Documente Academic
Documente Profesional
Documente Cultură
PROJECT REPORT
ON
Submitted by:
SUMEET KUMAR SINHA
(ROLL NO: 1308002772)
STUDENTS DECLARATION
SUMEET KUMAR SINHA hereby declare that the report
for spring internship project entitled
WORK LIFE BALANCE is a result of my own work
and indebtedness other work publication, references, if
any, have been duly acknowledged.
Date: 25/08/2015
PREFACE
Internship programme is recognized for the betterment and
up gradation of the students and to get practical exposure. This
is a 9 weeks training program where the students are required
to work in a company.
ACKNOWLEDGEMENT
There are few persons who helped me in making this research possible.
I would like to thank with respect to MR. SUDHIR SETHI (Asst. Vice
President HR) and MR. DIPAK SHUKLA (Asst. Manager HR) of
INOX INDIA LTD. Under them I have done my research project. I would
like to thank all employees of the company for their co-operation
guidance and support for my project.
I would like to thank all the respondents who gave me their valuable time
for filling up the questionnaires as well as thank those colleagues who
supported me for the research completed.
TABLE OF CONTENTS
LIST OF TABLE
PAGE
NO.
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89
COMPANY PROFILE
Page No. 1
Page No. 2
Page No. 3
CRYOBIOLOGICAL PRODUCTS
Page No. 4
DISPOSABLE CYLINDERS
Page No. 5
Page No. 6
INFRASTRUCTURE
INOX India Limited is equipped with two ultra modern facilities
spread over 78151m2 and covered area of 25,500m2 located
at Kalol, near Vadodara and Kandla a port located at
Gandhidham (Gujarat). Our modern plants manufacture
standard and custom designed cryogenic tanks and other
products to International specifications meeting global quality
and testing standards. Operational since 2007 and strategically
Page No. 7
STRENGTHS
Page No. 8
CERTIFICATIONS
COMPANY CERTIFICATES:
CLIENTELE
Page No. 10
Vision
To be amongst the leading renewable energy companies
globally through technological and operational excellence.
Mission
We seek to establish ourselves as a leading provider of
integrated wind energy solutions in India and to expand to
markets globally. We endeavour to align ourselves with the
needs and values of all our stakeholders and we aim to achieve
this by:
Expanding and improving our existing manufacturing
facilities
Increasing our inventory of quality project sites
Improving the cost-efficiency of generating power from
wind energy while maintaining high quality standards and
project execution capabilities
Continuing to consolidate our position in the Indian market
and grow outside India
Page No. 11
VISION
To be the world's best integrated cryogenic solutions enterprise
with leadership position across the products and markets,
exceeding customer & stakeholder expectations.
MISSION
Our mission is to reach the acme of perfection by updating our
technology and expertise in our concerned arena rendering
maximum satisfaction to our clients.
VALUES
Page No. 13
FAMILY SPIRIT:We are more than just a team we are a family. Respect and
honor is an unbreakable contract that drives us to hold each
other and ourselves at the highest esteem, both inside and
outside of our company.
Page No. 14
Page No. 20
GROUP COMPANIES
Page No. 21
Page No. 22
Page No. 23
MANUFACTURING FACILITIES
Page No. 26
STP
Segment
Target Group
Positioning
Experience lifestyle
SWOT Analysis
1. Controls the largest multiplex screen capacity in India with
over60 properties, nearly 250 screens spread across Indian
cities
2. One of the highest market share, Market capitalization in
India
3. INOX was also chosen post a nationwide tender to design,
construct and operate the prestigious multiplex in Goa that
hosts the International Film Festival of India.
4. State of the art facilities in terms of modern projection and
acoustic systems, interiors of international standards,
stadium styled high back seating with cup holder arm-rests,
high levels of hygiene, varied theatre food, a selection of
Hindi, English and regional movies
Strength
Weakness
Opportunity
Page No. 27
WorkLife Balance
Page No. 29
on a daily basis. The right balance for you today will probably
be different for you tomorrow. The right balance for you when
you are single will be different when you marry, or if you have
children; when you start a new career versus when you are
nearing retirement.
The hours and times people work have always been subject to
change but the pace of this change is now more rapid than ever
because:
Customers expect to have goods and services available
outside traditional working hours
Organisations want to match their business needs with
the way their employees work
Individuals want to achieve a better balance between
work and home life.
Employees who work flexibly often have a greater sense of
responsibility, ownership and control of their working life. If a
manager helps an employee to balance their work and home
life this can be rewarded by increased loyalty and commitment.
An employee may feel more able to focus on their work and to
develop their career.
Employers are responding positively to employee requests to
work more flexibly. A survey from the Department of Trade and
Industry, (now the Department for Business, Innovation and
Skills) published in 2006, showed that four out of every five
flexible working requests were either fully or partly accepted.
Page No. 31
The advantages and disadvantages:For employers, flexitime can aid the recruitment and retention
of staff. Flexitime can also improve the provision of equal
opportunities to staff unable to work standard hours.
On the debit side, flexitime can result in increased
administration costs. These may include the costs of keeping
records, and extra heating and lighting. Providing adequate
supervision throughout the bandwidth may also be difficult.
Page No. 35
10.
Pre-exit interviews Pre-exit interviews that include
questions such as whether difficulties in balancing work
and family/personal responsibilities were a contributing
factor to the employee leaving, to be conducted prior to
the employee leaving. This data to be collated analysed
and reported to senior management. Where possible,
alternative working arrangements should be offered to
assist employees remain with a better work life balance.
Page No. 38
Page No. 40
good health
further education
more money
time to travel
Getting and keeping the right staff and getting the best from
them will help to increase productivity. Costs associated with
recruitment, training and absenteeism will reduce and
employees will be more engaged motivated and committed.
Page No. 44
SMART GOALS
SMART Goals: Goals cannot be achieved if they are impossible. SMART goals
make it easier to achieve success because you know that
success is within reach.
Aspects of SMART goals:
Specific: Goals must be specific. An example of a specific
goal is: workout 30 minutes a day.
Page No. 45
Page No. 46
CASE STUDY
LAFARGE GETS MORE DONE WITH LESS THROUGH
TRAINING
Progress
done. You hear and see the tools applied in every meeting",
Turco says. "They have become part of the fabric of how we do
business."
Advice
Page No. 49
Page No. 51
RESEARCH DESIGN
Steps followed in order to carry out the study are: A research prepares the questioner which covers the
reasons of problem statement.
This questioner should be a simple as possible and
understood by all.
Page No. 53
DATA SOURCES
Sources of data:-
1. Primary Sources
To fulfil the objective of the research it is necessary to get
the response from the respondents, which act as primary
sources of data.
Primary sources focus group, discussion and interview
method and questionnaire method.
2. Secondary Sources
Secondary sources of the data were books, journals and
internet sits details of which is provided bibliography.
DATA COLLECTION METHOD
1. Primary Data
The primary data has been collected from the employees.
This data helps most for the completion of the study by
providing full and direct information, which needs some
interpretation and analysis, to attain the objectives of the
study.
2. Secondary Data
This secondary data has been collected from various
sources such as books, journals, magazines and sites.
Although the data collected or gathered from these
sources neither participate directly in the analysis nor
influence the outcomes.
1. Personal Interview:
The employees under consideration have been
interviewed personally to get the desired responses by
asking questions. And those responses were noted.
2. Structural Questionnaire:
The questionnaire consists of a set of close-ended
questions, which are orderly arranged to extract the best
from employees.
In this study we make use of the questionnaire, for
collecting the responses of workmen level and staff level
separately.
POPULATION
SAMPLING METHOD
Page No. 56
SAMPLING FRAME
INSTRUMENT FORMULATION
Page No. 57
AGE ANALYSIS:
NO. OF RESPONDENTS
10
20
30
40
100
PERCENTAGE (%)
10
20
30
40
100
AGE OF RESPONDENT
45
40
35
30
25
NO OF RESPONDENT 20
40
15
30
10
5
0
20
10
BELOW-25
25-35
35-45
Above-45
AGE
INTERPRETATION:This is shown the diversity in the age group that I have chosen for my sample
study regarding measuring effectiveness of employees welfare at Inoxcva Ltd. From
above chart, it can be noted that age group of 45 & above consist of majority of 40
respondents, while the age group of 35-45 consist 30 respondents, further 20
respondents fall under the 25-35 age group and lastly only 10 respondents fall under
below 25 age group.
Page No. 58
GENDER ANALYSIS:
FEMALE
30%
70%
INTERPRETATION:Hence from the study we can conclude that the percentage of male
employees enrolled is 70% and female employees enrolled 30%. So there is a need
of women empowerment in the workplace so as to improve male and female justice
and equity.
Page No. 59
WORKING DAYS:
% of Employees
15
25
55
05
100
5%
15%
7 days
55%
INTERPRETATION:Hence we can say that percentage of employees working less than 5 days is
15% and those working for 5 days are 25% and those working for 6 days are 55%
and those working for 7 days is 5%. Hence as a need that those employees who are
working for 7 days must also be given holidays once a week.
Page No. 60
WORKING HOURS:
% of Employees
50
70
60
180
WORKING HOURS
80
70
60
50
SATISFACTION
40
30
20
70
50
60
10
0
20-30
30-40
Above-40
AGE
INTERPRETATION:Hence we can conclude that employees ageing between 20-30 years are
satisfied upto 50% about their working hours. Employees ageing between 30-40
years are satisfied upto 70% about their working hours. Employees ageing above 40
years are satisfied upto 60% about their working hours.
Page No. 61
WORKING TIMES:
Does after hours of working you get enough time for your family?
WORKING TIME
YES
NO
40%
60%
INTERPRETATION:Hence from this study we can interpret that 60% employees enrolled in the
organisations are not satisfied with the time they get for the family after working
hours and 40% of the employees get enough time for their family after working hour.
Page No. 62
% of Employees
40
30
15
10
05
100
40
15
30
10
15
5
0
Less than 2
2-3
3-4
10
4-5
5
More than 5
HOURS
INTERPRETATION:Hence from the study we can conclude that 40% of the employees are getting
less than 2 hours for their children 30% of the employees are getting 2-3 hours to
spend with their children 15% of the employees are getting 3-4 hours for their
children 10% of the employees getting 4-5 hours for their children and 5% of the
employees are getting more than 5 hours for the children.
Page No. 63
Do you feel that you are able to balance your work life?
WORKING TIME
YES
NO
45%
55%
INTERPRETATION:Hence from the study we can conclude that 55% of the employees are able to
balance their work life properly and appropriately and 45% of the employees are not
able to balance their work life properly hence they need to manage their time
proportionately.
Page No. 64
% of Employee Pressure
60
70
50
180
40
30
60
70
50
20
10
0
20-30
30-40
Above-40
AGE
INTERPRETATION:Hence from the study we can conclude that employees ageing between 20-30
years age feel 60% pressure of work employees ageing between 30-40 years age
feel 70% pressure of work employees ageing above 40 feel 50% pressure of work.
Page No. 65
SALARY:
% OF Employees Satisfaction
45
65
70
180
40
30
20
65
70
30-40
Above-40
45
10
0
20-30
AGE
INTERPRETATION:Hence from the study we can conclude that employees ageing between 20-30
years of age are 45% satisfied with their salary employees ageing between 30-40
years of age are 65% satisfied with their salary employees ageing above 40 years of
age are 70% satisfied with their salary.
Page No. 66
Does your organisation provide you with yearly master health checkup?
NO
20%
80%
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees believe
that they get yearly master check up and are satisfied and 20% of the employees
believe that they dont get yearly master check up so provision must be made for
that.
Page No. 67
Does the company provide Maternity and Paternity leave to the employees?
20%
YES
NO
80%
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees are
satisfied with the maternity and paternity leave they get and 20% of the employees
are not satisfied as they dont get specified leave so provision must be made for that.
Page No. 68
Does the company organise holidays, campus and picnics to manage work
life & personal life?
25%
SATISFACTORY
DISSATISFACTORY
75%
INTERPRETATION:-
Hence the study suggest that 75% of the employees are satisfied with the
holidays, campus and picnics organised by the employers and 25% of the
employees are dissatisfied with the holidays, campus and picnics organised by the
employers. Hence proper step must be taken to enforce the recreation programs.
Page No. 69
CANTEEN FACILITIES:
CANTEEN FACILITIES
40%
YES
NO
60%
INTERPRETATION:-
Hence from the study we can conclude that 60% of the employees are
satisfied with the canteen facilities they get and 40% of the employees are not
satisfied as they dont get canteen facilities so provision must be made for that.
Page No. 70
Do you think policy for work life management helps to increase productivity of
an organisation?
30%
YES
NO
70%
INTERPRETATION:-
Hence from the study we can conclude that 70% of the employees are
satisfied with the fact that proper policy of work-life balance increases productivity
where as 30% of the employees disagree with the fact. Hence proper step must be
taken to increase productivity.
Page No. 71
40%
YES
NO
60%
INTERPRETATION:-
Hence from the study we can conclude that 60% of the employees are
satisfied with the reward and incentives systems of the organisation and 40% of the
employees are not satisfied with the reward and incentives systems. Hence proper
motivational tools must be provided.
Page No. 72
RETIREMENT BENEFITS:
Does your company provide for an approved provision for retirement benefits?
RETIREMENT BENEFITS
30%
YES
NO
70%
INTERPRETATION:-
Hence from the study we can conclude that 70% of the employees are
satisfied with the retirement benefits and allowances whereas 30% of the employees
are dissatisfied with the retirement benefits and allowances. Hence proper approved
funds must be appropriated.
Page No. 73
20%
YES
NO
80%
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees are
satisfied with the allowances whereas 20% of the employees are dissatisfied with the
allowances. Hence proper approved funds must be appropriated.
Page No. 74
30%
YES
NO
70%
INTERPRETATION:-
Hence from the study we can conclude that 70% of the employees are
satisfied with the orientation training and development programs whereas 30% of the
employees are dissatisfied with the orientation training and development programs.
Hence proper approved funds must be appropriated.
Page No. 75
20%
YES
NO
80%
INTERPRETATION:Hence from the study we can conclude that 80% of the employees are satisfied with
the security and safety service whereas 20% of the employees are dissatisfied with
the security and safety service. Hence proper services must be provided regarding
safety and security especially for women.
Page No. 76
20%
YES
NO
80%
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees are
satisfied with relationship management, cooperation and leadership of the
organisation whereas 20% of the employees are dissatisfied with it. So proper
motivational and leadership workshops must be arrange for employees benefit.
Page No. 77
Page No. 78
PART 6:CONCLUSION
CONCLUSION
Page No. 80
Page No. 82
QUESTIONNAIRE
Dear Sir / Madam,
Married [ ]
Bachelor [ ]
4) Qualification:
5) Designation:
Page No. 83
Below 25 [
25 35
[
35 45
[
]
]
]
(d)
Above 45 [
Male
Female
[
[
]
]
[
[
[
[
]
]
]
]
Satisfied
Dissatisfied
[ ]
[ ]
Page No. 84
Q5. Does after hours of working you get enough time for
your family?
(a)
(b)
Yes
No
[ ]
[ ]
(a)
(b)
(c)
(d)
(e)
[ ]
[ ]
[ ]
[ ]
[ ]
Q7. Do you feel that you are able to balance your work
life?
(a)
(b)
Yes
No
[ ]
[ ]
20 30 Age
30 40 Age
Above 40 Age
(Yes / No)
(Yes / No)
(Yes / No)
Page No. 85
20 30 Age
30 40 Age
Above 40 Age
(Satisfied / Dissatisfied)
(Satisfied / Dissatisfied)
(Satisfied / Dissatisfied)
(a)
(b)
Yes
No
[ ]
[ ]
Yes
No
[ ]
[ ]
Satisfied
Dissatisfied
[ ]
[ ]
Yes
No
[ ]
[ ]
Page No. 86
Yes [ ]
No [ ]
Yes [
(b)
No
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Page No. 87
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Page No. 88
PART 9:BIBLIOGRAPHY
BIBLIOGRAPHY
Cowan, R. L., & Hoffman, M. F. (2008). The meaning of
work/life: A corporate ideology of work/life balance
Mescher, S., Benschop, Y., & Doorewaard, H. (2010).
Representations of work-life balance support
www.oecdbetterlifeindex.org
www.ispi.org/pdf
http://www.businessdictionary.com/definition/work-lifebalance
www.gaurdian.co.uk
www.fastcompany.com
www.ceoonline.com
Dr. Piage Hall Smith, research explores work/life balance
for employees.
AMITZAWARE1/rm-ppt-on-a-study-of-work-life-balance-ofgeneration-y-at-thyssenkrupp-pune
sudhimannarkkad/mini-project
Page No. 89
https://www.gov.uk/government/uploads/system/uploads/at
tachment_data/file/323290/bis-14-903-costs-and-benefitsto-business-of-adopting-work-life-balance-workingpractices-a-literature-review.pdf
Anderson, S, Coffey, B and Byerly, R. (2002). Formal
organizational initiatives and informal workplace practices:
links to workfamily conflict and job-related outcomes,
Journal of Management
Atkinson, C. and Hall, L (2011) Flexible working and
happiness in the NHS. Employee Relations
Baral, R and Bhargava, S. (2010) Work-family enrichment
as a mediator between organizational interventions for
work-life balance and job outcomes
Page No. 90