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1
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
2
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
3
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
5
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.
6
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 -
7
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.
8
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
9
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.
11
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
12
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.
13
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.
14
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.
15
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.
16
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.
17
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
19
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.
26
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:
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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
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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.
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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.