A

STUDY
ON

“HR PRACTICES AT INFOSYS”

Submitted in partial fulfillment for the award of the degree

Master of Business Administration (MBA)

Under the Guidance of: Submitted by,

Shweta Jaiswal
Khushi Kumari
Faculty MBA – Semester IIIrd

MBA Department Exam Roll No - 2021

T.M. Bhagalpur University, Bhagalpur

UNIVERSITY DEPARTMENT OF COMMERCE & BUSINESS ADMINISTRATION

TILKAMANJHI BHAGALPUR UNIVERSITY
BHAGALPUR-812007
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 SUPERVISOR’S CERTIFICATE

This is to certify that MISS KHUSHI KUMARI (ROLL NO. 2021), SESSION 2020-2022 has

successfully completed the project titled “STUDY OF HR PRACTICES AT INFOSYS”

I, further that this project has not been submitted to any university for the award any degree/diploma.

She bears a good moral character.

Signature of Supervisor

Shweta Jaiswal
Faculty
MBA Department
T.M. Bhagalpur University, Bhagalpur

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 DECLARATION

I KHUSHI KUMARI student M.B.A(III Semester) hereby declare that the project report entitled
“STUDY OF HR PRACTICES AT INFOSYS” is based on my own work carried out during the
course of my study.

I also declare that this report has not been submitted to any university/institute for the aware if any
professional.
.

_________________
(Signature of the Candidate)
KHUSHI KUMARI
MBA (3rd Semester)

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 TABLE OF CONTENTS
CHAPTERS TITLE PAGE
 Supervisor’s Certificate I
 Declaration II
 Acknowledgement III
 Preface VI
Executive Summary V
 Introduction
CHAPTER .1
 Introduction
 Introduction about project
 COMPANY PROFILE
 LITERATURE REVIEW
CHAPTER 2. .
 RESEARCH METHODOLOGY
 Statement Of Problem
 Need for study
 OBJECTIVE OF STUDY
 SCOPE OF STUDY
 RESEARCH METHODOLOGY
 LIMITATION
 CHAPTER SCHEME

CHAPTER .3
 HR PRACTICES AT INFOSYS
CHAPTER 4.
 DATA ANALYSIS &INTERPRETATION
CHAPTER . 5
 FINDINGS , CONCLUSION & SUGGESTIONS

BIBLOGRAPHY

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 ACKNOWLEDGEMENT

I take this opportunity to place on record my grateful thanks and gratitude to all those who gave me
valuable advice and inputs for my study. My study could not have been completed if I had able to get the
reference materials from the company.

My sincere thanks to Dr.PAWAN KUMAR PODDAR HOD of MBA Department for granting me
the opportunity to do this project.

I am pleased to record my gratitude and sincere thanks to my guide, Shweta Jaiswal

for sincere guidance and valuable assistance for completing this report.

I also thanks all my teaching staff for rendering all kinds of help wherever required and also all the
staff of library for providing better co-operation during research work.

Once more, I am grateful to all the above mentioned people for the help, advices and suggestions that
inspired me to put in my best efforts for research/project report.

_________________
(Signature of the Candidate)
KHUSHI KUMARI
MBA (3rd Semester)

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 PREFACE

The objective of the project study is to develop ability to apply multidisciplinary concept, tools and techniques
to solve organizational problem.

i) To develop ability to apply multidisciplinary concept to solve organizational problems.

ii) To install the feelings of belongingness and acceptance.
iii) To help the student to develop the better understanding of the concept and question already raised
subsequently during their research period.
iv) My area is to apply my learning in the area of Human resource management so that I gain
significant practical and understand the nature of changing need of consumer in infosys company and
identify the various inputs that should go into any programme.
v) Understand the need of changing needs of consumer in Infosys Company.

The present project study report gives a detailed view of the “STUDY OF HR PRACTICES

AT INFOSYS”

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 EXECUTIVE SUMMARY

HR policies encourage people to exercise a degree of choice on how and how well they do

their job. In other words, they help induce employee discretionary behaviour which makes

peoplework better and improve performance. This happens because the HR policies and

practicesdevelop positive employee attitudes or feelings of satisfaction, commitment and

motivation

This study examines what factors affect employee attributions to HR practices in

relationshipwith HR satisfaction and organizational outcomes. As a result this study gives a

better insightin how employees individually perceive HR practices and what kind of

attitude or behaviourthey will display when these practices are made distinctive.This

research demonstrates how the HR practices are perceived by employees. If employees

aresatisfied they are willing to display behaviour that is beyond expectations and is

neitherdescribed nor rewarded by any formal reward system.So with this reference the

project titled

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Study of HR Policies & Practices

has been conducted,based on the primary research in infosys

Human Resource is considered as the backbone of any economic enterprise. In the

recent years the economist has added ―Human Resource‖ besides land,
capital, and technology as the keyfactor for building& developing the nation. The
optimal utilization of natural resources and thefactor inputs of capital technology
depend on the extent of use of human resources. The humanresource management is
a proactive central strategic management activity which is differentfrom conventional
personnel management. Human resource management is a sun rise conceptand
traditional personnel management is a sun set concepts. The HRM is a growing
concept. Ithas a tremendous relevance to productivity industry. Human input is the
single largest that goesin the Indian industry. The level of efficiency of production of
this input reflected in the qualityof product provided by industry to its customer. The
most of the employees on regular andcontract status show excellent performance but
just after being regularized their performancedecreases, and it has become a different
circle. In industrial sector to see the problem in itstotality and a planned approach is
needed for maximizing the human resources. In twoapproaches will not be helpful
quantitative aspects need more emphasis organization havingexcess and poorly
utilized manpower cannot think of growth in the future. India has large
scaleorganizations employing human resources with entire satisfaction of employees.
So to knowtheir human resource policies & practices of employees and level of
satisfaction, the research iscarried out in this study.

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 INTRODUCTION :

Human Resource is considered as the backbone of any economic enterprise. In the

recent years the economist has added “Human Resource” besides land, capital, and
technology as the key factor for building& developing the nation. The optimal
utilization of natural resources and the factor inputs of capital technology depend
on the extent of use of human resources. The human resource management is a
proactive central strategic management activity which is different from
conventional personnel management. Human resource management is a sun rise
concept and traditional personnel management is a sun set concepts. The HRM is
a growing concept. It has a tremendous relevance to productivity industry. Human
input is the single largest that goes in the Indian industry. The level of efficiency
of production of this input reflected in the quality of product provided by industry
to its customer. The most of the employees on regular and contract status show
excellent performance but just after being regularized their performance decreases,
and it has become a different circle. In industrial sector to see the problem in its
totality and a planned approach is needed for maximizing the human resources. In
two approaches will not be helpful quantitative aspects need more emphasis
organization having excess and poorly utilized manpower cannot think of growth
in the future. India has large scale organizations employing human resources with
entire satisfaction of employees. So to know their human resource policies &
practices of employees and level of satisfaction, the research is carried out in this
study.

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Objective of the study :

 To study the Awareness Level of the employees about Human Resource Policies and Practices in India.

 To know the satisfaction level of Human Resource Policies and Practices in India.

 To study the satisfaction level of Allowances provided in India.

 To find out the Labor Welfare Measures to improve Human Resource Management Functions of India.

 To find out the Employer and Employee Relationship in Human Resource Management functions of India.

 SCOPE

SCOPE : HUMAN RESOURCE PLANNING (HRP):

It is the first step of human resource management. HRP is a process
through which the company makes an assessment of the present
manpower-the number of people employed, number of post vacant,
whether there is excess or shortage of staff and prepares plans and
policies to deal with them accordingly. It also estimates the future man
power requirement. It matches the supply and availability of
manpower with the company’s purpose and makes the best person
available for the job.


An important task of HRM is job analysis. It provides the basis for
recruitment, training and development of staff. Every job is analysed
to identify the inherent requirement of the job – “what the job
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 demands of a worker”. Job analysis provides a detailed picture of the
nature of job, the skill and abilities required to perform the job, the
duties and responsibilities of the worker required for the job.
 This helps in the process of recruitment and selection, to appoint the
appropriate person for the job and also facilitates arranging training and
development programme for the employees to match their skill and
abilities with the job requirement.
SCOPE :JOB ANALYSIS
An important task of HRM is job analysis. It provides the basis for
recruitment, training and development of staff. Every job is analysed to
identify the inherent requirement of the job – “what the job demands of a
worker”. Job analysis provides a detailed picture of the nature of job, the skill
and abilities required to perform the job, the duties and responsibilities of the
worker required for the job.
This helps in the process of recruitment and selection, to appoint the
appropriate person for the job and also facilitates arranging training and
development programme for the employees to match their skill and abilities
with the job requirement.

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SCOPE : JOB EVALUATION:
It forms the basis of wage and salary determination. Different jobs
are compared and evaluated to determine the relative importance of
different jobs within the organization. The jobs are compared,
graded and ranked. Job evaluation determines how much pay to be
affixed to the particular job on the basis of their importance in the
organisation functioning. This helps to determine a fair wage and
salary and to determine a rational pay structure.
SCOPE RECRUITMENT AND SELECTION:

The company on the basis of human resource planning and job

analysis identifies the requirement of personnel and explores
different internal and external sources from where manpower can
be acquired. This process is called recruitment. The right person is
selected and put to work.The selection process involves steps like
receiving applications, tests, interviews, medical examination and
final selection. Right selection and placement provides employee
satisfaction which improves their productivity and efficiency and
benefits the organization.

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SCOPE :PERFORMANCE APPRAISAL:
It is a systematic method of evaluating the performance of
employees. This helps to assess the efficiency, strength and
weakness of the employees. It is a controlling process whereby the
employees’ performance is matched with the standard level of
performance and remedial measures taken in case actual
performance does not meet the standard.
It helps the management in their decision-making relating to
promotion, pay hike that may be rewarded if the employee meets
standard or outperforms the standard. It also helps the management
to decide about the training and development needs for employees,
who needs up gradation and development of skill.
SCOPE TRAINING AND DEVELOPMENT:

Human resource management is concerned with arrangement of

training and development programme for the newly appointed staff
as well as for existing employees. This helps to enhance the
qualitative and quantitative performance of the work force.
Training helps the employees to cope up with the changing
technological and other internal and external work situations.
Training and development make employees excel in their present
post as well as make them competent for future higher job
responsibilities.

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SCOPE : EMPLOYEE COMPENSATION:

Human resource management performs the function of determining

the pay structure for different employees on the basis of
qualification, efficiency, experience, nature of the job. It also
determines rewards and incentives to be paid for their contribution
towards the organisation.
SCOPE : EMPLOYEE MOTIVATION:

Motivation of employees is essential for retention and sustenance of

employees within the organisation. Motivation plays an important
role in management of personnel. It helps to improve productivity of
personnel. There are different ways by which employees may be
encouraged. Recognition and reward for performance, promotion,
pay-hike, and other monetary and non-monetary rewards motivate
the employees.

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SCOPE EMPLOYEE WELFARE:
Human resource management focuses on the welfare of employees
by providing canteen facilities, creches, rest and lunch rooms,
housing, transport, medical assistance, education, health and safety,
medical care, sickness benefits, recreation facilities.
It aims at improving the quality of work life by providing a better
environment worth working, job security, flexible working hours,
eliminating workplace hazards, which will have a positive impact on
the productivity and quality of work. Along with monetary benefits
provided to employees these non-monetary benefits improves the
morale of the employees and motivates them.
SCOPE INDUSTRIAL RELATION:

Labour unrest, conflicts between the work groups and between

workers and management over issues like low wage, bad work
environment are common problems that must be handled carefully
by establishing a balance between the worker’s interest and interest
of the organisation and management. Human resource management
considers establishment and maintenance of harmonious and
cordial relation between employer and employees.

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 RESEARCH METHODOLOGY
 
RESEARCH METHODOLOGY

In order to cope up with the emerging challenges due to tough global

competitions, the way outfor this is to produce quality products at
reasonable prices. This is possible only through an organization culture of
quality consciousness and enhanced productivity. Optimal utilization of resources
especially the human resources are one sure way of meeting this objective.
That’s why proper induction of an employee is very important.

STATEMENT OF THE PROBLEM

The topic selected for the study is ! study on "uman #esources

$anagement on $arudhar $usic %vt &td'. The main theme of the project is the
analysis and interpretation of practices of the employees using "uman #esources
as a tool.I t i s p r e p a r e d t o ( n o w w h e t h e r t h e c o m p a n y i s p r e p a r i n g
well or not) performance of thecom pany and about its
c o m p e ti ti v e n e s s b y t h e a n a l y s i s a n d i n t e r p r e t a ti o n o f t h e
" u m a n #esources $anagement %rocess.! critical study of the effectiveness of
"uman #esources $anagement system and suggest waysfor improvement.The
problem lies in identifying relationship, mutual understanding between the
management andthe employees.The "uman #esources $anagement system
provides detailed informati on about person so thatthe management
can ta(e appropriate steps to improve and achieve the organizati on
goals andhelp to maintain the smooth relationship between them.

NEED OF THE STUDY

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provides informati on about the performance ran(s, basis on which
decision regardingsalary fi*ation, confirmation, promotion, transfer and
demotion are taken.

Provide feedback information about the leval of achievement and behavior of

subordinate this information helps to review the performance of the
subordinate , rectifying performance deficiencies and to set new standerds of
work ,if necessary .

Provide information to diagnose deficiency in employee regarding

skill,knowledge ,determine training and developmental needs and to prescribe

The means for employee growth provides information for correcting placement

Scope of the study

The scope of research is very vast ;however the total time period available was
very limited for the purpose of the study observation ,analysis and conclusion

. second important thing is on account of ethical and moral obligation of a

manager disclosure of all pertained and particular policies has got limitation
because of his positional accountability and responsibility ,

Objective of the study

This study belongs to organization effectiveness through human resources

management .in this we are studying how organization is affected human
resources management .the main objective to be studied :

Main objective

 To understand the recruitment procedure adopted by this company .

 To identify the training and development program adopted by this
company .

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 To identify compensation salary increment policy adopted by this
organization.
 To identify the present performance of an employee being appraised
through career advancement.
 To provide better employee health ,safety,welfare,facilities as per their
standerd policy
 To understand the quality circle is beneficial for solving the problem
 To underdstand the reason of emolyee turnover .

Research objectives

The current research will be aimed at determining the human resources

management at marudhar music pvt Ltd.the research will be focused on the
following major issues.
a) To study the significance of human resources management .
b) To study the system development at marudhar music pvt Ltd.
c) To measure the factors the factors related to human resources
management .
d) To study the employee relation and executive response for human
resources management in marudhar music pvt Ltd.

Limitation
a) The time limit to complete the project was less .
b) The information provided by the company is not very specified and
clear in order to analyze the statement .
c) The basic nature of these statement is historical and past can never be
precise.
d) Analysis of primary data is done on the assumption that the answere
given by the respondents are true and corrects .

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 scheme of research

the following methodology was adopted in project

 Comprises of understanding the theoretical concepts in genral.

 Questionnaire study
 Analysis of the primary data
 Analysis of the secondary data

Company PROFILE

Infosys Limited is an Indian Information Technology company that provides

global business consulting and information technology services. Infosys helps
clients in 45 countries to create and execute different strategies for their
digital transformation. Infosys helps businesses to renew & improve existing

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 conditions so that their business can achieve higher efficiencies and stay
relevant according to current times.  Infosys has more than 200,000
employees and through their hard work & dedication, Infosys has grown to
become a US $10.9 billion (revenues FY18) company with a market
capitalization of US $39 billion.

Infosys Limited formerly known as Infosys Technologies Limited was

established in the year 1981 by N. R. Narayana Murthy and a team of six other
engineers in Pune, India with an initial capital investment of just US $250.

 In the year 1993 Infosys went public and introduced employee stock
options program.
 In 1994, Infosys moved its corporate office from Pune to Bangalore,
India.
 In the year 1999, Infosys became the first Indian IT company to be listed
in NASDAQ thus making it the costliest share on the market at that time in
India. In the year 1999, Infosys was among the 20 biggest companies by
market value on the NASDAQ.
 In the year 1999 Infosys annual revenue touched US$100 million, US $1
billion in 2004 and US$10 billion in 2017.

 Infosys Limited is an Indian multinational information

technology company that provides business consulting, information
technology and outsourcing services. The company was founded
in Pune and is headquartered in Bangalore.[5] Infosys is the second-
largest Indian IT company after Tata Consultancy Services by 2020
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 revenue figures and the 602nd largest public company in the world
according to Forbes Global 2000 ranking.[6] The credit rating of the
company is CRISIL AAA / Stable / CRISIL A1+ (rating by CRISIL).[7]

 On 24 August 2021, Infosys became the fourth Indian company to cross

$100 billion in market capitalization.

 Infosys was founded by seven engineers in Pune,

Maharashtra, India with an initial capital of $250 in 1981.[10] It was
registered as Infosys Consultants Private Limited on 2 July 1981.[11] In
1983, it relocated its office to Bangalore, Karnataka, India.

 The company changed its name to Infosys Technologies Private

Limited in April 1992 and to Infosys Technologies Limited when it
became a public limited company in June 1992. It was later renamed
to Infosys Limited in June 2011.[12]

 An initial public offering (IPO) was floated in February 1993 with an

offer price of ₹95 (equivalent to ₹580 or US$7.80 in 2020) per share
against a book value of ₹20 (equivalent to ₹120 or US$1.60 in 2020) per
share. The IPO was undersubscribed but it was "bailed out" by US
investment bank Morgan Stanley, which picked up a 13% equity stake at
the offer price.[13] Its shares were listed in June 1993 with trading
opening at ₹145 (equivalent to ₹890 or US$12 in 2020) per share.[14]

 Infosys shares were listed on the Nasdaq stock exchange in 1999

as American depositary receipts. It became the first Indian company to
be listed on Nasdaq. The share price surged to ₹8,100 (equivalent
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 to ₹30,000 or US$390 in 2020) by 1999 making it the costliest share on
the market at the time. At that time, Infosys was among the 20 biggest
companies by market capitalization on the Nasdaq.[13] The ADR listing
was shifted from Nasdaq to NYSE Euronext to give European investors
better access to the company's shares.[15]

 On 28 July 2010, the then British Prime Minister David Cameron visited

Infosys HQ in Bangalore and addressed Infosys employees. [16]

 Infosys, Bangalore

 Its annual revenue reached US$100 million in 1999, US$1 billion in 2004

and US$10 billion in 2017.

 In 2012, Infosys announced a new office in Milwaukee, Wisconsin, to

serve Harley-Davidson, being the 18th international office in the United
States.[17][18] Infosys hired 1,200 United States employees in 2011, and
expanded the workforce by an additional 2,000 employees in 2012. [18] In
April 2018 Infosys announced expanding in Indianapolis, Indiana. The
development will include more than 120 acres and is expected to result
in 3,000 new jobs—1,000 more than previously announced.

 In July 2014, Infosys started a product subsidiary called EdgeVerve

Systems, focusing on enterprise software products for business
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 operations, customer service, procurement and commerce network
domains.[19] In August 2015, the Finacle Global Banking Solutions assets
were officially transferred from Infosys and became part of the product
company EdgeVerve Systems product portfolio.

Infosys provides software development, maintenance and independent

validation services to companies in finance, insurance, manufacturing and
other domains.[21]

One of its known products is Finacle which is a universal banking solution

with various modules for retail and corporate banking. [22]

Glass building in Pune campus

Its key products and services are:

 NIA – Next Generation Integrated AI Platform (formerly known as Mana)

 Infosys Consulting – a global management consulting service
 Cloud-based enterprise transformation services[23]
 Infosys Information Platform (IIP) – Analytics platform
 EdgeVerve Systems which includes Finacle, a global banking platform
 Panaya Cloud Suite
 Skava- Now rebranded as Infosys Equinox

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 CHAPTER - 2

COMPANY OVERVIEW

COMPANY OVERVIEW

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 Infosys is a global leader in next-generation digital services and consulting. We enable clients in more
than 50 countries to navigate their digital transformation. With over four decades of experience in managing
the systems and workings of global enterprises, we expertly steer our clients through their digital journey. We
do it by enabling the enterprise with an AI-powered core that helps prioritize the execution of change. We also
empower the business with agile digital at scale to deliver unprecedented levels of performance and customer
delight. Our always-on learning agenda drives their continuous improvement through building and
transferring digital skills, expertise, and ideas from our innovation ecosystem.

The Infosys Story

In 1981, seven engineers started Infosys Limited with just US$250. From the beginning, the company was
founded on the principle of building and implementing great ideas that drive progress for clients and enhance
lives through enterprise solutions. For over three decades, we have been a company focused on bringing to
life great ideas and enterprise solutions that drive progress for our clients.

Infosys has a growing global presence with 267,953 employees. Globally, we have operations spread across
234 locations in 50+ countries.

At Infosys, we believe our responsibilities extend beyond business. That is why we established the Infosys
Foundation – to provide assistance to some of the more socially and economically depressed sectors of the
communities in which we work. And that is why we behave ethically and honestly in all our interactions –
with our clients, our partners, and our employees.

 From a newly graduated Indian engineer’s home (Infosys) to the ones responsible for lip-smacking biscuits
straight from our childhood (ITC), from a name, we can often spot in large construction sites (L&T) to a
Maharatna that is successfully lighting our lives (NTPC), we’ll be discussing a diverse range of corporates of
national importance. Infosys is an Indian multinational company that provides business consulting,
information technology and outsourcing services. Globally, it has 85 sales and marketing offices and 114
development centres. Incorporation year: 1981

 Headquarter: Bengaluru, India

 Chairman: Nandan Nilekani

 Present Head (MD and CEO): Salil S. Parekh

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  Chief Financial Officer: M.D. Ranganath

Evidently, it is a global leader in technology and consulting services. To point out,  it enables 1045 clients in
more than 50 countries to create and execute strategies for their digital transformation.

Infosys Ltd is a global technology services firm that defines designs and delivers information technology (IT)-
enabled business solutions to their clients. The company provides end-to-end business solutions that leverage
technology for their clients including technical consulting design development product engineering
maintenance systems integration package-enabled consulting and implementation and infrastructure
management services. The Company has presence in 220 locations across 46 countries as on 31 March
2020.The company also provides software products to the banking industry. They have developed Finacle a
universal banking solution to large and medium size banks across India and overseas. Infosys BPO is a
majority owned subsidiary. Through Infosys BPO the company provides business process management
services such as offsite customer relationship management finance and accounting and administration and
sales order processing. The company is having marketing and technical alliance with FileNet IBM Intel
Microsoft Oracle and System Application Products. Infosys Ltd is a public limited and India's second largest
software exporter company was incorporated in the year 1981 as Infosys Consultants Pvt. Ltd. by
Mr.N.R.Narayana Murthy at Karnataka. The Company was started by seven people with the investment of
USD 250. The company became a public limited company in the year 1992. The company was the first Indian
company to be listed on the NASDAQ in the year 1999. Infosys also forms a part of the NASDAQ-100 index.
Continuously in the year 2001 2002 and 2003 the company wins the National Award for Excellence in
corporate governance conferred by the Government of India. In April 2002 Infosys BPO Ltd was incorporated
in India to address opportunities in business process management. In the year 2004 the company acquired
100% equity in Expert Information Services Pty Ltd Australia for USD 24.3 million. The acquired company
was renamed as Infosys Technologies (Australia) Pty Ltd. In October 2 2004 they set up a wholly owned
subsidiary in People's Republic of China named Infosys Technologies (China) Co Ltd. In the year 2005 the
company established Infosys Consulting Inc a wholly owned subsidiary in Texas US to add high-end
consulting capabilities to their Global Delivery Model.The company was selected as 'Best Outsourcing
Partner' by the readers of Waters a publication covering the needs of chief information officers in the capital
market firms. In the year 2007 the company increased the stake value in Progeon to 98.9% after acquiring
shares from Citicorp International Financial Company. Infosys had taken over Philips' finance and
administration business process outsourcing (BPO) centers spread across India Poland and Thailand for USD
28 million. Infosys set up various Special Economic Zone that for the company has an additional tax benefit.
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They set up another Special Economic Zone unit in Chandigarh which will be eligible for 100% deduction of
profit from exports tax calculation for the first five years followed by 50% deduction for next five years.
Infosys has been pursuing their expansion plans over the past few years. The future enhancement of the
company is to emerge the developing economies changing the business landscape with help of accessible
talent pools and the adoption of non-linear growth model. It is a long term strategy. Infosys Technologies Ltd
has partnered with ACDI/VOCA for promotes broad-based economic growth and to develop information and
communication technology-enabled application to improve efficiencies in the agro supply chain in India. In
the year 2008 the company established their first Latin American subsidiary namely Infosys Technologies S
de R L de C V in Mexico to improve proximity to their North American clients. They also opened a
development center and office for the region in Monterrey Mexico. As of April 2008 the company acquired
Internet Protocol (IP) from an Australian company to add more functionality to Finacle. The IP that provides a
comprehensive set of financial tools to company's existing product line. In July 2008 the company launched
ShoppingTrip360 to help retailers and consumer packaged goods (CPG) companies achieve visibility into in-
store activity. ShoppingTrip360 is a platform that enables a suite of managed-information services to create a
360-degree view of real time in store shopper and shelf activity. The company was ranked among the top 50
most respected companies in the world by Reputation Institute's Global Reputation Pulse 2009. They have
been voted the 'Most Admired Indian Company' in The Wall Street Journal Asia 200 for 10 years in a row
since 2000. The company was also listed in the Most Admired Knowledge Enterprises (MAKE) 2008 study
and Forbes' Asian Fabulous 50 for the fourth consecutive year.In March 2009 the company incorporated a
wholly owned subsidiary in Sweden namely Infosys Technologies (Sweden) AB. In November 2009 the
company opened their second Latin America IT Development Center in Mexico offering global near-shore
and Latin American clients a full range of information technology (I.T.) services including Business and I.T.
Consulting Business Process Outsourcing (BPO) Packaged Solutions Implementation and Infrastructure
Management.In November 12 2009 the company and NVIDIA Corp. entered into a partnership to develop
Nvidia Cuda to compute unified device architecture and technology-enabled software solutions. Also the
company signed a contract with Georgia-Pacific LLC (Georgia-Pacific) a forest and consumer products
company to implement its Supply Chain Visibility and Collaboration Suite. In December 2009 the company
has set up a wholly owned unit in the U.S. to tap the multibillion-dollar opportunities from government
projects. The subsidiary called Infosys Technologies Inc will be headquartered in Dallas Texas where the
company has most of their operations.In December 14 2009 the company launched Flypp an application
platform which will empower mobile service providers to delight digital consumers through a host of ready-
to-use experiential applications across the universe of devices and in December 15 2009 they launched
Finacle Advisor an integrated platform which helps banks to deliver products and services through a fully
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assisted self-service channel using existing Internet banking capabilities. Also the company incorporated a
wholly owned Brazilian subsidiary namely Infosys Technologia Do Brasil Ltda.During the year 2009-10
Infosys Consulting Inc incorporated a wholly owned subsidiary Infosys Consulting India Ltd and invested Rs
1 crore in the subsidiary. SETLabs' IP Cell filed 31 patent applications in the United States Patent and
Trademark Office (USPTO) and Indian Patent Office. In December 2009 Infosys BPO acquired 100% voting
interests in McCamish Systems LLC (McCamish) a business process solution provider based at Atlanta US.
The business acquisition was conducted entering into Membership Interest Purchase Agreement for a cash
consideration of Rs 173 crore and a contingent consideration of Rs 67 crore. In March 2010 the company
launched Finacle Treasury-in-a-Box a rapid implementation framework for an integrated front middle and
back office treasury system. During the year 2010-11 the company formally launched their new corporate
strategy Building Tomorrow's Enterprise to showcase its plan for leading the services industry into the new
era as the next generation global consulting and services company. Infosys Labs' IP Cell filed 91 patent
applications in the United States Patent and Trademark Office (USPTO) and the Indian Patent Office. In
February 2011 the company incorporated a wholly owned subsidiary Infosys (Shanghai) Company Ltd. Also
they inaugurated their first Software Development Block (I) at their Technopark Campus II (SEZ) in
Thiruvanthapuram Kerala. The name of the company was changed from Infosys Technologies Ltd to Infosys
Ltd with effect from June 16 2011.In November 2011 Atlas Copco AB entered into an agreement with the
company to handle parts of its financial processes such as accounting to reporting and processing of supplier
invoices. The project will affect approximately 230 positions within Atlas Copco and of these Infosys will
offer employment to around 70 staff working in the Czech Republic. In December 2011 the company signed a
multi-year Transformation and Business IT services contract with Syngenta AG. In a landmark contract that
will provide consistency and predictability of service delivery Infosys will consolidate Syngenta's Global
Business IT services landscape under a single shared services engagement.In February 2012 Bharti Airtel
selected the company as its partner for Airtel Money mobile wallet service. Under this partnership Infosys
WalletEdge the mobile commerce platform will enable the ubiquitous mobile wallet service to support
cashless payments and settlements needs of diverse customer segments.In 2013 Infosys begins trading on
NYSE Euronext London and Paris markets. Infosys Edge wins the NASSCOM Business Innovation Award
for 2013. Infosys presented with 2013 Environmental Tracking Carbon Ranking Leader' awardIn 2014
Infosys announced bonus in the ratio of 1:1.In 2015 Infosys Public Services implements financial
management solution for L.A. Care Health Plan to Improve Healthcare Access. Infosys and Cornell
University's Center of Hospitality Research Collaborate to Design Industry Research. Infosys wins a contract
from Sweden-based ICA Gruppen to manage its IT operations. ABN AMRO Selects Infosys as One of the
Strategic Partners to Drive its Business Transformation Program. Infosys signs 5-year agreement with Dutch
Page | 28
firm TNT. Infosys received Daimler Supplier Award 2014. Infosys Innovation Fund invests in Air Quality
Monitoring Pioneer Airviz. Infosys also signs a multi-year IT infrastructure deal with UK-based department
store company House of Fraser. Infosys launches Preventive Maintenance Offering 'Finacle Assure'.On 5
March 2015 Infosys announced that it has completed the acquisition of Panaya Inc. a leading provider of
automation technology for large-scale enterprise software management. On 16 February 2015 Infosys
announced a definitive agreement to fully acquire Panaya Inc. for an enterprise value of USD 200 million.On
4 June 2015 Infosys announced that it has completed the acquisition of Kallidus Inc. (d.b.a Skava) and its
affiliate a leading provider of digital experience solutions including mobile commerce and in-store shopping
experiences to large retail clients. On 24 April 2015 Infosys announced a definitive agreement to acquire
Kallidus Inc. (d.b.a Skava) and its affiliate in an all-cash deal for an aggregate purchase consideration of $120
million including retention bonus and a deferred component.On 19 June 2015 Infosys announced that Sharjah
Islamic Bank (SIB) a leading Sharia-compliant bank in the Middle East has selected Finacle e-Banking and
Mobile Banking solutions to enhance customer service and deliver new-age channel banking experiences. On
the same day Infosys announced that it has won a five-year contract from NBTY Inc. a global manufacturer
marketer distributor and retailer of market-leading vitamins and nutritional supplements. As part of this
agreement Infosys will provide development and support services for NBTY's IT systems.On 3 July 2015
Infosys announced that it won an order from Allied Irish Banks p.l.c. (AIB) a financial services group
operating predominantly in the Republic of Ireland and the UK. As a strategic partner to AIB Infosys will
provide application development and management and transformation and innovation services.

Page | 29
 CHAPTER - 3

ABOUT INFOSYS

Page | 30
 ABOUT INFOSYS
Business today doesn’t have national boundaries – it reaches around the world. The rise of
multinational corporations places new requirements on human resource managers. The HR department
needs to ensure that the appropriate mix of employees in terms of knowledge, skills and cultural
adaptability is available to handle global assignments. In order to meet this goal, the organizations must
train individuals to meet the challenges of globalization. The employees must have working knowledge of
the language and culture (in terms of values, morals, customs and laws) of the host country.

Human Resource Management (HRM) must also develop mechanisms that will help multicultural
individuals work together. As background, language, custom or age differences become more prevalent,
there are indications that employee conflict will increase. HRM would be required to train management to
be more flexible in its practices. Because tomorrow’s workers will come in different colors, nationalities
and so on, managers will be required to change their ways. This will necessitate managers being trained to
recognize differences in workers and to appreciate and even celebrate these differences.

1. Work-force Diversity

In the past HRM was considerably simpler because our work force was strikingly homogeneous.
Today’s work force comprises of people of different gender, age, social class sexual orientation, values,
personality characteristics, ethnicity, religion, education, language, physical appearance, martial status,
lifestyle, beliefs, ideologies and background characteristics such as geographic origin, tenure with the
organization, and economic status and the list could go on. Diversity is critically linked to the
organization’s strategic direction. Where diversity flourishes, the potential benefits from better creativity
Page | 31
and decision making and greater innovation can be accrued to help increase organization’s
competitiveness.

2. Changing skill requirements

Recruiting and developing skilled labor is important for any company concerned about
competitiveness, productivity, quality and managing a diverse work force effectively. Skill deficiencies
translate into significant losses for the organization in terms of poor-quality work and lower productivity,
increase in employee accidents and customer complaints. Since a growing number of jobs will require
more education and higher levels of language than current ones, HRM practitioners and specialists will
have to communicate this to educators and community leaders etc. Strategic human resource planning will
have to carefully weigh the skill deficiencies and shortages. HRM department will have to devise suitable
training and short term programmes to bridge the skill gaps & deficiencies.

3. Corporate downsizing

Whenever an organization attempts to delayer, it is attempting to create greater efficiency. The premise
of downsizing is to reduce the number of workers employed by the organization. HRM department has a
very important role to play in downsizing. HRM people must ensure that proper communication must take
place during this time. They must minimize the negative effects of rumors and ensure that individuals are
kept informed with factual data. HRM must also deal with actual layoff. HRM dept is key to the
downsizing discussions that have to take place.

4. Continuous improvement programs

Continuous improvement programs focus on the long term well being of the organization. It is a
process whereby an organization focuses on quality and builds a better foundation to serve its customers.
This often involves a company wide initiative to improve quality and productivity. The company changes
its operations to focus on the customer and to involve workers in matters affecting them. Companies strive
to improve everything that they do, from hiring quality people, to administrative paper processing, to
meeting customer needs.

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5. Re-engineering work processes for improved productivity

Although continuous improvement initiatives are positive starts in many of our organizations, they
typically focus on ongoing incremental change. Such action is intuitively appealing – the constant and
permanent search to make things better. Yet many companies function in an environment that is dynamic-
facing rapid and constant change. As a result continuous improvement programs may not be in the best
interest of the organization. The problem with them is that they may provide a false sense of security.
Ongoing incremental change avoids facing up to the possibility that what the organization may really need
is radical or quantum change. Such drastic change results in the re-engineering of the organization.

8. Contingent workforce

A very substantial part of the modern day workforce are the contingent workers. Contingent workers
are individuals who are typically hired for shorter periods of time. They perform specific tasks that often
require special job skills and are employed when an organization is experiencing significant deviations in
its workflow. When an organization makes its strategic decision to employ a sizable portion of its
workforce from the contingency ranks, several HRM issues come to the forefront. These include being
able to have these virtual employees available when needed, providing scheduling options that meet their
needs and making decisions about whether or not benefits will be offered to the contingent work force.

9. Decentralized work sites

Work sites are getting more and more decentralized. Telecommuting capabilities that exist today have
made it possible for the employees to be located anywhere on the globe. With this potential, the employers
no longer have to consider locating a business near its work force. Telecommuting also offers an
opportunity for a business tin a high cost area to have its work done in an area where lower wages prevail.

Decentralized work sites also offer opportunities that may meet the needs of the diversified workforce.
Those who have family responsibilities like child care, or those who have disabilities may prefer to work
in their homes rather than travel to the organization’s facility. For HRM,

Page | 33
 decentralized work sites present a challenge. Much of that challenge revolves around training
managers in how to establish and ensure appropriate work quality and on-time completion. Work at home
may also require HRM to rethink its compensation policy. Will it pay by the hour, on a salary basis, or by
the job performed. Also, because employees in decentralized work sites are full time employees of the
organization as opposed to contingent workers, it will be organization’s responsibility to ensure health and
safety of the decentralized work force.

10. Employee involvement

For today’s organization’s to be successful there are a number of employee involvement concepts that
appear to be accepted. These are delegation, participative management, work teams, goal setting,
employee training and empowering of employees. HRM has a significant role to play in employee
involvement. What are needed are demonstrated leadership as well as supportive management. Employees
need to be trained and that’s where human resource management has a significant role to play. Employees
expected to delegate, to have decisions participatively handled, to work in teams, or to set goals cannot do
so unless they know and understand what it is that they are to do. Empowering employees requires
extensive training in all aspects of the job. Workers may need to understand how new job design
processes. They may need training in interpersonal skills to make participative and work teams function
properly.

Human Resource Planning: HR planning refers to classic HR administrative functions, and the
evaluation and identification of human resources requirements for meeting organizational goals. It also
requires an assessment of the availability of the qualified resources that will be needed. To ensure their
competitive advantage in the marketplace and anticipate staffing needs, organizations must implement
innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into
their companies. Human resources planning is one way to help a company develop strategies and predict
company needs in order to keep their competitive edge.

A job analysis is the process used to collect information about the duties, responsibilities, necessary
skills, outcomes, and work environment of a particular job. You need as much data as possible to put
together a job description, which is the frequent outcome of the job analysis. Additional outcomes include
recruiting plans, position postings and advertisements, and performance development planning within your
performance management system.

The job analysis may include these activities

Page | 34
  Reviewing the job responsibilities of current employees,

 Doing Internet research and viewing sample job descriptions online or offline
highlighting similar jobs,
 Analyzing the work duties, tasks, and responsibilities that need to be accomplished by the
employee filling the position,
 Researching and sharing with other companies that have similar jobs, and

 Articulation of the most important outcomes or contributions needed from the position.

Job Description and Specification

Job descriptions describe the job and not the individual who fills the job. They are the result of job
analysis within a given organization and are essential to the selection and evaluation of employees. Job
advertisements or postings are based on the job description.

The character of the organization is the basis for the description of positions. Information about the
organization might include

Job analysis is the systematic assembly of all the facts about a job. The purpose is to study the
individual elements and duties. All information related to the salary and benefits, working hours and
conditions, typical tasks and responsibilities are required for the job analysis. The results of job analysis
are job description and job specification. Is the systematic assembly of all the facts about a job. The
purpose is to study the individual elements and duties. All information related to the salary and benefits,
working hours and conditions, typical tasks and responsibilities are required for the job analysis. The
results of job analysis are job description and job specification.

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 CHAPTER - 4

OBJECTIVE OF STUDY

OBJECTIVE OF STUDY

Page | 36
 Donald Kirkpatrick, professor emeritus, university of Wisconsin began working on evaluating the
effectiveness of training very early in his life. His early work on the same was published in the year 1959
in a journal of American Society of Training Directors. He laid out four levels for evaluation of any
training. This model is arguably the most widespread for evaluation in use. It is simple, very flexible and
complete. The four levels as described by Kirkpatrick are as follows:

1. Reaction of the Trainee - thoughts and feelings of the participants about the training

2. Learning - the increase in knowledge or understanding as a result of the training

3. Behavior - extent of change in behavior, attitude or capability

4. Results - the effect on the bottom line of the company as a result of the training.

Reaction implies how favorably the participants have responded to the training. This evaluation is
primarily quantitative in nature and is a feedback to the training and the trainer. The most common
collection tool is the questionnaire that analyses the content, methodology, facilities and the course
content.

At the level of learning the evaluation is done on the basis of change in the ASK (Attitudes, skills and
knowledge) of the trainees. The evaluation involves observation and analysis of the voice, behaviour, text.
Other tools used apart from the observation are interviews, surveys, pre and post tests etc.

Behaviour evaluation analyses the transfer of learning from the training session to the work place.
Here the primary tool for evaluation is predominantly the observation. Apart from the observation, a
combination of questionnaires and 360 feedbacks are also used.

It means that executive development focuses more on the executive’s personal growth. Thus, executive
development consists of all the means that improve his/her performance and behaviour. Executive
development helps understand cause and effect relationship, synthesizes from experience, visualizes
relationships or thinks logically.

Page | 37
.

CHAPTER - 5

REVIEW OF LITERATURE

REVIEW OF LITERATURE

Page | 38
As stated earlier, there has been very little research on corporate governance particularly in India prior to
2000. Some researchers in their individual capacities tried to explore the subject and did some findings; they
did not apply it to large organizations. Most of the earlier advancements were made in countries with
developed corporate culture like USA, UK, Germany and Japan etc. The researchers initially were keen to see
whether there is any relation between good corporate governance and profitability or their research focused on
issues related to protection of the interest of minority shareholders. Some agree that even competition is the
best mechanism for achieving economic efficiency through minimization of the cost, the importance of
corporate governance cannot be overlooked.

1. Chatterjee Debabrata (2010) did a comparative study on Corporate Governance and Corporate Social
Responsibility – The case of Three Indian Companies ITC Ltd., Reliance Industries Ltd., and Infosys
Technologies Ltd. He concluded that though the corporate governance practices are exemplary, there exist
differences in the way the companies adopt the corporate governance practices. He rated Infosys better than
the other two companies.

2. Mohamad Wan Adilah Wan Izyani , Sulong Zunaidab (2010) did a comprehensive study on Corporate
Governance Mechanisms and Extent of Disclosure: Evidence from listed companies in Malaysia has revealed
that companies with a higher percentage of family members, on the board, significantly have lower level of
disclosure in annual report. It has been suggested that regulators like Bussa Malaysia and Securities
Commission should review and impose a minimum level of family members on the board and Malaysian
regulators should implement the same guidelines.

3. Thrikawala Sujani, et. al (2011) in their research Corporate Governance – performance relationship in
Microfinance Institutions suggested that it is important to determine those corporate governance practices that
have great impact on MFI performance. It has also made an advanced contribution to the understanding of
corporate governance practices in MFI, identifying and developing an appropriate governance structure. It has
also provided guidance for selecting directors for MFI Boards based on their academic and professional
qualifications

. 4. Klai Nedsine & Omri Abdeluabed (2011) in the investigation conducted in Tunisia titled Corporate
Governance and Financial Reporting Quality: The case of Tunisian Firms, the observation was that the
Tunisian firms are featured by the lack of board independence and high level of ownership concentration. It
has also concluded in it that corporate governance affects the accounting quality in the Tunisian context. It
was observed that there is a link between corporate governance and accounting quality in corporate firms in
Tunisia.
Page | 39
5. Kajanathan Rajendran (2012) did a study in Sri Lanka titled Effect of corporate Governance on Capital
Structure. Investigation was made on the impact of corporate governance on capital structure of Sri Lankan
manufacturing firms. It was concluded that corporate governance has important implications on the financing
decisions of Sri Lankan manufacturing firms.

6. Bihari Suresh Chandra (2012) conducted the study Corporate Governance is key to Better Corporate
Image: A study in the Banking Sector in India. It has been concluded that there is a need for a strong culture
of compliance at the top of the organization and necessary to consider how management can respond to
ethical or reputation concerns. The biggest challenge in India is to implement the rules of corporate
governance at the ground level. It is required to extend the principles of good corporate governance practices
to co-operatives, Non-banking Private Companies and other financial institutions.

7. Feizizadeh Ahmed (2012), Faculty Member Of Azad Islamic University, North Branch Tehran, Iran in his
study “Corporate governance: Frameworks “concluded that corporate social ethical and environmental
performances are being viewed increasingly by investors as indicators of management quality and proxies for
performance in other areas of the business. A good company must have good environmental management
system. The extent to which companies satisfy the needs of a divergent group of stakeholders can also lead to
the satisfaction of ultimate objective of shareholder’s wealth maximization.

8. Mulyadi Martin Surya, Anwar Yunita and Ikbal Muhammood observed that good corporate
governance is based on the pillars of accountability, fairness, transparency and independence in his study the
importance of corporate governance in public sector (2012) and concluded that community and citizens
perceive that public sector corporate governance is essential in determining its service quality. Accountability,
transparency and efficiency help in measuring performance of public sector.

9. Hussin Norazian Othman Radiab (2012) in Code of Corporate Governance and Firm Performance
concluded that most of the good governance mechanisms still seem to be insignificant in relation to firm
performance which is measured by return on assets and return on equity. It has provided evidence that an
independent board chair is an effective internal monitoring mechanism to promote better performance.

10. Meenu (2012) in her paper titled Need of Effective Corporate Governance and its challenges in India
acknowledged that corporate governance has been proving a very efficient and effective system for our
economy and to save the interest of shareholders. But it requires more efficient monitoring and transparent
internal audit system which can lead to effective corporate governance.

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11. Pavel Kral, Stanislav Tripes, Petr Pirozek and Pavel Pudit (2012) conducted a mixed method research
titled corporate governance against recommendations: The case of the strong executive and the strong
ownership concluded that strong ownership is usually effective in small organizations while in larger
organizations it can lead to over exertion of owners and low performance. The result of their study revealed
that a majority of joint stock companies, (5 out of 7) are able to produce above average Return on Assets
when they have a strong executive.

12. Ramana Y. Venkata (2012), did A study on Corporate Governance issue & development In this study he
has concluded that there is still lack of awareness about various issues regarding corporate governance like
quality frequency of financial and managerial disclosure, compliance with code of best practices, roles and
responsibilities of board of directors, shareholders’ rights etc. There have been many scams in companies due
to collusion between companies and accounting firms, ineffective internal audits and lack of required skills by
the managers. With the integration of Indian economy with global economy, companies are being asked to
adopt better and transparent corporate practices. The degree to which companies observe basic principle of
good corporate governance is an important factor for taking investment decisions.

13. Sharma Aparna (2012), in the paper titled Legal Framework and corporate governance: An Indian
perspective found that significant efforts have been made by Indian regulators and the industry to overhaul
corporate governance since 1990. The current corporate governance regime in India straddles both voluntary
and mandatory requirements. For listed companies, requirements of clause 49 are mandatory. However the
non-listed companies do not come under its preview.

CHAPTER 6
Page | 41
 RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

For this, sample of 200 people is taken. A questionnaire has been set which consists of a number of questions
printed in a definite order. The collection of data is mainly done through schedules.

The tool for data collection

Data collection is a basic step and of vital importance. On which success or failure of the study depends. All
researchers can tap into two sources of data.

1. Primary Data
Page | 42
 2. Secondary Data

The primary data was collected by a survey based on the questionnaire. The questions were listed in a pre
arranged order and the object of enquiry was reveled to the respondents.

.The questionnaire was aimed at finding out the

 Impact of advertisement of in terms of consumer preference, recall and purchase behavior.

 The questionnaire dealt with aspects like recall-ability of advertisement of impact of

advertisement on purchase behaviour of viz. factors influencing choice of a brand immediate
reaction on seeing an advertisement influence of advertisement on preference and purchase
of a brand preference and reasons for brand preference etc.

 Unaided recalls (What commercials or advertisements do you remember seeing?”)

 Aided recall tests (The respondents are prompted by being shown a particular advertisement and
then asked to remember their previous exposure to it. Verbal aids are also used to prompt recall) were
used to study the recall-ability of advertisement of For aided tests various clues were given
for e.g. Slogans and name of the model and the respondents were asked to identify the brand
associated with them.
The secondary data was collected from various sources like

--- Web sites of infosys companies.

--- Articles and books on infosys companies etc.

 Sampling plan

Universe

The universe included all the consumers of Infosys companies who are exposed to TV advertisement

Population

Page | 43
The population included all the consumers of Infosys companies who are exposed to advertisement in
TV purposively selected from two cities.

Sample unit

Single individual consumer of Infosys companies who is exposed to advertisement in TV

Sample size was taken to be 200.

Keeping in view the time and resources constant, the total sample size was taken to be 200. In such
a way that equal number of male and female respondents is selected. Details are given below. In the
age group 15-25 years almost all the respondents were two cities of Punjab. The respondents in the
age group above 25 years consisted of households located in two cities of Punjab.

Sampling technique

The selections of the respondents were done on the basis of convenient sampling. It was decided to
include in the sample the consumers representing different sexes. Respondents have been
categorized sex wise viz, male and female.

This classification of consumer resulted in the following four strata:

(a) Male respondents in the age group 15-25 years.

(b) Female respondents in the age group 15-25 years.

(c) Male respondents in the age group above 25 years.

(d) Female respondents in the age group above 25 years

Page | 44
 CHAPTER 7
DATA TABULATION, ANALYSIS AND RESULT

Page | 45
 DATA TABULATION ANALYSIS AND RESULTS

Infosys companies

56%
54%

52%

50%

48%

46%

44%

Age categories Number of Respondents percentage

20 to 30 40 80%
30 to 40 5 10%
40 to 50 2 4%
50 and above 3 6%
Total 50 100%

Age of Respondents

Page | 46
50 and above 6%

40 to 50 4%
 30 to 40 10%

20 to 30 80%

0 10 20 30 40 50 60 70 80 90

Monthly income of respondents

Monthly Income

40
35
30
25
20
15
10
34%
5
0 28%
20% 18%

5,001 to 10,00010,001 to 15,00015,001 to 20,00020,001 and above

Occupation wise classification of Respondents

Occupation Number of Respondents Percentage

Professional 6 12%
Home Maker 6 12%
Employed 33 66%
Others 5 10%
Total 50 100%

Awareness Number of Respondents Percentage

Page | 47
Advertisement 36 72%
Neighbors 3 6%
Friends 6 12%
Other factors 5 10%
Total 50 100%

Infosys companies preferred by the Respondents

Others 10%

14%

12%

64%

0 10 20 30 40 50 60 70

Frequency of Infosys companies

40%
35%
30%
25%
20%
15%
10%
5% 38%
0%
28%
22%

12% Page | 48
 Infosys companies

Number of Respondents Percentage

25 50%
15 30%
7 14%
3 6%
50 100%

6%

14%
Traditional

50%

30%

Ranking of Infosys companies

Ranking of Infosys companies

Excellent % Good % Average % Poor % Total

15 30% 19 38% 15 30% 1 2% 50
10 20% 24 48% 13 26% 3 6% 50
10 20% 15 30% 25 50% 1 2% 50 Ranking Infosys companies
10 20% 17 34% 20 40% 5 10% 50
5 10% 21 42% 20 40% 4 8% 50

RankingofInfosys
Ranking Rankingcompanies
Infosys

Page | 49
60%
P 50% 50%
48%
e r c e n t a50%
ge
P 40%38% 40% 42%
40% 40%
 34% 34%34% Excellent
30% 30% 30% 32% Good Average Poor
30% 26% 30%
Excellent
30% 20% 20% 20% Good Average Poor
20% 22%
20% 20%
10%10%
8%
10% 20%16% 6%
2%
10% 2%
12%
10%
0%
10%6%
1. Ranking Infosys companies
0 0
Price % Qualit
0% % Packagin % Availabilit % Influence %
y g y d by
others
9 18% 16 32% 6 12% 7 14% 0 0%
6 12% 10 20% 3 6% 6 12% 0 0%
2 4% e 20 40% 2 4% 1 2% 0 0%
8 16% 30 60% 5 10% 10 20% 0 0%
3 6% 24 48% 1 2% 1 2% 1 2%
50 100% 50 100% 50 100% 50 100 50 100%
%

70

60%
60

50 48%

40%
40
32%

30

20% 20%
18%
20 16%
12% 14%12%
12%
10%
10 % 6% 4
4%
2% 2% 2% 2%
0000
0

Page | 50
Pric e % Qualit y % % Availabilit y % Influenc e %
by
others
5 10% 7 14% 8% 3 6% 12 24%
3 6% 6 12% 4% 1 2% 0 0%
3 6% 4 8% 4% 1 2% 0 0%
5 10% 3 6% 14% 3 6% 3 6%
6 12% 6 12% 8% 2 4% 1 2%
50 100 50 100 100 50 100 50 100
% % % % %

30

25 24%

20

14% 14% influence by others

15
12% 12%
10% 10% 8%
10 8% 8% 6%
6% 6% 6% 6%6%
4% 4% 4%
5 2% 2% 2%
2%
0% 0%

Page | 51
 Pric % Qualit % % Availabil % Influenc %
e y ity e by
others
7 14% 11 22% 6% 5 10% 1 2%

7 14% 9 18% 26% 2 4% 2 4%

3 6% 2 4% 5 10% 3 6% 5 10%

5 10% 9 18% 1 2% 3 6% 2 4%

3 6% 7 14% 2 4% 2 4% 1 2%
50 100% 50 100% 50 100% 50 100% 50 100%

26%

30%

25%22%
18% 18%
20%
14%
15% 14%14%
10%
5% 10% 10% 10% 10%
0% 6% 6% 6% 6%6%
4% 4% 4%4% 4% 4%
2% 2% 2%

Pric % Qualit % % Availabili % Influence %

e y ty by others
2 4% 3 6% 4% 1 2% 1 2%
3 6% 7 14% 18% 2 4% 1 2%
12 24 13 26% 8% 5 10% 2 4%
5 10% 2 4% 6% 1 2% 1 2%
2 4% 2 4% 2% 1 2% 1 2% Page | 52
50 100% 50 100% 100% 50 100% 50 100%
 30
26%
25 24%
20 18%
15 14%

influence by others

10%10%
10 8%
6 6% 6%
4%4% 4% 4% 4% 4%4%
5 2% 2% 2% 2 % 2%

Price % Quality % % Availability % Influence %

by others
7 14% 12 24% 6% 2 4% 3 6%
6 12% 3 6% 10% 3 6% 1 2%
2 4% 3 6% 4% 3 6% 0 0%
3 6% 7 14% 4% 3 6% 0 0%
3 6% 4 8% 6% 1 2% 2 4%
50 100% 50 100% 100% 50 100% 50 100%

Page | 53
30
25 24%
20
 influnce by others

15 14%14%
12%
10%
10 8%
6% % 6 6% 6%6%6%6%6%
4% 4%4%4% 4%
5 2%2%2% 0 %0

CHAPTER 8
FINDINGS & CONCLUSION

Page | 54
 FINDINGS AND CONCLUSION

 It has been concluded that advertisement is very effective as far as recall of the advertisement is
concern and it is very effective way to create the awareness of the product and brand equity.
 A good impact on the consumer but their reaction is not positive for that brand whose advertisement
they are watching as maximum of the people are saying that they feel urge to have their and not that
whose advertisement they are watching.
 The effective role in changing consumer preference for the selection of and is looking less effective
on purchase.
 The most influencing factor price is followed by easy availability & brand name. And the least value is
given to taste as the factor that influences.
 It has been concluded that is among the most followed by other . So is highly preferred brand of for
the consumers.
 The consumers who like maximum of them are saying that they just like because of Easy availability
& remaining are saying because of price and taste. And no one is saying advertisement is the reason
for preference..
 The survey shows that consumers are not showing loyalty for their favourite. As maximum of the
respondents are saying that they will buy other FMCG brand because of non availability of their
favourite. And very few are saying that they will go to another shop to have their favourite . So it
shows that people are not loyal towards their favourite brand.
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 After Conducting the Survey on Sales and Distribution of in the city of Saharanpur,
 The Retailers said that product is strong, but due to high rate than others its sale is less than its
competitors.
 Compensation is a systematic approach to providing monetary value to employees in exchange for
work performed. Compensation may achieve several purposes assisting in recruitment, job
performance, and job satisfaction.
 Compensation is a tool used by management for a variety of purposes to further the existance of the
company. Compensation may be adjusted according the the business needs, goals, and available
resources.

These allowances ensure the retention and prolonged years of service of am employee in the same
organization, as it provides job & salary satisfaction.

 Dearness allowance- This allowance is given to deal with the pressure of inflation in the economy. It
protects the real income (what we get in-hand) against inflation.
 House rental allowance- Those employers who do not provide living accommodation to its
employees, they provide HRA to its employees. It is calculated as a percentage of basic pay.
 City compensatory allowance- This kind of allowance is generally paid to employees in Metropolitan
Cities or other big cities where Cost of Living is comparatively higher than other cities.
 Conveyance allowances- Some employers pay Travelling Allowance to their employees. It is usually
fixed sum, which is paid to cover some part of travelling charges.
 Incentives- Incentive Compensation is the Performance-Linked remuneration. It is paid with a view
to inspire, encourage & motivate employees to work hard & do better. Incentives can be both
Individual & Group- Based.
 Fringe Benefits - These are the additional benefits that an employee gets in addition to the Basic Pay.
This is usually paid to Executive-Class Employees.
Organizations provide welfare facilities to their employees to keep their motivation levels high. The
employee welfare schemes can be classified into two categories viz. statutory and non- statutory welfare
schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as
compliance to the laws governing employee health and safety. These include provisions provided in
industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act
1962. The non statutory schemes differ from organization to organization and from industry to industryThe
statutory welfare schemes include the following provisions:

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 Drinking Water: At all the working places safe hygienic drinking water should be provided. Facilities
for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.

First aid appliances: First aid appliances are to be provided and should be readily assessable so that in
case of any minor accident initial medication can be provided to the needed employee. Latrines and
Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises
and are also to be maintained in a neat and clean condition.

Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic
and nutritious food to the employees Spittoons: In every work place, such as ware houses, store places, in
the dock area and office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.

Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely
during the night shifts.

Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the
stand pipe are provided in the port area in the vicinity of the work places.

Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the
factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes
and belongings.

Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water
supply, wash basins, toilets, bathrooms, etc.

 Many non statutory welfare schemes may include the following schemes:

 Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for
extensive health check-up
 Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work
with flexible working schedules. Flexible work schedules are initiated by employees and approved by
management to meet business commitments while supporting employee personal life needs
 Employee Assistance Programs: Various assistant programs are arranged like external counseling
service so that employees or members of their immediate family can get counseling on various
matters.
 Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided
for proper action and also for protecting the aggrieved employee.

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.

CHAPTER 9
SUGGESTIONS & RECOMMENDATIONS

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 SUGGESTIONS AND RECOMMENDATIONS
Social security is primarily a social insurance program providing social protection or protection
against socially recognized conditions, including poverty, old age, disability, unemployment and others.
Social security may refer to:social insurance, where people receive benefits or services in recognition of
contributions to an insurance program. These services typically include provision for retirement pensions,
disability insurance, survivor benefits and unemployment insurance income maintenance, mainly the
distribution of cash in the event of interruption of employment, including retirement, disability and
unemployment

services provided by administrations responsible for social security. In different countries this may
include medical care, aspects of social work and even industrial relations.

More rarely, the term is also used to refer to basic security, a term roughly equivalent to access to basic
necessities—things such as food, clothing, housing, education, money, and medical care.

Grievances are but natural in organisations. However like disciplinary problems, grievances also
benefit none. Hence, there is a need for handling or redressing grievances. For this, most large
organisations in India have, therefore, evolved a formal grievance procedure which enables an
organisation to handle grievances satisfactorily.

The worker fills in a grievance form and submits the same to the shift incharge for information and
consideration

In case, he is not satisfied with the decision, he goes to the departmental head for the settlement of his
grievance. The stage at which the grievance is settled indicates the climate or the spirit that prevails in the
organisation. Obviously, lower the level of settlement, the quicker the redressal of a grievance. The
concerned officer, be the supervisor or manager, remains in a position to “give and take” at initial lower
stages such as stage 1. Gradually, he or she comes under the glare of publicity; his or her position becomes
harder at the subsequent stages.Viewed from an aggrieved employee’s point, the delay in the settlement of
grievance would intensify his or her anxiety and dissatisfaction. Which, in turn would affect his or her
morale and productivity. The colleagues would also get affected. For the organisation, the delay in
settlement is a loss of goodwill and camaraderie that might have been built up over the period.

BIBLIOGRAPHY

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