Vishweshwar Education Society’s

. Mar Theophilus Institute of

Management Studies

PROJECT REPORT ON

ENTERPRENURESIP/GENERAL MANAGEMENT
FUNCTIONAL
SOCIAL RELEVANCE

TITLE OF THE PROJECT

Submitted in partial fulfillment for the award of the degree of

POST GRADUATE DIPLOMA IN MANAGEMENT

ALL INDIA COUNCIL FOR TECHNICAL EDUCATION – NEW DELHI

Submitted by Mr. / Ms.

ROLL NO.

2022-2024

Under The Guidance of Dr. / Prof.

(Inner Cover Page)

weshwar Education Society’s
Dr. Mar Theophilus Institute of
Management Studies

PROJECT REPORT ON

ENTERPRENURESIP/GENERAL MANAGEMENT
FUNCTIONAL
SOCIAL RELEVANCE
TITLE OF THE PROJECT

Submitted in partial fulfillment for the award of the degree of

POST GRADUATE DIPLOMA IN MANAGEMENT

ALL INDIA COUNCIL FOR TECHNICAL EDUCATION – NEW DELHI

Submitted by Mr. / Ms.

ROLL NO.

2022-2024

Under The Guidance of Dr. / Prof.

 DECLARATION

I hereby declare that this project report submitted by me in partial

fulfillment of the requirement for the award of Post Graduate Diploma
In Management (PGDM), of the All India Council For Technical
Education – New Delhi is a bonafide work undertaken by me and it has
not been submitted to any other University or institution for the award
of any other degree or diploma certificate or published any time before.

Name:

Roll No.:

Signature of the student

weshwar Education Society’s
. Mar Theophilus Institute of
Management Studies

CERTIFICATE

This is to certify that the project entitled

‘---------------------------------------------’ submitted by Mr/Miss
_______________________in partial fulfilment for the award of
Master of Management Studies of Mumbai University is his/ her
original work and does not form any part of the projects undertaken
previously.

Date:

------------------------------ ---------------------------
DR. SUSEN VARGHESE DR. /PROF
DIRECTOR (PROJECT GUIDE)
 ACKNOWLEDGEMENT
This project has been a great learning experience for me. I take this
opportunity to thank Dr. / Prof. ____________, my internal project
guide whose valuable guidance & suggestions made this project
possible. I am extremely thankful to him/her for his/her support. He/She
has encouraged me and channelized my enthusiasm effectively.

I express my heart-felt gratitude towards my parents, siblings and all

those friends who have willingly and with utmost commitment helped
me during the course of my project work.

I also express my profound gratitude to Dr. SUSY KURIAKOSE,

Incharge Director of Indira Institute of Business Management for giving
me the opportunity to work on the projects and broaden my knowledge
and experience.

I would like to thank all the professors and the staff of Indira Institute of
Business Management especially the Library staff who were very
helpful in providing books and articles I needed for my project.
Last but not the least, I am thankful to all those who indirectly extended
their cooperation and invaluable support to me.

EXECUTIVE SUMMARY
Chapte Description Page No.
r No.
Declaration
Acknowledgement
Certificate
Executive Summery
Table of Content
List of Tables
List of Charts/Graphs
List of Abbreviations
I INTRODUCTION
• General Introduction to the study
• Statement of the Problem
• Objectives
• Scope of the Study
• Formulation of the hypothesis(if any)
• Limitations of the Study
(any other background history of the study)
II REVIEW OF LITERATURE

(ANY OTHER CHAPTERS DEPENDING ON THE

TOPIC)
III METHODOLOGY
• Research Design
• Data collection Methods
• Tools of questionnaire design
• Sampling Design
• Statistical tools used

IV DATA ANALYSIS (RESULTS OF THE STUDY)

Tables, Graphs, Charts and inferences
V FINDINGS (DISCUSSION)

VI CONCLUSION

BIBLIOGRAPHY / REFERENCES

ANNEXURES
 Employee Engagement Strategies in Information
Technology

INTRODUCTION

Employee Engagement Strategies in Information Technology are all about finding ways to keep
IT professionals happy, motivated, and connected to their work. In the world of technology,
where things move fast and innovation is key, having engaged employees is crucial for success.
Picture this: you've got a team of IT experts who aren't just punching in and out of work—they're
passionate about what they do. They're excited to tackle challenges, eager to share ideas, and
committed to making a difference. That's what we mean by employee engagement in IT.
This topic is all about exploring different methods and techniques that companies can use to
make sure their IT teams stay engaged and fulfilled. From creating a positive work environment
to offering opportunities for growth and recognition, there are many strategies that can help
foster a sense of engagement among IT professionals.
Why does this matter? Well, engaged employees are more productive, creative, and loyal.
They're also more likely to stick around, which is important in an industry where talent is in high
demand.
Throughout this project, we'll dive into the world of employee engagement in IT, looking at real-
life examples, best practices, and practical tips that companies can implement to build and
maintain a highly engaged IT workforce. By doing so, we'll uncover the keys to unlocking the
full potential of IT teams and driving success in the ever-evolving tech landscape.
 OBJECTIVES OF THE PROJECT

 Find What Matters: Figure out what makes IT employees happy and engaged, like their
work environment, how they're led, and if they feel appreciated.

 Look at What's Already Working: Check out what other companies are doing to keep
their IT teams engaged and see what we can learn from them.

 Make Custom Plans: Come up with special ways to keep IT employees engaged that fit
their unique needs, like if they work from home or if they're always using new tech.

 See if it's Working: Figure out how we'll know if our plans are making a difference by
checking things like if people are happy, if they stick around, and if they're getting stuff
done.

 Keep Getting Better: Keep making changes to our plans based on what we learn and how
things are going, so they keep working and stay helpful.

 Make Work Awesome: Help make IT teams feel like they belong, trust each other, and
have room to be creative and do their best work.
 SCOPE OF THE PROJECT

This project will focus on investigating and implementing employee engagement strategies within the
Information Technology (IT) sector. It will encompass an in-depth analysis of factors influencing
engagement, such as work environment, leadership styles, recognition practices, and career development
opportunities, specifically tailored to IT professionals. The scope will include researching existing
strategies, developing customized approaches, and measuring their effectiveness through key
performance indicators. Additionally, the project will explore the impact of emerging trends, such as
remote work and technological advancements, on employee engagement in IT. By delving into these
areas, the project aims to provide actionable insights and recommendations for enhancing engagement
and fostering a positive work culture within IT teams.

Rationale
Studying how to keep IT employees engaged is super important for a few reasons. First, the IT
sector is a big deal for businesses—they drive innovation and help companies compete. So,
making sure IT workers are happy and motivated is crucial for them to do their best work.
Second, when employees are engaged, they're more productive and creative, which is great for
the company's success. Happy employees also stick around longer, saving the company money in
the long run. This is especially important in IT, where finding and keeping good talent can be
tough.
Lastly, because technology is always changing, it's important to keep finding new ways to keep
IT employees engaged. With trends like remote work and artificial intelligence, companies need
to adapt their engagement strategies to make sure IT workers feel valued and motivated to keep
up with the changes.
 Limitations of the study
 Limited Data Access: Difficulty in accessing comprehensive data on IT employee engagement due to
confidentiality and data collection issues.

 Small Sample Size: The study may have been limited by a small number of organizations or IT
professionals involved, impacting the breadth of perspectives.

 Time Constraints: Time limitations affected the depth of research and analysis, potentially restricting
the exploration of certain aspects of employee engagement.

 Resource Constraints: Limited resources, including financial and personnel resources, may have
restricted the scope of the project and the range of strategies explored.

 External Factors: Changes in organizational priorities or market conditions could have influenced the
implementation and effectiveness of engagement strategies.
Chapter 2 Profile of the Organisation

WIPRO
 2.1 History & General Information

Employee Engagement Strategies in Information Technology at

Wipro

2.1 Company Profile: Wipro Limited

Overview: Wipro Limited is a big company that helps other businesses with technology, advice,
and handling tasks like customer service. It started a long time ago in 1945, originally making
cooking oil. But then, in the 1980s, it switched its focus to technology, which made it grow into a
global company.

Key Points

 Where It Works: Wipro operates in many countries around the world and helps all kinds of
businesses, like tech companies, hospitals, banks, and more.
 What It Does: Wipro offers a bunch of services, like making software, fixing computer
problems, giving advice on technology, keeping data safe from hackers, and managing tasks
like customer support.
 Being Innovative: Wipro is always trying new things and keeping up with the latest
technology trends. It spends a lot of time and money on research to stay ahead of the game.
 Helping Others: Wipro cares about making the world a better place. It does things to help
schools, hospitals, the environment, and communities.
 Vision and Mission: Wipro wants to be a top company worldwide that helps businesses and
makes people's lives better by using smart technology.
 Core Values: Wipro believes in:
 Being Honest: Always doing the right thing.
 Caring About Customers: Making sure customers are happy.
 Striving for the Best: Trying to be the best at what they do.
 Being Creative: Thinking of new and cool ideas.
 Respecting Everyone: Treating everyone with kindness and fairness.

Conclusion: Wipro is a big, important company that's really good at using technology to help other
businesses. It's been around for a long time and is known for being honest, smart, and caring about people
and the planet.
 2.2 History & General Information

History: Wipro Limited, founded in 1945 by M.H. Premji as Western India Vegetable Products
Limited, initially began as a manufacturer of vegetable and refined oils. However, in the 1980s,
under the leadership of Azim Premji, the company shifted its focus to information technology
(IT) services. This transition marked a significant turning point in Wipro's history, leading to its
emergence as a prominent player in the global IT industry. Over the years, Wipro has expanded
its offerings, diversified its portfolio, and established a strong presence in over 60 countries
worldwide.

General Information:

Transparent Communication: Transparent communication lies at the core of Wipro's

employee engagement strategy. The company fosters an environment where open dialogue
between employees and management is encouraged. Regular town hall meetings, team huddles,
and feedback sessions provide avenues for employees to voice their opinions, share ideas, and
address concerns. Additionally, Wipro's leadership maintains an accessible presence, ensuring
that employees feel valued and heard.

Career Development: Wipro places a strong emphasis on the professional growth and
development of its employees. Through comprehensive training programs, certification courses,
and skill-building workshops, employees are equipped with the knowledge and skills necessary
to excel in their roles. Moreover, Wipro offers various career advancement opportunities,
including mentorship programs, leadership development initiatives, and rotational assignments,
allowing employees to explore diverse career paths within the organization.
Flexibility: Recognizing the importance of work-life balance, Wipro offers flexible work
arrangements to its employees. Whether it's remote work options, flexible scheduling, or
compressed workweeks, Wipro strives to accommodate the diverse needs and preferences of its
workforce. This flexibility not only enhances employee satisfaction but also promotes
productivity and job satisfaction.

Recognition and Rewards: Wipro values and appreciates the contributions of its employees and
recognizes their achievements through various recognition programs and rewards. Whether it's
employee of the month awards, performance bonuses, or special commendations, Wipro ensures
that employees are acknowledged for their hard work and dedication. This culture of recognition
fosters a sense of belonging and motivates employees to continue delivering excellence.

Employee Well-being: Wipro places a high priority on the well-being of its employees. The
company offers comprehensive wellness programs, health benefits, and support services to
promote physical, mental, and emotional wellness. From fitness challenges and mindfulness
sessions to employee assistance programs and health screenings, Wipro is committed to
supporting the holistic well-being of its workforce.

Diversity and Inclusion: Wipro embraces diversity and inclusion as fundamental principles
guiding its organizational culture. The company values the unique perspectives, experiences, and
backgrounds of its diverse workforce and strives to create an inclusive environment where every
employee feels respected, valued, and empowered. Through inclusive policies, diversity
initiatives, and employee resource groups, Wipro fosters a culture of belonging and equity,
driving innovation and collaboration.

In conclusion, Wipro's employee engagement strategies in the information technology sector

encompass transparent communication, career development, flexibility, recognition, employee
well-being, and diversity and inclusion. By prioritizing these initiatives, Wipro cultivates a
positive work environment where employees are motivated, empowered, and committed to
achieving excellence.

2.3 Competitors Analysis

There are 3 Competitors of Wipro :

Tata Consultancy Services (TCS):

 TCS is like a friendly rival. They also focus on helping their employees grow in their
careers by offering training and leadership programs, just like Wipro does.
 They also give awards and incentives to employees who do really well, making them feel
appreciated for their hard work.
 TCS is flexible too, letting their employees work from home or have flexible hours,
which helps them balance work and life better.
 Like Wipro, TCS cares about their employees' well-being, offering programs to help
them stay healthy and happy.
 They're big on making sure everyone feels included and respected, no matter who they
are.
 Infosys:

 Infosys is another company in our field, and they're known for always helping their
employees learn new things. They have lots of workshops and training to help them
grow.
 They also encourage their employees to come up with new ideas and solutions through
fun challenges and competitions.
 Infosys believes in keeping their employees in the loop by being open and honest with
them through regular updates and meetings.
 Just like Wipro, Infosys gives rewards and recognition to employees who do great work
to keep them motivated.
 They also take care of their employees' well-being by offering programs to help them
deal with stress and stay healthy.

Accenture:

 Accenture is like our friendly competitor down the street. They're big on helping their
employees learn new skills, just like Wipro.
 They also let their employees work flexibly, which means they can choose when and
where they work, making life easier.
 Accenture believes in teamwork and collaboration, just like Wipro. They encourage their
employees to work together and share ideas.
 Like us, Accenture cares about having a diverse and inclusive workplace, where everyone
feels welcome and respected.
 They also give awards and rewards to their employees to show appreciation for their hard
work and keep them motivated.
 In simple terms, these competitors are doing similar things to engage their employees like
Wipro does. They focus on helping employees grow, feel appreciated, have a good work-
life balance, stay healthy, and be part of a supportive team. Understanding what they do
can help us see how we can make Wipro even better for our employees.