Professional Documents
Culture Documents
Work Life Balance
Work Life Balance
On
Submitted by:
Submitted to:
Sapana Kumawat
HOD (MBA)
MBA(HR)
ACKNOWLEDGEMENT
I am deeply indebted to
SH. P SATPATHY
TANUSHREE MUKHERJEE
S.S.SONI
MANAGER (HR)
PROCESS ASSOCIATE
SR.ASSISTANT (HR)
S.K. ASNANI
M.K. DAS
JR.EXECUTIVE (HR)
For their corporation without which it would not have been possible for me
to complete this project in time.
Besides above I am grateful to everyone who has helped me in
completing my task to my satisfaction level.
DECLARATION
Sapana kumawat
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 &
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.
EXECUTIVE SUMMARY
HINDUSTAN ZINC LIMITED was established from
the erstwhile metal Corporation of India (MIC) on 10 th 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 Indias 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.
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.
CONTENTS
CHAPTER1 :
PAGE NO.
INDUSTRY PROFILE
1.1 What is Life Insurance?.................................................1
1.2 Origin of Life Insurance4
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 Plan10
CHAPTER4 :
RESEARCH METHODOLOGY
CHAPTER5 :
OBJECTIVE OF STUDY
5.1 Findings..24
5.2 Recommendations.26
INDUSTRY
PROFIL
E
* VEDANTA PROFILE*
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 Indias 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 Indias integrated zinc company, operating
from mine to finished metal and supplies around 75% of Indias 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.
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.
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MISSION
12
COMPANY PROFILE
13
14
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
15
313004
India
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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.
To maintain and improve working environment by eco friendly
processing.
To be a market leader.
AWARDS:YEAR
2003
YEAR
2003-04
YEAR
2004-05
18
2003.4
2002.3
.
1991
1983
1977
1971
1968
1942
ACCOLADES TO HZL
2006-2007
19
20
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.
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
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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
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SAFETY RULES
There are many safety rules for safety but main golden rules are as
follows:
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
23
2.7.0
CLASSIFICATION OF WORKMAN
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Permanent workman
probationary workman
temporary workman
badli workman
casual workman
apprentice or trainee
19.0.0
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.
CONDUCT
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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:
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27
28
29
30
31
32
ESI
SCHEME
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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 1 st 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 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.
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FINAL SETTLEMENT OF PF, PENSION CLAIMS: ---The requisites forms are forwarded whenever a contract labour
leaves employment.
OTHER RETURNS
-
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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 %
Cu-0.70
Zn-0.0010
PW Zinc %
Cd-0.0045
Cd-0.001
Cu-0.0152
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Sb-0.20
Ag-0.20
Purity-98.50
Cu-0.005
Bi-0.008
Fe-0.005
As-0.0010
Sb-0.0012
Ag-0.0028
Purity-99.98
Cu-0.015
Pb-1.19
Fe-0.0175
As-0.015
Sb-0.005
Ag-0.0025
Purity-98.75
Cu-0.0001
Pb-0.0014
Fe-0.0011
As-0.0001
Sb-0.0001
Ag-0.0001
Purity-99.99
Pb-1.31
Fe-0.0166
As-0.0216
Sb-0.0025
Ag-0.0046
Purity-98.00
INTRODUCTION
OF
TOPIC
38
DEFINITION
Work life balance is about people having a measure of control
over when, where and how they work. It is achieved when an individuals
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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.
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I have visited the Pyro and Ausmelt Plant and have surveyed
for HODs (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.
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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.
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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.
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
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Data instrument: --A questionnaire consists of the number of question printed or typed in a
definite order on a form or set of form
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.
Sample size here I look the sample on random basis and the sample size
was taken of450 employees.
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)
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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.
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 HODs..
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.
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OBJECTIVE OF STUDY
The objectives of research are following.
1. The study of the satisfaction level of employee HZL.
2.
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PROBLEM AREA
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FINDINGS
Detail analysis of employers interview is given below:-
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.
Q2. On a normal working day, how much time are you able to
spend with your children?
50
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 childrens.
51
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.
52
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.
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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.
Q6
Does your normal work day offer you sufficient leisure time
to pursue any hobbies or interests?
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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.
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?
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Q8.
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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.
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Average number of official phone calls:1 to 2:- In this category 7% employees attending official phone calls.
3 to 4:- In this category 28% of employees attending official phone calls.
5 & above: - In this category 65% of employees attending official phone
calls.
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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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This analysis represents that 63% of employees family satisfied with job but
not satisfied with working hours, their family members says that working
hour is more.
On the other hand 37% of employees family members fully satisfied job as
well as working hour.
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Q 14. How many days in a week you go home after 6:00 in the
evening?
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Detail analysis of employees wife interview is given below:Q: 1. By what time does your husband generally return from
office?
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This analysis shows below:18% wife says their husband come from office at 6 to 7 oclock.
40% wife says their husband come from office at 8 to 9 oclock.
24% wife says their husband come from office at 9 to 10 oclock.
18% wife says their husband come from office after 10 oclock.
Q 2. How much time is your husband able to spare for the family
on a normal working day?
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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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24% of employees have no time for childrens so all activity doing by their
wifes.
52% of employees gave time for their children only Sundays.
12% of employees
And other 12% of employees always spend time with their childrens 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?
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B.)A life full of peace, enjoyment, relief with lots of time &
leisure.
40% of wifes prefer option A because they have carrier growth of their
husband.
20% of wifes prefer option B because they have life full of peace with their
husband.
40% of wifes prefer both A&B because they have growth with enjoyment.
Conclusion
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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 todays 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 husbands are not able to contribute much of their
time towards the familys demands but they are managing with it.
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
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RECOMMANDATION / SUGGESTION
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BIBLIOGRAPHY
1:- Company brochures and statement.
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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?
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 familys 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?
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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?
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 husbands?
9: What would you prefer?
A) Your husbands 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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