chapter vi management of employee wellness programs...
TRANSCRIPT
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CHAPTER VI
MANAGEMENT OF EMPLOYEE WELLNESS
PROGRAMS IN IT AND ITeS COMPANIES
To study the management of employee wellness program in IT and ITeS companies
located at Hinjewadi and Aundh IT Park in Pune the research has made questionnaire
objectives of this research.
The Data Analysis consists of both Quantitative and Qualitative analysis. The data
analysis is done using Microsoft Excel and SPSS software.
6.1 QUANTITATIVE ANALYSIS:
It deals with the various aspects of Employee Wellness Programs provided in selected IT
and ITeS companies.
The researcher begins the study with the quantitative analysis. The descriptive statistics
of the total sample is presented first followed by testing of the hypotheses. The study is
divided into two parts: employee‟s response and HR manager‟s response.
222
6.2 EMPLOYEE SURVEY QUESTIONNAIRE - RESULTS AND
DISCUSSION:
Following is the detailed data analysis after surveying employees in IT and ITeS
companies:
6.2.1. THE DEMOGRAPHIC DETAILS:
A) Number of Male and Female Respondents:
Table 6.1 Number of Male and female respondents:
Graph 6.1: Number of Male and female respondents
The demographics indicate that 69 % male of employees and 31 % female of employees
in IT and ITeS companies have been surveyed.
Sex No. of Respondents Percentage
Male 214 69.26
Female 95 30.74
Total 309 100
223
B) Number of different hierarchical levels of respondents:
Table 6.2 Hierarchical Levels of Respondents
Graph 6.2: Hierarchical Levels of Respondents
The above Graph 6.2 and Table 6.2 indicate that 48.2% of surveyed employees
(respondents) of IT and ITeS companies are in middle management, 38.5 % are in senior
management and 13.3 % are trainees.
Hierarchical Levels No. of Respondents Percentage
Trainee 41 13.3
Middle Management 149 48.2
Senior Management 119 38.5
Total 309 100
224
C) AGE GROUP OF RESPONDENTS:
Table 6.3: Age Groups of Respondents
Graph 6.3: Age Group of Respondents
The above Graph 6.3 and Table 6.3 indicate that 55% of the respondents are in the age
group of 26 - 30. 19.7 % respondents are in the age group of 21 – 25 and 17.2 %
respondents are in the age group of 31 – 35. Only 2% of the employees are above age -
group 41 & above. It shows that the respondents are fairly young.
Age Group No. of Respondents Percentage
21-25 61 19.7
26-30 170 55
31-35 53 17.2
36-40 20 6.5
41 & above 5 1.6
Total 309 100
225
6.2.2 FACTORS AFFECTING HEALTH OF THE EMPLOYEES AND LEADING
TO STRESS:
Table 6.4: Factors Affecting Health of the Employees and Leading to Stress
Sl.
No
Factors Affecting Health of
Employees leading to
stress
Yes (No. of
Respondents )
No (No. of
Respondents )
Yes
(%)
No
(%)
1. Competition 125 184 40.5 59.5
2. Ineffective Time
Management 80 229 25.9 74.1
3. Lifestyle 92 215 30 70
4. Organizational Culture 87 222 28.2 71.8
5. Family Responsibility 112 196 36.2 63.4
6. Target Oriented Job 178 131 57.6 42.4
7. Night Shift 245 64 79.3 20.7
8. Long Working Hours 228 80 73.8 25.9
226
Graph 6.4: Factors Affecting Health of the Employees Leading to Stress
There are many factors which affect the health of the employees in IT and ITeS
companies leading to stress which are as mentioned above. As per the table 6.4 and graph
6.4 above, there are many factors which affect an employee‟s health. The result indicates
that the respondents feels that the following factors : a) target oriented jobs (57.6%) b)
night shifts (79.3%) c) long working hours (73.8%) create significant negative impact
on employee‟s health. Other factors like Competition, Ineffective Time Management,
Lifestyle, Organizational Culture and Family Responsibility does not create significant
negative impact on employee‟s health.
Factors Affecting Health of the Employees leading to Stress
227
6.2.3 HEALTH PROBLEMS FACED BY EMPLOYEES WORKING IN IT AND
ITeS COMPANIES:
Table 6.5: Health Problems Faced By Employees in IT and ITeS Companies
Sl. No.
Health Problems faced by
Employees
No. of
Respondents Percentage
Yes No Yes No
1 Headache 241 60 80.1 19.9
2 Hypertensions 212 87 70.9 29.1
3 Body Ache 192 108 64 36
4 Sinus / Asthma 70 206 25.4 74.6
5 Blood Pressure 61 217 22 78
6 Allergies 88 187 32 68
7 Anger 145 146 49.7 50.3
8 Depression/ Anxiety 143 143 50 50
9 Backache 175 114 60.5 39.5
10 Heart Disease 49 217 18.4 81.6
11 Diabetes 39 228 14.6 85.4
12 Skin Problem / Hair Problem 133 156 46 54
13 Lack of Sleep 219 83 72.5 27.5
228
Graph 6.5: Health Problems Faced By Employees in IT and ITeS Companies
To understand the health problems faced by employees, the data is analyzed as follows:
As per the Table 6.5 and Graph 6.5, employees in selected IT and ITeS companies suffer
from many health problems. The respondents feel that they suffer from 1) Headache
(80.1%) 2) Hypertension (70.9%) 3) Body ache (64%) 4) Anger ( 49.7%) 5) Depression
and anxiety (50%) 6) Backache (60.5%) and 7) Lack of Sleep (72.5%).
229
6.2.4 AWARENESS OF EMPLOYEE WELLNESS PROGRAMS IN STUDY
AREA:
Table 6.6: Awareness of Employee Wellness Program
Sl. No. Title
No. of
Respondents Percentage
Yes No Yes No
1 Awareness of Employee Wellness
Program 304 5 98.4 1.6
Graph 6.6: Awareness of Employee Wellness Program
As Employee Wellness Programs in IT and ITeS companies are in the nascent stages, It
was necessary to find out the awareness of EWP in Employees. The result in the table 6.6
and graph 6.6 indicates that 98.4% employees are aware about the employee wellness
program provided in their companies.
230
6.2.5 MEANING OF EMPLOYEE WELLNESS PROGRAM:
“Employee health and wellness programs attempt to improve the overall health (like
psychological health, physical health etc) status of employees and sometimes even
employees‟ family members through prevention, education, and health interventions”
Table 6.7: Agreement on Meaning Employee Wellness Program by Employees
Sl. No. Title
No. of Respondents ( Percentage)
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1 Meaning of Wellness
1
(0.3%)
10
(3.2%)
34
(11%)
146
(47.2%)
118
(38.2%)
Table 6.7: Agreement on Meaning Employee Wellness Program by Employees
In line with studying the current scenario about employee wellness program, and to know
the awareness of employees about actual meaning of employee wellness program, the
data is analyzed. The researcher provided the meaning of employee wellness program. As
231
per table 6.7 and graph 6.7, the result indicates that 85.4% of the employees agree with
the definition, 11% are neutral, 3.2 % disagree and only 0.3% strongly disagree.
6.2.6 EMPLOYEE FEEDBACK ON EWP:
Table 6.8: Feedback on EWPs
Graph 6.8: Feedback on EWP
Taking feedback from employees about employee wellness program is common in
organization and employees are happy to provide feedback about EWP. As per the Table
6.8 and Graph 6.8, 94% of the employees in organizations mention that feedback on
EWPs is taken whereas 6 % of the employees state that feedback on EWP is not taken.
Sl. No Title
No. of Respondents
/Percentage
Yes No
1 Feedback on EWPs from Employees 209
(94%)
19
(6%)
232
6.2.7 RESPONSIBILITY OF MANAGEMENT EWP:
Table 6.9: Responsibility of Management of EWPs
Sl. No. Title
No. of Respondents / Percentage
Employee HR Dept. Both
1 Responsibility of
Management of EWP
a11
(3.6%)
62
(20.1%)
236
(76.4%)
Graph 6.9: Responsibility of Management of EWPs
To know the views of the employee towards responsibility of Management of EWP, the
respondent were asked with three options 1) Employee 2) HR Dept and 3) Both. The
respondents were asked to provide response only on one option out of above three. The
data is analyzed and the result as per the table 6.9 and graph 6.9 indicates that 76.4% of
respondents feel that Management Employee Wellness Program is the responsibility of
HR dept. and Employee both, 20.1 % of respondents feel that it‟s only HR department‟s
responsibility.
233
6.2.8 COMMUNICATION OF EWPS TO EMPLOYEES:
Table 6.10: Preferred Communication about Employee Wellness Program
Sl.
No. Title
A
dedicated
bulletin
board
Weekly
e -mail
tips
In a flyer
distributed
with
paychecks
On the
intranet
Discussion
at staff
meetings
Discussion
at staff
meetings
1
Preferred Channel
to get information
about Health and
EWP Program
31
(10%)
202
(65.4%)
11
(3.6%)
46
(14.9%)
19
(6.1%)
19
(6.1%)
Graph 6.10: Preferred Communication about Employee Wellness Program
During implementation of EWP, employer has to convey the information to employees
for effective implementation of EWP. In line with devising the Model of Employee
Wellness program and to know the most preferred channel of communication regarding
employee wellness program the data is analyzed. The Table 6.10 and Graph 6.10
indicates that 65.4% of respondents feel that they prefer to get the information about
234
EWP through weekly e-mail tips and 14.9 % of respondents feel that they should get
information on the intranet.
6.2.9 FACTORS MOTIVATING EMPLOYEES TO PARTICIPATE IN
EMPLOYEE WELLNESS PROGRAMS:
Table 6.11: Factors Motivating Employees to Participate in Employee Wellness
Programs
Sl. No.
Factors Motivating
Employees to Participate
No. of Respondents / Percentage
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1 Attractiveness of EWP
2
(0.6%)
6
(1.9%)
14
(4.5%)
81
(26.4)
205
(66.6)
2
Friends Group / Peer
Influence
6
(1.9%)
14
(4.5%)
38
(12.3%)
92
(29.8%)
159
(51.5%)
3
Reward Scheme &
Appreciation
4
(1.3%)
12
(3.9%)
29
(9.4%)
128
(41.4%)
136
(44%)
4 Health Check-ups
8
(2.6%)
13
(4.2%)
35
(11.3%)
117
(37.7%)
136
(44%)
5 Health Consciousness
8
(2.6%)
12
(3.9%)
30
(9.7%)
122
(39.5%)
137
(44.3%)
6 Personality Development
2
(0.6%)
11
(3.6%)
42
(13.6%0
100
(32.4%)
154
(49.8%)
235
Graph 6.11: Factors Motivating Employees to Participate in Employee Wellness
Programs
It was seen that there are different motivating factors which motivate employees to
participate in employee wellness programs. As per the Table 6.11 and Graph 6.11, 66.6
% of the employees agree that attractiveness of EWP is a motivating factor, 51.5 % of
employees agree that friends group/peer influence is a motivating factor, 44 % of the
employees feel that health check-ups, reward scheme and appreciation is a motivating
factor, 44.3 % of the employees agree that health consciousness is a motivating factor and
49.8% of the employees agree that personality development is factor motivating
employees to participate in EWP.
Factors Motivating Employees to Participate in Employee Wellness Programs
in Employee Wellness Programs
236
6.2.10 RATING OF EMPLOYEE WELLNESS PROGRAMS PROVIDED IN IT
AND ITeS COMPANIES:
Table 6.12: Rating of Employee Wellness Programs Provided in IT And ITeS
Companies
Sl.
No.
Existing Employee Wellness
Programs
No. of Respondents / Percentage
Poor Average Good Very
Good Excellent
1 Employee Assistance program 20
(6.5%)
42
(13.6%)
55
(17.8%)
94
(30.4%)
98
(31.7%)
2 Health Clubs / Gym
Membership Discount
10
(3.2%)
28
(9.1%)
46
(14.9%)
91
(29.4%)
134
(43.4%)
3 Low – calorie Snack Choices 90
(30.9%)
53
(18.9%)
68
(23.4%)
37
(12.7%)
43
(14.8%)
4 Alcohol Substance Abuse
Program
86
(16.4%)
47
(16.4%)
71
(24.7%)
42
(14.6%)
41
(14.3%)
5 Health weeks or health fairs /
wellness camps
52
(17.2%)
62
(20.5%)
65
(21.5%)
54
(18%)
69
(22.8%)
6 Safety at work 2
(0.6%)
6
(2%)
14
(4.5%)
81
(26.2%)
206
(66.7%)
7 Worksite stress management
programs
20
(6.6%)
42
(13.9%)
55
(18.2%)
91
(30%)
95
(31.4%)
8 Medical Insurance 11
(3.6%)
29
(9.4%)
43
(14%)
86
(28%)
138
(45%)
9 Fun at work Events (games, get
together etc)
10
(3.3%)
28
(9.2%)
46
(15%)
91
(29.7%)
131
(42.8%)
10 Allow flexi time 45
(14.2%)
30
(9.7%)
52
(16.8%)
95
(30.7%)
87
(28.2%)
11 Employee Wellness News Letter 74
(25.3%)
46
(15.7%) 42(14.3%)
62
(21.2%)
69
(23.5%)
12 Yoga classes, Aerobics / dance
classes
121
(41.7%)
50
(17.3%)
54
(18.6%)
29
(10%)
36
(12.4%)
237
Sl.
No.
Existing Employee Wellness
Programs
No. of Respondents / Percentage
Poor Average Good Very
Good Excellent
13
Art of living classes & Tie – up
with Oneness (spiritual
wellness)
145
(50.2%)
45
(15.6%)
35
(12.1%)
37
(12.8%)
27
(9.3%)
14 Counseling or mentoring 45
(14.9%)
30
(9.9%)
52
(17.1%)
91
(30%)
85
(28.1%)
15 Higher Education Assistance 17
(5.6%)
23
(7.5%)
57
(18.7%)
102
(33.4%)
106
(34.8%)
16 Financial advisory Help Desk 23
(7.8%)
45
(15.3%)
60
(20.3%)
95
(32.2%)
72
(24.4%)
17 Ergonomics 18
(6.2%)
44
(15.1%)
90
(30.8%)
99
(33.9%)
41
(14%)
18 On-site Doctors / Counselors 27
(9%)
53
(17.7%)
89
(29.7%)
94
(31.3%)
37
(12.3%)
19 Smoking / Tobacco Cessation 66
(22.1%)
61
(20.5%)
76
(25.5%)
70
(23.5%)
25
(8.4%)
238
Graph 6.12: Rating of Employee Wellness Programs Provided in IT and ITeS
Companies
To know the current scenario of EWPs in study area, employees were asked to rate the
EWPs provided in their companies. As per Table 6.12 and Graph 6.12, 66.7% of
employees rate that safety at work is excellent, 45% of the employees rate medical
insurance as excellent, 43.4% of the employees rate health clubs and gym membership
discounts as excellent followed by fun at work events where 42.8% of employees rated it
as excellent.
50.2% of the employees rated art of living classes as poor, 41.7 % of employees rated
yoga/aerobic/dance classes as poor followed by 30.9 % of employees who rated low
calorie snacks as poor.
Employee Wellness Programs Provided in IT and ITeS Companies
239
6.2.11 OVERALL RATING OF EMPLOYEE WELLNESS PROGRAMS:
Table 6.13: Overall Rating of Employee Wellness Programs
Graph 6.13: Overall Rating of Employee Wellness Programs
To know the current scenario and overall rating of EWPs, the data is analyzed. The Table
6.13 and graph 6.13 indicates that 54.7% of the employees rate the EWPs at the
workplace as good, 22.3% of the employees rate the EWP as average, 16.8% of the
employees rate the EWPs as very good and only 1.3% of the employees rate the EWPs as
poor.
Sl.
No.
Title
No. of Respondents / Percentage
Poor Average Good Very
Good
Excellent
1 Rating of EWP
at Workplace
4
(1.3%)
69
(22.3%)
169
(54.7%)
52
(16.8%)
15
(4.9%)
240
6.2.12 BENEFITS OF EMPLOYEE WELLNESS PROGRAM:
The table below mentions the details:
Table 6.14: Benefits of Employee Wellness Program
Sl.
No
.
Benefits of Employee
Wellness Program
No. of Respondents / Percentage
Not at
all
Not
Really
Undecided Some
What
Very
Much
1 Good Health (emotional and
physical)
2
(0.7 %)
6
(1.9 %)
14
(4.5 %)
81
(26.3 %)
205
(66.6 %)
2 Improved Performance 2
(0.6 %)
11
(3.6 %)
12
(3.9 %)
105
(34 %)
179
(57.9 %)
3 Motivation at work 4
(1.3 %)
12
(3.9 %)
29
(9.4 %)
128
(41.4 %)
136
(44 %)
4 Commitment towards work 2
(0.7 %)
8
(2.6 %)
22
(7.1 %)
137
(44.3 %)
140
(45.3 %)
5 Better work- life balance to
be changed
2
(0.6 %)
11
(3.6 %)
27
(8.7 %)
86
(27.9 %)
183
(59.2 %)
6 Job Satisfaction 4
(1.4 %)
10
(3.2 %)
27
(8.7 %)
112
(36.2 %)
156
(50.5 %)
7 Develop trust between
employer and employee
4
(1.4 %)
10
(3.2 %)
27
(8.7 %)
112
(36.2 %)
156
(50.5 %)
241
Graph 6.14: Benefits of Employee Wellness Program
To understand the benefits of employee wellness program related to employee
engagement and work-life balance, the data is analyzed. The Table 6.14 and Graph 6.14
show that employees are benefited in various areas. 66.6% of the employees mention that
good health (emotional and physical) is very much the benefit of EWP, 59.2 % of the
employees mention that better work-life balance is very much a benefit of EWP, 57.9%
of the employees state that improved performance is very much a benefit of EWP. And
50.5% of the employees state that job satisfaction and developing trust is very much the
benefit of EWPs.
242
6.2.13 CONTRIBUTION OF EFFECTIVELY MANAGED EMPLOYEE
WELLNESS PROGRAMS:
Table 6.15: Contribution of Effectively Managed EWPs
Sl.
No. Title
No. of Respondents / Percentage
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1
Effectively managed EWP
contributes to Employee work-
life balance
1
(0.3%)
4
(1.3%)
35
(11.4)
54
(17.4%)
214
(69.6%)
2
Effectively managed EWP
contributes to Employee
Engagement at workplace
0
(0%)
3
(1%)
21
(6.8%)
79
(25.6%)
205
(66.6%)
Graph 6.15: Contribution of Effectively Managed EWPs
Contribution of Effectively Managed EWPs
243
As per Table 6.15 and Graph 6.15, 69.6 % of employees strongly agree that effectively
managed EWP contributes to employee work-life balance and 66.6% of the employees
strongly agree that effectively managed EWP contribute to employee engagement.
6.2.14 WELLNESS PROGRAM PROVIDED FOR WOMEN EMPLOYEES
The below mentioned table indicate details:
Table 6.16: Wellness Program Provided for Women Employees
Sl. No.
Employee Wellness
Programs provided for
Woman Employees
Percentage/ No. of Respondents
Yes No
1 Women Counseling cell 59
(70.2%)
25
(29.8%)
2 Awareness camp for
feminine problems
74
(88.1%)
10
(11.9%)
3 Flexi-time 61
(72.6%)
23
(27.4%)
4 Work From home 65
(77.4%)
19
(22.6%)
5 Guidance of Dietician 61
(72.6%)
23
(27.4%)
6 Sabbatical /Maternity Leave 59
(70.2%)
25
(29.8%)
7 Sexual Harassment Policy 76
(90.5%)
8
(9.5%)
8 Safe transport facility 57
(67.9%)
27
(32.1%)
244
Graph 6.16: Employee Wellness Programs provided for Women Employees
There is significant number of women employees working in IT and ITeS companies in
study area. To understand the EWPs provided for women employees the given data is
analyzed. Table 6.16 and Graph 6.16 indicates that, 90.5% women employees state that
organizations provide sexual harassment policy, 88.1% women employees mention that
awareness camp for feminine problems and 77.4% of women employees state that work
from home is provided as part of EWP.
Wellness Programs Provided for Women Employees
245
6.3 HR MANAGER SURVEY QUESTIONNAIRE – DATA ANALYSIS
AND INTERPRETATION
To devise the EWP model for effective management of EWP and to understand the
challenges faced by HR Managers for effective management of EWPS, to study the
impact of globalization on wellness programs in the study area and also the benefits
gained by HR managers by providing Employee Wellness Program, survey has been
done by filling up the questionnaire and interviews with HR Managers of the companies
in study area.
The data analysis is as below:
6.3.1 PROVISION OF EMPLOYEE WELLNESS PROGRAMS IN IT AND ITES
COMPANIES OF STUDY AREA:
Table 6.17: Provision of Employee Wellness Program at Work Place
Sl. No. No. of Respondents / Percentage
Yes No
Provision of EWP at
Workplace 39 (100 %) 0 (0%)
Graph 6.17: Provision of Employee Wellness Programs at Workplace
246
As Employee Wellness Program is at nascent state in the IT and ITeS companies in study
area, the researcher asked HR managers about provision of employee wellness programs
and all the HR Managers mentioned that organization do provide Employee wellness
program and conduct different activities under the same. The Table 6.17 and Graph 6.17
indicates that all the companies that are surveyed provide Employee Wellness Programs
6.3.2 AGREEMENT ON MEANING EMPLOYEE WELLNESS PROGRAM BY
HR MANAGERS:
“Programs, such as on-site or subsidized fitness centers, health screenings, smoking
cessation, weight reduction/management, health awareness and education, that target
keeping employees healthy, thereby lowering employers costs associated with
absenteeism, lost productivity and increased health insurance claims”
Table 6.18: Agreement on Meaning Employee Wellness Program by HR Managers
Sl. No. Title
No. of Respondents / Percentage
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1 Meaning of EWP 0
(0%)
0
(0%)
2
(5.2%)
10
(25.6%)
27
(69.2%)
Graph 6.18: Agreement on Meaning Employee Wellness Program by HR Managers
247
The Table 6.18 and Graph 6.18 above indicate that 69.2% of HR managers strongly
agree, 25.6 agree with the meaning provided by the researcher and 5% are neutral.
6.3.3 IMPACT OF GLOBALIZATION ON EMPLOYEE WELLNESS
PROGRAMS:
Table 6.19: Globalization and EWPs
Sl. No. Title
No. of Respondents /
Percentage
Yes
No
1 Globalization has created impact on
Employee Wellness at Work
38
(97.4%)
1
(2.6%)
Graph 6.19: Globalization and EWPs
To understand the impact of the globalization, first HR managers were asked to mention
their views about the impact globalization on EWP As per the Table 6.19 and Graph 6.19,
97.4 % of HR Managers feels that that globalization has contributed to employee
wellness at work and 3% of HR managers indicate that globalization has not contributed
to employee wellness.
248
6.3.4. FACTORS AFFECTING EMPLOYEE WELLNESS DUE TO
GLOBALIZATION:
Table 6.20: Factors Affecting Employee Wellness Due to Globalization
Sl.
No.
Factors affecting
Employee Wellness Due to
Globalization
No. of Respondents / Percentage
Not at
All
Not
really Undecided
Some
what
Very
much
1 Working Hours Across the
Globe
0
(0%)
0
(0%)
0
(0%)
11
(28.2%)
28
(71.8%)
2 Growth of MNCs in India 0 1
(2.6%) 0
23
(59%)
15
(38.4%)
3 Work Pressure due to
project Deliverables 0
1
(2.6%)
5
(12.8%)
9
(23.1%)
24
(61.5%)
4 Cross Cultural Sensitivities 0 2
(5.1%)
2
(5.1%)
14
(35.9%)
21
(53.8%)
5 Virtual Teams 0 0 0 10
(25.6%)
29
(74.4%)
249
Graph 6.20: Factors Affecting Employee Wellness due to Globalization
This question was asked to HR managers to know their views about the various factors
affecting employee wellness due to globalization. As per the Table 6.20 and Graph 6.20,
74.4 % of HR managers indicate that virtual teams very much affect employee wellness,
71.8 % of HR managers indicate that working hours across and 61.5 % HR managers
indicate that work pressure due to project deliverables very much affect employee
wellness.
Factors Affecting Employee Wellness Due to Globalization
250
6.3.5 REASONS TO START EMPLOYEE WELLNESS PROGRAM:
Table 6.21: Reasons to Start Employee Wellness Programs at Workplace
Sl. No.
Reasons to start
Employee Wellness
Program at
Workplace
No. of Respondents / Percentage
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1 Increasing Healthcare
cost 0 0
10
(25.6%)
11
(28.2%)
18
(46.2%)
2 Absenteeism 0 0 1
(2.6%)
14
(15.3%)
24
(82.1%)
3 Increased Stress level
of employees 0 0
1
(2.6%)
10
(25.6%)
28
(71.8%)
4 Imbalance of Employee
Work-life 0 0 0
10
(25.6%)
29
(74.4%)
5 For Employee
Engagement 0 0 0
7
(17.9%)
32
(82.1%)
6
For Employee
Retention in an
organization
0 0 1
(2.6%)
5
(12.8%)
33
(84.6%)
251
Graph 6.21: Reasons to Start Employee Wellness Programs at Workplace
To understand the reasons to start Employee Wellness Programs at workplace and need
of Employee Wellness Program, data is analyzed. The Table 6.21 and Graph 6.21
indicate that 84.6% of HR managers strongly agree that employee retention in an
organization is the reason to start EWPs at workplace, 82.1% of HR managers strongly
agree that employee engagement and absenteeism are the reasons to start EWPs, 74.4 %
of HR managers strongly agree that Imbalance of employee work-life is reason to start
EWP at workplace.
252
6.3.6 OBJECTIVES OF EMPLOYEE WELLNESS PROGRAMS:
Table 6.22: Objectives of Employee Wellness Programs
Sl. No. Objectives of Employee Wellness Programs Yes No
1 Good health of employee 29
(96.66 %)
1
(3.24 %)
2 To Achieve Employee Satisfaction 28
(93.33 %)
2
(6.67%)
3 To Engage Employees 27
(90.00%)
3
(10.00 %)
4. To reduce employee turnover and absenteeism 25
(83.33 %)
5
(16.67 %)
5 To enhance employer brand 26
(86.66 %)
4
(13.34 %)
6 To develop good work-culture 24
(80 %)
6
(20 %0
7 To reduced medical cost 26
(86.66 %)
4
(13.34 %)
253
Graph 6.22: Objectives of Employee Wellness Programs
To understand the objectives of Employee Wellness Programs at workplace, the above
data is analyzed. The Table 6.22 and Graph 6.22 indicate that 96.6% of HR managers
mention that good health of employee is objective of EWPs. 93.33 % and 90.00% of HR
managers mention that to achieve employee satisfaction and employee engagement are
the objectives of EWPs 86.6 % of HR managers mention that to enhance good brand and
to reduce medical cost are objectives of EWPs. 80% of HR managers mention that to
develop good culture is objective of EWPs.83.33 % HR managers mention that reducing
employee turnover and absenteeism is one of the objective.
254
6.3.7 RESPONSIBILITY OF MANAGEMENT EMPLOYEE WELLNESS
PROGRAM AT WORKPLACE:
Table 6.23: Responsibility of Management of EWPs at Workplace
Sl. No.
Responsibility of
Management of EWPs
at Workplace
No. of Respondents / Percentage
Yes No
1
HR Dept. responsible for
Management of EWPs at
work
39(100 %) 0 (0%)
2 Do you have Wellness
Manager at work 2(5.2%) 3(94.8%)
Graph 6.23: Responsibility of Management EWPs at Workplace
255
To understand responsibility of Management EWP data is analyzed. As per the Table
6.23 and Graph 6.23, all the respondents mention that HR dept is responsible for
management of EWPs at workplace. Secondly, the HR mangers were asked about
availability of Wellness Manager for management EWP at workplace, only 5.2% of
respondent‟s mentions that organizations have Wellness Mangers at workplace to
Manage EWP.
6.3.8 STRATEGIES OPTED BY HR MANAGERS TO INCREASE THE
EMPLOYEE PARTICIPATION IN EWPS FOR EFFECTIVE MANAGEMENT
OF EWPS:
Table 6.24: Strategies Opted by HR Managers to Increase Employee Participation
In EWPs for Effective Management of EWPs
Sl. No.
Strategies opted by HR
Managers to increase the
participation of EWP at
workplace for effective
management of EWPs
No. of Respondents / Percentage
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1
Employee Involvement for
designing Wellness
Program
0
(0%)
0
(0%)
2
(5.1%)
1
(2.6%)
36
(92.3%)
2 Marketing Wellness
Programs at work
0
(0%)
0
(0%)
3
(7.7%)
2
(5.1%)
34
(87.2%)
3 Providing Reward based
wellness program
0
(0%)
0
(0%)
0
(0%)
7
(23.1%)
30
(76.9%)
4 Creating more health
awareness in employees
0
(0%)
1
(2.6%)
3
(7.7%)
6
(15.4%)
29
(74.4%)
5
“Fun at Work” as
Employee Wellness
Program
0
(0%)
0
(0%)
0
(0%)
2
(5.1%)
37
(94.9%)
256
Graph 6.24: Strategies Opted by HR Managers to Increase Employee Participation
in EWPs for Effective Management of EWPs
To understand the current scenario of EWPs, the data is analyzed. The Table 6.24 and
Graph 6.24 indicates that 94.9 % of HR managers strongly agree that “fun at work” as
employee wellness program is the strategy opted by them to increase employee
participation. 92.3 % of HR manager of strongly agree with strategy opted – employee
involvement for designing wellness program. 87.2 % of HR Managers mention that
marketing of wellness programs at workplace is strategy opted by them for effective
management of EWPs.
Strategies opted by HR Managers to increase employee participation in EWPs for Effective management of EWPs
257
6.3.9 ESSENTIAL FACTORS FOR EFFECTIVE MANAGEMENT OF
EMPLOYEE WELLNESS PROGRAM IN IT AND ITES COMPANIES:
Table 6.25: Essential Factors for Effective Management of Wellness Programs at IT
and ITeS Companies
Sl. No.
Essential factors for
Effective Management of
Employee Wellness
Program at IT and ITES
companies
No. of Respondents / Percentage
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1
Organization Commitment
and innovation towards
EWP
0
(0%)
0
(0%)
1
(2.6%)
2
(5.1%)
36
(92.3%)
2 Health Information System
and Promotion at workplace
0
(0%)
0
(0%)
0
(0%)
3
(7.7%)
36
(92.3%)
3
Program Evaluation and
Quality improvement of
EWP
0
(0%)
0
(0%)
0
(0%)
7
(18.4%)
31
(81.6%)
4
Privacy, Confidentiality,
and Health Records
Management
0
(0%)
0
(0%)
0
(0%)
4
(10.3%)
35
(89.7%)
5 Systematic Research and
Statistics related to EWP
0
(0%)
0
(0%)
1
(2.6%)
14
(35.9%)
24
(61.5%)
6 Absence and Disability
Management
4
(10.3%) 9(23.1%)
8
(20.5%)
10
(25.6%)
8
(20.5%)
7 Health Benefits
Management
0
(0%) 3(7.7%)
6
(15.4%)
5
(12.8%)
25
(64.1%)
8 Employee involvement in
EWP
0
(0%)
0
(0%)
5
(12.8
%)
4
(10.3%)
30
(76.9%)
258
Graph 6.25: Essential Factors for Effective Management of Employee Wellness
Programs at IT and ITeS Companies
In line with devising model of employee wellness program, the data is analyzed. The
following Table 6.25 and Graph 6.25 indicate that 92.3% of HR managers strongly agree
with Organization Commitment & innovation towards EWP and Health Information
System and Promotion are essential factors for effective management of EWPs. 89.7% of
HR managers strongly agree that Privacy, Confidentiality, and Health Records
Management is essential factor for effective management of EWPs at IT and ITeS
Companies.
Essential Factors for Effective Management of Employee Wellness Programs at IT and ITeS Companies
259
6.3.10 EMPLOYEE WELLNESS PROGRAM PROVIDED IN IT AND ITES
COMPANIES:
Table 6.26: Employee Wellness Programs Provided in IT and ITeS Companies
Sl.
No.
Employee Wellness Program Provided in IT and ITeS
companies
No. of Respondents /
Percentage
Yes No
1 Physical wellness : Health clubs / health weeks / medical
insurance / health education at work / on-site doctor etc.
33
(84.6%)
6
(15.4%)
2
Psychological Wellness / Emotional wellness: Stress
Management Training / behavioral training / conflict resolution /
Counseling
32
(82.1%)
7
(17.9%)
3 Spiritual wellness : Art of Living sessions / Tie up with
organization like Oneness University etc
22
(56.4%)
17
(43.6%)
4 Intellectual Wellness : Higher Education Assistance / seminar n
workshop / training programs
34
(87.2%)
5
(12.8%0
5 Environmental Wellness : Ergonomics, Walking tracks etc. 32
(82.1%)
7
(17.9%)
6 Occupational Wellness : Safety at work / Employee Feedback 33
(84.6%)
6
(15.4%)
7 Financial wellness : ESOP / Financial Advisory help Desk 33
(84.6%)
6
(15.4%)
8 Social Wellness : Family get together / sports league / fun at work
Events
33
(84.6%)
6
(15.4%)
260
Graph 6.26: Employee Wellness Programs Provided in IT and ITeS Companies
To know the current scenario of EWP, data is analyzed. The Table 6.26 and Graph 6.26
indicate that 87.2 % of HR managers mention that they provide EWPs for intellectual
wellness which includes programs like higher education assistance, seminar workshop
and training programs. 84.6 % of HR mangers mention that they provide EWPs for
physical wellness, Occupational wellness, financial wellness and social wellness. 82.1 %
of HR mangers indicate that they provided EWPs for Psychological wellness and
environmental wellness.
261
6.3.11 CHALLENGES AFFECTING THE EFFECTIVE MANAGEMENT OF
EWPS:
Table 6.27: Challenges Affecting the Effective Management of EWPs at Workplace
Sl.
No.
Challenges affecting
the Effective
Management of
EWP at Workplace
No. of Respondents / Percentage
Not at
all
Not
really Undecided Somewhat
Very
much
1 Employee Attitude 0
(0%)
0
(0%)
0
(0%)
5
(12.8%)
34
(87.2%)
2 Employee
Participation
0
(0%)
0
(0%)
0
(0%)
4
(10.3%)
35
(89.7%)
3 Management
Involvement
0
(0%)
25
(64.1%)
4
(10.3%)
5
(12.8%)
5
(12.8%)
4 Budgets for EWP 0
(0%)
32
(82.1%)
3
(7.7%)
4
(10.3%)
0
(0%)
Graph 6.27 : Challenges Affecting the Effective Management of EWPs at
Workplace
Challenges Affecting the Effective Management of EWPs at Workplace
262
To know challenges affecting the effective management of EWP, data is analyzed. The
Table 6.27 and Graph 6.27 indicate that more than 89.7% HR managers feel that
Employee participation in EWPs is very much a challenge for effective management of
EWPs at workplace. 87.2 % of HR mangers feel that employee attitude is very much
challenge of effective management of EWPs. 82.1 % of HR mangers mention that budget
is not really a challenge for effective management of EWPs.
6.3.12 MEASURES TAKEN BY MANAGERS TO OVERCOME THE FACTORS
AFFECTING THE EFFECTIVE MANAGEMENT OF EMPLOYEE WELLNESS
PROGRAMS:
Table 6.28: Measures to Overcome the Challenges of Effective Management of
EWPs
Sl. No.
Measures taken by the Managers to
overcome the challenges affecting
management of EWPs
No. of Respondents /
Percentage
Yes No
1 Changing Employee Attitude towards
EWP
38
(97.4%)
1
(2.6%)
2 Rewards linked with EWPs 34
(87.2%)
5
(12.8%)
3 Cost effective EWPs 21
(53.8%)
18
(46.2%)
4 Feedback and suggestions from employees 34
(87.2%)
5
(12.8%)
263
Graph 6.28: Measures to Overcome the Challenges of Effective Management of
EWPs
There are many challenges HR Managers are facing during the effective management of
EWPs. To understand the measures taken by HR managers, data is analyzed. The Table
6.28 and Graph 6.28 show that 97.4% of HR managers mention that Changing Employee
Attitude towards EWPs is a measure taken by them to overcome the challenges. 87.2 %
of HR manager indicate that Reward linked with EWPs, feedback and suggestions from
employees are measures taken by HR managers to overcome the challenges for the
effective management of EWPs.
Measures Taken by the Managers to overcome Challenges Affecting Implementation of EWPs Measures taken by the Managers to Overcome the Challenges Affecting
Effective Management of EWPs
264
6.3.13 BENEFITS OF EMPLOYEE WELLNESS PROGRAM:
Table 6.29: Benefits of Employee Wellness Program
Sl. No. Benefits of Employee
Wellness Programs
No. of Respondents / Percentage
Not at
all
Not
really Undecided Somewhat
Very
much
1
Decreased health care &
insurance cost
0
(0%)
0
(0%)
1
(2.6%)
24
(61.5%)
14
(35.9%)
2 Reduced Absenteeism 0
(0%)
0
(0%) 0 (0 %)
20
(51.3%)
19
(48.7%)
3 Increase in employee
loyalty
0
(0%)
0
(0%)
1
(2.6%)
14
(35.9%)
24
(61.5%)
4 Employee Engagement 0
(0%)
1
(2.6%)
2
(5.1%)
7
(17.9 %)
29
(74.4%)
5 Good Employer brand 0
(0%)
0
(0%) 0 (0%)
11
(28.2%)
28
(71.8%)
6
Better employee work-life
balance
0
(0%)
0
(0%)
1
(2.6%)
7
(17.9%)
31
(79.5%)
7 Employee Retention 0
(0%)
0
(0%)
1
(2.5%)
12
(30.8%)
26
(66.7%)
265
Graph 6.29: Benefits of Employee Wellness Programs
To understand the benefits of employee wellness program for organizations and to know
the contribution of EWP towards employee engagement and employee work-life balance,
the data is analyzed. The Table 6.29 and Graph 6.29 indicate 79.5 % of HR managers
mention that better employee work-life balance is very much a benefit of EWPs.74.4%
of HR managers mention that employee engagement and 71.8 % of HR managers
mention that good employer brand are very much benefits of effectively managed EWPs
Benefits of Employee Wellness Programs
266
6.3.14 CONTRIBUTION OF EFFECTIVELY MANAGED EMPLOYEE
WELLNESS PROGRAMS:
Table 6.30: Contribution of Effectively Managed Employee Wellness Programs
Graph 6.30: Contribution of Effectively Managed Employee Wellness Programs
To understand the contribution of Effectively Managed EWPs, data is analyzed. As per
the Table 6.30 and Graph 6.30, 69.2 % of HR managers strongly agree that effectively
managed EWPs contributes for employee work-life balance. 51.2 % of HR managers
strongly agree that effectively managed EWP help in employee engagement.
Sl.
No.
Contribution of Effectively
Managed Employee
Wellness Programs
No. of Respondents / Percentage
Strongly
Disagree Disagree Neutral Agree
Strongly
Agree
1
Effectively Managed
Employee Wellness
Programs contributes to
employee engagement
0
(0%)
0
(0%)
1
(2.6 %)
18
(46.2 %)
20
(51.2 %)
2
Effectively Managed
Employee Wellness
Programs contributes to
employee work-life balance
- 0
(0%)
0
(0%)
12
(30.8%)
27
(69.2%)
267
6.4 HYPOTHESIS TESTING
6.4.1 EMPLOYEE WORK LIFE BALANCE:
I) Hypothesis 1: Effectively managed EWP contributes to employees work life
balance.
Effectively managed EWP contribution and work life balance are the two variables taken
for the Chi square test. Following data is taken from the sample studied. The Likert scale
variables are converted in to the categorical variables and then the Chi square test was
carried.
fo = an observed frequency;
fe = an expected (theoretical) frequency, asserted by the null hypothesis;
n = the number of possible outcomes of each event= 309
Table 6.31: Observed Frequencies For Variables - Effectively Managed EWP
Contributes To Employee Work-Life Balance
Better Employee Work life balance
Total
No Yes
Effectively
Managed
EWP
contributes
to
Employee
Work-life
balance
No
22
43
65
Yes
32
212
244
Total 54
225
309
268
Expected frequencies are calculated for each cell using formula
Row Total* Column Total
fe =
Grand Total
Table 6.32: Expected Frequencies For Variables - Effectively Managed EWP
Contributes To Employee Work-Life Balance.
Better Work life balance
Total
No Yes
Effectively
Managed
EWP
contributes
to
Employee
Work-life
Balance
No 11.36 53.64 65.00
Yes 42.64 201.36 244.00
Total 54.00
255.00 309.00
level of significance 0.05
no of rows 2
no of column 2
degree of freedom 1
Table 6.33: Calculation Of Chi Square Test Statistics For Variables - Effectively
Managed EWP Contributes To Employee Work-Life Balance.
Fo Fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe
22 11.36 10.6408 113.23 9.97
32 42.64 -10.641 113.23 2.66
43 53.64 -10.641 113.23 2.11
212 201.36 10.6408 113.23 0.56
Chi square test stats χ2 Total 15.29
269
Critical Value 3.8414
Calculated chi square test stats 15.29
Interpretation and Discussion:
The Calculated chi square test statistics is much more than Critical Value of χ2. Hence, it
is proved that there is significant relationship between effectively managed EWP and
Work life balance. Thus it proves that effectively managed EWP contributes to employee
work life balance.
270
6.4.2 EMPLOYEE ENGAGEMENT:
I) Hypothesis 2: Employee Engagement is possible due to the various benefits
of effectively managed EWP.
Table 6.34: Responses – Employees Feel Employee Wellness Program is Not
Beneficial
Sr.
No.
Benefits of Employee Wellness
Program
Frequency / Percentage
Not at all Not Really
1 Good Health (emotional and
physical)
2 6
0.70% 1.90%
2 Improved Performance 2 11
0.60% 3.60%
3 Motivation at work 4 12
1.30% 3.90%
4 Commitment towards work 2 8
0.70% 2.60%
5 Better work- life balance 2 11
0.60% 3.60%
6 Job Satisfaction 4 10
1.40% 3.20%
7 Develop trust between employer and
employee
4 10
1.40% 3.20%
271
Table 6.35: Responses - Employees Feel Employee Wellness Program is Beneficial
Sr.
No.
Benefits of Employee Wellness
Program
Frequency / Percentage
Some What Very Much
1 Good Health (emotional and
physical)
81 205
26.30% 66.60%
2 Improved Performance 105 179
34% 57.90%
3 Motivation at work 128 136
41.40% 44%
4 Commitment towards work 137 140
44.30% 45.30%
5 Better work- life balance 86 183
27.90% 59.20%
6 Job Satisfaction 112 156
36.20% 50.50%
7 Develop trust between employer and
employee
112 156
36.20% 50.50%
Interpretation and Discussion: Analyzing responses from Employees shows that about
5 % of employees feel that Employee Wellness Program is not Beneficial to them. More
than 80% of the employees feel that Employee Wellness Program is Beneficial to them.
The other 10% are not in a position to decide.
272
ANALYSIS BY CHI-SQUARE TEST FOR TESTING HYPOTHESIS 3
The different variables relating to employee engagement and effectively managed EWP
were discussed in employee‟s questionnaire.
The quantitative analysis has been done using a non-parametric test. For the present
investigation, Chi Square test has been used for sub-hypothesis testing because the
researcher attempts to establish the relationship of contribution of the various variables
towards employee engagement.
IA) Sub – Hypothesis 1: Effectively managed EWP contributes to Employee
Engagement and thus results in Good (emotional and physical) Health for
employees.
Effectively managed EWP Contributing Employee Engagement and Good (emotional
and physical) Health are two variables taken for Chi square test. Following data is taken
from the sample studied. The Likert scale variables are converted into the categorical
variables and then the Chi square test was carried out.
fo = an observed frequency;
fe = an expected (theoretical) frequency, asserted by the null hypothesis;
n = the number of possible outcomes of each event= 309
Table 6.36: Observed Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Good Health (Emotional And Physical
Health)
Good (emotional and physical) Health
Total
No Yes
Effectively
Managed
EWP
contributes
to
Employee
Engagement
No 71 25 96
Yes 18 195 213
Total 89 220 309
273
Table 6.37: Expected Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Good Health (Emotional And Physical
Health)
Good (emotional and physical) Health
Total
No Yes
Effectively
Managed
EWP
contributes
to
Employee
Engagement
No 27.65 68.35 96.00
Yes 61.35 151.65 213.00
Total 89.00 220.00 309
level of significance 0.05
no of rows 2
no of column 2
degree of freedom 1
Table 6.38: Chi Square Test Statistics For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Good Health (Emotional And Physical
Health)
Fo fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe
71 27.65 43.35 1879.18 67.96
18 61.35 -43.35 1879.18 30.63
25 68.35 -43.35 1879.18 27.49
195 151.65 43.35 1879.18 12.39
Chi square test stats χ2 Total
138.48
Critical Value 3.8414
Calculated chi square test stats 138.48
274
Interpretation and Discussion:
The Calculated chi square test statistics is much more than Critical Value of χ2. Hence, it
is proved that there is significant relationship between effectively managed EWP and
Good (emotional and physical) Health. Thus it proves that effectively managed EWP
contributes to Employee Engagement and hence results in Good (emotional and physical)
Health for employees
IB) Sub-Hypothesis 2: Effectively Managed EWP contributes to Employee
Engagement and thus results in Improved Performance for employees.
Effectively managed EWP and Improved Performance are two variables taken for Chi
square test. Following data is taken from the sample studied. The Likert scale variable is
converted into the categorical variables and then the Chi square test was carried out.
fo = an observed frequency;
fe = an expected (theoretical) frequency, asserted by the null hypothesis;
n = the number of possible outcomes of each event= 309
Table 6.39: Observed Frequencies For The Variable Effectively Managed EWP
Contributes To Employee Engagement And Improved Performance Of Employees
Improved Performance
Total
No Yes
Effectively Managed
contributes to
Employee
Engagement
No 36 37 73
Yes 57 179 236
Total 93 216 309
275
Table 6.40: Expected Frequencies For The Variable Effectively Managed EWP
Contributes To Employee Engagement And Improved Performance Of Employees
Improved Performance
Total
No Yes
Effectively
Managed
EWP
contributes
to
Employee
Engagement
No 21.97 51.03 73.00
Yes 71.03 164.97 236.00
Total 93.00 216.00 309
level of significance 0.05
no of rows 2
no of column 2
degree of freedom 1
Table 6.41: Chi Square Test Statistics For The Variable Effectively Managed Ewp
Contributes To Employee Engagement And Improved Performance Of Employees
Fo Fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe
36 21.97 14.03 196.82 8.96
57 71.03 -14.03 196.82 2.77
37 51.03 -14.03 196.82 3.86
179 164.97 14.03 196.82 1.19
Chi square test stats χ2 Total
16.78
Critical Value 3.8414
Calculated chi square test stats 16.78
276
Interpretation and Discussion:
The Calculated chi square test statistics is more than Critical Value of χ2. Hence, it is
proved that there is a significant relationship between effectively managed EWP and
Improved Performance. Thus it proves that effectively managed EWP contributes to
Employee Engagement and hence results in Improved Performance for employees
IC) Sub- Hypothesis 3: Effectively Managed EWP contributes to Employee
Engagement and thus results in Motivation at work for employees.
Effectively managed EWP contributing to Employee Engagement and Motivation at
work are two variables taken for Chi square test. Following data is taken from the sample
studied. The Likert scale variable is converted to the categorical variables and then the
Chi square test was carried out.
fo = an observed frequency;
fe = an expected (theoretical) frequency, asserted by the null hypothesis;
n = the number of possible outcomes of each event= 309
Table 6.42: Observed Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Motivation At Work
Motivation at work
Total
No Yes
Effectively
Managed
EWP
contributes
to
Employee
Engagement
No 49 27 76
Yes 97 136 233
Total 146 163 309
277
Table 6.43: Expected Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Motivation At Work
Motivation at work
Total
No Yes
Effectively
Managed
EWP
contributes
to
Employee
Engagement
No 35.91 40.09 76.00
Yes 110.09 122.91 233.00
Total 146.00 163.00 309.00
level of significance 0.05
no of rows 2
no of column 2
degree of freedom 1
Table 6.44: Chi Square Test Statistics For Variables Effectively Managed EWP
Contributes To Employee Engagement And Motivation At Work
Fo fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe
49 35.91 13.09 171.36 4.77
97 110.09 -13.09 171.36 1.56
27 40.09 -13.09 171.36 4.27
136 122.91 13.09 171.36 1.39
Chi square test stats χ2 Total
12.00
Critical Value 3.8414
Calculated chi square test stats 12.00
278
Interpretation and Discussion:
The Calculated chi square test statistics is more than Critical Value of χ2. Hence, it is
proved that there is significant relationship between effectively managed EWP and
Motivation at work. Thus it proves that effectively managed EWP contributes to
Employee Engagement and hence results in Motivation at work for employees.
ID) Sub-Hypothesis 4: Effectively managed EWP contributes to Employee
Engagement and thus results in Commitment towards work for employees.
Effectively managed EWP contributing to Employee Engagement and Commitment
towards work are two variables taken for Chi square test. Following data is taken from
the sample studied. The Likert scale variable is converted into to the categorical variables
and then the Chi square test was carried out.
fo = an observed frequency;
fe = an expected (theoretical) frequency, asserted by the null hypothesis;
n = the number of possible outcomes of each event= 309
Table 6.45: Observed Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Commitment Towards Work
Commitment towards work
Total
No Yes
Effectively
managed
EWP
contributes
to
Employee
Engagement
No 35 54 89
Yes 51 169 220
Total 86 223 309
279
Table 6.46: Expected Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Commitment Towards Work
Commitment towards work
Total
No Yes
Effectively
managed
EWP
contributes
to
Employee
Engagement
No 24.77 64.23 89.00
Yes 61.23 158.77 220.00
Total 86.00 223.00 309.00
level of significance 0.05
no of rows 2
no of column 2
degree of freedom 1
Table 6.47: Chi Square Test Statistics For Variables Effectively Managed EWP
Contributes To Employee Engagement And Commitment Towards Work
Fo fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe
35 24.77 10.23 104.65 4.22
51 61.23 -10.23 104.65 1.71
54 64.23 -10.23 104.65 1.63
169 158.77 10.23 104.65 0.66
Chi square test stats χ2 Total
8.22
Critical Value 3.8414
Calculated chi square test stats 8.22
280
Interpretation and Discussion:
The Calculated chi square test statistics is more than Critical Value of χ2. Hence, it is
proved that there is significant relationship between effectively managed EWP and
Commitment towards work. Thus it proves that effectively managed EWP contributes to
Employee Engagement and hence results in Commitment towards work for employees.
IE) Sub – Hypothesis 5: Effectively managed EWP contributes to Employee
Engagement and thus results in Job Satisfaction for employees.
Effectively managed EWP contributing to employee engagement and Job satisfaction are
two variables taken for Chi square test. Following data is taken from the sample studied.
The Likert scale variable is converted into the categorical variables and then the Chi
square test was carried out.
fo = an observed frequency;
fe = an expected (theoretical) frequency, asserted by the null hypothesis;
n = the number of possible outcomes of each event= 309
Table 6.48: Observed Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Job Satisfaction For Employees
Job Satisfaction
Total
No Yes
Effectively
managed
EWP
contributes
to
Employee
Engagement
No 51 96 147
Yes 22 140 162
Total 73 236 309
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Table 6.49: Expected Frequencies For The Variables Effectively Managed EWP
Contributes To Employee Engagement And Job Satisfaction For Employees
Job Satisfaction
Total
No Yes
Effectively
managed
EWP
contributes
to
Employee
Engagement
No 34.73 112.27 147.00
Yes 38.27 123.73 162.00
Total 73.00 236.00 309.00
level of significance 0.05
no of rows 2
no of column 2
degree of freedom 1
Table 6.50: Chi Square Test Statistics For Variables Effectively Managed EWP
Contributes To Employee Engagement And Job Satisfaction
Fo fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe
51 34.73 16.27 264.77 7.62
22 38.27 -16.27 264.77 6.92
96 112.27 -16.27 264.77 2.36
140 123.73 16.27 264.77 2.14
Chi square test stats χ2 Total
19.04
Critical Value 3.8414
Calculated chi square test stats 19.04
282
Interpretation and Discussion:
The Calculated chi square test statistics is more than Critical Value of χ2. Hence, it is
proved that there is significant relationship between effectively managed EWP and Job
Satisfaction. Thus it proves that effectively managed EWP contributes to Employee
Engagement and hence results in Job Satisfaction for employees.
IF) Sub-Hypothesis 6: Effectively managed EWP is contributing to Employee
Engagement and thus increases trust between employer and employee
Effectively managed EWP is contributing to Employee Engagement and trust between
employer and employees are two variables taken for Chi square test. Following data is
taken from the sample studied. The Likert scale variables are converted to the categorical
variables and then the Chi square test was carried out.
fo = an observed frequency;
fe = an expected (theoretical) frequency, asserted by the null hypothesis;
n = the number of possible outcomes of each event= 309
Table 6.51: Observed Frequencies For The Variables Effectively Managed EWP
Contributing To Employee Engagement And Trust Between Employer And
Employee
Trust between employer
and employee Total
No Yes
Effectively
managed
EWP
contributes
to
Employee
Engagement
No 44 39 83
Yes 31 195 226
Total 75 234 309
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Expected frequencies are calculated for each cell using formula
Row Total* Column Total
fe =
Grand Total
Table 6.52: Expected Frequencies For The Variables Effectively Managed EWP
Contributing To Employee Engagement And Trust Between Employer And
Employee
Trust between employer
and employee Total
No Yes
Effectively
managed
EWP
contributes
to
Employee
Engagement
No 20.15 62.85 83.00
Yes 54.85 171.15 226.00
Total 75.00 234.00 309.00
level of significance 0.05
no of rows 2
no of column 2
degree of freedom 1
Table 6.53 : Chi Square Test Statistics For Effectively Managed EWP Contributes
To Employee Engagement And Trust Between Employer And Employees
Fo Fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe
44 20.15 23.8544 569.03 28.25
31 54.85 -23.854 569.03 10.37
39 62.85 -23.854 569.03 9.05
195 171.15 23.8544 569.03 3.32
Chi square test stats χ2 Total 50.99
284
Critical Value 3.8414
Calculated chi square test stats 50.99
Interpretation and Discussion:
The Calculated chi square test statistics is much more than Critical Value of χ2. Hence, it
is proved that there is a significant relationship between effectively managed EWP and
trust between employer and employee. Thus it proves that effectively managed EWP
contributes to Employee Engagement and hence results in trust between employer and
employees.
Effectively managed Employee Wellness program contributes to Employee Engagement
is proved by analyzing the beneficial factors such as Good (emotional and physical)
Health for employees, Improved Performance for employees, Motivation at work,
Commitment towards work, Job Satisfaction for employees and trust between employer
and employee.
The Calculated chi square test statistics is much more than Critical Value of χ2 for all
factors hence in all it is proved that effectively managed Employee Wellness program
contributes to Employee Engagement due to the different benefits of EWP to the
employees.
With reference to above all it is proved that Employee Engagement is possible due to the
various benefits of effectively managed EWP.
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Table 6.54: Responses: HR Managers Feel Employee Wellness Program is Not
Beneficial
Sr.
No. Benefits of Employee Wellness Programs
Frequency / Percentage
Not at all Not really
1
Decreased health care & insurance cost,
Reduced Absenteeism, Increase in
employee loyalty, Good Employer brand,
Better employee work-life balance,
Employee Retention
0
0
0% 0%
2 Employee Engagement 0 1
0% 2.60%
Table 6.55: Responses: HR Managers Feel Employee Wellness Program is
Beneficial
Sr.
No. Benefits of Employee Wellness Programs
Frequency / Percentage
Somewhat Very much
1 Decreased health care & insurance cost 24 14
61.50% 35.90%
2 Reduced Absenteeism 20 19
51.30% 48.70%
3 Increase in employee loyalty 14 24
35.90% 61.50%
4 Employee Engagement 7 29
17.90% 74.40%
5 Good Employer brand 11e 28
28.20% 71.80%
6 Better employee work-life balance 7 31
17.90% 79.50%
7 Employee Retention 12 26
30.80% 66.70%
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Table 6.56: Responses: HR Managers Do Not Feel Effectively Managed EWP
Contributes To Employee Engagement At Workplace
Sr.
No.
Contribution of Effectively
Managed EWP
Frequency / Percentage
Strongly
Disagree Disagree
Neutral
1
Effectively Managed EWP
Contributes to Employee
Engagement at workplace
0
0
1
0% 0 %
2.6%
Table 6.57: Responses: Hr Managers Feel Effectively Managed Ewp Contributes To
Employee Engagement At Workplace
Sr.
No.
Contribution of Effectively Managed
EWP
Frequency / Percentage
Agree Strongly Agree
1
Effectively Managed EWP Contributes to
Employee Engagement at workplace
18 20
46.2 % 51.2 %
Interpretation and Discussion:
a) Analyzing the responses from HR manager shows that no HR manager feel that
Employee Wellness Program is not Beneficial to organization. More than 90% of
the respondents feel that effectively managed Employee Wellness Program is
Beneficial to the organization. About 10% are not in a position to decide.
b) Analyzing responses from HR Managers shows that more than 97.4 % HR
managers feels that effectively managed employee wellness programs contributes
to employee engagement
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The benefits like decreased health care cost, reduced absenteeism, increased employee
loyalty, job satisfaction of employee, good employer brand, better employee work-life
balance and employee retention leads to employee engagement and more than 90 % of
HR managers feels that their organizations are been benefitted in the above areas. 97.4 %
HR managers also mention that effectively managed EWP contributes to employee
engagement. Hence hypothesis is proved that effectively managed EWP contributes to
employee engagement due to different benefits of EWP to the Organization.
With reference to above all it is proved that Employee Engagement is possible due to the
various benefits of effectively managed EWP.
6.5 SOME OF THE OBSERVATIONS DURING DATA
COLLECTION:
The careful analysis of the results obtained in the quantitative analysis dealt with the
analysis of the data obtained from the questionnaire data of employees and HR Managers.
The above data is analyzed on the basis of the respondents which are quantifiable and
other various qualitative variables which cannot be quantified. Qualitative treatment is
important and essential to arrive at the results.
As the researcher interviewed HR managers about EWPs provided in different
companies, following is the insight provided by HR managers. It has been observed that
most of the IT and ITeS companies have similar type of Employee Wellness Program.
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6.5.1 EMPLOYEE WELLNESS PROGRAMS PROVIDED IN IT AND ITES
COMPANIES IN SELECTED STUDY AREA
EWPs are conducted in IT and ITeS companies under different names and a variety of
activities. This part to study provides the list of Employee Wellness Programs provided in
IT and ITeS companies in selected study area.
A) COMMON EWPS PROVIDED IN SELECTED IT AND ITES
COMPANIES IN STUDY AREA
Sate transport facility.
Medical insurance.
Stress management training.
Maternity leave.
Employee Assistance program.
On-site doctors.
Tie – up with fitness centres / Gymnasium at workplace.
Training and development.
Fun at work activities.
Counseling and Mentoring.
Financial advisory help desk.
Flexi work hours.
Employee Feedback.
Reward recognition.
Special seminars and programs for women employees.
CSR Initiatives by employees representing organization.
Ergonomics.
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B. UNIQUE EWPS PROVIDED IN SELECTED IT AND ITES COMPANIES IN
STUDY AREA
1. SUNGARD
A. Comprehensive healthcare coverage to invest for retirement – are designed to
meet employee‟s broader life needs.
B. Comprehensive and competitive benefits that include:
Medical Insurance.
Dental Insurance.
Vision Insurance.
Employee Assistance Program.
Flexible Compensation Plan.
Short-term Disability Insurance.
Long-term Disability Insurance.
Retirement Savings Plan.
College Tuition Savings Plan.
Tuition Reimbursement.
Adoption Assistance.
2. SYMANTEC
Companies Total Rewards program includes comprehensive benefits, work-
life initiatives, performance and recognition programs, educational programs,
and career growth opportunities. The Symantec Benefits Program is a key
component of total rewards from Symantec.
Variable Pay Plan: Symantec offers a variety of reward and recognition
programs via manager-nominated awards and employee-nominated awards.
Employee Stock Purchase Plan (ESOP): Eligible employees may purchase
Symantec stock twice a year, on designated purchase dates, at a discounted
price through the Employee Stock Purchase Plan.
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Paid Parental Leave: Offers two weeks Paid Parental Leave to its employees-
parents. Parental leave is available to fathers of a newborn, as well as parents
of a newly adopted or newly placed foster child.
Dependent Life Insurance.
Personal Time Off (PTO): Symantec employees accrue 17 to 22 days of
Personal Time Off (PTO) annually, based on length of service.
Paid Holidays: Symantec provides nine paid holidays per year, plus two
floating holidays chosen by employees for a total of 11 holidays per year.
Work / Life Benefit Programs: The following programs help support
employees through various life stages:
Employee Assistance Program.
Dependent Care Referral Program.
Free prenatal kit for expectant parents.
Kindergarten kit for parents.
Teen care kit for parents.
Elder care kit for aging parents.
Adoption Assistance Program.
Long-term care insurance.
Health club / fitness club reimbursement.
On-line discount program for products & services.
Educational assistance (tuition reimbursement).
Corporate training programs.
Computer purchase program.
Software purchase program.
3. SYMPHONY
Monthly TGIF (Thank God Its Friday) event with Games, dance, Beer and Snacks
celebrating special occasions such as Symphony Annual Day, Valentines Day,
Diwali, Christmas and New Years.
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Participating in Inter Corporate competitions like Shuttle and Cricket Family
events like Good Health Program and Kiddos Carnival.
Employee Welfare initiatives such as Safety First Work Next and First Aid
Training.
Continuous training for career progression - Symphony University assisted higher
education offers scholarship up to 90%. The Rewards and Recognition Program
encompasses awards for spot contributions, quality initiatives and client
satisfaction.
4. CONVERGYS
Medical Coverage protecting employee and employee‟s family from high, and
often unexpected, medical care expenses.
Medical plans featuring a managed prescription drug benefit.
Dental coverage options, including base and comprehensive plans.
A vision care plan to cover expenses associated with routine eye examinations,
contact lenses and glasses.
Life Balance - A no-cost assistance program that helps keep work and life
balanced.
Paid Time Off (PTO) and Holidays - PTO eligibility is dependent on length of
service and includes vacation days and personal days.
Tuition Reimbursement Plans - Employees who seek further education at any
accredited institution and are eligible for tuition reimbursement for related
expenses.
Employee Assistance Program (EAP)-Employees can participate in a no cost EAP
program providing practical solutions, online resources, one-on-one consultations
and materials on a variety of personal, family, and work issues.
Employee Discount Program: Employees have the opportunity to participate in
Employee Discount Program. This program offers deep discounts from thousands
of name brand merchants.
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5. IBM
IBM has global strategy for improving the health of IBMers, while keeping costs in
check which has four core elements:
1. Investing in prevention and primary care.
2. Supporting health system reform.
3. Developing programs for healthy lifestyles among employees and their families.
4. Scaling programs and services through web-based healthcare tools in ways that
enable employees to be informed, activated and engaged partners in healthcare.
The company has identified employee health risk reduction and maintenance of low
health risk as a key requirement under IBM's Well-being Management System.
IBM employees have on-demand access to health risk assessment tools and
professional guidance.
Strategic use of technology and creative approaches to program delivery and
communications allows for maximum reach.
By using technology, IBM can offer a comprehensive portfolio of health
promotion and wellness programs customized to address the diverse cultures and
local needs of IBM employees in Pune.
Promotes resources to take action toward health goals based on individual stage of
change.
Provides access to online communities and teams that provide social support.
IBM places specific focus on helping the global workforce including Pune Office:
Receive recommended clinical preventive services.
Adopt physically active lifestyles & achieve and maintain healthy weight.
Establish and maintain good nutrition.
Become and stay smoke-free & flexible work environment while providing
benefits and services.
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6. EXL
Employee Assistance Program.
Medical insurance and On-Site doctor.
Health club / fitness club reimbursement.
On-line discount program for products & services.
Educational assistance (tuition reimbursement).
Corporate training programs.
Creche‟ for children.
Special seminars for women employees.
Safe transport for women employees.
Every Friday fun at work activities like birthday celebration, games, get together,
picnics at regular intervals.
7. COGNIZANT
Fun at work on every Friday evening.
Medical Insurance and On-site doctors.
Employee Assistance Program.
Learning Center: Cognizant Academy.
Cognizanti e-Community: This is a private, online community for senior IT
executives and business leaders. The interactive format allows them to learn from
each other, as well as renowned subject-matter experts, about achieving IT and
BPO excellence.
8. INFOSYS BPO
Wellness Facilities at Work :Library, Café Coffee Day, Super market, recreational
facilities, ATMs at workplace, good food at work, Swimming pool, Cycling lanes
and Running tacks
Training programs at regular intervals.
Bollylodz – Cultural program at workplace.
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Awards for Excellence.
Infy Super Singer Awards.
Talent show of employees - Infosys got talent.
There are more than 70 clubs at Infosys BPO for fun at work.
IWIN – Infosys Women Inclusivity Network: Initiative for gender-sensitive work.
Infosys Family Network: Support from peers for employee work – life balance
issues.
Bring your child to work: Children can come to work with parents at workplace.
9. INFOSYS TECHNOLOGIES
Health Assessment and Lifestyle Enrichment (HALE):
The HALE program is a comprehensive and holistic health initiative, customized
to an IT environment that innovates constantly in order to cater to the needs of the
employees. Through this program, Infosys technologies launch employee
engagement campaigns such as interactive portals and quizzes. The
comprehensive health and well-being plan includes preventive healthcare options
for employees and families, health checks, talks, consultations, fitness-related
interventions, and health awareness campaigns.
As part of Safety Week and Health Week, Infosys facilitated master health check-
ups and stress relief workshops at all campuses in Pune.
Infosys has also established a help line and an online tool, the HALE Tool to
provide timely and expert support to the employees and their families on issues
related to relationships, personal crisis, stress and depression.
Life at Infosys is brimming with events - where employees can pursue their interests
in areas as varied as arts, culture, or sports.
Employees express their various skills and interests through forums that include an
"Art Gallery" on campus dedicated to displaying the works of Infoscions, daily quiz
competitions, and regular music meetings that keep the place abuzz with creativity.
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Inculcom is the base organization that hosts cultural programs for Infoscions. Each
event emphasizes a specific area like music, dance, or quiz. Under Inculcom, there
are sub groups like the IQ Circle (Quizzes), Shruthi (the classical music club),
Dramatix (the drama club), and Vakchaturya (forum for self development).
Hearing Employee and Resolving (HEAR).
Infosys Women Inclusivity (IWIN).
Annual Excellence Awards.
Employee Satisfaction Survey (ESAT).
Sparsh-Intranet.
10. KPIT
Dhoom! Taking Fun Seriously:
'Dhoom' comprises a bunch of energetic, enthusiastic and self-motivated
individuals who spearhead various recreational and fun-filled activities
across the organization.
Dhoom caters to the diverse interests of all people - sports, music, photography,
art, theatre, treks and many CSR initiatives like the Let Us Give Club.
Personal development: KPIT provides GLOW: career long Growth, continuous
Learning Opportunities, and a stimulating Work environment.
11. SYNECHRON
Work hard… and Party harder… this is the simple mantra that drives at
Synechron. Every Friday, there are many fun at work activities conducted.
In addition to the fun activities and events are also lay a lot of emphasis on overall
employee development.
Periodic training sessions, focusing on both technical as well as soft skill aspects,
are conducted by experts to provide a holistic development approach to all human
resources apart from the technical training sessions.
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Synechron has a number of recognition programs in the form of spot bonuses,
incentives as well as the quarterly, company-wide „Surpass Awards‟ that
acknowledge and reward exceptional talent across the company.
Employee medical insurance and on-site doctors are also available at workplace.
12. TATA TECHNOLOGIES
Much fun at work activities on every Friday evening.
Afternoon breaks in the spacious outdoor courtyards and cafeteria provide a
relaxing intellectual respite.
The wellness center keeps professionals refreshed.
A gorgeous indoor/outdoor cafeteria supplies lunch to professionals every day and
provides the perfect atmosphere for large group meetings.
Tata Technology has objective based wellness program as discussed in literature
survey.
The campus also features an on-site medical clinic and a resource library.
13. TECH MAHINDRA
Josh @ Tech Mahindra: Josh is name of program for Fun at Work activities. Josh
includes sports events like pool, badminton, carom or cricket, to treks, musical events
like Dandiya or Antakshari and quizzes. Within JOSH there are clubs dedicated to
Cultural, Sports, Adventure, Movies, Coaching and Festival activities.
In-house Medical Help: Doctors, nutritionists and wellness consultants
(psychologists) available at the campus for easy access to medical help.
Promoting Fitness: In-house gymnasium facilities have trained instructors to assist
with weight training and calorie burning. Promote the physical, mental, emotional and
spiritual well-being of employees.
Leisure Activities: Employees are encouraged to spend their leisure time playing
snooker, table tennis, chess and carrom.
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Tech Mahindra endeavor to extend various other facilities through tie-ups with
various products and service companies. Discounts on food, accessories, health,
beauty & entertainment, lifestyle, hospitals, crèches, florists, automobiles are just a
few to name from the exhaustive catalogue that is available to the employees and
their immediate family.
Events, workshops and awareness sessions on health & wellness ensure that Tech
Mahindra has a healthy & fit workforce.
The in-house visiting doctor and nutritionist offer tips on healthy living & lifestyle.
Besides that, a free health check-up facility for employees across all grades takes care
that all associates are fit and brimming with life.
To simplify day-to-day chores, company has banking, insurance and tax planning
helpdesks at the campus, which provide an easy access to the associates.
Maitrin: Counseling center and women employee cell at workplace.
14. WIPRO BPO
JOSH is Wipro's popular employee engagement program under Employee
Wellness Program. It sets the stage for Wiproites to showcase their talents and
mingle with colleagues.
The JOSH Grand Finale across locations includes performances by the Wipro
superstars who share the stage with professionals like Akbar Sami, Euphoria,
Bandish, etc.
Medical Room & Gymnasium.
24*7 Transportation Facility & Indoor Games.
SEED is Wipro BPO's education initiative, which brings academics to employees
desktop. Employees can now choose from the list of 18 courses available from
premier institutes like Symbiosis, BITS, IATA, ICFAI and many more. On
successful completion of the course, Wipro BPO reimburses the course fee.
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15. WIPRO TECHNOLOGIES
Wipro Academy of Software Excellence (WASE), the first of its kind in India and
Pune, is aimed at preparing some of the best Bachelor of Science students for the
applications programming environment. The course equips fresh graduates with
necessary skills to work in applications in a growing software company, instilling
the need for a quality process.
Rewards recognizing a significant contribution from every employee.
Wipro's Equal Opportunity, Employment Policy and Policy Prohibiting
Discrimination and Harassment.
Picnic at regular intervals.
Movie at interval of 2 months.
Employee suggestion systems / quick responses.
Live version of internal house magazine.
Monthly staff awards / Annual staff awards.
Conducting soft skills training program as well as required training programs.
Indoor Games as well as Outdoor games.
Celebration of Employee‟s Birthday.
16. CYBAGE
Employees participate in the following activities organized by Cybage:
Outdoor sports events such as cricket, football, volley ball, badminton, and lawn
tennis.
Indoor games such as pool, carrom, chess and table tennis.
Cultural events such as Navratri, Diwali, and Christmas celebrations.
Trekking camps for pure fun and enjoyment.
Health week activities, road safety week, hobbies week.
Musical nights.
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Cybage strives to achieve quality work and consistent productivity to maintain an
immaculate work–life balance to work efficiently.
17. ORACLE:
Oracle offers a comprehensive benefits plan, called ORACLEflex, that provides
basic benefits and then enables eligible employees to choose coverage levels and
additional benefits that best meet their needs and those of their eligible dependent.
ORACLEflex is a 'cafeteriai-style' benefits plan that gives employees more
choices and greater flexibility than traditional health and insurance benefits plans.
Employee Stock Purchase Plan: Oracle's Employee Stock Purchase Plan lets
employees purchase Oracle common stock at a discounted market price.
Time-Off: With several recognized holidays, substantial vacation, a flexible sick-
leave policy, and flexible work schedules, work/life balance is more than just a
catch-phrase at Oracle.
Oracle Employee Assistance Program offers referral services and confidential,
personal assessment. EAP is available 24 hours a day, seven days a week.
Live and Work Well: The Live and Work Well employee resource program helps
employees manage work and personal responsibilities by providing free advice,
useful materials, and referrals to local or national resources in areas such as
balancing work and personal life, locating child care and elder care resources,
parenting, adoption, selecting schools, and chronic condition support.
Recreational and social activities like hike, play basketball, volleyball, or soccer;
and bike, swim, weight train and sail are few of them. Employees take lunch
breaks to practice martial arts, play piano.
18. ZENSAR TECHNOLOGIES
The Excellence Awards: Excellence Awards are held to honour the year's winners
and acknowledge the accomplishments that have taken place in the organization
due to the passion, dedication and leadership of the associate.
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Women for Excellence (WE) is an interactive forum that facilitates discussion,
dialogue and encourages women to discover their inherent potential and helps fuel
their desire for excellence.
Daycare Centre: This Center has not only been designed in-keeping with
children's requirements but also meets with the necessary health, security and
safety standards obligatory to such ventures.
ZenShare: Is an initiative to drive fun @ Zensar. ZenShare several interest groups
which are completely managed by the employees to encourage and facilitate
employee participation in activities beyond work. These include:
o ZenVentures - adventure club.
o Dramatics club.
o Music and Dance club.
o Literary club.
o ZenSports - Sports team.
Madat-Online: One of the most unique and popular practices with associates, is
the Madat Online service. It is a dedicated service to take care of all sundry chores
of the associates; like bill payments, bank transactions and submission of
applications/forms.
On the Campus Medical Center: Medical center staffed by visiting qualified
doctors to attend to the medical needs and exigencies of the associates, the center
is functional 24 * 7 for associates working in shifts. Medical Center also has a
visiting corporate counselor to counsel the associates on issues related to work-
life balance.
Conveyance for associates working in shifts.
Round-the-Year Inclusive Events: Zensarians and their families a forum to meet,
interact, collaborate and participate through various cultural events. Also have
competitions like indoor games, cricket, Quizzes, Antakshari, and Rangoli. Zensar
extends the participation for these competitions to the families of the associates as
well. At Zensar celebrate all major festivals like Diwali, Dussera and Christmas
are celebrated.
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ZenShare is a way of life, the underlying principal being to create a sharing
synergy and mature relationships between each ZenSarian and within the
company at large.
ZenSports: Again, as a part of team integration and fostering bonding with the
organization, Zensar provides facilities for sports in the campus. Indoor games
include: Chess, Table Tennis, Carrom, etc. Outdoor sports include: Cricket,
Volleyball, Basketball.
Zenventure: The Adventure Club takes one to the world of Trekking, Rappelling,
Paragliding and other adventure sports.
19. ACCENTURE:
Accenture Pune offers employees what is called a “Total Rewards” package. In
addition to basic compensation or salary, this also includes a range of other market -
relevant benefits and professional growth opportunities that recognize individual
contributions and performance.
Mentoring: Whether attending a baseball or skiing outing or hearing a guest speaker
update everyone on the latest developments in a new technology, the internal
communities provide strong support to employees.
Flexible Work: Flexi-work hours helps employees create balance between their work
and personal lives.
Fun at work : Picnic at regular intervals, Movie at regular intervals, get together,
party at workplace and festival celebration.
Onsite Doctor and fitness center.
Hobby Classes.
Healthy food at workplace.
20. AMDOCS
An integrated Employee Assistance Program (EAP) & Work-Life Balance Program,
called LifeBalance. This service is available 24 hours a day, 365 days a year for
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employees to access as often as they like. It is free and confidential service to the
employees and their family members.
Fun at work activities every Friday evening which includes – get together, movie,
festival celebration and games at workplace.
Health Care: Medical insurance and on-site doctors.
Recognize the efforts and give the rewards.
Work from home makes work life balanced.
Kabala: Fun at work activity which provide employees fun activities, get together,
parties and many more.
21. iGATE PATNI COMPUTERS SYSTEMS
iGate Patni Academy for Competency Enhancement‟ (PACE) offers technical
training. One of the prime objectives of PACE is to groom campus recruits in relevant
technical streams.
The Learning & Development (L& D) function imparts necessary „behavioral‟ and
„soft skill‟ training to employees at iGATE Patni.
e-MBA: The specially designed programmes like the BITS Pilani programme, Patni
Management Excellence programme from IIM-A, e-MBA from IIM-Kozhikode,
Knowledge Management programme and various L&D programmes are
acknowledged as sacrucial competitive differentiators by the industry.
Club iGATE Patni organizes various social and cultural events besides sports
activities to bring about a spirit of fun and camaraderie. Employees take an active
interest in regularly held events in sports such as cricket, football, badminton, carrom
and chess. Club iGATE Patni‟s major events are the fun-filled Dandiya Ras-Garba,
Holi, Christmas festivals, Treks.
Patni Annual Day: On the Annual Day, many parents proudly represent their sons and
daughters who are working at client sites around the world. Their presence only adds
to the „extended family‟ aura of iGATE Patni.
Fitness Zones: The company has modern gyms on certain locations equipped with
facilities that make it easy to de-stress and work out.
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Fwd: Fwd is the in-house quarterly magazine of iGATE Patni which highlights the
achievements of the iGATE Patni Teams, their celebrations and their creative works.
E- care :e-Care provides a single point of contact for employees for addressing their
queries, grievances, and concerns to respective section heads.
STAR: STAR „Success, Talent, Achievement, Recognized‟ is iGATE Patni‟s
elaborate Awards Program designed to appreciate every aspect of employee
contribution.
Winner's Circle: This is an exclusive „Employee Recognition Program‟ in which
the top 26 performers of the year, from across the organization, enjoy an all-
expenses paid trip to one of the most exotic locations in the world.
Confidante: This „Employee Assistance Program‟ sponsored by the company,
provides counseling to employees to help them cope with stressful situations at
work or on the personal front.
Medical and Insurance Benefits: iGATE Patni provides medical expense
reimbursement for the employees and their dependents for general or specialist
consultations, drugs, medicines and other medical services as prescribed by a
medical practitioner.
Restricted Stock Unit Plan: At iGATE Patni, performance is rewarded with
ownership. The Restricted Stock Unit Plan aims at encouraging wealth sharing and
ownership among the employees, based on their performance.
22. BMC SOFTWARE:
At BMC software many health care and wellness activities are done under Employee
Wellness Programs.
Medical Insurance employee and dependent.
Employee family get-together and parties.
Employee suggestion systems / quick responses.
Annual staff awards.
Health tips by Intranet.
Problem solving committee.
Conducting soft skills training program.
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Technical training programs.
23. SYNTEL
Fun at work events includes Sports Meets, Annual Day festivities, celebrations for
festivals and special occasions such as New Year, Diwali, Thanksgiving and
Christmas.
Syntel employees participate in S‟Prayas to have fun while delivering joy and
inspiration to needy children. S‟Prayas activities include sports, arts,
environmental campaigns, factory and museum visits, exploring parks and
planetariums.
Training at work.
Onsite counselors and mentors.
Medical benefits and dependent insurance.
Maternity benefits.
24. PERSISTENT SYSTEMS
Robust Reward Program: To encourage „quality‟ and „merit‟ and recognize it
through reward and recognition program.
Long Services Award: Persistent recognizes long serving employees.
The governing theme at Persistent is the well being of employees. A
comprehensive medical assistance program that covers the entire gamut of
medical expenses for the employee and employee‟s family.
Every employee‟s growth in the company is complemented by self-development.
Persistent‟s educational assistance plan offers all encouragement in pursuing the
course of employees interest.
Higher Education Encouragement Leave policy includes a sabbatical to pursue
higher studies related to the profession.
Persistent provide loans mainly intended to cover housing deposit or reallocation
expenses incurred. Persistent also provide contingency loans for marriage, illness
or death of a close family member.
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Persistent offer stock options to deserving employees.
Monetary benefits apart, Persistent take interest in the personal well being of the
employees.
Large cafeterias are available where lunch and snacks are free of cost for each
employee.
All these are in addition to a host of deferred benefits like provident fund, gratuity
and pension plan.
Facilities - At Persistent, a doctor, nutritionist and a wellness consultant visit the
campuses on a regular basis.
Helpdesks are also arranged on bank, insurance and tax planning for the
employees.
Persistent Art Circle, fondly coined as PAC and Persistent Sports Committee
(PSC), together provide various opportunities for employees to showcase their
talents. Recreational activities are encouraged and employees burn those extra
calories in the in-house gymnasium.
PAC is the base organization that hosts cultural programs for Persistentians. Each
event emphasizes a specific area like music, dance or a quiz.
Under PAC, there are sub groups like the PAC Classical (the classical music
club). There are tie-ups with products and service companies in categories like
food, clothing, accessories, health and entertainment centers and the discounts are
passed on to all the employees and their family members.
25. NVDIA
Hassle Free Transportation: NVIDIA has its own travel department.
Help with Shipping: NVIDIA contributes toward shipping expenses to help
employees get their personal items to and from their new location.
Intern Events: Interns are invited to special events sponsored by NVIDIA or their
particular group.
Health Benefits: Medical insurance for employees.
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Employee Assistance Program: NVIDIA's EAP provides with professional,
private and confidential services through a network of qualified counselors and
resources. CONCERN professionals assess, advised and recommend options to
help employees with a variety of services, including financial counseling, career
management, stress and relationship issues.
Onsite Services: Various vendors visit campus several times per month to help
employees save time on services such as dental care and haircuts. Company offers
onsite massage also.
26. HCL
HCL provides the following:
Smart Service Desk: An automated query resolution mechanism for employees,
SSD enables employees raise their concerns for adequate redressal in just three
clicks. On an average 31,000 tickets are raised every month.
EFC: Employee First councils work on goals that are of common interest to all
employees and also help to maintain a balance between work and life. The
councils allow employees to unleash their creative talent. Last year over 1,500
events were conducted by EFC councils.
Women First Council: The purpose of this council is to focus on women
development and to create an inclusive, supporting and caring environment. A
woman exclusive website was launched which information of all women has
related policies, safety and security measures, work-life balance techniques.
O2 league of Extraordinary: O2 is a system created in HCL to recognize high
performers. The league constituted those employees who have been outstanding
performers since last 2 years.
Xtramiles: HCL‟s created a unique reward and recognition portal where all
employees can see extraordinary efforts & performances and appreciate them at a
click of a button. The purpose of Xtramiles is to ensure timely and public
instantaneous recognition of employees who have displayed exemplary
performance.
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MITR: MITR lends helping hands to all HCLites and their family members by
providing them expert counseling 24X7 on any issue concerning them.
Genie: The personal assistant, the all purpose coordinator, the private shopper, the
entertainment guide, the travel planner, located within the office premises &
programmed to take any request. Genie can manage all trivial and not so trivial
chores.
F.U.N.D.O.O. F.R.I.D.A.Y: Is synonymous with fun @ work at HCL
Technologies.
Weekly Polls: Polls are conducted on weekly basis to gather employee feedback
on various issues. The results are shared on the intranet and guide decision
making.
Catalyst : A employee driven team building program, catalyst enables much of the
desired work-life balance for his/her team by rolling out various activities in a
year.
Training: HCL has adopted a number of innovative methods of training and
developing talent within the organization.
27. NIHILENT TECHNOLOGIES
The way other IT and ITeS companies are providing Employee Wellness Programs,
Nihilent Technologies too provides EWP as below:
Tie-up with fitness centers.
Special program for women employees.
Safe transport facility.
Medical insurance.
Special Program for women employees.
Maternity and parent care leave.
Ergonomics.
Fun at work activities.
Stress Management training.
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Training and Development.
Team building workshops.
Get together / Festival Celebration / Parties / Birthday Celebration.
Mentoring at workplace.
Counseling and Stress Management Programs.
28. WNS
Being a young workforce in WNS, they provide lot of facilities which include fun
at work activities on every Friday evenings. Parties, Get-together, games and
festival celebration happens at WNS.
Employee Assistance Program.
Long-term medical insurance.
Health club / fitness club reimbursement.
On-line discount program for products & services.
Educational assistance (tuition reimbursement).
Corporate training programs.
Special program for women employees.
Safe transport facility.
Medical insurance.
Special Program for women employees.
Maternity and parent care level.
Ergonomics.
WNS Care is the corporate social responsibility program which encourage employees
voluntarily help local communities.
29. TATA CONSULTANCY SERVICES
TCS recognizes that occupational health and safety (OH&S) and the overall well-
being of employees are integral to aspirations of growth and success.
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Maitree : A part of TCS' work-life balance programs, 'Maitree' actively promotes a
series of scheduled fun and cultural events and activities, and also keenly promotes
community development projects.
Maitree and the TCS Community: Even while at work, you're never away from life.
TCS-Maitree was established with an intention to strengthen the bond between TCS
employees and their families, as well as provide a platform to encourage hidden
aspirations and talents.
Workshops on theatre, yoga, origami, flower arrangement, chocolate making, and a
host of others have allowed the employees to learn and know about things they
always wanted to.
Many programs initiated by Maitree, like employment opportunities for the disabled,
HIV/AIDS sensitization, peer education, Green Audits to check the excess
consumption of energy resources have now been accepted as best practices by the
organization.
30. CAPGEMINI
Employee Assistance Program: The Employee Assistance Program provides
access to a variety of professional resources when you need assistance with
personal or family issues.
Floating Holidays (Personal Days): In addition to the seven holidays observed by
Capgemini, there are two Floating Holidays (Personal Days).
Vacation: Full-time employees are eligible for paid vacation time.
Paid Leaves of Absence: Capgemini offers special paid leaves for military duty,
jury duty and bereavement.
Medical Plans: Capgemini Medical Plan offers insurance, onsite doctors etc.
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Dental Plan: Capgemini's Dental Plan has been designed to encourage good
preventive care and maintenance of healthy teeth and gums.
Fun at work activities : Every Friday evening Capgemini has fun at work
activities which includes movie, get together, fun games at work place, party,
festival celebration like Diwali, Christmas, Birthday celebrations.
6.6 ADDITIONAL OBSERVATIONS AND VIEWS OF HR
MANAGERS
Organizations have excellent infrastructure for Wellness of employees,
gymnasium, yoga centre, cafeteria, ATM machines, walking tracks, cyclic
tracks and on-site dispensary etc.
Organizations are providing attractive and innovative EWPs which attract
employees. HR managers mention that there is no compulsion for employees
to participate in EWPs.
HR managers also mention that employees do not participate in EWPs due to
workload and their supervisors do not permit them to participate due to target
oriented jobs. HR managers face challenge of ensuring employee participation
in EWPs.
HR managers mention that it is difficult for them to calculate return on
investment on EWPs as most of the results are intangible.
Organizations are taking special care of women employees which is the
unique features of EWPs provided in IT and ITeS sector.
HR managers mention that they have started outsourcing some of the
activities under EWPs e.g Tie up with fitness centres, tie-up with departmental
stores etc. HR managers are looking forward to outsource many activities to
make EWP effective.
An attempt has been made in this chapter by the researcher to provide the detailed
quantitative and qualitative analysis of the data. The quantitative analysis in this chapter
consists of descriptive statistics of the total sample followed by testing of the hypothesis
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from the primary data collected through questionnaire survey of employees and HR
managers. The qualitative analysis in this chapter summarizes the EWP programs
provided in IT and ITeS companies located at Hinjewadi and Aundh IT Park in Pune.
This helps to understand the current scenario of management EWPs, which provides the
insight for devising the suggested Integrated Model of EWPs for effective management
of EWP. This chapter also study the challenges faced by HR managers for effective
management of EWP and measures taken by HR managers to overcome on the same.
This chapter also mentions the essential factors for effective management of Employee
Wellness Program.