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  1. ABOUT CONSECO INDIA<br />Conseco India is a owned subsidiary of Conseco Inc. USA. It was established in 1998 at Hyderabad, India. Conseco india has been providing IT needs and value added software soloutions and services to consesco.<br /> Conseco india has two software development centers equipped with the state-of-art facilities. The company’s unique four pronged service offerings include software Development,Maintance, production and Back-office support.<br />Conseco India is a composite solution provider as it deals with various technologies like mainframes, Internet, Client Server and DataWarehousing to create the entire gamut of IT needs.<br />Value proposition<br />Conseco India has Wholly of resources having expertise in technology as well as business domains like insurance and finance which helps the internal customer in getting the robust solutions/services, and help them in improving their results by reducing the cost.<br />Conseco India, by virtue of its multiple skills and competencies, enables the internal customers to realize their technology-driven business transformation.<br /> Quality Edge In Conseco India<br />The quality culture at Conseco India is developed based on well-evolved Quality Managemnt System.QMS fosters organization-Wide sharing of the best software engineering and project management processes by it being easily available on/ through intranet.conseco india ability and processes, which benfits Conseco<br />At Conseco India, Quality is way of life and encourages all the associates to actively invoive in continuous improvement of Quality processes and methodologies.<br />Career at Conseco India<br />Conseco India is always looking for software professionals having self motivation, dedication, technical, skills and inter-personal skills.<br />At Conseco India, individuals will be given will be their choice of rewarding career paths and opportunities to enhanced both professional and personal growth.<br />With an associate friendly environment on par with other MNCs,Conseco india facilitates the experienced IT professional of AP who are woring in other states to relocated back to their satae with a good relocation-package.<br />Conseco offers following benefits to employees<br />Best pay packet on par with industry<br />Family and parental Health insurance<br />US visits on business needs<br />Flex Timings<br />Work from home facility<br />Traansport facility for female associates<br />Sponsoring higher AEducation<br />Sponsoring certification Programs<br />Rewards to certification programs<br />e-learning facility<br />Employee Referral awards<br />Unique Benefits to women associates<br />Work culture that motivates people to explore the highest realms of excellence.<br />Associates are given clear directions, regular feedback on their performance<br />environment that supports continuous learning<br />Conseco has associates to keep them in-sync with latest technologices.<br /> Conseco encourages its associates to participate in various sports,literary, cultural and welfare activities. Conseco for all associates to get together and celebrate.<br />To discharge the social responsibility and accentuate our commitment to the community in which we live Conseco India taking away many charity programmes by its codelinks Employees Charitable Society(CECS).IT is serving the needy people of the society by taking the activites.<br />Promotion of primary education by donating Library and note books,School uniforms, furniture,teaching aids like charts, Laboratory, sports items, salaries for teachers.<br />Helping oldage homes and orphanages homes.<br />Helping families in draught, flood hit and earthquake affected areas.<br />Donating artificial limbs to the physically challenged people.<br />Sporting self employment by donating computers, sewing machines.<br />Quality of work life<br />Work is an integral part of our everyday life, as it is our livelihood or career or business. On an average or business. on averagr we spend around twelve hours daily in the workplace, that is one third of our entire life:it does influence the overall quality of our life. it should yield job satisfaction, give peace of mind, a fulfillment of having done a task, as it is expected, without any flaw and having spent the time fruitfully.ZEven if it is a small step towards our lifetime goal, at the end of the day it gives satisfaction and eagerness to look forward to the next day.<br /> The factors that influenced and decide the Quality of work life:<br />1.Attitude<br />2.Environment<br />3.opportunities<br />4.nature of the job<br />5.people<br />6.Stress level<br />7.career prospects<br />8.challenges<br />9.growth and development<br />10.risk involved and reward<br />Attitude: The person who is entrusted with a particular job needs to have sufficient knowledge , required skill and expertise, enough experience, enthusiasm, energy level , willingness to learn new things, dynamicsm, sence of belongingness in the organization, involvement in the job, inter personal relations, adaptability to changes in the situation, openness for innovative ideas, competitiveness, zeal, ability to work under pressure, leadership qualities and team-spirit.<br />Environment:The job may invoive dealing with customers who have varied tolerance level,preferences, behavioral pattern, level of understanding, or it masy involve working with dangerous machines like drilling pipes, cranes, lathe machines, welding and soldering machines like or even with animals where maximum safety precautions have to be observed which involuntary actions, synchronization of eyes, hands and body, sometimes high level of patience, tactfulness, empathy and compassion and control over emotions.<br />Opportunities:Some jobs offer opportunities for learning ,research, discovery, self-development, enhancement of skills, room for innovation, public recognition, exploration, celebrity-status and loads and loads of fame,Others are monotonous, repetitive, dull, routinr, no room for improvement and in every sence bring. Naturally the former ones are interesting and very much rewarding also<br />People:Almost everyone has to deal with three set of people in the workplace. those are namely boss,Co-workrs in the same level and subordinates. Apart from this.some professions need interaction with people like patients, media persons,publiccustomers,thieves,robbers,physical disabled people, mentally challenged children, foreign delegates, gangsters, politicians, public figures and celebraties. these situations demand high level of prudence, cool temper tatctfulness, humor,kidness,damage than physical stress.<br />Career prospects:Every job should offer carees development. That is an improvement, more recognition from the management, appreciations are the motivating factors for any to take to keen intrest in his job.The work atmosphere should be conducive to a achive oraganizational goal as wll as individual development. it is a win-situation for both the parties, an employee should be reward appropraiately for his good work,extra efforts, sincerity and at the same time a lethargic and careless employee should be penalized suitably, this will motive the former to work with more zeal and deter the latter from beging so, and strive for better performance.<br />Challenges:The job should offer some challenges at least to make it interesting. That enables an employee to upgrated his knowledge and sklii and capabilities, whereas the monotony of the job makes a person dull,non-enthusiastic, dissatisfied, frustrating, compiacent, initiative-less and uninteresting. challenge is the fire keeps the innovation and thrill alive. A well-accomplished challenging job yields greater satisfaction than a monetary perk, it boosts these self-confidence also.<br />Growth and development: If an organization does not give chance for growth and personal development it is very difficult to retain the talented.<br />Risky involved and reward :Generally reward or comensation is directly proportional to the quantum of work, man-hours, nature and extent of responsibility, accountability, delegated powers, authority of position in the organizational chart, risk involved, level of expected commitment, deadlines and targets, industry, country, demand and supply of skilled manpower and even political stability and economic policies of a nation. although risk is involved in every job its nature and degree a varies in them, All said and done, reward is a key criteria to lure a prospective worker to accept the offer.<br />Conculsion: A happy and healthy employee will givce bettertrunover,make good decisions and positively contribute to the prganizational goal. An assured good quality of work life will not only attract young and new talent but also retain the exisiting experienced talent.<br />In todays high tec,fast-paced world, the work environment is very different than it was a generation ago.According to the institute of industrial Engineers,it is not uncommon for a person to change careers an average of six times in his or her lifetime. it is now rare for a personto stay with a single company his or her entire working life.Because employees are oftenwilling to leave a company for better opportunities, companies need to find ways not nnily to hire qualified people, but als to retain them.<br />Unfortunately, many employees these days feel they are working hard,faster ,and longer hours than ever before.job related stress can lead to lack of commitment to the corporation, poor productivity, and even leaving the company, all of which are of serious concern to management. Many employees bring work home with them on aregular basis, especially now that it is so easy for them to do that. With the Wide availability of cellphones, pagers, personal digital assistants,and computers, employees find it harder to get way from the office.<br />One of the more stressful professions today in the information Technology (IT) field.Not long ago, IT professionals were extremely well respected and in demand. As technology advanced rapidly, there was a high demand for programmers and engineers.Most had their choice of high-paying job as technology companies competed to recruit the best of them.<br />This is not case to day.in june 2004, Meta Group ,Inc. surveyed 650 companies and found that nearly 75% of the companies acknowledge morale problems among their IT staffs.This number was up from the year before, which showed that two- thirds cited poor worker morale as an issue. Perhaps this is because the U.S. technology sector experienced widespread layoffs duaring the third quarter of 2004. In general, when layoffs happen the remaining employee dissstisfaction include low wages, lack of challenges, insufficient resources, difficulty balancing family and work, and increased health benfit costs.<br />As employers try to address employee turnover and job satisfaction issues, they must first what the issue are.Several companies have convened focus group and conducted employee-satisfaction surveys to find out how their employees feel and to determine what they can do to make their employees happy.<br />There are also a number of independent organizations that conduct employee surveys to gather this information. One such organization is the families and workinstitute ,a nonprofit research center that provides data to inform decision-making on the changing workforce and workplace,changing family and changing community. Founded in 1989,FWI is known for ahead of the curve,non-partisan research into emerging work-life issues, for soloution-oriented studies addressing topics of vital improtence to all sectors of society, and for fostering connections among workplaces. families, and communities.<br />Every five years FWI conducts the National Study of the channing Workforce (NSCW), a nationaliy representative sample of employed workers designed to collect and complie information on the work and personal/family lives of the U.S workforce. The study is widely used by policy makers, employers ,the media, and all those interested in in the widespread impoacts of the changing conditions of work and home life.<br /> The 2002 NSCW showed a slight increase from 1992 i8n th number of companies that offer work-life supports on the job-specific benefit entitlements and less formal policies and practices. Despite this, survey showed a large increase in the number of employees with families who felt there was interference between theirfamily lives, than employees 25 years ago. The NSCw also found the imp[rotence of supportive work-life policies and practices, such flexible work arrangements, is clear- when they are available, employees exhibit more positive work outcomes, such as job satisfaction, commitment to employer, and retention, as werll as more positive life outcomes, such as less interference between job satisfaction, commitment to employer, and retention, as well as more positive life outcomes, such as less interrefence between job and family life, less negative spillover from job to home, greater life satisfaction, and better mental health.<br />As more compines start to realize that a happy employees is a productive employee,they have started to look foir ways to improve the work environment. Many have implemented various work-life programs to help employees, including alternative work arrangements, onsite chidcare, exercise facilities, relaxed gress codes, and more. Quality –of- work –life programs go beyond work/life programs by fousing attention less on employees needs outside of work and relizing that job stress and quality of at work is even more direct bearing on worker satisfaction. Open communications, mentoring programs, and fostering more amicable relationship among workers are some of the ways employers are improving the quality of work life.<br /> ALTERNATIVE WORK ARRANGEMENTS<br /> Many employers have found beneficial to allowaternate work arrangements for their employees. This is one way to improve employee productivity and morale. There are three alternate arrangements that are widely used today.<br />Telecommunting is the term used to describe the work situation in which the employee works outside of the office, usually at home or a location closer to home. In general, when one telecommutes, he or she communicates with office via telephone and email, and may go in to the office periodically to touch base with the employer and to attend meetings.Advancements in technology have made this possible for many people to telecommute.the telecommuting employee may be able to access files on the offices network from other locations. With WebEx technology, meeting attendees can sit at their own coputers an dview the meeting organizers computer, the remote attendess can see those same applications and movements as if they were running them on their own computers.<br />Flextime is another name for flexible work hours .Although most employees with flextime do work eight hour day,they can start and end the work day at a time agreeable to both the employer and the employee,rather than the traditional 8.00a.m to 5.00pm work day.Most employees to be in the office during “core hours”,such as 10.00a.m to 2.00p.m but do not mandate the start and end times.<br /> Alternate work schedules.like flexible schedules,invove working outside of the traditional 8 to5 work day.However,alternate schedules have fixed start and end time,whereas flextime allows the employee to vary start and end as long as they are there during the core hours. An alternate schedule may be 6;00a.m to 3;00 p.m or 11:a.m to 8: p.m five days a week ,or it may be four 10_hour days ,or any other different schedule.<br /> The advantages of these alternate work arrangements to the employee include flexible work hours,shorter or no commute,and a comfortable working environment.The advantages to the employer include less need for office space,increased productivity .lower use of sick leave, and improved employee morale.<br /> While there are many advantages to these alternatives ,there are also several disadvantages that the employer must consider.These include problems maintaining adequate staffing coverage,difficulty scheduling meetings.lack of interpersonal dyanamics,and concerns about safety and security(for flextime and alternate schedule employees that come in early or leave late).It is up to the employer to weigh the advantages against the disadvantages to determine if any of these alternatives will work.<br /> To improve the quality of work life and eliminate job stress,employers can also make efforts to be aware of the workload and job demands.employers need to examine employee training ,communication,reward systems ,coworker relationships, and work environment.employees often are able to give employers the best adive on reducing work stress.<br /> Employees in the future will likely be looking for corporations that have a new work environment ,one that encourages each employee to work toward improvement in the product or service :gives employees based upon the quality of the product and efforts.Team effort will assume central importance,especially that of self-directed work teams.Employees will choose employers who have aims and values that match theirs and who value balance in their employees lives.Employees want to learn and advance,so opportunities growth will attract employees.<br />Companies will seek employees with technical skills,vision,and the ability to organize and persuade inpresantation of ideas and information.Strong communication skills and the ability to learn will be employer list for employees.There are great number of common elements between the employee list and the employer list.To attract and retain employees, companies need to exploiting those points of convergence and continuously work with employees to redesign the work ,eliminate job stress ,increase job autonomy,provide learning and training opportunities and improve the quality of work life.<br />

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