{"id":11,"date":"2014-01-16T14:41:27","date_gmt":"2014-01-16T14:41:27","guid":{"rendered":"http:\/\/projecthelpline.in\/myblog\/?p=11"},"modified":"2021-11-18T07:30:45","modified_gmt":"2021-11-18T07:30:45","slug":"imt-cdl-project-synopsis-format","status":"publish","type":"post","link":"https:\/\/projecthelpline.in:\/myblog\/imt-cdl-project-synopsis-format\/","title":{"rendered":"IMT CDL PROJECT SYNOPSIS FORMAT"},"content":{"rendered":"

A<\/strong><\/p>\n

<\/strong><\/p>\n

SYNOPSIS ON<\/strong><\/p>\n

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\u201cATTRITION ANALYSIS & RETENTION STRATEGIES AT IBM INDIA\u201d<\/strong><\/p>\n

<\/strong> <\/strong><\/p>\n

NDER SUPERVISION OF<\/strong><\/p>\n

—————————–<\/p>\n

SUBMITTED BY<\/h1>\n

NAME\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : <\/strong><\/p>\n

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ENROLLMENT NO\u00a0\u00a0\u00a0 :<\/strong><\/p>\n

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INSTITUTE OF MANAGEMENT TECHNOLOGY<\/strong><\/p>\n

CENTRE FOR DISTANCE LEARNING<\/strong><\/p>\n

GHAZIABAD<\/strong><\/p>\n

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  1. 1. <\/strong>TITLE OF THE PROJECT<\/span><\/strong><\/li>\n<\/ol>\n

    <\/span><\/strong><\/p>\n

    <\/span><\/strong><\/p>\n

    <\/span><\/strong><\/p>\n

    <\/span><\/strong><\/p>\n

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    \u201cATTRITION ANALYSIS & RETENTION STRATEGIES AT IBM INDIA\u201d<\/strong><\/p>\n

    <\/strong><\/p>\n

    <\/strong><\/p>\n

      \n
    1. 2. <\/strong>STATEMENT OF THE PROBLEM<\/span><\/strong> <\/strong><\/li>\n<\/ol>\n

      Attrition can be defined as “A reduction in the\u00a0number\u00a0of employees through retirement, resignation or death\u00b4. While attrition rate is “the rate\u00a0of shrinkage in size or\u00a0number\u201d in the best of worlds, employees would love their jobs, like their co-workers, work hard for their employers,\u00a0get paid\u00a0well for their work, have ample chances for\u00a0advancement, and flexible\u00a0schedules\u00a0so they could attend to personal or family needs when necessary. But then there’s the real world. Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee.<\/p>\n


      \n<\/span><\/strong><\/p>\n

      <\/span><\/strong><\/p>\n

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      1. 3. <\/strong>OBJECTIVES AND SCOPE OF THE STUDY<\/span><\/strong><\/li>\n<\/ol>\n

        <\/span><\/strong><\/p>\n

        <\/span><\/strong><\/p>\n

        <\/span><\/strong><\/p>\n

        <\/span><\/strong><\/p>\n

        Fixing the objective is like identifying the star. The objective decides where we want to go, what we want to achieve and what is our goal or destination.<\/p>\n

          \n
        1. To know about the causes of\u00a0increasing rate of attrition in the IBM India.<\/li>\n
        2. To study the various retention strategies used by the IBM India.<\/li>\n
        3. How to improve recruitment processes to curb attrition in organization.<\/li>\n
        4. To determine the advantages of good retention strategies for employees in the organization.<\/li>\n<\/ol>\n


          \n<\/span><\/strong><\/p>\n

          <\/span><\/strong><\/p>\n

            \n
          1. 4. <\/strong>RESEARCH\u00a0 METHODOLOGY<\/span><\/strong><\/li>\n<\/ol>\n

            Research methodology in a way is a written game plan for conducting research. Research methodology has many dimensions. It includes not only the research methods but also considers the logic behind the methods used in the context of the study and complains why only a particular method of technique has been used.<\/p>\n

            METHODOLOGY ADOPTED<\/strong>:- This research is aimed at studying the Attrition and Retention.<\/p>\n

            RESEARCH DESIGN: – <\/strong>The design will be used in the project is exploratory\u00a0 research\u00a0 design.<\/p>\n

            DATA COLLECTION METHODS:<\/span><\/strong><\/p>\n

            <\/span><\/strong><\/p>\n

            The data will be collected using both by primary data collection methods as well as secondary sources.<\/p>\n

            <\/strong><\/p>\n

            PRIMARY DATA<\/strong>: Most of the information will be gathered through primary sources\u2019. The methods that will be used to collect primary data are:<\/p>\n

              \n
            1. Questionnaire will be used\u00a0to\u00a0measure\u00a0the attrition\u00a0and\u00a0retention\u00a0rate\u00a0in\u00a0the organization.<\/li>\n<\/ol>\n

              <\/strong><\/p>\n

              SECONDARY DATA<\/strong>: The secondary data<\/strong> will be collected through:<\/p>\n

              a)\u00a0\u00a0\u00a0\u00a0\u00a0 Text Book<\/p>\n

              b)\u00a0\u00a0\u00a0\u00a0\u00a0 Magazines<\/p>\n

              c)\u00a0\u00a0\u00a0\u00a0\u00a0 Journals<\/p>\n

              d)\u00a0\u00a0\u00a0\u00a0 Internet<\/p>\n

              SAMPLE SIZE<\/strong>:\u00a0 50<\/p>\n

              SAMPLING TECHNIQUE:<\/strong>–<\/p>\n

              The selection of respondents will be doing on the basis of convenience sampling (Non- Probability).<\/h6>\n

              STASTICAL TOOLS:<\/span><\/strong><\/p>\n

              The tools used in this study were MS-EXCEL, MS-WORD. MS-EXCEL was used to prepare pie- charts and graphs. MS-WORD was used to prepare or write the whole project report.<\/p>\n

              <\/span><\/strong><\/p>\n

              <\/span><\/strong><\/p>\n

              METHOD USE TO PRESENT DATA:<\/span><\/strong><\/p>\n

              <\/span><\/strong><\/p>\n

              Data Analysis & Interpretation \u2013 Classification & tabulation transforms the raw data collected through questionnaire in to useful information by organizing and compiling the bits of data contained in each questionnaire i.e., observation and responses are converted in to understandable and orderly statistics are used to organize and analyze the data:<\/p>\n

              \u00a8\u00a0\u00a0\u00a0\u00a0\u00a0 Simple tabulation of data using tally marks.<\/p>\n

              \u00a8\u00a0\u00a0\u00a0\u00a0\u00a0 Calculating the percentage of the responses.<\/p>\n

              \u00a8\u00a0\u00a0\u00a0\u00a0\u00a0 Formula used = (name of responses \/ <\/strong>total responses) * 100<\/p>\n

              REPORT WRITING AND PRESENTATION<\/strong><\/p>\n

              Report Encompasses \u2013 Charts, diagrams<\/p>\n

              AREA OF STUDY: <\/strong><\/p>\n

              Attrition & & Retention <\/strong><\/p>\n

              <\/strong><\/p>\n

              LIKERT SCALES:<\/h3>\n

              A \u201cLikert scale\u201d is actually the sum of responses to several Likert items. These items are usually displayed with a visual aid, such as a series of radio buttons or a horizontal bar representing a simple scale.<\/p>\n

              In a \u201cgood\u201d Likert scale, the scale is balanced on both sides of a neutral option, creating a less biased measurement. The actual scale labels, as well as the numeric scale, may vary.<\/p>\n


              \n<\/strong><\/p>\n

              5. COMPANY PROFILE<\/span><\/strong><\/p>\n

              <\/span><\/strong><\/p>\n

              <\/span><\/strong><\/p>\n

              IBM is a global technology and innovation company that stands for progress. With operations in over 170 countries, IBMers around the world invent and integrate hardware, software and services to help forward-thinking enterprises, institutions and people everywhere succeed in building a smarter planet.<\/p>\n

              IBM has been present in India since 1992. The diversity and breadth of the entire IBM portfolio of research, consulting, solutions, services, systems and software, uniquely distinguishes IBM India from other companies in the industry.IBM India’s solutions and services span all major industries including financial services, healthcare, government, automotive, telecommunications and education, among others.<\/p>\n


              \n<\/strong><\/p>\n

              <\/strong><\/p>\n

              6<\/strong>. QUESTIONNAIRE<\/span><\/strong><\/p>\n

              <\/strong><\/p>\n

              <\/strong><\/p>\n

              Dear respondents:<\/strong><\/p>\n

              <\/span><\/strong><\/p>\n

              <\/span><\/strong><\/p>\n

              I am \u2026\u2026\u2026\u2026\u2026\u2026..<\/strong> a student doing MBA<\/strong> I am underlying a project named \u201cATTRITION ANALYSIS & RETENTION STRATEGIES AT IBM INDIA\u201d<\/strong>. So by filling this questionnaire please help me in completing my research project.<\/p>\n

              Name\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/strong><\/p>\n

              <\/strong><\/p>\n

              Age\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/strong><\/p>\n

              <\/strong><\/p>\n

              Address\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026. <\/strong><\/p>\n

              <\/strong><\/p>\n

              Gender\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/strong><\/p>\n

              <\/strong><\/p>\n

              Contact No.\u00a0\u00a0\u00a0 : \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.<\/strong><\/p>\n

              <\/span><\/strong><\/p>\n

              <\/strong><\/p>\n

              Q1. Do you think the environmental factors have affected Attrition at IBM India?<\/strong><\/p>\n

                \n
              1. Yes<\/li>\n
              2. No<\/li>\n<\/ol>\n

                Q2. Do you think that your Bank will do something to stop the attrition?<\/strong><\/p>\n

                  \n
                1. Yes<\/li>\n
                2. NO<\/li>\n<\/ol>\n

                  <\/strong><\/p>\n

                  <\/strong><\/p>\n

                  Q3. How much you were satisfied with the salary, compensations and other benefits provided\u00a0by IBM India? <\/strong><\/p>\n

                    \n
                  1. Highly Satisfied<\/li>\n
                  2. Somewhat Satisfied<\/li>\n
                  3. Highly Dissatisfied<\/li>\n
                  4. Somewhat Dissatisfied<\/li>\n
                  5. Neither satisfied nor\u00a0dissatisfied<\/li>\n<\/ol>\n

                    Q4. Were you satisfied with the kind of growth opportunities in organization?<\/strong><\/p>\n

                      \n
                    1. Most of the time<\/li>\n
                    2. Often<\/li>\n
                    3. Sometimes<\/li>\n
                    4. Rarely<\/li>\n
                    5. Almost never<\/li>\n<\/ol>\n

                      Q5. Were company\u2019s terms and conditions one\u00a0of the factors that influenced you to leave?<\/strong><\/p>\n

                        \n
                      1. Most of the time<\/li>\n
                      2. Often<\/li>\n
                      3. Sometimes<\/li>\n
                      4. Rarely<\/li>\n
                      5. Almost never<\/li>\n<\/ol>\n

                        <\/strong><\/p>\n

                        <\/strong><\/p>\n

                        Q6. Were you facing any problem of\u00a0monotony in job profile in IBM India?<\/strong><\/p>\n

                        <\/strong><\/p>\n

                          \n
                        1. Most of the time<\/li>\n
                        2. Often<\/li>\n
                        3. Sometimes<\/li>\n
                        4. Rarely<\/li>\n
                        5. Almost never<\/li>\n<\/ol>\n

                          <\/strong><\/p>\n

                          Q7. How would you rate the\u00a0working environment provided in organization? <\/strong><\/p>\n

                            \n
                          1. Excellent<\/li>\n
                          2. Good<\/li>\n
                          3. Average<\/li>\n
                          4. Poor<\/li>\n<\/ol>\n

                            <\/strong><\/p>\n

                            Q8. How\u00a0was\u00a0your\u00a0relationship\u00a0with\u00a0your\u00a0immediate\u00a0superior\u00a0and\u00a0your\u00a0colleagues\u00a0in company?<\/strong><\/p>\n

                            <\/strong><\/p>\n

                              \n
                            1. Excellent<\/li>\n
                            2. Good<\/li>\n
                            3. Average<\/li>\n
                            4. Poor<\/li>\n<\/ol>\n

                              <\/strong><\/p>\n

                              Q9. How was the appraisal system of the employees in\u00a0IBM India? <\/strong><\/p>\n

                                \n
                              1. Highly Satisfied<\/li>\n
                              2. Somewhat Satisfied<\/li>\n
                              3. Highly Dissatisfied<\/li>\n
                              4. Somewhat Dissatisfied<\/li>\n
                              5. Neither satisfied nor\u00a0dissatisfied<\/li>\n<\/ol>\n

                                <\/strong><\/p>\n

                                Q10. \u00a0Does organization takes care of\u00a0employees personal problems?<\/strong><\/p>\n

                                  \n
                                1. Most of the time<\/li>\n
                                2. Often<\/li>\n
                                3. Sometimes<\/li>\n
                                4. Rarely<\/li>\n
                                5. Almost never<\/li>\n<\/ol>\n

                                  Q11. Did the search for better jobs become\u00a0a major reason for you to leave\u00a0the IBM India?<\/strong><\/p>\n

                                    \n
                                  1. Most of the time<\/li>\n
                                  2. Often<\/li>\n
                                  3. Sometimes<\/li>\n
                                  4. Rarely<\/li>\n
                                  5. Almost never<\/li>\n<\/ol>\n

                                    Q12. . What do\u00a0you think company can do\u00a0to retain its employees for a\u00a0longer\u00a0time?<\/strong><\/p>\n

                                      \n
                                    1. Salary increment<\/li>\n
                                    2. Promotion<\/li>\n
                                    3. Transfer to preferred location<\/li>\n
                                    4. Others<\/li>\n<\/ol>\n

                                      Q13. Do you feel any political influence in Attrition and retention at your organization?<\/strong><\/p>\n

                                      <\/strong><\/p>\n

                                        \n
                                      1. Most of the time<\/li>\n
                                      2. Often<\/li>\n
                                      3. Sometimes<\/li>\n
                                      4. Rarely<\/li>\n
                                      5. Almost never<\/li>\n<\/ol>\n

                                        <\/strong><\/p>\n

                                        <\/strong><\/p>\n

                                        Q14. Do you feel that higher pay, work timings and career growth are highlighting the Attrition?<\/strong><\/p>\n

                                          \n
                                        1. Most of the time<\/li>\n
                                        2. Often<\/li>\n
                                        3. Sometimes<\/li>\n
                                        4. Rarely<\/li>\n
                                        5. Almost never<\/li>\n<\/ol>\n

                                          <\/strong><\/p>\n

                                          Q15.\u00a0Is internal hiring helps in motivating the employees?<\/strong><\/p>\n

                                            \n
                                          1. Most of the time<\/li>\n
                                          2. Often<\/li>\n
                                          3. Sometimes<\/li>\n
                                          4. Rarely<\/li>\n
                                          5. Almost never<\/li>\n<\/ol>\n

                                            <\/strong><\/p>\n

                                            Q16. What according to you is the most important reason for attrition?<\/strong><\/p>\n

                                              \n
                                            1. Lack of proper work environment<\/li>\n
                                            2. Remuneration is not according to skills<\/li>\n
                                            3. Lack of rewards for performance<\/li>\n
                                            4. Lack of job rotations<\/li>\n
                                            5. No vertical and lateral growth<\/li>\n<\/ol>\n

                                              Q17. According to you, which of the following solutions can help check attrition in the company?<\/strong><\/p>\n

                                                \n
                                              1. Bring positive changes in work environment<\/li>\n
                                              2. Provide development and skills training<\/li>\n
                                              3. Enhance the competence of managers<\/li>\n
                                              4. Provide equal work opportunity to employees<\/li>\n
                                              5. Provide opportunity to employees to earn rewards<\/li>\n
                                              6. Create a performance based reward system<\/li>\n
                                              7. Tackle and solve employee issues in real time<\/li>\n<\/ol>\n

                                                Q18. As an employee do you feel that the rate of attrition can be lowered?<\/strong><\/p>\n

                                                  \n
                                                1. Yes<\/li>\n
                                                2. No<\/li>\n<\/ol>\n

                                                  ——–<\/p>\n


                                                  \n<\/strong><\/p>\n

                                                  <\/strong><\/p>\n

                                                  7. REFERENCES<\/span><\/strong> <\/strong><\/p>\n

                                                  <\/span><\/strong><\/p>\n

                                                    \n
                                                  1. <\/li>\n
                                                  2. <\/li>\n
                                                  3. Adam, A. J. (1999). The new era for enrollment management: Recruitment, remediation, and retention in the 21st century. Battle Creek MI: Kellog Foundation.<\/li>\n
                                                  4. Ahson, N. L., Gentemann, K. M., & Phelps, L. (1998). Do stop outs return? A longitudinal studyof re-enrollment, attrition, and graduation: AIR 1998 Annual Forum.<\/li>\n
                                                  5. CSRDE. (2001a). First year retention rates: 1999 first-time freshman cohort. CSRDE. Retrieved September 9th, 2002, from the World Wide Web: http:\/\/tel.occe.ou.edu\/<\/a> csrde\/retnrate2.htm<\/li>\n
                                                  6. 4. <\/strong>Dietsche, P. (1990). \u201cFreshman attrition in a College of Applied Arts and Technology of Ontario.\u201dThe Canadian Journal of Higher Education, 20(3), 65\u201384. <\/strong><\/li>\n
                                                  7. Henke, R., Zahn, L., & Carroll, C. (2001). Attrition of new teachers among recent college graduates: Comparing occupational stability among 1992\u20131993 college graduates who taught and those who worked in other occupations. Washington, DC: National Center for Education Statistics.<\/li>\n
                                                  8. http:\/\/www.rediff.com\/money\/2005\/mar\/17bpo1.htm. last viewed on june1 , 2006<\/li>\n
                                                  9. Deccan Herald, June 02, 2004\u00a0 http:\/\/www.deccanherald.com\/deccanherald\/<\/a> Jun022004\/av2..asp<\/li>\n
                                                  10. http:\/\/www.incoming.com\/WebModules\/QueueTips\/Question.aspx?ID=87 last viewed on May 18, 2000.<\/li>\n
                                                  11. http:\/\/www.rediff.com\/rss\/moneyrss.xml. last viewed on jun3, 2006.<\/li>\n<\/ol>\n

                                                    10.\u00a0 The economic Times, April 19, 2005.<\/p>\n

                                                    11.\u00a0 The Hindustan Times May 31, 2006, New Delhi.<\/p>\n

                                                    12.\u00a0 ICFAI University, Human Resource Management.<\/p>\n

                                                    13.\u00a0 K.Aswathapa,5th edition ,Human Resource Management<\/p>\n

                                                    14.\u00a0 P.Jyothi,D.N.Venkatesh,Human Resource Management<\/p>\n

                                                    15.\u00a0 Times Of India May 2010
                                                    \n<\/strong><\/p>\n

                                                    8.\u00a0\u00a0 CHAPTERISATION<\/span><\/strong><\/p>\n

                                                      \n
                                                    1. Introduction to the study<\/li>\n
                                                    2. Company Overview<\/li>\n
                                                    3. Objective and scope of study<\/li>\n
                                                    4. Theoretical review<\/li>\n
                                                    5. Methodology (Details of methodology used in studying and collecting the data and issue will be described.<\/li>\n
                                                    6. Descriptive work (Descriptive work on the topic, this chapter will include analysis and interpretation of data tabulation and categorization)<\/li>\n
                                                    7. Study report (Study report of other researcher will be observed and analyzed<\/li>\n
                                                    8. Findings and Recommendation<\/li>\n
                                                    9. Conclusion<\/li>\n<\/ol>\n

                                                      10.\u00a0 Limitation of the study<\/p>\n

                                                      11.\u00a0 References<\/p>\n

                                                      12.\u00a0 Appendix-1 (Questionnaire prepared for conducting study will be attached and other papers which have not been mentioned above will be included).<\/p>\n

                                                      <\/strong><\/p>\n

                                                      9. PROFILE OF PROJECT GUIDE<\/span><\/h4>\n

                                                      Name\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Age\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Educational Qualification\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Professional Experience\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Organization\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Current Designation\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Brief Profile\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      (Maximum 200 Characters)<\/p>\n

                                                      Address\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      House No.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Street\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      City\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      State\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Country\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Phone Number (Office)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Phone Number (Residence)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Mobile Number (10 digits)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      Email\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 :<\/p>\n

                                                      <\/span><\/strong><\/p>\n

                                                      <\/span><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

                                                      A SYNOPSIS ON \u201cATTRITION ANALYSIS & RETENTION STRATEGIES AT IBM INDIA\u201d NDER SUPERVISION OF —————————– SUBMITTED BY NAME\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 : ENROLLMENT NO\u00a0\u00a0\u00a0 : INSTITUTE OF.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[13],"tags":[18,17,16,21,19,1149],"yoast_head":"\nIMT CDL PROJECT SYNOPSIS FORMAT - projecthelpline.in<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/projecthelpline.in\/myblog\/imt-cdl-project-synopsis-format\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"IMT CDL PROJECT SYNOPSIS FORMAT - 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