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 Schoo Schooll Gurg Gurgaon aon (Del (Delhi hi), ), do here hereby by decl declar aree that that this this proje project ct 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 degr degree ee or dipl diplom omaa of any any othe otherr inst instit itut ute, e, exce except pt wher wheree du duee 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 successful completion 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, 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. 3
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 current market market strengt strength h and weaknes weakness, s, competi competitor tor strate strategie gies, s, 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
Introduction
7
7
Objectives of study
21
8
Scope of study
22
9
Limitations of the study
23
6
1
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
Research Methodology
49
19
4
5
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 employ employees ees.. Dynami Dynamicc people people can make make dyn dynami amicc organi organizat zation ions. s. Effect Effective ive employ employees ees 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 organizatio organizational nal efficiency efficiency in terms terms productivi productivity, ty, quality, profits and better better customer orientation. HR can help deliver organizational organizational excellence excellence by focusing on learning, learning, quality, quality, teamwork, 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, competitive, the MNC’s MNC’s have brought in a systemati systematicc approach 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: 6
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The first first priorit priority y was to underst understand and the working working of an HR depart departmen ment. t. The variou variouss 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 Employ Employee ee benefi benefits ts are indir indirect ect means means of compens compensati ating ng worker workers; s; employ employees ees receiv receivee these these benefits above and beyond their regular salaries or wages. Unlike wages alone, benefits foster economi economicc securi security ty and stabil stabilit ity y by insuri insuring ng benefi beneficia ciari ries es against against uncert uncertain ain events events such such as unemployment, illness, and injury. Furthermore, some benefit programs serve to protect the income income and welfar welfaree of famili families. es. A common common disti distinct nction ion betwee between n direct direct forms forms of employ employee ee 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 usua usuall lly y make make up betw betwee een n 30 and and 40 perc percen entt of an empl employ oyee ee's 's tota totall compen compensa sati tion on for 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, health, lifestyl lifestyle, e, recreation recreational, al, retirement retirement,, savings, savings, and transporta transportation tion benefits. benefits. While 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 insurance and pension pension coverage coverage in particular particular—is —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 contributio contribution-defi n-defined ned programs programs where employers relinquished relinquished some of the responsibil responsibility ity to employees. With defined-benefit programs, employers determine pensions by using standard formul formulas as based based on employ employees ees'' salari salaries es and years years of servic servicee to figure figure the monthl monthly y amount amount employees employees receive. receive. Contributi Contribution-def on-defined ined programs, on the other hand, use similar formulas 8
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 Plymou Plymouth th Colony Colony settle settlers' rs' milita military ry retir retireme ement nt progra program, m, which which was establ establish ished ed in 1636. 1636. Subsequent benefit programs of note included: Gallatin Glassworks' profit sharing plan (1797); Americ American an Expres Expresss Co.'s Co.'s privat privatee employ employer er pensio pension n plan plan (1875) (1875);; Montgom Montgomery ery Ward's Ward's group group health, health, life, life, and accide accident nt insura insurance nce progra program m (1910) (1910);; federa federall tax incent incentive ivess to employ employers ers sponso sponsorin ring g pension pension plans plans (1921) (1921);; and Baylor Baylor Univer Universit sity y Hospit Hospital' al'ss group group hospit hospitali alizat zation ion 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 substa substanti ntial al social social mechani mechanisms sms that that could could provid providee econom economic ic stabil stabilit ity. y. Of import import were were the retirement provisions of the Social Security program enacted at the federal level in 1935. Taxfavored 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 seeking to improve their total pay package. As living standards standards increased, increased, moreover, 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. 9
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. Benefi Benefits ts fall fall into into ten princi principal pal catego categorie riess based based on their their functi function: on: educat education ional, al, employ employee ee ince incent ntiv ive, e, fami family ly,, gove govern rnme ment nt,, healt health, h, life lifest styl yle, e, recr recrea eati tion onal al,, reti retire reme ment nt,, savi saving ngs, s, and 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 security for employees employees who lack income as a result result of unemployment, unemployment, old age, disability, 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
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Tuition Reimbursement
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Personal Development
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Scholarships
Employee Incentive Benefits (Supplementary) ○
Anniversary Programs
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Bonuses
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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 option optional al or supple supplemen mentar tary y benefit benefitss as incent incentive ivess to promot promotee employ employee ee longev longevity ity,, 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 13
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 bene benefi fitt help helpss empl employ oyee eess becau because se thei theirr time time is more more flex flexib ible le,, and it help helpss empl employ oyer erss by maintaining morale and reducing unanticipated absenteeism. Life insurance and retirement options are another type of benefit many companies offer their employ employees ees.. These These types types of benefi benefits ts often often encoura encourage ge employ employees ees to remain remain with with the same same company because they do not want to cash in their life insurance or retirement plans. This tends to make make empl employ oyee eess more more loya loyall to the the comp compan any y beca becaus usee thei theirr futu future re is inves investe ted d with with the 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 employees as well as increase employee morale morale and improve job performance. performance. One example 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 14
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 an d/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 financial needs, gym facilities facilities to allow employees employees to fit exercise exercise into their busy schedules, schedules, cafete cafeteria riass that that sell sell reduced reduced price price meals meals to workin working g employ employees ees,, and on-sit on-sitee laundr laundry y servic services es 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 companies provide uniforms for their employees, so that workers 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 transportat transportation ion options as a benefit 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 This type type of reward reward distri distribut butes es compen compensat sation ion based based on some some establ establish ished ed formul formulaa 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 gain shar sharin ing g plan plan can can rece receiv ivee ince incent ntiv ivee awar awards ds even even when when the the orga organi nizat zatio ion n isn’ isn’tt 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 privileges at work, tickets for sporting sporting events, events, first-cla first-class ss travel travel accommodatio accommodations, ns, and generous 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 influe influence nce on employ employee ee product productivi ivity, ty, attend attendanc ance, e, and morale morale.. A flexib flexible le work work plan plan allows 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 b usinesses 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
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Education Allowance: Cost of Children’s education up to a certain age
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Leave Travel Allowance: Travel and vacation
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Medical Allowance
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City Compensatory Allowance
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Telephone/Mobile Allowance
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Entertainment Allowance
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Training/Educational Allowance
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Leave Travel Allowance
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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. •
Subsidi Sub sidized zed lunch lunch or dinner dinner provide provided d by the employe employer: r: 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 Recreational facilities: 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 ne bills bills of the teleph telephone one instal installed led at the residence residence of the Telephone Telephone Bills: Telepho 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. 19
•
Loans to employees: 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 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. •
expenditur turee incurr incurred ed by the employ employer, er, for provid providing ing Training Training of employee employees: s: Any expendi 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. •
Residenc Residencee to official officialss of Parliam Parliament ent etc etc.: .: Rent free furnished residence (including
mainte maintenanc nancee thereo thereof) f) provid provided ed to an office officerr of the Parlia Parliamen ment, t, a Union Union Minist Minister er 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: Allowance: Reimbursement of transportation transportation costs to and from work
•
Telephone/Mobile Allowance
•
Entertainment Allowances
•
Training/Educational Allowances
✔
Over Time etc.
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Object Obj ectiv ives es of study: stu dy:
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 measureand target-driven regimes."
•
I enga engage ged d in a priv privat ate e sect sector or comp company any for my empi empiri rica call study i.e. DELTA ENERGY SYSTEMS SYSTEMS GURGAON. 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 spite of everyth everything ing I have endeavor endeavor my level level best best to elimin eliminate ate barrie barrierr produc produced ed by these these limitations which are as follow:
•
Since my study sample were the Employees of the company, so it was very hard and chal challe lengi nging ng to catc catch h thei theirr preci precise se time time for for appo appoin intm tment ent for for whic which h I had had made 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.
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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 the firs firstt week week I know know abou aboutt the the comp compan any y and and how how the the comp compan any y is work workin ing. g. It is a st multinational company so it takes about two days of 1 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: 25
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 organizing New Year event I was assigned assigned to select select the location location for New Year event. In this week I visited various organizations who organize corporate events. e vents. 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 outsourced workers. The company gives me chance to work with finance department. department. I was assigned to check the data provided by the supervisors. This work was assigned by Mr. Birjesh to me.
26
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 supp lies 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 Delt a Group Headquarte Headq uarter: r: ✔
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 teleco m 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' Labor Laborat ator orie ies, s, USA, USA, for for Quali Quality ty,, Proc Procedu edure res, s, En Envi viro ronm nment ent mana manage gemen mentt and and OHSA OHSAS S 18001:1999.
Delta India is headed by Mr. Dilip Sharma (MD)
Delta mission: As a global leader in power p ower electronics, Delta's mission is, "To provide innovative, clean and efficient energy solutions for a better tomorrow." Delta is committed to environmental p rotection 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 p erson 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 de cisions 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 produ product ct improv improveme ements nts.. Repair Repair centre centre our compone component nt level level repair repair centre centre is one of the best 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 w ide range of power conversion products with w ith focus on the telecommunications, information technology, medical industry and industrial markets
Solar Inverter: Inverter: High-quality, state-of-the-art solar inverters, which are characterized by outstanding efficiencies and highly advanced technology.
Industrial Power Supply Solutions: 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: 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: 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: UPS: Delta Uninterruptable Power Systems (UPS) provide uninterrupted and reliable p rotection 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: 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 componen ts in the telecommunication networks and data networks.
✔
Medium power system:
This power system range is from 2000 W to 18000W, 18 000W, 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 p ower 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 aga inst sun exposure and corrosion. The system is design as per the customer needs. need s. 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/SMP01/05.JAN’2005 including BHM(Battery Health Monitoring)
38
✔ ✔
50A rectifier based power system is 100% compliant with TEC-GR no. GR/SMP01/05.JAN’2005 including BHM(Battery Health Monitoring) 100A rectifier based power system is 100% compliant with TEC-GR no. GR/SMP01/05.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 unitary and modular modular configurat configurations ions to suit all customer customer needs. The vast range of solution 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 provi provider der of switch switching ing power power suppli supplies es and DC brushl brushless ess fans, fans, receiv received ed the "Best "Best Teleco Telecom m 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 Delta Electr Electroni onics cs Receiv Receives es the the 2009 2009 Frost Frost and Su Sulli llivan van Gre Green en Excell Excellenc encee 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 Receives Internati International onal Recognitio Recognition n LSI Presents Presents 2009 Best-In-C Best-In-Class lass Supplier Award to Delta : Delta receives international partner's recognition again. LSI Corporation presents 2009 Best-InClass Class Suppli Supplier er Award Award to Delta Delta for its its advance advanced d techno technolog logy, y, high high quality quality power power suppli suppliers ers,, 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, 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 " 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 dimens dimension ionss "Corpo "Corporat ratee Govern Governanc ance”,” e”,” Corpor Corporate ate Commit Commitmen ment", t","So "Socia ciall Engagem Engagement ent"" 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 aw ard 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 b usinesses 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 Forbes Asia's Fabulous 50
2007 Green Partner Certificate from Canon
2007 2007~2008 SFI A+ in Information Common Wealth Transparency and Magazine CSR Award Disclosure
2003~2009 Green Partner Certificate from Sony
2007 "World's first company-wide Green Map" - Recognition from Green Map System
2005~2008 Global Views Magazine CSR Award
2002~2007 Common Wealth Magazine "Most Admired Company"
Delta India among TOP 25 Electronics manufacturing Company
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Partner Recognition
2008 Fujisu Siemens Computers Preferred Supplier Award
2007 Intel Supplier Achievement Award
2007 Rockwell Outstanding
2007 Nortel Supplier of the Year Award
2005 SONY Special Recognition for Quality Award
2005 Siemens Communications Supplier of the Year Award
2004 Cisco Systems Supplier of the Year Award
2004 Microsoft Vendor of the Year Award
2004 HP Certificate of Appreciation
2006 Intel Preferred Quality Supplier Award
2004~2006 Microsoft Premier Vendor Award
2004 & 2005 Black & Decker Supplier of Excellence Award
2004 NEC Appreciation Award
2004 Eaton Vendor Award
2003 Samsung Appreciation Award
2002 IBM Vendor Award
2002 Fujitsu Siemens Appreciation Award
2001 Fujitsu Vendor Award
44
2000 Sharp Best Supplier Award
2000 GE Appreciation Award
1999 Dell Platinum Supplier
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 Occ upational 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 revenue s 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 1 0:00 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 Perc entage of sales for each Business Group/Business Group/Bus iness 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 %
✔
Disp Displlay Solu Soluttions ons Bus Busiines ness Uni Unitt (D (DSBU) SBU)
6%
✔
Industrial Automation Business Unit (IABU)
8%
✔
Others
16%
48
Percentage of sales for each Business Group/Business Unit for March 2010
Value Valued d Par Partne tnerrs
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
ACER
FLEXTRONICS
NOKIA SIMENS NETWORKS
ALCATEL-LUCENT
FOXCONN
PANASONIC
AMD
FUJITSU
PHILIPS
APPLE
GE
PHOENIX 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
D EL L
MOTOROLA
TOSHIBA
EATON
NEC
. 50
Questionnaire of employees
1.
Sex:
Male
Female
2. Age group:
25 – 35 Years Years
36-45 36-45 Years Years
46+ Years
3. Designation: _______________________ _______________________
4. Experience
Less than 1 year
2-4years
5-7
years
51
More than 7 years
5. Are you you satisfied with your current job?
Yes
No
6. Are you satisfied with with your working environment?
Yes
No
7. Are you satisfied satisfied with your salary?
Yes
No
8. Does Does your company company offer offer the worker worker’s ’s compen compensat sation? ion? (E.g. (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. 10. How How impo import rtan antt to you you ar are e the the bene benefi fits ts prov provid ided ed by the the company?
Very important
Unimportant
Important
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
Dissatisfied
Satisfied
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 satisfied with the company’s people programs, programs, such as birthday announcements, valuable employee of the month, bulletins and newsletter, etc.
Very Satisfied
Dissatisfied
Satisfied
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:_______________ make:_____________________________ ____________________________ _____________________________ _________________ __ _____________________________ ___________________________________________ _____________________________ _______________________ ________ _____________________________ ___________________________________________ _____________________________ _____________________ ______
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