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MANAGEMENT OF EMPLOYEE WELLNESS

PROGRAMS IN SELECTED IT AND ITeS

COMPANIES LOCATED AT HINJEWADI AND

AUNDH IT PARK”

A SYNOPSIS SUBMITTED TO

THE TILAK MAHARASHTRA VIDYAPEETH, PUNE

FOR THE DEGREE OF DOCTOR OF PHILOSOPHY

IN MANAGEMENT

UNDER THE FACULTY OF MANAGEMENT

BY

MS. RAJASSHRIE S. DHOBALE

UNDER THE GUIDANCE OF

DR. PRASANNA G. DESHMUKH,

MARCH - 2012

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TABLE OF CONTENT

Sl. No. Title Page No.

1. Background 1

2. Purpose of the study 2

3. Reasons to choose the topic 2

4. Significance of the Study 3

5. Scope of the Study 4

6. Period of the Study 4

7. Objective of the Study 4

8. Hypotheses 5

9 Research Methodology and Technique 5

10 Limitations of the Study 9

11 Chapter Scheme 10

12 Findings 10

13 Conclusions 16

14 Suggestions 21

15 Scope for further Research 32

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SYNOPSIS

Employee Wellness Programs (EWPs) is a new buzzword which came into existence in

India, post globalization after the progress of IT sector in India. Employee Welfare

programs already existed in different companies in India. The workplace has changed due

to globalization and technology advancement, which is making a great impact on the

lives of the employees.

1. BACKGROUND:

Jobs in IT and ITeS industry are knowledge driven and stress is existent in reality. The

reason can be pressure from seniors, target oriented approach, relationship with co-

workers, lack of personal time, spouse stress, children stress and the list goes on. This

stress can create many mental and health weaknesses which would affect the performance

and productivity of the employee. The personal weaknesses of employees due to stress

may be lack of time management, relationships, assertiveness, goals, lack of confidence

etc. Employees can face many chronic health diseases.

Paradigm shift from just labour welfare to employee wellness:

Consideration of the Human Element of Human Resources.

Evolution of Human Resources Management to Strategic Human Resource

Management.

Knowledge based jobs so human beings are more important.

24/7 work culture wherein employees are working in the company for longer time

so the company should be a fun place so that the employees can relax for some

period of time.

Generation Y workforce have a lot of expectation from employers.

Dual Career couples in an organization.

More number of female employees in IT and ITeS companies.

Organizations growth is solely dependent on star employees at workplace.

To take care of meritorious employees.

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For employee engagement and employee retention.

To foster innovation and creativity in employees.

To provide social life to the employees at the workplace.

To help employees to tackle the stress at the workplace.

It is utmost important for companies to take care of employees in a special way not just

by providing basic welfare facilities.

2. PURPOSE OF THE STUDY:

As IT and ITeS companies have most of the knowledge workers who face stress which

leads to physiological and psychological health problems. Employee Wellness (EW) is a

boon for employee illness. After review of literature, the researcher quotes EWPs

definition -“Employee health and wellness programs attempt to improve the overall

health status of employees and sometimes even employees‟ family members through

prevention, education, and health interventions”.[1]

Employee wellness, which is an integral part of any organization, is the topic which the

researcher has chosen that studies the overall employee wellness in IT and ITeS industry

and its impact on employee engagement and work life Balance. It will also study the

EWPs and suggest improvement for the same by understanding the views of the

employees. In this study the researcher attempted to suggest a model which will help the

organization to manage the EWP effectively. This study provides EWP practices of IT

and ITeS companies.

3. REASONS TO CHOOSE THE TOPIC:

The face of the workplace has drastically changed over the past decade. An increasingly

empowered and diverse workforce, technological advancements, increased competition

and globalization have created a new workplace reality that is totally different from the

past workplace. The researcher herein having Social Responsibility towards the society

decided to take up this issue for the research. In this section, the researcher attempts to

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enlist the factors which motivated the researcher to choose this topic. They are as listed

below:

A. Changes in Workforce & Boom in IT and ITeS Companies in India.

B. Need for Employee Care.

C. Increasing Stress of Employees.

D. Increase in Health Problems of IT and ITeS Employees.

E. EWPs are the Business Need for Organizations.

F. Need for Research on EWPs.

4. SIGNIFICANCE OF THE STUDY:

This research tries to provide information about most of the aspects of management of

EWP in select IT and ITeS companies in the study area - Hinjewadi and Aundh IT Park

in Pune for the study period from 2004 - 2009. This study is also beneficial to HR

managers and Wellness managers to understand contribution of EWP towards employee

engagement and work life balance. It would also provide insight about contribution of

globalization towards EWPs.

1. This study helps to provide techniques for better management of employee

wellness programs.

2. This study attempts to prepare a directory of Employee Wellness Programs at IT

and ITeS companies, which guide the HR managers to choose the suitable EWP.

3. This study helps organizations to understand the importance of employee

wellness programs, its advantages and benefits. This study guides HR Managers/

Wellness Managers to improve EWPs at workplace.

4. This study provides valuable information to academicians for future research on

EWPs.

5. This research attempts to suggest the EWP model, which is useful for selected IT

and ITeS companies located at study area.

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Thus, utility of this research is not only confined to researchers in India, but also be

useful to the researchers from other countries worldwide, who wish to track the study

EWPs in IT and ITeS companies in Hinjewadi and Aundh IT Park in Pune.

5. SCOPE OF THE STUDY:

The study mainly reveals the management of EWPs in IT and ITES companies located at

Hinjewadi and Aundh IT Park in Pune. The study explores the challenges faced by HR

managers, preferences and benefits of EWPs for employees. It also attempts to suggest

the EWP model which can be implemented in IT and ITeS companies.

The study also attempts to find out the different EWPs provided in IT and ITeS

companies.

6. PERIOD OF STUDY:

Implementation of EWPs in IT and ITeS companies started from the mentioned period of

study. Hence the period of study is chosen from the year 2004 to 2009 which also

provides updated information about the latest and current trends in the management of

EWPs.

7. OBJECTIVES OF THE STUDY:

The main thrust of this research is to study the Employee Wellness Programs in India in

general and in the study area (selected IT and ITeS companies) in particular. This study

aims at the following main objectives:

The main objective is to study the management of Employee Wellness Programs in

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

period from 2004-2009 has been studied in detail for the purpose. With this main

objective, study has following other objectives -

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1. To study the need of Employee Wellness Programs.

2. To study the conceptual background of Employee Wellness Programs.

3. To analyze the existing EWP models.

4. To study the existing scenario of management of EWP in the study area.

5. To study the contribution of globalization towards EWP.

6. To study the challenges faced by HR managers for effective management of

EWP.

7. To study the contribution of effectively managed EWP on the work-life balance

of employees.

8. To study the relationship between effectively managed EWP and employee

engagement.

9. To draw conclusions and attempt to suggest a model for effective management of

EWP for IT and ITeS companies.

8. HYPOTHESES:

In view of the above mentioned objectives, the researcher herein has formulated the

hypothesis for this study.

H1: Effectively managed EWPs contributes to Employee Work life balance.

H2: Employee Engagement is possible due to the various benefits of effectively managed

EWPs.

9. RESEARCH METHODOLOGY AND TECHNIQUES:

9.1 PILOT STUDY:

In order to understand the contribution of EWPs towards employee engagement and

employee work-life balance, a pilot study was conducted. Before incepting into the pilot

study, the researcher discussed various matters and issues related to the research topic

with her colleagues. A set of close-ended questions were prepared for the interview of

respondents - Employees and HR Managers.

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The researcher met the guide and discussed the results obtained through pilot study and a

revised questionnaire for the research was finalized. After discussion at length, the

process of preparation of the final questionnaire was completed. After completing this

process the researcher prepared the schedule of survey.

9.2. DATA COLLECTION: To accomplish the objectives of the research, a quantitative

research methodology approach was adopted.

PRIMARY DATA: Primary Research was conducted by the researcher with the

help of Questionnaire and telephonic interviews.

For the primary data collection, the researcher designed a set of questionnaires. One

questionnaire was designed for HR managers and the other for employees of IT and ITeS

companies in the study area. Also telephonic interviews and online web-based

questionnaires were used as a method for primary data collection in cases where on-site

contact was not established with the respondents.

1. From HR Manager’s Survey Questionnaire:

One questionnaire was designed for the HR managers of IT and ITeS companies in the

study area to understand the management of EWP and the researcher collected the data

about the following:

1. Current status of Employee Wellness Programs.

2. Contribution of globalization on EWPs.

3. Reasons to start Employee Wellness program at workplace.

4. The essential factors for effectively managed employee wellness program.

5. Relationship of EWP on employee engagement and work life of employees.

6. Challenges faced by HR managers for effective management of EWP.

7. The measures taken by HR managers to overcome the challenges.

8. Benefits of effectively managed employee wellness programs

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2. From Employee’s Survey Questionnaire

Another questionnaire was prepared for employees and data was collected from the

employees related to following:

1. Factors affecting on employee health.

2. Health problems faced by the employees.

3. Awareness of Employee wellness programs at workplace.

4. Factors motivating the employees to participate in EWPs.

5. Feedback on EWP from employees.

6. Ratings of wellness interventions provided in EWPs.

7. Benefits of effectively managed employee wellness programs.

8. EWPs provided for women employees.

The questionnaire was given to the respondents chosen through simple random

sampling method. The data analysis is performed by using suitable statistical tools.

9.3 SECONDARY DATA (LITERATURE SURVEY):

The survey of literature is important from the point of view of studying the available

literature in the form of popular research Journals and research articles. The research

magazine, journals and HR management books have been referred. The Proquest,

EBESCO and CRISIL database was surveyed to understand the current scenario of

EWPs. The researcher found that literature available in the field under reference is

limited in nature and scope.

Secondary data collection was done by reading research journals, magazines,

newspapers, reference books, browsing internet and company annual reports. Literature

survey is divided into following to study the management of employee wellness

programs:

a) Meaning of Employee Wellness Program.

b) Need for employee Wellness Programs.

c) Dimensions of Employee Wellness Program.

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d) Employee Welfare to Employee Wellness.

e) Employee Wellness Program – Global Scenario.

f) Employee Wellness Programs Scenario in U.S., U.K. and Asia.

g) Employee Wellness Programs – Indian Scenario.

h) Challenges for effective management of Employee Wellness Program.

i) Vital Factors for Effective Management of EWP at workplace.

j) Models of Individual Wellness.

k) Analysis of Models of Employee Wellness Programs & Gap Analysis of EWP

models.

l) Advantages of EWP.

m) Disadvantages of EWP.

n) Steps for effective management of employee wellness programs.

9.4 SAMPLING DESIGN:

Most of the Prominent IT and ITES companies are located at Hinjewadi and Aundh

IT Park in Pune, as it is a globally acclaimed IT hub; hence researcher has chosen it

for study of employee wellness program. There are 500 companies as per

NASSCOM list in Pune out of which 200 companies are active in operations mainly

located near and at Hinjewadi and Aundh IT Park. Out of these active 200 companies

irrespective of their size and revenue, the researcher has chosen 30 companies IT and

ITeS companies using random numbers generation.

HR manager from each company has been provided HR manager survey

questionnaire. Total 39 number of questionnaire have been filled by HR managers of

IT and ITeS companies. The employees in these companies surveyed with

convenience sampling method. The total Sample of 309 employees considered for

this research.

Sampling Method: Out of 200 companies active in operation, 30 companies were

selected using Simple random Sampling Method.

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a) Sampling Universe And Frame Sampling universe is 200 IT and ITeS companies

which active in operation (irrespective of their size and revenue) in Hinjewadi and

Aundh IT Park in Pune and sampling frame is 30 IT and ITeS companies and their

employees.

b) Sampling Element: 1) IT and ITeS Companies 2) Employees

c) Sampling Size: The selected 30 IT and ITeS companies have provided ample

information for this research work. And the selected 309 Employees were surveyed

for the research work from the above IT and ITeS companies.

9.5 METHODS OF ANALYSIS AND STATISTICAL TECHNIQUES:

To analyze the data, researcher resorted to certain statistical methods like percentage,

frequency, cumulative frequency and chi square test. The nature of research is descriptive

and special statistical tool has been used. The data analysis has been done using

Microsoft Excel and SPSS software.

10. LIMITATIONS OF THE STUDY:

The study suffers from the following limitations:

1. Limited secondary data is available in context with Indian and Pune IT and ITeS

companies related to management of EWPs. Even though there are significant

number of IT and ITeS companies in the study area, but the concept of EWP is

relatively new and its nascent stage.

2. Some of the employees and HR managers were reluctant to provide financial

aspects of EWP and policies related to EWP due to the confidentiality associated

with the policies at IT and ITeS companies.

3. In view of limitations of time and money at the disposal of the researcher, the

study shall conform to the selected samples of respondents.

4. This study‟s geographical boundary is limited to India with focus on one major

city: Pune (Maharashtra). This city was chosen as the study area, since it is one of

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the major cities in India and major IT and ITeS MNCs are established here

making it an IT Hub.

5. The sample was selected from the IT and ITeS companies mainly from Hinjewadi

and Aundh area in Pune and the respondents consisting of HR Managers were

randomly and employees were selected conveniently in order to limit the study to

only certain aspect of effective management of EWP.

6. Employee Wellness Programs are ever changing as per the health problems faced

by employees and need of employees. The period of the study limits the findings.

7. The implication of this research is limited to Hinjewadi and Aundh area in Pune

City.

11. CHAPTER SCHEME:

Sl. No Chapter Title

1. Introduction

2. Research Methodology

3. Conceptual Background of Employee Wellness Programs

4. Present Scenario and Practices of EWP at IT and ITeS

5. Analysis of Existing Models of Employee Wellness Programs

6. Management of Employee Wellness Programs in IT and ITeS Companies

7. Findings, Conclusions and Suggestions

12. FINDINGS:

A) Findings regarding employee’s viewpoint towards management of EWPs:

Health of Employees – Affecting factors leading to stress: There are many factors

which lead to stress and affect the employee‟s health. Long working Hours, Night

shift and target orientation jobs are important factors which lead to stress and affect

the Employee‟s health. 79.3% of the respondents feel that night shift has the highest

impact whereas 25.9% of the respondents feel that Ineffective time management has

the lowest impact for creating stress and affect the employee‟s health.

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Health Problems faced by Employees in IT and ITeS companies: Employees in

IT and ITeS companies mainly suffer from backache, headache, lack of sleep,

bodyache and anxiety. 80.1% of respondents feel that headache is the major health

problem. 8.4% mentioned that they suffer from Heart Disease, 14.6% suffer from

Diabetes and 22% suffer from Blood Pressure.

Awareness of EWPs among Employees: 98.4% of the employee respondents

mention that, they are aware of EWPs.

Agreement on meaning of EWPs. : As per the meaning mentioned in the literature

by the researcher, 47.2% of the respondents agree and 38.2% of the respondents

strongly agree with the meaning of EWP provided.

Feedback of EWPs: 94 % of the respondents mentioned that organizations take

feedback from employees on EWPs.

Responsibility of Management of EWPs: Only 20% of the employees feel that

EWP is HR department‟s responsibility and 76% of the employees feel that its

responsibility of HR managers and Employees both.

Communication of EWPs: 65.4% of the employees prefer to get the information

about EWPs through weekly e-mail tips. Only 6.1% of the employees prefer to get

information through discussion in staff meetings.

Factors motivating employees to participate in EWPs: 66% of the employees

strongly agree that attractiveness of EWP motivate them to participate in EWPs.

Other Factors like Friends Group / Peer Influence, Reward Scheme & Appreciation,

Health Check-ups, Health Consciousness and Personality Development are also

motivating.

Rating of Activities of EWPs by Employees: All the IT and ITeS companies

provide EWP programs. Most of the employees rate the activities under EWP above

average. The activities are - Safety at work, health club and gym membership

discounts, Employee Assistance program, Higher education assistance, Counseling or

mentoring, Worksite stress management programs, fun at work and medical

insurance.

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Overall Rating of EWPs at workplace: 54% of the employees mention that EWP

provided at IT and ITeS companies are good. 16.8% of the employees rate EWPs at

workplace as very good.

Benefits of EWPs to Employees: 66.6 % of the employees mention that EWPs very

much benefit to their good health and 59.2% of the employees mention that EWPs

very much benefits for their work-life balance. EWPs also benefits employees in

following areas as well - improved performance, motivation at work, commitment

towards work, job satisfaction and develop trust between employer and employee.

Contribution of Effectively Managed EWPs: 69.6% of the employees strongly

agree that effectively managed EWP contributes to employee engagement. 66.6% of

employees strongly agree that effectively managed EWPs contribute to work-life

balance which has been proved by hypotheses testing in Chapter VI.

Special EWP activities for Women Employees : Women employees mentions that

organizations are providing following programs for them : a) Women Counseling cell

b) Awareness camp for feminine problems c) Flexi-time d) Work From home e)

Guidance of Dietician f) Sabbatical /Maternity Leave g) Sexual Harassment Policy h)

Safe transport facility. 32.1% women employees mention that organizations do not

provide safe transport facilities and 29.8% women employees mention that

organizations do not provide sabbatical / maternity leave for women employees and

women counseling cell.

B. Findings regarding HR manager’s viewpoint towards Management of EWPs:

Provision of EWPs: All the HR managers mention that their companies are

providing EWPs.

Meaning of Employee Wellness Program: 69.2 % of the HR managers strongly

agree and 25.2% agree with meaning of EWP provided by researcher.

Impact of Globalizations: 97.4% of the HR managers agree with the fact that

globalization has created impact on EWPs. 74.4 % of the HR managers mention that

virtual teams have affected employee wellness. 71.8% of the HR managers mention

that working hours across the globe create an impact on the health of employees.

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Reason to Start EWPs at Workplace: 84.6% of the HR managers mention that

organizations have started EWP for Employee Retention in an organization and

82.1% of HR managers mention that organizations have started EWPs for employee

engagement and absenteeism. 74.4% of HR managers mention that organizations

started EWP for employee work-life balance.

Objectives of Employee Wellness Program: 96.6% of the HR managers mention

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

managers mention that to achieve employee satisfaction and employee engagement

are the objectives of EWPs 86.6 % of the 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 objective of EWP

Responsibility of Management of EWPs: All the HR managers mention that HR

dept. is responsible for implementation and management of EWPs at workplace.

94.8% of respondents mention that there is no Wellness Manager at Workplace.

Strategies for Employee Participation in EWPs for Effective Management of

EWPs: Strategies opted by HR managers to increase the participation of employees

in EWP to effectively manage EWP are : 1) Employee Involvement for designing

Wellness Program 2) Marketing Wellness Programs at work 3) Providing Reward

based wellness program 4) Creating more health awareness in employees and 5) “Fun

at Work” as Employee Wellness Program. 95% of the HR managers mention that

“Fun at Work” as Employee Wellness Program is one of the strategies for employee

participation in EWPs for effective management of EWPs.

Essential Factors for Effective Management of EWPs in IT and ITeS

Companies: 92.3% of the HR managers mention that Organization Commitment &

innovation towards EWP and Health Information System & Promotion at workplace

are essential factors for effective management of employee wellness programs. 89.7%

of the HR managers mention that Privacy, Confidentiality and Health Records

Management should be the factors for effective management EWPs. Only 20.5% HR

managers mention that Absence and Disability Management should be essential

factor for effective management of EWPs.

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EWP provided in Selected IT and ITeS Companies: Most of HR managers

mention that they provide wellness programs with respect to each dimension 1)

Physical wellness 2) Psychological Wellness / Emotional wellness 3) Intellectual

Wellness 4) Environmental Wellness 5) Occupational Wellness 6) Financial wellness

7) Social Wellness except 8) spiritual wellness. Only 43.6% of HR managers mention

that they provide spiritual wellness programs at workplace.

Challenges for Effective Management of EWPs at Workplace: HR Managers

mentions that employee attitude and Employee participation are very much

challenges for them for Effective Management of EWPs at workplace. Also HR

managers mentioned that management involvement and budgets for EWP are not big

challenges at IT and ITeS companies.

Measures to Overcome on Challenges for Effective Management of EWPs: Most

of the HR managers are taking different measures to overcome the above challenges

for effective management of EWPs by 1) Changing Employee Attitude towards

EWPs 2) Rewards linked with EWPs 3) Feedback and suggestions from employees.

53% of the HR managers mentioned they are providing cost effective EWPs.

Benefits of EWP for Organizations: In view of HR managers following are the

benefits of EWPs at workplace 1) better employee work-life balance 2) employee

engagement 3) good employer brand 4) employee retention 5) increase in employee

loyalty 6) reduced absenteeism and 7) decreased health care & insurance cost.

Contribution of Effectively Managed EWPs: 97.4 % of the HR managers mention

that effectively managed EWPs contributes to employee engagement and all the HR

managers feel that effectively managed EWP contributes to employee work-life

balance which has been proved by hypotheses testing in Chapter VI.

C. Other Findings regarding Management of EWPs:

The qualitative research indicates that there are few common EWPs provided in IT

and ITeS companies in study area.

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Every organization has different types of fun activities and different type of EWPs.

Organizations call fun activities under EWP as Josh, Dhoom and TGIF (Thank god

it‟s Friday) etc.

Some organizations have unique and remarkable programs like music band, sport

league etc. Organizations like Tech Mahindra started conducting stress audit every

six months. Many organizations have onsite doctors to take care of employees at

workplace.

EWP is fragmented into different EWP activities in the selected IT and ITeS

companies so management of EWP is not happening in an integrated manner. Tata

Technologies has well planned EWP, Infosys has program called HALE Health

Assessment and Lifestyle Enrichment and IBM has program Well-being Management

System.

Most of the companies have special program for women employees like IWIN –

Infosys Women Inclusivity Network - Initiative for gender sensitive work at Infosys

and Maitrin at Tech Mahindra. Organizations are providing facilities like day-care

and crèche at workplace.

Organizations are just not providing EWPs for employees. Some of the EWPs are

contributing to the society as well. Eg. S‟prayas at Syntel which takes care of needy

children. This conveys that organizations are also making employees responsible

towards society as well. This shows that organization are doing CSR activities with

EWPs.

Organizations are celebrating all the festivals at the workplace without any bias to

reduce the cultural disparity of employees.

Organizations are taking cost effective measures for effective management of EWPs

like appreciating employees on Intranet, celebrating birthday of employee etc.

HR managers have mentioned that calculating return on investment of EWPs is a long

term process. HR managers still continue providing EWPs as it is a business need.

HR managers have mentioned that employees sometimes do not participate in EWPs

due to work pressure or their supervisors do not permit them to participate due to

target oriented jobs. This is also a challenge for effective management of EWPs.

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13. CONCLUSIONS:

The conclusions regarding the study of management of Employee Wellness Programs at

IT and ITeS companies are as given below:

A. The need of Employee Wellness Programs for Effective Management of EWPs.

Employees face stress which affect their health mainly due to night shifts, long work

hours and target oriented jobs. This study reveals that the workforce of IT and ITeS

companies are young and they basically face health problems like backache,

headache, body ache and lack of sleep. The HR managers take different measure to

help employees to overcome of these health problems by providing EWPs. Below are

the reasons have created need to start EWPs at workplace: 1) Absenteeism 2)

Increased Stress level of employees 3) Imbalance of Employee Work-life 4) For

Employee Engagement 5) For Employee Retention in an organization. The above

makes it essential to provide EWP at workplace. Understanding need of EWP is

highly important for managing EWPs effectively at the workplace. Providing EWPs

at IT and ITeS companies have become Business Need.

B. The conceptual background of Employee Wellness Programs:

The Employee wellness programs concept was studied in detail in chapter IV which

provides the difference between labour welfare and employee wellness. The reason

for evolution of labour welfare to employee wellness is increasing importance of

employees at workplace. This study also provided the list of EWPs with respect to

different dimensions of Employee Wellness Programs which will help HR managers

to manage EWPs effectively. The employee wellness concept has emerged and

organizations have started management of EWPs. Organizations are providing EWPs

for different dimensions of wellness in fragmented manner and there is need of

integration of all the dimensions for effective management of EWPs. In the near

future, EWP is going be a vast subject for further study and research.

C. Regarding the study of the existing EWP models:

It was necessary to study the existing EWP models to understand the management of

Employee wellness program. The researcher concluded that there is no such EWP

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model which is exactly suitable and completely fulfilling all the needs for IT and

ITeS companies in the study area. The companies like TATA technologies and

Infosys have models and systems in place which are in fragmented manner.

Organizations need to integrate all the dimensions of EWP for effective management

of EWP. Organizations also need to implement the proper sequential system for

planning, organizing, directing and controlling of EWPs which results in effective

management of EWPs. The studied models helped to develop the suggested EWP

model for IT and ITeS companies. Hence, the researcher has attempted to suggest the

integrated EWP model for effective management of Employee Wellness Programs for

IT and ITeS companies in study area.

D. Existing scenario of management of EWP in the study area:

HR managers and Employees are aware of EWPs and also know the meaning of

EWPs. Employees are aware that management of EWPs at workplace is the

responsibility of both HR department and the employee. HR managers are mainly

responsible for management of EWP at workplace.

Objectives of employee wellness programs in study area are: 1) Good health of

employee 2) To Achieve Employee Satisfaction 3) To Engage Employees 4) To

reduce turnover and absenteeism 5) To enhance employer brand 6) To develop good

work-culture 7) To reduced medical cost.

HR managers use the various means of communication to convey information of

EWPs to employees. The most preferred communication by employees is e-mail tips

sent on the intranet. This communication will lead to increase in awareness among

employees regarding the day to day activities of EWPs.

Employees get motivated to join the EWPs which are attractive and provide rewards

scheme & appreciation. Employees participate in EWPs wherein their friends and

peers are participating. Employees also get motivated towards the EWPs which

provide Health Check-ups and Personality Development. Ensuring the employee

participation in EWP is important as some of the HR managers mention that

employees do not participate due to workload.

Organizations are providing EWPs for all the eight dimensions as mentioned below in

a modular fashion: 1) Physical wellness 2) Psychological Wellness / Emotional

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wellness 3) Intellectual Wellness 4) Environmental Wellness 5) Occupational

Wellness 6) Financial wellness 7) Social Wellness 8) Spiritual Wellness.

While providing these EWPs, organizations are making it innovative and cost

effective for its effective management. E.g. Tech Mahindra provides well packed cut

vegetables and readymade food and food grains at workplace through Bachat Gat

(women employment scheme and society of saving funds). With this program

employees are getting food stuff easily at workplace and it‟s helping society too.

Organizations are doing corporate social responsibility activities with this.

In all the IT and ITeS companies, HR dept. is responsible for implementation of

EWPs and employees are voluntarily participating in the EWP implementation team.

Very few organizations have „Wellness Manager‟, a special position designated in

companies to take care of effective management of EWPs.

Organizations have realized the importance of taking feedback from employees and

organizations are doing the same through various measures like feedback forms,

stress audit etc. which will definitely help organizations for effective management of

EWPs.

Organizations are also providing specially designed EWPs for women employees, as

it is a need at IT and ITeS companies to provide those programs for effective

management of EWPs. The EWPs for women employees are Women Counseling

cell, Awareness camp for feminine problems, Flexi-time, Work From home,

Guidance of Dietician, Sabbatical /Maternity Leave, Sexual Harassment Policy and

Safe transport facility.

For success of any EWP, it should be well planned and properly executed. The

following factors should be considered for the effective management of EWPs:

a) Organization Commitment and innovation towards EWP.

b) Health Information System and Promotion at workplace.

c) Program Evaluation and Quality improvement of EWP.

d) Privacy, Confidentiality, and Health Records Management.

e) Systematic Research and Statistics related to EWP.

f) Absence and Disability Management.

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g) Health Benefits Management.

h) Employee involvement in EWP.

Organizations and employees both are benefitted through management of employee

wellness programs

It is concluded from that study that decreased health care & insurance

cost, reduced absenteeism, increase in employee loyalty, employee

engagement, good employer brand, better employee work-life balance and

employee retention are the benefits of EWP to the organizations.

It is concluded from that study that good health, improved performance,

motivation at work, commitment towards work, better work- life balance,

job satisfaction and trust between employee & employer are the benefits

of EWP to employees.

E. Contribution of Globalization towards EWP: Globalization has also affected the

EWPs provided in IT and ITeS companies. Growth of MNCs in India and working hours

across the globe round the clock has made IT and ITeS companies to face stiff

competition and this is one of the main reasons to start EWPs at IT and ITeS companies.

F. Challenges faced by HR managers for effective management of EWP:

Management of EWP is responsibility of HR Managers and employees both. Though the

employees agree with it, employee attitude and employee participation in EWP are the

biggest challenges faced by HR managers for effective management of EWPs. Most of

the HR managers are taking different measures to overcome the above challenges for

effective management of EWPs by 1) Changing Employee Attitude towards EWPs

2) Rewards linked with EWPs 3) Feedback and suggestions from employees and 4)

Providing cost effective EWPs.

G. Contribution of effectively managed EWP towards the work-life balance of the

employees: The various benefits of EWP from the study mention that effectively

managed EWPs contribute to employee work-life balance which has been proved by

hypotheses testing in Chapter VI.

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H. Relationship between effectively managed EWP and employee engagement: The

various benefits of EWPs from the study mention that effectively managed EWPs

contribute to employee engagement which has been proved by hypotheses testing in

Chapter VI.

Finally, the study concludes that Globalization has made a great impact on EWPs at IT

and ITES companies. Due to the growth of MNCs in India and working hours across the

globe round the clock, IT and ITeS companies are facing competition in terms of

providing EWP at the workplace. This has made it essential for organizations to provide

EWPs. Employees and organizations are benefitted with the employee wellness

programs. EWPs at workplace are become a business need for IT and ITeS Companies.

Organizations in study area are providing EWPs. EWPs provided in IT and ITeS

companies significantly contribute to employee engagement and employee work-life

balance, due to its different benefits to employees and organizations.

Currently, Employee wellness programs are planned and executed in a modular fashion.

The models and systems are at place in companies like TCS and Infosys but are in a

fragmented manner. Companies have given more importance to physical and

psychological wellness in providing EWPs and for other wellness dimensions, EWPs are

in a fragmented manner. This approach for management of EWP is not sufficient for

effectiveness of EWPs.

Organizations are also taking care of women employees by providing EWPs in

fragmented manner. Few of the women employees are not satisfied with the transport

facility as they feel it‟s unsafe for them. Few of the women employees are not getting

maternity and sabbatical leaves. Organizations should overcome on these lacunae of

EWPs related to women employees. Organizations should include the EWPs for women

employees in all the EWP activities in special format.

Organizations are taking different measures for ensuring employee participations for

effective management of EWPs. Still HR managers are not happy with the participation

of Employees in EWPs. This research reveals that there is no compulsion to participate in

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EWPs for the employees. Employees are busy with work and do not get much time to

participate in EWPs. Ensuring employee participation is required by involving the

employees in management of EWP. Employees are attracted towards rewards offered by

EWPs and attractiveness of EWPs.

The study also reveals that there are budgets allocated for EWPs and excellent

infrastructure is available for EWPs at the workplace. EWPs are not consolidated with all

dimensions and most of the activities are modular. Organizations need to integrate all the

dimensions of EWP for effective management of EWPs. Organizations also need to

implement the proper sequential system for planning, organizing, directing and

controlling of EWPs. Organizations should have Health Information System of all the

employees. Privacy and confidentiality of Health records should be maintained.

Organizations should do systematic research and keep statistics related to EWP for

effective management of EWPs. These lacunae of EWPs can be overcome with the

suggested integrated model of EWP.

From the study it is concluded that effectively managed EWPs contribute to employee

work-life balance and employee engagement. It is also concluded that EWPs are properly

managed and are executed in IT and ITeS companies. It was found that while managing

the EWPs, overall modular fashion approach has been implemented. But, if overall

integrated approach towards EWPs is adopted for all the dimensions of wellness, it will

make an effective impact on employee‟s performance.

14. SUGGESTIONS:

The suggestions of this study are made in two parts – In the first part-A : Suggested

integrated EWP model for effective management of EWPs is elaborated with the details

of execution of the model and in the second part-B : Additional related suggestions are

made.

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A. SUGGESTED INTEGRATED EWP MODEL FOR EFFECTIVE

MANAGEMENT OF EWPs:

The models studied in Chapter V provided the guidelines which are useful for designing

the suggested EWP model for effective management of EWP. The models studied in

Chapter V are not totally suitable for IT and ITeS companies in the study area.

The companies in the study area have developed employee wellness programs which are

beneficial to the employees but the researcher herein observed that it does not incorporate

all the wellness dimensions. Though HR managers agree with the fact that providing

EWPs is a business need but still companies are providing EWP in a modular fashion.

There is no consolidation of all the dimensions of wellness. To overcome these

shortcomings in the existing EWPs in the IT and ITeS companies, the researcher has

made an attempt to devise a suggested integrated EWP model to improve the overall

effectiveness of management of employee wellness programs.

All the factors discussed above, created the need of devising the suggested integrated

EWP model for effective management of EWPs on the basis of data collected and

analysis of the findings of the research. The primary data helped researcher to design

below mentioned model.

The suggested EWP model provides the details about management of EWPs at IT and

ITeS companies in study area. The suggested model has been designed on the basis of the

system approach of management to provide better understanding of management of

EWPs.

The researcher herein provides the details of the system approach of management and

mentions the reasons to choose system approach of management for suggested EWP

model for IT and ITeS Companies.

I. System Approach to Management:

Systems approach to management provides a conceptual basis as well as guidelines for

establishing a more efficient system for planning, organization, directing and controlling.

25

It forces the manager to look upon the business as an open adaptive system. Information

is an important part of the system because an organization must act and interact with its

environment.

Fig 7.1: System Approach of Management

II. Logic behind use of System Approach of Management for Devising the Suggested

Integrated Model of EWPs:

As above, the system approach mentions about the open and closed system. The

researcher has attempted to devise the suggested integrated EWP model as an open

system because external and internal factors of environment affect EWPs and EWPs have

to be changed as per the environmental changes.

The system approach mentions that there is a sequential process: „Input-Transformation

Process-Output‟. The researcher suggests the EWP model in the same sequential process

as it will be easy for HR managers to understand the EWP model for effective

management. As the system approach mentions the need for feedback, which is a very

important factor for management of any activity in an organization, the researcher herein

includes the need for continuous feedback in the EWP model, using that feedback for

effective management of EWP and even deciding the budget.

The study of existing EWP models helps in identifying the gaps, making it essential to

use the system approach for management of EWPs.

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The above mentioned factors indicate the need for using system approach for devising

suggested integrated model of EWPs for IT and ITeS companies for effective

management.

III. Integrated Employee Wellness Program Model for IT And ITES Companies

with Reference To System Approach To Management:

The researcher herein suggests the above model using system approach to management,

which makes it easy to manage EWP as a system and sub systems. There are many

internal and external environmental factors which affect EWPs.

This model considers the management and implementation of EWP at workplace as open

system and discusses it as below. The Suggested EWP model consist of five basic parts :

1. Input

2. Process

3. Output

4. Feedback and

5. Environment.

6. The researcher herein discussed the environmental factors affecting EWPs, as it

is necessary to know before implementing the EWP in any IT and ITeS

companies.

Planning of EWPs starts from the study of external and internal factors affecting EWPs,

finding out the need of EWPs, budgets and wellness committee for Employee Wellness

Programs.

I. ENVIRONMENT

A. EXTERNAL ENVIRONMENTAL FACTORS:

The observations of primary data collected provide the details of external factors

affecting EWPs. The researcher suggests in the model that IT and ITeS companies should

consider the following environmental factors which affect EWPs as mentioned below:

25

ENSURING EMPLOYEE PARTICIPATION

Continuous Employee Feedback

Reward based Wellness

Privacy of Health Records

Personality development aspect in Wellness

Fun element in EWPs

Awareness about health problems

Family Involvement

Employee Communication Communication through mails,

notice board, pop-up mails posters etc.

IMPLEMENTATION OF EWP

EMPLOYEE WELLNESS DIMENSIONS

FOR EMPLOYEE WELLNESS PROGRAM

Physical Wellness

Psychological Wellness

Spiritual Wellness

Social Wellness

Environmental Wellness

Intellectual Wellness

Financial Wellness

Occupation Wellness

SPECIAL WELLNESS PROGRAM FOR

WOMAN EMPLOYEES

OUTCOME

Cost Saved on Medical

Insurance Reduced Absenteeism Reduced Turnover Healthy Employee Engaged Employees Improved

Performance of Employees

Employee Satisfaction

EMPLOYEE

WELLNESS

COMMITTEE

(involvement of

Employees)

Employee Representative

Employer Representative (HR Representative)

NEED ANALYSIS OF

EWPS

Employee Feedback

Employee Satisfaction

Survey

Seasonal Health

Problems

Stress Audit

Health Assessment /

Health Information

System Records

Improvement in

Performance

Employee Turnover

Feedback

BUDGET

ALLOCATION

Fig 7.2: Suggested Integrated Employee Wellness Program Model For IT and ITeS Companies

INTERNAL

ENVIRONMENTAL

FACTORS TO BE

CONSIDERED

Employee Participation

Employee Attitude

Budgets for EWP

Involvement of HR

dept.

Health Problems Faced

by Employees

EXTERNAL

ENVIRONMENTAL

FACTORS TO BE

CONSIDERED

Legal Implications

Globalization

Economy

Competition

Technology

Social Implications

Seasonal Climate

INPUT TRANSFORMATION

PROCESS

OUTPUT

ENVIRONMENT

Objectives of EWP

26

1. Legal Implications

2. Globalization

3. Economy

4. Competition

5. Technology

6. Social Implications

7. Seasonal Climate

B. INTERNAL ENVIRONMENTAL FACTORS:

There are different internal factors which affect the management of Employee Wellness

Programs, as discussed herein by the researcher. The wellness committee should consider

the following before implementing EWPs.

1. Employee Participation.

2. Employee Attitude.

3. Budgets for EWP.

4. Involvement of HR dept.

5. Health Problems Faced by Employees

II. INPUTS:

While implementing EWP following inputs are required for the successful

implementation of EWP.

1. Employee Wellness Committee.

2. Need Analysis of EWPs.

3. Objectives of EWPs: It necessary to have objectives of EWPs, then only effectiveness

of EWPs can be assessed. Following are the objectives, HR managers in IT and ITeS

companies look at:

a) Reduce health care cost.

b) Reduce absenteeism.

c) Employee Motivation.

d) Employee Work-life balance.

e) Employee Satisfaction.

f) Better employer brand.

g) Good organization work-culture.

h) Improved employee performance.

i) Less employee turnover.

4. Budget Allocation: Budgets are allocated for EWP in all the IT and ITeS companies.

The amount of budget varies from company to company. While allocating the budget,

27

researcher herein suggests that managers should consider the external and internal

environmental factors along with feedback.

III. TRANSFORMATION PROCESS

A. IMPLEMENTATION OF EMPLOYEE WELLNESS PROGRAM

Researcher herein suggests that most of the fun activities should be on Fridays and other

activities can be divided spread over the month. Observations of primary data mention

that following activities should be conducted for all dimensions of wellness. The below

mentioned activities are more relevant to IT and ITeS companies. HR managers mention

that they do provide following programs in their companies that is the reason researcher

feels that following activities should be integrated as part of EWP model for IT and ITeS

companies.

Table7.1: Wellness Dimensions and Activities under EWPs

SL.

NO. WELLNESS DIMENSIONS ACTIVITIES UNDER EWP

1. Physical Wellness:

Gymnasium and Yoga Center.

Health clubs / Health Check-ups.

Health weeks.

Tie up with Fitness Clubs.

Medical insurance.

Health education at work.

On-site doctor.

2. Psychological Wellness

Stress Management Training.

Yoga and Meditation classes.

Behavioral training.

Conflict resolution training.

Counseling / mentoring.

Employee Assistance Program

3. Spiritual Wellness

Personality Development training.

Art of Living sessions.

Tie up with organization Oneness University etc.

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SL.

NO. WELLNESS DIMENSIONS ACTIVITIES UNDER EWP

4. Social Wellness

Family get together.

Picnic.

Movie.

Sports league.

Fun at work Events.

Festival Celebration.

Cultural Programs & Music Bands.

Birthday celebration.

5. Intellectual Wellness

Higher Education Assistance.

Seminar and workshop.

Training program on health.

Libraries at workplace.

6. Environmental Wellness

Ergonomics

Fun at Work activities

7. Financial Wellness

ESOP

Financial planning Seminars

Financial Advisory help Desk

8. Occupation Wellness

Safety at work. & Safe transportation facilities.

Career Growth.

Sabbatical leave.

Good Organization Culture. .

B. ACTIVITIES UNDER EWPs FOR WOMEN EMPLOYEES:

Most of the organizations are providing special EWPs for women employees. Researcher

feels that following should be the part of suggested integrated model of EWP.

Women counseling cell.

Awareness camp for feminine disease.

Flexi-time.

Work From home.

Guidance of Dietician.

Gynec counseling.

Sabbatical /Maternity Leave.

Sexual Harassment Policy.

Safe transport facility.

Crèche / day care Center.

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While providing and implementing these facilities wellness committee should ensure the

employee participation then only effective implementation is possible

HR Managers should consider following the factors for effective management of EWP at

workplace.

Organization Commitment and innovation towards EWP

Health Information System and Promotion at workplace

Program Evaluation and Quality improvement of EWP

Privacy, Confidentiality, and Health Records Management

Systematic Research and Statistics related to EWP

Absence and Disability Management

Health Benefits Management

Employee involvement in EWP

C. ENSURING EMPLOYEE PARTICIPATION:

HR managers should opt following strategies to ensure the employee participation in

EWPs.

Employee Involvement for designing Wellness Program.

Marketing Wellness Programs at workplace.

Providing Reward based wellness program.

Creating more health awareness in employees.

“Fun at Work” as Employee Wellness Program.

The researcher herein feels that changing the employee attitude and making them to

participate in EWPs at IT and ITeS companies can take the following measures:

Continuous Employee Feedback

Reward based Wellness

Privacy of Health Records

Personality development aspect in

Wellness

Fun element in EWPs

Awareness about health problems

Family Involvement

Employee Communication

-Communication through mails, notice

board, pop-up mails posters

30

The above mentioned strategies opted by HR managers to increase the participation of

employees in EWPs which helps for effective management of EWPs.

IV. OUTCOME:

Measuring outcome of the EWP is very important to know the degree of success of

EWPs and for effective management of EWPs. The suggested integrated EWP model

mentions different areas of outcome.

Cost Saved on Medical Insurance.

Reduced Absenteeism & Reduced

Turnover (Employee Retention)

Healthy Employees.

Engaged Employees

Employee Work-life balance

Improved performance of Employees

Employee Satisfaction

V. FEEDBACK:

The feedback collected from employees during and after its implementation of EWPs is

useful for checking the outcomes of EWPs and also need assessment of EWPs. Feedback

can help HR Managers to allocate the budgets in different activities, to understand the

needs, to decide the objectives and to understand the outcomes of EWPs which are useful

for organization and employees both.

B. ADDITIONAL RELATED SUGGESTIONS:

The researcher has suggested the following after careful study of each and every aspect of

EWPs provided in IT and ITeS companies.

Organizations are not giving much importance to spiritual wellness. Employees are

facing stress due to many reasons related to work. Spiritual wellbeing leads to

psychological wellness of employees. Organizations should provide some kind of

programs like meditation, Yoga and Art-of-living programs.

HR managers mention that employees are not participating in EWPs due to work

pressure. HR managers should consult with the line managers and get permissions for

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employees to attend EWPs. The wellness team should ensure employee participation.

One employee from each dept. should be responsible for ensuring that particular

department‟s participation in EWPs for effective management of EWPs.

Some of the organizations are not taking care of low calorie food and dietician is not

available at the workplace. As the workforce is young, they have the habit of eating

junk food. Organizations should provide low calorie food in consultation with

dietician.

Most of the employees suffer from body ache, head ache and back ache. Some of the

employees have complained about not having proper ergonomics at the workplace.

Though organizations are providing proper ergonomics, organizations should train

employees with specific exercises which reduce the body pain and back ache.

Employees indicated that they face health problems due to night shift, which is

unavoidable in IT and ITeS companies. HR managers should provide shift rotation to

employees instead of providing only night shift for longer period of the year.

32.1 % of women employees still feel that organizations are not providing safe

transport facility. The sense of safe transport should be developed in women

employees and HR managers should convey the details about safe transport facility to

women employees correctly.

29.8% of women employees mention that there is no woman counseling cell at

workplace. If organization cannot provide Women counseling cell, organizations can

have counselors helping woman employees for their personal problems. Women

employees are facing lot of stress due to night shifts, family responsibility and long

working hours.

Organizations should provide innovative EWPs at the workplace, so that employee

participation will be more and EWPs will be more effectively managed.

Health Information system should be part of EWP which will make it easy for the

organizations to monitor the benefits of EWPs.

Organizations should maintain the confidentiality of the health records of employees

then only employees will participate in EWPs.

Some of the HR managers mentioned that it is difficult for the HR team to take care

of EWPs, as a good amount of time is invested in planning and implementing EWPs.

32

Researcher herein suggests that organizations should outsource some of the EWP

activities. Researcher suggests that the Wellness Committee be created which

includes employees as well. This will reduce the burden of the HR team about EWPs

and EWPs will be effectively managed.

As per the research, organizations and employees both are getting benefitted with

EWPs. Organizations should provide EWPs in a more organized way for success of

EWPs.

15. SCOPE FOR FURTHER RESEARCH:

Employee Wellness Programs provided in IT and ITeS companies is a very vast topic for

research. There is scope for further research in the following areas:

To study the Return on investment (ROI) of EWPs provided in IT and ITeS

companies.

The outsourcing of EWP activities have started, so the research on the same is

required.

EWP and its role in corporate social responsibility can be the further research

topic.

Contribution of EWPs with other verticals of Human Resource functions like

training and development, performance management and compensation need to be

studied.

Research can be done on record keeping of EWPs and use of EWP records can be

studied for different verticals of HRM.

For providing EWP as per the need of the employee is going to be an important function

of the HR department. Continuous research is required in this regard as per the changing

environment.