CHAPTER VI MANAGEMENT OF EMPLOYEE WELLNESS PROGRAMS...

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CHAPTER VI

MANAGEMENT OF EMPLOYEE WELLNESS

PROGRAMS IN IT AND ITeS COMPANIES

To study the management of employee wellness program in IT and ITeS companies

located at Hinjewadi and Aundh IT Park in Pune the research has made questionnaire

objectives of this research.

The Data Analysis consists of both Quantitative and Qualitative analysis. The data

analysis is done using Microsoft Excel and SPSS software.

6.1 QUANTITATIVE ANALYSIS:

It deals with the various aspects of Employee Wellness Programs provided in selected IT

and ITeS companies.

The researcher begins the study with the quantitative analysis. The descriptive statistics

of the total sample is presented first followed by testing of the hypotheses. The study is

divided into two parts: employee‟s response and HR manager‟s response.

222

6.2 EMPLOYEE SURVEY QUESTIONNAIRE - RESULTS AND

DISCUSSION:

Following is the detailed data analysis after surveying employees in IT and ITeS

companies:

6.2.1. THE DEMOGRAPHIC DETAILS:

A) Number of Male and Female Respondents:

Table 6.1 Number of Male and female respondents:

Graph 6.1: Number of Male and female respondents

The demographics indicate that 69 % male of employees and 31 % female of employees

in IT and ITeS companies have been surveyed.

Sex No. of Respondents Percentage

Male 214 69.26

Female 95 30.74

Total 309 100

223

B) Number of different hierarchical levels of respondents:

Table 6.2 Hierarchical Levels of Respondents

Graph 6.2: Hierarchical Levels of Respondents

The above Graph 6.2 and Table 6.2 indicate that 48.2% of surveyed employees

(respondents) of IT and ITeS companies are in middle management, 38.5 % are in senior

management and 13.3 % are trainees.

Hierarchical Levels No. of Respondents Percentage

Trainee 41 13.3

Middle Management 149 48.2

Senior Management 119 38.5

Total 309 100

224

C) AGE GROUP OF RESPONDENTS:

Table 6.3: Age Groups of Respondents

Graph 6.3: Age Group of Respondents

The above Graph 6.3 and Table 6.3 indicate that 55% of the respondents are in the age

group of 26 - 30. 19.7 % respondents are in the age group of 21 – 25 and 17.2 %

respondents are in the age group of 31 – 35. Only 2% of the employees are above age -

group 41 & above. It shows that the respondents are fairly young.

Age Group No. of Respondents Percentage

21-25 61 19.7

26-30 170 55

31-35 53 17.2

36-40 20 6.5

41 & above 5 1.6

Total 309 100

225

6.2.2 FACTORS AFFECTING HEALTH OF THE EMPLOYEES AND LEADING

TO STRESS:

Table 6.4: Factors Affecting Health of the Employees and Leading to Stress

Sl.

No

Factors Affecting Health of

Employees leading to

stress

Yes (No. of

Respondents )

No (No. of

Respondents )

Yes

(%)

No

(%)

1. Competition 125 184 40.5 59.5

2. Ineffective Time

Management 80 229 25.9 74.1

3. Lifestyle 92 215 30 70

4. Organizational Culture 87 222 28.2 71.8

5. Family Responsibility 112 196 36.2 63.4

6. Target Oriented Job 178 131 57.6 42.4

7. Night Shift 245 64 79.3 20.7

8. Long Working Hours 228 80 73.8 25.9

226

Graph 6.4: Factors Affecting Health of the Employees Leading to Stress

There are many factors which affect the health of the employees in IT and ITeS

companies leading to stress which are as mentioned above. As per the table 6.4 and graph

6.4 above, there are many factors which affect an employee‟s health. The result indicates

that the respondents feels that the following factors : a) target oriented jobs (57.6%) b)

night shifts (79.3%) c) long working hours (73.8%) create significant negative impact

on employee‟s health. Other factors like Competition, Ineffective Time Management,

Lifestyle, Organizational Culture and Family Responsibility does not create significant

negative impact on employee‟s health.

Factors Affecting Health of the Employees leading to Stress

227

6.2.3 HEALTH PROBLEMS FACED BY EMPLOYEES WORKING IN IT AND

ITeS COMPANIES:

Table 6.5: Health Problems Faced By Employees in IT and ITeS Companies

Sl. No.

Health Problems faced by

Employees

No. of

Respondents Percentage

Yes No Yes No

1 Headache 241 60 80.1 19.9

2 Hypertensions 212 87 70.9 29.1

3 Body Ache 192 108 64 36

4 Sinus / Asthma 70 206 25.4 74.6

5 Blood Pressure 61 217 22 78

6 Allergies 88 187 32 68

7 Anger 145 146 49.7 50.3

8 Depression/ Anxiety 143 143 50 50

9 Backache 175 114 60.5 39.5

10 Heart Disease 49 217 18.4 81.6

11 Diabetes 39 228 14.6 85.4

12 Skin Problem / Hair Problem 133 156 46 54

13 Lack of Sleep 219 83 72.5 27.5

228

Graph 6.5: Health Problems Faced By Employees in IT and ITeS Companies

To understand the health problems faced by employees, the data is analyzed as follows:

As per the Table 6.5 and Graph 6.5, employees in selected IT and ITeS companies suffer

from many health problems. The respondents feel that they suffer from 1) Headache

(80.1%) 2) Hypertension (70.9%) 3) Body ache (64%) 4) Anger ( 49.7%) 5) Depression

and anxiety (50%) 6) Backache (60.5%) and 7) Lack of Sleep (72.5%).

229

6.2.4 AWARENESS OF EMPLOYEE WELLNESS PROGRAMS IN STUDY

AREA:

Table 6.6: Awareness of Employee Wellness Program

Sl. No. Title

No. of

Respondents Percentage

Yes No Yes No

1 Awareness of Employee Wellness

Program 304 5 98.4 1.6

Graph 6.6: Awareness of Employee Wellness Program

As Employee Wellness Programs in IT and ITeS companies are in the nascent stages, It

was necessary to find out the awareness of EWP in Employees. The result in the table 6.6

and graph 6.6 indicates that 98.4% employees are aware about the employee wellness

program provided in their companies.

230

6.2.5 MEANING OF EMPLOYEE WELLNESS PROGRAM:

“Employee health and wellness programs attempt to improve the overall health (like

psychological health, physical health etc) status of employees and sometimes even

employees‟ family members through prevention, education, and health interventions”

Table 6.7: Agreement on Meaning Employee Wellness Program by Employees

Sl. No. Title

No. of Respondents ( Percentage)

Strongly

Disagree Disagree Neutral Agree

Strongly

Agree

1 Meaning of Wellness

1

(0.3%)

10

(3.2%)

34

(11%)

146

(47.2%)

118

(38.2%)

Table 6.7: Agreement on Meaning Employee Wellness Program by Employees

In line with studying the current scenario about employee wellness program, and to know

the awareness of employees about actual meaning of employee wellness program, the

data is analyzed. The researcher provided the meaning of employee wellness program. As

231

per table 6.7 and graph 6.7, the result indicates that 85.4% of the employees agree with

the definition, 11% are neutral, 3.2 % disagree and only 0.3% strongly disagree.

6.2.6 EMPLOYEE FEEDBACK ON EWP:

Table 6.8: Feedback on EWPs

Graph 6.8: Feedback on EWP

Taking feedback from employees about employee wellness program is common in

organization and employees are happy to provide feedback about EWP. As per the Table

6.8 and Graph 6.8, 94% of the employees in organizations mention that feedback on

EWPs is taken whereas 6 % of the employees state that feedback on EWP is not taken.

Sl. No Title

No. of Respondents

/Percentage

Yes No

1 Feedback on EWPs from Employees 209

(94%)

19

(6%)

232

6.2.7 RESPONSIBILITY OF MANAGEMENT EWP:

Table 6.9: Responsibility of Management of EWPs

Sl. No. Title

No. of Respondents / Percentage

Employee HR Dept. Both

1 Responsibility of

Management of EWP

a11

(3.6%)

62

(20.1%)

236

(76.4%)

Graph 6.9: Responsibility of Management of EWPs

To know the views of the employee towards responsibility of Management of EWP, the

respondent were asked with three options 1) Employee 2) HR Dept and 3) Both. The

respondents were asked to provide response only on one option out of above three. The

data is analyzed and the result as per the table 6.9 and graph 6.9 indicates that 76.4% of

respondents feel that Management Employee Wellness Program is the responsibility of

HR dept. and Employee both, 20.1 % of respondents feel that it‟s only HR department‟s

responsibility.

233

6.2.8 COMMUNICATION OF EWPS TO EMPLOYEES:

Table 6.10: Preferred Communication about Employee Wellness Program

Sl.

No. Title

A

dedicated

bulletin

board

Weekly

e -mail

tips

In a flyer

distributed

with

paychecks

On the

intranet

Discussion

at staff

meetings

Discussion

at staff

meetings

1

Preferred Channel

to get information

about Health and

EWP Program

31

(10%)

202

(65.4%)

11

(3.6%)

46

(14.9%)

19

(6.1%)

19

(6.1%)

Graph 6.10: Preferred Communication about Employee Wellness Program

During implementation of EWP, employer has to convey the information to employees

for effective implementation of EWP. In line with devising the Model of Employee

Wellness program and to know the most preferred channel of communication regarding

employee wellness program the data is analyzed. The Table 6.10 and Graph 6.10

indicates that 65.4% of respondents feel that they prefer to get the information about

234

EWP through weekly e-mail tips and 14.9 % of respondents feel that they should get

information on the intranet.

6.2.9 FACTORS MOTIVATING EMPLOYEES TO PARTICIPATE IN

EMPLOYEE WELLNESS PROGRAMS:

Table 6.11: Factors Motivating Employees to Participate in Employee Wellness

Programs

Sl. No.

Factors Motivating

Employees to Participate


Strongly


Strongly

Agree

1 Attractiveness of EWP

2

(0.6%)

6

(1.9%)

14

(4.5%)

81

(26.4)

205

(66.6)

2

Friends Group / Peer

Influence

6

(1.9%)

14

(4.5%)

38

(12.3%)

92

(29.8%)

159

(51.5%)

3

Reward Scheme &

Appreciation

4

(1.3%)

12

(3.9%)

29

(9.4%)

128

(41.4%)

136

(44%)

4 Health Check-ups

8

(2.6%)

13

(4.2%)

35

(11.3%)

117

(37.7%)

136

(44%)

5 Health Consciousness

8

(2.6%)

12

(3.9%)

30

(9.7%)

122

(39.5%)

137

(44.3%)

6 Personality Development

2

(0.6%)

11

(3.6%)

42

(13.6%0

100

(32.4%)

154

(49.8%)

235

Graph 6.11: Factors Motivating Employees to Participate in Employee Wellness

Programs

It was seen that there are different motivating factors which motivate employees to

participate in employee wellness programs. As per the Table 6.11 and Graph 6.11, 66.6

% of the employees agree that attractiveness of EWP is a motivating factor, 51.5 % of

employees agree that friends group/peer influence is a motivating factor, 44 % of the

employees feel that health check-ups, reward scheme and appreciation is a motivating

factor, 44.3 % of the employees agree that health consciousness is a motivating factor and

49.8% of the employees agree that personality development is factor motivating

employees to participate in EWP.

Factors Motivating Employees to Participate in Employee Wellness Programs

in Employee Wellness Programs

236

6.2.10 RATING OF EMPLOYEE WELLNESS PROGRAMS PROVIDED IN IT

AND ITeS COMPANIES:

Table 6.12: Rating of Employee Wellness Programs Provided in IT And ITeS

Companies

Sl.

No.

Existing Employee Wellness

Programs


Poor Average Good Very

Good Excellent

1 Employee Assistance program 20

(6.5%)

42

(13.6%)

55

(17.8%)

94

(30.4%)

98

(31.7%)

2 Health Clubs / Gym

Membership Discount

10

(3.2%)

28

(9.1%)

46

(14.9%)

91

(29.4%)

134

(43.4%)

3 Low – calorie Snack Choices 90

(30.9%)

53

(18.9%)

68

(23.4%)

37

(12.7%)

43

(14.8%)

4 Alcohol Substance Abuse

Program

86

(16.4%)

47

(16.4%)

71

(24.7%)

42

(14.6%)

41

(14.3%)

5 Health weeks or health fairs /

wellness camps

52

(17.2%)

62

(20.5%)

65

(21.5%)

54

(18%)

69

(22.8%)

6 Safety at work 2

(0.6%)

6

(2%)

14

(4.5%)

81

(26.2%)

206

(66.7%)

7 Worksite stress management

programs

20

(6.6%)

42

(13.9%)

55

(18.2%)

91

(30%)

95

(31.4%)

8 Medical Insurance 11

(3.6%)

29

(9.4%)

43

(14%)

86

(28%)

138

(45%)

9 Fun at work Events (games, get

together etc)

10

(3.3%)

28

(9.2%)

46

(15%)

91

(29.7%)

131

(42.8%)

10 Allow flexi time 45

(14.2%)

30

(9.7%)

52

(16.8%)

95

(30.7%)

87

(28.2%)

11 Employee Wellness News Letter 74

(25.3%)

46

(15.7%) 42(14.3%)

62

(21.2%)

69

(23.5%)

12 Yoga classes, Aerobics / dance

classes

121

(41.7%)

50

(17.3%)

54

(18.6%)

29

(10%)

36

(12.4%)

237

Sl.

No.

Existing Employee Wellness

Programs



Good Excellent

13

Art of living classes & Tie – up

with Oneness (spiritual

wellness)

145

(50.2%)

45

(15.6%)

35

(12.1%)

37

(12.8%)

27

(9.3%)

14 Counseling or mentoring 45

(14.9%)

30

(9.9%)

52

(17.1%)

91

(30%)

85

(28.1%)

15 Higher Education Assistance 17

(5.6%)

23

(7.5%)

57

(18.7%)

102

(33.4%)

106

(34.8%)

16 Financial advisory Help Desk 23

(7.8%)

45

(15.3%)

60

(20.3%)

95

(32.2%)

72

(24.4%)

17 Ergonomics 18

(6.2%)

44

(15.1%)

90

(30.8%)

99

(33.9%)

41

(14%)

18 On-site Doctors / Counselors 27

(9%)

53

(17.7%)

89

(29.7%)

94

(31.3%)

37

(12.3%)

19 Smoking / Tobacco Cessation 66

(22.1%)

61

(20.5%)

76

(25.5%)

70

(23.5%)

25

(8.4%)

238

Graph 6.12: Rating of Employee Wellness Programs Provided in IT and ITeS

Companies

To know the current scenario of EWPs in study area, employees were asked to rate the

EWPs provided in their companies. As per Table 6.12 and Graph 6.12, 66.7% of

employees rate that safety at work is excellent, 45% of the employees rate medical

insurance as excellent, 43.4% of the employees rate health clubs and gym membership

discounts as excellent followed by fun at work events where 42.8% of employees rated it

as excellent.

50.2% of the employees rated art of living classes as poor, 41.7 % of employees rated

yoga/aerobic/dance classes as poor followed by 30.9 % of employees who rated low

calorie snacks as poor.

Employee Wellness Programs Provided in IT and ITeS Companies

239

6.2.11 OVERALL RATING OF EMPLOYEE WELLNESS PROGRAMS:

Table 6.13: Overall Rating of Employee Wellness Programs

Graph 6.13: Overall Rating of Employee Wellness Programs

To know the current scenario and overall rating of EWPs, the data is analyzed. The Table

6.13 and graph 6.13 indicates that 54.7% of the employees rate the EWPs at the

workplace as good, 22.3% of the employees rate the EWP as average, 16.8% of the

employees rate the EWPs as very good and only 1.3% of the employees rate the EWPs as

poor.

Sl.

No.

Title



Good

Excellent

1 Rating of EWP

at Workplace

4

(1.3%)

69

(22.3%)

169

(54.7%)

52

(16.8%)

15

(4.9%)

240

6.2.12 BENEFITS OF EMPLOYEE WELLNESS PROGRAM:

The table below mentions the details:

Table 6.14: Benefits of Employee Wellness Program

Sl.

No

.

Benefits of Employee

Wellness Program


Not at

all

Not

Really

Undecided Some

What

Very

Much

1 Good Health (emotional and

physical)

2

(0.7 %)

6

(1.9 %)

14

(4.5 %)

81

(26.3 %)

205

(66.6 %)

2 Improved Performance 2

(0.6 %)

11

(3.6 %)

12

(3.9 %)

105

(34 %)

179

(57.9 %)

3 Motivation at work 4

(1.3 %)

12

(3.9 %)

29

(9.4 %)

128

(41.4 %)

136

(44 %)

4 Commitment towards work 2

(0.7 %)

8

(2.6 %)

22

(7.1 %)

137

(44.3 %)

140

(45.3 %)

5 Better work- life balance to

be changed

2

(0.6 %)

11

(3.6 %)

27

(8.7 %)

86

(27.9 %)

183

(59.2 %)

6 Job Satisfaction 4

(1.4 %)

10

(3.2 %)

27

(8.7 %)

112

(36.2 %)

156

(50.5 %)

7 Develop trust between

employer and employee

4

(1.4 %)

10

(3.2 %)

27

(8.7 %)

112

(36.2 %)

156

(50.5 %)

241

Graph 6.14: Benefits of Employee Wellness Program

To understand the benefits of employee wellness program related to employee

engagement and work-life balance, the data is analyzed. The Table 6.14 and Graph 6.14

show that employees are benefited in various areas. 66.6% of the employees mention that

good health (emotional and physical) is very much the benefit of EWP, 59.2 % of the

employees mention that better work-life balance is very much a benefit of EWP, 57.9%

of the employees state that improved performance is very much a benefit of EWP. And

50.5% of the employees state that job satisfaction and developing trust is very much the

benefit of EWPs.

242

6.2.13 CONTRIBUTION OF EFFECTIVELY MANAGED EMPLOYEE

WELLNESS PROGRAMS:

Table 6.15: Contribution of Effectively Managed EWPs

Sl.

No. Title


Strongly


Strongly

Agree

1

Effectively managed EWP

contributes to Employee work-

life balance

1

(0.3%)

4

(1.3%)

35

(11.4)

54

(17.4%)

214

(69.6%)

2

Effectively managed EWP

contributes to Employee

Engagement at workplace

0

(0%)

3

(1%)

21

(6.8%)

79

(25.6%)

205

(66.6%)

Graph 6.15: Contribution of Effectively Managed EWPs

Contribution of Effectively Managed EWPs

243

As per Table 6.15 and Graph 6.15, 69.6 % of employees strongly agree that effectively

managed EWP contributes to employee work-life balance and 66.6% of the employees

strongly agree that effectively managed EWP contribute to employee engagement.

6.2.14 WELLNESS PROGRAM PROVIDED FOR WOMEN EMPLOYEES

The below mentioned table indicate details:

Table 6.16: Wellness Program Provided for Women Employees

Sl. No.

Employee Wellness

Programs provided for

Woman Employees

Percentage/ No. of Respondents

Yes No

1 Women Counseling cell 59

(70.2%)

25

(29.8%)

2 Awareness camp for

feminine problems

74

(88.1%)

10

(11.9%)

3 Flexi-time 61

(72.6%)

23

(27.4%)

4 Work From home 65

(77.4%)

19

(22.6%)

5 Guidance of Dietician 61

(72.6%)

23

(27.4%)

6 Sabbatical /Maternity Leave 59

(70.2%)

25

(29.8%)

7 Sexual Harassment Policy 76

(90.5%)

8

(9.5%)

8 Safe transport facility 57

(67.9%)

27

(32.1%)

244

Graph 6.16: Employee Wellness Programs provided for Women Employees

There is significant number of women employees working in IT and ITeS companies in

study area. To understand the EWPs provided for women employees the given data is

analyzed. Table 6.16 and Graph 6.16 indicates that, 90.5% women employees state that

organizations provide sexual harassment policy, 88.1% women employees mention that

awareness camp for feminine problems and 77.4% of women employees state that work

from home is provided as part of EWP.

Wellness Programs Provided for Women Employees

245

6.3 HR MANAGER SURVEY QUESTIONNAIRE – DATA ANALYSIS

AND INTERPRETATION

To devise the EWP model for effective management of EWP and to understand the

challenges faced by HR Managers for effective management of EWPS, to study the

impact of globalization on wellness programs in the study area and also the benefits

gained by HR managers by providing Employee Wellness Program, survey has been

done by filling up the questionnaire and interviews with HR Managers of the companies

in study area.

The data analysis is as below:

6.3.1 PROVISION OF EMPLOYEE WELLNESS PROGRAMS IN IT AND ITES

COMPANIES OF STUDY AREA:

Table 6.17: Provision of Employee Wellness Program at Work Place

Sl. No. No. of Respondents / Percentage

Yes No

Provision of EWP at

Workplace 39 (100 %) 0 (0%)

Graph 6.17: Provision of Employee Wellness Programs at Workplace

246

As Employee Wellness Program is at nascent state in the IT and ITeS companies in study

area, the researcher asked HR managers about provision of employee wellness programs

and all the HR Managers mentioned that organization do provide Employee wellness

program and conduct different activities under the same. The Table 6.17 and Graph 6.17

indicates that all the companies that are surveyed provide Employee Wellness Programs

6.3.2 AGREEMENT ON MEANING EMPLOYEE WELLNESS PROGRAM BY

HR MANAGERS:

“Programs, such as on-site or subsidized fitness centers, health screenings, smoking

cessation, weight reduction/management, health awareness and education, that target

keeping employees healthy, thereby lowering employers costs associated with

absenteeism, lost productivity and increased health insurance claims”

Table 6.18: Agreement on Meaning Employee Wellness Program by HR Managers

Sl. No. Title


Strongly


Strongly

Agree

1 Meaning of EWP 0

(0%)

0

(0%)

2

(5.2%)

10

(25.6%)

27

(69.2%)

Graph 6.18: Agreement on Meaning Employee Wellness Program by HR Managers

247

The Table 6.18 and Graph 6.18 above indicate that 69.2% of HR managers strongly

agree, 25.6 agree with the meaning provided by the researcher and 5% are neutral.

6.3.3 IMPACT OF GLOBALIZATION ON EMPLOYEE WELLNESS

PROGRAMS:

Table 6.19: Globalization and EWPs

Sl. No. Title

No. of Respondents /

Percentage

Yes

No

1 Globalization has created impact on

Employee Wellness at Work

38

(97.4%)

1

(2.6%)

Graph 6.19: Globalization and EWPs

To understand the impact of the globalization, first HR managers were asked to mention

their views about the impact globalization on EWP As per the Table 6.19 and Graph 6.19,

97.4 % of HR Managers feels that that globalization has contributed to employee

wellness at work and 3% of HR managers indicate that globalization has not contributed

to employee wellness.

248

6.3.4. FACTORS AFFECTING EMPLOYEE WELLNESS DUE TO

GLOBALIZATION:

Table 6.20: Factors Affecting Employee Wellness Due to Globalization

Sl.

No.

Factors affecting

Employee Wellness Due to

Globalization


Not at

All

Not

really Undecided

Some

what

Very

much

1 Working Hours Across the

Globe

0

(0%)

0

(0%)

0

(0%)

11

(28.2%)

28

(71.8%)

2 Growth of MNCs in India 0 1

(2.6%) 0

23

(59%)

15

(38.4%)

3 Work Pressure due to

project Deliverables 0

1

(2.6%)

5

(12.8%)

9

(23.1%)

24

(61.5%)

4 Cross Cultural Sensitivities 0 2

(5.1%)

2

(5.1%)

14

(35.9%)

21

(53.8%)

5 Virtual Teams 0 0 0 10

(25.6%)

29

(74.4%)

249

Graph 6.20: Factors Affecting Employee Wellness due to Globalization

This question was asked to HR managers to know their views about the various factors

affecting employee wellness due to globalization. As per the Table 6.20 and Graph 6.20,

74.4 % of HR managers indicate that virtual teams very much affect employee wellness,

71.8 % of HR managers indicate that working hours across and 61.5 % HR managers

indicate that work pressure due to project deliverables very much affect employee

wellness.

Factors Affecting Employee Wellness Due to Globalization

250

6.3.5 REASONS TO START EMPLOYEE WELLNESS PROGRAM:

Table 6.21: Reasons to Start Employee Wellness Programs at Workplace

Sl. No.

Reasons to start

Employee Wellness

Program at

Workplace


Strongly


Strongly

Agree

1 Increasing Healthcare

cost 0 0

10

(25.6%)

11

(28.2%)

18

(46.2%)

2 Absenteeism 0 0 1

(2.6%)

14

(15.3%)

24

(82.1%)

3 Increased Stress level

of employees 0 0

1

(2.6%)

10

(25.6%)

28

(71.8%)

4 Imbalance of Employee

Work-life 0 0 0

10

(25.6%)

29

(74.4%)

5 For Employee

Engagement 0 0 0

7

(17.9%)

32

(82.1%)

6

For Employee

Retention in an

organization

0 0 1

(2.6%)

5

(12.8%)

33

(84.6%)

251

Graph 6.21: Reasons to Start Employee Wellness Programs at Workplace

To understand the reasons to start Employee Wellness Programs at workplace and need

of Employee Wellness Program, data is analyzed. The Table 6.21 and Graph 6.21

indicate that 84.6% of HR managers strongly agree that employee retention in an

organization is the reason to start EWPs at workplace, 82.1% of HR managers strongly

agree that employee engagement and absenteeism are the reasons to start EWPs, 74.4 %

of HR managers strongly agree that Imbalance of employee work-life is reason to start

EWP at workplace.

252

6.3.6 OBJECTIVES OF EMPLOYEE WELLNESS PROGRAMS:

Table 6.22: Objectives of Employee Wellness Programs

Sl. No. Objectives of Employee Wellness Programs Yes No

1 Good health of employee 29

(96.66 %)

1

(3.24 %)

2 To Achieve Employee Satisfaction 28

(93.33 %)

2

(6.67%)

3 To Engage Employees 27

(90.00%)

3

(10.00 %)

4. To reduce employee turnover and absenteeism 25

(83.33 %)

5

(16.67 %)

5 To enhance employer brand 26

(86.66 %)

4

(13.34 %)

6 To develop good work-culture 24

(80 %)

6

(20 %0

7 To reduced medical cost 26

(86.66 %)

4

(13.34 %)

253

Graph 6.22: Objectives of Employee Wellness Programs

To understand the objectives of Employee Wellness Programs at workplace, the above

data is analyzed. The Table 6.22 and Graph 6.22 indicate that 96.6% of HR managers

mention that good health of employee is objective of EWPs. 93.33 % and 90.00% of HR

managers mention that to achieve employee satisfaction and employee engagement are

the objectives of EWPs 86.6 % of HR managers mention that to enhance good brand and

to reduce medical cost are objectives of EWPs. 80% of HR managers mention that to

develop good culture is objective of EWPs.83.33 % HR managers mention that reducing

employee turnover and absenteeism is one of the objective.

254

6.3.7 RESPONSIBILITY OF MANAGEMENT EMPLOYEE WELLNESS

PROGRAM AT WORKPLACE:

Table 6.23: Responsibility of Management of EWPs at Workplace

Sl. No.

Responsibility of

Management of EWPs

at Workplace


Yes No

1

HR Dept. responsible for

Management of EWPs at

work

39(100 %) 0 (0%)

2 Do you have Wellness

Manager at work 2(5.2%) 3(94.8%)

Graph 6.23: Responsibility of Management EWPs at Workplace

255

To understand responsibility of Management EWP data is analyzed. As per the Table

6.23 and Graph 6.23, all the respondents mention that HR dept is responsible for

management of EWPs at workplace. Secondly, the HR mangers were asked about

availability of Wellness Manager for management EWP at workplace, only 5.2% of

respondent‟s mentions that organizations have Wellness Mangers at workplace to

Manage EWP.

6.3.8 STRATEGIES OPTED BY HR MANAGERS TO INCREASE THE

EMPLOYEE PARTICIPATION IN EWPS FOR EFFECTIVE MANAGEMENT

OF EWPS:

Table 6.24: Strategies Opted by HR Managers to Increase Employee Participation

In EWPs for Effective Management of EWPs

Sl. No.

Strategies opted by HR

Managers to increase the

participation of EWP at

workplace for effective

management of EWPs


Strongly


Strongly

Agree

1

Employee Involvement for

designing Wellness

Program

0

(0%)

0

(0%)

2

(5.1%)

1

(2.6%)

36

(92.3%)

2 Marketing Wellness

Programs at work

0

(0%)

0

(0%)

3

(7.7%)

2

(5.1%)

34

(87.2%)

3 Providing Reward based

wellness program

0

(0%)

0

(0%)

0

(0%)

7

(23.1%)

30

(76.9%)

4 Creating more health

awareness in employees

0

(0%)

1

(2.6%)

3

(7.7%)

6

(15.4%)

29

(74.4%)

5

“Fun at Work” as

Employee Wellness

Program

0

(0%)

0

(0%)

0

(0%)

2

(5.1%)

37

(94.9%)

256

Graph 6.24: Strategies Opted by HR Managers to Increase Employee Participation

in EWPs for Effective Management of EWPs

To understand the current scenario of EWPs, the data is analyzed. The Table 6.24 and

Graph 6.24 indicates that 94.9 % of HR managers strongly agree that “fun at work” as

employee wellness program is the strategy opted by them to increase employee

participation. 92.3 % of HR manager of strongly agree with strategy opted – employee

involvement for designing wellness program. 87.2 % of HR Managers mention that

marketing of wellness programs at workplace is strategy opted by them for effective

management of EWPs.

Strategies opted by HR Managers to increase employee participation in EWPs for Effective management of EWPs

257

6.3.9 ESSENTIAL FACTORS FOR EFFECTIVE MANAGEMENT OF

EMPLOYEE WELLNESS PROGRAM IN IT AND ITES COMPANIES:

Table 6.25: Essential Factors for Effective Management of Wellness Programs at IT

and ITeS Companies

Sl. No.

Essential factors for

Effective Management of

Employee Wellness

Program at IT and ITES

companies


Strongly


Strongly

Agree

1

Organization Commitment

and innovation towards

EWP

0

(0%)

0

(0%)

1

(2.6%)

2

(5.1%)

36

(92.3%)

2 Health Information System

and Promotion at workplace

0

(0%)

0

(0%)

0

(0%)

3

(7.7%)

36

(92.3%)

3

Program Evaluation and

Quality improvement of

EWP

0

(0%)

0

(0%)

0

(0%)

7

(18.4%)

31

(81.6%)

4

Privacy, Confidentiality,

and Health Records

Management

0

(0%)

0

(0%)

0

(0%)

4

(10.3%)

35

(89.7%)

5 Systematic Research and

Statistics related to EWP

0

(0%)

0

(0%)

1

(2.6%)

14

(35.9%)

24

(61.5%)

6 Absence and Disability

Management

4

(10.3%) 9(23.1%)

8

(20.5%)

10

(25.6%)

8

(20.5%)

7 Health Benefits

Management

0

(0%) 3(7.7%)

6

(15.4%)

5

(12.8%)

25

(64.1%)

8 Employee involvement in

EWP

0

(0%)

0

(0%)

5

(12.8

%)

4

(10.3%)

30

(76.9%)

258

Graph 6.25: Essential Factors for Effective Management of Employee Wellness

Programs at IT and ITeS Companies

In line with devising model of employee wellness program, the data is analyzed. The

following Table 6.25 and Graph 6.25 indicate that 92.3% of HR managers strongly agree

with Organization Commitment & innovation towards EWP and Health Information

System and Promotion are essential factors for effective management of EWPs. 89.7% of

HR managers strongly agree that Privacy, Confidentiality, and Health Records

Management is essential factor for effective management of EWPs at IT and ITeS

Companies.

Essential Factors for Effective Management of Employee Wellness Programs at IT and ITeS Companies

259

6.3.10 EMPLOYEE WELLNESS PROGRAM PROVIDED IN IT AND ITES

COMPANIES:

Table 6.26: Employee Wellness Programs Provided in IT and ITeS Companies

Sl.

No.

Employee Wellness Program Provided in IT and ITeS

companies


Percentage

Yes No

1 Physical wellness : Health clubs / health weeks / medical

insurance / health education at work / on-site doctor etc.

33

(84.6%)

6

(15.4%)

2

Psychological Wellness / Emotional wellness: Stress

Management Training / behavioral training / conflict resolution /

Counseling

32

(82.1%)

7

(17.9%)

3 Spiritual wellness : Art of Living sessions / Tie up with

organization like Oneness University etc

22

(56.4%)

17

(43.6%)

4 Intellectual Wellness : Higher Education Assistance / seminar n

workshop / training programs

34

(87.2%)

5

(12.8%0

5 Environmental Wellness : Ergonomics, Walking tracks etc. 32

(82.1%)

7

(17.9%)

6 Occupational Wellness : Safety at work / Employee Feedback 33

(84.6%)

6

(15.4%)

7 Financial wellness : ESOP / Financial Advisory help Desk 33

(84.6%)

6

(15.4%)

8 Social Wellness : Family get together / sports league / fun at work

Events

33

(84.6%)

6

(15.4%)

260

Graph 6.26: Employee Wellness Programs Provided in IT and ITeS Companies

To know the current scenario of EWP, data is analyzed. The Table 6.26 and Graph 6.26

indicate that 87.2 % of HR managers mention that they provide EWPs for intellectual

wellness which includes programs like higher education assistance, seminar workshop

and training programs. 84.6 % of HR mangers mention that they provide EWPs for

physical wellness, Occupational wellness, financial wellness and social wellness. 82.1 %

of HR mangers indicate that they provided EWPs for Psychological wellness and

environmental wellness.

261

6.3.11 CHALLENGES AFFECTING THE EFFECTIVE MANAGEMENT OF

EWPS:

Table 6.27: Challenges Affecting the Effective Management of EWPs at Workplace

Sl.

No.

Challenges affecting

the Effective

Management of

EWP at Workplace


Not at

all

Not

really Undecided Somewhat

Very

much

1 Employee Attitude 0

(0%)

0

(0%)

0

(0%)

5

(12.8%)

34

(87.2%)

2 Employee

Participation

0

(0%)

0

(0%)

0

(0%)

4

(10.3%)

35

(89.7%)

3 Management

Involvement

0

(0%)

25

(64.1%)

4

(10.3%)

5

(12.8%)

5

(12.8%)

4 Budgets for EWP 0

(0%)

32

(82.1%)

3

(7.7%)

4

(10.3%)

0

(0%)

Graph 6.27 : Challenges Affecting the Effective Management of EWPs at

Workplace

Challenges Affecting the Effective Management of EWPs at Workplace

262

To know challenges affecting the effective management of EWP, data is analyzed. The

Table 6.27 and Graph 6.27 indicate that more than 89.7% HR managers feel that

Employee participation in EWPs is very much a challenge for effective management of

EWPs at workplace. 87.2 % of HR mangers feel that employee attitude is very much

challenge of effective management of EWPs. 82.1 % of HR mangers mention that budget

is not really a challenge for effective management of EWPs.

6.3.12 MEASURES TAKEN BY MANAGERS TO OVERCOME THE FACTORS

AFFECTING THE EFFECTIVE MANAGEMENT OF EMPLOYEE WELLNESS

PROGRAMS:

Table 6.28: Measures to Overcome the Challenges of Effective Management of

EWPs

Sl. No.

Measures taken by the Managers to

overcome the challenges affecting

management of EWPs


Percentage

Yes No

1 Changing Employee Attitude towards

EWP

38

(97.4%)

1

(2.6%)

2 Rewards linked with EWPs 34

(87.2%)

5

(12.8%)

3 Cost effective EWPs 21

(53.8%)

18

(46.2%)

4 Feedback and suggestions from employees 34

(87.2%)

5

(12.8%)

263

Graph 6.28: Measures to Overcome the Challenges of Effective Management of

EWPs

There are many challenges HR Managers are facing during the effective management of

EWPs. To understand the measures taken by HR managers, data is analyzed. The Table

6.28 and Graph 6.28 show that 97.4% of HR managers mention that Changing Employee

Attitude towards EWPs is a measure taken by them to overcome the challenges. 87.2 %

of HR manager indicate that Reward linked with EWPs, feedback and suggestions from

employees are measures taken by HR managers to overcome the challenges for the

effective management of EWPs.

Measures Taken by the Managers to overcome Challenges Affecting Implementation of EWPs Measures taken by the Managers to Overcome the Challenges Affecting

Effective Management of EWPs

264

6.3.13 BENEFITS OF EMPLOYEE WELLNESS PROGRAM:

Table 6.29: Benefits of Employee Wellness Program

Sl. No. Benefits of Employee

Wellness Programs


Not at

all

Not

really Undecided Somewhat

Very

much

1

Decreased health care &

insurance cost

0

(0%)

0

(0%)

1

(2.6%)

24

(61.5%)

14

(35.9%)

2 Reduced Absenteeism 0

(0%)

0

(0%) 0 (0 %)

20

(51.3%)

19

(48.7%)

3 Increase in employee

loyalty

0

(0%)

0

(0%)

1

(2.6%)

14

(35.9%)

24

(61.5%)

4 Employee Engagement 0

(0%)

1

(2.6%)

2

(5.1%)

7

(17.9 %)

29

(74.4%)

5 Good Employer brand 0

(0%)

0

(0%) 0 (0%)

11

(28.2%)

28

(71.8%)

6

Better employee work-life

balance

0

(0%)

0

(0%)

1

(2.6%)

7

(17.9%)

31

(79.5%)

7 Employee Retention 0

(0%)

0

(0%)

1

(2.5%)

12

(30.8%)

26

(66.7%)

265

Graph 6.29: Benefits of Employee Wellness Programs

To understand the benefits of employee wellness program for organizations and to know

the contribution of EWP towards employee engagement and employee work-life balance,

the data is analyzed. The Table 6.29 and Graph 6.29 indicate 79.5 % of HR managers

mention that better employee work-life balance is very much a benefit of EWPs.74.4%

of HR managers mention that employee engagement and 71.8 % of HR managers

mention that good employer brand are very much benefits of effectively managed EWPs

Benefits of Employee Wellness Programs

266

6.3.14 CONTRIBUTION OF EFFECTIVELY MANAGED EMPLOYEE

WELLNESS PROGRAMS:

Table 6.30: Contribution of Effectively Managed Employee Wellness Programs

Graph 6.30: Contribution of Effectively Managed Employee Wellness Programs

To understand the contribution of Effectively Managed EWPs, data is analyzed. As per

the Table 6.30 and Graph 6.30, 69.2 % of HR managers strongly agree that effectively

managed EWPs contributes for employee work-life balance. 51.2 % of HR managers

strongly agree that effectively managed EWP help in employee engagement.

Sl.

No.

Contribution of Effectively

Managed Employee

Wellness Programs


Strongly


Strongly

Agree

1

Effectively Managed

Employee Wellness

Programs contributes to

employee engagement

0

(0%)

0

(0%)

1

(2.6 %)

18

(46.2 %)

20

(51.2 %)

2

Effectively Managed

Employee Wellness

Programs contributes to

employee work-life balance

- 0

(0%)

0

(0%)

12

(30.8%)

27

(69.2%)

267

6.4 HYPOTHESIS TESTING

6.4.1 EMPLOYEE WORK LIFE BALANCE:

I) Hypothesis 1: Effectively managed EWP contributes to employees work life

balance.

Effectively managed EWP contribution and work life balance are the two variables taken

for the Chi square test. Following data is taken from the sample studied. The Likert scale

variables are converted in to the categorical variables and then the Chi square test was

carried.

fo = an observed frequency;

fe = an expected (theoretical) frequency, asserted by the null hypothesis;

n = the number of possible outcomes of each event= 309

Table 6.31: Observed Frequencies For Variables - Effectively Managed EWP

Contributes To Employee Work-Life Balance

Better Employee Work life balance

Total

No Yes

Effectively

Managed

EWP

contributes

to

Employee

Work-life

balance

No

22

43

65

Yes

32

212

244

Total 54

225

309

268

Expected frequencies are calculated for each cell using formula

Row Total* Column Total

fe =

Grand Total

Table 6.32: Expected Frequencies For Variables - Effectively Managed EWP

Contributes To Employee Work-Life Balance.

Better Work life balance

Total

No Yes

Effectively

Managed

EWP

contributes

to

Employee

Work-life

Balance

No 11.36 53.64 65.00

Yes 42.64 201.36 244.00

Total 54.00

255.00 309.00

level of significance 0.05

no of rows 2

no of column 2

degree of freedom 1

Table 6.33: Calculation Of Chi Square Test Statistics For Variables - Effectively

Managed EWP Contributes To Employee Work-Life Balance.

Fo Fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe

22 11.36 10.6408 113.23 9.97

32 42.64 -10.641 113.23 2.66

43 53.64 -10.641 113.23 2.11

212 201.36 10.6408 113.23 0.56

Chi square test stats χ2 Total 15.29

269

Critical Value 3.8414

Calculated chi square test stats 15.29

Interpretation and Discussion:

The Calculated chi square test statistics is much more than Critical Value of χ2. Hence, it

is proved that there is significant relationship between effectively managed EWP and

Work life balance. Thus it proves that effectively managed EWP contributes to employee

work life balance.

270

6.4.2 EMPLOYEE ENGAGEMENT:

I) Hypothesis 2: Employee Engagement is possible due to the various benefits

of effectively managed EWP.

Table 6.34: Responses – Employees Feel Employee Wellness Program is Not

Beneficial

Sr.

No.

Benefits of Employee Wellness

Program

Frequency / Percentage

Not at all Not Really


physical)

2 6

0.70% 1.90%

2 Improved Performance 2 11

0.60% 3.60%

3 Motivation at work 4 12

1.30% 3.90%

4 Commitment towards work 2 8

0.70% 2.60%

5 Better work- life balance 2 11

0.60% 3.60%

6 Job Satisfaction 4 10

1.40% 3.20%

7 Develop trust between employer and

employee

4 10

1.40% 3.20%

271

Table 6.35: Responses - Employees Feel Employee Wellness Program is Beneficial

Sr.

No.

Benefits of Employee Wellness

Program


Some What Very Much


physical)

81 205

26.30% 66.60%

2 Improved Performance 105 179

34% 57.90%

3 Motivation at work 128 136

41.40% 44%

4 Commitment towards work 137 140

44.30% 45.30%

5 Better work- life balance 86 183

27.90% 59.20%

6 Job Satisfaction 112 156

36.20% 50.50%

7 Develop trust between employer and

employee

112 156

36.20% 50.50%

Interpretation and Discussion: Analyzing responses from Employees shows that about

5 % of employees feel that Employee Wellness Program is not Beneficial to them. More

than 80% of the employees feel that Employee Wellness Program is Beneficial to them.

The other 10% are not in a position to decide.

272

ANALYSIS BY CHI-SQUARE TEST FOR TESTING HYPOTHESIS 3

The different variables relating to employee engagement and effectively managed EWP

were discussed in employee‟s questionnaire.

The quantitative analysis has been done using a non-parametric test. For the present

investigation, Chi Square test has been used for sub-hypothesis testing because the

researcher attempts to establish the relationship of contribution of the various variables

towards employee engagement.

IA) Sub – Hypothesis 1: Effectively managed EWP contributes to Employee

Engagement and thus results in Good (emotional and physical) Health for

employees.

Effectively managed EWP Contributing Employee Engagement and Good (emotional

and physical) Health are two variables taken for Chi square test. Following data is taken

from the sample studied. The Likert scale variables are converted into the categorical

variables and then the Chi square test was carried out.




Table 6.36: Observed Frequencies For The Variables Effectively Managed EWP

Contributes To Employee Engagement And Good Health (Emotional And Physical

Health)

Good (emotional and physical) Health

Total

No Yes

Effectively

Managed

EWP

contributes

to

Employee

Engagement

No 71 25 96

Yes 18 195 213

Total 89 220 309

273

Table 6.37: Expected Frequencies For The Variables Effectively Managed EWP


Health)

Good (emotional and physical) Health

Total

No Yes

Effectively

Managed

EWP

contributes

to

Employee

Engagement

No 27.65 68.35 96.00

Yes 61.35 151.65 213.00

Total 89.00 220.00 309


no of rows 2

no of column 2

degree of freedom 1

Table 6.38: Chi Square Test Statistics For The Variables Effectively Managed EWP


Health)

Fo fe (fo-fe) (fo-fe)*( fo-fe) (fo-fe)*( fo-fe)/ fe

71 27.65 43.35 1879.18 67.96

18 61.35 -43.35 1879.18 30.63

25 68.35 -43.35 1879.18 27.49

195 151.65 43.35 1879.18 12.39

Chi square test stats χ2 Total

138.48



274



is proved that there is significant relationship between effectively managed EWP and

Good (emotional and physical) Health. Thus it proves that effectively managed EWP

contributes to Employee Engagement and hence results in Good (emotional and physical)

Health for employees

IB) Sub-Hypothesis 2: Effectively Managed EWP contributes to Employee

Engagement and thus results in Improved Performance for employees.

Effectively managed EWP and Improved Performance are two variables taken for Chi

square test. Following data is taken from the sample studied. The Likert scale variable is

converted into the categorical variables and then the Chi square test was carried out.




Table 6.39: Observed Frequencies For The Variable Effectively Managed EWP

Contributes To Employee Engagement And Improved Performance Of Employees

Improved Performance

Total

No Yes

Effectively Managed

contributes to

Employee

Engagement

No 36 37 73

Yes 57 179 236

Total 93 216 309

275

Table 6.40: Expected Frequencies For The Variable Effectively Managed EWP


Improved Performance

Total

No Yes

Effectively

Managed

EWP

contributes

to

Employee

Engagement

No 21.97 51.03 73.00

Yes 71.03 164.97 236.00

Total 93.00 216.00 309


no of rows 2

no of column 2

degree of freedom 1

Table 6.41: Chi Square Test Statistics For The Variable Effectively Managed Ewp



36 21.97 14.03 196.82 8.96

57 71.03 -14.03 196.82 2.77

37 51.03 -14.03 196.82 3.86

179 164.97 14.03 196.82 1.19


16.78



276


The Calculated chi square test statistics is more than Critical Value of χ2. Hence, it is

proved that there is a significant relationship between effectively managed EWP and

Improved Performance. Thus it proves that effectively managed EWP contributes to

Employee Engagement and hence results in Improved Performance for employees

IC) Sub- Hypothesis 3: Effectively Managed EWP contributes to Employee

Engagement and thus results in Motivation at work for employees.

Effectively managed EWP contributing to Employee Engagement and Motivation at

work are two variables taken for Chi square test. Following data is taken from the sample

studied. The Likert scale variable is converted to the categorical variables and then the

Chi square test was carried out.





Contributes To Employee Engagement And Motivation At Work

Motivation at work

Total

No Yes

Effectively

Managed

EWP

contributes

to

Employee

Engagement

No 49 27 76

Yes 97 136 233

Total 146 163 309

277



Motivation at work

Total

No Yes

Effectively

Managed

EWP

contributes

to

Employee

Engagement

No 35.91 40.09 76.00

Yes 110.09 122.91 233.00

Total 146.00 163.00 309.00


no of rows 2

no of column 2

degree of freedom 1

Table 6.44: Chi Square Test Statistics For Variables Effectively Managed EWP



49 35.91 13.09 171.36 4.77

97 110.09 -13.09 171.36 1.56

27 40.09 -13.09 171.36 4.27

136 122.91 13.09 171.36 1.39


12.00



278



proved that there is significant relationship between effectively managed EWP and

Motivation at work. Thus it proves that effectively managed EWP contributes to

Employee Engagement and hence results in Motivation at work for employees.

ID) Sub-Hypothesis 4: Effectively managed EWP contributes to Employee

Engagement and thus results in Commitment towards work for employees.

Effectively managed EWP contributing to Employee Engagement and Commitment

towards work are two variables taken for Chi square test. Following data is taken from

the sample studied. The Likert scale variable is converted into to the categorical variables

and then the Chi square test was carried out.





Contributes To Employee Engagement And Commitment Towards Work

Commitment towards work

Total

No Yes

Effectively

managed

EWP

contributes

to

Employee

Engagement

No 35 54 89

Yes 51 169 220

Total 86 223 309

279



Commitment towards work

Total

No Yes

Effectively

managed

EWP

contributes

to

Employee

Engagement

No 24.77 64.23 89.00

Yes 61.23 158.77 220.00

Total 86.00 223.00 309.00


no of rows 2

no of column 2

degree of freedom 1




35 24.77 10.23 104.65 4.22

51 61.23 -10.23 104.65 1.71

54 64.23 -10.23 104.65 1.63

169 158.77 10.23 104.65 0.66


8.22



280



proved that there is significant relationship between effectively managed EWP and

Commitment towards work. Thus it proves that effectively managed EWP contributes to

Employee Engagement and hence results in Commitment towards work for employees.

IE) Sub – Hypothesis 5: Effectively managed EWP contributes to Employee

Engagement and thus results in Job Satisfaction for employees.

Effectively managed EWP contributing to employee engagement and Job satisfaction are

two variables taken for Chi square test. Following data is taken from the sample studied.

The Likert scale variable is converted into the categorical variables and then the Chi

square test was carried out.





Contributes To Employee Engagement And Job Satisfaction For Employees

Job Satisfaction

Total

No Yes

Effectively

managed

EWP

contributes

to

Employee

Engagement

No 51 96 147

Yes 22 140 162

Total 73 236 309

281


Contributes To Employee Engagement And Job Satisfaction For Employees

Job Satisfaction

Total

No Yes

Effectively

managed

EWP

contributes

to

Employee

Engagement

No 34.73 112.27 147.00

Yes 38.27 123.73 162.00

Total 73.00 236.00 309.00


no of rows 2

no of column 2

degree of freedom 1


Contributes To Employee Engagement And Job Satisfaction


51 34.73 16.27 264.77 7.62

22 38.27 -16.27 264.77 6.92

96 112.27 -16.27 264.77 2.36

140 123.73 16.27 264.77 2.14


19.04



282



proved that there is significant relationship between effectively managed EWP and Job

Satisfaction. Thus it proves that effectively managed EWP contributes to Employee

Engagement and hence results in Job Satisfaction for employees.

IF) Sub-Hypothesis 6: Effectively managed EWP is contributing to Employee

Engagement and thus increases trust between employer and employee

Effectively managed EWP is contributing to Employee Engagement and trust between

employer and employees are two variables taken for Chi square test. Following data is

taken from the sample studied. The Likert scale variables are converted to the categorical

variables and then the Chi square test was carried out.





Contributing To Employee Engagement And Trust Between Employer And

Employee

Trust between employer

and employee Total

No Yes

Effectively

managed

EWP

contributes

to

Employee

Engagement

No 44 39 83

Yes 31 195 226

Total 75 234 309

283

Expected frequencies are calculated for each cell using formula

Row Total* Column Total

fe =

Grand Total


Contributing To Employee Engagement And Trust Between Employer And

Employee

Trust between employer

and employee Total

No Yes

Effectively

managed

EWP

contributes

to

Employee

Engagement

No 20.15 62.85 83.00

Yes 54.85 171.15 226.00

Total 75.00 234.00 309.00


no of rows 2

no of column 2

degree of freedom 1

Table 6.53 : Chi Square Test Statistics For Effectively Managed EWP Contributes

To Employee Engagement And Trust Between Employer And Employees


44 20.15 23.8544 569.03 28.25

31 54.85 -23.854 569.03 10.37

39 62.85 -23.854 569.03 9.05

195 171.15 23.8544 569.03 3.32

Chi square test stats χ2 Total 50.99

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is proved that there is a significant relationship between effectively managed EWP and

trust between employer and employee. Thus it proves that effectively managed EWP

contributes to Employee Engagement and hence results in trust between employer and

employees.

Effectively managed Employee Wellness program contributes to Employee Engagement

is proved by analyzing the beneficial factors such as Good (emotional and physical)

Health for employees, Improved Performance for employees, Motivation at work,

Commitment towards work, Job Satisfaction for employees and trust between employer

and employee.

The Calculated chi square test statistics is much more than Critical Value of χ2 for all

factors hence in all it is proved that effectively managed Employee Wellness program

contributes to Employee Engagement due to the different benefits of EWP to the

employees.

With reference to above all it is proved that Employee Engagement is possible due to the

various benefits of effectively managed EWP.

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Table 6.54: Responses: HR Managers Feel Employee Wellness Program is Not

Beneficial

Sr.

No. Benefits of Employee Wellness Programs


Not at all Not really

1

Decreased health care & insurance cost,

Reduced Absenteeism, Increase in

employee loyalty, Good Employer brand,

Better employee work-life balance,

Employee Retention

0

0

0% 0%

2 Employee Engagement 0 1

0% 2.60%

Table 6.55: Responses: HR Managers Feel Employee Wellness Program is

Beneficial

Sr.

No. Benefits of Employee Wellness Programs


Somewhat Very much

1 Decreased health care & insurance cost 24 14

61.50% 35.90%

2 Reduced Absenteeism 20 19

51.30% 48.70%

3 Increase in employee loyalty 14 24

35.90% 61.50%

4 Employee Engagement 7 29

17.90% 74.40%

5 Good Employer brand 11e 28

28.20% 71.80%

6 Better employee work-life balance 7 31

17.90% 79.50%

7 Employee Retention 12 26

30.80% 66.70%

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Table 6.56: Responses: HR Managers Do Not Feel Effectively Managed EWP

Contributes To Employee Engagement At Workplace

Sr.

No.

Contribution of Effectively

Managed EWP


Strongly

Disagree Disagree

Neutral

1

Effectively Managed EWP

Contributes to Employee

Engagement at workplace

0

0

1

0% 0 %

2.6%

Table 6.57: Responses: Hr Managers Feel Effectively Managed Ewp Contributes To

Employee Engagement At Workplace

Sr.

No.

Contribution of Effectively Managed

EWP


Agree Strongly Agree

1

Effectively Managed EWP Contributes to

Employee Engagement at workplace

18 20

46.2 % 51.2 %


a) Analyzing the responses from HR manager shows that no HR manager feel that

Employee Wellness Program is not Beneficial to organization. More than 90% of

the respondents feel that effectively managed Employee Wellness Program is

Beneficial to the organization. About 10% are not in a position to decide.

b) Analyzing responses from HR Managers shows that more than 97.4 % HR

managers feels that effectively managed employee wellness programs contributes

to employee engagement

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The benefits like decreased health care cost, reduced absenteeism, increased employee

loyalty, job satisfaction of employee, good employer brand, better employee work-life

balance and employee retention leads to employee engagement and more than 90 % of

HR managers feels that their organizations are been benefitted in the above areas. 97.4 %

HR managers also mention that effectively managed EWP contributes to employee

engagement. Hence hypothesis is proved that effectively managed EWP contributes to

employee engagement due to different benefits of EWP to the Organization.

With reference to above all it is proved that Employee Engagement is possible due to the

various benefits of effectively managed EWP.

6.5 SOME OF THE OBSERVATIONS DURING DATA

COLLECTION:

The careful analysis of the results obtained in the quantitative analysis dealt with the

analysis of the data obtained from the questionnaire data of employees and HR Managers.

The above data is analyzed on the basis of the respondents which are quantifiable and

other various qualitative variables which cannot be quantified. Qualitative treatment is

important and essential to arrive at the results.

As the researcher interviewed HR managers about EWPs provided in different

companies, following is the insight provided by HR managers. It has been observed that

most of the IT and ITeS companies have similar type of Employee Wellness Program.

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6.5.1 EMPLOYEE WELLNESS PROGRAMS PROVIDED IN IT AND ITES

COMPANIES IN SELECTED STUDY AREA

EWPs are conducted in IT and ITeS companies under different names and a variety of

activities. This part to study provides the list of Employee Wellness Programs provided in

IT and ITeS companies in selected study area.

A) COMMON EWPS PROVIDED IN SELECTED IT AND ITES

COMPANIES IN STUDY AREA

Sate transport facility.

Medical insurance.

Stress management training.

Maternity leave.

Employee Assistance program.

On-site doctors.

Tie – up with fitness centres / Gymnasium at workplace.

Training and development.

Fun at work activities.

Counseling and Mentoring.

Financial advisory help desk.

Flexi work hours.

Employee Feedback.

Reward recognition.

Special seminars and programs for women employees.

CSR Initiatives by employees representing organization.

Ergonomics.

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B. UNIQUE EWPS PROVIDED IN SELECTED IT AND ITES COMPANIES IN

STUDY AREA

1. SUNGARD

A. Comprehensive healthcare coverage to invest for retirement – are designed to

meet employee‟s broader life needs.

B. Comprehensive and competitive benefits that include:

Medical Insurance.

Dental Insurance.

Vision Insurance.

Employee Assistance Program.

Flexible Compensation Plan.

Short-term Disability Insurance.

Long-term Disability Insurance.

Retirement Savings Plan.

College Tuition Savings Plan.

Tuition Reimbursement.

Adoption Assistance.

2. SYMANTEC

Companies Total Rewards program includes comprehensive benefits, work-

life initiatives, performance and recognition programs, educational programs,

and career growth opportunities. The Symantec Benefits Program is a key

component of total rewards from Symantec.

Variable Pay Plan: Symantec offers a variety of reward and recognition

programs via manager-nominated awards and employee-nominated awards.

Employee Stock Purchase Plan (ESOP): Eligible employees may purchase

Symantec stock twice a year, on designated purchase dates, at a discounted

price through the Employee Stock Purchase Plan.

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Paid Parental Leave: Offers two weeks Paid Parental Leave to its employees-

parents. Parental leave is available to fathers of a newborn, as well as parents

of a newly adopted or newly placed foster child.

Dependent Life Insurance.

Personal Time Off (PTO): Symantec employees accrue 17 to 22 days of

Personal Time Off (PTO) annually, based on length of service.

Paid Holidays: Symantec provides nine paid holidays per year, plus two

floating holidays chosen by employees for a total of 11 holidays per year.

Work / Life Benefit Programs: The following programs help support

employees through various life stages:


Dependent Care Referral Program.

Free prenatal kit for expectant parents.

Kindergarten kit for parents.

Teen care kit for parents.

Elder care kit for aging parents.

Adoption Assistance Program.

Long-term care insurance.

Health club / fitness club reimbursement.

On-line discount program for products & services.

Educational assistance (tuition reimbursement).

Corporate training programs.

Computer purchase program.

Software purchase program.

3. SYMPHONY

Monthly TGIF (Thank God Its Friday) event with Games, dance, Beer and Snacks

celebrating special occasions such as Symphony Annual Day, Valentines Day,

Diwali, Christmas and New Years.

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Participating in Inter Corporate competitions like Shuttle and Cricket Family

events like Good Health Program and Kiddos Carnival.

Employee Welfare initiatives such as Safety First Work Next and First Aid

Training.

Continuous training for career progression - Symphony University assisted higher

education offers scholarship up to 90%. The Rewards and Recognition Program

encompasses awards for spot contributions, quality initiatives and client

satisfaction.

4. CONVERGYS

Medical Coverage protecting employee and employee‟s family from high, and

often unexpected, medical care expenses.

Medical plans featuring a managed prescription drug benefit.

Dental coverage options, including base and comprehensive plans.

A vision care plan to cover expenses associated with routine eye examinations,

contact lenses and glasses.

Life Balance - A no-cost assistance program that helps keep work and life

balanced.

Paid Time Off (PTO) and Holidays - PTO eligibility is dependent on length of

service and includes vacation days and personal days.

Tuition Reimbursement Plans - Employees who seek further education at any

accredited institution and are eligible for tuition reimbursement for related

expenses.

Employee Assistance Program (EAP)-Employees can participate in a no cost EAP

program providing practical solutions, online resources, one-on-one consultations

and materials on a variety of personal, family, and work issues.

Employee Discount Program: Employees have the opportunity to participate in

Employee Discount Program. This program offers deep discounts from thousands

of name brand merchants.

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5. IBM

IBM has global strategy for improving the health of IBMers, while keeping costs in

check which has four core elements:

1. Investing in prevention and primary care.

2. Supporting health system reform.

3. Developing programs for healthy lifestyles among employees and their families.

4. Scaling programs and services through web-based healthcare tools in ways that

enable employees to be informed, activated and engaged partners in healthcare.

The company has identified employee health risk reduction and maintenance of low

health risk as a key requirement under IBM's Well-being Management System.

IBM employees have on-demand access to health risk assessment tools and

professional guidance.

Strategic use of technology and creative approaches to program delivery and

communications allows for maximum reach.

By using technology, IBM can offer a comprehensive portfolio of health

promotion and wellness programs customized to address the diverse cultures and

local needs of IBM employees in Pune.

Promotes resources to take action toward health goals based on individual stage of

change.

Provides access to online communities and teams that provide social support.

IBM places specific focus on helping the global workforce including Pune Office:

Receive recommended clinical preventive services.

Adopt physically active lifestyles & achieve and maintain healthy weight.

Establish and maintain good nutrition.

Become and stay smoke-free & flexible work environment while providing

benefits and services.

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6. EXL


Medical insurance and On-Site doctor.





Creche‟ for children.

Special seminars for women employees.

Safe transport for women employees.

Every Friday fun at work activities like birthday celebration, games, get together,

picnics at regular intervals.

7. COGNIZANT

Fun at work on every Friday evening.

Medical Insurance and On-site doctors.


Learning Center: Cognizant Academy.

Cognizanti e-Community: This is a private, online community for senior IT

executives and business leaders. The interactive format allows them to learn from

each other, as well as renowned subject-matter experts, about achieving IT and

BPO excellence.

8. INFOSYS BPO

Wellness Facilities at Work :Library, Café Coffee Day, Super market, recreational

facilities, ATMs at workplace, good food at work, Swimming pool, Cycling lanes

and Running tacks

Training programs at regular intervals.

Bollylodz – Cultural program at workplace.

http://www.cognizant.com/aboutus/cognizant-academy

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Awards for Excellence.

Infy Super Singer Awards.

Talent show of employees - Infosys got talent.

There are more than 70 clubs at Infosys BPO for fun at work.

IWIN – Infosys Women Inclusivity Network: Initiative for gender-sensitive work.

Infosys Family Network: Support from peers for employee work – life balance

issues.

Bring your child to work: Children can come to work with parents at workplace.

9. INFOSYS TECHNOLOGIES

Health Assessment and Lifestyle Enrichment (HALE):

The HALE program is a comprehensive and holistic health initiative, customized

to an IT environment that innovates constantly in order to cater to the needs of the

employees. Through this program, Infosys technologies launch employee

engagement campaigns such as interactive portals and quizzes. The

comprehensive health and well-being plan includes preventive healthcare options

for employees and families, health checks, talks, consultations, fitness-related

interventions, and health awareness campaigns.

As part of Safety Week and Health Week, Infosys facilitated master health check-

ups and stress relief workshops at all campuses in Pune.

Infosys has also established a help line and an online tool, the HALE Tool to

provide timely and expert support to the employees and their families on issues

related to relationships, personal crisis, stress and depression.

Life at Infosys is brimming with events - where employees can pursue their interests

in areas as varied as arts, culture, or sports.

Employees express their various skills and interests through forums that include an

"Art Gallery" on campus dedicated to displaying the works of Infoscions, daily quiz

competitions, and regular music meetings that keep the place abuzz with creativity.

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Inculcom is the base organization that hosts cultural programs for Infoscions. Each

event emphasizes a specific area like music, dance, or quiz. Under Inculcom, there

are sub groups like the IQ Circle (Quizzes), Shruthi (the classical music club),

Dramatix (the drama club), and Vakchaturya (forum for self development).

Hearing Employee and Resolving (HEAR).

Infosys Women Inclusivity (IWIN).

Annual Excellence Awards.

Employee Satisfaction Survey (ESAT).

Sparsh-Intranet.

10. KPIT

Dhoom! Taking Fun Seriously:

'Dhoom' comprises a bunch of energetic, enthusiastic and self-motivated

individuals who spearhead various recreational and fun-filled activities

across the organization.

Dhoom caters to the diverse interests of all people - sports, music, photography,

art, theatre, treks and many CSR initiatives like the Let Us Give Club.

Personal development: KPIT provides GLOW: career long Growth, continuous

Learning Opportunities, and a stimulating Work environment.

11. SYNECHRON

Work hard… and Party harder… this is the simple mantra that drives at

Synechron. Every Friday, there are many fun at work activities conducted.

In addition to the fun activities and events are also lay a lot of emphasis on overall

employee development.

Periodic training sessions, focusing on both technical as well as soft skill aspects,

are conducted by experts to provide a holistic development approach to all human

resources apart from the technical training sessions.

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Synechron has a number of recognition programs in the form of spot bonuses,

incentives as well as the quarterly, company-wide „Surpass Awards‟ that

acknowledge and reward exceptional talent across the company.

Employee medical insurance and on-site doctors are also available at workplace.

12. TATA TECHNOLOGIES

Much fun at work activities on every Friday evening.

Afternoon breaks in the spacious outdoor courtyards and cafeteria provide a

relaxing intellectual respite.

The wellness center keeps professionals refreshed.

A gorgeous indoor/outdoor cafeteria supplies lunch to professionals every day and

provides the perfect atmosphere for large group meetings.

Tata Technology has objective based wellness program as discussed in literature

survey.

The campus also features an on-site medical clinic and a resource library.

13. TECH MAHINDRA

Josh @ Tech Mahindra: Josh is name of program for Fun at Work activities. Josh

includes sports events like pool, badminton, carom or cricket, to treks, musical events

like Dandiya or Antakshari and quizzes. Within JOSH there are clubs dedicated to

Cultural, Sports, Adventure, Movies, Coaching and Festival activities.

In-house Medical Help: Doctors, nutritionists and wellness consultants

(psychologists) available at the campus for easy access to medical help.

Promoting Fitness: In-house gymnasium facilities have trained instructors to assist

with weight training and calorie burning. Promote the physical, mental, emotional and

spiritual well-being of employees.

Leisure Activities: Employees are encouraged to spend their leisure time playing

snooker, table tennis, chess and carrom.

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Tech Mahindra endeavor to extend various other facilities through tie-ups with

various products and service companies. Discounts on food, accessories, health,

beauty & entertainment, lifestyle, hospitals, crèches, florists, automobiles are just a

few to name from the exhaustive catalogue that is available to the employees and

their immediate family.

Events, workshops and awareness sessions on health & wellness ensure that Tech

Mahindra has a healthy & fit workforce.

The in-house visiting doctor and nutritionist offer tips on healthy living & lifestyle.

Besides that, a free health check-up facility for employees across all grades takes care

that all associates are fit and brimming with life.

To simplify day-to-day chores, company has banking, insurance and tax planning

helpdesks at the campus, which provide an easy access to the associates.

Maitrin: Counseling center and women employee cell at workplace.

14. WIPRO BPO

JOSH is Wipro's popular employee engagement program under Employee

Wellness Program. It sets the stage for Wiproites to showcase their talents and

mingle with colleagues.

The JOSH Grand Finale across locations includes performances by the Wipro

superstars who share the stage with professionals like Akbar Sami, Euphoria,

Bandish, etc.

Medical Room & Gymnasium.

24*7 Transportation Facility & Indoor Games.

SEED is Wipro BPO's education initiative, which brings academics to employees

desktop. Employees can now choose from the list of 18 courses available from

premier institutes like Symbiosis, BITS, IATA, ICFAI and many more. On

successful completion of the course, Wipro BPO reimburses the course fee.

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15. WIPRO TECHNOLOGIES

Wipro Academy of Software Excellence (WASE), the first of its kind in India and

Pune, is aimed at preparing some of the best Bachelor of Science students for the

applications programming environment. The course equips fresh graduates with

necessary skills to work in applications in a growing software company, instilling

the need for a quality process.

Rewards recognizing a significant contribution from every employee.

Wipro's Equal Opportunity, Employment Policy and Policy Prohibiting

Discrimination and Harassment.

Picnic at regular intervals.

Movie at interval of 2 months.

Employee suggestion systems / quick responses.

Live version of internal house magazine.

Monthly staff awards / Annual staff awards.

Conducting soft skills training program as well as required training programs.

Indoor Games as well as Outdoor games.

Celebration of Employee‟s Birthday.

16. CYBAGE

Employees participate in the following activities organized by Cybage:

Outdoor sports events such as cricket, football, volley ball, badminton, and lawn

tennis.

Indoor games such as pool, carrom, chess and table tennis.

Cultural events such as Navratri, Diwali, and Christmas celebrations.

Trekking camps for pure fun and enjoyment.

Health week activities, road safety week, hobbies week.

Musical nights.

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Cybage strives to achieve quality work and consistent productivity to maintain an

immaculate work–life balance to work efficiently.

17. ORACLE:

Oracle offers a comprehensive benefits plan, called ORACLEflex, that provides

basic benefits and then enables eligible employees to choose coverage levels and

additional benefits that best meet their needs and those of their eligible dependent.

ORACLEflex is a 'cafeteriai-style' benefits plan that gives employees more

choices and greater flexibility than traditional health and insurance benefits plans.

Employee Stock Purchase Plan: Oracle's Employee Stock Purchase Plan lets

employees purchase Oracle common stock at a discounted market price.

Time-Off: With several recognized holidays, substantial vacation, a flexible sick-

leave policy, and flexible work schedules, work/life balance is more than just a

catch-phrase at Oracle.

Oracle Employee Assistance Program offers referral services and confidential,

personal assessment. EAP is available 24 hours a day, seven days a week.

Live and Work Well: The Live and Work Well employee resource program helps

employees manage work and personal responsibilities by providing free advice,

useful materials, and referrals to local or national resources in areas such as

balancing work and personal life, locating child care and elder care resources,

parenting, adoption, selecting schools, and chronic condition support.

Recreational and social activities like hike, play basketball, volleyball, or soccer;

and bike, swim, weight train and sail are few of them. Employees take lunch

breaks to practice martial arts, play piano.

18. ZENSAR TECHNOLOGIES

The Excellence Awards: Excellence Awards are held to honour the year's winners

and acknowledge the accomplishments that have taken place in the organization

due to the passion, dedication and leadership of the associate.

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Women for Excellence (WE) is an interactive forum that facilitates discussion,

dialogue and encourages women to discover their inherent potential and helps fuel

their desire for excellence.

Daycare Centre: This Center has not only been designed in-keeping with

children's requirements but also meets with the necessary health, security and

safety standards obligatory to such ventures.

ZenShare: Is an initiative to drive fun @ Zensar. ZenShare several interest groups

which are completely managed by the employees to encourage and facilitate

employee participation in activities beyond work. These include:

o ZenVentures - adventure club.

o Dramatics club.

o Music and Dance club.

o Literary club.

o ZenSports - Sports team.

Madat-Online: One of the most unique and popular practices with associates, is

the Madat Online service. It is a dedicated service to take care of all sundry chores

of the associates; like bill payments, bank transactions and submission of

applications/forms.

On the Campus Medical Center: Medical center staffed by visiting qualified

doctors to attend to the medical needs and exigencies of the associates, the center

is functional 24 * 7 for associates working in shifts. Medical Center also has a

visiting corporate counselor to counsel the associates on issues related to work-

life balance.

Conveyance for associates working in shifts.

Round-the-Year Inclusive Events: Zensarians and their families a forum to meet,

interact, collaborate and participate through various cultural events. Also have

competitions like indoor games, cricket, Quizzes, Antakshari, and Rangoli. Zensar

extends the participation for these competitions to the families of the associates as

well. At Zensar celebrate all major festivals like Diwali, Dussera and Christmas

are celebrated.

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ZenShare is a way of life, the underlying principal being to create a sharing

synergy and mature relationships between each ZenSarian and within the

company at large.

ZenSports: Again, as a part of team integration and fostering bonding with the

organization, Zensar provides facilities for sports in the campus. Indoor games

include: Chess, Table Tennis, Carrom, etc. Outdoor sports include: Cricket,

Volleyball, Basketball.

Zenventure: The Adventure Club takes one to the world of Trekking, Rappelling,

Paragliding and other adventure sports.

19. ACCENTURE:

Accenture Pune offers employees what is called a “Total Rewards” package. In

addition to basic compensation or salary, this also includes a range of other market -

relevant benefits and professional growth opportunities that recognize individual

contributions and performance.

Mentoring: Whether attending a baseball or skiing outing or hearing a guest speaker

update everyone on the latest developments in a new technology, the internal

communities provide strong support to employees.

Flexible Work: Flexi-work hours helps employees create balance between their work

and personal lives.

Fun at work : Picnic at regular intervals, Movie at regular intervals, get together,

party at workplace and festival celebration.

Onsite Doctor and fitness center.

Hobby Classes.

Healthy food at workplace.

20. AMDOCS

An integrated Employee Assistance Program (EAP) & Work-Life Balance Program,

called LifeBalance. This service is available 24 hours a day, 365 days a year for

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employees to access as often as they like. It is free and confidential service to the

employees and their family members.

Fun at work activities every Friday evening which includes – get together, movie,

festival celebration and games at workplace.

Health Care: Medical insurance and on-site doctors.

Recognize the efforts and give the rewards.

Work from home makes work life balanced.

Kabala: Fun at work activity which provide employees fun activities, get together,

parties and many more.

21. iGATE PATNI COMPUTERS SYSTEMS

iGate Patni Academy for Competency Enhancement‟ (PACE) offers technical

training. One of the prime objectives of PACE is to groom campus recruits in relevant

technical streams.

The Learning & Development (L& D) function imparts necessary „behavioral‟ and

„soft skill‟ training to employees at iGATE Patni.

e-MBA: The specially designed programmes like the BITS Pilani programme, Patni

Management Excellence programme from IIM-A, e-MBA from IIM-Kozhikode,

Knowledge Management programme and various L&D programmes are

acknowledged as sacrucial competitive differentiators by the industry.

Club iGATE Patni organizes various social and cultural events besides sports

activities to bring about a spirit of fun and camaraderie. Employees take an active

interest in regularly held events in sports such as cricket, football, badminton, carrom

and chess. Club iGATE Patni‟s major events are the fun-filled Dandiya Ras-Garba,

Holi, Christmas festivals, Treks.

Patni Annual Day: On the Annual Day, many parents proudly represent their sons and

daughters who are working at client sites around the world. Their presence only adds

to the „extended family‟ aura of iGATE Patni.

Fitness Zones: The company has modern gyms on certain locations equipped with

facilities that make it easy to de-stress and work out.

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Fwd: Fwd is the in-house quarterly magazine of iGATE Patni which highlights the

achievements of the iGATE Patni Teams, their celebrations and their creative works.

E- care :e-Care provides a single point of contact for employees for addressing their

queries, grievances, and concerns to respective section heads.

STAR: STAR „Success, Talent, Achievement, Recognized‟ is iGATE Patni‟s

elaborate Awards Program designed to appreciate every aspect of employee

contribution.

Winner's Circle: This is an exclusive „Employee Recognition Program‟ in which

the top 26 performers of the year, from across the organization, enjoy an all-

expenses paid trip to one of the most exotic locations in the world.

Confidante: This „Employee Assistance Program‟ sponsored by the company,

provides counseling to employees to help them cope with stressful situations at

work or on the personal front.

Medical and Insurance Benefits: iGATE Patni provides medical expense

reimbursement for the employees and their dependents for general or specialist

consultations, drugs, medicines and other medical services as prescribed by a

medical practitioner.

Restricted Stock Unit Plan: At iGATE Patni, performance is rewarded with

ownership. The Restricted Stock Unit Plan aims at encouraging wealth sharing and

ownership among the employees, based on their performance.

22. BMC SOFTWARE:

At BMC software many health care and wellness activities are done under Employee

Wellness Programs.

Medical Insurance employee and dependent.

Employee family get-together and parties.

Employee suggestion systems / quick responses.

Annual staff awards.

Health tips by Intranet.

Problem solving committee.

Conducting soft skills training program.

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Technical training programs.

23. SYNTEL

Fun at work events includes Sports Meets, Annual Day festivities, celebrations for

festivals and special occasions such as New Year, Diwali, Thanksgiving and

Christmas.

Syntel employees participate in S‟Prayas to have fun while delivering joy and

inspiration to needy children. S‟Prayas activities include sports, arts,

environmental campaigns, factory and museum visits, exploring parks and

planetariums.

Training at work.

Onsite counselors and mentors.

Medical benefits and dependent insurance.

Maternity benefits.

24. PERSISTENT SYSTEMS

Robust Reward Program: To encourage „quality‟ and „merit‟ and recognize it

through reward and recognition program.

Long Services Award: Persistent recognizes long serving employees.

The governing theme at Persistent is the well being of employees. A

comprehensive medical assistance program that covers the entire gamut of

medical expenses for the employee and employee‟s family.

Every employee‟s growth in the company is complemented by self-development.

Persistent‟s educational assistance plan offers all encouragement in pursuing the

course of employees interest.

Higher Education Encouragement Leave policy includes a sabbatical to pursue

higher studies related to the profession.

Persistent provide loans mainly intended to cover housing deposit or reallocation

expenses incurred. Persistent also provide contingency loans for marriage, illness

or death of a close family member.

http://www.syntelinc.com/Company.aspx?id=62

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Persistent offer stock options to deserving employees.

Monetary benefits apart, Persistent take interest in the personal well being of the

employees.

Large cafeterias are available where lunch and snacks are free of cost for each

employee.

All these are in addition to a host of deferred benefits like provident fund, gratuity

and pension plan.

Facilities - At Persistent, a doctor, nutritionist and a wellness consultant visit the

campuses on a regular basis.

Helpdesks are also arranged on bank, insurance and tax planning for the

employees.

Persistent Art Circle, fondly coined as PAC and Persistent Sports Committee

(PSC), together provide various opportunities for employees to showcase their

talents. Recreational activities are encouraged and employees burn those extra

calories in the in-house gymnasium.

PAC is the base organization that hosts cultural programs for Persistentians. Each

event emphasizes a specific area like music, dance or a quiz.

Under PAC, there are sub groups like the PAC Classical (the classical music

club). There are tie-ups with products and service companies in categories like

food, clothing, accessories, health and entertainment centers and the discounts are

passed on to all the employees and their family members.

25. NVDIA

Hassle Free Transportation: NVIDIA has its own travel department.

Help with Shipping: NVIDIA contributes toward shipping expenses to help

employees get their personal items to and from their new location.

Intern Events: Interns are invited to special events sponsored by NVIDIA or their

particular group.

Health Benefits: Medical insurance for employees.

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Employee Assistance Program: NVIDIA's EAP provides with professional,

private and confidential services through a network of qualified counselors and

resources. CONCERN professionals assess, advised and recommend options to

help employees with a variety of services, including financial counseling, career

management, stress and relationship issues.

Onsite Services: Various vendors visit campus several times per month to help

employees save time on services such as dental care and haircuts. Company offers

onsite massage also.

26. HCL

HCL provides the following:

Smart Service Desk: An automated query resolution mechanism for employees,

SSD enables employees raise their concerns for adequate redressal in just three

clicks. On an average 31,000 tickets are raised every month.

EFC: Employee First councils work on goals that are of common interest to all

employees and also help to maintain a balance between work and life. The

councils allow employees to unleash their creative talent. Last year over 1,500

events were conducted by EFC councils.

Women First Council: The purpose of this council is to focus on women

development and to create an inclusive, supporting and caring environment. A

woman exclusive website was launched which information of all women has

related policies, safety and security measures, work-life balance techniques.

O2 league of Extraordinary: O2 is a system created in HCL to recognize high

performers. The league constituted those employees who have been outstanding

performers since last 2 years.

Xtramiles: HCL‟s created a unique reward and recognition portal where all

employees can see extraordinary efforts & performances and appreciate them at a

click of a button. The purpose of Xtramiles is to ensure timely and public

instantaneous recognition of employees who have displayed exemplary

performance.

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MITR: MITR lends helping hands to all HCLites and their family members by

providing them expert counseling 24X7 on any issue concerning them.

Genie: The personal assistant, the all purpose coordinator, the private shopper, the

entertainment guide, the travel planner, located within the office premises &

programmed to take any request. Genie can manage all trivial and not so trivial

chores.

F.U.N.D.O.O. F.R.I.D.A.Y: Is synonymous with fun @ work at HCL

Technologies.

Weekly Polls: Polls are conducted on weekly basis to gather employee feedback

on various issues. The results are shared on the intranet and guide decision

making.

Catalyst : A employee driven team building program, catalyst enables much of the

desired work-life balance for his/her team by rolling out various activities in a

year.

Training: HCL has adopted a number of innovative methods of training and

developing talent within the organization.

27. NIHILENT TECHNOLOGIES

The way other IT and ITeS companies are providing Employee Wellness Programs,

Nihilent Technologies too provides EWP as below:

Tie-up with fitness centers.

Special program for women employees.

Safe transport facility.

Medical insurance.

Special Program for women employees.

Maternity and parent care leave.

Ergonomics.

Fun at work activities.

Stress Management training.

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Training and Development.

Team building workshops.

Get together / Festival Celebration / Parties / Birthday Celebration.

Mentoring at workplace.

Counseling and Stress Management Programs.

28. WNS

Being a young workforce in WNS, they provide lot of facilities which include fun

at work activities on every Friday evenings. Parties, Get-together, games and

festival celebration happens at WNS.


Long-term medical insurance.





Special program for women employees.

Safe transport facility.

Medical insurance.

Special Program for women employees.

Maternity and parent care level.

Ergonomics.

WNS Care is the corporate social responsibility program which encourage employees

voluntarily help local communities.

29. TATA CONSULTANCY SERVICES

TCS recognizes that occupational health and safety (OH&S) and the overall well-

being of employees are integral to aspirations of growth and success.

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Maitree : A part of TCS' work-life balance programs, 'Maitree' actively promotes a

series of scheduled fun and cultural events and activities, and also keenly promotes

community development projects.

Maitree and the TCS Community: Even while at work, you're never away from life.

TCS-Maitree was established with an intention to strengthen the bond between TCS

employees and their families, as well as provide a platform to encourage hidden

aspirations and talents.

Workshops on theatre, yoga, origami, flower arrangement, chocolate making, and a

host of others have allowed the employees to learn and know about things they

always wanted to.

Many programs initiated by Maitree, like employment opportunities for the disabled,

HIV/AIDS sensitization, peer education, Green Audits to check the excess

consumption of energy resources have now been accepted as best practices by the

organization.

30. CAPGEMINI

Employee Assistance Program: The Employee Assistance Program provides

access to a variety of professional resources when you need assistance with

personal or family issues.

Floating Holidays (Personal Days): In addition to the seven holidays observed by

Capgemini, there are two Floating Holidays (Personal Days).

Vacation: Full-time employees are eligible for paid vacation time.

Paid Leaves of Absence: Capgemini offers special paid leaves for military duty,

jury duty and bereavement.

Medical Plans: Capgemini Medical Plan offers insurance, onsite doctors etc.

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Dental Plan: Capgemini's Dental Plan has been designed to encourage good

preventive care and maintenance of healthy teeth and gums.

Fun at work activities : Every Friday evening Capgemini has fun at work

activities which includes movie, get together, fun games at work place, party,

festival celebration like Diwali, Christmas, Birthday celebrations.

6.6 ADDITIONAL OBSERVATIONS AND VIEWS OF HR

MANAGERS

Organizations have excellent infrastructure for Wellness of employees,

gymnasium, yoga centre, cafeteria, ATM machines, walking tracks, cyclic

tracks and on-site dispensary etc.

Organizations are providing attractive and innovative EWPs which attract

employees. HR managers mention that there is no compulsion for employees

to participate in EWPs.

HR managers also mention that employees do not participate in EWPs due to

workload and their supervisors do not permit them to participate due to target

oriented jobs. HR managers face challenge of ensuring employee participation

in EWPs.

HR managers mention that it is difficult for them to calculate return on

investment on EWPs as most of the results are intangible.

Organizations are taking special care of women employees which is the

unique features of EWPs provided in IT and ITeS sector.

HR managers mention that they have started outsourcing some of the

activities under EWPs e.g Tie up with fitness centres, tie-up with departmental

stores etc. HR managers are looking forward to outsource many activities to

make EWP effective.

An attempt has been made in this chapter by the researcher to provide the detailed

quantitative and qualitative analysis of the data. The quantitative analysis in this chapter

consists of descriptive statistics of the total sample followed by testing of the hypothesis

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from the primary data collected through questionnaire survey of employees and HR

managers. The qualitative analysis in this chapter summarizes the EWP programs

provided in IT and ITeS companies located at Hinjewadi and Aundh IT Park in Pune.

This helps to understand the current scenario of management EWPs, which provides the

insight for devising the suggested Integrated Model of EWPs for effective management

of EWP. This chapter also study the challenges faced by HR managers for effective

management of EWP and measures taken by HR managers to overcome on the same.

This chapter also mentions the essential factors for effective management of Employee

Wellness Program.

CHAPTER VI MANAGEMENT OF EMPLOYEE WELLNESS PROGRAMS...

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