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ATTRITION ANALYSIS

O F

P I R A M A L G L A S S LT D .

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Research Objectives

1] To study the attrition pattern of the middle level employee categoryof the PIRAMAL GLASS LTD.

2] To identify the main reasons of an employee leaving the job.

3] To understand the impression of PGL in the minds of theemployees leaving the company.

4] To compare the last years situation with that of the last five years.

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Sample size :

The sample size for the study undertaken is 72 people.

Research Instrument :

The research instrument used is a questionnaire i.e. an

exit interview form.

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What is Piramal Glass Ltd.[PGL]

Piramal Glass Ltd (PGL) is a leading manufacturer of

glass packaging for pharmaceutical, cosmetic and

perfumery products. A dynamic venture of PiramalGroup.

Piramal Glass has focused on being the leading

provider of "flaconnage" (glass containers for thequality conscious pharmaceutical and cosmetics

industries).

http://www.gujaratglass.com/product/piramal.htmhttp://www.gujaratglass.com/product/piramal.htmhttp://www.gujaratglass.com/product/piramal.htmhttp://www.gujaratglass.com/product/piramal.htmhttp://www.gujaratglass.com/product/piramal.htmhttp://www.gujaratglass.com/product/piramal.htmhttp://www.gujaratglass.com/product/piramal.htmhttp://www.gujaratglass.com/product/piramal.htm

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PGL enjoys a leadership position in the niche

pharmaceutical packaging segment that it operates in.

Its market share has jumped from about 20% a few

years ago to over 40%.

PGL is the only company in India and one of the few

in the world, which manufacture and market the

entire pharma range of glass bottles and vials (Glass

Type 1,2 & 3) and Cosmetic and Perfume bottles.

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Vision :

To be amongst the top three f lacco nage

(g lass bot t le )manufacturers in the wor ld .

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Some of the Important MNC customers

Cosmetic PharmaL`Oreal Glaxo

AVON Pfizer

Unilever Aventis

Sara Lee Cipla

Niasi Cadila

Revlon (India) E- MerckDEL Nicholas

Dabur

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Products of the Company

Pharmaceuticals

Syrup

Food & Jar Bottles Chemical (all)

Injectables

Dropper

Cosmetics & Perfumery

Perfumes

Colour Cosmetics

B bbbbj

http://glass.piramal.com/products-services/pharmaceuticals/pharmaceuticals.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharmaceuticals.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharma-food-jar.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharma-chemical.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharma-injectables.htmlhttp://glass.piramal.com/products-services/pharma-chemical-dropper.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/cosmetics-perfumery.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/cosmetics-perfumery.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/colour-cosmetics.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/colour-cosmetics.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/colour-cosmetics.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/colour-cosmetics.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/cosmetics-perfumery.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/cosmetics-perfumery.htmlhttp://glass.piramal.com/products-services/cosmetics-perfumery/cosmetics-perfumery.htmlhttp://glass.piramal.com/products-services/pharma-chemical-dropper.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharma-injectables.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharma-chemical.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharma-food-jar.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharmaceuticals.htmlhttp://glass.piramal.com/products-services/pharmaceuticals/pharmaceuticals.html

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Speciality food & beverages

Bottles Jars

Decoration

Hot foil stamping

Lacquering

Printing

Etching

Sleeving

http://glass.piramal.com/products-services/specialityfood-beverages.htmlhttp://glass.piramal.com/products-services/decoration/hot-foil-stamping.htmlhttp://glass.piramal.com/products-services/decoration/hot-foil-stamping.htmlhttp://glass.piramal.com/products-services/decoration/lacquering.htmlhttp://glass.piramal.com/products-services/decoration/printing.htmlhttp://glass.piramal.com/products-services/decoration/etching.htmlhttp://glass.piramal.com/products-services/decoration/sleeving.htmlhttp://glass.piramal.com/products-services/decoration/sleeving.htmlhttp://glass.piramal.com/products-services/decoration/etching.htmlhttp://glass.piramal.com/products-services/decoration/printing.htmlhttp://glass.piramal.com/products-services/decoration/lacquering.htmlhttp://glass.piramal.com/products-services/decoration/hot-foil-stamping.htmlhttp://glass.piramal.com/products-services/decoration/hot-foil-stamping.htmlhttp://glass.piramal.com/products-services/specialityfood-beverages.htmlhttp://glass.piramal.com/products-services/specialityfood-beverages.htmlhttp://glass.piramal.com/products-services/specialityfood-beverages.html

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ATTRITION ANALYSIS Attrition analysis is also known as exit

analysis.

Its very important for any organization to studythe attrition pattern prevailing in their industryas well as in their own organization.

The exit analysis is done with the help of exitinterview.

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W HA T IS EXIT INT ERVIEW ? An exit interview is typically a meeting

between at least one representative from acompanys HR department and a departing

employee.

HR departments conduct exit interviews (also

called exit surveys) to gather data forimproving working conditions and retailingemployees.

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The data of attrition is classified into two categories.

5 years data [ 2006-07 to 2010-11 ]

Last years data [ 2010-11 ]

The sample size for 5 years data is 72 whereas for the

last year it is 24.

ANALYSIS OF EXIT INTERVIEW

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1 : Total Exit Forms :

Here it means that in the last 5 years 72 people left

the organization but last year 24 employees left.

Hence last year the attrition rate was very high as

compared to the previous four years

2006-07 to 2010-11 2010-11

72 24

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2 : Classification :

Category 2006-07 to

2010-11

2010-11

Male 67 23

Female 5 1

Married 52 21

Single 20 3

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3 : Department wise attrition :

There are 5 departments in which attrition is more.

The departments are :

Cold- End

105 TPD

Utility

Design Department

QC

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4 : Likes of the employees :

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5 : Dislikes of the employees :

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6 : Pride moments in the organization :

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7 : Will work again in PGL or not :

Particulars 2006-07 to 2010-11 2010-11

Yes 57 22

No 6 -

No comments 9 2

Total 72 24

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8 : Primary reason of leaving the job :

The main reasons identified for employees

leaving their jobs are :

Better career opportunity

Compensation

Stagnancy

Shift in industry Discrimination and dissatisfaction for

compensation, workload and recognition.

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9 : Duration of work :

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10 : Training Ratings :

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11 : Attrition according to thecategory

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12 : Attrition as per department andmain reason for leaving the job :

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13 : Dislikes as per department :

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14 : Attrition Rate :

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FINDINGS OF THESTUDY The attrition in the organization was the most in the last year in the last five

years.

The departments facing major attrition are :

COLD END DEPARTMENT

105 TPD DEPARTMENT

UTILITY DEPARTMENT

DESIGN DEPARTMENT

QC DEPARTMENT

Major likes of employees are the aspects such as LEARNING, PEOPLE

CARE and UNDERTAKING RESPONSIBILITY.

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Major dislikes of employees are the aspects such as COMPENSATION and

TRANSPARENCY.

On an average 86 % employees would like to rejoin the organization ifbetter opportunities are provided to them.

The main reasons for leaving the organization on a whole are :

Better career opportunity

Compensation

Stagnancy

Shift in industry

Discrimination and dissatisfaction for compensation, workload and

recognition.

The duration of retaining the employees in Piramal Glass Ltd. is 1-3 years.

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The overall perception of employees leaving the organization

in context of training is positive.

The attrition is the most at the executive level in theorganisation.

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2 Very ImportantAspects OfPIRAMAL GLASS

LTD.

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Area Effective Team (AETS)Roles of AET

To fully concentrate and analysis of KPA (Key Performance Area)

To prepare different strategies to improve KPA

To prepare checklist for maintaining assets.

To do internal audit.

To find out the opportunities forvisual control, mistake proofing, earlywarning system

To guide the Parivartan Team

PA IVA TAN T

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PARIVARTAN Teams Every Parivartan team consists of 8-10 members.

Daily AET meeting is held for 10-15 minutes where in teammembers report to HOD.

Every days KPAs (Key Performance areas) of each member is

discussed.

What yesterday has done?

Where improvement is needed?

What management expect from them?

Action plan & its implementation.

Every month or daily audit is done for AET and Parivartan, there areteam of two auditors. Cross functional audit is also done.

ie. Kosamba auditor comes in Jambusar and vice versa.

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RECOMMENDATIONS& SUGGESTIONS

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The departments where most attrition is seen should try to

motivate the employees in order to retain them in the

organization.

Departments like cold end, QC, Glass, HR, Utility have more

attrition as compared to the other department so the HODs

should look into the reason and prepare an action plan.

The main reasons found out of the study for leaving the job are

Stagnancy, Shift in industry, Recognition, that means the

employees skills are underutilized or the relation with

colleagues or specifically seniors are not healthy. Thus the IR

officer should also look into these matters.

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In AET meeting and Parivartan meeting each and every member

should be given a chance to present their ideas and problems. The

actual objectives of these teams have not been achieved. Measures

to improve the functionality and effectivity of these teams should betaken.

The companys rules and regulations should be followed strictly by

everyone.

Additional benefits and fringe benefits should be given to the

employees to retain them.

Programmes should be organized where the employees

achievements are recognized in front of the whole company so as to

motivate them as well as others.

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BIBILIOGRAPHY www.piramal.com

www.glasspiramal.com

www.wikipedia.com www.hrmanagement.com

http://www.piramal.com/http://www.glasspiramal.com/http://www.wikipedia.com/http://www.hrmanagement.com/http://www.hrmanagement.com/http://www.wikipedia.com/http://www.glasspiramal.com/http://www.piramal.com/

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