CHAPTER - I

INTRODUCTION

INTRODUCTION
PEOPLE are the most important and valuable resource every organization has
in the form of its employees. Dynamic people can make dynamic organizations.
Effective employees can contribute to the effectiveness of the organization
Competent and motivated people can make things happen and enable an
organization to achieve its goals.
Organizations have now started realizing that the systematic attention to human
resources is the only way to increase organizational efficiency in terms
productivity, quality, profits and better customer orientation. HR can help deliver
organizational excellence by focusing on learning, quality, teamwork, and through
various employee friendly strategies.
The HR Policies in an organization helps every individual to raise his/her potential
in all facets by helping him to be satisfied and secured about his present and
future.
The current project has been accomplished in Edlogix Software Solutions Pvt.
Ltd. This project has been accomplished in two parts:
The first priority was to understand the HR policies at Edlogix Software
Solutions.
The secondary priority was to understand the working of an HR department
including various processes like recruitment & selection, induction, training &
development, compensation etc. and to suggest improvement measures.

NEED OF THE STUDY

Human resource management is concerned with people element in management.
Since every organization is made up of people, acquiring their services,
developing their skills/ motivating to high level of performances and ensuring that
they continue to maintain their commitments to the organization which are
essential to achieve organizational objectives.
This project is meant to know the Human Resource Policies in the organization.
The HR Policies are a tool to achieve employee satisfaction and thus highly
motivated employees. The main objective of various HR Policies is to increase
efficiency by increasing motivation and thus fulfill organizational goals and
objectives.
The objective is to provide the reader with a framework of the HR Policy Manual
and the various objectives that the different policies aim to achieve.

OBJECTIVES OF THE STUDY

1.

To explain the importance of HR Polices in any organization.

2.

To study the HR Policies at Edlogix Software Solutions.

3.

To take the feedback of employees at Edlogix on the existing HR policies.

4.

To identify the positives & drawbacks in the current policies.

5.

To suggest improvement measures in the HR Policies thereby increasing

the employee productivity, satisfaction and motivation levels.

SCOPE OF THE STUDY

In any organization human resource is the most important asset. As most
of the companys overall performance depends on its employees performance
which depends largely on the HR Policies of the organization. So the project has
wide scope to help the company to perform well in todays global competition.
The core of the project lies in analyzing and assessing the organization and
to design an HR Policy manual for the organization.

RESEARCH METHODOLOGY
Research Methodology is a term made up of two words, research &
methodology. Research means search for knowledge. It is a scientific and
systematic search for potential information on a specific topic. It is an art of
scientific investigation. It is careful investigation or inquiry especially for search
of new fact in any branch of knowledge.

Methods Of Data Collection

Data can be of two types primary and secondary data. Primary data are those
which are collected afresh and for the first time, and it is in original form. Primary
data can be collected either through experiment or through survey. The researcher
has chosen the survey method for data collection. In case of survey, data can be
collected by any one or more of the following ways:

Observation

Questionnaire

Personal or Group Interview

Telephone survey

Communication with respondents

Analysis of documents and historical records

Case study

Small group study of random behavior

Questionnaire method of data collection is chosen to collect the data due to

limited time in hand. While designing data-collection procedure, adequate
safeguards against bias and unreliability must be ensured. Whichever method is
selected, questions must be well examined and be made unambiguous. The
collected data has been checked for completeness, comprehensibility, consistently

and reliability. Secondary data which have already been collected and analyzed by
someone else is also used to prepare the report. Various information from journals,
historical documents, magazines and reports is also used to prepare the report.
For the present piece of research, the following methods have been used:

Questionnaire

Interview

Observation

Sample Of The Study

A sample design is a definite plan for obtaining a sample from the

sampling frame. It refers to the technique or the procedure the researcher
would adopt in selecting some sampling units from which inferences
about the population is drawn. Sampling design is determined before any
data are actually collected for obtaining a sample from a given
population. The researchers must decide the way of selecting a sample.

There are various methods o sampling like systematic sampling, random

sampling, deliberate sampling, mixed sampling, cluster sampling, etc.
Among these methods of sampling researcher has used random sampling
so that bias can be eliminated and sampling error can be estimated.
Designing samples should be made in such a fashion that the samples
may yield accurate information with minimum amount of research effort.

Sampling

Sampling may be defined as the selection of some part of an aggregate or

totality on the basis of which a judgment or inference about an entire
population by examining only a part of it.

The items so selected constitute what is technically called a sample, their

selection process or technique is called sample design and the survey
conducted in the basis of sample is described as sample survey.

Sample Size
In sampling design the most complicated question is: what should be the
size of the sample. If the sample size is too small, it may not serve to achieve the
objectives and if it is too large, we may incur huge cost and waste resources. So
sample must be of an optimum size that is, it should neither be excessively large
nor too small. Here, researcher has taken 30 as the sample size.
Hypothesis Of Project

Human Resource Policies provided by the organization of employees

works as an agent for the growth of employees and also motivates the
employees to perform well i.e. employee performance and satisfaction is
the valuable outcome of sound of HR Policies of the organization.

Ensure healthier growth of organization in terms of business and

motivation among mangers.

The various HR Policies in Edlogix Software Solutions Pvt. Ltd. makes

the employees enthusiastic towards work.

About The Questionnaire

In this method a questionnaire is sent to the employees concerned with a
request to answer the questions and return the questionnaire. The questionnaire
consisted of a number of questions printed or typed in a definite order. The
employees have to answer the questions on their own. This method of data

collection is chosen due to low cost incurred, it is free from bias of the interviewer
and respondents have adequate time.

LIMITATIONS
The limitations of the study are the following

The data was collected through questionnaire. The responds from the
respondents may not be accurate.

The sample taken for the study was only 50 and the results drawn may not
be accurate.

Since the organization has strict control, it acts as another barrier for
getting data.

Another difficulty was very limited time-span of the project.

Lack of experience of Researcher.

CHAPTER - II
REVIEW OF LITERATURE

10

HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct which
formulate, redefine, break into details and decide a number of actions that
govern the relationship with employees in the attainment of the organization
objectives.
HR Policies cover the following:
o

Policy of hiring people with due respect to factors like reservations, sex,
marital status, and the like.

Policy on terms and conditions of employment-compensation policy and

methods, hours of work, overtime, promotion, transfer, lay-off and the like.

Policy with regard medical assistance-sickness benefits, ESI and company

medical benefits.

Policy regarding housing, transport, uniform and allowances.

Policy regarding training and development-need for, methods of, and

frequency of training and development.

Policy regarding industrial relations, trade-union recognition, collective

bargaining,

grievance

procedure,

communication with workers.

11

participative

management

and

12

Formulating Policies
There are five principal sources for determining the content and meaning of
policies:
1.

Past practice in the organization.

2.

Prevailing practice in rival companies.

3.

Attitudes and philosophy of founders of the company as also its directors

and the top management.

4.

Attitudes and philosophy of middle and lower management.

5.

The knowledge and experience gained from handling countless personnel

problems on day to day basis.

13

Benefits Of HR Policies
Organizations should have personnel policies as they ensure the following
benefits:
a.

The work involved in formulating policies requires that the management

give deep thought to the basic needs of both the organization and the
employees. The management must examine its basic convictions as well as
give full consideration to the prevailing practices in other organizations.

b.

Established policies ensure consistent treatment of all personnel

throughout the organization. Favoritism and discrimination are, thereby,
minimized.

c.

Continuity of action is assured even though top management personnel

change. The CEO of a company may possess a very sound personnel
management philosophy. He/she may carry the policies of the organization
in his/her head, and he she may apply them in an entirely fair manner. But
what happens when he/she retires? The tenure of office of nay manager is
finite. But the organization continues. Policies promote stability.

d.

Policies serve as a standard of performance. Actual results can be

compared with the policy to determine how well the members of the
organization are living up to the professional intentions.

e.

Sound policies help build employee motivation and loyalty. This is

especially true where the policies reflect established principles of fair play
and justice and where they help people grow within the organization.

f.

Sound policies help resolve intrapersonal, interpersonal and intergroup

conflicts.

14

Principles Of HR Policy
1.

Principle of individual development to offer full and equal opportunities

to every employee to realize his/her full potential.

2.

Principle of scientific selection to select the right person for the right job.

3.

Principle of free flow of communication to keep all channels of

communication open and encourage upward, downward, horizontal,
formal and informal communication.

4.

Principle of participation to associate employee representatives at every

level of decision-making.

5.

Principle of fair remuneration to pay fair and equitable wages and

salaries commensurate with jobs.

6.

Principle of incentive to recognize and reward good performance.

7.

Principle of dignity of labour to treat every job and every job holder with
dignity and respect.

8.

Principle of labour management co-operation to promote cordial

industrial relations.

9.

Principle of team spirit to promote co-operation and team spirit among

employees.

10.

Principle of contribution to national prosperity to provide a higher

purpose of work to all employees and to contribute to national prosperity.

15

HR Policies In Edlogix Software Solutions

In reviewing the purpose of HR Policies at Edlogix Software Solutions
Pvt. Ltd., the organization stated that the HR Policies has been a key part of the
management process for the effective utilization of human resource. The company
aims to fulfill the following objectives through its HR Policies:

Ensure a high degree of selectivity in recruitment so as to secure super

achievers and nurture them to excel in their performance.

Impart such induction, orientation and training as to match the individual

to the task and inculcate a high sense of organizational loyalty.

Provide facilities for all round of growth of individual by training in and

outside the organization, reorientation, lateral mobility and selfdevelopment through self-motivation.

Groom every individual to realize his potential in all facets while

contributing to attain higher organizational and personal goals.

Build teams and foster team-work as the primary instrument in all

activities.

Recognize worthy contributions in time and appropriately, so as to

maintain a high level of employee motivation and morale. Appraisals and
promotions shall be ethical and impartial.

Implement equitable, scientific and objective system of rewards, incentives

and control.

Contribute towards health and welfare of employees.

16

The various procedures that form the HR Policy of the Organization are:
1.

Recruitment and selection of manpower

2.

Induction and Placement

3.

Job Rotation

4.

Performance appraisal

5.

Counseling

6.

Career Planning

7.

Succession planning

8.

Employee training and Development

9.

Human Resource Information Management System

10.

Retirement Planning

11.

Job Enrichment

12.

Exit Interviews

A brief preview of the above mentioned policies and the various objectives that
these policies aim to achieve are given in the subsequent chapters.
Due to high level of secrecy maintained in the organization, the policies given
below are according to my understanding and interpretation of the subject.

17

1.

Recruitment Policy

In Edlogix Software Solutions Pvt. Ltd, recruitment and selection

of personnel is explicitly based on the criteria of their knowledge,
skills and attitudes, so as to secure super achievers and nurture
them to excel in their performance.

All fresh candidates are absorbed only after satisfactory completion

of appropriate training.

All direct recruitment is through the HR department.

Detailed selection procedures as decided from time to time are

adhered to without any compromise.

Above procedures shall undergo continuous refinement through

evaluation and feedback.

2.

Induction And Placement Policy

At Edlogix Software Solutions Pvt. Ltd, new recruits imparted

such induction, orientation, training and placement so as to
individuals to the task and inculcate a high sense of organizational
loyalty.

The HRD Department and the concerned heads of parent

departments prepare a well-structured Induction Program to
acquaint the new recruits with the people, organizational structure,
and interface between different departments, functions and culture
of the organization.

The Induction Program is formulated to suit the position of the

candidate and necessary to be provided to him.

18

3. Job Rotation Policy

At Edlogix Software Solutions Pvt. Ltd, facilities are provided

for all-round growth of individuals through lateral mobility. This
shall enhance their employability as well as equip them to shoulder
higher responsibilities.

Systematic Job Rotation from time to time shall have a revitalizing

effect on the individual as well as the organization.

All promotions to the level of HODs will be considered only when

an individual has undergone rotation through at least 2 sections.

4.

Performance Appraisal Policy

Performance Appraisal grooms every individual to realize his

potential in all facets by helping to identify and achieve his
personal goals within the framework of organizational objectives.

Appraisals shall be ethical and impartial so as to recognize worthy

contributions appropriately and in time in order to maintain a high
level of employee motivation and morale.

The Performance Appraisal Systems aims at integration of

individual and organizational goals.

19

5.

Counseling
Counseling sessions, which are conducted by HR Department OR
Professional Counselor OR Performance Appraiser, are available to all the
employees in order to fulfill the following objectives:

To enhance employees competence and job satisfaction.

To prepare employees for future responsibilities.

To establish a better working relationship between the superior and

subordinate.

6.

To enable employees to cope with personal problems.

Career Planning Policy

Career Planning system in Edlogix Software Solutions Pvt. Ltd is

aimed at developing people of the right caliber to meet present and
future needs of the organization. It shall be an essential ingredient
for Succession Planning.

The mandatory factors to be considered prior to career planning

shall be:
a.

The organizations long and short term plans.

b.

Manpower skills required towards implementing these

plans.

c.

Attrition rate of people with high potential, above average

and average caliber.

d.

Recruitment through internal and external sources at all

levels and its ratio as appropriate to the organization.

e.

The number of people recruited and trained every year.

f.

The number of high flyers that the organization requires or

can accommodate within the organization at different levels
for smooth succession.
20

7.

Succession Planning Policy

HODs and above identify successors, primary and secondary, to his
position at the time of annual appraisal. This is reviewed every year along
with the annual appraisal.

8.

Training And Development Policy

At Edlogix

Software Solutions

Pvt. Ltd, training

and

development activities strive to ensure continuous growth of

organization by nurturing the strengths of the employees and
providing the environment and opportunity for every individual to
realize his/her potential.

The policy aims at broadening the outlook of the individuals and

bridging the gap between actual performance and the performance
necessary to deliver results.

Facilities are provided to all individuals towards self development

and all round growth through training.

HR Department identifies average performers and provide special

training.

9.

Human Resource Information Management System

Human Resource Information Management Systems (HRIMS)

aims at:
a.

Providing

accurate

information

about

employees

to

management for decision making.

b.

Eliminating duplication of efforts.

c.

Offering quick and easy access to human resource

information at random as well as in regular report form.

21

The system has two layers of security. Access to the system is

through keying in the valid combination of username and
password. Permission to access certain programs is restricted to
identify key personnel.

An integrated employee database is maintained and continuously

updated with information from personnel at regular intervals
regarding biographical data, work experience, qualifications,
appraisal, training and career paths.

10.

Retirement Planning

At Edlogix Software Solutions Pvt. Ltd, retirement of all

individuals is aided through planned programs by HR Department
so as to lessen the associated misgivings and anxiety.

11.

Job Enrichment

Edlogix Software Solutions Pvt. Ltd follows a people centered

approach to job enrichment with a view to enhance the
performance of the employee, leading to higher job satisfaction.

12.

Exit Interviews

The organization has a regular turnover of employees due to

various reasons such as retirement, voluntary retirement, and
resignation etc. from time to time. Feedback is obtained from the
employee on occasions of separation from the organization. Such
feedback on matters that effect well being of the people is useful in
improving the organization in respect of HR Policies and practices.

22

CHAPTER - III
COMPANY PROFILE

23

Edlogix Software Solutions Pvt. Ltd.

Company Overview
Edlogix Software Solutions Pvt. Ltd. is an information technology
services provider of software solutions and human capital needs to leading
businesses across the globe. A long time player in the business, the company
has helped clients maximize value from deploying their applications across
various platforms and vendors.

Edlogix delivers solutions that help automate and streamline process

and practices across the enterprise. This in turn, helps the enterprise to develop
an adaptive infrastructure to deal with real-time market dynamics. With its
combination of people, processes, technology, and delivery models, Edlogix
can be your preferred technology solutions partner.

Products:
1 Consulting
Many IT consulting companies specialize in one or two areas. At
Edlogix Software Solutions you will find that we are well versed in many IT
industries, technologies, and industry trends. At Edlogix, we feel this diversity
is one of strengths we bring to the table. We are often able to see the big
picture, and use our knowledge of other industries and areas to apply and
improve our clients particular needs. We find that all too often a client looks to
just their competitors or the industry they are in for their answers.

However, looking outside the box can really open up a world of

options, unique answers, and potential competitive advantages. This is where
Edlogix can come into the picture, and provide guidance, leadership, and
solutions. We offer a wealth of talented, well rounded consultants, system

24

architects, business solution experts, and leaders that can add extreme value to
almost any situation.
2. Solutions
One of Edlogix Software Solutions core strengths and focuses is being
a full solutions IT provider. Edlogix solutions that exceed expectations at a cost
very few can offer. For over 5 years Edlogix has been providing IT solutions in
varied industries using a wide range of technologies. We care about our clients
and the quality of the work we provide. Edlogix works hand in hand with our
clients to fully understand their business practices, their IT needs, their goals,
and the solutions they are looking for. Once we understand your company and
its needs, we can then offer and provide solutions that make sense.

Edlogix Software Solutions can provide custom designed solutions

tailored to meet specialty needs you may have, or we can install and configure
a packaged solutions that makes sense for your company. We have provided
full end to end custom solutions for many Fortune 500 companies as well as to
small startup companies and anything in between. Being a Microsoft Gold
Certified partner, also allows us to specialize and provide custom solutions
utilizing a wealth of Microsoft software and applications.

Our resume includes a very diverse set of past and current solutions and
projects.

A few examples include:

Complex custom dynamic websites for clients such as insurance,
healthcare, logistics retails stores, education, etc.
1.

Full custom enterprise resource planning solutions integrating time

tracking, project scheduling, resource tracking, reporting, and
accounting.

25

2.

Inventory tracking and management solutions.

3.

High end printing automation solutions.

4.

Many state and government IT solutions in multiple states.

5.

End to end Microsoft SharePoint solutions.

6.

Extensive database and data warehouse solutions.

7.

Miscellaneous applications in many other technologies and platforms.

At Edlogix Software Solutions, all our solutions and work come with a
warrantee that proves we stand behind all our work and solutions. We are a
very client focused and client satisfaction driven organization from top to
bottom. This is very apparent by the amount of repeat and long term clients we
have and retain.

You will find that Edlogix Software Solutions is more than willing to
meet with you at your convenience and discuss any IT needs and services you
may have.

3. Document Automation
With vast amounts of dynamic content continually flowing in and out
of your organization these days, we at Edlogix Software Solutions might just
be the solution you are looking for. We can offer our professional consulting
services and a wealth of experience with tools like HP Exstream to provide
flexible customized printing solutions tailored to meet your specific business
needs.

In todays economy it is not always possible to spend the time and

money to train and staff resources to work with very specialized tools like HP
Exstream. Edlogix Software Solutions Pvt. Ltd can offer you professionals that
are fully trained in tools like HP Exstream. Our resources can be used to
26

supplement your team, and/or contracted to perform a project and/or ongoing

work.
Edlogix Software Solutions is a full IT solutions provider that has
designed, developed, and delivered many successfully print projects to clients
in a wide range of industries. Edlogixs development and testing staff have
been trained and specialize in the use of HP Exstream and other printing
related tools and techniques. The Edlogix management team offers a great deal
of experience, strong leadership, and the desire to achieve client satisfaction.
Together, the Edlogix team is committed to working with you to fully design
and implement the solution that works for your needs.

Services:
HP Exstream resources
Document automation support
Custom solutions
Ongoing maintenance and support

1. Managed Services
So you have your website or application up and running just as you wanted it
what now? You may find that in a lot of cases these things do not just continue
to run as desired. Maybe you have discovered you would like some additional
features, or maybe an operating system change or new release of something
else we cause you to have to make changes, or maybe you just dont have the
resources to keep up with managing your IT applications. Edlogix Software
Solutions can offer a wide range of solutions for managing your ongoing IT
services including:

Edlogix Software can supplement your current staff with our IT

professionals

27

Edlogix can take over maintenance and upkeep on your IT services at

our locations or yours

Edlogix can be contracted on a time and materials basis to work on

your ongoing IT needs

Edlogix can help find the person you are looking for to manage your IT
services, so that you can permanently hire them if you desire.

In todays dynamic and customized IT services world, it is critical to

keep systems up and running. So often an entire organization can be crippled if
any one of their IT services goes down and becomes unavailable for any
extended period of time. Ongoing maintenance, enhancements, and general
upkeep can be an area that an organization easily overlooks until its too late
and a system crashes.

Is there a disaster recovery plan? Can someone actually execute it? Are
there experts on staff or available to you that are familiar with your systems
and set up and can get you back up and running quickly? Any organization that
counts on IT services to run their business should be asking themselves these
and several other questions. At Edlogix Software Solutions we can work with
you to manage your ongoing IT services and help you answer YES to your
organizations critical IT questions.

2. Staff Augmentation
In todays quick changing and aggressive IT Industry it is not always
possible or practical to staff full time IT professionals that you may need to
build, enhance, or upgrade the IT in your company. At Edlogix Software
Solutions, we specialize in understanding your IT needs and working with you
to find the resources that will help make your organization successful.

28

One of the major strengths of the Edlogix is their focus, attention to

detail, and overall knowledge of staff augmentation services. Edlogix has been
working in this realm for over 12 years and as evident by its many high profile
and repeat clients, is very successful at it.

Our well rounded and experienced recruiters not only recruit for the
general public but, for Edlogix itself and its many projects. At Edlogix, we are
a full solutions IT provider, and because we are always internally managing
and working on client projects we know and are familiar with a vast majority
of the IT world and the needs many organizations would have. In other words,
we have done it so we understand what it takes to do it.

It all starts with understanding your needs. We understand that many

candidates could potentially fill your requirements but, are they truly a fit for
your organization? Our recruiters work hard to understand the job
requirements, as well as the dynamics around and in your organization, and
any intangible needs your organization may have for a candidate.

Edlogix Software Solutions has a very rigorous screening and

evaluation process for each candidate. We dont just give you a stack of
resumes and let you pick. Edlogix adds a tremendous amount of value by
researching each candidate and narrowing down your choices so that your
selection process is much quicker and easier.

Generally, candidates go through a series of interviews, both technical

and non-technical, so that our staff gets to know the candidate as much as
possible. Candidates can also be tested in specific technologies to assure their
resume and actual technical background match. Ultimately, Edlogix Software
Solutions strives to present valid, experienced candidates that makes sense for
each particular client and their needs.

29

At Edlogix Software Solutions, we maintain a substantial database of

potential candidates that have already been screened and could potentially be a
match for future clients. In many cases this significantly speeds up the time
necessary to present the client with potential candidates.
Clients have many options as to what type of staff augmentation service
Edlogix can provide. We work with just about every possible scenario
including:

Direct Hires;

Contracts;

Contract to hire;

Time and materials;

Consulting services;

There are a lot of players out there in the staff augmentation world but,
not many that truly take the time to understand the clients and candidates
needs and concerns. We work hard to nurture each and every relationship we
have, in order to build long term relationships with all of our clients.

3. Technology
Can any company keep up with technology? Should you? Can you
afford to? How do you know if your technology direction/choice is a good
decision for the future? What advantages does newer technology provide?

Technology is ever changing and in many companies a large factor in

the way a company does business. Of course if utilized correctly, technology
can be a huge completive advantage, provide cost savings, increase

30

productivity, and open up doors that many businesses never had before.
However, choose the wrong direction and in no time at all you can be obsolete,
forever have maintenance issues and costs, and never really get what you
wanted or meets your companys needs. Technology is ever changing and in
many companies a large factor in the way a company does business. Of course
if utilized correctly, technology can be a huge completive advantage, provide
cost savings, increase productivity, and open up doors that many businesses
never had before. However, choose the wrong direction and in no time at all
you can be obsolete, forever have maintenance issues and costs, and never
really get what you wanted or meets your companys needs.

At Edlogix Software Solutions, Technology is our business. Whether

its older, current, or future technology Edlogix Software Solutions often lives
and breathes it. On a daily basis we work with clients from a variety of
industries, infrastructures, platforms, operating systems, and languages. Our
professionals have 1000s of hours of training and have achieved certifications
in many of yesterdays and todays latest technologies.

We also have many Microsoft certified, Sun Java certified, Project

Management Professionals (PMP), and many other certifications within our
company.

Our professionals can develop, implement, maintain, and enhance using

a wide range of computer languages and skill sets. On a regular basis we often
work on projects, or place candidates that work with just about any computer
language or technology.

While many organizations fear technology and change, they still know
they have to deal with and use it. Edlogix Software Solutions works with you
and/or for you to solve and provide all your technology needs thus letting you

31

concentrate on the other aspects of your business. You can focus on what you
do best, and feel confident we will take care of what we do best the
technology!

32

INDUSTRY PROFILE:
Information Technology in India
The Indian information technology (IT) industry has played a key role in
putting India on the global map. Over the past decade, the Indian IT-BPO sector
has become the countrys premier growth engine, crossing significant milestones
in terms of revenue growth, employment generation and value creation, in
addition to becoming the global brand ambassador for India.

According to a research report published by National Association of

Software and Service Companies (NASSCOM), IT-BPO Sector in India:
Strategic Review 2010, the IT-BPO industry is estimated to aggregate revenues of
US$ 73.1 billion in FY2010, with the IT software and services industry
accounting for US$ 63.7 billion of revenues.

The Indian information technology industry accounts for a 5.19% of the

country's GDP and export earnings as of 2010, while providing employment to a
significant number of its tertiary sector workforce. More than 2.3 million people
are employed in the sector either directly or indirectly, making it one of the
biggest job creators in India and a mainstay of the national economy. In FY 2010,
annual revenues from outsourcing operations in India amounted to US$50 billion
and this is expected to increase to US$225 billion by 2020.
IT services is expected to grow by 2.4 per cent in 2011, and 4.2 per cent in
2012 as companies coming out of recession harness the need for information
technology to create competitive advantage.
NASSCOM said that the domestic IT-BPO is expected to grow by 15-17
per cent during FY11. According to NASSCOM, the industry will witness a
healthy growth in 2011, led by growth in the core markets and supplemented by
significant contributions from emerging markets. Growth drivers include a thrust
on platform BPO, Analytics, Finance & Accounting, Remote Infrastructure

33

Management, ADM, and Cloud Services. The annual survey on the outlook for
FY10-11 said that the growth in the domestic IT-BPO spend is driven by a robust
economy, increased IT spending by government and adoption of IT by SMBs.
The data centre services market in the country is forecast to grow at a
compound annual growth rate (CAGR) of 22.7 per cent between 2009 and 2011,
to touch close to US$ 2.2 billion by the end of 2011, according to research firm
IDC India's report published in March 2010. The IDC India report stated that the
overall India data centre services market in 2009 was estimated at US$ 1.39
billion.
India will see its number of internet users triple to 237 million by 2015,
from 81 million registered in September 2010, according to a report titled
'Internet's New bn', by the Boston Consulting Group (BCG). BCG said Internet
penetration rate in India is expected to reach 19 per cent by 2015, up from the
current seven per cent.
TRAI said on December 7, 2010 that it was targeting a 10-fold increase in
broadband subscribers to 100 million by 2014. The country has 10.29 million
subscribers now. "We will have 100 million broadband subscribers by 2014," J.S.
Sarma, Chairman, Telecom Regulatory Authority of India (TRAI) said at the fifth
India Digital Summit 2010 organized by the Internet and Mobile Association of
India.
Overall India PC market sales touched 27.9 lakh units during the JulySeptember 2010 quarter recording a 27 per cent year-on-year (y-o-y) and an 18
per cent quarter-on-quarter (q-o-q) increase. Desktop PC sales accounted for
nearly two-thirds of total PC sales at 1.67 million units, representing a 15 per cent
increase y-o-y. The sales of Notebook computers grew at 52 per cent y-o-y to
cross 1.11 million units for the quarter, according to research firm IDC India.
Outsourcing
India is a preferred destination for companies looking to offshore their IT
and back-office functions. It also retains its low-cost advantage and is a financially
34

attractive location when viewed in combination with the business environment it

offers and the availability of skilled people.
Some big deals in the outsourcing space include:
1.

Four Soft Ltd, which offers software solutions for the logistics and
transportation industry, has signed a large contract with Jacobson
Companies, for implementing its multimodal transport management
system and business intelligent tool across Jacobson locations globally.

2.

Information technology (IT) services and solutions provider Patni

Computer Systems has signed a five-year contract worth over US$ 32.09
million with UK-based IT services provider 2e2. Patni will provide a range
of support services to 2e2s end-user clients and in-house support services.

3.

Firstsource Solutions, a Mumbai-based business process outsourcing

(BPO) provider, has announced a five-year outsourcing partnership with
Barclaycard, the UK-based credit card and consumer lending business of
Barclays PLC.

4.

Vertex, a global customer management outsourcing (CMO) and business

process outsourcing (BPO) company, has announced a joint venture with
Shell Transource to address the domestic BPO market. Vertex will own
over 70 per cent in the joint venture, with Shell Transource holding the
rest.

5.

Patni Computer Systems has secured outsourcing engagements from the

Scandinavian insurance company Codan Group and the UK-based Serco
Learning.

Domestic Markets
The market for enterprise networking equipment in India is estimated to
grow from US$ 1 billion in 2010 to US$ 1.9 billion by 2012, recording a
compounded annual growth rate (CAGR) of 15 per cent during this period,
according to a study by Springboard Research titled Epicenter of GrowthIndian
Enterprise Networking Equipment Market Report' released in December 2010.

35

Investments
Between April 2000 and December 2010, the computer software and
hardware sector received cumulative foreign direct investment (FDI) of US$
10,406.16 million, according to the Department of Industrial Policy and
Promotion.
The total investments of EMC Corporation, a leading global player of
information infrastructure solutions in India, will touch US$ 2 billion (over US$
2.01 billion) by 2014.
Syntel, an IT company, plans to invest around US$ 50 million in its global
development centre in Chennai.
Russian IT security software provider, Kaspersky Lab, will be investing
US$ 2 million in its India operations at Hyderabad during the next financial year.
Government Initiatives
The government has constituted the Technical Advisory Group for Unique
Projects (TAGUP) under the chairmanship of Nandan Nilekani. The Group would
develop IT infrastructure in five key areas, which includes the New Pension
System (NPS) and the Goods and Services Tax (GST).
The government set up the National Taskforce on Information Technology
and Software Development with the objective of framing a long term National IT
Policy for the country.
Enactment of the Information Technology Act, which provides a legal
framework to facilitate electronic commerce and electronic transactions.
Setting up of Software Technology Parks of India (STPIs) in 1991 for the
promotion of software exports from the country, there are currently 51 STPI
centres where apart from exemption from customs duty available for capital goods
there are also exemptions from service tax, excise duty, and rebate for payment of
Central Sales Tax. But the most important incentive available is 100 per cent

36

exemption from Income Tax of export profits, which has been extended till 31st
March 2011.
Government is also setting up Information Technology Investment
Regions (ITIRs). These regions would be endowed with excellent infrastructure
and would reap the benefits of co-siting, networking and greater efficiency
through use of common infrastructure and support services
Moreover, according to NASSCOM government, IT spend was US$ 3.2
billion in 2009 and is expected to reach US$ 5.4 billion by 2011. Further,
according to NASSCOM, there is US$ 9 billion business opportunity in egovernance in India.
The most prominent IT hub is IT capital Bangalore. The other emerging
destinations are Chennai, Hyderabad, Mumbai, Pune, NCR, Jaipur and Kolkata.
Technically proficient immigrants from India sought jobs in the western world
from the 1950s onwards as India's education system produced more engineers
than its industry could absorb. India's growing stature in the information age
enabled it to form close ties with both the United States of America and the
European Union. However, the recent global financial crisis has deeply impacted
the Indian IT companies as well as global companies. As a result hiring has
dropped sharply and employees are looking at different sectors like financial
service, telecom or manufacturing industries, which are growing phenomenally
over the last few years. Due to meltdown the IT industry's pace of growth has
dropped significantly many experts believe that it has lost it flair.
India's IT Services industry was born in Mumbai in 1967 with the
establishment of Tata Group in partnership with Burroughs. The first software
export zone SEEPZ was set up here way back in 1973, the old avatar of the
modern day IT park. More than 80 percent of the country's software exports
happened out of SEEPZ, Mumbai in 80s.
Each year India produces roughly 500,000 engineers in the country, out of
them only 25% to 30% possessed both technical competency and English

37

language skills, although 12% of India's population can speak in English. India
developed a number of outsourcing companies specializing in customer support
via Internet or telephone connections.
By 2010, India also has a total of 37,160,000 telephone lines in use, a total
of 506,040,000 mobile phone connections, a total of 81,000,000 Internet users
comprising 7.0% of the country's population, and 7,570,000 people in the country
have access to broadband Internet making it the 12th largest country in the
world in terms of broadband Internet users. Total fixed-line and wireless
subscribers reached 543.20 million as of November, 2010.
Formative years (till 1991)
The Indian Government acquired the EVS EM computers from the Soviet
Union, which were used in large companies and research laboratories. In 1968
Tata Consultancy Servicesestablished in SEEPZ, Mumbai by the Tata Group
were the country's largest software producers during the 1960s. As an outcome of
the various policies of Jawaharlal Nehru (office: 15 August 1947 27 May 1964)
the economically beleaguered country was able to build a large scientific
workforce, second in numbers only to that of the United States of America and the
Soviet Union.
On 18 August 1951 the minister of education Maulana Abul Kalam Azad,
inaugurated the Indian Institute of Technology at Kharagpur in West Bengal.
Possibly modeled after the Massachusetts Institute of Technology these
institutions were conceived by a 22 member committee of scholars and
entrepreneurs under the chairmanship of N. R. Sarkar.
Relaxed immigration laws in the United States of America (1965) attracted
a number of skilled Indian professionals aiming for research. By 1960 as many as
10,000 Indians were estimated to have settled in the US.
By the 1980s a number of engineers from India were seeking employment
in other countries. In response, the Indian companies realigned wages to retain
their experienced staff. In the Encyclopedia of India, Kamdar (2006) reports on

38

the role of Indian immigrants (1980 - early 1990s) in promoting technologydriven growth:
The National Informatics Centre was established in March 1975. The
inception of The Computer Maintenance Company (CMC) followed in October
1976. Between 1977-1980 the country's Information Technology companies Tata
Infotech, Patni Computer Systems and Wipro had become visible. The 'microchip
revolution' of the 1980s had convinced both Indira Gandhi and her successor
Rajiv Gandhi that electronics and telecommunications were vital to India's growth
and development. MTNL underwent technological improvements.
Between 1986-1987, the Indian government embarked upon the creation of
three wide-area computer networking schemes: INDONET (intended to serve the
IBM mainframes in India), NICNET (the network for India's National Informatics
Centre), and the academic research oriented Education and Research Network
(ERNET).
19912001
Regulated VSAT links became visible in 1985. Desai (2006) describes the
steps taken to relax regulations on linking in 1991:
In 1991 the Department of Electronics broke this impasse, creating a
corporation called Software Technology Parks of India (STPI) that, being owned
by the government, could provide VSAT communications without breaching its
monopoly. STPI set up software technology parks in different cities, each of
which provided satellite links to be used by firms; the local link was a wireless
radio link. In 1993 the government began to allow individual companies their own
dedicated links, which allowed work done in India to be transmitted abroad
directly. Indian firms soon convinced their American customers that a satellite link
was as reliable as a team of programmers working in the clients office.
Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic
Mail Service in 1991, the 64 kbit/s leased line service in 1992, and commercial

39

Internet access on a visible scale in 1992. Election results were displayed via
National Informatics Centre's NICNET.
The Indian economy underwent economic reforms in 1991, leading to a
new era of globalization and international economic integration. Economic growth
of over 6% annually was seen between 1993-2002. The economic reforms were
driven in part by significant the internet usage in the country. The new
administration under Atal Bihari Vajpayeewhich placed the development of
Information Technology among its top five priorities formed the Indian
National Task Force on Information Technology and Software Development.
Wolcott & Goodman (2003) report on the role of the Indian National Task
Force on Information Technology and Software Development:
The Task Force could act quickly because it built upon the experience and
frustrations of state governments, central government agencies, universities, and
the software industry. Much of what it proposed was also consistent with the
thinking and recommendations of international bodies like the World Trade
Organization (WTO), International Telecommunications Union (ITU), and World
Bank. In addition, the Task Force incorporated the experiences of Singapore and
other nations, which implemented similar programs. It was less a task of invention
than of sparking action on a consensus that had already evolved within the
networking community and government.
The New Telecommunications Policy, 1999 (NTP 1999) helped further
liberalize India's telecommunications sector. The Information Technology Act
2000 created legal procedures for electronic transactions and e-commerce.
Throughout the 1990s, another wave of Indian professionals entered the
United States. The number of Indian Americans reached 1.7 million by 2000. This
immigration consisted largely of highly educated technologically proficient
workers. Within the United States, Indians fared well in science, engineering, and
management. Graduates from the Indian Institutes of Technology (IIT) became
known for their technical skills.

40

The success of Information Technology in India not only had economic

repercussions but also had far-reaching political consequences. India's reputation
both as a source and a destination for skilled workforce helped it improve its
relations with a number of world economies. The relationship between economy
and technologyvalued in the western worldfacilitated the growth of an
entrepreneurial class of immigrant Indians, which further helped aid in promoting
technology-driven growth.

India is now one of the biggest IT capitals in the modern world

The economic effect of the technologically inclined services sector in India
accounting for 40% of the country's GDP and 30% of export earnings as of
2010, while employing only 25% of its workforceis summarized by Sharma
(2010):
The share of IT (mainly software) in total exports increased from 1 percent
in 1990 to 18 percent in 2010. IT-enabled services such as backoffice operations,
remote maintenance, accounting, public call centers, medical transcription,
insurance claims, and other bulk processing are rapidly expanding. Indian
companies such as TCS, Wipro, and Infosys may yet become household names
around the world.
Today, Bangalore is known as the Silicon Valley of India and contributes
33% of Indian IT Exports. India's second and third largest software companies are
head-quartered in Bangalore, as are many of the global SEI-CMM Level 5
Companies.
And Mumbai too has its share of IT companies that are India's first and
largest, like TCS and well established like Reliance, Patni, LnT Infotech, i-Flex,
WNS, Shine, Naukri, Jobspert etc are head-quartered in Mumbai. And these IT
and dot com companies are ruling the roost of Mumbai's relatively high octane
industry of Information Technology.

41

Such is the growth in investment and outsourcing, it was revealed that Cap
Gemini will soon have more staff in India than it does in its home market of
France with 21,000 personnel+ in India. On 25 June 2002 India and the European
Union agreed to bilateral cooperation in the field of science and technology. A
joint EU-India group of scholars was formed on 23 November 2001 to further
promote joint research and development. India holds observer status at CERN
while a joint India-EU Software Education and Development Center is due at
Bangalore.
Road Ahead
The Indian information technology sector continues to be one of the
sunshine sectors of the Indian economy showing rapid growth and promise.
According to a report prepared by McKinsey for NASSCOM called
'Perspective 2020: Transform Business, Transform India' released in May 2009,
the exports component of the Indian industry is expected to reach US$ 175 billion
in revenue by 2020. The domestic component will contribute US$ 50 billion in
revenue by 2020. Together, the export and domestic markets are likely to bring in
US$ 225 billion in revenue, as new opportunities emerge in areas such as public
sector and healthcare and as geographies including Brazil, Russia, China and
Japan opt for greater outsourcing.

42

CHAPTER IV
DATA ANALYSIS
AND
INTERPRETATION

43

1.
Are you satisfied with the external recruitment sources performed in your
organization
Table 1:

Employee Satisfaction With The External Recruitment Sources Performed

S.No.

Option

No. of Respondents

Percentage (%)

Agree

41

82%

Disagree

18%

50

100%

Total
Source: Primary Data

Figure 1: Employee Satisfaction With The External Recruitment Sources Performed

Source: Primary Data

Interpretation
The above graph illustrates regarding external recruitment sources. 82% of employees
are satisfied or agreed, whereas 18% are not satisfied which is performed in the
organization. Therefore, the employees are satisfied by recruitment process..

44

2.
Are you satisfied with the monetary reward given on bringing a candidate
on board?
Table 2:

Employee Satisfaction With The Monetary Rewards Given

S.No.

Option

No. of Respondents

Percentage (%)

Agree

37

74%

Disagree

13

26%

50

100%

Total
Source: Primary Data

Figure 2: Employee Satisfaction With The Monetary Rewards Given

Source: Primary Data

Interpretation
The above graph illustrates regarding monetary rewards given in the organization.
Regarding monetary reward given on bringing on board 74% of employees are
satisfied and 26% are not satisfied.

45

3.

Are you satisfied with the background checks conduct for employees?

Table 3:

Employee Satisfaction With The Background Checks conducted

S.No.

Option

No. of Respondents

Percentage (%)

Agree

39

78%

Disagree

11

22%

50

100%

Total
Source: Primary Data

Figure 3: Employee Satisfaction With The Background Checks conducted

Source: Primary Data

Interpretation
The above graph illustrates regarding background checks conducted in the
organization. Regarding background checks which are conduct for employees 78% of
employees are satisfied whereas 22% employees are not satisfied.

46

4.

Are you satisfied with the monetary limits given to you for the expenses?

Table 4:

Employee Satisfaction With The Monetary Limits Given

S.No.

Option

No. of Respondents

Percentage (%)

Agree

39

79%

Disagree

11

21%

50

100%

Total
Source: Primary Data

Figure 4: Employee Satisfaction With The Monetary Limits Given

Source: Primary Data

Interpretation
The above graph illustrates regarding the monetary limits given in the organization.
Regarding monetary limits provided to employees for their expenses 79% of the
employees are satisfied and 21% of the employees are not satisfied.

47

5.

The induction programme of your organization is informal type

Table 5:

Informal Type Of Induction Programme Is Conducted In The Company

S.No.

Option

No. of Respondents

Percentage (%)

Agree

41

82%

Disagree

18%

50

100%

Total
Source: Primary Data

Figure 5: Informal Type Of Induction Programme Is Conducted In The Company

Source: Primary Data

Interpretation
The above graph is regarding induction programme which is conducted in the
organization. 82% of the employees are agreed with the informal type whereas 18% of
the employees are not agreed with the informal type.(structural and formal type).

48

6.

The induction of your organization covers organizational structure and policies

Table 6:

Induction Programme Covers Organizational Structure And Policies

S.No.

Option

No. of Respondents

Percentage (%)

Agree

45

90%

Disagree

10%

50

100%

Total
Source: Primary Data

Figure 6: Induction Programme Covers Organizational Structure And Policies

Source: Primary Data

Interpretation
The above graph is regarding induction of organization. 90% of the employees are
agreed with the organizational structure and policies and 10% of the employees are not
agreed with organizational structure and policies. It means that most of the employees
are benefited.

49

7.

For Employee performance is the training need analyzed in your organization

Table 7:

Analyzation Of Training Needs For Employee Performance

S.No.

Option

No. of Respondents

Percentage (%)

Agree

38

76%

Disagree

12

24%

50

100%

Total
Source: Primary Data

Figure 7: Analyzation Of Training Needs For Employee Performance

Source: Primary Data

Interpretation
The above graph is regarding employee performance. 76% of employees are satisfied
whereas 24% of employees are not satisfied. It means that most of the employees get
affected from this evaluation.

50

8.
Are you satisfied with the Classroom method adopted by your organization to
train the employees?
Table 8:

Employee Satisfaction On The Method Adopted By Company To Train

Employees

S.No.

Option

No. of Respondents

Percentage (%)

Agree

37

73%

Disagree

13

27%

50

100%

Total
Source: Primary Data

Figure 8: Employee Satisfaction On The Method Adopted By Company To Train

Employees

Source: Primary Data

Interpretation
The above graph is regarding Classroom method. 73% of the employees are satisfied
whereas 27% of the employees are not satisfied. It means most of the employees get
affected but some of the employees want training and development programmes to
train employees.

51

9.
Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees?
Table 9:

Employee Effectiveness Is Evaluated By Observing The Post Training

Performance Of Employees

S.No.

Option

No. of Respondents

Percentage (%)

Agree

34

68%

Disagree

16

32%

50

100%

Total
Source: Primary Data

Figure 9: Employee Effectiveness Is Evaluated By Observing The Post Training

Performance Of Employees

Source: Primary Data

Interpretation
The above graph is regarding effectiveness of training program. 68% of the employees
are agrees with the evaluating by post training performance. whereas 32% of the
employees are not satisfied. It means that some of the employees want that evaluation
of effectiveness of training program should be done with some other method.

52

10.

Are you satisfied with the Balanced Scorecard method?

Table 10: Employee Satisfaction On The Balanced Scorecard Method

S.No.

Option

No. of Respondents

Percentage (%)

Agree

41

82%

Disagree

18%

50

100%

Total
Source: Primary Data

Figure 10: Employee Satisfaction On The Balanced Scorecard Method

Source: Primary Data

Interpretation
The above graph is regarding Balance scorecard method. 82% of the employees are
satisfied whereas only 18% of the employees are not satisfied. It means that most of
the employees are benefited from this evaluation method.

53

11.

Are you satisfied with the feedback given to you by organization?

Table 11: Employee Satisfaction On The Feedback Given

S.No.

Option

No. of Respondents

Percentage (%)

Agree

36

72%

Disagree

14

28%

50

100%

Total
Source: Primary Data

Figure 11: Employee Satisfaction On The Feedback Given

Source: Primary Data

Interpretation
The above graph is regarding feedback. 72% of the employees are satisfied with the
company facilities whereas 28% of the employees are not satisfied. It means that some
of the employees get benefited but some are not.

54

12.

Are you satisfied with the mentor system followed for career progression?

Table 12: Employee Satisfaction On The Mentor System Followed

S.No.

Option

No. of Respondents

Percentage (%)

Agree

42

84%

Disagree

16%

50

100%

Total
Source: Primary Data

Figure 12: Employee Satisfaction On The Mentor System Followed

Source: Primary Data

Interpretation
The above graph is regarding mentor system followed for career progression. 84% of
the employees get benefited and only 16% of the employees are exempted..

55

13.

Are you satisfied with the competence analysis and feedback from manager?

Table 13: Employee Satisfaction On Competence Analysis And Feedback From

Manager
S.No.

Option

No. of Respondents

Percentage (%)

Agree

39

78%

Disagree

11

22%

50

100%

Total
Source: Primary Data

Figure 13: Employee Satisfaction On Competence Analysis And Feedback From

Manager

Source: Primary Data

Interpretation
The above graph is regarding competence analysis and feedback from managers. 78%
of the employees are satisfied whereas 22% are not satisfied. It means that some of the
employees want feedback from other source.\

56

14.

Are you satisfied with the privilege leave provided to you?

Table 14: Employee Satisfaction With The Privilege Leaves Provided

S.No.

Option

No. of Respondents

Percentage (%)

Agree

42

83%

Disagree

17%

50

100%

Total
Source: Primary Data

Figure 14: Employee Satisfaction With The Privilege Leaves Provided

Source: Primary Data

Interpretation
The above graph is regarding privilege leave provided to employees. 83% of the
employees are satisfied whereas 17% of the employees are not satisfied.

57

15.

Are you satisfied with the informal communication pattern?

Table 15: Employee Satisfaction On Informal Communication Pattern

S.No.

Option

No. of Respondents

Percentage (%)

Agree

44

87%

Disagree

13%

50

100%

Total
Source: Primary Data

Figure 15: Employee Satisfaction On Informal Communication Pattern

Source: Primary Data

Interpretation
The above graph is regarding informal communication pattern. 87% of the employees
are satisfied with informal communication pattern and 13% of the employees are not
satisfied (formal and transparent). It means most of the employees are comfortable
with this communication process.

58

16.

Are you satisfied with the opinion survey and Department meeting?

Table 16: Employee Satisfaction On Opinion Survey And Department Meeting

S.No.

Option

No. of Respondents

Percentage (%)

Agree

38

76%

Disagree

12

24%

50

100%

Total
Source: Primary Data

Figure 16: Employee Satisfaction On Opinion Survey And Department Meeting

Source: Primary Data

Interpretation
The above graph is regarding opinion survey and department meeting. 76% of the
employees are satisfied and 24% of the employees are not satisfied.

59

17.

Are you satisfied with the monetary rewards?

Table 17: Employee Satisfaction On Monetary Rewards

S.No.

Option

No. of Respondents

Percentage (%)

Agree

34

67%

Disagree

17

33%

50

100%

Total
Source: Primary Data

Figure 17: Employee Satisfaction On Monetary Rewards

Source: Primary Data

Interpretation
The above graph is regarding monetary rewards, 67% of the employees are satisfied
with rewards whereas 33% of the employees are not satisfied. It means that some of
the employees want to implement non-monetary rewards in the organization like:

Performance
Milestones
Birthday
Length of service
Marriage.
Innovation & creativity
Team performance
Customer Satisfaction
Contribution towards society

60

Any other, specify.

61

18.

Are you satisfied with contingencies cover under Personal this policy?

Table 18: Employee Satisfaction With Contingencies Cover Under Personal Policy
S.No.

Option

No. of Respondents

Percentage (%)

Agree

39

79%

Disagree

11

21%

50

100%

Total
Source: Primary Data

Figure 18: Employee Satisfaction With Contingencies Cover Under Personal Policy

Source: Primary Data

Interpretation
The above graph is regarding contingencies provided under this policy. 79% of the
employees are satisfied and 21% of the employees are not satisfied.

62

19.

Are you satisfied with the services covered under this policy?

Table 19: Employee Satisfaction With The Services Covered Under This Policy
S.No.

Option

No. of Respondents

Percentage (%)

Agree

44

89%

Disagree

11%

50

100%

Total
Source: Primary Data

Figure 19: Employee Satisfaction With The Services Covered Under This Policy

Source: Primary Data

Interpretation
The above graph is regarding services provided under Mediclaim policy. 89% of the
employees are satisfied and 11% of the employees are not satisfied.

63

CHAPTER V
FINDINGS
SUGGESTIONS
CONCLUSION

64

FINDINGS
1.

The Policy of the company provides facilities for all round growth of
individuals

by

training

in-house

and

outside

the

organization,

reorientation, lateral mobility and self-development through selfmotivation.

2.

The Policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.

3.

The Policy builds teams and foster team-work as the primary instrument in
all activities.

4.

The Policy implements equitable, scientific and objective system of

rewards, incentives and control.

5.

The Policy recognizes worth contributions in time and appropriately, so as

to maintain a high level of employee motivation and morale.

6.

The employees agree on the part of their performance that they know what
is expected from them.

7.

The employees understand how their work goals relate to company goals.

8.

Company inspires the employees to do their best work every day.

9.

The employees are not satisfied with the communication and decisionmaking process as it leaks the information related to organization.

10.

Employees do not receive the appropriate recognition and rewards for their
contributions and accomplishments.

11.

Employees feel that they are not paid fairly for the contributions they make
to companys success.

65

SUGGESTIONS
1.

The Performance Appraisal of employee is evaluated on the basis of 360

degree feedback or 180 degree feedback.

2.

The Organization should focus on mentor system intend to help employees

in their career progression.

3.

The Organization should conduct Psychometric tests for employees.

4.

The Training should be mandatory for all level of employees.

5.

The Departments should develop constructive attitude towards each other.

6.

The company should give the appropriate recognition for the contributions
and accomplishments made by employees. A flexible reward system
should be adopted by organization to improve employee motivation.
a. Performance
b. Milestones
c. Birthday
d. Length of service
e. Marriage
f. Innovation & creativity
g. Team performance
h. Customer Satisfaction
i. Contribution towards society

7.

A more transparent, formal and full proof communication system

developed in the organization.

8.

Replacing the lacuna in the current system.

9.

Wages and salary administration process should have a more scientific

approach laying stress on equal wages for equal work done.

66

CONCLUSION
The study on HR Policies highlighted so many factors which will help to
motivate the employees. The performance appraisal activities really play a major
role in motivating the employees of the organization. It is a major factor that
makes an employee feels good in his work and results in his satisfaction too. The
organization can still concentrate on specific areas which are evolved from this
study in order to make the organisation more effective. Only if the employees are
properly motivated- they work well and only if they work well the organization is
going to benefit out it. Steps should be taken to improve the HR Policies in the
future. The suggestions of this report may help in this direction.
In todays knowledge based economy, people are being called on take
on higher and more complex responsibilities. With increased responsibility, comes
higher impact on the organizations success. Being able to identity the motivation
needs for success in a position has become critical. As a result, thousands of
organizations are viewing employee motivation as a strategy be managed and
developed.
There are various factors that influence motivational factor such as
salary, working conditions, training interpersonal relations and job satisfaction.
The findings of the study have reaffirmed that each one of these factors are
important in contributing to motivation, but none of them can be said as being
more important than the other. Motivation is the ultimate function of so many
individual attitudes taken together. It is vary complex, complicated and personal
experience. A number of material and immaterial factors contribute

67

BIBLIOGRAPHY

68

BIBLIOGRAPHY

Books:
Human Resource Management by Ashwathapa.
Human Resource Management by Michael Armstrong.
Human Resource Policy Analysis: Organizational Applications by Richard J.
Niehaus
Journals & Articles:
1. Articles by T.V.Rao Learning Systems.
2. Policies of Edlogix Software Solutions Pvt. Ltd.
3. Documents of Edlogix Software Solutions Pvt. Ltd.

Websites:
www.citehr.com
www.ask.com
www.wikipedia.com
www.hrgroup.com
www.edlogix.org

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QUESTIONNAIRE
Name of Employee: ----------------------------------------------------------Designation: -------------------------------------------------------------------Recruitment and Selection
1. Are you satisfied with the external recruitment sources performed in your
organization.
1. Agree

2. Disagree

2. Are you satisfied with the monetary reward given on bringing a candidate on
board?
1. Agree

2. Disagree

3. Are you satisfied with the background checks conduct for employees.
1. Agree

2. Disagree

4. Are you satisfied with the monetary limits given to you for the expenses?
1. Agree

2. Disagree

Induction
1.

The induction programme of your organization is informal type.

1. Agree

2.

2. Disagree

The induction of your organization covers organizational structure and

policies.
1. Agree

2. Disagree

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Training and Development

1.

For Employee performance is the training need analyzed in your

organization.
1. Agree

2.

2. Disagree

Are you satisfied with the Classroom method adopted by tour organization
to train the employees?
1. Agree

3.

2. Disagree

Effectiveness of training program in your Organization is evaluated by

observing the post training performance of employees.
1. Agree

2. Disagree

Performance Appraisal
1.

Are you satisfied with the Balanced Scorecard method?

1. Agree

2.

2. Disagree

Are you satisfied with the feedback given to you by organization?

1. Agree

2. Disagree

Career Progression
1.

Are you satisfied with the mentor system followed for career progression?
1. Agree

2.

2. Disagree

Are you satisfied with the competence analysis and feedback from
manager?
1. Agree

2. Disagree

71

Leave Policy
1.

Are you satisfied with the privilege leave provided to you?

1. Agree

2. Disagree

A. Communication and Decision making process

1.

Are you satisfied with the informal communication pattern?

1. Agree

2.

2. Disagree

Are you satisfied with the opinion survey and Department meeting?
1. Agree

2. Disagree

Rewards and Recognition

1.

Are you satisfied with the monetary rewards?

1. Agree

2. Disagree

B. Personal Accident Insurance Policy

1.

Are you satisfied contingencies cover under this policy?

1. Agree

2. Disagree

C. Medi-claim Policy
1.

Are you satisfied with the services covered under this policy?
1. Agree

2. Disagree

72