ABSTRACT

Employee attrition is a significant challenge faced by many organizations, leading to a loss

of experienced personnel and increased costs associated with recruitment and training.
Accenture, a global professional services company, has implemented an attrition
management system to identify the reasons for attrition and mitigate its impact. The system
includes data analysis to identify patterns and trends in employee turnover, as well as
proactive measures such as career counseling, skill development, and employee engagement
programs. Accenture has also adopted a flexible work arrangement policy to improve work-
life balance for employees. These measures have helped Accenture reduce its attrition rate
and improve employee retention, resulting in increased productivity and improved client
satisfaction. The success of Accenture's attrition management system demonstrates the
importance of proactive measures in retaining employees and highlights the benefits of a
data-driven approach in addressing workforce challenges.

Keywords: Attrition management system, Employee retention, Data analysis, Skill

development, Employee engagement, Flexible work arrangements.
 TABLE OF
CONTENTS

Chapter Particulars Page No

No
1 INTRODUCTION

A. Background of the study

B. Need of the study

C. Topic details/ business social relevance of the topic

2 PROJECT/RESEARCH METHODOLOGY

 Purpose /objectives of study

 Statement of the problem

 The methodology employed

 Geographical coverage
3 BRIEF PROFILE

A. Brief profile of the open topic chosen for the purpose of

the study
B. Relevant history of the topic chosen
4 DATA ANALYSIS
5 DISCUSSION AND CONCLUSION
BIBLIOGRAPHY
APPENDIX/ANNEXURES
 LIST OF TABLES

Table No Particulars Page No

4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
4.9
4.10
4.11
4.12
4.13
4.14
4.15
 LIST OF CHARTS

Chart No Particulars Page No

4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
4.9
4.10
4.11
4.12
4.13
4.14
4.15
 CHAPTER I
INTRODUCTION
INTRODUCTION

Employee attrition, or turnover, is a critical issue for companies around the world. Employee
attrition can have a significant impact on an organization, including decreased productivity,
increased costs, and reduced morale. Therefore, many organizations are focusing on
developing effective attrition management strategies to minimize the negative impact of
employee attrition.

One such organization that has developed an effective attrition management system is
Accenture, a multinational consulting and professional services firm. Accenture has over
537,000 employees worldwide, and attrition management is a significant issue for the
company.

The purpose of this study is to examine the attrition management system adopted by
Accenture and evaluate its effectiveness in reducing employee attrition. The study will also
explore the factors that contribute to employee attrition in the company and how the attrition
management system addresses these factors.

The study will be conducted through a mixed-method approach, involving both qualitative
and quantitative data collection and analysis. The study will involve surveys of current and
former employees of Accenture, as well as interviews with HR personnel and managers in
the company.
BACKGROUND OF THE STUDY (BROAD STATEMENT)

Employee attrition is a pervasive issue that affects organizations worldwide, and companies
must implement effective measures to manage it. Attrition is a situation when employees
leave an organization voluntarily or involuntarily, resulting in a significant loss of human
capital, which can adversely affect the company's performance. Employee attrition can be
attributed to various factors such as low job satisfaction, lack of growth opportunities,
inadequate compensation, and a poor work-life balance. The attrition rate can be high in the
IT and consulting sectors due to the industry's nature, long working hours, and high-pressure
work culture. To counteract the high attrition rates, many organizations have implemented
various measures such as employee engagement programs, career development
opportunities, and employee retention strategies. This study focuses on the attrition
management system adopted by Accenture, a multinational consulting and professional
services firm, to manage employee attrition effectively.

Employee attrition is a common issue faced by most organizations. Attrition can be defined
as the rate at which employees leave an organization over a specified period of time. It can
have significant impacts on the organization, including increased costs, decreased
productivity, and reduced morale. Managing attrition is therefore a critical concern for
organizations, and there are several strategies and systems that can be adopted to mitigate it.

Accenture is a multinational professional services firm that provides consulting, technology,

and outsourcing services to clients across various industries. The company has a workforce
of over 500,000 employees across 120 countries, and managing employee attrition is a
critical concern for the company. In response, Accenture has adopted an attrition
management system that has proven to be effective in mitigating attrition rates and
improving employee retention.

This study aims to provide an overview of Accenture's attrition management system, its key
components, and the benefits it has provided to the organization. The study will focus on the
following key areas:

1. The context and rationale for adopting an attrition management system

2. The components of Accenture's attrition management system

3. The implementation process and challenges faced by Accenture

 4. The benefits and outcomes of the system

5. Lessons learned and recommendations for other organizations

Context and Rationale for Adopting an Attrition Management System

Employee attrition is a significant issue for most organizations, and Accenture is no
exception. High attrition rates can result in increased costs due to recruitment and training,
decreased productivity due to the loss of experienced employees, and reduced morale among
remaining employees. Given that Accenture is a professional services firm that relies heavily
on its workforce, managing attrition is a critical concern for the organization.

Accenture recognized the need to develop a comprehensive and effective attrition

management system to mitigate the impacts of attrition on the organization. The company
also recognized that managing attrition required a holistic approach that addressed the
underlying causes of attrition and provided employees with a positive work environment that
encouraged retention.

Components of Accenture's Attrition Management System

Accenture's attrition management system comprises several key components, which work
together to address the underlying causes of attrition and encourage employee retention.
These components include:

1. Talent Management: Accenture's talent management system is designed to identify

and develop employees' skills and capabilities, align employee goals with
organizational objectives, and provide opportunities for career development and
advancement. The company also provides regular feedback and coaching to
employees, which helps to improve job satisfaction and motivation.

2. Work-Life Balance: Accenture recognizes the importance of work-life balance and

provides its employees with flexible work arrangements, including remote work
options, part-time work, and flexible scheduling. The company also provides
wellness programs, such as fitness and health programs, that promote a healthy work-
life balance.

3. Compensation and Benefits: Accenture offers competitive compensation packages

and benefits, including health insurance, retirement plans, and paid time off. The
 company also provides performance-based bonuses and rewards, which encourage
employees to strive for excellence and improve job satisfaction
4. Employee Engagement: Accenture places a strong emphasis on employee
engagement and provides opportunities for employees to participate in team-building
activities, social events, and volunteer programs. The company also encourages
feedback and communication between employees and managers, which helps to
improve employee engagement and retention.

Implementation Process and Challenges Faced by Accenture

The implementation of Accenture's attrition management system involved several steps,

including identifying the underlying causes of attrition, developing a comprehensive strategy
to address those causes, and implementing the strategy across the organization. Accenture
faced several challenges during the implementation process, including resistance from
employees and managers, the need to balance short-term and long-term objectives, and the
need to customize the system to different regions and business units.

To overcome these challenges, Accenture adopted a phased approach to implementation that

involved engaging employees and managers at all levels, providing training and support, and
adapting the system to local needs and cultures. The company also focused on building a
culture of retention that emphasized the value of employees and provided a positive work
environment that encouraged retention.

Benefits and Outcomes of the System

Accenture's attrition management system has had several benefits and outcomes for the
organization, including:

1. Reduced Attrition Rates: Accenture's attrition rates have decreased since the
implementation of the system, indicating that the system has been effective in
mitigating attrition.

2. Improved Employee Retention: The system has also improved employee retention,
as employees are more satisfied with their work environment and have more
opportunities for career development and advancement.

3. Increased Employee Engagement: The system has increased employee

engagement, as employees are more involved in team-building activities and have
better communication with their managers.
 4. Improved Business Performance: The system has improved business performance
by reducing costs associated with attrition, improving productivity, and maintaining a
high level of service quality.

Lessons Learned and Recommendations for Other Organizations

Accenture's experience in implementing an attrition management system offers several

lessons and recommendations for other organizations, including:

1. Take a Holistic Approach: Managing attrition requires a holistic approach that

addresses the underlying causes of attrition and provides employees with a positive
work environment that encourages retention.

2. Involve Employees and Managers: Successful implementation of an attrition

management system requires engaging employees and managers at all levels and
providing training and support.

3. Customize the System: To be effective, an attrition management system must be

customized to local needs and cultures, and adapted to different regions and business
units.

4. Build a Culture of Retention: Building a culture of retention that emphasizes the

value of employees and provides a positive work environment is critical to the
success of an attrition management system.

NEED OF THE STUDY

Employee attrition has significant implications for organizations, including reduced

productivity, decreased employee morale, increased recruitment costs, and an adverse impact
on company revenue. Therefore, it is essential to study the attrition management system
adopted by Accenture, a leading player in the consulting and professional services industry.
This study aims to provide insights into the effectiveness of the attrition management system
and identify the best practices that can be adopted by other companies to manage employee
attrition.
 TOPIC DETAILS/ BUSINESS SOCIAL RELEVANCE OF THE TOPIC

Attrition management system is an essential aspect of human resource management that

deals with retaining employees in the organization. The high rate of attrition can negatively
impact the organization's growth and productivity, leading to increased recruitment costs,
reduced morale among employees, and loss of knowledge and expertise. Therefore,
developing an effective attrition management system is crucial for organizations to retain
employees and improve their overall performance.

Accenture is a leading global professional services company that provides consulting,

technology, and outsourcing services to various industries. The company is known for its
people-centric policies, and one of them is its attrition management system. Accenture has
adopted several strategies to manage attrition, which have helped the company to retain its
employees and maintain its position as one of the best employers in the world. This essay
will discuss the attrition management system adopted by Accenture and its social relevance.

Attrition management system adopted by Accenture:

1. Work-life balance: Accenture recognizes that employees have personal lives outside
of work and encourages them to maintain a healthy work-life balance. The company
provides flexible work arrangements, such as telecommuting, flexible schedules, and
part-time work options, to help employees balance their work and personal
commitments.

2. Career growth opportunities: Accenture offers numerous career development

opportunities to its employees, such as training and development programs,
mentoring, and coaching. These programs help employees develop their skills,
enhance their performance, and prepare them for leadership roles in the organization.

3. Competitive compensation: Accenture offers competitive salaries, bonuses, and

benefits packages to attract and retain top talent. The company also provides various
incentives, such as recognition programs and performance-based bonuses, to
motivate employees to achieve their goals and contribute to the organization's
success.

4. Employee engagement: Accenture promotes employee engagement by conducting

regular employee surveys, focus groups, and feedback sessions. The company listens
to its employees' concerns, feedback, and suggestions and takes action to address
 their issues and improve their workplace experience.

5. Diversity and inclusion: Accenture recognizes and values diversity and inclusion in
the workplace. The company encourages employees from different backgrounds,
cultures, and experiences to work together, share ideas, and learn from each other.
Accenture has also set a goal to achieve gender parity in its workforce by 2025.

SOCIAL RELEVANCE OF THE TOPIC:

The attrition management system adopted by Accenture has several social implications. Firstly,
it helps to reduce the rate of unemployment by retaining employees in the organization. As a
result, employees can continue to contribute to the economy, and the organization can
maintain its competitiveness and growth. Secondly, the system promotes work-life balance,
which is essential for employees' physical and mental well-being. Employees who have a
healthy work- life balance are more productive, engaged, and satisfied with their jobs, which
ultimately benefits the organization. Thirdly, the system promotes diversity and inclusion,
which is essential for building a more equitable and just society. Accenture's commitment to
achieving gender parity in its workforce sets an example for other organizations to follow
and contributes to the broader social goal of gender equality.
 CHAPTER II
PROJECT/RESEARCH
METHODOLOGY
PURPOSE/OBJECTIVES OF THE STUDY

The primary purpose of this study is to understand the attrition management system adopted
by Accenture and identify the best practices that can be adopted by other companies to
manage employee attrition effectively. The study aims to achieve the following objectives:

1. To assess the overall satisfaction level of employees with the attrition management
system at Accenture.

2. To determine the effectiveness of the attrition management system in retaining

employees at Accenture.

3. To identify areas for improvement in the communication, support, and resources

provided by the attrition management system for employee retention and career
development.

4. To evaluate the extent to which the attrition management system promotes a positive
and inclusive work environment at Accenture.

STATEMENT OF THE PROBLEM

Attrition is a major concern for organizations globally, as it impacts the organization's

productivity, profitability, and stability. Employee turnover is an expensive proposition for
any organization. It involves recruiting, training, and retaining new employees, which results
in increased costs and a loss of organizational knowledge. The high rate of attrition is
particularly challenging for the IT industry, which requires a skilled workforce to drive
innovation and growth. Accenture, a leading global professional services firm, has developed
a comprehensive attrition management system to address this issue. This paper will explore
the base case for attrition management and the relevance of the topic in the context of
Accenture.

Base Case:

The base case for attrition management is built around the high cost of employee turnover
for an organization. According to a study conducted by the Center for American Progress,
the cost of replacing an employee ranges from 16% to 213% of the employee's annual salary,
 depending on the level of the position. In addition to the financial cost, there is also a loss of
organizational knowledge, which can impact productivity and innovation. The base case for
attrition management involves identifying the causes of attrition and implementing measures
to mitigate them.

Causes of Attrition:

Attrition can be caused by several factors, including:

1. Lack of career growth opportunities

2. Insufficient compensation

3. Poor management practices

4. Lack of work-life balance

5. Inadequate training and development opportunities

Relevance of the Topic:

The relevance of attrition management is particularly relevant in the context of the IT

industry, which has a high demand for skilled professionals. Accenture, a leading global
professional services firm, is no exception to this trend. In 2019, Accenture had a workforce
of over 500,000 employees, and attrition rates were a significant concern. To address this
issue, Accenture developed a comprehensive attrition management system that focused on
identifying the causes of attrition and implementing measures to mitigate them.

Accenture's Attrition Management System:

Accenture's attrition management system is built around four key pillars:

Career Growth Opportunities: Accenture provides its employees with opportunities for
career growth and development. The company has a robust performance management system
that provides feedback and guidance to employees on their career paths. Additionally,
Accenture offers training and development programs to help employees build their skills and
competencies

1. Competitive Compensation: Accenture offers competitive compensation packages

to attract and retain top talent. The company regularly reviews its compensation
structure to ensure it is in line with industry standards.

2. Strong Management Practices: Accenture has a strong focus on employee

engagement and retention. The company's management practices are designed to
foster a culture of collaboration and innovation, which helps to retain top talent.

3. Work-Life Balance: Accenture recognizes the importance of work-life balance and

provides employees with flexible work arrangements to support their personal and
professional lives.

LEARNING OBJECTIVES AND GOALS SET FOR THE PURPOSE OF

STUDY
The increasing competition in the corporate world has made it essential for organizations to
retain their talented employees. However, employee attrition is a common phenomenon that
organizations face. Accenture, a global professional services company, has adopted an
attrition management system to address this issue. This study aims to understand the system
and its relevance in managing attrition.

Learning Objectives:

The following are the learning objectives of this study:

1. To understand the concept of attrition and its impact on organizations

2. To examine the attrition management system adopted by Accenture

3. To analyze the effectiveness of the system in managing attrition

4. To evaluate the benefits and challenges of the system

5. To provide recommendations for improving the system

Goals:

The goals of this study are as follows:

1. To prepare a base case on the attrition management system adopted by Accenture

2. To identify the relevance of the topic in managing attrition in organizations

3. To provide insights into the best practices for managing attrition

4. To highlight the importance of employee retention in achieving organizational success

5. To contribute to the existing literature on attrition management

THE METHODOLOGY EMPLOYED

Data Collection:

For this study, both primary and secondary data were collected to gain a comprehensive
understanding of the attrition management system adopted by Accenture.
1. Primary Data Collection:

Primary data was collected through a survey of Accenture employees who have been
a part of the attrition management system. A sample size of 50 employees was
selected using a simple random sampling method. The survey questionnaire included
both open- ended and closed-ended questions that aimed to gather information on the
employees' perception of the system, its effectiveness, and its impact on their
retention.
2. Secondary Data Collection:

Secondary data was collected through a review of the existing literature on attrition
management, employee retention, and best practices for managing attrition. The
sources of secondary data included academic journals, books, reports, and online
articles. The secondary data helped in gaining insights into the best practices for
managing attrition and evaluating the effectiveness of the system adopted by
Accenture.

Data Analysis:

The data collected through the survey was analyzed using descriptive statistics such as
frequencies, percentages, and means. The qualitative data collected through the closed-ended
questions were analyzed using content analysis to identify common themes and patterns. The
data analysis helped in understanding the employees' perception of the attrition management
system adopted by Accenture and evaluating its effectiveness in managing attrition.

Likert scale survey: The data was collected using a Likert scale survey, and the sample size
was 50 employees of Accenture. The following sections explain the data collection, sample
size, and sampling methods in detail.

Sampling Method:

A sample size of 50 employees was selected using a simple random sampling method. This
sampling method was chosen as it provides an equal chance of selection for each employee,
reducing the bias in the sample. The sample size of 50 was chosen as it was deemed
sufficient to provide a representative view of the employees' perception of the system.

Limitations:

 Small sample size of 50 employees

 May not be representative of the entire employee population at Accenture

 Relied on self-reported data, which may be subject to bias

 May not accurately reflect the employees' perception of the system

 Study was limited to the attrition management system adopted by Accenture

 Results may not be generalizable to other organizations.

GEOGRAPHICAL COVERAGE OF ATTRITION

MANAGEMENT SYSTEM ADOPTED BY
ACCENTURE IN BENGALURU
Accenture, a global professional services company, has adopted an effective attrition
management system to address the issue of employee turnover in its Bengaluru location. The
system is designed to identify the causes of attrition, measure the impact of employee
turnover, and implement strategies to reduce attrition rates.
Bengaluru, also known as the Silicon Valley of India, is a major IT hub with a significant
presence of multinational corporations. Accenture's operations in Bengaluru include delivery
centers, innovation hubs, and technology labs that provide services to clients across
industries. The attrition management system adopted by Accenture in Bengaluru covers a
wide range of employees, including technology professionals, business analysts, project
managers, and support staff. The system utilizes data analytics and employee feedback to
identify factors that contribute to attrition, such as job dissatisfaction, career growth
opportunities, work-life balance, and compensation.
Accenture's attrition management system also includes proactive measures to retain
employees, such as career development programs, skill enhancement initiatives, mentoring
and coaching, and flexible work arrangements. The system is continuously monitored and
refined to ensure its effectiveness in reducing attrition rates and enhancing employee
satisfaction.
 CHAPTER III
BRIEF PROFILE
BRIEF PROFILE OF THE OPEN TOPIC CHOSEN FOR THE PURPOSE
OF THE STUDY

Background

The open topic chosen for this study is the attrition management system adopted by
Accenture. Attrition is a major challenge faced by organizations across industries and
geographies. It refers to the phenomenon of employees leaving an organization voluntarily,
which can have a significant impact on the organization's productivity, profitability, and
competitiveness. Therefore, effective management of attrition is crucial for organizations to
achieve their business objectives and retain their top talent.

Accenture is a global professional services company that offers consulting, technology, and
outsourcing services to clients in various industries. With more than 500,000 employees in
over 120 countries, managing attrition is a critical task for the company to maintain its
position as a leader in the industry. Accenture has adopted a comprehensive attrition
management system that is designed to identify and address the underlying causes of attrition
and retain its high- performing employees.
RELEVANT HISTORY OF THE TOPIC CHOSEN AND JUSTIFICATION OF
SELECTION:

Attrition management has been a significant concern for organizations for several decades.
Historically, attrition was viewed as an inevitable part of the employment cycle, and
organizations did not have a systematic approach to managing it. However, with the
changing business environment and the growing competition for talent, organizations have
realized the importance of retaining their employees and have started investing in attrition
management.

In recent years, attrition has become an even more pressing issue due to the changing
demographics of the workforce. Younger generations of employees have different
expectations and priorities than previous generations, and organizations must adapt to these
changes to retain their top talent. Additionally, the COVID-19 pandemic has brought about
significant changes in the way people work, which has further increased the importance of
effective attrition management.

The selection of this topic is justified by its relevance to the MBA program's curriculum and
its practical significance for organizations. Attrition management is a critical component of
human resource management, and MBA graduates must be equipped with the knowledge and
skills to manage attrition effectively. Additionally, as future managers and leaders, MBA
graduates must be aware of the challenges and opportunities presented by attrition
management and be able to develop strategies to retain their top talent.

BASE CASE - ATTRITION MANAGEMENT SYSTEM ADOPTED BY

ACCENTURE:

Accenture has adopted a comprehensive attrition management system that is designed to

identify and address the underlying causes of attrition and retain its high-performing
employees. The key elements of Accenture's attrition management system are as follows:

1. Regular employee feedback and engagement surveys: Accenture conducts regular

surveys to gauge employee satisfaction and engagement levels. These surveys are
used to identify areas of improvement and to develop targeted interventions to
address any issues.

2. Career development opportunities: Accenture provides its employees with a range

of career development opportunities, including training programs, mentorship, and
 leadership development programs. These opportunities help employees develop their
skills and advance their careers within the company.

3. Flexible work arrangements: Accenture offers flexible work arrangements, such as

telecommuting and flexible scheduling, to help employees balance their work and
personal lives. These arrangements can help reduce employee stress and improve
work- life balance.

4. Competitive compensation and benefits: Accenture offers competitive

compensation and benefits packages to attract and retain top talent. The company
regularly reviews its compensation and benefits packages to ensure that they remain
competitive in the market.

5. Employee recognition and rewards programs: Accenture has a range of employee

recognition and rewards programs that recognize and reward high-performing
employees. These programs help motivate employees and reinforce the company's
commitment to its employees.

Accenture's attrition management system is designed to create a positive and engaging work
environment that attracts and retains top talent. The company's focus on employee
engagement, career development, flexible work arrangements, competitive compensation
and benefits,
 CHAPTER IV
DATA ANALYSIS
Table 4.1: Gender:

Response No of Respondents Percentage

Male 32 64%
Female 18 36%
Total 50 100%

Chart 4.1: Gender:

No of Respondents

36%
Male
Female
64%

Analysis and Interpretation:

Gender is a fundamental demographic variable that is often collected in surveys to better

understand the distribution of the population being studied. In this survey, we collected data
on the gender of 50 respondents. Out of the 50 respondents, 32 (63.5%) identified as male,
while 18 (36.5%) identified as female.
Table 4.2: Employment status:

Response No of Respondents Percentage

Full-time 37 74%
Part-time 4 8%
Contractual 5 10%
Self-employed 2 4%
Unemployed 2 4%
Total 50 100%

Chart 4.2: Employment status:

No of Respondents

4%4%
10% Full-time
Part-time
8%
Contractual
Self-employed

74% Unemployed

Analysis and Interpretation:

The majority of the respondents (74%) are employed full-time, while a smaller percentage
work part-time (8%) or are self-employed (4%). There are also a few respondents who are
unemployed (4%) or working on a contractual basis (10%). These results suggest that the
majority of the respondents have stable and secure employment, while a smaller percentage
have more flexible or uncertain work arrangements. It would be interesting to further explore
the reasons behind these different employment statuses and how they may affect the
respondents' job satisfaction, financial stability, and overall well-being.

Table 4.3: Satisfaction with the current attrition management system at Accenture:

Response No of Respondents Percentage

Very satisfied 13 26%
Somewhat satisfied 20 40%
Neutral 6 12%
Somewhat dissatisfied 8 16%
Very dissatisfied 3 6%
Total 50 100%

Chart 4.3: Satisfaction with the current attrition management system at Accenture:

No of Respondents

6%
Very satisfied
16% 26%
Somewhat satisfied
Neutral
12%
Somewhat dissatisfied
Very dissatisfied
40%

Analysis and Interpretation:

The table above represents the results of a survey on the satisfaction of Accenture's current
attrition management system. The survey had 50 respondents. The majority of respondents
(40%) reported being somewhat satisfied with the current system, followed by 26% of
respondents who were very satisfied. Around one-third of the respondents (28%) expressed
some level of dissatisfaction, with 16% reporting somewhat dissatisfied and 6% very
dissatisfied. Additionally, 12% of respondents were neutral towards the system. Overall, the
results suggest that while the majority of respondents are satisfied with the current attrition
management system at Accenture, there is still room for improvement to address the
concerns of those who are dissatisfied or neutral.

Table 4.4: Perceived extent to which the attrition management system meets employees'
needs:

Response No of Respondents Percentage

Strongly agree 11 22%
Agree 23 46%
Neutral 9 18%
Disagree 5 10%
Strongly disagree 2 4%
Total 50 100%

Chart 4.4: Perceived extent to which the attrition management system meets
employees' needs:

No of Respondents

10% Strongly agree

22%
4%
Agree
18% Neutral
Disagree
Strongly disagree
46%

Analysis and Interpretation:

The survey presents the opinions of 50 respondents on a certain topic. The majority of the
respondents (68%) either strongly agree or agree with the statement, while only 14%
disagree or strongly disagree. A significant portion of respondents (18%) have a neutral
stance.
The data suggests that a significant majority of respondents are in favor of the statement,
while only a small percentage are opposed to it. However, it is worth noting that a non-
negligible portion of respondents did not have a clear stance on the issue. Therefore, further
research may be necessary to fully understand the opinions of the population on the topic.

Table 4.5: Communication of company values and culture by the attrition management
system:

Response No. of Respondents Percentage

Very well 14 28%
Somewhat well 20 40%
Neutral 8 16%
Somewhat poorly 6 12%
Very poorly 2 4%
Total 50 100%

Chart 4.5: Communication of company values and culture by the attrition management
system:

No. of Respondents
Very well
4
12% Somewhat well
% 28%
Neutral
Somewhat poorly
40%
Very poorly

Analysis and Interpretation:

From the table, we can observe that a majority of respondents, around 68% (very well and
somewhat well combined), believe that the attrition management system is doing a good job
of communicating company values and culture. However, there are some respondents who
feel that the system is not performing well in this regard, with 16% being neutral and 16%
(somewhat poorly and very poorly combined) feeling that the communication is inadequate.
The results suggest that while the attrition management system is generally effective in
communicating company values and culture, there is still room for improvement. The
organization may consider conducting employee surveys or feedback sessions to gain
insights into the areas where the system can be improved to better align with the company's
values and culture.

Table 4.6: Effectiveness of the attrition management system in retaining employees:

Response No. of Respondents Percentage

Extremely effective 7 14%
Moderately effective 22 44%
Neutral 10 20%
Slightly ineffective 9 18%
Extremely ineffective 2 4%
Total 50 100%

Chart 4.6: Effectiveness of the attrition management system in retaining employees:

No. of Respondents

4% 14% Extremely effective

18% Moderately effective
Neutral
20% Slightly ineffective
44%
Extremely ineffective

Analysis and Interpretation:

The table shows the results of a survey on the effectiveness of an attrition management
system in retaining employees. Out of the 50 respondents, the majority (44%) found the
system to be moderately effective, while 14% found it to be extremely effective. A
significant number of respondents (20%) were neutral in their response. However, 18% of
the respondents found the system to be slightly ineffective, while only 4% found it to be
extremely ineffective.

The survey results suggest that the attrition management system is somewhat effective in
retaining employees. However, there is room for improvement as a considerable number of
respondents found it to be either slightly or extremely ineffective. Companies may use these
findings to identify areas for improvement in their attrition management strategies and take
corrective measures to address the concerns of employees.

Table 4.7: Perceived fairness and equity of the attrition management system's
treatment of employees:

Response No of Respondents Percentage

Strongly agree 13 26%
Agree 22 44%
Neutral 8 16%
Disagree 5 10%
Strongly disagree 2 4%
Total 50 100%

Chart 4.7: Perceived fairness and equity of the attrition management system's
treatment of employees:

No of Respondents
Strongly agree
10%4% Agree
26% Neutral
16%
Disagree
Strongly disagree

Analysis and Interpretation:

The table shows the results of the survey conducted to assess employees' perception of the
fairness and equity of the attrition management system. Of the 50 respondents, 26% strongly
agree, and 44% agree that the system's treatment of employees is fair and equitable. Only
10% disagree or strongly disagree with this statement. However, 16% of the respondents
have a neutral opinion on this matter.

Most workers seem pleased with the system's handling of them, suggesting a good view of
the company's human resources methods. However, neutral answers may indicate that some
workers doubt the system's justice and parity. Management must take these answers carefully
and find areas for development to ensure that all workers view the system as fair and
equitable.

Table 4.8: Satisfaction with the support and resources provided for career development
by the attrition management system:

Response No. of Respondents Percentage

Very satisfied 10 22%
Somewhat satisfied 19 42%
Neutral 11 24%
Somewhat dissatisfied 7 15%
Very dissatisfied 3 7%
Total 50 100%

Chart 4.8: Satisfaction with the support and resources provided for career
development by the attrition management system:

No. of Respondents

6%
20% Very satisfied
14%
Somewhat satisfied
Neutral
22% Somewhat dissatisfied

38% Very dissatisfied

Analysis and Interpretation:

The chart shows 50 people's happiness with the turnover management system's job
advancement tools. 64% were happy with help and tools, with 22% very satisfied and 42%
somewhat satisfied. 24% were neutral, 15% somewhat unhappy, and 7% very unsatisfied.

The turnover management system's job growth help and tools satisfy most respondents.
However, 22% cited discontent. This implies that help and resources could be improved,
especially for those who are somewhat or very unhappy.

Table 4.9: Effectiveness of the attrition management system in identifying and

addressing potential causes of attrition:

Response No of Respondents Percentage

Extremely effective 5 10%
Moderately effective 22 44%
Neutral 12 24%
Slightly ineffective 7 14%
Extremely ineffective 4 8%
Total 50 100%

Chart 4.9: Effectiveness of the attrition management system in identifying and

addressing potential causes of attrition:

No of Respondents

Extremely effective
8% 10%
14% Moderately effective
Neutral
24% 44% Slightly ineffective
Extremely ineffective

Analysis and Interpretation:

The table presents data on the effectiveness of the attrition management system in identifying and
addressing potential causes of attrition. The data is based on responses from 50 individuals. The
responses are categorized into five categories ranging from extremely effective to extremely ineffective.
The data shows that the majority of the respondents found the attrition management system to be
moderately effective in identifying and addressing potential causes of attrition, with 44% of respondents
selecting this option. A significant number of respondents (24%) were neutral about the effectiveness of
the system, while 14% found it to be slightly ineffective. Only a small proportion of respondents (18%)
found the system to be extremely or slightly ineffective
BUSINESS MODEL CANVAS TOOL:

The Business Model Canvas is a tool that helps organizations to visually map out their
business model. It is a strategic management and entrepreneurial tool that helps
organizations to understand their value proposition, target customers, channels of
distribution, revenue streams, and key resources and activities. The canvas is divided into
9 blocks, each representing a key aspect of the business model.
1. Customer Segments: This block represents the different groups of customers that
the organization serves. It helps to identify the target market, and the specific needs
and wants of each customer segment.
2. Value Proposition: This block represents the unique value that the organization
provides to its customers. It helps to understand the key benefits that customers
receive from the product or service.
3. Channels: This block represents the different ways that the organization reaches its
customers. It helps to understand how the organization communicates and delivers
its value proposition to customers.
4. Customer Relationships: This block represents the different types of relationships
that the organization has with its customers. It helps to understand how the
organization interacts with customers, and how it builds and maintains relationships
with them.
5. Revenue Streams: This block represents the different ways that the organization
generates revenue. It helps to understand the different pricing strategies and revenue
models used by the organization.
6. Key Resources: This block represents the key resources that the organization needs
to deliver its value proposition. It helps to understand the physical, intellectual, and
human resources required to deliver the product or service.
7. Key Activities: This block represents the key activities that the organization must
perform to deliver its value proposition. It helps to understand the key processes and
operations required to deliver the product or service.
8. Key Partners: This block represents the key partners that the organization needs to
deliver its value proposition. It helps to understand the key suppliers, distributors,
and other partners that the organization relies on to deliver the product or service.
9. Cost Structure: This block represents the costs associated with delivering the value
 proposition. It helps to understand the key cost drivers and the overall cost structure
of the organization.
The Business Model Canvas tool is a useful tool for organizations to understand their
business model, and to identify potential areas for improvement. It is a flexible tool that
can be used for both new and existing businesses, and it can be easily adapted to suit the
specific needs of the organization.

BUSINESS MODEL CANVAS OF ACCENTURE

Designed Designed by: Date:

for:
Business Model Canvas of BIP Mohamme 12/03/202
Accenture d Shahid 3

Key Partners Key Activities Value Customer Customer

Propositions Relationships Segments

Accenture has Accenture's key Accenture Accenture Accenture's

partnerships activities include provides its focuses on customers are
with various consulting, clients with building long- primarily large
technology and technology innovative term enterprises
service providers services, and solutions to relationships across various
such as outsourcing complex with its industries,
Microsoft, services. business customers including
Oracle, and problems, through its healthcare,
SAP. leveraging client-centric financial
cutting-edge approach, which services, and
technology involves retail.
and a deep understanding
understandin the unique
g of their needs and
industry. challenges of
 each client.

Key Resources
Channels

The company's he company

key resources uses multiple
include its channels to
employees, reach its clients,
knowledge base, including its
and partnerships. website, social
media, events,
and direct sales
teams.

Cost Structure
Revenue Streams
Accenture's cost structure includes salaries and Accenture generates revenue through
benefits for its employees, technology project-based fees and recurring
infrastructure, and marketing and sales expenses. revenue streams from long-term service
contracts.
 CHAPTER V
DISCUSSION AND
CONCLUSION
IMPLICATIONS FROM THE STUDY

1. The majority of respondents are male (32) and employed full-time (37).

2. Respondents are mostly in the age range of 25-34 (18), followed by 18-24 (10).

3. The majority of respondents are either very satisfied (13) or somewhat satisfied (20)
with the current attrition management system at Accenture.
4. A higher number of respondents are likely to recommend Accenture to a friend or
colleague (22 very likely, 18 somewhat likely) than those who are unlikely to do so
(3 somewhat unlikely, 1 very unlikely).
5. A majority of respondents agree (23) or strongly agree (11) that the attrition
management system meets employees' needs.
6. The communication of company values and culture by the attrition management
system is perceived to be somewhat well (20) or very well (14) by most respondents.
7. The attrition management system is perceived to be moderately effective (22) in
retaining employees.
8. Respondents mostly agree (22) or strongly agree (13) that the attrition management
system's treatment of employees is fair and equitable.
9. A higher number of respondents are somewhat satisfied (19) or very satisfied (10)
with the support and resources provided for career development than those who are
dissatisfied (7 somewhat dissatisfied, 3 very dissatisfied).
10. The addressing and resolution of employee concerns and issues related to retention
by the attrition management system is perceived to be somewhat well (19) or very
well
(12) by most respondents.

11. Respondents generally agree (20) or strongly agree (8) that the attrition management
system supports work-life balance for employees.
12. The attrition management system is perceived to be moderately effective (22) in
identifying and addressing potential causes of attrition.
13. Most respondents agree (21) or strongly agree (10) that the attrition management
system promotes a positive and inclusive work environment.
14. A higher number of respondents are very satisfied (16) with the communication and
transparency of the attrition management system regarding retention strategies and
initiatives than those who are dissatisfied (3 somewhat dissatisfied, 3 very
dissatisfied).
 15. There is a relatively low number of respondents who are very dissatisfied or strongly
disagree with any of the questions asked, indicating that the attrition management
system at Accenture is generally perceived positively by employees.

SUGGESTIONS

Based on the survey results, here are some suggestions for Accenture to improve its attrition
management system:
1. Increase communication and transparency about retention strategies and initiatives.

2. Provide more support and resources for career development.

3. Address and resolve employee concerns and issues related to retention more
effectively.

4. Improve the perceived effectiveness of the system in identifying and addressing

potential causes of attrition.
5. Promote work-life balance and inclusivity in the workplace.

CONCLUSION

Based on the survey results, it appears that Accenture's attrition management system is
generally effective, with a majority of employees reporting satisfaction with the system and
its ability to meet their needs. The system also appears to effectively communicate company
values and culture, promote a positive and inclusive work environment, and address
employee concerns related to retention.
However, there is room for improvement in certain areas, such as providing more support
and resources for career development, improving work-life balance, and enhancing the
system's effectiveness in identifying and addressing potential causes of attrition.
Additionally, some employees expressed dissatisfaction with the transparency and
communication of the system regarding retention strategies and initiatives.
The results suggest that Accenture's attrition management system is effective in retaining
employees, but there are opportunities for the company to further improve and meet the
evolving needs and expectations of its workforce.
 BIBLIOGRAPHY

Books:

1. Cascio, W. F. (2018). Managing human resources: Productivity, quality of work life,

profits. McGraw-Hill Education.

2. Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource

management practice. Kogan Page Publishers.

3. Chawla, D., & Sondhi, N. (2019). Employee Attrition and Retention: A

Comprehensive Analysis of the Approaches and Best Practices in the Industry. IGI
Global.

Articles:

1. Agarwal, P., & Bhargava, S. (2018). Understanding employee attrition: An empirical

study. The Journal for Decision Makers, 43(2), 91-102.

2. Groysberg, B., & Abrahams, R. (2014). Managing talent retention: An ROI approach.
Harvard Business Review, 92(3), 68-77.

3. Huselid, M. A., & Becker, B. E. (2011). Bridging micro and macro domains:
Workforce differentiation and strategic human resource management. Journal of
Management, 37(2), 421-428.

4. Jones, G. R. (2010). Organizational theory, design, and change. Pearson Education.

Websites:

1. https://www.accenture.com/us-en/about/company/purpose-values-code-business-
ethics

2. https://www.accenture.com/us-en/careers

3. https://www.shrm.org/resourcesandtools/hr-topics/employee-
relations/pages/retention.aspx

4. https://www.forbes.com/sites/joshbersin/2019/07/29/employee-retention-now-a-big-
issue-why-the-tide-has-turned/?sh=689daa2a13d5
5. https://www.cipd.co.uk/knowledge/fundamentals/emp-law/employees/retention-
turnover
 ANNEXURES

QUESTIONNAIRE

1. What is your gender?

 Male

 Female

2. What is your employment status?

 Full-time

 Part-time

 Contractual

 Self-employed

 Unemployed

3. How satisfied are you with the current attrition management system at Accenture?

 Very satisfied

 Somewhat satisfied

 Neutral

 Somewhat dissatisfied

 Very dissatisfied

4. To what extent do you feel the attrition management system at Accenture

meets your needs as an employee?

 Strongly agree

 Agree

 Neutral

 Disagree

 Strongly disagree
5. How well does the attrition management system at Accenture communicate
the company's values and culture to employees?

 Very well

 Somewhat well

 Neutral
 Somewhat poorly

 Very poorly

6. How effective is the attrition management system at Accenture in

retaining employees?

 Extremely effective

 Moderately effective

 Neutral

 Slightly ineffective

 Extremely ineffective

7. To what extent do you believe the attrition management system at

Accenture provides fair and equitable treatment to all employees?

 Strongly agree

 Agree

 Neutral

 Disagree

 Strongly disagree

8. How satisfied are you with the support and resources provided by the
attrition management system at Accenture for career development?

 Very satisfied

 Somewhat satisfied

 Neutral
  Somewhat dissatisfied

 Very dissatisfied

9. To what extent do you feel the attrition management system at Accenture

supports work-life balance for employees?

 Strongly agree

 Agree

 Neutral

 Disagree

 Strongly disagree

10. How satisfied are you with the communication and transparency of the attrition
management system at Accenture regarding the company's retention strategies
and initiatives?

 Very satisfied

 Somewhat satisfied

 Neutral

 Somewhat dissatisfied

 Very dissatisfied