Work Life Balance Project
Work Life Balance Project
IVRCL
ACKNOWLEDGEMENT
An individual cannot do project of this scale. I take this opportunity to express my
acknowledgement and deep sense of gratitude to the individuals for rendering valuable
assistance and gratitude to me. Their inputs have played a vital role in success of this
project.
It is deep sense of gratitude I wish to avail this opportunity to express my great full
respect & sincere thanks to Sri. K. PANDU RANGA RAO, group head HR.& Admin,
IVRCL, who has given permission & also given many opportunities by assigning project
to me & for rendering his valuable advice & guidance in bringing out this project on
WORK LIFE BALANCE.
I express my gratitude to our chairman Dr. S. PRATAP REDDY, Dhruva College of
Management, Medchal, Hyderabad, for giving me an opportunity to do SIP.
I express my sincere thanks to my project guide Mr. RAMESH. P, Manager - HR for
his generous support, constant direction and mentoring at all stages of training.
I am also indebted to Prof: VYJAYANTHI MALA, Faculty Guide who was a real
source of help and assistance to me during the course of project.
I take this opportunity to thank all the employees who spared their precious time to
provide me with valuable inputs for project without which it would have not been
possible.
I firmly believe that there is always a scope of improvement. I welcome any suggestions
for further enriching the quality of this report.
NARESH KUMAR .P
IVRCL
Summary
IVRCL believes in the power of resourceful humans. People are primary source of
competitive advantage and they help to drive the growth in a planned and efficient
manner. IVRCL works towards developing a culture that attracts people with
multidimensional experiences and skills.
The developers of IVRCL take great pride in building world-class projects. Such sense of
pride cultivates belongingness and affinity at IVRCL. As a result many of the developers
like to stay with the company for long periods of time improving the retention rates as
one of the highest in the industry.
IVRCL hires and train high end project resource (man power), as building a project
requires proper generalization, flexible design, the training and team environment
ensure that they can think through all aspects of the problem being solved by building
flexible architectures.
Building projects for highly competitive environments require development teams that
can properly match that intensity. To ensure that people who join this firm have the right
mix of attitude, values and skill sets compatible with IVRCLs culture, it follows a
rigorous hiring procedure.
The selection procedures involve a thorough psychometric testing, and skill based
interviews, which reduce the subjectivity of the process. Using metrics and
measurements regularly, like cost per hire, source distribution, staffing efficiency ratio
etc. Helps the firm to maintain the quality of selection process. The parameters for
selection extend to both hiring from campus, as well as lateral hiring.
In addition to acquisition of talent, IVRCL also laid special emphasis on development of
talent through knowledge sharing activities, well-defined career path, and career
development plans. Apart from this competitive pay, a well-outlined induction and
orientation program, immediate rewards and recognition, open channels of
IVRCL
communication, and a participative environment have led to the best resources being
with them for a period of 15 yrs and above.
IVRCLs employees are responsible for its growth by leaps and bounds year after year.
Thus, talent management is an important and critical activity for us. Organization
provides an intellectually stimulating and meaningful work environment, ample
opportunities to learn and grow, and a sense of belongingness, which challenges,
motivates and inspires each IVRCL-ite to achieve beyond potential.
IVRCL
in
productivity
accountability,
commitment
better
team
work
and
IVRCL
RESEARCH METHODOLOGY
Research is an art of scientific investigation. Research comprises defining and redefining
problems, formulating hypothesis or suggested solutions, collecting, organizing and
evaluating data, making deduction and reaching conclusions and at last carefully testing
the conclusion to determine whether they formulating hypothesis.
Methodology: The Study is about the work life balance in an Organization. It deals with
the title of the study, need of the study, objectives & Scope of study.
Title of the Study: The study is titled as WORK LIFE BALANCE at IVRCL
Infrastructures & Projects Limited, Hyderabad.
Data sources: QUESTIONNAIRE
Data is collected from primary and secondary sources.
Collection of the data is of primary importance in the research process. Data which is
collected for the purpose of research helps in proper analysis which is helpful to conduct
research effectively. The data source, which is very important in the collection of data, is
primary data and secondary data.
Both primary and secondary data are taken into consideration for the study of HR
Practices followed by IVRCL.
Primary Data: This consists of original information gathered for specific purpose. The
normal procedure is by interacting with the people individually and/ or in a group, to get
the required data.
Secondary Data: This consists of the information that already exists somewhere, either
in some Annual Records or Magazines etc, having been collected for other purpose. Here
the researcher has both primary as well as secondary data.
IVRCL
b)
Deputy Managers
c)
d)
Assistants
IVRCL
Indian Infrastructure
India to become the second Largest Economy by 2050
Indian Economy
The best barometer of countrys economic standing is measured by its GDP. India, the
second most populated country of more than 1100 million has emerged as one of the
fastest growing economies. It is a republic with a federal structure and well-developed
independent judiciary with political consensus in reforms and stable democratic
environment .In 2008-10 Indias economy-GDP grew by 6.5% due to global recession. In
the previous four years, economy grew at 9%.The Indian economy is expected sustain a
growth rate of 8% for the next three years up to 2012. With the expected average annual
compounded growth rate of 8.5%, India's GDP is expected to be USD 1.4 trillion by 2017
and USD 2.8 trillion by 2027. Service sector contribute to 50% of Indias GDP and the
Industry and agriculture sector 25% each.
IVRCL
The robust current growth in GDP has exposed the grave inadequacies in the countrys
infrastructure sectors. The strong population growth in India and its booming economy
are generating enormous pressures to modernize and expand Indias infrastructure. The
creation of world class infrastructure would require large investments in addressing the
deficit in quality and
quantity. More than USD 475 billion worth of investment is to flow into Indias
infrastructure by 2012. No country in the world other than India needs and can absorb so
many funds for the infrastructure sector. With the above investments Indias infrastructure
would be equal to the best in the world by 2017.
Infrastructure policy in India:
Major policy initiatives such as deregulation, viability gap funding ,India infrastructure
finance company, Committee on infrastructure ,rural infrastructure programme , National
urban renewal mission, public private partnerships, Launch of private sector
infrastructure funds have been implemented in infrastructure sector
Indian ports are projected to handle 875 million tons (MT) of cargo traffic by
2011-12 as compared to 520MT in 2004-05.There will be an increase in container
capacity at 17% CAGR. Cargo handling at all the ports is projected to grow at 19 per cent
per annum till 2012. Planned capacity addition of 545 mt at major ports and 345 mt at
minor ports. Port traffic is estimated to reach 1350 million tons by 2012 .Containerized
cargo is expected to grow at 18 per cent per annum till 2012. Projected Investment in
major ports $16 billions and minor ports $9billion during2007-12
from
3900MW
currently
to
10000MWbyendof11thplan.
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IVRCL
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IVRCL
INVESTMENT SCENARIO
GCFI in infrastructure as percentage of GDP 4.6 % during the tenth plan
If growth in GDP to be sustained GCFI in infrastructure must keep pace.
Total estimated investment of USD 320-350 billion in infrastructure up to 2012
INVESTMENT OPPORTUNITES IN INDIA
TRANSPORT:
Roads ($ 48 bn.): BOT preferred mode; NHDP-40,000 kms
Airports ($ 9 bn.): 4 Metro, 35 Non-metro airports
Ports ($ 12 bn.): All new berths through BOT
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IVRCL
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The most significant aspect associated with the Infrastructure industry trends is
increased use of the latest IT technologies for pacing up the work. Cutting edge
technology is being adopted by world's one of the biggest industries for leveraging
purposes and is mainly being used in raising the efficiency level of engineering and
designing of construction industry. It has been found out that the paper oriented format of
operation in the construction industry is not at all a cost effective approach because it eats
around sixteen billion US dollars in US real estate sector only. Infrastructure Industry
Trends show that the utilization of information technology has helped the industry to
save a lot of fund which could be channalized in more fruitful directions.
One of the latest technologies used in construction industry is Building Information
Model (BIM). This technology helps all the factors of a project to work in a collaborative
and concerted manner solely based on the platform of Information Technology. BIM
helps the different members of a project to communicate information among themselves
which consequently leverages the productivity and at the same time minimizes the error
along with cost.
The structural transformation that has been adopted by the national government in recent
times has reduced growth constraints and contributed greatly to the overall growth and
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IVRCL
OVERVIEW OF IVRCL
IVRCL Infrastructures and projects Ltd commenced operation in 1990 and
established itself as a premier EPCC & LSTK service provider with front end engineering
capabilities. Commencing operations with building construction as class-I construction
firm in 1987, IVRCL forayed into various social infrastructure sectors like water
management, roads and high way, bridges, power transmission lines with attendant
engineering capabilities and was graded as one of the developer companies by state and
central government.
Over a period of time IVRCL has developed core competencies. IVRCL now have a
platform for any infrastructure to be built. What can stop any company? People,
competency level, finance limit. IVRCL is not short of anything. It has tremendous
credibility. With bankers who are willing to support projects. IVRCL is now looking to
benchmark itself as an international company thanks to its involvement in projects in
abroad. The company is eyeing water projects, development of ports it is sourcing a
location in Andhra Pradesh ship building and fabrication of components for oilrigs.
By virtue of its presence in core sector activity, IVRCL has redefined the Quality of life in its
many facts. This has come through its commitments, care and concern for societal issues and
largely by way of experience, having built upon brick by brick in its track record of a decade
and a half.
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IVRCL
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IVRCL
Phosphatic Fertilizers
Within this new arm, IVRCL is well within reach of positioning itself as a full-fledged
Knowledge Process Outsourcing Hub for engineering solutions.
IVR Prime Urban Developers Ltd: the aim of IVR prime is to create luxury-intensive
urban infrastructure. Implementation of new technologies, environment soundness and
superior combine make IVR Primes most development. Strongly entrenched with proven
domain knowledge, experience and credentials. The projects include:
Residential
Hospitality
Ella Compass
MISSION
To become a leader in infrastructure business by providing total solutions
QUALITY POLICY
Commitment to customer satisfaction,
Quality awareness, desire for excellence and
Continual improvement is our motto.
TARGETS by 2010
100000cr-Turn Over
100000cr- Assets
10000cr- Market Capitalization
7500- Human Capital
IVRCL VISION
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(Rs. Millions)
Particulars
Turnover
Profit before Tax
Profit after Tax
Equity Capital
Reserves & Surplus
Net Worth
Gross Block
Net Block
Book Value (Rs.)
EPS (Rs.) Basic
Dividend
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2008-09
49,830.91
2,737.74
2,259.67
267.01
17,838.74
18,105.75
6,623.50
5,206.97
135.62
16.93
70%
2007-08
36,981.14
2,853.30
2,104.77
266.98
15,792.80
16,059.78
4,175.96
3,191.94
120.31
16.08
70%
2006-07
23,464.57
1,850.96
1,414.63
259.32
12,957.88
13,217.20
2,593.35
1,929.13
101.94
12.38
50%
IVRCL
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IVRCL
Indian Oil Corporation: Received Appreciation letter for 2 Million Safe Man Hours without
any Accident at IOCL Refinery Township Project of Paradip, Orissa.
In Private Sector
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IVRCL
Competitors:For IVRCL the competitors are many, the competitors in the fields like Water Supply and
Environmental Projects, Transportation, Buildings and Industrial Structures, Power and
Transmission Projects in construction sector are as follows:
L&T
D L F Ltd
Punj Lloyd L td
Jaiprakash Associates Ltd
Nagarjuna Constructions Ltd
HR-TOOLS
Competency Mapping
Enterprises Resource Planning
Balanced Score Card
Effective controls at all levels
Training and Development Programme
HR- INITIATIVES
Cultivate positive work culture
Quality month
Star of the month
Executive presentation
Quality circles
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IVRCL
Safety month
Statutory maintenance
Common cafeteria
CULTURAL INITIATIVES
IVRCL Family Day
Independence Day
Republic Day
Community Development Programmes
Public Relations Programmes
IVRCL News Letter (DHADKAN)
HR-DEVELOPMENT PLANS
Training need analysis
Training budget
Training calendar
Identification of external training agencies
IVRCL Vision, Mission transmission, Teambuilding, Positive Attitude, Discipline
and safety
RETENTION PLANS
Review Compensation Plans
Empowerment
Relocation to place of choice
Involve in decision making
Abroad programmes
Create professionalism
Hard furnishing loan
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IVRCL
HR_SAFETY INITIATIVES
Safety survey
Safety Budget
Safety Policy
Safety Manual
Awareness and Training on safety
Safety Reviews and Safety Meetings
Safety systems
Safety audit
Safety Banners
On site emergency plan
Zero accident schemes for sites
LEARNING CENTRE FOR HUMAN EXCELLENCE
Establish Learning Centre
Fresher Training
Induction Training
In-house Training
External Training
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IVRCL
IVRCL
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A company needs to keep an eye on each and every employee so that the productivity is
not reduced. An Employer takes measures to retain his employees and increase
performance. Work life balance is a good measure taken by companies. An employee
should fit in it and try to get maximum benefits.
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IVRCL
Many people today are too busy making a living that they don't have time to make a life.
You can not expect to continue down the same path and get the authentic changes you
really want in your life. Where you go in life is up to you? Where you go with your
work/life balance should be by choice not chance. I will leave you with this one parting
thought that I want you to answer for yourself: How will I know if this year is a total
success for me?
Performance appraisal
Potential appraisal and development
Feedback and performance coaching
Career planning and development
Induction training
Training
Job rotation
Organizational development
9. Rewards
10. Quality circles
11. Employee welfare and quality of work life (QWL)
All these process mechanisms are linked with the corporate plans, particularly
with human resource planning (Man power planning)
THE CONTRIBUTION OF THESE SUBSYSTEMS TO HRD GOALS
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HRD
the
abilities
procedures.
individuals.
2. Isolated function
3. Thrust areas:
3. Thrust areas:
1.6
of
the
Performance appraisal
Induction and training
Job rotation & Career planning
Direct contact meetings
Survey of organizational climate
Compensation
GENERAL MEANING OF COMPENSATION:Compensation is the remuneration received by an employee in return for his/her
contribution to the organization. It is an organized practice that involves balancing the
work-employee relation by providing monetary and non-monetary benefits to employees.
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An ideal compensation system will have positive impact on the efficiency and
results produced by employees. It will encourage the employees to perform better
ideal job evaluation and the set standards would be more realistic and achievable.
Such a system should be well defined and uniform. It will be apply to all the
levels of the organization as a general system.
The system should be simple and flexible so that every employee would be able to
management.
The system should follow the management principle of equal pay.
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employees.
The perfect compensation system provides platform for happy and satisfied
workforce. This minimizes the labour turnover. The organization enjoys the
stability.
The organization is able to retain the best talent by providing them adequate
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IVRCL
Types of Compensation
Direct Compensation
Indirect Compensation
DIRECT COMPENSATION:Direct compensation refers to monetary benefits offered and provided to employees in
return of the services they provide to the organization. The monetary benefits include
basic salary, house rent allowance, conveyance, leave travel allowance, medical
reimbursements, special allowances, bonus, Pf/Gratuity, etc. They are given at a regular
interval at a definite time.
Compensation provided to employees can direct in the form of monetary
benefits and/or indirect in the form of non-monetary benefits known as perks, time off,
etc. Compensation does not include only salary but it is the sum total of all rewards and
allowances provided to the employees in return for their services. If the compensation
offered is effectively managed, it contributes to high organizational productivity.
House Rent Allowance
Organizations either provide accommodations to its employees who are from different
state or country or they provide house rent allowances to its employees. This is done to
provide them social security and motivate them to work.
Basic Salary
Salary is the amount received by the employee in lieu of the work done by him/her
for a certain period say a day, a week, a month, etc. It is the money an employee receives
from his/her employer by rendering his/her services.
Conveyance
Organizations provide for cab facilities to their employees. Few organizations also
provide vehicles and petrol allowances to their employees to motivate them.
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IVRCL
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Homes.
Leave Policy
It is the right of employee to get adequate number of leave while working with the
organization. The organizations provide for paid leaves such as, casual leaves, medical
leaves (sick leave), and maternity leaves, statutory pay, etc.
Overtime Policy
Employees should be provided with the adequate allowances and facilities during
their overtime, if they happened to do so, such as transport facilities, overtime pay,
etc.
Hospitalization
The employees should be provided allowances to get their regular check-ups, say at
an interval of one year. Even their dependents should be eligible for the medi-claims
that provide them emotional and social security.
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IVRCL
Insurance
Organizations also provide for accidental insurance and life insurance for
employees. This gives them the emotional security and they feel themselves valued in
the organization.
Leave Travel
The employees are provided with leaves and travel allowances to go for
holiday with their families. Some organizations arrange for a tour for the employees
of the organization. This is usually done to make the employees stress free.
Retirement Benefits
Organizations provide for pension plans and other benefits for their employees which
benefits them after they retire from the organization at the prescribed age.
Holiday Homes
Organizations provide for holiday homes and guest house for their employees
at different locations. These holiday homes are usually located in hill station and other
most wanted holiday spots. The organizations make sure that the employees do not
face any kind of difficulties during their stay in the guest house.
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IVRCL
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IVRCL
Statutory Deductions:
Under statutory deduction
Employee Provident Fund
Employee State Insurance
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IVRCL
Bank Loan
Other Deductions like Damages etc.
Salary in Advance:
In some cases salary is paid in advance to the employees whenever there is
a need or in some emergency like, for medical or any other requirements of the
employee. This amount is been deducted in installments from the employees monthly
salary.
Bank Loans:
If the employee have any bank loans the amount of monthly payment to the
bank is been deducted from the employees salary.
Damages:
If any damage of the Company property is done in the hands of the employee
the amount for the damage done is been deducted from the employees salary. If the
damage amount is high then the deductions is done in installment process.
PETROL REIMBURSEMENT
It is covered for G1-G3
E.g.: G1 gets 125 liters
FOOD COUPONS
Employees from G1-G5 are issued food coupons.
EMPLOYEE STOCK OPTION PLAN
Management guides the employees regarding proceedings and offers at a discount.
Shares are being allotted upon the designation and grade.
TOUR AUTHORISATION
All the employees are reimbursed when they go out for office purpose. E.g. G1 is
eligible for Air
G2 is eligible for Air and first class A/C.
For all remaining employees will get according to their grade eligibility.
GROUP PERSONAL ACCIDENT POLICY
In case of death of an employee it is given to the dependents.
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IVRCL
G2- 15lakhs
G3- 12akhs
G4- 10lakhs
G5- 8lakhs
G6- 7lakhs
G7- 6lakhs
G8- 5lakhs
G9- 3lakhs
LEAVE TRAVEL ASSISTACE
Every employee after completion of probation period is eligible for LTA. But, they
can avail after completion of 1year of service, they are eligible for one current basic
pay. LTA can avail only for two calendar years.
TRANSFER BENEFITS & ALLOWANCES:All the employees transferred from one location to other shall be eligible for
following benefits and allowance. Allowance for packing and transportation of
household goods, vehicle etc. The concerned employees shall be reimbursed expenses
incurred towards packing, insurance, loading / unloading, transportation of house
hold goods, vehicles etc. against the production of actual bills.
Medical Benefits:
All executives, who are not covered under the ESI scheme, are entitled to
reimbursement of medical expenses incurred for self, spouse, children and dependent
parents up to one months basic salary every financial year. Managers and above will
be allowed to club their entitlement for LTA and reimbursement of medical expenses
and utilize the same flexibly for both the purposes.
Staff in S1 grade who are not covered under ESI scheme, are entitled to
reimbursement of medical expenses incurred for self, spouse, children and dependent
parents up to Rs. 2500/- per anum. Claim for reimbursement of medical expenses can
be made twice in a financial year i.e. in October and April not later than 15 th of the
month. However, the total amount that can be claimed in a financial year on both
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Leaves
Advances
Transfer order
New Joining
Left.
IVRCL
types of leaves.1.Casual leave 2.Sick leave 3.Earned
1. CASUAL LEAVE:
ELIGIBILITY:
All Trainees, Probationers and Permanent employees of IVRCL (irrespective of
grades) are entitled to CL of 10 working days in a calendar year.
The employees who join the organization during the year will be entitled to CL
on prorate basis to their service in that year.
GENERAL CONDITIONS
C.L.
Employees are expected to apply for CL prior to availing the leave unless in the
case of unforeseen circumstances.
CL cannot be availed for less than half day or more than 3 days at a time or in a
month.
The availing of CL should be distributed over the year i.e. one should not exhaust
the complete leave in the beginning of the year itself.
Casual Leave cannot be combined with any other type of leave. If employee
takes Casual Leave and there after continued Sick Leave the entire leave shall be
converted as Sick Leave only.
Employees must obtain prior sanction from the sanctioning authority before
availing Casual Leave. But due to sudden and unforeseen circumstances, if it is
not possible for the employee to obtain prior approval, then intimation may be
sent to the leave sanctioning authority about his inability to attend duty giving
the reasons thereof and should obtain approval on the first working day
immediately on resuming duty.
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2.SICK LEAVE:
ELIGIBILITY:
All Trainees, Probationers and Permanent employees of IVRCL (irrespective of
grades) are entitled to SL of 10 working days in a calendar year.
ESI coverable employees are also entitled to 10 days SL. But whenever they availed
ESI SL benefits, they should not availed company SL and this period will be shown
in our payroll as LOP. The employees who join the organization during the year will
be entitled to only the SL on prorata basis to their service in the year.
ACCUMILATION OF SL:
SL can be accumulated up to 60 days and the leave in excess of the same will be
lapsed.
GENERAL CONDITIONS:
The SL will be credited in the beginning of the calendar year.
Sick Leave is not encashable.
The un-availed S.L will be carried forwarded to the following year.
SL can be combined with EL if the employee does not have sufficient SL to
meet the requirement.
Sick Leave is a contingency leave to be availed only when an employee is
disabled to work on account of sickness. Sick Leave should not be treated as
a substitute for Casual Leave.
Holidays and Weekly offs falling during the Sick Leave shall be counted as
part of Sick Leave only.
3.ENCASHMENT OF EL:
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IVRCL
However, the advance leave from the following year may be sanctioned as a
special case to the extent of accrued leave as on date with the prior sanction of
General Manager and above only.
2. Advance: If the employee takes any advance salary it is shown in the remarks
column.
3. Transfer Order: After joining if a requirement is seen in any other particular area
he is posted there or if the employees needs transfer due to some problems and the
particular vacancy is available then he is transferred there.
4. New Joining: If any new employee joins his particulars are entered in the
recorded.
5. Left: Terminated, Absconded, Resigned type of employees comes under this
category.
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IVRCL
Contract labour is included but casual labour is excluded for counting the
strength of employees.
A newly set-up establishment for an initial period of 3 years from the date on
which such establishment is, or has been set up.
Salary Limit: Rs.6500/- (Inclusive of all allowances getting through salary slip)
Date of Eligibility: From the Date of joining onwards irrespective of whether he/she
is already member or not.
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IVRCL
12 % sub divided
into
3.67% EPF
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Obligation of Employees:
-
Allow the employer to deduct the employees contribution every month and
deposit the same with the PF Commissioner.
The employer has to submit the above said documents at the nearest authorized SBI
Bank along with the challans by 15th of every month. Bank keeps 2 challans for their
reference in which 1 challan is sent to the Regional PF Office and returns the other 2
challans to the employer. The employer with two challans files 1 each to the copy of
the submitted documents and forwards 1 set of file to the Regional PF Office by 25 th
of every month and maintains a set for acknowledgement purpose.
Documents required for annual returns:
-
Form 6A
Form 3A
Official Covering letter
Reconciliation Statement
The employer has to submit the above said documents at the Regional PF
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IVRCL
Note: In the remarks column of the return the date of appointment and the date of
leaving service should be duly filled-in.
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Benefit Period
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IVRCL
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Maximum Gratuity should not exceed Rs. 3, 50, 000
Wage means whatever you are calculating for EPF purpose.
Eligibility: After completion of 5 years total service (for this purpose 6 months and
above can be rounded off to full years services and less than 6 months need not be.).
For eligibility, it is after 5 year service, but for payment, from the date of joining, the
period will be taken into calculation. In death case, this 5 year services is waived off
that means, if an employee dies after completion of 3 year total service, his nominee
is eligible to get 3 years Gratuity amount from the organization. Employer is to take
Nomination Form as per rules from the employee concerned once he completes one
year service from the date of joining. Forfeiture or Deductions are allowable from the
Gratuity amount as per provisions stipulated in the Act.
The Maternity Benefit Act, 1961
Objectives
The Maternity Benefit Act, 1961, aims at regulation of employment of women
employees in certain establishments for certain periods before and after child birth
and provision of maternity and certain other benefits. Some State Acts also provide
for additional benefits such as free medical aid, maternity bonus, provisions of
crches, additional rest intervals, etc.
Scope and Coverage
The Act extends to the whole of India and is applicable to every factory, mine
or plantation (including those belonging to Government) and an establishment
engaged in the exhibition of equestrian, acrobatic and other performances,
irrespective of the number of employees, and to every shop or establishment wherein
10 or more persons are employed or were employed on any day of the preceding 12
months. The State Government may extend the Act to any other establishment or
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IVRCL
However, the Act does not apply to any such factory/other establishment to which the
provisions of the Employees State Insurance Act are applicable for the time being.
But where the factory/ establishment is governed under the E.S.I Act, and the woman
employee is not qualified to claim maternity benefit under section 50 of that Act,
because her wages exceed Rs. 3,000 p.m. (or the amount so specified u/s 2(9) of the
ESI Act), or for any other reason, then such woman employee is entitled to claim
maternity benefit under this Act till she becomes qualified to claim maternity benefit
under this Act till she becomes qualified to claim maternity benefit under the E.S.I
Act.
Employees Entitled
Every woman employee, whether employed directly or through a contractor, who has
actually worked in the establishment for a period of at least 80 days during the 12
months immediately preceding the date of her expected delivery, is entitled to receive
maternity benefit.
The qualifying period of 80 days shall not apply to a woman who has immigrated into
the State of Assam and was pregnant at the time of immigration.
For calculating the number of days on which a woman has actually worked during the
preceding 12 months, the days on which she has been laid off or was on holidays with
wages, shall also be counted. There is neither a wage ceiling for coverage under the
Act not there is nay restriction as regards the type of work a woman is engaged in.
Female workers engaged on casual basis or on muster roll on daily wages are also
entitled to benefit under the Act since there is nothing in the Act which confers the
benefit only on regular woman employees.
Amount of Benefit
The maternity benefit is payable to a woman worker at the rate of average daily
wages for the period of her actual absence, during the benefit period. Wages for his
purpose includes basic wages, dearness and house rent allowance, incentive bonus
and money value of concessional supply of food grains and other articles.
If a woman dies during the benefit period, the benefit is payable(i)
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up to and including the day of her death, in case she dies without
IVRCL
(ii)
for the entire period, in case she dies after delivering the child; or
(iii)
up to and including the day of childs death, in case the child also dies
during that period.
The benefit is payable for a maximum period of 12 weeks of which not more
than six weeks shall precede the date of her expected delivery.
Payment of Maternity Benefit
The employer is liable to pay the amount of maternity benefit for the period preceding
the date of expected delivery, in advance to the woman employee on production of the
proof of pregnancy (in the prescribed form). The balance of amount due for the
subsequent period should be paid within 48 hours of production of proof of delivery
(in the prescribed form).
The Workmens Compensation Act, 1923
Objectives
The Workmens Compensation Act, 1923, aims to provide workmen and /or their
dependents some relief in case of accidents arising out of and in the course of
employment and causing either death or disablement of workmen.
Scope and Coverage
The Act extends to the whole of India and tie applied to railways and other transport
establishments, factories, establishments engaged in making, altering, repairing,
adapting, transport or sale of any article, mines, docks, establishments engage in
constructions, fire-brigade, plantations, oilfields and other employments listed in
Schedule II of the Act. The workmens Compensation (Amendment) Act, 2000 w.e.f.
8.12.2000 has brought all the workers within its ambit irrespective of their nature of
employment i.e. whether employed on casual basis or otherwise than for the purposes
of the employers trade or business. For the first time, casual labourers will be
provided compensation for death or disability. Earlier the Workmens
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IVRCL
Compensation (Amendment) Act, 1995 extended the scope of the Act to cover
workers of newspaper establishments, drivers cleaners, etc. working in connection
with a motor vehicle, workers employed by Indian companies abroad, persons
engaged in spraying or dusting of insecticides or pesticides in agricultural operations,
mechanized harvesting and thrashing, horticultural operations, and doing other
mechanical jobs.
liquefied petroleum gas or any other mechanical device, in the process of cooking are
covered. Establishments which are covered by the Employees State Insurance Act,
outside the purview of this Act.
Employees Entitled
Every employee (including those employed through a contractor and also casual
employees), who suffers an injury in any accident arising out of and in the course of
his employment, shall be entitled for compensation under the Act.
The interpretation of the definition of workman should be on purposive approach,
and not on the orthodox approach. A person employed in a factory which is yet to
commence production would not be deprived of the benefit of the provisions of the
Act. The workman employed in a premises where manufacturing
process is intended to be carried on is not necessarily required to be actually
connected with manufacturing process. Any person engaged in such premises who is
contributing for the intended manufacturing process would be deemed to be workman
for the purpose of the Act.
Amount of Compensation
The amounts of compensation payable by the employer shall be calculated as follows;
(a) In case of death.
Relevant
Factor
59
or
Rs.
(80,000),
IVRCL
whichever is more.
And Rs. (2,500) for funeral
expenses.
relevant factor
specified under Schedule I.
whichever
is more.
the
percentage of the loss in earning
capacity
(specified in Schedule I)
(d) In case of partial permanent
Such
percentage
of
the
compensation
payable in case (b) above, as is
proportionate to the loss of
earning capacity
Notes:
(i) Relevant Factor for calculation of the amount of compensation have been
specified in Schedule IV of the Act.
(ii) Where the monthly wages of an employee exceed Rs. 4000; his monthly
wages for the purposes of case (a) and 9b) above, shall be deemed to be Rs. 4000
only.
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IVRCL
(a) Where the workman has been in continuous service of the employer for a
period of atleast 12 months preceding the accident.
Monthly Wages =
(b) Where the workman has been in continuous service of the employer for a
period of less than 12 months, preceding the accident:
Monthly Wages =
-------------------------------------------------12
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IVRCL
Wages for the purposes of this Act, includes any benefit or perquisite
expressible in terms of money but excludes traveling allowance/concession,
employers contribution to a pension or provident fund or a sum paid to cover
any special expenses incidental to his employment. The definition of wages
is very comprehensive. It includes bonus, night out allowance, dearness
allowance, gratuity, free quarter, food allowance, overtime.
(ii)
Medical Examination
The employer may get the concerned workman examined by a qualified medical
practitioner, within 3 days from receiving the notice of accident. The employer must
present himself for such examination otherwise he shall loose his right to the
compensation.
Failure of employer to have the workman medically examined, does not debar him
from challenging the medical certificate produced by the workman.
HSEQ
62
OBJECTIVE:
-
Quality Awareness
Continual Improvement
Zero accidents
63
workplace.
injuries.
to
the
chairman
of
the
board.
Employees must be trained to work safely. Awareness of safety does not come
naturally. We all need to be trained to work safely. Effective training programs both
teach and motivate employees to be aproductive part of the safety culture.
Safety is a condition of employment. The employer must exhaust every reasonable
means to lead, motivate, train and encourage employees to maintain a safe workplace.
But, in the event the employee refuses to take the actions required to work safely, the
employer must utilize a system of progressive discipline to enforce safety
requirements and ensure the cooperation of the employee, or remove the employee
from the workplace to protect the employee and his/her
co-workers.
All injuries are preventable. Sometimes accidents occur without the apparent
indication of fault or blame. But there is always some chain of events that occurred
64
injuries.
Safety programs must be site-specific with recurring audits of the workplace and
prompt corrective action. The purpose of the workplace audit is to discover and
remedy the actual hazards of the site before they can injure workers. Recurring hazard
analyses, comprehensive inspections and aggressive investigation of accidents or
near-misses discover potential workplace hazards and identify weaknesses in safety
plans, programs, policies and procedures. Safety regulations and generic safety
programs are not sufficient means to discover hazards because they are not specific to
the individual workplace. A safety audit program is site-specific. Whenever a safety
deficiency is found, prompt action is required both to overcome the hazard and to
reinforce
the
message
that
safety
is
priority.
Safety is good business. Reducing workplace injuries and illnesses reduces the costs
of workers compensation, medical expenses, potential government fines and
litigation expenses. Effective workplace safety is not an expense. It is an asset. A
properly managed safety culture based on these eight principles of workplace safety
will produce employees who participate actively in training, identify and alert one
another and management to potential hazards and feel a responsibility for their safety
and the safety of others. Accepting safety as an ethical responsibility demonstrates a
sincere concern for each employee, which establishes the foundation for an effective
safety culture
Integrated Management System (IMS) Policy
IVRCL infrastructures & projects Ltd. Is implementing IMS with the following
philosophy:
Service quality
Customer satisfaction
Leadership objectives
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IVRCL
Safety Helmet
Eye & Face Protection
Dust mask
Ear Muffs/Earplug
Safety Belt & Harness
Foot and Leg Protection
Safety Nets
Eye wash Fountains
66
IVRCL
67
NO.OF RESPONSE
LESS THEN 5 DAYS
5 DAYS
6 DAYS
7 DAYS
TOTAL
NO.OF
RESPONDENTS
0
0
18
2
20
PERSENTA
GE
0
0
90
10
100
IVRCL
Interpretation:
90% of the employees are working 6 day in a week.
10% of employees are working 7 days in a week.
From the above analysis we can know that the employees are working 6 days in a week
and 10% of employees are 7 days a week. And they need some rest, at least 2 Saturdays
in a month to spend with their families.
NO.OF RESPONSE
7-8 HOURS
8-9 HOURS
9-10 HOURS
10-12 HOURS
MORE THEN 12
5 HOURS
TOTAL
68
NO.OF
RESPONDENTS
3
9
5
3
PERSENTA
GE
15
45
25
15
0
20
0
100
IVRCL
Interpretation:
15% of employees are working 7-8 hours per day.
45% of employees are working 8-9 hours per day.
25% of employees are 9-10 hours.
15% of employees are 10-12 hours.
From the above analysis we can know that the maximum no of employees are working
more than 8 hours to reach their targets in time by setting goals and also working more
effectively and efficiently to increase the company standards in quality. ( for this at least
they should have the flexible staring time).
3. Do you generally feel you are able to balance your work life.
S.NO
NO.OF RESPONSE
1 YES
2 NO
TOTAL
69
NO.OF
RESPONDENTS
PERSENTA
GE
15
37
5
13
20
50
IVRCL
Interpretation:
37% of employees are saying yes.
13% of employees are saying no.
From the above analysis we can know that maximum no of employees are having the
good work life balance, and 13 percent of employees are saying no.
4. How do you feel about the amount of the time you spend at work.
S.NO
1
2
3
70
NO.OF RESPONSE
VERY UNHAPPY
UNHAPPY
INDIFFERENT
NO.OF
RESPONDENTS
PERSENTA
GE
1
5
1
5
5
25
IVRCL
11
2
20
55
10
100
Interpretation:
5% employees feel very unhappy.
5% employees feel unhappy.
25% employees feel indifferent
55% employees feel happy
10% employees feel very happy
From the above analysis we know that half of the employees are happy with the time they
are spending in office and 25% of employees are indifferent and rest of them are
unhappy.
71
NO.OF
RESPONDENTS
PERSENTA
GE
2
10
2
10
IVRCL
16
20
80
100
Interpretation:
80% of employees are in to entertainment
10% are doing Yoga
10% are Reading books
From the above analysis we can know that 80 Percent of employees are in to different
entertainment programs to take out there stress and rest of them are doing Yoga and
reading books.
72
NO.OF
RESPONDENTS
PERSENTA
GE
2
10
IVRCL
7
11
20
35
55
100
Interpretation:
55% of employees are not aware the separate policy for work life balance
35% of employees have said no
10% of employees have said yes
From the above analysis we can know that half of the employees are not aware of work
life balance policy in company, 35 percent have said NO and 10% have said YES.
7. Does your organization provides you with following additional work provision.
(i). Telephone for personal use.
S.NO
73
NO.OF RESPONSE
NO.OF
PERSENTA
IVRCL
RESPONDENTS
1 YES
2 NO
TOTAL
GE
2 6
15
17
44
100
Interpretation:
From the sample size 20, 17 members have gave the response for this question
Only 6% have got cells for personal use
44% have said NO
74
NO.OF RESPONSE
NO.OF
PERSENTA
IVRCL
RESPONDENTS
1 YES
2 NO
TOTAL
GE
6
10
16
19
31
51
Interpretation:
From the sample size 20, 16 members have gave response for this question
19% of employees have the counseling service
31% are saying NO they dont have counseling service
From the above analysis we can know that maximum no of employees are not taking part
in counseling, very less percent of employees are going for counseling.
75
IVRCL
NO.OF
RESPONDENTS
PERSENTA
GE
11
32
6
18
17
50
Interpretation:
From the sample size of 20, 17 members have gave the response
32% are saying YES they have the regular health checkup in office
18% are saying NO.
From the above analysis we can know that there is a regular health checkup is going on in
office and some of the employees are not taking part in.
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IVRCL
NO.OF
RESPONDENTS
PERSENTA
GE
5
17
10
33
15
50
Interpretation:
From the sample size 20, 15 members have responded for this question
17% of employees have agreed there are family support programs
33% of employees have disagreed for this
From the above analysis we can know that very less no of employees are taking part in
family day and other programs.
77
NO.OF RESPONSE
YES
NO
YES BUT NO TIME
TOTAL
IVRCL
NO.OF
RESPONDENTS
4
5
7
16
PERSENTA
GE
25
31.25
43.75
100
Interpretation:
25% of employees are saying YES
44% of employees are YES but no Time
31% of employees are saying NO
From the above analysis we can know that there is a facility provided by company but
there is no time for them to go.
78
IVRCL
NO.OF
RESPONDENTS
PERSENTA
GE
4
14
10
36
14
50
Interpretation:
From the sample size 20, 14 have responded for this question
14% of employees have said yes there is relocation facility
36% of employees have said no
From the above analysis we can know that maximum no of employees have said there is
no relocation facility and choices in company.
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IVRCL
(vii). Transportation
S.NO
NO.OF RESPONSE
1 YES
2 NO
TOTAL
NO.OF
RESPONDENTS
PERSENTA
GE
3
9
14
41
17
50
Interpretation:
9% of employees have said YES
41% of Employees have said there is no transportation facility in company
From the above analysis we can know that maximum no of employees are saying there is
no transportation facility in company.
80
IVRCL
NO.OF RESPONSE
CARRYING HOME MADE
1 FOOD
FOOD FROM
2 ORGANIZATIONS CAFTERIA
3 OTHERS
TOTAL
NO.OF
RESPONDENTS
PERSENTA
GE
18
90
2
0
20
10
0
100
Interpretation:
90% of employees are carrying home made food
10% of employees taking food from organization cafeteria
From the above analysis we can know that 90 percent of employees are carrying the
home made food and not preferring for cafeteria.
81
IVRCL
8 .(ii). Are you satisfied with quality of food, In which the company is contributing 20.Rs
and employee contribution is 15. Rs.?
S.NO
NO.OF RESPONSE
1 YES
2 NO
TOTAL
NO.OF
RESPONDENTS
PERSENTA
GE
7
21
10
29
17
50
Interpretation:
From the sample size 20, 17 members have responded for this question
21% of employees have said yes
29% of employees have said no
From the above analysis we can know that more then half employees are saying no
And there should be some improvement in quality.
82
IVRCL
9. Do you feel work life balance policy in the organization should be customized to
individual needs.
S.NO
1
2
3
4
NO.OF RESPONSE
STRONGLY AGREE
AGREE
INDIFFERENT
DISAGREE
STRONGLY
5 DISAGREE
TOTAL
NO.OF
RESPONDENTS
4
10
3
2
PERSENTA
GE
20
50
15
10
1
20
5
100
Interpretation:
20% of employees have strongly agreed for this
50% of employees are agreed for this
Rest of them are indifferent and disagreed
From the above analysis we can know that maximum no of employees are agreeing that
the work life balance policy should be customized for individual needs.
83
IVRCL
NO.OF
RESPONDENTS
PERSENTA
GE
13
32
7
18
20
50
Interpretation:
32% of employees are saying yes
18% of employees are saying no
From the above analysis we can know that maximum no of employees are feeling that its
again Monday
And less no employees are not feeling.
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IVRCL
11. Are you aware of welfare program and committee members and procedures.
S.NO
NO.OF RESPONSE
1 YES
2 NO
THERE BUT NOT
3 AWARE
TOTAL
NO.OF
RESPONDENTS
PERSENTA
GE
8
40
4
20
8
20
40
100
Interpretation:
40% of employees are aware of welfare programs and committee members.
40% are saying there but not aware
20% are saying no
From the above analysis we can know that half of the employees are saying welfare
programs there but not aware of it and 20 percent are saying no.
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IVRCL
12. How quickly you get the response from HR department.( requirements, complaints
and other problems).? (Exclude HR department).
S.NO
1
2
3
4
NO.OF RESPONSE
QUICKLY
VERY QUICKLY
LATE
VERY LATE
TOTAL
NO.OF
RESPONDENTS
14
2
0
0
16
PERSENTA
GE
87.5
12.5
0
0
100
Interpretation:
87% of employees are saying they get quick response from HR department
13% of employees are saying we get very quick response.
From the above analysis we can know that Home department is giving the good & quick
response to other departments in organization.
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IVRCL
13. Do you think that if employees have good work-life balance the organization will be
more effective and successful.
S.NO
NO.OF RESPONSE
1 YES
2 NO
TOTAL
NO.OF
RESPONDENTS
PERSENTA
GE
18
45
2
5
20
50
Interpretation:
45% of employees are saying yes
5% are saying no
From the above analysis we can know that if employees have good work life balance.
The organization will also run effectively.
87
IVRCL
14. Work and personal life both depends on time factor, how you balance both.?
Some of the employees have gave the response for the above question like this
88
IVRCL
FINDINGS
From the table 1&2, it is inferred that weekly most of the employees are working
more then regular timings.
From the table 3, it shows that employee work life balance in IVRCL is good,
with the policies and procedures.
From the table 4, the working environment is very good and the employees are
not feeling stress in office with that they are not feeling its again Monday.
From table 5, most of the employees are going for entertainment programs
From table 6, can know that there will be no separate work life balance in any
company but have to balance the employees work life with company policies and
procedures.
From table 7, company is providing Health programs, family support programs,
exercise facilities, relocation facilities & choices but no transportation.
From table 8, Organization is providing the food in cafeteria by contributing 20
Rs per plate
From table 9, the policies for work life balance should be customized to
individual needs.
From table 11, most of the employees are not aware of welfare programs.
from table 12, the response goes from HR department is very quick.
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IVRCL
SUGGESTIONS
As a result of the data analysis and interpretation, here are some suggestions to improve
the Employee work life balance at IVRCL.
The effective employee work life have better organizational commitment which
leads to better production output and minimum employee turnover.
Continue with the environment and sanitation hygiene facilities as the employees
are very much satisfied with them.
Quality of food in the canteen must be improved so that it will satisfy the
employee tastes.
90
IVRCL
CONCLUSION
From the study its clear that employee work life balance in IVRCL is good, But there is a
small gap from employee satisfaction to company.
To win the competition and getting success in present market, and the success gets
only from hard work, for the success know more than others, work more than
others & expect less than others(Williams Shakespeare).
There may be several reasons for not providing the transportation, employees are
willing that at least they should have flexible starting time in morning within one
hour.
The companies contribution in employees meals is 20.Rs and employee
contributing 15.Rs , there should be some improvement in quality wise
Since employees are the backbones of the company so company should satisfy
them in order to improve the business in higher competitive world.
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IVRCL
BIBILIOGRAPHY
WEBSITES
www.ivrcl.com
www.ezine.articles.com
www.citehr.com
www.scribd.com
www.hrvillage.com
JOURNALS
NHRD
MIHIR
92
IVRCL
ANNEXTURE
QUESTIONNAIRE ON WORK LIFE BALANCE
I am P.NARESH KUMAR student of (PGDM) Dhruva college of management .kindly
requesting you to fill the following questionnaire with the suitable options provided and
your opinion. This is only for my survey purpose but not for any other use, and the
information collected shall be put in confidential.
NAME:
GRADE:
DEPARTMENT:
1. How many days in a week do you normally work?
a) Less than 5 days
b) 5 days
c) 6 days
d) 7 days
b) 8-9 hours
c) 9-10 hours
d) 10-12 hours
e) More than 12
3. Do you generally feel you are able to balance your work life?
a) Yes
b) No
4. How do you feel about the amount of time you spend at work?
a) Very unhappy
b) Unhappy
c) Indifferent
d) Happy
e) Very happy
93
b) Meditation
c) Entertainment
d) Others, specify_________.
b) No
IVRCL
c) Not aware
(ii). If, yes what are the provisions under the policy?
a) Flexible starting time
b) Flexible ending time c) Flexible hours in general
d) Holidays/paid time-off e) Job sharing f) Career break/sabbaticals g) Others,
specify________
7. Does your organization provide you with following additional work provisions?
i) Telephone for personal use
j) Counseling services for employees
k) Health programs
l) Parenting or family support programs
m) Exercise facilities
n)Relocation facilities and choices
o) Transportation
p) Others, specify______________.
a)Yes
a)Yes
a)Yes
a)Yes
a)Yes
a)Yes
a)Yes
b)No
b)No
b)No
b)No
b)No
b)No
b)No
(ii) If, b) Are you satisfied with Quality of food, In which the company is contributing
20.Rs and employee contribution is 15.Rs.? a)Yes
b)No
9. Do you feel work life balance policy in the organization should be customized to
individual needs?
a) Strongly agree
e) Strongly disagree
10. Do you ever felt that its again Monday (starting day of week).?
a) Yes
b) No
11.Are you aware of welfare programs and committee members and procedures?
a)Yes
b)No
94
b) Very Quickly
c) Late
d) Very late
95