CORPORATE INTERNSHIP PROGRAM PROJECT REPORT

“EMPLOYEE RETENTION”
(TRAINING AND DEVELOPMENT)
FOR
UNICHARM INDIA PRIVATE LIMITED, NEEMRANA

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS

FOR
BBA HONOURS PROGRAM, GLA UNIVERISY, MATHURA

ACADEMIC SESSION
2022-2025

UNDER THE GUIDANCE OF-

Dr. AKANSHA PATHAK

ASSISTANT PROFESSOR
GLA UNIVERSITY, MATHURA

SUBMITTED BY
DIYA SISODIYA
UNIVERSITY ROLL NO. 2247000033

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STUDENT INFORMATION
Name and Roll no. DIYA SISODIYA
2247000033
BATCH 2022-2025

Name of Company Mentor RAVI THAKUR

( HR HEAD , NEEMRANA)

Name of Internship Company UNICHARM INDIA PVT. LTD.

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 DECLARATION

I, Diya Sisodiya , hereby declare that the work presented in this report,
entitled “ Employee Retention” completed as a part of Corporate Internship
at Unicharm India Private Limited, Neemrana in fulfillment of the
requirements for BBA Honours Program, submitted to GLA University,
Mathura is an authentic record of my own work and is free from any type of
plagiarism, carried out under the supervision of Mr. Ravi Thankur.
I also declare that the works embodied in the present report
(i) Is my original work and has not been copied from any source, and
(ii) Has not been submitted for any other Degree or Diploma of any
university/Institution.

Diya Sisodiya Date:- 02/08/2024

University Roll No.: 2247000033

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 ACKNOWLEDGEMENT

I take this opportunity to extend my sincere thanks and deep sense of gratitude to my
Company
Mentors, Mr. RAVI THAKUR and Ms. APOORVA JAIN, for providing me this
opportunity to learn, gain information, knowledge and exposure in the field of event
management industry.
Despite every situation, they always helped me and took out time to guide and
encourage me to work according to my own ways and with my full potential and
producing excelling results. I’m thankful to my mentors for assigning me different
assignments also that helped me in learning and gaining an extra knowledge. Not to
forget to thank them for extremely constructive feedbacks and for providing a better
learning experience through this internship.
I am also thankful to UNICHARM INDIA PVT LTD. for providing me this opportunity of
being a part of
Physical Internship Program which helped me to work with this esteemed organization
and putting me under the supervision of such great coach and to work on a project of
high importance which allowed me to work on various dimensions.
Also, with immense gratefulness, I acknowledge the guidance and encouragement
received from my mentor Dr. Akansha Pathak for supervising me throughout the
internship period and addressing all my queries with all the patience and providing
appropriate and valuable feedbacks and suggestions every time for bringing out the
best of work I could do and for improved results.
I would also like to extend my sincere thanks to my colleagues for their assistance,
cooperation
and supervision in this project.
This project would not have been possible to come this extend without the support of
the aforementioned.
DIYA SISODIYA

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Overview of report

Understanding the Scope

 Introduction to Unicharm India Private Limited: Company overview, its
products, production process, organizational structure, and role during the
internship.
 Literature Review on Employee Retention: Theoretical framework, factors
affecting employee retention, best practices, and challenges.
 Employee Retention at Unicharm: Current employee retention strategies,
challenges faced, and data analysis .
 Gap Analysis: Identify the gap between the current state and the desired state
of employee retention.
 Recommendations: Propose actionable recommendations to improve employee
retention at Unicharm.
 Conclusion: Summarize the findings and reiterate the importance of employee
retention.
 Appendices: Supporting documents, data tables, graphs, etc.
Potential Chapters and Subtopics
Given the nature of internship and the company's operations, here are some potential
chapters and subtopics to consider:

Chapter 1: Introduction

 Overview of Unicharm India Private Limited

 Company's mission, vision, and values
 Products and production process
 Organizational structure
 Role and responsibilities during the internship

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Chapter 2: Literature Review

 Definition of employee retention

 Importance of employee retention
 Factors affecting employee retention
o Job satisfaction
o Compensation and benefits
o Work-life balance
o Organizational culture
o Career growth opportunities
o Leadership
o Training and development
 Best practices for employee retention
 Challenges in employee retention

Chapter 3: Employee Retention at Unicharm

 Current employee retention strategies

 Data analysis (if possible)
o Employee turnover rates
o Reasons for leaving
o Employee satisfaction surveys
 Challenges faced in employee retention
o Specific challenges in a manufacturing environment
o Challenges related to shift work

Chapter 4: Gap Analysis

 Comparison of current practices with best practices

 Identification of areas for improvement

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Chapter 5: Recommendations

 Practical recommendations to improve employee retention

o Short-term and long-term recommendations
o Recommendations based on the gap analysis
 Implementation plan

Chapter 6: Conclusion

 Summary of key findings

 Reiteration of the importance of employee retention
 Final thoughts and recommendations

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Chapter 1: Introduction

1.1 Overview of Unicharm India Private Limited

 Brief history of Unicharm Corporation and its global presence.

 Establishment of Unicharm India Private Limited and its position in the Indian
market.
 Company's mission, vision, and core values.
 Legal status, ownership, and corporate structure.

1.2 Company Profile

 Core business activities and product portfolio (focus on baby diapers and
sanitary pads).
 Market position and target customers.
 Production capacity and facilities (mentioning the Neemrana plant).
 Quality certifications and standards.
 Brand image and reputation.

1.3 Production Process

 A brief overview of the production process for baby diapers and sanitary pads.
 Key machinery and equipment involved.
 Role of the Gemba (production area) in the overall process.
 Quality control measures at different stages of production.

1.4 Organizational Structure

 A simplified organizational chart of Unicharm India Private Limited.

 Description of key departments and their functions (e.g., production, quality, HR,
marketing).
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  Hierarchy within the production department (mentioning the roles of engineers,
operators, and manpower).

1.5 Internship Role and Responsibilities

 Designation and department during the internship.

 Specific tasks and responsibilities assigned.
 Alignment of internship objectives with the company's goals.

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1.1 Overview of Unicharm India Private Limited
Unicharm Corporation: A Global Leader
Unicharm Corporation, a multinational company headquartered in Tokyo, Japan, is a
global leader in the hygiene and healthcare industry. With a rich history spanning
decades, the company has established a strong foothold in various markets worldwide.
Unicharm's commitment to innovation, quality, and consumer satisfaction has been
instrumental in its growth and success.
Unicharm India: A Strong Presence
Unicharm India Private Limited, a subsidiary of the Unicharm Corporation, has emerged
as a prominent player in India's hygiene and healthcare sector. Established in Japan,
the company has rapidly expanded its operations to cater to the growing needs of the
Indian population. By combining global expertise with a deep understanding of the local
market, Unicharm India has positioned itself as a trusted and reliable brand.
Unicharm India has rapidly gained market share and established a strong presence in
the Indian hygiene and healthcare market. The company has successfully tapped into
the growing consumer demand for high-quality, affordable hygiene products. With a
focus on innovation and consumer-centric approach, Unicharm India has introduced a
range of products that cater to the diverse needs of the Indian population.

1.2 Company Profile

Core Business Activities and Product Portfolio

Unicharm India primarily focuses on manufacturing and marketing hygiene products.
The company's flagship product lines include baby diapers and sanitary pads, catering
to the essential needs of consumers across different age groups. With a strong

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emphasis on quality and innovation, Unicharm India has successfully positioned itself as
a trusted brand in the Indian market.

Market Position and Target Customers

Unicharm India has established a significant market presence through its range of high-
quality products. The company caters to a wide range of customers, including infants,
toddlers, mothers, and young women. By understanding the specific needs and
preferences of its target audience, Unicharm India has been able to develop products
that resonate with consumers and build strong brand loyalty.

1.3 Production Process

Unicharm India operates a state-of-the-art manufacturing facility in Neemrana,
Rajasthan. The production process for baby diapers and sanitary pads involves multiple
stages, including raw material procurement, production, quality control, and packaging.
The Gemba, or production area, is the heart of the operation, where the actual
manufacturing takes place.
The Neemrana plant houses a total of 10 machines, with eight dedicated to baby diaper
production and two for sanitary pad manufacturing. Each machine operates 24/7 in
three shifts, with a team of 35 engineers, 35 operators, and 11 additional manpower
supporting the production process.
Detailed Production Process
The production process at Unicharm India involves several key stages:
 Raw Material Procurement: High-quality raw materials, including pulp,
nonwoven fabric, adhesives, and other components, are sourced from reliable
suppliers.
 Preparation: Raw materials undergo various processes such as blending,
mixing, and converting into sheets or rolls.

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  Core Formation: The absorbent core, the heart of the diaper or sanitary pad, is
created by combining pulp and superabsorbent polymer (SAP).
 Lamination: The absorbent core is laminated with nonwoven fabric layers to
create the final product structure.
 Adding Features: Additional components like elastic, tapes, and backsheets are
added based on product specifications.
 Packaging: The finished products are carefully packed in individual units and
then in bulk for distribution.
The Gemba: Production Hub
The Gemba, or production area, is where these processes come together. The 10
machines in the Neemrana plant operate continuously, producing a high volume of baby
diapers and sanitary pads. Each machine is manned by a team of 35 engineers, 35
operators, and 11 additional manpower, working in three shifts to ensure uninterrupted
production.

Roles and Responsibilities

The efficient operation of the Gemba relies on the coordinated efforts of three key
personnel:
 Engineers: Overseeing the entire production process, engineers are responsible
for machine setup, troubleshooting, quality control, and process optimization.
They play a crucial role in ensuring that production targets are met while
maintaining product quality.
 Operators: Directly involved in machine operation, operators execute production
tasks as per the set parameters. They monitor machine performance, detect
anomalies, and report issues to engineers.
 Manpower (Off-role): Providing additional support to engineers and operators,
manpower handles tasks such as material handling, packaging, and
housekeeping. Their role is essential in maintaining a smooth production flow.
The seamless collaboration between these three groups is vital for achieving optimal
productivity and product quality within the Gemba.

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1.4 Organizational Structure
Unicharm India Private Limited follows a hierarchical organizational structure to
streamline operations and decision-making. The company is divided into various
departments, each with specific functions and responsibilities. The production
department, where the focus of this report lies, is a critical component of the overall
organizational structure.
Within the production department, a clear hierarchy exists among engineers, operators,
and manpower. Engineers occupy the supervisory role, overseeing the production
process and guiding the operators. Operators execute the day-to-day tasks of machine
operation, while manpower provides essential support to both engineers and operators.
Organizational Structure
Unicharm India follows a functional organizational structure, with departments organized
based on specific functions. Key departments include:
 Production: Oversees the entire manufacturing process, including planning,
scheduling, and execution.
 Quality Control: Ensures product quality and adherence to standards.
 Research and Development (R&D): Focuses on product innovation and
improvement.
 Marketing: Handles product promotion, branding, and market research.
 Human Resources: Manages employee-related activities, including recruitment,
training, and development.
 Finance: Oversees financial planning, budgeting, and accounting.
Production Department Hierarchy
Within the production department, the hierarchy is as follows:
 Production Manager: Responsible for overall production operations and
performance.
 Supervisors: Oversee specific production areas or shifts.
 Engineers: Technical experts responsible for machine maintenance,
troubleshooting, and process optimization.
 Operators: Operate machines and execute production tasks.
 Manpower: Provides support to engineers and operators.
This hierarchical structure facilitates efficient communication and coordination within the
production department.

Decision-Making Process

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Unicharm India follows a centralized decision-making structure, with key strategic
decisions made at the corporate level. However, the company also encourages a
certain degree of autonomy at the operational level. The production department, for
instance, has the authority to make decisions related to daily production planning,
resource allocation, and problem-solving.
Interdepartmental Collaboration
Effective collaboration among different departments is crucial for the overall success of
Unicharm India. The production department works closely with quality control, R&D, and
marketing to ensure product quality, innovation, and market alignment. For example, the
production department coordinates with quality control to implement quality standards,
with R&D to incorporate new product designs, and with marketing to meet production
schedules based on sales forecasts.
Company Culture and Values
Unicharm India fosters a culture of employee empowerment, teamwork, and continuous
improvement. The company emphasizes the importance of quality, customer
satisfaction, and innovation. Core values such as integrity, respect, and social
responsibility guide the behavior of employees at all levels.
Challenges
Like any organization, Unicharm India faces various challenges. Some common
challenges in the manufacturing industry include:
 Maintaining consistent product quality
 Meeting production targets and deadlines
 Managing employee turnover
 Adapting to changing market conditions
 Ensuring workplace safety and health
Overcoming these challenges requires effective leadership, employee engagement, and
robust operational processes.

1.5 Internship Role and Responsibilities

As a BBA Honors student from GLA University, I undertook a two-month summer
internship at Unicharm India Private Limited, located in Neemrana, Rajasthan. My
primary objective was to contribute to the company's employee retention initiatives.
My role during the internship involved:
 Conducting a comprehensive analysis of the current employee retention
landscape at Unicharm India.
 Identifying key factors influencing employee turnover and job satisfaction.
 Developing recommendations to enhance employee engagement and retention.
 Assisting in the implementation of employee retention strategies.
By immersing myself in the company's operations and interacting with employees at
various levels, I gained valuable insights into the factors affecting employee retention
within a manufacturing environment.
My internship involved a combination of desk research, data analysis, and field-level
interactions. Specific tasks included:

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  Literature Review: Studying existing research on employee retention theories
and best practices.
 Data Collection: Gathering relevant data on employee demographics, turnover
rates, job satisfaction, and other relevant metrics.
 Employee Interviews: Conducting informal interviews with employees from
different departments to understand their perspectives on job satisfaction and
reasons for considering leaving the company.
 Process Mapping: Understanding the employee lifecycle, from recruitment to
exit, to identify potential areas for improvement.
 Benchmarking: Comparing Unicharm India's employee retention practices with
industry benchmarks.
 Recommendation Development: Formulating actionable recommendations to
enhance employee retention based on the findings.
Through these activities, I gained a comprehensive understanding of the employee
experience at Unicharm India and identified opportunities for improvement.

Conclusion

This chapter has provided an overview of Unicharm India Private Limited, its operations,
and the context of the internship. The company’s focus on hygiene products, particularly
baby diapers and sanitary pads, has been highlighted, along with its organizational
structure and the role of the Gemba in the production process. The internship's focus on
employee retention and the specific responsibilities undertaken during the two-month
period have also been outlined.
The following chapters will delve deeper into the theoretical framework of employee
retention, the current state of employee retention at Unicharm India, and
recommendations for improvement.

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Chapter 2: Literature Review on Employee Retention

2.1 Introduction

Employee retention has emerged as a critical strategic imperative for organizations

across industries. It is essential for maintaining organizational performance, fostering
innovation, and ensuring business continuity. This chapter delves into the theoretical
underpinnings of employee retention, exploring key factors influencing employee
turnover, and examining various strategies employed to enhance retention rates.

2.2 Definition and Importance of Employee Retention

 Definition of Employee Retention: Employee retention refers to an

organization's ability to prevent employees from leaving their jobs voluntarily.
 Importance of Employee Retention: Highlighting the financial, operational, and
strategic implications of employee turnover.

2.3 Factors Affecting Employee Retention

 Individual-Level Factors:
o Job satisfaction
o Work-life balance
o Compensation and benefits
o Career growth opportunities
o Personality and values
 Organizational-Level Factors:
o Organizational culture
o Leadership style

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 o Human resource practices
o Organizational climate
o Job security

2.4 Employee Retention Strategies

 Human Resource Management Practices:

o Talent acquisition and selection
o Onboarding and orientation
o Training and development
o Performance management
o Compensation and benefits
o Work-life balance initiatives
 Organizational Culture and Leadership:
o Building a positive organizational culture
o Effective leadership and mentorship
o Employee engagement strategies
o Employee recognition programs
 Work Environment:
o Physical work environment
o Job design and work autonomy
o Employee well-being

2.5 Challenges in Employee Retention

 Economic Factors:
o Competition for talent
o Rising salary expectations
 Demographic Factors:
o Aging workforce

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 o Generation gaps
 Technological Factors:
o Automation and job displacement

2.1 Definition and Importance of Employee Retention

Definition of Employee Retention
Employee retention refers to an organization's ability to prevent employees from
voluntarily leaving their jobs. It encompasses strategies and practices aimed at
maintaining employee satisfaction, engagement, and loyalty, thereby reducing turnover
rates.
Importance of Employee Retention
High employee turnover can have significant negative consequences for an
organization. Key implications include:
 Financial Impact: Increased recruitment, selection, and training costs;
decreased productivity; and potential loss of customers due to service
disruptions.
 Operational Impact: Disruption of workflow, decreased team morale, and
knowledge loss.
 Strategic Impact: Difficulty in achieving organizational goals, hindered
innovation, and damage to employer brand reputation.
By prioritizing employee retention, organizations can create a stable and productive
work environment, foster employee development, and enhance overall organizational
performance.

2.3 Factors Affecting Employee Retention

Numerous factors influence an employee's decision to stay or leave an organization.
These factors can be categorized into individual-level and organizational-level
determinants.
Individual-Level Factors

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  Job Satisfaction: Employees who are satisfied with their work, responsibilities,
and challenges are more likely to remain with the organization.
 Work-Life Balance: A healthy work-life balance is crucial for employee well-
being and job satisfaction.
 Compensation and Benefits: Competitive pay and benefits packages contribute
to employee satisfaction and loyalty.
 Career Growth Opportunities: Employees seek opportunities for advancement
and skill development.
 Personality and Values: Individual characteristics and values align with
organizational culture and job requirements.
Organizational-Level Factors
 Organizational Culture: A positive and inclusive organizational culture fosters
employee satisfaction and loyalty.
 Leadership Style: Effective leadership, characterized by support, trust, and
empowerment, positively impacts employee retention.
 Human Resource Practices: Fair and consistent HR policies, including
recruitment, performance management, and employee development, contribute
to retention.
 Organizational Climate: The overall work environment, including relationships,
communication, and job demands, influences employee satisfaction.
 Job Security: Employees are more likely to stay with organizations that offer job
security and stability.
These factors interact with each other to influence an employee's decision to stay or
leave an organization. Understanding these factors is essential for developing effective
employee retention strategies.

2.4 Employee Retention Strategies

Effective employee retention strategies are essential for organizations to maintain a
stable and high-performing workforce. These strategies can be categorized into several
key areas:
Human Resource Management Practices
 Talent Acquisition and Selection: Implementing robust recruitment and
selection processes to hire the right candidates for the organization.
 Onboarding and Orientation: Providing a comprehensive onboarding
experience to help new employees integrate into the organization.
 Training and Development: Investing in employee development through
training programs and career advancement opportunities.
 Performance Management: Implementing effective performance management
systems to provide feedback, recognize achievements, and identify development
needs.

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  Compensation and Benefits: Offering competitive compensation packages and
benefits that meet employee needs and expectations.
 Work-Life Balance Initiatives: Supporting employees in achieving a healthy
work-life balance through flexible work arrangements and wellness programs.
Organizational Culture and Leadership
 Building a Positive Organizational Culture: Fostering a culture of trust,
respect, and open communication to enhance employee engagement and
satisfaction.
 Effective Leadership and Mentorship: Providing strong leadership,
mentorship, and coaching to support employee growth and development.
 Employee Engagement Strategies: Implementing initiatives to increase
employee involvement, empowerment, and ownership.
 Employee Recognition Programs: Recognizing and rewarding employee
contributions to boost morale and motivation.
Work Environment
 Physical Work Environment: Creating a safe, comfortable, and ergonomically
sound workspace can enhance employee well-being and productivity.
 Job Design and Work Autonomy: Providing employees with challenging and
meaningful work, along with a degree of autonomy and control over their tasks,
can boost job satisfaction.
By implementing a combination of these strategies, organizations can create a positive
work environment that fosters employee engagement, satisfaction, and retention.

Challenges in Employee Retention

Organizations face several challenges in retaining their employees:
 Economic Factors:
o Competition for Talent: The competitive job market makes it difficult to
retain top talent.
o Rising Salary Expectations: Increasing salary expectations can lead to
higher turnover rates.
 Demographic Factors:
o Aging Workforce: The aging workforce presents challenges in
knowledge transfer and succession planning.
o Generation Gaps: Different generations have varying expectations and
needs, which can impact retention.
 Technological Factors:
o Automation and Job Displacement: Technological advancements can
lead to job insecurity and employee anxiety.
Addressing these challenges requires a multifaceted approach and a deep
understanding of the factors influencing employee retention.

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Chapter 2: Literature Review on Employee Retention (Conclusion)

This chapter has explored the multifaceted concept of employee retention. It defined
employee retention, highlighted its significance for organizational success, and
identified key factors influencing an employee's decision to stay or leave. The review
also examined various strategies organizations can implement to enhance employee
retention, such as those related to human resource management, organizational
culture, leadership, and the work environment. Finally, the chapter discussed the
challenges organizations face in retaining employees, including economic,
demographic, and technological factors.
Understanding these factors and implementing appropriate retention strategies is crucial
for organizations seeking to build a high-performing and engaged workforce. The
subsequent chapters will apply these theoretical concepts to the specific context of
Unicharm India and provide recommendations for improving employee retention within
the company.

Chapter 3: Employee Retention at Unicharm India

3.1 Introduction
This chapter delves into the specific context of employee retention at Unicharm India
Private Limited. It aims to assess the current state of employee retention within the
organization, identify key challenges, and explore existing employee retention
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strategies. By understanding the company's unique situation, we can develop targeted
recommendations to enhance employee retention.
3.2 Current Employee Retention Strategies
Unicharm India, like many other organizations, has implemented several strategies to
retain its employees. These strategies can be categorized as follows:
 Compensation and Benefits: Analyze the company's compensation structure,
benefits package, and their alignment with industry standards and employee
expectations.
 Training and Development: Evaluate the effectiveness of the company's
training programs in terms of employee skill development and career
advancement opportunities.
 Performance Management: Assess the performance management system and
its role in employee motivation and retention.
 Work-Life Balance Initiatives: Examine the company's policies and practices
related to work-life balance, such as flexible work arrangements and wellness
programs.
 Employee Recognition and Rewards: Evaluate the effectiveness of the
company's recognition and reward programs in boosting employee morale and
motivation.
3.3 Challenges in Employee Retention
To identify the root causes of employee turnover, it is essential to understand the
specific challenges faced by Unicharm India. These challenges may include:
 High Employee Turnover Rates: Analyze turnover data to identify trends and
patterns.
 Employee Satisfaction Levels: Conduct surveys or interviews to assess
employee job satisfaction and identify areas for improvement.
 Reasons for Leaving: Collect data on reasons for employee resignations to
understand the underlying issues.
By analyzing these factors, we can gain valuable insights into the challenges hindering
employee retention at Unicharm India.
Current Employee Retention Strategies
To understand the effectiveness of Unicharm India's employee retention strategies, a
comprehensive analysis is necessary. This involves examining the following areas:
Compensation and Benefits
 Salary Structure: Analyze the salary structure across different job levels and
departments to ensure competitiveness.
 Benefits Package: Evaluate the comprehensive nature of the benefits package,
including health insurance, retirement plans, and other perks.
 Employee Satisfaction with Compensation: Conduct surveys or interviews to
assess employee satisfaction with their compensation and benefits.
Training and Development
 Training Programs: Assess the variety, quality, and accessibility of training
programs offered to employees at different levels.

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  Career Path Development: Evaluate the existence of clear career paths and
opportunities for advancement within the organization.
 Employee Perception: Conduct surveys or interviews to understand employees'
perceptions of training and development opportunities.
By examining these aspects, we can determine the extent to which training and
development contribute to employee satisfaction and retention at Unicharm India.
Performance Management
 Performance Appraisal Process: Evaluate the effectiveness of the
performance appraisal system in providing clear performance expectations,
feedback, and development opportunities.
 Linkage to Rewards: Assess the extent to which performance appraisals are
linked to compensation, promotions, and recognition.
 Employee Perception: Understand employees' perceptions of the fairness and
transparency of the performance management process.
By examining these aspects, we can determine how the performance management
system contributes to employee motivation, development, and retention.
Work-Life Balance Initiatives
 Flexible Work Arrangements: Assess the availability and utilization of flexible
work options such as remote work, flextime, or compressed workweeks.
 Wellness Programs: Evaluate the extent to which the company offers wellness
programs, including mental health support, fitness initiatives, and stress
management resources.
 Employee Satisfaction: Gauge employee satisfaction with work-life balance
through surveys or interviews.
Understanding the company's approach to work-life balance is crucial for assessing its
impact on employee retention.
Employee Recognition and Rewards
 Recognition Programs: Evaluate the existence and effectiveness of formal and
informal recognition programs.
 Reward Systems: Analyze the alignment of reward systems with performance
and organizational goals.
 Employee Perception: Assess employees' perceptions of fairness and equity in
the reward system.
Understanding the company's recognition and reward practices is essential for
determining their impact on employee motivation and retention.
Challenges in Employee Retention
To effectively address employee retention issues, it is crucial to identify the specific
challenges faced by Unicharm India. This involves a comprehensive analysis of the
following:
 High Employee Turnover Rates: Examining turnover rates by department, job
level, and tenure to identify patterns and trends.
 Employee Satisfaction Levels: Conducting surveys or exit interviews to assess
employee satisfaction with various aspects of their job and work environment.

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  Reasons for Leaving: Analyzing resignation data to understand the primary
reasons for employees leaving the company.
 Comparison with Industry Benchmarks: Comparing Unicharm India's turnover
rates and employee satisfaction levels to industry benchmarks to identify areas
for improvement.
By understanding the root causes of employee turnover, the company can develop
targeted interventions to enhance retention.
Data Collection Methods
To accurately assess employee retention challenges, a combination of quantitative and
qualitative data is essential. Key data collection methods include:
 Employee Surveys: Conducting regular employee satisfaction surveys to
measure morale, job satisfaction, and perceptions of the work environment.
 Exit Interviews: Conducting exit interviews with departing employees to gather
insights into their reasons for leaving.
 Turnover Analysis: Analyzing turnover rates by department, job level, and
tenure to identify patterns and trends.
 Focus Groups: Conducting focus groups with employees to gather in-depth
feedback on their experiences and concerns.
 Performance Reviews: Analyzing performance review data to identify potential
areas of dissatisfaction or underperformance.
By utilizing these methods, Unicharm India can gain valuable insights into the factors
contributing to employee turnover and develop targeted retention strategies.
Analyzing Data to Identify Key Retention Challenges
Once the data is collected, it's essential to analyze it to identify the underlying causes of
employee turnover. Some key areas of analysis include:
 Turnover Rates: Comparing turnover rates across different departments, job
levels, and tenure can reveal patterns and identify high-turnover areas.
 Employee Satisfaction: Analyzing survey data can pinpoint specific areas of
dissatisfaction, such as compensation, work-life balance, or career growth
opportunities.
 Reasons for Leaving: Examining exit interview data can provide valuable
insights into the factors that prompted employees to leave the company.
 Correlation Analysis: Identifying correlations between employee demographics,
job characteristics, and turnover rates can help uncover hidden patterns.
By carefully analyzing the data, Unicharm India can identify the key factors contributing
to employee turnover and prioritize areas for improvement.

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3.4 Developing Recommendations
Based on the analysis of employee retention challenges, Unicharm India can develop
targeted recommendations to improve employee satisfaction and reduce turnover.
Some potential areas for focus include:
 Addressing Compensation and Benefits:
o Conduct a salary benchmarking study to ensure competitive pay.
o Evaluate the effectiveness of existing benefits packages and identify
opportunities for enhancement.
o Implement flexible compensation options to meet diverse employee
needs.
 Enhancing Training and Development:
o Expand training programs to address skill gaps and career development
needs.
o Create clear career paths for employees at different levels.
o Provide opportunities for mentorship and coaching.
 Improving Performance Management:
o Enhance the performance appraisal process to provide more meaningful
feedback.
o Strengthen the link between performance and rewards.
o Implement performance-based development plans.
 Fostering Work-Life Balance:
o Expand flexible work arrangements to accommodate employee needs.
o Provide wellness programs and resources to support employee well-
being.
o Promote a culture that values work-life balance.
 Strengthening Employee Recognition and Rewards:
o Implement a robust employee recognition program.
o Review and enhance the reward system to align with organizational goals.
o Provide opportunities for employees to contribute to the reward system
design.
Specific Recommendations
To address the identified retention challenges, Unicharm India can implement the
following specific recommendations:
 Conduct a comprehensive compensation and benefits audit to identify
disparities and areas for improvement.
 Implement a market-based salary adjustment to ensure competitiveness.
 Offer flexible benefits packages to cater to diverse employee needs.
 Develop a robust succession planning process to identify high-potential
employees and create clear career paths.
 Invest in leadership development programs to enhance managerial
capabilities and create a supportive work environment.

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  Implement a 360-degree feedback system to provide comprehensive
performance feedback.
 Establish employee resource groups to foster a sense of belonging and
support.
 Offer flexible work arrangements to improve work-life balance.
 Provide wellness programs and resources to support employee well-being.
 Recognize and reward employee contributions through formal and informal
recognition programs.
By implementing these recommendations, Unicharm India can create a more engaging
and supportive work environment, leading to increased employee satisfaction and
retention.

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Chapter 4: Gap Analysis
4.1 Introduction
This chapter aims to identify the gap between the current state of employee retention at
Unicharm India and the desired state of high employee engagement and low turnover.
By comparing the company's existing practices with best practices and industry
standards, we can pinpoint areas for improvement and prioritize actions to enhance
employee retention.
4.2 Comparison of Current Practices with Best Practices
To conduct a comprehensive gap analysis, we will compare Unicharm India's current
employee retention strategies with established best practices in the industry. Key areas
of comparison include:
 Compensation and Benefits: Compare the company's compensation packages
and benefits offerings with industry benchmarks.
 Training and Development: Evaluate the extent to which the company's training
programs align with industry standards for employee development.
 Performance Management: Assess the effectiveness of the performance
management system compared to best practices.
 Work-Life Balance: Compare the company's work-life balance initiatives with
those offered by industry leaders.
 Employee Recognition and Rewards: Evaluate the company's recognition and
reward programs against best practices.
4.3 Identifying Gaps
By comparing current practices with best practices, we can identify specific gaps in
Unicharm India's employee retention efforts. These gaps may include:
 Compensation and Benefits: Inadequate compensation, limited benefits
offerings, or lack of flexibility.
 Training and Development: Insufficient training opportunities, limited career
development paths, or ineffective performance management.
 Work-Life Balance: Lack of flexible work arrangements or insufficient support
for employee well-being.
 Employee Recognition and Rewards: Limited recognition programs or
ineffective reward systems.

Compensation and Benefits

To effectively compare Unicharm India's compensation and benefits packages with
industry benchmarks, several key areas should be considered:
 Salary Structure: Analyze the alignment of salary ranges for different job levels
with industry standards.

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  Benefits Offerings: Compare the range of benefits offered by Unicharm India
with those provided by competitors.
 Total Rewards: Consider the overall value proposition of the compensation and
benefits package, including base salary, variable pay, and benefits.
 Employee Satisfaction: Assess employee satisfaction with compensation and
benefits through surveys and feedback mechanisms.
By comparing these aspects, it's possible to identify areas where Unicharm India's
offerings fall short of industry standards and where opportunities for improvement exist.

4.2 Comparison of Current Practices with Best Practices

Training and Development
To assess the effectiveness of Unicharm India's training and development programs, a
comparison with industry best practices is essential. Key areas of focus include:
 Training Needs Assessment: Evaluate the extent to which training needs are
identified and addressed through systematic assessments.
 Training Program Design: Analyze the quality, relevance, and effectiveness of
training programs offered to employees at different levels.
 Training Delivery Methods: Assess the variety of training delivery methods
used, including classroom, online, and on-the-job training.
 Career Development Opportunities: Evaluate the availability of career paths,
mentorship programs, and leadership development initiatives.
 Employee Satisfaction: Assess employee satisfaction with training and
development opportunities through surveys and feedback.
By comparing these aspects with industry best practices, it's possible to identify gaps in
training and development and areas for improvement.

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Comparison of Current Practices with Best Practices
Performance Management
To evaluate the effectiveness of Unicharm India's performance management system,
it's essential to compare it with industry best practices. Key areas of focus include:
 Performance Goals: Assess the clarity and alignment of performance goals with
organizational objectives.
 Performance Feedback: Evaluate the quality, frequency, and effectiveness of
performance feedback provided to employees.
 Performance Appraisal Process: Analyze the fairness, consistency, and
transparency of the performance appraisal process.
 Performance Improvement Plans: Evaluate the availability and effectiveness of
performance improvement plans for underperforming employees.
 Linkage to Rewards: Assess the extent to which performance appraisals are
linked to compensation, promotions, and recognition.
By comparing these aspects with industry best practices, it's possible to identify gaps in
the performance management system and areas for improvement.

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Work-Life Balance
To assess the effectiveness of Unicharm India's work-life balance initiatives, a
comparison with industry best practices is essential. Key areas of focus include:
 Flexible Work Arrangements: Evaluate the availability and utilization of flexible
work options such as remote work, flextime, and compressed workweeks.
 Wellness Programs: Compare the company's wellness programs with those
offered by industry leaders in terms of scope, accessibility, and impact.
 Work-Life Balance Policies: Assess the clarity and effectiveness of work-life
balance policies and procedures.
 Employee Satisfaction: Evaluate employee satisfaction with work-life balance
through surveys and feedback.
By comparing these aspects with industry best practices, it's possible to identify gaps in
work-life balance initiatives and areas for improvement.

Employee Recognition and Rewards

To assess the effectiveness of Unicharm India's employee recognition and reward
programs, a comparison with industry best practices is essential. Key areas of focus
include:
 Recognition Programs: Evaluate the frequency, scope, and impact of
recognition programs.
 Reward Systems: Analyse the alignment of rewards with performance and
organizational goals.
 Employee Satisfaction: Assess employee satisfaction with recognition and
rewards through surveys and feedback.
By comparing these aspects with industry best practices, it's possible to identify gaps in
employee recognition and reward programs and areas for improvement.

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4.3 Identifying Gaps
By comparing Unicharm India's current practices with industry benchmarks, several
potential gaps in employee retention strategies can be identified. These gaps may
include:
 Compensation and Benefits:
o Inadequate base salaries compared to industry standards.
o Limited benefits offerings compared to competitors.
o Lack of flexibility in compensation and benefits options.
 Training and Development:
o Insufficient investment in employee training and development.
o Limited career development opportunities.
o Lack of clear career paths.
 Performance Management:
o Ineffective performance feedback mechanisms.
o Weak linkage between performance and rewards.
o Lack of focus on employee development in performance appraisals.
 Work-Life Balance:
o Limited flexible work arrangements.
o Insufficient wellness programs and resources.
o Lack of support for employees facing work-life challenges.
 Employee Recognition and Rewards:
o Infrequent and inconsistent employee recognition.
o Lack of tangible rewards for outstanding performance.
o Limited opportunities for employee input into reward programs.
By understanding these gaps, Unicharm India can prioritize areas for improvement and
develop targeted interventions to enhance employee retention.

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4.4 Prioritizing Areas for Improvement
To effectively address the identified gaps, it's crucial to prioritize areas for improvement
based on their impact on employee retention and overall organizational performance.
Consider the following factors when prioritizing:
 Severity of the Gap: The extent to which the gap is impacting employee
satisfaction and turnover.
 Potential Impact of Improvement: The expected positive impact of addressing
the gap on employee retention and organizational performance.
 Alignment with Organizational Goals: The extent to which addressing the gap
supports the company's overall strategic objectives.
 Resource Availability: The availability of budget, time, and human resources to
implement improvement initiatives.
By carefully considering these factors, Unicharm India can develop a focused action
plan to address the most critical areas for improvement.

4.5 Developing an Action Plan

Based on the prioritized areas for improvement, Unicharm India can develop a
comprehensive action plan to enhance employee retention. Key components of the
action plan include:
 Clear Objectives: Defining specific, measurable, achievable, relevant, and time-
bound (SMART) objectives for each improvement initiative.

32
  Responsible Parties: Identifying the individuals or teams responsible for
implementing each action.
 Timeline: Establishing clear deadlines for completing each action.
 Resource Allocation: Allocating necessary resources, including budget,
personnel, and technology.
 Evaluation Metrics: Determining how the effectiveness of each action will be
measured.
By developing a well-structured action plan, Unicharm India can effectively address the
identified gaps and drive improvements in employee retention.

Action Plan: Improving Compensation and Benefits

Let's assume that after conducting the gap analysis, it was determined that
compensation and benefits are a high-priority area for improvement. A potential action
plan could include the following steps:
 Conduct a comprehensive salary benchmarking study to identify salary
ranges for different job levels and ensure competitiveness.
 Develop a compensation philosophy that outlines the company's approach to
rewarding employees.
 Review the benefits package to identify opportunities to enhance its value
proposition.
 Implement a flexible benefits program allowing employees to choose benefits
that align with their individual needs.
 Communicate compensation and benefits changes effectively to employees.
By implementing these steps, Unicharm India can improve employee satisfaction and
retention by offering competitive compensation and benefits packages.

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Action Plan: Improving Performance Management
To enhance the effectiveness of performance management at Unicharm India, the
following action steps can be implemented:
 Develop clear performance expectations for each role and align them with
organizational goals.
 Implement a regular performance feedback process with frequent check-ins
and constructive feedback.
 Provide training to managers on effective performance management
techniques.
 Link performance appraisals to employee development plans to identify
training needs and career growth opportunities.
 Establish a rewards system that directly ties performance to compensation
and recognition.
By improving the performance management process, Unicharm India can enhance
employee engagement, motivation, and overall performance.

Action Plan: Improving Work-Life Balance

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To enhance work-life balance at Unicharm India, the following action steps can be
implemented:
 Conduct a work-life balance survey to assess employee needs and
preferences.
 Implement flexible work arrangements such as remote work, flextime, and
compressed workweeks.
 Develop a comprehensive wellness program including mental health support,
fitness initiatives, and stress management resources.
 Promote a culture of work-life balance through leadership modeling and
communication.
 Provide resources and support for employees managing work and family
responsibilities.
By prioritizing work-life balance, Unicharm India can enhance employee well-being,
reduce burnout, and improve overall job satisfaction.

Action Plan: Improving Employee Recognition and Rewards

To enhance employee recognition and rewards at Unicharm India, the following action
steps can be implemented:
 Conduct an employee survey to assess the effectiveness of current recognition
practices.
 Establish a formal recognition program with multiple levels of recognition for
different achievements.
 Implement a peer-to-peer recognition system to encourage employee-driven
recognition.
 Align rewards with organizational goals and individual performance to
create a clear link between effort and reward.
 Communicate reward and recognition programs effectively to ensure
employee awareness and participation.

35
By implementing these steps, Unicharm India can create a culture of appreciation and
recognition, boosting employee morale and motivation.

Conclusion
5.1 Summary of Key Findings
This internship report has explored the critical issue of employee retention at Unicharm
India Private Limited. Through a comprehensive analysis of the current state of
employee retention, including an examination of existing strategies, challenges, and
best practices, several key findings emerged:
 The importance of employee retention in achieving organizational success.
 The impact of various factors, such as compensation, training, and work-life
balance, on employee retention.
 The existence of gaps between Unicharm India's current practices and industry
best practices.
 The potential for improvement in several areas, including compensation, training,
performance management, work-life balance, and employee recognition.
5.2 Implications and Recommendations
The findings of this study highlight the need for targeted interventions to enhance
employee retention at Unicharm India. By implementing the recommended action plans,
the company can improve employee satisfaction, engagement, and ultimately, retention
rates. It is essential to monitor the impact of these initiatives and make adjustments as
needed.
5.3 Conclusion
Employee retention is a complex issue that requires a multifaceted approach. By
addressing the identified gaps and implementing effective retention strategies,
Unicharm India can create a positive work environment that fosters employee
engagement, loyalty, and long-term commitment. This, in turn, will contribute to the
overall success and sustainability of the organization.

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5.1 Summary of Key Findings
This study underscores the critical role of employee retention in driving organizational
success. By identifying key challenges and recommending targeted interventions,
Unicharm India can significantly improve its ability to retain valuable talent.
5.2 Implications and Recommendations
Implementing the proposed recommendations requires a concerted effort from
management and employees alike. It is essential to foster a culture of continuous
improvement and employee engagement to ensure the long-term success of these
initiatives.
5.3 Conclusion
In conclusion, this internship has provided valuable insights into the complexities of
employee retention at Unicharm India. By addressing the identified gaps and
implementing recommended strategies, the company can create a more positive and
supportive work environment that fosters employee satisfaction, engagement, and
ultimately, retention. It is recommended that the company monitor the impact of these
initiatives and make necessary adjustments to ensure ongoing success.

Recommendations for Future Research

To further deepen the understanding of employee retention at Unicharm India, the
following areas of research could be explored:
 Longitudinal Study: Conducting a longitudinal study to track the impact of
implemented retention strategies over time.
 Qualitative Research: Conducting in-depth interviews with employees to gain
deeper insights into their experiences and perspectives.
 Comparative Analysis: Comparing employee retention practices across
different industries to identify best practices and emerging trends.
 Economic Impact Analysis: Quantifying the financial impact of employee
turnover on the organization.
By conducting further research, Unicharm India can refine its retention strategies and
achieve even greater success in retaining valuable talent.
This internship has provided a valuable opportunity to contribute to Unicharm India's
employee retention efforts. By implementing the recommended strategies, the company
can create a positive and sustainable work environment that fosters employee
satisfaction, engagement, and loyalty.

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Final Report

Retention Analysis: Unicharm India Private Limited (6-Month Period Januray-

June 2024)

Introduction

This report analyses employee retention trends within Unicharm India Private Limited
over a six-month period, focusing on both on-roll and off-roll employees. The objective
is to identify patterns, challenges, and opportunities to enhance employee retention
strategies.

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Methodology

Data was collected from various sources including HR records, exit interviews, and
employee surveys. Key metrics analyzed include turnover rates, tenure analysis,
department-wise attrition, and reasons for leaving.

Employee Profile

 On-Roll Employees: Comprised primarily of engineers, operators, and support staff.

 Off-Roll Employees: Primarily contract workers engaged in production and support
functions.

On-Roll Employee Retention

 Departmental Analysis: Production department exhibited the highest turnover rate,

followed by quality control.
 Tenure Analysis: A significant portion of employees with less than two years of tenure
resigned, indicating potential issues with onboarding or early career development.
 Reasons for Leaving: Key reasons cited included limited growth opportunities,
compensation concerns, and work-life balance challenges.

Off-Roll Employee Retention

 Contract Duration: A majority of off-roll employees had contracts ranging from 3 to 6

months.
 Reasons for Leaving: Primary reasons included contract expiration, job dissatisfaction,
and better opportunities elsewhere.

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Key Challenges

 High Turnover in Production: The production department faces challenges in retaining

employees due to demanding work conditions and limited career growth prospects.
 Limited Growth Opportunities: Both on-roll and off-roll employees expressed concerns
about career advancement within the organization.
 Compensation Competitiveness: Market-competitive salaries and benefits are crucial
to retaining talent, especially in a competitive job market.
 Work-Life Balance: Balancing work and personal life is a challenge for many
employees, leading to increased turnover.

Recommendations

 Targeted Retention Strategies: Implement department-specific retention initiatives,

focusing on the production department.
 Career Path Development: Create clear career progression paths for both on-roll and
off-roll employees.
 Compensation Review: Conduct a comprehensive salary benchmarking study to
ensure competitive compensation packages.
 Work-Life Balance Initiatives: Introduce flexible work arrangements, wellness
programs, and employee assistance programs.
 Talent Management: Invest in leadership development and succession planning to
retain high-potential employees.
 Off-Roll Employee Engagement: Enhance engagement among off-roll employees
through performance recognition and skill development programs.

Conclusion

Employee retention is a critical factor in organizational success. By addressing the

identified challenges and implementing the recommended strategies, Unicharm India
can improve employee satisfaction, reduce turnover, and create a more stable

40
workforce. Continuous monitoring and evaluation of retention efforts are essential to
ensure long-term effectiveness.

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Internship Highlights

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THANK YOU

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