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OF STUDY
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OBJECTIVES OF STUDY
• To find out reasons for quality of work life in. DELL & INFOSYS.
• To find out way to improve quality of work life in DELL & INFOSYS.
• To gain an insight into current working time policies and practices, as well as
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RESEARCH
METHODOLOGY
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RESEARCH METHODOLOGY
For achieving the objectives of study, survey was conducted. For survey, personal
interviews of the Management & workers were undertaken. Personal interviews
was selected as the mode of survey to make the study more meaningful & so that
maximum information could be collected. For conducting the personal interviews
of the workers, a questionnaire was made. The questionnaire was structured with
open ended & close ended questions.
The Management was interviewed on various aspects likely to have impact on
the quality of work life & on the turn over of the employees viz. no. facilities
provided to the employees, procedure for the promotions, increments in pay,
bonus schemes incentive sector etc. given to the employees.
Sample Size:
I have covered 100 workers.
50 from DELL, Mohali
50 from INFOSYS, Mohali
Types of Data:
I have used printing as well as secondary data. Some data is been
taken from internet, some from INFOSYS & DELL literature and some is
gathered through questionnaire.
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ABSTRACT
Every company has good managers and bad, just as every company has
good employees as well as bad. If you want to look for examples, there are enough
of them in this industry to pretty much any support point of view you hold. You
will find extraordinarily long working hours but you will also find adrenaline
pumping exhilaration at the end of a successfully completed project. You will find
people complaining about monotony of work but you will also find a huge
premium on creativity and enterprise. You will find callous managers who don’t
care about people but you will also find heartwarming stories of inspirational
conditions but you will also find the unmistakable shiny eyed pride in front of a
delighted customer. This is the ground reality of the new knowledge industry of
our country and while not everything is right with it, there is more that is good
DELL & INFOSYS are creating a positive environment for efficient and
smooth work. With the repetitive nature of work, one’s efficiency get affected and
With hectic schedule and overtime burdened one really stressed and exhausted at
work. Under the provision of the company, to any issue or problem, company take
initiatives with time and appropriate measures. For efficient working, managers do
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have to take care about the professional and personal growth. Nightshifts are really
In BPO’s one get stuck to the work and in the scarcity of holidays, he/she affected
mostly socially. Companies policies and procedures are making senses. Most of
the working class in BPO’s not get satisfied with the job, they always try to switch
Being hectic and over burdened with the worktime, one’s efficiency really get
affected.
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INTRODUCTION
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There has been much concern today about the decent wages, convenient
Worklife” has appeared in Research Journals and press in USJ only in 1970s.
attempts were made to describe the term quality of work life QWL. It refers to the
and J. Lay define QWL as ‘ the degree to which members of a work organisation
are able to satisfy important personnel needs through their experience in the
organisation.”
actions, changes and improvements are desirable and workable in order to achieve
the twin and simultaneous goals of an improved quality of life at work for all
members of the organisation and greater effectiveness for both the. company and
the unions.
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DEFINING QUALITY OF WORK LIFE
difference, the gap, between the hopes and expectations of a person and their
present experience. Human adaptation is such that life expectations are usually
possible. This enables people who have difficult life circumstances to maintain a
reasonable QOL.
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meaning when we reflect on that which we have created, loved, believed in or left
as a legacy.
- Frankl VE. 'Man's search for meaning.' New York: Pocket Books, 1963.
Our definition of quality of life is: The degree to which a person enjoys the
important possibilities of his/her life. Possibilities result from the opportunities
and limitations each person has in his/her life and reflect the interaction of
major life domains are identified: Being, Belonging, and Becoming. The
The Being domain includes the Belonging includes the person's fit Becoming refers to the purposeful
basic aspects of "who one is" and with his/her environments and also activities carried out to achieve
has three sub-domains. Physical has three sub-domains. Physical personal goals, hopes, and wishes.
Being includes aspects of physical Belonging is defined as the Practical Becoming describes day-
health, personal hygiene, connections the person has with to-day actions such as domestic
nutrition, exercise, grooming, his/her physical environments such activities, paid work, school or
appearance. Psychological Being neighbourhood, school and health or social needs. Leisure
includes the person's community. Social Belonging Becoming includes activities that
psychological health and includes links with social promote relaxation and stress
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adjustment, cognitions, feelings, environments and includes the reduction. These include card
and evaluations concerning the sense of acceptance by intimate games, neighbourhood walks, and
self, and self-control. Spiritual others, family, friends, co-workers, family visits, or longer duration
Being reflects personal values, and neighbourhood and activities such as vacations or
and spiritual beliefs which may or represents access to resources activities promote the improvement
may not be associated with normally available to community or maintenance of knowledge and
community activities.
E Physical Belonging
• The neighbourhood I live in.
L
Social Belonging • Being close to people in my family.
O
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• Being able to get professional services (medical, social, etc.)
Community Belonging
G
• Having enough money.
I
B
N • Doing things around my house.
E Practical Becoming
• Working at a job or going to school.
C
• Outdoor activities (walks, cycling, etc.)
O
Leisure Becoming
M • Indoor activities (TV, cycling, etc.)
In quality of life research one often distinguishes between the subjective and
objective quality of life. Subjective quality of life is about feeling good and being
satisfied with things in general. Objective quality of life is about fulfilling the
societal and cultural demands for material wealth, social status and physical well-
being.
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The approach to the measurement of the quality of life derives from the position
that there are a number of domains of living. Each domain contributes to one's
overall assessment of the quality of life. The domains include family and friends,
UNDP has been publishing the annual Human Development Index (HDI) for
countries around the worlkd. It examines the health, education and wealth of each
• life expectancy
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• educational achievement -- adult literacy plus combined primary, secondary
• standard of living -- real GDP per capita based on PPP exchange rates.
There are essentially two perspectives taken in quality of life research: social
indicators research which considers the elites' valuation of what the people need,
and conventional quality of life research which studies what people want, in order
quality of life in the community. The QLI can be used to comment frequently on
key issues that affect people and contribute to the public debate about how to
which affect the living and working conditions of people and focus community
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• SOCIAL: Children in care of Children´s Aid Societies; social assistance
• HEALTH: Low birth weight babies; elderly waiting for placement in long
bankruptcies etc.
Quality of Life is the product of the interplay among social, health, economic and
meaures such aspects as GDP Per Capita, life expectency, Births/1000, Infant
Quality of Life is the product of the interplay among social, health, economic and
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- Various sources
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CRITERIA OF MEASURING QWL
There are different opinions about the adequate compensation. The committee on
Most of the organisations provide safe and healthy working conditions due to
Contrary to the traditional assumptions, QWL is improved the extent that the
worker can exercise more control over his or her work, and the degree to which
but not a part of it. Further, QWL provides for opportunities like autonomy in
either due to educational barriers or due to limited openings at the higher level.
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QWL provides future opportunity for continued growth and security by expanding
Social integration in the work force can be established by creating freedom from
QWL provides for the balanced relationship among work, non- work and family
aspects of life. In other words, family life and social life should not be strained by
working hours including overtime work, work during inconvenient hours, business
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(viii) Social Relevance of Work
socially beneficial manner. The workers’ selfesteem would be high if his work is
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SPECIFIC ISSUES IN QWL
Trade unions claim that they are responsible for the improvement in various
benefits and tacilities. However, P/HR manager has (identified) specific issues in
QWL besides normal wages, salaries, fringe benefits, etc. and takes lead in
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providing them so as to maintain higher order QWL. IKlott, Mundick and Schuster
Good pay still dominates most of the other factors in employee satisfaction.
increase in cost of living index, increase in levels and rates of income tax and
pause in the work schedule, worker’s abilities and nature and match with the job
and drug abuse. Stress adversely affects employ productivity. The P/HR manager,
in order to minimise the stress, has identify, prevent and tackle the problem. He
may arrange the treatment of the problem with the health unit of the company.
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cover drinking and smoking cessation, hypertension control, other forms of
excessive job turnover and premature death. This programme should also cover
introduced for the convenience and comfort of the workers as the work sch which
offers the individual the leisure time, flexible hours of work is preferred.
Trade unions and workers believe that workers’ participation in management and
1e improves WL. Workers also feel that they have control êr their work, use their
skills and make a real contribution to the job if they are allowed participate in
(vi) Recognition
prestigious designations to the jobs, providing well furnished and decent work
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places, offering membership in clubs or association, providing vehicles, offering
association, belongingness, achieve of work results, etc. This in turn leads to better
QWL.
Workers have a sense of fair treatment’ when the company gives them the
opportunity to ventilate their grievances and represent their case succinctly rather
Resources should match with st4ted objectives, otherwise, employees will not be
able to attain the Objectives. This results in employee dissatisfaction and lower
QWL
The promotional policies and activities should be fair and just in order to ensure
higher QWL.
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(xi) Employment on Permanent Basis
insecurity. On the dther hand, employment on permanent basis gives them security
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QWL AND FRINGE BENEFITS
P/HR manager has to build and maintain QWL providing a wide range of fringe
organisation. But it is not so, as improvement over the existing salary, working
conditions and benefits will not cost much However, the rate of increase in
productivity is higher than that of cost of QWL. Thus, increase in QWL results in
worker’s output does not increase proportionately after a certain level even though
QWL increases.
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Improved QWL leads to improved performance. Performance should mean not
only physical output but also the behviour of the worker in helping colleagues in
MANAGEMENT
Quality of worklife is broader than m though these two terms seem to be similar.
Quality of worklife suffers from barriers like any other new schemes.
Management, employees and unions fear the effect of unknown change. All these
parties feel that the bends of this concept are few though they are convinced about
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separately. Management should develop strategies to improve quali of worklife in
These are also called autonomous work groups or integrated work teams. These
work teams are formed with 10 to 20 employees who plan, co-ordinate and control
the activities of the team with the help of a team leader who is one among them.
Each team performs all activities including selecting their people. Each team has
authority to make decisions and regulate the activities. The group as a whole is
accountable for the success or failure. Salaries are fixed both on the basis of
Narrow jobs can be combined into larger units of accomplishment. Jobs are
redesigned with a view to enriching them to satisfy higher order human needs.
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(iii) Effective Leadership and Supervisory Behaviour
For effective leadership and supervisory behaviour ‘9-9’ style of managerial grid
is suitable.
about the career opportunities, career path, education and development and for
Provision for flexible working hours, part-time employments, job- sharing and
(vi) Job Security This tops the employees’ list of priorities. It should be
The principles of justice, fair and equity should be taken care of in disciplinary
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QUALITY OF WORK LIFE AND CAREER DEVELOPMENT
retention tool to keep the best talent within its fold. It is one of the greatest
motivators to keep an employee happy and engaged. But does career planning and
worker? Most organisations think so, and consider it a part of their critical human
initiatives gives them a clear focus about their career track, the blind spots that
they have to overcome and the final goal to be reached. This focussed approach
rate. It is in fact a win-win situation for all. “The typical employee views a career
retention and motivational tool, and the top management view it as a tool for
(India). These career development efforts bring into focus high potential
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The right approach to QWL
among all career development initiatives like promotion, job rotation, training, etc.
counselee’s career with the company. The counsellors take genuine interest in the
counselee’s career and guide them to projects which will enable him/her to
develop the skills and experience and hence employability. Review of the project
handled by the employee is done with respect to the career plan at regular
Biju S Nair, Vice-president (Finance & HR), Four Soft, lists the best approaches to
developing careers:
leadership mentoring.
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• Understanding broad corporate goals as well as industry requirements and
career growth.
• Salary growth and benefits to match the role specific requirement and
• Promotion
• Training
• Job rotation
• Job enlargement
• Succession planning
• Mentoring
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Aligning with organisational goals
organisation and vice versa. No organisation can develop without taking its
does not align with the organisational goals and strategies. When an individual’s
absolute chaos.
“Organisations have their own vision and individuals their own aspirations.
Alignment and congruence of both create a win-win situation and the lack of such
Shrikant Kulkarni, Senior Vice President, KPIT Cummins Infosystems, points out
play, leadership skills, communication skills are key competencies for one who
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Every organisation needs to retain people with the right skills and talent. This can
be enabled by investing in their future growth and showing them the path to fulfil
their dreams. In this process the effort put by employees gives a fillip to their
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34
Dell Inc. (NASDAQ: DELL) is a trusted and diversified information
company and No. 3 globally, designs, builds and delivers innovative, tailored
systems that provide customers with exceptional value. Company revenues for the
Dell India Pvt Limited (the Indian arm of Dell Inc.) was incorporated in
1996.Dell’s direct operations in India started in the year 2000 from Bangalore.
Ever since its launch in India, Dell India has been growing at a tremendous pace.
The major support factor for this growth has been the team, Dell’s direct model
and the high levels of post sales service given to the customers. Dell India got the
top rank for product and post sales service support in the DQ-IDC Customer
minimums. We never compromise these standards and we will never ask any
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member of the Dell team to do so either. We owe this to our customers, suppliers,
Our higher standard is at the heart of what we know as the "Soul of Dell" - the
statement of the values and beliefs which define our shared global culture. This
adheres to our company values and to the laws of the countries in which we do
business. Just as the Soul of Dell articulates our values and beliefs, the following
Code of Conduct provides guidance to ensure we meet our higher standard and
conduct business the Dell Way - the right way, which is "Winning with Integrity."
Simply put, we want all members of our team, along with our shareholders,
customers, suppliers and other stakeholders, to understand that they can believe
what we say and trust what we do. Our higher standard includes several key
characteristics that both underpin the Soul of Dell and provide the foundation for
Trust - Our word is good. We keep our commitments to each other and to our
stakeholders.
appearance of impropriety.
Honesty - What we say is true and forthcoming - not just technically correct. We
are open and transparent in our communications with each other and about
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business performance.
Judgment - We think before we act and consider the consequences of our actions.
Respect -We treat people with dignity and value their contributions. We maintain
Courage - We speak up for what is right. We report wrongdoing when we see it.
mistakes and quickly correct them. We do not retaliate against those who report
COMPANY FACTS
The Company
Dell Inc. listens to customers and delivers innovative technology and services they
trust and value. Uniquely enabled by its direct business model, Dell sells more
systems globally than any computer company, placing it No. 28 on the Fortune
based computing products and services. Revenue for the last four quarters totaled
$56 billion and the company employs approximately 65,200 team members
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Dell was founded in 1984 by Michael Dell, the longest-tenured executive to lead a
selling computer systems directly to customers, Dell could best understand their
needs and efficiently provide the most effective computing solutions to meet those
needs. This direct business model eliminates retailers that add unnecessary time
direct model allows the company to build every system to order and offer
introduces the latest relevant technology much more quickly than companies with
days on average.
For more than 20 years, Dell has revolutionized the industry to make computing
Dell has demonstrated this effect time and again as it enters new, standardized
printers and other electronic accessories. Nearly one out of every five standards-
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based computer system sold in the world today is a Dell. This global reach
indicates our direct approach is relevant across product lines, regions and customer
segments.
Dell's high return to shareholders has been the result of a focused effort over time
to balance growth with profitability and liquidity. Dell has consistently led its
high performance rack and tower servers for enterprise customers and aggressively
products to store, serve and protect customer data. The portfolio includes external
storage, tape backup products, network attached storage, fibre channel arrays,
Printing and Imaging Systems Dell features a wide array of Dell-branded printers,
from photo printers for consumers to large multifunction lasers for corporate
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workgroups. The Dell printer product line is focused on making printing easier to
buy, own, and use. All Dell printers feature the Dell Ink Management System or
Dell Toner Management System, which simplify the supplies purchasing process
by displaying ink or toner levels on the status window during every print job and
Workstations Dell Precision desktop and mobile workstations are intended for
Notebook Computers Dell offers two lines of notebook computer systems. The
thin, light ultra-portable models. The Inspiron line is targeted to customers who
Desktop Computers Dell customers can select from two lines of desktop computer
systems. The OptiPlex line is designed for corporate, institutional and small
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serviced systems within networked environments. The Dimension line is designed
for small businesses and home users requiring fast technology turns and high-
performance computing. The Dimension product line typically features the latest
high-performance components.
digital cameras, projectors and scanners. The company also offers several new
Dell peripheral products, including plasma and LCD TVs, and Axim handhelds.
to lower annual service costs and enhance performance without sacrificing control
related services.
41
consulting, application development, solutions integration, and infrastructure
and deploy Dell systems and products into IT environments. Dell's custom factory
from four tiers of service levels through Enterprise Support for server and storage
systems. Additionally, the company provides a limited warranty for all computer
systems and offers 24 hour telephone and online technical support. Warranty
Home Service for technical support and Express Tech Support, give customers
programs feature more than 1,200 courses for consumer, business and IT
professionals. The courses are designed for all skill levels and range from personal
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On-site service is provided by independent third-party service providers. Dell, the
Dell logo, Dell Ink Management System, Dell Toner Management System,
OptiPlex, Dimension, Axim and Premier Dell.com are trademarks of Dell Inc.
DELL FINANCIALS
43
Annual Financial Highlights
(in millions, except per-share data) FY061 FY052 FY04 FY03 FY023
Growth Highlights
44
INFOSYS, MOHALI
1980s, emerged as a disruptive force in the industry and led to the rise of offshore
talent in India and other emerging economies, the GDM has achieved broad
acceptance through its ability to deliver lower costs, higher quality, and
productivity.
Offshore outsourcing is at the core of the Global Delivery Model, which refers to
value from global outsourcing initiatives. To achieve this goal, companies are
adopting sourcing models that shorten the time required to achieve steady-state
operations.
45
Modular Global Sourcing, the next generation of strategic services outsourcing,
maturity level realize the full benefits of global sourcing, it provides both a
leaders to:
Modular Global Sourcing represents Infosys’ vision for the future of offshore
defines a set of actionable frameworks and steps that business and IT decision
makers can undertake to put the concepts into practice to realize operational
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efficiencies and enable business innovation, regardless of their current level of
sourcing maturity.
The cost arbitrage of the Global Delivery Model is about the lowest form of value
that you get. Part of the savings allows you to invest in more quality time for the
definition and design phase of the solution. This increases your odds of gaining a
allows you to invest in pilot projects, which you couldn't have because of resource
Infosys' Global Delivery Model (GDM) is driven by the highest process and
• Assurance of the best product quality, which cuts down costs of fixing
Leveraging Global Delivery Model (GDM) also gives you access to the best
have been practiced in various forms since the 1980s, the past few years have
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witnessed a tremendous increase in their adoption rate by enterprises of all sizes
Several key trends are now shaping the landscape of offshore outsourcing
services:
benefits using global supplier networks. Strategic Global Sourcing provides both a
Strong processes are the backbone of the Global Delivery Model. At Infosys,
detailed, documented and time-tested processes drive all our activities and
interfaces.
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• Strong quality and project management processes ensure excellence
in delivery.
• Processes for managing talent ensure that your project gets the best
At Infosys, our teams believe in Process Osmosis. This is the planned diffusion of
best practices, not only across engagements within Infosys, but also between the
Our processes, while strong, lend ample space for creativity and flexibility. Honed
over years, and benchmarked beyond the best, our processes enable the Global
Delivery Model (GDM) to create far more value for you than traditional sourcing
resources
49
• A strong relationship approach to ensure continuity and business-
level focus
needs
customer satisfaction
50
ANALYSIS OF
QUESTIONNAIRE
51
1. Which of the following best describe your working area?
Tele Marketing 29
Back Operation 11
Finance / Accounting 1
Human Resources 2
MIS 7
QWL
Human
MIS
Resources
14%
4%
Finance /
Accounting Tele Marketing
2% 58%
Tele Marketing
Back Operation
Back Operation
Finance / Accounting
22%
Human Resources
MIS
INFOSYS
Tele Marketing 32
Back Operation 7
Finance / Accounting 2
Human Resources 2
MIS 7
QWL
Human
MIS
Resources
14%
4%
Finance /
Accounting
Tele Marketing
4%
64%
Tele Marketing
Back Operation Back Operation
14% Finance / Accounting
Human Resources
MIS
DELL
52
2.Which of the following best describe your position?
Clerical 33
Managerial 5
Accounting 7
Other 1
Executive 4
QWL
Executive
Other 8%
2%
Accounting
14%
Clerical
66%
Managerial
10% Clerical
Managerial
Accounting
Other
Executive
INFOSYS
Clerical 37
Managerial 3
Accounting 6
Other 2
Executive 2
QWL
Other Executive
4% 4%
Accounting
12%
Managerial
6%
Clerical
74%
Clerical
Managerial
Accounting
Other
Executive
DELL
53
3.How long have you been working here?
Less than 6 months 11
6 months-12months 19
1-2 yrs 9
3-5 yrs 6
More than 5 yrs 5
QWL
1-2 yrs
18% Less than 6 months
6 months-12months
38% 6 months-12months
1-2 yrs
3-5 yrs
More than 5 yrs
INFOSYS
Less than 6 months 10
6 months-12months 17
1-2 yrs 7
3-5 yrs 8
More than 5 yrs 8
QWL
3-5 yrs
16%
DELL
54
4.Are you satisfied with your work environment?
Satisfied 26
Unsatisfied 15
No Response 9
QWL
No Response
18%
Satisfied Satisfied
Unsatisfied 52%
Unsatisfied
30%
No Response
INFOSYS
Satisfied 21
Unsatisfied 19
No Response 10
QWL
No Response
20%
Satisfied
42%
Satisfied
Unsatisfied
Unsatisfied
38% No Response
DELL
55
5.Satisfaction with working condition or facilities provided?
Sanitation 6
Safety 19
Drinking Water 2
Transport 23
QWL
Sanitation
12%
Transport
46%
Safety
38%
Drinking Water
4% Sanitation
Safety
Drinking Water
Transport
INFOSYS
Sanitation 9
Safety 15
Drinking Water 6
Transport 20
QWL
Sanitation
18%
Transport
40%
Safety
Drinking Water 30%
12% Sanitation
Safety
Drinking Water
Transport
DELL
56
6.Is there any extra facilities like food or Transportation being provided?
Free 36
Concession 14
QWL
Concession
28%
Free
72%
Free
Concession
INFOSYS
Free 33
Concession 17
QWL
Concession
34%
Free
66%
Free
Concession
DELL
57
7.Attitude of supervisor and colleagues toward you.
Fair 36
Good 8
Bad 6
QWL
Bad
12%
Good
16%
Fair
Good
Fair Bad
72%
INFOSYS
Fair 33
Good 9
Bad 8
QWL
Bad
16%
Good Fair
18% Good
Fair
Bad
66%
DELL
58
8.Is job rotation facility provided?
Yes 39
No 11
QWL
No
22%
Yes
No
Yes
78%
INFOSYS
Yes 36
No 14
QWL
No
28%
Yes
No
Yes
72%
DELL
59
9.Are you provided with training?
Yes 42
No 8
QWL
No
16%
Yes
No
Yes
84%
INFOSYS
Yes 40
No 10
QWL
No
20%
Yes
No
Yes
80%
DELL
60
10.Would you refer a friend to apply for the job?
Yes 44
No 6
QWL
No
12%
Yes
No
Yes
88%
INFOSYS
Yes 42
No 8
QWL
No
16%
Yes
No
Yes
84%
DELL
61
11.Are you provided with enough growth opportunities?
Yes 31
No 19
QWL
No
38%
Yes
Yes No
62%
INFOSYS
Yes 28
No 22
QWL
No
44%
Yes
Yes
No
56%
DELL
62
12.Are there any performance appraisal or job incentives?
Yes 24
No 26
QWL
Yes
48% Yes
No
52% No
INFOSYS
Yes 21
No 29
QWL
Yes
42%
Yes
No No
58%
DELL
63
13.Any extra facilities like health camps or yoga camps being held for health
benefits?
Yes 29
No 21
QWL
No
42%
Yes
Yes
No
58%
INFOSYS
Yes 24
No 26
QWL
Yes
48% Yes
No
52% No
DELL
64
14.Is the management flexible with respect to your social responsibilities?
Very Flexible 14
Flexible 20
Not Flexible 16
QWL
Very
Not
Flexible
Flexible
28%
32%
Flexible
Very Flexible
40%
Flexible
Not Flexible
INFOSYS
Very Flexible 11
Flexible 19
Not Flexible 20
QWL
Very
Flexible
Not 22%
Flexible
40%
Flexible
Very Flexible
38%
Flexible
Not Flexible
DELL
65
15.How satisfied are you with your job?
Satisfied 22
Oversatisfied 9
Under Satisfied 12
No Response 7
QWL
No Response
14%
Satisfied
44%
Satisfied
Under Satisfied Oversatisfied
24%
Under Satisfied
Oversatisfied
No Response
18%
INFOSYS
Satisfied 17
Oversatisfied 6
Under Satisfied 18
No Response 9
QWL
No Response
18% Satisfied
34%
Satisfied
Oversatisfied
Under Satisfied Under Satisfied
Oversatisfied
36% No Response
12%
DELL
66
FINDINGS
FINDINGS
DELL means the workload over DELL workers is more, other works like Back
67
Operation, Finance/Accounting, Human Resources and MIS works are almost
same.
Mainly workers are on the clerical work, more 74 % are there in the DELL as
Other and Executive are the different sections that are followed by the workers in
outsourcing field.
The counting of workers which are surviving there in the BPO sector in both the
companies whether INFOSYS and DELL are less in terms of staying for a longer
period.
Ratio of satisfied and unsatisfied are a bit different and really not having a big gap.
Workers are well satisfied with the working conditions and the facilities provided,
this is where private or MNC companies are well ahead of Public Companies.
Extra facilities like food or transportation being provided, but in return they charge
the perks but in addition those perks are not so high as compared to the well high
class facilities.
72 % of the attitude of the supervisor and the colleague towards workers are fair in
case of DELL.
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With the start of new venture 84 % of the workers are to be given training in
As working with the high class environment and with good facilities everybody
like to offer the same job to his/her friend, thereby 88 % of the INFOSYS workers
Growth opportunities are less while working with the BPO sector, only 62 % in
Health and yoga camps are to be provided for meditation and relaxing after a
hectic work but not as compared to the burden of the work as only 58 % in
People are satisfied just on the fact that there is no other are opened for them, they
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SUGGESTIONS AND
RECOMMENDATIONS
70
SUGGESTIONS & RECOMMENDATIONS
The trend has been showing a fast growth for the BPO sector. BPO companies are
the fastest growing potential for India. Many of the working employee in these
companies get good perks and treatment but their working schedules are hectic.
Companies have to reform their policies and understand the working
conditions of the employee.
They have to relate their work in the manner that employees don’t get
frustrated with the stress and over burdened of the work.
Facilities like food and transportation to be provided free, company has to
provide more growth opportunities to the workers.
Time to time Performance Appraisal and job incentives has to be provided.
Health and yoga camps to provide on regular basis to make their workers
get rid of stress of work load.
Social responsibility should have to increase at professional level.
The policies have to be in the manner that employees efficiency with the
repetitive nature of work won’t get affected.
It is to be in the mind of the employee that with the impact of the work time
his/her moral don’t get affected and also the efficiency with the work.
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LIMITATIONS
OF
STUDY
72
LIMITATIONS
1. The information provided by the workers is not definitely true.
2 The samples of workers are not representative of the total workforce.
3. The workers hesitate disclosing the true facts in order to secure their job.
4.There is no measure to check out whether the information provided by the
workers is correct or not.
The behaviour of the Organisation is not co-operative while giving information, so
it is very time consuming.
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BIBLIOGRAPHY
74
BIBILOGRAPHY
Internet Sites
• www.dell.com
• www.infosys.com
• http://www.expressbusinesspublications.com/
• http://www.loksatta.com/
Personal Interviews
• Dr. C. B. Gupta “HUMAN RESOURCE MANAGEMENT” , Sultan Chand & Sons
• DELL Literature
75
QUESTIONNAIRE
Dear Respondent,
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3. How long have you been working here?
Less than 6 months
6 months-12months
1-2 yrs
3-5 yrs
More than 5 yrs
4. Are you satisfied with your work environment?
Satisfied
Unsatisfied
No Response
5. Satisfaction with working condition or facilities provided?
Yes No
Sanitation
Safety
Drinking Water
Transport
6. Is there any extra facilities like food or Transportation being provided?
Yes No
If Yes, then Free Concession
7. Attitude of supervisor and colleagues toward you.
Fair Good Bad
8. Is job rotation facility provided?
Yes No
9. Are you provided with training?
Yes No
If Yes, then
Any salary Paid during training?
Yes No
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10. Would you refer a friend to apply for the job?
Yes No
11. Are you provided with enough growth opportunities?
Yes No
12. Are there any performance appraisal or job incentives?
Yes No
13. Any extra facilities like health camps or yoga camps being held for health
benefits?
Yes No
14. Is the management flexible with respect to your social responsibilities?
Very flexible Flexible Not Flexible
15. How satisfied are you with your job?
Satisfied Over Satisfied
78