WELCOME

Women’s Education Society

ABASAHEB GARWARE INSTITUTE OF MANAGEMENT STUDIES,SANGLI.

Subject – EMPLOYEES RETENTION

PRESENTED BY

AISHWARYA SANJAY HADIMANI

 MAHABAL METALS PVT LTD.

Mahabal group has been manufacturing automobile

components since 1965. This company cater to most of
the leading giants in the automotive and auto
component industry. Their constant willingness to stay
upfront in using state of the art technology, advanced
world class infrastructure and deploy best practices in
all our business processes to attain the best in quality,
price, and delivery has helped us build a one to one
relationship with customers. as a leading supplier of
automobile spare, Mahabal group strive hard to deliver
on time and also supplies with zero defects.
 OVERVIEWS:
The Mahabal group of Industries are flagship companies which are manufacturing and
supplying top grade quality automobile components to the major automobile
giants across the globe. With a humble beginning almost five decades ago, in 1965,
under the name Gajanan Engineering works now it has leaped in to 70 million USD
leading Automobile components manufacturing conglomerates spanning over
India with its three manufacturing facilities located at pantnagar (uttarakhand),
Pune(Maharashtra) with its corporate and registered office as well as main line
production at Miraj(south Maharashtra). The manufacturing capability ranges from
material sourcing to finished assembly. Mahabal group gave out its first branch of
superspeciality manufacturing company- Mahabal Auto Ancillaries Pvt. Ltd.
Became the second industry belonging to this industrial giant .
The group is proud to posses a long association with major auto giants like TELCO,
MAHINDRA AND MAHINDRA, FLAT, ESCORTS(FORD), ASHOK LEYLAND,
VOLKSWAGEN Who the supply of various automobile components still persist. And
its been a matter of pride that the group has been exporting all types of assorted
auto components like housing, thermostat, rocker level housing, connection water
transfer etc to United States of America and United Kingdom.
 VISION:

Mahabal Metals vision is to provide high quality

auto components to their collaborators with
the aim of manufacturing best possible
products for consumers worldwide. This
implies thriving to produce the perfect part no
matter how small, large, complex or time
consuming the process would be. This is very
important as it guarantees giving their
industrial clientele as well as grass root level
customers their money worth.
 CAPABILITIES AND STRENGTH:
Mahabal metal production capabilities far
exceed the relevant competition as is evident
from the details of our manufacturing facilities
at various location in India. Their install
capacity is 6000mt per month. They have fully
automated machine shops.
 QUALITY POLICY:
Mahabal metals are committed to achieve growth of their
organization by satisfying customer needs, expanding
customer base, creating quality awareness amongst their
Employees and subcontractors through continuous
improvement in techniques and also skill set. The company
ranks as an official Q1 certified supplier for achieving a
uniformly high level of customer satisfaction. This
prestigious certificate is awarded by ford Motor company
on meeting high requirements in terms of quality,
reliability, material management and engineering services
in an exemplary manner. Mahabal group have also achieved
ISOITS 16949 and ISO 14001 certifications for its quality
compliances.
 Employees retention:
Employee retention refers to the various policies
and practices which let the employees stick to an
organization for a longer period of time. Every
organization invests time and money to groom a
new joinee, make him a corporate ready material
and bring him at par with the existing employees.
The organisation is completely at loss when the
employees leave their job once they are fully
trained. Employees retention takes into account
the various measures taken so that an individual
stay in an organisation for the maximum period
of time.
 Importance of Employees Retention:
1. Hiring is not an easy process.
2. The organization invests time and money in grooming
an individual and make him ready to work and
understand the corporate culture.
3. When an individual from his present organization.
4. Every employees need time to adjust with other
5. Individuals sticking to an organization for a longer
span are more loyal towards the management and
the organization.
6. It is essential for the organization to retain the
valuable employees showing potential
Factors affecting Employees Retention:
1. Skill recognition
2. Learning and working climate
3. Job flexibility
4. Cost effectiveness
5. Training
6. Benefits
7. Career planning
8. Superior and subordinate Relationship
9. Compensation
10. Communication
11. Employee motivation
 Scope of the study:

In the present scenario employees are looking for a

job that provides them satisfactory working
conditions and salary. In addition to this they also
focus on the career growth opportunities in their
job. In this context it is significant to conduct a
study on company’s employee retention
strategies and also analyze the level of employee
satisfaction as well as the problems faced by
them. It helps to know the current situation in
the company and also helps to know what their
expectations from the organization are.
 Objectives:

1. To know the satisfactory level of employee

towards their job and working conditions.
2. To identify the factors which make employees
dissatisfy about company’s policy and norms.
3. To find areas where companies is lagging behind.
4. To know the reasons, why attrition occurs in
manufacturing industries.
5. To find the way to reduce the attrition in
manufacturing industries.
 Employee Retention Strategies:

1. The company’s rules and regulations should be

made to benefit the employees
2. Performance appraisals are also important for
an employee to stay motivated and avoid
looking for a change
3. Employee recognition is one of the most
important factors which go a long way in
retaining employees
4. The responsibilities must be delegated according
to the individuals specialization and interest
 Role of HR in Employee Retention
1. Whenever an employee resigns from the current
assignment, it is the responsibility of the HR to intervene
immediately to find out the reasons which prompted the
employee to resign.
2. It is the duty of the HR to sit with the employee and
discuss the various issues face to face. Try to provide a
solution to his problem.
3. The HR person must ensure that he is recruiting the right
employee who actually fits into the role
4. The human resources department must conduct
motivational activities at the work place
5. The HR must launch various incentive schemes for the top
performers to motivate them