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1. Introduction 1.1 About Azim Permji 1.2 Management Team 1.3 Fact Sheet, Awards 1.4 From Quality To Business Excellence 1.5 Innovation 2. Wipro Lighting and Consumer Care 2.1 Wipro Plant Baddi 2.2 Products 2.3 Chairman Message 2.4 Spirit of Wipro 2.5 Cooperate Social Responsibilities 2.6 Department Study of Wipro 3. A Study on Employee Absenteeism 4. Research Methodology 4.1 Objectivities of Study 5. Analyses and Interpretation 6. Summary and Conclusions

What Wipro Does: transforming your business Wipro IT Business, a division of Wipro Limited (NYSE:WIT), is amongst the largest global IT services, BPO and Product Engineering companies. In addition to the IT business, Wipro also has leadership position in niche market segments of consumer products and lighting solutions. The company has been listed since 1945 and started its technology business in 1980. Today, Wipro generates USD 6 billion (India GAAP figure 2009-10) of annual revenues. Its equity shares are listed in India on the Mumbai Stock Exchange and the National Stock Exchange; as well as on the New York Stock Exchange in the US. Wipro makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities, great human resources, commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services, 24/7. Wipro enables business results by being a transformation catalyst. It offers integrated portfolio of services to its clients in the areas of Consulting. Leadership at Wipro: building trust With more than 100,000 associates from over 70 nationalities and 72 plus global delivery centers in over 55 countries, Wipros services span financial services, retail, transportation, manufacturing, healthcare services, energy and utilities, technology.

Wipros unwavering focus has been on business transformation with matchless innovation in service delivery and business models. More than 800 active clients that include governments, educational institutes, utility services, and over 150 Global Fortune 500 enterprises have Innovation at Wipro: delivering enhanced business performance Wipro is at the forefront of technological and business co-innovation with 136 patents and invention disclosures. With enhanced business performance at the core of its deliveries due to its strong R&D and Innovation. We make our clients business more efficient through a combination of process transformation, outsourcing, consulting and technology products and services. As the worlds first SEI CMM Level 5 Company, Wipro endeavors to deliver reliability and effectiveness to its customers by

maintaining high standards in service offerings through robust internal processes and people One of the worlds largest third party R&D services provider, Wipro caters to product engineering requirements in multiple domains. Most of the technology that you come across in daily life airplanes, automobile navigation systems, cell phones, computing servers, drug delivery devices, microwaves, printers, refrigerators, set top boxes, TVs - will find a Wipro component in them. Our service portfolio includes product strategy and architecture, application and embedded software, electronic and mechanical hardware, system testing, compliance and certification and Wipro believes that certain core technologies have a significant impact on business competitiveness going forward. Towards that direction, Wipros Research and Development activity is currently focused on Cloud Computing, Collaboration, Green Technologies, Mobility Applications, Social Computing, Information Management and Security. World over, businesses are transforming constantly, in order to get better and better. Wipro provides the right insight, technology and support to help businesses transform, making business functions simpler, faster and better. In other words, Wipro transforms businesses that help transform lives. Mr. Azim Permji Chairman of Wipro Technologies; Richest Indian for the past several years; Honored Azim Permji is Chairman of Wipro Technologies, one of the largest software companies in India. He is an icon among Indian businessmen and his success story is a source of inspiration to a number of entrepreneurs.

Born on July 24, 1945, Azim Hashim Permji was studying Electrical Engineering from Stanford University, USA when due to the sudden demise of his father, he was called upon to handle the family business. Azim Permji took over the reins of family business in 1966 at the age of 21.

At the first annual general meeting of the company attended by Azim Permji, a shareholder doubted Premji's ability to handle business at such a young age and publicly advised him to sell his shareholding and give it to a more mature management. This spurred Azim Permji and made him all the more determined to make Wipro a success story. And the rest is history.

When Azim Permji occupied the hot seat, Wipro dealt in hydrogenated cooking fats and later

diversified to bakery fats, ethnic ingredient based toiletries, hair care soaps, baby toiletries, lighting products and hydraulic cylinders. Thereafter Permji made a focused shift from soaps to software.

Under Azim Premji's leadership Wipro has metamorphosed from a Rs.70 million company in hydrogenated cooking fats to a pioneer in providing integrated business, technology and process solutions on a global delivery platform. Today, Wipro Technologies is the largest independent Azim Permji has several achievements to his credit. In 2000, Asia week magazine, voted Permji among the 20 most powerful men in the world. Azim Permji was among the 50 richest people in the world from 2001 to 2003 listed by Forbes. In April 2004, Times Magazine rated him among the 100 most influential people in the world by Time magazine. He is also the richest Indian for the past several years. In 2005, Government of India honored Azim Permji with Padma Bhushan.

Management Team Azim H.Premji Chairman Wipro Limited SureshC.Snippety Executive Director & Chief Finance Officer Wipro Limited

T.K.Kurten CEO, IT Business & Executive Director Wipro Limited

PratikKumar Executive Vice President, Human Resources, Wipro Limited President, Wipro Infrastructure Engineering

AnuragBehar Chief Sustainability Officer Wipro Limited

MarthaBejar President Global Sales & Operations

VineetAgrawal President Wipro Consumer Care and Lighting HeadCorporateBrand& Communication V.Raja ManagingDirector Wipro GE Healthcare Pvt.

Fact Sheet Wipro is the first Indian IT Service Provider to be awarded Gold-Level Status in the Microsoft Windows Embedded Partner Program Wipro is the worlds largest independent R&D Services Provider Wipro is the world's first PCMM Level 5 software company Wipro is one among the few companies in the world to be assessed at CMMI Level 5 for V1.2 across offshore and near shore development centers World's first IT Services Company to use Six Sigma The pioneers in applying Lean Manufacturing techniques to IT services Wipro is the worlds first SEI CMM/CMMI Level 5 IT services company The first to get the BS15000 certification for its Global Command Center Functional RFID Enabled Concept Store and Global Data Synchronization Laboratory BS7799 and ISO 9000 certified Among the top three offshore BPO service providers in the world Wipro is a strategic partner to five of the top ten most innovative companies in the world* (*Technology Review Innovation Index 2005) Over 50 industry specific Centers of Excellence' 108,071 employees One of the most preferred employers for top class talent (Survey by Hewitt Associates, Fortune Magazine, and The RBL Group, 2007)

Award and reorganization Wipro is one of the most recognized and respected companies worldwide and has been awarded with innumerable corporate awards for the various milestones and innovations achieved.

2010 Wipro featured in FinTech rankings on Top 25 Enterprise companies published by the American Banker and Bank Technology News, and IDC Financial Insights. Wipro's Identity and Access Management (IDAM) Solution - IDAM-in-a-Rack has won the Global Product Excellence Award 2010 in the Identity Management Solution Category . Partner of the Year Award for Systems Integration, Applications and Middleware from Oracle. Outstanding Partner of the Year Award from Radware . Leadership Award in the Solution Partners Category by RSA, India. Indus Towers Customer Award for Excellence in Delivery- Wipro was the only IT partner to receive an award from Indus. Bharat Gaurav Award, 2010 for Nagarajan A., VP, Business Operations, Wipro Arabia for excellence in keeping Indian Flag high in other countries. Wipro receives Most Outstanding Alliance Partner of the Year Award in Asia-Pacific and Japan from HP. This is the third time in the last five years that Wipro Technologies has been recognized by HP Software and Solutions. Wipro Infotech is the Indian IT Company of the Year 2009. Springboard Research chooses Wipro for impressive revenue growth, client acquisitions and push towards Green technologies. Wipros CIGMA wins NASSCOM Award for Process Innovation as CIGMA enables customers to manage IT outsourcing engagements through business linked KPIs rather than traditional IT SLAs. CIGMA integrates cutting edge technology and process elements to deliver stability of the clients business platform at a lower cost. Wipro receives 2010 Global Impact Award from Metro Atlanta Chamber of Commerce for success in job creation and positive impact on Atlanta's economy in 2009 . 2009 Wipro E.go Notebooks ranked amongst top four notebook brands by IDC Platin um Partner Award from Hitachi Data Systems for 2008-2009 Gold Certified Partner of HP, Middle East for 2008-2009

Certified by Cisco for Master Security Specialization Enterprise Partner of the Year Award, 2008-2009 by Websense Declared Top Growth partner by Fortinet for 2008-2009 Wipro receives First Ever Teradata Partner Impact Award. The award expresses appreciation for the outstanding level of commitment in their dedicated Teradata Centre of Excellence (CoE) at Wipro campus in Bangalore, and generation of joint customer wins and contribution as an SI Partner in the APAC emerging markets. Wipro Technologies: Winner of the Global MAKE Award 2009. Also a seven-time Asian and five-time Indian MAKE Award winner Wipros website- won the Silver Awards in the Davey Awards, for Outstanding Work in Digital Design Wipro won the 2009 NCPDEP Shell Helen Keller Award for efforts in promoting equal opportunities for people with disabilities Winner of Outsourcing Institute and Vantage Partners RMMY awards 2009 for Best Performance Management Process Winner of NDTV Profit Business Leadership Awards 2009 - Software and Hardware category Wipro BPO was the winner for the Best Project Achievement in Customer Experience at the Global Six Sigma & Business Improvement Award 2009. We won the award for our Six Sigma Project for the Order to Cash delivery for a leading telecom customer Awarded the joint second position in the list of top five Green Electronics Brands as per the latest edition of the Greenpeace Guide to Greener Electronics, because of our strong focus on ewaste management and climate control Wipros website was awarded the Web Award For Outstanding Achievement in Web Development by Web Marketing Association Winner of the 2009 Asian MAKE Award- recognized for transforming enterprise knowledge into shareholder value, knowledge sharing and enterprise-wide collaboration Winner in the 2009 ASTD (American Society of Training and Development) BEST Award Best New BPO Locator Award for Wipro BPO at the International Information and Communications Technology (ICT) Awards Azim Premji receives the prestigious Global Vision Award for furthering India-US relations from US-India Business Council - June 2009

Pratik Kumar, Executive Vice President - HR, Brand & Corporate Communications received the Stevie Award Winner of Human Resources Executive of the Year - June 2009 Winner - Infomatica Retail Vertical Industry award jointly with a leading retail customer - June 2009 Wipro received the Top Partner Award for FY09 for India and SAARC - June 2009 Laxman Badiga, Chief Information Officer (CIO) features in the first-ever Global CIO 50 List instituted by InformationWeek - May 2009 Winner of the UN HABITAT Business Award 2009 - March 2009 Best New BPO Locator Award for Wipro BPO at the International Information and Communications Technology (ICT) Awards - March 2009 Winner of two awards at the Outsourcing Institute and Vantage Partners inaugural RMMY awards in the Best Enabled Relationship/Account Managers and Best Transition Process categories - March 2009 Winner of the Best Asian Executive - Services Business category at the 5th annual Stevie Awards for Women in Business - January 2009 Top Network Integration Company - Voice and Data, 2008-2009 Top Network Management Services Provider - Voice and Data, 2008-2009

Best IBM Websphere Partner for 2008 Winner of the All Stars Awards at The Network World Asia - December 2008 Authorized EMC Signature Partner in South Asia Best TSG Partner of HP in System Integrator category Network Integrator of the Year 2008 Winner of the Indian MAKE Award, 2008 recognized for transforming enterprise knowledge into shareholder value, knowledge sharing and enterprise-wide collaboration - December 2008 Recognized by Emerson Rosemount as top IT partner for Continuous Improvement in the areas of Quality, Speed, Flexibility, Service, Technology, and Cost - June 2008 Winner of The Smart Workplace Award in the Professional Services category from the Economic Times, June 2008 Winner of SAP Pinnacle Award for thought-leadership around enterprise SOA - June 2008 SAP Pinnacle

Award 2008 - Best SME Channel Partner for the Asia Pacific Region Wipro Wins International Institute for Software Testings Software Testing Best Practice Award Only Tier 1 Network Integrator, 2007-2008 - Communications Today Best System Integrator award by Netapp 2007-


Best EMC Technology Partner for the Year 2007-08

Wipro Limited (Systems &

Technology division) has been ranked by GREENPEACE in their Guide to Greener Electronics as the No. 1 Green IT Brand in India, and amongst the top four in the world among the Global Green Brands From Quality to Business Excellence As the worlds first SEI CMM Level 5 company, Wipro endeavors to deliver reliability and perfection to customers by maintaining high standards in service offerings and products, as well as internal processes and people management. We believe that business success and market leadership comes through innovation and a culture of excellence driven by our total quality management system and our business excellence model, the Wipro Way. Wipros Quality Management System Wipros customers trust the strength of the quality processes that have always assured them of timely, defect-free delivery of products and services. The Quality Management System (QMS), called Veloci-Q, is a consolidation of experiences and best practices that are also aligned to standard quality models and certification. This is dynamic, and also all encompassing, meeting specific technology and domain specific requirements with ease. The fact that Wipro has consistently been assessed and certified on critical quality models, generic and domain specific, bears testimony to the goodness of the QMS. Wipros Quality Journey - a series of firsts In line with Wipros belief in constant innovation, over the years, Wipro has been a pioneer in adopting and adapting several improvement methodologies like Lean, Six Sigma, Kaizen, etc. to further the efficiency of its processes. Wipro was the first to adopt Six Sigma in IT delivery, way back in 1998; Lean methodology was adopted from the world-class Toyota Production System for improving the efficiency of the delivery engine; again a first in the industry, in the year 2005. Wipro has become extremely proficient in the application of these methodologies for internal processes as well as in our customers organizations.

Towards Business Excellence

To enhance the value and experience that customers derive from Wipro, and achieve operational excellence internally, Wipro rolled out its proprietary Business Excellence Framework called the Wipro Way in 2006. This leverages the strong process driven culture of Wipro, brings in an outward-in transformation and a culture of service excellence. In keeping with our culture of pioneering best practices and methodologies drawn from various industries, Wipro adopted a unique, structured approach and framework to service excellence that has proven its effectiveness in the service sector. Using this framework, Wipro now offers its key customers value adds, and a steadily improving level of experience; the improvement in customer satisfaction measured through an independent, third party agency, where there has been a yearon-year improvement of over 1,700 basis points is a clear indicator of the success of this structure.

The Business Excellence Framework has also helped Wipro and its customers get more from its various process excellence methodologies. From Agile to Lean to Six Sigma, they are all now closely aligned to the daily work management practices, and are integrated into the QMS. This elevates the level of quality assurance delivered through our processes, to our customers. Novel approaches adopted from the Japanese manufacturing sector, like the five day, intense Kaizen events, that focus on improve by two or reduce by half are just another example of Wipros continued quest for excellence. Further, widespread, organization-wide training, and a consistent project approach that solves key problems using the most appropriate methods, has helped Wipro build a culture of excellence.This is amply illustrated by the following: Winner for Best Project Achievement in Customer Experience at The Global Six Sigma & Business Improvement Award 2009 at Orlando Finalists for the Process Excellence Awards at International Quality & Productivity Center, UK, 2009 Over 5,600 Six Sigma projects completed till date, engaging over 10,000 people as Green Belts, Black Belts and Master Black Belts

More than 150 practitioners of Lean have facilitated over 1,500 projects in Wipro. These projects have employed Lean principles, and demonstrated a significant upside on productivity and capability to handle requirements volatility To address complex development needs of customers, in an iterative manner, Wipro has adopted the agile methodology; so far, over 100 Agile projects have been executed successfully in Wipro

Assuring Outcome Each business is unique, and quality needs to address these unique needs. Customer expectations have evolved from where it was, to looking for a partner who can manage and assure outcomes. A look at some of our innovative approaches to enhance quality, as experienced by customers across our various groups makes it clear that Wipro has been successful in achieving this. Over the years Wipro has moved from managing processes to managing outcomes for the customers, and the quality function has closely worked to enable this successfully. Wipro has adopted ITIL to assure services delivery in the managed services space. Benchmarking the baseline with Gartner has helped us identify best in class performance, the gaps, and work on bridging the same.Further, by utilizing tools like the SLA prediction tool that has been developed internally Wipro and the customer can predict and plan for service levels more accurately. Use of SLA governance tools allows us to provide the customer online and real time visibility into actual performance, and also significantly reduce the costs associated with reporting. In the BPO space, Wipros Process Labs simulate customer environment, to help deliver best-inclass performance. A structured four step standardization approach helps standardize and automate the way we work to deliver enhanced and consistent customer experience. Innovation Ideas that change the world Change has always been driven by innovation at Wipro. We have sustained this innovative spirit in every endeavor of ours. Over the years we have raised the bar in delivering solutions that make a difference in the technology landscape while leading to enhanced value for our customers. Our innovation is driven by strong Research and Development (R&D) talent who can deliver key solutions. The Global Command Center that envisions solutions and services for our clients.

Our Advisory Board provides a strategic direction to the innovative initiatives at Wipro. The incubation of ideas is overseen by the Innovation Council who also look into the process Innovation is driven by the various Centers of Excellence (CoEs) that work on projects related to specific.


CRM Data Warehouse Portals Management Security Storage Linux and Content

Mobile Multimedia .NET Supply Chain Web Services

Wipro Lighting and Consumer Care Wipro Ltd. is today among the top business conglomerates in the world. With a $ 5 Billion turnover, it has diverse interests ranging from Information Technology to Infrastructure Engineering and Consumer Care. Wipro has a presence across 50 countries and employee strength of over 94000 employees worldwide from over 50 nationalities. Wipro Consumer Care and Lighting is today among the top 10 FMCG companies and amongst the Fastest Growing FMCG companies in India. It has a presence in over 40 countries with over 6500 employees worldwide. Wipro has 8 production plants in India and 5 overseas. The business segments within WCCLG include Consumer Care, Trade Lighting, Commercial and Institutional Lighting, Furniture, North West Switch Gear and with the acquisition of Unza in 2007, company has now acquired a global footprint.

Wipros organic growth has been led by growth in toilet soaps, domestic and institutional lighting and office furniture. Wipro has also gained from new launches Wipro Safe wash, Santoor hand wash, Santoor Face wash, Wipro Sanjeevini honey, Wipro Sweet N Healthy. Amongst the acquired brands, Glucovita and Chandrika have shown excellent growth with new variants, brand extensions and brand enhancements. Acquisition in the institutional business segment includes North West Switches. Focus on customer needs with distinctive offerings, supported by an able distribution system has contributed to the growth of Wipro

Wipro Plant Baddi The Wipro Plant at Katha, Baddi was started in 2008.It was inaugurated by Mr. Azim Premji .The Katha Production facility made its first dispatch in 2008, which makes it only 3 years old. It has the following product lines : GLS (2 Lines) and FTL (1 Line).Apart from GLS &FTLs tubes Switches, fan regulators, Motor starters, sockets, Communication modules, Hospitality modules, support modules, plates and frames are some of the major product categories. It produces about 80 different products in 8(eight) different colors resulting in a large product mix. The production facility includes the following equipments: Injection Molding machines (4 Nos), Blow Molding M/cos (2 Nos), Spot welding (2 Nose) Riveting- machines (15 Nose), and 1(one) Pad printing machine.

Products of Wipro Consumer Care Wipro Safelight- Safe and Soothing for your childs eyes. Wipro Safelight is the range of GLS lamps (Incandescent bulbs) from Wipro Lighting. Wipro Safelight bulbs are UV safewhich means they cut harmful ultra-violet radiations resulting in safe and soothing light for your childs eyes.

Wipro Safelight GLS lamps are available in a variety of wattages and color to suit all your households lighting needs. They are made in Wipros state-of-the-art manufacturing facilities and are known to be among the best quality products in the market. FTL (Fluorescent Tube Lights) Wipro range of Safelight FTLs comes in 4 variants - Regular, Premium, Ultralite and Ultra slim. Safelight Regular Safelight Regular is manufactured with high grade powder from Nichia, Japan. It emits white, bright light and has a 3 star rating from BEE. Safelight has an ISO 9002 certification for its manufacturing facility. SKUs Wattage 18W 20W 36W 40W Lumens 1015 940 2425 2650 Tube Type Slim (T8) Standard (T12) Slim (T8) Standard (T12) Packing Lot 30 30 30 30 MRP Rs. 36 Rs. 38 Rs. 38 / 42 Rs. 42 / 45

Safelight Premium Safelight Premium features no black ends and has longer life than ordinary FTLs. Another features Wattage 40W Lumens 2450 Tube Type Standard (T12) Packing Lot 30 MRP Rs. 47

Safelight Ultralite

Ultralite is manufactured with Triband Phosphor powder technology. This helps Ultralite to have a 30% more lumen output than normal FTLs. This also ensures that it has over twice the life of normal FTLs. The color rendering index is 84% making it closest to real daylight. Ultralite comes with a 5 star rating from BEE. SKUs Type Wattage Lumens 3250 3250 3150 Tube Type Slim (T8) Slim (T8) Slim (T8) Packing Lot MRP 30 30 30 Rs. 75 Rs. 75 Rs. 75

Ultralite Col 82 36W Ultralite Col 84 36W Ultralite Col 86 36W Ultra slim

Ultra slim is an energy saving fluorescent lamp. It has a very long life and ultra bright light. SKUs Wattage 28W 14W Lumens 2480 2480 Tube Type Ultra Slim (T5) Ultra Slim (T5) Packing Lot 40 40 MRP Rs. 120 Rs. 95

Enchanter. The fragrance of French romance. For centuries, romance has flourished in beautiful France, lovingly practiced by the sophisticated French. In May 1989, we painstakingly designed a lingering fragrance that would be symbolic of French romance Enchanteur Eau De Toilette. With its successful debut in the Malaysian market that year, Enchanteur ensured that romance would never be the same. Now an international range of perfumes and personal care products, Enchanteur is currently available in 36countries,With a product range that spans EDTs (Perfume), Perfumed Talcs, Body Mists, Roll-On Deodorants, Hand and Body Lotions, Shower Gels and Liquid Hand Soap, Enchanteur is here to mesmerize your senses.

When romance has so many facets, why not Enchanteur? Enchanteur comes to you in two distinct yet equally unforgettable ranges: The Romantic range, with sweet and floral-fruity notes. For when you are sweet, cheerful and confident. The Charming range with floral, powdery notes for when you want to feel classy, elegant and sophisticated. Embark on a romantic journey of your own. With Enchanteur. Drop a little French romance in every part of your day. By using different Enchanteur products. Leisurely begin your day with the Enchanteur Shower Gel. Nourish your skin with Enchanteur Hand and Body Lotion and pamper it with satiny Enchanteur Talc. If youd like to stay fresh all day long, spray Enchanteur Body Mist or use the Enchanteur Roll-on Deo and then put the finishing touch with Enchanteur Eau De Toilette. Using different products from the same range this way is called layering. And it ensures that you smell better for longer. Once youre out and about during the day, treat your hands with care. Wash them only with Enchanteur Liquid Hand Soap and ensure they stay soft and fragrant. One memorable fragrance. Different products. A long-lasting perfume, the EDTs unique French notes are designed to bring out the best in you. Spritz it at pulse points like the inside of your wrist and behind your ears, let your natural body warmth give radiate the fragrance of French Romance all day long. Available in a 50ml size, in both Romantic and Charming ranges. Bring a touch of French romance to your packed day. With the luxury of Enchanteur body mist. Just spray it on, and stay confident all day, no matter how much you do. Available in a 75ml size, in both Romantic and Charming ranges Enchanteur Talc is a fine talc that leaves your skin feeling satiny smooth. Perfumed with French fragrances, this talc adds a shimmer of romance to your day. Available in sizes of 75g, 125g, an 250g in both Romantic and Charming ranges.

For the days when youre extra packed, we present Enchanteur Deodorant Roll-On. A unique quick drying, non-sticky formula with anti-bacterial agents to prevent body odor, Enchanteur

gives you that fragrant French edge that helps you get through your hectic 24 hours. Anti-Per spirant, Whitening Roll-on, available in a 50ml size, in both Romantic and Charming ranges.

Indulge your skin. With Enchanters Hand & Body Lotion. Specially enriched with emollients to soften and moisturize your skin, this lotion is non-greasy and completely effective in keeping you. Whitening Hand and Body Lotion, available in sizes of 250ml and 500 ml, in both Romantic and Charming Rich, foamy and luxurious, Enchanteur Shower gel has moisturizing ingredients that leave a a protective moisturizing film on your skin, while perfuming it gently. Think of it as your daily indulgence. Available in your hands even while youre washing them. With Scented Enchanteur Liquid Hand Soap. A rich, creamy liquid that gently, yet effectively cleanses hands, Enchanteur Liquid Soap is enriched with moisturizers to protect delicate hands.

Chairman's Message Dear customer. It's my pleasure to communicate with all our Wipro Lighting Customers. Opening up of the economy has brought with it tremendous change in the business environment. It made the market more competitive allowing the customer more choice and also provided enough opportunities for the companies willing to listen to demands of a new customer. I am glad that at Wipro Lighting we stayed with our customers and understood their need and delivered on their expectations. Our Lighting business has grown exponentially. We emerged leaders in lighting of modern workspaces, where our team delivered the right solutions to customers. We were tuned to demands of the industry particularly the Pharma Industry where we

delivered high-end solutions for Clean Rooms. We are clear leaders in the lighting for Pharma Industry. We are the No. 1 Lighting suppliers to New Generation Petrol Retail Outlets, partnering all Oil majors in their modernization drive. We have taken the lead in providing the right solutions and ambience to the booming Healthcare segment and have serviced demands of corporate hospitals. We are the No.1 Lighting company in the area of Landscape Lighting.

Grown our Business The Wipro Lighting advantages are: Our focus on creative solutions by working closely with Architects and Consultants. Our approach towards providing our customers the latest and best technology, by integrating it in our solutions. Focus on energy savings, resulting in more value to our customers. Understanding our customer needs and willingness to customize products for them. Delivering on our Promise.

The key to growing our Lighting business further is to focus on customer profitability. Our single-minded focus would be on enhancing competitive advantage and thereby their profitability. Whether it be energy saving or creative lighting for a productive workplace, we will work as partners with our customers, understanding their unique needs and developing world class solutions that will exceed their expectations. Our Six Sigma and Quality initiatives and a common set of Values, allow us to develop competencies in our team to face any environment or assignment with confidence. A key initiative to leverage the technical depth of our human resources for customer benefits is our Innovation initiative, where we focus on developing products and solutions and products that can create customer satisfaction. I thank you for the continuing support and confidence you have placed in Wipro. We have the talent and commitment required for succeeding in the current environment. Our team is committed and dedicated to achieving customer productivity and profitability.

Spirit of Wipro

Intensity to win Make customers successful. Team, Innovate, Excel.

This is the desire to stretch, to achieve that which seems beyond our grasp. This is aiming for maximum. This is the ardor to do our best, the hunger to be the best. This is the devotion to challenging our limits, it is about realizing our potential, and about expanding our potential. It is not about winning at all costs. It is not about winning every time. It is not about winning at the expense of others. It is about working together to create synergy. It is realizing that I win when my team wins; my team wins when Wipro wins; and Wipro wins when its customers win, when its stakeholders win. It is about innovating all the time. It is a continuous Endeavour to do better than last time. It is the Spirit of fortitude, the Spirit of never letting go ever.

Act with Sensitivity Respect for the individual. Thoughtful and responsible.

At its highest vision, respect for the individual is unqualified. The core of this sensitivity lies in understanding that every being, however different, is equal. The spirit of democracy

underlies our notion of sensitivity we believe in a society where each citizen sees the ethic of equity, the essentiality of diversity, the ethos of justice, and is thus driven to social action. It is seeing each of us is inextricably embedded in the same social fabric. The other source of respect is trust. Trusting that every individual is driven by learning, that each individual would like to grow, that every individual strives for a meaningful life and is intrinsically driven to do his/her best. Therefore, true respect means creating conditions in which every individual grows to realize his/her promise and potential. We are responsible for, and have an obligation to live in harmony with, our ecological environment. We should actively act to preserve nature, and refrain from any action that harms ecology. Thus, when I act with thoughtfulness, act responsibly, act with empathy I act with sensitivity.

Unyielding Integrity Delivering on commitments. Honesty and fairness in action.

Integrity is a commitment to searching for and acting on the truth. Truth is a word with many manifestations it means keeping ones word; it also means understanding and realising ones highest vision of oneself. On integrity, there will be no compromise we will always act to establish the foremost standards of honesty and fairness. Integrity is a beacon. It is what guides us, gives us direction it is not a straitjacketing laundry list of dos and donts. Integrity is being ethical beyond doubt. It is living the law of the land in spirit. It is what will give us the confidence to stand up to any scrutiny. I am the litmus test of my integrity. For integrity is the manifestation of conscience.

"I have used Wipro Lighting for many of my projects and am very much satisfied with their products and services. Their products are aesthetically superior and more importantly offer the

Customer Sanjay Gandekar Electrical Engineer & Consultant, Pune Corporate Social Responsibility Reaching out to create new opportunities Our commitment has never been limited to the IT initiatives we execute in our daily functions at Wipro. Over the years, we have developed a clear road to realize our vision of taking our success to other sections of society who struggle to care for their own basic needs. Wipro Cares Realities keep changing in an unpredictable world. In the midst of this there arise crises that need to be immediately attended to and through Wipro Cares, we strive hard to address them. From community relief and rehabilitation in times of disasters to education opportunities, health and wellness programs for the needy, we make sure that our social initiatives touch every level of society that needs our help. Our Wipro Care program is executed with the help of our employees who are free to volunteer their services and other recognized voluntary organizations who make sure the goal is never out of focus.

Wipro Applying Thought in Schools Education is recognized as a key investment in Wipro, not only within, but also marked and leveraged as a social initiative. Through the Applying Thought in Schools initiative, we take our tagline seriously enough to build a network of social organizations committed to education reform. Education quality, research and interventions are clearly defined that our program explores.

Eco Eye

Our commitment to the ecology around us is as strong as our every endeavor. We believe that the future lies in sustainable solutions that will never interfere with our environment, an integral part of our social initiatives. With the formation of Eco Eye, we are now a business that incorporates better ecological balance in every project we execute.


There are various departments in the organization. The major departments are Human Resource Department Finance and Accounts Department Quality Department Purchase Department Raw Materials Department Maintenance Department

Human Resource Department

Structure of HR department

Human Resource plays an important role in the development of any industry andthe Nation as a whole, It is the most important resource and unique from all the other resources. The smooth running of an industry depends upon the kind of human resource it possesses any the relationship that exists with the management.

Functions of Human Recourses Department

Human Resource Planning: Human Resource Planning (HRP) is the process by which an organization ensures The right number and kind of people, at the right place, at right time, capable of Effectively completing those tasks that will help the organization achieve its overall Objectives. HRP facilitates the realization of the companys objectives by providing the Right type and the right number of personnel.

Recruitment Process The management, as a gesture of goodwill to help the loyal workmen agreed to provide employment to a son of a workman who died while in service, which was later Extended even to a workman who retires from service. Initially, there was no stipulation of age and qualification for a new recruit and in due course both qualification and age have been stipulated. The qualification required is PUC I ITI and the age limit are 25years. The benefit by the management has both advantages and disadvantages. Advantages being goodwill to the management that is intangible and succession of loyalty factor. The disadvantage is induction of workmen from different areas and culture is not possible. It should be mentioned here that the advantages weighs more than disadvantages .A workman is imparted 9 months of Training and on successful completion he will be absorbed as a workman.

Sources of recruitment

Internal Sources: Many organizations try and identify employees from within the organization to be groomed to take on higher responsibilities. Internal recruiting is beneficial, as workers know the firm culture; managers already know the workers and internal advancement can motivate the employees. Job Postings Employee referrals Temporary worker pools Previous employees

External Sources The company require workemen for existing plant as there is a shortage of manpower , so to meet the demands occurring as a result of business growth and to seek fresh ideas, the managers look outside the firm for people who have not worked at the firm before.

The External sources are. Walk-ins Employment Agencies Campus Visits

Recruitment Process 1. The HR Manager informs the HR- Recruitment team about the requirement, the number of positions available and the necessary skills. 2. A proper requisition sheet is made and the key skills and the personal characteristics desired in the person are mentioned in it. It also contains the date of issue and has provision to mention the date of fulfillment of the same. 3. He then starts working on it by sourcing resumes through all possible sources and shortlists them. 4 the final shortlists are then called for interview as per the time frame decided by the HR Manager. 5. A candidate on the day of interview has to first fill the Candidate Information Sheet and gives technical interview and if shortlisted, he then meets the HR Manager 6. He then undergoes the HR round, meets the General Manager at the site and then is offered if found fit and the components of it are explained and the offer letter is given.

Training It is an attempt to improve future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. In Wipro selected employees undergo training for 9 Months.

Identity card cum Attendance register card Punch card system is used for recording the attendance. On joining, the candidates will be given the identity cum access card that will be used to record time of entry and exit from the plant premises. This would be taken as the official record of attendance in the plant.

Payroll maintenance: Preparing the wages and salaries chart, bonus for the whole organization. All this is done based on the leave records, attendance sheets that are maintained by the HR department. After 15months of experience gratuity will be given. Maintaining PF and ESI The HR department also takes care of the Provident Fund of employees, ESI (Employee State Insurance).

Performance Appraisal: Performance appraisal is a formal, structured system of measuring and evaluating an employees job related behaviors and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organization, and society all are benefited.

Remuneration: Remuneration is the compensation an employee receives in return for his or her contribution to the organization. Remuneration occupies an important place in the life of an employee. His or her standard of living, status in the society, motivation, loyalty, and productivity depend upon the remuneration he or she receives. Typically remuneration of an employee comprises wages and salary, incentives, fringe benefits perquisites, and non monetary benefits. Remuneration of an employee is governed by external factor like labour market, cost of living, labour unions, labour laws, etc. and internal factors like companys ability to pay, job evaluation and worker himself.

Welfare amenities provided by the company

Canteen A well maintained canteen, which takes care of the employees, lunch, dinner and tea/coffee requirements. The employee gets these facilities at a highly subsidized rate.

Medical facilities The company provides the following medical facilities: Medial insurance: for self & spouse (only for hospitalization) Medical reimbursement: for self & family

Industrial Security: This refers to the security measures adopted in the factory premises. They have been working in three shifts. The security guards will safeguard the factory premises. They have to maintain number of registers as mentioned below. Visitors Register: This is meant for visitors name, address, purpose and to whom they want to see must be clearly shown in this register. The visitors will be given a pass and the same should be returned when they leave the premises. Duty Reporting Register: this is meant for security personnel. Occurrence Register: if any incidents such as theft, accidents, etc. may happen, then that should be recorded in this register. Material Movement Register: Materials movement register refers to any materials that are entered into the organization or going out of the organization will be recorded in this book. In-Out Register: This register is maintained for the attendance purpose of the staff and the operator regarding there in and out time in the company during working hours Finance and Accounts Department

Finance Department structure-

This department is responsible for the whole financial transaction of the company .This department deals with the collection of funds and maintenance of income and expenditure of the company

Functions The payment of bill for materials purchased based on the receipt of receiving receipt and invoice from the stores.

It also deals with the payment of customs, income tax, Sales Tax, Value Added Tax(VAT),Sun VAT, Service Tax and payment of freight charges for bringing materials to the company stores Handling Company Law Matter Purchase and sales Entries It prepares and maintains journal book, ledger accounts, profit and loss accounts, balance sheet for every year and annual reports. Filling ROC/MCA Company Statutory filing It estimates the future requirements of funds and makes decisions regarding such funds. Interacting with BSE Debtors and Creditors Management

Structure of Finance Department

Quality department

The quality department is responsible for checking the quality of the raw material and finished products apart from process validation. The department is also responsible for testing of the new product launch and also for the launch of the products that conforms to the test standards. Responsibilities Quality Inspections: Quality Inspections are carried out to ensure the required specification of product and is carried out in the stages of manufacturing.

Stucture of quality Department

Purchase Department:

Purchasing involves the procurement of materials of right quality because if the material is of low quality it can affect the quality of the finished product; of right price because higher price increases the cost of production which can affect the sale; on the right quantity so that there may be no bottlenecks at the production level at the same time the inventory level may not be too high; and at the right time so that the goods produced can be sold in the market in right time The objective of this department is to receive, store, preserve and deliver the maintenance of spares, safety equipment and items of general use and after the materials are issued the receipt goes to finance department for further calculation. Responsibilities . Stores department must supply the raw material to the concerned department as per the demand of the required department. Certification of bills-Checking whether the purchase order is right and verifying if the physical stock has come or not. If it matches, the order is certified and then passed to finance department for the payment to the vendors. Valuation of general stores, dyes and chemicals- Seeing the bills & checking if VAT should be applied or not & getting the final price of the product. Accounting of stores. Supporting inventory control management. Receiving incoming materials and storage. Maintenance of records Issue of raw material / vendor items Filing central Excise monthly report and Maintaining Sun VAT documents.

To monitor stock levels and follow up with purchase. To monitor consumption pattern of high cost imported items.

Structure of Purchase Department

Raw Materials Department: This department is responsible to ensure that the right material of the right quality and quantity is available to the production department at the righttime. Raw material cell in charge has the following responsibilities; 1. To keep close follow up on day today receipt of raw materials for the quality and quantity.

2. To co-ordinate with purchase department for maintaining optimum stock required for process during the month as per navigation and actual requirements.

3. To verify all books stock with physical stock inventory.

4. To verify all records of receipts & stocks

5. To instruct supervisors for corrective steps during day to day receipts

6. To develop vendors by interacting to get correct quality materials.

7. To arrange receipt schedule according to the requirement for the user department.

8. Proper Storage: Material should be stored in such a manner that Easy access, No leakages / damages, Covered storage

9. Timely Issue: Inspected Raw Material should be issued to Production Department without any delay.

Structure of Material Department


This section will look after mechanical and electrical maintenance. Since this is the process industry, several special types of machines are used. For the maintenance department, starting time is receiving the complaint, down is getting the requisition slip and end time is handing over

the machine to production department.

RESPONSIBILITIES: Effective installation of all machines and equipments. Co-ordinate with machine suppliers. Spares management. Breakdown maintenance. Plant electrical maintenance. Preventive maintenance. Predictive maintenance. Machine capability test and cleaning.. Maintenance of fixtures/tools and verification. Job setup and verification. Proactively seek to identify and control potential health, workplace and fleet safety hazards.



Progress and prosperity of a country's economy largely depends on the growth and development of its industrial sector or all the factors of production, and the human factor plays a decisive role in achieving this goal.

An organization is a human grouping in which work is done for the accomplishment of some specific goals or missions in a business organization. The personnel function constitutes a paradoxical one. It is this human resource which is of large important in the success of any Organizational setting or human and social rather than physical, technical or economic managers. A manager whether in charge of a production or a marketing function deals with human beings

and gets his work to be done through and with people. Through his own attitude as a manager he can be either damper or encourage initiation.

It is a voluntary act on the part of the worker, in other words, it is without prior permission of the superior, a worker absents himself from the work. If a worker absents himself from a work with the prior permission of his immediate superior, it is not absenteeism. Thus, absenteeism is unauthorized

The incidence of absenteeism increases in the situation where physical working conditions are poor. Environmental stress or distractions such as excess of temperature, unpleasant noise, fumes, inadequate light and ventilation, and unhappy work associates can significantly affect attendance to a greater degree than the attitude towards the company, the pay, or work itself. In common terms "Absence" refers to all "stay away" from work whether authorized or unauthorized.

According to Richard M Jones, "absenteeism is the manifestation of a decision by an employee not presents himself at his place of work at a time when it is planned by management that he should be in attendance and when he has been notified by such expectation".

Absenteeism is no doubt, a symptom of employee discontent and industrial unrest, but lowering of employee satisfaction and morale. The need for effective management of the problem of the absenteeism is thus real and urgent.

Thus this problem can be described as the Symptom of labour unrest. Therefore, results in loss of production, increase in labor costs and reduce efficiency of operation.

While, it may not be possible to eliminate the absenteeism completely, the timely proper action by the management could minimize and keep the absenteeism within the reasonable level.

Types of Absenteeism Absenteeism is of four types via: 1. Authorized absenteeism 2. Unauthorized absenteeism 3. Willful absenteeism 4. Caused by circumstances beyond ones control Authorized Absenteeism:If an employee is absent himself from work by taking permission from his superior and applying for leave, such absenteeism is called "Authorized absenteeism". Unauthorized absenteeism:It an employee is absent himself from work without informing or taking permission and without applying for leave, such absenteeism is called Unauthorized absenteeism". Willful Absenteeism:If the employee is absent himself from duty willfully, such absenteeism is called willful absenteeism. Absenteeism caused by circumstances beyond one's control: If an employee is absent himself from duty owing to the circumstances beyond his control like involvement in accidents or sudden sickness, such absenteeism is called "absenteeism caused by circumstances beyond one's control Common Features of Absenteeism 1. The rate of Absenteeism is highest on pay day or next to pay day OJ bonus, where as employees either feels like having a good time with their family or the entertain himself for i.e., drinking liquor, gambling etc a. 2. Absenteeism is generally higher in the night shift than in day shift due to discomfort. 3. The type of job also influence and employee, on continuous heavy work has higher assured rather than those on light work. 4.There is a close association between the levels of education of an employee. 5.Skilled employees abstain themselves from work less frequently and for a short duration that those who are less killed. 6. The higher the monthly earning of an employee the higher is the absence rate.


There is different method of calculating absenteeism, for this purpose factories hold maintain separate records of each employee giving full details of attendance and also cause of absence. In India, there is no specific method adopted for calculating absenteeism in a particular industry, as it is done in western industrial countries. The formula AXL/F applied for calculating the absenteeism. According to this. Formula , absenteeism is the total number of days lost time divided by the total number of days that could have been worked in a full month of 26 working days by all the workmen. Here, 'A'-Represents the percentage of absenteeism. 'L'-Represents the number of man-days lost. 'F'- Represents the total number of scheduled man-days.

The general practice in industries to calculate absenteeism is as under: The formula given by the labour department, Government of is widely used to calculate the rate of absenteeism No. of employees absent X 100 = Percentage of No. of employees scheduled to work absenteeism No. of man days lost during the month due to absence X 100 No. of man days scheduled to work In an industry, both the formulas are applicable. The first formula is helpful to calculate the percentage of absenteeism the industry as a whole. And the second formula is helpfu1 in calculating the percentage of time lost per individual and it is accurate.


Various studies have proved that the root cause of absenteeism is multifarious. For analytical purpose, we can divide these causes in to three major categories; they are job related factors, social cultural factors and personal factors.

Job related factors:

A number of causes are found under the job related factors. The employee gets the wages is not satisfactory to him. Hence, he might fetch more money. If he finds that, he may not be able to complete it on time; he will naturally stay away from work. This creates the problem of absenteeism. Many of our industries are situated in suburban areas and many of the jobs are drawn by the people of neighboring rural areas they were a people who enjoyed a leisurely way of doing their village. They were doing interesting work; by they now find their work dull, monotonous and uninteresting. If the worker is not satisfied with the supervisor or even if he is not satisfied with the fellow workers, he is likely to be absent form work because he does not want to face them. Job dissatisfaction is cited as another cause for absenteeism. This might be due to many causes such as insufficient wage, lack of recreational facilities, etc.

2. Socio-cultural factors:

Inadequate housing facility are another cause for absenteeism, in other words, the houses were majority of the workers are living are overcrowded and ill ventilated. These circumstances result in poor health of a worker and hence he is forced to stay away formwork periodically. An industrial worker in India enjoys more leave and holiday benefits. Along with national and festival holidays he gets 30 days annual leave plus casual leave and sick leave this holiday helps the worker to take few days more and stay at home though special holidays are sanctioned on the occasion of festivals. Many workers who go to their village tend to over stay time.

Insufficient transportation is another accuse for absenteeism. It is not the physical distance that matters, but the time involved in traveling. Lack of proper recreation facilities in the company may be another reason for absenteeism. When the worker finds that he cannot spend his leisure time helpfully. He will seek enjoyment else, where which will interface with his attendance. He might take up drinking or gambling or indulge in other unhealthy activities. Next day morning he woke up fired. Worries deciding to stay at home.

3. Personal difficulties:

Finally under the category of causes pertaining to personal difficulties and experience of the worker. Quite a few reasons for absenteeism can be found sickness is universal factor for absenteeism. In order to attend the work regularly, the worker should have good health. Statistics have shown that, sickness in the workers family often necessary for his presence at home. Indebtedness of the workers in another cause, which prompts the worker to stay away from work. The average Indian worker has one foot in the factory and the other on the farm. He retains his strong live with his village. He is not committed very much to the industrial way of life. He visits his native village more often for harvest operations or for social causes such as wedding ceremonies and soon. this increases the rate of absenteeism. As a result, workers who came from village on the slightest pretext, thereby cresting the problem of absenteeism. Poor supervision, lack of team work and co-operation and difficulties faced by the workers who often try to stay away from work. A supervisor can make the job an interesting one or a miserable one. The following are the causes of absenteeism

Nature of work:

If a worker gets tough an monotonous job, he likely to be absent for the job, because the worker gets tired physically and mentally.


It is the major cause for absenteeism particularly in India industries. It is because of lower wages and imbalanced diet that makes the workers to fall in sick.

Poor working conditions:

In Indian industries, working environment is unsatisfactory and working conditions are very poor, so that workers are likely to be frequently absent, because lack of drinking water and canteen facilities, absence of medical ,air, poor relations with co-workers and supervisor etc., make the environment unpleasant and create absenteeism. Unhealthy working conditions like irritating and intolerable working conditions exist in factories. Heat and moisture, which affects his hearing capacity, bad lighting conditions which causes eye strain . Besides dust, fumes, overcrowding etc. , all these workers health causing him to remain absent.


Indian industries are highly accident prone .Accident lead to physicaland mental injuries. This result in absenteeism.

Migratory character of labour:

Absenteeism also result due to migratory character of labour. Many workers who live in nearby rural areas they visit they native places. Moreover, in busy agriculture season, they return to their villages to look after their sowing and harvest and absent themselves from the job. This is a common phenomenon in construction and other industries where skilled workers are not required. Lack of housing and transport facilities: in big cities, there is a major problem of housing in the absence of company quarters; the worker stays at long distance and travel daily by public

transport system. Sometimes, it cause delay in reaching factory in time. Thus, housing and transport problem in absenteeism.

Social and religious cause:

Social and religious functions divert worker from work to social activities. In a large number of cases, the proportion of absenteeism due to other causes including social and religious causes. Sociological factors in our country also cause absenteeism with our religious festivals. The workers have to enjoy these festivals. This causes absenteeism.

Industrial fatigue:

Low wages compel a worker to seek some part time job earn some side income. But, this often results in absent for the extra days work. If fatigue affects him seriously, his absence may continue for quite some time.

Maladjustment with factory conditions:

As worker continues to live in the city. Urban life becomes distaste tohim, because of the sanitary conditions prevails there. He finds himself caught with in great factory walls. He is bewildered by heavy traffic by jostling by strangers speaking different languages. He is confused by different languages. He is confused by different religious, tastes etc., he is subject to strict discipline and is ordered by strangers to do the things, which he cannot understand. As a result, he is under constant strain, which Causes him serious distress and impairs his efficiency. All these factors tend to persuade him to contacts with his villages.

Poor management system:

When the managers consider the worker as their tools, the rate of absenteeism increases. In the absence of proper management control, workload, shift arrangements and personnel policies etc., the rate of absenteeism will be high.

Absence of adequate facilities:

Absenteeism is also due to the inadequate welfare facilities available to workers, for a vast majority, if industrialists in India still look upon welfare facilities as a barren liability rather than wise investments.

Miscellaneous causes:

Apart from the above: there are so many other causes, which causes absenteeism. These are bad weather. other income earning activitism., family responsibilities, no proper leave arrangement, night study, hobbies and sports etc. organization provide proper housing facility to its employees within the vicinity of the factor. The long hours of joumey and inadequate transport facility result in the workers Absence. Therefore facility like housing, transportation, marketing, good station, day nurseries, schools etc, should be provided to the workers by the management which will be mutually beneficial to both. Through this the factory will improve productions or productivity and the workers will reap the advantage of increased earnings and to ensure better living.


Excessive absenteeism is harmful to both employees and employer in the following ways: Regular flow of work in the factory is disturbed. Orders cannot be executed in time as production schedules are upset or delayed.

Overall production declines. There is considerable increase's in overtime bill. Quality of work suffers because casual workers employed to maintain work schedules are not properly trained. Work pressure on employees who are present increases. Repairs and maintenance cost increased due to breakdown of machinery by inexperienced workers. Incidence of industrial accident increases. Reduction in earnings increases indebtedness from duty Workers who are habitually absent may be removed from services causing a great hardship to him and their families


Absenteeism is a serious problem fo a management, because it involves heavy additional expenses. Reserves and understudies are kept in readiness to take the place of the absentees, failing which the over head cost of headed equipment has to face. Industrial employees do not usually ask leave of absence in advance or even give notice during their absence as to him long they would be away. The management generally uncertain about the probable duration of an employee absence and cannot take appropriate measures to fill the gap. The management should take remedial steps to reduce absenteeism. However, it is not to possible to eliminate the absenteeism together as regards, measures to be adopted to remedy the situation. The labor investigation committee,1946 was of the opinion that; "proper conditions of work is factory, adequate wages, protection from accidents and sickness, facilities for obtaining leave for rest and recreation constitute the most effective means of reducing absenteeism."

It should be noted that no single measure can be effective in controlling the absenteeism; but a skillful combination of various measures would definitely lead to the desired results. The measures are as follows:

l. Adoption well defined recruitment procedure:

The selection of employee on the basis of communal, linguistic and family consideration should be discouraged and avoided. It is necessary that the people with right skills and intelligence are hired. They should be placed at proper places according to their skills capabilities aptitude and interest. "The right person at the right place and at the right time" .principle should be followed. The management should look for aptitude and. ability in prospective employees and should not easily yield to pressure or personal likes and dislikes. Application blanks sold invariably be used for a preliminary selection and as tools for interviews. The personal officer should play more effective role as a coordinator or information provided that he has acquired job knowledge in the function of selection. 2. Provision for healthy hygienic working condition:

In India, where the climate is warm and most of the work involve manual labor. It is essential the works should be provided proper working conditions. The facilitates of drinking water, canteen, toilets, rest rooms, lighting ventilations need to be improved any of these help in keeping the employee cheerful an increase productivity and the efficiency of operations throughout the plant . 3. Provision for reasonable wages and allowance and job security for workers:

Some of the employees determined his as well as his family members standard of living. This single factor is important for him than any other. The management should thereof, pay reasonable wages prevailing in different unit of the same industry, in the same area and neighboring areas, productivity oflabor and general Effect of rising wages in neighboring industries.

The allowance that may be paid to workers should include old age allowance, length of service allowance, position allowance, special job allowance, good attendance allowance, transportation allowance housing allowance and so on, so that the worker may have and know the security of employment.

4. Motivation of workers; welfare and social measures:

The management should recognize the needs of the workers and it offers them adequate and cheap housing facilities, free or subsidized food, free medical and transportation facilities from their residence, Educational facilities for their children and other monetary and non monetary benefits. Their genuine difficulties for example, their need of money at the time of marriage, dead, family illness and disablement should be recognized by the management and it should try to help them in this regard. As for social security measures such as the provision for provident, all these need to be improved So that workers may have a sense of belonging. 5. Improved communication and prompt redressed of grievances:

Since a majority of the workers are illiterate, they do not understand bulletins a written notice, journals and booklets. Therefore, timely illustrations and instruction and instruction meeting and counseling are called for written communication becomes meaningful only when worker can read and understand. As for settlement, the management should recognize that a delayed grievance might become a complicated case. A procedure for fair and prompt redressed of grievance is therefore essential. It would be better if the various units adopt the model grievance procure. Supervisors should be trained to handle a worker grievance is an informal and human manner.


Employee absenteeism due to illness implies costs for their employer due to the employee replacement costs and decreased productivity. As a result, employee experience incentives to

reduce absenteeism. Little is known, however, about the effectiveness of interventions that aim at reducing such absenteeism is prolific, but research in to the effectiveness of intervention is scarce.


The study distinguishes three types of interventions aimed at reducing absenteeism: Procedures regarding absenteeism of employees. Intervention improving occupational health and safety. General human resource management procedures. The first group of intervention involves procedures regarding absenteeism. These interventions by increasing the probability that shrinking will be discovered. Heighten the costs incurred by an employee reporting himself absent. The superiors are made responsible for the sickness of absenteeism of his/her employees. This responsibility can be formalized in. certain procedures, which can be centrally monitored by one person (usually an employee from the HRM department) these procedures describe where employees has to be contracted, and whether this contact should be performed by telephone or through a visits if an employer suspects shrinking. ash agencies are sick pay insurers offer the services of searching for a hospital with shorter waiting lists in order to reduce waiting times for medical treatment. The second group of interventions, which is more general and aims at improving working conditions, seeks to reduce sickness absenteeism and shrinking by making work more agreeable. These interventions include the following: Producers concerning working conditions and certification of these procedures by an independent agency. Appointment of coordinator for working conditions, also coordinates improvements. Risk assessment and evaluation (RA&E) which is performed either by the firm itself or by the ash agency or a third party.

Risk assessment implies that labour conditions in the firm are systematically checked to evaluate whether they entail risks for the employees. The results are documented. The third group of interventions consists of general human resource management policies aimed at increasing productivity and job satisfaction. These interventions enhance the work benefits enjoyed by the employee. In this connection, the study analyses the effects of regular performance interviews.

LIMITATIONS OF REPORT An analysis has been done as per the objectives and attempt has been done to study each and every parameter to make it more useful and to the mark. Effort has been done so that information collected is correct for the subject studied but there are some limitations which are as follow. Study has been undertaken only on 50 workers of Wipro. Which cannot provide the information of general public? Information provided may not be true as some of them closed want to tell exact figures. Analysis in done on 50 workers only. So the same cannot be imposed on whole population.

Research Methodology



To study and analyses the factors causing absenteeism among workmen.


1. To study the various economic factors that causes absenteeism.

2. To analyze the working conditions and welfare measures provided.

3. To study the workmen's relationship with supervisor and co-workers.

4. To identify the workmen's stress in the working environment.

5. To find how many days the workmen take leave per month and the awareness of attendance bonus.

Meaning of reserch . Research in common parlance refers to a search for knowledge. The advanced learners dictionary of current English lays down the meaning of research as a careful investigation of enquiry specially through search for new facts in any branch of knowledge. The systematic approach concerning generalization and the formulation of a theory is also research. The purpose of research is to discover answers to questions through the application of scientific procedures. Research Design A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. - JOHN.W.BEST Research may be defined as any organized inquiry designed and carried out to provide information for solving a problem. - EMORY

Research is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. Descriptive Research Design Descriptive research design studies are those studies, which are concerned with describing the character of a group. The researcher makes a plan of the study his research work. That will enable the researcher to save and resources such a plan of study or blue print or study is called a research design.

POPULATIONS AND SAMPLE PLAN The population consists of Workers in Wipro. For present study a sample of 50 workers were taken. Convenience sampling technique was used to select the sample units.

DATA COLLECTION The collection, of data regarding the awareness was both from primary and secondary source of information. Primary data was collected by using the interview method and questionnaire method for worker. Secondary data was collected from past company recrds or newspaper and booklets. Questionnaire containing both closed and open ended questions

ANALYSIS OF DATA For analyzing the data collected firstly a master table was prepared to note down the responses in a tabular form.

ANALYSIS AND INTERPRETATION The present chapter includes the analysis of the primary and secondary data collected from the worker through the questionnaires. A total of 50 Workers were taken and were personally interviewed with the help of structured questionnaire to get the information regarding Absents.

According to the first objective, "To study of why the absenteeism happens in Wipro following results are:

Table 1.1How many year working with the wipro ltd:


03-06 month

6mont-1 yr 10

1-2 yr

2-5 yr

No.of workers




working with wipro

30 25 20 15 10 5 0 03-06 month 6month-1 yrs 1-2yrs 2-5 yrs

working with wipro

From the above table it is clear that 05 worker are doing a working three to six month or 10 worker are doing work in six to one year or 28 worker doing a work in between one to two yrs and 07 workers are doing a work between two to five years. So that average of worker doing a work in permanent.

Table 1.2 How often remain absent in a month Options No.of Worker. nil 0 once 5 twice 20 <- twice 25

Absent in a month
30 25 20 15 10 5 0 nil once twice <-twice

Absent in a month

From the above table it is clear that out of the total sample of 50 workers 05 workers are absent in a one day for a month or 20 workers are absent in a two days in a month and 25 worker are absent more then two days in a month Which shows that the more no of workers absents in a month.

Table 1.3 main reason for employees absent Options Health problem No.of workers 10 15 Stress Work dissatisfaction 12 Working Environment 13

reason for employees absent

16 14 12 10 8 6 4 2 0 Health problem Stress Work dissatisfaction work.evt reason for employees absent

From the above table it is clear that out of the sample of 50 workers 10 workers are absent for a health problem or 15 workers are absent for a work stress 12 workers are absent for a work dissatisfaction and 13 workers are not like a working environment. Which table shows more workers are absent for a work stress.

Table 1.4 Which place you come in company Options Nearest from co. No.of workers 18 other place 25 07 Stay co. Quarter

place you come in co.

30 25 20 15 10 5 0 Nearest from co. other place Stay co.quarter

place you come in co.

From the above table it is clear that out of the sample of 50 workers 18 workers are coming from nearest of co. or 25 workers coming from the other place or 07 workers are coming from a co. Qurter . which incate the more workers are coming the out sides of places thet should also creats the absenteeism.

Table 1.5 Clear about a work Options Well clear Good Fairly clear No.of workers 15 10 18 07 Dont know

Clear about a work

20 18 16 14 12 10 8 6 4 2 0 Well clear Good Farily clear Dont know Clear about a work

From the above table it is clear that out of the sample of 50 workers only 15 workers are well clear the work What Are a doing. Or 10 workers are good knowledge for a working or 18 workers are fairly clear about a work and 07 workers are Dont know the works so that chart shows the working knowledge fairly clear for a workers.

Table 1.6 up to what extent you are satisfied with your work? Options Highly satisfied satisfied Neither satisfied or dissatisfied No.of workers 05 08 08 17 12 dissatisfied Highly dissatisfied

What extant you are satisfied your work

18 16 14 12 10 8 6 4 2 0 Highly satisfied Neither satisfied or dissatisfied dissatisfied satisfied Highly What extant you are satisfied your work

From the above table it is clear that out of the sample of 50 workers only 05 workers are highly satisfied with the work or 08 workers are satisfied or 08 workers are neither satisfied or dissatisfied with work 17 worker are dissatisfied the works and 12 worker are highly dissatisfied. That is also reason for absenteeism.

Table 1.7 Working environments Options Excellent Good 05 Fair 08 Poor 20 Very poor 14

No. of 03 workers

working environment


15 working environment 10

0 Excellent Good Fair Poor Very poor

From the above table it is clear that out of the sample of 50 workers only 03 Worker is tell the working environment is excellent or 05 workers are tell working environment is good or 08 workers are tell the environment is fair 20 workers are tell the working environment is poor and 14 workers are tell the working environment is very poor. Which shows working environment is cause of absents.

Table 1.8 Relations with your superiors / co-workers Options Excellent Good 07 Fair 08 Poor 17 Very poor 14

No. of 05 workers

Relations with your superiors / co-workers

18 16 14 12 10 8 6 4 2 0 Excellent Good Fair Poor Very poor Relations with your superiors / co-workers

From the above table it is clear that out of the sample of 50 workers only 05 Worker is tell the excellent relation with superior or 07 workers are tell good relation with superior or 08 workers are tell the fair relation with co worker. 17 workers are tell the is poor relation with superior and

14 workers are tell the is very poor relation with superior Again it becomes a de- motivational tool in minds of workers which can also makes them, which also become a factor for workers to remain absent

Table 1.9 Seniors cooperation Options Yes No No. of workers 17 4

20 15 10 5 0 Yes No
From the above table it is clear that out of the sample of 21 workers only 17 workers are agreed with the statement that seniors always cooperate with them while 4 workers doesnt agree with the statement so its clear here that workers doesnt cause absents due to seniors cooperation.


Table 1.10 Personal Issues Options Yes No No. of workers 6 15


15 10
5 0



From the above table it is clear that out of the sample of 21 workers only 6 workers have some personal issues while 15 workers states that they have no personal issues. Here in this case personal issue is a reason but not at large scale which makes maximum workers to remain absent from company.

Table 1.11 Emotion overtakes me Options Yes No No. of workers 9 12

From the above table it is clear that out of the sample of 21 workers only 9 workers are agreed with the statement that emotions overtake them while 12 workers doesnt agree with the statement here in this case emotions are playing a moderate role in making a worker absent because sometimes the emotions of worker are hurt knowly or unknowly by seniors or by another workers which makes him depressed which causes absenteeism.

Table 1.12 Part time job Options Yes No No. of workers 6 15

20 15 10 5

Yes No

From the above table it is clear that out of the sample of 21 workers only 6 workers are agreed with the statement that they are doing a part time job while 15 workers doesnt agree with the statement. Sometimes workers have to remain absent from company because of the demand of another company in which workers are doing a part time job because of higher wages worker tend to do an absent in company. But here in this case part time job is a factor for absenteeism but not at a very large scale because no. of workers who are doing part time job in the sample are low as compared to who are not doing a part time job.

Table 1.13 Workload is in excess. Options Yes No No. of workers 8 13

15 10

5 0 Yes No
From the above table it is clear that out of the sample of 21 workers only 8 workers are agreed with the statement that work load on them is in excess while 13 workers doesnt agree with the statement. Workload also creates absenteeism in the company because workers feel tired after coming back from work or sometimes it causes illness or scarceness in the mind of the workers, which causes absenteeism. In this case workload is a moderate no. of workers feel workload on them is in excess so its a factor that can create absenteeism in company

Table 1.14 Shift Timing suits me

Options Yes No

No. of workers 11 10

11.5 11 10.5 10

Yes No
From the above table it is clear that out of the sample of 21 workers only 11 workers are agreed with the statement that shift timing suits them while 10 workers states shift timing doesnt suits them. Those for whom shift timing doesnt suit can be irritated from their work resulting absents from the company

Table 1.15 Home is far Options Yes No No. of workers 18 3

20 15 10 5 0 Yes No
From the above table it is clear that out of the sample of 21 workers 18 workers are agreed with the statement that their home is far from the company while 4 workers states that their home is near. For those whom home is far requires a much more time to go there and come back there and also there stay time will be more at home and also in case of any emergency he will require more holidays as compare to others so their absenteeism level will be more. More will be the farness from home more will be the rate of absenteeism. Summary and Findings Summary: In these days in Wipro the absenteeism level of the workers is very high the numbers of workers doing absents in the organization is just equal to the number of workers present in Wipro and mainly in production section man power is the key what the organization is lacking these days because of various reasons.


Findings: According to workers: Workers families depend on them. Many of workers have health problems They like working environment They dont like the food provided to them in canteen. Seniors attitude towards them is good Workload on them is in excess Shifts timing not suiting them They are doing part time jobs They are finding job somewhere else


Top Management needs to be supportive.

Workload should be decreased

Quality food should be provided to them

Rewards should be given for hard work

Salary needs to be revised as workers can leave the part time job

Shift timing needs to improve \

References Books: Research Methodology by C.R. Kathori Labor Law Newspapers, magazines, booklets etc Websites: http://www.Wipro http://www.wipro Consumer http://www.wipro http://www.Wipro http://wwwwipro lighting .com/initiativesaffiliations/wecare


Personal Information Name ..Age. Sex..Job status.

1. For how many years you are working with the Wipro lighting consumer care Ltd.? (a) 3-6 month (b) 6 mont-1 yr (c) 1-2 yr (d) 2-5 yr

2. How often you remain absent in a month? (a) Nil (b) Once (c)Twice (d) < Twice

3. From which place you come in company? (a) Nearest from company. (b) daily travel from other place (c) Stay in company Quarter

4. According to you what is the main reason for employees absent? (a) Health problem / domestic reasons (b) Stress (c)Work dissatisfaction (d) Working environment (e) Other If other, then write down the reason..

5. Are you clear about your work / job responsibilities? (a) Well clear (b) Good (c) Fairly clear (d) dont know Up to what extent you are satisfied with your work? (a) Highly satisfied (b) satisfied (c) Neither satisfied or dissatisfied (d) dissatisfied (e) Highly dissatisfied 7. What are Your views regarding the working environment of Wipro lighting consumer care. Ltd.& work place? (a) Excellent (b) Good (c) Fair (d) Poor (e) very poor 6.

8. How are your relations with your superiors / co-workers? (a) Excellent (b) Good (c) Fair (d) Poor (e) very poor

9. How is Your superiors behavior towards your problems? (a) Excellent (b) Good (c) Fair (d) Poor (e) very poor

10. Upto what extent you are satisfied with the welfare measures provided by the company? (a) Highly Satisfied (b) Satisfied (c)neither satisfied or dissatisfied (d) Dissatisfied (e) highly dissatisfied

11. I feel my work stressful. ? (a) Strongly agree (c) neither agree or Disagree (e) highly dissatisfied 12. I feel boredom in my routine work. ? (a) Strongly agree (c) neither agree or (e) highly dissatisfied

(b) Agree (d) Strongly Disagree

(b) Agree (d) Strongly Disagree

13. What are Your views regarding the shift timeing of Wipro lighting consumer care. Ltd.? (a) Excellent (b) Good (c) Fair (d) Poor (e) very poor 14. What are Your views regarding the rewards given for hard work of Wipro lighting consumer care. Ltd.? (a) Excellent (b) Good (c) Fair (d) Poor (e) very poor

15. Are you doing any part time job with this work? (a) yes (b) No (c) on weekend


Are you finding the job somewhere else? (a) Yes (b) No

17. What action are taken by the organization when you remain absent? ..

18. Which factor will motivate you the most to attend regularly.? (a) Change in management style (b) change in working conditions (c) more incentive /bonus (d) improvement in attendance policy (e) Recognition of work Any suggestions / Comments __________________________________________________________ _________________________________________________________