Anda di halaman 1dari 58

Introduction to Quality of Work life

The term refers to the favorableness or unfavourableness of a total job environment for
people. QWL programs are another way in which organizations recognize their
responsibility to develop jobs and working conditions that are excellent for people as well
as for economic health of the organization.

The elements in a typical QWL program include open communications,


equitable reward systems, a concern for employee job security and satisfying careers and
participation in decision making. QWL programs usually emphasize development of
employee skills, the reduction of occupational stress and the development of more co-
operative labor-management relations. Vigorous Domestic and International competition
drive organizations to be more productive. Proactive managers and human resource
departments respond to this challenge by finding new ways to improve productivity.
Some strategies rely heavily upon new capital investment and technology. Others seek
changes in employee relations practices. Human resource departments are involved with
efforts to improve productivity through changes in employee relations. QWL means
having good supervision, good working conditions, good pay and benefits and an
interesting, challenging and rewarding job. High QWL is sought through an employee
relations philosophy that encourages the use of QWL efforts, which are systematic
attempts by an organization to give workers greater opportunities to affect their jobs and
their contributions to the organizations overall effectiveness. That is, a proactive human
resource department finds ways to empower employees so that they draw on their brains
and wits, usually by getting the employees more involved in the decision-making
process.

1
Need and Importance of the study

Today organization needs to be more flexible so that they are equipped their work force
and enjoy their commitment .Therefore, organizations are required to adopt a strategy to
improve the employees Quality of Work life .To satisfy both the organizational
objectives and employees needs, one of the way to accomplishing Quality of Work life is
through job design.

2
Scope of the study

The scope of QWL movement which originally included only job redesign
efforts based as the socio-technical system approach has gradually widened very much so
as to include a wide variety of intervention such as quality circles, suggestion schemes,
employee participation, empowerment, autonomous work teams etc. they have described
in the following pages. While the specific of these intervention vary each case the
common elements in all there intervention seem to be as under

1. Restructuring of multiple dimensions of the organization by instituting a


mechanism.

2. Focus on work team.

3. Autonomy in planning work.

4. Focus on skill development.

5. Increased responsiveness to employee concern

3
Objectives of the study

1. To find out reasons for Quality of Work life in Penfos Systems Pvt Ltd
2. To find out effects of Quality of Work life in Penfos Systems Pvt Ltd
3. To find out way to improve Quality of Work life in Penfos Systems Pvt Ltd
4. To gain an insight into current working time policies and practices, as well as
work life balance issues in Penfos Systems Pvt Ltd
5. To Complement Existing foundation data and research on working time largely
based on surveys of individual workers and on literature reviews in Penfos
Systems Pvt Ltd

4
Research Methodology
Research can also be defined as a scientific and systemic search for potential information
as a specific topic. In fact research is an art of scientific investigation. The objectives of
research are.

To gain the familiarity with a phenomenon


To determine frequency with which something occurs or with which it is
associated with something else.
To test the hypothesis of a causal relationship between variables

Type of Research:

The research design used in this study is of descriptive research.

Descriptive Research:

It involves surveys and fact-finding enquiries of different kinds. The major


purpose of the descriptive research is the description of the state of affairs, as it exists at
present. The main characteristic of this method is that the researcher has no control over
the variables, be can only report what is happening.

Data Collection
For any statistical enquiry the collection of data or information is done through
principle sources identically i.e., by primary sources and secondary sources of data.

Primary Data
Primary data are those which are collected a fresh and for the first time. Primary
data for the study is collected through questionnaire and questionnaire is used closed
form.

5
Secondary Data
Most of the data used for the study is secondary in nature and has been collected
from the company and from the records of Penfos Systems Pvt Ltd.

Sampling Procedure:

Sample:

A sample is small portion or separate part of a whole population a presenting its general
qualities as far as possible. This is small portion selected from the population reflecting
its characteristics. The term of sample refers to the investigation of the whole population
or universe.

Sampling size:

Sample size is used for the study of 30 from the total population.

Sampling Technique:

The sample technique is used for the study is simple random sampling.

6
Limitations of the Study

1) Sampling size is restricted to any certain limited employees


2) Due to lack of time the study could not cover all the employees
3) The study may not reflect the options of all the employees
4) Data analysis done is totally based on the information that is collected from the
questionnaire.

7
INDUSTRY PROFILE

SOFTWARE INDUSTRY IN INDIA:

According to statistics, country's software exports reached total revenues of Rs 46100


crores. The share of total Indian exports forms 4.9 per cent in 1997 to 20.4 percent in
2002-03. It is expected that the industry will generate a total employment of around four
millions peoples, which accounts for 7 per cent of India's total GDP as in the year 2008.

The year 1995-96 was a boom for the industry. The performance of the industry over the
years is as follows:

(In terms of US $ millions)

Domestic software Market490670920125017002450

Software Exports 73410851750265040006300

Indian Software Industry 122417552670390057008750

India's Software Exports:

Software exports has major share in India's total exports. As of the year 2004-05,
both software and services revenue grew by 32 percent to $ 22 billions and $ 28.5 billions
in 2005-06.

According to NASSCOM, India's domestic market grew by 24 per cent. Presently Indian
companies have concentrated on only two largest IT service markets. They are USA and
the UK. Even Canada, Japan, Germany and France represent huge growth potential in the
industry.

Why India?

Rapidly Improving infrastructure


Large Talent Pool Availability

Infrastructure High Quality Educational

Low Operating Costs

R&D Strengths

Established Technology Clusters

8
Government Incentive

Progress in IT industry

(In terms of US $ billion)

Year2003-042004-052005-06*IT software and service exports9.212.015.2ITE-BPO


exports3.65.27.3Domestic market3.94.86.0Total16.722.028.5

*Estimated
Source: Ministry of Communications and IT.

1995-1996 - 1224 million US Dollars


1996-1997 - 1755 million US Dollars
1997-1998 - 2670 million US Dollars
1998-1999 - 3900 million US Dollars
1999-2000 - 5700 million US Dollars
2000-2001 - 8750 million US Dollars
According to the NASSCOM- McKinsey report on the IT industry of India, the
projected revenue of the IT industry of India for the year 2008 is 87 billion US Dollars.
The projected exports or the year 2008, accord to this report, is 50 billion US Dollars.

Some of the important aspects of the NASSCOM- McKinsey report related to the size of
India's IT industry are -

There is potential of 3.2 million people being employed in the IT industry of India
by the end of 2012.
Contribution of software and services to the total GDP of India will be more than
7.5%.
FDI (Foreign Direct Investment) of 10.5 billion US Dollars expected in the IT
industry by the end of 2011.
45% of total exports from India will be from IT exports.
225 billion US Dollars worth of market capitalization from IT shares.

Soft wares and services are exported to bout 195 companies from India. North America
accounts for 61% of the software exports from India.

The projections about the size of India's IT industry present a very optimistic picture.
The industry is expected to grow to double its current size by the year 2012. India's IT
industry is expected to grow at an annual average rate of 18% in the next five years. The
industry is also expected to cross the 100 billion US Dollar mark by 2011.

9
One of the major areas of growth for the IT industry of India is by tapping the potential
in the domestic market. The IT industry of India is largely dependant on the export
market. Penetrating more into the domestic market would create further opportunities of
growth for the IT industry.

Adoption of new liberal policies in India has given birth immense opportunities to its
industries. Success story of India's Software Industry is a step in the same direction.

The Software Industry, which is a main component of the Information technology, has
brought tremendous success for the emerging economy.

India's young aged manpower is the key behind this success story. Presently there are
more than 500 software firms in the country.

Worldwide IT Spending to Grow 5.3 Percent in 2010

Unseasonably Strong Hardware Sales in First Quarter Sets Up 2010 for Solid IT
Spending Growth Worldwide IT spending is forecast to reach $3.4 trillion in 2010, a 5.3
percent increase from IT spending of $3.2 trillion in 2009, according to Gartner, Inc. The
IT industry will continue to show steady growth with IT spending in 2011 projected to
surpass $3.5 trillion, a 4.2 percent increase from 2010.

"Following strong fourth quarter sales, an unseasonably robust hardware supply chain in
the first quarter of 2010, combined with continued improvement in the global economy,
sets up 2010 for solid IT spending growth," said Richard Gordon, research vice president
at Gartner. "However, it's important to note that nearly 4 percentage points of this growth
will be the result of a projected decline in the value of the dollar relative to last year. IT
spending in exchange-rate-adjusted dollars will still grow 1.6 percent this year, after
declining 1.4 percent in 2009."

Worldwide computing hardware spending is forecast to reach $353 billion in 2010, a 5.7
percent increase from 2009 (see Table 1). Robust consumer spending on mobile PCs will
drive hardware spending in 2010. Enterprise hardware spending will grow again in 2010,
but it will remain below its 2008 level through 2014. Spending on storage will enjoy the
fastest growth in terms of enterprise spending as the volume of enterprise data that needs
to be stored continues to increase. Near-term spending on servers will be concentrated on
lower-end servers; longer-term, server spending will be curtailed by virtualization,
consolidation and, potentially, cloud computing.

10
"Computing hardware suffered the steepest spending decline of the four major IT
spending category segments in 2009. However, it is now forecast to enjoy the joint
strongest rebound in 2010," said George Shiffler, research director at Gartner. "Consumer
PC spending will contribute nearly 4 percentage points of hardware spending growth in
2010, powered by strong consumer spending on mobile PCs. Additionally, professional
PC spending will contribute just over 1 percentage point of spending growth in 2010 as
organizations begin their migration to Windows 7 toward the end of the year."

Worldwide IT Spending Forecast (Billions of U.S. Dollars)

2009 2009 2010 2010

Spending Growth (%) Spending Growth (%)

Computing Hardware 333 -12.5 353 5.7

Software 221 -2.1 232 5.1

IT Services 777 -4.0 821 5.7

Telecom 1,892 -3.4 1,988 5.1

All IT 3,223 -4.5 3,394 5.3

Worldwide software spending is expected to total $232 billion in 2010, a 5.1 percent
increase from last year. Gartner analysts said the impact of the recession on the software
industry was tempered and not as dramatic as other IT markets. In 2010, the majority of
enterprise software markets will see positive growth.

The infrastructure market, which includes all the software to build, run and manage an
enterprise, is the largest segment in terms of revenue and the fastest-growing through the
2014. The hottest software segments through 2014 include virtualization, security, data
integration/data quality and business intelligence. The applications market, which
includes personal productivity and packaged enterprise applications, has some of the
fastest-growth segments. Web conferencing, team collaboration and enterprise content
management are forecast to have double-digit compound annual growth rates (CAGR), in
the face of growing competition surrounding social networking and content.

11
"Cost optimization, and the shifts in spending form mega suites to the automation of
processes will continue to benefit alternative software acquisition models as
organizations will look for ways to shift spending from capital expenditures to operating
expenditures," said Joanne Correia, managing vice president at Gartner. "Because of this,
vendors offering software as a service (SaaS), IT asset management, virtualization
capabilities and that have a good open-source strategy will continue to benefit. We also
see mobile-device support or applications, as well as cloud services driving new
opportunities."

The worldwide IT services industry is forecast to have spending reach $821 billion in
2010, up 5.7 percent from 2009. The industry experienced some growth in reported
outsourcing revenue at the close of 2009, an encouraging sign for service providers,
which Gartner analysts believe will spread to consulting and system integration in 2010.

"We continue to see a long-term recession 'hangover' as a more-cautious mind-set


continues as the norm among a lot of buyers who keep looking for small, safe deals
where cost take-out is a key factor, said Kathryn Hale, research vice president at Gartner.
"In the face of that ongoing strong pressure to renegotiate contracts, and in the absence of
equivalent pressure from stockholders, we believe vendors will generally choose to
maintain margins over revenue growth."

Worldwide telecom spending is on pace to total close to $2 trillion in 2010, a 5.1 percent
increase from 2009. Between 2010 and 2014, the mobile device share of the telecom
market is expected to increase from 11 percent to 14 percent, while the service share
drops from 80 percent to 77 percent and the infrastructure share remains stable at 9
percent of the total market.

Worldwide enterprise network services spending is forecast to grow 2 percent in revenue


in 2010, but Gartner analysts said this masks ongoing declines in Europe and many other
mature markets as well as an essentially flat North American market.

"Longer term, the global enterprise network services market is expected to grow
modestly, largely on the back of growth in Internet services, such as hosting," said Peter
Kjeldsen, research director at Gartner. "Ethernet services will also grow significantly,
albeit at the expense of both legacy services and multiprotocol label switching (MPLS)."

12
In India, the software boom started somewhere in the late 1990s. Most of the Indian
software companies at that moment offered only limited software services such as the
banking and the engineering software.

The business software boom started with the emergence of Y2K problem, when a large
number of skilled personnel were required to fulfill the mammoth database-correction
demand in order to cope up with the advent of the new millennium
The profile of the Indian IT Services has been undergoing a change in the last few years,
partly as it moves up the value chain and partly as a response to the market dynamics.
Ten years ago, most US companies would not even consider outsourcing some of their IT
projects to outside vendors. Now, ten years later, a vast majority of US companies use the
professional services of Indian Software engineers in some manner, through large,
medium or small companies or through individuals recruited directly.
The market competition is forcing organizations to cut down on costs of products. The
professional IT services on the other hand are becoming increasingly expensive. The
offshore software development model is today where onsite professional services were
ten years ago. There is a high chance (almost a mathematical certainty), that in less than
ten years, the vast majority of IT services (software development being just one of them)
from developed countries, will be, one, outsourced and two, outsourced to an offshore
vendor.
Despite the global economic slowdown, the Indian IT software and services
industry is maintaining a steady pace of growth. Software development activity is not
confined to a few cities in India. Software development centers, such as Bangalore,
Hyderabad, Mumbai, Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara,
Bhubaneswar, Ahmedabad, Goa, Chandigarh, Trivandrum are all developing quickly. All
of these places have state-of-the-art software facilities and the presence of a large number
of overseas vendors. Indias most prized resource is its readily available technical work
force. India has the second largest English-speaking scientific professionals in the world,
second only to the U.S. It is estimated that India has over 4 million technical workers,
over 1,832 educational institutions and polytechnics, which train more than 67,785
computer software professionals every year. The enormous base of skilled manpower is a
major draw for global customers. India provides IT services at one-tenth the price. No
wonder more and more companies are basing their operations in India.

13
India's IT industry caters to both domestic and export markets. Exports contribute
around 75% of the total revenue of the IT industry in India. The IT industry can be
broadly divided into four segments

The industry is in an expansion mode right now, with dozens of new offshore IT services
vendors emerging everyday, the industry has a high probability of being subjected to the
80:20 rule in not too distant a future. In perhaps another ten years, 80 percent of all

14
outsourced offshore development work will be done by 20 percent of all vendors, a small
number of high qualities, trusted vendors. Only a few select countries and only the most
professional companies in those countries will emerge as winners. India will definitely be
the country of choice for offshore software development. We have the potential to
become and remain the country of choice for all software developments and IT enabled
services, second only to the USA. The third choice could be far distant.

India is among the three countries that have built supercomputers on their own. The other
two are USA and Japan. India is among six countries that launch satellites and do so even
for Germany and Belgium. India's INSAT is among the world's largest domestic satellite
communication systems. India has the third largest telecommunications network among
the emerging economies, and it is among the top ten networks of the world.
To become a global leader in the IT industry and retain that position, we need to
constantly keep moving up the value chain, focusing on finished products and solutions,
rather than purely on skill sets and resumes. We need to be able to package our services
as products, rather than offering them as raw material. We need to be able to recognize
and build up on our strengths and work on our weaknesses.

The IT industry has emerged as one of the most important industries in the Indian
economy contributing significantly to the growth of the economy.
The IT industry of India got a major boost from the liberalization of the Indian economy.
India's software exports have grown at an annual average rate of more than 50% since
1991. The structure of the IT industry is quite different from other industries in the Indian
economy. The IT industry of India is hugely dependant on skilled manpower. Primarily a
knowledge based industry, the IT industry of India has reordered significant success due
to the huge availability of skilled personnel in India.
The industry structure in the IT sector has four major categories. These are -
IT services
IT enabled services
Software products
Hardware
IT services

15
IT services

IT services constitute a major part of the IT industry of India. IT services include client,
server and web based services. Opportunities in the IT services sector exist in the areas of
consulting services, management services, internet services and application maintenance.
The major users of IT services are

Government
Banking
Financial services
Retail and distribution
Manufacturing

The services which make extensive use of information and


telecommunication technologies are categorized as IT enabled services. The IT enabled
services is the most important contributor to the growth of the IT industry of India. Some
of the important services covered by the ITES sector in India are -
Customer-interaction services including call-centers
Back-office services
Revenue accounting
Data entry and data conversion

HR services
Transcription and translation services
Content development and animation
Remote education,
Data search
GIS
Market research
Network consultancy

SOFTWARE PRODUCTS

Software products are among the most highly exported products from India. The software
industry in India originated in the 1970s and grew at a significant pace in the last ten
years. Between 1996-1997 and 2002-2003, the Indian software industry grew more than
five times from 2630 crores to 13200 crores. During the same period software and service
exports from India grew by almost twelve times.

16
HARD WARE PRODUCTS

The hardware sector of the It industry focuses on the manufacturing and assembling of
computer hardware. The consumption of computer hardware is high in the domestic
market. Due to the rise in the number of IT companies, sales of desktops, laptops, servers,
routers, etc have been on the rise in recent years. Many domestic and multi-national
companies have invested in the computer hardware market in India.

Another categorization in the structure of India's IT industry is related to the market.


There are two major market classifications - the domestic market and the export market.
The export market, dominates the IT industry accounting for 75% of the revenue.

Challenges before Indian IT Industry

At present there are a number of challenges that are facing the information technology
industry of India. One of the major challenges for the Indian information technology
industry was to keep maintaining its excellent performance standards.
The experts are however of the opinion that there are certain things that need to be
done in order to make sure that India can maintain its status as one of the leading
information technology destinations of the world. The first step that needs to be taken is
to create an environment for innovation that could be carried for a long time.

The innovation needs to be done in three areas that are connected to the
information technology industry of India such as business models, ecosystems and
knowledge. The information technology sector of India also has to spread the range of its
activities and also look at the opportunities in other countries
. The improvement however, also needs to be qualitative rather than just
being quantitative. The skill level of the information technology professionals is one area
that needs improvement and presents a considerable amount of challenge before the
Indian information technology industry.
The Indian information technology industry also needs to co-ordinate with the
academic circles as well as other industries in India for better performance and improved
productivity. The experts are of the opinion that the business process outsourcing service
providers in India need to change their operations to a way that is more oriented to the
knowledge process outsourcing. One of the most important crises facing the Indian
information technology industry concerns the human resources aspect. The problems with

17
outsourcing in countries like the United States of America are posing problems for the
Indian information technology industry as well.
In the recent times a bill has been passed in the state of New Jersey that allows only the
citizens or legal non-Americans to be given contracts. This legislation has also affected
some other states like Missouri, Connecticut, Wisconsin and Maryland. These states are
also supposed to be considering these laws and their implementation. This is supposed to
have an adverse effect on the outsourcing that is the source upon which the information
technology industry of India thrives. The information technology professionals who aim
at working in the country are also likely to be hindered by the legislation as a significant
amount of these professionals have been going to work in the USA for a long time

18
The size of India's IT industry has grown significantly over the years. The size of this
sunshine industry of India grew from 150 million US Dollars to 50 billion US Dollars
between 1990-1991 and 2006-2007. The growth of the IT industry has been very high in
the last few years. The size of the Information Technology industry of India was 5.7
billion US Dollars in 1999-2000.

COMPANY PROFILE

Welcome to Penfos Systems

Penfos Systems Pvt Ltd is an Offshore Software Development Company catering IT


sector across the globe. We mainly focus in developing custom, scalable & secure
applications leveraging outsourcing and offshore value advantage. We specialize in
offering our services to what we believe are high growth industries such as the financial
services, insurance, manufacturing, logistics, Tele communications and health care
sectors.

Our Process

Our process starts by listening to the client with an understanding about their business
requirement to deliver quality products on time. Our strong dedicated and highly
qualified developing team delivers high standards to produce a complete and unique user
friendly solution.

Research & Development

On successful completion of the Market Research, the case-study is given to the Research
& Development (R&D) division to conceptualize a cost-effective system that could
potentially solve the customer's needs in a manner that is better than the one adopted by

19
the competitors. Once the conceptual system is developed and tested in a hypothetical
environment, the development team takes control of it. The development team adopts
best suitable software development methodology to develop the proposed system and
finally released with our customer satisfaction. While developing software, our company
out sources the non-core activities to other companies who specialize in those activities.
This accelerates the software development process largely. We work on tie-ups to bring
out a highly matured product in a short period.

Inclusion at Penfos goes well beyond a focus on gender and race/ethnicity to also include
sexual orientation, disability, generations, cultures, military status, well-being, and
flexibility. Its really about a focus on the whole person rather than a specific dimension,
leading to an inclusive culture for all of our people. In turn, this provides us with a
diverse workforce that possesses a variety of skills necessary to solve our clients
complex challenges. Our inclusive culture is a source of opportunity, enrichment, and
new thinking, and is why Penfos is a place where ALL leaders thrive.

Why Penfos

Classify your customers along family structures, financial status, lifestyles and risk
profiles.

We focus on strong process and customer centric approach Clear, prompt & focused
communication process High quality software.

We are committed to providing quality, security and privacy to all our customers and
development teams.

Our software development teams are flexible and can be resized and readjusted anytime
upon customer's request.Rich experience. Since 2002 Penfos offshore software
Development Company has successfully running with customer satisfaction.

Our strength and reputation has been built upon the fundamental belief that technology
should work in harmony with your business providing real and leveraged benefits

20
throughout the entire organization. Technology should support the business, assisting it
wherever it can to improve, streamline, manage, and optimize day-to-day business
operations. Penfos Systems can make it happen!

Services

Today, businesses demand global vision, an in-depth understanding of customers and


suppliers, demonstrated thought leadership and a consultative partnership approach to
offer the highest possible returns on IT investment. We help businesses achieve these
ends. Working closely with our customers as transformation partners, we deliver,
implement and maintain innovative software solutions across a number of technology
platforms.

Penfos Systems has proven expertise in the field of developing desktop applications. We
develop desktop applications custom suited for your requirements and are easy to use
Inventory Control solution to efficiently manage stock positions, item locations, etc.
simultaneously at multiple warehouses and sale sites Sophisticated advanced pricing to
enable multi tier pricing Item tracking systems to manage records item receipts and
transfers Stock control software to control production cycle, stock, order or supplier.
Desktop solutions for the accounts such as general ledger and accounts receivable
functionality for our clients. Financial management reports to Enhance Business process
HR solution managing staffing information and payroll payments Payroll and Personnel
system with automated facilities to support the payroll and personnel requirements of
your business. Compact and easy to use ERP solutions that can be integrated into the
desktop application.

Our Specialized Services

Professionally designed templates available to suit different application


requirements.
Fully Functional online stores or offline presentation.

21
Dynamic content, spellbinding graphics, stylized layouts and embedded sounds
have transformed the very nature of website presentations.

Flash based content creation for specific requirements with SCORM and AICC
compliance.

Customized web based applications to fit business requirements.

Flash communication server application supporting interactive multimedia


applications like live audio and video Collaborations, interactive flash
applications.

Flash based E-Commerce.

UI Designing for commercial websites and applications.

Action scripting and back end integration with remote applications.

22
Our Vision

Transformation partners to global corporations.

Our Mission

Leveraging technology and processes to help customers attain their goals

Our Values

Drive business transformation for our clients, with a firm commitment towards customer
sovereignty, passion for excellence, continuous innovation, transparency and integrity,
and people orientation. At the same time, strive to maintain high standards of corporate
social responsibility.

Customer Sovereignty

Indeed, customers are the reason for our existence. We believe and rightly so - that
when customers thrive, so do we. We will, therefore, make it our business to anticipate
client needs, and strive to meet and exceed their expectations by creating lasting value.
Customer interest will be the single most important influence on our decisions.

Passion for Excellence

Our burning desire to do better, constantly and consistently, translates into a passion for
excellence. We will strive to attain individual and organizational excellence through
continuous learning, industry best practices, lofty standards, new ideals, and a
commitment to high levels of productivity and performance.

Continuous Innovation

In a hyper-competitive world, innovation acts as a bridge between the current and future
needs of marketplace. We will continuously reengineer our processes and mindsets, while

23
encouraging individual creativity and improvisation in all our actions. We will use
ingenuity to create a `new way.

Transparency and Integrity

Impeccable ethical and moral standards form the cornerstone of our business. Integrity,
honesty and mutual trust will guide every decision we make, anchor every relationship
we have.

People Orientation

Zensar believes in `Zensarians -- just as `Zensarians believe in Zensar. We will accord


respect and dignity to every employee. We will aim to attract, develop and retain the best
talent, and create an enabling environment where every committed and capable member
of the organization has ample opportunities for growth.

Social Responsibility

We shall conduct ourselves in a socially responsible manner. We will bear in mind that
decisions that are bad for the society, cannot be good for business. Moreover, we will add
value to the social environment, and proactively embrace our responsibilities as a good
corporate citizen in every country we operate.

24
Our Technical Expertise

At Penfos Systems, we deal with the following technologies. Application/Web


Development
JAVA, J2EE, J2ME
EJB, JDBC

ASP.net, C#, VB.net

PHP

Visual Basic 6.0

Advanced Web 2.0


AJAX
Adobe FLEX Builder

Silver Light

Web Designing
CorelDraw
Adobe Creative Suite

Microsoft Expression Studio

Macromedia

Enterprise Resource Planning


CRM
SCM

SRM

Oracle Apps 11i - Functional

25
SAS

SAP

RDBMS
DB2
Oracle

SQL Server

Teradata

Application / Software Testing


Win Runner
Load Runner

Performance Testing

Silk Tools

QTP & QC

Java test tools

Rational test tools

As the idea of personal choice and self direction picks up in the 21st century, aided by the
power of the internet and the increased acceptance of people having multiple kinds of
work, the idea of career is sifting from a closed set of achievements, like a chronological
resume of past jobs, to a defined sett of pursuits looking forward. In its broadest sense
career refers to an individual's work and life roles over their lifespan.

Our employees work at various sites including Fortune 500 clients, in which they are
encouraged to explore their potential, take responsibility for their contribution. At the

26
same time, they are team players, recognizing the value of their colleagues, and finding
ways to inspire each other and their customers.

We understand our strength is our developing and Marketing teams. We are looking for
employees with very good communication and strong technical skills and Team work is
central to everything we do.Penfos Systems presently have vacancies for the following
positions.

TIL Developers
Web Architects

Java, J2EE, EJB

JDBC - IBM Websphere

CRM - Siebel

Oracle Apps 11i (Technical)

Programmer Analyst

PeopleSoft: HRMS, Payroll

RISC UNIX Administrator

Network Management

SAP Enterprise Suite integrator

27
QUALITY OF WORK LIFE (QWL)

It is almost impossible today to pick up a newspaper of news-magazine without finding a


reference to quality of work/working life.

In the search for improved productivity, manager and executives alike are discovering the
important contribution of QWL.

QWL entails the design of work systems that enhance the working life experiences of
organizational members, thereby improving commitment to and motivation for achieving
organizational goals.

Most, often, this has been implemented through the design of jobs that afford workers
more direct control over their immediate work environment.

Major Issues in QWL:

Pay:

QWL must be built around an equitable pay programs. In future more workers may want
to participate in the profits of the firm.

Benefits:

Since workers are now better organized, educated and vociferous, they demand more
from the employers all over the world-apart from the pay-in the form of social security
and welfare benefits as matter of right which were once considered a part of the
bargaining process.

Job Security:

28
Conditions in the work environment must be created by the employer which will give all
the employees freedom from fear of losing their jobs. A system must be created in which
there are healthy working conditions with optimum financial security. The points stressed
above are essential to improve the QWL in organizations.

Constructs of Quality of Work Life:

The following section discusses each of the constructs of QWL s

1. Health and Well-Being


2. Job Security
3. Competency Development Quality of Work Life (QWL)
4. Job Satisfaction
5. Work and Non-Work Life Balance

Health and well-being:

Health and well-being of QWL refer to physical and psychological aspects of an


individual in any working environment. Depression and anxiety are also another form of
stress that contributes towards the deterioration of health. Employees develop various
symptoms of stress that can harm job performance, health and even threaten the ability to
cope with the environment. In the past few decades, impressive developments of
information technologies have taken place in workplace. The health and well-being of
workforce has improved due to the disappearance of harsh and risky work in the last
century, workforce are again at risk because of the nature of contemporary work
especially in IT industries is psychologically demanding. Therefore, job demands that
cause strain can be detrimental to individual health, thus leading to psychological distress
and health complaints Stress as it is deemed as a subjective phenomenon of QWL. Stress
as a response to the perceived relationship between the demands on Individuals and the
ability to adjust to their work environment. Stress arises in the process of interaction
between a person and the work environment that threatens the individuals physical,

29
psychological and physiological homeostasis. Physical illness and Psychological
disorders increase when pressure at work increases.

Job security:

A dramatic change of workforce in contemporary work environment has revealed a


significant amount of organization change. Organization change such as downsizing,
rightsizing and outsourcing have adversely affected employees loyalty, morale,
motivation and perceived job security. Job security, the central aspect of QWL represents
strength of the organizations to provide permanent and stable employment regardless of
the changes in work environment. Hence, providing a sense of security is important
especially in the work environment where many facets of jobs can be outsourced.

Competency Development:

Career development opportunity will provide essential training that will help the
individual employees to equip with the new skills to spearhead in their career. Most
contemporary organizations do not limit themselves to just training an employee for a
job, but they go beyond to furnish them with a support system that encourages workplace
learning. It is associated with higher skill levels, greater employee responsibility and
greater task complexity that lead to higher utilization of individual capabilities. Hence,
individuals in such work scenario, which use more advanced technological
infrastructures, are exposed to greater competency development. Learning opportunities
and skill discretion have also proven to have a positive effect on job satisfaction and
reduced job stress that will lead to better QWL.

The opportunity to develop and the use of skills are associated with learning
mechanisms. This applies especially when the job requires employees to deploy cognitive
skills. With respect to learning, greater autonomy on job enhances the acquisition and
utilization of knowledge whilst greater participation is held to promote cognitive growth
via increased knowledge transfer among employees. Such a job environment expands

30
knowledge base, leads to a better understanding of how the job is related to other
organizational practices and a greater ability to solve problems.

Job satisfaction:

Job satisfaction is defined as an employees level of positive effect towards job or job
situation that enhances quality of work life. The definition, however, evolves as the
changes take place in work environment. The cognitive aspect represents an employees
belief about his job or job situation. This means an employee may believe that his or her
job is interesting, stimulating, or otherwise. The behavioral component represents an
employees behavioral tendencies toward his or her job. The action of attending work
regularly, working hard and intending to stay in the organization for long period of time
shows the positive behaviour which indicates job satisfaction. In contrast, negative
behavioral outcomes reveal dissatisfaction in job. Job satisfaction of an employee differs
in meaning and importance in relations to the facets of work. Some may feel pay and
fringe benefits that meet his expectations to be extremely Important another, it may be
essential to have a job that provides an opportunity for challenging assignment. The
results of previous studies indicate that many different aspects of the job, such as pay,
promotions, supervision, fringe benefits, ones co-workers support, and excessive
working hours are associated with levels of satisfaction

Work and non-work life balance:

A major component of QWL, which is important for both the employees and the
employers, is the relationship between work and home life. In an increasing competitive
environment, it is difficult to separate home and work life. Employees today are more
likely to express a strong desire to have a harmonious balance among career, family life
and leisure activities. This has been suggested at the international level the need for
national policies in many countries. The advantage of being able to work anywhere and at
anytime has blurred the boundaries of work and leisure hours.

31
Measurement of Quality of Work life:

The approach to the measurement of the quality of life derives from the position that
there are a number of domains of living. Each domain contributes to one's overall
assessment of the quality of life. The domains include family and friends, work,
neighborhood (shelter), community, Health, education, and spiritual.

The Purpose of Quality of Work life:

The purpose of the Quality of Life Index (QOLI) is to provide a tool for community
development which can be used to monitor key indicators that encompass the social,
health, environmental and economic dimensions of the quality of life in the community.

32
The QLI can be used to comment frequently on key issues that affect people and
contribute to the public debate about how to improve the quality of life in the community.
It is intended to monitor conditions which affect the living and working conditions of
people and focus community action on ways to improve health. Indicators for the QOLI
include:

Social: Children in care of Childrens Aid Societies; social assistance


beneficiaries; public housing waiting lists etc.
Health: Low birth weight babies; elderly waiting for placement in long term care
facilities; suicide rates etc.

Economic: Number of people unemployed; number of people working;


bankruptcies etc.

Environmental: Hours of moderate/poor air quality; environmental spills; tones


diverted from landfill to blue boxes etc.

Specific issues in QWL:

Trade unions claim that they are responsible for improvement in various facilities to
workers whereas management takes credit for improved salaries, benefits and facilities.

Pay and stability of employment:

Good pay still dominates most of the other factors in employee satisfaction. Stability to a
greater extent can be provided by enhancing the facilities for human resources
development.

Occupational stress:

Stress is a condition of strain on ones emotions, thought process and physical condition.
Stress is determined by the nature of work, working conditions, working hours, pause in
the work schedule, workers abilities and nature and match with the job requirements.

Organizational health programmes:

33
organizational health programmes aim at educating employees about health problems,
means of maintaining and improving of health etc.these programmes cover drinking and
smoking cessation, hyper-tension control, other forms of cardiovascular risk reduction,
family planning etc.

Alternative work schedules:

Alternative work schedules including work at home, flexible working hours, staggered
hours, reduced work week, part-time employment which may be introduced for the
convenience and comfort of the workers as the work schedule which offers the individual
the leisure time, flexible hours of work is preferred.

Recognition:

Recognizing the employee as a human being rather than as a laborer increases the QWL.
Participative management, awarding the rewarding systems, job enrichment,
congratulating the employees for their achievement, offering membership in clubs or
association, providing vehicles, offering vacation trips are some means to recognize the
employees.

Quality Circles:

A quality circle is a completely voluntary group of 6 to 8 workers of a shop or ~


who meet regularly during company time once every fortnight or every month
under die leadership of a trained foreman or section head to examine work-related
problems that a affect the quality of output and to recommend to the management
possible solutions to those problems.
The foremen for this purpose are trained in advance in basic statistical and
problem-solving techniques as well as in handling groups.
The motivation to form such a group comes solely from the workers desire to do
some-thing creative.

34
Nobody is paid to join, nobody is forced to join, and nobody is penalized for not
taking part.
The circle, once formed, sets its own terms of reference, selects its problems (and
not individual grievances) and presents its recommendations for their solution.
In other words, it functions according to its own perceived needs rather than in
response to externally determined criteria.

Following are the principal steps involved in its functioning:

1. Identification of problems from customers complaints, quality control feedback,


management information, engineering department information and so on.

2. Selection of problem for examination on the basis of its relative importance in


reducing cost.

3. Making a list of all possible causes of the problem without examining or evaluating
them.

4. Testing the validity of each cause with the active cooperation of various specialist
depart-men Job security, the central aspect of QWL represents strength of the
organizations to provide permanent and stable employment regardless of the changes in
work environment.

Hence, providing a sense of security is important especially in the work environment


where many facets of jobs can be outsourced. Its such as production engineering, quality
control, etc.

6. Presenting the solution to the management for implementation.


Advantages of a quality circle:

1. It is a voluntary forum of workers; hence it does not evoke their resistance which is
usually found when such forums are created by the government or management.

2. It makes full use of a workers potential.

35
3. It provides the worker autonomy and sense of achievements

4. It ensures greater participation and involvement of a worker in the day-at-day function-


ing of his department.

5. It helps in finding solutions to several problems and in removing cobwebs and


bottlenecks in daily functioning.

6. It helps in creating cohesive groups with improved morale.

DATA ANALYSIS AND INTERPRETATION

Q1. Are you given by an adequate and fair compensation to your work?

Particulars Highly Agree Neither Disagree Highly Total


agree agree nor disagree
disagree

No. of 4 19 3 4 0 30
Respondents

% of 13 64 10 13 0 100
Respondents

36
INTERPRETATION:

Most of the employees agree that adequate and fair compensation is provided to
them and very less number of employees disagree with this

Q2.Are you satisfied with the wage policies provided by the organization?

Particulars Highly Satisfied Neither Dissatisfied Highly Total


satisfied satisfied dissatisfied
nor
dissatisfied

No. of 4 20 4 2 0 30
Respondents

% of 13 67 13 7 0 100
Respondents

37
INTERPRETATION:

Majority of the employees say that they are satisfied with the wage policies
provided by the company

Q3.Does your performance recognized in the organization?

Particulars Highly Agree Neither Disagree Highly Total


agree agree nor disagree
disagree

No. of 9 17 1 3 0 30
Respondents

% of 30 57 3 10 0 100
Respondents

38
INTERPRETATION:

Most of the employees agree that their performance is recognized in the


organization

Q4. Your opinion on the promotional policies followed by the organization?

Particulars Excellent Very Good average Poor Total


Good

No. of 4 18 4 4 0 30
Respondents

% of 13 61 13 13 0 100
Respondents

39
INTERPRETATION:

Majority of the employees say that very good promotional policy is being followed
in the company

Q5.Transport facilities provided to you by the company are:

Particulars Excellent Very Good average Poor Total


Good

No. of 4 17 3 6 0 30
Respondents

% of 13 57 10 20 0 100
Respondents

40
INTERPRETATION:

Most of the respondents say that the transport facility provided by the company is
very good

Q6.Are you satisfied with the work timings of your job?

Particulars Highly Satisfied Neither Dissatisfied Highly Total


satisfied satisfied dissatisfied
nor
dissatisfied

No. of 5 17 8 0 0 30
Respondents

% of 16 57 27 0 0 100
Respondents

41
INTERPRETATION:

Most of the employees say that they are satisfied with work timings in the
organization and no employee is dissatisfied with the work timings

Q7.Does sense of belongingness increase with cooperation?

Particulars Highly Agree Neither Disagree Highly Total


agree agree nor disagree
disagree

No. of 2 21 2 5 0 30
Respondents

% of 7 70 7 16 0 100
Respondents

42
INTERPRETATION:

Majority of the employees agree that sense of belongingness increases with


cooperation

Q8.Your relationship with your colleagues?

Particulars Excellent Very Good average Poor Total


Good

No. of 10 13 5 2 0 30
Respondents

% of 33 43 17 7 0 100
Respondents

43
INTERPRETATION:

Most of the employees say that the relation with their colleagues is very good

Q9.Will you be given an opportunity to take part in the decision making process?

Particulars Highly Agree Neither Disagree Highly Total


agree agree nor disagree
disagree

No. of 6 20 4 0 0 30
Respondents

% of 20 67 13 0 0 100
Respondents

44
INTERPRETATION:

Most of the employees agree that the company gives an opportunity to take part in
the decision making process

Q10.Are you satisfied with the training provided by the company?

Particulars Highly Satisfied Neither Dissatisfied Highly Total


satisfied satisfied dissatisfied
nor
dissatisfied

No. of 5 18 7 0 0 30
Respondents

% of 17 60 23 0 0 100
Respondents

45
INTERPRETATION:

Most of the employees say that they are satisfied with the training is provided in
the company

Q11.Social security benefits provided by the company are:

Particulars Excellent Very Good average Poor Total


Good

No. of 10 13 5 2 0 30
Respondents

% of 33 43 17 7 0 100
Respondents

46
INTERPRETATION:

Most of the employees say that the social security benefits provided by the
company are very good

Q12. Is your work allowing you to give the best in your working area?

Particulars Highly Agree Neither Disagree Highly Total


agree agree nor disagree
disagree

No. of 6 21 3 0 0 30
Respondents

% of 20 70 10 0 0 100
Respondents

47
INTERPRETATION:

Most of the employees agree that the work is allowing giving the best in their
working area

Q13. Are you ready to take up additional responsibilities when it is needed?

Particulars Yes No Total

No. of Respondents 20 10 30

% of Respondents 67 33 100

48
INTERPRETATION:

Most of the employees are ready for taking up additional responsibilities when it is
needed

Q14. Resources provided to you are helpful to achieve your objectives?

Particulars Highly Agree Neither Disagree Highly Total


agree agree nor disagree
disagree

No. of 6 17 2 5 0 30
Respondents

% of 20 57 7 16 0 100
Respondents

49
INTERPRETATION:

Most of the employees agree that the resources provided to are helpful to achieve
the objectives

50
FINDINGS

Most of the employees agree that adequate and fair compensation is provided to
them and very less number of employees disagree with this
Most of the employees agree that there is recognition for good results in the
organization and very few of them disagree with this and also say good
promotional policy is being followed in the company
Majority of the employees agree that sense of belongingness increases with
cooperation
Most of the employees agree that the company communicates every new change
that takes place
the employees agree that the work allows them to do best in a particular area
Most of the employees agree that there is a balance between stated objectives and
resources provided

51
SUGGESTIONS

The Company should quickly respond to the complaints and problems of the
employees to improve its relationship and provide confidence among
employees.
More quality of work life programmes should be conducted to produce quality
in the work for better improvement in the organization.
Management should give enough encouragement to employees to improve the
quality in their work.
The organization must create awareness of the quality of work life
programmes to all the employees
Management should take necessary steps to make all the employees involve in
the identification of the Quality of Work life

52
Conclusion:
After the findings have been enumerated the following conclusion has been drawn. The
study provided an in depth look into the working lives of the employees in the Penfos
Systems Pvt Ltd It helped to illuminate some of the stressors associated with working in
a fast paced, constantly changing environment where work demands and time presents
are ever present. This study also demonstrated that quality of work life should not only be
researched in terms of initiatives designed to improve work life for employees. Rather
there are potentially many factors that can Impact Quality of Work life for employees,
including the changing they are faced with during the work day condition in which they
work.

Quality of Work life initiatives however, can provide certain positive experiences
for staff, especially when they promote the opportunity to socialize and build connections
with co-workers and help to fulfill employee needs for humor, and balance. Hence, such
initiatives should be taken at regular intervals. Positive influence on Quality of work life
initiatives can leave staff feeling more confident and encouraged about the service they
provide to the computers. So finally we can say that the Penfos Systems Pvt Ltd
definitely providing better facilities for improving the Quality in the Work. Management
can concentrates more on the Quality of Work life facilities provided by the Penfos
Systems Pvt Ltd.

53
ANNEXURE

A STUDY ON QUALITY OF WORK LIFE AT Penfos Systems Pvt


Ltd HYDERABAD

_____________________________________________________________________

Dear Sir / Madam,

I am Y.Sahitya Sudha studying MBA II year in Department of Management Studies,


Einstein PG College in HRM, as part of my studies, I am doing my project at Penfos
Systems Pvt Ltd., on the above subject.

I request you to spend your valuable time in filling up the enclosed questionnaire and
return at the earliest. I assure you that the information furnished by you will be strictly
confidential and will be used only for my academic purpose.

1. Employee Name:

2. Designation:

3. Age: a) 20-25 [ ] b) 26-30 [ ] c) 31-35 [ ]

d) 36-40 [ ] e) 41 above [ ]

4. Gender: a) Male [ ] b) Female [ ]

5. Qualification: a) Higher secondary [ ] b) Graduate [ ]

c) Post graduate [ ] d) Engineers [ ] e) others [ ]

54
6. Experience: a) Less than 1 Year [ ] b) 2-4 Years [ ]
c) 5-6 Years [ ] d) 7-10 Years [ ] e) Above 10 years [ ]

1. Are you given by an adequate and fair compensation to your work?

a) Highly Agree b) Agree c) Neither Agree nor Disagree

d) Disagree e) Highly Disagree

2. Are you satisfied with the wage policies provided by the organization?

a) Highly satisfied b) Satisfied c) Neither satisfied nor dissatisfied

d) Dissatisfied e) highly dissatisfied

3. Does your performance recognized in the organization?

a) Highly Agree b) Agree c) Neither Agree nor Disagree

d) Disagree e) Highly Disagree

4. Your opinion on the promotional policies followed by the organization?

a) Excellent b) Very Good c) Good d) Average e) Poor

55
5. Transport facilities provided to you by the company are:

a) Excellent b) Very Good c) Good d) Average e) Poor

6. Are you satisfied with the work timings of your job?

a) Highly satisfied b) Satisfied c) Neither satisfied nor dissatisfied

d) Dissatisfied e) highly dissatisfied

7. Does Sense of belongingness increase with the cooperation?

a) Highly Agree b) Agree c) Neither Agree nor Disagree

d) Disagree e) Highly Disagree

8. Your relationship with your colleagues?

a) Excellent b) Very Good c) Good d) Average e) Poor

9. Will you be given an opportunity to take part in the decision making process?

a) Highly Agree b) Agree c) Neither Agree nor Disagree

d) Disagree e) Highly Disagree

10. Are you satisfied with the training provided by the company?

a) Highly satisfied b) Satisfied c) Neither satisfied nor dissatisfied

56
d) Dissatisfied e) highly dissatisfied

11. Social security benefits provided by the company are:

a) Excellent b) Very Good c) Good d) Average e) Poor

12. Is your work allowing you to give the best in your working area?

a) Highly Agree b) Agree c) Neither Agree nor Disagree

d) Disagree e) Highly Disagree

13. Are you ready to take up additional responsibilities when it is needed?

a) Yes b) No

14. Resources provided to you are helpful to achieve your objectives?

a) Highly Agree b) Agree c) Neither Agree nor Disagree

d) Disagree e) Highly Disagree

BIBLIOGRAPHY
Books:

57
1. P. Subba Rao, Personal Human Resource Management, Third Edition

2. Aswathappa, Human resource management, 2006, Fourth edition, Tata McGraw hill

3. Wayne F,cascio, productivity, quality of work life, profits.

Websites:

www. SemaphoreIt.com

www.google.com

www.hrm.com

www.citehr.com

www.scribd.com

58