1. Employee Retention Analysis (An Outlook) This whole analysis starts with one base question… What an Employee wants? Happiness AppreciationMoneyCareerSatisfaction P1P2P3P4

2.  Happiness ∞ Appreciation+Satisfaction+Career+Money  On Priority basis the Parameters are  Appreciation’ (P1)  Satisfaction (P2)  Career(P3)  Money(P4)  These parameters are also interlinked –  Appreciation is what will trigger the employee Satisfaction  Satisfaction boosts the morale & empower employee towards his/her Career  Money anyways follows the Career. Directly Proportional to Employee Retention Analysis Critical Factor: ‘Happiness’

3. Appreciation - Driving Components are Awards & Rewards Emails from Manager’s Manager on each achievement Providing additional Opportunities and Challenging responsibilities Recognizing the Achiever in more Bigger forums Top Management meeting performers over a lunch or Coffee Talks Publish Individual or Team Achievements to global audience. More Emphasized section to display the accomplishment in the newsletters Employee Retention Analysis Critical Factor: ‘Happiness’

4. Satisfaction - Driving Components are Quarterly Job Alignment triggers – Break fix, if any mis-allignment HR Policies addressed – many will be still unknown to the most Accessibility to Managers and Manager’s Managers – Open Door Functional Departments approach made friendly and subtle Transport policies made simple and amiable Techniques to discover the hidden talent – Emps may not be upfront Emphasizing on more Work-Life Balance programs Employee Retention Analysis Critical Factor: ‘Happiness’

5. Career - Driving Components are Internal Job rotation be made more stronger and effective Quarterly Manager’s One-2-One – Just on Career topic System that encourages internal movements and promotions Business unit wide training request portal – Open to entire audience Peer mentorship programs across BUs – Choosing Career made easy Open (nomination-less) Trainer based trainings – Quarterly Conducting BU wide Job Expo – Retaining the Talent pool within org Employee Retention Analysis Critical Factor: ‘Happiness’

6. Money - Driving Components are (It ‘s understood that this component has its own limitations across many organizations and keeping the sensitivity of this parameter in mind, we will touch upon on few relevant aspects.) Level and Pay-band Corrections Awards - $$ Addressing their Money-wise concerns - Manager’s 1-2-1 Regular Incentive Programs – Most Productive Engineer, Best Project Etc. Allocating EE or Total Reward’s budget towards Employee’s incentives Employee Retention Analysis Critical Factor: ‘Happiness’

7. Employee Happiness Employee Happiness Care Career Appreciate Work Life Balance Productivity Customer Satisfaction Quality Creativity Management to Employees Employees to Business ReceivesDelivers