ON THE JOB TRAINING

A STUDY OF WORK LIFE BALANCE AT HIMACHAL PRADESH

POWER CORPORATION LIMITED

Submitted in Partial Fulfilment of

The Requirement for The Degree of

Master of Business Administration (MBA)

Submitted To: Submitted By:

Prof. Jai Singh Parmar Pragya Chakshoo (4067)

HIMACHAL PRADESH UNIVERSITY BUSINESS SCHOOL

HIMACHAL PRADESH UNIVERSITY

SUMMERHILL, SHIMLA,171005 (H.P)

 CANDIDATE’S DECLARATION

I hereby declare that the work presented in this report entitled “A Study Of Work Life
Balance At Himachal Pradesh Power Corporation Limited "in partial fulfilment of the
requirements for the award of the degree of Master of Business Administration in Human
Resource Management and Marketing submitted in the department of HP University
Business School , Himachal Pradesh University, Summer Hill is an authentic record of my
own work carried out over a period from January 2021 to February 2021 under the
supervision of Sh. Satender Jayswal (Manager (P&A)) in the department of HR at
Himachal Pradesh Power Corporation Limited, Himfed Building, BCS, New Shimla .The
matter embodied in the report has not been submitted for the award of any other degree or
diploma.

Pragya Chakshoo, 4067

This is to certify that Mr. Pragya Chakshoo, student of HPUBS, Summerhill, Shimla has
undergone his internship training in the HPPCL under my guidance and supervision. During
the short span, he has worked hard to make a genuine effort towards this work, particularly in
chapter 2 & 4, which hasn’t been published elsewhere but for the sole purpose of this training
only, as his Project Report. He, during the period has shown his capability of picking the
concept and comprehending same in the best manner, however, application of concept is
something he has to learn and work hard upon. I wish his all the success in future learning.

Satender Jayswal

Manager (P&A)

Dated:

i
 PREFACE

“Internship programme” is recognized for the betterment and up gradation of the students
and to get practical exposure. This is a 6-8 weeks training program where the students are
required to work in a company.
I did my internship report on Work Life Balance where I came to know about the internship
procedure practically. During the internship program I faced many challenges and learnt how
to face them. That eventually helped me to understand the importance of theories in a real
corporate world.
For this report I used Google forms for data collection filled up by the different department
employees. During the interaction I got to know about employee’s perception, thinking,
knowledge, ideas for self as well as the organisation which helped me in my practical
experience in the company.

ii
 ACKNOWLEDGMENT

The success and final outcome of this internship report required a lot of guidance and
assistance from many people and I am extremely privileged to have got this all along the
completion of my internship report. All that I have done is only due to such supervision and
assistance and I would not forget to thank them.

I wish to express my sincere gratitude to my supervisor, Sh. Satender Jayswal, for his
enthusiasm, patience, insightful comments, helpful information, practical advice and
unceasing ideas that have helped me tremendously at all times in writing is report.  His
immense knowledge, profound experience and professional expertise in Human Resource has
enabled me to complete this internship report successfully. Without his support and guidance,
this project would not have been possible. I could not have imagined having a better
supervisor for my internship.

I also wish to express my sincere thanks to the Himachal Pradesh Power Corporation
Limited Management, Mrs. Nishi Bhatii (Manager (P&A)) and all the other staff
members of HPPCL who helped me in the completion of my internship report.

Pragya Chakshoo

MBA 4th Semester

HPU Business School

Dated:

iii
 TABLE OF CONTENTS

CONTENT PAGE NO.

CHAPTER 1 COMPANY PROFILE 1-5
1.1 About the Corporation 1-2
1.2 Vision of the Company 2
1.3 Mission of the Company 2
1.4 Aim of the Company 2
1.5 Human Resources 2
1.6 Chairperson and Board of Directors 2
1.7 Projects in HPPCL 2-3
1.8 Duties & Responsibilities of P&A Wing 4
1.8.1 Responsibilities 4-5

CHAPTER 2 TASK PERFORMED 6-13

2.1 Knowledge gained during the Internship program 6-10
2.2 Topics to decide for the Project Report 10-13

CHAPTER 3 OVERVIEW OF WORK LIFE BALANCE 14-18

3.1 Meaning of WLB 14-15
3.2 Reasons for an Imbalance in work life balance 15-16
3.3 Steps to maintain a healthy work life balance 16-17
3.4 Benefits of WLB 17-18

CHAPTER 4 RESEARCH METHODOLOGY 19-22

4.1 Research Design 19
4.2 Data Collection 19
4.2.1 Secondary Data 19
4.2.2 Primary Data 19
4.3 Research Instrument 19
4.4 Sampling 19
4.4.1 Sample Size 20
4.5 Limitations of study 20

CHAPTER 5 DATA ANALYSIS, INTERPRETATION & 21-38

FINDINGS
5.1 Introduction 21
5.2 Working Days in a week 21
5.3 Working hours per day 21
5.4 Travelling hours in a day 21-22
5.5 Work life balance 22-23
5.6 Work Provisions 23-24
5.7 Facilities provided by organization 24-26
5.8 Company Policies 26-28
5.9 Retirement Benefits 29
5.10 Canteen Facilities 29
5.11 Holidays & Picnics 29-30
5.12 Work pressure 30

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5.13 How do you manage stress 30
5.14 Exercise Facilities 30
5.15 Safety and Security 30-31
5.16 Tension about work 31
5.17 Balance your work and family life 31
5.18 Job Rotation 31-32
5.19 Response from HR department 32-33
5.20 Specialized men/women 35
5.20 Employees Priorities 36
5.21 Findings 36-38

CHAPTER 6 CONCLUSION & SUGGESTIONS 39-40

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 LIST OF FIGURES

FIGURE NO. TITLE PAGE NO.

Figure 1.1 HPPCL 1
Figure 2.1 Maslow’s hierarchy of needs 10
Figure 2.2 Herzberg’s two factor theory 11
Figure 2.3 Work Life Balance 12
Figure3.1 Work Life Balance 14
Figure 5.1 Working days in a week 21
Figure 5.2 Working hours per day 21
Figure 5.3 Travelling hours in day 21
Figure 5.4 I can devote sufficient time for household 22
responsibilities
Figure 5.5 I can manage my personal & professional life well 22
Figure 5.6 I often complete my work within stipulated time 22
Figure 5.7 I feel I have sufficient 'me time‘ 23
Figure 5.8 Feel I am able to manage my family and other 23
relationships well
Figure 5.9 Flexible timing 23
Figure 5.10 Paid time off 23
Figure 5.11 Job sharing 24
Figure 5.12 Career break/ Sabbatical 24
Figure 5.13 Telephone for personal use 24
Figure 5.14 Government Accommodation 24
Figure 5.15 Health Programs 24
Figure 5.16 Recreation facilities and choices 25
Figure 5.17 Transportation 25
Figure 5.18 Children Education Allowance 25
Figure 5.19 Leave Travel Concession (LTC) 25
Figure 5.20 Child Care Leave 25
Figure 5.21 Special Pay 26
Figure 5.22 Work Practices 26
Figure 5.23 Work Environment 26
Figure 5.24 Employee Morale 26
Figure 5.25 Organizational Structure 27
Figure 5.26 Job Responsibilities 27
Figure 5.27 Managing employee-employer relations 27
Figure 5.28 Regular Meetings 27
Figure 5.29 Remuneration 28
Figure 5.30 Fringe Benefits 28
Figure 5.31 Social Events 28
Figure 5.32 Contribution towards family welfare 28
Figure 5.33 Overall organization rating 29

Figure 5.34 Retirement Benefits 29

Figure 5.35 Canteen Facilities 29
Figure 5.36 Holidays & Picnics 29
Figure 5.37 Work pressure 30
Figure 5.38 Manage stress 30

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Figure 5.39 Exercise Facilities 30
Figure 5.40 Safety and Security 31
Figure 5.41 Tension about work 31
Figure 5.42 Balance your work and family life 31
Figure 5.43 Job Rotation 32
Figure 5.44 Response from HR department 32
Figure 5.45 Specialized men/women 35
Figure 5.46 Employees Priorities 36

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 LIST OF TABLES

TABLE NO. TITLE PAGE NO.

Table 1.1 Projects with HPPCL 2-3

Table 3.1 Summary of WLB definitions 17

Table 5.1 Employees Priorities 36

viii
 ABSTRACT
Work–life balance is a modern concept which is still evolving. It deals with prioritizing
between "work" on the one hand and "life" on the other which are two inseparable entities of
a human life. I have mentioned that it is still evolving because this balance tips the scale
based on the emerging technological advances, as I believe that much advanced the
technology it’s much easier to balance work and life.
In organizations and in the home, the challenge of work/life balance is rising to the top of
many employers and employees consciousness. In today’s fast-paced society, human resource
professionals seek options to positively impact the bottom line of their companies, improve
employee morale, retain employees with valuable company knowledge, and keep pace with
workplace trends. This report provides with the present day scenario of the work-life balance
of employees in HPPCL and possible solutions for organizations and employees.

ix
 CHAPTER 1

COMPANY PROFILE

Figure 1.1: HPPCL

1.1 About the Organization

Himachal Pradesh power Corporation Limited (HPPCL) was incorporated in December, 2006
under the Companies Act, 1956 with the objectives to plan, promote and organize the
development of power generation in the state sector.

1.2 Target
HPPCL is set to achieve 281 MW Power generating capacity by Jan 2021 and increase it to
1218 MW by December, 2027.

1.3 Aim
To come up as a major Power Generating Company of India with Good Managerial and
technical Capabilities

1.4 Mission
Development & Prosperity in Himachal Pradesh through Power Generation

1
1.5 Human Resources

HPPCL has an overall sanctioned strength of 1024 posts, out of which 544 posts of
regular/contract/ secondment basis are in position as on 31.12.2020. Apart from these, 531
employees are working on outsource basis.

1.6 Chairperson and Board Of Directors

Chairperson:

Shri Anil Kumar Khachi, IAS, is the Chief Secretary to the Government of Himachal
Pradesh.

Board of Directors:

 Chairperson - Shri Anil Kumar Khachi , IAS, Chief Secretary to Govt. of Himachal
Pradesh

 Director –Sh. Prabodh Saxena IAS, Addl. Chief Secretary Finance), Govt of HP

 Director –Sh. Ram Subhag Singh, IAS, Chief Secretary (MPP & Power), Govt HP
and HPSEBL

 Managing Director - Sh.Amit Kashyap, IAS MD, HPPCL, Shimla

 Director - Sh. Manmohan Sharma , IAS, Director (Personnel & Finance), HPPCL,

Shimla

 Director -Er. Shashikant Joshi (Electrical), HPPCL, Shimla

 Director - Er. Dharam Singh Thakur Director (Civil), HPPCL, Shimla

1.7 Projects with HPPCL

Government of Himachal Pradesh has allotted 19 Projects to HPPCL with aggregate installed
capacity of 2794 MW.

 Projects under Operation (281 MW)

Sr. Project Installed Design Status/Likely Completion

No Capacity Energy Date

2
 . (MW) (MU)
1. Kashang Stage-I 65 246 Project is under Commercial
HEP Operation since 01.09.2016
2. Sainj HEP 100 322 Project is under Commercial
Operation since 04.09.2017
3. Bera Dol Solar 5 10 Project is under Commercial
Project Operation since 04.01.2019
4. Sawra Kuddu HEP 111 386 Ready for Commissioning

 Projects under Construction (580 MW)

5. Kashang Stage-II & 130 545 November, 2026
III HEP
6. Shongtong- 450 1579 December, 2024
Karchham HEP

 Projects Going into Construction in FY 2021-22 (118 MW)

7. Chanju-III HEP 48 176 February, 2026
8. Deothal Chanju HEP 30 101 March, 2026
9. Renukaji Dam 40 200 December, 2027
Project

 Project with Approved DPR (48 MW)

10. Surgani Sundla HEP 48 210 March, 2027

 Projects Under Investigation- DPRs in Final Stages (1039 MW)

11. Thana-Plaun HEP 191 668 January, 2027
12. Nakthan HEP 460 1535
13. Kashang HEP Stage 48 178
IV
14. Kishau Dam Project 660 1379
(Joint Venture with
UJVNL)
15. Aghlor Solar Power 10 10
Project

 Projects Under Investigation- DPRs in Intermediate/Initial Stages (423 MW)

16. Gyspa Dam Project 300 895 DPR under preparation
(National Project)
17. Triveni mahadev 78 285 DPR under Preparation
HEP
18. Bara Kahmba HEP 45 DPR under Preparation

 Projects Under Pre-feasibility Stage (305 MW)

19. Khab HEP 305 PFR under Preparation

Table 1.1 Projects with HPPCL

3
1.8 Duties & Responsibilities Of P&A Wing
The Human Resources Department of HPPCL is responsible for managing the personnel
matters of all employees. The responsibilities of the department are restructuring,
performance management, development and training (in management and interpersonal
skills),human resource planning, workforce planning, recruitment and selection, career
management (including career development and mobility), employee benefits and entitlement
management, and employee counselling. The department's primary goal is to be respond to
HPPCL's needs and aligning employees with the needs of the organization. The Division is
headed by the Director (Personnel).

1.8.1 Responsibilities
1. Formulation of Corporate Personnel Policies
2. Manpower Planning, Recruitment, Training and Development, Career development
and re-deployment
3. Industrial Relations
4. Implementation of Official Language
5. Estate and Administration Activities
6. Establishment Works
A. Personnel
1. Formulation of Corporate Personnel Policies & Awards/Rewards.
2. Maintenance of harmonious Industrial Relations.
3. Formulation, negotiations and implementation of wage structure, Wage
&Salary Administration.
4. Compliance of Labour laws.
5. Co-ordination with labour department, PF Commissioner, PF Trust and
Gratuity Trust etc.
6. Recruitment, placement and establishment matters.
7. Manpower planning, career development & redeployment, Performance
Appraisal, ACR’s.
8. SC/ST matters & liaison thereof. OBC/Physical Handicapped/other
reservation and follow up thereof.
9. Co-ordination cell for project cadre employees.
10. Management Information System relating to Personnel.
11. Submission of various returns.

4
 12. Court cases arising out of Corporation Personnel Policies.
13. Preparation and Updation of Personnel Manuals.

B. Human Resource Department

1. Identification and analysis of training needs in different functional areas of
the Organization in consultation with other Divisions and Projects.
2. Planning and organizing in-house and external training programmes.
3. Foreign training programmes.
4. Induction and orientation programmes for Probationary Executives.
5. Re-training in various skills to facilitate re-deployment of personnel.

C. Estate, Administration & Hospitality

1. Distribution of liveries, lease cases, property returns etc.
2. Management of Vehicles & Estates.
3. Arrangement of Meetings & Protocol duties.
4. Store & Stock articles.
5. Handling of lease & Rental cases.
6. Security & House Keeping & Hospitality.

5
 CHAPTER 2

TASK PERFORMED

2.1 Knowledge Gained during the Internship Program

A. Memorandum of Association (MOA):

MOA is the principle document of a company. It is considered as the charter of the

company.MOA contains the powers and objectives of the company.MOA describe the
scope of operation of the company. It also provides information to outsiders such as
creditors, supplier etc to know the limitations and scope of a company's dealings. The
company can't go beyond MOA.

Content of the MOA

The following information is mandatory in an MOA:

a. Name Clause

b. Object Clause

c. Liability Clause

d. Capital Clause

e. Subscription clause

B. Articles of Association (AOA):

AOA contains rules and regulations regarding the management of a company's

internal affairs. AOA defines powers, duties and rights of managers, officers and
Board of Directors. The AOA must be signed by all the directors of the company.
Contents of Articles of Association
The articles generally deal with the following
1. Classes of shares, their values and the rights attached to each of them.
2. Calls on shares, transfer of shares, forfeiture, conversion of shares and
alteration of capital.
3. Directors, their appointment, powers, duties etc.
4. Meetings and minutes, notices etc.
5. Accounts and Audit

6
 6. Appointment of and remuneration to Auditors
7. Voting, poll, proxy etc.
8. Dividends and Reserves
9. Procedure for winding up.
10. Borrowing powers of Board of Directors and managers etc.
11. Minimum subscription.
12. Rules regarding use and custody of common seal.
13. Rules and regulations regarding conversion of fully paid shares into stock.
14. Lien on shares.

C. Act, Rule and Policy:

a) Act: The act is the statute, which in India needs to be passed by both the
Houses of the Parliament (Lok Sabha and Rajya Sabha) to be operative. These
are known as primary legislation. There are many acts in India dealing in
various aspects of the law.

b) Rule: Rule is more precise statement, under the Act or Policy, which provided
distinctiveness and clarity to each of the provisions of the Act.

c) Policy:Policy is a broad set of instruction or guidelines, which ensures

uniformity equitability and clarity in decision-making process. In more
concrete manner, it can be shaped in the form of a law, regulation, procedure,
administrative, action.

D. Enterprise Resource Planning (ERP) & SAP:

ERP applications automate and support a range of administrative and operational

business process across multiple industries, including line of business, customer-
facing, administrative and the assets management aspects of an enterprise. A
presentation was given to all the trainees in conference hall by few of the staff
members of HPPCL on ERP. The presentation only included an overview of ERP and
how SAP works.

1. ERP is process used by companies to manage and integrate the important parts
of the business. Many ERP software applications are important to companies

7
 because they help them implement resource planning by integrating all of the
processes needed to run their companies within a single system. In this system
includes integrate planning, purchasing inventory, sales, marketing, finance,
human resource.
Various ERP software's are: ODOO, SAP, oracle, Microsoft Dynamics,
INFOR STYLINE

2. SAP -

 It is developed by German company SAP SE

 SAP stands for Systems, Applications, and Products in Data

Processing (Anwendungen und Produkte in der Datenverarbeitung in
German).

 Globally SAP has 24% market share more than any other

 Once an entry is made you cannot delete that entry in SAP but you can
alter it

 SAP servers

a) Development (DEV): In this server customization is done

according to the requirements of the company.

b) Quality (QAS): It is the server where the customization will be

checked if it is working properly then we will move to
production server but if there is any fault or error in the
customization then we go back to the development server.

c) Production (PRD): In this server all the live data of the

company is recorded.

 SAP is based on T codes (Transaction codes)

 SAP HR Modules

8
 a) Organizational Management: This module enables the
organization to represent the organizational plan and analysis of
the current plan.

b) Personnel Administration: It records essential employee's

information. This module helps us to perform various
administrative tasks like hiring of the employees, personnel
information, travel expenses, payroll accounting, etc.

c) Time Management: This module is related to attendance, time

evaluation, shifts, etc

d) Payroll Accounting: This module helps us to process the

payment for the work which is done by employees. It includes
wages, medical benefits, taxes, deductions, etc 

E. Facilitator & Regulator:

A Facilitator is a person who helps a group of people work together better, understand
their common objectives, and plan how to achieve these objectives, during meetings
or discussions. In doing so, the facilitator remains" neutral", meaning they do not take
a particular position in the discussion.
A regulator is a person that supervises a business activity or a particular industry.
The role of HR is more of Facilitator than Regulator.

F. Then I was asked to watch the movie "The Karate Kid" and what lesson I
learned after watching the movie:
 Be respectful
 Hard work does pay off: A bit of hard work never hurt anyone, but who knows
it might help you hurt some badass bullies!
 100% Commitment: Decide what it is you want from life and work how best
you can achieve it, with 100% commitment you’ll fulfil your goals.
 Find balance in your life
 Cheats don’t prosper in the long run
 Life will knock you down … a lot

9
  Practice the fundamentals and don’t worry about the fancy stuff
 Books can only take you so far
 Nothing in life is free
 Life is about the journey, not the destination

2.2 Topics to decide for the Project Report

A. Motivation:
It is derived from the word 'motive' which means needs, desires and wants of an
individual. It is the discipline which helps us to achieve our life goals and also helps
us to be successful in life. Motivation is very important for the overall development of
our personality as well as of our mind. It helps us to act.
Motivation Theories
1. Maslow’s hierarchy of needs
According to this theory a person will get motivated when his needs will be
fulfilled. The need start form the lowest level basic needs and keeps moving
up as a lower level need is fulfilled below is the hierarchy of needs:
 Physiological needs: These are physical survival necessities such as
food, water, air, sex, sleep and shelter. If these needs are not satisfied
then you cannot function in an optimal manner.

10
 Safety needs: After an individual's physiological needs are satisfied,
then the needs for safety and security becomes important. These needs
can be fulfilled by providing protection from threats, deprivation, and
other dangers and by offering schools and medical care.

Figure 2.1: Maslow’s hierarchy of needs

 Social (belongingness and love): After physiological and safety needs

are satisfied then the need for association, affiliation, friendship, and so
on comes.
 Self-esteem needs:  In this person desires for the need for respect and
recognition.
 Self-actualization needs: It is the highest level in the hierarchy. It
refers to when a person realizes his/her full potential, self-fulfilment
and seeking personal growth .

11
2. Herzberg’s two factor theory

In this theory the needs are classified into two categories i.e. hygiene factors
and motivating factors.

Motivators: These are the factors which encourage employees to work harder
and get involved in their work.

Hygiene factors: These are the factors which will not encourage the
employees to work harder but these factors will cause them to become
unmotivated if they are not present.

Figure 2.2: Herzberg’s two factor theory

3. McGregor’s theory X and theory Y

This theory is based on the participation of workers. The first is negative,

labelled as Theory X, and the other is positive, labelled as Theory Y. Both
kinds of people exist. According to their nature they need to be managed
accordingly.

12
  Theory X: This refers to the people who are inherently lazy, self-
centred, and lacking ambition and are not interested in working.
Therefore, in order to motivate them manager use rewards or
punishment.

 Theory Y: In this manager believes that employees are motivated, they

enjoy their job and work to make them better without any rewards

A. Work Life Balance

Work life balance is a method which helps employees of an organization to balance
their personal and professional lives. Work life balance encourages employees to
divide their time on the basis on priorities and maintain a balance by devoting time to
family, health, vacations etc along with making a career, business travel etc. It is an
important concept in the world of business as it helps to motivate the employees and
increases their loyalty towards the company.

Figure 2.3: Work Life Balance

After discussing all these topics, the one thing I realized was that all the topics expect
WLB are given more importance and also the people are having good knowledge about them.
The one concept WLB is not known so much as others and also the concept of WLB is not
given so much importance in government sectors as compared to the private sectors.

WLB is an emerging concept and according to me it is a very important concept which

should be implemented at every organization or company because employees are busy in

13
their offices throughout the whole day and also sometimes in the weekends. Due to this the
employees are not able to interact with their family and are neglected by them. Also, stressful
jobs deteriorate the health of employees. Work life balance concept allows an employee to
maintain a fine balance in the time he or she gives to work as well as to personal matters. By
having a good balance, people can have a quality of work life. This helps to increase
productivity at workplace as the employee is relaxed about his personal commitments. Also, I
checked the previous reports which were more focused on motivation, recruitment and
selection. According to me the health of employees comes first from anything. So I decided
to check the WLB of employees in HPPCL, are the employees here are working happily or
they are stressed and unhappy. 

CHAPTER 3

OVERVIEW OF WORK LIFE BALANCE

3.1 Meaning of WLB

14
Work–life balance is a broad concept which includes proper prioritizing between “work”
(career and ambition) on one hand and “life” (Health, pleasure, leisure, family and spiritual
development) on the other.

Work life balance is a method which helps employees of an organization to balance their
personal and professional lives. Work life balance encourages employees to divide their time
on the basis on priorities and maintain a balance by devoting time to family, health, vacations
etc along with making a career, business travel etc. It is an important concept in the world of
business as it helps to motivate the employees and increases their loyalty towards the
company.

Figure 3.1 Work Life Balance

The following is the summary of definitions on Work-Life balance given by various authors:

YEARS AUTHORS DEFINITION

1993 Kofodimos Work-Life Balance is, ―"a satisfying, healthy

and productive life that includes work, play and
love..."

2003 Greenhaus, Collins & Work Life Balance: ―"the extent to which an
Shaw individual is equally engaged in- an equally
satisfied with- his or her work role and family

15
 role."
Propose three components of work-life balance:
1. Time Balance
2. Involvement Balance
3. Satisfaction Balance

Table 3.1 Summary of WLB definitions

3.2 Reasons for an Imbalance in Work and Life

 You work all of the time: Work is great and good for you. But when you are
working all day, a person can be on the verge of burning out.
 You aren’t regularly sleeping: Sleep is very important to our overall health, and
without proper sleep, we won't feel as good at work, at home or with friends. So
proper sleep must be included in our lifestyle.
 You never stop thinking about work: Have you ever found yourself thinking about
work at home? Or maybe you're sitting at lunch with friends and enjoying and
suddenly you start thinking about your work. You should give yourself permission to
leave work and enjoy your personal life.
 You aren’t exercising: It is rightly said that exercise is crucial for long-term physical
and mental health. If you work very hard at your office and don’t exercise at all, then
you will become lethargic. So, we should make our physical health a priority so that
we can work with greater efficiency.
 You have no hobbies: This world is a terrible, beautiful and exciting place. There are
so much to do around us. We can' t do everything, but one can experience different
hobbies, we should find something that we really like, and increase our creativity and
to keep our mind in peace.

16
 Here are some benefits of hobbies:
1. It reduces stress
2. Connects us to other people
3. Encourages creativity
4. It exposes us from different perspectives
5. Provides resilience to growth
6. Helps us to learn continuously

3.3 Steps to maintain a healthy Work-Life Balance

 Track Your Time: The first thing we should do achieve a balanced life is to analyse
our current situation. You should keep record of everything for one week which
includes work-related and personal activities. This data will help us to understand
how we are using our time and where we are wasting it. This will increase our
efficiency.
 Determine Your Priorities: Everyone should take some time to consider what is
most important to them and make a list of their top priorities at work and at home.
Then we should review our time audit by asking our self the following key questions
What do I need to start? Do I stop? Do I keep going? Do more? Do less? Do
something different?
 Set Specific Goals: We should make a list of our priorities and turn them into specific
and measurable goals. We should allocate our proper time so that we can achieve our
goals.
 Schedule Scrupulously: All the successful people plan their work and then work
their plan. We only have one life, so have one date planner. Whether by paper or by
electronic devices, we can turn our priorities and goals into reality. We should take 10
to 20 minutes at the beginning of each day (or the night before) to plan our tasks and
activities for the day and evening ahead.
 Take Care of Your Health: Our health should always be our No. 1 priority. If we are
not in a good shape physically, mentally, and emotionally, both our work life and our
personal life will suffer. So, it's very important that we take out some time from our
busy schedules and look after our health.

17
  Nurture Your Family/Relationships: We should know that relationships with
family, friends, and loved ones are one of the greatest sources of inner satisfaction. If
our job or career is damaging our personal relationships, both these areas will
ultimately suffer. Yes, we know there will be days when we will need to work
overtime. The issue becomes problematic when we are working overtime all days. So,
by making our personal relationships a priority, both our productivity and
effectiveness on the job will increase drastically.
 Make Time for You: As much as work, health, and relationships take priority in our
daily life, it is very important to schedule time for our own renewal. We should
indulge ourselves in some small pleasure daily. We should take at least 30 minutes of
uninterrupted "me time." It will do wonders for our well-being, and our relationships
and our career will also benefit.

3.4 Benefits Of WLB

a) Benefits For Individual: -

Employees in companies, already implementing work-life balance practices enjoy
significant benefits such as:
 WLB helps to effectively manage the multiple responsibilities at home, work
and in the community without guilt or regret.
 WLB helps to work in flexible ways so that earning an income and managing
family/other commitments become easier.
 It helps to create a supportive workplace that values and trusts their staff.
 Quality life
 State of equilibrium where a person equally prioritizes the demands of one's
career and the demands of one's personal life.
 training and development
 good health
 affordable childcare or eldercare
 further education
 more money
 time to travel
 time with friends and family
 time to do sports and hobbies

18
  time to do voluntary work

b) Benefits For Organisation: -

Good work-life balance policies and practices are good for business. Some of the
benefits are:
 Measured increase in productivity
 accountability and commitment
 Better team work and communication
 Improved morale
 Less negative organizational stress

CHAPTER 4

19
 RESEARCH METHODOLOGY
4.1 Research Design
In this project report I have used descriptive research which means questions like what,
where ,when and how are answered . This research is based on existing present environment
and can report that what happens and what is happening.

4.2 Data Collection

Data collection is extremely important in the research process. The data collected for the
research helps in conducting proper analysis and helps in conducting research effectively. In
the process of data collection, the source of data which is primary and secondary data is very
important. For the report on work life balance, both primary and secondary data are taken
into consideration.

4.2.1 Secondary Data

Sources of secondary data for this research are: Websites, Articles, Magazines, Publications,
and HR manual of HPPCL, Journals as well as Thesis and another project on the same or
related topic.

4.2.2 Primary Data:

The primary data has been collected from the employees. This data helps most for the
completion of the study by providing full and direct information, which needs some
interpretation and analysis, to attain the objectives of the study. The collection was done
through questionnaire method.

4.3 Research Instrument

For this study a questionnaire was specifically designed for collecting the primary data from
the respondents. A self-administered questionnaire was distributed to the faculties. The
questionnaire included 20 questions of open-ended & close-ended type of questions.

4.4 Sampling

The sample related to the present study will basically include the entire population of
Faculties from HPPCL.

4.4.1 Sample Size

20
Sample size of 20-30 employees was chosen in convenience basis to represent the total
population.

4.5 Limitations of Study

As nothing is perfect, I also faced some difficulties during preparing the training report.
However, I have tried to complete my project report. The project has certain limitations
which are as following:

1. The time period for this study was very short i.e. 6-8 weeks which is too short to give
shape to a new idea.
2. Some desired information could not be collected due to confidentially.
3. The study is subjected to the basis and prejudices of the respondents, hence 100% of
accuracy cannot be assured.
4. The findings are based on the answers given by the employees, so any error or bias
may affect the validity of the finding.
5. The pilot survey of the questionnaire with the employees might not always be
successful.
6. Sometimes the pressure of work might be so heavy on employees that they don’t pay
enough attention to fulfil those questionnaires.
7. Sometimes the questionnaire contains some personal questions which are usually
avoided by employees on their professional work place.
8. The employees might also tell lies about the information they don’t have.

CHAPTER 5

21
 DATA ANALYSIS, INTERPRETATION & FINDINGS

5.1 Introduction

This chapter is based on the analysis of data, its interpretation, discussion of results and
findings from the analysis and interpretation of data. However valid, reliable and adequate
the data may be, it does not serve and purpose unless the data is carefully processed,
systematically classified, scientifically analysed, properly interpreted and rationally
concluded.

5.2 Working days in a week

Figure 5.1: Working days in a week

Figure 5.2: Working hours per day
The pie-diagram depicts, that out of the
total sample size,100% of the employees
are working 6 day in a week. From the 5.4 Travelling hours in a day

above analysis we can know that all the

employees are working 6 days in a week
and they need some rest, at least 2
Saturdays in a month to spend with their
families.

5.3 Working hours per day

The pie-diagram depicts, that out of the
total sample size, 61.5% of the respondents Figure 5.3: Travelling hours in day

work for 7 to 8 hrs, 30.8% of the The pie-diagram indicates that, 34.6% of
respondents work for 8 to 9 hrs, 7.7% of the total respondents travel for less than
the respondents work for 9 to 10 hrs. half an hour, 30.8% travel for nearly two
hours, 23.1% of the respondents travel for

22
nearly one hour and 11.5% of them travel
for more than two hours.
5.5 Works-Life Balance
The responses given were rated in the
following manner:
1= Strongly Disagree; 2= Disagree ;3=
Neutral; 4= Agree ;5= Strongly Agree
Figure 5.4: I can devote sufficient time for household
responsibilities
From the pie diagram,34.6% of employees
agree that they can devote sufficient time
for household responsibilities, 30.8% of
employees feels neutral, 15.4%
employees disagree, 11.5% of employees
strongly disagree and 7.7% of employees
strongly agree.
Figure 5.5: I can manage my personal & professional
life well
From the pie diagram,34.6% of employees
agree that they can manage their personal
& professional life, 26.9% of employees
feels neutral, 15.4% of employees disagree
as well as strongly agree and 7.7%
strongly disagree.
Figure 5.6: I often complete my work within
stipulated time
From the pie diagram,38.5% of employees
agree that they can complete their work
within stipulated time, 19.2% of
employees disagree, 15.4% of employees
strongly agree and 7.7% of employees
strongly disagree.
of
Figure 5.7: I feel I have sufficient 'me time‘
23
From the pie diagram,38.5% of employees
feels neutral that they have sufficient me
time, 19.2% of employees disagree, 15.4%
of employees strongly agree and agree and
11.5% of employees strongly disagree.
Figure 5.8: Feel I am able to manage my family and
other relationships well
From the pie diagram,38.5% of employees
agree that they are able to manage their
family and other relationships well, 23.1%
of employees feels neutral, 15.4% of
employees disagree and 11.5%
employees strongly disagree as well as
strongly agree.
Figure 5.10: Paid time off
From the pie diagram, 38.5% of employees
agree that company provides paid time off,
5.6 Work Provisions
The responses given were rated in the
following manner:
1= Strongly Disagree; 2= Disagree; 3=
Neutral; 4= Agree; 5= Strongly Agree
Figure 5.9: Flexible timing
From the pie diagram, 30.8% of employees
feels neutral that company provides
flexible timing, 23.1% of employees
disagree, 19.2% of employees agree as
well as strongly disagree and 7.7%
strongly agree.
of
34.6% of employees feels neutral that
company provides paid time off, 19.2% of
employees strongly disagree that company
provides paid time off, 3.8% of employees
disagree as well as strongly agree that
company provides paid time off.
Figure 5.11: Job sharing
24
From the pie diagram, 38.5% of employees
agrees that company provides job sharing,
26.9% of employees feels neutral that
company provides job sharing, 23.1% of
employees disagrees that company
provides job sharing and 11.5% of
employees strongly disagree that company
Figure 5.13: Telephone for personal use
provides job sharing.
From the pie diagram it is clear that 69.2%
of employees are provided with telephone
for personal uses and 30.8% of employees
are not provided with telephone for
personal uses.

Figure 5.12: Career break/ Sabbatical

From the above pie diagram, 38.5% of

employees feels neutral that company
provides career break, 23.1% of employees
disagree that company provides career Figure 5.14: Government Accommodation

break, 15.4% of employees agrees as well
as strongly agree that company provides
career break and 7.7% of employees
strongly disagree that company provides
career break.
From the pie diagram it is clear that 57.7%
of employees are not provided with
government accommodation and 42.3% of
employees are provided with government
accommodation

5.7 Facilities provided by organization

Figure 5.15: Health Programs

25
From the pie diagram it is clear that 57.7%
of employees are not provided with health
programs and 42.3% of employees are
provided with health programs.

Figure 5.18: Children Education Allowance

From the pie diagram it is clear that 76.9%

of employees are not provided with
children education allowance and 23.1% of
employees are provided with children

Figure 5.16: Recreation facilities and choices education allowance.

From the pie diagram it is clear that 53.8%

of employees are provided with recreation
facilities and choices and 46.2% of
employees are not provided with
recreation facilities.

Figure 5.19: Leave Travel Concession(LTC)

From the pie diagram it is clear that 76.9%

of employees are provided with LTC and
23.1% of employees are not provided with
LTC.

Figure 5.17: Transportation

From the pie diagram it is clear that 65.4%

of employees are provided with
transportation and 34.6% of employees are
not provided with transportation.

Figure 5.20: Child Care Leave

26
From the pie diagram it is clear that 50.0%
of employees are provided as well are not
provided with child care leave.
Figure 5.21: Special Pay
From the pie diagram it is clear that 61.5%
of employees are not provided with special
pay and 38.5% of employees are provided
with special pay.
5.8 Company Policies
The responses given were rated in the
following manner:
1= Very Poor; 2= Poor; 3= Neutral; 4=
Good; 5= Very Good
Figure 5.22: Work Practices
It is clear from the pie diagram that 38.5%
of employee’s rates good for companies
work practices, 26.9% rates neutral,19.2%
rates very poor and 15.4% rates poor. The
difference in the opinion clearly reveals
27
that majority of the employee’s rates
companies work practices good.
Figure 5.23: Work Environment
It is clear from the pie diagram that 30.8%
of employee’s rates good for work
environment of HPPCL, 26.9% rates
neutral,15.4% rates very good as well as
very poor and 11.4% rates poor. The
difference in the opinion clearly reveals
that majority of the employee’s rates good
for work environment of HPPCL.
Figure 5.24: Employee Morale
It is clear from the pie diagram that 30.8%
of employee’s rates good as well as neutral
for employee morale of HPPCL, 19.2%
rates poor as well as very poor. The
difference in the opinion clearly reveals
that majority of the employee’s rates good
as well as neutral for employee morale of
HPPCL.
 Figure 5.25: Organizational Structure
It is clear from the pie diagram that 30.8%
of employee’s rates good as well as neutral
for the organizational structure of HPPCL,
15.4% rates poor as well as very poor and
7.7% rates very good. The difference in
the opinion clearly reveals that majority of
the employee’s rates good as well as
neutral for the organizational structure of
HPPCL.
Figure 5.26: Job Responsibilities
It is clear from the pie diagram that 42.3%
of employee’s rates good for
responsibilities, 26.9% rates
15.4% rates very poor and 7.7% rates very
good and poor. The difference in the
opinion clearly reveals that majority of the
employee’s rates good job responsibilities.
Figure 5.27: Managing employee-employer relations
It is clear from the pie diagram that 30.8%
of employee’s rates good as well as neutral
for management of employee-employer
relations, 19.2% rates very poor, 15.4%
rates poor and 3.8% rates very good. The
difference in the opinion clearly reveals
that majority of the employee’s rates good
as well as neutral for management of
employee-employer relations.
Figure 5.28: Regular Meetings
It is clear from the pie diagram that 50.0%
job of employee’s rates neutral for regular
neutral, meetings, 19.2% rates good, 15.4% rates
poor,11.5% rates very poor and 3.8% rates
very good. The difference in the opinion
clearly reveals that majority of the
employee’s rates neutral for regular
meetings.
28
 Figure 5.29: Remuneration
Figure 5.31: Social Events
It is clear from the pie diagram that 34.6%
It is clear from the pie diagram that 34.6%
of employee’s rates good for
of employee’s rates neutral for social
remuneration,30.8% rates neutral, 19.2%
events, 30.8% rates good, 15.4% rates poor
rates very poor and 7.7% rates very good
as well as very poor, 3.8% rates very good.
and poor. The difference in the opinion
The difference in the opinion clearly
clearly reveals that majority of the
reveals that majority of the employee’s
employee’s rates good remuneration.
rates neutral for social events.

Figure 5.30: Fringe Benefits

It is clear from the pie diagram that 46.2% Figure 5.32: Contribution towards family welfare
of employee’s rates neutral for fringe
It is clear from the pie diagram that 42.3%
benefits, 23.1% rates very poor, 15.4%
of employee’s rates neutral for
rates good, 11.5% rates poor and 3.8%
contribution towards family welfare,
rates very good and poor. The difference in
23.1% rates very poor, 19.2% rates good,
the opinion clearly reveals that majority of
15.4% rates poor. The difference in the
the employee’s rates neutral for fringe
opinion clearly reveals that majority of the
benefits.
employee’s rates neutral for contribution
towards family welfare.

29

Figure 5.33: Overall organization rating
It is clear from the pie diagram that 50.0%
of employee’s rates good for overall
organizational structure, 30.8% rates very
neutral, 11.5% rates very poor, 7.7% rates
poor. The difference in the opinion clearly
reveals that majority of the employee’s
rates good for overall organizational
structure.
5.9 Retirement Benefits
Figure 5.34: Retirement Benefits
Hence from the study we can conclude that
61.5% of the employees are satisfied with
the retirement benefits whereas 38.5% of
the employees are dissatisfied with the
retirement benefits and allowances. Hence
proper approved funds must
appropriated.
5.10 Canteen Facilities
Hence from the study we can conclude that
80.8% of the employees are satisfied with
the canteen facilities they get and 19.2% of
the employees are not satisfied as they
don’t get canteen facilities so provision
must be made for that.
Figure 5.35: Canteen Facilities
5.11 Holidays & Picnics
Figure 5.36: Holidays & Picnics
Hence the study suggests that 73.1% of the
employees are satisfied with the holidays,
campus and picnics organised by the
employers and 26.9% of the employees are
dissatisfied with the holidays, campus and
be picnics organised by the employers. Hence
proper step must be taken to enforce the
recreation programs.
30
5.12 Work pressure

57.7% of employees are in to

entertainment. 23.1% are Reading books.
15.4% are doing Yoga. From the above
analysis, we can know that 57.7% of
employees are in to different entertainment
programs to take out there stress and rest Figure 5.38: Manage stress

of them are doing Yoga and reading books.

5.14 Exercise Facilities

57.7% of employees are saying Yes.

26.9% of employees are saying No. 15.4%
of employees are Yes but no time. From
the above analysis we can know that there
is a facility provided by company but there
Figure 5.37: Work pressure is no time for them to go.
Hence the study suggests that 38.5% of the
employees feel that work is evenly
distributed, 30.8% of the employees feel
less pressure of work and 26.9% of the
employees feel more pressure of work.

5.13 How do you manage stress

Figure 5.39: Exercise Facilities
57.7% of employees are in to
entertainment. 23.1% are Reading books.
15.4% are doing Yoga. From the above 5.15 Safety and Security
analysis, we can know that 57.7% of
Hence from the study we can conclude that
employees are in to different entertainment
69.2% of the employees are satisfied with
programs to take out their stress and rest of
the security and safety service whereas
them are doing Yoga and reading books.
30.8% of the employees are dissatisfied
with the security and safety service. Hence
proper services must be provided

31
regarding safety and security especially for
women.
Figure 5.40: Safety and Security
5.16 Tension about work
Figure 5.41: Tension about work
From the above pie diagram, 50% of
employees always think or worry about
work,42.3% of employees sometimes
think or worry about work and 7.7% of
employees rarely think or worry about
work. The difference in the opinion clearly
5.18 Job Rotation
The response given were rated in the following manner:
1= Strongly Disagree; 2= Disagree; 3= Neutral; 4= Agree; 5= Strongly Agree
32
reveals that majority of the employees
always think of work when they are
actually not at work.
5.17 Balance your work and family life
Figure 5.42: Balance your work and family life
From the pie diagram,42.3% of employees
said that they need regularly review
workloads from the company in order to
balance their work and family life, 2.31%
of employees said that they want the
company to encourage managers to focus
on productivity rather than hours in order
to balance their work and family life and
19.2% of employees said that they need
institute flexibility for working parents
from the company in order to balance their
work and family life.
 Figure 5.43: Job Rotation

From the above chart, 3.8% of employees strongly agree and 38.5% of the employees agree
that the company gives job rotation and 19.2% of the employees disagree that the company
gives job rotation. The difference in the opinion clearly reveals that majority of the
employees disagree that the company gives job rotation.

5.19 Response from HR department

The response given will be rated in the following manner:

1 = Very Late; 2 = Late; 3 = Quickly; 4 = Very Quickly

Figure 5.44: Response from HR department

33
60% of employees are saying they get quick response from HR department. 28% of
employees are saying they get late response and 12% of employees are saying they get very
late response. From the above analysis we can know that HR department is giving the good &
quick response to other departments but sometimes the responses get late.

5.20 Specialized men/women

The response given will be rated in the following manner:

1= Strongly Disagree; 2= Disagree; 3= Neutral; 4= Agree; 5= Strongly Agree

Figure 5.45: Specialized men/women

From the above chart, 38.5% of employees agree as well as feel neutral that the company
permit to allow any specialized men/women in a particular field to work, if you are not able
to do it. 3.8% of the employees Strongly Disagree and 19.2% of the employees Disagree that
the company permit to allow any specialized men/women in a particular field to work, if you
are not able to do it. The difference in the opinion clearly reveals that majority of the
employees agree that the company permit to allow any specialized men in a particular field to
work, if you are not able to do it.

35
5.21 Employees Priorities

Figure 5.46: Employees Priorities

From the above chart we come to knew about the priorities of employees between career,
health, family, wealth and hobbies. They are:

OPTIONS PRIORTIES
Family 1
Career 2
Health 3
Wealth 4
Hobbies 5
Table 5.1: Employees Priorities

5.22 Findings

 Majority (100%) of respondents agrees that they work 6 days in a week.

 Majority (61.5%) of respondents agrees that they work 7 to 8 hours in a day.
 Majority (34.6%) of respondents agrees that they travel less than hour per day.
 Majority (34.6%) of respondents agrees that they can devote sufficient tie for
household responsibilities.
 Majority (34.6%) of respondents agrees that they can manage their personal and
professional life well.
 Majority (38.5%) of respondents agrees that they can complete their work in
stipulated time.
 Majority (38.5%) of respondents feels neutral that they have sufficient me time.

36
 Majority (38.5%) of respondents agrees that they are able to manage their family and
other relationships well.
 Majority (30.8%) of respondents feels neutral that company provides flexible timing.
 Majority (38.5%) of respondents feels neutral that company provides paid time off.
 Majority (38.5%) of respondents agrees that company provide job sharing to them.
 Majority (38.5%) of respondents feels that company provides career break/sabbatical.
 Majority (69.2%) of respondents agrees that they are provided with telephone for
personal uses.
 Majority (57.7%) of respondents agree that they are not provided with government
accommodation.
 Majority (57.7%) of respondents agrees that they are not provided with health
programs.
 Majority (53.8%) of respondents agrees that they are provided with recreation
facilities and choices.
 Majority (65.4%) of respondents agrees that they are provided with transportation.
 Majority (76.9%) of respondents agrees that they are not provided with children
education allowance.
 Majority (76.9%) of respondents agrees that they are provided with LTC.
 Majority (61.5%) of respondents agrees that they are not provided with special pay.
 Majority (38.5%) of respondent’s rates good for work practices of company.
 Majority (30.8%) of respondent’s rates good for work environment of company.
 Majority (42.3%) of respondent’s rates good for job responsibilities inside company.
 Majority (30.8%) of respondent’s rates good as well as neutral for employee-
employer relations in company.
 Majority (50.0%) of respondent’s rates neutral for regular meetings in company.
 Majority (34.6%) of respondent’s rates good for the policy remuneration.
 Majority (46.2%) of respondent’s rates neutral for the policy of fringe benefits.
 Majority (34.6%) of respondent’s rates neutral for the policy of social events.
 Majority (42.3%) of respondent’s rates neutral for the policy of contribution towards
family welfare.
 Majority (50.0%) of respondent’s rates good for overall organization structure.
 Majority (38.5%) of respondents agree that they get job rotation.

37
 Majority (61.5%) of respondents agree that they get retirement benefits.
 Majority (80.8%) of respondents agree that there is suitable canteen facility.
 Majority (73.1%) of respondents agree that company don't organize holidays,
campus, and picnics to manage work-life & personal life.
 Majority (38.5%) of respondents agree that work is evenly distributed in the
organization.
 Majority (57.7%) of respondents agree that they manage stress by different
entertainment measures.
 Majority (57.7%) of respondents agree that the company doesn't provide exercise
facilities.
 Majority (60%) of respondents agree that they get quick response from the HR
Department.
 Majority (69.2%) of respondents agree that the company provide you with safety and
security of every aspect needed at the workplace to work well.
 Majority (38.5%) of respondents agree that the company permit allow any
specialized men/women in a particular field to work, if you are not able to do it.
 Majority (50%) of respondents agree that they often think or worry about work
(when they are not actually at work).
 Majority (42.3%) of respondents agree that they need regularly review workloads
from the company do to help balance their work and family life.

38
 CHAPTER 6
CONCLUSION & SUGGESTION

A work-life balance programme offers a win-win situation for both the employer and the
employee. While employees may see work-life balance as a balance between managing work
obligations and non-work responsibilities, from the employer's perspective, work-life balance
involves the challenge of creating a more supportive environment that allows employees to
focus on their work while they are at work. Whichever way you look at it, the existence of an
effective work-life balance programme within an organisation can be beneficial for both
employees and employers.

For the employer, work-life initiatives create a positive employer image, promote being an
employer of choice, promote organizational citizenship and support diverse initiatives. For
the employee, it decreases stress, increases happiness, motivation and productivity, and
makes them more likely to successfully achieve their personal and professional goals.
Therefore, HR's key role is to understand the critical work-life balance issues, integrate them
into the organization's HR policy, and support work-life balance programs.

Therefore, from the study it is clear that employee work life balance in HPPCL is good, But
there is a small gap from employee satisfaction to company. This small gap can be covered
by following suggestions.

 The management can give some recreation facilities to the employees.

 The management can give stable working hours for the employees.
 The management can give flexible timing for work to employees.
 The management can give paid time off to the employees.
 The management can give career breaks/sabbatical to employees.
 The management can provide government accommodation to employees.
 The management can provide health programs to employees.
 The management can provide children education allowance to employees.
 The management can provide special pays to employees.
 The management can improve employee-employer relations.
 The management can arrange regular meetings for employees.

39
 The management can provide fringe benefits to employees.
 The management can provide policy for social events.
 The management can provide policy for family welfare
 The management can organize holidays, campus, and picnics to manage work-life &
personal life of employees.
 The management can provide exercise facilities for employees.

40
 REFERENCES

 http://www.hppcl.in
 https://www.edunotes.in
 Work-Life Balance from http://www.enotes.com/work-life-balance-reference/work-
life-balance
 Grayson, C.J (1973), ―Management Science and Business Practice, Harvard
Business Review, Vol.51, No.4
 Work-Life Balance, Management and Productivity from
http://www.nber.org/chapters/c0441.pdf

 Mamoria C.B. Mamoria S., and Ganker S.V. (2000). Dynamics of Industrial Relations
14th ed.. Mumbai, Himalaya Publishing House
 Tripathy.P.C., [2001] “Human Resource Development” Sultan Chand
& Sons, New Delhi
 P. Subba Rao, Essentials of Human Resource Management and Industrial Relations

 Wang, P. Lawler, J.J, Shi. K., Walumbwa.F., and Piao, M. (2008). Family-friendly
employment practices: Importance and effects in India, Kenya, and China. Advances
in International Management, Vol. 21
 Wallace, C., and C. Cousins. (2004). Households, work and flexibility. Retrieved
from:
http://www.hwf.at/downloads/open_area/publications/forum_publications_04.pdf
 Kothari.C.R., [2001] “Research Methodology Methods & Techniques”, 2nd Edition
 Ashwathapa.K., “Human Resource Management” [Third Edition], Tata
Mc Graww Hill Publication Company ltd.,

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ANNEXURE

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