CHAPTER I

Human resources of management

Human resources of management is a management function that helps management
solution training and develop members for an organization obviously Human Resource
Management is concerned with the people domination in organization.
One thing is certain it is the people who make an organization success or allow it is to be
handling over to or allow it is to be handle over to the board for industrial and financial re
construction (brief)
Who are so called pattern?
How to attack them?
How to motivate them?
HRM refers to a select of program functions and activates designed and carried and in
order to maximize both employee as well as organization effectiveness.
Human Resource Management involves the application mgt principles are applied to
developing maintaining and remunerating employees in organization.
DEFINITION:
According to “E.Fluppo” Human resources management is the planning organization
direction and controlling integration maintenance and separation of human resources to that
individual organizational and social objectives are accomplished
Feature of Human Resource Management:
I) Action Oriental:
Record keeping written procedure and rules to find solution employment problem to help
active organization objectives and facilities employee development and satisfaction.
II) Individual Oriental:
To fill employees needs and works through serious and program

III) Future Oriental:

To help organization active it’s objectives is the feature by providing for complete wall
motivated employees.

1
Importance of Human Resource Management:
i) Good human resources parties can help in attraction and retaining the best
people in the organization planning alert the company to the types of people in
well in the short medium and long run.
ii) Appropriate requirements and selection activities identify best people for
available job and make some they are based in suitable position (Right men
Right jobs)
iii) Performance appraisal and training development individual who needs skills
knowledge and activities different from those they correctively posses.
iv) Good human resources parties can also motivate organizational members to
do outstanding work.
Scope of Human Resource Management
Human Resources of Planning:
The objections of HRP is to ensure the organization has the right type of person at the
right time at right place it must prepare human resources inventory with a view to asses present
and future needs and positive storage three upon HRP must forecast demand and supplier and
identify sources last but not lease HRP must develop strategies long term and short team to meet
the power requirement.
Design of Organization and Job:
This is the right laying down organization structure authority relationship and
responsibilities. This will also means definition of work conduct for each position in the
organization. This is down by job description another important step job specification. We shall
go into the detail of these than shortly job satisfaction identified attributes of person must
suitable for each which is defined by job description.
Selection and Staffing:
This is process of requirement and selection of Staff this involve matching people and
their exception with the job specification and carrier both available within the organization.

2
Training and Development:
This is involve an organize attempt to find out training needs of individual to need
knowledge and skill which is needed not only to perform current job but future of the
organization.
Organization of Development:
This is the important aspect where by developing healthy inter personal and inter group
relationship a synergetic effect is generated in the organization.
Compensation and Benefit:
This is the area of largest and salaries administration where wages and compensation are
fixed scientifically to must fairness and equity criteria, in additions labour welfare measures are
involves which include benefit and services.
Employee Assistance:
Each employee is unique a in character personality expiation and temperament by and
large each one of them face problem everyday some are official in either task and remain worried
such worries must be remove to make him more productivity and happed.
Union Labour Relation:
Healthy industrial and labour relation is very important for handling and productivity in
an organization.
Personnel Resources and information System:
Knowledge on behaviors since and industrial physiological through better insight into
work exception aspiration and behavior advance men in technology of product and production
method have created working environment which are mush different form in past globalization
of economic has increased compensation money false since of organic quire better ideas of doing
a work conveniently by and employee.
OBJECTIVES OF HUMAN RESOURCES MANAGEMENT:
I. Industrial pieces,
II. Active high productivity
III. Improve quality of working life employee
IV. Obtain and sustain competitive advances through empower man

3
I. Industrial Peace:
Which right our peace prospering is not possible what is true for a nation is also true for
an industry or business firm.
If industrial is not secured all the resource men material money and like remine under
utilizing industrial peace is secured by excellent union management relation health inter personal
relationship promotion participate management style and good industrial and labor relation.
II. Activity High Productivity:
The quantity or volume of the major product or services that organization provides which
is called productivity.
Even if an employee is able and knowledge his productivity is directly liked to his level
of motivation.
III. Improve quality of working life of Employee:

i. Intriensive work:
Meaning full go supervisor sense of blanking ness with organization.
ii. Barry identified of [quality of working life]
Autonomy recognition since O blanking ness reward and benefit carrier process and self
development.
iii. Authority:
This extent of freedom action available in the job delegation of authority flexibility of
timing of work etc..,
iv. Recognition:
It is human desire that his value of recognized by others to appreciate the good work done
by him percentage status ego needs identified mar theories motivation others.
v. Sence of Blanking ness:
a. Autonomy and reorganization or close linked.
b. Commencement to organization objectives
c. Implement of employees.
vi. Rewards and benefits:
wages salaries benefit services etc.,

4
vii. carrier process and self development:
An individual Development export organization objective of growth both meet the
greater training and development.

V. OBTAIN OF SUSTAIN COMPETITIVE ADVANTAGE THROUGH

EMPLOYMENT:
 Globalization
 Liberalization
 Reduce price
 Increase quality of product and services
 Ob date the knowledge
 Skill intensive
An individual development export organization objectives of growth both meet the
greater training and development.
i. Capital Investment:
This refers to the effort of the organization to provide best technology and machine show
that such capitals investments inter improve labour productivity.
ii. Innovative Steps:
Some from employees have excellent potentials to improve their productivity.
iii. Learning
This is process of accounting and obtaining specific types of skills needed for the work
this will improve employee productivity.
iv. Motivation:
Productivity is a function of knowledge ability and motivation symbolically this are
related by the following equation.
P = M (A+K)
Where, P = Productivity, M = Motivation
A = Ability, K = Knowledge

5
 Theoretical view of Quality of work life
During 1979, The American society of training and development created a “Task force”
in the quality of work life.
Definition:
According to Cohen & Posenthal. It is an internally defined effort to bring out increase
Labor Management and Co-operation to jointly solve the problem of improving organizational
performance and employee satisfaction”.
 Fair and reasonable compensation.
 Favorable and safer environments.
 Provision of autonomy as well as control for developing human resource.
 Scope for better career opportunities.
 Quality in all levels of organization.
 Ensuring the constitutional guarantee.
 Avoiding frequent disturbance to the work life.
 The social aspects of work life.
Quality of work life has been defined as the quality of relationship between employees
and the total working environment.
Condition in the quality of work life:
 Promote individual learning and development.
 Provide individual with influence and control over what they to and how they do it.
The individuals interesting and meaningful work as a source of personal satisfaction
Evaluation of quality of work life:
 Adequate and fair compensation.
 Safe and healthy environment.
 Development of human capacities.
 Growth and securities.
 Social integration.
 Constitutionalism.
 Total life space.
 Social relevance.

6
Benefits of quality of work life:
The major benefits of the quality of work life include the following.
 That their satisfied and provide employees.
 Efficient, adaptive and profitable organization.
 Great self esteem.
 Improved job satisfaction and involvement.
 Stronger commitment to the organization goal.
 If provides improved physical and psychological health.
 It reduces absenteeism and turnover and fever accident.
 It offers higher quality and quantity of output of goods and services.
Quality of work life in the Indian context:
Quality of work life is one of the major problems facing the developing and the
developed countries. This issue is not one of achieving greater human satisfaction but it also
aims at improving productivity, adaptability and overall effectiveness of organizations.
The recognized purpose is human Technological – organizational interface leads to a
better quality of work life and eventually to an improved quality of life is community & Society.
Improve the quality of work life of the Employee:
i. Interiensive work:
Meaning full go supervisor of blanking ness with organization.
ii. Barry identified of Quality of work life:
Autonomy recognition since blanking ness reward and benefit carrier processent and
self development.
iii. Authority:
There is the extant of freedom action available in the job delegation of authority
flexibility of timing of work etc.
iv. Sence of blankingess:
 Autonomy and recogonasation o r closed link.
 Commencement to organizational objectives.
 Implement of employees.

7
 v. Reward and Benefits.
Wages salaries benefits services etc.,
vi. Carrier process and self development.
An individual development export organization objectives of growth both meet the
greater training and development.
Advantages of Employee’s work life:
 Increased productivity
 Fast production rate and improve
 Reduced supervision of employees
 Better Co-operation of employees
 Increased organizational stability and flexibility
 Reduced accidents
 More job satisfaction

Methods of work quality in Sharda motor Industries Ltd

I. Individual instruction.
His involves devoting personal attention to an employee in order to teach him a
complicated skill.
Eg: To run machine or to perform a complicated assembly operation.
II. Letter Method
It is the most effective for giving to trainees the basic or supplementary equality
technical information on specific subject.
III. Conference
The conference method of training of particularly value an account of its flexibility it
helps problems or changing.
Attitude analysis the employees in the company.
IV. Meeting
The CCSM Meeting are held to exchange information solve immediate problems or to
get ideas of groups.

8
 Eg: Department safety meeting will exit from the employees as have to make machine
operators, more safe have to reduce accidents etc.
Need for quality work:
Work quality is most useful to learn more for the improvements of for life, sub optimal
performances of organization in Government Public and private.
The every winding gab between planning implementation and completion of projects
Technological change necessity actuation of new knowledge ability and mills.
Need for both individuals and organization to grow at rapid peace to meet legend passed
by the global competition.
Importance of work quality life:
 The deficiency is caused by aback of ability rather them and back of maintain to perform.
 The individual involved have the attitude and motivation need to learn to the job better.
 Supervisor and pears or supportive of the desired behavior.
Process in Quality of work life:
We have been the necessity of introducing systematic quality of work life. This consists
of the following steps. There steps are called the process of Quality of work life System.
Process in Quality of work life:
We have been the necessity of introducing systematic quality of work life. This consists
of the following steps. There steps are called the process of Quality of work life system.
 Establish work standard.
 Decide on quality of work method.
 Implement system selected
 Follow up
Problems in Quality of work life:
QWL discussed so far is absolutely valid and reliable as is seen, each method has its over
strengths and weaknesses.
Faulty Managerial Assumption:
Employee quality of work life also suffers from faulty managerial assumption.
1. No significant relationship was found between employees work quality evaluation and
their promotions, transfers, placements etc.,

9
 2. Supervisor took only a ten minutes to complete the quality before is submission.
3. Supervisors revealed some sort of anxiety in appraising their sub – ordinates
4. The evaluation of an employee made by the two rates revealed remarkable variation.
Closely related to Dayal’s finding were the problems reported by some other studies also.
1. Wider variation between raters than between rates.
2. Feedback on employee appraisal found pleasant neither for rate narrate.
3. Most supervisor – rates do not possess the required tact insight to convey employees
constructively have to.
Limitations of Study:
 All the work qualities reflecting the performance and potential of are employee cannot be
qualified accurately as such the rating may become questionable.
 Deferent rater may apply deferent standards in quality and their judgment may defer. This
make the rating incomparable.
 Many raters tend to over emphasis are quality and rate employees on the basis of their
general impression. When deferent rates given different scores for the some group of
employees the reliability of rating is open to doubt.
The process of quality of work life may create extensiveness among employees. Move over,
all quality put emphasis on conformity both democratic and autocratic Managers are given equal
ratings if their work quality ratings are same
Objective of the study:
i. To evaluate the success of training conducted by the organization.
ii. To study the motivational factor this helps to the employee to do better and more work.
iii. To find out the more efficient employees in the organization.
iv. To know the comparative study of the abilities of deferent quality of work life is
employee.
v. To identity the relation between employers and employees.
vi To study about the present policy for promotions and transfer adopted by the company

10
CHAPTER ARRANGEMENT
This research report has been organized into five chapters.
1. Chapter I is an introduction and include the scope of the study, Objective of the study.
and limitation at the study.

2. Chapter II Sharda Motor Industries Limited, contains a theoretical exposition of the

various aspects has been elaborated.

3. Chapter III Review Of Literature and Research Methodology

4. Chapter IV presents the “Analysis and interpretations” this chapter deals with various
table and chart.

5. Chapter V is a conclusion for the organization.

11
 1.1 SCOPE FOR THE FUTURE RESEARCH
The research may be extended in the following directionsalso similar to that of
thisstudy, a study may be carried out with a special focus on the influence of quality of work
lifeof the employees. The present study may be extended to identity the role of psycho-
graphicfactors in the employee’s quality of work life . The research may be extended to the
companies in other industries also. A comparative study may be carried out of find out the
roleof employee welfare in the improvement of performance of the employees in two different
companies in same industry itself. Similar to that of this study, a study may be conducted with a
special focus on the employees at the level of the management. A comparative study may be
conducted to find out the role of quality of work life between companies in two different
industries.

12
 1.2 LIMITATIONS OF THE STUDY
However I shall try my best in collecting the relevant information for my research
report, yet there are always some problems faced by the research.
The prime difficulties which face in collection of information is discussed below
1. Short time period: The time period for carrying out the research was short as result
of which many facts have been left unexplored.
2. Lack of resources: Lack of time and other resources as it was not possible to conduct
survey at large level.
3. Small no. of respondents: Only 100 employees have been chosen which is small
number, to represent whole of the population.
4. Unwillingness of respondents: While collection of the data many consumers were
unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time
for them.
5. Small area for research: The area for study was Sharda Motors Industries Ltd,which is
quite a small area to judge quality of work life.

13
1.3 NEEDS AND IMPORTANCE OF THIS STUDY

This project is to be evaluating the employee quality of work life of the organization.
The need of the study arises to know whether the employees are satisfied with the organization
by finding details of the employee quality of work life of the company can formulated its
decision and strategies to meet the employee welfare and thereby can reap the benefits of
having a satisfied the employee level of welfare on their organization. The major scope of the
study is identifying the employee’s level of welfare of their organization. Therefore this study
will be helpful to the identify the employee’s level of quality of work life towards the
organization on various aspects. This project is basically undertaken by to evaluate the existing
quality of work life of the employees with a view to suggest the management to increase the
employee quality of work life in the organization. The demographic profile relating to the
employees factors employee expect to improve the quality of work life, relationship between
management, employees staff attitudes, policies. Regarding pay and benefits, employee
satisfaction and working conditions are the various are the various areas covered in this study.

14
1.4STATEMENTS OF THE PROBLEM:

Quality of work life does not just happen.HR manager the company is able to know
about the level of quality of work life,it can take necessary measures to improve their
performance. There are the exception, of course sometimes quality of work life does occur
through no effort of the HR. The growing competition in the job market employees loyalty
mandatory for any organization so as to reduce the attrition rate of the employees. The
benefits of making employees satisfied are building a value base and performance oriented
employee thereby making higher profit, and reducing the quality of work life is highly important
for the organization. In this organization the employee’s productivity has come down and
moreover some employees have quit the organization, thereby this is the problem under taken
in this study to find out the welfare level the existing employees.

15
 INTRODUCTION:

Sharda Motor & Our Products:

Sharda Motor is the market leader in manufacturing of Exhaust System, Catalytic

Converter, Independent Front Suspension, Seat Frames, Seat Covers (Two Wheelers & Four
Wheelers), Soft Top Canopies, and Pressed part - Room Air Conditioners body etc.
Sharda Motor has state of the art manufacturing facilities with continuous focus on
new product, innovation and technology upgradation, Research and development.
Under the dynamic leadership and vision of Shri N.D.Relan, the Chairman of the Relan
Group, Shri Rohit Relan, the Managing Director Bharat Seats Ltd and Shri Ajay Relan, the
Managing Director of the Sharda Motor Industries Ltd. with their successful track record &
desire for excellence. Sharda Motor Industries Ltd. is today an industrial force to reckon with in
the Automotive Parts Supplier Industry.

16
 Shri Rohit Relan, MD Bharat Seats
Shri N.D.Relan
Ltd (R)Shri Ajay Relan, MD Sharda
Chairman of Relan Group
Motor (L)

Corporate Value:
Create a highly motivated and competent team of professionals by providing an open,
transparent and challenging environment to work, facilitating empowerment. We will demand
and reward superior performance. Ensure profitable growth and enhance wealth of the
shareholders by continuous innovation and diversification. Manage our operations with sincere
concern for safety & environment

17
Current Product Range:

1. Automotive Exhaust Systems. (for Cars, SUV’s & 3 wheeler)

2. Automotive Catalytic Converters. (for Cars & SUV’s)

3. Independent Front Suspensions for SUV’s.

4. Automotive Canopies for Open Top Vehicles.

5. Automotive Seat Trims for Cars & Two wheelers.

6. Automotive Seat Frames (for four wheelers).

7. Assembly of Front & Rear Axles for Cars & SUV’s

8. Powder Coated Pressed Parts & sub Assemblies for White Goods.

9. Plastic Flexible Hoses for White Goods.

10. Distribution Of High End Car Audio / Home Theatre / Custom Built Units.

18
PRODUCT TITLE:

Exhaust system for Hyundai i10, 120, Getz, Accent..

Tube Mill

Exhaust system for Cummins & Manifold pipe for John Deere

19
 Muffler Assy Comp. for M&M Exhaust Pipe Assy for M&M Alfa Passenger Fuel Tank

Bolero Bolero Assy M&M

Technical Collaboration :

In order to acquire the latest know-how to establish the quality requirements of all customers in
Automobile and White Goods industry, the company has entered in to a technical collaboration
with the world's renowned companies.

We have developed SCORPIO Exhaust System jointly with M/s Mahindra & Mahindra Ltd.,
India and INDIGO Exhaust System has been designed and developed in house for Tata Motors
Limited.

Bosal NV.,Belgium

Technical Collaboration with Bosal Holding - Exhaust System for Logan.

Ricardo Plc., The U.K

Technical Support with Ricardo UK – Exhaust System for W201 M&M

20
Agreement with Ricardo
R&D – Agreement with Ricardo for setting up R&D in India in next five year.
Sejong Industrial Company Limited, Korea
Technical Collaboration with Sejong Industrial Corporation – Republic of Korea
(i) Exhaust System for all HMI models .
(ii) Exhaust System for Mahindra Scorpio.

One of the Best Performing 100PPM Certificate from Supplier Quality Control
500 Mid Size Companies List Hyundai Motors Innovation (SQCI)
2009 Award from Samsung

BEST Co-Operation Award Best Performance Award

4th Year in Succession in Supply Chain
Management from M&M

21
Customers:

Hyundai Motor India - All models M&M Scorpio

M&M Scorpio, Xylo M&M Xylo

M&M SUV other models Mahindra Maxximo LTV

Mahindra Navistar - Trucks Bharat Seat

Greaves Cotton M&M

John Deere MUL

Mahindra Renault Limited - Logan M&M

Tata Motor Nano, Indigo & Marina Samsung

Cummins

22
 CHAPTER-III
REVIEW OF LITERATURE

The American society of training and development created a “Task force” in the quality
of work life.
Walton(1975) Adequate And Fair Compensation, Safe And Healthy Working Conditions,
Immediate Opportunity To Use And Develop Human Capacities, Opportunity For Continued
Growth And Security, Social Integration In The Work Organization, Constitutionalism In The
Work Organization, Work And Total Life Space And Social Relevance Of Work Life.
Stein (1983) Autonomy or being independent Being recognized and prized Belonging
Progression and development External reward.
Levine, Taylor and Davis(1984) Respect from supervisor and trust on employee’s
capability Change of work Challenge of the work Future development opportunity arising from
the current work Self esteem Scope of impacted work and life beyond work itself Contribution
towards society from the work.
Mirvis and Lawler (1984) safe work environment, equitable wages, equal employment
opportunities and opportunities for advancement.
Baba and Jamal(1991) Job satisfaction, job involvement, work role ambiguity, work role
conflict, work role overload, job stress, organizational commitment and turn-over intentions.

CAI Hui-ru(1994) Living quality compensation, welfare, work safety, work protection Social
quality the relationship with the boss, colleagues, and customers Growth quality participation
management, promotion, self-growth, self-esteem and work characteristic.
Lau RSM, Bruce EM (1998) Job security Reward systems Training Carrier advancements
opportunities Participation in decision in decision making.
Ellis and Pompli (2002) poor working environments, resident aggression, workload,
innability to deliver quality of care preferred, balance of work and family, shiftwork, lack of
involvement in decision making, professional isolation, lack of recognition, poor relationships
with supervisor/peers, role conflict, lack of opportunity to learn new skills.

23
CHEN Jia-sheng, FAN Jing-li(2003) Working environment Salary and bonus Welfare
Promotion Work nature Training and development Leadship style of the boss Cooperation
among colleagues Enterprise image Communication Organizational regulations Organization
climate and culture Working time and workload.

24
 3.1RESEARCH METHODOLOGY OF STUDY

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may be understood
has a science of studying how research is done scientifically. In it we study the various steps
that all generally adopted by a researcher in studying his research problem along with the logic
behind them. The scope of research methodology is wider than that of research method.
Meaning of Research:
Research is defined as “a scientific & systematic search for pertinent information on a
specific. “Research is an art of scientific investigation. Research is a systemized effort to gain
new knowledge. It is a careful inquiry especially through search for new facts in any branch of
knowledge. The search for knowledge through objective and systematic method of finding
solution to a problem is a research.
3.1.2RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of the certain
a manner that aims to combine relevance to the research purpose with economy in procedure.
In fact, the research is design is the conceptual structure within which researches conducted; it
constitutes the blue print of the collection, measurement and analysis of the data. As search
the design includes an outline of what the researcher will do from writing the hypothesis and its
operational implication to the final analysis of data.
3.1.3SAMPLE SIZE:
The study sample constitutes 100 respondents constituting in the research area.

Sampling Area
The study is conducted inemployees of sharda motor industries ltd.
Sampling Design
The researcher has used probability sampling in which stratified random sampling is used.
3.1.4 Collection of Data
Most of the data collected by the researcher is primary data through personal interview,
where the researcher and the respondent operate face-to-face.

25
3.1.5 Research Instrument
The researcher has used a structured questionnaire as a research instrument tool which
consists of open ended questions, multiple choice and dichotomous questions in order to get
data. Thus, Questionnaire is the data collection instrument used in the study. All the questions
in the questionnaire are organized in such a way that elicits all the relevant information that is
needed for the study.
SAMPLING PROCEDURE:
Finally, the research must decide the type of sample he will use i.e he must decide about the
technique or procedure stands for the sample design itself. The following are some of the
characteristics of goods sample design.
 Sample design must result in a truly representative sample.
 Sample design must be such which results in a small sampling error.
 Sample design must be valuable in the context to funds available for the research study.
 Sample design must be such so that systematic bias can be controlled in a better way.
 Sample should be such that the results of the sample study can be applied, in general, for
the universe with a reasonable level of confidence.
METHODS OF SAMPLING:
Random sampling of 200 workers from various department of the company. 50% of
employees from each department are considered as sampling.
There is several sample designs out of which the researcher must choose one for his
study. Convenience simplifying was used for the research in order to collect the data from
worker. In this method, the sample must are chosen primarily on the basis of the convenience to
the investigator.

3.1.6 Statistical Tool

The statistical tools used for analyzing the data collected are percentage method, chi-square
mean bar diagrams.

26
 CHAPTER – IV
TABLE 4.1
AGE WISE CLASSIFICATION OF RESPONDENTS

No Of
S. No. Particulars Percentage
Respondents

1 20 - 30 years 28 28

2 30 - 40 years 32 32

3 Above 40 years 40 40

Total 100 100

Interface:
From the table, it reveals that 40% of the respondents belong to the age group above 40
years, 32% belong to the age group between 30 – 40 years are 28% belong to the age group
between 20 – 30 years. Majority of the respondents are years. Majority of the respondents are
above 40 years of age.

27
 DIAGRAM 4.1

AGE
120

100

80

60

40

20

0
20 - 30 years 30 - 40 years Above 40 years Total

28
 TABLE 4.2
GENDER WISE CLASSIFICATION OF RESPONDENTS

No of
Sl. No. Particulars Percentage
Respondents

1 Male 86 86

2 Female 14 14

Total 100 100

Interface:
From the above table, it reveals that 86% of the respondents are male employees and 14%
respondents are female employees.

29
 DIGRAM 4.2

GENDER
120

100

80

60
Percentage
40

20

0
Male Female Total

30
 TABLE 4.3
MARITAL STATUS – WISE CLASSIFICATION OF RESPONDENTS

No Of
Sl. No. Particulars Percentage
Respondents

1 Married 66 66

2 Unmarried 34 34

Total 100 100

Interface:
The above table shows that 66% of the respondents are married and 34% of the
respondents are unmarried.

31
 DIAGRAM 4.3
MARITAL STATUS

MARITAL STATUS
120

100

80

60
Percentage
40

20

0
Married Unmarried Total

32
 TABLE 4.4
EXPERIENCE – WISE CALSSIFICATION OF RESPONDENTS

No Of
Sl. No. Particulars Percentage
Respondents

1 Below 3 years 22 22

2 Below 10 years 38 38

3 Above 10 years 40 40

Total 100
100

Interface:
The above table shows that 40% of the respondents are experienced above 10 years. 38%
of the respondents are experienced below 10 years and 22% of the respondents below 3 years.

33
 DIAGRAM 4.4

EXPERIENCE
120

100

80

60

40

20

0
Below 3 years Below 10 years Above 10 years Total

34
 TABLE 4.5
EDUCATIONAL – WISE CLASSIFICATION OF RESPONDENTS

No Of
Sl. No. Particulars Percentage
Respondents

1 Below SSLC 22 22

2 HSC 38 38

3 UG/Diploma 34 34

4 BE 6 6

Total 100 100

Interface:
The above table shows that 32% of the respondents are primary school, 38% of the
respondents are high school, 34% of the respondents are UG degree holders and 6% of the
respondents are BE degree holders.

35
 DIAGRAM 4.5

EDUCATIONAL QUALIFICATION
120

100

80

60

40

20

0
Below SSLC HSC UG/Diploma BE Total

36
 TABLE 6.1
TABLE SHOWING THE WELFARE MEASURES PROVIDE BY THE
COMPANY
VENTILATION – WISE CLASSIFICATION

No of
Sl. No. Particulars Percentage
Respondents

1 Excellent 48 48

2 Good 20 20

3 Moderate 24 24

4 Fair 4 4

5 Poor 4 4

Total 100 100

Inference:
From the above table, we can infer that 48% of the respondents say excellent for the
ventilation, 24% of the respondents say moderate, 20% of the respondents say good 4% of the
respondents say fair and 4% of the respondents says poor.

37
 DIAGRAM 6.1

VENTILATION
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

38
 TABLE 6.2
TABLE SHOWING THELIGHTING WISE CALSSIFICATION OF
RESPONDENTS

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 52 52

2 Good 36 36

3 Moderate 8 8

4 Fair 4 4

5 Poor 0 0

Total 100 100

Inference:
From the above table, we can infer that 52% of the respondents say excellent for lighting,
36% of the respondents say well, 8% of the respondents say fair and 4% of the respondents say
moderate.

39
 DIAGRAM 6.2
LIGHTINGS

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

40
 TABLE 6.3
TABLE SHOWING THE CLEANLINESS – WISE CLASSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 56 56

2 Good 20 20

3 Moderate 16 16

4 Fair 8 8

5 Poor 0 0

Total 100 100

Inference:
From the above table, we can infer that 56% of the respondents says excellent for
cleanliness, 20% of the respondents says well, 16% of the respondents says moderate and 8% of
the respondents says fair.

41
 DIAGRAM 6.3
WELFARE MEASURES

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

42
 TABLE 6.4
TABLE SHOWING THE DRINKING WATER – WISE CLASSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 12 12

2 Good 28 28

3 Moderate 20 20

4 Fair 32 32

5 Poor 8 8

Total 100 100

Inference:
From the above table, we can infer that 32% of the respondents says fair for the drinking
water, 28% of the respondents says good, 20% of the respondents says moderate, 12% of the
respondents says excellent and 8% of the respondents says poor.

43
 DIAGRAM 6.4
DRINKING WATER

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

44
 TABLE 6.5
TABLE SHOWING THE CANTEEN – WISE CALSSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 12 12

2 Good 28 28

3 Moderate 52 52

4 Fair 6 6

5 Poor 2 2

Total 100 100

Inference:
From the above table, we can infer that 52% of the respondents say moderate for canteen,
28% of the respondents says good, 12% of the respondents says excellent, 6% of the respondents
says fair and 2% of the respondents says poor.

45
 DIAGRAM 6.5
CANTEEN

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

46
 TABLE 6.6
TABLE SHOWING THE WORKING SPACE – WISE CALSSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 52 52

2 Good 28 28

3 Moderate 10 10

4 Fair 6 6

5 Poor 4 4

Total 100 100

Inference:
From the above table, we can infer that 52% of the respondents says excellent for
working space, 28% of the respondents says good, 10% of the respondents says moderate, 6% of
the respondents says fair and 45 of the respondents says poor.

47
 DIAGRAM 6.6
WORKING SPACE

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

48
 TABLE 6.7
TABLE SHOWING THE VEHICLE PARKING – WISE CLASSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 56 56

2 Good 36 36

3 Moderate 6 6

4 Fair 2 2

5 Poor 0 0

Total 100 100

Inference:
From the above table, we can infer that 56% of the respondents says excellent for vehicle
parking, 36% of the respondents says good, 6% of the respondent says moderate and 2% of the
respondents says fair.

49
 DIAGRAM 6.7
VEHICLE PARKING

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

50
 TABLE 6.8
TABLE SHOWING THE TOILET FACILITIES – WISE
CLASSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 48 48

2 Good 28 28

3 Moderate 10 10

4 Fair 12 12

5 Poor 2 2

Total 100 100

Inference:
From the above table, we can infer that 48% of the respondents says excellent Toilet
facilities, 28% of the respondents says good, 12% of the respondents says fair 10% of the
respondents says moderate and 2% of the respondents says poor.

51
 DIAGRAM 6.8
TOILET FACILITIES

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

52
 TABLE 6.9
TABLE SHOWING THE FIRST AID AND AMBULANCE FACILITIES
WISE CLASSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 60 60

2 Good 28 28

3 Moderate 2 2

4 Fair 8 8

5 Poor 2 2

Total 100 100

Inference:
From the above table, we can infer that 60% of the responds says excellent for first aid
person and ambulance facilities, 28% of the respondents says good, 8% of the respondents says
fair of the respondents says moderate and 2% of the respondents says poor.

53
 DIAGRAM 6.9
FIRST AID AND AMBULANCE FACILITIES

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

54
 TABLE 4.6
TABLE SHOWING THE SAFETY EQUIPMENTS

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 52 52

2 Good 38 38

3 Moderate 6 6

4 Fair 2 2

5 Poor 2 2

Total 100 100

Inference:
From the above table, we can infer that 52% of the respondents says excellent for the
rating the safety equipments, 38% of the respondents says good 6% of the respondents says
moderate, 2% of the respondents says fair, and 2% of the respondents says poor.

55
 DIAGRAM 4.6
SAFETY EQUIPMENTS

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

56
 TABLE 4.7
TABLE SHOWING THE RESTROOM WISE CLASSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 50 50

2 Good 38 38

3 Moderate 10 10

4 Fair 2 2

5 Poor 0 0

Total 100 100

Inference:
From the above table, it we can infer that 50% of the responds says excellent, 28% of the
respondents says good, 10% of the respondents says moderate and remaining 2% of the
respondents says fair.

57
 DIAGRAM 4.7
REST ROOM

Percentage
120

100

80

60
Percentage

40

20

0
Excellent Good Moderate Fair Poor Total

58
 TABLE 4.8
TABLE SHOWING THE LIFT FACILITIES – WISE CLASSIFICATION

No. of the
Sl. No. Particulars Percentage
Respondents

1 Excellent 44 44

2 Good 36 36

3 Moderate 10 10

4 Fair 4 4

5 Poor 6 6

Total 100 100

Inference:
From the above table, it we can infer that 44% of the responds says excellent, 36% of the
respondents says good, 10% of the respondents says moderate 6% of the respondents says fair
and remaining 4% of the respondents says poor.

59
 DIAGRAM 4.8
LIFT FACILITES

Percentage
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

60
 TABLE 4.9
TABLE SHOWING THE RATING OF THE PAY STRUCTURE WISE
CLASSIFICATION

No of
Sl. No. Particulars Percentage
Respondents

1 Excellent 25 25

2 Good 26 26

3 Moderate 15 15

4 Fair 18 18

5 Poor 16 16

Total 100 100

Inference:
From the above table, we can infer that 15% of the respondents says moderate of the
rating of the pay structure, 25% of the respondents says excellent, 16% of the respondents says
poor and 18% of the respondents says fair, 26% of the respondents says good.

61
 DIAGRAM 4.9
RATING OF THE PAY STRUCTURE

RATING OF THE PAY STRUCTURE

120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

62
 TABLE 4.10
TABLE SHOWING THE ADEQUATE INFORMATION TO ATTEND
THEIR JOB WISE
CLASSIFICATION

No Of
Sl. No. Particulars Percentage
Respondents

1 Excellent 48 48

2 Good 32 32

3 Moderate 6 6

4 Fair 10 10

5 Poor 4 4

Total 100 100

Inference:
From the above table, we can infer that 48% of the respondents says that management
always provided adequate information to attend their job, 32% of the respondents says frequent,
10% of the respondents says fair and 6% of the respondents never, 4% of the respondent says
rarely.

63
 DIAGRAM 4.10

ADEQUATE INFORMATION TO
ATTEND THEIR JOB
120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

64
 TABLE 4.11
TABLE SHOWING THE PRESENT COMMUNICATION SYSTEM WISE
CLASSFICATION

No Of
Sl. No. Particulars Percentage
Respondents

1 Excellent 28 28

2 Good 32 32

3 Moderate 30 30

4 Fair 8 8

5 Poor 2 2

Total 100 100

Inference:
From the above table, we can infer that 32% of the responds says good for rating of the
present communication system. 28% of the responds says excellent. 30% of the responds says
moderate, 8% of the respondents says fair and 2% of the respondents says poor.

65
 DIAGRAM – 4.11

PRESENT COMMUNICATION SYSTEM

120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

66
 TABLE 4.12
TABLE SHOWING THE PARTICIPATION IN DECISION MAKING WISE
CLASSIFICATION

Sl. No. Particulars No Of Respondents Percentage

1 Yes 76 76

2 No 24 24

Total 100 100

Inference:
From the above table, it we can infer that 76% of the responds says Yes and 24% of the
responds says No for the participation in decision making.

67
 DIAGRAM 4.12

PARTICIPATION DECISION MAKING

120

100

80

60

40

20

0
Yes No Total

68
 TABLE 4.13
TABLE SHOWING THE SUGGESTION CONSIDERED THE SUPERIOR
SUPERVISORS

Sl. No. Particulars No of Respondents Percentage

1 Yes 88 88

2 No 12 12

Total 100 100

Inference:
From the above table, it we can infer that 88% of the responds says yes and 12% of the
responds says no for the suggestions considered by the superior supervisor.

69
 DIAGRAM 4.13

SUGGESTION CONSIDERED BY
SUPERIOR SUPERVISOR
120

100

80

60

40

20

0
Yes No Total

70
 TABLE 4.14
TABLE SHOWING THE CONSIDERATION OF THE SUGGESTION
WISE CLSSIFICATION

Sl. No. Particulars No Of Respondents Percentage

1 Always 46 46

2 Frequents 20 20

3 Sometimes 14 14

4 Rarely 20 20

5 Never 0 0

Total 100 100

Inference:
From the above table, we can infer that 46% of the responds says the suggestions are
always considered 20% of the respondents says frequently 14% of the respondents says
sometimes and 20% of the respondents says rarely.

71
 DIAGRAM 4.14

CONSIDERATION OF THE
SUGGESTION
120

100

80

60

40

20

0
Always Frequents Sometimes Rarely Never Total

72
 TABLE 4.15
TABLE SHOWING THE GRIEVANCES HEARD FEELINGS RESPECTED
WISE CLASSIFICATION

Sl. No. Particulars No Of Respondents Percentage

1 Always 30 30

2 Frequents 26 26

3 Sometimes 20 20

4 Rarely 18 18

5 Never 6 6

Total 100 100

Inference:
Form the above table, we can infer that 30% of the responds says always for the
Grievance heard and feeling are respected, 26% of the respondents says frequently, 20% of the
responds say sometime, 18% of the respondents say rarely and 6% of the respondents say never.

73
 DIAGRAM 4.15

GRIEVANCES HEARED AND FEELING

RESPECTED
120

100

80

60

40

20

0
Always Frequents Sometimes Rarely Never Total

74
 TABLE 4.16
TABLE SHOWING THE NEED FOR COUNSELING WISE
CLASSIFICATION

No Of
Sl. No. Particulars Percentage
Respondents

1 Yes 40 40

2 No 60 60

Total 100 100

Inference:
From the above table, it we can infer that 60% of the respondents says no and 40% of the
respondents yes for the counseling.

75
 DIAGRAM 4.16

NEED FOR COUNSEILING

120

100

80

60
Percentage

40

20

0
Yes No Total

76
 TABLE 4.17
TABLE SHOWING THE AREA OF COUNSELING WISE
CLASSIFICATION

Sl. No. Particulars No Of Respondents Percentage

1 Personal 34 34

To reduce
2 62 62
stress

3 Others 4 4

Total 100 100

Inference:
From the above table, we can infer that 62% of the respondents need for counseling to
reduce trees, 34% of the respondents says need for personal counseling and remaining 4% of the
respondents says, other counseling.

77
 DIAGRAM 4.17

AREA OF COUSEILING
120

100

80

60

40

20

0
Personal To reduce stress Others Total

78
 TABLE 4.18
TABLE SHOWING THE APPROACH TO SUPERVISRO TO SOLVE
WORK RELATED PROBLEM

Sl. No. Particulars No Of Respondents Percentage

1 Always 60 60

2 Frequent 24 24

3 Sometimes 10 10

4 Rarely 6 6

5 Never 0 0

Total 100 100

Inference:
From the above table, we can infer that 60% of the respondents says always for the
approach to superior to solve problem, 24% of the respondents says frequent, 10% of the
respondents says sometimes 6% of the respondents says rarely.

79
 DIAGRAM 4.18

APPROACH TO SUPERIOR SOLVE WORK

RELATED PROBLEMS
120

100

80

60

40

20

0
Always Frequent Sometimes Rarely Never Total

80
 TABLE 4.19
TABLE SHOWING THE SKILLS AND TALENTS UTILIZED FOR
DISCHARGED THE WORK

Sl. No. Particulars No of Respondents Percentage

1 Always 64 64

2 Frequent 12 12

3 Sometimes 16 16

4 Rarely 6 6

5 Never 2 2

Total 100 100

Inference:
From the above table, we can infer that 64% of the respondents says always for the skills
and talents utilized for discharging the work, 16% of the respondents says sometimes, 12% of the
respondents says frequently, 6% of the respondents says rarely and 2% of the respondents says
never.

81
 DIAGRAM 4.19

SKILLS AND TALENTS UTILIZED FOR

DISCHARGING THE WORK
120

100

80

60

40

20

0
Always Frequent Sometimes Rarely Never Total

82
 TABLE 4.20
TABLE SHOWING THE TRAINING PROGRAME WISE
CLASSIFICATION

Sl. No. Particulars No of Respondents Percentage

1 High Satisfied 44 44

2 Satisfied 36 36

3 Neural 16 16

4 Dis - Satisfied 4 4

High Dis -
5 0 0
Satisfied

Total 100 100

Inference:
Form the above table show that, we can infer that 44% of the respondents highly satisfied
with the training programs given by the company 36% of the respondents says satisfied, 16% of
the respondents says neural, 4% of the respondents says dissatisfied none of the says highly
dissatisfied.

83
 DIAGRAM 4.20

TRANING PROGRAM
120

100

80

60

40

20

0
High Satisfied Neural Dis - Satisfied High Dis - Total
Satisfied Satisfied

84
 TABLE 4.21
TABLE SHOWING THE JOB SECURITY WISE CLASSIFICATION

Sl.
Particulars No Of Respondents Percentage
No.

1 Secured 32 32

2 Highly Secured 60 60

3 Un Secured 0 0

4 No Idea 8 8

Total 100 100

Inference:
From the above table, we can infer that 60% of the respondents are highly secured with
the job, 32% of the respondents say secure and 8% of the respondents say idea.

85
 DIAGRAM 4.21

JOB SECURITY
120

100

80

60

40

20

0
Secured Highly Secured Un Secured No Idea Total

86
 TABLE 4.22
TABLE SHOWING THE MEDICAL FACILITY WISE CALSSIFICATION

Sl. No. Particulars No Of Respondents Percentage

1 Yes 100 100

2 No 0 0

Total 100 100

Inference:
Form the above table, we can infer that 100% of the respondents says for the conduction
of the Medical facility.

87
 DIAGRAM 4.22

MEDICAL FACILITY
120

100

80

60
Percentage

40

20

0
Yes No Total

88
 TABLE 4.23
TABLE SHOWING THE RATING OF THE MEDICAL FACILITY WISE
CLASSIFICATION

Sl.
Particulars No Of respondents Percentage
No.

1 Excellent 32 32

2 Good 48 48

3 Moderate 6 6

4 Fair 8 8

5 Poor 6 6

Total 100 100

Inference:
From the above table, we can infer that 48% of the respondents says good for the rating
of medical facility, 32% of the respondents say excellent, 8% of the respondents say fair 6% of
the respondents say moderate and 6% of the respondents says poor.

89
 DIAGRAM 4.23

RATING OF THE MEDICAL FACILITY

120

100

80

60

40

20

0
Excellent Good Moderate Fair Poor Total

90
 TABLE 4.24
TABLE SHOWING THE JOB SATISFACTION WISE CLASSIFICATION

Sl. No. Particulars No Of Respondents Percentage

1 Yes 100 100

2 No 0 0

Total 100 100

Inference:
From the above table, we can infer that 100% of the respondents say yes for the job
satisfaction.

91
 DIAGRAM 4.24

JOB SATISFACTION
120

100

80

60
Percentage

40

20

0
Yes No Total

92
SUM No. 4.1
1.1CHI SQUARE TEST
The relationship between Educational Qualification and Quality of Worklife:
Observed Frequency

Particulars Below SSLC HS Diploma BE Total

Highly satisfied 9 20 12 3 44

Satisfied 13 10 10 3 36

Natural 0 6 10 0 16

Dissatisfied 0 2 2 0 4

Total 22 38 34 6 100

HO: There is no significant relationship to qualification and quality of worklife..

HI: There is significant relationship to qualification and quality of worklife.

93
CHI SQUARE TABLE:
O E O-E (O-E)2 (O-E)2
E

9 9.68 -0.68 0.46 0.048

13 16.72 -3.72 13.83 0.827
0 14.96 -14.96 223.80 14.95
0 2.64 -2.64 6.96 2.636
20 7.92 12.08 145.92 18.42
10 13.68 -3.68 13.54 0.989
6 12.24 -6.24 38.93 3.181
2 2.16 -0.16 0.02 0.009
12 3.52 11.48 131.79 37.44
10 6.08 3.92 15.36 2.526
10 5.44 4.56 20.79 3.822
2 0.96 1.04 1.08 1.125
3 0.88 2.12 4.49 5.102
3 1.52 1.48 2.19 1.441
0 1.36 -1.36 1.84 1.353
0 0.24 -0.24 0.05 0.208
TOTAL 94.071

Σ(O−E2 )
X2= = 94.071
E

Degree of Freedom= R - 1 * C – 1
= 4-1*4-1
=3*3
=9

94
Table Value of x2 for 5% level = 16.919

conclusion:
Since the Calculated value of x2 is more than the table value ,so Ho is rejected H1 is
accepted (i.e ). There is significant relationship to qualification and quality of work life.

95
 1.1FINDINGS
FINDING OF THE STUDY

1. Most of the employee that is 40% of the respondents belong to the age group above 40
years, 32% belong to the group between 30 – 40 years are 28% to the age group between
20 – 30 years.
Most of the employee that is 86% of the respondents are male employees and 14% of t
he respondents are female employees.
2. Most of the employee that is 66% of the respondents are married and 34% of the
respondents are unmarried.
3. Most of the employee that is 40% of the respondents are experienced above 10 years,
38% of the respondents are experience below 10 years and 22% of the respondents blow
3 years.
4. Most of the employee that is 22% of the respondents are primary school, 38% of the
respondents are high school, 34% of the respondents are UG degree holder and 6% of
the respondents are BE degree holders.
5. Most of the employee that is 48% of the respondents says excellent for the ventilation,
24% of the respondents says moderate, 20% of the respondents says good, 4% of the
respondents says fair and 4% of the respondents says poor.
6. Most of the employee that is 52% of the respondents says excellent for lighting, 36% of
the respondents says good, 8% of respondents says fair and 4% of the respondents says
moderate.
7. Most of the employee that is 56% of the respondents says excellent for the cleanliness,
20% of the respondents says well, 16% of the respondents says moderate and 8% of the
respondents says fair.
8. Most of the employee that is 32% of the respondents says fair for the drinking water,
28% of the respondents says good, 20% of the respondents says moderate, 12% of the
respondents says excellent and 8% of the respondents says poor.
9. Most of the employee that is 52% of the respondents says moderate for canteen, 28% of
the respondents says good, 12% of the respondents says excellent, 6% of the respondents
says fair and 4% of the respondents says poor.

96
10. Most of the employee that is 52% of the respondent says excellent for working, space,
28% of the respondents says good, 10% of the respondents says moderate, 6% of the
respondents says fair and 4% of the respondents says good.
11. Most of the employee that is 56% of the respondents says excellent for vehicle parking,
36% of the respondents says good, 10% of the respondents says moderate and 2% of the
respondents says fair.
12. Most of the employee that is 48% of the respondents says excellent for toilet facilities,
28% of the respondents says good, 12% of the respondents says fair, 10% of the
respondents says moderate and 2% of the respondents says poor.
13. Most of the employee that is 60% of the respondents says excellent for first aid personal
ambulance facilities, 28% of the respondents says good 8% of the respondents says fair,
2% of the respondents says moderate and 2% of the respondents says poor.
14. Most of the employee that is 52% of the respondents says excellent for the rating with
the safety equipment, 38% of the respondents says good, 6% of the respondents says
moderate, 2% of the respondents says fair, and 2% fo the respondents says poor.
15. Most of the employee that is 50% of the respondents says excellent, 38% of the
respondents says good, 10% of the respondents says moderate, and remaining 2% of the
respondents says fair.
16. Most of the employee that is 44% of the respondents says excellent, 36% of the
respondents says good, 10% of the respondents say moderate, 6% of the respondents
says fair and remaining 4% of the respondents says poor.
17. Most of the employee that is 15% of the respondents says moderate for the rating of the
pay structure, 25% of the respondents says excellent 16% of the respondents says poor
and 18% of the respondents says fair, 26% of the respondents says good.
18. Most of the employee that is 48% of the respondents says that management always
provided adequate information to attend their job, 32% of the respondents says frequent,
10% of the respondents says rarely, 6% of the respondents say sometimes and 4% of the
respondents says never.
19. Most of the employee that is 32% of the respondents says good for rating of the present
communication system, 28% of the respondents says excellent, 30% of the respondents
says moderate, 8% of the respondents says fair and 2% of the respondents says poor.

97
20. Most of the employee that is 76% of the respondents says yes and 24% of the
respondents says no for the participation in decision making.
21. Most of the employee that is 88% of the respondents says yes and 12% of the
respondents says no for the suggestions considered by the superior supervisors.
22. Most of the employee that is 46% of the respondents says that suggestion are always
considered 20% of the respondents says frequently 14% of the respondents says
sometime and 20% of the respondents says rarely.
23. Most of the employee that is 30% for the respondents says always fro the grievance
heard and feeling are respected, 26% of the respondents says frequently, 20% of the
respondents say sometimes, 18% of the respondents say rarely and 6% of the
respondents say never.
24. Most of the employee that is 60% of the respondents says no and 40% of the respondents
says yes for the counseling.
25. Most of the employee that is 62% of the respondents need for counseling to reduce
stress, 34% of the respondents says need for personal counseling, and remaining 4% of
the respondents says other counseling.
26. Most of the employee that is 60% of the respondents says always fro the approach to
superior to solve problems, 24% of the respondents says frequently, 10% of the
respondents says sometime and 6% of the respondents says rarely.
27. Most of the employee that is 64% of the respondents says always for the skills and
talents utilized for discharging the work, 16% of the respondents says sometime, 12% of
the respondents says frequently, 6% of the respondents says rarely and 2% of the
respondents says never.
28. Most of the employee that is 44% of the respondents high satisfied with the training
programs given by the company, 36% of the respondents says satisfied, 16% of the
respondents says neutral, 4% of the respondents say dissatisfied and none of them says
higher dissatisfied.
29. Most of the employee that is 60% of the respondents are highly secured with the job,
32% of the respondents says secure and 8% of the respondents say idea.
30. Most of the employee that is 100% of the respondents says for the conduction of the
medical facility.

98
31. Most of the employee that is 48% for the respondents say good for the rating of medical
facility, 32% of the respondents say excellent, 8% of the respondents say fair, 6% of the
respondents say poor.
32. Most of the employee that is 100% of the respondents say Yes for the job satisfaction.

99
 1.2SUGGESTIONS
 Most of the respondents felt that the food menu provided in the canteen may be change
and in today’s ear. Work load is more for each and every employee. So lunch hour timing
may be increased to take rest during their leisure hours.
 Most of the respondents felt that the good drinking water facilities may provided.
 As today’s day to day expenses are high, employees felt that their pay structure may be
raised to equalize their expenses based on the cost of living.
 Inter – personal relations may be improved through informal meeting, and get together at
least once a month.
 The company should improve the employee’s welfare level in the career development.

100
 1.2Conclusion

Having considered the changes in all walks of life the HR policy is a major too to heal the
Human Resource to reinvent their potentiality. Due to down-sizing the work loads are forced on
the few employees. Therefore it is Important for the organization to keep all its employees in a
complete welfare level to improve their morale which will result in the high productivity of the
organization. In light of this scenario, the present study highlights the need for training, proper
handing of grievances provision of clean working environment etc. The gap between what they
are and what they ought to be.
In the sharda motors industries Ltd the survey was conducted to find out the quality of
work life among the workers in the organization.The various factors influencing the quality of
work life of the workers along with their assessment towards the present situation on the
organization.
Employees play a vital role in each an every organization. Here the quality of work life
among the worker participation in achieving the goals of the organization. Here the suggestion
given may be followed which will bring brings the full – fleged satisfaction of the employees and
the management.
Thus the study entitled, “The quality of work life among the workers”, will give the idea
to improve the quality of working life of the organization.

101
 ANNEXURE
QUESTIONNAIRE
A study on “QUALITY OF WORK LIFE IN WORKERS” in SHARDA
MOTORS INDUSTRIES Ltd., MAHINDRACITY.
SURVEY QUESTIONNAIRE

Name :
1.Age :
2.Gender : Male ( ) Female ( )
3.Marital Status : Married ( ) UnMarried ( )
4.Experience
0 – 3 years
3 – 7 years
7 – 10 years
Above 10 years
5.Educational Qualification
Below SSLC
HSC
Diploma
UG
BE
6.What do you think about the following welfare measure offered by the company?
Give your Rating:
Particulars Excellent Good Moderate Fair Poor
Ventilation and
temperature
Lighting
Cleanliness

102
 Drinking water
Canteen
Working space
Vehicle parking
Toilet facilities
First – Aid personal and
ambulance facilities

7.What is your opinion about the safety equipment provided by the company?
Excellent ( ) Good ( ) Moderate ( ) Fair ( ) Poor ( )
8.Give your rating for the following facilities provided by the company.

Particulars Excellent Good Moderate Fair Poor

Rest room

Lift Facilities

9.What do you feel about your pay structure

Excellent ( ) Good ( ) Moderate ( ) Fair ( ) Poor ( )
10.Are you provided with the adequate training to attend your job?
Always ( ) Frequent ( ) Sometimes ( ) Rarely ( ) Never
11.How do you rate your present communication system?
Excellent ( ) Good ( ) Moderate ( ) Fair ( ) Poor ( )
12.Do you participate in the Department /Unit’s decision making?
Yes ( ) No ( )
13.Whether your suggestions are considered by the superior Supervisor?
Yes ( ) No ( )
14.If yes, what are your suggestions?
Always ( ) Frequent ( ) Sometimes ( ) Rarely ( ) Never ( )
15.To what extent your suggestions?
Always ( ) Frequent ( ) Sometimes ( ) Rarely ( ) Never ( )

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16.Are you in need of counseling?
Yes ( ) No ( )
17.If yes, what are you need of counseling?
(a) Personal / individual
(b) To reduce stress
(c) Others
18.How often do you approach your superior to solve your work related problems?
Always ( ) Frequent ( ) Sometimes ( ) Rarely ( ) Never ( )
19.Whether you skills and talents are fully utilized for discharging the work?
Always ( ) Frequent ( ) Sometimes ( ) Rarely ( ) Never ( )
20.Are you satisfied with the training programs given by the company?
Highly satisfied ( ) Satisfied ( )
Natural ( ) Dis – satisfied ( )
Highly ( )
21.What do you feel about the level of job security in your present job?
Secure ( ) Highly secure ( )
Not Secured ( ) No idea ( )
22.Whether any free medical facilityprovided by your employer?
Yes ( ) No ( )
23.How do you rate your medical facility provided by the company?
Excellent ( ) Good ( )
Moderate ( ) Poor ( )
24.Whether you are satisfied with your job?
Yes ( ) No ( )

104
 BIBLIOGRAPHY
1. Balu V. Dr. Human Resource Development, First Edition, Chennai, Sri Venkateswara
Publication – August 1998.
2. Balu V.Dr. Advanced Business Administration, First Edition, Chennai, Sri Venkateswara
Publication – June 2000.
3. Beri, G.C. Marketing Research, Seventh Edition, Reprint, New Delhi, Tata McGraw –
Hill publishing Company Limited, 1998.
4. Dinkar Pagare, Business Organisation and Management, First Edition, Reprint, New
Delhi, Sultan Chand & Sons, 2002.
5. Khanka S.S, Entrepreneurial Development, First Edition, Reprint, New Delhi, Sultan
Chand & Sons, 2002.
6. Lokesh Koul, Methodology of Education Research, Second Edition, Reprint, UBS
Publisher’s Distributors, New Delhi, Pvt., Ltd., 2006

Web site:

www.google.com
www.citehr.com
www.tirindia.com
www.sharda motors.com

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