Qwl Project Report

A STUDY ON QUALITY OF WORK LIFE IN TVS SUNDRAM FASTENERS LTD, KRISHNAPURAM, MADURAI

A STUDY ON QUALITY OF WORK LIFE IN TVS SUNDRAM FASTENERS LTD, KRISHNAPURAM, MADURAI

A Project report submitted in partial fulfillment of the requirement for the award of the degree of MASTER OF BUSINESS ADMINISTRATIONSUBMITTED BYMiss. S.ARUNAII-MBA-10012102ORGANIZATION GUIDE

INSTITUTIONAL GUIDE

Mr. S.SARAVANAN M.com. Dr. (Mrs.) M.SUBASINI, M.Com., M.Phil., Ph.D.,

Finance manager,

Assistant professor,

Abhilash chemicals Pvt. Ltd., Department of Business Administration.

V.V.VANNIAPERUMAL COLLEGE FOR WOMEN (AUTONOMOUS)

VIRUDHUNAGAR HINDU NADARKALUKKU PATHIAPPATTATHU

VIRUDHUNAGAR

RE-ACCREDITED WITH A GRADE BY NAACDecember 2011- January 2012Dr. (Mrs.) M. SUBASINI, M.Com., M.Phil., Ph.D.,

Assistant professor, Department of Business Administration,

V.V.Vanniaperumal College for Women, Virudhunagar.

CERTIFICATE

This is to certify that the project report entitled A STUDY ON QUALITY OF WORK LIFE IN TVS SUNDRAM FASTENERS LTD, KRISHNAPURAM, MADURAI is a bonafide record of work carried out by Miss. S.ARUNA, II-MBA under my guidance in partial fulfillment of the requirement for the award of the degree of BACHELOR OF BUSINESS ADMINISTRATION (PG), MADURAI KAMARAJ UNIVERSITY, MADURAI during December 2011 - January 2012.

Signature of the guide Signature of the Head of the Department

Place: Virudhunagar

Date:Miss. S.ARUNA,

II MBA,V.V.Vanniaperumal College for women,Virudhunagar 626001.DECLARATIONI hereby state that this Project work entitled A STUDY ON QUALITY OF WORK LIFE IN TVS SUNDRAM FASTENERS LTD, KRISHNAPURAM, MADURAI is my original work for the award of the degree of Master of Business Administration and the same project report have not been submitted elsewhere for the award of any other degree.

Place: Signature of the candidate

Date:ACKNOWLEDGEMENT

First and foremost, I thank and praise the god almighty for his guidance and protection throughout the course of my study.

It is a great pleasure to acknowledge my sincere thanks to Dr. (Tmty.) P.Selvameenakshi, M.A., M.Phil., Ph.D., Principal, V.V.Vanniaperumal College for women, Virudhunagar for her motivation to carry out the course of study.

My sincere thanks to our Director Dr. R.Vanniarajan, M.Com., M.Phil., Ph.D., for her motivation and guidance.

My heartfelt thanks to our beloved HOD Mrs. P.Suganthi, M.B.A., M.Phil., Head of the Department of MBA for her constant support and guidance.

I am greatly indebted to my guide Dr. (Tmty.) M. Subashini, M.Com., M.Phil., Ph.D., Head of the Department of BBA for her patient approach, co-operation and timely direction.

I express my sincere sense of gratitude to Mr. S.Saravanan, M.B.A., M.Com., Finance Manager, Abhilash Chemicals Pvt., Ltd., for his patient approach, guidance for providing all the necessary assistance needed for my project.

I wish to express my gratitude to the entire faculty member, in the department of Business Administration for their encouragement and assistance for completing this project.

Finally, I thank all the employees of Abhilash Chemicals Pvt., Ltd., friends and parents who helped me in completing my project successfully.TABLE OF CONTENTS

No.ChapterPage No.

Acknowledgment

List of tables

List of figures

IIntroduction and design of the study

IICompany profile

IIIAnalysis and Interpretation

IVSummary of findings and Suggestions and conclusions

Appendix

Bibliography

List of tables

No.List of tablesPage No.

3.1Age wise classification of the respondents

3.2Gender wise classification of the respondents

3.3Educational qualification of the respondents

3.4Experience of the respondents

3.5Marital status of the respondents

3.6Family size of the respondents

3.7Opinion about satisfied in the job

3.8Opinion about satisfied in the work environment

3.9Opinion about satisfied with the quality of work life

3.10Opinion of the workplace motivation

3.11Opinion of the job security

3.12Opinion of the respect in workplace

3.13Opinion of the reduce the stress level of the employees

3.14Opinion of the training program

3.15Opinion of the morale of employees

3.16Opinion of the Monetary Benefits

3.17Opinion about the Suitable and adequate equipments

3.18Opinion about the Safety of workers

3.19Opinion of the training program helps you to develop skills

3.20 Opinion of the Social security benefits

List of figures

No.List of figuresPage No.

3.1Age wise classification of the respondents

3.2Gender wise classification of the respondents

3.3Educational qualification of the respondents

3.4Experience of the respondents

3.5Marital status of the respondents

3.6Family size of the respondents

3.7Opinion about satisfied in the job

3.8Opinion about satisfied in the work environment

3.9Opinion about satisfied with the quality of work life

3.10Opinion of the workplace motivation

3.11Opinion of the job security

3.12Opinion of the respect in workplace

3.13Opinion of the reduce the stress level of the employees

3.14Opinion of the training program

3.15Opinion of the morale of employees

3.16Opinion of the Monetary Benefits

3.17Opinion about the Suitable and adequate equipments

3.18Opinion about the Safety of workers

3.19Opinion of the training program helps you to develop skills

3.20 Opinion of the Social security benefits

1.1INTRODUCTION

QUALITY OF WORK LIFE refers to the relationship between a worker and his environment, adding the human dimension to the technical and economic dimension, within which work is normally viewed and designed. It focuses on problem of creating a humane working environment and creation of more involving, satisfying and effective jobs and work environment for the people at all levels of the organization. It brings together needs and development of the people to the organization.

Quality of work life is defined as any activity which take place at every level of an organization, which seeks greater organizational effectiveness through the enhancement of human dignity and growth, a process through which the stakeholders in the organization and management, union and employees learn how to work together better to determine themselves that actions, changes and improvement are desirable and workable in order to achieve the goals of an organization 1.1 STATEMENT OF THE PROBLEM

Large number of organizations, both private and public has realized the importance of Quality of Work Life and has taken systematic efforts to improve the quality of work life of their employees. Many concerns are looking for new ways to structure jobs and organize work in order to improve economic experience for their workers.

Various ways, such as the emergence of new centers created for the study and diffusion of concepts and techniques of work life improvements. There are various studies done in the area of Quality of Work Life and these studies mainly focused on relationship between working condition and new forms of work organization, organization arrangements and other aspects of humanizations of work and quality of work life. But only few studies have related Quality of Work Life and employees performance. The researcher made an attempt to study the QWL in TVS SFL. The company is dedicated to provide Quality service that will allow the customers to succeed in their chosen market.

1.2 Scope of the study

The main focus of the study is about the Quality of work life of SFL. This covers job security, monetary benefits, morale of employees, social security benefits.1.3 Review of literature

Hackman and Oldham (1976) (5) drew attention to what they described as psychological growth needs as relevant to the consideration of Quality of working life. Several such needs were identified; Skill variety, Task Identity, Task significance, Autonomy and Feedback. They suggested that such needs have to be addressed if employees are to experience high quality ofworking life.Taylor (1979)(6) more pragmatically identified the essential components of Quality of working life as; basic extrinsic job factors of wages, hours and working conditions, and the intrinsic job notions of the nature of the work itself. He suggested that a number of other aspects could be added, including; individual power, employeeparticipation in the management, fairness and equity, social support, use of ones present skills, self development, a meaningful future at work, social relevance of the work or product, effect on extra work activities. Taylor suggested that relevant Quality of working life concepts may vary according to organization and employee group.Mirvis and Lawler (1984)(8) suggested that Quality of working life was associated with satisfaction with wages, hours and working conditions, describing the basic elements of a good quality of work life as; safe work environment, equitable wages, equal employment opportunities and opportunities for advancement.Baba and Jamal (1991)(9) listed what they described as typical indicators of quality of working life, including: job satisfaction, job involvement, work role ambiguity, work role conflict, workrole overload, job stress, organizational commitment and turn-over intentions. Baba and Jamal also explored routinisation of job content, suggesting that this facet should be investigated as part of the concept of quality of working life.Bearfield, (2003)(12) used 16 questions to examine quality of working life, and distinguishedbetween causes of dissatisfaction in professionals, intermediate clerical, sales and service workers, indicating that different concerns might have to be addressed for different groups.1.4 OBJECTIVES of the study To find out the factors that affects the Quality of Work Life. To find out the attitudes of the workers towards the different dimension of the Quality of Work Life.1.5 RESEARCH METHODOLOGY1.5.1 Sources of Data The researcher has used both primary and secondary data for collecting the required data.

1.5.2 Primary Data The researcher is using Questionnaire to collect the primary data. The pilot study was conducted before the actual survey on a small sample of the entire survey sample. The researcher has also gathered information by conducting personal interview with employees working at different levels of the organization.1.5.3 Secondary DataThe secondary data was collected from various books, publications, journals, office records, etc.

1.5.4 Sample unitThe management and the employees of TVS SFL were selected for conducting the survey

1.5.5 Sample size A Sample of 110 was taken from the management employees.1.5.6 Sampling techniqueThe sampling technique used for carrying out this study is RANDOM Sampling technique.1.6 LIMITATIONS OF THE STUDYThis study suffers from certain Limitations:1. The researcher has attempted to understand the Quality ofWork Life only at TVS SFL krishnapuram.2. The comparative study of quality of work life between similar industries would have yielded useful insights.3. Information may be slightly biased because some of the workers out of here might have opined in favor of management.

4. Since of study is limited to there months, the researcher cannot go in depth with the present study.5. Since the workers were on shifts basis, it was very difficult to meet the randomly selected employees 1.7 CHAPTER SCHEMEThe present study is divided into four chapters.

Chapter I Introduction and design of the study

This chapter contains introduction, statement of the problem, scope of the study, review of literature, objectives of the study, research methodology, limitations and chapter scheme.

Chapter II Profile of T.V.S. Sundram Fasteners Limited

This chapter describes introduction, history, formation of SFL, growth of SFL, area of business, environment, QS9000, krishnapuram unit of SFL, formation of krishnapuram SFL, krishnapuram unit profile, policies, environmental policy, TPM policy, Quality policy, TPM targets, vision, mission, awards, and milestones.Chapter III Analysis and interpretation

This chapter is designed to cover the analysis and interpretation.

Chapter IV Summary of findings, suggestions and conclusion

This chapter gives summary of findings, suggestions and conclusion.

2.1 INTRODUCTION

Sundram Fasteners Limited is a part of TVS group which is the largest automotive component group in India. It is a giant in the Fasteners industry. SFLs business interests consists of High Tensile Fasteners, cold extruded and powder metal parts, iron powder and radiator caps.

Sundram Fasteners Limited is a leading supplier to the Original Equipment Manufacturers (OEM) and after market customers in India. The companys products are exported to highly competitive and quality conscious markets like USA, Europe and Far East. The company is the principal supplier of radiator caps to General Motors in North America SFL was the first company in India to receive the ISO 9000 certification 1990.

New initiatives like Business Process Re-Engineering and new, the total productive maintenance have been part of the companys continuous drive towards achieving global standard of excellence. The company has implemented level-1 of Total Productive Maintenance (TPM) programme in consultation with Japan Institute of Plant Maintenance (JIPM). The programme has helped to improve overall equipment effectiveness and to manufacture products with fewer defects. It has helped the company in improving its International Competitiveness. There has been a marked improvement in the efficiency of operations and machine availability. Employee participation in the programme has resulted in better productivity. The company has taken up implementation of level-2 of the programme.

This will help the company in its drive to become a world class organization in all its operations by turn of the century.

A unique employer-employee relationship has ensured that the company has not lost even a single-man-day due to industrial strike since its incorporation in 1966.2.2 HistorySFL was started as a small company in Chennai in the year of 1966 with an initial investment of Rs.0.40 mission and 30 employees to manufacturing high tensile fasteners.

Mr. Suresh Krishna who is now the chairman and managing director (CMD) of the company was the first employee of SFL; Driven by a Consistent policy of achieving excellence in all areas of operations he has grown the company into a multi product market leader today.

Making a beginning in 1966 1967 with a sale of Rs.10 million, SFL has no grown as the largest manufacture of fasteners and the other automotive components in India with a lethal sale of Rs.325 millions in 1997-1998.

SFL has to major operating division namely fasteners divisions and metal forms division. Fasteners division is in the business of manufacturing high tensile fasteners for automotive and industrial applications. Fasteners division has manufacturing units at 3 location namely Padi at Chennai, Krishnapuram and Pondicherry.

2.3 Formation of SFL

Sundram Fasteners Limited was started as a small company in Chennai in the year 1966 with an initial investment of Rs. 4 million and 30 employees to manufacture high-tensile Fasteners. Mr. Suresh Krishna, who is now the Chairman and Managing Director (CMD) of the company was the first employee of SFL, driven by a consistent policy of achieving excellence in all areas of operations, he has grown the company into a multi-product market leader today.Making a beginning in 1966-67 with sales of Rs.10 millions, SFL has now grown as the largest manufacturer of Fasteners and other automotive components in India with sales of Rs.51943 lakhs in 2002-03.2.4 Growth of SFLNow, the company has units in the following six placesPadi _ Chennai

Harita _ Hosur

Krishnapuram _ Aviyur

Bonthapally village _ Andhra Pradesh

Korkadu village _ Pondicherry

Mittaurandagapet village _ Villupuram District

2.5 Area of BusinessTwo major operating divisions of SFL are Fasteners Division and Metal forms divisions. Fasteners Division is in the business of manufacturing high tensile Fasteners for automotive and industrial applications, Fasteners Divisions has manufacturing units at three locations namely Padi at Chennai, Krishnapuram and Pondicherry.

Metal forms division specializes in cold extruded components and sintered metal parts and precision forging for automotive and industrial applications. This division is located at Hosur. The Radiator caps division having its manufacturing plant located at Padi, Chennai specializes in Metal and Plastic Radiator caps, oil filter caps etc.2.6 QS 9000The company has retained the accreditation of its quality system being in line with ISO 9002-2001 and QS 9000. The company has embarked as improving the standards further and plans to obtain accreditation according to the latest ISO/TS 16949 standard which is an upgraded standard of QS 9000.2.7 EnvironmentThe most modern effluent treatment facilities have been installed at all the plants. Periodic verification is done internally and by pollution control authorities. All the companys factories have developed green belts around them. All the major factories of the company are certified under ISO 14000.2.8 Krishnapuram unit of SFLIt is one of the units under Fasteners division and is dedicated for manufacture and supply of High Tensile Fasteners for both automotive and industrial application. It is located at the outskirts of the Temple City Madurai in the Virudhunagar district of Tamil Nadu.Manufacturing locations are supported by engineering and design personnel working on new product design and development to understand the global nature of business and to provide quality products on Just in Time to the customers. The company has established a supply chain logistics networks spanning several continents.2.8.1 Formation of KPM unitBy 1980, SFL has established itself as one of the major players in the fasteners industry and felt the need for expanding its capacities. SFL decided to start the second fastener plant at KPM, which had been declared as an industrially backward area by the government and where certain concessions were offered for starting new industries. Making a humble beginning in 1981-82, with a sales of 31 million it has now grown to one of the largest units of SFL with a sales turnover of Rs. 51943 lakhs during 2002-2003.2.8.2 Krishnapuram Unit Profile:Date of Establishment06.03.1981

Capital employedRs.687 million

Total SalesRs,.1047

Total land Area89 acres (360,000sq.m)

Total buildup area22.678sq.m (6.3%)

No of Regular Employee425

Principal Product linesScrews, Nuts, Socket keys, socket heal cap screws, shoulder bolts.

Main Manufacturing Model

Supporting ModelsBolt Model, Nuts & Socket Bolts.

Dispatch Model, Raw Material And Tooling Model

2.8.3 Policies

The company should consider three main policies. Such as,

Environmental Policy

Quality Policy

TPM Policy2.8.4 Environmental Policy

Aim for zero pollution.

Continually improve methods and processes towards zero pollution and pursue waste minimization by recycling and reuse.

Comply with and exceed local and National Environmental Legislations and Regulations.

Spread the culture of environmental protection across the unit.

Disseminate the policy to interested parties.

2.8.5 Quality Policy

The guiding principles of the company are clearly quality and productivity. The company implements level I of total productive maintains (TPM) programmed in consultation with the Japan institute for plant Maintenance. Employee participation in this program has resulted in better productivity now the company has taken up the implementation of level II of TPM.2.8.6 TPM Policy

Total Satisfaction of customer through customer service.

Through employee participation, eliminate are losses and there by improving over all equipment effectiveness.

A Clean, Green, quite factory.

A Visual factory where floe of Goods is Effortless, continuous and orderly.

Highest quality at lowest cost.2.8.7 TPM Targets

Achieve zero customer complains

Aim for zero defects.

Maintain zero accidents.

Aim for zero pollutions.

Aim for multi-Skilled and flexible employee.

2.8.8 VisionTVS group will have profitable operations overseas especially in Asian markets, capitalizing on the expertise developed in the areas of manufacturing, technology and marketing. The thrust will be to achieve a significant share for international business in the total turnover.2.8.9 Mission Markets and to provide fulfillment and prosperity for employees, dealers and suppliers. Committed to being a highly profitable, socially responsible, and leading manufacturer of high value for money, environmentally friendly, life time products under the TVS brand, for customers predominantly in Asian2.9 Awards1981-Plant stared1990-ISO9902

1992-Manufactuing System Engineering1998-TPM Excellence Award

1999-Q S 9000

2001-ISO 14001

20004-SAP Implementation

2004-TPM Consistence Award2004-Ts 16949

2005-ACMA Award 2.9.1 Milestones1966 Inception of the first plant in padi.

1979 Second plant setup in Hosur.

1981 Third plant setup in Krishnapuram, Madurai.

1990 First Indian Company to get ISO9000 certification.

1991 Acquired and merged Iron powder unit, Hyderabad.

1994 Fourth plant setup in Pondicherry.

1998 TPM Excellence Award for all plants in India and first Indian Engineering Company to achieve TPM Excellence Award.

2003 Acquired cramling ton precision forge ltd.

2004 First Indian Engineering Company to setup operation in China, merged auto Industries with SFL and TPM consistency Award given to padi and Krishnapuram plants.

2005 Sundram Bliegthal ltd setup at joint venture with Bliegthal ltd.

2006 Acquired peiner uniform technique GMbH, peine and Germany.

2008 Two plants were Awarded TPM special Award.

3.2 Socio economic profile of the respondent

In this study on socio economic variables such as age, gender, education, experience, marital status, and family size are taken in to account.

Table: 3.1 Show the Age wise classification of the respondents

Table: 3.1

Age wise classification of the respondents

AgeNo. of RespondentsPercentage

Below 302926.36%

30-404843.63%

40- 502926.36%

Above 5043.63%

Total110100%

Source: Primary data

Interpretation:

Out of 110 respondents 29 (26.36%) are in the age group of below 30 years, 48 (43.63%) are in the age group of 30-40, 29 (26.36%) are in the group of 40-50, and 4 (3.63%) are in the above 50.

Figure: 3.1

Table: 3.2 Show the Gender wise classification of the respondentsTable: 3.2Gender wise classification of the respondents

GenderNo. of RespondentsPercentage

Male10292.72%

Female87.27%

Total110100%

Source: Primary data

Interpretation:

Out of 110 respondents 102 (92.72%) of the respondents are male, and the remaining 8 (7.27%) of the respondents are female.

Figure: 3.2

Table: 3.3 Show the Education of the RespondentsTable: 3.3Education of the respondents

Education LevelNo. of RespondentsPercentage

Under Graduate3128.18%

Post Graduate4137.27%

Others3834.54%

Total110100%

Source: Primary data Interpretation:

Out of 110 respondents 31 (28.18%) of the respondents are belongs to under graduate, 41 (37.27%) of the respondents are post graduate and 38 (34.54%) of the respondents are belongs to others.

Figure: 3.3

Table: 3.4 Show the Experience of the RespondentsTable: 3.4Experience of the respondentsExperienceNo. of RespondentsPercentage

Below 5 Years3027.27%

5 - 10 Years5045.45%

10 & above3027.27%

Total110100%

Source: Primary data Interpretation:Out of 110 respondents 30 (27.27%) have below 5 years experience, 50 (45.45%) have 5-10 years, 30 (27.27%) of above 10 years.Figure: 3.4

Table: 3.5 Show the Marital status of the RespondentsTable: 3.5Marital status of the respondentsMarital StatusNo. of RespondentsPercentage

Married10090.90%

Un Married109.09%

Total110100%

Source: Primary data Interpretation:Out of 110 respondents 100 (90.90%) of respondents are married, and the remaining 10 (9.09%) of respondents are unmarried.Figure: 3.5

Table: 3.6 Show the Family size of the RespondentsTable: 3.6Family size of the respondentsFamily SizeNo. of RespondentsPercentage

Below 42421.81%

4 64944.54%

Above 63733.63%

Total110100%

Source: Primary dataInterpretation:Out of 110 24 (21.81%) have below 4 members in the family, 49 (44.54%) have 4-6 members, 37 (33.63%) have above 6 members. Figure: 3.6

Table: 3.7 Show the opinion about satisfied in the job Table: 3.7Opinion about satisfied in the job OpinionNo. of RespondentsPercentage

Highly Satisfied2724.54%

Satisfied7770%

Neither satisfied or nor dissatisfied65.45%

Dissatisfied00

Highly Dissatisfied00

Total110100%

Source: Primary data Interpretation:Out of 110 respondents 27 (24.54%) have Highly satisfied opinion, 77 (70%) have Satisfied opinion, 6 (5.45%) have Neither satisfied or nor dissatisfied opinion regarding satisfied in the job.

Figure: 3.7

Table: 3.8 Show the opinion about satisfied in the work environment Table: 3.8Opinion about satisfied in the work environmentOpinionNo. of RespondentsPercentage


Satisfied6861.81%


Dissatisfied00


Total110100%

Source: Primary data Interpretation:Out of 110 respondents 38 (34.54%) have Highly satisfied opinion, 68 (61.81%) have Satisfied opinion, 4 (3.63%) have Neither satisfied or nor dissatisfied opinion regarding satisfied in the work environment.

Figure: 3.8

Table: 3.9 Show the opinion about satisfied with the Quality of work lifeTable: 3.9Opinion about satisfied with the Quality of work lifeOpinionNo. of RespondentsPercentage


Satisfied6861.81%


Dissatisfied00


Total110100%

Source: Primary data Interpretation:Out of 110 respondents 34 (30.90%) have Highly satisfied opinion, 68 (61.81%) have Satisfied opinion, 8 (7.27%) have Neither satisfied or nor dissatisfied opinion regarding satisfied with quality of the work life.

Figure: 3.9

Table: 3.10 Show the opinion of the Workplace motivation

Table: 3.10Opinion of the Workplace motivationOpinionNo. of RespondentsPercentage

Strongly Agree1614.54%

Agree6760.90%

Neutral1917.27%

Disagree43.63%

Strongly Disagree43.63%

Total110100%

Source: Primary data Interpretation:Out of 110 respondents 16 (14.54%) have Strongly agree opinion, 67 (60.90%) have Agree opinion, 19 (17.27%) have Neutral opinion, 4 (3.63%) have Disagree opinion, 4 (3.63%) have Strongly disagree opinion regarding workplace motivation.

Figure: 3.10

Table: 3.11 Show the opinion of the Job security

Table: 3.11Opinion of the Job security OpinionNo. of RespondentsPercentage


Agree4238.18%

Neutral1614.54%

Disagree32.72%

Strongly Disagree00

Total110100%

Source: Primary data Interpretation:Out of 110 respondents 49 (44.54%) have Strongly agree opinion, 42 (38.18%) have Agree opinion, 16 (14.54%) have Neutral opinion, 3 (2.72%) have Disagree opinion regarding job security.

Figure: 3.11

Table: 3.12 Show the opinion of the Respect in workplace

Table: 3.12Opinion of the Respect in workplaceOpinionNo. of RespondentsPercentage


Agree4944.54%

Neutral1614.54%

Disagree87.27%

Strongly Disagree00

Total110100%

Source: Primary data Interpretation:Out of 110 respondents 37 (33.63%) have Strongly agree opinion, 49 (44.54%) have Agree opinion, 16 (14.54%) have Neutral opinion, 8 (7.27%) have Disagree opinion regarding Workplace motivation.

Figure: 3.12

Table: 3.13 Show the opinion about the Reduce the stress level of the Employee

Table: 3.13Opinion about the Reduce the stress level of the employeeOpinionNo. of RespondentsPercentage


Agree4944.54%

Neutral2825.45%

Disagree1311.81%

Strongly Disagree54.54%

Total110100%

Source: Primary data Interpretation:Out of 110 respondents 15 (13.63%) have Strongly agree opinion, 49 (44.54%) have Agree opinion, 28 (25.45%) have Neutral opinion, 13 (11.81%) have Disagree opinion, 5 (4.54%) have Strongly agree opinion regarding reduce the stress level of employee.

Figure: 3.13

Table: 3.14 Show the opinion of the Training Programs

Table: 3.14Opinion of the Training Programs

OpinionNo. of RespondentsPercentage (%)

Strongly Agree1614.54

Agree5348.18

Neutral2623.63

Disagree1513.63

Strongly Disagree00

Total110100

Source: Primary dataInterpretation:Out of 110 respondents 16 (14.54%) have Strongly agree opinion, 53 (14.18%) have Agree opinion, 26 (23.63%) have Neutral opinion, 15 (13.63%) have Disagree opinion regarding training programs.

Figure: 3.14

Table: 3.15 Show the opinion of the Morale of Employees

Table: 3.15Opinion of the Morale of EmployeesOpinionNo. of RespondentsPercentage (%)

Strongly Agree2220

Agree5953.63

Neutral2320.90

Disagree65.45

Strongly Disagree00

Total110100

Source: Primary data Interpretation:Out of 110 respondents 22 (20%) have Strongly agree opinion, 59 (53.63%) have Agree opinion, 23 (20.90%) have Neutral opinion, 6 (5.45%) have Disagree opinion regarding morale of employees.

Figure: 3.15

Table: 3.16 Show the opinion of the Monetary Benefits

Table: 3.16Opinion of the Monetary BenefitsOpinionNo. of RespondentsPercentage (%)


Agree5045.45

Neutral2926.36

Disagree109.09

Strongly Disagree00

Total110100

Source: Primary data Interpretation:Out of 110 respondents 21 (19.09%) have Strongly agree opinion, 50 (45.45%) have Agree opinion, 29 (26.36%) have Neutral opinion, 10 (9.09%) have Disagree opinion regarding monetary benefits.

Figure: 3.16

Table: 3.17 Show the opinion about the Suitable and adequate equipments

Table: 3.17Opinion about the Suitable and adequate equipmentsOpinionNo. of RespondentsPercentage (%)


Agree6760.90

Neutral1715.45

Disagree65.45

Strongly Disagree00

Total110100

Source: Primary data Interpretation:Out of 110 respondents 20 (18.18%) have Strongly agree opinion, 67 (60.90%) have Agree opinion, 17 (15.45%) have Neutral opinion, 6 (5.45%) have Disagree opinion regarding.Figure: 3.17

Table: 3.18 Show the opinion about the Safety of workers

Table: 3.18Opinion about the Safety of workersOpinionNo. of RespondentsPercentage (%)

Strongly Agree5550

Agree3834.54

Neutral1513.63

Disagree21.81

Strongly Disagree00

Total110100

Source: Primary data Interpretation:Out of 110 respondents 55 (50%) have Strongly agree opinion, 38 (34.54%) have Agree opinion, 15 (13.63%) have Neutral opinion, 2(1.81%) have Disagree opinion regarding safety of workers.

Figure: 3.18

Table: 3.19 Show the opinion of the Training program helps you to develop skills

Table: 3.19Opinion of the Training program helps you to develop skillsOpinionNo. of RespondentsPercentage (%)


Agree5348.18

Neutral2522.72

Disagree43.63

Strongly Disagree00

Total110100

Source: Primary data Interpretation:Out of 110 respondents 28 (25.45%) have Strongly agree opinion, 53 (48.18%) have Agree opinion, 25 (22.72%) have Neutral opinion, 4 (3.63%) have Disagree opinion regarding training Program helps you to develop Skills.

Figure: 3.19

Table: 3.20 Show the opinion of the Social security benefits

Table: 3.20Opinion of the Social security benefitsOpinionNo. of RespondentsPercentage (%)

Strongly Agree3330

Agree5953.63

Neutral1614.53

Disagree21.81

Strongly Disagree00

Total110100

Source: Primary data Interpretation:Out of 110 respondents 33 (30%) have Strongly agree opinion, 59 (53.63%) have Agree opinion, 16 (14.53%) have Neutral opinion, 2 (1.81%) have Disagree opinion regarding social security benefits.

Figure: 3.20

CHI SQUARE TESTNULL HYPOTHESISH0: There is the significant relationship between the Education & Training Programs.

H1: There is significant relationship between the Education & Training Programs

TABLE: 1

Education of the respondentsEducation LevelNo. of RespondentsPercentage

Under Graduate3128.18%

Post Graduate4137.27%

Others3834.54%

Total110100%

TABLE: 2

Opinion of the Training ProgramsOpinionNo. of RespondentsPercentage (%)


Agree5348.18

Neutral2623.63

Disagree1513.63

Strongly Disagree00

Total110100

CACULATED TABLEFACTORSStrongly AgreeAgreeNeutralDisagreeStrongly DisagreeTotal

Under Graduate91494036

Postgraduate716114038

Others101632536

Total264623105110

Observed Frequency (O)Expected Frequency (E)(O E)2=(O- E)2 /E

98.500.250.0294

1415.051.10250.0732

93.270.53290.1629

01.642.68961.64

78.983.92040.4365

1615.890.01210.0007

117.959.30251.1701

43.450.30250.0876

01.732.99291.73

108.502.250.2647

1615.050.90250.059

37.5220.43042.7172

23.271.61290.4932

51.6411.28966.8835

CALCULATED VALUE OF CHI SQUARE IS :16.0392

O = Observed Frequency is already given in the table.

E = Expected Frequency = Row Total * Column Total / Grand TotalDegree of Freedom: (r-1)*(c-1)

= (3-1)*(5-1)

= 2*4

= 8

Level of Significance: 5%

Table Value: 15.51

INFERENCE:

The calculated value of chi-square test 16.0392 is more than the table value of chi-square test (15.51).so, the Null Hypothesis is rejected. Hence there is significant relationship between the Education and Training Programs.

FINDINGS

Regarding age wise 43.63% of the respondents are in the age group of 30-40.

No. of male respondents percentage is more than female respondents.

Regarding education wise 37.27% of the respondents are in the group of post graduate.

Regarding experience wise 45.45% of the respondents have experience 5-10 years

Regarding marital status wise 90.90% of respondents.

Regarding family members wise 44.54% of respondents have 4-6 members.

Regarding satisfied in the job 70% have satisfied of respondents.

Regarding satisfied in the work environment 61.81% have satisfied of respondents.

Regarding satisfied with the quality of work life 61.81% satisfied of respondents.

Regarding workplace motivation 60.90% have agree of respondents.

Regarding job security 44.54% have strongly agree of respondents.

Regarding social security benefits 53.63% have agree of respondents.

Regarding safety of workers 50% have strongly agree of respondents.

Regarding monetary benefits 45.45% have agree of respondents.

Regarding morale of employees 53.63% have agree of respondents.

Regarding reduce the stress level of employees 44.55% have agree of respondents.SUGGESSTIONS Help to satisfy the employees esteem needs. Maintain the work culture and work environment. Provide more compensation for the employees.

The company build rest room for women.

Company can give extra payment for the employees that will increase the employees work involvement. CONCLUTIONSSocial security scheme as well as welfare measures that are undertaken by the company are appreciable. These measures are not only for the company but also for the employees through satisfaction levels a company can ascertain whether an employee has shown his/her best performance on given job.

Welfare measures of the employees should be taken seriously by the top management to improve the satisfaction level by providing various benefits and facilities to them.A STUDY ON QUALITY OF WORK LIFE IN TVS SUNDRAM FASTENER LTD,

KRISHNAPURAM, AVIYUR.PERSONAL DATA

Name :

Age (in years) : a) Below 30 b) 30-40 c) 40-50 d) above 50

Gender : a) Male b) Female

Education : a) Under graduate b) Post graduate c) Others

Department :

Designation :

Experience : a) Below 5years b) 5-10years c) 10 & above

Marital status : a) Married b) Unmarried

Family size : a) Below 4 b) 4-6 c) above 6

S.NO QUESTIONS

1. Are you satisfied in the job?

a) Highly satisfied b) Satisfied c) Neither satisfied nor dissatisfied

d) Dissatisfied e) Highly dissatisfied

2. Are you satisfied in the work environment?



3. Are you satisfied with quality of work life?



4. Does your workplace motivate you to do your job better? a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 5. Do you feel secured about your job?

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 6. Are you treated with respect in workplace?

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 7. Does the management provide training program to reduce the stress level of the employee in workplace?

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 8. Do you think training programs provided are adequate?

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 9. Do you think training program increase the morale of the employees?

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 10. Monetary benefits are based upon the service and performance of employees

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 11. The company provides suitable and adequate equipments for carrying the job

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 12. The safety of workers is given high priority

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree

13. Training programs helps you to develop skills and improve performance in job

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree 14. Social security benefits provided by the company are helpful

a) Strongly agree b) Agree c) Neutral d) disagree e) Strongly disagree

BIBLIOGRAPHYSources from Book

Fisher, Schoenfeldt, Shaw - Human Resource Management,

4th Edition

Sources from netwww.sudram.comwww.google.com

Documents

Qwl Project Report