Mba Traning Report

7/29/2019 Mba Traning Report

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CONTENTS

1. Introduction

1.1 About Azim Permji

1.2 Management Team

1.3 Fact Sheet, Awards

1.4 From Quality To Business Excellence

1.5 Innovation

2. Wipro Lighting and Consumer Care

2.1 Wipro Plant Baddi

2.2 Products

2.3 Chairman Message

2.4 Spirit of Wipro

2.5 Cooperate Social Responsibilities

2.6 Department Study of Wipro

3. A Study on Employee Absenteeism

4. Research Methodology

4.1 Objectivities of Study

5. Analyses and Interpretation

6. Summary and Conclusions


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Introduction

What Wipro Does: transforming your business Wipro IT Business, a division of Wipro Limited

(NYSE:WIT), is amongst the largest global IT services, BPO and Product Engineering

companies. In addition to the IT business, Wipro also has leadership position in niche market

segments of consumer products and lighting solutions. The company has been listed since 1945

and started its technology business in 1980. Today, Wipro generates USD 6 billion (India GAAP

figure 2009-10) of annual revenues. Its equity shares are listed in India on the Mumbai Stock

Exchange and the National Stock Exchange; as well as on the New York Stock Exchange in the

US.Wipro makes an ideal partner for organizations looking at transformational IT solutions because

of its core capabilities, great human resources, commitment to quality and the global

infrastructure to deliver a wide range of technology and business consulting solutions and

services, 24/7. Wipro enables business results by being a transformation catalyst. It offers

integrated portfolio of services to its clients in the areas of Consulting.

Leadership at Wipro: building trust With more than 100,000 associates from over 70 nationalities

and 72 plus global delivery centers in over 55 countries, Wipros services span financial services,retail, transportation, manufacturing, healthcare services, energy and utilities, technology.

Wipros unwavering focus has been on business transformation with matchless innovation in

service delivery and business models. More than 800 active clients that include governments,

educational institutes, utility services, and over 150 Global Fortune 500 enterprises have

Innovation at Wipro: delivering enhanced business performance Wipro is at the forefront of

technological and business co-innovation with 136 patents and invention disclosures. With

enhanced business performance at the core of its deliveries due to its strong R&D and

Innovation.

We make our clients business more efficient through a combination of process transformation,

outsourcing, consulting and technology products and services. As the worlds first SEI CMM

Level 5 Company, Wipro endeavors to deliver reliability and effectiveness to its customers by


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maintaining high standards in service offerings through robust internal processes and people One

of the worlds largest third party R&D services provider, Wipro caters to product engineering

requirements in multiple domains. Most of the technology that you come across in daily life -

airplanes, automobile navigation systems, cell phones, computing servers, drug delivery devices,

microwaves, printers, refrigerators, set top boxes, TVs - will find a Wipro component in them.

Our service portfolio includes product strategy and architecture, application and embedded

software, electronic and mechanical hardware, system testing, compliance and certification and

Wipro believes that certain core technologies have a significant impact on business

competitiveness going forward. Towards that direction, Wipros Research and Development

activity is currently focused on Cloud Computing, Collaboration, Green Technologies, Mobility

Applications, Social Computing, Information Management and Security. World over, businesses

are transforming constantly, in order to get better and better. Wipro provides the right insight,

technology and support to help businesses transform, making business functions simpler, faster

and better. In other words, Wipro transforms businesses that help transform lives.

Mr. Azim Permji

Chairman of Wipro Technologies; Richest Indian for the past several years; Honored Azim

Permji is Chairman of Wipro Technologies, one of the largest software companies in India. He is

an icon among Indian businessmen and his success story is a source of inspiration to a number of

entrepreneurs.

Born on July 24, 1945, Azim Hashim Permji was studying Electrical Engineering from Stanford

University, USA when due to the sudden demise of his father, he was called upon to handle the

family business. Azim Permji took over the reins of family business in 1966 at the age of 21.

At the first annual general meeting of the company attended by Azim Permji, a shareholder

doubted Premji's ability to handle business at such a young age and publicly advised him to sell

his shareholding and give it to a more mature management. This spurred Azim Permji and made

him all the more determined to make Wipro a success story. And the rest is history.

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


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diversified to bakery fats, ethnic ingredient based toiletries, hair care soaps, baby toiletries,

lighting products and hydraulic cylinders. Thereafter Permji made a focused shift from soaps to

software.

Under Azim Premji's leadership Wipro has metamorphosed from a Rs.70 million company in

hydrogenated cooking fats to a pioneer in providing integrated business, technology and process

solutions on a global delivery platform. Today, Wipro Technologies is the largest independent

Azim Permji has several achievements to his credit. In 2000, Asia week magazine, voted Permji

among the 20 most powerful men in the world. Azim Permji was among the 50 richest people in

the world from 2001 to 2003 listed by Forbes. In April 2004, Times Magazine rated him among

the 100 most influential people in the world by Time magazine. He is also the richest Indian for

the past several years. In 2005, Government of India honored Azim Permji with Padma Bhushan.

Management Team

Azim H.Premji

Chairman

Wipro Limited

SureshC.Snippety

Executive Director &

Chief Finance Officer

Wipro Limited

T.K.Kurten

CEO, IT Business &

Executive Director

Wipro Limited

PratikKumar

Executive Vice President, Human Resources, Wipro

Limited

President, Wipro Infrastructure Engineering

AnuragBehar

Chief Sustainability OfficerWipro Limited

MarthaBejar

President

Global Sales & Operations
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VineetAgrawal

President

Wipro Consumer Care and Lighting

HeadCorporateBrand&

Communication

V.Raja

ManagingDirector

Wipro GE Healthcare Pvt.

Fact Sheet

Wipro is the first Indian IT Service Provider to be awarded Gold-Level Status in the Microsoft

Windows Embedded Partner Program

Wipro is the worlds largest independent R&D Services Provider

Wipro is the world's first PCMM Level 5 software company

Wipro is one among the few companies in the world to be assessed at CMMI Level 5 for V1.2

across offshore and near shore development centers

World's first IT Services Company to use Six Sigma

The pioneers in applying Lean Manufacturing techniques to IT services

Wipro is the worlds first SEI CMM/CMMI Level 5 IT services company

The first to get the BS15000 certification for its Global Command Center

Functional RFID Enabled Concept Store and Global Data Synchronization Laboratory BS7799

and ISO 9000 certified

Among the top three offshore BPO service providers in the world

Wipro is a strategic partner to five of the top ten most innovative companies in the world*

(*Technology Review Innovation Index 2005)

Over 50 industry specific Centers of Excellence'

108,071 employeesOne of the most preferred employers for top class talent (Survey by Hewitt Associates, Fortune

Magazine, and The RBL Group, 2007)
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Award and reorganization

Wipro is one of the most recognized and respected companies worldwide and has been awarded

with innumerable corporate awards for the various milestones and innovations achieved.

2010

Wipro featured in FinTech rankings on Top 25 Enterprise companies published by the

American Banker and Bank Technology News, and IDC Financial Insights.

Wipro's Identity and Access Management (IDAM) Solution - IDAM-in-a-Rack has won the

Global Product Excellence Award 2010 in the Identity Management Solution Category .

Partner of the Year Award for Systems Integration, Applications and Middleware from Oracle.

Outstanding Partner of the Year Award from Radware .

Leadership Award in the Solution Partners Category by RSA, India.

Indus Towers Customer Award for Excellence in Delivery- Wipro was the only IT partner to

receive an award from Indus.

Bharat Gaurav Award, 2010 for Nagarajan A., VP, Business Operations, Wipro Arabia for

excellence in keeping Indian Flag high in other countries.

Wipro receives Most Outstanding Alliance Partner of the Year Award in Asia-Pacific and Japan

from HP. This is the third time in the last five years that Wipro Technologies has been

recognized by HP Software and Solutions.

Wipro Infotech is the Indian IT Company of the Year 2009. Springboard Research chooses

Wipro for impressive revenue growth, client acquisitions and push towards Green technologies.

Wipros CIGMA wins NASSCOM Award for Process Innovation as CIGMA enables customers

to manage IT outsourcing engagements through business linked KPIs rather than traditional IT

SLAs. CIGMA integrates cutting edge technology and process elements to deliver stability of

the clients business platform at a lower cost.

Wipro receives 2010 Global Impact Award from Metro Atlanta Chamber of Commerce for

success in job creation and positive impact on Atlanta's economy in 2009 .

2009

Wipro E.go Notebooks ranked amongst top four notebook brands by IDC

Platin um Partner Award from Hitachi Data Systems for 2008-2009

Gold Certified Partner of HP, Middle East for 2008-2009
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Certified by Cisco for Master Security Specialization

Enterprise Partner of the Year Award, 2008-2009 by Websense

Declared Top Growth partner by Fortinet for 2008-2009

Wipro receives First Ever Teradata Partner Impact Award. The award expresses appreciation for

the outstanding level of commitment in their dedicated Teradata Centre of Excellence (CoE) at

Wipro campus in Bangalore, and generation of joint customer wins and contribution as an SI

Partner in the APAC emerging markets.

Wipro Technologies: Winner of the Global MAKE Award 2009. Also a seven-time Asian and

five-time Indian MAKE Award winner

Wipros website- wipro.com won the Silver Awards in the Davey Awards, for Outstanding

Work in Digital Design

Wipro won the 2009 NCPDEP Shell Helen Keller Award for efforts in promoting equal

opportunities for people with disabilities

Winner of Outsourcing Institute and Vantage Partners RMMY awards 2009 for Best

Performance Management Process

Winner of NDTV Profit Business Leadership Awards 2009 - Software and Hardware category

Wipro BPO was the winner for the Best Project Achievement in Customer Experience at the

Global Six Sigma & Business Improvement Award 2009. We won the award for our Six Sigma

Project for the Order to Cash delivery for a leading telecom customer

Awarded the joint second position in the list of top five Green Electronics Brands as per the

latest edition of the Greenpeace Guide to Greener Electronics, because of our strong focus on e-

waste management and climate control

Wipros website was awarded the Web Award For Outstanding Achievement in Web

Development by Web Marketing Association

Winner of the 2009 Asian MAKE Award- recognized for transforming enterprise knowledge

into shareholder value, knowledge sharing and enterprise-wide collaboration

Winner in the 2009 ASTD (American Society of Training and Development) BEST Award

Best New BPO Locator Award for Wipro BPO at the International Information and

Communications Technology (ICT) Awards

Azim Premji receives the prestigious Global Vision Award for furthering India-US relations

from US-India Business Council - June 2009


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Pratik Kumar, Executive Vice President - HR, Brand & Corporate Communications received the

Stevie Award Winner of Human Resources Executive of the Year - June 2009

Winner - Infomatica Retail Vertical Industry award jointly with a leading retail customer - June

2009

Wipro received the Salesforce.com Top Partner Award for FY09 for India and SAARC - June

2009

Laxman Badiga, Chief Information Officer (CIO) features in the first-ever Global CIO 50 List

instituted by InformationWeek - May 2009

Winner of the UN HABITAT Business Award 2009 - March 2009

Best New BPO Locator Award for Wipro BPO at the International Information and

Communications Technology (ICT) Awards - March 2009

Winner of two awards at the Outsourcing Institute and Vantage Partners inaugural RMMY

awards in the Best Enabled Relationship/Account Managers and Best Transition Process

categories - March 2009

Winner of the Best Asian Executive - Services Business category at the 5th annual Stevie

Awards for Women in Business - January 2009

Top Network Integration Company - Voice and Data, 2008-2009

Top Network Management Services Provider - Voice and Data, 2008-2009

Best IBM Websphere Partner for 2008 Winner of the All Stars Awards at The Network World

Asia - December 2008 Authorized EMC Signature Partner in South Asia Best TSG Partner of

HP in System Integrator category Network Integrator of the Year 2008 Winner of the Indian

MAKE Award, 2008 recognized for transforming enterprise knowledge into shareholder value,

knowledge sharing and enterprise-wide collaboration - December 2008 Recognized by Emerson

Rosemount as top IT partner for Continuous Improvement in the areas of Quality, Speed,

Flexibility, Service, Technology, and Cost - June 2008 Winner of The Smart Workplace Awardin the Professional Services category from the Economic Times, June 2008 Winner of SAP

Pinnacle Award for thought-leadership around enterprise SOA - June 2008 SAP Pinnacle

Award 2008 - Best SME Channel Partner for the Asia Pacific Region Wipro Wins International

Institute for Software Testings Software Testing Best Practice Award Only Tier 1 Network

Integrator, 2007-2008 - Communications Today Best System Integrator award by Netapp 2007-


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08 Best EMC Technology Partner for the Year 2007-08 Wipro Limited (Systems &

Technology division) has been ranked by GREENPEACE in their Guide to Greener Electronics

as the No. 1 Green IT Brand in India, and amongst the top four in the world among the Global

Green Brands

From Quality to Business Excellence

As the worlds first SEI CMM Level 5 company, Wipro endeavors to deliver reliability and

perfection to customers by maintaining high standards in service offerings and products, as well

as internal processes and people management. We believe that business success and market

leadership comes through innovation and a culture of excellence driven by our total quality

management system and our business excellence model, the Wipro Way.

Wipros Quality Management System

Wipros customers trust the strength of the quality processes that have always assured them of

timely, defect-free delivery of products and services. The Quality Management System (QMS),

called Veloci-Q, is a consolidation of experiences and best practices that are also aligned to

standard quality models and certification. This is dynamic, and also all encompassing, meeting

specific technology and domain specific requirements with ease. The fact that Wipro has

consistently been assessed and certified on critical quality models, generic and domain specific,

bears testimony to the goodness of the QMS.

Wipros Quality Journey - a series of firsts

In line with Wipros belief in constant innovation, over the years, Wipro has been a pioneer in

adopting and adapting several improvement methodologies like Lean, Six Sigma, Kaizen, etc. to

further the efficiency of its processes. Wipro was the first to adopt Six Sigma in IT delivery, way

back in 1998; Lean methodology was adopted from the world-class Toyota Production System

for improving the efficiency of the delivery engine; again a first in the industry, in the year 2005.

Wipro has become extremely proficient in the application of these methodologies for internal

processes as well as in our customers organizations.


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More than 150 practitioners of Lean have facilitated over 1,500 projects in Wipro. These

projects have employed Lean principles, and demonstrated a significant upside on productivity

and capability to handle requirements volatility

To address complex development needs of customers, in an iterative manner, Wipro has adopted

the agile methodology; so far, over 100 Agile projects have been executed successfully in Wipro

Assuring Outcome

Each business is unique, and quality needs to address these unique needs. Customer expectations

have evolved from where it was, to looking for a partner who can manage and assure outcomes.

A look at some of our innovative approaches to enhance quality, as experienced by customers

across our various groups makes it clear that Wipro has been successful in achieving this.

Over the years Wipro has moved from managing processes to managing outcomes for the

customers, and the quality function has closely worked to enable this successfully. Wipro has

adopted ITIL to assure services delivery in the managed services space. Benchmarking the

baseline with Gartner has helped us identify best in class performance, the gaps, and work on

bridging the same.Further, by utilizing tools like the SLA prediction tool that has been developed

internally Wipro and the customer can predict and plan for service levels more accurately. Use of

SLA governance tools allows us to provide the customer online and real time visibility into

actual performance, and also significantly reduce the costs associated with reporting.

In the BPO space, Wipros Process Labs simulate customer environment, to help deliver best -in-

class performance. A structured four step standardization approach helps standardize and

automate the way we work to deliver enhanced and consistent customer experience.

Innovation

Ideas that change the world

Change has always been driven by innovation at Wipro. We have sustained this innovative spiritin every endeavor of ours. Over the years we have raised the bar in delivering solutions that

make a difference in the technology landscape while leading to enhanced value for our

customers. Our innovation is driven by strong Research and Development (R&D) talent who can

deliver key solutions. The Global Command Center that envisions solutions and services for our

clients.


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Our Advisory Board provides a strategic direction to the innovative initiatives at Wipro. The

incubation of ideas is overseen by the Innovation Council who also look into the process

Innovation is driven by the various Centers of Excellence (CoEs) that work on projects related to

specific.

Automotive

CRM

Data Warehouse

Portals and Content

Management

Security

Storage

Linux

Mobile

Multimedia

.NET

Supply

Chain

Web

Services

Wipro Lighting and Consumer Care

Wipro Ltd. is today among the top business conglomerates in the world. With a $ 5 Billion

turnover, it has diverse interests ranging from Information Technology to Infrastructure

Engineering and Consumer Care. Wipro has a presence across 50 countries and employee

strength of over 94000 employees worldwide from over 50 nationalities.

Wipro Consumer Care and Lighting is today among the top 10 FMCG companies and amongst

the Fastest Growing FMCG companies in India. It has a presence in over 40 countries with over6500 employees worldwide. Wipro has 8 production plants in India and 5 overseas. The business

segments within WCCLG include Consumer Care, Trade Lighting, Commercial and Institutional

Lighting, Furniture, North West Switch Gear and with the acquisition of Unza in 2007, company

has now acquired a global footprint.


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Wipros organic growth has been led by growth in toilet soaps, domestic and institutional

lighting and office furniture. Wipro has also gained from new launches Wipro Safe wash,

Santoor hand wash, Santoor Face wash, Wipro Sanjeevini honey, Wipro Sweet N Healthy.

Amongst the acquired brands, Glucovita and Chandrika have shown excellent growth with new

variants, brand extensions and brand enhancements. Acquisition in the institutional business

segment includes North West Switches.

Focus on customer needs with distinctive offerings, supported by an able distribution system has

contributed to the growth of Wipro

Wipro Plant Baddi

The Wipro Plant at Katha, Baddi was started in 2008.It was inaugurated by Mr. Azim Premji

.The Katha Production facility made its first dispatch in 2008, which makes it only 3 years old. It

has the following product lines : GLS (2 Lines) and FTL (1 Line).Apart from GLS &FTLs tubes

Switches, fan regulators, Motor starters, sockets, Communication modules, Hospitality modules,

support modules, plates and frames are some of the major product categories. It produces about

80 different products in 8(eight) different colors resulting in a large product mix.

The production facility includes the following equipments: Injection Molding machines (4 Nos),

Blow Molding M/cos (2 Nos), Spot welding (2 Nose) Riveting- machines (15 Nose), and

1(one) Pad printing machine.

Products of Wipro Consumer Care

Wipro Safelight- Safe and Soothing for your childs eyes.

Wipro Safelight is the range of GLS lamps (Incandescent bulbs) from Wipro Lighting. Wipro

Safelight bulbs are UV safewhich means they cut harmful ultra-violet radiations resulting in

safe and soothing light for your childs eyes.


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Wipro Safelight GLS lamps are available in a variety of wattages and color to suit all your

households lighting needs. They are made in Wipros state-of-the-art manufacturing facilities

and are known to be among the best quality products in the market.

FTL (Fluorescent Tube Lights)

Wipro range of Safelight FTLs comes in 4 variants - Regular, Premium, Ultralite and Ultra slim.

Safelight Regular

Safelight Regular is manufactured with high grade powder from Nichia, Japan. It emits white,

bright light and has a 3 star rating from BEE. Safelight has an ISO 9002 certification for its

manufacturing facility.

SKUs

Wattage Lumens Tube Type Packing Lot MRP

18W 1015 Slim (T8) 30 Rs. 36

20W 940 Standard (T12) 30 Rs. 38

36W 2425 Slim (T8) 30 Rs. 38 / 42

40W 2650 Standard (T12) 30 Rs. 42 / 45

Safelight Premium

Safelight Premium features no black ends and has longer life than ordinary FTLs. Another

features


40W 2450 Standard (T12) 30 Rs. 47

Safelight Ultralite


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Ultralite is manufactured with Triband Phosphor powder technology. This helps Ultralite to have

a 30% more lumen output than normal FTLs. This also ensures that it has over twice the life of

normal FTLs. The color rendering index is 84% making it closest to real daylight. Ultralite

comes with a 5 star rating from BEE.

SKUs

Type Wattage Lumens Tube Type Packing Lot MRP

Ultralite Col 82 36W 3250 Slim (T8) 30 Rs. 75



Ultra slim

Ultra slim is an energy saving fluorescent lamp. It has a very long life and ultra bright light.

SKUs


28W 2480 Ultra Slim (T5) 40 Rs. 120

14W 2480 Ultra Slim (T5) 40 Rs. 95

Enchanter. The fragrance of French romance.

For centuries, romance has flourished in beautiful France, lovingly practiced by the sophisticated

French. In May 1989, we painstakingly designed a lingering fragrance that would be symbolic of

French romance Enchanteur Eau De Toilette. With its successful debut in the Malaysian

market that year, Enchanteur ensured that romance would never be the same.

Now an international range of perfumes and personal care products, Enchanteur is currently

available in 36countries,With a product range that spans EDTs (Perfume), Perfumed Talcs,

Body Mists, Roll-On Deodorants, Hand and Body Lotions, Shower Gels and Liquid Hand Soap,

Enchanteur is here to mesmerize your senses.


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When romance has so many facets, why not Enchanteur?

Enchanteur comes to you in two distinct yet equally unforgettable ranges:

The Romantic range, with sweet and floral-fruity notes. For when you are sweet, cheerful

and confident.

The Charming range with floral, powdery notes for when you want to feel classy, elegant

and sophisticated.

Embark on a romantic journey of your own. With Enchanteur.

Drop a little French romance in every part of your day. By using different Enchanteur products.

Leisurely begin your day with the Enchanteur Shower Gel. Nourish your skin with Enchanteur

Hand and Body Lotion and pamper it with satiny Enchanteur Talc. If youd like to stay fresh all

day long, spray Enchanteur Body Mist or use the Enchanteur Roll-on Deo and then put the

finishing touch with Enchanteur Eau De Toilette. Using different products from the same range

this way is called layering. And it ensures that you smell better for longer.

Once youre out and about during the day, treat your hands with care. Wash them only with

Enchanteur Liquid Hand Soap and ensure they stay soft and fragrant.

One memorable fragrance. Different products.

A long-lasting perfume, the EDTs unique French notes are designed to bring out the best in you.

Spritz it at pulse points like the inside of your wrist and behind your ears, let your natural body

warmth give radiate the fragrance of French Romance all day long. Available in a 50ml size, in

both Romantic and Charming ranges. Bring a touch of French romance to your packed day. With

the luxury of Enchanteur body mist. Just spray it on, and stay confident all day, no matter how

much you do. Available in a 75ml size, in both Romantic and Charming ranges

Enchanteur Talc is a fine talc that leaves your skin feeling satiny smooth. Perfumed with French

fragrances, this talc adds a shimmer of romance to your day. Available in sizes of 75g, 125g, an

250g in both Romantic and Charming ranges.

For the days when youre extra packed, we present Enchanteur Deodorant Roll-On. A unique

quick drying, non-sticky formula with anti-bacterial agents to prevent body odor, Enchanteur


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gives you that fragrant French edge that helps you get through your hectic 24 hours.

Anti-Per spirant, Whitening Roll-on, available in a 50ml size, in both Romantic and Charming

ranges.

Indulge your skin. With Enchanters Hand & Body Lotion. Specially enriched with emollients to

soften and moisturize your skin, this lotion is non-greasy and completely effective in keeping

you.

Whitening Hand and Body Lotion, available in sizes of 250ml and 500 ml, in both Romantic and

Charming

Rich, foamy and luxurious, Enchanteur Shower gel has moisturizing ingredients that leave a a

protective moisturizing film on your skin, while perfuming it gently. Think of it as your daily

indulgence.

Available in your hands even while youre washing them. With Scented Enchanteur Liquid Hand

Soap. A rich, creamy liquid that gently, yet effectively cleanses hands, Enchanteur Liquid Soap

is enriched with moisturizers to protect delicate hands.

Chairman's Message

Dear customer.

It's my pleasure to communicate with all our Wipro Lighting Customers. Opening up of the

economy has brought with it tremendous change in the business environment. It made the

market more competitive allowing the customer more choice and also provided enough

opportunities for the companies willing to listen to demands of a new customer. I am glad that

at Wipro Lighting we stayed with our customers and understood their need and delivered on

their expectations.

Our Lighting business has grown exponentially.

We emerged leaders in lighting of modern workspaces, where our team delivered the right

solutions to customers.

We were tuned to demands of the industry particularly the Pharma Industry where we


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delivered high-end solutions for Clean Rooms. We are clear leaders in the lighting for

Pharma Industry.

We are the No. 1 Lighting suppliers to New Generation Petrol Retail Outlets, partnering all

Oil majors in their modernization drive.

We have taken the lead in providing the right solutions and ambience to the booming

Healthcare segment and have serviced demands of corporate hospitals.

We are the No.1 Lighting company in the area of Landscape Lighting.

Grown our Business The Wipro Lighting advantages are:

Our focus on creative solutions by working closely with Architects and Consultants.

Our approach towards providing our customers the latest and best technology, by

integrating it in our solutions.

Focus on energy savings, resulting in more value to our customers.

Understanding our customer needs and willingness to customize products for them.

Delivering on our Promise.

The key to growing our Lighting business further is to focus on customer profitability. Our

single-minded focus would be on enhancing competitive advantage and thereby their

profitability. Whether it be energy saving or creative lighting for a productive workplace, we

will work as partners with our customers, understanding their unique needs and developing

world class solutions that will exceed their expectations. Our Six Sigma and Quality

initiatives and a common set of Values, allow us to develop competencies in our team to face

any environment or assignment with confidence. A key initiative to leverage the technical

depth of our human resources for customer benefits is our Innovation initiative, where we

focus on developing products and solutions and products that can create customer satisfaction.

I thank you for the continuing support and confidence you have placed in Wipro. We have the

talent and commitment required for succeeding in the current environment. Our team is

committed and dedicated to achieving customer productivity and profitability.


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Spirit of Wipro

Intensity to win

Make customers successful. Team, Innovate, Excel.

This is the desire to stretch, to achieve that which seems beyond our grasp. This is aiming for

maximum. This is the ardor to do our best, the hunger to be the best. This is the devotion to

challenging our limits, it is about realizing our potential, and about expanding our potential.

It is not about winning at all costs. It is not about winning every time. It is not about winning

at the expense of others.

It is about working together to create synergy. It is realizing that I win when my team wins;

my team wins when Wipro wins; and Wipro wins when its customers win, when its

stakeholders win.

It is about innovating all the time. It is a continuous Endeavour to do better than last time.

It is the Spirit of fortitude, the Spirit of never letting go ever.

Act with Sensitivity

Respect for the individual. Thoughtful and responsible.

At its highest vision, respect for the individual is unqualified. The core of this sensitivity lies

in understanding that every being, however different, is equal. The spirit of democracy


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underlies our notion of sensitivity we believe in a society where each citizen sees the ethic

of equity, the essentiality of diversity, the ethos of justice, and is thus driven to social action.

It is seeing each of us is inextricably embedded in the same social fabric.

The other source of respect is trust. Trusting that every individual is driven by learning, that

each individual would like to grow, that every individual strives for a meaningful life and is

intrinsically driven to do his/her best. Therefore, true respect means creating conditions in

which every individual grows to realize his/her promise and potential.

We are responsible for, and have an obligation to live in harmony with, our ecological

environment. We should actively act to preserve nature, and refrain from any action that

harms ecology.

Thus, when I act with thoughtfulness, act responsibly, act with empathy I act with

sensitivity.

Unyielding Integrity

Delivering on commitments. Honesty and fairness in action.

Integrity is a commitment to searching for and acting on the truth. Truth is a word with

many manifestations it means keeping ones word; it also means understanding and

realising ones highest vision of oneself.

On integrity, there will be no compromise we will always act to establish the foremost

standards of honesty and fairness.

Integrity is a beacon. It is what guides us, gives us direction it is not a straitjacketing

laundry list of dos and donts.

Integrity is being ethical beyond doubt. It is living the law of the land in spirit. It is what will

give us the confidence to stand up to any scrutiny.I am the litmus test of my integrity. For integrity is the manifestation of conscience.

"I have used Wipro Lighting for many of my projects and am very much satisfied with their

products and services. Their products are aesthetically superior and more importantly offer the


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Customer

Sanjay Gandekar Electrical Engineer & Consultant, Pune

Corporate Social Responsibility

Reaching out to create new opportunitiesOur commitment has never been limited to the IT initiatives we execute in our daily functions at

Wipro. Over the years, we have developed a clear road to realize our vision of taking our success

to other sections of society who struggle to care for their own basic needs.

Wipro Cares

Realities keep changing in an unpredictable world. In the midst of this there arise crises that need

to be immediately attended to and through Wipro Cares, we strive hard to address them. From

community relief and rehabilitation in times of disasters to education opportunities, health and

wellness programs for the needy, we make sure that our social initiatives touch every level of

society that needs our help. Our Wipro Care program is executed with the help of our employees

who are free to volunteer their services and other recognized voluntary organizations who make

sure the goal is never out of focus.

Wipro Applying Thought in Schools

Education is recognized as a key investment in Wipro, not only within, but also marked andleveraged as a social initiative. Through the Applying Thought in Schools initiative, we take our

tagline seriously enough to build a network of social organizations committed to education

reform. Education quality, research and interventions are clearly defined that our program

explores.

Eco Eye

Our commitment to the ecology around us is as strong as our every endeavor. We believe that the

future lies in sustainable solutions that will never interfere with our environment, an integral part

of our social initiatives. With the formation of Eco Eye, we are now a business that incorporates

better ecological balance in every project we execute.


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DEPARTMENTAL STUDY OF WIPRO

There are various departments in the organization. The major departments are

Human Resource Department

Finance and Accounts Department

Quality Department

Purchase Department

Raw Materials Department

Maintenance Department

Human Resource Department

Structure of HR department


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Human Resource plays an important role in the development of any industry andthe Nation as a

whole, It is the most important resource and unique from all the other resources. The smooth

running of an industry depends upon the kind of human resource it possesses any the relationship

that exists with the management.

Functions of Human Recourses Department

Human Resource Planning:

Human Resource Planning (HRP) is the process by which an organization ensures

The right number and kind of people, at the right place, at right time, capable of

Effectively completing those tasks that will help the organization achieve its overall

Objectives. HRP facilitates the realization of the companys objectives by providing the

Right type and the right number of personnel.


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Recruitment Process

The management, as a gesture of goodwill to help the loyal workmen agreed to provide

employment to a son of a workman who died while in service, which was later

Extended even to a workman who retires from service.

Initially, there was no stipulation of age and qualification for a new recruit and in due course

both qualification and age have been stipulated. The qualification required is PUC IITI and the

age limit are 25years.

The benefit by the management has both advantages and disadvantages.

Advantages being goodwill to the management that is intangible and succession of loyalty factor.

The disadvantage is induction of workmen from different areas and culture is not possible. It

should be mentioned here that the advantages weighs more than disadvantages .A workman is

imparted 9 months of Training and on successful completion he will be absorbed as a workman.

Sources of recruitment

Internal Sources:

Many organizations try and identify employees from within the organization to be groomed to

take on higher responsibilities. Internal recruiting is beneficial, as workers know the firm culture;

managers already know the workers and internal advancement can motivate the employees.

Job Postings

Employee referrals

Temporary worker pools

Previous employees

External SourcesThe company require workemen for existing plant as there is a shortage of manpower , so to

meet the demands occurring as a result of business growth and to seek fresh ideas, the managers

look outside the firm for people who have not worked at the firm before.


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The External sources are.

Walk-ins

Employment Agencies

Campus Visits

Recruitment Process

1. The HR Manager informs the HR- Recruitment team about the requirement, the number of

positions available and the necessary skills.

2. A proper requisition sheet is made and the key skills and the personal characteristics desired in

the person are mentioned in it. It also contains the date of issue and has provision to mention the

date of fulfillment of the same.

3. He then starts working on it by sourcing resumes through all possible sources and shortlists

them.

4 the final shortlists are then called for interview as per the time

frame decided by the HR Manager.

5. A candidate on the day of interview has to first fill the Candidate Information

Sheet and gives technical interview and if shortlisted, he then meets the HR Manager

6. He then undergoes the HR round, meets the General Manager at the site and then is offered iffound fit and the components of it are explained and the offer letter is given.

Training

It is an attempt to improve future employee performance by increasing an employees ability to

perform through learning, usually by changing the employees attitude or increasing his or her

skills and knowledge. In Wipro selected employees undergo training for 9 Months.

Identity card cum Attendance register card

Punch card system is used for recording the attendance. On joining, the candidates will be given

the identity cum access card that will be used to record time of entry and exit from the plant

premises. This would be taken as the official record of attendance in the plant.


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Payroll maintenance:

Preparing the wages and salaries chart, bonus for the whole organization. All this is done based

on the leave records, attendance sheets that are maintained by the HR department.

After 15months of experience gratuity will be given.

Maintaining PF and ESI

The HR department also takes care of the Provident Fund of employees, ESI (Employee State

Insurance).

Performance Appraisal:

Performance appraisal is a formal, structured system of measuring and evaluating an employees

job related behaviors and outcomes to discover how and why the employee is presently

performing on the job and how the employee can perform more effectively in the future so that

the employee, organization, and society all are benefited.

Remuneration:

Remuneration is the compensation an employee receives in return for his or her contribution to

the organization. Remuneration occupies an important place in the life of an employee. His or

her standard of living, status in the society, motivation, loyalty, and productivity depend upon the

remuneration he or she receives. Typically remuneration of

an employee comprises wages and salary, incentives, fringe benefits perquisites, and non

monetary benefits. Remuneration of an employee is governed by external factor like labour

market, cost of living, labour unions, labour laws, etc. and internal factors like companys ability

to pay, job evaluation and worker himself.

Welfare amenities provided by the company

Canteen

A well maintained canteen, which takes care of the employees, lunch, dinner and tea/coffee

requirements. The employee gets these facilities at a highly subsidized rate.


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Medical facilities

The company provides the following medical facilities:

Medial insurance: for self & spouse (only for hospitalization)

Medical reimbursement: for self & family

Industrial Security:

This refers to the security measures adopted in the factory premises. They have been working in

three shifts. The security guards will safeguard the factory premises. They have to maintain

number of registers as mentioned below.

Visitors Register:This is meant for visitors name, address, purpose and to whom they want to

see must be clearly shown in this register. The visitors will be given a pass and the same should

be returned when they leave the premises.

Duty Reporting Register: this is meant for security personnel.

Occurrence Register: if any incidents such as theft, accidents, etc. may happen, then that

should be recorded in this register.

Material Movement Register: Materials movement register refers to any materials that are

entered into the organization or going out of the organization will be recorded in this book.

In-Out Register: This register is maintained for the attendance purpose of the staff and theoperator regarding there in and out time in the company during working hours

Finance and Accounts Department

Finance Department structure-

This department is responsible for the whole financial transaction of the company .This

department deals with the collection of funds and maintenance of income and expenditure of the

company

Functions

The payment of bill for materials purchased based on the receipt of receiving receipt and

invoice from the stores.


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It also deals with the payment of customs, income tax, Sales Tax, Value Added Tax (VAT),Sun

VAT, Service Tax and payment of freight charges for bringing materials to the company stores

Handling Company Law Matter

Purchase and sales Entries

It prepares and maintains journal book, ledger accounts, profit and loss accounts, balance sheet

for every year and annual reports.

Filling ROC/MCA Company Statutory filing

It estimates the future requirements of funds and makes decisions regarding such funds.

Interacting with BSE

Debtors and Creditors Management

Structure of Finance Department


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Quality department

The quality department is responsible for checking the quality of the raw material and finished

products apart from process validation. The department is also responsible for testing of the new

product launch and also for the launch of the products that conforms to the test standards.

Responsibilities

Quality Inspections:

Quality Inspections are carried out to ensure the required specification of product and is carried

out in the stages of manufacturing.

Stucture of quality Department

Purchase Department:


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Purchasing involves the procurement of materials ofright quality because if the material is of

low quality it can affect the quality of the finished product; of right price because higher price

increases the cost of production which can affect the sale; on the right quantity so that there

may be no bottlenecks at the production level at the same time the inventory level may not be too

high; and at the right time so that the goods produced can be sold in the market in right time

The objective of this department is to receive, store, preserve and deliver the maintenance of

spares, safety equipment and items of general use and after the materials are issued the receipt

goes to finance department for further calculation.

Responsibilities

. Stores department must supply the raw material to the concerned department as per the

demand of the required department.

Certification of bills-Checking whether the purchase order is right and verifying if the physical

stock has come or not. If it matches, the order is certified and then passed to finance department

for the payment to the vendors.

Valuation of general stores, dyes and chemicals- Seeing the bills & checking if VAT should be

applied or not & getting the final price of the product.

Accounting of stores.

Supporting inventory control management.

Receiving incoming materials and storage.

Maintenance of records

Issue of raw material / vendor items

Filing central Excise monthly report and Maintaining Sun VAT documents.


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To monitor stock levels and follow up with purchase.

To monitor consumption pattern of high cost imported items.

Structure of Purchase Department

Raw Materials Department:

This department is responsible to ensure that the right material of the right quality and quantity is

available to the production department at the righttime.

Raw material cell in charge has the following responsibilities;

1. To keep close follow up on day today receipt of raw materials for the quality and quantity.

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

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

4. To verify all records of receipts & stocks


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

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

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

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

damages, Covered storage

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

delay.

Structure of Material Department

MAINTENANCE DEPARTMENT

This section will look after mechanical and electrical maintenance. Since this is the process

industry, several special types of machines are used. For the maintenance department, starting

time is receiving the complaint, down is getting the requisition slip and end time is handing over


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the machine to production department.

RESPONSIBILITIES:

Effective installation of all machines and equipments.

Co-ordinate with machine suppliers.

Spares management.

Breakdown maintenance.

Plant electrical maintenance.

Preventive maintenance.

Predictive maintenance.

Machine capability test and cleaning..

Maintenance of fixtures/tools and verification.

Job setup and verification.

Proactively seek to identify and control potential health, workplace and fleet safety hazards.


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A STUDY ON ABSENTEEISM OF WORKMEN

INTRODUCTION

Progress and prosperity of a country's economy largely depends on the growth and development

of its industrial sector or all the factors of production, and the human factor plays a decisive role

in achieving this goal.

An organization is a human grouping in which work is done for the accomplishment of some

specific goals or missions in a business organization. The personnel function constitutes a

paradoxical one. It is this human resource which is of large important in the success of any

Organizational setting or human and social rather than physical, technical or economic managers.

A manager whether in charge of a production or a marketing function deals with human beings


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and gets his work to be done through and with people. Through his own attitude as a manager he

can be either damper or encourage initiation.

It is a voluntary act on the part of the worker, in other words, it is without prior permission of the

superior, a worker absents himself from the work. If a worker absents himself from a work with

the prior permission of his immediate superior, it is not absenteeism. Thus, absenteeism is

unauthorized

The incidence of absenteeism increases in the situation where physical working conditions are

poor. Environmental stress or distractions such as excess of temperature, unpleasant noise,

fumes, inadequate light and ventilation, and unhappy work associates can significantly affect

attendance to a greater degree than the attitude towards the company, the pay, or work itself.

In common terms "Absence" refers to all "stay away" from work whether authorized or

unauthorized.

According to Richard M Jones, "absenteeism is the manifestation of a decision by an employee

not presents himself at his place of work at a time when it is planned by management that he

should be in attendance and when he has been notified by such expectation".

Absenteeism is no doubt, a symptom of employee discontent and industrial unrest, but lowering

of employee satisfaction and morale. The need for effective management of the problem of the

absenteeism is thus real and urgent.

Thus this problem can be described as the Symptom of labour unrest. Therefore, results in loss of

production, increase in labor costs and reduce efficiency of operation.

While, it may not be possible to eliminate the absenteeism completely, the timely proper action

by the

management could minimize and keep the absenteeism within the reasonable level.


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Types of Absenteeism

Absenteeism is of four types via:

1. Authorized absenteeism

2. Unauthorized absenteeism

3. Willful absenteeism

4. Caused by circumstances beyond ones control

Authorized Absenteeism:-

If an employee is absent himself from work by taking permission from his superior and applying

for leave, such absenteeism is called "Authorized absenteeism".

Unauthorized absenteeism:-

It an employee is absent himself from work without informing or taking permission and without

applying for leave, such absenteeism is called Unauthorized absenteeism".

Willful Absenteeism:-

If the employee is absent himself from duty willfully, such absenteeism is called willful

absenteeism.

Absenteeism caused by circumstances beyond one's control: -

If an employee is absent himself from duty owing to the circumstances beyond his control like

involvement in accidents or sudden sickness, such absenteeism is called "absenteeism caused by

circumstances beyond one's control

Common Features of Absenteeism

1. The rate of Absenteeism is highest on pay day or next to pay day OJ bonus, where as

employees either feels like having a good time with their family or the entertain himself for i.e.,

drinking liquor, gambling etc a.

2. Absenteeism is generally higher in the night shift than in day shift due to discomfort.

3. The type of job also influence and employee, on continuous heavy work has higher assured

rather than those on light work.

4.There is a close association between the levels of education of an employee.

5.Skilled employees abstain themselves from work less frequently and for a short duration that

those who are less killed.

6. The higher the monthly earning of an employee the higher is the absence rate.


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CALCULATION OF ABSENTEEISM

There is different method of calculating absenteeism, for this purpose factories hold maintain

separate records of each employee giving full details of attendance and also cause of absence.

In India, there is no specific method adopted for calculating absenteeism in a particular industry,

as it is done in western industrial countries.

The formula AXL/F applied for calculating the absenteeism.

According to this. Formula , absenteeism is the total number of days lost time divided by the

total number of days that could have been worked in a full month of 26 working days by all the

workmen.

Here, 'A'-Represents the percentage of absenteeism. 'L'-Represents the number of man-days lost.

'F'- Represents the total number of scheduled man-days.

The general practice in industries to calculate absenteeism is as under:

The formula given by the labour department, Government of is widely used to calculate the rate

of absenteeism

No. of employees absent X 100 = Percentage of

No. of employees scheduled to work absenteeism

No. of man days lost during the month due to absence X 100

No. of man days scheduled to work

In an industry, both the formulas are applicable. The first formula is helpful to calculate the

percentage of absenteeism the industry as a whole.

And the second formula is helpfu1 in calculating the percentage of time lost per individual and it

is accurate.

CAUSES OF ABSENTEEISM

Various studies have proved that the root cause of absenteeism is multifarious. For analytical

purpose, we can divide these causes in to three major categories; they are job related factors,

social cultural factors and personal factors.


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Job related factors:

A number of causes are found under the job related factors. The employee gets the wages is not

satisfactory to him. Hence, he might fetch more money. If he finds that, he may not be able to

complete it on time; he will naturally stay away from work. This creates the problem of

absenteeism.

Many of our industries are situated in suburban areas and many of the jobs are drawn by the

people of neighboring rural areas they were a people who enjoyed a leisurely way of doing their

village. They were doing interesting work; by they now find their work dull, monotonous and

uninteresting.

If the worker is not satisfied with the supervisor or even if he is not satisfied with the fellow

workers, he is likely to be absent form work because he does not want to face them. Job

dissatisfaction is cited as another cause for absenteeism. This might be due to many causes such

as insufficient wage, lack of recreational facilities, etc.

2. Socio-cultural factors:

Inadequate housing facility are another cause for absenteeism, in other words, the houses were

majority of the workers are living are overcrowded and ill ventilated. These circumstances result

in poor health of a worker and hence he is forced to stay away formwork periodically.

An industrial worker in India enjoys more leave and holiday benefits.

Along with national and festival holidays he gets 30 days annual leave plus casual leave and sick

leave this holiday helps the worker to take few days more and stay at home though special

holidays are sanctioned on the occasion of festivals. Many workers who go to their village tend

to over stay time.


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Insufficient transportation is another accuse for absenteeism. It is not the physical distance that

matters, but the time involved in traveling.

Lack of proper recreation facilities in the company may be another reason for absenteeism.

When the worker finds that he cannot spend his leisure time helpfully. He will seek enjoyment

else, where which will interface with his attendance. He might take up drinking or gambling or

indulge in other unhealthy activities. Next day morning he woke up fired. Worries deciding to

stay at home.

3. Personal difficulties:

Finally under the category of causes pertaining to personal difficulties and experience of the

worker. Quite a few reasons for absenteeism can be found sickness is universal factor for

absenteeism. In order to attend the work regularly, the worker should have good health. Statistics

have shown that, sickness in the workers family often necessary for his presence at home.

Indebtedness of the workers in another cause, which prompts the

worker to stay away from work. The average Indian worker has one foot in the factory and the

other on the farm. He retains his strong live with his village. He is not committed very much to

the industrial way of life. He visits his native village more often for harvest operations or for

social causes such as wedding ceremonies and soon. this increases the rate of absenteeism.

As a result, workers who came from village on the slightest pretext, thereby cresting the problem

of absenteeism. Poor supervision, lack of team work and co-operation and difficulties faced by

the workers who often try to stay away from work. A supervisor can make the job an interesting

one or a

miserable one.

The following are the causes of absenteeism

Nature of work:

If a worker gets tough an monotonous job, he likely to be absent for the job, because the worker

gets tired physically and mentally.


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Sickness:

It is the major cause for absenteeism particularly in India industries. It is because of lower wages

and imbalanced diet that makes the workers to fall in sick.

Poor working conditions:

In Indian industries, working environment is unsatisfactory and

working conditions are very poor, so that workers are likely to be frequently absent, because lack

of drinking water and canteen facilities, absence of medical ,air, poor relations with co-workers

and supervisor etc., make the environment unpleasant and create absenteeism. Unhealthy

working conditions like irritating and intolerable working conditions exist in factories. Heat and

moisture, which affects his hearing capacity, bad lighting conditions which causes eye strain .

Besides dust, fumes, overcrowding etc. , all these workers health causing him to remain absent.

Accident:

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

result in absenteeism.

Migratory character of labour:

Absenteeism also result due to migratory character of labour. Many workers who live in nearby

rural areas they visit they native places. Moreover, in busy agriculture season, they return to their

villages to look after their sowing and harvest and absent themselves from the job. This is a

common phenomenon in construction and other industries where skilled workers are not

required.

Lack of housing and transport facilities: in big cities, there is a major problem of housing in the

absence of company quarters; the worker stays at long distance and travel daily by public


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

transport problem in absenteeism.

Social and religious cause:

Social and religious functions divert worker from work to social

activities. In a large number of cases, the proportion of absenteeism due to other causes including

social and religious causes. Sociological factors in our country also cause absenteeism with our

religious festivals. The workers have

to enjoy these festivals. This causes absenteeism.

Industrial fatigue:

Low wages compel a worker to seek some part time job earn some side income. But, this often

results in absent for the extra days work. If fatigue affects him seriously, his absence may

continue for quite some time.

Maladjustment with factory conditions:

As worker continues to live in the city. Urban life becomes distaste tohim, because of the

sanitary conditions prevails there. He finds himself caught with in great factory walls. He is

bewildered by heavy traffic by jostling by strangers speaking different languages. He is confused

by different languages. He is confused by different religious, tastes etc., he is subject to strict

discipline and is ordered by strangers to do the things, which

he cannot understand. As a result, he is under constant strain, which Causes him serious distress

and impairs his efficiency. All these factors tend to persuade him to contacts with his villages.


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Poor management system:

When the managers consider the worker as their tools, the rate of absenteeism increases. In the

absence of proper management control, workload, shift arrangements and personnel policies etc.,

the rate of absenteeism will be high.

Absence of adequate facilities:

Absenteeism is also due to the inadequate welfare facilities available to workers, for a vast

majority, if industrialists in India still look upon welfare facilities as a barren liability rather than

wise investments.

Miscellaneous causes:

Apart from the above: there are so many other causes, which causes absenteeism. These are bad

weather. other income earning activitism., family responsibilities, no proper leave arrangement,

night study, hobbies and sports

etc. organization provide proper housing facility to its employees within the vicinity of the

factor.

The long hours of joumey and inadequate transport facility result in the workers Absence.

Therefore facility like housing, transportation, marketing, good station, day nurseries, schools

etc, should be provided to the workers by the management which will be mutually beneficial to

both. Through this the

factory will improve productions or productivity and the workers will reap the advantage of

increased earnings and to ensure better living.

EFFECTS OF ABSENTEEISM

Excessive absenteeism is harmful to both employees and employer in the following ways:

Regular flow of work in the factory is disturbed.

Orders cannot be executed in time as production schedules are upset or delayed.


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Overall production declines.

There is considerable increase's in overtime bill.

Quality of work suffers because casual workers employed to maintain work schedules are not

properly trained.

Work pressure on employees who are present increases.

Repairs and maintenance cost increased due to breakdown of machinery by inexperienced

workers.

Incidence of industrial accident increases.

Reduction in earnings increases indebtedness from duty

Workers who are habitually absent may be removed from services causing a great hardship to

him and their families

MEASURES TO CONTROL ABSENTEEISM:

Absenteeism is a serious problem fo a management, because it involves heavy additional

expenses. Reserves and understudies are kept in readiness to take the place of the absentees,

failing which the over head cost of headed equipment has to face.

Industrial employees do not usually ask leave of absence in advance or even give notice during

their absence as to him long they would be away.

The management generally uncertain about the probable duration of an employee absence and

cannot take appropriate measures to fill the gap.

The management should take remedial steps to reduce absenteeism.

However, it is not to possible to eliminate the absenteeism together as regards, measures to be

adopted to remedy the situation. The labor investigation committee,1946 was of the opinion that;

"proper conditions of work is factory, adequate wages, protection from accidents and sickness,

facilities for obtaining leave for rest and recreation constitute the most

effective means of reducing absenteeism."


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It should be noted that no single measure can be effective in

controlling the absenteeism; but a skillful combination of various measures would definitely lead

to the desired results. The measures are as follows:

l. Adoption well defined recruitment procedure:

The selection of employee on the basis of communal, linguistic and family consideration should

be discouraged and avoided. It is necessary that the people with right skills and intelligence are

hired.

They should be placed at proper places according to their skills

capabilities aptitude and interest. "The right person at the right place and at the right time"

.principle should be followed. The management should look for aptitude and. ability in

prospective employees and should not easily yield to pressure or personal likes and dislikes.

Application blanks sold invariably be used for a preliminary selection and as tools for interviews.

The personal officer should play more effective role as a coordinator or information provided

that he has acquired job knowledge in the function of selection.

2. Provision for healthy hygienic working condition:

In India, where the climate is warm and most of the work involve manual labor. It is essential the

works should be provided proper working conditions. The facilitates of drinking water, canteen,

toilets, rest rooms, lighting ventilations need to be improved any of these help in keeping the

employee cheerful an increase productivity and the efficiency of operations throughout the plant

.

3. Provision for reasonable wages and allowance and job security for workers:

Some of the employees determined his as well as his family members standard of living. This

single factor is important for him than any other. The management should thereof, pay

reasonable wages prevailing in different unit of the same industry, in the same area and

neighboring areas, productivity oflabor and general Effect of rising wages in neighboring

industries.


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The allowance that may be paid to workers should include old age allowance, length of service

allowance, position allowance, special job allowance, good attendance allowance, transportation

allowance housing allowance and so on, so that the worker may have and know the security of

employment.

4. Motivation of workers; welfare and social measures:

The management should recognize the needs of the workers and it offers them adequate and

cheap housing facilities, free or subsidized food, free medical and transportation facilities from

their residence, Educational facilities for their children and other monetary and non monetary

benefits.

Their genuine difficulties for example, their need of money at the time of marriage, dead, family

illness and disablement should be recognized by the management and it should try to help them

in this regard. As for social security measures such as the provision for provident, all these need

to be improved So that workers may have a sense of belonging.

5. Improved communication and prompt redressed of grievances:

Since a majority of the workers are illiterate, they do not understand bulletins a written notice,

journals and booklets.

Therefore, timely illustrations and instruction and instruction meeting and counseling are called

for written communication becomes meaningful only when worker can read and understand.

As for settlement, the management should recognize that a delayed grievance might become a

complicated case. A procedure for fair and prompt redressed of grievance is therefore essential.

It would be better if the various units adopt the model grievance procure. Supervisors should be

trained to handle a worker grievance is an informal and human manner.

INTERVENTION TO REDUCE ABSENTEEISM

Employee absenteeism due to illness implies costs for their employer due to the employee

replacement costs and decreased productivity. As a result, employee experience incentives to


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reduce absenteeism. Little is known, however, about the effectiveness of interventions that aim at

reducing such absenteeism is prolific, but research in to the effectiveness of intervention is

scarce.

INTERVENTIONS

The study distinguishes three types of interventions aimed at reducing absenteeism:

Procedures regarding absenteeism of employees.

Intervention improving occupational health and safety.

General human resource management procedures.

The first group of intervention involves procedures regarding

absenteeism. These interventions by increasing the probability that shrinking will be discovered.

Heighten the costs incurred by an employee reporting himself absent. The superiors are made

responsible for the sickness of absenteeism of his/her employees. This responsibility can be

formalized in.

certain procedures, which can be centrally monitored by one person (usually an employee from

the HRM department) these procedures describe where employees has to be contracted, and

whether this contact should be performed by telephone or through a visits if an employer

suspects shrinking.

ash agencies are sick pay insurers offer the services of searching for a hospital with shorter

waiting lists in order to reduce waiting times for medical treatment.

The second group of interventions, which is more general and aims at improving working

conditions, seeks to reduce sickness absenteeism and shrinking by making work more agreeable.

These interventions include the following:

Producers concerning working conditions and certification of these procedures by an

independent agency.

Appointment of coordinator for working conditions, also coordinates improvements.

Risk assessment and evaluation (RA&E) which is performed either by the firm itself or by the

ash agency or a third party.


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Risk assessment implies that labour conditions in the firm are systematically checked to evaluate

whether they entail risks for the employees. The results are documented.

The third group of interventions consists of general human resource management policies aimed

at increasing productivity and job satisfaction.

These interventions enhance the work benefits enjoyed by the employee. In this connection, the

study analyses the effects of regular performance interviews.

LIMITATIONS OF REPORT

An analysis has been done as per the objectives and attempt has been done to study each and

every parameter to make it more useful and to the mark. Effort has been done so that information

collected is correct for the subject studied but there are some limitations which are as follow.

Study has been undertaken only on 50 workers of Wipro. Which cannot provide the

information of general public?

Information provided may not be true as some of them closed want to tell exact figures.

Analysis in done on 50 workers only. So the same cannot be imposed on whole

population.

Research Methodology

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

To study and analyses the factors causing absenteeism among workmen.


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SECONDARY OBJECTIVES

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

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

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

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

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

bonus.

Meaning of reserch .

Research in common parlance refers to a search for knowledge. The advanced learners

dictionary of current English lays down the meaning of research as a careful investigation of

enquiry specially through search for new facts in any branch of knowledge.

The systematic approach concerning generalization and the formulation of a theory is also

research. The purpose of research is to discover answers to questions through the application of

scientific procedures.

Research Design

A research design is the arrangement of conditions for collection and analysis of data in a

manner that aims to combine relevance to the research purpose with economy in procedure.

- JOHN.W.BEST

Research may be defined as any organized inquiry designed and carried out to provide

information for solving a problem.

- EMORY


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Research is essentially an investigation, a recording and an analysis of evidence for the purpose

of gaining knowledge.

Descriptive Research Design

Descriptive research design studies are those studies, which are concerned with describing the

character of a group.

The researcher makes a plan of the study his research work. That will enable the researcher to

save and resources such a plan of study or blue print or study is called a research design.

POPULATIONS AND SAMPLE PLAN

The population consists of Workers in Wipro. For present study a sample of 50 workers were

taken. Convenience sampling technique was used to select the sample units.

DATA COLLECTION

The collection, of data regarding the awareness was both from primary and secondary source of

information. Primary data was collected by using the interview method and questionnaire

method for worker. Secondary data was collected from past company recrds or newspaper and

booklets. Questionnaire containing both closed and open ended questions

ANALYSIS OF DATA

For analyzing the data collected firstly a master table was prepared to note down the responses

in a tabular form.

ANALYSIS AND INTERPRETATION

The present chapter includes the analysis of the primary and secondary data collected from the

worker through the questionnaires.

A total of 50 Workers were taken and were personally interviewed with the help of structured

questionnaire to get the information regarding Absents.


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

results are:

Table 1.1How many year working with the wipro ltd:

From the above table it is clear that 05 worker are doing a working three to six month or 10

worker are doing work in six to one year or 28 worker doing a work in between one to two yrs

and 07 workers are doing a work between two to five years. So that average of worker doing a

work in permanent.

0

5

10

15

20

25

30

03-06 month 6month-1 yrs 1-2yrs 2-5 yrs

working with wipro

working with wipro

Options 03-06

month

6mont-1

yr

1-2 yr 2-5 yr

No.of

workers

05 10 28 07


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Table 1.2 How often remain absent in a month

From the above table it is clear that out of the total sample of 50 workers 05 workers are absent

in a one day for a month or 20 workers are absent in a two days in a month and 25 worker are

absent more then two days in a month Which shows that the more no of workers absents in a

month.

0

5

10

15

20

25

30

nil once twice


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Table 1.3 main reason for employees absent

Options Health

problem

Stress Work

dissatisfaction

Working

Environment

No.of

workers

10 15 12 13

From the above table it is clear that out of the sample of50 workers 10 workers are absent for a

health problem or 15 workers are absent for a work stress 12 workers are absent for a work

dissatisfaction and 13 workers are not like a working environment. Which table shows more

workers are absent for a work stress.

0

2

4

6

8

10

12

14

16

Health

problem

Stress Work

dissatisfaction

work.evt

reason for employees absent

reason for employees absent


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Table 1.4 Which place you come in company

Options Nearest

from co.

other

place

Stay co. Quarter

No.of

workers

18 25 07

From the above table it is clear that out of the sample of 50 workers 18 workers are coming fromnearest of co. or 25 workers coming from the other place or 07 workers are coming from a co.

Qurter . which incate the more workers are coming the out sides of places thet should also creats

the absenteeism.

0

5

10

15

20

25

30

Nearest from co. other place Stay co.quarter

place you come in co.

place you come in co.


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Table 1.5 Clear about a work

Options Well clear Good Fairly

clear

Dont know

No.of

workers

15 10 18 07

From the above table it is clear that out of the sample of 50 workers only 15 workers are well

clear the work What Are a doing. Or 10 workers are good knowledge for a working or 18

workers are fairly clear about a work and 07 workersare Dont know the works so that chart

shows the working knowledge fairly clear for a workers.

0

2

4

6

8

10

12

14

16

18

20

Well clear Good Farily clear Dont know

Clear about a work

Clear about a work


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Table 1.7 Working environments

From the above table it is clear that out of the sample of 50 workers only 03 Worker is tell theworking environment is excellent or 05 workers are tell working environment is good or 08workers are tell the environment is fair 20 workers are tell the working environment is poor and14 workers are tell the working environment is very poor. Which shows working environment iscause of absents.

0

5

10

15

20

25

Excellent Good Fair Poor Very poor

working environment

working environment

Options Excellent Good Fair Poor Very poor

No. of

workers

03 05 08 20 14


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Table 1.8 Relations with your superiors / co-workers

Options Excellent Good Fair Poor Very poor

No. of

workers

05 07 08 17 14

From the above table it is clear that out of the sample of 50 workers only 05 Worker is tell the

excellent relation with superior or 07 workers are tell good relation with superior or 08 workers

are tell the fair relation with co worker. 17 workers are tell the is poor relation with superior and

0

2

4

6

8

10

12

14

16

18

Excellent Good Fair Poor Very poor

Relations with your superiors / co-workers

Relations with your superiors /

co-workers


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14 workers are tell the is very poor relation with superior Again it becomes a de

Documents

Mba Traning Report