Attrition in It Industry A Study of Select Companies at Hyderabad

Abstract

This chapter presents the summary of the study and relates the key findings to each of the objectives enumerated in the first chapter. This chapter also provides conclusions on the basis of the findings of the study. Further, in the light of the findings, it offers suggestions to reduce newlineattrition. newlineThe phenomenon of attrition is widely pervasive thus has gained prominent attention of newlinethe researchers and managers alike. Despite the growing emphasis on reducing the attrition of newlineemployees, IT sector continues to be plagued by growing problem of attrition. It is influenced by newlineseveral factors and characterized by a variety of symptoms. As the demand for higher end IT newlineservices predictably increases, the companies need the human resources to deliver sophisticated newlineIT services to assure quality delivery. However, an alarming rate of attrition threatens newlineproductivity, quality, profitability and sabotage the competitive advantage of the companies. An newlineenduring rate of attrition poses significant challenges to the organizations. Especially for large newlinecompanies with global operations, a higher rate of attrition would mean a loss of colossal newlineopportunities owing to the scarcity of the human resources to fulfill the client requirements. Amidst newlinethe unprecedented changes occurring in technology leading to automation and digital services, the newlinesuccess of the IT industry critically depends on the retention of key talent. The identification of newlinethe causes of attrition is no easy task as the causes affecting employee attrition today are numerous newlineand it is becoming increasingly complex to address them. First, the study examined the influence newlineof individual determinants like personality, job satisfaction and organizational commitment on newlineattrition. Secondly, the research explored the influence of job characteristics on attrition. Finally, newlinethe study examined the influence of key HR practices and perceived alternative employment on attrition. Thus, this research study sought to comprehensively establish the role of various determinants of attr