A Study Of Quality Of Work Life Leading To Employee Job Satisfaction With Special Reference To NRI TBI Ltd.

CHAPTER I
INTRODUCTION

Girideepam Institute Of Advanced Learning Page 1

1.1 GENERAL INTRODUCTION
Human resource is considered to be the most valuable asset in any organization. It is the
sum-total of inherent abilities, acquired knowledge and skills represented by the talents
and aptitudes of the employed persons who comprise executives, supervisors and the rank
and file employees. It may be noted here that human resource should be utilized to the
maximum possible extent, in order to achieve individual and organizational goals. It is thus
the employee‟s performance, which ultimately decides, and attainment of goals. However,
the employee performance is to a large extent, influenced by quality of work life and job
satisfaction.

Quality of work life: the concept of work life quality can be defined in subjective and
objective forms. From the subjective viewpoint, it can be referred to the perceptions and
conceptions of the staff in the working area. Davis has defined the quality of working life
to the desirability or undesirability of working area from the staff‟s point of view. From
the objective viewpoint, it can be referred to items such as, programs, activities pertaining
to real working conditions in an organization including, salary, benefits, welfare
conditions, hygiene, safety, participation in making decision, supervising, miscellanies and
working circulation...etc.

Job satisfaction is the feeling a worker has about his or her job experiences in connection
to previous experiences, current anticipations, or accessible alternatives. Job satisfactions
explained as employees like or dislike their professions in general.

The quality of work life (QWL) has gained increasing currency since initial discussion
supporting the concept began in the USA and Scandinavia in the 1960s and 1970s.
Currently, emphasis on the quality of work life strategies have revolutionized
organizations‟ ability to increase the level of staff job satisfaction, to improve their
performance, to decrease job turnover rates and alleviate their tension and heighten the
level of productivity. Now quality of work life (QWL) has become an increasingly
important consideration for both employees and employers.

The study undertaken here is an attempt to study the quality of work life and employee
satisfaction towards NRI TBI LIMTED. Various parameters leading to satisfaction were
identified and the responses from samples were collected.
1.2 INDUSTRY PROFILE
1.2 INDUSTRY PROFILE
Information technology, and the hardware and software associated with the IT industry,
are an integral part of nearly every major global industry. Information technology, and the
hardware and software associated with the IT industry, are an integral part of nearly every
major global industry.

The information technology (IT) industry has become of the most robust industries in the
world. IT, more than any other industry or economic facet, has an increased productivity,
particularly in the developed world, and therefore is a key driver of global economic
growth. Economies of scale and insatiable demand from both consumers and enterprises
characterize this rapidly growing sector. The Information Technology Association of
America (ITAA) explains 'information technology' as encompassing all possible aspects of
information systems based on computers.

Both software development and the hardware involved in the IT industry include
everything from computer systems, to the design, implementation, study and development
of IT and management systems. Owing to its easy accessibility and the wide range of IT
products available, the demand for IT services has increased substantially over the years.
The IT sector has emerged as a major global source of both growth and employment.

FEATURES OF THE IT INDUSTRY AT A GLANCE

Economies of scale for the information technology industry are high. The marginal cost of
each unit of additional software or hardware is insignificant compared to the value addition
that results from it. Unlike other common industries, the IT industry is knowledge-based.
Efficient utilization of skilled labour forces in the IT sector can help an economy achieve a
rapid pace of economic growth. The IT industry helps many other sectors in the growth
process of the economy including the services and manufacturing sectors.

THE ROLE OF THE IT INDUSTRY

The IT industry can serve as a medium of e-governance, as it assures easy accessibility to

information. The use of information technology in the service sector improves operational
efficiency and adds to transparency. It also serves as a medium of skill formation.

GLOBAL SCENARIO

The global business environment is fast changing with technology permeating the
functioning of businesses to a great extent. Information technology has started to affect all
facets of business, be it customer relations or vendor management or research or marketing
etc. Some of the prominent trends that are influencing global business today and will
continue to do so in the future include:

 Increasing E-enablement of businesses

  Greater interaction between customers and marketing channels (intermediaries)
 Rapid convergence of the IT, telecommunication and entertainment medium
 Proliferation of numerous mobile devices, resulting in a slow decline of the PC
 Greater cost cutting initiatives and de-risking of businesses will result in a
proliferation in outsourcing activities
 Application Service Providers (ASPs) will revolutionize the software industry by
changing the pricing dynamics
 The rapid generation of data and the rising importance of the same will propel the
growth in the storage segment.

The North American market is the largest in terms of IT spend. Despite companies
reducing their IT spend for the current year amidst the economic slowdown, the dot com
bust and the ensuing war in Afghanistan, this market is forecasted to remain the largest IT
spender accounting for around 41.0 per cent of total global IT spend (Global IT spend is
forecasted at over US$ 1.2 trillion). However, these estimates are likely to be downgraded
if the aforementioned gloomy conditions persist for a longer time.

INDIA VS. GLOBAL SCENARIO

Globally, software product companies dominate the software landscape. In case of the
Indian market, it is the services-based companies that dominate the scenario. A major
reason for this is the high-risk profile of the product segment. This segment typically
involves huge research and development investments; enormous marketing network and
the chances of product success is rather limited. Consequently, domestic software majors
have preferred to tread the more cautious services route. Similar to the Silicon Valley in the
US, India has also seen its share of Software Technology Parks (STPs) that offer high-
speed data links, better infrastructure etc.

Despite such developments, IT spend, as a proportion of Gross Domestic Product (GDP),

continues to be low when compared to other global markets. For instance, in the year
1999, while India‟s IT spend as a proportion of its GDP was around 1.7, the US had a ratio
of around 6.1, the UK had a higher ratio of around 6.3. Even smaller countries such as
Ireland and Israel had higher IT spend ratios of around 3.2 and 3.7, respectively. However,
one area where India compares favourably to other developed markets is the declining
level of piracy. From around 89.0 per cent in the year 1993, piracy levels in the domestic
market declined to around 63.0 per cent in the year 1999. This compares favourably to
other markets such as China (93.0 per cent), Pakistan (83.0 per cent), Vietnam (97.0 per
cent) etc.

The current scenario in the IT industry of India and the tremendous growth registered in
recent years has generated much optimism about the future of the Indian Information
technology industry. Analysts are upbeat about the huge potential of growth in the
Information Technology industry in India.
FUTURE OF INDIAN IT INDUSTRY

The major areas of benefit that the future growth in the IT industry can generate for the
Indian economy are -

Exports - The IT industry accounts for a major share in the exports from India. This is
expected to grow further in coming years. The information technology industry is one of
the major sources of foreign currency or India.

Employment - The biggest benefit of the IT industry is the huge employment it generates.
For a developing country like India, with a huge population, the high rate of employment
in the IT sector is a big advantage. The IT industry is expected to generate employment of
2.2 million by the end of 2008 which is expected to increase significantly in coming years.

FDI (Foreign Direct Investment) - High inflow of FDI in the IT sector is expected to
continue in coming years. The inflow of huge volumes of FDI in the IT industry of India
has not only boosted the industry but the entire Indian economy in recent years.

The Nasscom- McKinsey report on the IT industry of India projects that the Indian IT
industry will reach 87 billion US Dollars by the end of 2008. 2.2 million Employment is
expected to be created in the IT industry according to this report. The report also projects
50 billion US Dollars of IT exports from India by the end of 2008.

Software exports from India are expected to grow in coming years. New markets for
software exports from India have opened up in the Middle East, South and Southeast Asia,
Africa, and Eastern Europe. The reputation that India has earned as a major destination for
IT outsourcing has opened further possibilities. Many developing countries are now using
the Indian model for growth in the IT sector.

Another important area of future growth for the IT industry of India is the domestic
market. While exports dominate the IT industry at present, there is huge scope of growth in
the domestic market which can be tapped in the future.

The US recession has had its share of negative impacts on the Indian IT industry. However,
the industry has faced the challenges posed by the global market and is sustaining its rate
of growth. The focus for the future is to ensure that the benefits of the IT industry percolate
to the grassroots levels.

KERALA SCENARIO

The economy of Kerala reaped huge benefits from its blossoming industrial sector. The
traditional industries in Kerala particularly coir, handloom, Khadi, bamboo-based,
handicrafts, artisanal and cottage industries etc. are plagued by the problems of high cost
production, low quality, inappropriate technology and incapacity for professional
marketing and export. In Kerala, compared to the traditional industries, the Information
Technology industry has emerged as a key driver of global economic growth. The State of
Kerala has always been a forerunner among the states of India in the adoption of ICT for
enabling smoother functioning of the business community. Government of Kerala is keen
to play a catalytic role for the development of IT industry within the state, as it is ideally
suited for such a densely populated state, having vast multitude of highly qualified and
experienced human resources, uniformly spread across the state. The state, with its high
quality of life index and social infrastructure development, is a launch pad for economic
development and growth. Two cities in Kerala – Thiruvananthapuram and Kochi have been
ranked as the challenging IT or ITes destination by NASSCOM. The world class IT
infrastructure facilities at Techno Park in Thiruvananthapuram and Info Park in Kochi
make these IT hubs much sought after destinations in the state. The Government of Kerala
also acknowledges the critical importance of information technology as an instrument for
the state‟s overall development and remains deeply committed to its dissemination, both as
a crucial engine of economic growth and as a tool for increasing productivity, speed &
transparency in governance. Kerala offers tremendous potential for the application of IT
due to reasons which include:

 Ease of geographical access, both longitudinal and lateral.

 Large migrant population with demands for connectivity.
 Extensive telecom network reaching all towns and villages.
 Remarkable growth in education, health and other services.
 High literacy and availability of educated youth.
 Export-based trade and commerce.
 Potential for tourism industry (Raman Kumar & Kochher, 2011).

INFORMATION TECHNOLOGY POLICY OF KERALA

The Government of Kerala acknowledges the critical importance of Information and

Communication Technology as the key vehicle for the state's overall equitable
development. The State Government announced its first IT Policy in 1998. It was followed
by IT Policies in 2001, 2007 and 2012 which provided comprehensive support for the
further development of this sector. These policies have helped Kerala to achieve unique
distinctions as a preferred IT / ITes investment destination and also a leader in E-
governance.

This industry policy document endeavours to delineate a strategy for harnessing the
opportunities and resources offered by information technology for the comprehensive
social and economic development of the state. The IT policy reiterates the government‟s
commitment for creating an ideal IT investment climate, especially for knowledge-
intensive and high-value ICT services. The developments made in creating world class ICT
infrastructure spread across the state, centred on major cities like Thiruvananthapuram,
Kochi and Kozhikode has made Kerala one of the best networked states in the country.
MAJOR PLAYERS

1. TATA Consultancy Services

TCS was founded in the year 1968 by Mr. J. R. D. Tata. TCS is an information technology
services, consulting and business solutions company, servicing large global corporations
across a range of industry verticals including banking, financial services & insurance,
retail & consumer packaged goods (CPG), telecom, media & entertainment,
manufacturing, hi-tech, life sciences & healthcare, energy resources & utilities, travel,
transportation & hospitality and government sectors. TCS has the highest market
capitalization than any other company in India and it is Rs. 502,202.97 Crores.

2. Infosys

Infosys was founded in the year 1981 by 7 founders. One of the founders was Mr N. R.
Narayana Murthy. It is an Indian multinational corporation that provides business
consulting, information technology and outsourcing services. It is headquartered in
Bangalore, Karnataka. It is the second largest IT services company by 2016 revenues.
Current market capitalization of the company is Rs. 239,111.94 Crores.

3. Wipro

Wipro was founded in the year 1945 by Mr. Mohamed Hasham Premji. Formerly it was
known as Western India Palm Refined Oils (WIPRO) Limited. Now it is known as Western
India Products (WIPRO) Limited. It is an Indian Information Technology Services
Corporation headquartered in Bangalore, Karnataka. Current Market Capitalization of the
company is Rs. 118,890.08 Crores

4. Tech Mahindra

Tech Mahindra was founded in the year 1986 by Mr. Anand Mahindra. Tech Mahindra
Limited is an Indian multinational provider of Information Technology, networking
technology solutions and business process outsourcing to the telecommunications industry.
It is headquartered in Pune, Maharashtra. Current Market Capitalization of Tech Mahindra
is Rs. 44,979.35 Crores.

5. HCL Tech

HCL Technologies Limited was founded in the year 1976 by Arjun Malhotra and Shiv
Nadar. It is a subsidiary of HCL Enterprise. It was a Research and Development company
in early days but it shifted to software services industry in 1991. HCL technologies
Limited offers services like IT consulting, enterprise transformation, remote infrastructure
management, Engineering and R&D and Business Process Outsourcing. Current market
capitalization of the company is Rs.109, 156.72 Crores.
GOVERNMENT INITIATIVES

Mr Ravi Shakar Prasad, Minister of Communication and Information Technology,

announced plan to increase the number of common service centres or E-Seva centres from
150,000 to 250,000 to encourage and enable village level entrepreneurs to interact with
national experts. These experts can provide them guidance, besides serving as a e-services
distribution point. Department of Electronics & Information Technology and M/s Can bank
Venture Capital Fund Limited are planning to launch a fund called „Electronics
Development Fund‟. This fund will be „fund of funds‟ i.e. this fund will invest in several
funds and these funds will provide risk capital to companies which are developing new
technologies.

Government of India is planning to develop five incubation centres for „Internet of

Things‟ (IoT) start-ups, as a part of Prime Minister Mr Narendra Modi‟s Digital India and
Start-up India campaign, with at least two centres to be set up in rural areas to develop
solutions for smart agriculture. The Government of India has launched the Digital India
program to provide several government services to the people using IT and to integrate the
government departments and the people of India. The adoption of key technologies across
sectors spurred by the „Digital India Initiative‟ could help boost India‟s Gross Domestic
Product (GDP) by US$ 550 billion to US$ 1 trillion by 2025.

The Department of Electronics and Information Technology (DEIT) plans to start a digital
literacy program, aimed at training over six crore Indians in the next three years to
empower them for digital inclusion. India and the US have agreed to jointly explore
opportunities for collaboration on implementing India‟s ambitious Rs 1.13 trillion (US$
16.58 billion) „Digital India Initiative‟. The two sides also agreed to hold the US-India
Information and Communication Technology (ICT) Working Group in India later this year.

RECENT ACQUISITIONS

 Tech Mahindra acquires the BIO agency Limited.

Tech Mahindra which is technology service provider has acquired UK-based digital
transformation firm BIO agency limited. The acquisition was carried out in an all-cash
deal for an enterprise value of up to 45 million pounds. Tech Mahindra acquired 100%
shares of the company. The acquisition will also help The BIO Agency to make sizable
inroads into the telecommunications and enterprise clients of Tech Mahindra

 Cognizant acquires Idea Couture

Cognizant which is also a technology service provider has announced the acquisition of
Idea couture. Idea Couture is a privately held firm that offers a broad range of digital
innovation, strategy, design and technology services. Idea Couture will become a part of
Cognizant Digital Works specializes in designing and prototyping products, services and
business models that take advantage of latest technologies.
FUTURE OUTLOOK

India is the topmost offshoring destination for IT companies across the world. It
companies have proven their capabilities in delivering both on-shore and off-shore services
to global clients, emerging technologies now offer an entire new gamut of opportunities
for top IT firms in India.

Social, Mobility, Analytics and Cloud (SMAC) are collectively expected to offer a US$ 1
trillion opportunity. Cloud represents the largest opportunity under SMAC, increasing at a
CAGR of approximately 30 per cent to around US$ 650-700 billion by 2020. The social
media is the second most lucrative segment for IT firms, offering a US$ 250 billion market
opportunity by 2020.

The Indian e-commerce segment is US$ 22 billion in size and is growing at a high rate and
thereby offering another attractive avenue for IT companies to develop products and
services to cater to the high growth consumer segment.

CHALLENGES AND MEASURES OF IT INDUSTRY

Indian IT industry has been an eye candy of the Indian economy for long. But lately the
scenario has changed, in the last financial year, in the first three-quarters; the performance
of top three IT companies namely Wipro, TCS, and Infosys has been on the lower side.
The fourth quarter brought some hope for TCS, but the investors are feeling bullish. These
companies which have made a significant mark in the global IT arena are now struggling
for their positive returns. Many of the conditions like slowdown of the global economy,
tough competition, attrition and others have curtailed the growth of IT industry in India.

Some of the problems faced by IT industry is as given below:

 TCS, Wipro, and Infosys have recorded a growth of 8 to 9% in terms of dollars in

2016. This was against a two-digit growth predicted by NASSCOM.
 Western countries are the key market of India in IT sector and hence a slowdown in
the economy in Western countries has slumped the growth of IT sector in India.
 TCS was slammed with $10 million as a penalty in U.S.A for alleged use of
proprietary software from a company called Epic.
 Infosys was accused of violating visa and immigration rules in U.S.A.
 The above-stated things have a negative impact on the image of Indian IT industry
in the global market.
 The global IT services sector is shifting from a BFSI (Banking and Financial
Services Industry) and telecom oriented sector to other verticals like healthcare and
retail. India depended 40% to 50% on BFSI and telecom for its bread and butter.
The healthcare and retail IT services sector is dominated by MNCs and Indian IT
companies are facing a tough competition from them.
  The IT expenditure has not picked up in U.S.A due to slow economic recovery and
Europe is facing its own problems. This has negatively affected IT projects
outsourced to India.
 The global competition in application development and maintenance, which is the
traditional arena of Indian IT industry, has also lowered the growth in Indian IT
sector.
 Retention of talent in Indian IT companies remains a long-standing problem and
needs to be effectively addressed.

MEASURES TO BE TAKEN TO TACKLE THE PROBLEMS FACED BY IT INDUSTRY

ARE:

 The leading IT companies need to revamp their business models to face the
challenges of global economic slowdown.
 The IT giants in India like Wipro, TCS, Infosys and others must take productive
steps to improve their image in the global arena.
 To tackle the problem of competition from MNCs in retail and healthcare sector,
the offshore business models must be re-evaluated and made more innovative and
productive in the IT companies.
 The governments in U.S.A, U.K and other Western countries must take policy
decisions to revive the slowdown of their economies, which would benefit the entire
world.
 The Indian IT companies must expand to other fields of expertise like Cloud
Computing, Big Data, Research & Development and other related fields and should
update themselves in providing IT services to Retail, Healthcare sector, Science &
Technology, Robotics, Space Research and other such fields. This only can ensure
their survival.
 During employee perks, mentor programs, skills training, company benefits and
other such measures can be taken by Indian IT companies for employee retention
and for attracting good talent to companies.

India still remains a force to reckon in global IT arena. Indian IT exports make a large
chunk of total exports from India. Last year out of the $260 billion exports from India,
$150 billion comprise of IT exports. Indian IT sector has crossed various hurdles like the
transition to Y2K, minimum alternative tax, and global financial crisis and still stands
strong like a mammoth in the difficult times.
1.3 COMPANY PROFILE
1.3 COMPANY PROFILE
OBJECTIVES

Non Resident Indian‟s TBI is primarily meant for nurturing the entrepreneurial minds
among the Non Residential Indians (NRI) using the opportunities provided by Science &
Technology for the economic development of the nation. The primary focus of NRI- TBI is
in developing the ICT opportunities for NRIs in building global enterprises.

TECHNOLOGY THRUST AREAS OF NRI-TBI

The NRI-TBI proposed to be set up in Technopark-Kollam will concentrate on the

following thrust areas.

 Electronic & Embedded Systems

 Telecommunications and Mobile Technology
 Technology Enabled Applications & Services for:
 Oil & Gas Industry
 Tourism
 Logistics
 e-Commerce, e-Branding, e-Tailing, e-Learning
 Energy & Green Energy Technology Management

ABOUT NRI’S

India is number one globally in terms of receiving remittances from abroad. India received
US dollars 55 billion as remittances in 2010, which represents 4.2% of India‟s Gross
Domestic Product. India has the world's second largest diaspora with a substantive
presence in all the six continents. The overseas Indian community estimated at over 25
million is spread across every major region of the world. Indian diaspora constitutes a
significant economic, social and cultural force in the countries around the world. It
serves as an important bridge to access knowledge, expertise, resources and markets for
the development of country of origin.

Overseas Indians are considered to be the most successful communities in the world.
They have made significant contributions to the economy by adding in considerable
measure of knowledge and innovation. The majorly include Non-Resident Indians (NRIs),
Persons of Indian Origin (PIOs) and Overseas Corporate Bodies (OCBs). They are the
vital sources for foreign direct investments into the country. This way, they help in the
progressive development of various segments of Indian economy. It is worthwhile to point
out that the major proportion of the expatriate population is from Kerala. Kerala, the
southern state of India, with distinctive features has a diaspora spread across the world
ranging from those members stationed in the economic superpowers to those in the
countries that have just fledgling economies. In 2011, the remittance by NRI population in
Kerala was to the tune of Rs. 49,965 crore. This constitutes more than 22% of the GDP of
the State. This huge remittance by NRIs of Kerala origin is the backbone of Kerala
economy, and has remained so for the last three to four decades. The remittance received
by Keralites from emigrants to the Gulf popularly known as “Gulf Money” is the most
dynamic contribution to the economy of the State. The total remittances by the emigrants
were found to be 4 times the State Domestic Product (SDP). The Government of Kerala is
also keenly addressing the problems faced by the NRK‟s with organizations like Non
Resident Keralites Affairs Department (NORKA). In fact the uniquely acclaimed Kerala
model of development inevitably depends on Non Resident Keralites.

In the wake of the globalization process, there has been an increasing trend in both internal
and international migration. The growth of cross-border flows of various kinds, including
investment, trade, cultural products, ideas and people, and the proliferation of transnational
networks are the most striking features of this era. We may look forward with some degree
of confidence to an era in which emigrants and return emigrants take leading roles in the
developmental activities of India.

WHY NRI-TBI SHOULD BE SET UP

The primary objective of the technology business incubator is to offer the right eco system
for NRI to start new ventures and thus to tap the global opportunities from the Indian
Diasporas for the economic development of the state. The primary focus of proposed TBI
is to cater NRI‟s Innovation & Entrepreneurial needs. Technopark, as an establishment of
the Government of Kerala lends credibility to the project while the support offered by the
Non Resident Keralites Affairs Department (NORKA) will catalyse its operations. The
proposed NRI-TBI is a panacea of economic development of the nation.

The NRI TBI will open up a plethora of opportunities to the NRIs wherein they can either
invest in the potential companies being incubated in the incubator or use the incubation
facility to start their own business, involving themselves or through their representatives
back home.

Kerala rising to the status of the commercial hub of South India, the upcoming projects
like Smart City and Vallarpadam International Transhipment Container Terminal have
further enhanced the commercial value of Kerala and the scope for new business
opportunities in E-commerce, E-tailing, Procurement, and Logistics has increased. With
the economy booming, entrepreneurs with overseas experience are relocating to India and
are building companies with cross-border models that leverage technology and skills,
while catering to customers across the world. NRIs are starting to realize their present
hometown may not offer them the lucrative prosperity that it once promised. This has
become a driving force that has drawn the NRI back to India. The entrepreneurship
opportunities in India have broadened so much that it needs the best minds to tackle the
present situation. The NRI-TBI once operational will offer the right eco system for NRI to
start new ventures. Hence the proposed joint venture TBI assumes utmost priority.

Even while engaged in the struggles and hardships to make up a life abroad, each non-
residential Indians is nostalgic about his homeland and his roots. The remittance received
by Keralites from emigrants to the Gulf popularly known as “Gulf Money” is the most
dynamic contribution to the economy of the state of Kerala. The desire among the NRIs
and the returnees to start some kind of venture of their own makes a Technology Business
Incubator to spot and nurture the talents of the NRI‟s the need of the hour.

BRINGING INTERNATIONAL PARTNERS AND FOCUS TO KERALA

International Organizations & Companies in various fields don‟t have a presence in Kerala
and it is extremely difficult to move them out from their existing locations.

However, creating a NRI start-up eco-system these organizations can be brought in to

setup Research& Development Labs that would be used by the start-ups. The NRI-TBI
also aims to create a rapport with Pravasi Bharathiya Associations across the globe.

The project aims to create an ecosystem of International standard with participation of

incubators across the world. A future proposal for support from United Nations
Development Programme following the Chinese model would take NRI-TBI a step ahead.

ACTIVITIES ENVISAGED

NRI-TBI proposes to undertake the following activities to promote technology

entrepreneurship.

 Counselling to NRIs on various possible investment avenues

 Online and Offline Campaigns to educate the NRIs about the opportunities available
to them in NRI TBI. The campaign will be driven through the various Pravasi
Bharathiya Associations and Indian Embassies Abroad.
 Separate Web Campaigns and Online Promotions for creating awareness and attracting
the NRI Entrepreneurs
 Promoting the NRI TBI through various international trade and business fairs like the
Dubai Shopping Festival , GITEX Dubai, CEBIT Germany, CEBIT Australia, etc
 Associating with various Pravasi Bharathiya Programmes for spreading the message
and attracting NRIs for starting ventures
 Creating an NRI Fund for the benefit of the new business venture of NRIs
 Massive Publicity Campaigns during the „Emerging Kerala‟ Campaign of Govt of
Kerala which is positioned as a Global Investors Meet for the NRIs
 Advice to NRIs on attractiveness of technology / business idea
 Technology Development / up-gradation
 Prototype development
 Preparation of Business Plan (covering market, technology and financial
attractiveness)
 Mentoring to Start-ups of NRIs
 Patent Facilitation Support to deserving inventions from NRIs
 Enabling Technology Transfers for the NRI Entrepreneurs
 Co-incubation and Cross Continental Incubation for NRI Entrepreneurs
 Introduction to banks / venture capitalists
 Linkages with Technology & Business Institutions across the Globe
 Training & Development Facility (NRI Centre of Excellence)
 Technology Business Incubator – TBI
 Business Incubation Centre – NRI-BIC

NRI CENTRE OF EXCELLENCE (NRI - CE)

Non Resident Indian‟s Centre of Excellence (NRI - CE) is being established as a division
of NRI-TBI in association with Technopark TBI and other Govt. & private bodies like Non
Resident Keralites Affairs Department (NORKA), The Indus Entrepreneurs (TiE),
NASSCOM, CII etc. The primary objective of the Centre is to promote innovation
&entrepreneurship activities among NRIs, in the area of ICT. Following are the activities
proposed by the Centre.

• Training Programmes in Entrepreneurship Development

• Nurturing Technology Ventures
• Association with National and International Agencies
• Association with Industry Promotional Agencies
• Linkages with Academic & Research Institutions
NRI-CE will spot entrepreneurial talents and nurture them to pursue careers in
Entrepreneurship. The research activities of the Centre will develop appropriate models of
Entrepreneurship activities in the state and train personnel to become successful
entrepreneurs in NRI-TBI thrust area. Close liaison with National and International
agencies along with the participation of promotional agencies, academic and research
institutions will ensure creation of a number of entrepreneurial ventures based on ICT.

NRI-CE is intended to close the gap in developing technology entrepreneurs among NRIs
in the State of Kerala, particularly in the field of Information Technology. The R&D
activities proposed in NRI-CE are expected to bring out appropriate models of
Entrepreneurship Development activities in the State. This initiative will go a long way in
complementing the efforts of the government of Kerala in their Non-resident Indians
promotion activities.
TECHNOLOGY BUSINESS INCUBATOR (TBI)

NRI Entrepreneurs wishing to launch technology ventures are encouraged to seek

admission to TBI where they will be assisted in locating/developing technology for
commercialization. NRI-TBI office would be functional round the clock with “NRI Start-
ups Helpdesk”. There will be an online cell to assist them in answering their remote quires.
TBI operates in close co-operation with national R&D centres and premier academic
institutions to provide assistance to entrepreneurs in identifying technologies or undertake
technology development activities. R&D and Engineering infrastructure are provided by
TBI on liberal terms in order to assist entrepreneurs in undertaking risky technology
development projects. Facilities are extended to entrepreneurs for commercializing
technologies developed by national R&D Centres and academic institutions. Following
facilities are provided to the entrepreneurs in TBI.

 Modules to establish laboratories and business offices

 Common Equipment‟s and Tools
 Assistance by Technical Experts
 Assistance in Field trials and beta testing of products/technologies
 Data base of Products & Technologies available from National R&D Centres for
commercialization
 Assistance in training technical personnel
 Assistance in finding seed/venture capital

Following facilities are provided in NRI-TBI

• 100% Online support with 24 Hr Call Centre and Virtual Chat Support.
• Furnished air-conditioned office modules from 4-Seat to 20-Seat capacity
• 24 Hr CCTV Surveillance with remote access
• Tele Presence / Video Conferencing Facility
• Telephone & Internet cabling
• Single Window Clearance for NRI‟s
• Electric Power with Back-up DG supply
• Reception & Maintenance services
• Vehicle Parking facilities
• Conference Facilities
• Web Hosting Services
• Transport Services
• Library Services

Assistance is also extended to entrepreneurs for providing the following Services:

• Mentors
• Angel Investors, Venture Capitalists
 • Finance Consultants
• Accounting & Audit Services
• Access to Technology Resource Centers & Academic Institutions
• Technical Consultants
• Quality consultants
• Management Consultants
• Marketing Consultants
• Legal Assistance
• Media Consultants
• Surveyors/Loss assessors

NRI’S – TECHNOLOGY BUSINESS INCUBATION CENTRE (NRI-BIC)

There will be an exclusive business help desk module for NRIs and will be named as NRI-
BIC. It will assist NRI entrepreneurs in launching new ventures in the business area related
to ICT from the heart of Capital City. Successful ventures from NRI-BIC graduates into
Technopark-Kollam and Various Business Centers. At NRI-BIC where they could take the
product or Technology to full scale commercialization at least cost and risk. NRI-BIC has
been operating as a self-supporting entity by a group of Entrepreneurs and will become
part of the overall scheme of TBI

TECHNOLOGY STARTUP DESK @ OVERSEAS INDIAN ASSOCIATIONS

NRI-TBI will work closely with Overseas Indian Associations & Indian Embassies Abroad
to identify and tap entrepreneurs and other talents. A number of entrepreneurship ignition
& development activities are proposed to be undertaken through Technology Startup Desk
in their regular association meetings. As a first step, an awareness campaigns with an
exciting campaign video will be played in various Pravasi Bharatiya Association meetings
/ associations. With NRI-TBI as the lead institution, we propose to start a number of such
initiatives in as many Overseas Indian Associations, Indian Embassies Abroad & similar
bodies as possible, there by generating a sizable population of technology entrepreneurs
from NRIs.

“INDIA CALLING” CAMPAIGN

Innovation Lab has experience in conducting the biggest Entrepreneurship Campaign in

Kerala named “I am an Entrepreneur”. The last campaign was led by Mr.Kris
Gopalakrishnan (Co-Chairman, Infosys) and Ex. Central Minister Dr.Shashi Tharoor.

The proposed “India Calling” campaign will feature various successful NRI entrepreneurs
and with them as the Campaign Ambassadors we will create a major buzz among the
aspiring group for Entrepreneurship.
PREVIOUS TRACK RECORD IN ASSISTING ENTREPRENEURS

ABOUT TECHNOPARK TBI

Technopark Technology Business Incubator (T-TBI), a joint association of Technopark,

Trivandrum and the Department of Science and Technology (DST), Government of India,
to help the technology business start-ups started operation during 2007. T-TBI was
recognized by National Science and Technology Entrepreneurship Development Board
(NSTEDB) as the Best TBI in the country for the year 2007.

So far the T-TBI & T-BIC together has assisted 130 start-up companies in the Incubation
Centre. Out of this, 62 companies have graduated and moved into larger space in the
Campus and 62 are still continuing their operation in the incubator. Altogether, these
companies have created 4500 job opportunities. The success rate is almost 95% that indeed
a creditable achievement to the T-TBI.

ABOUT NORKA

In order to ensure the welfare of the Non Resident Keralites, redress their grievances and
safeguard their rights that NORKA, the Non Resident Keralites Affairs Department was set
up by the Government of Kerala in 1996. Since then, NORKA has been playing a vital role
in the lives of NRIs, supporting them in times of need and lending them a helping hand in
every possible means.

NORKA-ROOTS

Norka-Roots are the field agency of the Department of NORKA, set up in 2002. It acts as
an interface between the Non-Resident Keralites and the Government of Kerala and a
forum for addressing the NRIs‟ problems, safeguarding their rights and rehabilitating the
returnees.

INCUBATION METHODOLOGY IN DETAIL

INTRODUCTION
NRI-TBI is designed to provide a springboard to non-resident scholars who wish to launch
themselves into the world of technology based business careers. Entrepreneurs‟ bright
ideas to develop a product or service using advanced technology solutions can find a fertile
ground in the Technology Business Incubator (TBI) of Technopark. TBI is designed to
provide entrepreneurs all the support to make technology based business ventures
successful. An entrepreneur makes fewer mistakes when he operates TBI because of the
variety of support services available there. The highly innovative and productive
environment of Technopark provides entrepreneurs the right ambiance to build a
technology ventures at international standards.
Based on reducing the start-ups costs, this model begins to deepening the incubator‟s
service functions and move towards the phase that the incubators to increase the
enterprises in value. One concrete way of increasing the value is to offer specialized
consulting services, or the said business development service.
Management obstacles are the most prominent difficulties incurred while enterprises
developing. So the character of this period requires deep research into numerous issues of
the start-ups, including enterprise team building, technological development, market
development, production, financing, rules of enterprise development, and the tests and
trials experienced in founding successful enterprises.
Professional consulting services include:
a. Consulting with regard to business planning, market development planning, human
resources development planning, financial planning, product development planning,
and production planning;
b. Consulting in finance and law and other professional services;
c. Providing practical training courses to enterprises;
d. Assisting in market development for enterprises;
e. Assisting enterprises in connecting with all walks of life.
Under this model, TBI pays special attention to the building of key abilities so as to enable
enterprises to not just survive, but to have fast and healthy development. The incubators
truly become a learning tool for future entrepreneurs.

MEMBERSHIP IN TBI
The entrepreneurs wishing to become members of TBI are grouped in to one of the
following categories:
 RETURNED NRI ENTREPRENEUR
Generally these are scholars in Science, Technology & Business who come out with
innovative ideas of building technology businesses. Experienced technocrats from leading
R&D institutions and NRI students from premier academic institutions also fall into this
category. Persons who have previous successful or un-successful entrepreneurial
experience will also be included here. These entrepreneurs will get the maximum support
from NRI-TBI.
 NRI DEPENDENT ENTREPRENEUR
NRI‟s or dependents of NRI‟s with business mindset wishing to pursue entrepreneurial
challenge will fall under this category. The members could be fresher minds with creative
ideas to start up a business venture. At the end of three years these members will fall into
the category of experienced entrepreneurs and the eligibility for assistance will be assessed
accordingly.

 WORKING ABROAD ENTREPRENEUR

Established businessmen or Technocrats wishing to diversify advanced technology areas
or enterprises and wishing to set up their operations in NRI-TBI fall into this category. The
founder may continue to work abroad where the facilities& support of the incubator will
be extended to these ventures to flourish.
POLICIES & PROCEDURES

 TBI makes substantial investments of resources in the incubation activity and will be
conscientious in the due diligence process before admitting an entrepreneur into the
program. In addition, limited resources mean that only a limited number of spaces are
available in the incubator program.

 The incubator policy is to identify those entrepreneurs who are most likely to assist the
broad objectives of TBI.

 TBI analyzes an entrepreneur‟s technology ideas, available resources, entrepreneurial

experience, and need for incubator services, in order to determine its probability of
success. The expert committee appointed then forwards its recommendations to TBI
who makes the final admission decision, which may involve a personal interview with
the entrepreneur.

 Possible admission decisions include:

o Acceptance for immediate admission to the program, or
o Conditional acceptance.
o Rejection of the application

 Companies accepted conditionally are placed on a waiting list for the next available
space in the program. When a space opens up, all waiting-list companies still
interested in the program are re-evaluated to properly consider changes in their
situation since the initial acceptance. The committee then selects the best-qualified
company for admission to the membership.

MEMBERSHIP CRITERIA
The selection of entrepreneurs for membership in TBI will be based on the
recommendation of an expert committee specifically set up for the purpose. The criteria
for acceptance are the following:
- The business activity proposed is in the advanced technology area. The company must
meet the definition of a "technology-based company" (An organization which pursues
commercial applications of science/technology-based innovations; employs a high
percentage of technicians, engineers or scientists; or requires extensive R&D to
produce new products or services).
- The venture proposed is a corporation, partnership or sole proprietorship.
- Demonstrate a need for incubator services.
- Demonstrate capability for business viability and growth.
- The business plan submitted by the entrepreneur is sound.
- In the absence of a proper business plan, the request for membership will be accepted
provisionally if business proposal looks promising prima-facie to the expert committee.
- The entrepreneur will submit a proper business plan to TBI which, will be reviewed by
the expert committee before final acceptance.
- The business proposed should have significant technology content / employment
potential / revenue generation potential / export earning potential.
- The entrepreneurs may or may not have a track record in undertaking entrepreneurial
ventures.
- A first time entrepreneur should have the requisite aptitude in promoting the venture.
The expert committee will assess this through personal interview, review of past
activities, background check, references etc.

SELECTION PROCESS

- Determination of eligibility by NRI-TBI based on preliminary application.

- TBI and the entrepreneur will sign a mutual nondisclosure agreement (NDA)
- Submission of complete application package:
a) Copy of the entrepreneur‟s business plan
b) Entrepreneur's tax returns for prior three years if applicable.
c) Details of company's corporate structure, bylaws, ownership, etc.
- TBI sets up an expert committee to evaluate the application.
- The entrepreneur gives a presentation of the business plan to the expert committee and
clarifies all the questions.
- Due diligence by the expert committee (including background and credit check of
entrepreneur)
- Decision by expert committee

POST ADMISSION PROCESS

Once the decision is made to admit the entrepreneur to the incubation programme of TBI,
the following activities are undertaken:
 License agreement is executed between TBI and the entrepreneur.
 Jointly set short-term objectives for the venture‟s performance.
 Develop a written plan of work for the venture.
 Set up the venture's financial management and budgeting systems.
 Identify mentors, consultants, service providers or resource centers to assist the
entrepreneur in achieving his goals.
SEMI-ANNUAL REVIEW

Two formal performance reviews of each company are required every year. The expert
committee gauges the progress of the company against its objectives. The expert
committee also evaluates the quality and impact of the business assistance provided by
TBI. Any further assistance in the form of mentors, consultants, service providers or
resource centers required by the entrepreneur is identified during this review.

DURATION OF INCUBATION PROGRAMME

In the case of New Entrepreneurs and Experienced Entrepreneurs, the duration of license
to operate in the incubator program will be for 3 years. An extension of one year will be
considered on a case-by-case basis. The application for extension will be weighed against
the following factors.
 The lead-time required for commercialization of the product or service planned by
the company has increased substantially due to techno-commercial reasons.
 Market conditions have changed requiring more time for the entrepreneur to adjust
to the changed environment.
The entrepreneur has to submit a formal application to the expert committee highlighting
all factors responsible for the delays in the plan. The application should show the strategies
adopted by the venture in overcoming the problems faced by the company.
In the case of Business Entrepreneurs the duration of license will be for one year.
Extension of the term will be considered on a case to case basis based on the
recommendation of the expert committee. These entrepreneurs will move out of incubator
at the end of the license period whether they have graduated or not.

COMPANY’S RESPONSIBILITIES

TBI requires the members of the incubator to:

- Comply with all legal and statutory requirements of operating a venture.
- Operate their business in a highly ethical manner
- Desist from any action that will tarnish the image of TBI and Technopark.
- Report quarterly financial data to TBI
- Pay TBI invoices promptly
- Make payments for services rendered by individuals and other agencies promptly
- Provide TBI with annual data on sales and employees

GRADUATION

The venture will graduate from the incubation programme when any one of the following
conditions is fulfilled.

- The revenue stream of the company is adequate for self-sustenance.

- The entrepreneurs have been able to tie up investors to finance the expansion plans
of the venture and the incubator support is no longer necessary.
 - The entrepreneurs have sold the venture to a larger company.
- Expiry of the period specified in the license agreement.
If any of the above events takes place the venture will be treated as graduated from
incubation programme and the membership in the incubator will be discontinued.

TERMINATION/DISCONTINUATION

TBI reserves the right to rescind a company's right to participate in the incubation program
due to any one of the following reasons.
- For conduct deemed illegal or detrimental to the program as a whole, termination is
the effective immediately.
- For unsatisfactory short term and long term performance or nonpayment of TBI‟s
invoices as per License Agreement executed, a venture will receive written notice of
TBI‟s intent to invoke the termination clauses of the license agreement.
- If the business potential of the technology / products / service has diminished, a
venture will receive written notice of TBI‟s intent to terminate.

In all the above cases the expert committee‟s recommendation will be the guideline for
TBI. Decisions to terminate may be appealed to the Chairman, TBI Governing Council, as
the final arbitrator.

CLOSING MEMBERSHIP

On graduation/termination/discontinuation of the membership of TBI, the venture will take

the following actions.

- The member venture will release the space occupied by them in TBI immediately
after removing all equipment‟s and items fitted by them in the area.
- All items of furniture and equipment‟s provided by TBI will be returned to TBI in
good condition barring normal wear and tear.
- All payments due to TBI will be cleared immediately.
- All payments due to consultants, resource centres, service providers like STPI,
VSNL, BSNL, etc. will be settled directly by the company.

REFUND OF SECURITY DEPOSIT

On closure of membership, TBI will refund the security deposit given by the company
after adjusting for the pending dues and damages made to the area occupied by the venture
including furniture and fixtures. Any disputes arising out of the settlement will be referred
to the Chairman, TBI Governing Council, as the final arbitrator.
TOP 5 START-UP COMPANY PROFILES IN NRI TBI

1) Cognicor technologies

CogniCor offers intelligent resolution assistant (CIRA) for customer service for large
enterprises in service sector.

The Artificial Intelligence based resolution-as-a-service software minimizes the need for
human intervention in resolving customer issues and complaints in Telecom, finance,
transportation and other industries, thereby reducing apex and increasing customer
satisfaction. Currently piloted by top telecoms in Europe, and evaluated by banking and
Telco‟s in India, CIRA aims to empower the multi-billion dollar global call centre
industry.

During the incubation period in NRI TBI, CIRA was designed and developed from the
scratch by our team in close collaboration with the co-founders in Spain. Through NRI-
TBI, they were able to collaborate with Telecoms in India, such as Vodafone and banks
such as Federal Bank, South Indian bank and several other top businesses in service sector.

They participated in competitions in India, pitching our solution and business and they
were able to win the Nasscom-KMA award for the best emerging start-up. They showcased
their product to CEBIT trade fair in Hannover, Germany and also to various delegations
that visited NRI-TBI. Cognicor Technologies graduated from NRI TBI incubation space in
January 2016.

2) Extraslice

Extraslice started in 2013 with their product development team in NRI TBI .They have
their headquarters in Bellevue,WA, USA. Their product WalknPay is the next generation
in-store shopping platform for retail stores. It is officially launched in the market and they
got many positive reviews for the same.

Now they seek new level of funding which could be used for marketing & other sales
purposes. In the meantime Extraslice started a smart space – a coworking space for
individuals there in Bellevue, US. Extended Office is an innovative engagement model
which helps start-up‟s to meet their growing needs. From prototype to building world class
software, ExtraSlice can build an efficient Onshore/Offshore team to integrate with your
existing team. They provide several facilities like meeting rooms, conference rooms,
helping in recruiting and other training activities.

Extraslice not only focuses on their individual product but also give extra effort to expand
their wings to services field. They are also doing outsourcing works for other clients. In
June, 2016 ExtraSlice is expanding its footprint with the help of Washington Partners and
The Benaroya Company. Extra Slice‟s new 16,000 square foot space open June 1, marking
a significant expansion for the organization beyond its previous home in Bellevue.
 3) Raycast technologies

Raycast Technologies is one among the promising start-ups in our incubation space
focusing on developing applications based on augmented reality & Gamification.
Augmented Reality (AR) is related to a more general concept called 'Mediated Reality', in
which a view of reality is modified with a placement of 3D objects. The use of Augmented
Reality means that you can view an object in three dimensions in any environment you
choose and be able to look around it.

They have developed a „Stop Cyber Crime‟ game app for creating awareness about cyber
security among all sectors of the society. The game integrates learning with fun. Their
application in Virtual Reality gained several accolades in the print media.

4) Eliot Innovations

Eliot Foundation, a Social Benefit Organization is an initiative of Eliot Limited, New

Zealand. It aims at imparting well-rounded, high-quality education to the underprivileged
children in our country..

Eloit is one of the few and fast growing companies in the Academic Accreditation,
Ranking and Rating industry. With a clientele of 500 prestigious Institutions, Top
Universities, Colleges and Schools and Education Councils throughout the globe. They
continue to focus on filling our clients‟ needs completely and fully. Eliot Innovations won
several awards from United Nations in several areas.

5) Authentic Journeys

Authentic Journeys Consultancy is a niche coaching, consulting and training firm focusing
on building successful working relationships between Indians and their US and Native-
English speaking Western counterparts. Authentic Journeys works with teams functioning
under all outsourcing models – onsite, offsite, offshore and hybrid – to improve
performance across cultures and language divides. Authentic Journeys has a mission – to
help your business grow and prosper through understanding the American and Western
mind set, mannerisms, expectations and spoken English. While a majority of clients are
software companies, Authentic Journeys works with other business verticals to achieve
their business goals through innovative, interactive and impactful managerial coaching and
cross-cultural business training solutions.

NRI TBI PRESENT STATUS

NRI TBI has strong experience and background in the Technology Business Incubation. It
was first known as Innovation Lab Technology Incubator .It was the first physical private
technology business incubator in the country and accredited as the extension centre of
Techno park TBI, we have steered the institution to become one of the most successful
TBI‟s in the country. NRI TBI started its journey in January 7th,2013.. Many successful
companies graduated from the incubated space within this pan of time.

We have our own track record of successful start-ups & we have world class incubation
facility in one among the top IT Parks in the country that is Info Park. We are in the mode
of expansion looking for more facility and space for adding more number of products
based and service based start-ups in our Incubator.
1.3.1 PRODUCT PROFILE
1.3.1 PRODUCT PROFILE
1. COGNICOR TECHNOLOGIES

CogniCor offers intelligent resolution assistant (CIRA) for customer service for large
enterprises in service sector. The artificial intelligence based resolution-as-a-service
software minimizes the need for human intervention in resolving customer issues and
complaints in Telecom, finance, transportation and other industries, thereby reducing apex
and increasing customer satisfaction. Currently piloted by top telecoms in Europe, and
evaluated by banking and Telco in India, CIRA aims to empower the multibillion dollar
global call centre industry.

During the incubation period in NRI TBI, CIRA was designed and developed from the
scratch by our team in close collaboration with the co-founders in Spain. Through NRI-
TBI, they were able to collaborate with Telecoms in India, such as Vodafone and banks
such as Federal Bank, South Indian bank and several other top businesses in service sector.

They participated in competitions in India, pitching our solution and business and they
were able to win the Nasscom-KMA award for the best emerging start-up. They showcased
their product to CEBIT trade fair in Hannover, Germany and also to various delegations
that visited NRI-TBI. Cognicor technologies graduated from NRI TBI incubation space in
January 2016.

2. EXTRASLICE

Extraslice started in 2013 with their product development team in NRI TBI .They have
their headquarters in Bellevue,WA, USA. Their product WalknPay is the next generation
in-store shopping platform for retail stores. It is officially launched in the market and they
got many positive reviews for the same.

Now they seek new level of funding which could be used for marketing & other sales
purposes. In the meantime Extraslice started a smart space – a coworking space for
individuals there in Bellevue, US. Extended Office is an innovative engagement model
which helps start-ups to meet their growing needs. From prototype to building world class
software, extraSlice can build an efficient Onshore/Offshore team to integrate with your
existing team. They provide several facilities like meeting rooms, conference rooms,
helping in recruiting and other training activities. Extraslice not only focuses on their
individual product but also give extra effort to expand their wings to services field. They
are also doing outsourcing works for other clients. In June, 2016 ExtraSlice is expanding
its footprint with the help of Washington Partners and The Benaroya Company.
ExtraSlice‟s new 16,000 square foot space open June 1, marking a significant expansion
for the organization beyond its previous home in Bellevue.
 3. RAYCAST TECHNOLOGIES

Raycast Technologies is one among the promising start-ups in our incubation space
focussing on developing applications based on augmented reality & Gamification.
Augmented Reality (AR) is related to a more general concept called 'Mediated Reality', in
which a view of reality is modified with a placement of 3D objects. The use of Augmented
Reality means that you can view an object in three dimensions in any environment you
choose and be able to look around it.

Gamification refers to the use of game design principles to improve customer engagement
in non-game businesses. The specific methods used range from the creation of reward
schedules to creating levels of achievement via status and badges. Companies use gaming
principles to increase interest in a product or service, or simply to deepen their customers'
relationship with the brand. Educational and Awareness game are another area Raycast
focus on.

4. ELOIT INNOVATIONS

Eloit Foundation, a Social Benefit Organization is an initiative of Eloit Limited, New

Zealand. It aims at imparting well-rounded, high-quality education to the underprivileged
children in our country. Eloit is one of the few and fast growing companies in the
Academic Accreditation, Ranking and Rating industry. With a clientele of 500 prestigious
Institutions, Top Universities, Colleges and Schools and Education Councils throughout
the globe. They continue to focus on filling our clients‟ needs completely and fully.

Eloit Innovations won several awards from United Nations in several areas.

 New Business Creation Award

 Best Business Proposal Award for Eliot‟s extremely innovative and practical
business products and solutions.
 Mr Thomson Philip CEO Eloit Innovations Pvt. Ltd. has won Personal
Achievements Award.
 He is now in the panel of certified UN Facilitators for entrepreneurship training.
(United Nations Conference on Trade and Development -UNCTAD EMPRETEC
PROGRAMME)

5. NETSTRATUM TECHNOLOGIES

Netstratum is one of the leading companies providing superior IT solutions across the
globe.. Netstratum is a world-class product development company focused on Telecom
products, Big Data Analytics and Talent Supply. Netstratum has its headquarters located in
Middletown, NJ, USA. This company is involved in development of advanced automated
products for Communication Service Providers (CSPs) Netstratum offers a wide range of
solutions to CSPs that includes Advanced Telecommunications Computing Architecture
(ATCA), Packet switching and processing (Ethernet, IP, MPLS) and Call Centre System
(CCS) components.

Milestones of Netstratum

 Developed tracking system for logistic supply chain - Netstratum technologies were
the pioneer in developing tracking solution to manage transportation and freight by
network of air, ocean, rail and road.
 VoIP solution - They hosted and developed an integrated unified communication
solutions at affordable price suited for all range of enterprises.
 Enterprise Solution and Integrations - Enterprise solution that incorporate major
business procedures in an ecient manner and helps companies to save upon time and
resource.
 Payment gateway – They developed an easy to integrate payment gateway solution
for merchants to carry credit card transaction and online payment processing
through multiple channels.
 Call Centre system Architecture - Designed and developed advanced call centre
system components that enhance functionalities in call tiring, bridging and load
processing to handle large number of calls without much load on media server.

6. FLIPCARE

Flipcare Meditours pvt ltd is a medical portal based in Asia. It is Asia‟s premier Medical
Portal, the ultimate web-tool to find Doctors, Hospitals, Travel Packages, and Facilitators
in Asian Continent. Customers can tap into this knowledge base for free. Flipcare is
focusing on medical tourism especially in Asian markets. Their Specialties are
International Business Alliance, Business Branding, Marketing, Quality Matrix Monitoring
and Business Development.

Current scenario of the Company

Presently they have tied up with 30 Healthcare facilities and have plans to reach 100 by
this year end and they are looking for 5 Million USD for brand development. Till now they
have invested 60lakhs for operational expense, and they are in their second stage of
product development. Now they are presently building International Alliances in CIS
countries, Australian and European markets.

7. MSTACK

Mstack is a start-up focused on building software products based on Analytics and

Machine Learning. Their vision is to enable our customers to win and stay relevant in a
highly competitive digital market. They take pride in measuring ourselves against the
results our products achieve for our customers.
As an organization, they practice Design Thinking, Value Added Thinking, Empowerment
and Transparency to the core and building innovative and sustainable products. Their first
product is an all-in-one platform encompassing three different but related business
enablers namely Digitization, Operational Intelligence and Robotic Process Automation.
Its predictive and prescriptive analytic capabilities will help businesses quickly respond to
changes in their respective markets. The product will be highly configurable and easily
adaptable for businesses to ensure seamless integration into its existing IT ecosystem and
will significantly reduce time-to-market. Now they are in their initial phase of product
development. They are opting to take new employees in their organization for product
development.

8. HEALSHIP TECHNOLOGIES

HealShip Technologies - An online Social Networking Service that empowers & rewards
people through Services, Businesses & Brands. A community platform which is
Interactive, Informative, Rewarding & Engaging people, where they can Share, support
and follow Interests & qualified events from different parts of the world. A wonderful
Social Hub where people can effectively follow & share interests. It is Simple & Easily
accessible making it highly informative. Best part is that it is Geo-based helping anyone
anywhere. Created in Game‟fied & Rewarding system. It also helps qualified causes
thereby inspiring community. HealShip is a Next Gen. Digital community network of
people & Brands that rewards its users for their content and helping qualified challenges.
An innovative social media helping, rewarding & inspiring anyone, anywhere, anytime .A
wonderful Social Hub where people can effectively follow & share interests. It is Simple
& Easily accessible making it highly Informative. Best part is that it is Geo-based helping
anyone anywhere, anytime. A perfect Interactive meeting place of Brands, Businesses &
People. Created in Game‟fied & Rewarding system.It also helps qualified causes thereby
inspiring community.

9. ST.ALBANS TECHNOLOGIES

St Albans Technologies is a professional IT software development company providing full-

cycle services in the areas of Web Development, Smartphone Applications, Web- based
Enterprise Solutions & Rich Internet Application (RIA). St.Albans Technologies realizes
client‟s requirements and delivers pioneering products and services, they trust and value.

They are planning to develop an Online Year book Application which makes it easy and
fun for teachers, students and parents to create their own yearbooks. It is a big project The
Online Yearbook Application Process is very simple and fast. Till now they obtained nearly
$ 2, 25,000 from the business they did in NRI TBI.
 10. AUTHENTIC JOURNEYS

Authentic Journeys Consultancy is a niche coaching, consulting and training firm focusing
on building successful working relationships between Indians and their US and Native-
English speaking Western counterparts. Authentic Journeys works with teams functioning
under all outsourcing models – onsite, offsite, offshore and hybrid – to improve
performance across cultures and language divides. Authentic Journeys has a mission – to
help your business grow and prosper through understanding the American and Western
mind set, mannerisms, expectations and spoken English. While a majority of clients are
software companies, Authentic Journeys works with other business verticals to achieve
their business goals through innovative, interactive and impactful managerial coaching and
cross-cultural business training solutions. The training programs have become signature
training programs. Clients refer Authentic Journeys to other companies based on those
programs. Roughly 1000 professionals in India have been trained in 2014-2015, 80% in
Kerala, 15% in Bangalore, 5% other (Delhi, Mumbai, Hyderabad). Authentic Journeys had
its first intern from Belgium via Rajagiri and Vives colleges for 3 months - Mar-June
2015.
 CHAPTER II
REVIEW OF RELATED LITERATURE
REVIEW OF LITERATURE
QUALITY OF WORK LIFE

Payne and Pheysey (1971) in the light of an interesting study conducted on organizational
climate came to conclusion that job satisfaction is an indicative of positive Quality of
Work Life. This was to highlight qualities of employee‟s work life. Job satisfaction is an
indicative of positive quality of working life. Hence, whatever studies will be put forth on
job satisfaction would be determining relationship of some variable as its important
determinants. Pestonjee (1973) reported that supportive organizations are truly related to
workers morale and job-satisfaction.

Similarly in a study conducted by Schnider and Snyder (1975), it was found that climate
and satisfaction are positively correlated and almost the same result was found in a study
of Lafollette and Sims (1975), as they found organizational climate and organizational
practice correlated to jobs.

Balkrishnan (1976) examined the relational importance of physical, social, financial,

security, achievement, responsibility, recognition, and growth factors of industrial
employees. Results indicated that financial and physical factors were very important as
compared to other factors. Workers were found to be above physical and safety needs and
were somewhere between social and ego needs.

Taylor (1977) suggested usefulness of job satisfaction measures in assessing job

characteristics in improving Quality of Work Life is problematic. Paradoxically the high
and stable levels of job satisfaction cannot explain the frustration and alienation in the
organization. This leads to the notion that employees‟ participation in the action researches
on Quality of Work Life may itself reduce their frustration and feeling of alienation.

Hackman et al. (1978) propounded that the job can be re-designed to have the attributes
desired by the people and organization, and also to have the environment desired by the
people. This approach seeks to improve the quality of working life. Rajappa (1978) found
in his study that organizations with achievement oriented climate were highly productive.

Kumar and Bohra (1978), studied relationship of workers job satisfaction with their
perception about existing organizational climate. Results revealed that perceived
organizational climate effects workers job satisfaction significantly. Workers perceiving
organizational climate as democratic had increase in job satisfaction as compared to those
who perceived organizational climate as autocratic or undecided.

Havlovic (1991) studied the influence of Quality of Work Life initiatives on HR outcomes.
Data was collected by unionized Midwestern heavy manufacturing firm for period during
1976-1986. Results indicated that Quality of Work Life initiatives significance reduce
absenteeism, minor or accidents, grievances and quits.
JOB SATISFACTION

Mira Singh and Pestonjee (1990) hypothesized that Job Satisfaction is influenced by the
levels of Occupation, Job involvement and Participation. The sample for the study
consisted of 250 officers and 250 clerical cadres belonging to a Nationalised bank in
Western India. The study confirmed the hypothesis and it was found that Job Satisfaction
of the Bank employees was positively affected by the Occupational level, Job involvement
and participation.

Balgir (1991) attempted to understand hygiene-motivational factors are postulated by

Hergeberg based on their need priorities that dominate the minds of Indian Managers while
continuing service in their respective Organisations. The results revealed that Job
Satisfaction, Salary, Job Security, better chances of promotion, happy Personal life, high
Position and friendly social circle are some of the motivating factors in that order which
strongly influence Indian Mangers.

Mathew (1991) tested the relationship between Satisfaction and Organisational

commitment with a Non-recursive model that permitted the simultaneous examination of
the influence of satisfaction on commitment and the influence of commitment on
satisfaction. The study highlighted that the two variables were reciprocally related but that
the influence of satisfaction on commitment was stronger.

Mehra and Mishra (1991) in their study explored the potential moderator effect of mental
health on the Intrinsic Job Satisfaction-Occupational stress relationship. The study was
conducted on 250 blue collar industrial workers of UPTRON India Ltd. The findings of the
study showed that mental health has a moderating effect on the Intrinsic Job Satisfaction-
Occupational stress relationship.

Dhar and Jain (1992) carried out an investigation amongst academicians. The investigation
explored the nature of relationship between Job Satisfaction, Job Involvement, Age and
Length of service. An important finding of the study was that Job Involvement and Job
Satisfaction are positive correlates which imply that involvement in Job increases Job
Satisfaction and vice-versa.

Syeed (1992), made an endeavour to determine the relationship between employee Job
Satisfaction and Organisational effectiveness. The sample for the study consisted of 44
supervisors of a public sector undertaking which was randomly drawn from a single unit of
the Company. The main objective of the study was to relate satisfaction with
Organisational effectiveness along with personal attributes such as age, education, pay,
length of service etc. the study revealed that Job satisfaction facets had more explanatory
power than the personal attributes of respondents. It was clear from the study that the
Organisation through its human resource development policies and practices created better
environment for employees, resulting in greater satisfaction which in turn enhanced
Organisational effectiveness.
1.3.2 THEORETICAL BACKGROUND
1.3.2 THEORETICAL BACKGROUND
QUALITY OF WORK LIFE:

In simple terms QWL refers to the extent which the members of an organization find the
work environment conductive. It is concerned with improving labour – management co –
operation to solve many organizational problems, achieving the desired level of
performance and securing greater employee satisfaction. QWL means “The degree to
which members of a work organization are able to satisfy important personal needs
through their experience in the organization”. QWL has gained deserved prominence in the
Organizational Behaviour as an indicator of the overall of human experience in the work
place. It plays a key role in any organization and has an effect on the people, their work,
performance and self-development as well as organization‟s development. It basically
refers to relationship between the employees and the ecosystem in which he works. It
focuses on creating a working environment where employees work co – operatively and
achieve results collectively. QWL refers to the degree of which work provides an
opportunity for individuals to satisfy the need to survive with some security to the need to
interact with others, to have a sense of personal usefulness, to be recognize for
achievement and to have an opportunity to improve one‟s skill and knowledge.

MEANING:

Quality of work life refers to the favourableness (or) unfavourableness of job enrichment
for people. If refers to the quality of relationship between employees and the total working
environment.

DEFINITION:

Sharmirand Soloman, 1985 has defined the QWL in the following way “QWL is
comprehensive construct that assess an individual‟s job relation well-being and the extent
to which work experiences are rewarding fulfilling and devoid of stress and other negative
personal consequences”.

CONCEPT OF QUALITY OF WORK LIFE:

The concept of QWL is based on the assumption that a job is more than just a job. It is the
centre of a person‟s life and a worker has a whole individual rather than a half human and
half machine personality of Jekyll Hyde type.

 Increase in education level and consequently job aspirations of employees

 Association of workers
 Significance of human resource management
 Widespread industrial unrest
 Growing of knowledge in human behaviour
DIMENSION OF QUALITY OF WORK LIFE:

Quality of work life is a multi - dimension concept implying a concern for members of an
organization. The basis underlying QWL is the humanization of work which means
developing a work environment that ensures dignity to the employees.

 Adequate and fair compensation

 Safe and healthy working conditions
 Opportunity to use and develop human capacities
 Opportunity for career growth
 Social integration in work force
 Constitution in the work organization
 Work and personal life
 Social relevance of work

PRINCIPLES OF QUALITY OF WORK LIFE:

Herrick and Maccobu identified four basic principles which humanize that the work there
principles are as follows

 The principles of Security

 The principles of Equity
 The principles of Individualism
 The principles of Democracy

MEASURE AND QUALITY OF WORK LIFE:

 Job Involvement
 Job design
 Job satisfaction
 Sense of competence
 Job performance
 Productivity

TECHNIQUES FOR IMPROVING QUALITY OF WORK LIFE:

 Job Redesign
 Career development
 Autonomous work groups
 Flexible work schedules
 Participative management
 Job security
 Administrative justice
FACTORS OF QUALITY OF WORK LIFE:

There are many factors which can contribute to quality of work life

 Adequate and fair compensation

 A safe and healthy environment
 Jobs aimed at developing and using employees capabilities rather than leading to
their Obsolesce
 An environment in which employee‟s develop self – esteem and a sense of identify
 Protection of respect for employee‟s right to privacy dissents equity and so for
 A sensible integration of job family life and leisure time

FUNCTIONS OF QUALITY OF WORK LIFE:

 Quality of work life concerned with overall climate of works situation

 Quality of work life programs are desirable for both human and performance need
 It act as best motivates factor for better working
 Comprehends condition at employment
 Includes work environment and social integration
 Quality of work life leads to the favourable and unfavourable quality of family and
life Satisfaction
 Quality of work life seeks to employees the higher skills (or) work and to provide
an environment that encourages that to improve skills

EMPLOYEE SATISFACTION:

No company cannot achieve its goals if it does not have the right set of employees. The
employees in a company largely determine the success of the company. This is the reason
why companies put in extensive efforts in choosing candidates for their company. Most of
the times, skills and knowledge of the employee is considered to gauge his performance in
the company. One factor that is being overlooked by most of the company owners is
employee satisfaction.

Various surveys and researches have shown that employee satisfaction plays a pivotal role
in performance of the candidate. If any company wants to draw out the best from its
employees then it should provide best means to satisfy the need and requirements of its
customers. Before one can know various ways to facilitate employee satisfaction, it is
essential to understand what does it actually mean.

DEFINITION

“Employee satisfaction is the term used to describe a situation when employees are
satisfied and contented with his job and the office environment.”
IMPORTANCE OF EMPLOYEE SATISFACTION

Employee Satisfaction is of utmost importance in any organisation be it small or large.

Thinking that employee satisfaction is important only for the employee then it is not right.
It is equally important for the organisation for which the employee is working as well. The
following points will show the importance of employee satisfaction easily.

In light of the organisation:

 It enhances employee retention and the company does not need to train employees
repeatedly.
 The overall productivity of the company is increased and it assists in achieving the
goals of the company.
 When employees are satisfied with their job they deal with customers in a better
manner and thus customer satisfaction is achieved to great extent.
 It helps the company in getting better services and products from its employees.
 Money spent on training new candidates and recruitment of new candidates can be
saved extensively.

In light of the employee:

 When the employee gets satisfactory services from the company initially, he tends
to believe that same treatment would be offered in long run.
 Employee would start taking interest in his work instead of worrying about other
issues.
 The employee starts feeling a sense of responsibility towards the organisation.
 He deals with customers in a better way and builds strong relations with them.
 They would try to produce better results in order to get appreciation from the
company.

FACTORS INFLUENCING EMPLOYEE SATISFACTION

Various factors exist in an organisation that contributes to area of employee satisfaction.

Following are listed factors affecting employee satisfaction. They are:

 The brand name of the organisation is of utmost importance to the employees and it
is considered when employee satisfaction is considered.
 The aims and objectives of the organisation where an employee works are likely to
affect employee satisfaction.
 Salary and wage is one of the most important factors behind employee satisfaction.
The salary should always be in accordance to the position of the employee in the
company.
 Rewards and penalties are other important things that affect level of satisfaction of
an employee in his job.
  The kind of treatment given by the supervisor to the employee largely determines
his satisfaction level. It is always desired to treat employees in a good manner.
 Working methods of the organisation determines the satisfactory level of an
employee. It is true that every organisation has its own working methods but some
freedom should also be given to the employees.
 It is essential to check that the personality of the employee matches the type of job
being allotted to him.
 Expectations of the employee should also be in accordance to the level of
organisation in which he or she is working.

DIMENSIONS OF JOB SATISFACTION

There are three important dimensions to job satisfaction:

1. Job satisfaction refers to one‟s feeling towards one‟s job. It can only be inferred but
not seen.
2. Job-Satisfaction is often determined by how well out-comes meet or exceeds
expectations. Satisfaction in one‟s job means increased commitment in the
fulfilment of formal requirements. There is greater willingness to invest personal
energy and time in job performance.
3. The terms job satisfaction and job attitudes are typically used interchangeably.

Both refer to effective orientations on the part of individuals towards their work roles
which they are presently occupying. Positive attitudes towards the job are conceptually
equivalent to job satisfaction and negative attitudes towards the job indicate job
dissatisfaction.

THE NATURE AND SCOPE OF JOB SATISFACTION

Job satisfaction is often thought to be synonymous with job attitudes, but is important to
recognise that those with different theoretical orientations may use the term somewhat
differently. Some measure job satisfaction in terms of the gratification of strong needs in
the work place. Others see it as the degree of discrepancy between what a person expects
to receive from work and what that person perceives is actually relieved. It can also be
defined as the extent to which work is seen as providing those things that one considers
conducive to one‟s welfare. In yet another view, job satisfaction is considered a purely
emotional response to job situation. During the 1980s, however, it became apparent that,
although one‟s job situation is important to that person‟s job satisfaction level, people who
exhibit considerable job satisfaction at one point of time are likely to be happy with their
job several years later, even if they have changed occupation or employer or both.

Others apparently remain dissatisfied across numerous work situations. It may be that
some people continue to seek out situations where they will be satisfied, while others
drawn towards situations where they will not. Or people‟s attitudes about facets of their
environment unrelated to their work situation may be manifested in ways that affect job
satisfaction.

Closely linked to the psychological approach to motivation is the job satisfaction. The
need and importance of fitting job to individual is highlighted. The characteristics of job
which give the job satisfaction to the employees are the dependent variables of job
satisfaction; some of them are listed by Locke and others.

IMPROVING EMPLOYEE SATISFACTION

If some organisation does not see employee satisfaction amongst its employees then there
is nothing to be worried about. By following some steps, the organisation can improve
employee satisfaction. One of the best possible ways is to conduct a feedback program.
During this program, the organisation should take feedback from the employees so that
they can know what the requirements of the employees are and what exactly they are
getting in the organisation.
 CHAPTER III
RESEARCH METHODOLOGY
RESEARCH

Research is the process of systematic and in-depth study or search of any particular topic,
subject or area of investigation backed by collection, computation, presentation and
interpretation of relevant data. The purpose of research is to discover answer to the
questions through the applications of scientific procedures. The main aim of research is to
find out the truth which is hidden and which has not been discovered as yet. Research
refers to a search of knowledge. It is actually a voyage of discovery. research comprises
defining and redefining problems, formulating hypothesis or suggest solution
collecting , organizing , evaluating data making deduction & research conclusion to
determine whether they fit formulated hypothesis.

RESEARCH METHODOLOGY

Research methodology is a scientific and systematic way to solve research problems.

Research methodology deals with research methods and taken to consideration the logic
behind the method. In this we study the various steps that are generally adopted by a
researcher in studying his/her research problem.

RESEARCH DESIGN

It is a structure that gives an outline to overall research work. Research design is a

comprehensive plan of the series of operations that a researcher intends to carry out to
accomplish the research objectives. It is the blue print for the study.

Research design may be defined as a plan for collecting and utilizing data so that desired
information can be obtained with sufficient precision or so that hypothesis can be tested
properly . Research design is a comprehensive plan of the series of operations that a
researcher intends to carry out to accomplish the research objective. In this study,
descriptive research design is used. The major use of this research design is explanation of
state of affairs as it exists at present .The main characteristics of this research are that the
researchers has no control over the variables.

DESCRIPTIVE RESEARCH

It is a fact finding research. The main purpose of descriptive research is to describe the
state of affairs as it exists at present. The main feature of this method is that researcher is
that researcher has no control over the variables; he/she can only report what has happened
or what is happening.
SAMPLING

Sampling may be defined as the process of obtaining information about an entire

population by examining only a part of it. In any investigation if data collected only from a
representative part of the universe we say that the data are collected by sampling. The
representative part is called a sample. Types of sampling used here is Non-probability
sampling. Non –probability sampling is that sampling procedure which does not afford any
basis for estimating the probability for each item to be included in the sample. In Non-
probability sampling generally the person purposively selects a sample, which is suitable
for his/her study.

SAMPLING TECHNIQUE

Sampling technique is used to measure the sample. The sampling technique used here is
purposive sampling. A purposive sampling is obtained by selecting purposive population.
This sampling means selecting whatever sampling units are purposively available.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population. It refers
to the technique or procedure the researcher would adopt in selecting item for sample. A
good sample must be a representative of population

SAMPLING METHOD

The sampling method used for study is Non-probability sampling.

POPULATION

The number of employees in the NRI TBI Limited is 245 employees.

SAMPLE SIZE

The sample size chosen for the study is 50 employees of NRI TBI Ltd.

PERIOD OF THE STUDY

The study was undertaken for duration of 30 days.

SOURCES OF DATA
The information for research can be collected from the two major categories viz;
primary data and secondary data.

PRIMARY DATA

It is the first hand information that an investigator himself collects from the respondents.
It‟s direct and original in nature. It refers to the data collected afresh for the horst time. In
the study the primary data has collected from the employees through questionnaire.

SECONDARY DATA

Secondary data is the information collected from those data which have already been
obtained by some other researcher or author. It is the second-hand information. Secondary
research can be a rich source of information if you know what to look for and where to
look. Secondary data provides past or existing information as it was collected in the past
and published for reference secondary data does have a risk of obsolesce. Secondary data
collection is found to be easier as it is already in a meaningful format. Secondary data is
the data obtained from various published sources. The secondary data is mainly from
various text books and websites.

PRIMARY TOOLS USED FOR ANALYSIS

All decisions are based on valuation of some data. The availability of right information is
very important for making right decisions. Once the data begins to flow attention turns to
data analysis .The tools for data analysis used are the following statistical methods and
statistical tools.

DATA REPRESENTATION

In research the data collected may be of complex nature. So it becomes necessary to

present their data in a manner, so that they can be readily understood diagrams are in of the
method for simplifying the complexity

1. Bar diagram

2. Pie diagram

3. Chart

Statistical method used

PERCENTAGE METHOD

Percentage = No.of respondents X 100

Total number of respondents
OBJECTIVES, SCOPE &
LIMITATIONS
3.1 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE:-

To Study about Quality of work life leading to Employee job satisfaction among the
employees of NRI TBI Limited, Infopark, Kakkanad.

SECONDARY OBJECTIVES:-

 To understand the relationship between quality of work life and employee

satisfaction
 To know the level of employee satisfaction
 To know the measures taken by the organization to improve the quality of work life
of the employee in the organization
 To know whether quality of work life leads to improved productivity of the
organization.
 To study whether quality of work life motivates the employees to learn further for
present and future roles.

3.2 SCOPE OF THE STUDY

The development of any organization depends on the employees. For organizational
productivity quality of work life and job satisfaction assumes greater significance.

 The study is conducted to know the level of satisfaction given of the employees in
the organization.
 This will help the management to know the satisfaction levels of employees and
they can take measures to increase productivity.
 This study may help the management students to prepare their own report.

3.3 LIMITATION OF THE STUDY

The present study is limited to many aspects. Providing information about Quality of work
life and job satisfaction is the outcome of various variables. It is not possible to take in to
consideration each and every criterion in this study.

 Analysis is done on the assumption that respondents have given correct information
through the Questionnaires.
 Due to the limitation of the time the project could not be made more detailed.
 The measurement of this study was subjective based on their personal experiences
so it is purely based on individual experience and perception in the company.
 This study does have source bias for both dependent and independent variables.
 CHAPTER IV
DATA ANALYSIS AND
INTERPRETATION
The easiness simplicity and universal applicability makes percentage the most widely used
tool for comparison. The percentage analysis conducted by dividing number of
respondents with the total number of respondents.

The statistical tool used here is percentage analysis. In this method we will take the
numerator as respondents and denominator as total number of respondents and will
multiply with 100

Percentage of respondents = No. of respondents

X 100

Total no of respondents

Data analysis and interpretation is an attempt to organise and summarise the data in order
to increase the usefulness in such a manner that it enables the researcher to create critical
points with the study of objectives.
 TABLE 5.1

QUALITY OF WORK LIFE

PARTICULARS NO.OF RESPONDENTS PERCENTAGE

GOOD WORKING 24 48
ENVIORNMENT
GOOD WELFARE MEASURES 10 20
AND BENEFITS
SOCIAL RECOGNITION 0 0
CAREER DEVELOPMENT 14 28
AND OPPORTUNITIES
HIGH STANDARD OF LIVING 2 4
TOTAL 50 100
(Source: Primary Data)
CHART 5.1

QUALITY OF WORK LIFE

60

50 48%

40

30 28%

20%
20

10
4%
0%
0
GOOD WORKING
GOOD WELFARE SOCIAL CAREER HIGH STANDARD
ENVIORNMENTMEASURES AND BENEFITSRECOGNITION
DEVELOPMENT AND OPPORTUNITIES
OF LIVING

INTERPRETATION

From the above Table 5.1, it is clear that 48% of respondents are influenced by the good
working environment of the organization and 28% of respondents are influenced by the
career development and opportunities of the organization.
 TABLE 5.2 PHYSICAL

WORKING CULTURE
PARTICULARS NO.OF RESPONDENTS PERCENTAGE
GOOD 40 80
AVEAGE 10 20
POOR 0 0
TOTAL 50 100
(Source: Primary Data)

CHART 5.2

PHYSICAL WORKING CULTURE

POOR
0%
AVERAGE
20%

GOOD
80%

INTERPRETATION

From the above Table 5.2, it is clear that 80% of respondents feel good about the physical
working culture of the company and 20% of respondents feel average about the physical
working culture of the company.
 TABLE 5.3

STAFF TO GET ALL THE WORK DONE

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
OFTEN 12 24
SOMETIMES 21 42
RARELY 14 28
NEVER 4 8
TOTAL 50 100
(Source: Primary Data)

CHART 5.3

STAFF TO GET ALL THE WORK DONE

NEVER
8%

OFTEN
24%

RARELY
28%

SOMETIME
42%

INTERPRETATION

From the above Table 5.3, it is clear that 42% of respondents sometimes feel that there are
not enough people or staff to get all the work done and 28% of respondents rarely feel that
there are not enough people or staff to get all the work done.
 TABLE 5.4

WORK FROM HOME

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
NEVER 15 30
A FEW TIMES 21 42
OFTEN 9 18
ALWAYS 4 8
TOTAL 50 100
(Source: Primary Data)

CHART 5.4

WORK AT HOME

ALWAYS
8%

NEVER
30%
OFTEN
18%

A FEW TIMES
42%

INTERPRETATION

From the above Table 5.4, it is clear that 42% of respondents work a few times as work at
home and 30% of respondents never work at home as part of their job.
 TABLE 5.5

FLEXIBLE WORKING HOURS

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
YES 38 76
NO 12 24
TOTAL 50 100
(Source: Primary Data)

CHART 5.5

FLEXIBLE WORKING HOURS

NO 24%

YES 76%

0 10 20 30 40 50 60 70 80

INTERPRETATION

From the above Table 5.5, it is clear that 76% of respondents feel that the company
provides flexible working hours and 24% of respondents feel that the company does not
provide flexible working hours.
 TABLE 5.6

LEVEL OF FREEDOM TO DO OWN WORK

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
OFTEN 30 60
SOMETIMES 8 16
RARELY 9 18
NEVER 3 6
TOTAL 50 100
(Source: Primary Data)

CHART 5.6

LEVEL OF FREEDOM TO DO OWN WORK

35

60%
30

25

20

15

16%
10 18%

5 6%

0
OFTEN SOMETIMES RARELY NEVER

INTERPRETATION

From the above Table 5.6, it is clear that 60% of respondents are often given the freedom
to decide how to do their own work and 18% of respondents are rarely given the freedom
to decide how to do their own work.
 TABLE 5.7

CLARITY IN DUTIES AND RESPONSIBILITIES

PARTICULARS NO.OF RESPONDENTS PERCENTAGE

NEVER 4 8
A FEW TIMES 9 18
OFTEN 15 30
ALWAYS 22 44
TOTAL 50 100
(Source: Primary Data)

CHART 5.7

CLARITY IN DUTIES AND RESPONSIBILTIES

50
44%
45

40

35
30%
30

25

20 18%

15

10 8%

0
NEVER A FEW TIMES OFTEN ALWAYS

INTERPRETATION

From the above Table 5.7, it is clear that 44% of respondents feel that their duties and
responsibilities are always clear and 30% of respondents feel that their duties and
responsibilities are often clear.
 TABLE 5.8

INTENSE & FOCUSED ENVIORNMENT

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
YES 35 70
NO 15 30
TOTAL 50 100
(Source:primary Data)

CHART 5.8

INTENSE & FOCUSED ENVIORNMENT

NO
30%

YES
70%

INTERPRETATION

From the above Table 5.8, it is clear that 70% of respondents work in an intense and
focused environment and 30% of respondents doesnot work in an intense and focused
environment.
 TABLE 5.9

WORK AS PART OF TEAM

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
YES,I WORK AS A TEAM 33 66
NO,I WORK MOSTLY ON 17 34
MY OWN
TOTAL 50 100
(Source:primary Data)

CHART 5.9

WORK AS PART OF TEAM

NO,I WORK
MOSTLY ON MY
OWN
34%
YES,I WORK AS A
TEA
M
66%

INTERPRETATION

From the above Table 5.9, it is clear that 66% of respondents normally work as part of a
team and 34% of respondents work mostly on their own.
 TABLE 5.10

SATISFACTION WITH MULTIPLE TASKS

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 30 60
SATISFIED 8 16
HIGHLY DISSATISFIED 9 18
DISSATISFIED 3 6
TOTAL 50 100
(Source: Primary Data)

CHART 5.10

SATISFACTION WITH MULTIPLE TASKS

DISSATISFIED
HIGHLY 6%
DISSATISFIED
18%

HIGHLY SATISFIED
60%

SATISFIED
16%

INTERPRETATION

From the above Table 5.10, it is clear that 60% of respondents are highly satisfied with the
multiple tasks given to them by the company and 18% of respondents are dissatisfied with
the multiple tasks given to them by the company.
 TABLE 5.11

OPINION ABOUT JOB SECURITY

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
EXCELLENT 12 24
GOOD 23 46
AVERAGE 15 30
POOR 0 0
TOTAL 50 100
(Source: Primary Data)

CHART 5.11

OPINION ABOUT JOB SECURITY

POOR
0%

EXCELLENT
AVERAGE 24%
30%

GOOD
46%

INTERPRETATION

From the above Table 5.11, it is clear that 46% of respondents feel good opinion about the
job security and 30% of respondents feel average opinion about the job security.
 TABLE 5.12

HOSPITALITY OF THE FIRM TOWARDS STAFF

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
YES 38 76
NO 12 24
TOTAL 50 100
(Source: Primary Data)

CHART 5.12

HOSPITALITY OF THE FIRM TOWARDS STAFF

NO
24%

YES
76%

INTERPRETATION

From the above Table 5.12, it is clear that 76% of respondents feel that they are treated
fairly and given respect and 24% of respondents feel that they are treated fairly and given
respect.
 TABLE 5.13

PRIORITY FACTORS
PARTICULARS NO.OF RESPONDENTS PERCENTAGE
OFTEN 14 28
SOMETIMES 11 22
RARELY 13 26
NEVER 12 24
TOTAL 50 100
(Source: Primary Data)

CHART 5.13

PRIORITY FACTORS

30
28%
26%
25 24%
22%

20

15

10

0
OFTEN SOMETIMES RARELY NEVER

INTERPRETATION

From the above Table 5.13, it is clear that 28% of respondents often expect to put job
before family and personal matters and 26% of respondents rarely expects to put job
before family and personal matters.
 TABLE 5.14

COMMUNICATION WITH MANAGER

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
OFTEN 28 56
SOMETIMES 11 22
RARELY 5 10
NEVER 6 12
TOTAL 50 100
(Source: Primary Data)

CHART 5.14

COMMUNICATION WITH MANAGER

SOMETIMES
22%

RARELY
10%

OFTEN
56%

NEVER
12%

INTERPRETATION

From the above Table 5.14, it is clear that 56% of respondents often feel free to
communicate with their manager and 22% of respondents sometimes feel free to
communicate with their manager.
 TABLE 5.15

OPPURTUNITY TO LEARN NEW SKILL

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
YES 38 76
NO 12 24
TOTAL 50 100
(Source: Primary Data)

CHART 5.15

OPPURTUNITY TO LEARN NEW SKILL

NO
24%

YES
76%

INTERPRETATION

From the above Table 5.15, it is clear that 76% of respondents feel that the company gives
them opportunity to learn new skills and 24% of respondents do not feel that the company
gives them opportunity to learn new skills.
 TABLE 5.16

CAREER GROWTH DEVELOPMENT POLICIES

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
YES 36 72
NO 14 28
TOTAL 50 100
(Source: Primary Data)

CHART 5.16

CAREER GROWTH DEVELOPMENT POLICIES

NO
28%

YES
72%

INTERPRETATION

From the above Table 5.16, it is clear that 72% of respondents feel satisfied with the
company career growth development policies and 28% of respondents do not feel satisfied
with the company career growth development policies.
 TABLE 5.17

FREQUENCY OF CAREER PROSPECT IN THE ORGANIZATION

PARTICULARS NO.OF RESPONDENTS PERCENTAGE

OFTEN 19 38
SOMETIMES 20 40
RARELY 9 18
NEVER 2 4
TOTAL 50 100
(Source: Primary Data)

CHART 5.17

FREQUENCY OF CAREER PROSPECT IN THE ORGANIZATION

45
40%
40 38%

35

30

25

20 18%

15

10
4%
5

0
OFTEN SOMETIMES RARELY NEVER

INTERPRETATION

From the above Table 5.17, it is clear that 40% of respondents sometimes feel there are
good career prospect in their organization and 38% of respondents often feel there are
good career prospect in their organization.
 TABLE 5.18

LEVEL OF JOB SATISFACTION & COMFORTABLITY

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
SATISFIED 29 58
NUETRAL 20 40
DISSATISFIED 1 2
TOTAL 50 100
(Source: Primary Data)

CHART 5.18

LEVEL OF JOB SATISFACTION & COMFORTABLITY

58%

40%

2%

SATISFIED NUETRAL DISSATISFIED

INTERPRETATION

From the above Table 5.18, it is clear that 58% of respondents are satisfied with the level
of comfortable and satisfaction of their job and 40% of respondents are neutrally satisfied
with the level of comfortable and satisfaction of their job.
 TABLE 5.19

SATISFACTION WITH RESPECT TO TRAINING &DEVELOPMENT PROGRAMMES

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 15 30
SATISFIED 33 66
HIGHLY DISSATISFIED 0 0
DISSATISFIED 2 4
TOTAL 50 100
(Source: Primary Data)

CHART 5.19

SATISFACTION WITH RESPECT TO TRAINING &DEVELOPMENT PROGRAMMES

DISSATISFIED 4%

HIGHLY DISSATISFIED 0%

SATISFIED 66%

HIGHLY SATISFIED 30%

0 10 20 30 40 50 60 70

INTERPRETATION

From the above Table 5.19, it is clear that 66% of respondents feel that the employees
training and development programmes in the organization satisfy their quality of work life
and 30% of respondents feel that the employees training and development programmes in
the organization highly satisfy their quality of work life.
 TABLE 5.20

LEVEL OF OVERALL SATISFACTION

PARTICULARS NO.OF RESPONDENTS PERCENTAGE
HIGHLY SATISFIED 17 34
SATISFIED 24 48
NUETRAL 9 18
HIGHLY DISSATISFIED 0 0
DISSATISFIED 0 0
TOTAL 50 100
(Source: Primary Data)

CHART 5.20

LEVEL OF OVERALL SATISFACTION

48

34

18

0 0

HIGHLY SATISFIED SATISFIED NUETRAL HIGHLY DISSATISFIED

DISSATISFIED

INTERPRETATION

From the above Table 5.20, it is clear that 48% of respondents feel satisfied with the
overall satisfaction with their job and 34% of respondents feel highly satisfied with the
overall satisfaction with their job.
 CHAPTER V
FINDINGS, SUGGESTIONS AND
CONCLUSIONS
5.1 FINDINGS
5.1 FINDINGS

1. 48% of respondents are influenced by the good working environment of the

organization.
2. 80% of respondents feel good about the physical working culture of the company.
3. 42% of respondents sometimes feel that there are not enough people or staff to get
all the work done.
4. 42% of respondents work a few times as work at home.
5. 76% of respondents feel that the company provides flexible working hours.
6. 60% of respondents are often given the freedom to decide how to do their own
work.
7. 44% of respondents feel that their duties and responsibilities are always clear.
8. 70% of respondents work in an intense and focused environment.
9. 66% of respondents normally work as part of a team.
10. 60% of respondents are highly satisfied with the multiple tasks given to them by the
company.
11. 46% of respondents feel good opinion about the job security.
12. 76% of respondents feel that they are treated fairly and given respect.
13. 28% of respondents often expect to put job before family and personal matters.
14. 56% of respondents often feel free to communicate with their manager.
15. 76% of respondents feel that the company gives them opportunity to learn new
skills.
16. 72% of respondents feel satisfied with the company career growth development
policies.
17. 40% of respondents sometimes feel there are good career prospect in their
organization.
18. 58% of respondents are satisfied with the level of comfortable and satisfaction of
their job.
19. 66% of respondents feel that the employees training and development programmes
in the organization satisfy their quality of work life.
20. 48% of respondents feel satisfied with the overall satisfaction with their job.
5.2 SUGGESTIONS
5.2 SUGGESTIONS

1. Organisation should improve the social recognition life of employees.

2. Organisation should provide enough people or staff to get all the work done for the
employees whenever needed.
3. Organization should provide work from home facility to the employees.
4. Organization should improve the career prospects of the employees.
5. Organisation should provide employees an equal basis for their job and family
matters. They should never mix up their job life and family life while they are in
organization.
6. Organisation should always clear the duties and responsibilities of the employees.
5.3 CONCLUSION
5.3 CONCLUSION
The study throws light on the quality of work life leading to employee job satisfaction has
being conducted in NRI TBI LTD. Based on the findings, the management can redesign
and develop new modules in improving quality of work life and employee job satisfaction,
so that ultimately the resources of employees are utilized at optimum level.

Any organizations success and growth depends on the employees. The company may have
rich resource of capital, material, infrastructure, machines and technology but if the quality
of manpower is not good, the organization cannot succeed. Thus employees are the most
valuable asset in any organization.

From the analysis I conclude that job provides the opportunity to the employees to exercise
his/her skills at work place. Almost most of the employees are satisfied with the quality of
work life provided in the work place and also they are satisfied with their job. In NRI TBI
Ltd. they follow the systematic planning and review process to evaluate the performance
of employee.

From analysis it was also observed that, there is a scope for the improvement of working
conditions in NRI TBI Ltd. as some of the employees are not satisfied with the facilities
provided in work place.

Finally I would like to conclude that the employees of NRI TBI Ltd., were satisfied in
almost all aspects but a small percentage of employees are not satisfied with the work life
they are having.
BIBILIOGRAPHY
BIBLIOGRAPHY
 K. Aswathappa, „Human Resource Management‟, Tata Mcgraw-Hill Publishing
Company Ltd. 2002
 C.R. Kothari Research Methodology Excel Publications 2004

WEBSITES

 www.managementstudyguide.com
 www.wikipedia.com
 www.nritbi.org
ANNEXURE
 QUESTIONNAIRE

I, Krishna S Nair, 3rd year Bachelor of Business Administration (BBA) student of

Girideepam Institute Of Advanced Learning (GIAL) is doing a survey on the topic
“A STUDY ON QUALITY OF WORK LIFE LEADING TO EMPLOYEE
JOB SATISFACTION” for the completion of my project in NRI TBI LIMITED.
I kindly request your valuable opinion and suggestions and also expect your
cooperation to fill the questionnaire below:

NOTE: All the details given will be kept confidential and will only be used for the
academic purpose.
NAME:

SEX: MALE FEMALE

AGE:

1. What is quality of work life according to you:-

a) Good working environment
b) Good welfare measures and benefits
c) Social recognition
d) Career development and opportunities
e) High standard of living

2. How is the physical working culture in your company?

a) Good b) Average c) Poor
3. How often are there not enough people or staff to get all the work done?
a) Often b) Sometime

c) Rarely d) Never

4. How often do you work at home as part of your job?

a) Never c) A few times
b) Often d) Always
5. Does your company provide you flexible working hours?
a) Yes b) No
6. How often are you given freedom to decide how to do your own work?
a) Often c) Sometimes
b) Rarely d) Never
7. To what extent your duties and responsibilities clear to you?
a) Never c) A few times
b) Often d)Always
8. Do you work in an intense and focused environment?
a) Yes b) No
9. In your job, do you normally work as part of a team or mostly on your own?
a) Yes, I work as a team
b) No, I work mostly on my own
10. Are you satisfied with the multiple tasks given to you by your company?
a) Highly satisfied c) Satisfied
b) Highly dissatisfied d) Dissatisfied
11. What is your opinion about the job security?
a) Excellent c) Good
b) Average d) Poor
12. Whether your company treat you fairly and gives you respect?
a) Yes b) No
13. How often your company expects you to put your job before family and personal
matter?
a) Often c) Sometimes
b) Rarely d) Never
14. How often you feel free to communicate with your manager?
a) Often c) Sometimes
b) Rarely d) Never
15. Whether your company gives you opportunity to learn new skills?
a) Yes b) No
16. Do you agree with the company‟s career growth development policies?
a) Yes b) No
17. How often you think there are good career prospect in your organization?
a) Often c) Sometimes
b) Rarely d)Never
18. Do you feel comfortable and satisfied with your job?
a) Satisfied b) Neutral C) Dissatisfied
19. How do you feel that the employees training and development programmes in your
organization satisfy in your quality of work life?
a) Highly satisfied c) Satisfied
b) Highly dissatisfied d)Dissatisfied

20. What is your opinion about the overall satisfaction with your job?
a) Highly satisfied b) Satisfied

c) Neutral d) Highly dissatisfied e) Dissatisfied