A Study on Employee Engagement Practices and Their Impact on Retention in Trident Pneumatics
ARCHANA J
ABSTRACT
This study provides an in-depth analysis of employee engagement practices at Trident Pneumatics and examines their direct and indirect influence on employee retention. In the current competitive business environment, retaining skilled and motivated employees is a crucial factor for organizational sustainability and growth. As such, employee engagement has emerged as a key strategic priority, reflecting the degree to which employees are emotionally and intellectually connected to their work and organization.
The primary objective of this research is to identify the various employee engagement initiatives currently implemented at Trident Pneumatics and to assess how these initiatives impact employee satisfaction, involvement, and overall intention to remain within the organization. The study further investigates the correlation between different engagement factors—such as recognition, effective communication, training and development, career advancement, leadership involvement, and work environment—and employee retention.
A descriptive research design was adopted to capture and interpret the existing practices and employee perceptions accurately. Primary data was collected through structured questionnaires, designed with both qualitative and quantitative questions, and administered to a stratified random sample of employees across different functional departments. The study also utilized secondary data sources, including company records and relevant literature, to support the analysis.
For data analysis, tools such as percentage analysis, mean score ranking, and correlation analysis were applied to identify patterns and relationships between engagement practices and turnover intentions. The results of the study revealed a strong positive correlation between well-executed engagement strategies and higher retention rates. Employees who experienced greater involvement, received constructive feedback, and were provided with opportunities for growth and recognition demonstrated a significantly stronger commitment to the organization.
Keywords:
Employee Engagement , Retention , Organizational Commitment
