INTRODUCTION ABOUT INTERNSHIP:

A temporary job gives a chance to understudies to apply their insight in true situations, and it also
helps to skills to perform their job in future. For undergrads temporary jobs assume a vital part in
deciding how their stride in life will out. Keeping this in mind the universities encouraging the
students to opt for internship at various places and internship program is designed to provide an
opportunity to the students to share their its of information to examine the associations between
understudies academic preparation and their field work, and support individuals in making and doing
the genuine research stretch out which will help to finish the cycle their position understanding.

The intern should deliver information on the organization in which he \she worked, account of
particular work complited,the main objective of this internship is to know what the real business
world is and to understand the practice followed buy them the 6 weeks internship it fills the twin
need of giving basic organization knowledge to understudies and in addition furnishing industry with
alumni of high score.
 Chapter 1

INTRODUCTION

Human resource development techniques include performance analysis and development,

training development, career planning and development, organization change and
development and quality of circles. Quality of work life deals with various aspects of work
environment, which facilities the human resources development efficiently. Thus quality of
work life helps for development of human resources. In fact .Quality of work life includes
and motivates the employees to learn further for present and future roles.

Employees at the grass-root level experience a sense of frustration because of low level of
wages ,poor working conditions, unfavorable terms of employment in human treatment by
their superior sand like, where as managerial personnel feel frustrated because of alienation
over their conditions of employments, interpersonal conflicts job pressurs,lack of freedom in
work ,absence of challenging work etc.

Concept of Quality work life of employees:

There has been much concern today about decent wages,convient working hours conducive
working conditions etc.Their term “Quality of work life” has appeared in research journals
and the press in USA only in 1970s.there is no generally acceptable definition about the term;
however some attempts were made to descried the term quality of work life. It refers to the
favorableness or infavourableness of a job environment for people.

Quality work life means different things to different people.

 According to Richard and July define quality of work life as,

“The degree to which members of a work organization are able to satisfied important
personnel needs through their experience in the organization.”
 According to Nadler and Lawler:
“A concern about the impact of work on people as well as on organizational
effectiveness.
“The idea of participation in organizational problem solving and decision making”.
Industry profile:

Grasim industries limited are crown of the aditya Birla group’s empire. It started as a textiles
manufacture in India in 1947. Today it is a leading global player in VSF, the largest cement
producer and diversified financial services (NBFC, Asset management and life insurance)
player in India.

The company is subsidiary of Aditya Birla group which operates over 40 companies. Grasim
is the world’s largest producer of vision rayon fiber with about 23% market share textiles and
related product contributes to 15%of group turnover late Mr. Aditya vikram Birla is leading
it. Grasim industries enterprise having 5 divisions spread all over the country. it has 9joint
ventures out of which 4 are in India and in abroad.

It has 40 sate of the art units anchored by 72000 employees, cross 18countries including
india,Thailand,Malaysia,Egypt,Canada,UK,Australia, and china among India’s largest
business house, its revenue excess of US$ 5.5 billion with an asset base of $4.35 billion a
market capital of over $3 billion and 7000000 shareholders.

Grasim ranks among the 10 largest companies in India, in terms of assets, turnover in points.
The company secured quality standards systems. It has receiver prestigious award in the area
of productivity and total preventive maintenance.

The world ‘GRASIM’ stands for

 G : Gwalior
 R & A: Rayon
 S :Silk
 M :Manufacturer
 COMPANY PROFILE

Background:

Grasim industry limited is Indian manufacturing company based in Mumbai, maharashtra.it

was started in 1948 has a textile manufacture. Since then Grasim has diversified into viscose
staple fiber (VSF), cement, sponge iron, chemicals and diversified financial services (NBFC,
asset management and life insurance).

The company is a subsidiary of Aditya Birla group which operates over 40companies in 12
countries on 4 continents.grasim is the world’s largest producer of viscose rayon fiber with
about 24% market share. Textile and related products contributes to 15%of the group
turnover.

From over 50 years noe’aditya Birla groups has continuous to be committed to the future of
India through its quality products, service and commodity offering total customer solution
reaching out to million in India &globally as well

It consist of more than 5 professionally managed large units enjoying the confidence of more
than 6 lakh shareholders and has an asset of dedicated and developed personal in form of
72000employees.

After the demise of the great ADITYA IRLA in 195, the IRLA GROUP was taken over by
his son, Mr.KUMARAMANGALM BIR LA. the group has grown into India’s second large
industrial house employing about 6000 people worldwide .it has registered a turnover of more
than 20000 crores during 1997-98.

The company has 2 divisions at harihara unit:

1. Harihara polyfibres (pulp divisions)

2. Grasline divisions (fire divisions)

 Harihara polyfibres:

HDP is the unit which is established in 1972.it is situated in the bank of river
Tungabhadra at kumarapatanam near harihara in karanataka.This plant was set up in the
year of 1972 to produce rayon grade pulp with indigenous know how engineering and
 equipment. Rayon grade pulp is the basic raw material used in the manufacture of viscose
staple fiber.

Grasline division:

This plant was set up in the year 1977 to produce viscose staple fiber, sodium-sulphate
sulfuric acid carbon di sulphate. It has started producing VSF with indigenous technical
knowhow I,e., with own engineering and equipment viscose staple fiber is the closet man
made substitute fiber cotton used in the manufacture of fibers for common man.

Nature of the business:

Grasim is the largest exporter of viscose rayon fiber in the country, with exports to over 50
countries. Meeting over 90 of the country’s domestic requirements and enjoying 24 market
shares globally. And they sold it (VSF) as a ‘Birla viscose’.

The group’s VSF operations are fully integrated from pulp to garments drawing upon
resources from the group companies located in Canada, Thailand and Indonesia. In India,
VFS is manufactured by Grasim at units Madhya Pradesh, Karachi in Gujarat and harihara in
Karnataka with a combination installed capacity of 2 5180TPA.

The harihar unit produces rayon pulp, the basic raw materials for VSF production and
VSF.AV cell inc., a joint venture between Aditya Birla group and Tembec, Canada,
established operations in 1998 to produce softwood and hardwood pulp for the purpose of
internal consumption among different units of the group.
 PROMOTERS:

o P.T.Indo Bharat Rayon

o Turquoise Investment and Finance private limited
o Kumar Mangalam Birla
o Aditya vikram Kumarnagalam Birla
o P.T Elegant Birla
o Rajashree Birla
o Vasavadatta Birla
o Thai Rayon Public Company limited
o Surya Kiran Investment ptc limited
o Neerja Birla
o Birla Group Holding Private limited
o ECE Industries ltd
o Vaibhav Holding Private limited
o Rajrathna holding private limited

VISION, MISSION, AND QUALITY POLICY:

Vision

 To be a world class, integrated, cost competitive, customer focused pulp and fiber
manufacturing organization.
 To be a premium global conglomerate with an each business to achieve prime
business status in the global economy by undertaking the quality production of goods
which are essential to bring modernity to the nation.

Mission

 To deliver superior value to our customers, shareholders employees and society at

large. and maintain the largest share in the manmade cellulosic fiber industry
globally through
 Innovation in products and process.
 Excellent in all spheres of management through.
 Focus on environment friends in all our activities.
  Delegation and decentralization.

Quality policy:

To meet needs and expectation of customers through continues improvement in all spheres
with active participation of the people.

Steps taken to achieve the mission:

 Education for all to secure then a brighter future

 Healthcare and hygienic living conditions
 Family welfare
 Empowerment of women
Products\services

Viscose staple fiber:

Products description

Grasim is India’s pioneer in VSF, a manmade,

VISCOSESTAPLE biodegradable fire with characteristics akin to cotton. a
FIER(VSF) versatile and easily blend ale fire ,VSF is used in
apparel, home textiles, dress material ,knitted wearad
non woven applications.grasim offers the entire range
of cellulose fire under the umbrella brand Birla
cellulose our fibers can be used in their original form or
can be blended with all natural and synthetic fibers for
enhanced comfort feel and luster.

CEMENT
Grasim ventured into cement production in the mid-
1980s,setting up first plant at Jawad in Madhya Pradesh
.the cement business was consolidated with subsidiary
ultra techonjull,2010.ultra tech cement ready mix
concrete (RMC) and white cement in India.

TELECOM Idea cellular limited(“idea”) is the third largest wireless

operators in India with a revenue market share (RMS)
of 18.8% (Q4FY17).IN THE 15 Established service
areas its RMS stands at a strong level of
21.8%(Q4FY17).
TEXTILE
Jaya shree textile is India’s top lien brand manufacturing
company it is the only integrated linen factory in the
company with state of the art facilities equipped with the
latest spinning weaving and finishing system form
Switzerland and Italy. A leading player in the domestic
linen and worsted yarn segment the company has
significantly revolutionized the India textile market y
popularizing linen in India textile market by popularizing
linen in India across a wide customer base with is brand
“linen club”.

FINANCE Aditya Birla capital limited (ANCL) is the holding company

for all the financial service business of the Aditya Birla
group with a strong presence across life insurance, asset
management, private equity, corporate lending, structured
finance, general insurance broking, wealth management,
equality currency and corporate broking, pension fund
management and health insurance business, ABCL is
committed to serve the end to end financial services need of
its retail and corporate customers.

INSULATOR Aditya Birla insulator is the largest manufacturing of

insulator in India and amongst the top 4 globally. insulator
are used transmission and distribution of electric
power.Ourtwo manufacture facilities located at Rishra in
west Bengal and Halol in Gujarat have an installed capacity
of 56400 MTPA,producing the widest range of insulator in
India .we manufacture insulators for transmission lines and
substations up to 1200 kv voltage level , as well as insulator
for equipment and railways.
AREA OF OPERATION:

Global: The showing global area of operation of the Grasim Company limited.

COUNTRUY COMPANY PRODUCT/SERVICE

Canada Av cell inc Softwood/hardwood from

VSF manufacture
China Liaoning birla carbon Carbon balck
company ltd.
Thai rayon VSF

Aditya Birla chemicals Chloral,caustic soda,sodium

sulphite,sodium
metasulphite,sodium
phosphates.
Indonesia PT indo Bharath Rayon VSF

PT Elegout textile industry Yarns

PT indo Raya Kimia Carbon disulfide

Malaysia Pan cement edile oils Refined plan oil.plam oeien

stearin and PFHD
Pen century olerchemicals Fatty acides,glycerin

Egypt Alexandria carbon black Carbon balck

company S.A.E
Austrlia Aditya Birla minerals Lid Copper
NATIONAL:

State place company

Punjab bhatinda Grasim cement (cement grinding)

Haryana
bhiwani Grasim(textile-fabric and yarn)

Rajasthan Grasim(grey cement-aditya

shambhupura
cement

Uttar Pradesh renukoot Hindalco(aluminum)

Gujarat Dahej Hindalco(Birla copper)

Madhya Pradesh Nagada Grasim(chemicals,VSF)

Maharashtra taloja Hindalco(sheet)

Andhra Pradesh kollur Indal(soil and packing)

Tamil Nadu reddipalyam Grasim south(grey cement)

gummidipoondi Aditya Birla nova(hi tech

carbon
REGIONAL:

Place company

Belgaum Hindaloc(alumina refining)

Malkhed Grasim(grey cement rajashree cement)

Harihar Grasim (VSF Harihar polyfiers)

Bangalore Aditya Birla NOVO (madras garments)

PSI data system (software,stranswoek
BPO)

Mangalore HIS(gas)
Infrastructure facilities:

Firm infrastructure:

The firm is situated near to national highways 4 and it also it has

separate railways track inside the company premises, which helps the
company to get thecoalinto the production department. The company
also has its own power production plant inside the company.

Canteen facilities:

There is a canteen in premises of the factory, which provides food and

refreshment a subsidize rates. Canteen is open at fixed timings on all
working days. Canteen coupons are issued monthly at the rate of rs 2
per meal.

Staff colony:

The staff colony is situated on the other side of the factory. About 300
staff families are accommodated here and around 10 rooms for
bachelors working in the company in bachelor hostel.

Guest house:

Around 18 well furnished rooms are provided for guests. There is also
a food facilities in the guesthouse.

Transportation facilities:

The company owns vehicles like buses, tempo and jeeps under the
head private vehicles the uses between colony and harihar market.
Auditorium :

A multipurpose well equipped auditorium has been which a 35mm

movie projector accommodating 1500 seats. This also serves as an
indoor badminton court.

Medical facilities:

The company Setup a medical centre inside the colony which has four
qualified doctors with supporting staff. medical facilities are available
around the clock along with weeklong service of specialist and
consultant. It has basic facilities like ambulance, wheel chairs etc.

Competitors

 AP Rayon- Andhra Pradesh

 SAPPI- south African pulp and paper industry.
 Bombay dyeing and manufacturing company
 Grasim industries
 Karnataka silk industries corporation Ltd(KSIC)
 SWOT Analysis:

SWOT analysis is a framework used to evaluate a company’s competitive position by

identifying its strengths, weakness, opportunities and threats. Specifically, SWOT analysis is
a foundational assessment model that measures what an organization can and cannot do, and
its potential opportunities and threats. Usually a business though it can be place industry or
product can cannot do, for factors both internal and external. Using environment data to
evaluate the position of a company.

So in the period of internship, I also found some of the strengths, weakness, opportunies and
threats of the Grasim industries and those are given below:

STRENGTHS:

 The company has good human resources and it is the main key strength of the
company.
 There are appropriate infrastructures facilities for workers for workers and good
training are to e mentioned.
 Good marketing strategy
 Grasim is the world’s second largest producer of visdcose rayon fire with a significant
market share.
 Providing good welfare facilities to the workers in company.

WEAKNESS:

 It is difficult to change alternate production lone with the existing or present

machinery production.
 Lack of clarity and transparency in upward and downward communication error is
mentioned.
 The shortage of water during summer due to health protection process.

OPPORTUNITIES:

 VSF it has wider market all over the world substitute to cotton which is natural
product and PSF.
 VSF product is familiar with customers due to its superior properties. Hence market
share may go on increasing.
  It can expand its operations to other countries.
 With increase in construction activities demand for cement is rising, this a huge
opportunity for Grasim industries to push their products.

THREATS:

 Increase in raw material, energy, and man power cost.

 Government policies towards manufacturing industry and imposing stringent
environment norms.
 Multinational companies eyeing Indian market
 Grasim industries is facing a huge players in the respected segments
 Healthy competition within the group terms of quality, or quantity cost.

FUTURE GROWTH AND PROSPECT:

 There is huge potential for growth for Grasim industries and Aditya Birla.
 It provides good services products to Indian market. its product practice and
management are world and global approach.
 It mentions good quality high technology and clear total commitment.
FINANCIAL STATEMENT:

Balance sheet of 3yr ending 31st march:

PARTICULARS 2016 2015 2014

A EQUITY AND LIAILITIES

1. Shareholder’s funds
a) share 93.35 91.87 91.84
b) share capital(other than equity) 93.35 59.87 44.55
c) rreserve and surplus 12,277.15 22,988.71 21,478.01
Sub totsl of shareholder’s fund 12,463,85 23,140.45 21,614.40
2. Monitory interest 0.01 7,681.79 6,926.84
3. Non current liabilities
a) long term borrowings 6,384.32 7,611.99
b) deferred tax liabilities 3,429.06 2,841.94
c) other current liabilities 38.97 17.81
d) long term provisions 257.61 202.43
Sub total of current liabilities 10,109.96 10,647.17
4. Current liabilities
a) short term borrowing 3,071.39 1,530.02
b) trade payables 3,719.54 3,249.86
c) other current liabilities 4,992.46 2,702.02
d) short term provisions 1,338.71 1,068.47
Sub total of current liabilities 13,122.07 8,550.37
TOTAL EQUITY AND 54,054.27 47,738.78
LIABILITES
B ASSETS
1. Non current assets
a) fixed assets(including capital
work in progress) 31,299.71 25,976.60
b) good will on consolidation 3,283.40 3,276.82
c) deferred tax assets 18.76 11.67
d) non current investment 3,838.97 2,673.28
e) long term loans
andadvances(includes capital 2,289.55 1,847.08
advance)
2. Current asset
a) current investments 3,416.32 4,937.53
b) inventories 4,788.45 4,256.50
c) Trade receivables 2,647.37 2,509.15
d) Cash and cash equivalents 461.69 396.69
e) Short term loans and advance 1,945.24 112
f) Other current assets 64.81 64.14
Sub total of current assets 13,323.88 47,738.78
TOTAL ASSETS 54,053.27 47,738.78
ANALYSIS OF FINANCIAL STATEMENT

PROFIT & LOSS ACCOUNT OF GRAASIM INDUSTRIES

Table showing profit and loss account of the Grasim company limited.

PARTICUALR 2018 2017 2016 2015

INCOME
Sales turn over 6899.39 6100.07 5734.77 5335.88
Excise duty 806.32 566.81 479.76 384.16
Net sales 6332.58 5603.5 5255.1 4969.72
Other income 321.83 384.79 639.00 463.46
Stock adjustment 65.04 4.05 26.56 132.1
Total income 9236.18 6719.45 5984.24 5920.57
Expenditure
Raw materials 3827.18 3177.76 2853.01 2566.00
Power and fuel cost 1403.75 1040.62 814.58 675.68
Employee cost 610.22 482.25 378.8 331.41
Other manufacturing 183.39 74.09 84.3 56.22
expenses
miscellaneous expenses 183.39 292.89 168.08 1258.35
Total expenses 7404.9 5732.65 4738.12 3843.47
Operating profit 1578.7 664.97 861.33 1258.35

PBDIT 1831.28 986.8 1246.12 1727.18

Intrest 1474.4 39.33 41.52 39.09
PBDT 1683.88 947.47 1204.6 1688.09
Depreciation 447.14 262.55 219.61 159.21
Profit before tax 1236.74 684.92 984.99 1528.88
PBT(post extra ordinary 1236.74 684.92 88.00 302.89
tax)
Tax 283.47 155.02 89.99 1225.99
Reported net profit 953.27 529.9 895.99 1225.99
Total value addition 2683.25 1905.47 192.84 206.52
Equaity divided 201.03 168.74 1560.36 1277.47
Corporate divided tax 10.81 0 7.42 9.81
Per share data
(annualized)
Earning per share(rs) 57.69 97.57 133.58 102.2
Equity dividend(%) 225.00 180.00 210.00 225.00
Book value 1325.23 1217.49 1179.13 992.19
 CHAPTER -2

CONCEPTUAL BACKGROUND AND LITERATURE REVIEW

TOPIC CHOOSEN FOR THE STUDY:

“QUALITY OF WORK LIFE OF EMPLOYEES” IN GRASIM INDUSTRIES

LTD HARIHARA.

In this era of globalization, maintaining the quality of human inputs rises from maintain the
quality of work life perfectly. Rise in the quality of work life would help employees well
being there by the well being of the whole organization. Quality of work

life (QWL) has been defines as “The quality of relationship between the employees and the
total working environment”.

QWL is concentrated with the overall climate of work and the impact on work and people as
well as on organization effectiveness. Quality of work life is a person’s life. It covers a
person’s feeling about every dimension of work including economic rewards and enefits,
security, working condition, organizational and interpersonal relations and its intrinsic
meaning in person’s life. Therefore we can simply say QWL concern not only to improve life
at work, but also life outside work. This paper focuses and analyzes the literature findings
which involve QWL.
LITERATURE REVIWE

Introduction:

The term QWL gained importance in the late 1960s as a way of concerns about effect of job
\work on health and general well-being and ways to positively influence the quality of a
person’s work experience. Up until the mid 1970s employers concern was on work design
and working conditions improvement. However in the next decade of 1980s the concept of
QWL included other aspects that affect employee’s job satisfaction and productivity and
these aspects are reward system physical work environment employee involvement rights and
esteem needs (Cumming and Worley, 2005)

Quality of work life is a very road concept with many different perception about it and
therefore difficult to define. There are authors who are of the opinion that it is something that
is defined by the people of the organization. many authors psychologists and management
consultants agree that it is difficult to give a clear definition of the term quality of
worklife,other that that it has to do with the will-being of employees (Lawler, 1975; Davis
and cherns,197; Sirgy,Efraty,Siegel and Lee,2001).in Davis and Cherns(1975) all the authors
agree that quality of work life is not just job satisfaction, which is only one among its many
aspects. All accept that different people will have different perspective on what makes for
high quality of work life.

However from the literature we can summarize that QWL may be viewed as a wide ranging

1) Hackman and Oldham (1980) further highlight the construct of quality of work life of
employees in relation to the interaction between work environment and personal
needs. The work environment that is able to fulfill employees personal needs
considered to provide a positive interaction effect, which will lead an excellent quality
of work life.

2) In (1982) Lawler defines quality of work life in terms of job chancterstics and work
condition. He highlights that the core dimension of the entire quality of work life in
the organization is to improve employees well bring and productivity.

3) In(2001) lau,wong, Chan and law operational zed quality of work life as the
favorable working environment that supports and promotes satisfaction by providing
employees with rewards, job security and carrier growth opportunities. Indirectly the
definition indicated that an individual who is not satisfied with the job security and to
some extent would enjoy carrier opportunity provided by the organization for their
personal as well as professional growth.
4) Rochita Ganguly,Mukherjee (2010),the researcher aimed at the study of nature of the
perceived quality of work life of university employees, the nature of their job
satisfaction the nature of association between QWL and job satisfaction. The results
indicate that the selected group of university employees perceived different aspects of
their quality of work life as either uncongenial viz.Autonomy,top management
support and workers control mainly or they have had a certain amount of dilemma to
comment on a few other aspects such as personal growth opportunities and work
complexity mainly bearing the potential involving a slight trend of negative opinion.

5) Jeyaratham and Malarvizhi (2011),in their article have discussed about the quality of
work life among sugar mill employees in Erode District. The result of the study
showed that the asic strategy for improving the quality of work life if first to identify
employees important needs and to satisfy those needs .hence the study indicated that
increase in quality of work life results in increase in productivity and dissatisfaction
might happen due to lack of recognition tedious work life results.

6) T.S .Nanjundeswaraswamy (2013),he says that good quality of work life is increase is
necccessary for an organization to attract the individuals talent to achieve future goals
and also retain the skilled rate persons to the organizations. So as to make due in the
aggressive market in the view of LPG and to limit the steady loss rate of
representative in the organization and their nature of work life incorporates wide
assortment of segments that are impacted by execution of the workers in the
association. Task and work place inside the association among on and off
employment and furthmore it creates balance among work and non work life.

7) Dr.Dpeeti Sinha(2017), he says that quality of work life is in effect a reflection of

how eagerly they look forward to going to the office every morning how fast we
shoulder the responsibilities assigned to us how deeply feel committed towards the
organization how strong our belongings without self esteem in our workplace. Quality
of work life is the extent to which employees enjoy their work and feel
comfortale.Here quality of work life also extent of satisfaction derived from the
employ son the professional as well as personal life due to their job.

8) Shiny chib (2012) conducted study on quality of work life and organizational
performance at work place of a private manufacturing unit, Nagpur ,India through a
structured questionnaire containing 31 items related to 6 variables, namely
organizational performance job satisfaction,QWL , wage policy company policy and
union policy. The researcher has formulated two models one is organization
performance depends on QWL ,job satisfaction ,wage policy company policy and
union participation and the other one is QWL which depends on organization
performance, job satisfaction, wage policy, company policy and union participation.
9) Bhubaneswar, sauna and Vishnu priya (2013) in there article examined the quality of
work life among employees in naively lignite corporation limited, tamilnadu. The
findings reveals that majority of the respondents are satisfied with their job, nature of
job, salary, co-operation with colleagues, training and development, freedom to work
rewards and recognition, social and cultural programmes, health, safety and welfare
measures and QWL.It is also found that all the employee benefits and other facilities
shows above nitrating and uniqueal on satisfaction. Thus the effort of NLC
management for upgrading the living standard of the employees is unique.

10) Subburethina bharathi, Umaselvi, and senthli Kumar (2011) found no significant
difference between sex, family, age, designation, various income level, type of college
,native place of the respondents and their perceived levels of overall quality of
worklife.on the country the study found the significant difference between the
department, professional membership ,length of service, of the respondents and their
perceived levels of overall quality of work life.

11) Amita gupta and priyanka chaudhary (2012) ,in their study determines the study on
QWL among employees of BPO sector in NCR region. The study found that three is
dissatisfaction among the employees regarding the QWL in BPO sector. It reveals
that the factor determining the dissatisfaction with the QWL in that organization were
lack of income and fair compensation, safe and healthy working conditions,
opportunities to use and develop human capacity, opportunity for career growth etc.

12) Shalini sheel bhawana khosla sindhwani, shashank goel and Sunil pathak (2012),
together presented an article regarding Quality of work life, employees, presence and
career growth opportunities A literature review. They discussed the model given by
various authors like Walton, hackman and oldman, taylor war and colleagues, mirvis
and lawlyer, baba and jamalellisetc.They conclude that in the post scenario,HR
managers have to struggle with presenting staff moral and job satisfaction. In this
scenario, high quality of work life is essential for organization to continue to attract
and retain employees.

13) Gayathri and Lalitha Ramakrishnan(2013) in their article an attempt is made to review
the literature on quality of work life to identity the concept and measurement variable
along with linkage to satisfaction and performance. They discussed review of various
authors about quality of work life-concept and dimension QWL job satisfaction and
performance .Thus this paper the identification of measures of quality of life is indeed
a difficult task though there is a sort of common agreement on its concept of
employee well being.

14) Pallavi, kulkarni (2013) in his article examined about the literature review on training
and development and quality of work life. They analysis various authors views
regarding the role of training and development in different aspects and its relation
with the employees quality of work life. Based on the reviews it was concluded the
 training moulds the employees attitude and helps them to achieve a better co-
operation within the organization.Traning and development program improve the
quality of work life by creating an employee supportive workplace.

15) Vaarmathi and Hema Dhalakridhan (2013) in their study reckon the effects of quality
of work life in textile sectors in and around Coimbatore district. The factors that were
considered are salary fair compensation opportunities. Job rotation, authority,
activities, carrier prospects, job security,traning and health. The study revel that the
responds are not satisfies with salary and compensation. The correlation test implies
positive correlation between fair compensation and career opportunities.

16) Rathamani and Rameshwari Ramachandra (2013) in their study focused to examine
the quality of work life of employees in textile industry.sipcot, perunduri..The
research findings reveals the facts that motivational insightviz promotion, insurance
protection, traning, recognition has been influencing factors of QWL. Quality of work
life influence job security, good working condition adequate and fair compensation
and monetary rewards. The responds have give favorable response on the job
satistfacation, safety and healthy working condition opportunities to develop human
capacities and opportunities for continues growth and security of their organization.
They also expect higher compensation from their employees.

17) Prethi vijaimadhavan and Venkataraman Raju (2015) examines an empirical study on
quality of work life of IT professional and the relation between quality of work life
and its factores.The dimensions used to measure QWL in this study are job and career
satisfaction, working condition, general well being work life balance,carrer prospects
and compensation and training and development. The results show that employee’s
relationship is positivity correlated to all the factories of quality of work life. Thus the
relationship management employees and peer does have great impact in their work
life of an individual.

18) Jerome (2013) in his e various study examines the quality of work life of employees
at jeppaiaar cement pvt ltd, perambalur.The researcher study the various factories
factories that influence the quality of work life viz compensation safety and healthy
working condition opportunities for use and development of skills and abilities work
environment social relationship, welfare measures job satisfaction and overall quality
of work life. From the study the researcher arrives the conclusion that the quality of
work life contributes to the workers performance in a holistic manner and majority of
the respondents were in high level of job satisfaction.

19) Guna Seelam Rethinam and maimunan Ismail, in their article reviews the meaning of
QWL, analysis constructs of QWL based on models and past research form the
perspective of IT professional in many countries and in Malaysia. The construct of
QWL discussed are health and well being, job security, job satisfaction, competency
development, work and nonwork life balance. The article concludes that QWL from
 the perspective of IT professional is challenging of IT professional is challenging both
to the individual and organization.

20) Vijay Anand (2013)in his study assess the QWL among employees in India textile
industry using Walton’s model. The results with regard to fair and adequate payment
shows that among employees opinion this component is lower than the average and
their salary is not satisfactory and is not associated with their job. Thus this cause job
dissatisfaction among employees.
 CHAPTER-3

RESEARCH DESIGN

Statement of the problem:

Employees have certain expectations and desire regarding the facilities provided to them
from the company. Quality of work life of employees essential and as well as satisfaction for
the progress and survival of the company.

The view of this research study is conducted out the Quality of work life of
employees in Grasim industries ltd harihar. The study helps the company to analysis the
employees quality of work life regarding the various facilities provided from the company.

Need for the study:

The success of every organization is highly depend on the utilization of organizational goal.
To achieve organizational goal, individual goals have to be satisfied, in that quality of work
life directly contribute to the utilization, development and achievement of organization and
employees goals. The research model for this study based on the factors affecting quality of
work life and the relationship between of quality of work life and satisfaction of the
employees in the private companies.

Objectives of the study:

1) To study the employees satisfaction.

2) To study the quality of work life of employees.
3) To study the employees welfare facilities.
4) To understand the facilities provided by the company to achieve quality of work life
of employee.

Scope of the study:

The topic is selected to “A Study on Quality of Work Life of employees in Grasim industries
Ltd Harihar”.The study is to conduct about quality of work life of employees provided from
the company.
Research methodology:

The social research guided either by desire to gain knowledge to slove problem scientifically
and works out a plan of study which enter into making the decision regarding the
what,where,how,much,by what means etc. constitue a plan of study.

In the research needs to have a strategy that would line up all factories evaluate their
efficiency an economics his /her time effort and resources such ablue print is called research
design.

Descriptive Research:

Descriptive research includes survey and a fact finding enquires of different kinds the major
purpose of descriptive research is description of the state of affairs as at the present. In social
science and business research we quite often use the term ex post factor research for
descriptive research studies. The main characteristics of this method is that the research has
no control over the variables , he can only report what has happened or what is happening.

The method of research utilized in descriptive research are survey methods of all kinds ,
including comparative and correlation method.

Hypothesis:

Hypothesis is a provisional formulation a tentative solutions of the problem posed by the

researcher. If the hypothesis is provide the problem of which it was tentative solution is
answered. If it is not provide falsified owing to non support of proof, alternative hypothesis
may be formulated by the researcher.Anhypothesis as thus stands somewhere at the midpoint
of research from here one can look ask to the problems also took forward to data. The
hypothesis may be stated in the form of a principle. That is, the tentative explanations how?
Or why? May be presented in the form of a principle that X varies with Y. Hypothesis,
however may take other forms such as intelligent guesses, condition, ptopositions deduced
form theories, observation & findings of other scholars.
Sampling:

Simple random sample:

Simple random aampling is the primary probability sampling design and all the other
methods of sampling are merely variations of this method.in that gives every individual of the
population of the some chance being selected.

Sample size of the study:

Sample of 60 responds were focused out of 2000 employees. To carry out the research, the
present respondents include permanent as well temporary workers, and the researcher used
the simple random sampling. In simple random sampling each sample being included in the
sample which is proportional to the size of the total sample, research was conducted using
information given by the workers of Grasim industries ltd harihar.

Source of data collection:

There are two types of data collection are there,

1) Primary data collection

2) Secondary data collection.

1) Primary data:
*primary source included personal interview, discussion with the operating personnel
and questionnaires to the company.
*Discussion with employees.
2) Secondary data:
*secondary source include text books, administration reports, and various website.
 Study of previous record, journals, project reports.
 Study about brief projector of Grasim industries ltd.
Limitation of study:

1) the research report is based on the response collected from respondents. Therefore,
the results the probabilistic in nature.
2) Time was the major limitations as the research could not be carried on all factors
leading to quality of work life of employees.
3) Converting qualitative data into quantitative data may lead to incorrect results.

Chapter scheme:

Chapter 1: Introduction
Chapter 2: Conceptual background and literature rewive
Chapter 3: Research design
Chapter 4: Analyses and interpretation
Chapter 5: Findings, conclution and suggestions/recommendations
Bibliography.