A Study of Exit Interview in Relation to Employees of Oil and Natural Gas Corporation

A Study of Exit Interview in Relation to Employees of Oil and Natural Gas Corporation

Abstract

Employees have always played a critical part in achieving a success-oriented objective in service companies. The oil and gas business is one of the fastest growing areas of the global economy. Because of the economic downturn in this industry, employees are afraid of being laid off. The purpose of this research is to determine the effect of internal marketing variables on employee work satisfaction in the oil and gas sector (e.g., extrinsic and intrinsic employee incentives, leadership, internal communication, and training and development). The responses varied by demographic and functional classification within the oil and gas sector, and there were  full and valid questionnaires received. The data was analysed using multiple regressions.

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Introduction

Human resources, via successful branding concepts and practises in the human resource management sector, contribute to the success of company productivity in the global market (Alnaçk & Alnaçk, 2012). Employer branding is the application of branding concepts to human resource management (Backhaus & Tikoo, 2004, p.501). Employer branding is used by organisations to market their image as a good place to work, as well as to raise awareness among prospective and existing workers, as well as stakeholders (Sullivan, 2004). Internal marketing is a new holistic marketing concept based on the idea that happy consumers originate from happy workers (Kotler & Keller, 2009, p.62).


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Conclusion

Because the study is limited to the oil and gas sector, the industrial coverage is similarly limited. In addition to oil and gas, future study should mix and expand the sectors involved, from fast moving goods production to a variety of other industries. Although the research has provided some fresh insights into the topic, the scope of the study's coverage is limited. More research is needed to cover the entire number of businesses engaged in random sampling and to have participants complete the survey over a longer period of time, since the companies have required many reminder calls to have the surveys completed. Employee working environment, health and safety precautions, and the connection between job happiness and employee retention should all be investigated further. Future research may incorporate a larger number of factors and sample sizes, as well as mediating effects.


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