CHAPTER - 1

INTRODUCTION TO THE
COMPANY PROFILE
 COMPANY PROFILE

1.1 FACT SHEET OF THE UNIT

Nature of Business Exporter and Manufacturer
Company CEO Raj Kumar
Registered Address D2/19, Mayapuri Industrial Area, Delhi - 110064, Delhi, India
Total Number of Employees 26 to 50 People
Year of Establishment 2000
Legal Status of Firm Individual - Proprietor
Annual Turnover Rs. 1 - 5 Crore

Rana Industries in the Millerganj, Ludhiana is a leading player in the garment hanger,
plastic hanger and steel hanger business in the Ludhiana, Punjab. This famous brand is a
one-stop solution for its customer's needs in both the cases of local customers and other
parts of India. Over a while, this business became a well-known brand in its industry.
Customer satisfaction is equally important as product quality and better service, this helps
the company to build a huge customer base and continue to grow day by day. The
employee involved in the Rana Industries is dedicated to their roles and responsibility and
work hard to achieve the company's mission and vision. The future goal of the Rana
Industries is to expand its business and reach a vast customer base in India level. In the
Ludhiana, this brand place a prominent location.

Rana Industries in Dhandari Kalan, Ludhiana is known for satisfying its customers on
demand. The Rana Industries is one of the prominent businesses in the garment hanger
business. Rana Industries in Millerganj, Ludhiana is known to satisfactorily cater to the
demands of its customer base. The business came into existence in 2000 and has, since
then, been a known name in its field. It stands located at 345/1 Nanak Puri, Near Dera
Kalsian, St No 6, Millerganj-141003. Near Dera Kalsian is a prominent landmark in the
area and this establishment is in close proximity to the same. The business strives to make
for a positive experience through its offerings. The accepted modes of payment such as
 Cash make every business transaction easy and seamless, contributing to making the entire
process even more effective. Customer centricity is at the core of Rana Industries in
Millerganj, Ludhiana and it is this belief that has led the business to build long-term
relationships. Ensuring a positive customer experience, making available goods and/or
services that are of top-notch quality is given prime importance. Rana Industries business
has a wide range of product offerings and the product/catalogue list includes Garment
Hanger, Hanger etc.

1.2 PRODUCTS AND SERVICES OFFERED BY THE COMPANY:

Rana Industries in the Ludhiana, Punjab provides a wide range of products and services to
serve its vast customer base. The company has been involved in the manufacturing of a
wide range of Plastic Hangers, Plastic Handles, Wall Hangers, etc. Superior technology and
innovative designing are the main features of the range we manufacture. All MAK products
are made of high Plastic that provides them great strength and longer life.  

1.3 BRANDS
 MAK

1.4 VISION
Vision of this company is to develop, design and manufacture hangers with best quality at
lowest price. Develop new trendy designs with innovations and standard. Design which
enrich client lifestyle and presenting new products with new ideas and best quality.
1.5 MISSION
Rana Industries certify accurate service, best price and high quality hangers with different
style and look as per client requirements. The company also supplied different type of
designs with color combinations with branding logos, hooks and clips.

1.6 INFRASTRUCTURE
The company has a team of highly skilled craftsman equipped with necessary equipments
and tools to satisfy the most discriminating tastes, all created with the procedures that
assures great style brilliance and quality. Equipped with highly sophisticated and state-of-
art machinery, our endeavor is to achieve total customer satisfaction. The organization is
continuously upgrading its systems and emphasizing on each customer’s complete
satisfaction with quality, prices and services. The organization is producing 6 to 8 lac pcs. a
month and has the caliber to produce more .
1.7 QUALITY ASSURANCE
We focus in maintaining the superior quality and uniqueness of our products, keep our
prices reasonable and deliver them on schedule.we are continuously seeking ways to revive
the traditional crafts and develop new designs and teniques. The organization endeavor to
satisfy the diverse and specialized requirements of its satisfied buyers. We perform quality
checks and material inspection at different stages of production process. Stringent quality
control measures ensure best product quality and enable the company to deliver orders with
zero defects.

1.8 USP OF THE COMPANY

In order to maintain the reputation Rana Industries has developed over the years, company
is involved in providing supreme grade products to their patrons. Following are the reasons
behind the accomplishment of organization:
 Flexible payment modes
 On time delivery
 Huge distribution network
 Ethical business strategies
 Clarity in deals

1.9 CLIENT SATISFACTION

The company assured clients for quality assured products that are formulated in strict
adherence to quality norms. To maintain quality standards, Rana Industries set up a
technically equipped quality testing unit. This unit is managed by highly qualified quality
associates, who ensure the usage of high-grade material for the formulation. With thorough
surveillance of the production process, we develop and supply the best quality products.
Our testing unit is armed with modern machinery, tools, and amenities, for precise testing
of raw material, packaging material, and finished products.
1.10 PRODUCTION PROCESS OF HANGER
The raw material is iron wire – making hanger – spraying plastic powder – drying and
fixing color.

Pay-off machine – hanger making machine – plastic spraying machine – dryer machine the

working flow of the cloth hanger

The steps of the hanger production line

Step 1: Pay-off machine

This pay-off machine is a horizontal pay-off machine, also known as a wire winding
machine. It consists of two parts: motor and a storage frame. And it is mainly used for wire
take-up, pay-off, storage lines, and the like. In general, this type of machine is directly
determined by the diameter of the take-up reel.

This machine is the first machine to make hangers and has a simple structure. Although it
does not have much technical content, it is also an indispensable part of the hanger
production line.

Step 2: Hanger making machine

The hanger machine adopts an automatic CNC, which runs smoothly and has a low cost. A
machine can produce a variety of hangers with a yield of 35-45 per minute. Arbitrarily
changing the mold can produce hangers of different sizes, the size of the hangers is 11-19
inches. The machine adopts servo induction wire feeding and has an automatic fault alarm
function.
The raw materials for making hangers can be various materials such as wire, aluminum
wire, 201 stainless steel wire, etc.

Step 3: Plastic spraying machine

If the hanger made of wire is in contact with damp clothing for a long time, it will affect
the service life of the hangers. What’s more, the rust will cause pollution to
clothes. Therefore, it is usually necessary to perform spray treatment.
The spray machine consists of a spray gun and plastic powder recycling equipment. Hang
the hangers into the powder recycling booth, spray the plastic powder evenly onto the
surface of the hangers with a spray gun. The spilled plastic powder will be recycled by the
recycling equipment, and the recovery rate is as high as 98%. While saving raw materials,
it also ensures the health of the staff.

]Step 4: Drying room

The hangers subjected to the spray treatment need to be placed in a baking machine for
baking and coloring, and the plastic particles on the surface of the hanger are baked to
adhere to the surface of the hanger. In addition, the baking machine can set the
temperature, and the spray hanger needs to be baked for 20 minutes at 180 degrees Celsius.
 CHAPTER – 2
INTRODUCTION TO
THE
RESEARCH PROBLEM
 INTRODUCTION OF THE RESEARH PROBLEM

2.1 CONCEPT OF QUALITY OF WORK LIFE

Quality of work life denotes all the organizational inputs which aim at the employee’
satisfaction and enhancing organizational effectiveness. By the globalization the modern
employees are experiencing distress. To meet the challenges posed by present standards,
organizational must focus their attention in bringing a balance between work life and
personal life. The underlying assumption is that work life balance will ultimately ensure
Quality of work life.`

Sigmund Freud is considered to be the father figure of Psycho analysis. His prescription for
a healthy person is a combination of “Lieben und Arbeiten” that is Love and Work.
In present working environment the workers are looking for quality of life as a superior
human endeavor. Such endeavor calls for a trade off between work life and family life.
Today an employee desires work to be more meaningful and challenging because quality is
the acid test. A Quality of work life gives an opportunity for deep sense of fulfillment.
Employees seek a supportive work environment that will enable them to balance work with
personal interests. Such balance contributes to superior human existence in ample measure.
Quality of work life provides a more humanized work environment. It attempts to serve the
higher order needs of workers as well as their basic needs. Quality of Work Life indicates
that the work should not have excessively negative conditions. It should not put workers
under undue stress. It should not damage or degrade their humanness. It should not be
threatening or unduly dangerous. Finally it should contribute to, or at least leave un paired,
workers abilities to perform in other life roles. Such as citizen, spouse and parent. That is
work should contribute to general social advancement.
Employees in several companies that instituted Quality of work life experienced better
health and greater safety on the job. Other benefits included improved employee
satisfaction, morale, job interest, commitment and involvement ; increased opportunity for
individual growth ; greater sense of ownership and control of the work environment
development of managerial ability for circle leaders, improved communication in the
organization and greater understanding and respect between management and workers.
The term Quality of work life has been applied to a wide variety of organizational
improvement efforts. The common elements seem to be,has good man indicates, an
“attempt to restructure multiple dimensions of the organizational and to institute a
mechanism which introduces and sustains changes overtime . Aspects of the change
mechanism are usually an increase in problem solving between the union and management
Responsiveness to employee concerns. In every organization, people and their behaviour
assumes vital role in determining the performance and effectiveness .while many studies
concentrated on physical and financial performance of organization. Studies on behavioural
aspects seems to be inadequate. So, the attempts must to understand the human side of the
enterprise.

In the present scenario, where the world is moving from traditionalisation to

modernization, computerization and globalization there is an intense competition. The
situations are becoming more complex and the modern employees are experiencing
distress. To meet the challenges posed by present standards organization must focus their
attention in bringing a balance between work and family life.

The Quality of work life movement provides a value frame work and a philosophy which
has a long term implication for the human development and enrichment. It tries to balance
both the work and family life. Hence integrated approach with regard to Quality of work
life is required for the success of an individual and an organization. This underlines the
necessity of searching studies on the nature of human relations and the problems of human
relations and the problems of human behaviour in the organization and suggest measures to
cope with the problems. Hence, an in depth on aspects like Quality of work life can throw
light on many non-identified aspects of human behaviour which may help in understanding
the issues involved and improving the overall performance of these organizations. There it
is found that there is need to study in greater detail about the topic.
2.2 NEED AND IMPORTANCE OF QUALITY OF WORK LIFE
Quality of work life includes the following features:
 Voluntary involvement on the part of employees.
 Assurance of no loss of jobs as a result of the programs
 Training of employees in team problem solving.
 The use of Quality circles where employees discuss problems affecting the performance of
the work and job environment.
 Encouragement of skill development.
 Skill training
 Responsiveness to employee concerns.

2.3 APPROACHES TO QUALITY OF WORK LIFE

The Quality of work life involvement traditionally has been closely identified with the job
redesign efforts based on socio-technical systems approach. However during the 1980’s the
concept of Quality of work life has been broadened to include a number of approaches
aimed at join decision making. Collaboration and mutual respect between management and
employees, increased autonomy at work place, and self management. Thus the Quality
Circles adopted by Japanese and Indian industries as well as democratization of work
process though self-regulating autonomous groups in the Scandinavian countries and USA
are all considered part of this movement.
Quality of work life
Quality of work life refers to favorable or ungovernableness of the job environment for
people .The basic purpose is to develop jobs and working conditions that are excellent
for people as well as for the organization.
Quality of work life includes
Walton proposed eight conceptual categories that together make up the quality of work life
 Adequate and fair compensation
 Safe and healthy working conditions
 Immediate opportunity to use and develop human capacities
 Social integration in the work organization
 Constitutionalisation
 Work and total life space
 Social relevance of work life
 Promotion and career planning
Adequate and fair compensation
This refers to against to just and fair balance between efforts and reward. The
compensation helps in manufacturing helps in maintaining a socially desirable standard of
life. In India such labour legislations are payment of wages act, 1936 and minimum wages
act, 1948 ensure adequate and fair compensation to the employees.
Safe and healthy working conditions
In order to improve quality of work life the work environment should be free from hazards
or other factors determined to healthy and safety of the employees in the work place in
India is ensured in the factories act, 1948, which lies down minimum standards of
protection from machine and other hazards (noise, pollution, gases etc..) at the place of
work.
Immediate Opportunities to use and Develop Human Capacities
The work today has become repetitive and fragmented. Quality of work life can be
improved if the job allows sufficient autonomy and control, uses a wide range of skills and
abilities, provides immediate feed back to workers to take corrective action is seen as a
total activity and provides opportunity to plan, implement by himself.
Social integration in the work organization
One of the effectiveness of quality of work life is to generate satisfying identity with the
organization and develop a feeling as self esteem. The variables that inculcate these are
absence of hierarchical status, opportunity for upward mobility, openness and trust, a sense
of community feeling on the job and freedom from prejudice based on sex, caste, race,
creed and religion.
Constitutionalisation in the work organization
Constitution guarantees as right to personnel privacy, free speech, equitable treatment and
governance by the “Rule of Law” are necessary to upload to improve quality of work life
 Work and the Total life Space
The demand of the work, like late hours, frequent travel, quick transfer are both
psychologically and socially very costly to the employee and his family such phenomena
Accruing o a regular basis necessarily depress the quality of work life.
Social relevance of work life
The organization lack of concern for social causes like waste disposal, low quality product,
over-aggressive marketing. Employment practices make workers depreciate the value of
their work and career, which in turn affects their self-esteem. The social responsibility of
the organization is an important determinant of quality of work life. The basic concept
underlying the quality of work life is “Humanization of Work”. It involves basically the
development of an environment of work that stimulates the creative abilities of the workers
,generateco operation and interest in self growth.

Promotion and Career Planning

Promotion
A promotion takes place when an employee moves to a position higher than the one firmly
occupied .His/Her responsibility, status and pay also increases. Promotions are of two
types.
1. Vertical promotions:- under which the employees are promoted from one rank to the next
higher rank in the same department.
2. Horizontal promotions:- under which employees may be promoted to higher ranks on the
other departments.
The advantages of having promotion schemes
 They provide an opportunity to the present employees to move into jobs that provide
greater satisfaction and prestige.
 They generate within on organization motivational, conditions for better work performance
and desired behaviour of all its members.
 Finally, they save as an orderly, logical and prompt source of recruitment for management
to fill vacancies as they arise.
 Career Planning
If an organization wants to retain its employees it must satisfy their aspirations for growth
and development of advancement in their career .A career plan is a blue print in which the
entire career of employees is mapped out from the point of their entry in to the point of
their retirement from the organization. Career planning is mostly done for supervisory and
managerial positions.
Career planning is an integral part of manpower planning.

ADVANTAGES OF CAREER PLANNING

1. It motivates employees to avail of the training & development facilities. They are
convinced that promotions will not fall in their laps merely by luck or through connection.
2. It increases employees loyalty to the organization. By this they can easily integrate their
goals with organization goals.
3. It encourages employees to remain in the organization. By this the labour turnover is
reduced.
4. It creates organizations better image in the employment market which helps organization to
attract competent people.
5. It contributes to manpower planning as well as to organizational development and effective
achievements of corporate goal.
The basic concept underlying the Quality of work life is what has come to be known as
“humanization of work”. It involves basically the development of an environment of work
that simulates the creative abilities of the workers generates co-operation and interest in
self growth.”

HERRICK AND MACCOBY (1975) have identified four basic principles which
Summaries humanization of work.
These principles are
1. The principle of security:-
Humanization of work implies freedom from anxiety, fear and the loss of future
employment. The working conditions should be safe and there should be no fear of
 economic want. These pre-conditions will guarantee at most development of skills and
ideas.
2. The principle of Quality:-
The equity principle requires that there is a just way of revaluating the conditions of an
employee. Another aspect of quality refers to paying for knowledge and skills to carry out
the task. If work has to be humanized equity would also require sharing in the profits of the
organization according to the individual or group contribution.

3. The principle of individual:-

Individual refers to the work environment in which employees are encouraged to develop
themselves to their almost competence , a system of work that facilitates blossoming of
individual potential. A basic precondition for this is the availability of freedom and
autonomy in deciding their own pace as activity and design of operations.
4. The principle of democracy:-
Meaningful participation in decision-making also guarantees the ‘Right of citizenship.’
Quality of work life is a complex and multifaced concept implying a concern for the
members of an organization irrespective of the level the belong to. It includes job
factors like wages and hours of work and also the nature of work itself. With the
encouragement of international labour organization & achieve lead taken by National
oflabour, Delhi, the Quality of work life as a movement has started attracting the attention
of both academicians as well as practioners in India.
In India, the concept of Quality of work life seems to manifest itself in a variety of
operational Systems like workers participation, job enrichment, Quality Circle etc.
Quality of work life is a broader concept. By time to time that Quality of work life includes
Some other factors in it.
JOB DESIGN
Job design include job enlargement, job rotation & job enrichment
a. Job enlargement:-
Job enlargement as a concept deals with expansion of the job contents by
allowing Employees inspect their work , affect minor repairs on the work and
 equipment and select their own work methods or ‘set-ups’. These refers as to
vertical enlargement.’ Another is ‘horizontal enlargement’ under this scheme one
simply adds a larger numbers of some what similar tasks to the present job.
b. Job rotation:-
It refers to systematically moving employee from one job to another. From the point of
view of an organization job rotation helps develop a comman culture because of wide and
common exposure and at the same time infuses “fresh-blood” in the task.
c. Job enrichment:-
It refers to the process of making jobs more interesting and satisfying, adding to that sense
of achievement, increasing responsibility and providing opportunities for advancement and
growth.

JOB SATISFACTION
The attitude of an individual is his general back ground by feeling against which he views
many factual events, men and things. A ‘specific subset’ of this general back ground
feeling against which the individual appraises the various dimensions of his job is called
job satisfaction. Some dimensions are nature of work ,supervisor, pay, promotion and co-
workers.
There are Three major theories of job satisfaction
a) Hertzberg’s motivation:- hygiene theory
b) Need –fulfillment theory and
c) Social reference-group theory
In summary the three theories respectively tell us that:-
 Job satisfaction is a function of or is positively related to the degree to which one’s
personnel needs fulfilled in the job satisfaction; and
 Job satisfaction is a function or is positively related to the degree which the characteristics
of the job meet with approval and the desires of the group to which the individual looks for
guidance in evaluating the world and defining social reality.
AUTONOMOUS WORK TEAMS
An autonomous work team is one which can plan, regulate and control its own work world.
The management only specifies the goals that too in collaboration with the team. The team
organizes the contents and structure of its job, evaluates its own performance, establishes
its speed and chooses its production method. It makes its own internal distribution of tasks
and decides its own membership. Autonomous team approach increases satisfaction and
reduces turnover and absenteeism.
 CHAPTER – 3
NEED, OBJECTIVES
AND
SCOPE OF THE STUDY
3.1 NEED OF THE STUDY
In the current scenario every organization expects their employees to perform at their peak
potential. Though monetary aspects play an important role in motivating employees,
organization around the world have come to understand that there are many other aspects
that contributes better employee performance. It is these aspects that form the basis for this
study. In particular this study aims to identify the various tangible and intangible aspects
that contribute to the quality of the workplace. It is very important for an organization to
create a very conducive working environment for employees. This study is needed to
ensure that all employees are performing at their peak potential, free from stress and strain,
and to ensure all their needs are fully satisfied. This study will be used as feedback from
employees to know their current perspective of workplace and also to identify the areas of
improvement for the organization.

3.2 OBJECTIVES OF THE STUDY

 To determine the factors influencing the quality of work life at Rana Industries
 To measure the level of satisfaction of employees towards quality of work life.
 To find out the way to improve quality of work life.

3.3 SCOPE OF THE STUDY

The term Quality of work life in its broader sense covers various aspects of employment
and non-employment conditions of work. This study covers the overall quality of work life
of employees, i.e. their job satisfaction, work environment, working hours, work stress,
their relation with their colleagues, work assignments, infrastructure provided etc. The
present study aims at measuring the level of satisfaction of employees and to know about
the various welfare activities and benefits provided for the employees. The study is
dependent on the opinion expressed by all the employees of all the departments of the
organisation.
3.4 SIGNIFICANCE OF THE STUDY
Quality of work life covers the various aspects under the general umbrella of supportive
organization behavior. Thus the quality of work life should be broad in its scope. It must
evaluate the attitude of employees towards personnel policies. The research will be helpful
in understanding the current position of the organization. And provide some strategies to
extend the employee satisfaction with little modification which is based on the internal
facilities of the organization. The research can be further used to evaluate the facilities
provided by the management towards the employee. This study also helps to manipulate
the expectations of the employees.
 CHAPTER –4
RESEARCH
METHODOLOGY
 CHAPTER- 4
RESEARCH METHODOLOGY
4.1 RESEARCH DESIGN
A research design is an arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
It constitutes the blueprint for collection, measurement and analysis of data.
The Descriptive Research Design Study is typically concerned with determining the
frequency with which something occurs or the relationship between two variables. This
research aims at findings facts with description behind the study. The descriptive research
design used in this study to select research methodology.

4.2 DATA COLLECTION:

Data can be collected through primary or secondary or by both primary and secondary
sources.
4.2.1 Primary Data
Primary data consists of original first hand information collected specially for the purpose
of study. Data can be collected by primary sources by using employee surveys. In this type
of information person could himself collected the data by personal interview or
questionnaires or other things. Primary data collected from
1. Data observation
2. Survey - Personal Interview
In this report the primary data is collected through Questionnaire and Personal interview.

4.2.2 Secondary Data

Secondary data consists of information that already exists somewhere, having been collected
for another purpose. In this Project report the secondary data is used for track past
performance of Rana Industries, Ludhiana.
 Books, periodic journals.
 Internet
 Information from the General Manager, Production manager and CEO of Rana Industries,
 Ludhiana.

4.3 SAMPLING TECHNIQUES:

In this survey Stratified sampling method is used.
A method of sampling that involves the division of a population into smaller groups known
as strata. In stratified random sampling, the strata are formed based on members' shared
attributes or characteristics. A random sample from each stratum is taken in a number
proportional to the stratum's size when compared to the population. These subsets of the
strata are then pooled to form a random sample.

4.4 SAMPLING UNIT

Sampling unit refers to eligible individual respondent for the project. In my study the
sampling unit is employees of Rana Industries, Ludhiana.

4.4 SAMPLING SIZE

Sampling size refers to total number of respondents targeted for collecting the data for the
research. Out of total population the sample of 50 respondents is taken in my study.

4.5 STATISTICAL TOOLS USED

Simple percentage analysis:
It was initially done to edit and tabulated one data collected through questionnaire
Percentage of respondents = Number of respondents × 100
___________________________________
Total respondents
 CHAPTER – 5
DATA ANALYSIS AND
INTERPRETATION
 DATA ANALYSIS AND INTERPRETATION
1. OPINION ABOUT THE JOB ENVIRONMENT AND WORKING CONDITION
Variables No of respondents No of respondents in %
Very Good 26 52%
Good 17 34%
Average 5 10%
Poor 2 4%
Very Poor 0 0%
Total 50 100%

CHART-1
JOB ENVIRONMENT AND WORKING CONDITION

Poor; 4%
Average; 10%
Very Good,
52% Very Good
Good
Average
Poor
Very Poor
Good; 34%

INTERPRETATION

The above graph reveals that 52% of the employees feel that job environment and working
conditions are very good (i.e. they are absolutely satisfied). 34% of the employees feel that
job environment and working conditions are good (i.e. they are satisfied).10% of the
employees feel that job environment and working conditions are average(i.e they are
partially satisfied). 4%( i.e none of the employees feel job environment and working
conditions are poor).
2. PERCEPTION ABOUT THE GROWTH AND SECURITY OPPORTUNITIES

Variables No of respondents No of respondents in %

Very Good 25 50%
Good 10 20%
Average 12 24%
Poor 0 0%
Very Poor 3 3%
Total 50 100%

CHART-2

GROWTH AND SECURITY OPPORTUNITIES

Very Poor; 3%

Very Good; 50%

Very Good
Good
Average; 24% Average
Poor
Very Poor

Good; 20%

INTERPRETATION

The above graph reveals that50% of the employees feel that the growth and security
opportunities are very good that is they are absolutely satisfied.20% of the employees feel
that the growth and security opportunities are Good that is they are satisfied.30% of the
employees feel that the growth and security opportunities are Average that is they are
partially satisfied. 6% of the employees feel that the growth and security opportunities are
very poor.
3. OPINION ABOUT THE CAREER-PLANNING PROGRAM IN THE
ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 13 26%
Good 26 52%
Average 7 14%
Poor 2 4%
Very Poor 2 4%
Total 50 100%

CHART-3

CAREER-PLANNING PROGRAM IN THE ORGANIZATION

Very Poor; 4%

Poor; 4%
Very Good; 26%
Average; 14% Very Good
Good
Average
Poor
Very Poor

Good; 52%

INTERPRETATION
The above graph reveals that 26% of the employees feel that the growth and security
opportunities are very good that is they are absolutely satisfied. 52% of the employees feel
that the growth and security opportunities are Good that is they are satisfied. 14% of the
employees feel that the growth and security opportunities are Average that is they are
partially satisfied. 4% of the employees feel that the growth and security opportunities are
Poor and Very Poor for each respectively that is they are dissatisfied or absolutely
dissatisfied.
4. PERCEPTION ABOUT THE PAY STRUCTURE IN THE ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 22 44%
Good 10 20%
Average 15 30%
Poor 0 0%
Very Poor 3 6%
Total 50 100%

CHART-4

PAY STRUCTURE IN THE ORGANIZATION

Very Poor; 6%

Very Good; 44%

Very Good
Good
Average
Average; 30%
Poor
Very Poor

Good; 20%

INTERPRETATION

The above graph reveals that 46% of the employees feel that the growth and security
opportunities are very good that is they are absolutely satisfied.20% of the employees feel
that the growth and security opportunities are Good that is they are satisfied.30% of the
employees feel that the growth and security opportunities are Average that is they are
partially satisfied. 6% i.e none of the employees feel that the growth and security
opportunities are very poor.
5. OPINION ABOUT THE PROMOTION SYSTEM IN THE ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 7 14%
Good 23 46%
Average 10 20%
Poor 5 10%
Very Poor 5 10%
Total 50 100%

CHART-5

PROMOTION SYSTEM IN THE ORGANIZATION

Very Poor; 10%

Very Good; 14%

Poor; 10% Very Good

Good
Average
Poor
Very Poor

Average; 20% Good; 46%

INTERPRETATION

The above graph reveals that 14% of the employees feel that the growth and security
opportunities are very good that is they are absolutely satisfied. 46% of the employees feel
that the growth and security opportunities are Good that is they are satisfied.20% of the
employees feel that the growth and security opportunities areAverage that is they are
partially satisfied. 10% of the employees feel that the growth and security opportunities are
Poor and Very Poor respectively.
6. ABLE TO LEARN AND ACQUIRE NEW SKILLS IN THE ORGANZATION

Variables No of respondents No of respondents in %

Very Good 21 42%
Good 15 30%
Average 10 20%
Poor 0 0%
Very Poor 4 8%
Total 50 100%

CHART-6

ABLE TO LEARN AND ACQUIRE NEW SKILLS

Very Poor; 8%

Very Good; 42%

Very Good
Good
Average; 20% Average
Poor
Very Poor

Good; 30%

INTERPRETATION

The above graph reveals that 42% of the employees feel that the growth and security
opportunities are Very good that is they are absolutely satisfied.30% of the employees feel
that the growth and security opportunities are Good that is they are satisfied.20% of the
employees feel that the growth and security opportunities are Average that is they are
partially satisfied. 8% of the employees feel that the growth and security opportunities are
Very Poor.
7. STEPS TAKEN FOR JOB ENRICHMENT FOR EMPLOYEES

Variables No of respondents No of respondents in %

Deliberate upgrading of responsibility 10 20%
Widening the scope of activities 14 28%
Setting the challenges in work 20 40%
Giving exposure to variety of jobs 6 12%
Total 50 100%

CHART-7

ABLE TO LEARN AND ACQUIRE NEW SKILLS

Giving exposure to variety of jobs; 12% Deliberate upgrading of

responsibility; 20%

Deliberate upgrading of
responsibility

Widening the scope of activ-

ities
Setting the challenges in
work; 40% Widening the scope of
activities; 28% Setting the challenges in
work

Giving exposure to variety

of jobs

INTERPRETATION

The above graph reveals that 20% of the employees feel that Job Enrichment will lead to
deliberate upgrading of responsibility. 28% of the employees feel that Job enrichment will
widen the scope of activities.40% of the employees feel that Job Enrichment will set
challenges in work.12% of the employees feel that Job Enrichment will give exposure to
variety of jobs.
8. PURPOSE OF JOB DESIGN AND GOAL SETTING IN THE ORGANIZATION

Variables No of respondents No of respondents in %

It facilitates work flow 7 14%
Effective co-ordination and integration 18 36%
Positive impact on employee satisfaction 5 10%
All the above 20 40%
Total 50 100%

CHART-8

JOB DESIGN AND GOAL

It facilitates work SETTING
flow;
14%

It facilitates work flow

Effective co-ordination and

All the above; 40% integration

Effective co-ordination and

integration; 36% Positive impact on employee
satisfaction

All the above

Positive impact on employee satisfaction;

10%

INTERPRETATION

The above graph reveals that14% of the employees feel that Job Design and Goal setting
will facilitate work flow. 36% of the employees feel that Job Design and Goal setting will
lead to effective co-ordination and integration.10% of the employees feel that Job Design
and Goal setting will lead to positive impact on employee satisfaction.40% ofthe
employees feel that all the above three factors are important for Job Design and Goal
setting.
9. PERCEPTION ABOUT INTEGRATION OF JOB, CAREER, FAMILY LIFE AND
LEISURE TIME

Variables No of respondents No of respondents in %

Very Good 18 36%

Good 23 46%
Average 5 10%
Poor 4 8%
Very Poor 0 0%
Total 50 100%

CHART-9

INTEGRATION OF JOB, CAREER, FAMILY LIFE AND

LEISURE TIME
Very Poor; 4%
Poor; 8%
Very Good; 36% Very Good
Good
Average; 10%
Average
Poor
Very Poor

Good; 46%

INTERPRETATION
The above graph reveals that40% of the employees feel that the integration of job, career,
family life and leisure time are very good that is they are absolutely satisfied.50% of the
employees feel that the integration of job, career, family life and leisure time are good that
is they are satisfied.10% of the employees feel that the integration of job, career, family
life and leisure time are average that is they are partially satisfied. 8% of the employees feel
that the integration of job, career, family life and leisure time are poor.
10. OPINION ABOUT THE LEAVES PROVIDED BY THE ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 10 20%
Good 28 56%
Average 5 10%
Poor 4 8%
Very Poor 3 6%
Total 50 100%

CHART-10
LEAVES PROVIDED BY THE ORGANIZATION

Very Poor; 6%
Very Good; 20%
Poor; 8%
Very Good
Good
Average; 10%
Average
Poor
Very Poor

Good; 56%

INTERPRETATION

The above graph reveals that20% of the employees feel that the leaves provided by the
organization are very good that is they are absolutely satisfied.56% of the employees feel
that the leaves provided by the organization are good that is they are satisfied.10% of the
employees feel that the leaves provided by the organization are average that is they are
partially satisfied. 8% of the employees feel that the leaves provided by the organization
are poor. 6% of the employees feel that the leaves provided by the organization are very
poor.
11. LEAVE TRAVEL CONCESSION THAT IS PROVIDED BY THE
ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 14 28%
Good 20 40%
Average 2 4%
Poor 10 20%
Very Poor 4 8%
Total 50 100%

CHART-11
LEAVE TRAVEL CONCESSION THAT IS PROVIDED BY
THE ORGANIZATION
Very Poor; 8%
Very Good; 28%
Poor; 20% Very Good
Good
Average
Poor
Very Poor

Average; 4%
Good; 40%

INTERPRETATION

The above graph reveals that28% of the employees feel that the leave travel concession
provided by the organization are excellent that is they are absolutely satisfied.40% of the
employees feel that the leave travel concession provided by the organization are good that
is they are satisfied.4% of the employees feel that the leave travel concession provided by
the organization are average that is they are partially satisfied.20% of employees feel that
the leave travel concession provided by the organization are poor. 8% of employees feel
that the leave travel concession provided by the organization arevery poor.
12. CANTEEN FACILITIES THAT IS PROVIDED BY THE ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 10 20%
Good 22 44%
Average 10 20%
Poor 0 0%
Very Poor 8 16%
Total 50 100%

CHART-12

CANTEEN FACILITIES THAT IS PROVIDED BY THE

ORGANIZATION

Very Poor; 16% Very Good; 20%

Very Good
Good
Average
Poor
Very Poor
Average; 20%

Good; 44%

INTERPRETATION

The above graph reveals that20% of the employees feel that the canteen facilities provided
by the organization are excellent that is they are absolutely satisfied.44% of the employees
feel that the canteen facilities provided by the organization are good that is they are
satisfied.20% of the employees feel that the canteen facilities provided by the organization
are average that is they are partially satisfied. 16% of the employees feel that the canteen
facilities provided by the organization are poor.
13. TRANSPORT FACILITIES PROVIDED BY THE ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 12 24%
Good 30 60%
Average 5 10%
Poor 3 6%
Very Poor 0 0%
Total 50 100%

CHART-13

TRANSPORT FACILITIES PROVIDED BY THE ORGA-

NIZATION

Poor; 6%
Very Good; 24% Very Good
Average; 10%
Good
Average
Poor
Very Poor

Good; 60%

INTERPRETATION

The above graph reveals that24% of the employees feel that the transport facilities provided
by the organization are excellent that is they are absolutely satisfied.66% of the employees
feel that the transport facilities provided by the organization are good that is they are
satisfied.10% of the employees feel that the transport facilities provided by the organization
are average that is they are partially satisfied.6% of the employees feel that the transport
facilities provided by the organization are poor.
14. SANITATION AND CLEANLY MEASURES IN THE ORGANIZATION
Variables No of respondents No of respondents in %
Very Good 11 22%
Good 20 40%
Average 10 20%
Poor 5 10%
Very Poor 4 8%
Total 50 100%

CHART-14

SANITATION AND CLEANLY MEASURES IN THE OR-

GANIZATION
Very Poor; 8%
Very Good; 22%
Poor; 10%
Very Good
Good
Average
Poor
Very Poor

Average; 20%

Good; 40%

INTERPRETATION

The above graph reveals that22% of the employees feel that the sanitation and cleanly
measures in organization are very good that is they are absolutely satisfied.40% of the
employees feel that the sanitation and cleanly measures in organization are good that is
they are satisfied.20% of the employees feel that the sanitation and cleanly measures in
organization are average that is they are partially satisfied.10% of the employees feel that
the sanitation and cleanly measures in organization are poor. 8% of the employees feel that
the sanitation and cleanly measures in organization are poor
15. OPINION ABOUT THE TRAINING GIVEN IN THE ORGANIZATION

Variables No of respondents No of respondents in %

Very Good 20 40%
Good 20 40%
Average 4 8%
Poor 6 12%
Very Poor 0 0%
Total 50 100%

CHART-15

TRAINING GIVEN IN THE ORGANIZATION

Poor; 12% Very Good; 40%

Very Good
Average; 8%
Good
Average
Poor
Very Poor

Good; 40%

INTERPRETATION

The above graph reveals that40% of the employees feel that the training in organization is
very good that is they are absolutely satisfied.40% of the employees feel that the training in
organization is good that is they are satisfied.8% of the employees feel that the training in
organization is average that is they are partially satisfied. 12% of the employees feel that
the training in organization is very poor.
16. MANAGEMENT HAVE ADEQUATE COMMUNICATION WITH THE
EMPLOYEES

Variables No of respondents No of respondents in %

Very Good 15 30%
Good 16 32%
Average 10 20%
Poor 5 10%
Very Poor 4 8%
Total 50 100%
CHART-16

MANAGEMENT HAVE ADEQUATE COMMUNICATION

WITH THE EMPLOYEES

Very Poor; 8% Very Good; 30%

Very Good
Poor; 10% Good
Average
Poor
Very Poor

Average; 20%

Good; 32%

INTERPRETATION

The above graph reveals that30% of the employees feel that the management have adequate
communication with the employees in the organization are very good that is they are
absolutely satisfied. 32% of the employees feel that the management have adequate
communication with the employees in the organization are good that is they are
satisfied.20% of the employees feel that the management have adequate communication
with the employees in the organization are average that is they are partially satisfied.10%
of the employees feel that the management have adequate communication with the
employees in the organization are poor.8% of the employees feel that the management have
adequate communication with the employees in the organization are very poor.
CHAPTER – 6
FINDINGS
OF THE STUDY
 FINDINGS

 In Rana Industries almost all the employees are satisfied with the job environment and
working conditions.
 Some of the employees are partially satisfied with the pay structure in the Organization.
 Some of the employees are partially satisfied with the promotion system in the
Organization.
 Almost all the employees are satisfied with the leaves provided in the Organization.
 Almost all the employees are satisfied with the canteen facilities in the Organization.
 Almost all the employees are satisfied with the transport facilities provided by the
Organization.
 Almost all the employees are having job security in the Organization.
 Almost all the employees are having job satisfaction.
 \

CHAPTER – 7
CONCLUSION,
SUGGESTIONS
&
LIMITATIONS
7.1 CONCLUSION
Every organization to sustain in the industry has to satisfy some of the basic needs and
demands of its employees. Satisfied and motivated employees are the source of achieving
the organizational goals and objectives.

In order to use the maximum potential of the human resource, the organization has to
provide them with the best quality of their working life. Therefore every organization needs
to update and improve the quality of work life of the employees who make better
contribution to production, quality and productivity.

Rana Industries is recognized as the organization with negligible employee turnover. This
is because it gives its employees adequate and fair compensation and the employees have
no reason to quit the company. This can be supported by the fact that the employees in
Rana Industries have a service more than 10 years on an average.

Rana Industries is striving hard to reduce the limitations by practicing better QWL
interventions and make it even better place to work .It is in the process of updating and
modernizing the working conditions in tune with the private organizations. Finally, we can
conclude that Rana Industries is providing its employees best Quality of Work Life, which
influence their performance and productivity.
 7.2 SUGGESTIONS
Based on the analysis conducted in the organization the following are the recommendations
made to the organization.
 Some of the employees are not satisfied with the job environment and working
conditions. Job environment and working conditions play a very important role in
motivating the employees. So, the organization has to take some more steps to improve the
job environment and working conditions.
 Some of the employees are not satisfied with the career-planning programme. If an
organization wants to retain its employees it must satisfy their innovate aspirations for
growth and development of advancement in their career
 Some of the employees are not satisfied with scope of creativity. If the job is creative then
only the employees get more interest on their job. They can innovate new things in their
job. Their creativity will be improved.
 Some of the employees are not satisfied with the labour welfare measures provided by the
company. Labour welfare measures will improve the morale and increases the feeling of
security that will in turn affect the personnel effectiveness in an organization. So the
organization should take measures to improve the labour welfare measures.
 7.3 LIMITATIONS
Though adequate care has been taken while doing the project. This Project still suffers from
certain limitations. They are following:-
 The Quality of work life involves a wider range. The present study examines it from
identified and selected dimensions only. However it is possible that there may be other
factors which might not have been covered in this study.
 Due to the time constraint the study is made only among 50 employees.
 Some respondents did not properly respond to the Questionnaire; thus to eliminate this
aspect the researcher has also conducted some personal interviews.
 The Management allowed the researcher to collect the data from the limited respondents
only.
BIBLIOGRAPHY
 BIBLIOGRAPHY

BOOKS & JOURNAL

Books
 Aswathappa K., (1997), “Human Resources and Personal Management” Tata McGrawHill
Publishing Company Limited, New Delhi – 110 001.
 Ivancevich John M. (2003), “Human Resources and Personal Management” Tata Mcgraw-
Hill Publishing Company Limited, New Delhi – 110 001.
 Kothari C.R., (2001) “Research Methodology” of Wishwa Prakashan Publishing, Chennai
– 17, Edition
 Mamoria C.B. and Gankar S.V. (2001), “Personnel Management Text & Cases”, Himalaya
Publishing house Mumbai, XXI Edition.
 Pattanayak Biswajeet (2001), “Human Resources and Personal Management” Prentice Hall
of India Pvt., Ltd. New Delhi.

Websites
 http://www.chrmglobal.com/Articles/183/1/Quality-of-Work-Life.html
 http://www.citehr.com/attachments/46140dl236315310-project-quality-work-life-new-
microsoft-word-documenl?doc?date=1236315310
 http://www.mbajunction.com/career/quality_work_proj.htm
 http://www.mbaguys.net/t590
 http://profile.iiita.ac.in/pchand_mba05/pom.htm
ANNEXURE
 QUESTIONNAIRE
I am a student of GNIMT, Ludhiana. I am doing my MBA. As part of my curriculum I
have selected the topic on “Quality of Work Life at Rana Industries” as my project work.
Thus, I am submitting my questionnaire to your kind opinion. This questionnaire is only for
the study purpose.

NAME:
DEPARTMENT:

1. What is your opinion about the job environment and working conditions at Rana
Industries?
a. Very Good b. Good c. Average d. Poor e. Very Poor

2. What is your perception about the growth and security opportunities at Rana Industries?
a. Very Good b. Good c. Average d. Poor e. Very Poor

3. What is your perception about the career-planning program in the organization?

a. Very Good b. Good c. Average d. Poor e. Very Poor

4. What is your perception about the pay structure in the organization?

a. Very Good b. Good c. Average d. Poor e. Very Poor

5. What is your opinion about the promotion systemin the organization?

a. Very Good b. Good c. Average d. Poor e. Very Poor

6. What is your opinion about that you are able to learn and new skills in this Organization?
a. Very Good b. Good c. Average d. Poor e. Very Poor

7. What are the steps taken for the job enrichment for employees?
a. Deliberate upgrading of responsibility
b. Widening the scope of activities
 c. Setting the challenges in work
d. Giving exposure to variety of jobs

8. What is the purpose of job design and goal setting in the organization?
a. It facilitates work flow
b. Effective co-ordination and integration
c. Positive impact on employee satisfaction
d. All the above

9. What is your perception about the sensible integration of job, career, family life and leisure
time?
a. Very Good b. Good c. Average d. Poor e. Very Poor

10. What is your perception with the leaves provided by the organization?
a. Very Good b. Good c. Average d. Poor e. Very Poor

11. What is your perception about the travel concession that is provided by the organization?
a. Very Good b. Good c. Average d. Poor e. Very Poor

12. What is your opinion about the Canteen facilitiesprovided by the organization?
a. Very Good b. Good c. Average d. Poor e. Very Poor

13. What is your perception about the transport facilitiesprovided by the organization?
a. Very Good b. Good c. Average d. Poor e. Very Poor

14. What is your opinion about the sanitation and cleanliness measures at Rana Industries?
a. Very Good b. Good c. Average d. Poor e. Very Poor

15. What is your opinion about the training given by the organization?
a. Very Good b. Good c. Average d. Poor e. Very Poor
16. Do the management have adequate communication with the employees?
a. Very Good b. Good c. Average d. Poor e. Very Poor
 SUMMER TRAINING REPORT
ON
QUALITY OF WORK LIFE AT RANA INDUSTRIES,
LUDHIANA

Submitted to

I.K. GUJRAL PUNJAB TECHNICAL UNIVERSITY

KAPURTHALA
In partial fulfillment of the requirement for the
award of degree of
Master of Business Administration (MBA)

Submitted By Supervisor
Heena Rana Er. Shilpa Miglani Narang
University Roll no. 2112200

DEPARTMENT OF MANAGEMENT
GURU NANAK INSTITUTE MANAGEMENT AND TECHNOLOGY
MODEL TOWN, LUDHIANA
CERTIFICATE
 STUDENT DECLARATION

I, “Heena Rana”, hereby declare that I have undergone my summer training at “Rana
Industries” from 21st July 2022 to 3rd September 2022. I have completed a research project
tilted “Quality of Work Life” under the guidance of Mr. Raj Kumar. Further I hereby
confirm that the work presented herein is genuine and original and has not been published
elsewhere.

__________________
(Student name and Signature)
 FACULTY DECLARATION

I hereby declare that the student Ms. Heena Rana of MBA (II) has undergone her summer
training under my periodic guidance on the Project titled “Quality of Work Life”. Further I
hereby declare that the student was periodically in touch with me during his/her training
period and the work done by student is genuine & original.

________________________
(Signature of Supervisor)
 ACKNOWLEDGEMENT
"Everything is difficult before it becomes easy. This transition comes through because of
certain people who by their pioneering efforts leave their indelible mark on others."

Training is an excellent tool for learning and exploration. No classroom routine can
substitute which is possible while working in real situations. Application of theoretical
knowledge to practical situations i`s the bonanzas of this training. Without a proper
combination of inspection and perspiration, it's not easy to achieve anything. There is
always a sense of gratitude, which we express to others for the help and the needy services
they render during the different phases of our lives. I too would like to do it as I really wish
to express my gratitude toward all those who have been helpful to me directly or indirectly
during the development of this project.

I express my sincere thanks to my project guide, Er. Shilpa Miglani Narang,

Trainign and Placement Officer, Management Deptt, for guiding me right from the
inception till the successful completion of the project. I sincerely acknowledge
him/her/them for extending their valuable guidance, support for literature, critical
reviews of project and the report and above all the moral support she had provided to
me with all stages of this project.

I would like to show my deep sense of gratitude towards Rana Industries, Ludhiana for
providing me an excellent Summer Training platform.

I would also like to express my gratitude to Mr. Raj Kumar, for guiding and correcting
my mistakes throughout the project. His encouragement and support from the initial to the
final level enabled me to develop an understanding of the project. He has made available
their support in a number of ways and provided analytical suggestions and excellent
supervision.

Heena Rana
 TABLE OF CONTENT

Certificate by Guide ii

Student Declaration iii

Faculty Declaration iv

Acknowledgement v

CHAPTER NO. CHAPTER NAME PAGE NO.

1. Introduction to the company profile 1–8

2. Introduction to the research problem 9 – 18

3. Need and Objectives 19 – 21

4. Research Methodology 22 – 24

5. Data Analysis and Interpretation 25 – 41

6. Findings of the study 42 – 43

7. Conclusion, Suggestions & Recommendations 44 – 47

Bibliography 48 – 49

Annexure 50 – 53