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A
PROJECT STUDY REPORT
ON
“Work life balance”At Pyro Lead-Zinc Smelter
Hindustan Zinc ltd
SUBMITTED IN PARTIAL FULFILLMENT FOR THE
AWARD OF DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION
PARISHKAR COLLEGE OF GLOBAL EXCELLENCE
SUBMITTED BY:- SUBMITTED TO:-
LOKESH KUMAR JANGID MISS EKTA SHARMA
(B.B.A. Final Year) (H.O.D. of B.B.A.)
1
ACKNOWLEDGEMENT
I express my sincere thanks to my project guide, Miss Ekta Sharma, for guiding
me right from the inception till the successful completion of the project. I sincerely
acknowledge him for extending their valuable guidance, support for literature,
critical reviews of project and the report and above all the moral support he had
provided to me with all stages of this project.
I would also like to thank the supporting staff of Parishkar College of Global
Excellence , jaipur for their help and cooperation throughout our project.
LOKESH KUMAR JANGID
B.B.A Final Year
2
DECLARATION
I, Lokesh Kumar Jangid, Student of BBA Session 2010-2011, declare
that the present work titled “WORK LIFE BALANCE” is an original work. I
anywhere else for the award of any degree/ diploma/ certificate or for any
prize have not submitted this project report. All the data given in the report
is to the best of my knowledge and all references whether of any person or
organization can be crosschecked.
Deepak Betala
3
PREFACE
Fundamental changes are taking place in India particularly during last 10
years. The thrust of the changes have been to make the economy “outward
looking “.this has meant a near complete departure from the policies which
the Govt has been pursuing since independence .Infact the wings of changes
were being observed right through the eighties but liberalization and
outward looking park of this period, which mainly encouraged imports for
domestic consumption was rather ill conceived. It did however; one the
outcome of the policies was that there opened up the debate and in a way
prepared the Govt industry and trade unions for the urgency of undertaking
reforms.
This policy, however, did not address itself to the problems of industry
and industrial relations. Despite this, the contents of the policy became
controversial. In 1991, the economy situation particularly in the adverse
balance of payments reached a level of cries proportions and the then Govt
had to pledge goal to meet its immediate import requirements. Subsequently,
new economic policies (NEP) were formulated. Some of the imp ones were
the devaluation of rupee, intro of new industrial policy, trade and fiscal
reforms leading to casing of import & export restriction &full convertibility
of rupee. These policies have affected the fundamentals of the growth
strategy & the imp attached to the factors of production i.e. capital & labour
which in turn has changed the entire fabric of labour relations in industry.
We have just entered into the new millennium, which is likely to bring its
own share of new opportunity, new circumstances &
4
new challenges, although there are multitude of changes, some of the imp
ones that the are prepared to face are –Build-up of resource, environment,
research development,, quality assurance, rapidly changing business world,
product development, human resource management & public relations.
Keeping all the points in mind the HINDUSTAN ZINC LIMITED is
taking steps by adopting the work life balance survey to overcome the
shortages and dissatisfaction level of the employees to achieve the goals of
the company for becoming a successful industry. I have tried my level best
to study the work level of the employees in HZL.
5
EXECUTIVE SUMMARY
HINDUSTAN ZINC LIMITED was established from
the erstwhile metal Corporation of India (MIC) on 10th January 1966
as public sector undertaking. In April 2002, the government of India
disinvested its majority stake in HZL, and it became a part of fast
growing Sterlite group. The existing plant at Chanderiya was
established in year 1989.
This plant obtains raw materials from mines at Zawar
mines, Rampura Agucha mines and Dariba mines. Hindustan zinc ltd.
Operates smelters based on pyrometallurgical and hydrometallurgical
(Chanderiya lead zinc smelter, Debari and Vizag zinc smelters)
process routes. Now HZL is associated with brand group Vedanta.
Vedanta is India’s only integrated zinc producer. The zinc business of
Vedanta is managed with in Hindustan zinc limited.
STUDY OF PRESENT PROCEDURE RELATED TO
THE EMPLOYEE SATISFACTION in CLZS and to know how much
they are satisfied with the company is the main objective of this
project. The responses of employees were collected through series of
questionnaires. I have used structured questionnaire for the analysis of
the same.
A systematic approach is essential for any project work.
Each and every step must be planned in such a manner that it leads to
next step. The scope of the study was restricted to the organization.
6
All the employees were taken for taken into account for the study. A
sampling was done on random basis and sample size was 450
employees. There are some limitations to this process which might be
having some kind of effect over the conclusions derived from the
study.
7
CLZS (CHANDARIA LEAD ZINC SMELTER)
HZL (HINDUSTAN ZINC LIMITED)
The Chanderiya Lead Zinc Smelter is one of the modern smelting units
situated in the north of Chittorgarh. The plant is in PUTHOLI, 12km. from
CHITTORGARH.
The production & process of HZL is distributed in five plants these
plants are following
1. CES plant
2. Hydro plant
3. Pyro plant
4. New Lead plant
5. CPP plant
Now the production of lead and zinc is obtaining from
PYRO PLANT and HYDRO PLANT .The New Lead plant is under
construction process .
8
CONTENTS PAGE NO.
CHAPTER1 : INDUSTRY PROFILE
1.1 What is Life Insurance?.................................................1
1.2 Origin of Life Insurance………………………………4
1.3 Origin of Life Insurance in India……………………..4
1.4 About the company.………………………………….. 5
CHAPTER2 : COMPANY PROFILE
2.1 Objectives………………………………………
7
2.2 Scope…………………………………………....7
2.3 Limitations……………………………………..8
CHAPTER3 : INTRODUCTION OF TOPIC
3.1 Research Approach……………………………9
3.2 Research Instrument…………………………. 9
3.3 Sampling Plan…………………………………10
CHAPTER4 : RESEARCH METHODOLOGY
CHAPTER5 : OBJECTIVE OF STUDY
5.1 Findings………………………………………..24
5.2 Recommendations…………………………….26
CHAPTER6: PROBLEM AREA………………………………………………28
CHAPTER7:FINDINGS AND CONCLUSION
CHAPTER8:LIMITATION OF STUDY
CHAPTER9:RECOMMANDATION
BIBLIOGRAPHY………………………………………………………………...29
ANNEXURE…………………………………………………………………….30
9
INDUSTRYPROFILE
10
* VEDANTA PROFILE*
INTRODUCTION TO VEDANTA GROUP
Vedanta is a London listed metals and mining company. Our
principal operations are located through out India but with additional
operations in Zambia and Australia. The major metals produced are
aluminum, copper, zinc and lead.
Vedanta is a over US $ 3 billion, London Stock Exchange
listed and FTSE 100 metals and mining global major has interests in
aluminum , copper ,zinc ,gold, silver and lead with operations in India,
Australia, Armenia and Africa . With a talent pool of about 25,000
employees globally, the Group has a clear focus on achieving and sustaining
global leadership in the non ferrous metals business.
Chairman – Mr. Anil Agarwal
Deputy Chairman – Mr. Navin Agarwal
Chief Executive Officer – Mr. Kuldeep Kumar Kaura
National presence
Sterlite Industries (India) Ltd (SIIL)
11
Hindustan Zinc Limited (HZL)
Bharat Aluminum Company Ltd (BALCO)
The Madras Aluminum Company Ltd (MALCO)
Vedanta Alumina Ltd. (Alumina and Aluminum Projects)
Global presence
Copper mines of Tasmania, Tasmania
Konkola Copper Mines, Zambia
Ararat Gold Recovery Company (Sterlite Gold Ltd.),
Armenia
Sterlite Group has also strong presence in Optical cables business
through Sterlite Optical Technologies Ltd. (a non Vedanta Company)
Vedanta is India’s only integrated zinc producer. In May 2005 a new
smelter was commissioned, expanding capacity to around 4, 00,000tpa from
2, 20,000tpa. The principal operations are in Rajasthan, dominated by the
Rampura, Agucha mine.
There is also smelting capacity at the east coast port of Vizag. Last
year the division made EBITDA of $219m or 48% of total group earnings.
The zinc business of Vedanta is managed with in HINDUSTAN
ZINC LIMITED. HZL is only India’s integrated zinc company, operating
from mine to finished metal and supplies around 75% of India’s zinc
requirements. At the base of the company is the Rampura Agucha mine—
which is highly regarded for its low cost and consistently high grade ore.
12
The company produces some 2, 10,000tpa of zinc. Expansion has
taken place to increase output from the Rampura Agucha mine along with
larger facilities at the near by Chanderiya smelter. This will take total
Production to some 4, 00,000tpa. Exploration work is taking place
around the mine, following the successful drilling in the year to March 2005.
The ore produced at the mines contains lead which is smelted along
side the zinc. Last year the company produced around 35,000 tones of lead.
This is being expanded to 85,000 tones, due for commissioning by March
2006.
Zinc is used mainly in galvanizing steel to improve its durability. HZL plays
a role in developing the market for the end product. The capacity for
galvanized steel in India is increasing significantly, due to the demand for
the product in infrastructure and construction work.
A leading producer of key commodities in India
FY2006 Group turnover :
US $ 3,702 million *
FY2006 Group EBITDA :
US $ 1,102 million *
Investment of over $2 billion in Brown/ Greenfield projects indicating
substantial future growth
Corporate purpose
“Harnessing natural resources in harmony with nature to
enhance economic well being and quality of life”
13
Core Values
Trustworthy
Entrepreneurial and Innovative
Concern for the Environment
Respect and care for people
Passion to excel
VEDANTA DNA: “HUMBLE”, “SMART” and
“HUNGRY”
VISION
Be a world-class company, creating value, leveraging mineral
resources and related core competencies
MISSION
Be a globally lowest cost zinc producer, maintaining
market leadership
One million tone Zinc-Lead metal capacity by 2010
Be innovative, customer oriented, and eco-friendly
maximizing stake-holder value
14
HR Vision
To become an organization
That attracts best mining and smelting talent in the
country and offer opportunities for accelerated learning
and growth
That offers an enjoyable and challenging environment for
its employees to willingly and continually deliver against
stretch goals
That has best in class manpower productivity in the
world
That is recognized for empowerment of its people and
their creative contributions
Vedanta Resources - Company Profile Snapshot
Company Profile: Vedanta Resources
Ticker: VED
Exchanges: LON
2006 Sales: 2,081,700,000
Major Industry: METAL PRODUCERS & PRODUCTS
MANUFACTURERS
Sub Industry: DIVERSIFIED METAL PRODUCERS
Country: UNITED KINGDOM
Employees: 22703
15
COMPANY PROFILE
Tender Glossary Careers Sitemap Contact Us Disclaimer Privacy Policy
Hin
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16
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20
HINDUSTAN ZINC LIMITE PROFILE
General Information
Organization Type/Location: Parasitical in India
Nick name/Abbrev.: HZL
Business Sector(s): Mining - Copper Mining, Zinc and Lead Mining
Find Related: [News Items | Pages]
Nature of Business
Hindustan Zinc Ltd. (HZL) is a vertically integrated natural resources
enterprise, headquartered at Udaipur, Rajasthan, and has broad
operations ranging from exploration, mining, ore processing to
smelting of non-ferrous metals The company is INDIA’S largest lead
and zinc producer
Related Organizations
Shareholder: Government of India
Shareholder: Vedanta Resources plc (64.9%) - London,
United Kingdom
21
Related Facilities:
Share in: Agnigundala - Lead Mine / Quarry near Hyderabad,
India
Share in: Rajpura Darbia - Zinc Mine / Quarry near Udaipur,
India
Share in: Rampura Agucha - Lead Mine / Quarry near Udaipur, India
Share in: Sargipali - Lead Mine / Quarry in India
Share in: Zawar Mines - Zinc Mine / Quarry near Udaipur, India
Industry Activities by Country:
Zinc and Lead Mining – India:
HZL operates several large opencast and underground Lead - zinc mines
and smelters throughout India.
Contact Information:
Hindustan Zinc Ltd
Tel: +91 294 52-9183
Fax: +91 294 52-6443
Web site: www.vedanta.co.in
Office Address:
Yashad Bhawan
Udaipur
313004
India
22
HINDUSTAN ZINC LIMITED
HINDUSTAN ZINC LIMITED (HZL) is India’s leading producer in zinc.
a vertically integrated mining and smelting company , HZL, is currently
gearing up to become a global lowest cost producer. As a part of Vedanta
resources, a London listed metals and mining major with aluminum, copper
and zinc operations in UK, India and Australia, HZL takes its advantage of
its mineral resources and related core competencies and believes it has
growth opportunities for increasing products and improving returns.
HZL constantly reviews pollution control and environment safety
monitoring systems at all its mining and smelting units. Dust emission
control, plants tailing ponds for solid waste disposal and secure
containments, water reclamation system effluent treatment plants, gas
cleaning, treatment units ,a forestation effort, management of solid waste
and much more to keep its operations eco-friendly.
HISTORY OF HINDUSTAN ZINC LIMITED
Hindustan zinc limited was created from the erstwhile metal corporation of
India (MIC) on 10 th Jan 1966 as public sector undertaking. In April 2002,
the government of India, disinvested its majority stake in HZL, and it
23
became a part of fast growing sterlite group. Since then HZL has been
growing from strength to strength.
HZL produces zinc, lead and other by products including Sulphuric acid,
silver. HZL achieved an all time high record output of 2, 61,226 tones zinc
and 6, 14,936 tones of record production of zinc concentric during 2003-04.
Today HZL is India’s leading metal producer. HZL is a vertically integrated
mining and smelting company, gearing up to:
Harnessing mining resources to help India to achieve self-
sufficiency in zinc.
Become a global leader in zinc.
Creates value for all entities whether in customer,
investors, or employees.
Constant innovation, meticulous attention in detail, extensive investment in
R&D and technology are the hallmarks of HZL making it a multi unit and
multi-product company.
HINDUSTAN ZINC Ltd. (HZL)
Hindustan Zinc Ltd. operates smelters based on pyrometallurical
(Chanderiya lead zinc smelter) and hydrometallurgical (Debari and Vizag
zinc smelters) process routes. The Chanderiya lead zinc smelter is one of the
most cost-efficient pyrometallurgical zinc smelter in world.
Vision:-
Being a world class zinc company, creating value, leveraging mineral
resources and related core competencies.
24
Mission:-
Be a lowest cost zinc producer on global scale, maintaining market
leadership.
Be innovative, customer oriented and eco-friendly, maximizing stake
holder value.
Highlights:-
The only integrated zinc producer in India.
Refined zinc production capacity 2, 30,000 Tpa.
Refined lead production capacity 35,000 Tpa.
One treatment plant capacity 4.6Mtpa. Continuous operational
improvements, meticulous planning, constant innovation, extensive
R&D, technological up gradation and so much more. HZL has come a
long way and grown into a multi-unit and multi-product company.
Corporate Philosophy:-
To upload a reputation for integrity, honesty, straight forward &just
dealing.
To be committed to the quality of its products.
To be committed to its customers.
To be innovative in approach and thoughts.
To be open, friendly, sincerely and humane in behavior and attitude.
To contribute to the community as a part our social responsibility.
25
To maintain and improve working environment by eco friendly
processing.
To be a market leader.
AWARDS:-
YEAR 2003 NATIONAL SAFETY AWARD
YEAR 2003-04 GREANTECH SAFETY AWARD
YEAR 2004-05 GREANTECH SAFETY AWARD
HZL milestones at a glance:-
2005-06 Chanderiya hydrometallurgical zinc plant begins
Production
Chanderiya Ausmelt lead plant begins production.
2003-04 sterlite acquires additional share of 18.92% from the
Govt. of India Under calls option.
2002-03 Sterlite acquires 26% and management control in HZL from
the govt. of India in privatization. A further 20% is brought
from market through an open offer
1991 Chanderiya pyrometallurical lead zinc smelter and rampura
Agucha mine begin production.
26
1983 Rajpur Dariba mine starts production.
1977 Vizag zinc smelter and second set of Zawar mines facilities
Commissioned.
1971 First expansion of Zawar mine commissioned.
1968 Debari smelter commissioned.
1942 Commencement of mining at Zawar.
ACCOLADES TO HZL
2006-2007
VZS won Golden Peacock Award for Environment Management category.
CLZS won Bhamashah Award by Govt. of Rajasthan.
RAM won Gem Granite Environmental Award 2005-06 under
mechanized category by FIMI. RAM also won Greentech Environment
Excellence Silver Award in Mining Sector by Greentech Foundation.
CLZS, VZS & ZAWAR MINES won Greentech Environment
Excellence Gold Award in Metal & Mining Sector by Greentech
Foundation.
HZL won Golden Peacock National Training Award for the year 2006
2005-2006
HZL won Best Non – Ferrous Metals Company Award from Indian
Institute of Metals
RAM won National Energy Conservation Award from Ministry of Power,
Govt. of India. Award received by the President of India. RAM also won
27
Excellence Award in Opencast Mechanized mines category at 16th Mine
Environment and Conservation week RAM also won the Greentech Safety
Silver Award for Health & Safety.
VZS won the Best Management Practices Award from Govt. of A.P. VZS
also won the Greentech Safety Platinum Award for Health & Safety &
Greentech Environment Excellence Award.
CLZS won the Greentech Safety Bronze Award for Heath & Safety.
ZAWAR MINES won Overall Best Performance Shield and 10 Prizes in
Community Development
RDM won Overall Best Team Award and Best Team Member Ward in All
India Mines Rescue competition organized by DGMS Dhanbad.
All Mines & Smelters are certified for ISO 9001, ISO 14001 & OHSAS
18001.
2004-2005
VZS won May Day Award 2005 for Best Management for its outstanding
contribution for in maintenance of Industrial Relations, Social Welfare and
productivity. VZS also won the Award for Occupational Heath & Safety
(OHSAS 18001) at National Safety Day Celebration held on 4th March 2005
at Hyderabad.
28
RAM won the First Prize at 18th Mines Safety week in the
categories: Opencast Working, Explosive Management (Storage, Transport
and Use), Welfare Amenities, Protective equipment VTC. Mine Lighting,
Mine Plans and record keeping and Overall Performance.
RDM bagged the First Prize in afforestation / plantation, waste dump
management at 5th mine and Mineral Conservation week 2004 at J.K
Cement, Nimbahera. RDM also won Best team Award on Recovery at All
India Mine Rescue Competition 2004-05 at Mahanadi Coal Field Limited,
Talchar.
2003-2004
VZS won National Award for best HRD practices for 2003-03 from
Indian Society for Training & Development.
CLZS has been awarded National Safety Award 2003 by the British
Safety Council, London
RAM has been awarded certificate of Honor at the 14th Mines
Environment & Mineral Conservation week 2003-04, under the aegis of
Indian Bureau of mines, Ajmer region in the field of “Merit of Overall
Excellence”.
29
RDM won First Prize in Air pollution and Management of sub-grade
mineral at the 14th Mines Environment & Mineral Conservation week
2003-04. RDM also Overall Award in mechanized underground mines
and other prizes at 27th Regional Mines Safety competition at Lakshmi
Cement, Sirohi. RDM also won Fresh Air Trophy at All India Rescue
Competition 2003-04 at Singareni Collieries, Andhra Pradesh.
SAFETY
Safety is one of the fundamental needs of all living beings. Accident
is an unwanted event and held due to carelessness. So necessary
precautions should be taken to avoid such accidents. In order to get the
best out of an ‘individual’, his physical safety is essential. The following
are two main reasons, which include the accidents:
UNWANTED ACTS
UNWANTED CONDITIONS
In an accident occurred by the unwanted acts, the workers are directly
responsible. These types of accidents are held by improper acts,
30
carelessness, shortcuts for completing work early by keeping awareness,
patience in doing work.
The main reasons which motivate the accidents in the form of
unwanted acts are as follows:-
Use of machine or equipments without permission.
Filling and loading the materials improperly.
Keeping high speed of machine.
Maintaining, oiling and greasing the machine in running
Conditions.
Standing in unsafe conditions.
During working attracting the attention of other workers.
Use of unsafe tool and safety equipments.
Lifting and keeping the material unsafe.
Disobey the instructions and rules.
SAFETY RULES
There are many safety rules for safety but main golden rules are as
follows:
Comply with all safety rules and regulations.
Correct or report unsafe conditions immediately to supervisor.
Wear rotating safety equipments only when authority is given.
31
Use right tool for the right job and use it safely.
Keep the workplace clean and tidy.
32
SAFETY EQUIPMENTS (PPE’S)
Safety belt.
Safety shoes.
Ear muff.
Face shield.
Safety helmet.
Acid proof glasses.
Air stream helmet.
Dust and gas mask.
Apron.
Hand gloves.
ESTABLISHMENT OFFICE
7.1 STANDING ORDERS
1.0.0 SCOPE OF ORDERS:
These standing orders shall apply to all
“WORKMAN”( as defined in standing orders under
clause 2.6.0) employed at CLZS, Chittorgarh & associated
plants of HINDUSTAN ZINC LIMITED,
CHITTORGARH. These orders shall come into force
33
from the date as provided under section 7 of industrial
employment (standing orders) act. 1946.
2.6.0 “WORKMAN” for the purpose of these standing orders
shall mean all categories of employees as classified under
clause
3.0.0 Of these standing orders and as per definition of
workman given under sec.2 (1) of the industrial
employment (standing orders) act.
2.7.0 “MANAGER” includes the manager or the manager
appointed under the factory act,1948 or acting manager
and any other officer nominated by the managing director
as manager authorizing him to exercise any or all the
powers of the purpose of these standing orders.
2.12.0 “TERMINATION OF SERVICE” shall mean
termination which is neither “DISCHARGE” nor
“DISMISSAL” and the workman concerned shall remain
entitled to all the benefits such as one month notice or pay
in lieu there of gratuity as per provision of the payment of
gratuity act, 1972.
34
CLASSIFICATION OF WORKMAN
The workman shall be classified as under
1. Permanent workman
2. probationary workman
3. temporary workman
4. badli workman
5. casual workman
6. apprentice or trainee
WORKING HOURS
The period of hours of work for all classes of workman of
each shift shall be displayed in English and Hindi on the
notice board as required under the factory act.
8.0.0 SHIFT WORKING
More than one shift may be work or discontinued or the
timings of the shifts altered in department or section
after notice and in accordance with the provisions of
factory act and industrial dispute act. Such notice shall
be displayed on notice board. Workman working in
shifts for in general shifts is liable to be transferred from
one shift to another or general shift to other shift and
vice-versa with prior information.
35
17.0.0 DEDUCTION OF WAGES
Damage to or loss of goods or property expressly
entrusted to a workman or for loss of money fro which
he is accountable may be made in accordance with the
provision of the payment of wages act and rules framed
there under.
FINES
No fine shall be imposing except in accordance with the
payment of wages act and rules framed there under.
19.0.0 CONDUCT
A workman shall conduct himself soberly and
temperately at all times while on work premises including colony and
shall show proper respect and civility to all concerned and shall use
his best endeavor to promote the interest for the company and to
maintain and promote the good reputation thereof.
36
TIME OFFICE
OFFICE PROCEDURE
Function: 5.1.0 PAY ROLL:-
For the preparation of the salary and wages, we need the data of
attendance, leave, overtime, basic pay and allowances payable.
5.1.1 ATTENDANCE:
Attendance is recorded in muster rolls. Every employ at the time of
reporting for duty punches his card in the punching machine to record
his incoming time. In case of workman out punching is also required
to record the time of leaving the plant. The time so recorded in the
punching machine is captured in the machine in the PC installed in the
Time Office.
After punching the card at the time of reporting for duty, the employ
reports duty in his department. The department sends the attendance
of all the employees reporting in the shift in the prescribed format.
The attendance so received is cross checked with the punching and in
the case of discrepancy the matter is reported for clarification.
The average number of workers daily employed should be calculated
by dividing the aggregate number of attendance on working days (i.e.
man-days worked) by the number of working days in the year. In
37
reckoning attendance, attendance by temporary as well as permanent
employees should be counted and all employees should be included
whether they are employed directly or by contractors. Attendance on
separate shifts (nights and day shifts), should be counted separately.
Days on which the factory was closed for whatever cause and days on
which manufacturing processes were not carried on should be treated
as working days. Partial attendance for less than half a shift or more
such a day should be treated as full attendance.
On the basis of the attendance so received the attendance is marked in
the muster roll.
5.1.2 LEAVE:-
Employees availing leave apply for leave in the prescribed form and the
leave application signed by the sanctioning authority is sent to Time Office.
Time Office maintains a leave register for Privilege Leave and a leave
register for sick leave, casual leave and optional holidays. It is checked that
the leave applied for is in order as per the rules; there is a leave in balance in
the account of the employee. If so, then the entry is made in the leave
register and the leave is marked in the muster roll in the appropriate column.
38
TYPES OF LEAVES:-
SICK LEAVE
Every workman shall be entitled to 10 days sick leave on full pay in a
year, with a right to accumulate up to 120 days. Entitlement and grant
of sick leave will be regulated.
CASUAL LEAVE
Every workman in regular pay scale will be entitled to 8 days casual
leave in a full calendar year on pro-rate basis.
NATIONAL AND FESTIVAL HOLIDAYS
Eight holidays which include 5 Festival holidays and 3 National
holidays falling on 26 January, 15 August, and 2 October will be
given in a year to each workman. Festival holidays will be declared in
the beginning of each year.
In case of Festival / National holiday falls on weekly off day, a
workman can avail and additional optional holiday from the list of
optional holidays or a compensatory off on and day with in two
months immediately fooling the months in which the weekly half was
39
due to them, with prior permission of the competent authority as per
prescribed procedure.
QUARANTINE LEAVE
It may be granted to workman who is necessitated by order not to
attend the duty in consequence of the presence of any infectious
disease in his family or house hold. Such a leave is granted on the
Certificate of a medical or public health officer for a period not
exceeding 30 days
HALF PAY LEAVE
It can be granted to the workman under going prolonged treatment for
such a disease as TB, Cancer and Leprosy in the Co.’s hospital or in
an instituted preferred by the Co.’s medical authorities. Half pay leave
will be admissible at the rate of 15 days for every completed year of
service in the company after exhausting all PL/SL available at credit.
ADVANCE HALF PAY LEAVE
It can be granted to a workman undergoing prolonged treatment for
such disease as TB, Cancer and Leprosy in the Company’s Hospital or
in an institute refereed to by the Company’s Medical Authority.
Advance half pay leave will be allowed for a maximum of 6 months
duration to a workman who has exhausted all accumulated PL/SL and
half pay leave at his credit. This leave will be adjusted to the extent of
40
50% of future PL and SL due to his credit at the end of each
subsequent calendar year.
Based on the attendance and leave the days for which the payment is
to be made for in a particular month is ready.
5.1.3 ALLOWANCES
Beside normal wages, an employee is entitled to certain allowances.
1. OVERTIME
Overtime is payable when an employee works beyond his normal
working hours on any day. In such cases an overtime memo is
prepared by the department and signed by the sanctioning authority.
The memo is then sent to Time Office. An overtime register is
maintained in the time office where in entry of over time is made.
Based on this the data for overtime is prepared for being paid long
with the next months salary.
Miscellaneous allowances, such as H.R.A., R.L.T.E., Washing
allowances, Night shift allowances etc are also paid as per rules.
Besides earning data, recoveries such as electricity charges for
employees living in company’s township are calculated on the basis
of consumption data furnished to Time Office.
TYPES OF OVERTIME:-
A. No Reliever /Absenteeism
41
When an employee is absent, the employee who works in the place of
absent one is entitled to do overtime.
B. Breakdown
In case of any machine or any equipment is not working properly, the
worker repairing the machine is entitled for overtime, if he has to
work more than his working time.
C. Exigency
Overtime done by any worker due to any sudden accident comes
under exigency overtime.
D. Paid Holiday
Paid holidays are the national and festival holidays that are taken by
the employees and the employee substituting him is entitled overtime.
Finally the various data prepared are given in prescribed format to the
IT department to prepare the payroll.
2. PRODUCTION INCENTIVE
Time Office furnished data for calculation of production
incentive payable to workman. Production incentive payment to
an executive is prepared by Time Office.
3. SALARY/ STIPEND OF GET/APPRENTICES
Graduate engineering trainees/ apprentices are paid salary/stipend on
monthly basis. The salary stipend is prepared by Time Office.
42
4. FESTIVAL ADVANCE
On the application of employees festival advance bill is prepared.
They can draw festival advance once in a year, subject to
the condition that the previous festival advance drawn has been fully
refunded.
5. LEAVE TRAVEL CONCESSION
The employees are entitled to LTC or payment in lieu thereof. Those
opting for payment in lieu of LTC give option at the beginning of the
four year block. Such employees are paid encashment amount per
year as per rules. those not opting for encashment of LTC may avail
home town LTC twice in a block of 4 years(once in each sub-block of
two years) or may avail any where in India LTC in lieu of one
hometown LTC. The employee may also choose to go up to a
distance of 750km. in lieu of home-town LTC.
The LTC encashment bill is processed by Time Office, and LTC
claims are processed by Time Office.
6. LEAVE ENCASHMENT
Employees can avail leave encashment to the extent of 50% of the
balance privilege leave due, in every alternate year.
Necessary record is kept in leave register and leave encashment
register.
43
7. FINAL PAYMENT BILLS
Final payment of workman who leaves employment of the company
is prepared for submission to authorities:
- Daily overtime analysis report.
- Monthly man power utilization report.
- Monthly classified overtime report.
- Monthly report in LTC expenditure.
- Monthly form 12.
- Form L of gratuity, as and when case arises.
WELFARE AND CONTRACT SECTION
6.1 OFFICE PROCEDURE
6.1.0 GATE PASS
When any contractor is awarded work order for execution of any work
where in engagement of any labour is involved, the entry of the
contractor and his labour is regulated by gate pass.
In case where the contractor labour is more than 20 or more the
contractor is required to obtain license from the licensing authority.
On the application of contractor an application in Form-v is given to
the contractor for the purpose.
44
Before a gate pass is issued, the contract labour must be a member of
the PF and ESI. if the labour is not a member he has to fill up the
prescribed format and submit the same so that his application is sent
to the concerned authority for enrolling him.
The contract labour must be declared fit for the work in the factory by
authorized medical authority. Form-30 of the fitness is to be submitted
by the contractor in the respect of his labour.
The contractor must give a character certificate as prescribed, in
respect of his labour.
The contractor must make the application for issue of gate pass in the
prescribed format. The application must be recommended by the
executive in charge of the department under whom the work order is
executed. The safety department must give clearance for the issue of
gate pass; the worker has been imparted safety training.
The contractor prepares the gate pass register in which the photograph
of the labour engaged is affixed and details of issue of gate passes are
recorded. A photo gate pass is issued to the contract labour.
REGULATING GATE ENTRY
The number of gate passes to be issued under any work order and the
number of persons to be engaged daily is kept within the prescribed
limit. Periodically, the department submits its projected daily
requirement of labour and accordingly, the gate authority is instructed
to allow the number of labors within the given limit.
45
6.1.1 ATTENDANCE OF CONTRACT LABOUR
The gate authority submits a report on number of contract labour
allowed inside the plant of any contractor /under a work order. Like
wise the department utilizing the labor submits report on number of
contract labor reported on previous day. The two reports are regularly
analyzed.
6.1.2 ESI
E.S.I SCHEME
Introduction: ---
In addition to necessitate of food, clothing, housing etc., man needs
security of physical and economic distress consequences upon
sickness, disablement etc. the employees state insurance scheme is an
integrated measure of social insurance embodied in the employees
state insurance antagonist the hazardous of sickness, maternity,
disablement and death due to employment injury and to provide
medical care to insured person.
Identity card: ---
On registration every insured person is provided with a “temporary
identification certificate” which is valid ordinarily for a period of 3
months but may be extended ‘if necessary’ for a further period of 3
months. If you lose your identity card before
46
it has run its normal life’ a duplicate card is issued on payment as
prescribed.
Rate of contribution: ---
Contribution payable in respect of an employee comprise of
employer’s contribution and employee’s contribution prescribed in
schedule 1 of the act.
An employee covered under the scheme has to contribute 1.75% of
the wages whereas; an employer contributes 4.75% of the wages
payable to an employee. The total contribution in respect of an
employee has works out to 6.50% of the wages pay
Employees exempted from payment of contribution: ---
Employees earning less than Rs 40 a day are exempted from
payment of contribution.
Contribution period: ---
Workers covered under the ESI act, are required to pay contribution
towards the scheme on monthly basis. a contribution period means a
six month time span from 1st April to 30th September and 1st October
to 31st march.
Registration under the ESI scheme: ---
An employee is required to fill in a declaration form. The employee is
then allotted a registration number, which distinguishes and identifies
47
the person for the purpose of the scheme. A person is registered once
and once only his entry in insurable employment.
Every month the ESI deposited by the contractors is
remitted through challan to authority. Subsequently, details of
amount deposited are intimated by latter to the ESI manager /local
office.
a half yearly return giving details of ESI amount
deposited in respect of each worker during the half year ending march
and September is submitted to the ESI authority.
6.1.3 PAYMENT TO CONTRACT LABOUR:---
The contractor is required to make payment to the labour engaged
during the previous month, as per provisions of work order. He is also
required to deposit the PF, ESI etc. in respect of labour as per laws.
LABOUR PAYMENT: ---
1. Every contractor should make a labour payment on or before 7 th of
each month in the presence of authorized representative.
2. Every contractor has to deposit ESI before 17th of each month and
copy of respite may be submitted to the Time Office.
3. They have to deduct PF every month and copy of challan with the
individual contract labour and action may be submitted to the
personnel department.
48
4. Whenever the contractor appoints new labour, then they have to
produce the PF No. of contract labour within one month to P & A
department.
5. While making the payment, they should submit the photo copy of
the attendance register to the personnel department. After making
the payment they have to give the copy of the payment register also.
6. Whenever they remove the contract labour, they must make full and
final payment to the labour in the presence of authorized
representative.
7. The contractor should also issue the PF settlements form to the
contract labour and should return the PF amount to the contractor
labour at the earliest.
8. When the contract period expires, all the contractors should make
fringe benefit also.
9. All the contractors should make the bonus payment as per the rule.
FINAL SETTLEMENT OF PF, PENSION CLAIMS: ----
The requisites forms are forwarded whenever a contract labour
leaves employment.
OTHER RETURNS
- Monthly manpower utilization report.
- Monthly report on PF subscribers.
- Monthly form 12.
- Monthly contract labour manpower to HO.
49
- Half yearly return on manpower and no. of working days to
Sr.I. (F&B)[form 24].
- Half yearly return on functioning on JCC, to DLC [form G-
1].
- Annual return to Sr.Inspector (F &B)[form 23].
- Annual contractor return to DLC.
6.1.4 WELFARE ACTIVITIES
A sewing center is run in the colony. Processing
applications, arranging maintenance of machines, processing the bills of
instructor etc. is dealt in Welfare Section.
Once in a weak a homeopath doctor provides
service at zinc nagar. Processing bills of the doctor is done by welfare
section.
Periodically, if any sports activity is organized in any unit, and
participation of unit employees is desired, the selection process is
handled by welfare section.
National Functions--- in Republic Day and Independence Day
celebrations welfare sections plays active roll.
50
SWOT ANALYSIS OF CHANDERIYA LEAD ZINC
SMELTER
STRENGTHS
1. The company has created extensive networks of roads and facilities,
along with an infrastructural base for ZINC COLONY in
CHITTORGARH.
2. The HRA department strategies and policies are well defined.
3. The company is working with the highest possible efficiency and has
been successful in maintaining good human relations within the
organization.
4. Chanderiya lead zinc smelter places particular emphasis on quality.
WEAKNESS
2. Due to lower manpower availability, the managerial personnel of the
organization are overloaded with work.
OPPORTUNITIES
1. There is possibility of forward integration.
2. By applying better training facilities the company can improve the
employee working skills.
THREATS
1. Increasing Global competition.
2. Increase in Employee desires due to increase in living standards.
51
FOREWORD
The Hindustan Zinc Limited is one of the largest producers of LEAD,
ZINC, SLIVER, and CADNIUM and is a part of Vedanta group. It owns
various mines and smelting project in INDIA.
They are: ---
1. Zawar Group Lead Zinc Mines
2. Rajpura Dariba Lead Zinc Mines
3. Rampura Agucha Mines
4. Zinc Smelter Debari
5. Lead Smelter Toondo
6. Lead Zinc Smelter Vizag
7. Lead Zinc Smelter Chanderiya.
The Chanderiya Lead Zinc Smelter is one of the modern smelting units
situated in the north of Chittorgarh. The plant is in PUTHOLI, 12km. from
CHITTORGARH.
Its technology has been imported from U.K., GERMANY & is
also called as a super smelter as extracting 99% of the metal from the ore.
Product Description
Lead bullion
%
Refined
Lead %
PW Zinc % SHG Zinc % Furnace Zinc
Cu-0.70 Zn-0.0010 Cd-0.0045 Cd-0.001 Cu-0.0152
52
Sb-0.20 Cu-0.005 Cu-0.015 Cu-0.0001 Pb-1.31
Ag-0.20 Bi-0.008 Pb-1.19 Pb-0.0014 Fe-0.0166
Purity-98.50 Fe-0.005 Fe-0.0175 Fe-0.0011 As-0.0216
As-0.0010 As-0.015 As-0.0001 Sb-0.0025
Sb-0.0012 Sb-0.005 Sb-0.0001 Ag-0.0046
Ag-0.0028 Ag-0.0025 Ag-0.0001 Purity-98.00
Purity-99.98 Purity-98.75 Purity-99.99
53
INTRODUCTION
OF
TOPIC
54
WORK LIFE BALANCE
INTRODUCTION
Work life balance is a person’s control over the condition in their
workplace. It is accomplished when an individual feels dually satisfied about
their personal life & their paid occupation.
It mutually benefits the individual, business and society when a
Person’s personal life is balanced with his or her own job.
“Work to live. Don’t live to work”
It’s important to balance your work and home life. The right to ask for
flexible working aims to help employers and workers agree on work patterns
that suit everyone find out what flexible working is and how to apply for it.
Work-life balance has become one of the top items on the agenda of
many large organizations - and a top priority for workers everywhere.
DEFINITION
Work life –balance is about people having a measure of control over when,
where and how they work. It is achieved when an individual’s right to a
fulfilled life inside and outside paid work is accepted and respected as the
norm, to the mutual benefit of the individual, business and society.
The best way of approaching Quality of life measurement is to measure the
extent to which “people happiness requirement are met.” without which no
member of the human race can be happy.
55
NEED AND IMPORTANCE OF WORK LIFE BALANCE
It helps to:--
Diagnosis issue and over all organizational climate.
Anticipate potential problems
Asses teamwork and management style problems
And affect the measure of organizational change.
Indicators of work life balance
1. Community affordability measure
2. Quality of employee measure
3. Quality of housing measure
4. Community social infrastructure
5. Human capital measure
6. communication
7. Stress measure
8. Safety
9. Participation
Work life balance in CLZS: ---
According to CLZS the work life balance survey is done once in every year
and they try to know whether their employees are satisfied with company,
56
work, salary, etc. they also try to know the problems of their employees and
try to solve them as soon as possible.
I have visited the Pyro and Ausmelt Plant and have surveyed for HOD’s
(Ausmerlt, civil office, and store dett. lab and pyro office.) etc. The data has
been put together, compiled up, analyzed and I have arrived to a conclusion
which has been discussed below.
In the whole process I have received full support from all teams & co-
operation for obtaining better results. I acquired good knowledge about the
level of satisfaction of employees in company
The feedback received from employees mainly stressed on the point that
they will be further motivated if they are provided with basic amenities &
increased level of quality of work life. They feel that their work life will
further be upgraded if they get proper canteen facilities, drinking facilities,
wash houses etc.
BENEFITS OF WORK LIFE BALANCE
IN ORGANIZATION:-
1. Measured increases in individual’s production accountability &
commitment.
2. Better teamwork & communication.
3. Improved morale.
4. Less negative organizational stress.
5. Increase productivity
6. Reduced overtime cost.
57
58
IN INDIVIDUAL:-
1. More value & balance in your daily life.
2. Better understanding of what your best individual work life.
3. Important relationship both on and off the job.
4. Reduced stress.
5. Reduced absenteeism.
59
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research
problem. It may be understood as science of studying how research is done
scientifically.
TYPES OF RESEARCH:-
Descriptive research is also called Statistical Research. The main goal of
this type of research is to describe the data and characteristics about what is
being studied. The idea behind this type of research is to study frequencies,
averages, and other statistical calculations. Although this research is highly
accurate, it does not gather the causes behind a situation.
Exploratory research is a type of research conducted because a problem
has not been clearly defined. Exploratory research helps determine the best
research design, data collection method and selection of subjects. Given its
fundamental nature, exploratory research often concludes that a perceived
problem does not actually exist.
Exploratory research often relies on secondary research such as reviewing
available literature and/or data, or qualitative approaches such as informal
discussions with consumers, employees, management or competitors, and
more formal approaches through in-depth interviews, focus groups,
projective methods, case studies or pilot studies.
60
Observational research techniques solely involve the researcher or
researchers making observations. There are many positive aspects of the
observational research approach. Namely, observations are usually flexible
and do not necessarily need to be structured around a hypothesis (remember
a hypothesis is a statement about what you expect to observe).
A wide ranging set of research techniques aimed at observing consumers
interacting naturally with their surroundings including products and services
in use. A key advantage of observation research is that often the respondant
or consumer is unaware that they are being observed, allowing thir
behaviour to be observed naturally
Types of Observations:
Direct (Reactive) Observation
In direct observations, people know that you are watching them. The only
danger is that they are reacting to you. As stated earlier, there is a concern
that individuals will change their actions rather than showing you what
they're REALLY like. This is not necessarily bad, however.
Unobtrusive Observation:
Unobtrusive measures involves any method for studying behavior where
individuals do NOT know they are being observed (don't you hate to think
that this could have happened to you!). Here, there is not the concern that the
observer may change the subject's behavior. When conducting unobtrusive
61
observations, issues of validity need to be considered. Numerous
observations of a representative sample need to take place in order to
generalize the findings. This is especially difficult when looking at a
particular group. Many groups posses unique characteristics which make
them interesting studies. Hence, often such findings are not strong in
external validity. Also, replication is difficult when using non-conventional
measures (non-conventional meaning unobtrusive observation).
Observations of a very specific behaviors are difficult to replicate in studies
especially if the researcher is a group participant (we'll talk more about this
later). The main problem with unobtrusive measures, however, is ethical.
Issues involving informed consent and invasion of privacy are paramount
here. An institutional review board may frown upon your study if it is not
really necessary for you not to inform your subjects.
RESEARCH DESIGN: ---
A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to research
purpose with economy in procedure .In fact research design is the
conceptual structure with in research constitutes the blue print for the
collection, measurement and analysis of data.
The research design which I used was though convince basis. It
was non-probability technique.
62
DATA SOURCES:
The source from where data can be acquired is known as data source. Other
researchers did data collection with a review of previous research .In this
there are basically two method of collection of data.
Primary data collection.
Secondary data collection.
Primary data:-
The primary data are theses which are co elected a fresh and for
the first time and thus happen to be in original in character.
In this research project primary data is the response from
employees of HZL.
Secondary data: ---
Published data are the secondary data. I took some information
by the book published in HZL
Data instrument: ---
“A questionnaire consists of the number of question printed or typed in a
definite order on a form or set of form”
63
I have a structured questionnaire for analysis. Structured questionnaire is
which there is definite concrete through questionnaire .in this I took 22
questions.
TYPE OF OUESTIONS: ----
Close ended question is a question in which the respondent is given a
limited number of alternative responses from which he is to select the one
that most closely matches his opinion.
Open-ended (free answer) question is a question which require the
respondent to answer it in his own words & which does not bind the
respondent to select an answer amongst a set of alternatives.
Sample procedure:-
Random sampling is the sampling procedure in which the researcher’s
randomly selected there sample.
Sample size here I look the sample on random basis and the sample size
was taken of450 employees.
64
INTERPRETATION OF DATA
The total numbers of samples taken were 72 and the sample consists of all
employees & employees’ wife. The above 72 samples were divided into
2below mentioned categories:-
1. Employees. (Of service in HZL)
2. Employees’ wife.
23 questions have been analyzed and the detail analysis of each question is
given below.
Copy of the questionnaire is attached in
Annexure A: Employees
Annexure B: Spouses
Tools used to analyze the collected data:-
The analysis was both theoretical and statiscal, graphical representations
were also considered.
The graphical presentation is used with “pie chart” to analyze the data.
Following steps are used in survey:-
1. At first we prepared the questionnaire, the questions incorporated were
framed on the basis of the conditions, basic requirements and rules of
the company etc.
65
3. Then we went to each and every Unit Head, SBU Head, Deptt. Head,
and Functional Head and interviewed them.
4. In the same way I interviewed all the wives of these HOD’s..
5. Then we analyzed and interpreted the data and prepared the chart
format for the found result.
6. Then the whole result was handed over to the management for further
actions to be taken.
In this way we completed the whole survey and came to know the
level of balance between work and life at work place as well as in
their family.
66
OBJECTIVE OF STUDY
The objectives of research are following.
1. The study of the satisfaction level of employee HZL.
PROBLEM AREA
67
FINDINGS
Detail analysis of employer’s interview is given below:-
Q1. Considering office gets over at 5 pm, what is the average
number of extra working hours you put in every day?
Considering office gets over at 5:00 pm, what is the average number of extra working hours you put in every
day10%
38%52%
One hr. Two hr, Three hr. and above
This part of analysis represents that 10% employees are putting one hour of
extra working, 38% employees are putting two hour of extra working and
other 52% employees are putting three or more hour of extra working in this
company.
68
Q2. On a normal working day, how much time are you able to
spend with your children?
On a normal working day, how much time are you able to spend with your children
25%
30%
45%
One hr. Two hr, Three hr. and above
This analysis represents on a normal working day 25% employees are one
hour, 30% employees two hour and 45% employees three hour able to spend
with their children’s.
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Q: 3. Do you have sufficient time for doing routine household
jobs like depositing electricity /telephone bills, attending parent
teacher's meetings or taking family members to the doctor etc.?
Do you have sufficiant time for doing routine household jobs like depositing electricity/telephone bills, attendingh parent teacher meetings or taking family members to the
doctor etc.
53%35%
2%10%
Never Sometimes Often Always
This part of analysis represents 53% employees are never take their family
out for an outing, 35% employees are sometimes take their family for outing
like 1 times in a month, 2% are employees often take their family for outing
like 2 to 3 time in a month and 10% are employees always take their family
for outing like 7 to 10 times in a month.
70
Q: 4. considering you have sufficient leave balance, are you able
to avail the number of leaves in a year as required by you?
Considering you have sufficient leave balance, are you able to avail the number of leaves in a year as required by
you
43%
23%
0%
34%
Never Sometimes Often Always
This part of analysis represent 43% employees are not have sufficient leave
balance, 23% employees said that “they manage their work according to the
leaves avail by company, 34% employees says that “they have sufficient
leave balance.”
71
Q5 How many times in a month are you able to make time to
take your family out for an outing?
How many times in a month are you able to make time to take your family out for an outing
44%
23%
13%
20%
Once Twice Thrice 4&above
This part of analysis show that 44% employees to take their family for an
outing once in a month, 23% employees to take their family for an outing
twice in a month, 13% employees to take their family for an outing thrice in
a month & 20% employees to take their family for an outing 4 & more time
in a month.
72
Q6 Does your normal work day offer you sufficient leisure time
to pursue any hobbies or interests?
Does your normal work day offer you sufficient leisure time to pursue any hobbies or interests
64%18%
0%
18%
Never Sometimes Often Always
This part of analysis represent 64% employees are not have sufficient time
for pursuing their hobbies or interest, 18% employees said that “they
manage their work and give sometime for hobbies and interests, 18%
employees says that “ almost every day they spare their time for doing
hobbies and interests.”
73
Q7 you suddenly plan for a two day outing with some relatives
who are visiting you. Rate the probability of your being able to
make outing on a scale of 1 to 10 with 10 indicating the highest
probability?
You suddenly plan for two day outing with some relatives who are visiting you. rate the probability of your being able to make outing on a scale of 1 to 10 with 10 indicating the
hieght probablity5% 10%
42%
38%
5%
1 to 2 3 to 4 5 to 6 7 to 8 9 to 10
This part of analysis represents that 5% of employees make possible their
suddenly plan 1 to 2 time, 10% of employees says that “3 to 4 chances of
successive their plan.” 42% of employees make possible their suddenly plan
5 to 6 time, 38% of employees selected the category of 7 to 8 probability in
our rating scale & only 5% of employees always make possible their plan.
74
Q8. Do you have sufficient time to enjoy all the recreational
facilities made available to you in the colony premises?
Do you have sufficient time to enjoy all the recreational facilities made available to you in the colony premises
98%
2%0%0%
Never Sometimes Often Always
This part of analysis represents that 98% of employees says that “They never
enjoy recreational facilities made available them in colony premises” & only
2% of employees sometimes enjoy that facilities.
75
Q.9 In your opinion what is the contribution of working beyond
working hours in increasing manpower productivity?
In your opinion what is the contribution of working beyond working hours in increasing manpower produtivity
38%
15%10%
37%
Never Sometimes Often Always
According to 38% of employee’s opinion manpower productivity are not
increases beyond extra working hour, 15% of employee’s opinion
sometimes its increases but upto a certain level, 10% of employee’s opinion
regarding increases productivity is often & 37% of employee’s opinion
about productivity is always increases in extra working hours.
76
Q10. After office hours, what is the average number of official
phone calls you generally attend to at home on normal working
day?
After office hours, what is the average number of official phone calls you generally attend to at home on a normal
working day7%
28%
65%
1 to 2 3 to 4 5 & above
Average number of official phone calls:-
1 to 2:- In this category 7% employee’s attending official phone calls.
3 to 4:- In this category 28% of employee’s attending official phone calls.
5 & above: - In this category 65% of employee’s attending official phone
calls.
77
Q 11. What is your opinion as regards the organization culture
here with respect to working hours?
What is your opinion as regard the organigation culture here with respect to working hours
50%50%
for work Because I am expected to stay
Regarding this question we analysis that 50% of employees think that stay in
office for work & other 50% of employees think that stay in office because
they are expected to stay.
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Q12. What is your family's feeling regarding your job and
working hour?
Chart Title
63%
0%
37%
Satiesfied with job Satiesfied witn working hours Satiesfied with both aspects
This analysis represents that 63% of employee’s family satisfied with job
but not satisfied with working hours, their family members says that
“working hour is more”.
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On the other hand 37% of employee’s family members fully satisfied job as
well as working hour.
Q 13.What impacts do your working hours have on your mental
and physical well being?
What impact do your working hours have on your mental & physical well being
14%
56%
30%
physically mentally No impact
80
This analysis shows that 14% of employee’s physically impacted by their
working hours, 56% of employee’s suffering from mentally stresses by their
working hours & 30% of employees say “there is no impact”.
Q 14. How many days in a week you go home after 6:00 in the
evening?
How many days in a week you go hme after 6:00 in the evening
5%10%
36%
49%
Once Twice Thrice Every day
This analysis represents that 5% of employees go at home once in a week
after 6:00 in the evening, 10% of employee’s go at home twice in a week
after 6:00 in the evening, 36% of employee’s go at home thrice in a week
81
after 6:00 in the evening & 49% of employee’s go at home everyday after
6:00 in the evening.
Detail analysis of employee’s wife interview is given below:-
Q: 1. By what time does your husband generally return from
office?
by what time does your husband generally return from office
18%
40%
24%
18%
6 TO 7 8 TO 9 9 TO 10 After 10:00
This analysis shows below:-
18% wife says their husband come from office at 6 to 7 o’clock.
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40% wife says their husband come from office at 8 to 9 o’clock.
24% wife says their husband come from office at 9 to 10 o’clock.
18% wife says their husband come from office after 10 o’clock.
Q 2. How much time is your husband able to spare for the family
on a normal working day?
How much time is your husband able to spare for the family on a normal
working day
21%
18%
43%
18%
1 hour & below 1 to 2 2 & above only Sunday
In this questions analysis we are found 21% of employees spare below one
hour time with their family.
18% of employees spend one or two hour with family.
43% of employees spend 2& more hour with their family.
18% of wife says “he is with us only Sundays. Mostly two days in a month.”
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Q: 3.What is the mood in which your husband generally returns
from office?
What is the mood in which your husband generally returns from
office
33%
43%
24%
Normal Tired Fresh
In this analysis we analyzed 33% of employees return from office with
normal mood.
43% of employees feeling very tired.
And 24% of employees back home in fresh mood.
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Q: 4. Does he usually have the mental and physical readiness to
take you out or indulge in some family entertainment after
returning from office?
Does he usually have the mental and physical readiness to take you out or indulge in some family entertainment
after returning office
24%
15%
18%
43%
Never Sometimes Often Alw ays
In this analysis we found 24% of employees not ready any type of
entertainment after returning office, 15% of employees sometime do this
type of activity like take family for outing.
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18% of employees manage work with their family entertainment & 43% of
employees always ready any type of activity after returning office.
Q5. Is your husband generally free enough to attend most family
functions, celebrations & social events?
Is your husband generally free enough to attend most family functions,
celebration & social events
55%
24%
9%
12%
Never Sometimes Often Alw ays
Never:-In this category we consider 55% of employees which is not have
sufficient time for family functions or social events.
Sometimes:-in this category we consider 24% of employees which is
attending family functions or social events sometimes.
Often:-In this category we consider 9% of employees which is manage their
official time with family time.
Always:-In this category we consider 12% of employees which is always
have sufficient time for family functions, social events & celebrations.
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Q: 6. To what extent is your husband able to share/discharge the
household responsibilities along with his official duties?
To what extent is your husband able to share/discharge the household responsibilities
along with his official dities
21%
40%
18%
21%
Never Sometimes Often Alw ays
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21% wife says “he have no time for household responsibility so I am
wearing all household responsibility”.
40% of employees do this type of job very rarely.
18% of employees manage their household work with official work.
21% of employees doing both household work and official work very
successfully
Q 7. To what extent is your husband able to contribute toward
bringing up the children by way of teaching them, sharing their
hobbies or playing with them?
To what extent is your husband able to contribute toward bringing up the children by way of teaching them,
sharing their hobbies or playing with them
24%
52%
12%
12%
Never Sometimes Often Always
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24% of employees have no time for children’s so all activity doing by their
wife’s.
52% of employees gave time for their children only Sunday’s.
12% of employees
And other 12% of employees always spend time with their children’s for
playing with them, teaching them & sharing their hobbies.
Q8. How does the life style (with specific reference to working
hours) of the husband of your neighbors /friends in the colony
differ from your husband's?
How does the life style (with specific reference to working hours) of the husband of your neighbour/friend in
the colony differ from your husband's
85%
3%
9%3%
No diff. Some diff. great diff. Totally diff.
[
85% of wife says “no difference in work load of my husband and others.”
3% of wife’s thought work load is more on their husband’s comparison with
other friends and neighbors.
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9% of wife says “great difference because he is more responsible and hard
worker other friends generally come back home 6:00 o’clock in month at
least one or two time but my husband is come from office daily 9:00
o’clock.”
And 3% wife says “my husband is head of department so he have more
responsible comparison with others.”
Q9. What would you prefer?
A.)Your husband's growth in terms of career progression &
material gain.
B.)A life full of peace, enjoyment, relief with lots of time &
leisure.
What would you prefer:-a.)your husband growth b.)a life full of peace,
enjoyment
40%
20%
40%
A B Both (A&B)
[
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40% of wife’s prefer option A because they have carrier growth of their
husband.
20% of wife’s prefer option B because they have life full of peace with their
husband.
40% of wife’s prefer both A&B because they have growth with enjoyment.
Conclusion
The over all outcome that can be drawn from the employees interview is that
generally they employee are not able to establish a proper setup between
their work & family life. For instance 98% employees firmly believe that
they are running lack of time to be able to enjoy all the recreational facilities
available in the colony but there are some employees who are able to deal
properly with the time management & are spending almost 3-4 hours with
their children on a routine basis all we need to do is improve the efficiency
of the individuals during the working hour so that one shall not have to stay
back.
One more point observed that today’s world is more on a track of
materialistic gain, for instance a higher side of ladies gives more value to the
material objects rather to the life of peace, enjoyment, leisure. Although the
wives believe that their husband’s are not able to contribute much of their
time towards the family’s demands but they are managing with it.
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The final conclusion had drawn from the graphs shows that the HZL
employees are more or less able to establish a balance between their work
and the family during the course of their work in this organization.
The dissatisfaction raised from some employees may be a reason out of
appraisal time or they have a feeling that their achievements are not given a
proper count and attention.
LIMITATION RECOMMANDATION / SUGGESTION
Some executives also have a feeling that they are overloaded with their
routine jobs which is not allowing them to establish proper Work-Life
Balance.
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BIBLIOGRAPHY
1:- Company brochures and statement.
2:- staff conversation.
3:-internet
a) By search engine
(www.worklifebalance.com)
b) Company’s World Wide Web page and other helpful website.
4:- print media
{Industry estimates and analysis}
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Annexure-A
Work – Life Balance (Employees)
1. Considering office gets over at 5:00 pm, what is the average number of extra
working hours you put in every day?
2. On a normal working day, how much time are you able to spend with your children?
3. Do you have sufficient time for doing routine household jobs like depositing
electricity / telephone bills, attending parent teachers’ meetings or taking family
members to the doctor etc.?
4. Considering you have sufficient leave balance, are you able to avail the number of
leaves in a year as required by you?
5. How many times in a month are you able to make time to take your family out for an
outing?
6. Does your normal work day offer you sufficient leisure time to pursue any hobbies
or interests?
7. You suddenly plan for a two day outing with some relatives who are visiting you.
Rate the probability of your being able to make outing on a scale of 1 to 10 with 10
indicating the highest probability.
8. Do you have sufficient time to enjoy all the recreational facilities made available to
you in the colony premises?
9. In your opinion what is the contribution of working beyond working hours in
increasing manpower productivity?
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10. After office hours, what is the average number of official phone calls you generally
attend to at home on a normal working day?
11. What is your opinion as regards the organization culture here with respect to
working hours?
12. What is your family’s feeling regarding your job and working hours?
13. What impact do your working hours have on your mental & physical well being?
14. How many days in a week you go home after 6:00 in evening?
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Annexure-B
Work – life balance (Spouses)
1: By what time does your husband generally return from office?
2: How much time is your husband able to spare for the family on a normal
working day?
3: What is the mood in which your husband generally returns from office?
4: Does he usually have the mental and physical readiness to take you out or
indulge in some family entertainment after returning from office?
5: Is your husband generally free enough to attend most family functions,
celebrations & social events?
6: To what extent is your husband able to share/discharge the house hold
responsibilities along with his official duties?
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7: To what extent is your husband able to contribute toward bringing up the
children by way of teaching them, sharing their hobbies or playing with
them?
8: How does the life style (with specific reference to working hours) of the
husband of your neighbors/friends in the colony differ from your husband’s?
9: What would you prefer?
A) Your husband’s growth in terms of career progression & material gain.
B) A life full of peace, enjoyment, relief with lots of time & leisure.
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