Employee Engament

Study on Employee Assistance Program
INTRODUCTION
The History & Concept of HRM
At the decade of 80 the concept of "Human Resource Management" was started and then it has shown growth gradually in decade of 1990. Finally the tasks and operations of personnel management were shifted to the Human Resource Management and it is functioning now in broad way in the organizations than Personnel Management. Personnel Management was introduced by the end of 19th century. At that time, this was focused on the welfare of labors in the organizations. According to the tasks they have done, the officers at Personnel Department were called as "Welfare Officers". The special thing was the employee welfare tasks were done by women at that time.
During the period of 1914-1939, many organizations has showed a quick growth and quick changes in needs and wants of the operations. Therefore the tasks done by women shifted to the men's, because of the complexity of tasks. These officers have called as "Labor managers" at that time. After Second World War, during the period 1945 - 1979, this has grown up and changed to "Personnel Management", and Personnel Management was focus basically on employee administration.
At the decade of 80 the concept of "Human Resource Management" was started and then it has shown growth gradually in decade of 1990. Finally the tasks and operations of personnel management were shifted to the Human Resource Management and it is functioning now in broad way in the organizations than Personnel Management.
PGDMS & RC, SIT, TUMKUR.
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Definition
Human resource management can be defined as managing (planning, organizing, directing and controlling) the functions of employing, developing and compensating human resources resulting in the creation and
development of human relations with a view to contribute proportionately to the organizational, individual and social goals.
Scope
The scope of HRM is very wide:a) Personnel Aspect:-This is concerned with man power planning, recruitment, selection, placement, transfer, promotion, training & development, incentives, remuneration, etc. b) Welfare Aspects: - It deals with working condition & amenities such as canteens, rest rooms, housing, transport, education, Health & safety, medical assistance, recreation facilities, etc. c) Industrial relations, Relational joint Aspects:This covers union-management disciplinary
consultation,
collective
bargaining,
measures, settlement of disputes, etc
Functions
1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of employees. 4. Appraisal of performance of employees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of employees. 7. Social security and welfare of employees.
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INDUSTRY PROFILE
Information technology
Information technology (IT) is a branch of engineering dealing with the use of computers and telecommunications equipment to store, retrieve, transmit and manipulate data. The Information Technology Association of America has defined IT as "the study, design, development, application, implementation, support or
management of computer-based information systems". The term is commonly used as a synonym for computers and computer networks, but it also encompasses other information distribution technologies such as television and telephones. Information technology, and the hardware and software associated with the IT industry, are an integral part of nearly every major global industry. The information technology (IT) industry has become of the most robust industries in the world. IT, more than any other industry or economic facet, has an increased productivity, particularly in the developed world, and therefore is a key driver of global economic growth. Economies of scale and insatiable demand from both consumers and enterprises characterize this rapidly growing sector. Owing to its easy accessibility and the wide range of IT products available, the demand for IT services has increased substantially over the years. The IT sector has emerged as a major global source of both growth and employment.
Brief History of IT Industry

Humans have been storing, retrieving, manipulating and communicating information since the Sumerians in Mesopotamia developed writing in about 3000 BC, but the term "information technology" in its modern sense first appeared in a 1958 article published in the Harvard Business Review; authors PGDMS & RC, SIT, TUMKUR. Page 3
Study on Employee Assistance Program Leavitt and Whisler commented that "the new technology does not yet have a single established name, then they call it information technology (IT)." Based on the storage and processing technology employed, it is possible to distinguish four distinct phases of IT development: pre-mechanical (3000 BC 1450 AD), mechanical (14501840), electromechanical (18401940) and electronic. This article focuses on the latter of those periods, which began in about 1940.
Growth of Indias IT Industry

The growth of India's IT sector has brought about many other positive changes in the Indian economy. The purchasing power of a large section of Indian population has increased dramatically. This has resulted in an increase in the average standard of living of the majority of population of the country. The increase in purchasing power of the common people has propelled the growth rate of the other sectors of the economy as well. In 1990, Department of Electronics (DOE) introduced the concept of Software Technology Park (STPs) in India. STPs were allowed with basic infrastructure, dependable power supply, tax exemptions and also given 100% ownership for the foreign firms. 1990s development was mainly because of STPs. MRTP Act was replaced de-facto in 1991 which allowed unbiased trade practices thereafter. During this period India saw dramatic changes in heavy investments on higher education and booming privately funding engineering colleges which made India ready with technical manpower resources. In the year 1991 Post Liberalization has led to significant growth of IT Industry. India did not see a development in IT industry during mid 70s and this period was not so effective due to restricting imports of computer peripherals, high import tax, strict Foreign Exchange and Regulation Act limiting its allocation.
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Study on Employee Assistance Program High investments in higher education and formation of prestigious engineering colleges, policy reforms to allow foreign investments in 1991 enabled for significant growth in development. From just programming and documentation work India emerged to implementation, R&D, out sourcing and diversified itself to hidden depths of IT industry to become a global hub for software and IT enabled services. A significant breakthrough factor in IT industry development was by Y2K. Indians were already gained expertise in converting mainframes and DOS PCs into UNIX platform. Y2K created a battle ground for Indian software professionals and which prepared them to compete and show their talent globally. The industry is also focused on the integration with other technologies such as mobile phones, automobiles and televisions etc, thereby increasing the demand for such jobs. The largest firms globally include IBM, HP, Dell and Microsoft. In the last few years Indian IT industry has seen tremendous growth. Destinations such as Bengaluru, Hyderabad and Gurgaon have evolved into global IT hubs. Several IT parks have come up at Bengaluru, Hyderabad, Chennai, Pune, Gurgaon etc. These parks offer Silicon Valley type infrastructure. In the light of all the factors that have added to the strength of Indian IT industry, it seems that Indian success story is all set to continue.
Features of the IT Industry

1) Economies of scale for the information technology industry are high. The marginal cost of each unit of additional software or hardware is insignificant compared to the value addition that results from it. 2) Unlike other common industries, the IT industry is knowledge-based. 3) Efficient utilization of skilled labor forces in the IT sector can help an economy achieve a rapid pace of economic growth. 4) The IT industry helps many other sectors in the growth process of the economy including the services and manufacturing sectors. PGDMS & RC, SIT, TUMKUR. Page 5
The role of the IT Industry

The IT industry can serve as a medium of e-governance, as it assures easy accessibility to information. The use of information technology in the service sector improves operational efficiency and adds to transparency. It also serves as a medium of skill formation. Some of the major reasons for the significant growth of the IT industry of India are i. ii. iii. iv. v. Abundant availability of skilled manpower Reduced telecommunication and internet costs Reduced import duties on software and hardware products Cost advantages Encouraging government policies
Major Players and their Market Share in IT Industry

IT companies in India commands over 95% market share of Indian IT Services Industry (Software excluding hardware) in 2011.
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IT Companies
TCS Infosys Wipro Cognizant HCL Tech Mahindra Satyam Tech Mahindra Mphasis Ltd iGate Patni Oracle Fin Rolta Polaris Mind tree NIIT Tech Hexaware
Percentage
25% 18% 15% 13% 10% 3% 3% 3% 3% 2% 1% 1% 1% 1% 1%
2%
1% 3%
1% 3%
1% 1%
1% 25%
3% 3% 10%
13%
18%
15%
TCS HCL Tech iGate Patni Mind tree
Infosys Mahindra Satyam Oracle Fin NIIT Tech
Wipro Tech Mahindra Rolta Hexaware
Cognizant Mphasis Ltd Polaris
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COMPANY PROFILE
Introduction
Acropetal Technologies Ltd is business technology Solution Company for Innovation, Transformation and Growth A complete technology solutions provider combining intense expertise, extensive experience and a full-service portfolio to create seamless solutions for companies across the world. In todays truly global software market, high impact integrated solutions that improve productivity and profitability are every organizations requirement. Enterprise solution providers, who drive the flexibility to accommodate the changing demands of global players, clearly emerge as winners. Acropetal Technologies Limited is a leading IT services provider with extensive experience in providing world class solutions to enterprise across the globe. They offer a complete range of IT services that help organizations leverage leading-edge technologies for business improvement. Their solutions are reliable, flexible and adhere to industry best practices. Their broad portfolio of enterprise solutions and services drive efficiency and profitability for clients in a cross section of industries.
As the global macro-economic trends dictate, it is becoming increasingly imperative for organizations to become global businesses with a local nature, developing new markets, segments and customers continuous and concurrent to managing the existing assets and maximizing returns. Currently to become the poster child of the Knowledge and Experience economy, business model is structured to address the emerging trends of Convergence in Content, Communications and Computing. The core focus of ATL business model is Innovation that energizes Excellence for
Transformation and Growth.
ATL are differentiated in the fact that they aspire to participate with the customer business organizations in their core process and create enterprise PGDMS & RC, SIT, TUMKUR. Page 8
Study on Employee Assistance Program business solutions that encompass a global view of the inter-dependencies of both; the core and support processes. They want to be focused on outcomes and therefore offer business technology solutions that are Risk Assured and Annuity Oriented. All their offerings are therefore structured as Product, Process, Service and/or Platform; where the customer chooses based on the most suitable option for their business.
ATL Value Proposition is to create a pipeline of Intellectual Property(IP) through their Lines of Innovation and convert them into business Solutions through their Lines of Intelligence; thus enabling them to invert the traditional pyramid of boxed demography and psychography with respect to markets, segments and customers. In a global world enabled by technology solutions, they believe that all businesses need to be available physically and virtually for the customers. Rather than pontificate about this to their customers, they are choosing a direct path of experience that their customers can rely upon. ATL want to collaborate on innovating the Customers process of Enterprise Management measurably with Mind 2 Market (M2M) and Time 2 Market (T2M).
Therefore the company is creating mechanisms that will allow their customers and prospects to progress from conversations to dialog to engagement organization wide. They clearly understand and therefore are responsive to the trend that the modern enterprise is social in nature; where every member is valuable to the growth of an enterprise; contributing in its wake rather than just consuming.
Founder and Chairman

D Ravi kumara is the Chairman and Managing Director of Acropetal Technologies Limited. He has over 20 years of experience in managing businesses and leading successful teams to drive revenue and goals of the organization. He is a mechanical engineer from the University of Bengaluru and also a Harvard Alumnus, &.has been associated with organizations like Bosch and ITC. He has been awarded the "Indira Gandhi Sadbhavan Award PGDMS & RC, SIT, TUMKUR. Page 9
Study on Employee Assistance Program in the year 2007" and the "Udyoga Rattan Award in the year 2009 by the Institute of Economic Studies.
Mr. Ravi Kumar D
History and Growth of the Company

The history of Acropetal, scripted for over 11 years has been significant with decisive steps taken in the direction of growth. The journey started for Acropetal as engineering Services Company with its first major client being Saudi Oger from the kingdom of Saudi Arabia. This was followed with a natural expansion into software services and foray into European and US markets.
In its new avatar, the company is destinated to script a new history as a game changer. Primarily focusing on the theme of innovation, the enterprise sees itself becoming an energizer of continuous transformation and growth by contributing to the Intellectual Property (IP) of its customers through a cocreative process extended through technology in real time.
In 2001 ATL started as an Engineering Services Company with Saudi Oger as the client. In 2004-2006 it expanded into Europe and US markets. In 2006, Acropetal Technologies Limited was recognized by the STPI (Software Technology Parks of India) with an award for the fastest growing SME (Small and Medium Enterprise) in Karnataka.
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Study on Employee Assistance Program In 2007, critical investments were made with an intent do develop products in the verticals of healthcare, energy and environment. During this period, the organization also made some acquisitions synergistic to the business values extended to customers.
As a mark of its continued growth and resilience, ATL received the second award for the fastest growing SME by the government of Karnatakas STPI and department of IT and BT in 2009. It also received the prestigious STPI award for the third time for High Growth in 2009-2010. In 2010-2011 ATL launched the ATTRAVERSIAMO program to cross over from a Pure-Play Services Company to a Business Technology Solutions Company.
Acropetal Technologies has participated in the world education summit 2012 been held on July 23-24 at Le Meridian, New Delhi. The conference hosts an education platform that brings together thought leadership from across the globe under the 3 key themes: School education, Higher education and Vocational education & Skills Training. The Head of education line of Innovation, Mr. Arjun Bahadur has participated in the summit to discuss and show cases the offerings in the education space.
Year of Incorporation
The company was incorporated in 2001 by Mr. Ravi Kumar D
Registered Office (Head Office)

The Head quarters of Acropetal is in Bengaluru
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Study on Employee Assistance Program Acropetal Technologies Limited
#2/10, Ajay Plaza 1st Main, N.S. Palya Bannerghatta Road, Bengaluru - 560 076, India Tel: +91 80 4908 4000 Fax: + 91 80 4908 4100 E-mail: www.acropetal.org
Ownership Pattern
Acropetal Technologies Limited is a Public limited company.
Partnership and Alliances

The Acropetal Partner program has been created to build an effective ecosystem that can collaborate, share and benefit in the process of innovation and transformation. Acropetal as part of its advisory services, will not expect any referral gains or commissions for the same. 1. University Partners 2. System Integrators 3. Content Partners 4. Technology Partners 5. Hosting Partners 6. Training Partners
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Partnerships
Alliances
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Vision
Delivering a pipeline of Intellectual Property (IP) and revenues that will allow Acropetal Technologies Limited (ATL) to be measured on the same scale as the global top 10 players in the Information Technology solutions business by end of 2013. Make the business offerings of Acropetal Technologies Limited to be available as a widget on every communication device, clicking which delivers a user experience influencing growth, by the end of the financial year 2015.
Mission
ATL Participate and Collaborate to Contribute, Rather Than Just Consume, Leveraging the Progress of Science and Technology for the Collective Well-Being of the Societies. Continuously energizing Innovation Excellence, and concurrently driving strategic Imperatives for Mind 2 Market (M2M) and Time 2 Market (T2M) mutually inclusively facilitating transformation and growth for the Customer Universe. They believe that Innovation, Transformation and Growth make a triad that defines the very existence of life. ATL Business Model is defined to bring to surface the Aspirations, not from the Perspective of Greed, but rather from the perspective of creating wealth and a higher quality of living for those on whom they make an impact.
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Enterprise DNA
Mission
Business Value Creation
Vision
Network
Values
Transformation
Quality Policy
Our motto is Do it Right the First time, on time, every time. Quality is: a) Inherent and embedded in our daily routine. b) Part of our culture and working environment. c) Direct value creation to the customer universe by d) Enhancing Customer experience. e) Being part of customer growth story.
ISO Certification
Acropetal Technology Limited was certified under ISO 9001:2008 and its project organization is certified at CMMi (Capability Maturity Model Integration) level 3.
a) b) c)
Enterprise Business Solutions Support Functions Quality and Top Management.
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Infrastructure Management
Acropetal has customized and focused solutions in mainline infrastructure areas to meet the critical business challenges in managing IT infrastructure. Acropetal offers solutions in core infrastructure areas for building and managing the enterprise IT infrastructure comprising lifecycle services. Sl no. Description Facilities Stationary Provision. Workspace and associated utilities. 1 Facility Provision. Parking space. Catering service. Shipping & Receiving. AC Maintenance. 2 Maintenance UPS Maintenance. Telephone & Internet connections. Fire alarm. 3 Safety & Security Security Service. Fire Extinguisher. Daily cleaning of the floors & restrooms. 4 Work Environment Lighting. Tempertaure control. First aid facility. PGDMS & RC, SIT, TUMKUR. Page 16
Awards/Accolades
ATL Business Model is inspired by its nature and how it Permetas the growth of Life, their zeal for Continuously Energizing Innovation Excellence and Concurrently driving Strategic Imperatives for Mind 2 Market (M2M) and Time 2 Market (T2M) mutually inclusively, facilitating Transformation and Growth for their Customer Universe, have led them to being awarded with various laurels and recognitions. ATL has also won the Best Content Security Partner 2011 from Cisco Systems for their Iron port range of solutions. Some of the awards of Acropetal are: 1) Fastest Growing SME 2) Global HR Excellence Award 3) Innovative HR Practices 4) High Growth SMB 2008-09 5) Indira Gandhi Award 6) Cyber media - Best Business Award 7) Silver Partner Net App 8) Kinfotech - Two Year Completion 9) Software Dealer Tech Summit 10) Udyoga Rattan Award
Some of the Competitiors of ATL are,

1) Oracle Financial Services Software limited. 2) Tata Consultancy Services limited. 3) Tech Mahindra limited. 4) MindTree limited.
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ATLs Capability
1) 180 + Help desk Engineers 2) Multi country support - India, China, USA, and UAE 3) 8+ years of experience in servicing customers 4) Servicing more than 78,000 computer users 5) Supporting 200+ Applications and Software a) Blackberry, Billing software, User Management, Employee Portal, SharePoint, HRM, Employee Benefits application, Public Folders, Outlook, & Active Directory, VPN, Microsoft Office Automation Products, Adobe support and etc. b) 100,000 network ports worldwide includes LAN & WAN 6) Managing -2500 Servers worldwide. 7) Multi platform experience Windows & Linux.
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SERVICES OF ACROPETAL TECHNOLOGIES
Education
Health Care Manufacturing, CPG.Retail
1. Education
Currently, every responsible society and nation on the planet is looking for transforming its education system in the context of the modern world that is orchestrated by technology. This is also a reflection of how societies have evolved today, living in a global village. There is a massive emphasis on education, especially from the perspective of the government to create mechanisms of growth. Innovation and growth in societies are only possible with the availability of Quality Education. ATL are innovating on the core process of education that would account for delivering Quality learning experiences, besides focusing on the other emerging needs including: a) Digital Learning b) Distance / Mobile Learning c) Educational Applications (Devise, Channel, and Medium Independent) Their focus on education is across the segments of K12, Universities and Corporate. In each of these cases, they are concerned both with the recipient PGDMS & RC, SIT, TUMKUR. Page 19
Study on Employee Assistance Program as well as the delivery. While they integrate the different elements of the education system by connecting with the ecosystem, they are also concerned in the processes of certification and accreditation to assure quality. Increasing Parental Engagement, enabling the right talent, making education interesting and relevant, and finally making education accessible to rural and remote parts are some of the key areas of their focus. Highlights on education: a) Acropetal has designed an ITIL based Incident Management process which caters to the needs of different service levels needed by different divisions of Manipal b) Acropetal helped Manipal to implement a standard incident
management process across all divisions which allowed procedural differences of different divisions c) Acropetal has clearly understood the requirements of the different divisions and had setup SUMMUS service management software which is capable of allowing multiple workflows, multiple SLAs and multiple locations without compromising the single view of all the incidents across all divisions d) This solution is in use by a number of lines of business today, encompassing some 9,000 employees. A Student Service Desk solution based on the Summit Platform was implemented several months ago, to serve the large dispersed student body. It is used by the 190,000 distance learning students, as well as by a large percentage of the 120,000 student body
2. Healthcare
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Study on Employee Assistance Program The solutions they envision and innovate for, in healthcare are precisely aimed at addressing some or all of the below mentioned issues in the different societies in which their business participates. The biggest lacuna and the resulting mess related to healthcare stems from Information or rather, the lack of it. a. Patient Life Cycle Management.(including EMR) b. Physician & Clinical Life Cycle Management. c. Hospital Administration Management. d. Drug Discovery & Administration Management. e. Disease Life Cycle Management.
Solution Offerings: health care

The following capabilities are part of Acropetal Healthcare - fully configured for the needs of healthcare organizations and integrated for smoother operations a) EMR:Electronic Medical Records(Unified Clinical Management Software) b) PM: Integrated Practice Management c) Patient Portal: Gateway Interface App between patients to providers and hospitals d) EPS: Online Electronic Prescription e) PPS: Online Payer Processing f) DRSC: Data Registries Secure Copy g) DM: Document Manager Paybacks: Improve regulatory compliance, respond more quickly to emerging healthcare needs, boost staff custody, and reduce operating costs.
Highlights on health care

a) 7 Hospitals located across India and Wi-Fi setup. b) 1200 IT users, 400+ peripherals and State of the art Hospital Management Systems c) 70+ high end Blade Servers and 40TB Storage Area Network PGDMS & RC, SIT, TUMKUR. Page 21
Study on Employee Assistance Program d) 365+ network devices and 20 mbps MPLS communication link e) 10 mbps high speed internet link
3. Manufacture, CPG, & Retail

Manufacturing is now a global art with the establishment of the BUY, MAKE, AND SELL as A local science. Acropetal brings to the fore, its expertise in discrete manufacturing and Process Manufacturing, Focusing on innovating with its core processes which include: 1) Research & Development 2) New Product Development 3) Global Supply Chain Management exchange 4) Standards & Good Manufacturing Practice 5) B2B commerce A specific focus is brought to the Consumer Products Group (CPG) sector pertaining to with respect to the B2C and C2C commerce areas, with solutions that are distributed physically and virtually and reach consumers with device, channel and medium independence. In the retail sector, Acropetal leverages its Agile Global Delivery Model to respond to the "moment of truth" beyond the ringing of the cash register, addressing how during the process of the buying, using, and repeating, a consumer gains satisfaction and also nurtures loyalty. Therefore, be it storefront, store opening, or merchandizing, Acropetal brings solutions that mutually include a consumer experience physically and virtually.
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PM3 the upcoming product in Acropetal
1) PM3 - A Unified Process that is available Socially, on a universal Mobile environment, On-Demand as a Cloud Platform 2) PM3 is acropetal flagship IP that will start with the delivery of an integrated education eco-system in 2013 for the K-12 schools in the US followed by India and subsequently the Rest of the World. 3) PM3 will also be concurrently adapted and extended to Higher & Lateral Education as well as Experiential Learning. 4) This will be the first time that the ecosystem of education will be leveraged uniformly to deliver Quality Education. 5) This will also be the first time that Costs will be reduced and not incurred additionally; because technology is employed to generate value in the education system. 6) This will be the first time when the true significance of the modern technology will be leveraged; a platform converging Computing, Content and Communications.
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Mc KINSEY 7S FRAMEWORK
The McKinsey 7S Framework is a management model developed by wellknown business consultants Robert H. Waterman, Jr. and Tom Peters (who also developed the MBWA- "Management By Walking Around" motif, and authored In Search of Excellence) in the 1980s. This was a strategic vision for groups, to include businesses, business units, and teams. The 7S are structure, strategy, systems, skills, style, staff and shared values.
The Seven Interdependent Elements

Hard Elements Strategy Structure System Soft Elements Shared Values Skills Style Staff
Those 7 elements are distinguished as Hard Ss & Soft Ss.
The hard
elements i.e., structure, staff, system are feasible and easy to identify. They can be found is strategy, statements, corporate plans, organizational charts and other documentations.
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Study on Employee Assistance Program The Four soft Ss i.e. Shared Values, Skills, Strategy and Style are hardly feasible. They are difficult to describe since capabilities, values and elements of corporate culture are continuously developing and changing. They are
highly determined by the people at work in the organization. Therefore it is much more difficult to plan or to influence the characteristics of the soft elements. Although the soft factors are below the surface, they can have a great impact of the hard Structures, Strategies and Systems of organization. 1) Strategy Strategy are the fundamental ideas around which a business is built. 2) Structure salient features of the units organizational chart and inter connections within the office 3) Systems procedures and routine processes, including how information moves around the unit 4) Staff personnel categories within the unit and the use to which staff are put, skill base, etc 5) Style characterization of how key managers behave in order to achieve the units goals 6) Skills distinctive capabilities of key personnel and the unit as a whole 7) Shared values the significant meanings or guiding concepts that the unit imbues on its members
1) Structure
Structure refers to the organizational arrangements for performing tasks and activities.
Organization Structure
Organization has clearly been segmented into different functional departments and the structure is clearly demarcated for empowerment with regard to each sector of economy which is managed by independent strategic business unit as independent growth centers.
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Chairman & Managing Director
Business & Technical Advisory
Statutory Governance Board
Chief Executive Officer
Chief Operating Officer
Chief Innovative Officer
Chief Marketing officer
Vice President Officer
Chief People Officer
Chief Technology Officer
Overseas branches
1) Singapore 2) Dubai 3) Germany 4) San Francisco 5) Boston 6) Dallas 7) Chicago
Board of directors
Ravi Kumar. D Mathew J Manimala
Ramdas Janardhan Kamath
Chairman and Managing Director. Independent Director.

Independent Director.
Dr. D K Subramanyam Mohan H Ramakrishna
Independent Director. Independent Director.
Type of Structure is: Functional Structure
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Different departments and their functions

1) Financial Capital Management a) Managing Banking Activities b) Handling Cash Management c) Fixed Assets Management d) Investment Accounting and Planning e) Estimation of Capital requirement f) Vendor management & Reconciliation 2) Organization Capital Management a) It is based on Infrastructure facilities. b) Admin c) Purchase 3) Human Capital Management
CPO
Talent Planning & Induction
Talent Acquisition
Talent Engagement & Development
Talent Services
Talent Retiring/ Renewing
4) Enterprise Innovation Management a) Transformation in thinking b) Innovation in Articulation c) Growth as an Expression 5) Product Engineering, Development and Management. a) Software and Hi-Technology b) Manufacturing, CPG & Retail c) Energy & Environment d) Healthcare e) Banking, Financial Services & Insurance
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Study on Employee Assistance Program 6) Enterprise Business Solutions a) Enterprise Information Management (EIM) b) Enterprise Relationship Management (ERM) c) Enterprise Business Process Management (BPM) d) Enterprise Content Management (ECM) e) Customer Relationship Management (CRM) f) Enterprise Resource Planning (ERP) 7) Enterprise Infrastructure Solutions & Services a) Physical and Virtual Real Estate Management b) Empirical & Analytical Data Management c) Cognitive and Business Intelligence Management 8) Enterprise Business Services a) Staff/Resource Augmentation b) Learning & Training Management c) Standards-implementation Projects (such as Sigma and TQM) d) Research e) Talent Management & Renewal 9) Enterprise Sourcing Partnership a) Partnering Customer Program & Projects b) Risk Assure Implementation c) Custom Application Development d) Software as a Service (SaaS) e) Information Technology Enabled Services (ITES)
2. Staff
Staffing is the process of acquiring resources for the organization assuring that they have potential to contribute to the achievement of organization goals. Acropetal has a total of 1000 employees in the head quarters.
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Recruitment Process
Requirement from client Acropetal Delivery Team (Sourcing Team) Resumes screening by Technical Panel at Acropetal Interview by Client (Voice and Technical)
Resumes are sourced from Internal DBs, Head Hunting & Referrals etc
Face to Face or Telephone Technical Interview by Acropetal
Selected Candidates list would be sent to Acropetal by Client
Selected Candidates Profiles will be sent to Clients
Acropetal would release offers for selected candidates
Acropetal would inform client for joining date of selected candidates
Induction to Reporting manager at Client
Induction program by Acropetal Candidates join on agreed date
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Training Programmes
The different methods of training include: 1) Classroom Training 2) Computer aided training 3) Guided self-learning 4) Formal apprenticeship and mentoring programs 5) Facilitated video On a need basis, trainees shall also be sent to the external sources of training like seminars, conferences and commercially available courses.
Facilities provided to staff

The workers in ATL are given many statutory facilities for their betterment and comfort. 1) Washing resting facilities Facility for washing, resting first aid facilities have been provided inside the organization for the benefit of employees on duty. 2) Drinking water The company has made provision of clean drinking water providing to the employees during the working hours. There are drinking water taps and water coolers placed in all the departments. 3) Canteen Canteen facility is also provided as they are many employees working in the organization. Canteen vendors go to departments with snacks and tea at fixed times and serve to employees. 4) Cab Facility Cab will be provided after intimation from reporting Head or Manages within 2 hours a) Separate cabin for the branch manager b) Internet facilities for employees.
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3. Skills
Skills refer to the fact that is needed to carry out the companys strategy. Different type of skills that Acropetal looks for are: a) Must have good communication skills, strong problem solving and analytical skills b) Decision making skills; taking good decisions. c) Leadership skills; Team leader. d) Able to handle the project single handled e) Answering queries; providing clear information. f) Creative skills are very important for employees.
Skills expected by the organization at various levels- Skills matrix
Levels Top level
Skills required Communication skills, Professional skills, Leadership skills, Challenging skills, Problem solving skills, Decision making skills, Conceptual and design skills,
Middle level
Communication skills, Leadership skills, Conceptual and Interpersonal skills, presentation skills, Decision Making skills.
Operational level
Communication skills, Technical skills, Behavioural skills, Customer handling skills.
The skill development or skill enhancement is done through Trainings.
4. System
System refers to all rules, regulations and procedures both formal and informal that complement the organization structure. The whole organization is connected through a strong information system; the Organization is using the technology, with respect to computers and internet to the maximum extent. All the applications in the organization are being automated with the use of various Management Information Systems. PGDMS & RC, SIT, TUMKUR. Page 31
Study on Employee Assistance Program The use of Management Information Systems is in the following areas; 1) Financial accounting 2) Costing and Budgeting 3) Accounting 4) Attendance systems 5) Incentives 6) Employees and Workers records
The Management Information System used in the organization can be Illustrated in the following manner. The system consists of the Input, Processes and Output. The Input data that is collected from the clients include their basic profile like Name, address, and contact numbers. Also they collect the ID proof, tax Statements, PAN card number, educational certificates and relieving letter or experience letter if any. The processes include storage of client database. To store this client database, they are making use of software named SharePoint. ATL is maintaining: a) 2 MIS, one is the Client meet MIS and other is for the Business report. b) 2 MIS, one is the Grievance handling MIS and other is to prepare report of the day to day business done at Branch Office.
Decision making
The decision flows from the top level management and then it flows to middle level managers and finally it passes to low level managers by displaying notice on notice board or communicating personally, through phone calls, or conducting meetings etc.
5. Style
Style refers to the way management behaves and spends time to achieve Particular goals of the organization. The organisation is following Participative style in the management.
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Study on Employee Assistance Program It refers to the fact that employees share a common style in behaving and thinking sometime referred as culture. The organization has a participative Decision making technique. It is concerned with the leadership approach of top management and the Management overall approach. Style refers to the employees shared and common way of thinking and behaving unwritten norms of behaviour and thought. The managerial approach is more projects focused than process focused.
Decision making at various levels
Top Level
CMD and Board of Directors
Middle Level
Key Business heads branch heads
Employees
Operational Level
6. Strategy
Strategy is the determination of basic long term goals and objectives of an enterprise and the adoption of course of action and the allocation of resources available for carrying out these goals. To achieve a goal successfully, one needs to sketch a perfect roadmap or Strategy to the designation and also need to follow the path strictly.
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Study on Employee Assistance Program The major strategies adopted for growth in ATL are: a) Inorganic b) Organic In inorganic the major growth strategies adopted are acquisitions. ATL has acquired Mind River, Kinfotech and Vault Company by which it has been expanded more widely. In organic the major growth strategy adopted is Transformation to Intellectual Property (IP) development that is giving business solutions through Innovation.
Training programs: feedback of the employees.
Product Differentiation: The business solution what is provided by ATL is the major differentiation from other industries. The marketing strategies adopted by ATL are Promotional activities. In 2010-2011 ATL launched the ATTRAVERSIAMO program to cross over from a Pure-Play Services Company to a Business Technology Solutions Company, this are the HR strategies adopted for attracting and retaining talent of the employees.
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7. Shared values
Acropetal aspires to be recognized for the principles and value it holds and practices, inspiring the industry and exemplifying as a role model. They aspire to live their values integrating the dictates of heart, mind and soul. Values are the identity by which a company is known throughout its business areas. These values must be explicitly stated as both corporate objectives and Individual values. Values of the organization are mainly grouped into six main categories which are represented below.
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SWOT Analysis
SWOT analysis stands for Strength, Weakness, Opportunities, and Threats and is a simple way to analyze companys marketing situation. SWOT analysis has been a useful tool for the industry. The process of utilizing the SWOT approach requires an internal survey of Strengths and Weaknesses of the program and an external survey of Opportunities and Threats.
Strengths 1) Front leaders in EDS (Engineering Design Services) and IT services. 2) One among the major players in US middle east, Europe and Asia. 3) Infrastructural facilities: the facilities of the company are huge due to which it can operate in economies of scale reducing the cost of the company. 4) Effective use of modern techniques and efficient human resources.
Weakness 1) Lack of marketing strategy and marketing initiatives for promoting the services. 2) Lack of planning.
Opportunities 1) As they are new they can explore more. 2) Diversification or expansion into technological driven IT segments. 3) Quality Consciousness of the customer in the global scenario. 4) IT Industry has built up a reputation for Innovative solutions.
Threats 1) Foreign Exchange rate fluctuation. 2) Competitors: Infosys, TCS, Mahindra etc are the tough competition in a industry. 3) Attrition and wage inflation in IT sector. PGDMS & RC, SIT, TUMKUR. Page 36
INTRODUCTION TO EMPLOYEE ASSISTANCE PROGRAM

Employee Assistance Program (EAPs) are plans that help identify and resolve issues facing troubled employees through short-term counseling, referrals to specialized professionals or organizations, and follow-up services. Many EAPs also train business owners and supervisors to recognize and deal with behavioral problems in the workforce. These programs are not designed to provide long-term treatment, but as Business Week noted, "they do offer a safe environment where an employee can discuss problems with a counselor who then makes a confidential assessment, and if necessary, gives a referral to a mental-health professional." For example: a number of employee assistance programs have actively promoted AIDS/HIV workplace policies and education efforts.
The purpose of an Employee Assistance Program (EAP) is to improve the psychological health of the employees. It will help the staff to develop coping skills and accept a greater degree of personal responsibility. It will help to resolve individual, marital, family and job performance problems. As a result, their productivity and attendance will improve. Employees and dependents will have immediate access to confidential professional counseling, free of charge.
Counselors are Psychologists. Professionals with the highest qualification in the field of human behavior provide direct counseling. It focuses on helping the employee deal effectively with change and stress in their personal, career and family lives. Managers, supervisors and human resource staff will be able to focus on work performance. They will no longer feel the need to struggle with the personal problems of their staff.
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Definition of EAP
Employee Assistance Program is employee benefit program offered by many employers. EAPs are intended to help employees deal with personal problems that might adversely impact their work performance, health and well-being. EAPs generally included short term counseling and referral services for employees and their household members.
EAPS History
The historical background of the Employee Assistance Programs [EAP] movement is blurred (Roman, 1988).it may have evolved partly out of Occupational/industrial Alcohol Programs, or it may be traced to more general, job/based programs. e.g., social betterment, personnel counseling & occupational mental health. The title Employee Assistance Programs was coined by the National Institute of Alcohol Abuse and Alcoholism (NIAAA); according to Masi (1984), if achieves two major purposes: (1) It conveys that the program focuses on assisting employees, regardless of the type of program from which they may suffer. (2)It avoids the stigma that may be attached to a narrower program, specifically identified as for alcohol or drug problems.
Main characteristics
If we try to combine the characteristics spelled out by Hollman (1981) with the dimensions specified by roman and his associates as well as by trice and his colleagues, we can sum up the unique features of EAPs that distinguish them from other workplace interventions: 1) The problems encountered by employee must be dealt with through appropriate professional treatment. 2) EAPs favour a broad brush approach. 3) EAPs have a number of distinguish policy qualities, update on a regular basis and formally communicated to all levels within the organization.
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Study on Employee Assistance Program 4) EAPs will try to solve problems which affect the employees job performance. 5) The responsibilities or EAPs rest upon: a) the personnel or medical department for managing it; b) the immediate supervisor for identifying and encouraging the troubled employee; and c) The employee for using the system. 6) EAP activities are now moving towards a preventive strategy. 7) The focus of EAPs may be extended, especially towards substances abuse problems. 8) All EAPs need professional assistance and expert advice and guidance especially on emergent behavioral health issues. 9) The time frame for contemporary EAPs tends to be short, running from an average of 3 months up to a year.
Other features of EAP

1) 2)
Direct Access: Employees call the psychologist's office directly. Quick Response: The first counseling session occurs within a few days, and a crisis is dealt with immediately.
3)
Professional: Counselors have their masters in psychology, and are experts in human behavior.
4) 5) 6)
Confidentiality: The employer never knows who uses the service. Off-Site: Counseling takes place at the Psychologist's office. Direct Treatment: Referrals are made only when the employee requires another specialist or long-term care.
Benefits
Some analysts say that small business owners can institute an employee assistance program for their employe es at relatively small expense. But according to many businesses that have adopted employee assistance programs, there are other benefits that may accrue as well. PGDMS & RC, SIT, TUMKUR. Page 39
Study on Employee Assistance Program For example, companies that provide for an EAP may be viewed as more employee-supportive in the community in which they operate than will competitors for workers who do not provide such a program
Some of the benefits are: a) Employee Assistance Program has been cited as an effective element in employee retention efforts designed at reducing turnover. b) Employee Assistance Program is usually available during off hours to better accommodate employees work schedules. These programs also tend to increase employee confidence in and perception of their company because employees see these assistance programs as evidence that the company actually values them. c) Competitive Advantage: The reduction of stress will enable the staff to be more courteous, creative, and able to concentrate longer. This will give a significant advantage in today's competitive and rapidly changing market. d) Disability: An EAP will reduce the stress of workforce, this will reduce the claims and rates that extended health care and short term disability plans. Long term disability rates should also be reduced as a result of the lower risk of the employees. e) Personal problems contribute significantly to tardiness, theft, and fraud. Stress adversely effects physical health and quality of life.
Goals
Employee Assistance Program aim to keep employees at the top of the game both professionally and personally. Some of the goals of these programs include improving employee mental, emotional and physical health and improving company and employee relationships.
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Study on Employee Assistance Program The goals of EAP are 1. Provide support and understanding. 2. Help identify problems and clarify issues. 3. Train employees to develop coping skills. 4. Educate employees in self-management techniques. 5. Encourage patients to accept personal responsibility. 6. Refer to the proper community resources when the patient requires more intensive, long term or specialized services. 7. Provide appropriate follow-up (two month period) to monitor success in maintaining personal change efforts and activities.
Three major assumptions distinguish EAPs from other parallel human resource strategies 1. Employees problems are private unless they cause job performance to decline. 2. The Productivity problems reside with the employee & their personal lives. 3. It is the role of supervisors to identify deteriorating job performance (without having to determine the essence of the problem).
The following are some of the more common criteria: All Employees 1. Understand the key features of the program. 2. Believe the EAP is totally confidential. 3. Know who to call to get counseling. 4. Understand when to use the EAP.
Professional Standards
All counselors are qualified and trained psychologists. They adhere to the Code of Professional Standards and Ethics. In addition, the psychologists are subject to a peer review process.
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Professional Response
Counselors help employees deal with a wide range of personal problems. The goal of therapy is to help employee understand their problems, and develop the skills necessary to take charge of their life. The difficulties they face at work or in their personal and family situations can include: 1) Job-Related Stress 2) Marital and Family Problems 3) Alcohol or Drug Dependencies 4) Difficulties with Children 5) Personal Adjustment Problems 6) Severe Psychological Disorders 7) Financial and Legal Concerns 8) Weight, Smoking & General Fitness or Health Problems 9) Aging Parents 10) Deaths in the Family 11) Sexual Harassment or Abuse 12) Work-Related, Employee or Group Conflict
Eligibility
a)
Active employees, their spouse and dependent children under the age of 18 should be covered. Each employee can be limited to a certain number of sessions per year. Employees with dependents can have an additional number of sessions for the rest of their family.
b)
Coverage ceases upon termination of active employment. This will allow for an orderly referral to a private or community-based resource.
Confidentiality
Any and all information that discuss with Employee Assistance Program personnel is kept confidential. Personnel, who are usually trained counselors, must adhere to strict ethical and confidentiality laws and regulations.
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Study on Employee Assistance Program Confidentiality is critical to the success of EAP. The provider protects the identity of employee who uses the service and assures them that they can trust the counselor with their most private concerns. Nothing related to a counseling session will ever be repeated. It is important for employees to believe this; otherwise the program will not be used. All communication between an employee and counselor is privileged and carefully protected.EAP regulations prohibit disclosure of information without written consent from the patient.
Services offered
1 Assessment/Treatment Planning
The EAP Coordinator will conduct a Whole Person Assessment and work with employees to develop a plan and to address their concerns.
The plan may include short term counseling through the EAP and/or referral to appropriate community resources.
2 Short-term Counseling
EAP Coordinators will provide short-term (up to five sessions) counseling services when appropriate.
If it is determined that the presenting issues will require a longer time frame to resolve or would be best addressed by a resource outside the EAP, a referral will be recommended.
3 Referral
Referrals to outside resources can be requested by employee or recommended by the organization.
In these situations, EAP coordinator will make every effort to provide referral options that best fit to employees needs (financial, location, hours of availability, specialized counseling services, etc).
4 Follow up
Follow up contact by the EAP Coordinator helps to ensure that employees are satisfied with the referral and that any additional needs that may arise are met.
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Employees Who Have Received Counseling

1. Satisfaction with timeliness and courteousness of response. 2. Ability to relate to their counselor. 3. Satisfaction with the quality of counseling. 4. Found the counseling helpful in resolving their problem. 5. Noticed an improvement in their attendance after counseling. 6. Noticed an improvement in their work performance after counseling.
Accessibility
1) The provider should ensure that psychologists can provide personal counseling at locations accessible to all staff. Employees can choose in a predominant language of the region. 2) Employees can use the confidential, telephone service 24 hours per day, 5 days per week. 3) To respond to various work schedules, office hours are from 9:30 a.m. to 6:30 p.m., Monday to Friday. In emergencies, employees will get help immediately, at any time of any day. 4) Employees attend their initial counseling session within one week of the initial contact. This lets them start resolving their problems quickly.
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RESEARCH DESIGN
Research Design is a specification of methods and procedures for acquiring the information needed for solving the problem.
Title of the Study

A Study on Employee Assistance Program with special reference to Acropetal Technologies Ltd, Bengaluru.
Statement of the problem

The study has been conducted to know the Employee Assistance Program in ATL that help employees to deal with their personal problems.
Objectives of the study

1. To know the awareness of employees regarding Employee Assistance Program in an organization. 2. To know about the EAP services in the organization. 3. To know about employees expectations on EAP. 4. To analyze the level of importance given to EAP in an organization. 5. To interpret the overall satisfaction level of EAP with employees in the organization.
Scope of the study

a) This study helps in knowing the importance of Employee Assistance Program in the company. b) This has a vast scope to the company because they will get to know about their employees need in implementation of Employee Assistance Program. c) This study will help the company to improve the performance of Employees.
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Limitations of the Study

1) The first and foremost constraint is the Time factor due to which detailed in the depth study was not possible. 2) Within very short span of time the amount of work that has to be carried out was very vast. 3) And most the work was inclusive of the confidential documents which were not supposed to be put in the project. 4) Employee availability was only during the leisure time. 5) Data collected through questionnaire might not be answered accurately by the respondents.
Research Methodology
The research methodology is an important component for the study. Without which researcher may not be able to obtain facts and figures relevant for the study. Tools for data collection (data sources) This part of the report describes the gathering of the data. depends on the selected design. Data collection method includes two types: Primary data Secondary data Its content
a) Primary data Primary data were collected through observations and discussions with the concerned persons in the company. For my study to be effective I had adopted personal interview method backed up by structured questionnaire. b) Secondary data Information obtained from published or unpublished sources is secondary data. Secondary data used in the study was collected from internal sources like company brochure and from external sources like books, magazines, periodicals and websites.
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Sampling Technique
The sampling technique followed in this study is Convenient Sampling. The Research work has been carried out on the basis of structured questionnaire. The study is restricted to the employees of Acropetal Technologies ltd Bengaluru. Convenience sampling (sometimes known as grab or opportunity sampling) is a type of non-probability sampling which involves the sample being drawn from that part of the population which is close to hand. That is, a sample population selected because it is readily available and convenient. It may be through meeting the person or including a person in the sample when one meets them.
Sampling size
The total sample size is 100 respondents were chosen as sampling from Acropetal Technologies ltd Bengaluru.
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Table and chart showing the age group of the respondents. Table: 1
Factors 21-25 25-35 35-45 Above 45 Total No of responders 39 22 28 11 100 Percentage 39 22 28 11 100
Source: Primary Data
Graph: 1 Age group of an employee

11 21-25 39 28 25-35 35-45 above 45 22
Analysis: According to this survey 39% of the employees are aged between 21-25 years, 22% are between 25-35 years, 28% are between 35-45 years and 11% are above 45 years.
Interpretation: From the above analysis it can be observed that majority of the employees are within the age group of 21-25 years. With this it can be inferred that most of the employees are young and energetic
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Table and chart showing awareness of an EAP. Table: 2

Factors Yes NO Total Source: Primary Data No of respondents 100 100 Percentage 100 100
Graph: 2 Awareness of an EAP
100
Analysis: From the above table it is clear that all the employees are aware of Employee Assistance Program.
Interpretation: It can be inferred from the above table that all the employees are aware of EAP in an organization and the primary objective of the program has been realized.
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Table and chart showing exposure of EAP sessions. Table: 3

Factors Yes NO Total Source: Primary Data. No of respondents 92 08 100 Percentage 92 08 100
Graph: 3 Exposure of EAP sessions

8
Yes 92 No
Analysis: As per the above table 92% of the respondents are exposed to EAP sessions and 8% of the respondents are not exposed to EAP sessions.
Interpretation: From the above analysis it is clear that the majority of the employees are exposed to EAP sessions and 8% have not been exposed. Since they might be new to the organization.
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Table and chart showing satisfactory level with EAP schedule services. Table: 4
Factors Highly dissatisfied Dissatisfied Neutral Satisfied Highly satisfied Not Attended Total Source: Primary Data. No of responders 02 03 22 55 10 08 100 Percentage 02 03 22 55 10 08 100
Graph: 4
60 50 40 30 20 10 0
55 22 2 3 10 8
Analysis: As per the above table 2% of the employees are highly dissatisfied with EAP scheduled services, 3% employees are dissatisfied, 22% of employees are neutral, 55% of employees are satisfied, 10% of employees are highly satisfied and 8 % of the employees are not at all exposed to EAP sessions.
Interpretation: From the above table it is clear that most of the employees are satisfied with EAP scheduled services and hence the objective is realized.
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Table and chart showing areas does EAP render. Table: 5

Factors Family conflict Monetary Problem Occupational Stress Job related issues Health issues Work life balance Flexi time Total Source: Primary data. No of respondents 10 07 29 26 06 16 06 100 Percentage 10 07 29 26 06 16 06 100
Graph: 5
30 20
29
10 0
26 16 6
10
Analysis: According to the survey we can analyze that 10% of the employees wants the EAP should render in family conflict, 7% of the employees wants in monetary problem, 29% of the employees wants in occupational stress, 26% of the employees wants in job related issues, 6% of them wants in health issues, 16% of them wants in managing work life balance and 6% of them wants in flexi time.
Interpretation: From the above survey we can interpret that most of the employees wants EAP to render in occupational stress or work stress as well as job related issues. PGDMS & RC, SIT, TUMKUR. Page 52
Table and chart showing employee perception on service provider. Table: 6

Factors Much weaker Weaker Moderate Stronger Much stronger Not Attended Total Source: Primary Data No of respondents 03 05 19 34 31 08 100 Percentage 03 05 19 34 31 08 100
Graph: 6
8 3 5
Much weaker
19
31
Weaker Moderate Stronger Much stronger Not attended
34
Analysis: According to the survey we can analyze that 3% of the employees feel the service provider is much care, 5% of the employees feel he is weaker, 19% of them feel moderate ,34% of them feel stronger,31% feel much
stronger and 8 % of the employees are not at all exposed to EAP sessions. . Interpretation: From the above table we can interpret that most of the employees feel that service provided by Acropetal is very good and has been helpful to the employees in many ways.
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Table and chart showing satisfactory level with the time of EAP services. Table: 7
Factors Very dissatisfied Dissatisfied Neutral Satisfied Very satisfied Not Attended Total Source: Primary Data No of respondents 05 07 24 44 12 08 100 Percentage 05 07 24 44 12 08 100
Graph: 7
8 12
Very dissatisfied Dissatisfied Neutral 24 Satisfied Very satisfied Not attended
44
Analysis: According to the survey we can analyze that 5% of the employees are very dissatisfied with the time of EAP services in an organization, 7% of the employees are dissatisfied, 24% of them are Neutral, 44% of the employees are satisfied, 12% of them are very satisfied and 8% of the employees are not at all exposed to EAP sessions.
Interpretation: From the above survey we can interpret that most of the employees are satisfied with the time of EAP services.
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Table and chart showing employees safety to discuss their problem with EAP staff. Table: 8
Factors Strongly disagree Disagree Neutral Agree Strongly agree Not Attended Total Source: Primary Data No of respondents 04 06 14 44 24 08 100 Percentage 04 06 14 44 24 08 100
Graph:8
Not attended Strongly agree Agree Neutral Disagree Strongly disagree 0
8 24 44 14 6 4 10 20 30 40 50
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Study on Employee Assistance Program Analysis: According to the survey we can analyze that 4% of the employee do not feel safe to discuss their personal problems with the counselor and they are strongly disagree, 6% of them feel Disagree to discuss their issues with the counselor, while 14% of them are Neutral,44% of the employees accept and agree the fact of sharing their problems with the EAP counselors, 24% of them strongly agree to support the fact of sharing their issues and 8 % of the employees are not at all exposed to EAP sessions.
Interpretation: From the above survey we can interpret that most of the employees share their problems very freely and in a comfortable manner with their EAP counselors as they are willing to solve the issues for their personal goal as well as for the organizational goal.
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Table and chart showing employees work with the EAP counselors to help & to understand their problems better. Table: 9
Factors Far too little Too little About right Too much Far too much Not Attended Total Source: Primary Data No of respondents 05 10 39 25 13 08 100 Percentage 05 10 39 25 13 08 100
Graph: 9
50 40 30 20 10 0
39 25 5 10 About right Too much 13 8 Far too Too little little Far too Not much attended
Analysis: As per the survey one can analyze that 5% of the employees worked with EAP counselors and they feel its far too little to understand their problems with them, 10% of them feel too little, 39% of the employees feel better to work with EAP counselors, 25% of them feel too much, 13% of the employees are far too much and 8 % of the employees are not at all exposed to EAP sessions. Interpretation: From the above graph, we can interpret that most of the employees are feel better to work with EAP counselors and they feel counselors understand their problem. PGDMS & RC, SIT, TUMKUR. Page 57
Table and chart showing whom do the employees expect to do EAP. Table: 10
Factors Professionals from outside Counselors In house managers Team leaders Total No of respondents 26 58 05 11 100 Percentage 11 58 05 26 100
Source: Primary Data.
Graph: 10 Employees expect to do EAP

11 5 26
Professionals from outside Counselors In house managers
58
Team leaders
Analysis: From the above table we can analyze 26% of the employees expect EAP to be conducted by Professionals from outside, 58% of the employees expect by counselors, 5% of the employees expect In house managers and 11% of the employees expect Team leaders.
Interpretation: From the above graph we can interpret that most of the employees are expecting counselors to do EAP sessions in the organization and now employees are satisfy with them
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Table and chart showing where the employees expect the EAP to be implemented. Table: 11
Factors Troubled relationships Depression Stress Work place problem Total Source: Primary Data. No of respondents 30 14 39 17 100 Percentage 30 14 39 17 100
Graph: 11
40 30 20 10 30 14
Troubled relationships Depressions Stress
39 17
Work place problem
Analysis: As per the above table 30% of the employees expect the EAP to be implemented in troubled relationships, 14% of the employees expect in Depression, 39% of the employees expect in Stress and 17% of them expect in Work place problem.
Interpretation: From the above table it is clear that most of the employees are suffering either from occupational stress or from troubled relationships that they are undergoing day by day within the organization.
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Table and chart showing if the employees experience problems in future, would they use the EAP again. Table: 12
Factors Never Rarely Sometimes Most of the times Always Not Attended Total No of respondents 03 07 12 48 22 08 100 Percentage 03 07 12 48 22 08 100
Graph: 12
8 3 7 22 12
Never Rarely Sometimes Most of times Always Not attended
48
Analysis: According to the survey we can analyze that 3% of the employee says they never use the EAP again,7% of the employee use rarely,12% of the employee use sometimes,48% of the employees use most of the time, 22% of them use always and 8 % of the employees are not at all exposed to EAP sessions.
Interpretation: From the above table we can interpret that most of the employees are willing to undergo EAP if they face any problems in their future. PGDMS & RC, SIT, TUMKUR. Page 60
Table and chart showing will employees recommend EAP to friend or colleague. Table: 13
Factors Never Occasionally Fairly many times Very often Always Not Attended Total Source: Primary Data. No of respondents 03 05 16 37 31 08 100 Percentage 03 05 16 37 31 08 100
Graph: 13
8 31
Never
16
Occasionally Fairly many times Very often Always
37
Not attended
Analysis: From the above table we can analyze that 3% of the employees will never recommend about EAP to their friends or colleagues, 5% of the employees occasionally recommend, 16% of the employees will fairly some times, 37% of them recommend very often and 31% of the employees will recommend always and 8 % of the employees are not at all exposed to EAP sessions.
Interpretation: From the above analysis we come to know majority of the employees will recommend often to their friends or colleague about EAP. PGDMS & RC, SIT, TUMKUR. Page 61
Table and chart showing what makes employees to like EAP Table: 14
Factors Confidential Economical Trouble shooter Short term counseling All the above Not Attended Total Source: Primary Data No of respondents 33 13 13 18 15 08 100 Percentage 33 13 13 18 15 08 100
Graph: 14
35
30 25 20 15 10 5 0
Confidential Economical Trouble shooter Short term counseling All the above Not attended
33
13
13
18
15 8
Analysis: From the above table it is clear that 33% of the employees liked EAP because it is confidential, 13% of the employees liked as it is economical, 13% of the employees liked because it is Trouble shooter, 18% of the employees liked because it is short term counseling, 15% of them have opted all the above and 8% of the employees are not at all exposed to EAP sessions.
Interpretation: From the above analysis it is clear that majority of the employees likes EAP because it is confidential.
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Table and chart showing level of importance given to EAP from the employees. Table: 15
Factors Not important Up to some extent Important Very much important Essential Not Attended Total No of respondents 04 07 39 31 11 08 100 Percentage 04 07 39 31 11 08 100
Graph: 15
8 11
4 7
Not important
Up to some extent Important 39 Very much important Essential Not attended
31
Analysis: From the above table it is clear that 4% of the employees feel that the EAP is not important, 7% of the employees feel up to some extent, 39% of the employees feel important, 31% of them feel it is very much important, 11% of the employees feel it is essential and 8% of the employees are not at all exposed to EAP sessions. Interpretation: It is clear that majority of employees think the EAP are important and helps to sort issues related to their personal as well as their occupational life. PGDMS & RC, SIT, TUMKUR. Page 63
Table and chart showing EAP contribute to solve employees enhanced productivity. Table: 16
Factors Much lower Slightly lower About the same Higher Much higher Not Attended Total No of respondents 08 13 31 27 13 08 100 Percentage 08 13 31 27 13 08 100
Graph: 16
Not attended Much higher Higher About the same Slightly lower Much lower
0
8 13 27 31 13 8
5 10 15 20 25 30 35
Analysis: From the above table it is clear that 8% of the employees think EAP contribute to solve their enhanced productivity is much lower, 13% of the employees think slightly lower, 31% of them think about the same, 27% of them think higher, 13% of the employees think much higher and 8% of the employees are not at all exposed to EAP sessions.
Interpretation: From the above analysis it is clear that majority of the employees are think EAP contribute to solve their enhanced productivity. PGDMS & RC, SIT, TUMKUR. Page 64
Table and chart showing overall satisfaction level with the quality of services provided by the EAP. Table: 17
Factors Highly dissatisfied Dissatisfied Neutral Satisfied Highly satisfied Not Attended Total No of respondents 05 11 20 46 10 08 100 Percentage 05 11 20 46 10 08 100
Graph: 17
50 40 30
46
20 10 0
20 5 11
Neutral Satisfied
10
Highly satisfied
8
Not attended
Highly Dissatisfied dissatisfied
Analysis: From the above table it is clear that 5% of the employees are highly dissatisfied with the quality of services provided by EAP, 11% of the employees are dissatisfied, 20% of them are neutral about the services, 46% of the employees are satisfied, 10% of the employees are highly satisfied and 8% of the employees are not at all exposed to EAP sessions.
Interpretation: From the above analysis it is clear that majority of the employees are satisfied with their EAP services. PGDMS & RC, SIT, TUMKUR. Page 65
FINDINGS
1) Majority of the employees are in the age group of 21-25 years. With this it can be inferred that most of the employees are young and energetic. 2) It can be inferred that all the employees are aware of EAP in an organization and the primary objective of the program has been realized. 3) Majority of the employees are exposed to EAP sessions. 4) Most of the employees are satisfied with EAP scheduled services and hence the objective is realized. 5) Most of the employees want EAP to render in occupational stress as well as in job related issues. 6) Most of the employees feel that service provided by Acropetal is very good and has been helpful to the employees in many ways. 7) It can be inferred that most of the employees are satisfied with the time of EAP services. 8) Majority of the employees share their problems very freely and in a comfortable manner with their EAP counselors. 9) Most of the employees are feel better to work with EAP counselors & they feel counselors understand their problem. 10) Most of the employees are expecting counselors to do EAP sessions. 11) Majority of the employees are expecting EAP to be implemented in Stress and in job related issues also. 12) Most of the employees will use EAP if they face any problems in future. 13) Majority of the employees will recommend often to their friends or colleague about an EAP. 14) Majority of the employees likes EAP because it is confidential. 15) Majority of employees think the EAP are important and helps to sort issues related to their personal and occupational life. 16) Majority of the employees are thinking EAP contribute to solve their enhanced productivity. 17) Majority of the employees are satisfied with their EAP services.
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SUGGESTIONS
1. From the survey conducted , I can suggest that the company should more often conduct cultural events such as: Halloween Theme based parties Ethnic day.
2. To conduct meditation classes once or twice in a month. So as to lower the level of stress that employees forego in todays competitive work-life. 3. Since occupational stress and job related issues have played a major role in employee stress, one can suggest conducting more recreational activities, teaming outings etc. 4. Even though Acropetal Technologies have been taking up many programs related to EAP, I would like to suggest the company to collect employees suggestions more often and Implement the necessary programs. 5. I would like to suggest to the company to conduct more medical camps, so as to improve the employees health as it would help to increase the productivity. 6. I would like to suggest the company to organize events such as Inter organizational sports meet where it will help to lower employee stress and employee relation would also help to increase productivity of the company. 7. Programs within EAP should be short term and should be such that it should serve the purpose. 8. Various small benefits or awards should be announces to deal with employee absenteeism as it would motivate employees to increase presenteeism. 9. I would like to suggest ATL can bring down some professionals from outside because they have more knowledge as they visit different organization.
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CONCLUSION
I would like to conclude that Acropetal Technologies Ltd is one of the growing organizations in the IT sector. It is doing well in the present market. The employees are provided with very good facilities and have a very good working environment as well as work culture, which in turn helps company achieve newer heights every year. The company is trying to increase the profit by setting up new targets and implementing new projects. The problem areas are identified and are solved by dedicated teamwork. The organization is decentralised at a certain condition which encourages freedom to work, employee participation in the development of the organization.
From this Project we can conclude that EAP(Employee Assistance Programs) plays a very vital role in an organization where the employees can address their grievances, with good programs, where we can have the clear determination of what exactly employees has to undergo to work efficiently in the organization.
Here in Acropetal Technologies Ltd they have held good employee assistance programs but they have to conduct some more such programs, with these changes the company can achieve their goals in a stipulated time.
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LEARNING OUTCOME
The practical knowledge what I gained in this two months on the topic of Employee Assistance Program has helped me to know how these programs are conducted and how they are implemented in their daily work life.
My project gave me the good knowledge on Employee Assistance Program and also helped me to get in depth knowledge how an organization works together to accomplish their goals. Though there were limitations in conducting this study it helped me in understanding them and overcoming these limitations in my career. During my 8 weeks of internship the company provided an opportunity to learn various things which I was not aware. I came to know the implementation of many theoretical aspects in practice which I have learnt during my course.
Overall work in Acropetal Technologies Ltd on such a topic gave me good experience and exposure, and at the same time i got a chance to learn the working style of employees in an IT company.
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QUESTIONNAIRE
Dear Sir/Madam, I am pleased to introduce myself as MBA student of SIT Tumkur. As a part of curriculum I have undertaken A study on Employee Assistance Program. The information provided by you will be strictly kept confidential and used for academic purpose only.
A. Identification / General Information Employee Name: Department Name: Length of Service with Organization: Length of Service in Current Position:
1. I am aged between a) 21 yrs 25 yrs b) 25 yrs 35 yrs c) 35 yrs 45 yrs d) Above 45 yrs ( ( ( ( ) ) ) )
2. Are you aware of Employee Assistance Program? a) YES b) NO ( ( ) )
Employee Assistance Program is employee benefit program offered by many employers. EAPs are intended to help employees deal with personal problems that might adversely impact their work performance, health and well-being. EAPs generally include short term counseling and referral services for employees and their household members.
3. Are you exposed to EAP sessions? a) YES b) NO PGDMS & RC, SIT, TUMKUR. ( ( ) ) Page 70
Study on Employee Assistance Program 4. How satisfied were you with EAP scheduled services? a) Highly Dissatisfied b) Dissatisfied c) Neutral d) Satisfied e) Highly Satisfied ( ( ( ( ( ) ) ) ) )
5. Which are the areas does EAP render? a) Family Conflict b) Monetary Problem c) Occupational Stress d) Job related issues e) Health issues f) Work Life Balance g) Flexi Time ( ( ( ( ( ( ( ) ) ) ) ) ) )
If others specify_______________________
6. How do you feel about the service provider? a) Much Weaker b) Weaker c) Moderate d) Stronger e) Much Stronger ( ( ( ( ( ) ) ) ) )
7. How satisfied were you with the time of EAP services? a) Very Dissatisfied b) Dissatisfied c) Neutral d) Satisfied e) Very Satisfied ( ( ( ( ( ) ) ) ) )
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Study on Employee Assistance Program 8. Would you feel safe to discuss your problem with EAP staff? a) Strongly Disagree b) Disagree c) Neutral d) Agree e) Strongly Agree ( ( ( ( ( ) ) ) ) )
9. Did you work with the EAP counselor to help you to understand your problems better? a) Far too little b) Too little c) About Right d) Too much e) Far too much ( ( ( ( ( ) ) ) ) )
10. Whom do you expect to do EAP? a) Professionals from outside b) Counselors c) In house managers d) Team leaders e) Others ( ( ( ( ( ) ) ) ) )
11. Where do you expect the EAP to be implemented? a) Troubled relationship b) Depression c) Stress d) Work place problem e) Others ( ( ( ( ( ) ) ) ) )
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Study on Employee Assistance Program 12. If you experience problems on future, would you use the EAP again? a) Never b) Rarely c) Sometimes d) Most of the times e) Always ( ( ( ( ( ) ) ) ) )
13. Would you recommend EAP to friend or colleague? a) Never b) Occasionally c) Fairly many times d) Very often e) Always ( ( ( ( ( ) ) ) ) )
14. What makes you to like EAP? a) Confidential b) Economical c) Trouble Shooter d) Short term counseling e) All the above ( ( ( ( ( ) ) ) ) )
15. According to you what is the level of importance given to EAP? a) Not Important b) Up to some Extent c) Important d) Very much important e) Essential ( ( ( ( ( ) ) ) ) )
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Study on Employee Assistance Program 16. Do you think EAP contribute to solve your enhanced productivity? a) Much lower b) Slightly Lower c) About the same d) Higher e) Much Higher ( ( ( ( ( ) ) ) ) )
17. Overall how satisfied are you with the quality of services provided by the EAP? a) Highly Dissatisfied b) Dissatisfied c) Neutral d) Satisfied e) Highly Satisfied ( ( ( ( ( ) ) ) ) )
18. What suggestions would you like to give to the company about Employee Assistance Program?
Thank you
Signature
Page 74
BIBILOGRAPHY
Websites: www.citehr.com www.scribd.com www.acropetal.org www.wikipedia.org
Books Referred Research Methodology, Kothari C R Personnel and Human Resource Management, P. Subba Rao.
Search Engine: www.google.com
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Study on Employee Assistance Program

PGDMS & RC, SIT, TUMKUR.

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measures, settlement of disputes, etc

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Brief History of IT Industry

Growth of Indias IT Industry

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Features of the IT Industry

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The role of the IT Industry

Major Players and their Market Share in IT Industry

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TCS HCL Tech iGate Patni Mind tree

Infosys Mahindra Satyam Oracle Fin NIIT Tech

Wipro Tech Mahindra Rolta Hexaware

Cognizant Mphasis Ltd Polaris

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Transformation and Growth.

Founder and Chairman

Mr. Ravi Kumar D

History and Growth of the Company

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Registered Office (Head Office)

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Partnership and Alliances

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Enterprise Business Solutions Support Functions Quality and Top Management.

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Some of the Competitiors of ATL are,

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PGDMS & RC, SIT, TUMKUR.

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SERVICES OF ACROPETAL TECHNOLOGIES

Health Care Manufacturing, CPG.Retail

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Solution Offerings: health care

Highlights on health care

3. Manufacture, CPG, & Retail

PGDMS & RC, SIT, TUMKUR.

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PM3 the upcoming product in Acropetal

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The Seven Interdependent Elements

Those 7 elements are distinguished as Hard Ss & Soft Ss.

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Chairman & Managing Director

Business & Technical Advisory