PROJECT REPORT ON

A study on “Financial benefits of Employees” of

Delta Energy Systems

Submitted By:
Pervaiz Ahmad Ganaie

Student
Skyline Business School
Sec.44 Gurgaon (Haryana)

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 DECLARATION

I Pervaiz Ahmad student of MBA (3rd SEM), Skyline Business

School Gurgaon (Delhi), do hereby declare that this project
report entitled, “Study on Financial benefits of employees at
Delta Energy Systems Gurgaon” is my own work, to the best of
my knowledge and belief. It contains no material previously
published or written by another person nor material which to a
substantial extent has been accepted for the award of any other
degree or diploma of any other institute, except where due
acknowledge has been made in the text.
I further certify that I have no objection and grant the rights to
SKYLINE BUSINESS SCHOOL to publish any chapter of the
project if they deem fit in journals/Magazines and newspapers
etc. without my permission.

Pervaiz Ahmad Ganaie

Roll No.SMU11MBA-1765

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 ACKNOWLEDGEMENT

On the successful completion of the project, first and foremost I

thank God, the Almighty without whose blessings the project
would not have been a success.
I take this opportunity to express my sincere gratitude towards
Ms. Shelly Jain, senior executive HR at Delta Energy Systems
for giving me the opportunity to complete my training at Delta.
I thank Mrs. Renuka under whose guidance I completed this
project. I would also like to thank all the others in the HR Dept.
at Delta Energy Systems for being extremely co-operative and
guiding me throughout my project.
I would also like to express my thanks to Mr. V. Subramaniam
Director, Skyline Business School for giving me an opportunity
to gain practical knowledge about corporate working through
this project.
Not forgetting the guidance given by Ms. Priti Patwal regarding
corporate working which helped me during my training period at
DES for which I thank her.
Lastly special thanks to my family members for being extremely
supportive during my training period.

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 Pervaiz Ahmad Ganaie

PREFACE
The well planned, properly executed and evaluated project helps
both the management trainee (student) as well as industry. The
management trainee gets first hand line industry experience of
the current corporate scenario, market condition and business
environment which are not available in the textbooks. With the
help of above tools they develop themselves, as the perfect
business personality of future business would have excellence in
all trade.
On the other hand with the help of young blood and fresh brain
full of innovative thoughts ideas, industry came to know about
current market strength and weakness, competitor strategies,
problem of customer and service etc.

In this project my area of concern is to study:-

✔ Financial benefits of employees.

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Table of contents:
S.NO. CHAPTER TOPIC PAGE NO.
1 Declaration 2
2 Certificate 3
3 Acknowledgement 3
4 Preface 4
5 Executive summary 6

6 1 Introduction 7

7 Objectives of study 21
8 Scope of study 22
9 Limitations of the study 23
10 2 Week wise OJT 24

11 3 Company profile 26

12 Delta India 30
13 Products 35
14 Delta Network in India 39
15 Awards and achievements 40
16 Quality certification 44
17 Revenue 45
18 Valued partners 48
19 4 Research Methodology 49

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20 Research objectives 49
21 Sources of data 49
22 Area of survey 50
23 Sample size 50

24 Research process 50
25 Data analysis and presentation 51
26 Conclusion and suggestions 60
27 5 Bibliography 63

28 6 Questionnaire 64-67

EXECUTIVE SUMMARY
“PEOPLE” is the most important and valuable resource every organization has in the form of its
employees. Dynamic people can make dynamic organizations. Effective employees can
contribute to the effectiveness of the organization Competent and motivated people can make
things happen and enable an organization to achieve its goals.

Organizations have now started realizing that the systematic attention to human resources is the
only way to increase organizational efficiency in terms productivity, quality, profits and better
customer orientation.

HR can help deliver organizational excellence by focusing on learning, quality, teamwork, and
through various employee friendly strategies.

Today with a lot of MNC’s coming in India, the amount of competition has increased to such an
extent that organizations have further aggrieved their stress on proper man management. Along
with being competitive, the MNC’s have brought in a systematic approach to HR with the help
of technology utilization.

My project has been accomplished in one of such MNC’s – Delta Energy Systems. This is one of
the best companies in manufacturing of specialty electronics headquartered in Taiwan.

This project has been accomplished in two parts:

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 ➢ The first priority was to understand the working of an HR department. The various
processes like recruitment & selection, induction, training & development, compensation
etc.
➢ The second priority was to understand the benefits provided by Delta to their employees.

INTRODUCTION:

Employee Benefits
Employee benefits are indirect means of compensating workers; employees receive these
benefits above and beyond their regular salaries or wages. Unlike wages alone, benefits foster
economic security and stability by insuring beneficiaries against uncertain events such as
unemployment, illness, and injury. Furthermore, some benefit programs serve to protect the
income and welfare of families. A common distinction between direct forms of employee
compensation, such as wages, and indirect compensation, or benefits, is that the former creates
an employee's standard of living, whereas the latter protects that standard of living.

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These compensations are given at the entire or partial expense of the employer. Benefit packages
usually make up between 30 and 40 percent of an employee's total compensation for
employment, which makes them an important aspect of the terms of employment. While some
employee benefits are required by law, many employers offer additional benefits in order to
attract and retain quality workers and maintain morale. Some types of benefits are also used as
incentives to encourage increased worker productivity.

The range of employee benefits includes educational, employee incentive, family, government,
health, lifestyle, recreational, retirement, savings, and transportation benefits. While some
benefits—such as government sanctioned ones—are mandatory, others are supplementary or
optional at the discretion of employers. The availability of these supplementary benefits—health
insurance and pension coverage in particular—is dependent on a number of factors, but most
importantly on the size of a company, according to Benefits Quarterly.

Toward the end of the 20th century, employee benefits evolved from defined-benefit programs to
contribution-defined programs where employers relinquished some of the responsibility to
employees. With defined-benefit programs, employers determine pensions by using standard
formulas based on employees' salaries and years of service to figure the monthly amount
employees receive. Contribution-defined programs, on the other hand, use similar formulas

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based on salaries and years of service, but they vary, depending how much money employees
contribute to their retirement funds.

BACKGROUND:

Rudimentary employee benefit programs were brought over from Europe and implemented in
the colonies. In fact, one of the first recorded benefit programs in American history was the
Plymouth Colony settlers' military retirement program, which was established in 1636.
Subsequent benefit programs of note included: Gallatin Glassworks' profit sharing plan (1797);
American Express Co.'s private employer pension plan (1875); Montgomery Ward's group
health, life, and accident insurance program (1910); federal tax incentives to employers
sponsoring pension plans (1921); and Baylor University Hospital's group hospitalization
program (1929).

Despite the implementation of several different types of benefit programs in both the government
and private sectors, employee benefits before the 1930s were negligible by current standards.
The Great Depression, however, provided an impetus for the formation of more advanced and
substantial social mechanisms that could provide economic stability. Of import were the
retirement provisions of the Social Security program enacted at the federal level in 1935. Tax-
favored status for compensation received by employees during sickness or injury was added in
1939.

After World War II, federal government initiatives caused a variety of benefits to become more
popular with private-sector employers. For example, health-insurance premiums were made tax
deductible to employers and became nontaxable to employees. As a result, health insurance and
other benefits became extremely cost-effective forms of compensation in comparison to wages
and salaries. Furthermore, tax-favored benefits became a popular bargaining tool for unions
seeking to improve their total pay package. As living standards increased, moreover, people in
industrialized nations began to view health insurance and other benefits as necessities, and even
entitlements or individual rights.

Largely as a result of government policies, employee benefits in the public and private sectors
exploded during the 1950s, 1960s, and 1970s.

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TYPES OF BENEFITS:

Employee benefits are any kind of compensation provided in a form other than direct wages and
paid for in whole or in part by an employer, even those provided by a third party. Third-party
benefits include those offered by the government, which disburses Social Security benefits that
have been paid for by employers.

Benefits fall into ten principal categories based on their function: educational, employee
incentive, family, government, health, lifestyle, recreational, retirement, savings, and
transportation benefits (examples provided below). While some benefits are mandatory—those
required by federal or state legislation—the majority are supplementary. With supplementary
benefits, employers choose whether or not to offer them. Mandatory benefits provide economic
security for employees who lack income as a result of unemployment, old age, disability, poor
health, or other factors. Supplementary benefits not only serve as safety nets for employees, but
also as incentives to attract employees and to encourage employee loyalty.

Based on the book Employee Benefits: Plain and simple, the major benefits included in each
category are listed below:

• Educational Benefits (Supplementary)

○ Training/Continuing Education

○ Tuition Reimbursement

○ Personal Development

○ Scholarships

• Employee Incentive Benefits (Supplementary)

○ Anniversary Programs

○ Bonuses

○ Direct Deposit

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 ○ Parking

○ Food Services

○ Profit Sharing

○ Discount Program

○ Severance Pay

• Family Benefits

○ Child Care (Supplementary)

○ Family/Maternity Leave (Mandatory)

○ Flextime (Supplementary)

○ Accident Insurance for Children and Spouse (Supplementary)

○ Home Purchasing Assistance (Supplementary)

• Government Benefits (Mandatory)

○ Social Security

○ Medicare/Medicaid

○ Supplemental Security Income

○ Unemployment Insurance

○ Workers' Compensation

• Health Benefits (Supplementary)

○ Medical Coverage

○ Dental Coverage

○ Vision Coverage

○ Physical Examinations

○ Sick Days

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 ○ Health Club Memberships

○ Fitness Center

• Lifestyle Benefits (Supplementary)

○ Bereavement Leave

○ Dependent Life Insurance

○ Life Insurance

○ Paid Holidays

○ Reimbursement Accounts

○ Vacation

• Recreational Benefits (Supplementary)

○ Athletic Teams

○ Country Club Membership

○ Entertainment Bonuses: Theater or Sports Tickets

○ Social Functions

• Retirement (Supplementary)

○ Individual Retirement Accounts (IRAs)

○ Pension Programs

○ Retirement Advice

○ Salary Deferral

• Savings (Supplementary)

○ Stock Options

○ Thrift Savings

○ Bonds

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 • Transportation (Supplementary)

○ Car Allowance

○ Carpooling

○ Company Car

○ Mass Transit Passes

○ Moving Expenses

○ Relocation Assistance and Subsidies

THE PRIMARY ROLE OF BENEFITS

Benefits are an important means of meeting employees' needs and wants. Employers frequently
use optional or supplementary benefits as incentives to promote employee longevity, by
attracting and keeping good workers. However, the primary role of employee benefits is to
provide various types of income protection to groups of workers lacking income. Such income
protection offers individual security and societal economic stability. Five principal types of
income protection delivered by benefits are:

(1) Disability income replacement.

(2) Medical expense reimbursement.

(3) Retirement income replacement.

(4) Involuntary unemployment income replacement.

(5) Replacement income for survivors.

Different mandatory and voluntary elements of each of these categories are often combined to
deliver a benefit package to a group of workers that complements the resources and goals of the
organization supplying the benefits.

TRADITIONAL TYPES OF EMPLOYEE BENEFITS

Because of continually rising health care costs, one of the most desirable types of benefits for
employees to have is a health insurance plan. These plans can be set up to cover the individual

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worker and, in many cases, the worker's family as well; they may or may not include such
options as dental, eye, hospital, and other types of health care. Health insurance plans may be
provided at no cost to employees, or they may be made available at a more desirable rate than
employees could get on their own. The health insurance aspect of a benefit package is often the
major deciding factor in whether a person accepts a position with a company. The degree of
health insurance is often more important to a potential employee than the salary level; especially
when children are an issue.

Most benefit plans also include a certain number of paid sick days, personal days, and/or
vacation days. Many companies are finding ways of increasing the flexibility of employee
benefits. PTO (Personal Time Off) for e.g. allows employees to take days off— to care for a sick
child, observe a religious holiday, or go on vacation—without having to explain why. The PTO
benefit helps employees because their time is more flexible, and it helps employers by
maintaining morale and reducing unanticipated absenteeism.

Life insurance and retirement options are another type of benefit many companies offer their
employees. These types of benefits often encourage employees to remain with the same
company because they do not want to cash in their life insurance or retirement plans. This tends
to make employees more loyal to the company because their future is invested with the
company. It also gives the employee a feeling of power by having some control over planning
for retirement.

EXPANDED TYPES OF EMPLOYEE BENEFITS

While health care, paid time off, and retirement plans are the most common types of benefits
employees receive, some companies offer even more types of benefits to help attract and retain
employees as well as increase employee morale and improve job performance. One example of
this type of benefit is tuition reimbursement, which allows employees to further their education
while working. Motivating employees to better themselves at the employer's expense, helps the
company keep knowledgeable employees.

Employee Stock Ownership Plan (ESOP’S): A company established benefits plan in which
employees acquire stock, often at below-market prices as part of their benefits. When stock
options are involved, the employer often bases the number of shares issued annually on several

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factors, including employees’ tenure of work, the salary classification of the employee, etc.
ESOP’s have the potential of increasing the job satisfaction and work morale.

With the growing number of single parents and dual-career couples in the work force, many
companies have opened day-care facilities in the workplace where employees can feel safe about
leaving their children. On-site child care is obviously a very desirable benefit for parents because
it allows them to check up on the children, cut down on travel time, and be available in case of
an emergency. However, some childless workers feel that this benefit discriminates against them
because they get no use out of the day-care facility. One way many companies are handling this
type of concern is through a cafeteria plan; one of the most useful ways is to give employees
many different benefit options to choose from. Each employee is given a set allowance that can
be used toward any benefit the employee chooses, allowing the employees to pick the options
that will most benefit them. The cafeteria plan is one fair way to handle benefits for everyone
concerned.

Another characteristic of the work force is its increasingly older age. As a result, there are an
increasing number of workers with aging parents who need care. Many companies recognize the
need for elder care and are providing benefits to help, such as referral services for quality nursing
homes and flexible work hours and/or days off so employees can care for aging parents.

Other benefits provided by some employers include credit/loan options to help employees with
financial needs, gym facilities to allow employees to fit exercise into their busy schedules,
cafeterias that sell reduced price meals to working employees, and on-site laundry services
where employees can have laundry done while they are at work. Making the work environment
seem more like a family helps boost employee morale and improve working relationships. Many
companies provide uniforms for their employees, so that workers do not have to worry about
ruining their own clothing. The uniforms also help with the feeling of unity because everyone in
the company is dressed similarly. Because transportation can often be a problem for employees,
some companies are even providing transportation options as a benefit to employees. Disney
World, in Orlando, Florida, has a shuttle that picks employees up from their living quarters and
takes them to work.

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While these types of benefits are meant to attract and retain employees as well as create a
positive work environment, some types of employee benefits are used to encourage increased
performance.

The following are the four main types of benefits used as incentives to encourage employees to
exhibit superior performance:

• Profit sharing gives the employee a portion of the company profits. Profit sharing is often
done through making shares of company stock part of the employee benefit package.
This type of reward distributes compensation based on some established formula
designed around a company’s profitability. Employees receive a certain number of shares
of stock each year, which provides employees an incentive to help the company succeed.
This might also be accomplished through a yearly profit-sharing bonus.

• Gain sharing rewards employees for exceeding a predetermined goal by sharing the extra
profits. If profits exceed the goal, employees share in the extra profits. The focus here is
on the productivity gain rather than on profits of company, meaning that employees in a
gain sharing plan can receive incentive awards even when the organization isn’t
profitable

• Lump-sum bonuses are a one-time cash payment based on performance. Lump-sum

bonuses may be an annual reward, such as a Diwali bonus, where the purpose is to share
profits with the employees, and thus motivate them. The idea is to recognize recent
performance rather than historical performance.

• Pay for knowledge rewards employees for continuing their education and/or learning new
job tasks. The more education or experience an employee has, the higher he/she moves
up on the pay-for-knowledge pay scale. Pay for knowledge is an incentive for employees
to continue their education because it results in immediate rewards on the job.

PERKS:

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In addition to what we typically think as employee benefits, many employers also offer "perks”
to their employees. Typically limited to employees in management positions, these perks include
such benefits as country club or health club memberships, a company car, and special parking
privileges at work, tickets for sporting events, first-class travel accommodations, and generous
expense accounts. However, certain types of perks are also being extended to employees in many
different types of positions. One type of perk that is common in many retail stores is an
employee discount on merchandise bought from the place of employment. For example, Future
Group’s Target stores offer a 10 percent discount to employees and their immediate families
when purchasing merchandise from any Target store. Employees of local movie theaters often
receive free movie tickets as a perk, while many restaurant employees receive free or reduced-
price meals. By offering employees such perks, the company is providing a strong incentive for
employees to continue working there.

FLEXIBLE WORK PLANS:

A flexible work plan is another type of employee benefit that has been proven to have a positive
influence on employee productivity, attendance, and morale. A flexible work plan allows
employees to adjust their working conditions within constraints set by the company and may
include such options as flex-time, a compressed work-week, job sharing, and home-based work.
Flex-time involves adjusting an employee's daily time schedule; it can be as simple as allowing a
worker to come into work an hour earlier and leave an hour earlier than the normal 8-to-5
workday. Usually there are some time constraints set up by the company, but employees who
work within those constraints can basically set their own schedules. A compressed workweek
involves working longer hours each day for fewer days than the normal Monday-through-Friday
work-week. For example, at many businesses employees work ten-hour days, four days a week.

Job sharing allows two or more people to divide the tasks of one job. It allows the same
consistency as a full-time person, because the work is simply divided among the people who
share the job responsibility. Job sharing is popular among people who only want to work part
time but want a job with full-time responsibilities. These types of people include older workers,
retirees, students, and working parents.

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Home-based work programs allow employees to perform their jobs at home instead of in an
office setting. These people are often known as telecommuters, because they "commute" to work
through electronic mail, faxes, and other types of telecommunications. Home-based work is
popular with disabled workers, elderly workers, parents with small children, and workers who
have had to relocate far away from the workplace because of a spouse's job change. Through
home-based work, all of these types of employees are able to take care of personal and family
responsibilities while maintaining and enjoying their job and/or career.

It should be noted that the various types of benefits offered to employees can depend greatly on

• The size and type of the business

• The profitability of business

• Its geographic location

Allowances also form a major aspect of Employee Benefits. Some of the typical allowances are:

• House Rent Allowance: Assistance in paying the full amount or portion of the rent

• Conveyance Allowance: Reimbursement of transportation costs to and from work

• Education Allowance: Cost of Children’s education up to a certain age

• Leave Travel Allowance: Travel and vacation

• Medical Allowance

• City Compensatory Allowance

• Telephone/Mobile Allowance

• Entertainment Allowance

• Training/Educational Allowance

• Leave Travel Allowance

• Special Allowance (optional)

Perquisites/Perks:

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Perquisites or 'perks' as they are popularly known is the monetary content of fringe benefits.
Perks are taxable according to Indian tax laws.

Tax Free Perquisites in Indian Tax System

• Medical facility: Any medical facility provided by the employer to the employee and his
family members in a hospital, dispensary or a nursing home maintained by the employer.

• Medical reimbursement: Any medical expenses reimbursed by the employer for the
treatment of his employee and his family members in an approved Hospital subject to
maximum of Rs.10,000 per annum up to assessment year 1998-99. The limit of Rs.10,
000 has been raised to Rs.15, 000 per annum w.e.f. assessment year 1999-2000.

• Refreshments: Any refreshment provided to the employees during office hours at the
place of work.

• Subsidized lunch or dinner provided by the employer: When lunch or dinner is

provided at subsidized rates i.e. the employer charges some amount for the lunch or
dinner then only it is tax-free perquisite.

• Recreational facilities: Any recreational facility provided to a group of employees by

the employer is not taxable. These should not be restricted to only a few employees.

• Telephone Bills: Telephone bills of the telephone installed at the residence of the
employee for official purposes, if paid/reimbursed by the employer, is not a taxable
perquisite even if such telephone is used for official as well as personal benefit of the
employee.

• Goods sold by the employer at a concessional rate to his employees: When the
employer sells the goods being manufactured by him to his employees at concessional
rates, it is not a taxable perquisite e.g. a company, manufacturing fans, sells the fans to its
employees at concessional rates, the concession given to the employees shall not be
taxable. However, if the employer sells other goods to the employees at a value lower
than the market value of the goods, the benefit given to the employee is taxable.

• Insurance: Any portion of the premium paid by an employer to effect or to keep in force
insurance on the health of the employee under an approved scheme.
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 • Loans to employees: If the employer gives a loan to an employee either without interest
or at a concessional rate of interest for construction or purchase of a house or for a
conveyance, then the benefit of interest availed of by the employee would not be taxable.

• Transportation facilities: If an employer, engaged in the business of transport, provides

transport facilities to its employees and his family members either free of cost or at
concessional rate then it would not be a taxable perquisite. For example, free passes
provided by the Indian Railways to its employees are not taxable in the hands of the
employees.

• Perquisites provided outside India: Perquisites provided by the Government to its

employees, who are citizen of India for rendering services outside India, are not taxable.

• Training of employees: Any expenditure incurred by the employer, for providing

training to the employees or by way of payment of fees of refresher management courses
attended by the employee, would not be taxable because these enable the employees to
perform their services more efficiently.

• Rent free House: Rent free official residence and conveyance facilities provided to a
Judge of a High Court/Supreme Court are not a taxable perquisite.

• Residence to officials of Parliament etc.: Rent free furnished residence (including

maintenance thereof) provided to an officer of the Parliament, a Union Minister or
Leader of Opposition in Parliament is not a taxable perquisite.

However, allowances and perks can be also grouped under different category of benefits with
different name.

Employee benefits may be the major deciding factor for many people when choosing a company
for employment. In order to attract and retain the best-quality employees, companies must be
willing to offer flexible and extensive types of benefits to meet various employee needs.

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DELTA ENERGY SYSTEMS:

The financial benefits which Delta provides to their employees include.

✔ Leave Travel Allowance: Travel and vacation (LTA)

✔ Med claim (Medical Allowance)

✔ Flexi
• Conveyance Allowance: Reimbursement of transportation costs to and from work

• Telephone/Mobile Allowance

• Entertainment Allowances

• Training/Educational Allowances

✔ Over Time etc.

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 Objectives of study:
Summer training is the practical exposure of the real
industry and helps an individual in acquiring the skills for
the career road ahead of him. The objectives of my
training are as follows.
✔ First and foremost objective is to gain knowledge
about the different sections of Human Resource and
how they operate.
✔ Why is human resource department necessary for an
organization?
✔ To maintain good relationship with the employees of
the company.
✔ To know about the financial benefits of employees.
✔ To prepare myself for future.
My main focus was on the benefits which Delta Energy
Systems provides to their employees. Are the employees
satisfied with the benefits provided to them or not.

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SCOPE OF THE STUDY

Private sector organizations around the world face unprecedented pressure to improve service
quality while progressively lowering their costs. At the same time, they are expected to become
more accountable, customer focused and responsive to stakeholder needs. Achieving these goals
involves a transformation in management practices, processes and culture.

Therefore, in order to obtain an idea about the real portrait of Employee benefits. I have
undertaken my study on DELTA ENERGY SYSTEMS.

• This is a thorough and readable review of employee benefit practice

which will interest all those faced with implementing or reviewing measure-
and target-driven regimes."

• I engaged in a private sector company for my empirical

study i.e. DELTA ENERGY SYSTEMS GURGAON.

• I will be meeting the employees at Delta Energy Systems. I will be conducting some
surveys & some interviews from senior level executives.

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LIMITATION OF THE STUDY

Every research paper or analysis has specific boundaries over which we do not have a hold. In
spite of everything I have endeavor my level best to eliminate barrier produced by these
limitations which are as follow:

• Since my study sample were the Employees of the company, so it was very hard and
challenging to catch their precise time for appointment for which I had made a
questionnaire and ask question from them as they were not having time to fill it.

• Respondents were not ready to provide certain information.

• Respondents were a bit apprehensive in filling the questionnaire as they feared that their
named will be revealed.

• Time constraint was there.

• Some senior executives were not willing to share their actual views because they termed
it as confidential.

• Questioning process influence the respondents

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WEEK-WISE OJT (ON THE JOB TRAINING)
I did my winter internship project with HR department. The HR department of Delta Energy
System Gurgaon consists of ten employees. I worked there for six weeks. In those six weeks I
learned lot from the company. The employees of the HR Department were very friendly and very
knowledgeable. They helped me lot during those six week. Whatever I need they provided me.
The director of HR department namely Mr. Aditiya is very friendly natured person. He treated
the employees very friendly. He helped me lot during the training in the organization.

1st week and 2nd Week:

In the first week I know about the company and how the company is working. It is a
multinational company so it takes about two days of 1 st week to know about its branches,
products, employees, departments etc. After that I was given an assignment to work on the
financial benefits of employees. The extra benefits which Delta provides to their employees. By
the help of these benefits employees remains satisfactory and work very friendly.

In the 1st week of my winter internship project I was assigned to work on the first financial
benefit of the employees. The work assigned me was to collect bills provided by employees and
update them in the ms excel. The strength of employees is very high so it takes full week to
update LTA bills. The LTA is that financial benefit which is provided to employee for traveling
from one place to another place. The employees have to provide the travel bill. I was assigned to
make the list of employees who have provided their bills and submit it to the senior executive
namely Mr. Birjesh Yadav who was doing payroll in the company.

3rd Week:
In the 3rd week of my Winter Internship Project. I was assigned to update the data related to flexi
basket in which I was assigned to update bills related to shopping done by employees. The flexi
basket includes mobile bills, shopping bills etc. it takes full week to upload the data. In this week
I learned about the 2nd financial benefit which Delta provides to their employees. During this
week I also work with Mr. Birjesh on payroll. In this week I learned how to work on payroll.
What is the basic formula?

4th Week:

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In this week I was assigned to compare the cost of various travel agencies which have submitted
their tenders. This work was assigned to me by Mrs. Ritu Shree. The work was to compare the
cost of various travel agencies and find a suitable travel agency which provides suitable costs. I
was asked to visit various travel agencies and provide information about them.

There are three departments in the Delta Electronics Gurgaon namely:

• DES
• DPS
• DIN

In this particular week their occur transfer of employees from one department to another I was
assigned to make a list of employees who were transferred and make the list this work was
assigned by Miss Poonam.

5th Week:
In this week I was assigned to collect the med claim bills of employees and upload them. The
med claim bills are the medical insurance bills which the employees are paid by company. In this
employees have to give the medical related bills and the amount will be paid by the company.

In this week the company was organizing New Year event I was assigned to select the location
for New Year event. In this week I visited various organizations who organize corporate events.

I visited many event organizing organizations like:

• Conferences & Incentives Management (I) Pvt. Ltd.

C1/D Green Park New Delhi
• Showmakerz" Events & Productions
10, BMS, 2nd Floor, Plaza Complex, Connaught Place

6th Week:
It was last week of my training in Delta. In this week I was assigned to work on the dues paid to
outsourced workers. The company gives me chance to work with finance department. I was
assigned to check the data provided by the supervisors. This work was assigned by Mr. Birjesh
to me.

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In this week I was also assigned to upload the data of training provided by Delta to their
employees. This work was assigned to me by Mrs.Renuka

About the company:

DELTA GROUP:
Delta Electronics, Inc., founded in 1971, is an international corporation. Headquarters in Taiwan. Headed
by Bruce C.H.Cheng (chairman and founder of delta Group)

Delta group is the world’s largest provider of switching power supplies and brushless fans, as
well as major source of power management solutions, components, visual displays, industrial
automation, networking products, and renewable energy solutions.

Delta Group has sales offices worldwide and manufacturing plants in Taiwan, China, Thailand,
Mexico, India and Europe.

27
Delta Energy Systems worldwide presence:
Delta Energy Systems is an international operating High-Tech Company with customers and
partners all over the world. Our Energy Systems division is
the world market leader for custom and standard power supplies for the computer industry,
telecommunications, medical engineering and industrial applications.

Delta Group Headquarter:

✔ Taiwan,
Republic of China

28
Delta Electronics (Thailand):

✔ Delta Electronics (Thailand) Public Company Limited

Delta Energy Systems in Europe:

✔ Czech Republic
✔ Finland
✔ France
✔ Germany
✔ Great Britain
✔ Italy
✔ Poland
✔ Russia
✔ Spain
✔ Slovak Republic
✔ Sweden
✔ Switzerland

Delta Energy Systems in North America:

✔ USA-Arizona
✔ USA-Oregon
Delta Energy Systems in South America:
✔ Brazil - São Paulo
✔ Brazil - Curitiba

Delta Energy Systems in Asia:

✔ India
✔ Japan
✔ Singapore
✔ Thailand

Delta Logo:

29
Delta and Stakeholders:
As a corporate citizen, stakeholders' rights are a high priority at Delta. This section describes the
relationship between Delta and our employees, including employee policy and communication
channels, occupational health and safety issues, as well as employee training and development.
Delta Group has more than 60,000 employees worldwide, who are involved in the following
business sectors: power management, components, video displays, industrial automation and
Delta Network Inc. (networking products). Geographically, the majority of employees are
located in Taiwan, China, and Thailand.

Global Employees per Business segment (2009):

Global indirect staff Distribution:

30
 DELTA INDIA:
Delta Electronics (India) is part of the Delta Group, a leading multinational with headquarters
in Taiwan with 5.34 billion USD revenue for 2008. Delta Electronics (India) is a world-class
provider of power management solutions in the areas of telecom power supplies, uninterrupted
power supply, industrial automation, components, Renewable Energy, consumer lifestyle power
and visual displays. The group has operated in India since 1992. Delta Electronics (India) is
responsible for developing business in the SAARC region and is also recognized as the "Centre
for Technical Excellence" for South Asia. Delta Electronics (India) has an impressive installation
base with regional support centers all over India and the SAARC region. Delta Electronics
(India) has been awarded ISO 9001:2000 and ISO 14001:2004 certifications by Underwriters'
Laboratories, USA, for Quality, Procedures, Environment management and OHSAS
18001:1999.

Delta India is headed by Mr. Dilip Sharma (MD)

Delta mission:
As a global leader in power electronics, Delta's mission is, "To provide innovative, clean and
efficient energy solutions for a better tomorrow." Delta is committed to environmental protection
and has implemented green, lead-free production and waste management programs for many
years.

Corporate culture:
Dare to change, and pursue sustainability.

✔ Innovation:

Effectively create new concepts and take them to success.

✔ Customer satisfaction:

Anticipate customer needs and exceed expectations.

✔ Quality:

Deliver consistently superior performance and pursue every possible improvement.

✔ Team work:

31
Fully leverage global value networks and collaborate to achieve mutual goals.

✔ Agility :

Identify emerging trends and act quickly to capture new opportunities.

HR mission:
“To assist departments in developing and maintaining a high quality workforce, enabling
them to provide critical services to our internal and external customers”

We firmly believe that it’s the people who take the organization to the heights of success that
it is set out to achieve. Our commitment to this belief compels us to translate this into action
through constantly evolving HR processes and policies and introducing new initiatives in
order to boost employee satisfaction with their jobs and working conditions.

Faced with rapid change, HR at Delta is committed to develop a more focused and coherent
approach to managing people. The effort and resources are concentrated on

Culture
Organization
People
Systems

Training & Development:

✔ Delta is committed to provide a ground for constant learning to all our employees so as to
enable them to perform their roles successfully.
In an effort to improve morale and productivity, various internal & external training
programs, in both, transmittal & experiential forms, are organized to facilitate effective
use of employee skills, provide training opportunities to enhance those skills, and
develop new skills.

Training for everyone in the organization would be on a routine, ongoing basis forming
its backbone starting with the New Hire Orientation Program. The overall aim of the
training program is to increase the throughput and productivity of our employees in the
organization and to give a common orientation to all our members.
32
 Training as a formal process would ensure:

✔ All existing employees at all levels develop, refresh and update their knowledge, skill,
Attitude and other Characteristics in order to meet the organizational, functional and
individual goals.
✔ All new employees receive structured and uniform information about the company, the
products and their individual functional responsibilities so that they have the minimum
required knowledge base to be a part of an effective team.

Employee Training and Development

Our employees are Delta's most valuable asset, and we pay much attention to employee training
and development. We offer a variety of programs, ranging from improving individual skills to
fostering future leaders, to meet the needs of employees in different countries and regions. These
programs include.

1) Orientation: Newcomer Orientation, New Manager Orientation.

2) Professional/Functional Training: Marketing/Sales, Development & Engineering,

Finance/Administration, Logistics/Purchasing, IT etc.

3) Management Development: Middle Level Management and Senior Level Management

Programs.

4) General Training: Company Values, Customer Satisfaction, Quality, Safety & Health.

5) Shop Floor Training: Workstation Skills Set Training.

6) Issue-oriented Training: Business Issue Workshop/Seminar.

To provide employees with a more integrated education & training system, Delta has established
a new learning & development community on the Human Resources website for Taiwan. The
website offers learner-centric training information such as course announcements, external
courses, online learning materials and answers to frequently asked questions. We have also set
up a "Learning Evaluation Area" so learners can measure their performance online at any time
and have it recorded in the system.

33
Delta recognizes that an executive's management ability, knowledge and logical thinking are
critical to the company's operations and the organization's future development. Apart from the
internal training scheme mentioned above, we have contracted with National Taiwan University
(NTU) to tailor an NTU-Delta Electronics EMBA Program, taught in person by NTU's
distinguished EMBA professors. The program covers six management related courses including
marketing, finance, strategy, accounting, technology and business, as well as international
business administration, providing the basics of business administration and further enhancing
the company's global competitiveness. The Delta EMBA Program also pioneered the use of
online courses and real-world teaching to make classes more accessible. By allowing the
instructors and students to discuss real business cases in detail, the effectiveness of the program
is enhanced.

Delta now has over twenty high-level executives enrolled in the dedicated corporate EMBA
program. Once they complete the program, they will receive their certificates of graduation from
NTU's continuing development department. By providing this excellent opportunity for
executive training, Delta will improve management quality and build a solid foundation for the
company's future.
Recruitment:
Recruitment is the first step towards building a team of successful employees therefore a very
careful approach is adopted right from the stage of planning the staff to hiring the right and the
most suitable profile in the context of company’s core business competencies.

Performance Management
Our Performance Appraisal system is used to measure the employee’s job effectiveness and to
encourage the continuous improvement of performance and to ensure the achievement of
objectives of the organization.
Performance Appraisals play an effective tool of communication between supervisor and
employee for discussing performance issues and motivating employees through feedback and
goal setting, to make distinctions among employees (i.e. differentiating needs, to evaluate the
success of training and development decisions and an instrument in the selection processes for
promotions etc. Good performers from average performers), to assess the causes of low
performance, to identify the training and development.

Support and services

Delta India group offers the Quality products/ Services and providing 24x7x365 online/ on-site
support, managing customer critical complaints, achieving highest customer satisfaction with
nearly zero equipment downtime

34
Delta goal
To ensure 24x7x365 quality customer service across geographies. Targeting 99.9% system
uptime achievement of service level commitments. Achieving highest quality of repairs by
targeting 0% repeat failure provide value added services and ensuring lasting customer
relationship through our rich experience and expertise. Regular Training of engineers to
enhance technical and personal qualities.

Delta Strength
Our service network spreads across the whole country with six zonal offices. Delta have more
than fifty dedicated service partners located at strategic cities Delta certified engineers to provide
instant service. Delta’s expert field support teams are very well integrated with the Research and
Development, quality and production departments resulting highest product quality and fast
product improvements. Repair centre our component level repair centre is one of the best
maintaining the highest global standards in ESD protection, tools and instruments. Our expert
technical resources are highly dedicated to achieve the most challenging jobs.

Delta Offerings
✔ Site Power Quality Audits and monitoring
✔ Project Management & start up
✔ Design Pre-sales and Post sales consultancy
✔ Pre-installation support
✔ Onsite Installation, commissioning & Acceptance Test
✔ User Training Support
✔ Preventive Maintenance
✔ Breakdown Maintenance- 24x7 telephonic and on-site breakdown maintenance
✔ Warranty Support & Annual Maintenance Contracts

35
 PRODUCTS:

Delta Energy Systems is a global supplier of a wide range of power conversion products with
focus on the telecommunications, information technology, medical industry and industrial
markets

Solar Inverter:
High-quality, state-of-the-art solar inverters, which are characterized by outstanding efficiencies
and highly advanced technology.

Industrial Power Supply Solutions:

Delta Energy Systems offers a variety of industrial, din-rail power supplies. They are available
for whatever your application needs.

Industrial power supplies include the CliQ DIN Rail Power Supplies.

Custom Designed Power Supplies:

Delta Energy Systems provides custom designed products for information technology,
telecommunications, industrial applications, office automation and medical industries. As
technology leader, our customized products are packed with innovative technologies.

36
Power Systems:
Delta Energy Systems offers a complete range of power products and systems for
telecommunication applications. We minimize the risk to our customers by ensuring a
continuous and reliable supply of power.

UPS:
Delta Uninterruptable Power Systems (UPS) provide uninterrupted and reliable protection
against power disturbances. They are available in rack-mount, tower and slim types, Delta
Uninterruptable Power Systems includes off-line, line-Interactive and on-line topology ranging
from 250VA to 150KVA. All units are UL/cUL and TUV/CE approved.

Board Mountable DC/DC Converters:

BMP Modules are small DC/DC converters, soldered on the surface of electronic printed boards
of many products as Servers, Routers, Switches, etc. This powering concept represents the fastest
growing segment in the power supply industry.

TELECOM POWER SUPPLIES:

Indoor power system:
Delta Indoor power systems are equipped with a compact modular design with intelligent power
features and state-of-the- art technology.
The outstanding power density of the power system offers the best solution for space critical
applications.
The advanced technology as well as the extended temperature range, wide input voltage range
and user friendly features are the key factors of the success with a cost effective and reliable

37
solution. The systems are featured with Alarm Unit to provide alarms comprehensive remote
monitoring Control.

✔ Small power system:

This power system range is from 300 W to 8000W, which is a perfect solution for digital
subscriber line (DSL), Fiber in the loop, transmission, PBX, network components in the
telecommunication networks and data networks.

✔ Medium power system:

This power system range is from 2000 W to 18000W, which is a perfect solution for the
telecommunication networks and data networks.

✔ Bulk power system:

This power system range is from 300AW to 5000A which is a perfect solution for the
telecommunication networks (MSC, BSC) and data networks.

Telecom Outdoor Solution:

Delta Outdoor Power System is especially designed to supply the power to the telecom
outdoor equipments.
The stable design is made for different environmental conditions, which provides the
robustness for outdoor applications as well as the important protection against sun exposure
and corrosion.
The system is design as per the customer needs. Our basic design accommodates power
system, AC-DC distribution unit, 19” mountable Telecom equipments i.e. Microwave. The
complete outdoor system is equipped with all necessary and sophisticated environmental
extendable alarming system.
The integrated modular power system allows flexible adaptations. It is the key factor for the
success of this power system and it offers cost-effective and reliable solutions.

TEC COMPLIANT POWER SYSTEM:

✔ 25 A rectifier based power system is 100% compliant with TEC-GR no. GR/SMP-
01/05.JAN’2005 including BHM(Battery Health Monitoring)

38
 ✔ 50A rectifier based power system is 100% compliant with TEC-GR no. GR/SMP-
01/05.JAN’2005 including BHM(Battery Health Monitoring)
✔ 100A rectifier based power system is 100% compliant with TEC-GR no. GR/SMP-
01/05.JAN’2005 including BHM(Battery Health Monitoring)
Uninterrupted Power Systems:
Delta UPS Systems are Double conversion, Online, IGBT based using PWM Technology and
DSP / Microprocessor based platform, which provide excellent and reliable protection against all
input power disturbances. The solutions are offered in Rack-mount, Tower and Slim types
unitary and modular configurations to suit all customer needs. The vast range of solution starts
from 1 kVA basic to 4000 kVA.

Industrial Automation:
Drive:
With modern power electronic and the latest microprocessor technology available, AC Motor
Drive is able to vary output frequency and control motor speed, so as to improve mechanical
automation and save energies.
Types of drives:
✔ General Purpose Drives
✔ Modular Design/Multiple Functions Drives
✔ Fan and Pump Purpose Drives
✔ Treadmill Drives
✔ SVC Micro Drives
✔ Simple Type Drives
✔ Flux Vector Control AC Motor Drivers
✔ Elevator Drives
✔ FOC AC Drives
✔ Multiple Functions/Micro Type Drives
Motion:
✔ Rotary Optical Encoder
✔ AC Servo Drive
Components:
✔ Dc Fans
✔ Magnetic and Microwave components

Display solutions:
✔ Video Walls
✔ Digital Signage
✔ Led Walls

39
Photovoltaic Solutions
Delta Network in India

Uninterrupted Power Systems

40
 Awards and achievements

Delta Receives the BSNL Award for Best Telecom Equipment Manufacturer:
November 24th, 2009 - At an award ceremony held in Bangalore, Delta, the world's largest
provider of switching power supplies and DC brushless fans, received the "Best Telecom
Equipment Manufacturer" award from Bharat Sanchar Nigam Ltd. (BSNL), the world's 7th
largest telecommunications company based in India.

Fujitsu Presents Best Vendor Award to Delta Electronics

At its Personal Computer Supplier's Day event held on November 11th, 2009, Fujitsu presented
its Best Vendor Award to Delta Electronics in recognition of Delta's outstanding contributions in
development and manufacturing.

Delta Electronics Receives the 2009 Frost and Sullivan Green Excellence
Award:
Delta Electronics received the first Asia Pacific 2009 Frost and Sullivan Green Excellence
Award for Corporate Leadership at an award reception on October 15th in Kuala Lumpur,
Malaysia. Delta Electronics is the first Taiwanese company to receive the award.

Delta Receives International Recognition LSI Presents 2009 Best-In-Class

Supplier Award to Delta:
Delta receives international partner's recognition again. LSI Corporation presents 2009 Best-In-
Class Supplier Award to Delta for its advanced technology, high quality power suppliers,
responsiveness and supply assurance. Delta received the award at LSI Corporation sixth annual
Strategic Partner Executive Conference held on May 11 in San Jose, California, USA.

41
Delta Electronics Receives Two National Innovation Awards:
Taipei, October 7, 2008 -- Delta Electronics, Inc, announced it has received two national
innovation awards: the "Excellent Innovation Achievement Award," which is the highest award
from the Ministry of Economic Affairs sponsored 16th Industrial Technology Advancement
Awards, and the 2008 "National Invention and Creation Awards--Outstanding Contribution
Award" from the Intellectual Property Office of the Taiwan government. These two national
awards were presented to Delta for its innovation capabilities and management. Delta was
invited to attend the "Technology Night--United Award Ceremony" on October 3rd, to accept
the awards from Premier Liu Chao-shiuan of Taiwan's Executive Yuan.

Delta Electronics Receives Corporate Citizenship Award from Common

Wealth Magazine:

Corporate Citizenship is no longer just an ethical concept. It has become the new arena for
companies in both developed and developing countries to showcase their execution capabilities.
Beginning in 1997, Common Wealth Magazine added the index of Corporate Citizenship to their
"Most Admired Companies" survey. Since 2007, Common Wealth Magazine has selected its
"Top 50 Corporate Citizens" from listed companies and foreign companies in Taiwan along four
dimensions "Corporate Governance”,” Corporate Commitment","Social Engagement" and
"Environment". Delta Electronics received the Corporate Citizenship award for two consecutive
years. Moreover, Delta ranked No. 1 in the "Social Engagement" and "Environment" indices.

Delta received Inventec's "Most Valued Partner" award in year 2007:

Delta High-power BU of Power System Business Group I has received Inventec's "Most Valued
Partner" award in year 2007 for continuously providing server power solutions and services. The
award is in appreciation of Delta's outstanding R&D capability, production efficiency and
abilities of quickly responding to clients' needs in critical situations. This is also the third
consecutive year that Delta receives the award from Inventec.

DLP® is a registered trademark of Texas Instruments:

On October 16th Common Wealth Magazine revealed the results of its "2008 Most Admired
Company" survey and Delta Electronics won first place in the electronics industry for the 7th
consecutive year. . Common Wealth Magazine has held its annual Most Admired Company
survey for the past 14 years. The survey assesses competitiveness among businesses in Taiwan
based on the criteria of progress, innovation, operating performance, talent development and
long term investment.

42
“Best of the Best" & CSR Awards

2007~2008 2007 Green Partner 2003~2009 2007

Forbes Asia's Certificate from Canon Green Partner "World's first
Fabulous 50 Certificate from Sony company-wide Green
Map" - Recognition
from Green Map
System

2007 2007~2008 2005~2008 2002~2007

SFI A+ in Information Common Wealth Global Views Common Wealth
Transparency and Magazine CSR Award Magazine CSR Award Magazine "Most
Disclosure Admired Company"

Delta India among

TOP 25 Electronics
manufacturing
Company

43
Partner Recognition

2008
2007
Fujisu Siemens
Intel Supplier 2007
Computers
Achievement Rockwell Outstanding
Preferred Supplier
Award
Award

2005
2007 2005
Siemens
Nortel Supplier of SONY Special
Communications
the Recognition
Supplier of the Year
Year Award for Quality Award
Award

2004 2004
2004
Cisco Systems Microsoft Vendor of
HP Certificate of
Supplier of the
Appreciation
the Year Award Year Award

2006 2004~2006 2004 & 2005

Intel Microsoft Black & Decker
Preferred Quality Premier Vendor Supplier of
Supplier Award Award Excellence Award

2004 2003
2004
NEC Samsung
Eaton
Appreciation Appreciation
Vendor Award
Award Award

2002
2002 2001
Fujitsu Siemens
IBM Fujitsu
Appreciation
Vendor Award Vendor Award
Award

44
 2000
2000 1999
Sharp
GE Appreciation Dell
Best Supplier
Award Platinum Supplier
Award

Quality Certifications:
Delta has been awarded ISO 9001:2000, ISO 14001:2004 and OHSAS 18001:1999 certifications
for Quality Management System, Environment Management System and Occupational Health
and Safety, respectively, which is a testimony to the high quality of procedures followed in
offering our products and services to the customers.

Gurgaon

ISO 9001 : 2000 ISO 14001 : 2004 OHSAS 18001 1999

45
 Rudrapur

ISO 9001:2000 ISO 14001 : 2004 BS OHSAS 18001 : 2007

Revenue:
In business, revenues or revenue is income that a company receives from its normal business
activities, usually from the sale of goods and services to customers.
In general usage, revenue is income received by an organization in the form of cash or cash
equivalents. Sales revenue or revenues is income received from selling goods or services over a
period of time. Tax revenue is income that a government receives from taxpayers

Delta Electronics, Inc. (Delta Electronics or the “Company”) on March 11, 2010 held a meeting
of the Board of Directors, at which the Board approved the 2009 Financial Results and scheduled
the Company's 2010 regular shareholders' meeting.

The Board also approved the following:

✔ The consolidated audited 2009 sales revenues were NT$125,510,815,000, net income
after tax NT$11,657,475,000, and earnings per share NT$5.20.
✔ The Company's Board announced the set up of a compensation committee under the
regulation of Corporate Governance Best-Practice Principles for TSEC/GTSM Listed

46
 Companies. The committee is authorized to propose a compensation policy for board
members, managers, and all employees to the Board.
✔ The Company's regular shareholder's meeting is scheduled for 10:00 AM, 2010/06/15, at
Taoyuan Chuto Plaza Hotel, Golden Dragon Hall (398, Taoying Road, Taoyuan City,
Taiwan, R.O.C.). The registration of title transfer of common shares will be suspended
from 2010/04/17 to 2010/06/15 inclusively.

Delta Electronics' Consolidated Sales Revenues for February 2010

Totaled NT$9,221 Million:
Taipei, Taiwan, March 9, 2010 – Delta Electronics, Inc., today announced that its consolidated
sales revenues for February 2010 totaled NT$9,221 million, representing an 18 percent increase
as compared to NT$7,820 million for February 2009 and a 22 percent decrease as compared to
NT$11,819 million for January 2010.

The company's cumulative consolidated sales revenues from January to February in 2010 were
NT$21,040 million, a 33 percent increase as compared to NT$15,786 million for the same period
in 2009.
Percentage of sales for each Business Group/Business Unit for
February 2010:

✔ Power supply business group (PSBG) 54%

✔ Components business group (CPBG) 16%

✔ Display Solutions Business Unit (DSBU) 7%

7%
✔ Industrial Automation Business Unit (IABU)
✔ Others 16%

47
Percentage of sales for each business group

Delta Electronics' Consolidated Sales Revenues for March 2010

Totaled NT$12,428 Million:

Taipei, Taiwan, April 9, 2010 – Delta Electronics, Inc., today announced that its consolidated
sales revenues for March 2010 totaled NT$12,428 million, representing a 35 percent increase as
compared to NT$9,221 million for February 2010 and a 27 percent increase as compared to
NT$9,802 million for March 2009.

The company's cumulative consolidated sales revenues from January to March in 2010 were
NT$33,468 million, a 31 percent increase as compared to NT$25,588 million for the same period
in 2009.

Percentage of sales for each Business Group/Business Unit for March 2010:

✔ Power supply business group (PSBG) 54%

✔ Components business group (CPBG) 16%

✔ Display Solutions Business Unit (DSBU) 6%

✔ Industrial Automation Business Unit 8%

(IABU)

✔ Others 16%

48
Percentage of sales for each Business Group/Business Unit for March 2010

Valued Partners

49
Delta Group recognizes that quality is not only the result of design but also of overall company
operations. Stringent quality standards have led Delta Group to become a preferred supplier to
top-tier companies around the world. Our key customers include Apple, Dell, HP, IBM, NEC,
Fujitsu, and many more. When looking for a partner to provide the quality they require, these
world-leading companies all make the same choice: Delta Group.

3M ERRICSSON NETGEAR

NOKIA SIMENS
ACER FLEXTRONICS
NETWORKS

ALCATEL-LUCENT FOXCONN PANASONIC

AMD FUJITSU PHILIPS

PHOENIX
APPLE GE
TECHNOLOGIES

ASUS HP PLANAR

AUO HUAWEI QUANTA

BARCO IBM ROCKWELL

BHARTI INDUS SAMSUNG

BLACK & DECKER INNOLUX VOLKSWAGEN

CANON INTEL SHARP

CHI MEI INVENTEC SIEMENS

CHINA MOBILE LENOVO SONY

CHINA TELECOM LG SUN MICROSYSTEMS

CISCO MICROSOFT TELSEY

DELL MOTOROLA TOSHIBA

EATON NEC
.

50
 Questionnaire of employees

1. Sex:

Male Female

2. Age group:

25 – 35 Years 36-45 Years

46+ Years

3. Designation: _______________________

4. Experience

Less than 1 year 2-4years 5-7

years

51
 More than 7 years

5. Are you satisfied with your current job?

Yes No

6. Are you satisfied with your working environment?

Yes No

7. Are you satisfied with your salary?

Yes No

8. Does your company offer the worker’s compensation? (E.g.

:employee insurance medical care etc.)

52
Yes No

9. Do you think the financial or Non-financial benefits are more

important to you?

Yes No

10. How important to you are the benefits provided by the

company?

Very important Important

Unimportant Very unimportant

11. Our company maintains benefits that compare well to other

companies in this area

53
 Strongly agree Agree

Disagree Strongly disagree

12. I am satisfied with the company’s employee welfare programs

such as rewards, incentives, food coupons, insurance and health
care, etc.

Very Satisfied Satisfied

Dissatisfied Very Dissatisfied

13. I am satisfied with the recreational activities provided by the

company, e.g. picnics and annual dinner.

Very Satisfied Satisfied

54
Dissatisfied Very Dissatisfied

14. I am satisfied with the company’s people programs, such as

birthday announcements, valuable employee of the month,
bulletins and newsletter, etc.

Very Satisfied Satisfied

Dissatisfied Very Dissatisfied

15. Are you getting the benefits on time?

Yes No

16. Will you join another company if she offers you a better salary
but not good financial benefits?

55
Yes No

17. Are there any other comments you would like to

make:____________________________________________________________
__________________________________________________________________
________________________________________________________________

56