circle: Clear cut, basic responsibilities for the efficient execution of the
economic function, products, jobs and economic growth.
(b) Intermediate Circle: Encompasses responsibility to exercise this economic
function with a sensitive awareness of changing social values and priorities. Eg.
With respect to environmental conservation, hiring and relations with employees,
expectation of customers for information, safety factors, etc.
(c) The Outer Circle: Newly emerging and still amorphous responsibilities that
business should assume to become more broadly involved in actively improving
the social environment.
2.2. Classification of Social Responsibility
1. Responsibility towards itself: - It is the responsibility of each corporate entity
run business and to work towards growth, expansion and stability and thus earn
profits. If the corporation is to achieve social and economic ends, organizational
efficiency should be boosted up.
2. Responsibility towards Employees: - Employees are the most important part of
an organization. Following are some of the responsibilities which a business entity
has towards its employees-
a) Timely payment
b) Hygienic environment
c) Good and impartial behavior

13. d) Health care through yoga
e) Recreational activities
f) Encouraging them to take part in managerial decisions
3. Responsibility towards shareholders: - It is the responsibility of corporate
entity to safeguard the shareholders’ investment and make efforts to provide a
reasonable return on their investment.
4. Responsibility towards state: - Out of the profit available, the state is entitled
to a certain share as per the income tax laws. Utmost transparency has to be
exerted regarding the profit &loss account and the balance sheet.
5. Responsibility towards consumers: - The Company should maintain high
quality standards at reasonable prices. It should not resort to malpractices such as
hoarding and black marketing.
6. Responsibility towards environment: - It is the responsibility of the
organization to contribute to the protection of environment. It should produce eco -
friendly products. Moreover, industrial waste management must be taken care of.

14. 2.3. Social Responsibility Models
There are some models which describe the evolution and scope of social
orientation of companies. Notable ones include Carroll’s model, Halal’s model and
Ackerman’s model.
(a) Carroll’s Model
Archie B. Carroll has defined CSR as the complete range of duties business has
towards the society. He has proposed a 3-d conceptual model of corporate
performance. According to Carroll, a firm has the following four categories of
obligations of corporate performance: -
HIERARCHY OF RESPONSIBILITIES OF BUSINESS
i. Economic: The firm being an economic entity, its primary responsibility is
to satisfy economic needs of the society and generation of surplus for
rewarding the investors and further expansion and diversification.
ii. Legal: The laws of the land and international laws of trade and commerce
has to be followed and complied with.
iii. Ethical: Ethical responsibilities are norms which the society expects the
business to observe like not resorting to hoarding and other malpractices.

15. iv. Discretionary: Discretionary responsibilities refer to the voluntary
contribution of the business to the social cause like involvement in
community development or other social projects pertaining to health and
awareness of the masses.
(b) Halal’s Model
Halal’s return on resource model of corporate performance recognizes the fact that
the corporate social responsiveness is a quite difficult task as no corporate posture
is value free. A firm can only attempt to form a workable coalition among groups
having diverse interests, engaged in creating value for distribution among members
of coalition. The social issues may become conflicting beyond a certain level of
economic activity. The coordination between economic and ethical decisions is
necessary so that the future of the firm and shareholders may be safeguarded.
(c)Ackerman’s Model
This model defines CSR in three different phases:
First phase - Top management recognizes social problem
Second phase – The Company appoints staff specialists to look into the issue and
find measures to tackle it
Third phase - Implementation of the strategy derived by the specialists

16. Corporate Social Responsibility as a Strategy
CSR needs a proper and step by step implementation. Andrew (1980) has
developed an approach to the question of strategic choice. His four key questions
suggest the approach that companies may follow in determining their level of CSR
activity. Those four questions are following:
a. Determining Organizational Competencies: what can we do?
b. Looking at Industry threats and opportunities: what might we do?
c. Examining the values of key implementers: what do we want to do?
d. Determining the social responsibility: what ought we to be doing?
By finding out answers to these questions managerial decisions can be molded
towards serving a strategic need. This means CSR in practical terms is an ongoing
process, constantly monitoring the environment and inter and intra firm
relationships. Burke Lee and Jeanne M. Logsdon (1996) suggest that there are five
dimensions of corporate strategy that are critical to the success of CSR process in
terms in terms of value creation by the firm. They are:
a. Centrality - CSR initiative activities should be close to the firm's mission and
objectives.
b. Specificity- Strategic CSR initiatives should specifically benefit the firm. The
firm should be able to capture the benefits of CSR initiatives.
c. Proactivity- CSR initiatives should focus on the dynamics of stakeholder
expectations i.e. to capture the changes in socio-environmental , political and
technological factors.
d. Voluntarism- CSR decisions should be discretionary and thus they should be
taken up by the firm voluntarily.
e. Visibility- Strategic CSR initiative should build firm‘s image and add up to the
goodwill by creating positive media attention. It can also mitigate negative image
of the firm.

17. The linkage between strategy and CSR is quite noticeable. As strategy implies
choice there exists many opportunities to not only generate multiple options but
also the choice between different modes of action, in a manner to attain corporate
objectives more effectively. The question of trade-off rests between a body
corporate defining a path of action that is governed by the need and desire for
profits and social responsibility as well. A managerial decision- making grid can be
thought of to help corporate generate multiple options.
Corporate Social Responsibility becomes strategic when it fetches substantial
economic benefits to the firm, in particular, supporting the core business activities
and thereby contributing to the accomplishment of its mission in the optimal
manner enriching the firm and the society as well.

19. 3. RESEARCH METHODOLOGY
3.1. Research design
The nature of this report is Exploratory Research.
Exploratory Research is defined as an investigation into a problem or
situation which provides insights to the researcher. The research is meant
to provide details where a small amount of information exists. It may use
a variety of methods such as trial studies, interviews, group discussions,
experiments, or other tactics for the purpose of gaining information.
3.2. Data sources
The data is collected from secondary sources like books, journals,
magazines, websites and newspapers.

20. 4. LITERATURE REVIEW
1. William H. Price & Richard Kiekbusch & John Theis in his study on causes of
employees’ turnover have talked about the causes and the implementation. Further
he highlighted that providing a challenging job, and offering realistic promotion
opportunities. Other variables that have less impact are schedule input, insurance
and family income. Good communication and job satisfaction.
2. Beri G.C., Human Resource Tata McGraw New Delhi, in his study on the cause
of factor influencing turnover and retention of staff and retention problems for
professional have talked about the Working hours, workload and work schedules
which are also common concerns to both groups. In addition, career development,
promotion and 4appreciation of contribution were important retention factors,
while a supportive professional environment, reduction in workload and working
hours and more flexible work patterns were important to consultants.

21. 3. Cari McLean, Labour Management in Agriculture, in her study knowing the
reason why workers leave or edge in improving working condition and have talked
about dissatisfaction with work or working condition, select and train new
personnel, conducting workers satisfaction survey, find specific problem area to
watch and improve.
4. Cosenza, Robert M, in his study on the causes of the cost of employees’
turnover due solely to unfairness in the workplace and have talked about the effect
of unfairness upon an employee’s decision to leave their employer and the
financial to employer due to voluntary turnover. Further he highlighted Recruiting
and retaining the best and the brightest; remove the barriers and biases which
create unfair workplace.
5. Moore, in her study on the cause of an informative report regarding employees
turnover and retention on the causes of high employee turnover which affect the
most, and the companies can decrease employees turnover in order to cut the
hidden cost. Further she highlighted the poor management, low pay, boring
repetitive work, with no opportunity for advancement, high turnover of employees
is a symptom of a mismanaged company.

22. 5. DATA DESCRIPTION
WIPRO TECHNOLOGIES LIMITED (IT INDUSTRY)
Wipro Technologies Limited is a multinational information technology services
corporation headquartered in Bangalore, India. Wipro is the third-largest IT
services company in India and employs more than 98,391 people worldwide as of
2009.It has interests varying from information technology, consumer care, lighting,
engineering and healthcare businesses. Azim Premji is the Chairman of the board.
Wipro (largely an acronym of "Western India Products") started as a vegetable oil
trading company in 1947 from an old mill at Amalner, Maharashtra, India founded
by Azim Premji's father. When his father died in 1966 Azim, a graduate in
Electrical Engineering from Stanford University, took on the leadership.
TIMELINE
1945 - Incorporation as Western India Vegetable Products Limited
1947 - Establishment of an oil mill at Amalner, Maharashtra, India
1960 - Manufacture of laundry soap 787 at Amalner

23. 1970 - Manufacture of Bakery Shortening Vanaspati at Amalner
1975 - Diversification into engineering and manufacture of hydraulic cylinders as
WINTROL (now called Wipro Fluid Power) division in Bangalore.
1977 - Name of the Company changed to Wipro Products Limited
1980 - Diversification into Information Technology
1990 - Incorporation of Wipro-GE medical systems
1992 - Going global with global IT services division
1993 - Business innovation award for offshore development
1995 - Wipro gets ISO 9001 quality certification
1997 - Wipro gets SEI CMM level 3 certification, enterprise wide processes
Start of the Six Sigma initiative, defects prevention practices initiated at project
level.
1998 - Wipro first software services company in the world to get SEI CMM level 5
1999 - Wipro's market capitalization is the highest in India
2000 - Start of the Six Sigma initiative, defects prevention practices initiated at
project level. Wipro listed on New York Stock Exchange.
2001 - First Indian company to achieve the "TL9000 certification" for industry
specific quality standards
Wipro acquires American Management Systems’ global energy practice.
Becomes world's first PCMM Level 5 Company.
Premji established Azim Premji Foundation, a not-for-profit organization for
elementary education.
Wipro becomes only Indian company featured in Business Week’s 100 best-
performing technology companies.
2002 -Wipro acquires Spectra mind.

24. Ranked the 7th software services company in the world by Business Week
(InfoTech 100, November 2002).
2003 -Wipro acquires Nerve wire. 21
Wipro Technologies Wins Prestigious IEEE Award for Software Process
Excellence.
Wipro Technologies awarded prestigious ITSMA award for services marketing
excellence.
Wipro wins the 2003 Asian Most Admired Knowledge Enterprise Award.
2004 -Crossed the $1 Billion mark in annualized revenues.
Wipro launches India’s first RFID enabled apparel store.
Wipro Technologies named Asian Most Admired Knowledge Enterprise second
year in a row.
IDC rates Wipro as the leader among worldwide offshore service providers
2005 - Wipro acquires mPower to enter payments space and also acquires
European System on Chip (SoC) design firm New Logic
2006 - Wipro acquires Enabler to enter Niche Retail market
2007 - Wipro acquires US's Info crossing for 600mn
2008 - Wipro acquires Gallagher Financial Systems to enter mortgage loan
origination space.
2009 -Wipro stops Connectivity IP and closes New Logic Sophia-Antipolis R&D
center Wipro Technologies deals in following businesses

25. 5.1. SWOT ANALYSIS OF WIPRO TECHNOLOGIES LTD.
1. Strengths
a. Skilled manpower
b. Diversified skill base across service lines
c. delivery capabilities & client satisfaction
d. Multi domestic market philosophy
e. Commitment to go the extra mile
f. Research and Development
g. Technological partnership with other software companies
h. Low cost advantage
i. Ability to continually reduce the cost of services
2. Weaknesses
a. Not a proactive company
b. Domestic market was huge but was underdeveloped
c. Small player in global market
d. No exposure to standard work
e. Limited domain

26. f. Wipro provided very limited number of services. Also Standard international
quality practices like Six Sigma and CMMI are not in place
g. Clients not trusting the capabilities of Indian Software Cos.
3. Opportunities
a. Huge global market
b. The Company has entered into the global market so now it’s the biggest
opportunity available to the company.
c. Huge Potential in Domestic Market
d. Y2K Crisis
4. Threats
a. Competition by Indian companies in domestic market
b. Presence of big companies in global market
c. Exchange rate
This can be a threat to the company as the company is making profits due to the
high exchange rate and if this rate comes down in future it can lead to a major
problem for the company.

27. 5.2. CAUSES OF EMPLOYEE TURNOVER IN WIPRO TECHNOLOGIES
LTD.
1. The economy - in exit interviews one of the most common reasons given for
leaving is the availability of higher paying jobs. Some minimum wage workers
report leaving one job for another that pays only 50 cents an hour more. Obviously,
in a better economy the availability of alternative jobs plays a role in turnover, but
this tends to be overstated in exit interviews.
2. The performance of the organization - an organization perceived to be in
economic difficulty will also raise the specter of impending layoffs. Workers
believe that it is rational to seek other employment.
3. The organizational culture - much has been written about organizational
culture. It is sufficient to note here that the reward system, the strength of
leadership, the ability of the organizations to elicit a sense of commitment on the
part of workers, and its development of a sense of shared goals, among other
factors, will influence such indices of job satisfaction as turnover intentions and
turnover rate.

28. 4. The characteristics of the job - some jobs are intrinsically more attractive than
others. A job's attractiveness will be affected by many characteristics, including its
repetitiveness, challenge, danger, perceived importance, and capacity to elicit a
sense of accomplishment. A job's status is also important, as are many other
factors.
5. Unrealistic expectations - Another factor is the unrealistic expectations and
general lack of knowledge that many job applicants has about the job at the time
that they receive an offer. When these unrealistic expectations are not realized, the
worker becomes disillusioned and decides to quit.
6. Demographics - empirical studies have demonstrated that turnover is associated
in particular situations with demographic and biographical characteristics of
workers. But to use lifestyle factors (e.g. smoking) or past employment history
(e.g. many job changes) as an explicit basis for screening applicants, it is important
for legality and fairness to job applicants to verify such bio data empirically.
INFOSYS LIMITED (IT INDUSTRY)
Infosys, a Bangalore based company started in 1981 has around 5,500 employees.
Infosys was co-founded in 1981 by N. R. Narayana Murthy, Nandan Nilekani, N.
S. Raghavan, S. Gopalakrishnan, S. D. Shibulal, K. Dinesh and Ashok Arora. The
company was incorporated as "Infosys Consultants Pvt Ltd." with a capital of Rs
10000 (roughly $167) in Model Colony, Pune as the registered office and signed
its first client, Data Basics Corporation, in New York. In 1983, the company's
corporate headquarters was relocated to Bangalore.

29. It changed its name to "Infosys Technologies Private Limited" in April 1992 and to
"Infosys Technologies Limited" when it became a public limited company in June
1992. It was later renamed to "Infosys Limited" in June 2011.
The highest rated script on the Indian bourses - Infosys is the most admired
company on the BSE. It is the face of the Indian software industry. Infosys is the
third-largest India-based IT services company by 2012 revenues, and the second
largest employer of H-1B visa professionals in the United States, as of 2012. On 31
March 2014, its market capitalization was $30.95 billion, making it India's fifth
largest publicly traded company.
The company was the first in India to register on the American stock exchange -
NASDAQ with an issue of two million American Depository Shares (ADR) that
raised $70 million. As a part of Infosys globalization efforts the company has set
up a global development centre in Toronto. It also established two proximity
centres at Freemont, California and Boston, Massachusetts. Infosys continues to
expand in Europe.
In India the development centre are to be opened at Mohali, Mangalore, Mysore,
Hyderabad, Pune, Chennai and Bhubhaneshwar.
The companies’ top clients include Nordstrom, Nortel and Goldman Sachs. Capital
One Services Inc., one of the largest issuers of credit cards, is a new addition to the
company's clientele. The company has pioneered the Employee stock option plan
(ESOP) in India. The company has grown spectacularly with soaring profit
margins that stood at Rs.285 crore, up from 132 crore in 1998-99(courtesy
Computers Today).
Amongst its major products are the banking software popularly known as Finnacle,
Banc2000 and Bank Away. The company was also judged as the 5th best managed
company in Asia. The company's Chairman Mr.N.R.Narayan Murthy was
selected as one of the 50 most powerful people in Asia for the year 2000 in a poll
conducted by Asia week. The company provides 3 month training to the new
recruits in Bangalore. There is also a service agreement for a year.
List of CEOs

30. Name Period
N. R. Narayana Murthy 1981 to March 2002
Nandan Nilekani March 2002 to April 2007
S Gopalakrishnan April 2007 to August 2011
S D Shibulal August 2011 till now
5.3. SWOT ANALYSIS OF INFOSYS Ltd.
1. Strengths:-
a. The company has bases in 44 global development centers most of which are
located in India, although the company has offices in many developed and
developing nations. This means INFOSYS becoming a global brand but also
it has the capacity to support operations of multinationals clients
b. INFOSYS has a strong financial position. It has the capital to expand and
also the basis to leverage potential.
2. Weaknesses:-

31. a. INFOSYS on struggles in the US market and has the particular problem in
securing United State Federal Govt. contract in North America since these
contracts are highly profitable and tend to learn for a long period of time.
INFOSYS is missing out on lucrative business added to this is the fact that
its competitors do well in the term of securing the same federal business.
b. Despite being a huge IT companies INFOSYS is much smaller than its
global competitors. As a discussed above, Infosys generate $4billion in 2008
which is comparatively very low to the other IT companies.
3. Opportunities:-
a. There is a new and emerging market in China as the country undergoes a
huge industrial revolution
b. The strategic alliance between INFOSYS & SCHLUMBERGER gives the
IT company access to lucrative business in the oil and gas industries.
c. At the time of the recession in the global economy it may appear that some
companies will reduce take up of services that INFOSYS offers. However in
tough times, client tend to focus upon cost reduction and outsourcing, so
hard times could be profitable for INFOSYS.
4. Threats:-

32. a. Consumer may switch to other offshore service companies in other countries
such as China or Korea.
b. Other global have to compete for skilled labor and this may have the effect
of driving up wage levels, and making it more difficult to recruit & retain a
staff.
c. India is not only the country that is going the rapid industrial expansion.
Competitors may come from the other countries like such as China or Korea
where there are a large pools low cost labor, and developing educational
infrastructures such as Universities and technology colleges.
5.4. CAUSES OF EMPLOYEE TURNOVER IN INFOSYS
Most environmental contributors to turnover can be directly traced to management
practices. Turnover tends to be higher in environments where employees feel they
are taken advantage of, where they feel undervalued or ignored, and where they
feel helpless or unimportant. Clearly, if managers are impersonal, arbitrary, and
demanding, there is greater risk of alienation and turnover. Management policies
can also affect the environment in basic ways such as whether employee benefits
and incentives appear generous or stingy, or whether the company is responsive to
employees' needs and wants. Management's handling of major corporate events
such as mergers or layoffs is also an important influence on the work environment
afterwards.

33. Some turnover is demographically specific, particularly for women who are
balancing significant work and family duties at the same time. Such women (or
men) may choose to leave a company instead of sacrificing their other interests and
responsibilities in order to make the job work out. Some women elect to quit their
jobs at childbirth, rather than simply taking a maternity leave. 27
Women's perceptions of their career paths might also be tainted by their awareness
of the glass ceiling, which may lower their level of commitment to any particular
firm, since they believe they're not in contention for top-level jobs. These factors
translate into higher turnover rates for women in many companies.
Retirement of experienced employees can cause high rates of turnover and extreme
loss in productivity.
6. DATA ANALYSIS & FINDINGS
6.1. EFFECT OF EMPLOYEES TURNOVER

34. High turnover can be a serious obstacle to productivity, quality, and profitability at
firms of all sizes. For the smallest of companies, a high turnover rate can mean that
simply having enough staff to fulfill daily functions is a challenge, even beyond
the issue of how well the work is done when staff is available. Turnover is no less
a problem for major companies, which often spend millions of dollars a year on
turnover-related costs. For service-oriented professions, such as management
consulting or account management, high employee turnover can also lead to
customer dissatisfaction and turnover, as clients feel little attachment to a
revolving contact. Customers are also likely to experience dips in the quality of
service each time their representative changes.
In general, reducing employee turnover saves money. Money saved from not
having to find and train replacement workers can be used elsewhere, including the
bottom line of the company's profit statement
Some research studies have found that turnover from transient workers has lasting
effects on loyal employees who stay with a company. One study tested
productivity among workers who were exposed to a management-planted person
who quit in the middle of a task, citing dissatisfaction with the job and the
company. A second group of employees worked with another planted person who
had to leave the task because of illness. The group exposed to the employee who
quit had lower productivity levels than the group exposed to the ill employee. The
employees apparently took the complainer's statements to heart while the ill
employee had nothing bad to say about the company.
Employee turnover is defined as employees who voluntarily leave their jobs and
must then be replaced. Turnover is shown as an annual percentage, so if 25 people
leave a company with 100 people, that is 25 percent turnover a year. Employees
often leave companies for higher pay elsewhere, but many other factors contribute
as well, and the negative effects of employee turnover should motivate managers to
increase retention:-
1. Hiring Process

35. A study published in "Entrepreneur" magazine in 2001 looked at the effects of
hotel employee turnover and discovered the high price of recruiting, interviewing
and hiring new workers, in addition to lost productivity (see Resources).
2. Actual Cost
The U.S. Department of Labor estimates that it costs about 33 percent of a new
employee's salary to replace the worker who left. This means major companies can
spend millions of dollars a year on turnover costs.
3. Lack of Staff
High turnover rates can create a lack of staff to complete essential daily functions
of a company. This can result in overworked, frustrated employees and dissatisfied
customers.
4. Loss of Productivity
New employees take some time to get up to speed, particularly in complex jobs.
5. Customer Dissatisfaction
For service-oriented careers such as account management and customer service,
high turnover can lead to customer dissatisfaction. Newer representatives lack
expertise and knowledge, and customers have.
6.2. COSTS DUE TO A PERSON LEAVING
1. Recruitment Costs
1. The cost of advertisements (from a $200.00 classified to a $5,000.00 or more
display advertisement); agency costs at 20 - 30% of annual compensation;
employee referral costs of $500.00 - $2,000.00 or more; internet posting costs of
$300.00 - $500.00 per listing.

36. 2. The cost of the internal recruiter's time to understand the position requirements,
develop and implement a sourcing strategy, review candidates backgrounds,
prepare for interviews, conduct interviews, prepare candidate assessments, conduct
reference checks, make the employment offer and notify unsuccessful candidates.
This can range from a minimum of 30 hours to over 100 hours per position.
3. Calculate the cost of a recruiter's assistant who will spend 20 or more hours in
basic level review of resumes, developing candidate interview schedules and
making any travel arrangements for out of town candidates.
4. The cost of the hiring department (immediate supervisor, next level manager,
peers and other people on the selection list) time to review and explain position
requirements, review candidates background, conduct interviews, discuss their
assessments and select a finalist. Also include their time to do their own sourcing
of candidates from networks, contacts and other referrals. This can take upwards of
100 hours of total time.
5. Calculate the administrative cost of handling, processing and responding to the
average number of resumes considered for each opening at $1.50 per resume.
6. Calculate the number of hours spend by the internal recruiter interviewing
internal candidates along with the cost of those internal candidates to be away from
their jobs while interviewing.
7. Calculate the cost of drug screens, educational and criminal background checks
and other reference checks, especially if these tasks are outsourced. Don't forget to
calculate the number of times these are done per open position as some companies
conduct this process for the final 2 or 3 candidates.
8. Calculate the cost of the various candidate pre-employment tests to help assess
candidates' skills, abilities, aptitude, attitude, values and behaviors.
2. Training Costs

37. 1. Calculate the cost of orientation in terms of the new person's salary and the cost
of the person who conducts the orientation. Also include the cost of orientation
materials.
2. Calculate the cost of departmental training as the actual development and
delivery cost plus the cost of the salary of the new employee. Note that the cost
will be significantly higher for some positions such as sales representatives and
call center agents who require 4 - 6 weeks or more of classroom training.
3. Calculate the cost of the person who conducts the training.
4. Calculate the cost of various training materials needed including company or
product manuals, computer or other technology equipment used in the delivery of
training.
5. Calculate the cost of supervisory time spent in assigning, explaining and
reviewing work assignments and output. This represents lost productivity of the
supervisor. Consider the amount of time spent at 7 hours per week for at least 8
weeks.
3. Lost Productivity Costs
As the new employee is learning the new job, the company policies and practices,
etc. they are not fully productive. Use the following guidelines to calculate the cost
of this lost productivity:
1. Upon completion of whatever training is provided, the employee is contributing
at a 25% productivity level for the first 2 - 4 weeks. The cost therefore is 75% of
the new employees’ full salary during that time period.
2. During weeks 5 - 12, the employee is contributing at a 50% productivity level.
The cost is therefore 50% of full salary during that time period.
3. During weeks 13 - 20, the employee is contributing at a 75% productivity level.
The cost is therefore 25% of full salary during that time period.
4. Calculate the cost of coworkers and supervisory lost productivity due to their
time spent on bringing the new employee "up to speed."

38. 5. Calculate the cost of mistakes the new employee makes during this elongated
indoctrination period.
6. Calculate the cost of lost department productivity caused by a departing member
of management who is no longer available to guide and direct the remaining staff.
7. Calculate the impact cost on the completion or delivery of a critical project
where the departing employee is a key participant.
8. Calculate the cost of reduced productivity of a manager or director who loses a
key staff member, such as an assistant, who handled a great deal of routine,
administrative tasks that the manager will now have to handle.
4. New Hire Costs
1. Calculate the cost of bring the new person on board including the cost to put the
person on the payroll, establish computer and security passwords and identification
cards, business cards, internal and external publicity announcements, telephone
hookups, cost of establishing email accounts, costs of establishing credit card
accounts, or leasing other equipment such as cell phones, automobiles, pagers.
2. Calculate the cost of a manager's time spent developing trust and building
confidence in the new employee's work.
5. Lost Sales Costs
1. For sales staff, divide the budgeted revenue per sales territory into weekly
amounts and multiply that amount for each week the territory is vacant, including
training time. Also use the lost productivity calculations above to calculate the lost
sales until the sales representative is fully productive. It can also be used for
telemarketing and inside sales representatives.

39. 2. For non-sales staff, calculate the revenue per employee by dividing total
company revenue by the average number of employees in a given year. Whether an
employee contributes directly or indirectly to the generation of revenue, their
purpose is to provide some defined set of responsibilities that are necessary to the
generation of revenue.
Calculate the lost revenue by multiplying the number of weeks the position is
vacant by the average weekly revenue per employee.
6.3. Measures To Improve Employee Retention
It is worth considering the following elements, all of which have been shown to
play a positive role in improving retention:

40. 1. Job previews - give prospective employees a 'realistic job preview' at the
recruitment stage. Take care not to raise expectations only to dash them later.
Advances in technology present employers with increasing opportunities to
familiarize potential candidates with the organization before they accept a position.
2. Make line managers accountable - for staff turnover in their teams. Reward
managers with a good record for keeping people by including the subject in
appraisals. Train line managers in people management and development skills
before appointing or promoting them. Offer re-training opportunities to existing
managers who have a high level of turnover in their team.
3. Career development and progression - maximize opportunities for individual
employees to develop their skills and move on in their careers. Where promotions
are not feasible, look for sideways moves that vary experience and make the work
more interesting.
4. Consult employees - ensure wherever possible that employees have a 'voice'
through consultative bodies, regular appraisals, attitude surveys and grievance
systems. This will provide dissatisfied employees with a number of mechanisms to
sort out problems before resigning. Where there is no opportunity to voice
dissatisfaction, resigning is the only option.
5. Be flexible - wherever possible accommodate individual preferences on working
hours and times. Where people are forced to work hours that do not suit their
domestic responsibilities they will invariably be looking for another job which can
offer such hours.
6. Avoid the development of a culture of 'presenteeism' - where people feel
obliged to work longer hours than are necessary simply to impress management.
Evaluation of individual commitment should be based on results achieved and not
on hours put in.
7. Job security - provide as much job security as possible. Employees who are
made to feel that their jobs are precarious may put a great deal of effort in to
impress, but they are also likely to be looking for more secure employment at the
same time. Security and stability are greatly valued by most employees.

41. 8. Treat people fairly - never discriminate against employees. A perception of
unfairness, whatever the reality when seen from a management point of view, is a
major cause of voluntary resignations. While the overall level of pay is unlikely to
play a major role unless it is way below the market rate, perceived unfairness in the
distribution of rewards is very likely to lead to resignations..
9. Defend your organization - against penetration by headhunters and others
seeking to poach your staff. Keep internal e-mail addresses confidential, refuse to
do business with agents who have poached your staff, and enter into pacts with
other employers not to poach one another's staff.
6.4. EMPLOYEE-RETENTION STRATEGIES:
1. Recognize your impact as a manager

42. 2. Implement effective work/life programs
3. Provide personal productivity training
4. Adjust or establish constructive Human Resources policies.
1. Recognize your impact as a manager
As an office manager, you must specifically communicate to employees that you
appreciate their contributions, rather than talking to them only when they do
something wrong. Use charts and graphs distributed through electronic bulletin
boards and e-mail groups to keep your team informed of results and how they are
moving toward company goals.
2. Implement effective work/life programs
More and more organizations are looking to work/life programs to help employees
cope with workplace stress. Many of Fortune's "100 Best Companies to Work for
in America" cite work/life programs as one of their top tools to attract and retain
the best employees and give their companies a competitive edge.
3. Provide personal productivity training
Through proper productivity training, many people who work a 50–hour week can
achieve those same results in 40 hours. You create mutual value for the company
and employees when you:
1. Identify key employees, whose production rate and results are superior.
2. Help employees learn to achieve the same results in less time through
productivity training.

43. 3. Let employees leave the office earlier and get home to their lives.
4. Improve employee morale and job satisfaction to increase retention.
Both sides benefit from this win-win productivity proposition.
Employers:
1. Achieve the results they need without pushing employees over the edge.
2. Become an employer of choice.
3. Reduce staff turnover.
Employees:
1. Achieve more results in less time.
2. Balance work and personal lives.
3. Experience less stress.
4. Adjust or establish constructive Human Resources policies
The methods described below can be technical and often have legal ramifications,
so you should consult with HR and legal resources before implementing these
policies.
Salary-level caps

44. Structure pay levels by job categories so that long-term employees don't price
themselves out of their jobs. Properly structured salary-level caps prevent this
situation because the salary for a given job will never be higher than the job is
worth.
Phased-in benefit plans
Establish retirement plans that aren't fully vested until employees have many years
on the job. This encourages people to stay. For example, an employee is 25%
vested after two years, 50% after five years, and 100% after 10 years. Also award
additional vacation time for each year an employee is with the company.
Performance-based salary increases
Create performance-planning and review programs that help you retain desirable
employees. Frequent reviews and positive reinforcement reward and encourage
high-performing employees. Poorer performers can be identified and assisted, then
rewarded when they improve.
What Initial Steps Can Be Taken To Reduce Turnover?

45. 1. First, hire the right people and continue to develop their careers. Does your
company have an ongoing career development program, tuition reimbursement, or
skills training program? An investment in upgrading the workforce is one of the
best investments a company can make when looking at long-term growth. Hiring
the people that are a good "fit" with the culture of the organization — meaning that
their values, principles, and goals clearly match those of the company — and then
training as necessary will go a long way toward ensuring employee loyalty and
retention.
2. Second, most companies with low turnover rates are very employee
oriented. They solicit input and involvement from all employees and maintain a
true "open-door" policy that avoids closed-door meetings. Employees are given an
opportunity for advancement and are not micro-managed. Intrinsic rewards are
critical. Employees must believe they have a voice and are recognized for their
contribution. Remember that "trust" and "loyalty" are a two-way street. Does your
company's culture encourage open communication and employee input?
3. Third, develop an overall strategic compensation package that includes not
only base and variable pay scales, but long-term incentive compensation, bonus
and gain-sharing plans, benefit plans to address the health and welfare issues of the
employees, and non-cash rewards and perks as well. To be competitive in today's
labor market, most companies find it necessary to offer a standard benefit package,
including health, dental, and life insurance, vacation and leave policies, and
investment and retirement plans. But what more could be done that would be cost
effective toward creating an employee-oriented work environment?
4. Creativity in compensation and benefits can make quite a difference to the
welfare of the employee. A company should assess overall employee needs when
addressing retention issues.

46. 5. Consider other options — such as alternative work schedules or flextime, or
perhaps preventative health care and wellness programs such as fitness center
memberships — as possible cost-effective benefits. Don't forget that perks or non-
cash rewards to recognize exceptional performance can be critical. Service
recognition, event tickets, trips, and public recognition can send strong messages to
the public regarding company culture and values. Simply examine the issues and
needs of your employees and try to develop creative programs to address these
needs.

47. 6.5. FINDINGS
During the project I found that the company should adopt these strategies to come
up the problem of employees’ turnover:-
1. Benefits. Offering employees an affordable medical, dental, and vision package
in this day and age is a great way to keep employees happy. Healthy employees are
happy employees, and being able to provide affordable health care for their
spouses and families as well is something every company should offer.
An added bonus could be vacation time, sick leave. On-site child care would be
extremely helpful for parents who have to work long or late hours—especially
single parents.
2. Higher pay. Giving employees regular raises and paying well over minimum
wage would be an incentive for them to stay.
3. A set schedule. In food service and retail, and most service industries as well as
health care, employees are forced to work six or more—even up to ten days in a
row without a day off. Days off may even be split up, so the employees never
really get a chance to rest. Giving them the opportunity to choose which days off
they want, or at least giving them two in a row and not working them more than
five, would be extremely beneficial in employee retention.
4. Job variation. Employees get burned out on performing the same job every
hour of every day, day in and day out for years, even months. Cross-training
should be done, especially in food service and retail, in order to avoid burnout.
5. A positive attitude from superiors. Managers and supervisors should always
have a positive attitude toward their employees and never insult, criticize, or berate
them.

48. 6. Proper training for management. Managers should be trained thoroughly and
consistently. The policies from location to location should be the same, and every
manager and supervisor in the company should be trained the same way and be in
agreement and consistent with company policies. Managers should be trained to
treat their employees with respect, because without those employees, the business
could not operate.

49. 7. CONCLUSION
I have found through the analysis that most of the industries have faced the
problem of turnover because of dissatisfaction with work or working condition, the
Working hours, workload and work schedules, incentives, salaries and the facility
which are provided to the worker is not up to the marks, as per the analysis the
various way through which the industries reduces their employees turnover
problem, are given below:-
1. Remove the barriers and biases which create unfair workplace
2. Conducting workers satisfaction survey, find specific problem area to watch and
improve
3. Reduction in workload and working hours and more flexible work patterns were
important to consultants.
4. Providing a challenging job, and offering realistic promotion opportunities.
5. Help employees learn to achieve the same results in less time through
productivity training.
6. Provide as much job security as possible.
7. Frequent reviews and positive reinforcement reward and encourage high-
performing employees.
8. Maximize opportunities for individual employees to develop their skills and
move on in their careers.
9. Offering employees an affordable medical, dental, and vision package in this
day and age is a great way to keep employees happy

50. 8. RECOMMENDATION
Turnovers can have detrimental effect on an organization and its employees if
company management allows it. There are a tool to assist in addressing the causes
of turnover is often used as a performance indicator may be preventive measure
should be as well. It is impossible to eliminate turnover altogether therefore
management must learn how to deal with it and the effect it has on a company. In
addition management should be better prepared to take the proper action after the
turnover event occurs. All effort should be focused on maintaining job satisfaction
and managing controllable caused of turnover.
The list of recommendation to prevent turnover in companies are:
1. Get involved in finding out the causes of turnover. Bring attention to bottom
figure & how turnover affect everyone.
2. Have an open door policy style of managing to allow employee to comment on
what might be bothering them about the job.
3. Realize there is more than one problem and pay attention to all - stay alert.
4. Execute periodic audits of job satisfaction.
5. Have a Strict hiring standard do not just fill opening and.
6. Develop and constantly update training strategies.

51. 9. REFERENCES
BOOKS
a) Rodger Griffeth (2008) ,Managing Employee Turnover
b) ACAS. (2003), Managing attendance and employee turnover.
c) INCOMES DATA SERVICES.,(2008), Improving staff retention. HR Studies
d) TAYLOR, S. (2002), The employee retention handbook. Developing practice.
WEBSITES
a) www.infosys.com
b) www.wiproltd.com
c) www.retention.naukrihub.com
d) www.empturnover.com
JOURNALS
a) LAWLER, E.E. (2008) Why are we losing all our good people? Harvard
Business Review.
b) MACAFEE, M. (2007) How to conduct exit interviews. People Management.
c) RANKIN, N. (2008) The drivers of staff retention and employee engagement.
d) RANKIN, N. (2009) Labour turnover rates and costs in the UK in 2008.
e) TAYLOR, S. (2006) Are you keeping your employees happy? The HR Director.