04-08-2012, 11:31 AM
A STUDY ON EMPLOYEE ATTRITION VS RETENTION OF 10 INDIVIDUAL RURAL DOCTORS IN 10 VILLAGES/WARDS
A STUDY ON EMPLOYEE ATTRITION VS RETENTION .docx (Size: 800.04 KB / Downloads: 33)
INTRODUCTION
A clinic is a health care facility that is primarily devoted to the care of outpatients. Clinics can be privately operated or publicly managed and funded, and typically cover the primary health care needs of populations in local communities, in contrast to larger hospitals which offer specialized treatments and admit inpatients for overnight stays. Some clinics grow to be institutions as large as major hospitals, or become associated with a hospital or medical school while retaining the name “clinic”.
Many of the clinics in Kerala are owned and run by one or several practitioners of the respective fields as well as the other non-medical persons.
Most of the clinic in Kerala is owned by an individual doctor and in almost all clinic there has been high level of attrition.
Hence, we can say has that there has been high level attrition in most of the clinic and there is no measures to retain the employees.
Attrition means reduction in the number of employees through retirement, resignation or death is called Attrition. Attrition is also called total turnover or wastage rate.
The work can often be monotonous and opportunities for career growth minimal. So when opportunities beckon, the high rate of attrition is not surprising. However, there are some common reasons that especially cause people to leave. Surveys have listed night shifts, money, inability to handle various types of stress, monotonous work; company policies, lack of career growth, problems with those in senior positions etc., as some of the most common reasons listed by employees, as reasons for quitting jobs.
Employee Retention refers to the techniques employed by the management to help the employees stay with the organization for a longer period of time. Employee retention strategies go a long way in motivating the employees so that they stick to the organization for the maximum time and contribute effectively.
Employee retention has become a major concern for corporate in the current scenario. Individuals once being trained have a tendency to move to other organizations for better prospects. Lucrative salary, comfortable timings, better ambience, growth prospects are some of the factors which prompt an employee to look for a change. Whenever a talented employee expresses his willingness to move on, it is the responsibility of the management and the human resource team to intervene immediately and find out the exact reasons leading to the decision.
STATEMENT OF THE PROBLEM
Employee Retention and Attrition is a real life problem prevailing in the society. Some clinics will be under a same Doctor for many years whereas in some other clinics Doctors work for few years and they shift to other clinics. The study aims to understand the factors why a doctor, their employee and patients continues at a clinic as well as reasons for attrition.
OBJECTIVES OF THE STUDY
To find out the employee attrition and in various clinic.
To find out the reason of attrition in clinic.
To know the doctor’s interest in retaining the employees.
To study the level of satisfaction among employees working in these clinics.
LIMITATIONS OF STUDY
The limitations of my study were:
The topic selected was very vast and requires much more time for the study. Therefore, time was a major limiting factor.
As they are giving information without any verification of records, there is certain chance of incorrectness of data.
CHAPTER SCHEME:
Apart from the first chapter, which is an introduction consisting of objective of the study, methodology and data collection, tool of analysis and limitations there are two more chapters. While chapter II portrays Analysis & Interpretation of Data, chapter III deal with Findings, Suggestions and Conclusion.