A PROJECT STUDY REPORT ON

Work life balance

At Pyro Lead-Zinc Smelter Hindustan Zinc ltd

SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION

PARISHKAR COLLEGE OF GLOBAL EXCELLENCE

SUBMITTED BY:TO:LOKESH KUMAR JANGID (B.B.A. Final Year)

SUBMITTED MISS EKTA SHARMA (H.O.D. of B.B.A.)

ACKNOWLEDGEMENT

I express my sincere thanks to my project guide, Miss Ekta Sharma, for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge him for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support he had provided to me with all stages of this project. I would also like to thank the supporting staff of Parishkar College of Global Excellence , jaipur for their help and cooperation throughout our project.

LOKESH KUMAR JANGID B.B.A Final Year

DECLARATION

I, Lokesh Kumar Jangid, Student of BBA Session 2010-2011, declare that the present work titled WORK LIFE BALANCE is an original work. I anywhere else for the award of any degree/ diploma/ certificate or for any prize have not submitted this project report. All the data given in the report is to the best of my knowledge and all references whether of any person or organization can be crosschecked.

Deepak Betala

PREFACE
Fundamental changes are taking place in India particularly during last 10 years. The thrust of the changes have been to make the economy outward looking .this has meant a near complete departure from the policies which the Govt has been pursuing since independence .Infact the wings of changes were being observed right through the eighties but liberalization and outward looking park of this period, which mainly encouraged imports for domestic consumption was rather ill conceived. It did however; one the outcome of the policies was that there opened up the debate and in a way prepared the Govt industry and trade unions for the urgency of undertaking reforms. This policy, however, did not address itself to the problems of industry and industrial relations. Despite this, the contents of the policy became controversial. In 1991, the economy situation particularly in the adverse balance of payments reached a level of cries proportions and the then Govt had to pledge goal to meet its immediate import requirements. Subsequently, new economic policies (NEP) were formulated. Some of the imp ones were the devaluation of rupee, intro of new industrial policy, trade and fiscal reforms leading to casing of import & export restriction &full convertibility of rupee. These policies have affected the fundamentals of the growth strategy & the imp attached to the factors of production i.e. capital & labour which in turn has changed the entire fabric of labour relations in industry. We have just entered into the new millennium, which is likely to bring its own share of new opportunity, new circumstances &

new challenges, although there are multitude of changes, some of the imp ones that the are prepared to face are Build-up of resource, environment, research development,, quality assurance, rapidly changing business world, product development, human resource management & public relations. Keeping all the points in mind the HINDUSTAN ZINC LIMITED is taking steps by adopting the work life balance survey to overcome the shortages and dissatisfaction level of the employees to achieve the goals of the company for becoming a successful industry. I have tried my level best to study the work level of the employees in HZL.

EXECUTIVE SUMMARY
HINDUSTAN ZINC LIMITED was established from the erstwhile metal Corporation of India (MIC) on 10th January 1966 as public sector undertaking. In April 2002, the government of India disinvested its majority stake in HZL, and it became a part of fast growing Sterlite group. The existing plant at Chanderiya was established in year 1989. This plant obtains raw materials from mines at Zawar mines, Rampura Agucha mines and Dariba mines. Hindustan zinc ltd. Operates smelters based on pyrometallurgical and hydrometallurgical (Chanderiya lead zinc smelter, Debari and Vizag zinc smelters) process routes. Now HZL is associated with brand group Vedanta. Vedanta is Indias only integrated zinc producer. The zinc business of Vedanta is managed with in Hindustan zinc limited. STUDY OF PRESENT PROCEDURE RELATED TO THE EMPLOYEE SATISFACTION in CLZS and to know how much they are satisfied with the company is the main objective of this project. The responses of employees were collected through series of questionnaires. I have used structured questionnaire for the analysis of the same. A systematic approach is essential for any project work. Each and every step must be planned in such a manner that it leads to next step. The scope of the study was restricted to the organization.

All the employees were taken for taken into account for the study. A sampling was done on random basis and sample size was 450 employees. There are some limitations to this process which might be having some kind of effect over the conclusions derived from the study.

CLZS (CHANDARIA LEAD ZINC SMELTER) HZL (HINDUSTAN ZINC LIMITED)

The Chanderiya Lead Zinc Smelter is one of the modern smelting units situated in the north of Chittorgarh. The plant is in PUTHOLI, 12km. from CHITTORGARH. The production & process of HZL is distributed in five plants these plants are following 1. CES plant 2. Hydro plant 3. Pyro plant 4. New Lead plant 5. CPP plant Now the production of lead and zinc is obtaining from PYRO PLANT and HYDRO PLANT .The New Lead plant is under construction process .

CONTENTS CHAPTER1 : INDUSTRY PROFILE

PAGE NO.

1.1 What is Life Insurance?.................................................1 1.2 Origin of Life Insurance4 1.3 Origin of Life Insurance in India..4 1.4 About the company... 5 CHAPTER2 : 7 2.2 Scope....7 2.3 Limitations..8 CHAPTER3 : INTRODUCTION OF TOPIC 3.1 Research Approach9 3.2 Research Instrument. 9 3.3 Sampling Plan10 CHAPTER4 : CHAPTER5 : RESEARCH METHODOLOGY OBJECTIVE OF STUDY 5.1 Findings..24 5.2 Recommendations.26 CHAPTER6: PROBLEM AREA28 CHAPTER7:FINDINGS AND CONCLUSION CHAPTER8:LIMITATION OF STUDY CHAPTER9:RECOMMANDATION BIBLIOGRAPHY...29 ANNEXURE.30 COMPANY PROFILE 2.1 Objectives

INDUSTRY PROFILE

10

* VEDANTA PROFILE*

INTRODUCTION TO VEDANTA GROUP

Vedanta is a London listed metals and mining company. Our principal operations are located through out India but with additional operations in Zambia and Australia. The major metals produced are aluminum, copper, zinc and lead. Vedanta is a over US $ 3 billion, London Stock Exchange major has interests in listed and FTSE 100 metals and mining global

aluminum , copper ,zinc ,gold, silver and lead with operations in India, Australia, Armenia and Africa . With a talent pool of about 25,000 employees globally, the Group has a clear focus on achieving and sustaining global leadership in the non ferrous metals business. Chairman Mr. Anil Agarwal Deputy Chairman Mr. Navin Agarwal Chief Executive Officer Mr. Kuldeep Kumar Kaura National presence Sterlite Industries (India) Ltd (SIIL)

11

Hindustan Zinc Limited (HZL) Bharat Aluminum Company Ltd (BALCO) The Madras Aluminum Company Ltd (MALCO) Vedanta Alumina Ltd. (Alumina and Aluminum Projects)

Global presence Copper mines of Tasmania, Tasmania Konkola Copper Mines, Zambia Ararat Gold Recovery Company (Sterlite Gold Ltd.), Armenia Sterlite Group has also strong presence in Optical cables business through Sterlite Optical Technologies Ltd. (a non Vedanta Company) Vedanta is Indias only integrated zinc producer. In May 2005 a new smelter was commissioned, expanding capacity to around 4, 00,000tpa from 2, 20,000tpa. The principal operations are in Rajasthan, dominated by the Rampura, Agucha mine. There is also smelting capacity at the east coast port of Vizag. Last year the division made EBITDA of $219m or 48% of total group earnings. The zinc business of Vedanta is managed with in HINDUSTAN ZINC LIMITED. HZL is only Indias integrated zinc company, operating from mine to finished metal and supplies around 75% of Indias zinc requirements. At the base of the company is the Rampura Agucha mine which is highly regarded for its low cost and consistently high grade ore.

12

The company produces some 2, 10,000tpa of zinc. Expansion has taken place to increase output from the Rampura Agucha mine along with larger facilities at the near by Chanderiya smelter. This will take total Production to some 4, 00,000tpa. Exploration work is taking place around the mine, following the successful drilling in the year to March 2005. The ore produced at the mines contains lead which is smelted along side the zinc. Last year the company produced around 35,000 tones of lead. This is being expanded to 85,000 tones, due for commissioning by March 2006. Zinc is used mainly in galvanizing steel to improve its durability. HZL plays a role in developing the market for the end product. The capacity for galvanized steel in India is increasing significantly, due to the demand for the product in infrastructure and construction work. A leading producer of key commodities in India FY2006 Group turnover : US $ 3,702 million * FY2006 Group EBITDA : US $ 1,102 million * Investment of over $2 billion in Brown/ Greenfield projects indicating substantial future growth Corporate purpose Harnessing natural resources in harmony with nature to enhance economic well being and quality of life

13

Core Values Trustworthy Entrepreneurial and Innovative Concern for the Environment Respect and care for people Passion to excel

VEDANTA HUNGRY

DNA:

HUMBLE,

SMART

and

VISION Be a world-class company, creating value, leveraging mineral resources and related core competencies MISSION Be a globally lowest cost zinc producer, maintaining market One million tone Zinc-Lead metal capacity by 2010 Be innovative, customer oriented, and eco-friendly maximizing

leadership

stake-holder value

14

HR Vision To become an organization That attracts best mining and smelting talent in the country and offer opportunities for accelerated learning and growth That offers an enjoyable and challenging environment for its employees to willingly and continually deliver against stretch goals That has best in class manpower productivity in the world That is recognized for empowerment of its people and their creative contributions Vedanta Resources - Company Profile Snapshot Company Profile: Vedanta Resources Ticker: VED Exchanges: LON 2006 Sales: 2,081,700,000 Major Industry: METAL PRODUCERS & PRODUCTS MANUFACTURERS Sub Industry: DIVERSIFIED METAL PRODUCERS Country: UNITED KINGDOM Employees: 22703

15

COMPANY PROFILE

Tender Glossary Careers Sitemap Contact Us Disclaimer Privacy Policy

Hindustan Zinc Ltd (HZL) is India's leading zinc producer. As a part of Vedanta Resources, a London listed metals and mining major with Aluminium, Copper and Zinc operations in UK, India and Australia, HZL takes advantage of its mineral resources and related core competencies and believes it has growth opportunities for increasing products and improving returns.

16

HINDUSTAN ZINC LIMITE PROFILE

General Information Organization Type/Location: Parasitical in India Nick name/Abbrev.: HZL Business Sector(s): Mining - Copper Mining, Zinc and Lead Mining Find Related: [News Items | Pages] Nature of Business Hindustan Zinc Ltd. (HZL) is a vertically integrated natural resources enterprise, headquartered at Udaipur, Rajasthan, and has broad operations ranging from exploration, mining, ore processing to smelting of non-ferrous metals The company is INDIAS largest lead and zinc producer

Related Organizations Shareholder: Government of India Shareholder: Vedanta Resources plc (64.9%) - London, United Kingdom

17

Related Facilities:

Share in: Agnigundala - Lead Mine / Quarry near Hyderabad, India Share in: Rajpura Darbia - Zinc Mine / Quarry near Udaipur, India Share in: Rampura Agucha - Lead Mine / Quarry near Udaipur, India
Share in: Sargipali - Lead Mine / Quarry in India Share in: Zawar Mines - Zinc Mine / Quarry near Udaipur, India

Industry Activities by Country:

Zinc and Lead Mining India: HZL operates several large opencast and underground Lead - zinc mines and smelters throughout India.

Contact Information:
Hindustan Zinc Ltd Tel: +91 294 52-9183 Fax: +91 294 52-6443 Web site: www.vedanta.co.in Office Address: Yashad Bhawan Udaipur 313004 India

18

HINDUSTAN ZINC LIMITED

HINDUSTAN ZINC LIMITED (HZL) is Indias leading producer in zinc. a vertically integrated mining and smelting company , HZL, is currently gearing up to become a global lowest cost producer. As a part of Vedanta resources, a London listed metals and mining major with aluminum, copper and zinc operations in UK, India and Australia, HZL takes its advantage of its mineral resources and related core competencies and believes it has growth opportunities for increasing products and improving returns. HZL constantly reviews pollution control and environment safety monitoring systems at all its mining and smelting units. Dust emission control, plants tailing ponds for solid waste disposal and secure containments, water reclamation system effluent treatment plants, gas cleaning, treatment units ,a forestation effort, management of solid waste and much more to keep its operations eco-friendly.

HISTORY OF HINDUSTAN ZINC LIMITED Hindustan zinc limited was created from the erstwhile metal corporation of India (MIC) on 10 th Jan 1966 as public sector undertaking. In April 2002, the government of India, disinvested its majority stake in HZL, and it became a part of fast growing sterlite group. Since then HZL has been growing from strength to strength.
19

HZL produces zinc, lead and other by products including Sulphuric acid, silver. HZL achieved an all time high record output of 2, 61,226 tones zinc and 6, 14,936 tones of record production of zinc concentric during 2003-04. Today HZL is Indias leading metal producer. HZL is a vertically integrated mining and smelting company, gearing up to: Harnessing mining resources to help India to achieve selfsufficiency in zinc. Become a global leader in zinc. Creates value for all entities whether in customer, investors, or employees. Constant innovation, meticulous attention in detail, extensive investment in R&D and technology are the hallmarks of HZL making it a multi unit and multi-product company. HINDUSTAN ZINC Ltd. (HZL) Hindustan Zinc Ltd. operates smelters based on pyrometallurical (Chanderiya lead zinc smelter) and hydrometallurgical (Debari and Vizag zinc smelters) process routes. The Chanderiya lead zinc smelter is one of the most cost-efficient pyrometallurgical zinc smelter in world. Vision:Being a world class zinc company, creating value, leveraging mineral resources and related core competencies.

20

Mission: Be a lowest cost zinc producer on global scale, maintaining market leadership. Be innovative, customer oriented and eco-friendly, maximizing stake holder value. Highlights: The only integrated zinc producer in India. Refined zinc production capacity 2, 30,000 Tpa. Refined lead production capacity 35,000 Tpa. One treatment plant capacity 4.6Mtpa. Continuous operational improvements, meticulous planning, constant innovation, extensive R&D, technological up gradation and so much more. HZL has come a long way and grown into a multi-unit and multi-product company. Corporate Philosophy: To upload a reputation for integrity, honesty, straight forward &just dealing. To be committed to the quality of its products. To be committed to its customers. To be innovative in approach and thoughts. To be open, friendly, sincerely and humane in behavior and attitude. To contribute to the community as a part our social responsibility. To maintain and improve working environment by eco friendly processing.

21

 To be a market leader. AWARDS:YEAR YEAR YEAR 2003 2003-04 2004-05 NATIONAL SAFETY AWARD GREANTECH SAFETY AWARD GREANTECH SAFETY AWARD

HZL milestones at a glance:2005-06 Chanderiya hydrometallurgical zinc plant begins Production Chanderiya Ausmelt lead plant begins production. 2003.4 sterlite acquires additional share of 18.92% from the Govt. of India Under calls option.
2002.3

Sterlite acquires 26% and management control in HZL from the govt. of India in privatization. A further 20% is brought from market through an open offer

1991 1983 1977

Chanderiya pyrometallurical lead zinc smelter and rampura Agucha mine begin production. Rajpur Dariba mine starts production. Vizag zinc smelter and second set of Zawar mines facilities

22

Commissioned. 1971 1968 1942 First expansion of Zawar mine commissioned. Debari smelter commissioned. Commencement of mining at Zawar.

ACCOLADES TO HZL
2006-2007 VZS won Golden Peacock Award for Environment Management category. CLZS won Bhamashah Award by Govt. of Rajasthan. RAM won Gem Granite Environmental Award 2005-06 under mechanized category by FIMI. RAM also won Greentech Environment Excellence Silver Award in Mining Sector by Greentech Foundation. CLZS, VZS & ZAWAR MINES won Greentech Environment Excellence Gold Award in Metal & Mining Sector by Greentech Foundation. HZL won Golden Peacock National Training Award for the year 2006 2005-2006 HZL won Best Non Ferrous Metals Company Award from Indian Institute of Metals RAM won National Energy Conservation Award from Ministry of Power, Govt. of India. Award received by the President of India. RAM also won Excellence Award in Opencast Mechanized mines category at 16th Mine

23

Environment and Conservation week RAM also won the Greentech Safety Silver Award for Health & Safety. VZS won the Best Management Practices Award from Govt. of A.P. VZS also won the Greentech Safety Platinum Award for Health & Safety & Greentech Environment Excellence Award. CLZS won the Greentech Safety Bronze Award for Heath & Safety. ZAWAR MINES won Overall Best Performance Shield and 10 Prizes in Community Development RDM won Overall Best Team Award and Best Team Member Ward in All India Mines Rescue competition organized by DGMS Dhanbad. All Mines & Smelters are certified for ISO 9001, ISO 14001 & OHSAS 18001. 2004-2005 VZS won May Day Award 2005 for Best Management for its outstanding contribution for in maintenance of Industrial Relations, Social Welfare and productivity. VZS also won the Award for Occupational Heath & Safety (OHSAS 18001) at National Safety Day Celebration held on 4th March 2005 at Hyderabad.

24

 RAM won the First Prize at 18th Mines Safety week in the

categories: Opencast Working, Explosive Management (Storage, Transport and Use), Welfare Amenities, Protective equipment VTC. Mine Lighting, Mine Plans and record keeping and Overall Performance.
RDM bagged the First Prize in afforestation / plantation, waste dump

management at 5th mine and Mineral Conservation week 2004 at J.K Cement, Nimbahera. RDM also won Best team Award on Recovery at All India Mine Rescue Competition 2004-05 at Mahanadi Coal Field Limited, Talchar. 2003-2004 VZS won National Award for best HRD practices for 2003-03 from Indian Society for Training & Development. CLZS has been awarded National Safety Award 2003 by the British Safety Council, London RAM has been awarded certificate of Honor at the 14th Mines Environment & Mineral Conservation week 2003-04, under the aegis of Indian Bureau of mines, Ajmer region in the field of Merit of Overall Excellence.

25

RDM won First Prize in Air pollution and Management of sub-grade mineral at the 14th Mines Environment & Mineral Conservation week 2003-04. RDM also Overall Award in mechanized underground mines and other prizes at 27th Regional Mines Safety competition at Lakshmi

Cement, Sirohi. RDM also won Fresh Air Trophy at All India Rescue Competition 2003-04 at Singareni Collieries, Andhra Pradesh.

SAFETY

Safety is one of the fundamental needs of all living beings. Accident is an unwanted event and held due to carelessness. So necessary precautions should be taken to avoid such accidents. In order to get the best out of an individual, his physical safety is essential. The following are two main reasons, which include the accidents:

UNWANTED ACTS UNWANTED CONDITIONS

In an accident occurred by the unwanted acts, the workers are directly responsible. These types of accidents are held by improper acts,

26

carelessness, shortcuts for completing work early by keeping awareness, patience in doing work.

The main reasons which motivate the accidents in the form of unwanted acts are as follows:

Use of machine or equipments without permission. Filling and loading the materials improperly. Keeping high speed of machine. Maintaining, oiling and greasing the machine in running Conditions. Standing in unsafe conditions. During working attracting the attention of other workers. Use of unsafe tool and safety equipments. Lifting and keeping the material unsafe. Disobey the instructions and rules.

SAFETY RULES
There are many safety rules for safety but main golden rules are as follows: Comply with all safety rules and regulations. Correct or report unsafe conditions immediately to supervisor. Wear rotating safety equipments only when authority is given.

27

 Use right tool for the right job and use it safely. Keep the workplace clean and tidy.

28

SAFETY EQUIPMENTS (PPES)

Safety belt. Safety shoes. Ear muff. Face shield. Safety helmet. Acid proof glasses. Air stream helmet. Dust and gas mask. Apron. Hand gloves.

ESTABLISHMENT OFFICE
7.1 STANDING ORDERS

1.0.0 SCOPE OF ORDERS:

These standing orders shall apply to all

WORKMAN( as defined in plants of HINDUSTAN

standing orders under ZINC LIMITED,

clause 2.6.0) employed at CLZS, Chittorgarh & associated CHITTORGARH. These orders shall come into force

29

from the date as provided under section 7 of industrial employment (standing orders) act. 1946.

2.6.0

WORKMAN for the purpose of these standing orders shall mean all categories of employees as classified under clause 3.0.0 Of these standing orders and as per definition of workman given under sec.2 (1) of the industrial employment (standing orders) act.

2.7.0

MANAGER includes the manager or the manager appointed under the factory act,1948 or acting manager and any other officer nominated by the managing director as manager authorizing him to exercise any or all the powers of the purpose of these standing orders.

2.12.0

TERMINATION

OF

SERVICE

shall

mean

termination which is neither DISCHARGE nor DISMISSAL and the workman concerned shall remain entitled to all the benefits such as one month notice or pay in lieu there of gratuity as per provision of the payment of gratuity act, 1972.

30

CLASSIFICATION OF WORKMAN
The workman shall be classified as under 1. Permanent workman 2. probationary workman 3. temporary workman 4. badli workman 5. casual workman 6. apprentice or trainee

WORKING HOURS
The period of hours of work for all classes of workman of each shift shall be displayed in English and Hindi on the notice board as required under the factory act.

8.0.0 SHIFT WORKING

More than one shift may be work or discontinued or the timings of the shifts altered in department or section after notice and in accordance with the provisions of factory act and industrial dispute act. Such notice shall be displayed on notice board. Workman working in shifts for in general shifts is liable to be transferred from one shift to another or general shift to other shift and vice-versa with prior information.

31

17.0.0

DEDUCTION OF WAGES Damage to or loss of goods or property expressly entrusted to a workman or for loss of money fro which he is accountable may be made in accordance with the provision of the payment of wages act and rules framed there under. FINES No fine shall be imposing except in accordance with the payment of wages act and rules framed there under.

19.0.0

CONDUCT A workman shall conduct himself soberly and

temperately at all times while on work premises including colony and shall show proper respect and civility to all concerned and shall use his best endeavor to promote the interest for the company and to maintain and promote the good reputation thereof.

32

TIME OFFICE

OFFICE PROCEDURE
Function: 5.1.0 PAY ROLL:For the preparation of the salary and wages, we need the data of attendance, leave, overtime, basic pay and allowances payable. 5.1.1 ATTENDANCE:

Attendance is recorded in muster rolls. Every employ at the time of reporting for duty punches his card in the punching machine to record his incoming time. In case of workman out punching is also required to record the time of leaving the plant. The time so recorded in the punching machine is captured in the machine in the PC installed in the Time Office. After punching the card at the time of reporting for duty, the employ reports duty in his department. The department sends the attendance of all the employees reporting in the shift in the prescribed format. The attendance so received is cross checked with the punching and in the case of discrepancy the matter is reported for clarification.

The average number of workers daily employed should be calculated by dividing the aggregate number of attendance on working days (i.e. man-days worked) by the number of working days in the year. In

33

reckoning attendance, attendance by temporary as well as permanent employees should be counted and all employees should be included whether they are employed directly or by contractors. Attendance on separate shifts (nights and day shifts), should be counted separately. Days on which the factory was closed for whatever cause and days on which manufacturing processes were not carried on should be treated as working days. Partial attendance for less than half a shift or more such a day should be treated as full attendance. On the basis of the attendance so received the attendance is marked in the muster roll. 5.1.2 LEAVE:Employees availing leave apply for leave in the prescribed form and the leave application signed by the sanctioning authority is sent to Time Office. Time Office maintains a leave register for Privilege Leave and a leave register for sick leave, casual leave and optional holidays. It is checked that the leave applied for is in order as per the rules; there is a leave in balance in the account of the employee. If so, then the entry is made in the leave register and the leave is marked in the muster roll in the appropriate column.

34

TYPES OF LEAVES:SICK LEAVE Every workman shall be entitled to 10 days sick leave on full pay in a year, with a right to accumulate up to 120 days. Entitlement and grant of sick leave will be regulated. CASUAL LEAVE Every workman in regular pay scale will be entitled to 8 days casual leave in a full calendar year on pro-rate basis.

NATIONAL AND FESTIVAL HOLIDAYS

Eight holidays which include 5 Festival holidays and 3 National holidays falling on 26 January, 15 August, and 2 October will be given in a year to each workman. Festival holidays will be declared in the beginning of each year.

In case of Festival / National holiday falls on weekly off day, a workman can avail and additional optional holiday from the list of optional holidays or a compensatory off on and day with in two months immediately fooling the months in which the weekly half was

35

due to them, with prior permission of the competent authority as per prescribed procedure. QUARANTINE LEAVE It may be granted to workman who is necessitated by order not to attend the duty in consequence of the presence of any infectious disease in his family or house hold. Such a leave is granted on the Certificate of a medical or public health officer for a period not exceeding 30 days HALF PAY LEAVE It can be granted to the workman under going prolonged treatment for such a disease as TB, Cancer and Leprosy in the Co.s hospital or in an instituted preferred by the Co.s medical authorities. Half pay leave will be admissible at the rate of 15 days for every completed year of service in the company after exhausting all PL/SL available at credit. ADVANCE HALF PAY LEAVE It can be granted to a workman undergoing prolonged treatment for such disease as TB, Cancer and Leprosy in the Companys Hospital or in an institute refereed to by the Companys Medical Authority. Advance half pay leave will be allowed for a maximum of 6 months duration to a workman who has exhausted all accumulated PL/SL and half pay leave at his credit. This leave will be adjusted to the extent of

36

50% of future PL and SL due to his credit at the end of each subsequent calendar year. Based on the attendance and leave the days for which the payment is to be made for in a particular month is ready. 5.1.3 ALLOWANCES Beside normal wages, an employee is entitled to certain allowances. 1. OVERTIME Overtime is payable when an employee works beyond his normal working hours on any day. In such cases an overtime memo is prepared by the department and signed by the sanctioning authority. The memo is then sent to Time Office. An overtime register is maintained in the time office where in entry of over time is made. Based on this the data for overtime is prepared for being paid long with the next months salary. Miscellaneous allowances, such as H.R.A., R.L.T.E., Washing allowances, Night shift allowances etc are also paid as per rules. Besides earning data, recoveries such as electricity charges for employees living in companys township are calculated on the basis of consumption data furnished to Time Office. TYPES OF OVERTIME:A. No Reliever /Absenteeism

37

When an employee is absent, the employee who works in the place of absent one is entitled to do overtime. B. Breakdown In case of any machine or any equipment is not working properly, the worker repairing the machine is entitled for overtime, if he has to work more than his working time. C. Exigency Overtime done by any worker due to any sudden accident comes under exigency overtime. D. Paid Holiday Paid holidays are the national and festival holidays that are taken by the employees and the employee substituting him is entitled overtime. Finally the various data prepared are given in prescribed format to the IT department to prepare the payroll. 2. PRODUCTION INCENTIVE Time Office furnished data for calculation of production incentive payable to workman. Production incentive payment to an executive is prepared by Time Office. 3. SALARY/ STIPEND OF GET/APPRENTICES Graduate engineering trainees/ apprentices are paid salary/stipend on monthly basis. The salary stipend is prepared by Time Office.

38

4. FESTIVAL ADVANCE On the application of employees festival advance bill is prepared. They can draw festival advance once in a year, subject to the condition that the previous festival advance drawn has been fully refunded. 5. LEAVE TRAVEL CONCESSION The employees are entitled to LTC or payment in lieu thereof. Those opting for payment in lieu of LTC give option at the beginning of the four year block. Such employees are paid encashment amount per year as per rules. those not opting for encashment of LTC may avail home town LTC twice in a block of 4 years(once in each sub-block of two years) or may avail any where in India LTC in lieu of one hometown LTC. The employee may also choose to go up to a distance of 750km. in lieu of home-town LTC. The LTC encashment bill is processed by Time Office, and LTC claims are processed by Time Office. 6. LEAVE ENCASHMENT Employees can avail leave encashment to the extent of 50% of the balance privilege leave due, in every alternate year. Necessary record is kept in leave register and leave encashment register.

39

7. FINAL PAYMENT BILLS Final payment of workman who leaves employment of the company is prepared for submission to authorities: Daily overtime analysis report. Monthly man power utilization report. Monthly classified overtime report. Monthly report in LTC expenditure. Monthly form 12. Form L of gratuity, as and when case arises.

WELFARE AND CONTRACT SECTION

6.1 OFFICE PROCEDURE

6.1.0 GATE PASS

When any contractor is awarded work order for execution of any work where in engagement of any labour is involved, the entry of the contractor and his labour is regulated by gate pass. In case where the contractor labour is more than 20 or more the contractor is required to obtain license from the licensing authority. On the application of contractor an application in Form-v is given to the contractor for the purpose.

40

Before a gate pass is issued, the contract labour must be a member of the PF and ESI. if the labour is not a member he has to fill up the prescribed format and submit the same so that his application is sent to the concerned authority for enrolling him. The contract labour must be declared fit for the work in the factory by authorized medical authority. Form-30 of the fitness is to be submitted by the contractor in the respect of his labour. The contractor must give a character certificate as prescribed, in respect of his labour. The contractor must make the application for issue of gate pass in the prescribed format. The application must be recommended by the executive in charge of the department under whom the work order is executed. The safety department must give clearance for the issue of gate pass; the worker has been imparted safety training. The contractor prepares the gate pass register in which the photograph of the labour engaged is affixed and details of issue of gate passes are recorded. A photo gate pass is issued to the contract labour. REGULATING GATE ENTRY The number of gate passes to be issued under any work order and the number of persons to be engaged daily is kept within the prescribed limit. Periodically, the department submits its projected daily requirement of labour and accordingly, the gate authority is instructed to allow the number of labors within the given limit.

41

6.1.1

ATTENDANCE OF CONTRACT LABOUR The gate authority submits a report on number of contract labour allowed inside the plant of any contractor /under a work order. Like wise the department utilizing the labor submits report on number of contract labor reported on previous day. The two reports are regularly analyzed. 6.1.2 E.S.I ESI SCHEME

Introduction: --In addition to necessitate of food, clothing, housing etc., man needs security of physical and economic distress consequences upon sickness, disablement etc. the employees state insurance scheme is an integrated measure of social insurance embodied in the employees state insurance antagonist the hazardous of sickness, maternity, disablement and death due to employment injury and to provide medical care to insured person.

Identity card: --On registration every insured person is provided with a temporary identification certificate which is valid ordinarily for a period of 3 months but may be extended if necessary for a further period of 3 months. If you lose your identity card before

42

it has run its normal life a duplicate card is issued on payment as prescribed.

Rate of contribution: --Contribution payable in respect of an employee comprise of employers contribution and employees contribution prescribed in schedule 1 of the act. An employee covered under the scheme has to contribute 1.75% of the wages whereas; an employer contributes 4.75% of the wages payable to an employee. The total contribution in respect of an employee has works out to 6.50% of the wages pay

Employees exempted from payment of contribution: --Employees earning less than Rs 40 a day are exempted from payment of contribution.

Contribution period: --Workers covered under the ESI act, are required to pay contribution towards the scheme on monthly basis. a contribution period means a six month time span from 1st April to 30th September and 1st October to 31st march.

Registration under the ESI scheme: --An employee is required to fill in a declaration form. The employee is then allotted a registration number, which distinguishes and identifies

43

the person for the purpose of the scheme. A person is registered once and once only his entry in insurable employment. Every month the ESI deposited by the contractors is remitted through challan office. a half yearly return giving details of ESI amount deposited in respect of each worker during the half year ending march and September is submitted to the ESI authority. to authority. Subsequently, details of amount deposited are intimated by latter to the ESI manager /local

6.1.3 PAYMENT TO CONTRACT LABOUR:--The contractor is required to make payment to the labour engaged during the previous month, as per provisions of work order. He is also required to deposit the PF, ESI etc. in respect of labour as per laws.

LABOUR PAYMENT: --1. Every contractor should make a labour payment on or before 7th of

each month in the presence of authorized representative.

2. Every contractor has to deposit ESI before 17th of each month and

copy of respite may be submitted to the Time Office. 3. They have to deduct PF every month and copy of challan with the individual contract labour and action may be submitted to the personnel department.

44

4.

Whenever the contractor appoints new labour, then they have to produce the PF No. of contract labour within one month to P & A department.

5. While making the payment, they should submit the photo copy of the attendance register to the personnel department. After making the payment they have to give the copy of the payment register also. 6. Whenever they remove the contract labour, they must make full and final payment to the labour in the presence of authorized representative. 7. The contractor should also issue the PF settlements form to the contract labour and should return the PF amount to the contractor labour at the earliest. 8. When the contract period expires, all the contractors should make fringe benefit also. 9. All the contractors should make the bonus payment as per the rule.

FINAL SETTLEMENT OF PF, PENSION CLAIMS: ---The requisites forms are forwarded whenever a contract labour leaves employment.

OTHER RETURNS
- Monthly manpower utilization report. - Monthly report on PF subscribers. - Monthly form 12. - Monthly contract labour manpower to HO.

45

- Half yearly return on manpower and no. of working days to Sr.I. (F&B)[form 24]. - Half yearly return on functioning on JCC, to DLC [form G1]. - Annual return to Sr.Inspector (F &B)[form 23].
-

Annual contractor return to DLC.

6.1.4 WELFARE ACTIVITIES

A sewing center is run in the colony. Processing applications, arranging maintenance of machines, processing the bills of instructor etc. is dealt in Welfare Section. Once in a weak a homeopath doctor provides service at zinc nagar. Processing bills of the doctor is done by welfare section. Periodically, if any sports activity is organized in any unit, and participation of unit employees is desired, the selection process is handled by welfare section. National Functions--- in Republic Day and Independence Day celebrations welfare sections plays active roll.

46

SWOT ANALYSIS OF CHANDERIYA LEAD ZINC SMELTER

STRENGTHS
1. The company has created extensive networks of roads and facilities,

along with an infrastructural base for ZINC COLONY in CHITTORGARH. 2. The HRA department strategies and policies are well defined. 3. The company is working with the highest possible efficiency and has been successful in maintaining good human relations within the organization. 4. Chanderiya lead zinc smelter places particular emphasis on quality. WEAKNESS 2. Due to lower manpower availability, the managerial personnel of the organization are overloaded with work. OPPORTUNITIES 1. There is possibility of forward integration. 2. By applying better training facilities the company can improve the employee working skills. THREATS 1. Increasing Global competition. 2. Increase in Employee desires due to increase in living standards.

47

FOREWORD
The Hindustan Zinc Limited is one of the largest producers of LEAD, ZINC, SLIVER, and CADNIUM and is a part of Vedanta group. It owns various mines and smelting project in INDIA. They are: --1. Zawar Group Lead Zinc Mines 2. Rajpura Dariba Lead Zinc Mines 3. Rampura Agucha Mines 4. Zinc Smelter Debari 5. Lead Smelter Toondo 6. Lead Zinc Smelter Vizag 7. Lead Zinc Smelter Chanderiya. The Chanderiya Lead Zinc Smelter is one of the modern smelting units situated in the north of Chittorgarh. The plant is in PUTHOLI, 12km. from CHITTORGARH. Its technology has been imported from U.K., GERMANY & is also called as a super smelter as extracting 99% of the metal from the ore. Product Description Lead bullion Refined % Cu-0.70 Sb-0.20 Lead % Zn-0.0010 Cu-0.005 PW Zinc % Cd-0.0045 Cu-0.015 SHG Zinc % Furnace Zinc Cd-0.001 Cu-0.0001 Cu-0.0152 Pb-1.31
48

Ag-0.20 Purity-98.50

Bi-0.008 Fe-0.005 As-0.0010 Sb-0.0012 Ag-0.0028 Purity-99.98

Pb-1.19 Fe-0.0175 As-0.015 Sb-0.005 Ag-0.0025 Purity-98.75

Pb-0.0014 Fe-0.0011 As-0.0001 Sb-0.0001 Ag-0.0001 Purity-99.99

Fe-0.0166 As-0.0216 Sb-0.0025 Ag-0.0046 Purity-98.00

49

INTRODUCTION OF TOPIC

50

WORK LIFE BALANCE INTRODUCTION

Work life balance is a persons control over the condition in their workplace. It is accomplished when an individual feels dually satisfied about their personal life & their paid occupation. It mutually benefits the individual, business and society when a Persons personal life is balanced with his or her own job. Work to live. Dont live to work Its important to balance your work and home life. The right to ask for flexible working aims to help employers and workers agree on work patterns that suit everyone find out what flexible working is and how to apply for it. Work-life balance has become one of the top items on the agenda of many large organizations - and a top priority for workers everywhere.

DEFINITION
Work life balance is about people having a measure of control over when, where and how they work. It is achieved when an individuals right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society. The best way of approaching Quality of life measurement is to measure the extent to which people happiness requirement are met. without which no member of the human race can be happy.

51

NEED AND IMPORTANCE OF WORK LIFE BALANCE

It helps to:-

Diagnosis issue and over all organizational climate.

Anticipate potential problems Asses teamwork and management style problems And affect the measure of organizational change.

Indicators of work life balance

1. Community affordability measure 2. Quality of employee measure 3. Quality of housing measure 4. Community social infrastructure 5. Human capital measure 6. communication 7. Stress measure 8. Safety 9. Participation
Work life balance in CLZS: --According to CLZS the work life balance survey is done once in every year and they try to know whether their employees are satisfied with company,

52

work, salary, etc. they also try to know the problems of their employees and try to solve them as soon as possible. I have visited the Pyro and Ausmelt Plant and have surveyed for HODs (Ausmerlt, civil office, and store dett. lab and pyro office.) etc. The data has been put together, compiled up, analyzed and I have arrived to a conclusion which has been discussed below. In the whole process I have received full support from all teams & cooperation for obtaining better results. I acquired good knowledge about the level of satisfaction of employees in company The feedback received from employees mainly stressed on the point that they will be further motivated if they are provided with basic amenities & increased level of quality of work life. They feel that their work life will further be upgraded if they get proper canteen facilities, drinking facilities, wash houses etc.

BENEFITS OF WORK LIFE BALANCE

IN ORGANIZATION:1. Measured increases in individuals production accountability &

commitment. 2. Better teamwork & communication. 3. Improved morale. 4. Less negative organizational stress. 5. Increase productivity 6. Reduced overtime cost.

53

54

IN INDIVIDUAL:1. More value & balance in your daily life. 2. Better understanding of what your best individual work life. 3. Important relationship both on and off the job. 4. Reduced stress. 5. Reduced absenteeism.

55

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It may be understood as science of studying how research is done scientifically.

TYPES OF RESEARCH:Descriptive research is also called Statistical Research. The main goal of this type of research is to describe the data and characteristics about what is being studied. The idea behind this type of research is to study frequencies, averages, and other statistical calculations. Although this research is highly accurate, it does not gather the causes behind a situation. Exploratory research is a type of research conducted because a problem has not been clearly defined. Exploratory research helps determine the best research design, data collection method and selection of subjects. Given its fundamental nature, exploratory research often concludes that a perceived problem does not actually exist. Exploratory research often relies on secondary research such as reviewing available literature and/or data, or qualitative approaches such as informal discussions with consumers, employees, management or competitors, and more formal approaches through in-depth interviews, focus groups, projective methods, case studies or pilot studies.
56

Observational research techniques solely involve the researcher or researchers making observations. There are many positive aspects of the observational research approach. Namely, observations are usually flexible and do not necessarily need to be structured around a hypothesis (remember a hypothesis is a statement about what you expect to observe). A wide ranging set of research techniques aimed at observing consumers interacting naturally with their surroundings including products and services in use. A key advantage of observation research is that often the respondant or consumer is unaware that they are being observed, allowing thir behaviour to be observed naturally Types of Observations: Direct (Reactive) Observation In direct observations, people know that you are watching them. The only danger is that they are reacting to you. As stated earlier, there is a concern that individuals will change their actions rather than showing you what they're REALLY like. This is not necessarily bad, however. Unobtrusive Observation: Unobtrusive measures involves any method for studying behavior where individuals do NOT know they are being observed (don't you hate to think that this could have happened to you!). Here, there is not the concern that the observer may change the subject's behavior. When conducting unobtrusive

57

observations, issues of validity need to be considered. Numerous observations of a representative sample need to take place in order to generalize the findings. This is especially difficult when looking at a particular group. Many groups posses unique characteristics which make them interesting studies. Hence, often such findings are not strong in external validity. Also, replication is difficult when using non-conventional measures (non-conventional meaning unobtrusive observation). Observations of a very specific behaviors are difficult to replicate in studies especially if the researcher is a group participant (we'll talk more about this later). The main problem with unobtrusive measures, however, is ethical. Issues involving informed consent and invasion of privacy are paramount here. An institutional review board may frown upon your study if it is not really necessary for you not to inform your subjects.

RESEARCH DESIGN: --A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure .In fact research design is the conceptual structure with in research constitutes the blue print for the collection, measurement and analysis of data. The research design which I used was though convince basis. It was non-probability technique.

58

DATA SOURCES:
The source from where data can be acquired is known as data source. Other researchers did data collection with a review of previous research .In this there are basically two method of collection of data. Primary data collection. Secondary data collection. Primary data:The primary data are theses which are co elected a fresh and for the first time and thus happen to be in original in character. In this research project primary data is the response from employees of HZL. Secondary data: --Published data are the secondary data. I took some information by the book published in HZL Data instrument: --A questionnaire consists of the number of question printed or typed in a definite order on a form or set of form

59

I have a structured questionnaire for analysis. Structured questionnaire is which there is definite concrete through questionnaire .in this I took 22 questions.

TYPE OF OUESTIONS: ---Close ended question is a question in which the respondent is given a
limited number of alternative responses from which he is to select the one that most closely matches his opinion.

Open-ended (free answer) question is a question which require the

respondent to answer it in his own words & which does not bind the respondent to select an answer amongst a set of alternatives.

Sample procedure:Random sampling is the sampling procedure in which the researchers

randomly selected there sample.

Sample size here I look the sample on random basis and the sample size
was taken of450 employees.

60

INTERPRETATION OF DATA
The total numbers of samples taken were 72 and the sample consists of all employees & employees wife. The above 72 samples were divided into 2below mentioned categories:1. Employees. (Of service in HZL) 2. Employees wife. 23 questions have been analyzed and the detail analysis of each question is given below. Copy of the questionnaire is attached in Annexure A: Employees Annexure B: Spouses

Tools used to analyze the collected data:The analysis was both theoretical and statiscal, graphical representations were also considered. The graphical presentation is used with pie chart to analyze the data.

Following steps are used in survey:1. At first we prepared the questionnaire, the questions incorporated were
framed on the basis of the conditions, basic requirements and rules of the company etc.

61

3. Then we went to each and every Unit Head, SBU Head, Deptt. Head, and Functional Head and interviewed them. 4. In the same way I interviewed all the wives of these HODs.. 5. Then we analyzed and interpreted the data and prepared the chart format for the found result. 6. Then the whole result was handed over to the management for further actions to be taken.

In this way we completed the whole survey and came to know the level of balance between work and life at work place as well as in their family.

62

OBJECTIVE OF STUDY
The objectives of research are following. 1. The study of the satisfaction level of employee HZL.

PROBLEM AREA

63

FINDINGS
Detail analysis of employers interview is given below:-

Q1. Considering office gets over at 5 pm, what is the average

number of extra working hours you put in every day?

Considering office gets over at 5:00 pm, what is the average number of extra working hours you put in every day
10%

52%

38%

One hr.

Two hr,

Three hr. and above

This part of analysis represents that 10% employees are putting one hour of extra working, 38% employees are putting two hour of extra working and other 52% employees are putting three or more hour of extra working in this company.

64

Q2. On a normal working day, how much time are you able to
spend with your children?

O n a n o rm a l w o rk in g d a y, h o w m u ch tim e a re y o u ab le to sp e n d w ith y o u r c h ild re n

25% 45%

30%

O ne hr. Two hr, Three hr. and above

This analysis represents on a normal working day 25% employees are one hour, 30% employees two hour and 45% employees three hour able to spend with their childrens.

65

Q: 3. Do you have sufficient time for doing routine household

jobs like depositing electricity /telephone bills, attending parent teacher's meetings or taking family members to the doctor etc.?

Do you have sufficiant time for doing routine household jobs like depositing electricity/telephone bills, attendingh parent teacher meetings or taking family members to the doctor etc.
10% 2% 53%

35%

Never

Sometimes

Often

Always

This part of analysis represents 53% employees are never take their family out for an outing, 35% employees are sometimes take their family for outing like 1 times in a month, 2% are employees often take their family for outing like 2 to 3 time in a month and 10% are employees always take their family for outing like 7 to 10 times in a month.

66

Q: 4. considering you have sufficient leave balance, are you able

to avail the number of leaves in a year as required by you?

Considering you have sufficient leave balance, are you able to avail the number of leaves in a year as required by you
34% 43%

0% 23%

Never

Sometimes

Often

Always

This part of analysis represent 43% employees are not have sufficient leave balance, 23% employees said that they manage their work according to the leaves avail by company, 34% employees says that they have sufficient leave balance.

67

Q5

How many times in a month are you able to make time to

take your family out for an outing?

H o w m a n y tim e s in a m o n th a re y o u a b le to m a k e tim e to ta k e y o u r fa m ily o u t fo r a n o u tin g

20% 44% 13%

23%

O n c e T w ic e T h r ic e 4 & a b o v e

This part of analysis show that 44% employees to take their family for an outing once in a month, 23% employees to take their family for an outing twice in a month, 13% employees to take their family for an outing thrice in a month & 20% employees to take their family for an outing 4 & more time in a month.

68

Q6 Does your normal work day offer you sufficient leisure time
to pursue any hobbies or interests?

Does your normal work day offer you sufficient leisure time to pursue any hobbies or interests
18% 0% 18% 64%

Never

Sometimes

Often

Always

This part of analysis represent 64% employees are not have sufficient time for pursuing their hobbies or interest, 18% employees said that they manage their work and give sometime for hobbies and interests, hobbies and interests. 18% employees says that almost every day they spare their time for doing

69

Q7

you suddenly plan for a two day outing with some relatives

who are visiting you. Rate the probability of your being able to make outing on a scale of 1 to 10 with 10 indicating the highest probability?

You suddenly plan for two day outing with some relatives who are visiting you. rate the probability of your being able to make outing on a scale of 1 to 10 with 10 indicating the hieght probablity
5% 5% 38% 42% 10%

1 to 2

3 to 4

5 to 6

7 to 8

9 to 10

This part of analysis represents that 5% of employees make possible their suddenly plan 1 to 2 time, 10% of employees says that 3 to 4 chances of successive their plan. 42% of employees make possible their suddenly plan 5 to 6 time, 38% of employees selected the category of 7 to 8 probability in our rating scale & only 5% of employees always make possible their plan.

70

Q8.

Do you have sufficient time to enjoy all the recreational

facilities made available to you in the colony premises?

Do you have sufficient time to enjoy all the recreational facilities made available to you in the colony premises
2% 0%

98% Never Sometimes Often Always

This part of analysis represents that 98% of employees says that They never enjoy recreational facilities made available them in colony premises & only 2% of employees sometimes enjoy that facilities.

71

Q.9 In your opinion what is the contribution of working beyond

working hours in increasing manpower productivity?

In your opinion what is the contribution of working beyond working hours in increasing manpower produtivity

37%

38%

10%

15%

Never

Sometimes

Often

Always

According to 38% of employees opinion manpower productivity are not increases beyond extra working hour, 15% of employees opinion sometimes its increases but upto a certain level, 10% of employees opinion regarding increases productivity is often & 37% of employees opinion about productivity is always increases in extra working hours.

72

Q10. After office hours, what is the average number of official phone calls you generally attend to at home on normal working day?

After office hours, what is the average number of official phone calls you generally attend to at home on a normal working day
7% 28% 65%

1 to 2

3 to 4

5 & above

Average number of official phone calls:1 to 2:- In this category 7% employees attending official phone calls. 3 to 4:- In this category 28% of employees attending official phone calls. 5 & above: - In this category 65% of employees attending official phone calls.

73

Q 11. What is your opinion as regards the organization culture here with respect to working hours?

W h a t is y o u r o p in io n a s r e g a r d th e o r g a n ig a tio n c u ltu r e h e r e w ith r e s p e c t t o w o r k in g h o

50%

50%

f o r w o r kB e c a u s e I a m e x p e c te d t o s ta y

Regarding this question we analysis that 50% of employees think that stay in office for work & other 50% of employees think that stay in office because they are expected to stay.

74

Q12. What is your family's feeling regarding your job and working hour?

Chart Title

37%

63% 0%

Satiesfied with job

Satiesfied witn working hours

Satiesfied with both aspects

This analysis represents that 63% of employees family satisfied with job but not satisfied with working hours, their family members says that working hour is more. On the other hand 37% of employees family members fully satisfied job as well as working hour.

75

Q 13.What impacts do your working hours have on your mental and physical well being?

What impact do your working hours have on your mental & physical well being
14% 30%

56%

physically

mentally

No impact

This analysis shows that 14% of employees physically impacted by their working hours, 56% of employees suffering from mentally stresses by their working hours & 30% of employees say there is no impact.

76

Q 14. How many days in a week you go home after 6:00 in the evening?

How many days in a week you go hme after 6:00 in the evening
5% 10%

49% 36%

Once

Twice

Thrice

Every day

This analysis represents that 5% of employees go at home once in a week after 6:00 in the evening, 10% of employees go at home twice in a week after 6:00 in the evening, 36% of employees go at home thrice in a week after 6:00 in the evening & 49% of employees go at home everyday after 6:00 in the evening.

77

Detail analysis of employees wife interview is given below:-

Q: 1. By what time does your husband generally return from office?

b wh tim d es y u h sb d y at e o o r u an g erally retu fro o en rn m ffice

1% 8

1% 8

24 % 4 0%

6 TO7

8 TO9

9 TO1 0

Afte 1 :0 r 0 0

This analysis shows below:18% wife says their husband come from office at 6 to 7 oclock. 40% wife says their husband come from office at 8 to 9 oclock. 24% wife says their husband come from office at 9 to 10 oclock. 18% wife says their husband come from office after 10 oclock.

78

Q 2. How much time is your husband able to spare for the family on a normal working day?

H w m chtim is y u h sb dab o u e o r u an le tosp are fo th fam o a n rm r e ily n o al wo rkin d g ay

1 8% 2% 1

1% 8

4 % 3

1 ou &b low h r e

1to 2

2 &a ov b e

on S n a ly u d y

In this questions analysis we are found 21% of employees spare below one hour time with their family. 18% of employees spend one or two hour with family. 43% of employees spend 2& more hour with their family. 18% of wife says he is with us only Sundays. Mostly two days in a month.

79

Q: 3.What is the mood in which your husband generally returns from office?

W at isth m o in w ic y u h e o d h h o r h s an g erally retu sfro u b d en rn m o e ffic

24 % 3 3%

4 3%

N rm o al

T ired

F resh

In this analysis we analyzed 33% of employees return from office with normal mood. 43% of employees feeling very tired. And 24% of employees back home in fresh mood.

80

Q: 4. Does he usually have the mental and physical readiness to take you out or indulge in some family entertainment after returning from office?

D e h u u llyh v t e m na a d o s e sa aeh et l n p y ic l r a in s t t k y uo t o hs a e d eso a e o u r in u e ins m f m e t r a m n d lg o e a ily ne t in e t a t r r t r in of e f e e u n g f ic

2% 4 4% 3 1% 5 1% 8

Nv r ee

S mtims o e e

O n fte

A y lwa s

In this analysis we found 24% of employees not ready any type of entertainment after returning office, 15% of employees sometime do this type of activity like take family for outing. 18% of employees manage work with their family entertainment & 43% of employees always ready any type of activity after returning office.

81

Q5. Is your husband generally free enough to attend most family functions, celebrations & social events?

Isy u h s a dg n ra fre e o g o r u b n e e lly e n u h toa n m s fa ilyfu c n , tte d o t m n tio s c le ra n&s c l e e ts e b tio o ia v n

1% 2 9 %

5% 5 2% 4

N ve e r

S m tim s o e e

O n fte

A ys lwa

Never:-In this category we consider 55% of employees which is not have sufficient time for family functions or social events. Sometimes:-in this category we consider 24% of employees which is attending family functions or social events sometimes. Often:-In this category we consider 9% of employees which is manage their official time with family time. Always:-In this category we consider 12% of employees which is always have sufficient time for family functions, social events & celebrations.

82

Q: 6. To what extent is your husband able to share/discharge the household responsibilities along with his official duties?

To what extent is your husband able to share/discharge the household responsibilities along with his official dities
21% 21%

18% 40%

Never

Sometimes

Often

Alw ays

21% wife says he have no time for household responsibility so I am wearing all household responsibility. 40% of employees do this type of job very rarely. 18% of employees manage their household work with official work. 21% of employees doing both household work and official work very successfully

83

Q 7.

To what extent is your husband able to contribute toward

bringing up the children by way of teaching them, sharing their hobbies or playing with them?

T w a e t n i y u h s a da let o h t xe t s o r u b n b o c n ib t t w r bi g gu t e o tr ue o a d r n in p h c i r nb w yo t a hn th m hlde y a f e c i g e , s a in t e h b ie o pa i gwt h r g h ir o b s r l yn i h te hm

1% 2 1% 2 2% 4

5% 2

Nvr ee

S mim oe e t s

Ot n fe

Awy l as

24% of employees have no time for childrens so all activity doing by their wifes. 52% of employees gave time for their children only Sundays. 12% of employees And other 12% of employees always spend time with their childrens for playing with them, teaching them & sharing their hobbies.

84

Q8. How does the life style (with specific reference to working hours) of the husband of your neighbors /friends in the colony differ from your husband's?

H wd e t el es l ( i s e if o o s h if tye wth p c ic r f r n et w r in h us o t e ee e c o ok g o r ) f h h s a do y u n ig b u/f ie di ubn f or e hor r n n t ec lo yd e f o y u h s a d h o n iff r r m o r u b n 's

9 % 3 % 3 %

8% 5

N d . o iff

S md . o e iff

getd . r a iff

T t lly iff oa d .

85% of wife says no difference in work load of my husband and others. 3% of wifes thought work load is more on their husbands comparison with other friends and neighbors. 9% of wife says great difference because he is more responsible and hard worker other friends generally come back home 6:00 oclock in month at least one or two time but my husband is come from office daily 9:00 oclock. And 3% wife says my husband is head of department so he have more responsible comparison with others.

85

Q9. What would you prefer? A.)Your husband's growth in terms of career progression & material gain. B.)A life full of peace, enjoyment, relief with lots of time & leisure.

Wa w u y u r f r- . y u h t o l o pee:a) o r d h s a d r wh . alf f l o p a e u b n go t b i e u f e c , ) l ej y et n mn o

4% 0 [

4% 0

2% 0

B t ( &) ohA B

40% of wifes prefer option A because they have carrier growth of their husband. 20% of wifes prefer option B because they have life full of peace with their husband. 40% of wifes prefer both A&B because they have growth with enjoyment.

86

Conclusion

The over all outcome that can be drawn from the employees interview is that generally they employee are not able to establish a proper setup between their work & family life. For instance 98% employees firmly believe that they are running lack of time to be able to enjoy all the recreational facilities available in the colony but there are some employees who are able to deal properly with the time management & are spending almost 3-4 hours with their children on a routine basis all we need to do is improve the efficiency of the individuals during the working hour so that one shall not have to stay back. One more point observed that todays world is more on a track of materialistic gain, for instance a higher side of ladies gives more value to the material objects rather to the life of peace, enjoyment, leisure. Although the wives believe that their husbands are not able to contribute much of their time towards the familys demands but they are managing with it. The final conclusion had drawn from the graphs shows that the HZL employees are more or less able to establish a balance between their work and the family during the course of their work in this organization. The dissatisfaction raised from some employees may be a reason out of appraisal time or they have a feeling that their achievements are not given a proper count and attention.

87

LIMITATION

RECOMMANDATION / SUGGESTION

Some executives also have a feeling that they are overloaded with their routine jobs which is not allowing them to establish proper Work-Life Balance.

88

BIBLIOGRAPHY 1:- Company brochures and statement.

2:- staff conversation. 3:-internet a) By search engine (www.worklifebalance.com) b) Companys World Wide Web page and other helpful website. 4:- print media {Industry estimates and analysis}

89

Annexure-A Work Life Balance (Employees)

1. Considering office gets over at 5:00 pm, what is the average number of extra working hours you put in every day? 2. On a normal working day, how much time are you able to spend with your children? 3. Do you have sufficient time for doing routine household jobs like depositing electricity / telephone bills, attending parent teachers meetings or taking family members to the doctor etc.? 4. Considering you have sufficient leave balance, are you able to avail the number of leaves in a year as required by you? 5. How many times in a month are you able to make time to take your family out for an outing? 6. Does your normal work day offer you sufficient leisure time to pursue any hobbies or interests? 7. You suddenly plan for a two day outing with some relatives who are visiting you. Rate the probability of your being able to make outing on a scale of 1 to 10 with 10 indicating the highest probability. 8. Do you have sufficient time to enjoy all the recreational facilities made available to you in the colony premises? 9. In your opinion what is the contribution of working beyond working hours in increasing manpower productivity?

90

10. After office hours, what is the average number of official phone calls you generally attend to at home on a normal working day? 11. What is your opinion as regards the organization culture here with respect to working hours? 12. What is your familys feeling regarding your job and working hours? 13. What impact do your working hours have on your mental & physical well being? 14. How many days in a week you go home after 6:00 in evening?

91

Annexure-B Work life balance (Spouses)

1: By what time does your husband generally return from office? 2: How much time is your husband able to spare for the family on a normal working day? 3: What is the mood in which your husband generally returns from office? 4: Does he usually have the mental and physical readiness to take you out or indulge in some family entertainment after returning from office? 5: Is your husband generally free enough to attend most family functions, celebrations & social events? 6: To what extent is your husband able to share/discharge the house hold responsibilities along with his official duties?

92

7: To what extent is your husband able to contribute toward bringing up the children by way of teaching them, sharing their hobbies or playing with them? 8: How does the life style (with specific reference to working hours) of the husband of your neighbors/friends in the colony differ from your husbands? 9: What would you prefer? A) Your husbands growth in terms of career progression & material gain. B) A life full of peace, enjoyment, relief with lots of time & leisure.

93