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An individual cannot do project of this scale. I take this opportunity to express my acknowledgement and deep sense of gratitude to the individuals for rendering valuable assistance and gratitude to me. Their inputs have played a vital role in success of this project. It is deep sense of gratitude I wish to avail this opportunity to express my great full respect & sincere thanks to Sri. K. PANDU RANGA RAO, group head HR.& Admin, IVRCL, who has given permission & also given many opportunities by assigning project to me & for rendering his valuable advice & guidance in bringing out this project on “WORK LIFE BALANCE”. I express my gratitude to our chairman Dr. S. PRATAP REDDY, Dhruva College of Management, Medchal, Hyderabad, for giving me an opportunity to do SIP. I express my sincere thanks to my project guide Mr. RAMESH. P, Manager - HR for his generous support, constant direction and mentoring at all stages of training. I am also indebted to Prof: VYJAYANTHI MALA, Faculty Guide who was a real source of help and assistance to me during the course of project. I take this opportunity to thank all the employees who spared their precious time to provide me with valuable inputs for project without which it would have not been possible. I firmly believe that there is always a scope of improvement. I welcome any suggestions for further enriching the quality of this report. NARESH KUMAR .P
Work life balance
IVRCL believes in the power of “resourceful humans”. People are primary source of competitive advantage and they help to drive the growth in a planned and efficient manner. IVRCL work’s towards developing a culture that attracts people with multidimensional experiences and skills. The developers of IVRCL take great pride in building world-class projects. Such sense of pride cultivates belongingness and affinity at IVRCL. As a result many of the developers like to stay with the company for long periods of time improving the retention rates as one of the highest in the industry. IVRCL hire’s and train high end project resource (man power), as building a project requires proper generalization, flexible design, the training and team environment ensure that they can think through all aspects of the problem being solved by building flexible architectures. Building projects for highly competitive environments require development teams that can properly match that intensity. To ensure that people who join this firm have the right mix of attitude, values and skill sets compatible with IVRCL’s culture, it follows a rigorous hiring procedure. The selection procedures involve a thorough psychometric testing, and skill based interviews, which reduce the subjectivity of the process. Using metrics and measurements regularly, like cost per hire, source distribution, staffing efficiency ratio etc. Helps the firm to maintain the quality of selection process. The parameters for selection extend to both hiring from campus, as well as lateral hiring. In addition to acquisition of talent, IVRCL also laid special emphasis on development of talent through knowledge sharing activities, well-defined career path, and career development plans. Apart from this – competitive pay, a well-outlined induction and orientation program, immediate rewards and recognition, open channels of
Work life balance
communication, and a participative environment have led to the best resources being with them for a period of 15 yrs and above. IVRCL’s employees are responsible for its growth by leaps and bounds year after year. Thus, talent management is an important and critical activity for us. Organization provides an intellectually stimulating and meaningful work environment, ample opportunities to learn and grow, and a sense of belongingness, which challenges, motivates and inspires each IVRCL-ite to achieve beyond potential.
Work life balance IVRCL SCOPE OF THE STUDY The study covers the various aspects in employee work life Balance and measured increase in productivity accountability. To Find out effective of work life balance in IVRCL. OBJECTIVE OF THE STUDY To find out reasons for work life balance in IVRCL. as well as work life balance issues in IVRCL. To complement existing foundation data and research on working time largely based on surveys of individual workers and on literature reviews in IVRCL 4 . commitment better team work and communication improved morale. less negative organizational stress. To find out improve work life balance in IVRCL To gain an insight in to current work time policies and practices.
Work life balance
Research is an art of scientific investigation. Research comprises defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deduction and reaching conclusions and at last carefully testing the conclusion to determine whether they formulating hypothesis. Methodology: The Study is about the work life balance in an Organization. It deals with the title of the study, need of the study, objectives & Scope of study. Title of the Study: The study is titled as “WORK LIFE BALANCE” at IVRCL Infrastructures & Projects Limited, Hyderabad. Data sources: QUESTIONNAIRE Data is collected from primary and secondary sources. Collection of the data is of primary importance in the research process. Data which is collected for the purpose of research helps in proper analysis which is helpful to conduct research effectively. The data source, which is very important in the collection of data, is primary data and secondary data. Both primary and secondary data are taken into consideration for the study of HR Practices followed by IVRCL. Primary Data: This consists of original information gathered for specific purpose. The normal procedure is by interacting with the people individually and/ or in a group, to get the required data. Secondary Data: This consists of the information that already exists somewhere, either in some Annual Records or Magazines etc, having been collected for other purpose. Here the researcher has both primary as well as secondary data.
Work life balance Survey Approach:
The questionnaire was administered through direct contact with respondents.
1. Sample Size & Sampling Technique:
The study covers a sample of employees of IVRCL Infrastructures & Projects Ltd. The Respondents were selected on a Sample Random basis from the following categories of the employees, a) b) c) d) Senior managers / Senior Engineers Deputy Managers Junior Officers / Junior Engineers Assistants
Statistical Tool: Sample percentage Sample Variety: Respondents are mostly selected from the Executives and Non Executives. So the Sample Size is limited to 40 due to availability and the busy schedule of the employees. Sampling Procedure: The sampling method used is Random Sampling. This sampling Method is used because the respondents were selected randomly. The sampling unit selected mostly from Executives and non executives. The sample size is fixed to 40 respondents; the sampling procedure is response from the respondents. Statistical Tool: In this research various percentages were identified in the analysis and these were presented pictorially by the pie charts in order to have a better quality. Questionnaire Design: A structured questionnaire was designed consisting of closeended questions and were distributed to the respondents personally to get their responses.
Work life balance
Indian Infrastructure India to become the second Largest Economy by 2050 Indian Economy
The best barometer of country’s economic standing is measured by its GDP. India, the second most populated country of more than 1100 million has emerged as one of the fastest growing economies. It is a republic with a federal structure and well-developed independent judiciary with political consensus in reforms and stable democratic environment .In 2008-10 India’s economy-GDP grew by 6.5% due to global recession. In the previous four years, economy grew at 9%.The Indian economy is expected sustain a growth rate of 8% for the next three years up to 2012. With the expected average annual compounded growth rate of 8.5%, India's GDP is expected to be USD 1.4 trillion by 2017 and USD 2.8 trillion by 2027. Service sector contribute to 50% of India‘s GDP and the Industry and agriculture sector 25% each.
rural infrastructure programme . Committee on infrastructure .India infrastructure finance company. National urban renewal mission. With the above investments India’s infrastructure would be equal to the best in the world by 2017. The strong population growth in India and its booming economy are generating enormous pressures to modernize and expand India’s infrastructure. The creation of world class infrastructure would require large investments in addressing the deficit in quality and quantity. viability gap funding . Infrastructure policy in India: Major policy initiatives such as deregulation. Launch of private sector infrastructure funds have been implemented in infrastructure sector 8 . No country in the world other than India needs and can absorb so many funds for the infrastructure sector. public private partnerships. More than USD 475 billion worth of investment is to flow into India’s infrastructure by 2012.Work life balance IVRCL The robust current growth in GDP has exposed the grave inadequacies in the country’s infrastructure sectors.
Indian ports are projected to handle 875 million tons (MT) of cargo traffic by 2011-12 as compared to 520MT in 2004-05. Also. Planned capacity addition of 545 mt at major ports and 345 mt at minor ports.Work life balance • • • • • • • Road Policy in India Airports Policy in India Ports Policy in India Power Policy in India Oil.517 km. States are increasingly seeking private participation for the development of minor ports. Gas and mining Policy Real Estate Policy in India Telecommunication Policy in India IVRCL Infrastructure Potential in India: Ports infrastructure in India: India has a long coastline of 7. The government has launched the National Maritime Development Programme. A number of the existing ports have plans for expansion of capacities. Projected Investment in 9 . Port traffic is estimated to reach 1350 million tons by 2012 .There will be an increase in container capacity at 17% CAGR. especially on the west ports. to cover 276 port projects (including related infrastructure) at an investment of about INR 600 billion by the year 2012. including addition of container terminals. Cargo handling at all the ports is projected to grow at 19 per cent per annum till 2012. Due to globalization.Containerized cargo is expected to grow at 18 per cent per annum till 2012. The existing 12 major ports control around 76 % of the traffic. India’s ports need to gear up to handle growing volumes.
5 Billion and expansion of rail network in Mumbai area at a cost of US$900 million has also been taken up. Railways have planned a dedicated rail freight corridor running along the railways Golden Quadrilateral (GQ). Indian Railways comprise over one hundred thousand track kilometers and run about 11000 trains every day carrying about 13 million passengers and 1. The scope for public private partnership is enormous in railways. Kolkata and Chennai airports will also be developed through JV route. It would leave the existing GQ free for passenger trains. Railways Infrastructure in India: Indian Railways is the largest rail network in Asia and world’s second largest under one management. The double-line freight corridor is expected to evolve Systematic and efficient freight movement mechanisms and ease congestion along the existing GQ. Passenger and cargo traffic slated to grow at over 20% annually and set to cross 100 million passengers per annum by 2010 and set to cross cargo traffic of 3. The Golden quadrilateral is proposed to be strengthened to enable running of more long distance passenger trains and freight trains at a higher speed. The work is expected to be 10 . Programmed also envisages strengthening of rail connectivity to ports and development of multimodal corridors to hinterland. Construction of 4 mega bridges costing about US$ 750 million is also included in the programme.3 million tons by 2010. Freight traffic is growing at close to 10% and passenger traffic at close to 8% annually.25 million tons of freight every day. ranging from commercial exploitation of rail space to private investments in railway infrastructure and rolling stocks. Construction of a new Railway Line to Kashmir valley in most difficult terrain at a cost of US$ 1.Work life balance major ports $16 billion’s and minor ports $9billion during2007-12 Airports infrastructure in India: IVRCL .000 crore (US$ 15 billion) is being funded partially with a US$ 5 billion loan from Japan.Mumbai and Delhi airports have already been handed over to private players. The 9260 km dedicated freight corridor to be built at a cost of Rs 60.
There is a 13% peaking and 8% average shortage of power annually. The US tops the list with a road network of 6. the fastest growth in the number of subscribers at CAGR of more than 50%. Highways and Roads infrastructure: The Indian road network has emerged as the second largest road network in the world with a total network of 3. Out of the 3.Work life balance IVRCL completed within the next 5–7 years.000 MW by 2012. the rural penetration is still less than 5%. currently.8 million km only. the world's cheapest mobile handset and the world's most affordable color phone.) and a wide network of district and rural roads. Telecom Infrastructure in India: Even with the rapid growth of telecom sector in India. What is of significance is that private sector involvement (BOT 11 . the fastest sale of a million mobile phones (in one week).569 km. only 47% of the roads are paved. State highways (128. India has the highest monthly 'minutes of usage' (MOU) per subscriber in the Asia-Pacific region.There is a plan to increase Nuclear power capacity from 3900MW currently to 10000MWbyendof11thplan. The first phase of the project would include the Delhi–Howrah and the Delhi–Mumbai routes. Over the past decade several major projects for development of highways linking the major cities have been planned – and work started on most of them. China has a road network of over 1.4 million km.). Roads occupy a crucial position in the transportation matrix of India as they carry nearly 65 per cent of freight and 85 per cent of passenger traffic.000 km.20. Power Infrastructure in India: Presently the installed capacity of electric power generation stations under utilities stood at 130000MW and in the five year plan the generation capacity is planned to be increased to 2.38 million Km’s of Indian road network.3 million km comprising national highways (65. At 500 minutes a month. Central government has already taken steps to increase capacity by building Ultra mega power projects (UMPPs).
Construction is a capital-intensive activity. This has led to an accelerated growth in this sector – which had long been faced with financial constraints. industrial activities (36%). material suppliers and solution providers. The process of development of the new highways is expected to continue for many years to come. equipment suppliers. signage’s etc. Broadly the services of the sector can be classified into infrastructure development (54%).Work life balance IVRCL projects) has finally been found to be feasible in the Indian context. This has also facilitated improvement in the quality of the new highways and introduction of the latest concepts for toll collection. residential activities (5%) and commercial activities (5%). The main entities in the construction sector are construction contractors. India’s construction equipment sector is growing at a scorching pace of over 30 per cent annually--driven by huge investments by both the Government and the private sector in infrastructure development. Construction Infrastructure in India: Construction accounts for nearly 7 per cent of Indian GDP and is the second biggest contributor (to GDP) after agriculture. It is estimated that there is USD860 billion worth of construction opportunities in India 12 .
Work life balance IVRCL 13 .
Work life balance IVRCL 14 .
): 4 Metro. INVESTMENT SCENARIO GCFI in infrastructure as percentage of GDP 4.Work life balance IVRCL Whereas coming to the growth of infrastructure in India the growth has rapidly in increasing stage it was observed from the following graphical representation.): All new berths through BOT 15 .6 % during the tenth plan If growth in GDP to be sustained GCFI in infrastructure must keep pace. 35 Non-metro airports Ports ($ 12 bn. NHDP-40.): BOT preferred mode.000 kms Airports ($ 9 bn. Total estimated investment of USD 320-350 billion in infrastructure up to 2012 INVESTMENT OPPORTUNITES IN INDIA TRANSPORT: Roads ($ 48 bn.
Intra-city pipelines Telecom Health and Education Infrastructure Urban Mass Transport Urban Water Supply. This industry has immense potential in generating huge amount of employment. DFC. 16 . It consumes around 2/5th of the total consumed energy through out the world. • It is the largest sector in respect of consumption of energy.): Transmission. It has been found out that construction industry offers employment to around 7% of the total employed work force around the globe. Stations POWER Generation ($ 130 bn. Distribution OTHER SECTORS Gas Pipelines: Cross Country. Solid Waste Management WHAT ARE FOREIGN INVESTORS LOOKING FOR? Good projects Demand Potential Revenue Potential Stable Policy Environment/Political Commitment Optimal Risk Allocation Framework IVRCL Facts about the Infrastructure Industry Trends:• • The Infrastructure industry contributes a huge chunk to the world GDP amounting to 1/10th of the same.Work life balance Railways ($ 12 billion): Container trains.
This technology helps all the factors of a project to work in a collaborative and concerted manner solely based on the platform of Information Technology. Cutting edge technology is being adopted by world's one of the biggest industries for leveraging purposes and is mainly being used in raising the efficiency level of engineering and designing of construction industry. The most significant aspect associated with the Infrastructure industry trends is increased use of the latest IT technologies for pacing up the work. The structural transformation that has been adopted by the national government in recent times has reduced growth constraints and contributed greatly to the overall growth and 17 . Infrastructure Industry Trends show that the utilization of information technology has helped the industry to save a lot of fund which could be channalized in more fruitful directions. This has reduced poverty by 10%.1 billion populations living off agriculture and with droughts and floods increasing. It has been found out that the paper oriented format of operation in the construction industry is not at all a cost effective approach because it eats around sixteen billion US dollars in US real estate sector only. and has seen a decade of 7%+ growth. BIM helps the different members of a project to communicate information among themselves which consequently leverages the productivity and at the same time minimizes the error along with cost. but with 60% of India’s 1. poverty alleviation is still a major challenge. One of the latest technologies used in construction industry is Building Information Model (BIM).Work life balance IVRCL • Resource utilization in case of construction industry amounts to half of the total resource used all over the world. Recent Growth Trends in Indian Economy India’s Economy has grown by more than 9% for three years running.
Work life balance IVRCL prosperity of the country.63% in the same period and is now 29% of GDP. the performance of the Indian service sector has been particularly significant. Growth in the manufacturing sector has also complemented the country’s excellent growth momentum. there has been a significant rise from 22. corruption and tariffs that require addressing. The industrial sector grew 10. to 12% in 2006. The growth rate of the manufacturing sector rose steadily from 8. The storage and communication sector also registered a significant growth rate of 16. However there are still major issues around federal vs. Additional factors that have contributed to this robust environment are sustained in investment and high savings rates. India’s public debt is 58% of GDP according to the CIA World Fact book. The growth rate of the service sector was 11.5% to 34. state bureaucracy.98% in 2005.18% in 2007 and now contributes 53% of GDP. Agriculture is 17% of the Indian economy. and this represents another challenge.64% in the same year. to 35. Further. the gross rate of savings as a proportion to GDP registered solid growth from 23. During this period of stable growth.8% in the fiscal year 2001. Key Players in the Indian Market : IVRCL Hindustan Construction Company (HCC) Nagarjuna Construction Company (NCC) Gammon India Larsen and Toubro (L&T) Jaiprakash Industries Simplex Infrastructures Limited (India) JMC Projects India 18 .8% for the same period.9% in the fiscal year 2006. As far as the percentage of gross capital formation in GDP is concerned.
power transmission lines with attendant engineering capabilities and was graded as one of the developer companies by state and central government. is today. IVRCL stands out for its pioneering work in providing complete water solutions including water transmission. competency level. bridges and transmission lines with attendant engineering capabilities. Commencing operations with building construction as class-I construction firm in 1987. IVRCL has been rated as “The Fastest Growing Construction Company”.Work life balance IVRCL OVERVIEW OF IVRCL IVRCL Infrastructures and projects Ltd commenced operation in 1990 and established itself as a premier EPCC & LSTK service provider with front end engineering capabilities. development of ports it is sourcing a location in Andhra Pradesh ship building and fabrication of components for oilrigs. finance limit. Firmly entrenched in the core sector activity of infrastructure leading to nation building. IVRCL is not short of anything. IVRCL forayed into various social infrastructure sectors like water management. treatment and waste management. having built upon brick by brick in its track record of a decade and a half. This has come through its commitments. IVRCL now have a platform for any infrastructure to be built.” What can stop any company? People. IVRCL. IVRCL has redefined the Quality of life in its many facts. It has tremendous credibility. IVRCL is now looking to benchmark itself as an international company thanks to its involvement in projects in abroad. With bankers who are willing to support projects. The company’s other infrastructure activity includes roads and highways. bridges. care and concern for societal issues and largely by way of experience. The company is eyeing water projects. 19 . By virtue of its presence in core sector activity. “Over a period of time IVRCL has developed core competencies. roads and high way. reckoned as a leader in Infrastructure building and development providing one-stop turnkey solutions on a cost-effective basis.
Kotdwara(Uttaranchal). Administrative offices: . Punjab. The company aims to provide stimulating and safe professional opportunities for its people. informal family get-togethers and other tangible and intangible benefits. care and concern for societal issues and largely by the way of experience. Jodhpur. in 2008 the employees are 5082 and 6257 in (2009) now the employees are approximately 7500(2010). Kolkata. in 2007 it increased to 4836. The company operating with 3424 employees in financial year 2006. Bhopal. Bangalore. Pune. IVRCL is today. reckoned as a leader in infrastructure building and development providing one-step turnkey solutions on a cost. Hindustan Dorr Oliver limited HDO technologies limited 3. Margo(Goa). Head office: . Jaipur. Little wonder. LTA (leave travel). having built upon brick in its track record of decade and a half. Jind(Haryana). Salem toll ways limited Kumarpalayam toll ways limited Jalandhar Amristar Toll ways limited IVRCL buildings products limited 2. Bilaspur(MP). Ahmadabad. Health insurance coverage. Cochin. Medical Reimbursement. all make IVRCLs people motivate a lot Direct and indirect subsidiaries of the company IVRCL:1. Jammu & Kashmir. IVRCL Strategic resources & services limited. Raipur(Chhattisgarh). IVRCL prime urban developers limited IVRCL Mega malls limited IVR Hotels and resorts limited 20 .Chennai.Work life balance IVRCL This has come about through its commitment. Bihar.effective basis.Hyderabad. Delhi. Jharkhand. IVRCL is the first company in the Indian infrastructure sector to offer ESOPs to the employees.
IVRCL steel construction and services limited 10. systems & processes for liquid-solid separation and pollution control in the following industries: Pulp and paper Chemicals. Projects private limited 8. procurement and construction company. IVRCL PSC pipes private limited 6. IVRCL water infrastructure limited 13. manufacturing. GEO IVRCL engineering limited 11. Food and pharmaceuticals Breweries and Distilleries 21 . IVRCL steel construction & services limited 12. namely: Hindustan Dorr-Oliver ltd.Work life balance IVR Vanaprastha private limited Absorption air con engineers private limited IVR PUDL resorts and clubs private limited 4. First STP private limited 15. supplying & installing equipment. IVR Prime Urban Developers Hindustan Dorr-Oliver ltd: - IVRCL Hindustan Dorr-Oliver (HDO) is a leading Indian engineering. IVR environmental 7. IVRCL road toll holding limited 14. Chennai water desalination limited It has two Sister companies. IVRCL water infrastructures limited Chennai water desalination limited First STP private limited 5. Alkor petro limited 9. HDO is the ideal acquisition of IVRCL for designing.
IVRCL Within this new arm. desire for excellence and Continual improvement is our motto. Implementation of new technologies.Market Capitalization 7500. IVRCL is well within reach of positioning itself as a full-fledged Knowledge Process Outsourcing Hub for engineering solutions. Quality awareness. Strongly entrenched with proven domain knowledge. experience and credentials. Work life balance Refineries and Petrochemicals Oil and Gas. The projects include: Residential Hill Ridge springs Villas at Hill Ridge Springs Hospitality Ella Compass Mall at Hill Ridge Springs MISSION “To become a leader in infrastructure business by providing total solutions” QUALITY POLICY Commitment to customer satisfaction. Phosphatic Fertilizers Industrial and Municipal Waste Water.Assets 10000cr. IVR Prime Urban Developers Ltd: the aim of IVR prime is to create luxury-intensive urban infrastructure. environment soundness and superior combine make IVR Prime’s most development. TARGETS by 2010 100000cr-Turn Over 100000cr.Human Capital IVRCL VISION 22 .
464.850.792.13 101.77 266.) Basic Dividend 2008-09 49.01 17. Co-operation 2.98 15.414.14 2.63 259.50 5.Performance at a glance (Rs. Speed Appreciation Certificates QUALITY ASSURED COMPANY ISO 9001: 2008 ENVIRONMENTAL MANAGEMENT SYSTEM ISO 14001: 2004 SAFETY ASSURED COMPANY OHSAS 18001: 2007 IVRCL .75 6.059.830.259.623.30 2.62 16.217. which make everybody like mere comfortable.88 13.206.94 120.838. It provides projects.57 1.20 2.105. Professionalism 5.737.93 70% 2007-08 36.94 12. Environmental Concern 4.74 18.97 135.38 50% 23 . they will continue to develop at IVRCL culture.74 2. To reach the goals in providing value to customers and shareholders.96 3.31 16.32 12.929. easy & safe. Millions) Particulars Turnover Profit before Tax Profit after Tax Equity Capital Reserves & Surplus Net Worth Gross Block Net Block Book Value (Rs.957.91 2.35 1.853.104.593.67 267.08 70% 2006-07 126.96.36.199 16.78 4.981.) EPS (Rs. services and infrastructures of such excellent value that customers will actively choose to do business them. People development 3.96 1. built on the strength of the multicultural key value is: 1.Work life balance IVRCL IVRCL will be the national leader in constructing projects.
Sipat. Major Client Names: In Public Sector Oil and Natural Gas Corporation Limited 24 . ♣ Government of Maharashtra: Received Award for completing Earthquake Rehabilitation Projects of 3200 houses & 125 Kms. Jodhpur: Won Best Safety Performance Award conducted on National Safety Day. ♣ Winner of the Golden Peacock Award for Occupational Health and Safety – 2008. Chhattisgarh. ♣ Maharashtra Krishna Valley Development Corporation: Won Best Contractor Award for Mechanized Water Canal Projects. ♣ National safety Council of India: Received Safety Awards for Sipat Super Thermal Station. NTPC ltd.Work life balance IVRCL AWARDS & REWARDS. in a record period of 75 days. Tirupathi: received Award for completing the Water Supply Project at Tirumala Hills. ♣ Central Organization for Railway Electrification): Received Award from Indian Railways for completing the Electric Loco-shed Project at Lalaguda. roads in Latur & Killari Districts in Maharashtra. Tirupathi. ♣ GEC Alsthom (I) Limited): Received Bonus for early completion of the HVDC Back-toBack Power Projects. ♣ Rajasthan Urban Infrastructure Development Project. Secunderabad ahead of schedule. ♣ Tirumala Tirupathi Devasthanams. ♣ Gujarat Water Infrastructures Limited: Received Award for Commissioning of Water Pipeline ahead of Schedule. ♣ Indian Institute of Bridge Engineers (IIBE): Won 1st Prize for Cable Stayed Bridge at Chitrapuzha for Kochi Refineries Limited. Orissa. ♣ Indian Oil Corporation: Received Appreciation letter for 2 Million Safe Man Hours without any Accident at IOCL Refinery Township Project of Paradip. ♣ Bharat Heavy Electricals Limited: Received Award from BHEL employees for the early completion of Housing Colony of 1936 dwellings.
Future plans of IVRCL: Dredging Hydro Power Projects Oil & Gas Exploration Information Technology Enabled Services (ITES). Suppliers:For the IVRCL Company the suppliers are Steel Authority of India Limited Lumino Industries Limited Jain Irrigation Systems Limited Lanco Industries Limited Pioneer Trans-Energy Limited Essar Steel Limited Medhaj Engineers Private Limited 25 . IVRCL In Private Sector Birla Institute of Technology and Science (BITS) Brandix India Apparel City Private Limited DLF Akruti Info Parks (Pune) Limited Telco Construction Equipment Company Limited TATA Projects Limited Jindal Steel and Power Limited.Work life balance Bharat Heavy Electrical Limited Nuclear Power Corporation of India Limited Bharat Petroleum Corporation Limited Indian Oil Corporation Limited National Thermal Power Corporation.
Competitors:For IVRCL the competitors are many. Transportation. Future Generali. Buildings and Industrial Structures. ICICI Lombard General Insurance Company Limited.Work life balance Welspun-Gujarat Stahl Rohren Limited GPT Industries Limited ABB Limited IVRCL IVRCL has taken insurance coverage for its projects from Bajaj Allianz General Insurance Company Limited. the competitors in the fields like Water Supply and Environmental Projects. Reliance General Insurance Company Limited. Power and Transmission Projects in construction sector are as follows: L&T D L F Ltd Punj Lloyd L td Jaiprakash Associates Ltd Nagarjuna Constructions Ltd HR-TOOLS Competency Mapping Enterprises Resource Planning Balanced Score Card Effective controls at all levels Training and Development Programme HR.INITIATIVES Cultivate positive work culture Quality month 26 . Royal Sundaram General Insurance Company Limited and United India Insurance Company Limited.
Teambuilding.Work life balance Star of the month Executive presentation Quality circles House keeping Safety month Statutory maintenance Common cafeteria CULTURAL INITIATIVES IVRCL Family Day Independence Day Republic Day Community Development Programmes Public Relations Programmes IVRCL News Letter (DHADKAN) HR-DEVELOPMENT PLANS Training need analysis Training budget Training calendar Identification of external training agencies IVRCL IVRCL Vision. Positive Attitude. Discipline and safety RETENTION PLANS Review Compensation Plans Empowerment Relocation to place of choice Involve in decision making 27 . Mission transmission.
Work life balance Abroad programmes Create professionalism Hard furnishing loan Vehicle loan Marriage loan Education loan Club membership Recognition for good work Employee stock option Housing loan HR-POLICIES Human Capital Planning Recruitment / Selection /Induction Training and Development Performance Appraisal Succession Planning Career Planning Job Rotation and Multi Skilling Job Enrichment HR Manual Induction Manual Safety Manual Exit Interviews INTEGRATED PERFORMANCE MANAGEMENT SYSTEM Day to Day to Accountability Individual Goals Short term / long term goals IVRCL 28 .
Work life balance Individual development plans Team targets HR_SURVEYS Organizational culture HRD Climate Training Need Analysis Compensation Survey Employee Satisfaction IVRCL HR_SAFETY INITIATIVES Safety survey Safety Budget Safety Policy Safety Manual Awareness and Training on safety Safety Reviews and Safety Meetings Safety systems Safety audit Safety Banners On site emergency plan Zero accident schemes for sites LEARNING CENTRE FOR HUMAN EXCELLENCE Establish Learning Centre Fresher Training Induction Training 29 .
Late sitting and working too much can cause imbalance in an individual's personal and professional life. along with the role of information technology (IT) helps and guides the management people. commitment. time management. this may cause him some medical. job satisfaction. This expression holds worth a lot because it is very important to have a balance between personal and professional life. the phenomenon is called Work-Life Balance.g. flexible working hours. relaxation. to get the maximum output with the help of available resources.Work life balance In-house Training External Training IVRCL Theoretical Framework of the Project – Work life balance What is Work life balance When an individual maintains a balance between his personal and professional life. involvement and reduces absenteeism and presenteeism (state of physical 30 . psychological and behavioral consequences. The balance between personal and professional life vary from person to person and the organization where he or she is working. Work life balance is at the forefront of the world of work. working from home and exercise etc. Kaizen. the Japanese philosophy for continuous improvement. Studies have shown that work life stress is harmful to the employees. however there are some techniques to manage the work life stress e. When an individual does not maintain a balance and works too much in the organizational setting. Work life balance improves individual's health. task management. as a result his or her productivity will also be low.
The moment he gets any query. venders through internet 24 hours a day. Night shift employees feel hard to cope up with family life and health.Work life balance IVRCL presence but not productive). Work life balance can assist employers and employee to be healthy and productive in their personal and professional life. there are people who give priority to the personal and family life. Balance means making choices and enjoying those choices. Companies have introduced flexi timings for working so that an individual employee can complete his scheduled work by coming to office any time. "Balance is not better time management. In that case the employee need to take take leave and remains absent from work. Many Corporates have come up with the option of Flexi time and work from home opportunity to tap theses employees. so it is the obligation of the employer to help people in work life balance. students want to study and work at the same time. black berry and is connected with suppliers. One can carry laptop. Day shift and night shift. PDA. parents want to have time with their children and the older worker approaching retirement to have the opportunity to stay in the workforce on reduced hours. People are more interested in looking for a job that gives them flexibility at work. For some people spending more time in the organization is more important than the time they spend at home. Those lower down the organizational hierarchy are some times not entitled for some benefits or uninformed about relevant company policies. An individual can give his best only in a conducive environment e. Employees need to work in shifts." . Mostly the employers and the employees agree that organizational objectives are more important. This in turn leads to divorces and bad health. In this technological era. However. One important factor is the degree to which work life balance are generally applicable across the whole hierarchy of the organization. There are some work-alcoholics who take their laptops and PDAs to the vacation and face the annoyance of their wives while checking the emails. Necessary arrangements for work life balance are required by all workers at different times in their lives because balance is instrumental in quality initiatives by preparing an individual to deal with the change. Many Mothers feel difficult to continue work after delivery because her home becomes her first priority. This lessens 31 . he responds to it. She may be a very good worker but she quits to look after her new born and family. some organizations also offer flexible working hours. but better boundary management.Betsy Jacobson. Personal demands such as visiting school for report card or hospital or any emergency requires attention. Many multinational companies remain open for 24hrs.g. there is still more to be done. Work life balance in today’s world A lot of people face the problem of balancing work and family life. Despite of the progress in the betterment of maintaining work life balance.
"These are just too important for me to miss. attending choir practice. An employee should fit in it and try to get maximum benefits. Yahoo India allows employees to work Flexi time. Managing Work life balance A valuable quality of leadership is the ability to balance work and life. They call the family members of employee so that they too cooperate with the employee in balancing work and home. A company needs to keep an eye on each and every employee so that the productivity is not reduced. or being a part of their kids' school activities. Does not completes work on time. managing partner of a San Francisco law firm. 4. clearly values and appreciates her quality family time. An Employer takes measures to retain his employees and increase performance. 3. When a company gives an employee an option of balancing his work and personal life it increases retention and lowers the turnover rate. Various seminars are organized. Michele. Whether through unpaid leave or flexible scheduling. Takes work for granted.Work life balance IVRCL the burden of reaching office on time when personal life needs more attention. A productive employee turns unproductive. Giving an employee option to work from home helps the employer in adjusting work from a small office and managing a big workforce. There is no stress of visiting office on time. Work life balance is a good measure taken by companies." she says. Individuals establish a pattern for their personal life . Companies don't want to get away with hard working and result oriented employees so many companies have introduced work from home opportunities where an employee can work from home. elevated trust levels are inspired throughout the members of the organization. 32 . Consequently. they provide people with the opportunity to lead productive personal lives. 2.whether it's being home for dinner four nights a week. There are few negative side effects of allowing an employee to work from home or practice flexi timings 1. Gives more stress to personal life and personal demands. They make it clear that this is an aspect they value in others. Working from home is also adopted to balance work and personal life. She is honest about her desire to attend her children's soccer and softball games and her need for personal time as well. Companies give training sessions to employees so that they are more productive. too. Here an employee can adjust time to devote for work and family.
Your finances: Programs like Quicken or Quickbooks provide great tools to help you manage your finances. For example. His team of managers supports David's travels "off the grid" because they are aware that they possess the same freedoms As a woman in leadership. 33 . in addition to the basic calendar functions the Palm Treo has a programmable voice that will speak to you and alert you of your appointments. You can share photos. technology can play an important role in helping you achieve a more balanced life.Work life balance IVRCL Michele doesn't set a double standard. charts and graphs. He recognizes the need to hone his focus and renew his ambitions. The iPhone allows you to download some great applications to help you manage different aspects of your life. The programs are user friendly and you have the option to link them to your PDA if you want to monitor your accounts when you're on the go. Based on Michele's strong personal values. possesses a true love for travel and eco-tourism. If you haven't already. Short and regular updates throughout the week will give you a glimpse into the lives of those in your network and help you feel connected even when you're on the go. Your responsibilities can pose various demands on your life that can make you feel overwhelmed and out of balance. You can manage everything from your to do lists to travel management programs that keep track of your frequent traveler programs to goal setting programs that help you develop new habits. Here are 3 areas of your life where technology can help you achieve balance: Your time: Most PDAs come with really great features to help you manage your time. David. family life and extracurricular activities can be challenging. he often takes his family to places of isolation and relaxation where his work life cannot interfere. it is part of the culture. Programs such as Facebook. Twitter and LinkedIn have revolutionized the way we connect with each other and how we share information. videos. What rules apply for her also apply to the other lawyers and employees in her firm. These programs allow you to link to your online banking accounts and provide you with a comprehensive and up-to-date view of your finances. He understands the significance and importance of this time in his life. he stays away for several days at a time. These programs also provide great features like bill pay as well as spreadsheets. audio files and news articles. finances. In this age of mobile communications. consider joining a social media network to stay in touch with family and friends. And she would have it no other way. Often. When vacationing. Your social life: Social media have become powerful and effect tools to strengthen already existing relationships and to form new ones. balancing your career. Take the time to read the manual that comes with your PDA and maximize its functionality. Consequently. the value of family increases as people are encouraged to participate in family functions and enabled to lend assistance to family in need. The executive director of a non-profit agency.
own it and be disciplined in achieving what you truly desire out of life.when you do this you will realize that you are too blessed to stress. Turn every occasion in your life into a positive . expect less and give more. luxury items.you won't have any regrets about building up these relationships. Say three gratitudes each night . but when approached in a thoughtful way.this allows you to carve out additional personal time.dare to dream and write down the top ten things you want to accomplish on your "life list. It is a passive activity that won't give you energy. When confronted with a choice.set better boundaries so that technology does not rule your life. Pursue your passion persistently . Technology should never replace personal connections. it can be useful in helping you maintain the right balance in your personal and professional life. 34 .Work life balance IVRCL Your career: Technology can help you to streamline your work day so that you work more efficiently. Let's take a look at a few tips that you may find useful: • • • • • • • • • • • • • • • • • Visualize your ideal life . Reprioritize: What are your top 10 priorities for this year? Rank them in terms of highest. Skype is free and all you need is a computer with a webcam. clothing.) Prune any activities that are not productive or non-priorities.what works best for you. Every weekend make it a goal to call two friends . toys. you can expand your knowledge and learn new things through webinars and online courses from the comfort of your office or home.studies show that it creates depression. high and low. clutter.it will help you see where you are going in life. ask yourself: What's the cost? Will this add to my life or create more stress? Let go of people and things that are holding you back (ie. Define your daily exercise time . Finally. Limit Internet time . there are various Google applications such as Google docs that can help you to promote collaboration and to share information with colleagues. Keep a journal . negativity. etc. You can save time and cut back on travel expenses by hosting video calls via Skype rather than face-to-face meetings. For example. 30 minutes in the morning. afternoon or evening? Go to bed a half hour early and get up a half hour early . Turn off the television . Every weekend set a goal of doing one fun activity. Technology can also help you to expand your professional network through social networks like LinkedIn." Write down your personal vision statement and mission statement .even negative experiences are seen as "What can I learn from this?" Live simply.it will help you on a regular basis to stay focused on what is important to you.
Training 7. Feedback and performance coaching 4. Performance appraisal 2. Career planning and development 5. I need to: • • • • • • IVRCL Start doing… Stop doing… Continue doing… Do more… Do less… Do differently… Many people today are too busy making a living that they don't have time to make a life. You can not expect to continue down the same path and get the authentic changes you really want in your life.Work life balance After reading this article. Induction training 6. answer these questions. I will leave you with this one parting thought that I want you to answer for yourself: How will I know if this year is a total success for me? EMPLOYEE WORK LIFE BALANCE IN IVRCL HRD MECHANISMS/INSTRUMENTS/SUBSYSTEMS To achieve the above objectives and to facilitate HRD the following process mechanisms or sub systems are used: 1. Job rotation 35 . Where you go in life is up to you? Where you go with your work/life balance should be by choice not chance. Potential appraisal and development 3.
Rewards 10.) and increases team work and collaboration. The training is the means of developing the individual’s personal effectiveness or developing the individual’s ability to perform his/her job role or future job roles. conflict resolution. Performance appraisal focuses primarily on helping the individual to develop his/her present role capabilities and to assume more responsibility for that role. Personnel HRD 36 . transactional analysis. Quality circles 11. problem solving. etc. particularly with human resource planning (Man power planning) THE CONTRIBUTION OF THESE SUBSYSTEMS TO HRD GOALS Each of these sub-systems or mechanisms or instruments contributes to the achievement of overall HRD goals. Training also can strengthen interpersonal relationships (through training in communications. Organizational development IVRCL 9.Work life balance 8. Potential appraisal focuses primarily on identifying the employee’s future likely roles within the organization. Employee welfare and quality of work life (QWL) All these process mechanisms are linked with the corporate plans.
It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Since. 2. LTC. Labour plays vital role in bringing about the process of production/business in motion. Thrust areas: • • • • • Performance appraisal Induction and training Job rotation & Career planning Direct contact meetings Survey of organizational climate 1. 2. has expectations. capitalist expects interest and organizer i. among four Ms. Every factor contributes to the process of production/business. Organization wide function. Men. emotions. To maintain existing systems and 1. Men has been most important factor. 37 .Work life balance IVRCL 1. entrepreneur expects profits. individuals.e. Isolated function 3. Machine and Money. Material. it is impossible to imagine a business process without Men. IMPORTANCE OF COMPENSATION:Compensation and Reward system plays vital role in a business organization.e. To improve the abilities of the procedures. i.6 Compensation GENERAL MEANING OF COMPENSATION:Compensation is the remuneration received by an employee in return for his/her contribution to the organization. Thrust areas: • • • • • Salary & wages Promotion & transfers Disciplinary action Industrial relations Leave. ambitions and egos. etc. 3. The other factors being human. It expects return from the business process such as rent is the return expected by the landlord. Similarly the labour expects wages from the process. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness.
It will also help in setting up an ideal job evaluation and the set standards would be more realistic and achievable. being just and fair would provide satisfaction to the workers. Such system should also solve disputes between the employee union and management. • It will enhance the process of job evaluation. It. • The system should follow the management principle of equal pay. • The system should be simple and flexible so that every employee would be able to compute his own compensation receivable. It will encourage the employees to perform better and achieve the standards fixed. Therefore a fair compensation system is a must for every business organization. • • It should be easy to implement.Work life balance IVRCL Labour therefore expects to have fair share in the business/production process. • Such a system should be well defined and uniform. 38 . efficiency and cooperation among the workers. It will raise the morale. • • Such system would help management in complying with the various labor acts. The fair compensation system will help in the following: • An ideal compensation system will have positive impact on the efficiency and results produced by employees. It will be apply to all the levels of the organization as a general system. should not result in exploitation of workers.
Work life balance IVRCL • It should motivate and encouragement those who perform better and should provide opportunities for those who wish to excel. • Sound Compensation/Reward System brings peace in the relationship of employer and employees. • It aims at creating a healthy competition among them and encourages employees to work hard and efficiently. • The system provides growth and advancement opportunities to the deserving employees. • The perfect compensation system provides platform for happy and satisfied workforce. This minimizes the labour turnover. The organization enjoys the stability. • The organization is able to retain the best talent by providing them adequate compensation thereby stopping them from switching over to another job. • The business organization can think of expansion and growth if it has the support of skillful, talented and happy workforce. • The sound compensation system is hallmark of organization’s success and prosperity. The success and stability of organization is measured with paypackage it provides to its employees. Components of compensation system Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows:
Work life balance
Types of Compensation • • Direct Compensation Indirect Compensation
DIRECT COMPENSATION:Direct compensation refers to monetary benefits offered and provided to employees in return of the services they provide to the organization. The monetary benefits include basic salary, house rent allowance, conveyance, leave travel allowance, medical reimbursements, special allowances, bonus, Pf/Gratuity, etc. They are given at a regular interval at a definite time. Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity.
House Rent Allowance
Work life balance IVRCL Organizations either provide accommodations to its employees who are from different state or country or they provide house rent allowances to its employees. This is done to provide them social security and motivate them to work.
Basic Salary Salary is the amount received by the employee in lieu of the work done by him/her for a certain period say a day, a week, a month, etc. It is the money an employee receives from his/her employer by rendering his/her services. Conveyance Organizations provide for cab facilities to their employees. Few organizations also provide vehicles and petrol allowances to their employees to motivate them.
Leave Travel Allowance These allowances are provided to retain the best talent in the organization. The employees are given allowances to visit any place they wish with their families. The allowances are scaled as per the position of employee in the organization. Medical reimbursement
etc. Leave travel Assistance Limits. casual leaves. INDIRECT COMPENSATION:Indirect compensation refers to non-monetary benefits offered and provided to employees in lieu of the services provided by them to the organization. The bonus amount usually amounts to one month’s salary of the employee. Holiday Leave Policy It is the right of employee to get adequate number of leave while working with the organization. medical leaves (sick leave). travel expenses. if they happened to do so. The organizations provide for paid leaves such as. meals. The employees are provided with medi-claims for them and their family members. overtime pay. They include Leave Policy.Work life balance IVRCL Organizations also look after the health conditions of their employees. Special Allowance Special allowance such as overtime. club memberships. and maternity leaves. Bonus Bonus is paid to the employees during festive seasons to motivate them and provide them the social security. Overtime Policy Employees should be provided with the adequate allowances and facilities during their overtime. etc are provided to employees to provide them social security and motivate them which improve the organizational productivity. commissions. reduced interest loans. Hospitalization. Homes. insurance. Insurance. 42 . These medi-claims include health-insurances and treatment bills reimbursements. statutory pay. mobile allowances. Overtime Policy. such as transport facilities. Retirement Benefits. Car policy.
This gives them the emotional security and they feel themselves valued in the organization. Even their dependents should be eligible for the medi-claims that provide them emotional and social security. say at an interval of one year.Work life balance etc. Hospitalization IVRCL The employees should be provided allowances to get their regular check-ups. 43 . Insurance Organizations also provide for accidental insurance and life insurance for employees.
compensation helps in running an organization effectively and accomplishing its goals. Unless compensation is provided no one will come and work for the organization. Retirement Benefits Organizations provide for pension plans and other benefits for their employees which benefits them after they retire from the organization at the prescribed age. The most competitive compensation will help the organization to attract and sustain the best talent. the employees have other psychological and self-actualization needs to fulfill.Work life balance Leave Travel The employees are provided with leaves and travel allowances to go for IVRCL holiday with their families. Some organizations arrange for a tour for the employees of the organization. Salary is just a part of the compensation system. Thus. The organizations make sure that the employees do not face any kind of difficulties during their stay in the guest house. The compensation package should be as per industry standards. Thus. Holiday Homes Organizations provide for holiday homes and guest house for their employees at different locations. compensation serves the purpose. These holiday homes are usually located in hill station and other most wanted holiday spots. This is usually done to make the employees stress free. 44 . Need of Compensation Management: A good compensation package is important to motivate the employees to increase the organizational productivity.
e. the management is providing three different types of pay packages and they are as follows: Wage and salary components: G1 to G5 employees receive Basic salary House rent allowances Transportation Food expenses Children education Washing expenses Conveyance reimbursement G6 to G8 employees receive Basic salary 45 .Work life balance IVRCL Strategic compensation is determining and providing the compensation packages to the employees that are aligned with the business goals and objectives. The compensation systems have changed from traditional ones to strategic compensation systems. G1 to G9.. In today’s competitive scenario organizations have to take special measures regarding compensation of the employees so that the organizations retain the valuable employees. Compensation Management in the Company: As there are nine grades in the company i.
Statutory deductions IVRCL Statutory Deductions: Under statutory deduction Employee Provident Fund Employee State Insurance Professional Tax Salary in Advance Bank Loan Other Deductions like Damages etc. Salary in Advance: In some cases salary is paid in advance to the employee’s whenever there is a need or in some emergency like. Bank Loans: If the employee have any bank loans the amount of monthly payment to the bank is been deducted from the employee’s salary. for medical or any other requirements of the employee. If the damage amount is high then the deductions is done in installment process. 46 . This amount is been deducted in installments from the employee’s monthly salary. Damages: If any damage of the Company property is done in the hands of the employee the amount for the damage done is been deducted from the employee’s salary.Work life balance House rent allowances Transportation G9 employees receive Basic salary House rent allowances Deductions: There are two types of deductions that is Statutory deductions Non.
5lakhs G9.8lakhs G6. they are eligible for one current basic pay. G1.g. For all remaining employees will get according to their grade eligibility.25lakhs G2.g. GROUP PERSONAL ACCIDENT POLICY In case of death of an employee it is given to the dependents.15lakhs G3. Shares are being allotted upon the designation and grade.: G1 gets 125 liters FOOD COUPONS Employees from G1-G5 are issued food coupons. G1 is eligible for Air G2 is eligible for Air and first class A/C. TOUR AUTHORISATION All the employees are reimbursed when they go out for office purpose. LTA can avail only for two calendar years. E.Work life balance PETROL REIMBURSEMENT It is covered for G1-G3 E.7lakhs G7. TRANSFER BENEFITS & ALLOWANCES:All the employees transferred from one location to other shall be eligible for 47 . they can avail after completion of 1year of service. EMPLOYEE STOCK OPTION PLAN IVRCL Management guides the employees regarding proceedings and offers at a discount.10lakhs G5.3lakhs LEAVE TRAVEL ASSISTACE Every employee after completion of probation period is eligible for LTA.12akhs G4. But.6lakhs G8.
Calculation of payroll. Therefore. transportation of house hold goods. Collecting Attendance. are entitled to reimbursement of medical expenses incurred for self. Allowance for packing and transportation of household goods. 2500/. against the production of actual bills. Distribution of salary. vehicles etc. if any employee leaves the employment during the financial year the amount reimbursed in excess of the prorate entitlement will be recovered from the full and final Settlement dues of the employee. Medical Benefits: All executives.Work life balance IVRCL following benefits and allowance. Managers and above will be allowed to club their entitlement for LTA and reimbursement of medical expenses and utilize the same flexibly for both the purposes. 4. 2. children and dependent parents up to one month’s basic salary every financial year. 48 . spouse. The entitlement for reimbursement of medical expenses will be prorating to the employment during the financial year. The concerned employees shall be reimbursed expenses incurred towards packing. children and dependent parents up to Rs. loading / unloading. the total amount that can be claimed in a financial year on both occasions will not exceed the entitlement at (a) and (b) above.per anum. supported by medical bills and cash memos and submitted to Accounts Dept. Staff in S1 grade who are not covered under ESI scheme. Updating of records. are entitled to reimbursement of medical expenses incurred for self. The un-availed portion of entitlement of any year can be carried forwarded to the following financial year. who are not covered under the ESI scheme. in October and April – not later than 15th of the month. Pay Roll Section: STEPS: 1. vehicle etc. However. Claims must be made in the prescribed form. insurance. spouse.e. 3. Claim for reimbursement of medical expenses can be made twice in a financial year i.
CASUAL LEAVE: ELIGIBILITY: All Trainees. First part is attendance.Earned 1. Transfer order 4. Salary is paid for 1st to 31st but attendance is calculated from 25th to 26th of the month. which will be coming from last 26th to 25th of the month.1.Work life balance PROCEDURE: IVRCL After employee placement/joining the recruitment section handovers the details of the employees enclosed in a file to the payroll department. The Pay Roll department then looks after the following aspect of the employees. The employees who join the organization during the year will be entitled to CL 49 . Leaves: There are three leave . Left. Advances 3. New Joining 5.Casual leave 2.Sick leave 3. In IVRCL Pay Roll process starts from 25th of every month.Casual leaves-10 Sick leaves-10 Earned leaves-20 types of leaves. Leaves 2. Probationers and Permanent employees of IVRCL (irrespective of grades) are entitled to CL of 10 working days in a calendar year. Time office management (attendance) ATTENDANCE: 1.
Employees must obtain prior sanction from the sanctioning authority before availing Casual Leave. Employees are expected to apply for CL prior to availing the leave unless in the case of unforeseen circumstances.e. IVRCL Holidays and Weekly offs falling during the C. GENERAL CONDITIONS The CL will be credited in the beginning of the calendar year.L shall not be counted as part of C. one should not exhaust the complete leave in the beginning of the year itself. Casual Leave cannot be combined with any other type of leave. then intimation may be sent to the leave sanctioning authority about his inability to attend duty giving the reasons thereof and should obtain approval on the first working day immediately on resuming duty.L.Work life balance on prorate basis to their service in that year. If employee takes Casual Leave and there after continued Sick Leave the entire leave shall be converted as Sick Leave only. Granting of Casual Leave shall be subject to exigencies of work and at the discretion of the leave sanctioning authority. 50 . if it is not possible for the employee to obtain prior approval. The un-availed CL will lapse at the end of the calendar year Casual Leave is not encashable. CL cannot be availed for less than half day or more than 3 days at a time or in a month. The availing of CL should be distributed over the year i. But due to sudden and unforeseen circumstances.
On termination of service by the company On the death of an employee. ACCUMILATION OF SL: SL can be accumulated up to 60 days and the leave in excess of the same will be lapsed. Sick Leave should not be treated as a substitute for Casual Leave. Sick Leave is not encashable. But whenever they availed ESI SL benefits. GENERAL CONDITIONS: The SL will be credited in the beginning of the calendar year. The un-availed S. 3. Holidays and Weekly offs falling during the Sick Leave shall be counted as part of Sick Leave only. But employees at the time of separation are entitled to total encashment of EL up to 120 days only in the following cases at his full & final settlement.ENCASHMENT OF EL: There is No provision of Encasement of EL during the service. 51 . Sick Leave is a contingency leave to be availed only when an employee is disabled to work on account of sickness. The employees who join the organization during the year will be entitled to only the SL on prorata basis to their service in the year.SICK LEAVE: ELIGIBILITY: IVRCL All Trainees.L will be carried forwarded to the following year. in which case payment will be made to the dependents of the deceased employee . Probationers and Permanent employees of IVRCL (irrespective of grades) are entitled to SL of 10 working days in a calendar year. ESI coverable employees are also entitled to 10 days SL.Work life balance 2. they should not availed company SL and this period will be shown in our payroll as LOP. SL can be combined with EL if the employee does not have sufficient SL to meet the requirement.
only current Basic salary will be taken into account. if the employee falls sick while availing EL and if he does not have sufficient EL to meet the requirement. LEAVE ON LOSS OF PAY: Leave on loss of pay shall not be permitted.Work life balance When an employee resigns from service after giving due notice On retirement from Company’s service. Earned Leave will be granted at the discretion of the Management and nothing shall limit the right of the Management to refuse. However. The extended period of leave must be regularized within 48 hours after joining duty. In case the duration of Earned leave has to be extended for compelling reasons. The un-availed EL will be carried forwarded to the following year. fall in between the EL Period or prefixing /suffixing shall not be counted as part of the EL. the information should reach the leave sanctioning authority at least 3 days before the expiry of the sanctioned leave. EL can be combined with SL. prior to proceeding on leave. revoke or curtail leave as the exigencies of the Company’s work may require. 52 . GENERAL CONDITIONS: The EL will be credited at the end of the calendar year. the advance leave from the following year may be sanctioned as a special case to the extent of accrued leave as on date with the prior sanction of General Manager and above only. IVRCL For calculation of EL encashment. Either weekly offs or paid holidays. PROCEDURE OF AVAILING EL: Applications for EL must be made in the prescribed Leave Card at least 15 days in advance and sanctioned by the Head of the Department and should be submitted to the HR Dept.
Temporary Employees 2. Leave travel allowance) FULL & Final settlement. G4-G0 (Probation) Employees have to give 1 month notice letter. Trainees-1yr 3. Trainees) Employees whenever submits the resignation letter can resign from the company. Temporary. Transfer Order: After joining if a requirement is seen in any other particular area he is posted there or if the employees needs transfer due to some problems and the particular vacancy is available then he is transferred there. • • Employee Benefit (medical reimbursement. Resigned type of employees comes under this category. IVRCL 2. 53 . Probation-6 months G9-G5 (Probation. Advance: If the employee takes any advance salary it is shown in the remarks 3. Permanent 4.Work life balance column. New Joining: If any new employee joins his particulars are entered in the recorded. G9-G5 (Permanent) Employees have to give 1month notice letter. Absconded. Left: Terminated. 5. 4. Employees are of 4 types they are: 1.
1952 Employee’s Pension Scheme Act. The employee fills up the forms and sends it back. It is applicable to: Every factory engaged in any industry specified in Schedule I in which 20 or more persons are employed.Work life balance G4-G0 (Permanent) Employees have to give 3 months notice letter. Full & Final settlement copies send to account department for verification. No dues certificate. Trainees cannot be taken as employees. Cash department dispatches the cheque. Sweepers and Chowkidars drawing paltry sums per 54 . Form 10c to employee address. An apprentice is only a learner and not an employee.F section members sends the form to Government Office according to the norms they make payment to the employees via bank. Provisions Act. Statuary compliance Employees’ Provident Funds and Misc. Contract labour is included but casual labour is excluded for counting the strength of employees. 1995 The Act extends to the whole of India except the State of J&K. Experience letter(if he is permanent employees) Form-19. Next it will be passed to cash department for preparation of cheque. IVRCL STEPS: Resignation Acceptance. then P. Full & Final settlement. Final copy.
6500/. Employees: 12% of their basic salary Employers: into 3.To pay the employer’s and employees’ contributions and administration Charges as required under the Act.2) within 15 days of close of every month.5A within 15 days of the applicability of the Scheme. 1995 and Deposit-Linked Insurance Fund are also applicable. EPF & Pension Scheme The maximum contribution to an employee’s pension scheme is Rs.33% Pension Scheme 12 % sub divided 55 . Employing less than 20 persons – 10% of the basic wages. etc. or has been set up.6500. Employees Pension Scheme.Return of ownership in Form No. Contribution: The employer is required to contribute: a) In case of establishment.67% EPF of employee’s salary more than Rs. Obligation of Employers: .(Inclusive of all allowances getting through salary slip) Date of Eligibility: From the Date of joining onwards irrespective of whether he/she is already member or not. automatically.541 irrespective 8.Return of Membership of employees First in Form no. Salary Limit: Rs. . Once EPF Act is applicable.5 together with Declaration in Form No. DA.9 and then in Form No. A newly set-up establishment for an initial period of 3 years from the date on which such establishment is.Work life balance IVRCL month and not borne on the regular staff sheet are to be excluded from the employment strength. . if any b) In case of all other establishments employing 20 or more persons –12% of the wages. dearness allowance and retaining allowance.
Eligibility Register. PF Register.Work life balance IVRCL . Monthly & Annual Returns: Documents required for monthly filing: SBI bank challans (4) Form 5 Form 10 Form 12 A Official Covering letter The employer has to submit the above said documents at the nearest authorized SBI Bank along with the challans by 15th of every month.A return in the prescribed form in respect of employees leaving the service during the month. Allow the employer to deduct the employee’s contribution every month and deposit the same with the PF Commissioner. PF Ledger.Return of Contributions with copies of challans within 25 days of close of each month. the employer shall send a ‘Nil” Return. Obligation of Employees: To furnish Declaration and Nomination form at the time of employment or joining the fund.-within one month of the close of each year. .Annual Return of Contribution in Form No. Where there is no employee becoming a member of the fund or leaving service during the month. .6-A. within 15 days of close of every month. Records to be maintained: Contribution Cards. Inspection Book. Bank keeps 2 challans for their 56 .
For becoming ESI Member. but for contribution purpose.10000/. 57 . it is taken into account. or closure of the factory or the establishment. with 30 days of the end of contribution period. The employer with two challans files 1 each to the copy of the submitted documents and forwards 1 set of file to the Regional PF Office by 25th of every month and maintains a set for acknowledgement purpose.(inclusive of all allowances) p. no Overtime amount is taken into account. Return of Contributions The employer should prepare a ‘Return of Contributions’ in Form 5. 1948 The Act is applicable to whole of India where the industries carry manufacturing process by engaging 10 or more workmen by using electric power or 20 or more persons without using electric power. by entering details in the ascending order on insurance numbers and draw the totals. ESI Act.m.75% Employer’s Contribution: 4. This return of contributions along with the receipted copies of challans of monthly payments should be submitted to the Regional Office. Employee Contribution: 1. Wage Limit: Rs. in quadruplicate (4 copies). Documents required for annual returns: Form 6A Form 3A Official Covering letter Reconciliation Statement The employer has to submit the above said documents at the Regional PF Commissioner Office by 30th April of every year.75% Maternity Benefit Act and Workmen Compensation Act are not applicable where ESI Act is applicable.Work life balance IVRCL reference in which 1 challan is sent to the Regional PF Office and returns the other 2 challans to the employer.
Contribution Period and Benefit Period The period. his Identify Card and Temporary Identification Certificate should be returned to the Regional Office. is called the ‘benefit period’. Benefit Period 1st January of the following year 58 . or avails of a benefit. The amount of benefit is calculated with respect to the contributions paid during the corresponding ‘contribution period’.Work life balance IVRCL Note: In the remarks column of the return the date of appointment and the date of leaving service should be duly filled-in. If any employee leaves service before 3 months. The employer shall hand over the Identify Cards to those employees who have been in employment for atleast 3 months and obtain his signature/thumb impression on the Identify Card and in a register in token of receipt of the card. (ii) 1st October to 31st March of the following year Identity Cards Every member employee shall be provided a Permanent Identity Card. which are as follows: Contribution Period (i) 1st April to 30th September to 30th June. during which an employee is entitled to. 1st July to31st December. Deduction for Employee’s Contribution from Wages The employer may deduct the employees contribution from his wages in respect of the period for which the contribution is payable.
The Maternity Benefit Act. on account of his liability for contributions payable under the Act. For eligibility. The Payment of Gratuity Act. if an employee dies after completion of 3 year total service. In death case. Gratuity Formula: Last Wage Drawn 26 15 No. Benefits. etc.). aims at regulation of employment of women 59 . IVRCL No deduction shall be made from the wages of any employee. Eligibility: After completion of 5 years total service (for this purpose 6 months and above can be rounded off to full years services and less than 6 months need not be. 3. Employer is to take Nomination Form as per rules from the employee concerned once he completes one year service from the date of joining. the period will be taken into calculation. 1972 Applicability: All Industries/Commercial Establishments who are registered under Shops & Establishment Act or Factories Act. of years in service Maximum Gratuity should not exceed Rs. Forfeiture or Deductions are allowable from the Gratuity amount as per provisions stipulated in the Act. 000 Wage means whatever you are calculating for EPF purpose. it is after 5 year service. from the date of joining. this 5 year services is waived off that means. 50. his nominee is eligible to get 3 years Gratuity amount from the organization.Work life balance Employer’s Contribution not to be Deducted contribution paid or payable in respect of him. but for payment. 1961. for the employer’s The employer shall not reduce wages or discontinue or reduce any benefits conferred under the conditions of services payable to an employee. Employer Not to Reduce Wages. 1961 Objectives The Maternity Benefit Act.
shall also be counted. mine or plantation (including those belonging to Government) and an establishment engaged in the exhibition of equestrian. and the woman employee is not qualified to claim maternity benefit under section 50 of that Act. additional rest intervals. then such woman employee is entitled to claim maternity benefit under this Act till she becomes qualified to claim maternity benefit under this Act till she becomes qualified to claim maternity benefit under the E. who has actually worked in the establishment for a period of at least 80 days during the 12 months immediately preceding the date of her expected delivery. the Act does not apply to any such factory/other establishment to which the provisions of the Employees’ State Insurance Act are applicable for the time being. acrobatic and other performances.S.S. But where the factory/ establishment is governed under the E. commercial agricultural or otherwise. 3. etc. (or the amount so specified u/s 2(9) of the ESI Act). the days on which she has been laid off or was on holidays with wages. irrespective of the number of employees. industrial. Employees Entitled Every woman employee.I Act. There is neither a wage ceiling for coverage under the 60 .000 p.Work life balance IVRCL employees in certain establishments for certain periods before and after child birth and provision of maternity and certain other benefits. The qualifying period of 80 days shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of immigration. For calculating the number of days on which a woman has actually worked during the preceding 12 months. whether employed directly or through a contractor. or for any other reason.m.I Act. and to every shop or establishment wherein 10 or more persons are employed or were employed on any day of the preceding 12 months. maternity bonus. Some State Acts also provide for additional benefits such as free medical aid. However. is entitled to receive maternity benefit. provisions of crèches. Scope and Coverage The Act extends to the whole of India and is applicable to every factory. The State Government may extend the Act to any other establishment or class of establishments. because her wages exceed Rs.
in advance to the woman employee on production of the proof of pregnancy (in the prescribed form). for the entire period. The benefit is payable for a maximum period of 12 weeks of which not more than six weeks shall precede the date of her expected delivery. dearness and house rent allowance. 1923 Objectives The Workmen’s Compensation Act. The balance of amount due for the subsequent period should be paid within 48 hours of production of proof of delivery (in the prescribed form). 1923. The Workmen’s Compensation Act. Amount of Benefit The maternity benefit is payable to a woman worker at the rate of average daily wages for the period of her actual absence. during the benefit period. in case the child also dies during that period. If a woman dies during the benefit period. aims to provide workmen and /or their dependents some relief in case of accidents arising out of and in the course of 61 . Payment of Maternity Benefit The employer is liable to pay the amount of maternity benefit for the period preceding the date of expected delivery. Female workers engaged on casual basis or on muster roll on daily wages are also entitled to benefit under the Act since there is nothing in the Act which confers the benefit only on regular woman employees. Wages for his purpose includes basic wages. in case she dies without delivering a child. in case she dies after delivering the child. incentive bonus and money value of concessional supply of food grains and other articles.Work life balance IVRCL Act not there is nay restriction as regards the type of work a woman is engaged in. the benefit is payable(i) (ii) (iii) up to and including the day of her death. or up to and including the day of child’s death.
Even the cooks employed in hotels. 2000 w. casual labourers will be provided compensation for death or disability. fire-brigade. workers employed by Indian companies abroad. in the process of cooking are covered. transport or sale of any article. etc.2000 has brought all the workers within its ambit irrespective of their nature of employment i. establishments engaged in making. 1995 extended the scope of the Act to cover workers of newspaper establishments.12. mines. drivers cleaners. outside the purview of this Act. Employees Entitled Every employee (including those employed through a contractor and also casual employees). and doing other mechanical jobs. adapting. 8. liquefied petroleum gas or any other mechanical device. plantations. repairing.f. working in connection with a motor vehicle. whether employed on casual basis or otherwise than for the purposes of the employer’s trade or business. For the first time. restaurants using power. shall be entitled for compensation under the Act. Scope and Coverage IVRCL The Act extends to the whole of India and tie applied to railways and other transport establishments. establishments engage in constructions. factories. docks.Work life balance employment and causing either death or disablement of workmen. The workmen’s Compensation (Amendment) Act.e. mechanized harvesting and thrashing. The interpretation of the definition of ‘workman’ should be on ‘purposive approach. who suffers an injury in any accident arising out of and in the course of his employment. A person employed in a factory which is yet to commence production would not be deprived of the benefit of the provisions of the 62 . persons engaged in spraying or dusting of insecticides or pesticides in agricultural operations.e. and not on the ‘orthodox approach’. Establishments which are covered by the Employees State Insurance Act. horticultural operations. Earlier the Workmen’s Compensation (Amendment) Act. oilfields and other employments listed in Schedule II of the Act. altering.
000). Relevant Factor or Rs.000). whichever is more. And Rs. (90. (a) In case of death. Relevant Factor whichever is more. 50% of the monthly wages x (c ) In case of partial permanent disablement Such percentage or the compensation specified under Schedule I. (2. (80. The workman employed in a premises where manufacturing IVRCL process is intended to be carried on is not necessarily required to be actually connected with manufacturing process. 60% of the monthly wages x or Rs. Amount of Compensation The amounts of compensation payable by the employer shall be calculated as follows. (b) In case of total permanent disablement relevant factor specified under Schedule I. the percentage of the loss in earning capacity (specified in Schedule I) (d) In case of partial permanent Such percentage of the payable in case (b) above as is 63 . Any person engaged in such premises who is contributing for the intended manufacturing process would be deemed to be workman for the purpose of the Act.500) for funeral expenses.Work life balance Act.
shall be deemed to be Rs. (ii) Where the monthly wages of an employee exceed Rs. as is proportionate to the loss of earning capacity Notes: (i) ‘Relevant Factor’ for calculation of the amount of compensation have been specified in Schedule IV of the Act. (iii)‘Monthly wages. for this purpose means (a) Where the workman has been in continuous service of the employer for a period of atleast 12 months preceding the accident.on Same work) 64 . 4000. preceding the accident: Total wages due for the period of 12 Months preceding the accident being Earned by a similar workman (i. Monthly Wages = Total wages due for the last 12 months --------------------------------------------------12 (b) Where the workman has been in continuous service of the employer for a period of less than 12 months.Work life balance compensation IVRCL payable in case (b) above. his monthly wages for the purposes of case (a) and 9b) above.e. 4000 only.
if any. food allowance. Medical Examination The employer may get the concerned workman examined by a qualified medical practitioner. The employer must present himself for such examination otherwise he shall loose his right to the 65 . (ii) Where an accident occurs outside India. dearness allowance. awarded to such workman in the foreign country. free quarter. night out allowance. includes any benefit or perquisite expressible in terms of money but excludes traveling allowance/concession. (i) ‘Wages’ for the purposes of this Act. The definition of wages is very comprehensive. the amount of compensation payable under the Act shall be reduced by the amount of compensation. It includes bonus. gratuity.Work life balance Monthly Wages = IVRCL -------------------------------------------------12 (c) In any other case: Total wages earned in the last Continuous period of service Monthly Wages = --------------------------------------------------------Number of Days in such period Continuous service shall be a period of service not interrupted by absence from work for a period exceeding 14 days. within 3 days from receiving the notice of accident. overtime. employer’s contribution to a pension or provident fund or a sum paid to cover any special expenses incidental to his employment.
ENVIRONMENT AND QUALITY (HSEQ) Every job involves certain risks. SAFETY. Awareness about the hazards and safety measures Environmental friendly methods Assures quality based products/services ACIVEMENTS: 66 . HSEQ SAFETRY MEASURE AT IVRCL: HEALTH. There is a possibility of occurrence of risk either from external and internal sources. How to control? Management of IVRCL is very much concerned about safety measures of its employees. External sources hear referred to infrastructure and internal sources referred to Behavior of employees. does not debar him from challenging the medical certificate produced by the workman. How it does? Formally and structured site induction training program are conducted by them and make aware of Health requirements to be maintained. HSEQ is involved in regulation and controlling the risks involved in jobs. In order to provide a safer and healthy atmosphere at work place HSEQ is strengthened at all levels in IVRCL. Hence it posses HSEQ department where all the matters are taken care by them.Work life balance compensation. IVRCL Failure of employer to have the workman medically examined.
It is our ethical responsibility to do what is necessary to protect employees from death. demand accountability for safety performance and provide the resources necessary for a safe workplace. establish safety goals. The combined commitment and participation of the entire organization is necessary to create and maintain an effective safety culture. But when they happen to someone we love. Every person in the organization.9001:2008 ISO-14001:2004 OHSAS-18001:2007 IVRCL OBJECTIVE: Quality based products/ services. we suddenly see the reality of the horrible pain and suffering and its widespread effect. At their core. They define what is worth pursuing as guidance for our decisions and actions. Management is responsible. from the top management of the corporation to the newest employee. ethics hold up a positive vision of what is right and what is good. Safety is a culture. not a program. injury and illness in the workplace. This is the only foundation upon which a true safety culture can be established in any workplace. 67 . Workplace injuries and deaths are too often seen as statistics.Work life balance ISO. Management’s responsibilities are to lead the safety effort in a sustained and consistent way. Customer Satisfaction Quality Awareness Desire for Excellence Continual Improvement Zero accidents Safety is an ethical responsibility. is responsible and accountable for preventing injuries.
had we recognized the eventual outcome. Safety programs must be site-specific with recurring audits of the workplace and prompt corrective action. The fundamental belief that injuries are. train and encourage employees to maintain a safe workplace. by their nature. comprehensive inspections and aggressive investigation of accidents or near-misses discover potential workplace hazards and identify weaknesses in safety plans. from the first line supervisor to the chairman of the board. Safety regulations and generic safety programs are not sufficient means to discover hazards because they are not specific to the individual workplace. preventable is a catalyst that encourages us to prevent injuries. policies and procedures. Effective training programs both teach and motivate employees to be aproductive part of the safety culture. changes could have been made. motivate. The purpose of the workplace audit is to discover and remedy the actual hazards of the site before they can injure workers. or remove the employee from the workplace to protect the employee and his/her co-workers. Safety is good business. A safety audit program is site-specific. Whenever a safety deficiency is found. Reducing workplace injuries and illnesses reduces the costs 68 . Awareness of safety does not come naturally. The employer must exhaust every reasonable means to lead.Work life balance IVRCL Managing safety is the responsibility of every supervisor. prompt action is required both to overcome the hazard and to reinforce the message that safety is a priority. We all need to be trained to work safely. programs. All injuries are preventable. Recurring hazard analyses. in the event the employee refuses to take the actions required to work safely. But. Safety is a condition of employment. But there is always some chain of events that occurred leading up to the accident that. the employer must utilize a system of progressive discipline to enforce safety requirements and ensure the cooperation of the employee. Employees must be trained to work safely. Sometimes accidents occur without the apparent indication of fault or blame.
IVRCL is ISO certified company which has three separate divisions until it has been 69 . potential government fines and litigation expenses. A properly managed safety culture based on these eight principles of workplace safety will produce employees who participate actively in training. medical expenses. identify and alert one another and management to potential hazards and feel a responsibility for their safety and the safety of others. which establishes the foundation for an effective safety culture Integrated Management System (IMS) Policy IVRCL infrastructures & projects Ltd. Is implementing IMS with the following philosophy: • Service quality • Customer satisfaction • Leadership objectives • System and process • Continual improvement • Training & development • Sensitivity to environment • Occupational health and safety • Legal compliances ISO = International Organization for Standardization. Accepting safety as an ethical responsibility demonstrates a sincere concern for each employee.Work life balance IVRCL of workers’ compensation. Effective workplace safety is not an expense. It is an asset.
Environment and safety. Eye wash Fountains IVRCL gives prime importance to protection of environment and a safe operation of activities. quality and environmental factors at the sites/projects. The company has acquired IMS certificate which is valid for 3 years and can be renewed after the expiry by filing the necessary documents.Work life balance IVRCL implemented IMS policy. Quality checks are done very often to overcome the later damages that could occur after the completion of the site/project. Auditing is done both internally and externally at the sites/projects by the authorized persons appointed by the ISO and organization. Foot and Leg Protection 7. Dust mask 4. 70 . Promotes awareness among the contractors. The three divisions were Quality. The following are the safety measures that are followed at the site by the labours: 1. Safety Helmet 2. IVRCL follows a systematic approach to pollution prevention to achieve continual performance improvement. Ear Muffs/Earplug 5. Eye & Face Protection 3. Safety Belt & Harness 6. Safety Nets 8. Internal audit is done once in six months while the external audit is done once in nine months. health. As a result of IMS policy IVRCL is forbidden by the rules and regulations of ISO by maintaing safety. suppliers and customers for shared responsibility towards environmental protection. IVRCL makes sure that protective and safety measures are taken at the sites in preventing the labour from the fatal accidents.
Work life balance IVRCL DATA ANALYSIS& INTERPRETATION 1.OF RESPONDENTS 0 0 18 2 20 PERSENTA GE 0 0 90 10 100 71 .NO 1 2 3 4 NO. S.OF RESPONSE LESS THEN 5 DAYS 5 DAYS 6 DAYS 7 DAYS TOTAL NO. How many days in a week do you normally work.
And they need some rest. S.NO 1 2 3 4 NO.Work life balance IVRCL Interpretation: 90% of the employees are working 6 day in a week. 10% of employees are working 7 days in a week. 2. at least 2 Saturdays in a month to spend with their families.OF RESPONSE 7-8 HOURS 8-9 HOURS 9-10 HOURS 10-12 HOURS MORE THEN 12 5 HOURS TOTAL NO. how many hours in a day do you normally work.OF RESPONDENTS 3 9 5 3 0 20 PERSENTA GE 15 45 25 15 0 100 72 . From the above analysis we can know that the employees are working 6 days in a week and 10% of employees are 7 days a week.
Work life balance IVRCL Interpretation: 15% of employees are working 7-8 hours per day.OF RESPONSE 1 YES 2 NO TOTAL NO.NO NO. ( for this at least they should have the flexible staring time). Do you generally feel you are able to balance your work life. S. From the above analysis we can know that the maximum no of employees are working more than 8 hours to reach their targets in time by setting goals and also working more effectively and efficiently to increase the company standards in quality.OF RESPONDENTS PERSENTA GE 15 37 5 13 20 50 73 . 3. 15% of employees are 10-12 hours. 25% of employees are 9-10 hours. 45% of employees are working 8-9 hours per day.
How do you feel about the amount of the time you spend at work.OF RESPONDENTS PERSENTA GE 1 5 1 5 5 25 74 . and 13 percent of employees are saying no.NO 1 2 3 NO. S. 13% of employees are saying no. From the above analysis we can know that maximum no of employees are having the good work life balance.Work life balance IVRCL Interpretation: 37% of employees are saying yes.OF RESPONSE VERY UNHAPPY UNHAPPY INDIFFERENT NO. 4.
25% employees feel indifferent 55% employees feel happy 10% employees feel very happy From the above analysis we know that half of the employees are happy with the time they are spending in office and 25% of employees are indifferent and rest of them are unhappy. S.OF RESPONSE 1 YOGA 2 READING BOOKS NO.Work life balance 4 HAPPY 5 VERY HAPPY TOTAL IVRCL 11 2 20 55 10 100 Interpretation: 5% employees feel very unhappy. 5% employees feel unhappy. How do manage if stress arising from your work.NO NO. 5.OF RESPONDENTS PERSENTA GE 2 10 2 10 75 .
OF RESPONSE 1 YES NO. 6. S.NO NO. Does your company have a separate policy for work-life balance.OF RESPONDENTS PERSENTA GE 2 10 76 .Work life balance 3 ENTERTAINMENT TOTAL IVRCL 16 20 80 100 Interpretation: 80% of employees are in to entertainment 10% are doing Yoga 10% are Reading books From the above analysis we can know that 80 Percent of employees are in to different entertainment programs to take out there stress and rest of them are doing Yoga and reading books.
35 percent have said ‘NO’ and 10% have said ‘YES’.OF RESPONSE NO. Does your organization provides you with following additional work provision. S. (i).NO NO.OF PERSENTA 77 . Telephone for personal use.Work life balance 2 NO 3 NOT AWARE TOTAL IVRCL 7 11 20 35 55 100 Interpretation: 55% of employees are not aware the separate policy for work life balance 35% of employees have said no 10% of employees have said yes From the above analysis we can know that half of the employees are not aware of work life balance policy in company. 7.
NO NO.Work life balance RESPONDENTS 1 YES 2 NO TOTAL GE 2 6 15 17 44 100 IVRCL Interpretation: From the sample size 20. Counseling service for employees.OF RESPONSE NO. 17 members have gave the response for this question Only 6% have got cells for personal use 44% have said ‘NO’ (ii).OF PERSENTA 78 . S.
very less percent of employees are going for counseling. (iii). 79 . Health programs.Work life balance RESPONDENTS 1 YES 2 NO TOTAL 6 10 16 GE 19 31 51 IVRCL Interpretation: From the sample size 20. 16 members have gave response for this question 19% of employees have the counseling service 31% are saying NO they don’t have counseling service From the above analysis we can know that maximum no of employees are not taking part in counseling.
(iv).Work life balance S.NO NO. Parenting or family support programs. 17 members have gave the response 32% are saying YES they have the regular health checkup in office 18% are saying NO.OF RESPONDENTS PERSENTA GE 11 32 6 18 17 50 IVRCL Interpretation: From the sample size of 20. From the above analysis we can know that there is a regular health checkup is going on in office and some of the employees are not taking part in.OF RESPONSE 1 YES 2 NO TOTAL NO. 80 .
81 .NO NO.Work life balance S. 15 members have responded for this question 17% of employees have agreed there are family support programs 33% of employees have disagreed for this From the above analysis we can know that very less no of employees are taking part in family day and other programs.OF RESPONDENTS PERSENTA GE 5 17 10 33 15 50 IVRCL Interpretation: From the sample size 20.OF RESPONSE 1 YES 2 NO TOTAL NO.
OF RESPONSE YES NO YES BUT NO TIME TOTAL NO. 82 .NO 1 2 3 NO.Exercise facilities.75 100 IVRCL Interpretation: 25% of employees are saying ‘YES’ 44% of employees are YES but no Time 31% of employees are saying NO From the above analysis we can know that there is a facility provided by company but there is no time for them to go.Work life balance (v).OF RESPONDENTS 4 5 7 16 PERSENTA GE 25 31.25 43. S.
NO NO.OF RESPONDENTS PERSENTA GE 4 14 10 36 14 50 IVRCL Interpretation: From the sample size 20. S.OF RESPONSE 1 YES 2 NO TOTAL NO. 83 . Relocation facilities and choices. 14 have responded for this question 14% of employees have said yes there is relocation facility 36% of employees have said no From the above analysis we can know that maximum no of employees have said there is no relocation facility and choices in company.Work life balance (vi).
Transportation S.OF RESPONSE 1 YES 2 NO TOTAL NO.NO NO.Work life balance (vii).OF RESPONDENTS PERSENTA GE 3 9 14 41 17 50 IVRCL Interpretation: 9% of employees have said YES 41% of Employees have said there is no transportation facility in company From the above analysis we can know that maximum no of employees are saying there is no transportation facility in company. 84 .
S. what is your preference for food.NO NO.Work life balance IVRCL 8 (i). 85 .OF RESPONSE CARRYING HOME MADE 1 FOOD FOOD FROM 2 ORGANIZATIONS CAFTERIA 3 OTHERS TOTAL NO.OF RESPONDENTS 18 2 0 20 PERSENTA GE 90 10 0 100 Interpretation: 90% of employees are carrying home made food 10% of employees taking food from organization cafeteria From the above analysis we can know that 90 percent of employees are carrying the home made food and not preferring for cafeteria.
? S. Rs.OF RESPONDENTS PERSENTA GE 7 21 10 29 17 50 Interpretation: From the sample size 20. 17 members have responded for this question 21% of employees have said yes 29% of employees have said no From the above analysis we can know that more then half employees are saying no And there should be some improvement in quality.Work life balance IVRCL 8 . Are you satisfied with quality of food.NO NO. 86 . In which the company is contributing 20.(ii).Rs and employee contribution is 15.OF RESPONSE 1 YES 2 NO TOTAL NO.
Work life balance IVRCL 9. Do you feel work life balance policy in the organization should be customized to individual needs.OF RESPONSE STRONGLY AGREE AGREE INDIFFERENT DISAGREE STRONGLY 5 DISAGREE TOTAL NO.OF RESPONDENTS 4 10 3 2 1 20 PERSENTA GE 20 50 15 10 5 100 Interpretation: 20% of employees have strongly agreed for this 50% of employees are agreed for this Rest of them are indifferent and disagreed From the above analysis we can know that maximum no of employees are agreeing that the work life balance policy should be customized for individual needs. 87 . S.NO 1 2 3 4 NO.
OF RESPONDENTS PERSENTA GE 13 32 7 18 20 50 Interpretation: 32% of employees are saying yes 18% of employees are saying no From the above analysis we can know that maximum no of employees are feeling that its again Monday And less no employees are not feeling. S.NO NO. 88 . Do you felt that its again Monday(starting day of week).OF RESPONSE 1 YES 2 NO TOTAL NO.Work life balance IVRCL 10.
Are you aware of welfare program and committee members and procedures.OF RESPONSE 1 YES 2 NO THERE BUT NOT 3 AWARE TOTAL NO.Work life balance IVRCL 11. S. 40% are saying there but not aware 20% are saying no From the above analysis we can know that half of the employees are saying welfare programs there but not aware of it and 20 percent are saying no. 89 .NO NO.OF RESPONDENTS PERSENTA GE 8 40 4 20 8 20 40 100 Interpretation: 40% of employees are aware of welfare programs and committee members.
S.( requirements.? (Exclude HR department).5 0 0 100 Interpretation: 87% of employees are saying they get quick response from HR department 13% of employees are saying we get very quick response. From the above analysis we can know that Home department is giving the good & quick response to other departments in organization.Work life balance IVRCL 12. 90 .OF RESPONDENTS 14 2 0 0 16 PERSENTA GE 87. complaints and other problems). How quickly you get the response from HR department.OF RESPONSE QUICKLY VERY QUICKLY LATE VERY LATE TOTAL NO.5 12.NO 1 2 3 4 NO.
91 . The organization will also run effectively.OF RESPONDENTS PERSENTA GE 18 45 2 5 20 50 Interpretation: 45% of employees are saying yes 5% are saying no From the above analysis we can know that if employees have good work life balance.NO NO.OF RESPONSE 1 YES 2 NO TOTAL NO. S.Work life balance IVRCL 13. Do you think that if employees have good work-life balance the organization will be more effective and successful.
Work life balance IVRCL 14. Balance both by managing my time. Complete work in time & Should not take pressure on mind if we take pressure we can’t balance both 15. Number of working hours from Monday to Friday can be increased. How to standardize the employee work-life balance. By providing good facilities i. 92 . Should be balance with proper planning. but for winning the competition we have to balance both. It is difficult to balance both. If the employee is healthy. scheduling the work. Job rotation. how you balance both. transportation etc. at least alternative Saturday can be a holiday. Company must propose some strategies for the benefit of the employees which will enable the people to standardize the employee work life. 8:00pm to 8:00am think about personal life. don’t take work to home and don’t bring home @ work. More towards work less towards personal life.e management programs.? Some of the employees have gave the response for the above question like this 8:00 am to 8:00pm think about professional/work life.? By organizing specific programs like flexible timing. then definitely the organization will be healthy. Work and personal life both depends on time factor.
Work life balance IVRCL FINDINGS From the table 1&2. From the table 4. can know that there will be no separate work life balance in any company but have to balance the employees work life with company policies and procedures. 93 . From table 7. most of the employees are going for entertainment programs From table 6. From table 5. company is providing Health programs. it is inferred that weekly most of the employees are working more then regular timings. with the policies and procedures. exercise facilities. it shows that employee work life balance in IVRCL is good. From the table 3. relocation facilities & choices but no transportation. the working environment is very good and the employees are not feeling stress in office with that they are not feeling its again Monday. family support programs.
Work life balance IVRCL From table 8. most of the employees are not aware of welfare programs. here are some suggestions to improve the Employee work life balance at IVRCL. Organization is providing the food in cafeteria by contributing 20 Rs per plate From table 9. the policies for work life balance should be customized to individual needs. the response goes from HR department is very quick. From table 11. The effective employee work life have better organizational commitment which leads to better production output and minimum employee turnover. Continue with the environment and sanitation hygiene facilities as the employees are very much satisfied with them. SUGGESTIONS As a result of the data analysis and interpretation. 94 . from table 12.
for the success know more than others.Work life balance IVRCL Quality of food in the canteen must be improved so that it will satisfy the employee tastes. CONCLUSION From the study its clear that employee work life balance in IVRCL is good. But there is a small gap from employee satisfaction to company. To win the competition and getting success in present market. work more than others & expect less than others(Williams Shakespeare). 95 . and the success gets only from hard work.
Rs and employee contributing 15. employees are willing that at least they should have flexible starting time in morning within one hour.Rs .Work life balance IVRCL There may be several reasons for not providing the transportation. BIBILIOGRAPHY WEBSITES 96 . The companies contribution in employees meals is 20. there should be some improvement in quality wise Since employees are the backbones of the company so company should satisfy them in order to improve the business in higher competitive world.
com www.NARESH KUMAR student of (PGDM) Dhruva college of management .com www.com www.ezine.ivrcl.Work life balance www.scribd.articles.kindly requesting you to fill the following questionnaire with the suitable options provided and 97 .com www.com JOURNALS NHRD MIHIR IVRCL ANNEXTURE QUESTIONNAIRE ON WORK LIFE BALANCE I am P.citehr.hrvillage.
If.Work life balance IVRCL your opinion. but no time 98 . Do you generally feel you are able to balance your work life? a) Yes b) No 4. This is only for my survey purpose but not for any other use. and the information collected shall be put in confidential. 6. yes what are the provisions under the policy? a) Flexible starting time b) Flexible ending time c) Flexible hours in general d) Holidays/paid time-off e) Job sharing f) Career break/sabbaticals g) Others. How many hours in a day do you normally work? a) 7-8 hours hours b) 8-9 hours c) 9-10 hours d) 10-12 hours e) More than 12 3. a)Yes a)Yes a)Yes a)Yes a)Yes a)Yes a)Yes b)No b)No b)No b)No b)No b)No b)No c)Yes. Does your organization provide you with following additional work provisions? i) Telephone for personal use j) Counseling services for employees k) Health programs l) Parenting or family support programs m) Exercise facilities n)Relocation facilities and choices o) Transportation p) Others. How do you manage if stress arising from your work? a) Yoga b) Meditation c) Entertainment d) Others. specify______________.(i) Does your company have a separate policy for work-life balance? a) Yes b) No c) Not aware (ii). specify_________. How do you feel about the amount of time you spend at work? a) Very unhappy b) Unhappy c) Indifferent d) Happy e) Very happy 5. specify________ 7. NAME: GRADE: DEPARTMENT: 1. How many days in a week do you normally work? a) Less than 5 days b) 5 days c) 6 days d) 7 days 2.
? ___________________________________________________ Thank you very much for your time. How You balance both.Rs and employee contribution is 15.? _______________________________________________________________ 15. __________________________________________________ 14. In which the company is contributing 20.How to standardize the employee work life balance.Work life balance 8.(Requirements. Do you ever felt that its again Monday (starting day of week).? a)Yes b)No 9. Do you think that if employees have good work-life balance the organization will be more effective and successful. (i) What is your preference for food? a) Carrying home made food c) Others.Rs. complaints and other problems).? (Exclude HR department) a) Quickly b) Very Quickly c) Late d) Very late 13.? a) Yes b) No If yes please explain. 99 .How quickly you get the response from HR department. IVRCL b) Food from the organizations cafeteria (ii) If. specify__________. Do you feel work life balance policy in the organization should be customized to individual needs? a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree 10.Work and personal life both depends on time factor.? a) Yes b) No 11.Are you aware of welfare programs and committee members and procedures? a)Yes b)No c) there but not aware 12. b) Are you satisfied with Quality of food.