A Study on Quality of Work life

Balance among Employees in

India Rare Earth Limited (IREL),
Manavala kurichi
Submitted by
IRIEN
MELBA M
(950018631011)
 INTRODUCTION
Quality of work life balance
 Work life balance concept allows an
employee to maintain a fine balance in the
time gives to work as well as personal matters.
 By having a good balance, people can have a
quality of work life. This helps to increase
productivity at works place as the employee is
relaxed about his personal commitments.
 INDUSTRY PROFILE
• India Rare Earth Limited (IREL) is a government
owned corporation in India based in Mumbai. It was
incorporated on August 18, 1950.
• The IREL Manavalakurichi unit was established in the
year 1966 .
• The IREL-MK does mining and heavy beach sand
mineral separation for the department of atomic
energy (DAE)
• The MK is registered under the MINES ACT 1952
 PRODUCT PROFILE
1) The main products of our company which are been produced
and exported to countries like UK, Germany, Taiwan, Japan
etc......
2) The main products are
 Ilmenite
 Rutile
 Zircon
 Sillimanite
 Monazite
 Garnet
 OBJECTIVES
Primary objective
• To measure the quality of work life balance of employee in IREL,
LTD.
Secondary objectives
• To identify the major factor that affects the work life balance of
employee in IREL.
• To identify the expectation towards the work life balance of
employee in IREL.
• To know whether the harmonious relationship in family influence
the employee in IREL.
• To enhance the effectiveness of the organization and improves the
quality of work life of employee in IREL.
 RESEARCH METHODOLOGY

Population of the study

• Employees of Indian Rare Earth Limited (IREL),
Manavala kurichi is 226.
Sample Size
• The Sample Size of the study 75.
Sampling Method
• The Sampling Method used in the research Simple
Random Sampling.
 LIST OF HYPOTHESIS

• Null Hypothesis (HO): There is no significance in the

effect of work life balance and employee’s
performance.
• Alternative Hypothesis (H1): There is significance in the
effect of work life balance and employee’s
performance.
TOOLS FOR ANALYSIS
• Percentage Method
• Chi- Square Method
• Weighted Average
 FINDINGS
• From Percentage analysis method, Majority 84% of the respondents are male in gender.
• Majority 47% of the respondents are in 51-60 age.
• Majority 34.67% of the respondents are Diploma& ITI in educational status.
• Majority 21.33% of the respondents are in 25-30 years’ experience.
• Majority 94.67% of the respondents are in married.
• Majority 32% of the respondents are in 40000-50000 income.
• Majority 56% of the respondent are agree in work environment good& highly motivating.
• Majority 41% of the respondent are agree in enough facilities to discharge my responsibilities.
• Majority 51% of the respondent are agree in working place I am treated with the respect.
• Majority 43% of the respondent are strongly agree in harmonious relationship with
colleagues.
• Majority 45% of the respondents are agreeing in cooperation among all departments.
• Majority 32% of the respondents are agreeing in communicates every new change takes
place.
• Majority 38% of the respondent are agree in adequate and fair compensation for the work.
Majority 33% of the respondent are agree in linking towards to the job performance.
• Majority 42% of the respondent are agree in performance appraisal are handle fairly.
• Majority 47% of the respondent are agree in job profile is making us experience and satisfied.
• Majority 35% of the respondent are agree in satisfied with new skills requirement and
technology.
• Majority 35% of the respondents are agree in the job allow to use skill sets and abilities.
• Majority 43% of the respondent are agree in learning new things.
• Majority 40% of the respondent are agree in use best of my skills and abilities.
• Majority 43% of the respondent are agree in offer sufficient opportunities to develop abilities.
• Majority 43% of the respondent are agree in offer sufficient opportunities to develop abilities.
• Majority 31% of the respondent are agree in achieve required skills for performing job effectively.
• Majority 48% of the respondent are agree in share work experience with colleagues.
• Majority 36% of the respondent are agree in identify the strength and weakness.
• Majority 52% of the respondent are strongly agree in medical benefits.
• Majority 40% of the respondent are agree in leave policy.
• Majority 40% of the respondent are strongly disagree in overtime allowance.
• Majority 30% of the respondent are agree in involvement of family members in reward function.

• Majority 28% of the respondent are agree in work life balance policy customized to individual
needs.
• Majority 24% of the respondent are agree in arrange social function at time suitable for families.
• From weighted average method, the employees work environment highly motivated. This
indicates the organization concentrated on work environment of the employees.
• From chi-square analysis, concluded that there is significance in the effect of work life balance
(income) and employee’s performance.
 SUGGESTIONS
• Improvement in rewarding and awarding policies.
• Introduction of promotion policy at operation level.
• Employee needs high motivation from the top management of
the company.
• Employees need more compensation from the company
• Employee expects mutual relationship between co-workers.
• Employee needs special training from the company related to
their job during working period
• Employees expect the quality of work to be measured
periodically by the company
 
 CONCLUSION
• Quality of work life is an environment that promotes and
maintains employee satisfaction with an aim to improve working
condition for labor and organizational effectiveness for employers.
Allowing employees who have knowledge, skill and experience to
participate in decision making make them to work enthusiastically
and give recognition to them in their work which also promotes
cooperation and conflict management, employee commitment,
self- efficacy and organizational effectiveness. Overall the
employees are satisfied with their work life. The employee’s
expectation is the management takes improvement in retirement
facility as well as salary. If the management concentrates on the
recreational facility it will motivate employees.