1.

OBJECTIVES AND SCOPE

1.1. OBJECTIVES OF THE PROJECT

To study the concept of Employee Engagement.

To study the Employee Engagement Activities conducted in Wipro, Tech Mahindra and
KPIT.
To study the comparative analysis of the employee engagement activities in Wipro, Tech
Mahindra and KPIT.

1.2. SCOPE OF THE PROJECT

This study is limited only to the employee engagement activities conducted in Wipro, Tech
Mahindra and KPIT.

1
 2. INTRODUCTION

Employee engagement is all about creating a positive feel among employees towards organizational
goals. According to Scarlett, Employee Engagement is a measurable degree of an employees
positive or negative emotional attachment to their job, colleagues and organization that profoundly
influences their willingness to learn and perform at work. Employees should feel satisfied and also
proud to work in such an organization. It is not just a process of engaging the employees productively.
It also floors the way to ensure that the employees are motivated to put in their best efforts in
achieving the organizational goals. Employee engagement plays a major role in the present era, where
each and every contribution of employees is counted. The engagement programs will be yet another
stepping-stone of success for the organizations. According to Schmidts influential definition of
engagement was an employees involvement with commitment to, and satisfaction with work.
Employee engagement is a part of employee retention. For an organization hiring an effective
employee is important, but retaining the employee with organization is very important. Employee
engagement is a part of employee retention. Employee Engagement is the positive feeling that
employees have towards their jobs and also the motivation and effort they put into it. Employee
engagement, also known as worker engagement, is a measurement of an employees attachment to
his job, coworkers, and company. Engaged employees are more likely to positively contribute to their
companies. Employee engagement is a broad term that looks different in every company, job, and
employee. However, employee engagement is a mix of an employees feelings and behaviors.
Engaged employees typically have a very positive attitude about their company and their job. They
are enthusiastic about and believe in the companys mission. They often feel loyalty and pride for the
company. Engaged employees are typically very productive at work, and work hard to contribute to
the companys overall success.

2
2.1.DEFINITION:

Employee engagement is the extent to which employees feel passionate about their jobs, are
committed to the organization, and put discretionary effort into their work.

Johnson and Johnson defines employee engagement as the degree to which employees are satisfied
with their jobs, feel valued, and experience collaboration and trust. Engaged employees will stay with
the company longer and continually find smarter, more effective ways to add value to the
organization. The end result is a high performing company where people are flourishing and
productivity is increased and sustained.
(Catteeuw et al., 2007)

The Civil Service sees being engaged as more than just being satisfied or motivated. Engaged
employees have a sense of personal attachment to their work and organization that means they want
to give of their best to help it succeed Engaged employees tend to speak positively about their
organization and have an active desire to stay.
(Civil Service, 2008)

A positive attitude held by the employee towards the organization and its values. An engaged
employee is aware of business context and works with colleagues to improve performance within the
job for the benefit of the organization. The organization must work to develop and nurture
engagement which requires a twoway relationship between employer and employee.

(Robinson et al., 2004)

3
2.2. ADVANTAGES OF EMPLOYEE ENGAGEMENT:

Engaged employees will stay with the company

They will normally perform better and are more motivated.
There is a significant link between employee engagement and profitability.
Builds passion, commitment and alignment with the organizations strategies.
Increases employees trust in the organization
Provides a high-energy working environment

2.3. BENEFITS:
There are a number of benefits to having engaged employees. Because they want to see their company
succeed, engaged employees are productive and create results for their company. This may lead to a
variety of positive outcomes, such as boosting the companys reputation, increasing sales, or bringing
in profits in other ways.
Engaged employees take pride in their work, so they are often careful workers. This means
they often have a lower rate of work accidents and errors. Their work is more thorough and
well done.
Engaged employees also tend to miss work less, because they enjoy going to work.
This also leads to more productivity.
Engaged employees also tend to stay in their jobs for longer, so employers have less turnover.
This can save a company a lot of money in the hiring process.

4
 3. LITERATURE REVIEW

Simpson (2009) discussed that the current state of knowledge about engagement at work through a
review of the literature. This review highlighted the four lines of engagement research and focuses
on the determinants and consequences of engagement at work.

Susi & Jawaharrani (2011) examined some of the literature on Employee engagement, explore
work-place culture & work-life balance policies & practices followed in industries in order to
promote employee engagement in their organizations to increase their employees productivity and
retain them.

Bhatla (2011) focused on the need for such employees and how their presence can improve the
progress and work efficiency of the organization as a whole .Also focused on the challenges faced
by the HR managers to improve employee engagement for an organizations survival.
Meere (2005) describes three levels of engagement:
a) Engaged-Employees who work with passion and feel a profound connection to their
organization .They drive innovation and move the organization forward.
b) Not engaged-employees who attend and participate at work but are time serving and put no
passion or energy into their work and,
c) Disengaged employees who are unhappy at work and who act out their unhappiness at work.

According to Meere (2005) these employees undermine the work of their engaged colleagues every
time. It is therefore important for an organization to assess the levels of engagement of its
employees so that they can take the necessary intervention to boost morale and productivity of their
employees.

There is a need for organization to look at employee engagement with a lot of weight since
boosting employees engagement levels can give an organization a comparative advantage over the
others. There is therefore need to identify the key drivers of employee engagement and initiate
necessary interventions in order to improve engagement levels among the employees.

5
Ram and Prabhakar (2011) did a study on the role of employee engagement in work-related
outcomes. This study confirmed the relationship between employee engagement and perceived
organizational support, perceived supervisor support, total rewards, and perception of distributive
justice.

Engaged employees are energized and passionate about the work they do. With passion comes
excitement, enthusiasm and productivity. Engaged employees are committed, motivated, energetic
and enthusiastic about problem solving. They are absorbed in their work, put their heart into their
jobs, are excited about doing a good job, exert energy in their work and are a source of competitive
advantage for their employees.

6
 4. COMPANY PROFILE

IT SECTOR IN INDIA
Information Technology (IT) industry in India is one of the fastest growing industries. Indian IT
industry has built up valuable brand equity for itself in the global markets. IT industry in India
comprises of software industry and information technology enabled services (ITES), which also
includes the business process outsourcing (BPO) industry. India is considered as a pioneer in software
development and a favorite destination for IT-enabled services. The origin of IT industry in India can
be traced to 1974, when the mainframe manufacturer, Burroughs, asked its India sales agent, Tata
Consultancy Services (TCS), to export programmers for installing system software for a
U.S. client. The IT industry originated under unfavorable conditions. Local markets were absent and
government policy toward private enterprise was hostile. The industry was begun by Bombay-based
conglomerates which entered the business by supplying programmers to global IT firms located
overseas. Today, Indian IT companies such as Tata Consultancy Services (TCS), Wipro, Infosys,
HCL etc. all are renowned in the global market for their IT prowess.

4.1. WIPRO COMPANY

Wipro was set up in 1945. Primarily an edible oil factory, the chief products were Sunflower
Vanaspati and 787 laundry soap (a by-product of the Vanaspati operations). The company was called
Western India Vegetable Products Limited; it had a minor presence in Maharashtra and Madhya
Pradesh. In the 1970s and 1980s, it began to expand and made forays into computing. WIPRO was
the first company which marketed the first indigenous homemade PC from India in 1975. In 1966
Azim Premji, still the majority shareholder in WIPRO, took over as the chairman of the company at
the age of 21 and with the passage of time transformed it into one of the finest and largest IT
outsourcing services provider of the world. It is now considered the world's largest independent R&D
service provider. It offers different technology driven services all over the globe with 46 development
centers. Azim Premji is still the Chairman of the WIPRO along with other top class professionals
heading different wings of the business Wipro Tech is an information technology service company
established in India in 1980. Wipro is the third largest IT services company in India.
7
LOGO OF WIPRO

VISION
Having already achieved the pinnacles of process and quality credentials (through SEI CMM, PCMM
and Six Sigma), Wipro's Vision is focused on attaining leadership in the areas of business, customer
and people.
Business Leadership: Among the top 10 Information Technology Services companies globally and
the No.1 Information Technology company in India.
Customer Leadership: The No.1 choice of customers through innovative solutions and Six Sigma
processes.
People Leadership: Among the top 10 most preferred employers globally by creating an environment
of empowerment, intellectual challenge and wealth sharing.
Brand Leadership: Wipro to be among the 5 most admired brand in India.

MISSION
Wipros mission is the quality which they have achieved through six sigma.

8
QUICK FACTS OF WIPRO:

Establishment year 29 Dec, 1945

Founder Mohamed Hasham Premji

Chairman Azim Premji

Industry IT Services, IT Consulting

Headquarter Bangluru, Karnataka, India

Services Digital Strategy, Business Consulting and IT

Services.

Website www.wipro.com

9
4.2. TECH MAHINDRA COMPANY

Tech Mahindra is a global systems integrator and business transformation consulting firm focused
on the communications industry. With the convergence of media and telecom, the changing landscape
of the telecom industry is becoming extremely competitive. As companies rapidly strive to gain a
competitive advantage, Tech Mahindra helps companies innovate and transform by leveraging its
unique insights, differentiated services and flexible partnering models. This has helped our customers
reduce operating costs and generate new revenue streams. Recognizing that margins from
connectivity are rapidly falling and that future growth in revenues and margins will only come from
new applications, content and services, operators today are busy addressing business opportunities
revolving around Commerce, Content, Convergence and Customer Experience to gain a sustainable
Competitive Advantage. For over two decades, Tech Mahindra has been the chosen transformation
partner for wire line, wireless and broadband operators in Europe, Asia-Pacific and North America.
Majority owned by Mahindra & Mahindra, one of the Top 10 industrial houses in India, in partnership
with British Telecommunications plc (BT), worlds leading communications service provider, Tech
Mahindra has grown rapidly to become the 5th largest software exporter in India and the first largest
telecom software provider from India.
For over two decades, Tech Mahindra has been the chosen transformation partner for wireline,
wireless and broadband operators in Europe, Asia-Pacific and North America. Majority owned by
Mahindra & Mahindra, one of the Top 10 industrial houses in India, in partnership with British
Telecommunications plc (BT), worlds leading communications service provider, Tech Mahindra has
grown rapidly to become the 5th largest software exporter in India and the first largest telecom
software provider from India. Committed to quality, Tech Mahindra adds value to client businesses
through well-established methodologies, tools and techniques backed by its stringent quality
processes.

10
LOGO OF TECH MAHINDRA

VISION
To be the leading global software solutions provider to the telecom industry.

MISSION
To be the global leader in outsourcing services, To the telecom industry, Building on our technologies
and competencies, And customer interests, And creating value for our shareholders and customers.

TECH MAHINDRA PRODUCTS/SERVICES:

Specialized Smart Grid Product Engineering Division

End to end capabilities in Electronics, Mechatronics and Geospatial technologies and
solutions
Embedded product Engineering Design, Modelling, Simulation. Prototyping and Testing
Reliability, Environmental Analysis and Obsolesce Management
Ecosystem for manufacturing, global sourcing, regulatory compliance and validation.

11
QUICK FACTS OF TECH MAHINDRA:

Establishment year 1986

Chairman Anand Mahindra

Industry IT Services, IT Consulting

Headquarter Pune, India

Services Business Consulting, IT Services and Outsourcing

Website www.techmahindra.com

12
4.3. KPIT COMPANY

KPIT was co-founded in 1990 by Ravi Pandit and Kishor Patil, as KPIT Info systems. Both the co-
founders are Chartered Accountants by profession & were partners in the Chartered Accountancy
firm Kirtane and Pandit Chartered Accountants. KPIT Technologies is Indian Multinational
Corporation with registered office in Pune, Maharashtra, India. Popularly known as KPIT, the
company provides product engineering services and solutions, IT consulting services and
technologies. KPIT provides product engineering and IT consulting solutions and services to its
clients. KPIT is focused on the three industries namely manufacturing, automotive & transportation
and energy & utilities, with clients such as Cummins, Paccar, Lafarge, and so on.

LOGO OF KPIT

KPIT MISSION AND PURPOSE

To create Technologies for a Better World.
KPIT focuses on envisioning and enabling a cleaner, greener, intelligent world - a world that
is self-sufficient, sustainable and efficient. We provide technologies that help our clients
succeed, such that the products and solutions they offer to their end-customers are of high
quality, targeted, affordable, energy efficient, and use less material, and improve the state of
industries they operate in. KPIT, in collaboration with its clients and its suppliers, works
toward improving the world through technology and engineering innovations.
13
QUICK FACTS OF KPIT:

Establishment year 1990

Chairman Ravi Pandit

Industry Information Service Group, Product

Engineering and IT consulting

Headquarter Pune, India

Services Business Consulting, IT Services, Engineering

and Outsourcing

Website www.kpit.com

14
 5. RESEARCH METHODOLOGY

It is a qualitative research using only the Secondary data.

SECONDARY DATA:
DATA SOURCES:
The data is purely secondary in nature and the knowledge has been obtained only through various
articles available on various websites.
There is no scope to collect primary data in any form as the topic is theoretical in nature and does
not include any kind of questionnaire to be filled.

RESEARCH METHODOLOGY

The research commences by searching for the articles related to the topic Employee Engagement
Activities conducted in the IT Sector (Wipro, Tech Mahindra and KPIT) .Then having a detailed
knowledge of the same.
Then studying the steps taken and efforts made in this field by various Indian companies. Taking
some examples of Indian companies and explaining the efforts made by listing their contributions.
After identifying them, there is study of the results it had on the business and what positive results
came out.

15
COMPARISON OF EMPLOYEE ENGAGEMENT ACTIVITIES IN WIPRO,
TECH MAHINDRA AND KPIT
WIPRO
Wipro meets meeting of
Wipro Senior management
with all Wipro employees
Blogs @ Wipro the techie
way to connect with
employees
Eco-eye the ecological
sustainability initiative at
Wipro
TECH M KPIT
Vrindavan Cultural club
Fun field event To allow employees express
themselves while enlightening
their peers.
Rajbhog- Team Building Theatre Club
To showcase innate skills and
talent.
To boost confidence.
To help discover oneself.
Utsav Celebration- Olympian Club
Unity in Diversity To develop physical fitness by
maintaining and increasing
components such as speed,
flexibility, muscular strength,
muscular endurance, aerobic
capacity and anaerobic
capacity.
16
Women of Wipro under the
Wipro Diversity umbrella
appreciating women
professionals in Wipro
Fit for Life the well-being
initiative @ Wipro
Meet your People Program
for quality and sustained
Touch-time with employees
Best People Managers Award
Chunouti- Work Life balance
and Fun at work
Annual Awards &
Recognitions (Best Support
group of the year, five years
association award, etc.)
Celebration of Employees
Birthday/ Family day
Table no. 1
17
Outdoors Club
To provide an organization
where both experienced
outdoor enthusiasts and
beginners can meet and benefit
from one another by sharing
their experiences and
collaborate on a variety of
activities.
Photography Club
To learn and explore.
To capture moments so that
they could last forever
To express emotions
Cerebral Club
To promote better mental
health.
To lower stress levels.
To promote happiness and
satisfaction at work, improve
personal growth and increase
self-acceptance
EMPLOYEE ENGAGEMENT ACTIVITIES IN WIPRO

1. WIPRO MEET:

Wipro Meets is a quarterly employee communication where the Chairman and Senior leadership team
meet all Wipro employees. Focus of this session is presentation of Wipro financial results, new
initiatives and updates from the world over at Wipro. This is a live webcast wiproites log in and
participate. This is an opportunity for employees and the senior management to interact and get
questions answered live.

2. BLOGS @ WIPRO:

In October 07, Wipro introduced Blogs at Wipro to encourage informal dialogue among Wiproites.
Blogs being the most spontaneous form of communication, became an instant hit among Wiproites.
It started with individual blogs by the Senior management and was later made available for all
Wiproites. This initiative has helped employees know their leaders and their views on various
subjects better. We have also recently started community blogs with the first being on eco-eye,
Wipros eco sustainability charter.Currently we have over 150 bloggers, a number growing by the
day.

3. ECO EYE ECO ACTION AT WIPRO:

Wipro celebrated the Environment Day and World Earth Day at Wipro with more rigour and action!
Many activities were planned across the globe. These included: tree planting, screening of ecological
movies, putting up stalls with ecofriendly, products, inviting innovative ideas of making the
workplace more ecofriendly by reducing/ using the available resources with discretion, ride on the
Wipro buses to encourage the use of mass transport to individual vehicles. There was something for
everyone and to save the Earth, our employees were more than willing.

4. WOMEN OF WIPRO:

Beginning with the International Womens day, they dedicated a week celebrating the Women of
Wipro. This week consisted of many interesting activities for women - workshops, community
building, recognition, mentoring to name a few. This initiative also aims to create visibility for our
women leadership and strengthen Wipros women network.

5. FIT FOR LIFE:

Wipro introduced Fit for life with 2 objectives in mind:

To get all the scattered initiatives together under one umbrella and
To drive fitness and well-being in the employees of Wipro, company-wide.
This initiative will cover, health and well-being facilities and initiatives which will include onsite
health checks, de-stressing, WHO campaigns etc. Wipro Limited have recently been awarded World
HRD Congresss Best Employer Award for Managing Health at Work .

18
 6. MEET YOUR PEOPLE PROGRAM:

At Wipro, there are various HR touch points with the employees. These are collectively known as
Meet your People programs. They are part of the goals and objectives of all HR professional at
Wipro.
The programs include the following:

1- One-on-one sessions with employees The HR meets employees one-on-one to understand their
issues, problems etc. This is mostly on a need basis but there are also targets for these.

2- New Manager Assimilation (NMA) session is done to acquaint the new manager with the team
and to have a better understanding of each other. This is done for managers in new roles or for
managers new to Wipro. The session is facilitated by the HR person along with supervisor of the new
manager. The manager joins the team at the end of the discussion and shares his/her perspective. The
discussion touches upon what the team already knows of the manager, what else would they like to
know, concerns and areas to focus and how the team can collectively work together. At the end of
the session action points are noted which is followed up after a month.
The feedback shared is the collective feedback of the team. And this remains confidential to the
team, the manager and the facilitator.
The feedback is documented by the facilitator to be shared with the manager.
The feedback is not identified back to the individual who gave the feedback; in fact it is taken as a
group feedback.
During the discussion no comparison is made with any other individual.

3- Skips These sessions are done to understand the managers better. This process helps increase
effectiveness of the supervisor and day to day functioning of the team. The HR person meets the team
and takes feedback on the supervisor. The HR then shares feedback with the manager with possible
areas of improvements.

4- Policy clarification sessions this as the name suggests is usually done when there is a change in
any policy or if a new one has been created. Even otherwise these sessions are done on a regular basis
so that the policies are clear to the employees.

7. BEST PEOPLE MANAGERS AWARD:

The Best People Managers is a company-wide award ceremony for the leaders who have
institutionalized best practices to engage, motivate and retain employees in their team. A stringent
evaluation process is followed before the final awardees are chosen.

19
EMPLOYEE ENGAGEMENT ACTIVITIES IN TECH MAHINDRA

1. VRINDAVAN: -
This is an activity in which fun games are conducted. The company involve the employees
family members to make them familiar with the company.

2. RAJBHOG: -
Team Building, Royal feast and celebration through food. The name itself explains that all
the members enjoys cooking in a team which shows there team building.

3. UTSAV CELEBRATION: -
Unity in Diversity: The Company celebrates festivals like Diwali, Holi, etc.

4. CHUNOUTI: -
Work Life balance and Fun at work. In this various sport events are conducted to cheer the
employees. Ex: Cricket, Volleyball, etc.

5. ANNUAL AWARDS & RECOGNITIONS: -

The employees are awarded for their contribution to achieve the companys goals. (Best
Support group of the year, five years association award, etc.)

6. Celebration of Employees Birthday.

20
EMPLOYEE ENGAGEMENT ACTIVITIES IN KPIT

1. CULTURAL CLUB

The Cultural Club aims at developing social interaction and encourages employee's interest,
participation, and responsibility in the ingenious field through a medium of creative art. It provides
an opportunity to demonstrate and develop leadership and decision-making skills. Culture Club is
one of the most popular clubs in the company. Cultural evenings, Antakshari, Dandiya Nights are
Culture Club's forte.

2. THEATRE CLUB

Theatrical Finesse is showcased during various dance, drama and musical events organized by the
Theatre Club of KPIT. KPIT has participated in Expressions 2010, an inter-IT event that combines
various art forms, and bagged second prize for the play "Second Chance". The club promotes
learning about theatre through activities, field trips and performances/productions. It strives to
foster an appreciation for all forms of the performing arts and to provide opportunities for artistic
growth.

3. OLYMPIAN CLUB

Olympian Club organizes sports events, facilitates employee participation in various sports
tournaments and competitions that are held in and around the city. Various Intra-company sports
events such as, Cricket, Chess, and Table Tennis tournaments attract large crowds, both as players
as well as the audience.

4. OUTDOORS CLUB

The outdoors club organizes weekend treks, nature trails, and adventure outings.

5. PHOTOGRAPHY CLUB

The Photography Club, a global event, caters to all the shutterbugs and motivates more and more
colleagues to take up photography as a hobby. An annual company-wide 'Photography Contest' is
one of the most eagerly awaited events at KPIT. The clicks from employees are shortlisted and the
best ones are rewarded and appreciated by displaying them within the company premises.

6. CEREBRAL CLUB

The Cerebral Club aims to broaden the intellectual horizons, by promoting thoughtful reading,
writing, discussion and brainstorming sessions amongst the employees. The Cerebral Club is all
about keeping gray cells charged up!

21
 FINDINGS/OBSERVATIONS

Various activities are conducted in the company under the Employee Engagement to
encourage the Employees.
Every employee is appreciated for his/her hard work, dedication in terms of awards,
incentives, rewards.
Employee Engagement activities helps to create healthy atmosphere in the organization.
Employee engagement activities helps to motivate employees and build their work
efficiency.

22
 CONCLUSION

It is essential to conduct the employee engagement activity in the company to build a good relation
in employer and employee, which creates healthy atmosphere in a company. It motivates employees
to work efficiently and effectively to achieve the organizational goals and objectives.

23
 LIMITATIONS

Employee Engagement activities conducted by companies were easily available but the
results of these activities are hard to find out.
The information collected is limited to the secondary data available.

24
 LEARNINGS

I learnt the overall concept of the employee engagement.

I learnt about the various employee engagement activities conducted by the companies.
I learnt the importance and benefits of employee engagement in the company.

25
REFERENCES:

1. International Journal of Research In Social Sciences-

Title- A critical review of Literature on Employee Engagement concept, Onesmus Kamau
and Muathe Sma (phd), Vol.6, No.3, Jan. 2016
2. International Journal of Business and Management-
Title- Employee Engagement: The Key to Improving Performance, M. Sandhya Sridevi,
Vol. 5, No. 12; December 2010
3. ASIAN JOURNAL OF MANAGEMENT RESEARCH- A Study on employee engagement
in two Indian businesses, Malavika Desai, Bis hakha Majumdar, Ganapathy P.Prabhu, ISSN
2229 3795
4. Journal of Business Management & Social Sciences Research (JBM&SSR)- A Research
Paper on the Effect of Employee Engagement on Job Satisfaction in IT Sector,
Preeti Thakur, Volume 3, No.5, May 2014
5. Employee Engagement: A Literature Review, Dharmendra MEHTA, Naveen K. MEHTA,
Volume 16, Issue 2, 2013 209

Websites:
http://www.wipro.com/
https://www.kpit.com/
http://www.techmahindra.com/
http://www.managementstudyguide.com/benefits-of-employee-engagement.htm

26