CHAPTER-IINTRODUCTION

INTRODUCTION TO QUALITY OF WORK LIFEHISTORY:In November 1999, President Marten created the "Quality of Work Life" task force to address and make recommendations regarding the quality of work life for all George Mason University employees. This group of fourteen faculty and staff - including the chairs of the Staff and Faculty Senates, and faculty specializing in organizational psychology - spent 18 months reviewing institutional policy, developing and distributing two university-wide surveys, and analyzing survey results. Through the survey and through convening a dozen open discussion sessions, the Quality-Of-Work-Life Task Force ultimately identified 70 recommendations, which they forwarded to the President and the university in March 2001.INTRODUCTION:Working Life is a process of work organizations which enables its members at all levels to actively participate in shaping the organization environment, methods and outcomes. Conceptual categories which together make up the quality of working life are adequate and fair compensation, safe and healthy working conditions, immediate opportunity to use and develop human capacities, opportunity for continued growth and security, social integration in the work organization and the social relevance of work life. Quality of work life also refers to the favorableness or unfavourableness of a job environment for people. It is a generic phase that covers per sons feelings about every dimension of work, including economic rewards and benefits, security, working conditions, organization and interpersonal relationship and its intrinsic meaning in a persons life. The basic purpose of quality of work life is to develop a work environment that is excellent for people as well as for production. It aims at healthier, more satisfied and more productive employees and more efficient, adaptive and profitable organization. Quality of work life is a subset of the quality of life which contains the relationship between employees and their total working environment with a human dimension. Quality of work life is the degree to which members of an organization are able to satisfy their personal needs through their experience in the organization. Its focus is on the problem of creating a human work environment where employees work co-operatively and contributes to organizational objectives. Quality of work life is important for job performance, job satisfaction, labor turnover, labor management relations and such other factors which play an important part in determining the overall wellbeing of any industrial organization. The quality of work life movement aims at integrating the socio-psychological needs of employees. Several experiments indicate that the interest in improving the QWL reflects societal changes. The developments have an influence on the growth of the quality of work life movement; ensure higher productivity and greater job satisfaction the inspirational part of success is to hold a reputed job. On an average, we spend around twelve hours daily in the workplace that is one third of our entire life. Job, occupies one's thoughts, prefixes the schedule of the day, determines the purchasing power of an individual, and contributes to the social identity. Today's literate workforce expects more than just pay for their work. The dynamic work environment demands equal importance to both technology and human needs, where the individual perspectives play a key role in humanization of work atmosphere and democratization of work relations. Quality of Work Life (QWL) should be viewed as a two way process, from organizational perspective, it should consider, employee as the most important resource as they are trustworthy, responsible and capable of making valuable contributions and they should be treated with dignity and respect (Straw and Huckster, 1984). Whereas from the employee's perspective, QWL should be conceived as a set of methods, such as autonomous work groups, job enrichment, high-involvement aimed at boosting the satisfaction and productivity of workers (Fever, 1989).Quality of work life can be defined as the environment at the workplace provided to the people on the job. Quality of work life programs is the dimension in which employers have theresponsibility to provide congenial environment, i.e. excellentworking conditions where people can perform excellent work also their health as well as the economic health of the organizationis also met. The quality of personal life is always reflected in professional life and vice versa. Now a day to retain the employees in the organization providing healthy QWL is the key factor. In earlier times Quality of work life means only job enrichment. In addition to improving the work system, Quality of work life programs usually emphasizes on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations. The components of Quality of Work Life may vary from organization to organization, individual to individual, but some of the basic components are- 1. Free communications open communication in the organization with the co- workers are the vital factor that ensures good quality of work life. It leads to more of informal communication between co-workers and subordinates during the rest hours of the organization. 2. The reward system reward is related to monetary or non-monetary rewards egg- incentives, movie tickets, family health insurance, sponsoring the education of children, etc. Any kind of reward given to the employee promotes good quality of work life. 3. Employee job security -job security is the one vital element to get maximum productivity from the employee, the employee should feel securedregarding the job.4. Career growth the organization should provide career growth for the employee, i.e. promotion, authority with responsibility, hike in the salary to retain thetalented employee. 5. Workers' participation in decision making of the organization employees should be encouraged to take participate actively in the decision making body of the organization so that should feel that we are also of some value to the employers. They will be more loyal, committed towards the organization. 6. Opportunities- organizations should provide some basic opportunities to their employees Eg. Research, training sessions based on increase of skills and knowledge. These kinds of organizations are required than the vice versa. 7. Stress level stress level should not be in proportion to the work life. Higher the stress level poor is the quality of work life, lower is the stress level higher is the quality of work life.

Measures to improve the quality of work life are 1. Flexibility on job flexibility on job means flexible working hours, no fixed working hours, different time intervals, etc. By this flexibility in the job can be introduced.2. Job enrichment job enrichment focuses on designing the job in such a way that becomes more interesting and challenging so that it satisfies the higher level needs.3. Secured job security of job should be provided to the employee to make him feel committedand loyal to the organization 4. Grievance handling - the disciplinary procedure, grievance procedures, promotions, and transfer matters should be handled with of justice, fair and equity 5. Participative Management - Employees should be allowed to participate in management participative schemes which may be of several types. The most sophisticated among them is quality circle. DEFINITION:J. Richard and Jalopy The degree to which members of a work organization are able to satisfy importantPersonnel needs through their experience in the organization.Secretary Tommy G. ThompsonMonitoring employee views about the quality of their work and the quality of theirWork life helps us get a sense of our strengths as an employer and identify areas where improvements can be made.NEED FOR THE STUDYThe need for the study is to improve the quality of work life and eliminate job stress, employers can also make efforts to be more aware of the workload and job demands. Employers need to examine employee training, communication, reward systems, coworker relationships, and work environment. Employees often are able to give employers the best advice on reducing work stress.Several such needs were identified: Skill variety, Task Identity, Task significance, Autonomy and Feedback.

1.1 SCOPE OF THE STUDYQuality of work life covers various aspects under the general umbrella of supportive organizational behavior. The scope of Quality of Work Life covers all issues, which are occupational health, safety and health hazards and work and family life measures and employee related programs. Thus, Quality of work life they should be broad in its scope. It must be evaluated in the attitude of the employees towards the personnel policies. The research will be helpful in understanding the current position of the respective company. And provide some strategies to extent the employees satisfaction with little modification which is based on the internal facilities of the company. This research can be further used to evaluate the facilities provided by the management towards the employees. This study also helps in manipulating the basic exception of the employees.A. Fair Compensation and Job Security: The economic interests of people drive them to work at a job and employee satisfaction depends at least partially, on the compensation offered.Pay should be fixed on the basis of the work done, responsibilities undertaken, individual skills, performance and accomplishments.Job security is another factor that is of concern to employees. Permanent employment provides security to the employees and improves their QWL.B. Health Is Wealth: Organizations should realize that their true wealth lies in their employees and so providing a healthy work environment for employees should be their primary objective.C. Provide Personal And Career Growth Opportunities:An organization should provide employees with opportunities for personal/professional development and growth and to prepare them to accept responsibilities at higher levels.D. Participative Management Style and Recognition: Flat organizational structures help organizations facilitate employee participation.A participative management style improves the quality of work life. Workers feel that they have control over their work processes and they also offer innovative ideas to improve them. Recognition also helps to motivate employees to perform better. Recognition can be in the form of rewarding employees for jobs well done.E. Work-Life Balance: Organizations should provide relaxation time for the employees and offer tips to balance their personal and professional lives. They should not strain employees personal and social life by forcing on them demanding working hours, overtime work, business travel, untimely transfers etc.F. Fun at Workplace: This is growing trend adopted by todays organizations to make their offices a fun place to work.

1.2 IMPORTANCE OF THE STUDYThe importance of quality of work life is to identify and implement alternative programs to improve the quality of professional as well as personal life of an organizations employees and also to improve the employees quality of work life (QWL) to satisfy both the organizational objectives and employee needs. This case lets discuss the importance of having effective quality of work life practices in organizations and their impact on employee performance and the overall organizational performance. is to identify and implement alternative programs to improve the quality of professional as well as personal life of an organizations employees and also to improve the employees quality of work life (QWL) to satisfy both the organizational objectives and employee needs.

1.3 OBJECTIVES OF THE STUDY1. To create a positive attitude in the minds of the employees2. To increase productivity 3. To improve standard of living of the people4. To increase the effectiveness of the organization (Profitability, goal accomplishment etc.5. To know whether employees are under stress at work place.6. To know the opinions of employees about medical reimbursement schemes at VSPL.7. To identify the satisfaction level of employees on their job.8. To know the opinion of employees on present compensation policy.9. To know the opinions of employees about the working timing.10. To identify the satisfactory levels of employees on promotion in VSPL.11. To determine the freedom levels of employees in using their skills in their area of job.12. To identify the coordination level among the VSPL employees.

1.4 METHODOLOGYMethodology is scientific and systematic search for patient information on specific topic. The reliability of management decisions depends upon the quality of data. Basically we have two types of data:1.Primary Data.2.Secondary DataDATA COLLECTION:Both the primary data and the secondary data are used in the project.Primary data:The primary data is collected through the distribution of the questionnaires to the employees and personal interviews.Primary data can be collected either through experience or through survey. Those which are collected a fresh and for the first time thus happen to be original character that is called primary data.We collect primary data during the course of doing experiments in an experimental research but in case we do research of descriptive type and perform surveys, and whether sample surveys or census surveys, then we can obtain primary data either through observation or through direct communication with respondents in one form or another of through personal interview, this in other words, mean that there are several methods of collecting primary data, particularly in surveys and descriptive researches important ones such as observation method, interview method, through questionnaires, through schedules etc. Primary data can be collected in the following ways: By observation. Through telephone interviews. By mailing of questionnaires.Secondary data:The secondary data collected from company profiles, area of working their measures and initiatives for work life balance, job satisfaction, compensation structure, welfare benefits, etc. . . Secondary data means data that are already available that is they refer to the data which have already been collected and analyzed by someone else and which have already been passed through the statistical process is called secondary data. Secondary data may either be published data or unpublished data that are available.Usually published data are available in various publications of the central, state are local governments; various publications of foreign governments or of international bodies and their subsidiary organizations technical and trade journals; books magazines and newspapers etc. are sources of secondary data. Researcher must be very careful in using secondary data.Sample size:The kind of sampling technique employed to carry out the study was stratified random sampling. A total sample size of 50 employees was taken. The data was collected from all categories of employees in the organization. Questionnaire Design:Questionnaire design for all executives at all levels for the collection of primary data. No of Questionnaire:The total no of Questionnaire consist of 20 questions.

1.5 LIMITATIONS OF THE STUDY1.Some departments of the employees in the organization were not ready to share the data.2.The knowledge of the employees regarding the Quality of work Life was taken for granted which may not be true because the understanding and knowledge of various persons in the organization vary from member to member.3.Sincere efforts are to cover maximum department of the employees, but the study may not reflect the entire opinion of the employees.4.The employees took their own time in filling the form. Therefore it cannot be certain that the responses given have been manipulated or represent his/her original thoughts.5.The accuracy of the analysis and conclusion drawn entirely depends upon the reliability of the information provided by the employees. Which may change according to time and situation?6.since many questions in the questionnaire have exactly given their opinion.7.Also the fear of appraisal by the management may have forced the respondent to reply positively.

CHAPTER-IIINDUSTRY PROFILE

INDUSTRY PROFILEOVERVIEW OF THE INDUSTRYOverview on India's Software Industry According to statistics, country's software exports reached total revenues of Rs 46100 crores. The shares of total Indian exports from 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.

India's Software ExportsSoftware exports has major share in India's total exports. As of the year 2004-05, both softwareand services revenue grew by 32 percent to $ 22 billion and $ 28.5 billion 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 Government IncentiveProgress of IT Industry(In terms of US $ billion) Year2003-04, 2004-05 2005-06* IT software and service exports9.212.015.2 ITE-BPO exports3.65.27.3Domestic market3.94.86.0Total16.722.028.5*EstimatedSource: Ministry of Communications and IT.1995-1996 - 1224 million US Dollars1996-1997 - 1755 million US Dollars1997-1998 - 2670 million US Dollars1998-1999 - 3900 million US Dollars1999-2000 - 5700 million US Dollars2000-2001 - 8750 million US Dollars

According to the NASSCOM- McKinsey report on the IT industry of India, the projectedrevenueof 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.Software and services are exported to about 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 billionUSDollarmark by 2011. 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 dependent 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'sSoftware Industryis a step in the same direction.

TheSoftware Industry, which is a main component of the Informationtechnology, 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 2010Unseasonably 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. "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)2009Spending2009Growth (%)2010Spending2010Growth (%)

Computing Hardware333-12.53535.7

Software221-2.12325.1

IT Services777-4.08215.7

Telecom1,892-3.41,9885.1

All IT3,223-4.53,3945.3

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."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 research director at Gartner. "Ethernet services will also grow significantly, albeit at the expense of both legacy services and multiprotocol label switching (MPLS)."

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, and 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.

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 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.

The industry is in an expansion mode right now, with dozens of new offshore IT services vendors emerging every day, 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 outsourced offshore development work will be done by 20 percent of all vendors, a small number of high quality, trusted vendors. Only a few select countries and only the most professional companies in those countries, will emerge as winners. 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 ITsectorhas four major categories. These are - IT services IT enabled services Software products Hardware IT servicesIT servicesIT 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 telecommunicationtechnologies 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 ITESsector inIndiaare 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 Marketresearch Network consultancySoftware productsSoftware 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.HardwareThe 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 hardwaremarketinIndia.

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 theexportmarket. The export market, dominates the IT industry accounting for 75% of the revenue.Challenges before Indian IT IndustryAt 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 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. 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 Dollarsin 1999-2000. After the turn of the century the industry experienced exponential growth to reach the 50 billion mark by 2006-2007.

KEY SUCCESS FACTORSBased on trends impacting the industry and experiences of the industry players the following key success factors emerge.1. Team work.2. There is no chance to play any type of politics regarding employees matter.3. Good communication and condition in between the employees.4. Work sharing and dedication.5. Efficient raw material procurement6. Diversified customer base7. Efficient method for controlling power and labor cost8. Scale of operations.9. Integrated, lean supply chain.10. Collaboration with local players.SUCCESS FACTOR CATEGORIZATION:Internal Success Factors Human resources Products Networking Company climateExternal Success Factors Clusters Infrastructure

CHAPTER-IIICOMPANY PROFILE

COMPANY PROFILEVincisive Solutions Pvt Ltd., is a global diversified outsourced product development (OPD) company. Our competencies lie in setting up dedicated offshore software development teams for outsourced product development, software maintenance and independent software testing with a local project management team. Using our proven Project Management and mature development methodology we help emerging software leaders bring superior products to market. Vincisive Solutions Pvt Ltd., works on the model of "Offshore Software Services with Local Presence". Vincisive Solutions Pvt Ltd., has locally available Project and Program Managers who interact closely with our clients by being close to our clients and working in their time zones, the locally based team members ensure that optimal communication is maintained for the successful outcome of outsourced projects. They ensure the offshore team has a pipeline of work orders to zero out idle time. They ensure consistent measurable delivery on or ahead of schedule throughout our engagement to bring great products to market in less time and at less cost.We deliver business value - beyond mere offshore advantages; increased quality, lowered costs, and faster turnaround times. We align our people locally with our clients business to ensure they get greater value from their offshore experience and make off shoring work for them.Since its inception in Dec 2005, the Company has been in the outsourcing industry and product development services, servicing clients into a core dependable extension of a client's internal team. Vincisive Solutions Pvt Ltd., has extensive experience in providing outsourced software development, and independent testing services.Our Mission Statement

At Vincisive Solutions Pvt Ltd., we will work together to far exceed client expectation by consistently delivering service excellence through continuous improvement in quality. We will also work towards achieving consistent growth for each of Vincisive Solutions Pvt Ltd., family members as well as the entire organization of an empowered team.

ServicesVSPL custom software application development services provide the IT backbone of our clients' business strategies when packaged software does not adequately address their needs. As with all of our IT Services, application development is delivered within the context of a total plan-build-manage solution - an approach that appreciates the dynamics of our clients' strategies and helps ensure predictable returns on investment (ROI). PlanVincisive Solutions Pvt Ltd., provides the expertise in industry dynamics, process management, and application and architecture design to recommend technology solution that will meet our clients business objectives and criteria for success.BuildVincisive Solutions Pvt Ltd., provides the design and implementation services to deliver a rapidly developed, scalable and flexible architecture that is aligned with our clients business objectives. People, process and technology issues are fully addressed to ensure a successful implementation.

ManageAll custom applications are developed with post-implementation issues in mind. That is, the new architecture is based on strict quality standards to enable cost-effective operations and support as well as easy adaptations in the future. Vincisive Solutions Pvt Ltd.,can provide post-implementation management of custom applications to ensure today's solution evolves with our clients emerging business needs.Customer Relationship Management (CRM)At VSPL, we know the value of each customer to your business and the paramount necessity of maintaining excellent relationship with them. Vincisive Solutions Pvt Ltd., CRM solution will help you go an extra mile to attain and maintain customer satisfaction. It will provide you with the tools and the methodology to manage a variety of CRM implementation issues in areas like customer retention, account management, campaign management, and customer self-service and devise strategies to increase revenue, productivity and customer satisfaction.You will be able to manage your customer contacts in an efficient manner and perform conclusive analysis in the area of (CRM) customer relationship management. Vincisive Solutions Pvt Ltd., CRM solution is built using the latest cutting-edge Microsoft technologies and will be customized totally to the needs of your enterprise. We also have expertise in customizing and implementing Microsoft CRM into your enterprise.Whether it is a marketing campaign or an online customer care process, we excel at developing a robust, scalable and best-in-its-class CRM solution.Expertise in following CRM technologies:Microsoft CRM Vincisive Solutions Pvt Ltd.,CRM Solution Our solution will help you reduce your total cost of ownership and improve the productivity standards of your employees and help you improve your ROI on your CRM investments.ER PlanningVSPL expertise and experience with large corporations has enabled us to develop and provide unique and ERP customized Enterprise Resource Planning Solutions to our customers.Vincisive Solutions Pvt Ltd., ERP: Enterprise Resource Planning Solution will cater to your company's imperative needs of a well-planned resource utilization strategy. You will be able to manage your workforce with a better focus on the utilization front to take care of any exigencies in future. Our Solution provides you with the tools to manage complex projects in a very efficient manner and hedge any risks arising out of any fluctuation in the resources or inputs.Business Value with Enterprise Resource Planning: Efficient management of resources. Project Planning Methodology. Easy management of inputs. Comprehensive Solution for Projects. Scalable and robustly designed. Efficiency in the Enterprise.

Technologies

Vincisive Solutions Pvt Ltd. Currently designs, supports, implements the following Enterprise Resource Planning Solutions: SAP JD Edwards PeopleSoft Baan Oracle Custom ERP SolutionsCustomer Relationship Management (CRM)At Vincisive Solutions, we know the value of each customer to your business and the paramount necessity of maintaining excellent relationship with them. Vincisive Solutions Pvt Ltd., CRM solution will help you go an extra mile to attain and maintain customer satisfaction. It will provide you with the tools and the methodology to manage a variety of CRM implementation issues in areas like customer retention, account management, campaign management, and customer self-service and devise strategies to increase revenue, productivity and customer satisfaction.You will be able to manage your customer contacts in an efficient manner and perform conclusive analysis in the area of (CRM) customer relationship management. Vincisive Solutions Pvt Ltd., CRM solution is built using the latest cutting-edge Microsoft technologies and will be customized totally to the needs of your enterprise. We also have expertise in customizing and implementing Microsoft CRM into your enterprise. Whether it is a marketing campaign or an online customer care process, we excel at developing a robust, scalable and best-in-its-class CRM solutionsExpertise in following CRM technologiesMicrosoft CRM Vincisive Solutions Pvt Ltd.,CRM Solution Our solution will help you reduce your total cost of ownership and improve the productivity standards of your employees and help you improve your ROI on your CRM investments.Staffing and Placement serviceThe major amount of time and money spent by IT organizations today is to manage their resources. Vincisive Solutions Pvt Ltd. Solutions would help their clients in IT services manage their human resource by providing them the right staffing solutionsVincisive Solutions Pvt Ltd. Solutions offers the best Staffing solution in the industry. At Vincisive Solutions Pvt Ltd. We ensure our client a qualified professional. We have a perfect screening procedure in place when recruiting professionals. Clients would save their time in recruiting process and investments into non-billable hours in the course of project implementation with Vincisive Solutions Pvt Ltd. Solutions staffing solutions.Our valued clients would have an option to engage the most qualified professionals as full time employees with our full time staffing solutions in place.Technologies Core: .NET Framework, DNA, COM, COM+, XML Web Services: SOAP, XMLLanguages: C#, Visual Basic (VB).NET, ASP.NETNET Servers: BizTalk Server, Application Center, Commerce Server, Content Management Server, IBM Mainframes, SharePoint Server Solutions: B2B Integration, B2C Application Development, Web Services based Application development, Reusable Components, Mobile SolutionsJava j2eeJava Competency Center helps clients realize the benefits of Enterprise Java J2EE platforms, and related technologies including Web Services and J2ME. HYPER CUBE has built a competency center that focuses on skill building, knowledge management and pioneering research in emerging Java technologies.Vincisive Solutions Pvt Ltd. Leverages offshore cost and scalability advantage to significantly reduce development cost across various J2EE developments. Vincisive Solutions Java Competency Center uses deep platform expertise in developing and delivering enterprise solutions. Vincisive Solutions Pvt Ltd., reduces software development costs by over 50% by leveraging competency expertise, offshore cost and scalability. Vincisive Solutions Pvt Ltd., has made significant investments in creating and growing the Java Competency Center. With trained and experienced Java specialists, engineers in Vincisive Solutions Competency Center conduct internal training programs for continuous learning and hands on experience The objectives of this team involve: Providing technical solutions implementing Java. Resolving problems faced in applying Java technology. Establishing a forum for knowledge sharing among developers. Building competency in chosen application servers and services. Developing reusable components that can be used across projects. Conducting organization-wide training programs in Java technologies.

Our Oracle Enterprise Application Competency Group has capabilities to provide ERP, CRM, and Strategic Enterprise Management (SEM) and DSS Life Cycle Implementation processes for the Oracle suite of Enterprise Applications products. We have the capabilities to provide the complete Life Cycle Implementation process for the Oracle Enterprise Application Products. Trained and experienced group of Oracle Applications ERP Consultants with the relevant skills such as Functional, Technical, and Business Analysis, and Project Management focusing exclusively on Oracle Enterprise Applications.Developed a competency center with focus on all the Oracle Enterprise Applications products modules to impart specialized and detailed training to its in-house Consultants with emphasis on developing implementation skills. This center maintains several simulated Oracle Applications environments of our client's with a view to provide support to on-site team as well as provide a good training and test environment

Net TechnologiesMicrosoft .NET framework represents a major step forward for Microsoft developers, encompassing many of the object-oriented design disciplines and managed code Vincisive Solutions Pvt Ltd., that have become popular in e-business application development over the last few years. Consequently, Vincisive Solutions Pvt Ltd., has established a special competency center to spread knowledge and promote best practices with Microsoft's new .NET Framework (Asp .NET / Vb .NET / C# etc)The Microsoft .NET Competency Center is staffed by trained, Microsoft Certified professionals with experienced applications development experience in selected Microsoft development environments.

Vincisive Solutions Pvt Ltd., has invested in training resources and developing best practices for application development using Microsoft's .NET architecture. Vincisive Solutions Microsoft Competency Center leverages this expertise to enable rapid, error-free application development to solve specific business problems.The objectives of this team involveProviding technical solutions implementing Microsoft .NET Resolving problems faced in applying Microsoft .NET technology establishing a forum for knowledge sharing among developers Building competency in chosen Microsoft servers and services Developing reusable components that can be used across projects Conducting organization-wide training programs in Microsoft technologies.

TechnologiesCore: .NET Framework, DNA, COM, COM+,XML Web Services: SOAP, XMLLanguages: C#, Visual Basic (VB).NET, ASP.NETNET Servers: BizTalk Server, Application Center, Commerce Server, Content Management Server, SharePoint Server Solutions: B2B Integration, B2C Application Development, Web Services based Application development, Reusable Components, Mobile Solutions.

SAPSHIR has a strong team of consultants with a spectrum of experience that covers financial and supply chain areas of enterprise. The team's knowledge of the offshore-onsite model enables them to offer SAP services from onsite and offshore locations. We also have in place, the methodology for various types of projects such as, development, support and maintenance, implementation, training development, testing, version upgrades and customization, using the offshore-onsite model. Vincisive Solutions Pvt Ltd., can tailor a specific solution based on needs of customers for both rolling out implementation and extending process solutions.The Vincisive Solutions Pvt Ltd. Team is also backed by experience in different industry verticals like banking and financials, retail, automotive, oil & gas, steel and other process industries, electrical and electronics industry, chemical and fertilizers.Core StrengthsThe team has expertise in SAP version 4.6c besides the earlier versions. The range of modules where the team has expertise includes: Financials (FI, CO, CO-PA) Data warehousing Logistics (SD, MM, PP, QM, PM AND CS/SM) CRM Human resources ABAP (including BAPI, RFC, ALE, EDI AND IDOC) Basis administration SHIR has a strong team of consultants with a spectrum of experience that covers financial and supply chain areas of enterprise. The team's knowledge of the offshore-onsite model enables them to offer SAP services from onsite and offshore locations. We also have in place, the methodology for various types of projects such as, development, support and maintenance, implementation, training development, testing, version upgrades and customization, using the offshore-onsite model. Vincisive Solutions Pvt Ltd., can tailor a specific solution based on needs of customers for both rolling out implementation and extending process solutions.The Vincisive Solutions Pvt Ltd. Team is also backed by experience in different industry verticals like banking and financials, retail, automotive, oil & gas, steel and other process industries, electrical and electronics industry, chemical and fertilizers.What sets Vincisive Solutions Pvt Ltd. Apart? We have the vision, ability to execute, and stability to be a great testing partner for your organization. We offer a customer-centric onsite-offshore model for delivering independent software QA and Testing Services. We believe in achieving excellence in delivering value to our customers and partners. Our successful track record in executing challenging engagements, proven tools & techniques and a highly process oriented approach speaks volumes of our capabilities. Our philosophy of maintaining the highest level of customer satisfaction has ensured that we have 100% referenceabilty. We have the best in People, Processes, Infrastructure, Quality, Technology, Security, and Intellectual Property Rights protection policy. Services: We offer independent QA and Testing Services spanning the entire software release lifecycle. Our QA services help you deliver your software with confidence and compete better in the market. This includes formulating the test plan & test cases, execution, defect reporting, defect analysis, risk assessments and recommendations.

The following is the organizational structure that functions in the Vincisive Solutions Pvt Ltd.,

CORE TRAINING PROCESS AT NETIX INFORMATICS

TRAINING PROCESSTRAINING NEEDS IDENTIFICATION:Training in the company is aimed at the systematic development of knowledge, skills & attitude. The superiors have to look at their subordinates development as a key target area. The development of an individuals performance skills leads to an improvement in performance & in turn adds value to the organization.

IDENTIFICATION OF TRAINING NEEDS(Done At NETIX INFORMATICS)

Training will be imparted on the basis of:a. Needs identified from the performance review on yearly basis at the individual level.b. Needs identified at the division/departmental level by the division/departmental head on areas which are specific to his division/departmental.c. Needs identified at functional level by functional head like Marketing/Human Resources/Purchase/Finance.d. Organizational level training programs such as programs on Total Quality Management, Supervisory Development, Cost Improvement, etc.Based on the number of people & the identified need, the programs would be held within the organization (internal training programs) or the employees will be nominated to various institutes of repute (external training programs).The first step in whole of training procedure is the identification of training needs of employees. Need assessment diagnoses present problems and future challenges to be met through training. Organizations spend vast sum of money on training. Before committing such huge resources, organization would do well to assess the training needs of their employees. Organization that implements training programs without conducting needs assessment may be making errors. For example, a need assessment exercise might reveal that less costly interventions (e.g. selection, compensation package, and job redesign) could be used instead of training.

As identification of training needs is important, we followed step by step procedure: Creating database: We were required to identify training needs of employees from L-06 to L-12 i.e. employees from middle level and managerial level. So, we prepared database of these employees. Database included employees name, token no., designation, total experience etc., Preparing Questionnaire: We then prepared questionnaire that contained questions related to survey. A specimen of the Questionnaire is showed on the annexure 1. All the personal details of the employees mentioned in the questionnaire, were filled by us from the database already created.

Appraisal forms: The next step was to analyze appraisal form of each and every employee. Appraisal forms of VINCISIVE SOLUTIONS PVT LTD., included many details like past performance, past training identified, past training given, goals met etc, which served as the input for our project.

Meeting with Head of departments: We finally interviewed Head of the Departments, who provided us with specific training needs (behavioral & technical) as identified by them for the employees in their departments. We also asked them to give appropriate weightage (in percentage terms) to these identified training needs in order to categorize them in High, Middle and Low priority.

High priority 65 to 100 % Middle priority 30 to 65 % Low priority1 to 29 % This would be a sound base while actually designing the training programmes. Analysis of questionnaire: The last step was to analyze the collected data and compile it. In order to make it more useful and easily understandable, we showed important findings with the help of graphical representation of the compiled data. Some of the graphics of our project have been shown after specimen questionnaire. Record of Personal Attributes: Alongside in order to keep a record of the strengths and Areas of Improvements of the employees, we thus asked HODs about their comments on employees personal attributes which became a part of our compiled data.

We were given the task to identify the behavioral training needed top the employees & hence according to that all the above information was compiled and we finally prepared graphs. Consisting of the training need require by employees at different department & with their priorities.

1. PROCEDURE FOR NOMINATION

The concerned HOD has to nominate in the prescribed format in line with the training needs identified at the beginning of the year also in line with the training plan to the Human Resource Department who will obtain the necessary approvals. Internal employee will facilitate most of the programs. In case external faculties are approached for conducting certain sessions, prior approval of Head-HR has to be taken for the payment of professional fees & the course content. The concerned coordinator will also organize to collect an evaluation feedback form, which will be handed over to the location Human Resource Department for analysis & future reference.2. INTERNAL TRAINING

If the number of people identified with a specific need is large, then the programs will be held within the organization using the available resources like people with professional expertise, in-house venues like HRD center. The annual training plan will be drawn by Human Resource Department based on the identified needs. This will circulate every year during the month of July, along with all details regarding the programs.3. EXTERNAL TRAINING

In the event of number of employees being identified with a specific area of improvement being few, then the division/department head will communicate to Human Resource Department the need for identifying institutes where they can be deputed. The training calendar from various institutes will be available with the Human Resource Department, for helping managers to take the necessary decision.The immediate superior will initiate the nomination after discussion with the concerned employee. The nomination form is then sent to the Human Resource Department, justifying the needs of employee to attend the program & the action plan, which would be drawn up after the completion of the course. Human Resource Department will process the nomination & make necessary payments to the institutes/agencies. In case the program duration is 2 days or mare & the course fees is more than Rs.5000/-, approval from the Jt. Managing director & CEO has to be obtained before the nomination is processed.The Human Resource Department will also ensure to get the feedback form from the employee after his completion of the course. A half-day session by the employee for a few managers to transfer the learning should be organized by the Human Resource Department, within 15 days of the return of the concerned manager. The employee shall submit the course material to the Human Resource Department for the purpose of maintaining the library & if so required retain a copy of the same.4. TRAINING FEEDBACK This forms an integral part of the entire training process. Evaluation/Feedback from the training indicates appropriate changes that have to be made in the program design/content, which will improve the effectiveness of the program. The feedback will also consist of an action plan by the concerned employee with a specific time frame to implement the learning to the actual performance. The feedback forms are available with the Human Resource Departments. It is the responsibility of the head of the department & the Human Resource Department to work together to assess the effectiveness of the training attended by the employee. This will also help in updating the training records of the individuals & in conducting an analysis of various training programs.

CHAPTER-IVTHEORITICAL FRAMEWORK

THEORETICAL FRAMEWORKDEFINITION:Quality of work life means the degree to which members of a work organization are able to satisfy important personal needs through their experience in the organizationQWL could be defined as the Quality of the relationship between the man and task.MEANING:Quality of work life has gained deserved prominence in the Organizational Behavior as an indicator of the overall of human experience in the work place. It expresses a special way of thinking about people their work and the organizational in which careers are fulfilled.QWL refers to the relationship between a worker and his environment, adding the human dimension to the technical and economic dimensions within which the work is normally viewed and designed. QWL focus on the problem of creating a human working environment where employees work co operatively and achieve results collectively. It also includes. The programme seeks to promote human dignity and growth Employees work collaboratively They determine work change participate The programmes assume compatibility of people and organizationQWL refers to the level of satisfaction, motivation, involvement and commitment individuals experience with respect to their line at work. QWL is the degree of excellence brought about work and working conditions which contribute to the overall satisfaction and performance primarily at the individual level but finally at the organizational level.

CONCEPT OF QWL:QWL is a prescriptive concept, it attempts to design work environments so as to maximize concern for human welfare. QWL acts in two dimensions. Goal Process

QWL acts as goal by Creation of more involving satisfying and effective jobs Work environment for people at all levels of the organizationQWL acts as process byMake efforts to realize this goal through active participation The whole essence of QWL may be stated thus, the QWL is co operative rather than authoritarian; evolutionary and open rather static and rigid; informal rather than mechanistic; mutual respect and trust than hatred against each other.OBJECTIVES OF QWL: The major three main objectives for the QWL are Improve employees satisfaction strengthen workplace learning, and Better manage on going chance and transition.

MAJOR FACTORS AFFECTING THE QWL:QWL means having good supervision, good working conditions, and good pay and benefits an interesting and challenging, and a rewarding job. The major factors that affect the QWL may be stated thus.

Pay:QWL is basically built around the concept of equitable pay. In the days ahead, employees may want to participate in the profits of the firm as will. Employees must be paid their due share in the progress and prosperity of the firm.Benefits:Workers throughout the globe have raises their expectations over the years and now feel entitled to benefits that were once considered a part of the bargaining process.

Job Security:Employees want stability of employment. They do not like to be the victims of whimsical personal policies and stay at the mercy of employers.Alternative Work Schedules: Employees demand more freedom at the workplace, especially in scheduling their work. Among the alternative work schedules capable of enhancing the quality of work life for some employees are: Flex time: A system of flexible working hours, Staggered hours: Here groups of employees begin and end work at different intervals. Compressed workweek: It involves more hours of work per day for fever days, per week. Job enrichment: It attempts to increase a person's level of output by providing that persons with exciting, interesting, stimulating or challenging work. Autonomous work groups (AWGs): Here a group of workers will be given some control of decision-making and have responsibility for a task area without day-to-day supervision, and with authority to influence and control both group members and their behavior.Occupational Stress:Occupational mental-health programmes dealing with stress are beginning to emerge as a new and important aspect of QWL programmes. Obviously, and individual suffering from an uncomfortable amount of job-related stress cannot enjoy a high quality of work life. 'Worker Participation: Employees have a genuine hunger for participation in organizational issues affecting their lives. Naturally they demand far more participation in the decision making process at the workplace.Social Integration:The work environment should provide opportunities for preserving an employee's personal identify and self-esteem through freedom from prejudice, a sense of community, Interpersonal openness and the absence of stratification in the organization.Work and total life space:A person's work should not overbalance his life. Ideally speaking, work schedules, career demands and other job requirements should not take up too much of a person's leisure time and family life.Basic principles of QWL: Herrick and Macco by have identified four basic principles, which summarize the humanization of work. These principles are briefly stated below: The principles of Security:Humanization of work implies freedom from anxiety, fear and the loss of future employment. The working conditions should be safe and there should be no fear of economic want. These preconditions will guarantee utmost development of skills and ideas. The principles of Equity:Hostility is generated if there are substantial differences between efforts and rewards. The equity principle requires that there is a just way of evaluating the conditions of an employee. Another aspect of equity refers to paying for knowledge and skill to carry out the task and not for the task alone. If work has to be humanized, equity would also require sharing in the profits of the organization according to the individual or group contribution. The principles of Individuation: Individuation refers to the work environment in which employees are encouraged to develop themselves to their utmost competence, a system of work that facilitates blossoming of individual potential. A basic precondition for this is the availability of freedom and autonomy in deciding their own pace of activity and design of operations.

The principles of Democracy: Akin to the principle of individuation this also implies greater authority and responsibility vested into the work force. Increasing controls, close supervision, and a general institutionalization inhibit humanization of work. Meaningful participation in decision-making also guarantees the right of citizenship...

IMPACT OF QWL ON PRODUCTIVITY:Improved QWL leads to improved performance. It should mean not only physical output but also the behavior of the workers in the helping colleagues in solving job related problems accepting orders with enthusiasm, promoting a positive team spirit and accepting temporary unfavorable work conditions without complaint.Quality of working and human resources management: Quality of working is broader than motivation through these two terms seem to be similar. All personnel related activities affect quality of work life.Some examples are:HR Activity Effect on quality of work life.Job analysis Analyze the job in such a way that human needs Like freedom challenging work, autonomy can Be satisfied.Selection Selecting the right and placing him in the right Position. This satisfies need for reward, Interesting, work etc.Job enrichment Satisfied higher order needs like pride ego.Job evaluation Equitable wagesBarriers to Quality of work life: Quality of work life suffers from barriers like any other new scheme. Management, employees and unions fear the effect of unknown change. All these parties feel that the benefits of this concept are few though they are convinced about its effects on personnel management as a whole and on the individual parties separately. Management should develop strategies to improve quality of work life in view of the barriers. Strategies for improvement of QWL:The strategies for improvement in quality of work life include self-managed work teams, job redesign and enrichment, effective leadership and supervisory behaviors, career development, alternative work schedules, job security, administrative or organizational and participating management.

Self-managed work teams:These are also called autonomous work groups or integrated work teams. These work teams are formed with 10 to 20 employees who plan, co-ordinate and control the activities of the team with the help of a team leader who is one among them. Each team performs all activities including selecting their people. Each team has authority to make decisions and regulate the activities. The group as a whole is accountable for the success or failure. Salaries are fixed both on the basis of individual and group achievement. Job Redesign and Enrichment: Narrow jobs can be combined into larger units of accomplishment. Jobs are redesigned with a view to enriching them to satisfy higher order human needs Career Development:Provision for the career planning, communicating and counseling the employees about the career opportunities, career path, education and development and for second careers should be made. Alternative work schedules:Provision for flexible working hours, part-time employments, job sharing and reduced workweek should be made. Job security:This tops the employees list of priorities. It should be adequately taken care of. Administrative of organizational justice:The principle of justice, fair and equity should be taken care of in discipline procedure, grievance procedures, promotions, transfers, demotion, work assignment, leave etc. Participative Management:Employees should be allowed to participate in management participative schemes, which may be of several types. The most sophisticated among them is Quality Circle. Implementation of these strategies ensures higher level of quality of work life.

CHARACTERISTICS OF QWL IMPROVEMENT PROGRAMMES: The results reported from a number of qualities of work life improvement programs have some general characteristics. They are Invited involvement of members task groups in recommending resolution of identified problem. Training of supervisors to equip them to function effectively in a less authoritative style. Implementation of practicable suggestions and explanations for rejected ideas. Feedback and recognition for good results achieved. Selection of personnel who can be motivated under appropriate conditions to strive for excellence is task performances. Evaluation and analysis of results, including failures, leading to renewed efforts towards continual improvement.

WAY TO CREATE HIGH QWL:QWL deals with the relationship between every employee and his or her work organization. This relationship is formal in sometimes less formal. This contract is psychological; contract. "Psychological contract is the set of expectations held be the individual specifying what the individual and the organization expect to give and receive from each other in the course of their working relationship". This contract represents the expected exchange of values that encourages the individual to work for the organization and motivates the organization to employ that person, (i.e.) Contribution and Inducements.

A healthy psychological contract means that inducements and contributions are balance. INDUCEMENTS = CONTRIBUTIONS(Organization to employees) = (employee to organization)This is the way for organization to create healthy psychological contract and Jobs satisfaction for their members is to provide them with High QWL environment.ASPECTS OF HIGH QWL:QWL are highlighted by the following Benchmarks of managerial excellence.Participation -Involving people from all levels of responsibility in decision-makingTrust -Reside signing jobs systems and structures to give people more freedom at work.Reinforcement - Creating reward systems that are fair, relevant and contingent on work performanceResponsiveness - Making the work setting more pleasant and able to serve individual Needs.RESULTS OF HIGH QWL: High Productivity Increase organizational effectiveness High employee satisfaction High morale. Reduce the absenteeism and labor turn over Increase the quality of life of employees High employee involvement Peaceful industrial relationREVIEW OF LITERATURE: RESEARCH REVIEW:Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis & Lawler, 1984; Cooper, 1988) define the qualities of work life are broadly similar to the study on Singaporean Employees Development suggest four dimensions of Quality of work life labeled as, i) Favorable work environment ii) Personal growth and autonomy iii) Nature of job and iv)Stimulating opportunities and co-workers Good performance is recognized in addition to rewards being based upon performance while employees are respected and treated like mature people.The Study on Singaporean Employees development, Cheng S says in a high QWL there should be a positive impact on personal life, an opportunity to be involved in decision as well as an acceptable level of physical comfort. Jobs seen to exist within high QWL work situations are those in which there is minimal negative impact on ones personal life, and hopefully one which has a positive impact on ones personal life. We would expect that these dimensions comprising QWL that were found in the present sample are consistent with the rapid economic growth and increasingly higher levels of educational standards in Singapore. Research studies (Taylor, 1977; Taylor, 1978; Donald, 1997) have generally established that QWL is positively associated with job satisfaction and can be a significant motivator. One implication of this finding for management is the need to consider the type of intrinsic and extrinsic factors highlighted by the four aspects of QWL that comprise the motivational reward-incentive system used in organizations. Designing the job and the work environment so as to include the characteristics of the QWL dimensions discussed above will contribute to the workers sense of well-being, and provide a more positive start to other work motivation programmes within the organization.. Kirkman (1989) suggests that in the future work society; the drive for more humanitarian treatment both in and out of work will increase. Cheng S in his paper QWL through employee participation in Singapore has discussed the following four different approaches to QWL Employee share option scheme, Joint management consultation, Quality circle and Industrial relations circle. This is an interesting situation given the high degree of emphasis on achieving high standards in performance and quality known in Singapore.QWL has also been viewed in a variety of ways including a) as a movement b) as a set of organizational interventions and c) as a type of working life felt by employees QWL, Self-evaluation and life satisfaction among American Africans.When for many people sex and relationships are troublesome--since they are often hazardous to our health--work plays an even greater role in keeping us "out of trouble." Regardless of how much we earn, most of us have some kind of agenda or work plan. And with so many people opening a home and a cyber-office, with mounting levels of technology-related stress (which Bruria Ginton,owner turned content-provider, calls frustression), many of us end up involved in more than one job, which we feel compelled to get done, spending the greatest portion of our lives in what we consider our workplace. So Quality of Work Life (QWL) is not some notion of frivolous luxury. QWL is just as real and useful as virtual reality itself.

RESEARCH METHODOLOGY:Research is a scientific and systematic search for pertinent information on employee engagement. Search can be defined as scientific and systematic for permanent information on employee engagement.Objectives of research on Quality of work life:The objectives of to study the work life practices which includes Organization health and safety Work life programs Employee assistance programmes Job satisfaction Training and development

Type of research:The type of research, which is involved in project quality of work life, is empirical and qualitative type of research. It is empirical data based research with some meaningful influences and judgments. It is data based coming up with conclusions, which are capable of being verified by observation/experiment. It is also called experimental type of research. It is qualitative type of research also because the research is also done on balancing the professional and personnel life. Research/project problem: Quality of work life should maintain harmoniously their professional life and personnel life if they cannot maintain then it will become a big problem to them. Quality of work life should maintain the quality of relationship between employee and the total working environment. Quality of work life would provide employee needs for developing mechanisms to allow them to share fully in making the decisions that design their lives at work.Research design: Research design of QWL has The study is about quality of work life i.e., balancing both personnel and professional life. The study is carried out in selected organization, those organization is Vincisive Solutions Pvt Ltd. The primary data collected from respondents by administrating the questionnaires which consist of 19 questions which measure the quality of work life in organization. Observation is also been help to some extent. The secondary data collected from company profiles, area of working their measures and initiatives for work life balance, job satisfaction, compensation structure, welfare benefits, etc., have been taken from the organization manuals VINCISIVE SOLUTIONS PVT LTD.SAMPLING PROCEDURE:Sampling is a method of selecting a few items from a particular group to be obtaining relevant data which help in drawing conclusions regarding the entire group i.e. population or universe. SAMPLING SIZE:The sample size selected for the study was 50 employees of VINCISIVE SOLTIONS PVT LTD.,STATISTICAL TOOLS USED:The following are the statistical tools used in the research.In this research, various percentages are identified in the analysis and they are presented pictorially by way of Bar Diagrams and Pie Charts in order to have a better quality.PERCENTAGE ANALYSIS:Percentage refers is a special kind of ratio. Percentages are used in making comparison between two or more series of data. They are used to describe relationship. More over percentages can also be used to compare the relative terms of the distribution of two or more series of data.Formula:Percentage of Respondents = *100

CHAPTER-VDATA ANALYSIS & INTERPRETATIONS

DATA ANALYSIS AND INTERPRETATION The below analysis and interpretation is done in the Vincisive Solutions Pvt Ltd., for this analysis and interpretation questionnaires is very important. This questionnaire is belongs to the performance appraisal system in Vincisive Solutions Pvt Ltd., the employees said different answers for those questions.The employees told their feelings, views from those questions. The questionnaire has 20 questions. The employees awarded very pleasant and peacefully. By this analysis and interpretation we know about the employees view, feelings. The analysis and interpretation we know about the employees views, feelings. The analysis and interpretations is shown below.

Q1).Which age group your belongs to?A). 20-30 years B).30-40 yearsC).40-50 years TABLE 5.1: age group of employees in this organizationAttributesNo. of Respondents% of Respondents

20-30 years2652%

30-40 years1632%

40-50 years816%

TOTAL50100%

GRAPH 5.1: age group of employees in this organization.INTERPRETATION:With the above analysis, 52% of the employees in this organization in between 20-30 years age. 32% of the employees working with this organization in between 30-40 years age... 16% of the employees working with this organization in between above 40-50 years age.CONCLUSION: And finally my conclusion is most of the employees working in this organization in between 20-30years age group.Q2. Since how many years have you been working with this organization? A. 0-1 Years B. 1-3 Years C. 3to 5 Years D. More than 5 YearsTABLE 5.2: working experience with this organizationAttributesNo. of Respondents% of Respondents

0-1 Years2244%

1-3 Years2856%

3 to 5 Years00%

More than 5 Years00%

TOTAL50100%

GRAPH 5.2: working experience with this organization

INTERPRETATION:With the above analysis, 44% of the employees working with this organization in between 0-5 years 56% of the employees working with this organization in between 5-10 yearsCONCLUSION: And finally my conclusion is most of the employees working with this organization in between 5-10years.Q3.How is the physical working condition in the Company? A. Good B. Average C. Poor TABLE 5.3: working condition in the companyAttributesNo. Of Respondents% of Respondents

Good4892%

Average48%

Poor00%

TOTAL50100%

GRAPH 5.3: working condition in the company

INTERPRETATION:With the above analysis, 92% of the employees said that the physical working condition in the Company is good 8% of the employees said that the physical working condition in the Company is averageCONCLUSION:And finally my conclusion is most of the employees said that the physical working condition in the Company is good.Q4. What do you think about the work load in the organization? A. Work Load is very much and task are not finished on appropriate time B. Work Load is very much but due to participative environment employees are able to complete their task C. Work Load is evenly distributed and employees are able to complete their task on time D. Work Load is less as compared to other companiesTABLE 5.4: work load in the organizationAttributesNo. of Respondents% of Respondents

A4896%

B24%

C00%

D00%

TOTAL50100%

GRAPH 5.4: work load in the organization

INTERPRETATION:With the above analysis, 94% of the employees said that the Work Load is very much and task are not finished on appropriate time 4% of the employees said that the Work Load is very much but due to participative environment employees are able to complete their taskCONCLUSION:And finally my conclusion is most of the employees said that the Work Load is very much and tasks are not finished on appropriate time.

Q5. Do you think Communication and information flow between the departments is satisfactory? A. Yes B. NoTABLE 5.5: communication and information flow between the departments is satisfactoryAttributesNo. of Respondents% of Respondents

Yes50100%

No00%

TOTAL50100%

GRAPH 5.5: communication and information flow between the departments is satisfactory

INTERPRETATION:With the above analysis, 100% of the employees think Communication and information flow between the departments is satisfactory 0% of the employees think Communication and information flow between the departments is satisfactoryCONCLUSION:And finally my conclusion is most of the employees felt that the Communication and information flow between the departments is satisfactory.

Q6. Do the employees share experiences to help each other? A. Yes B. NoTABLE 5.6: sharing experiencesAttributesNo. of Respondents% of Respondents

Yes50100%

No00%

TOTAL50100%

GRAPH 5.6: sharing experiences

INTERPRETATION:With the above analysis, 100% of the employees share experiences to help each other 0% of the employees share experiences to help each other

CONCLUSION:And finally my conclusion is most of the employees share experiences to help each other.

Q7. Does the company provide training for enriching the skills of employees? A. Yes B. NoTABLE 5.7: provide training for enriching the skills of employeesAttributesNo. of Respondents% of Respondents

Yes50100%

No00%

TOTAL25100%

GRAPH 5.7: provide training for enriching the skills of employees

INTERPRETATION:With the above analysis, 100% of the employees says that the company provide training for enriching the skills of employees 0% of the employees says that the company provide training for enriching the skills of employeesCONCLUSION:And finally my conclusion is most of the employees said that the company provide training for enriching the skills of employeesQ8. Do you think proper training improves the productivity of the company and employees? A. Yes B NoTABLE5.8: proper training improves the productivity of the company and employeesAttributesNo. of Respondents% of Respondents

Yes50100%

No00%

TOTAL50100%

GRAPH 5.8: proper training improves the productivity of the company and employees

INTERPRETATION:With the above analysis, 100% of the employees think proper training improves the productivity of the company and employees 0% of the employees think proper training improves the productivity of the company and employeesCONCLUSION:And finally my conclusion is most of the employees says that proper training improves the productivity of the company and employeesQ9. Do you think there are good career prospect in your organization? A. Yes B. NoTABLE 5.9: good career prospect in the organizationAttributesNo. of Respondents% of Respondents

Yes50100%

No00%

TOTAL50100%

GRAPH 5.9: good career prospect in the organization

INTERPRETATION:With the above analysis, 100% of the employees think that they have good career prospect in their organization 0% of the employees think that they have good career prospect in their organization

CONCLUSION:And finally my conclusion is most of the employees think that have good career prospect in their organizationQ10. Are you free to perform your duties?A. Yes B. No TABLE 5.10: free to perform dutiesAttributesNo. of Respondents% of Respondents

Yes50100%

No00%

TOTAL50100%

GRAPH 5.10: free to perform duties

INTERPRETATION:With the above analysis, 100% of the employees free to perform your duties 0% of the employees free to perform your dutiesCONCLUSION:And finally my conclusion is most of the employees are free to perform your duties excellently.Q11. How is the working Environment? A. Participative B. Autonomy C. Whimsical D. RedTapism TABLE 5.11: working environmentAttributesNo. of Respondents% of Respondents

Participative4896%

Autonomy24%

Whimsical00%

RedTapism00%

TOTAL50100%

GRAPH 5.11: working environment

INTERPRETATION:With the above analysis, 96% of the employees feel that the working Environment is participative 4% of the employees feel that the working Environment is autonomyCONCLUSION:And finally my conclusion is most of the employees are felt that the working Environment is participative

Q12.How is the working hours of the organization? A. Highly Satisfactory B. Satisfactory C. DissatisfactoryTABLE 5.12: how is the working hours of the organization?AttributesNo. Of Respondents% of Respondents

Highly Satisfactory4692%

Satisfactory48%

Dissatisfactory00%

TOTAL50100%

GRAPH 5.12: how is the working hours of the organization

INTERPRETATION:With the above analysis, 92% of the employees says that the working hours of the organization is Highly Satisfactory 8% of the employees is the working hours of the organization is Satisfactory CONCLUSION:And finally my conclusion is most of the employees are says that the working hours of the organization is Highly Satisfactory.