1.

ACKNOWLEDGEMENTS

A lot of effort has gone into this training report and for that I would like all those who have
contributed in completing this project.

First of all, I would like to send my sincere thanks to Mr. Tushar Garg Assistant Manager-HR, Sunrise
Cables Industries for his valuable guidance during the internship and constant encouragement
during the completion of this project report.

Also, I am highly intended and extremely thankful to MS. DEEKSHA SUNEJA, Assistant Professor,
JIMS Kalkaji who as my guide was a constant source of inspiration and encouragement to me. The
strong interest evinced by her has helped me in dealing with the problems I faced during the course
of project work.

I express my profound sense of gratitude to them for their timely help and cooperation in
completing the project.

Lastly, I would like to thank my entire beloved family & friends for providing me monetary as well as
non – monetary support, as and when required without which this project would not have
completed on time. Their trust and patience is now coming out in form of this thesis.

2. Content

1. Acknowledgement
2. Content
3. Executive Summary
4. Introduction to the topic
5. Objective
6. Company Profile
7. Research Methodology
8. Analysis and interpretation
9. Finding and inferences
10. Limitations
11. Recommendation
12. Conclusion
3.Executive Summary

In today’s life with so many of us torn between juggling heavy workloads,

managing relationships and family responsibilities, and squeezing in
outside interests, maintaining work life balance has become a difficult task.
Thus, employers are recognizing the need to offer a package of benefits to
their staff, securing loyalty, improving motivation and commitment in a
partnership approach to work-life balance, with consequent benefits in the
workplace.

Employee welfare is an important aspect in every organization. It is a

comprehensive term including various services, benefits and facilities offered
by the employer. The basic purpose of labour welfare is to enrich the life of
employees and keep them happy and contented. Welfare facilities enable
workers to have a richer and more satisfying life. It raises the standard of living
of workers by indirectly reducing the burden on their pockets.
There are several agencies involved in the labour welfare work namely, the
central government, employer’s trade union and other social service
organizations.
Welfare services may broadly be classified into two categories: -

1. Intramural
2. Extramural

Normally welfare and recreational benefits includes canteens, drinking water,

rest rooms, housing, transportation, fire extinguisher, education, child welfare,
interest free loans etc.

In order to get the best out of a worker in the matter of production, working
conditions are required to be improved to large extent. The work place should
provide reasonable amenities for the worker’s essential needs.

Work life balance is a combination of interactions among different areas of

one’s life. It 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.
Several disciplines support work-life balance, though individually, none are
synonymous with work-life balance. These disciplines include:

• Self-Management
• Time Management
• Stress Management
• Change Management
• Technology Management
• Leisure Management

4.INTRODUCTION TO THE TOPIC

Employee welfare is defined as “efforts to make life worth living for workmen.” Employee welfare is
a comprehensive term including various services, benefits, facilities and amenities offered to
employees by the employers for their betterment. Through such generous fringe benefits the
employer makes life worth living for employees.Welfare includes anything that is done for the
comfort and improvement of employees and is provided over and above the wages. Welfare helps in
keeping the morale and motivation of the employees high so as to retain the employees for longer
duration. The welfare measures need not be in monetary terms only but in any kind/forms.
Employee welfare includes monitoring of working conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease, accident and
unemployment for the workers and their families.

Employee welfare entails everything from services, facilities and benefits that are provided or done
by an employer for the advantage or comfort of an employee. It is undertaken in order to motivate
employees and raise the productivity levels.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied
labour force for the organization. The purpose of providing such facilities is to make their work life
better and also to raise their standard of living.

Maintaining a healthy and safe work environment and improving staff motivation and productivity
are critical issues for every workplace. Significant social, economic and demographic changes have
led organisations to review how they manage and support individuals and the level of flexibility that
they can make available.

These efforts have their origin either in some statute formed by the state or in some local custom or
in collective agreement or in the employer’s own initiative:

1.To give expression to philanthropic and paternalistic feelings.

2.To win over employee’s loyalty and increase their morale.
3.To combat trade unionism and socialist ideas.
4.To build up stable labour force, to reduce labour turnover and absenteeism.
5.To develop efficiency and productivity among workers.
6.To save oneself from heavy taxes on surplus profits.
7.To earn goodwill and enhance public image.
8.To reduce the threat of further government intervention.
9.To make recruitment more effective (as these benefits add to job appeal).

Features of Employee Welfare

1. Welfare measures are in addition to regular wages and other economicbenefits available to
workers due to legal provisions and collective bargaining.

2. Welfare measures may be introduced by the employers, government,employees or by any

social or charitable agency.

3. Employee welfare schemes are flexible and ever-changing. New employeewelfare measures
are added to the existing ones from time to time to improve productivity of employees.

4. The purpose of employee welfare is to bring about the development of thewhole personality
of the workers to make a better workforce.

5. This is a positive cost incurred by an employer to finance employee benefit.

Importance of Employee Welfare

Employee welfare raises the company’s expenses but if it is done correctly, it has huge benefits for
both employer and employee. Under the principles of employee welfare, if an employee feels that
the management is concerned and cares for him/her as a person and not just as another employee,
he/she will be more committed to his/her work. Other forms of welfare will aid the employee of
financial burdens while welfare activities break the monotony of work.

An employee who feels appreciated will be more fulfilled, satisfied and more productive. This will
not only lead to higher productivity but also satisfied customers and hence, profitability for the
company. A satisfied employee will also not go looking for other job opportunities and therefore, an
employer will get to keep the best talents and record lower employee turnover.

During employment, the offered benefits will determine whether an employee commits to an
organization or not. As such, good employee welfare enables a company to compete favorably with
other employers for the recruitment and retention of quality personnel.

Principles of Employee Welfare

Following are generally given as the principles to be followed in setting up an employee welfare
service:

1. The service should satisfy real needs of the workers. This means that the manager must first
determine what the employee’s real needs are with the active participation of workers.
2. The service should be such as can be handled by “cafeteria approach.” An employee benefit plan
that allows staff to choose from a variety of benefits to formulate a plan that best suits their
needs. Cafeteria plan options may include health and accident insurance, cash benefits, tax
advantages and/or retirement plan contributions. Due to the difference in sex, age, marital
status, number of children, type of job and the income level of employees, there are large
differences in their choice of a particular benefit.

3. The employer should not assume a benevolent posture.

4. The cost of the service should be calculated and its financing established on asound basis.

5. There should be periodical assessment or evaluation of the service andnecessary corrective

action must be taken on the basis of feedback.

5.Objectives of Employee Welfare

Employee welfare is in the interest of the employee, the employer and the society as a whole. The
labour/employee welfare work aims at providing such service facilities and amenities as would
enable the workers employed in the industries/factories to perform their work in healthy and
favourable surroundings conducive to good health and high morale. It is partly humanistic, for it
enables the workers to enjoy a fuller and richer life. It is partly economic as it improves the efficiency
of the worker and keeps him contended and satisfied. It therefore, minimizes the desire of the
workers to form unions and to resort to strikes. The aim is partly civic because it develops a sense of
responsibility and dignity amongst the workers and thus, makes them good citizens of the nation.

The Employee Welfare Policies of any organization should keep in mind the following objectives:

1. To increase the standard of living of the working class : The labourer is more prone to
exploitation from the capitalists if there is no standardized way of looking after their welfare.

2. To make the management feel the employees are satisfied : The employees should feel
content about the work they do and their working conditions.

3. To reduce the labour problems in the organisation : There are various problems affecting the
workers, problems like absenteeism, turnover ratio, indebtedness, alcoholism, etc., which
make the labourer further weak both physically and psychologically. Labour Welfare looks
forward to helping the labourer to overcome these problems.

4. To recognize human values : Every person has his own personality and needs to be
recognized and developed. It is in the hands of the management to shape them and help
them grow. The management employs various methods to recognize each one’s worth as an
individual and as an asset to the organization.

5. Labour welfare helps to foster a sense of responsibility in the industry : A person works both
in a group and as an individual. If the person is given responsibility he will act better or else
he will be only be a slave to the direction of the superiors and will not show any initiative to
prove his worth.
 6. Labour welfare improves industrial relations and reduces industrial disputes : Industrial
dispute in any industry is a sign of unsatisfied employees. Labour welfare measures act as a
preventive tool to most of these disputes.

7. To retain the employees : To avoid employee turnover, there should be fixed policies to
conduct different training programmes, to have various motivational schemes and to create
interest in the job. The employees who feel secure in an organisation, backed by fixed
welfare policies have less chance of looking for a job elsewhere.

8. To show up their positive mind in the work : Positive mind refers to the development of
one’s attitudes. This is to change the negative attitude into positive one.

9. To influence over other employees : This means labour welfare helps to change one’s
personality – presentation skills, communication skills, interpersonal relationships, etc. This
is best achieved when their morale is kept high by help of different welfare schemes.

10. To increase the bargaining power of the employees : Bargaining means to systematically
extract something from the opponent. The better bargaining power, the better influence on
the opponent. Labour welfare measures like formation of works committee, worker’s
participation, trade union, etc., will surely help them to have better bargaining power.

Benefits of Employee Welfare to employees

The important benefits of welfare measures can be summarized as follows:

1. They provide better physical and mental health to workers and thus, promotea healthy work
environment.

2. Facilities like housing schemes, medical benefits, and education andrecreation facilities for
workers’ families help in raising their standards of living. This makes workers to pay more
attention towards work and thus, increases their productivity.

3. Employers get stable labour force by providing welfare facilities. Workers takeactive interest
in their jobs and work with a feeling of involvement and participation.

4. Employee welfare measures increase the productivity of organization andpromote healthy

industrial relations thereby maintaining industrial peace.

5. The social evils prevalent among the labours such as substance abuse, etc.are reduced to a
greater extent by the welfare policies.
Types of Employee Welfare Schemes

Employee welfare can be categorized as statutory or non-statutory, meaning as required by the law
or by the will of the management respectively. Welfare activities can also be classified as either
intra-mural (inside the workplace) or extra-mural (outside the workplace).

I. Statutory Schemes

When activities are undertaken in lieu of the legislation given by the government like drinking water
facility, giving first aid, electricity etc., they are called statutory welfare schemes. These schemes
include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable seating

arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readily assessable
so that in case of any minor accident, initial medication can be provided to the needed
employee.

4. Sanitation facilities: A sufficient number of latrines and urinals are to be provided in the
office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide

hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office
premises spittoons are to be provided in convenient places and same are to be maintained
in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work
safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap
on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change their
cloth in the factory area and office premises. Adequate lockers are also provided to the
workers to keep their clothes and belongings.

10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of
water supply, wash basins, toilets, bathrooms, etc.

II. Non-Statutory Schemes

The non-statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies provide the
facility for extensive health check-up.
 2. Flexi-time: The main objective of the flexitime policy is to provide opportunity to employees
to work with flexible working schedules. Flexible work schedules are initiated by employees
and approved by management to meet business commitments while supporting employee
personal life needs.

3. Employee Assistance Programs: Various assistant programs are arranged like external
counselling service so that employees or members of their immediate family can get
counselling on various matters.

4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are
provided for proper action and also for protecting the aggrieved employee.

5. Maternity Leave: Employees can avail maternity or adoption leaves. Paternity leave policies
have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance

coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.

7. Employee Referral Scheme: In several companies employee referral scheme is implemented

to encourage employees to refer friends and relatives for employment in the organization.

III. Intramural Welfare

Intramural welfare facilities are those within the working environment which include condition of
the working environment (safety, cleanliness, and safety measures), employee convenience
(bathrooms, drinking water), health services (first aid and treatment center, ambulance, and
counseling) and women and child welfare (family planning services, maternity aid).

IV. Extramural Welfare

Extramural welfare activities are diverse with many of them being sponsored by government acts.
Some include comfortable residences, proper roads and infrastructure and sanitation while
constitutional acts such as the Factories Act of 1948 and Contract Labor act of 1970 are examples of
governmental welfare activities.

Employee Welfare Agencies

1. Central government: The central government has made elaborate provisions for the health,
safety and welfare under Factories Act 1948, and Mines Act 1952. These acts provide for canteens,
crèches, rest rooms, shelters etc.

2. State government: Government in different states and Union Territories provide welfare
facilities to workers. State government prescribes rules for the welfare of the workers and ensures
compliance with the provisions under various labour laws.

3. Employers: Employers in India in general looked upon welfare work as fruitless and barren
though some of them indeed had done pioneering work.
4. Trade unions: In India, trade unions have done little for the welfare of workers. But few
sound and strong unions have been the pioneering in this respect. Example-The Ahmedabad Textiles
Labour Association and The Mazdoor Sabha, Kanpur.

5. Other agencies: Some philanthropic, charitable social service organizations, like Seva Sadan
Society, Y.M.C.A. etc. contributes towards employee welfare.

Employee Welfare in India

In recent years, Indian organizations have started giving attention to employee welfare. The
following facilities are provided in most organizations:

1. Educational facilities for the workers and their children in the form of provision of schools,
reading room, libraries, financial assistance etc.

2. Medical facilities for workers and their families in the form of well equipped first aid
centres, ambulance rooms, dispensaries for the treatment of diseases like TB, cancer etc.

3. Transport facilities for workers residing at a long distance and the grant of conveyance
allowance.

4. Recreational facilities to provide the worker an opportunity to develop a sense of physical

and mental discipline in the form of music, dance, drama, games and sports, paintings ,
hobbies and other cultural activities.

5. Housing facilities are made available in the form of rented flats or apartments containing all
facilities like electricity, sanitation, water supply etc.

6. Trade unions which bargains with the employer on behalf of employees to provide fair
remuneration and adequate working conditions to its members.
Scope of Employee Welfare

The scope of employee welfare cannot be limited, since it differs according to social customs and the
degree of industrialization in different countries and at different times. They have to be elastic and
flexible enough to suit the conditions of the workers, and to include all the essential prerequisites of
life and the minimum basic amenities. The laws of every country highlight directions to specific
application to the working class, the necessity of securing just and humane conditions of work, for
them. However, what these conditions actually imply cannot be specified in rigid terms for all times
and situations.

Thus, the subject of “Labour Welfare” is fairly wide and is not limited to anyone country, region or
industry. Writers and institutions have described its scope in different ways and from different
angles. The line of demarcation cannot be very precise. But what should be common is that a
welfare measure should enhance the working and living conditions of the workers and their families
and make their lives better worth living. In other words, Labour Welfare policies should “Enable
workers to live a richer and more satisfactory life”.
Work Life Balance
Work-life balance is the ability to experience a sense of control and to stay productive and
competitive at work while maintaining a happy, healthy home life with sufficient leisure. It’s
attaining focus and awareness, despite seemingly endless tasks and activities competing for your
time and attention.
It 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 of their 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.
Work Life Balance is defined as a means of flexible working or flexible leave available to employees.
These arrangements may be in addition to statutory entitlements and are generally granted to the
employee to accommodate their needs outside of the workplace.

Work Life Balance initiatives can benefit the employee by assisting them to start, stay in, or re-enter
employment while dealing with other responsibilities or availing of other opportunities in their lives.
It also enhances recruitment and retention of workers, facilitates diversity in skills, reduces sickness
and absenteeism, stress and builds workplace morale and productivity. Studies have reported such
benefits as enhancing working relationships between colleagues and encouraging employees to
show more initiative and teamwork. Work Life Balance initiatives also benefit workplace equality in
that they support the presence and participation in the workplace of a diverse range of workers
from across the grounds of gender, marital status, family status, age, disability, sexual orientation,
race, religion and membership of the traveller community.

Components of Work Life Balance

Several disciplines support work-life balance, though individually, none are synonymous with work-
life balance. These disciplines include:

1. Self Management
2. Time Management
3. Stress Management
4. Change Management
5. Technology Management
6. Leisure Management

Importance of Work Life Balance

Working on a job for a company and making a career can be an extremely time consuming duty for
any employee. Employees are busy at their offices throughout the day and sometimes even on
weekends. This gives them very little time to interact with their family. Because of high pressure of
work, often family members get neglected. Also, stressful jobs cause the health of employees to
deteriorate. This is where work life balance comes into the picture. 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. It also allows
the employee to give quality time with family to spend vacations, leisure time, work on his/her
health etc. Hence, work life balance is extremely important for employees and increases their
motivation to work for the company.
A ‘work life’ balance refers to an employee’s ability to maintain a healthy balance between their
work roles, their personal responsibilities, and family life. Companies are increasingly recognizing the
importance of helping their employees to achieve this balance as more staff is experiencing conflict
between their work and personal roles. In today’s age, many workers are seeing their personal
responsibilities increase, from childcare and elderly care, to volunteer work, and family
commitments. This comes at a time when their work responsibilities are also increasing, resulting in
a conflict between personal and work commitments and an increase in stress.

Another factor which is contributing greatly to the difficulty in achieving a work life balance is the
changing landscape in how and where employees are expected to work. As more and more
companies embrace the technological age and move into globalization, work is no longer restricted
to the workplace. Employees can work from almost any location with the use of laptops, tablets, and
smart phones; and telecommuting is on the increase. Employees can access work emails and
assignments 24/7, meaning that they can also be accessible to employers and clients. Although
there are multiple benefits to this flexible working pattern, it can run the risk of blurring the lines
between work and personal life. Remote working also means that staff may now find that their
typical work week is no longer restricted to the traditional 40 hours a week.

The result of a poor balance between work and personal life not only affects employees, but it also
affects the companies that they work for. Employee stress can increase to the level of burnout,
resulting in lower productivity at work, a higher potential for stress related health problems and
absenteeism, with the associated costs related to these being passed on to the company. In addition
to this, employees may also experience poor personal and co-worker relationships and reduced job
satisfaction.

The below image depicts a work life balance scenario, where an employee has to balance his/her life
between personal (family, friends & self) and professional (job, career) commitments.
Benefits of Work Life Balance
There are several advantages of work life balance. Some of them are discussed below:
1. Work life balance increases the motivation of employees and helps them performbetter at
job.
2. It helps people to relieve their stress as they can spend leisure time with their nearand dear
ones.
3. Companies can maximize productivity from an employee who is rejuvenated andrefreshed
as compared to an over worked employee.
4. Healthy lifestyles can be maintained by having a work life balance. This includes agood diet,
regular exercises etc.
5. Employees who are highly motivated can help the business grow as they are moreattached
to their job and careers.
Causes of Work Life Imbalance
There are three moderators that are correlated with work-life imbalance: Gender, time spent at
work, and family characteristics.
• Gender differences could lead to a work life imbalance due to the distinct perception of role
identity. It has been demonstrated that men prioritize their work duties over their family
duties to provide financial support for their families, whereas women prioritize their family
life.
• Spending long hours at work due to "inflexibility, shifting in work requirements, overtime or
evening work duties" could lead to an imbalance between work and family duties. It has
been demonstrate "that time spent at work positively correlate with both work interference
 with family and family interference with work, however, it was unrelated to cross-domain
satisfaction." This could be due to the fact that satisfaction is a subjective measure. This
being said, long hours could be interpreted positively or negatively depending on the
individuals. Working long hours affect the family duties, but on the other side, there are
financial benefits that accompany this action which negate the effect on family duties.
• Family characteristics include single employers, married or cohabiting employers, parent
employers, and dual-earning parents. Parents who are employed experience reduced family
satisfaction due to their family duties or requirements. This is due to the fact that they are
unable to successfully complete these family duties. In addition, parent workers value
family-oriented activities; thus, working long hours reduces their ability to fulfill this identity,
and in return, reduces family satisfaction. As for the married and/ or dualearning couples, it
seems those “not only require more time and effort at home but also are a resource for
individuals to draw from, both instrumentally through higher income and emotionally
through increased empathy and support."
In addition to these moderators that could lead to an imbalance, many people expose themselves to
unsolicited job stress, because they enjoy high social recognition. This aspect can also be the cause
of an imbalance in the areas of life. However, other occupational activities could also lead to such an
imbalance, for example, unpaid labor such as contribution to house and garden work, maintenance
and support of family members or volunteer activities.

Consequences of Work Life Imbalance

The continuous inability of employees to balance work and life responsibilities can have the
following:

I. Organizational consequences

1. Higher rates of absenteeism and turnover

2. Reduced productivity

3. Decreased job satisfaction

4. Lower levels of organizational commitment and loyalty

5. Raising health care cost

II. Personal and societal consequences

1. Increased level of stress and stress-related illness

2. Lower-life satisfaction

3. Higher rates of family strife, violence and divorce

4. Rising incidence of substance abuse

5. Growing problems with parenting and supervision of children and adolescents

6. Escalating rates of juvenile delinquency and violence

Improving Work Life Balance

Here are few steps that can be incorporated to loosen the grip that stress has on us and win back
the balance in our lives.

At Work
• Set manageable goals each day. Being able to meet priorities helps us feel a sense of
accomplishment and control. The latest research shows that the more control we have over
our work, the less stressed we get. So be realistic about workloads and deadlines. Make a “to
do” list, and take care of important tasks first and eliminate unessential ones. Ask for help
when necessary.
• Be efficient with your time at work. When we procrastinate, the task often grows in our minds
until it seems insurmountable. So when you face a big project at work or home, start by
dividing it into smaller tasks. Complete the first one before moving on to the next. Give
yourself small rewards upon each completion, whether it’s a five minute break or a walk to the
coffee shop. If you feel overwhelmed by routines that seem unnecessary, tell your boss. The
less time you spend doing busy work or procrastinating, the more time you can spend
productively, or with friends or family.
• Ask for flexibility. Flex time and telecommuting are quickly becoming established as necessities
in today’s business world, and many companies are drafting work/life policies. If you ask, they
might allow you to work flexible hours or from home a day a week. Research shows that
employees who work flexible schedules are more productive and loyal to their employers.
• Take five. Taking a break at work isn’t only acceptable, it’s often encouraged by many
employers. Small breaks at work—or on any project—will help clear your head, and improve
your ability to deal with stress and make good decisions when you jump back into the grind.
• Tune in. Listen to your favourite music at work to foster concentration, reduce stress and
anxiety, and stimulate creativity. Studies dating back more than 30 years show the benefits of
music in everyday life, including lowered blood pressure. Be sure to wear headphones on the
job, and then pump up the volume—and your productivity.
• Communicate effectively. Be honest with colleagues or your boss when you feel you’re in a
bind. Chances are, you’re not alone. But don’t just complain— suggest practical alternatives.
Looking at a situation from someone else’s viewpoint can also reduce your stress. In a tense
situation, either rethink your strategy or stand your ground, calmly and rationally. Make
allowances for other opinions, and compromise. Retreat before you lose control, and allow
time for all involved to cool off. You’ll be better equipped to handle the problem constructively
later.
• Give yourself a break. No one’s perfect! Allow yourself to be human and just do the best you
can.
At Home
• Unplug. The same technology that makes it so easy for workers to do their jobs flexibly can
also burn us out if we use them 24/7. By all means, make yourself available—especially if
you’ve earned the right to “flex” your hours—but recognize the need for personal time, too.
• Divide and conquer. Make sure responsibilities at home are evenly distributed and clearly
outlined—you’ll avoid confusion and problems later.
• Don't over commit. Do you feel stressed when you just glance at your calendar? If you’re
overscheduled with activities, learn to say,” No.” Shed the superman/superwoman urge!
 • Get support. Chatting with friends and family can be important to your success at home—or at
work—and can even improve your health. People with stronger support systems have more
aggressive immune responses to illnesses than those who lack such support.
Take advantage of your company’s Employee Assistance Program
(EAP). Many organizations offer resources through an EAP, which can save you precious time by
providing guidance on issues like where to find a day care centre and caretaking for an elderly
parent, as well as referrals to mental health and other services.
• Stay active. Aside from its well-known physical benefits, regular exercise reduces stress,
depression and anxiety, and enables people to better cope with adversity, according to
researchers. It’ll also boost your immune system and keep you out of the doctor’s office. Make
time in your schedule for the gym or to take a walk during lunch—and have some fun!
• Treat your body right. Being in good shape physically increases your tolerance to stress and
reduces sick days. Eat right, exercise and get adequate rest. Don’t rely on drugs, alcohol or
cigarettes to cope with stress; they’ll only lead to more problems.
• Get help if you need it. Don’t let stress stand in the way of your health and happiness. If you
are persistently overwhelmed, it may be time to seek help from a mental health professional.
Asking for help is not a sign of weakness—taking care of yourself is a sign of strength.
 OBJECTIVES OF THE STUDY

1. To understand employee perception with respect to employee

welfareand work life balance in .

2. To understand the awareness of safety and welfare facilities amongthe

employees provided by the organization.
6.COMPANY PROFILE

HISTORY
Sunries Cables Industries is an ISO 9001:2008 Certified Company and is considered to be
one of the fastest growing Company in the Indian Cable Industry. Our competitive edge
lies in the product innovation, superior quality and easy availability. Our company has a
vast experience (approx 30 years). Sunries Cables Industries is certified by BIS, ISO, NSIC,
SSI.

Our manufacturing facility is designed to cater to the growing demand and to sustain our
emphasis on superior quality. Sunries Cables Industries manufacturing setup is a state of
the art plant, as the machinery and technology used have been supplied through world-
renowned engineers and distributors. Raw material is manufactured in our sister concern
firms. We, work step by step Sunries Cables Industries GTP approved by NTPC, PCCL, GTA
Lab etc.
ORGANIZATION STRUCTURE

Managing Director

Finance

Marketing

Production

Sales

4 Divisions

Divisional Head

QA

12 Departments

Maintenance Departmental Head

IT

Administration

The above structure in order to give enough freedom to its employees to take decisions at
different levels in the best interests of the company and at the same time the
“management has a direct control over the working of the system and has a final say in
matters that directly affect the company reputation.”
MISSION STATEMENT
To sustain customer satisfaction while using excellent quality raw material & offer qualitative
range of products as well as to nurture a winning network of customers and suppliers.

VISION STATEMENT
To work under any conditions and gives excellent results, which is enduring. It declares our
purpose as a company and serves as the standard against which we weigh our actions and
decisions.

QUALITY MANAGEMENT
All our product tested in state of the art laboratory by our BIS certified Engineer. The cable
manufactured strict according the Indian Standard and we have been granted permission to
mark every coil with this approval is given after careful investigation by the Indian Standard
Institution into the methods of manufacture and the facilities available for testing and
quality control.

PRODUCT MIX
1.Housing Wire

2. Industrial Wire
3. Multicore Round Cables

4. Core Flat PVC Industrial Cables

5.Aluminum Cables

6.Co-axial Cables

7.CCTV Cables
8. SPEAKER WIRES

9.CAMERA WIRES
 MARKET POSITION
We derives its strength from its customers. The growth of the latter is a prerequisite to the
growth of the company and hence, customer satisfaction is Sunries Cables Industries prime
objective. Service and dedication towards customers, has earned the company its
distinguished clientele from all sectors like Real Estate to Contractors; Steel & Metal to Oil
& Natural Gas Companies, Construction to EPC Contractors and so on. Our material is
supplied states like Mumbai, Chattisgarh, Bangalore, Chennia, Uttar Pardesh, Goa, Delhi,
Coimbatore.

COMPETITORS

Polycab, Havells, Cable Corporation.

7.RESEARCH METHODOLOGY

Purpose of the study

The research has been done to study employee welfare and work life balance in Sunrise Cable
Industries.

Research Design
Descriptive research design has been used in this study. Descriptive research is also called Statistical
Research. The main goal of this type of research is to describe the data and characterises about what
is being studied. Descriptive research is used to obtain information concerning the current status of
the phenomena to describe “what exists” with respect to variables or conditions in a situation.

Sources of data collection

a. Primary Data: Primary data is the main and raw source of data collection through
interaction with the staff of the company and structured questionnaire. Structured Questionnaire is
a quantitative method of research. It is a positivist research method.

b. Secondary Data: Secondary data is data taken by the researcher from secondary sources,
internal or external of the organisation. Secondary data is collected from following sources: -

• Internet
• Book
• Journals
• Publications
• Website of the company etc.

Primary research has been done in this project.

Sampling Procedure
Sample Technique: Simple random sampling

Simple random sampling refers to the sampling technique in which each and every item of the
population is given equal chance of being included in the sample. Random sampling is sometime
referred to as “Representative Sampling.” If the sample is chosen at random and if the sample is
sufficiently large, it will represent all groups in the population. A random sample is also known as
“Probability Sample” because every item of population has equal opportunity of being selected in
the sample.

Sample Area: Delhi Sample Size: 50

8.Interpretation

The majority, 37% of the respondents say that they have to overstay in office most of the time to
complete their work. 33% of the sample size, feel that they sometimes have to overstay in the office
to complete their work. 14% of the respondents say that they always have to stay back to complete
their work. While 10% of them rarely overtime in the office, the remaining 6% never overstay in
office to complete their work.

9.FINDING AND INFERANCES

In any organisation, employee welfare and work life balance is highly important. Employee welfare is
a apprehensive term including various services, facilities and amenities provided to employees for
their betterment. It generally includes those items of welfare that is provided by statutory provisions
or required by the customs of the industry or the expectations of employees from the contract of
service from the employers. Work life balance is the term used to describe the balance that an
individual need between time allocated for work and other aspects of life. Areas of life other than
work life can be, personal interests, family and social or leisure activities. Both play an important
role in motivating employees and keeping them dedicated to their work

10.LIMITATIONS

The constraints faced while doing this study are:

1. The most significant limitation has been that the individuals involved in thisstudy were very
busy and did not spare much time in discussion.

2. The sample size selected for the survey was too small as compared to largepopulation.
 3. The project was carried out only in the Delhi, so findings on data gatheredcan be best true
for Delhi only and not applicable to other parts of state and country.

4. This study is a self-reported survey and as such despite the fact that variousstrategies and
processes were put in place to minimise the possibilities of response bias, it still cannot be
discounted that it may to some degree still be present in the study.

11.RECOMMENDATION

Recommendations to the employees:

1. Time management
2. Avoid duplication to task and efforts
3. Set your priorities
4. Rethink your errands
5. Manage time for Social networking
6. Learn to say no
7. Leave work at work
8. Seek help of counsellors
9. Don’t overbook work
10.Use technology wisely 11.Plan and
organise task

12.Use the facilities available for work life balance in organisation.

Recommendations to the organisation:

1. Offer flexibility in work

2. Provide adequate training programmes
3. Promote awareness about work life balance.
4. Providing assurance of security of job.
5. Maintain a balance between centralization and decentralization
6. Strengthening the role of HR department.
7. Continuous improvement in the working conditions of the organisation.
 8. Adopt various performance appraisal techniques to motivate employees.
9. Conducting emergency drills to create preparedness for business emergencies that might
occur in future.

12.CONCLUSION

Work-life balance remains an issue that requires considerable attention from society. The changing
nature of the global economy, where organizations often always operate on a 24/7 schedule and
technological advancements have made it possible for an employee to be connected, has ushered
the work-life balance issue into the forefront of the minds of many,

It is up to the employer and the employee to work together to facilitate the acculturation of work-
life balance into the organization.