Report on Quality of work life

8/10/2019 Report on Quality of work life

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Chapter - 01 INTRODUCTION 1-14

a. Objectives

b. Need, Scope and importance of the study

Chapter - 02 RESEARCH METHODOLOGY 15-17

a. Research Design

b. Data Source

c. Limitations

Chapter - 03 ORGANIZATION PROFILE 18-28

Chapter - 04 QUALITY OF WORK LIFE AT ECIL 29-40

Chapter - 05 DATA ANALYSIS & INTERPRETATION 41-60

Chapter - 06 FINDINGS & CONCLUSIONS 61-63

Chapter - 07 SUGGESTIONS 64-71

APPENDICES

a. Charts

b. Questionnaire


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CHAPTERI

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Quality of work life denotes all the organizational inputs which aim at the employee

satisfaction and enhancing organizational effectiveness. By the globalization the modern employees

are experiencing distress. To meet the challenges posed by present standards, organizational must

focus their attention in bringing a balance between work life and personal life. The underlying

assumption is that work life balance will ultimately ensure Quality of work life.

Sigmund Freud is considered to be the father figure of Psycho analysis. His prescription for a healthy

person is a combination of Lieben und Arbeiten that is Love and Work.

In present working environment the workers are looking for quality of life as a superior human

endeavor. Such endeavor calls for a trade off between work life and family life. Today an employee

desires work to be more meaningful and challenging because quality is the acid test. A Quality of

work life gives an opportunity for deep sense of fulfillment. Employees seek a supportive work

environment that will enable them to balance work with personal interests. Such balance

contributes to superior human existence in ample measure.

Quality of work life provides a more humanized work environment. It attempts to serve the higher

order needs of workers as well as their basic needs. Quality of Work Life indicates that the work

should not have excessively negative conditions. It should not put workers under undue stress. It

should not damage or degrade their humanness. It should not be threatening or unduly dangerous.

Finally it should contribute to, or at least leave un paired,

workers abilities to perform in other life roles. Such as citizen, spouse and parent. That is work

should contribute to general social advancement.

Employees in several companies that instituted Quality of work life experienced better health and

greater safety on the job. Other benefits included improved employee satisfaction, morale, job


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interest, commitment and involvement ; increased opportunity for individual growth ; greater sense

of ownership and control of the work environment development of managerial ability for circle

leaders, improved communication in the organization and greater understanding and respect

between management and workers.

The term Quality of work life has been applied to a wide variety of organizational improvement

efforts. The common elements seem to be,has good man indicates, an attempt to restructure

multiple dimensions of the organizational and to institute a mechanism which introduces and

sustains changes overtime . Aspects of the change mechanism are usually an increase in problem

solving between the union and management

Responsiveness to employee concerns. In every organization, people and their behaviour assumes

vital role in determining the performance and effectiveness . while many studies concentrated on

physical and financial performance of organization. Studies on behavioural aspects seems to be

inadequate. So, the attempts must to understand the human side of the enterprise.

In the present scenario, where the world is moving from traditionalisation to modernization,

computerization and globalization there is an intense competition. The situations are becoming

more complex and the modern employees are experiencing distress. To meet the challenges posed

by present standards organization must focus their attention in bringing a balance between work

and family life.

The Quality of work life movement provides a value frame work and a philosophy which has a long

term implication for the human development and enrichment. It tries to balance both the work and


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family life. Hence integrated approach with regard to Quality of work life is required for the success

of an individual and an organization. This underlines the necessity of searching studies on the nature

of human relations and the problems of human relations and the problems of human behaviour in

the organization and suggest measures to cope with the problems. Hence, an in depth on aspects

like Quality of work life can throw light on many non-identified aspects of human behaviour which

may help in understanding the issues involved and improving the overall performance of these

organizations. There it is found that there is need to study in greater detail about the topic.

NEED AND IMPORTANCE OF THE STUDY

Quality of work life includes the following features:

Voluntary involvement on the part of employees.

Assurance of no loss of jobs as a result of the programs

Training of employees in team problem solving.

The use of Quality circles where employees discuss problems affecting the

Performance of the work and job environment.

Encouragement of skill development.


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Skill training

Responsiveness to employee concerns.

APPROACH TO QUALITY OF WORK LIFE

The Quality of work life involvement traditionally has been closely identified with the job redesign

efforts based on socio-technical systems approach. However during the 1980s the concept of

Quality of work life has been broadened to include a number of approaches aimed at join decision

making. Collaboration and mutual respect between management and employees, increased

autonomy at work place, and self management. Thus the Quality Circles adopted by Japanese and

Indian industries as well as democratization of work process though self-regulating autonomous

groups in the Scandinavian countries and USA are all considered part of this movement.

OBJECTIVES OF THE STUDY

1. To evaluate and analyse the Quality of work life in ECIL.

2. To study the factors/determinants of Quality of work life.

3. To examine the impact of welfare measures on Quality of work life.

4. To evaluate the aspects of quality of work life and suggest measures in improving quality

of work life.

SCOPE OF THE STUDY

The term Quality of work life in its broader sense covers various aspects of employment and non-

employment conditions of work. The present study will aim at studying various factors which

influence Quality of work life in ECIL. Although the important components of Quality of work life

were comprehensively discussed. The study is dependent on the opinion expressed by the


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managers and staff of all the departments of the Components Division that are working at Electronic

Corporation of India Limited(ECIL).

Quality of work life

Quality of work life refers to favorable or ungovernableness of the job environment for people .The

basic purpose is to develop jobs and working conditions that are excellent

for people as well as for the organization.

Quality of work life includes

Walton proposed eight conceptual categories that together make up the quality of work life

Adequate and fair compensation

Safe and healthy working conditions

Immediate opportunity to use and develop human capacities

Social integration in the work organization

Constitutionalisation

Work and total life space

Social relevance of work life


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status, opportunity for upward mobility, openness and trust, a sense of community feeling on the

job and freedom from prejudice based on sex, caste, race, creed and religion.

Constitutionalisation in the work organization

Constitution guarantees as right to personnel privacy, free speech, equitable treatment and

governance by the Rule of Law are necessary to upload to improve quality of work life

Work and the Total life Space

The demand of the work, like late hours, frequent travel, quick transfer are both

psychologically and socially very costly to the employee and his family such phenomena

Accruing o a regular basis necessarily depress the quality of work life.

Social relevance of work life

The organization lack of concern for social causes like waste disposal, low quality product,

over-aggressive marketing. Employment practices make workers depreciate the value of their

work and career, which in turn affects their self-esteem. The social responsibility of the

organization is an important determinant of quality of work life. The basic concept

underlying the quality of work life is Humanization of Work. It involves basically the

development of an environment of work that stimulates the creative abilities of the workers

,generate co operation and interest in self growth.


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Promotion and Career Planning

Promotion

A promotion takes place when an employee moves to a position higher than the one firmly

occupied .His/Her responsibility, status and pay also increases. Promotions are of two types.

1. Vertical promotions:- under which the employees are promoted from one rank to the

next higher rank in the same department.

2. Horizontal promotions:- under which employees may be promoted to higher ranks on

the other departments.

The advantages of having promotion schemes

They provide an opportunity to the present employees to move into jobs that provide

greater satisfaction and prestige.

They generate within on organization motivational, conditions for better work

performance and desired behaviour of all its members.

Finally, they save as an orderly, logical and prompt source of recruitment for

management to fill vacancies as they arise.

Career Planning

If an organization wants to retain its employees it must satisfy their aspirations for growth

and development of advancement in their career .A career plan is a blue print in which the

entire career of employees is mapped out from the point of their entry in to the point of their


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retirement from the organization. Career planning is mostly done for supervisory and

managerial positions.

Career planning is an integral part of manpower planning.

ADVANTAGES OF CAREER PLANNING

1. It motivates employees to avail of the training & development facilities. They are

convinced that promotions will not fall in their laps merely by luck or through

connection.

2. It increases employees loyalty to the organization. By this they can easily integrate

their goals with organization goals.

3. It encourages employees to remain in the organization. By this the labour turnover is

reduced.

4. It creates organizations better image in the employment market which helps

organization to attract competent people.

5. It contributes to manpower planning as well as to organizational development and

effective achievements of corporate goal.

The basic concept underlying the Quality of work life is what has come to be known as

humanization of work. It involves basically the development of an environment of

work that simulates the creative abilities of the workers generates co-operation and

interest in self growth.

HERRICK AND MACCOBY (1975) have identified four basic principles which

Summaries humanization of work.

These principles are


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1. The principle of security:-

Humanization of work implies freedom from anxiety, fear and the loss of future employment.

The working conditions should be safe and there should be no fear of economic want. These

pre-conditions will guarantee at most development of skills and ideas.

2. The principle of Quality:-

The equity principle requires that there is a just way of revaluating the conditions of an

employee. Another aspect of quality refers to paying for knowledge and skills to carry out the

task. If work has to be humanized equity would also require sharing in the profits of the

organization according to the individual or group contribution.

3. The principle of individual:-

Individual refers to the work environment in which employees are encouraged to develop

themselves to their almost competence , a system of work that facilitates blossoming of

individual potential. A basic precondition for this is the availability of freedom and autonomy in

deciding their own pace as activity and design of operations.

4. The principle of democracy:-

Meaningful participation in decision-making also guarantees the Right of citizenship.

Quality of work life is a complex and multifaced concept implying a concern for the

members of an organization irrespective of the level the belong to. It includes job

factors like wages and hours of work and also the nature of work itself. With the

encouragement of international labour organization & achieve lead taken by National of labour,

Delhi, the Quality of work life as a movement has started attracting the attention of both

academicians as well as practioners in India.


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In India, the concept of Quality of work life seems to manifest itself in a variety

of operational Systems like workers participation, job enrichment, Quality Circle etc.

Quality of work life is a broader concept. By time to time that Quality of work life

includes Some other factors in it.

JOB DESIGN

Job design include job enlargement, job rotation & job enrichment

a. Job enlargement:-

Job enlargement as a concept deals with expansion of the job contents by

allowing Employees inspect their work , affect minor repairs on the work and

equipment and select their own work methods or set-ups. These refers as to

vertical enlargement. Another is horizontal enlargement under this scheme one

simply adds a larger numbers of some what similar tasks to the present job.

b. Job rotation:-

It refers to systematically moving employee from one job to another. From the point of view

of an organization job rotation helps develop a comman culture because of

wide and common exposure and at the same time infuses fresh-blood in the task.

c. Job enrichment:-

It refers to the process of making jobs more interesting and satisfying, adding to that sense of

achievement, increasing responsibility and providing opportunities for advancement and growth.


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JOB SATISFACTION

The attitude of an individual is his general back ground by feeling against which he views many

factual events, men and things. A specific subset of this general back ground feeling against which

the individual appraises the various dimensions of his job is called job satisfaction. Some dimensions

are nature of work ,supervisor, pay, promotion and co-workers.

There are Three major theories of job satisfaction

a) Hertzbergs motivation:- hygiene theory

b) Needfulfillment theory and

c) Social reference-group theory

In summary the three theories respectively tell us that:-

Job satisfaction is a function of or is positively related to the degree to which ones

personnel needs fulfilled in the job satisfaction; and

Job satisfaction is a function or is positively related to the degree which the

characteristics of the job meet with approval and the desires of the group to which the

individual looks for guidance in evaluating the world and defining social reality.

AUTONOMOUS WORK TEAMS

An autonomous work team is one which can plan, regulate and control its own work world. The

management only specifies the goals that too in collaboration with the team. The team organizes

the contents and structure of its job, evaluates its own performance, establishes its speed and


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chooses its production method. It makes its own internal distribution of tasks and decides its own

membership.Autonomous team approach increases satisfaction and reduces turnover and

absenteeism.

CHAPTERII---------------------------------------------------------------------


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RESEARCHMETHODOLOGY


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The method of sampling used was Random sampling.Random sampling from a finite population

refers to that method of sample selection which gives each possible sample combination an

equal probability of being picked up and each item in the entire population to have equal chance

of being included in the sample

SAMPLE SIZE:-

The researcher has allowed to do the project in particular division in the organisation.The study

is limited to only that particular division.

TOTAL SIZE : 200

SAMPLE SIZE: 50

Keeping in view of the above objectives of the study,an objective type Questionnaire

is prepared and distributed to 50 persons for the sample and collected opinions.


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CHAPTERIII

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ORGANIZATION

PROFILE


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COMPANY PROFILE

Electronic corporation of India limited (ECIL) is one of the premier institutions ,actively engaged in

the field of electronics in the country. The ECIL is born out of the intense research that was carried

out in the Baba Atomic Research Center (BARC). The countries prestigious nuclear establishment

during late 60s.At that point of time the necessity of producing electronic goods to carry out Indias

nuclear programs was felt and hence an exclusive Electronics Division was started at BARC,Mumbai .

Dr.A.S. Rao was its head during 60s. when the research intensified further in the fields of electronics

it was proposed to convert all the outcomes of research into manufacture of electronic goods. So

that country could be self reliant with this objective the Electronics corporation of India limited came

in to being as an undertaking of Department of Atomic energy on 11th

April 1961 in Moulali area,


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secunderabad. The corporation in the intial years laid emphasis on import substitution, self reliance

and commercial viability of indigenously developed know-how, taking foreign know-how selectively

in a few years. It started with an authorized developed. It started with an authorized capital of Rs.10

crores , and about 200 employees who came to Hyderabad from BARC formed the staff .the

corporation which started with a modest production of Rs.20 lakhs during the first year of its

operation has been steadily growing and achieved a 750 crores turnover for the year 2006-2007.

ECIL Manufactures electronic equipment confirming to the International standards and is certified

with ISO 9001.

Padma Bhushan Dr.A.S Rao, who was the founder and first managing director of this

corporation,and same he also continued as Head for Electronic division. He played a key role in

expanding this unit for International standards.He was honoured as the Man of the century in

Indian Electronics.

The company when started initially located at the industrial area Blanagar,Hyderabad and later

shifted to the DAE complex at Cherlapalli,Hyderabad.the company started with an odd 300

personnel (included scientists technologists and service personnel).mostly drown from the parent

organization that is the Baba Atomic Research Center, Mumbai . The company progressed well there

after both in its business activities and also the growth on Human Resource. From a meer 300

members of Human Resource in the year 1967.The performance of the organization considerably

increased increased from 15 crores to 1100 crores as of 2004. The company has all along been


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making profits except for 6 to 7 years on and off during the last 37 years. Today the company has

become a well known hitech company in the field of electronics attracting its customers both private

and also the government departments. The company gave its first indigenous computer (1st

generation computer in the year 1972 with this India became the 4th

country in the world to

manufacture a computer indigenously.

Since over 30 years the corporation is developing in to a big organization. It stands top among the

few big organizations in the country. The sailent feature of the corporation is the wide product range

and it is playing a key role in the Indian electronic industry.

This corporation was having successfully circuited the electronic industry in India in 1980 and 1990.

And it is now optimistic to globalization the activities in international market.

This corporation has received accolade for its excellence in the field of electronics. The awards were

Excellence in R&D Electronics in 1997 , Excellence in electronics in 1998 and Excellence in 2002 -

2003 this is obtained for the 3rd

year and also from the ministry of labour, Govt of India.

To meet the competition this corporation has started Vision-2001 in a huge planning and research

in being done to get information science ,electronics communication,planning and controlling

systems requiring latest equipments. For past three years this corporation is supplying equipments

worth rs 692 crores required for electronic and communication field.

VISION OF THE COMPANY

To help the country achieve self reliance in Strategic Electronics

MISSION OF THE COMPANY


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To strengthen its status as a valued technological asset to the nation in the area of strategic

electronics meeting the requirements of atomic energy, defence, space, civil aviation, security and

other sectors of strategic importance.

VALUES

In line with the Vision and Mission the following values are espoused by the company while dealing

with all HR related issues.

Respect for the Individual.

Equity and Fairness in policies and procedures.

Continuous development of competencies to ensure that HR of the company is able to meet

the challenges of fast rate of obsolescence in the technological front.

Foster a culture of performance and commitment to ensure high morale among the human

resources of the company.

Ensure compensation and conveniences with any other comparable Industry.

Attract and retain the best talent suitable for companys operations.

Provide continuous, error free and supportive services to the HR in the company.

Comply in letter and spirit all the guidelines and directives of the government in relation to

Human Resources.

QUALITY POLICY

To produce Quality Components and Products, Meeting National, International, or

Customer Standards at Competitive prices leading to Customer Satisfaction.


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OBJECTIVES OF THE COMPANY

To orient the activities of ECIL towards fulfilling the needs of strategic sectors outlined in

the mission.

To strengthen the technology base aimed at realizing the business goals.

To explore new avenues of business and work growth in strategic sectors in addition to

working for realizing technological solutions for the benefit of society in areas like

security, agriculture, education, health, power, transportation, food, disaster

management etc

To progressively improve share holder value of the company.

To enhance skill base and ensure succession planning in the company.

To re-engineer the company to become nationally and internationally competitive by

paying particular attention to delivery, cost and quality in all its activities.

To consciously work for finding export markets for the companys products.

PRODUCTS OF ECIL

The current product range of ECIL may be categorized broadly under three sectors.


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inspection systems for airports, customs and VVIP residences/offices.

X-ray cargo scanning systems.

Computer hardware, software and services to various agencies in the government

domain and computer education services.

STRUCTURE OF THE COMPANY

The company is organized in to following business divisions .It has been divided in to 14

Divisions.

COMMUNICATION DIVISION (CND)

Radio communications comprising of HF/UHF/VHF trans receiver carting to the needs f

army, Air force and Air traffic control, satellite TV receiver only systems for B and

1sector,special MVV components and electronics welfare, system for armed forces.

ANTENNA PRODUCTS DIVISION(APD)

Design, manufacture and commissioning of various types of antenna system a and turn

key, SATCOM NETWORK PROJECTS.

SERVO SYSTEMS DIVISION (SSD)

Precision servo system for application in defense and railways.

SUPERVISION CONTROL AND DATA ACQUISITION DIVISION (SCADA)

Tele supervisory systems, supervisory control and automation projects and industrial

controls for refineries, LPG plants, Delhi Jal Board

STRATEGIC ELECTRONICS DIVISION (SED)


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Special products .For defence and paracuilitary forces

SOFTWARE CONSULTANCY DIVISION (SCD)

Software consultancy service

BUSINESS SYSTEM DIVISION (BSD)

Computer hardware products and large networking systems

TELECOM DIVISION (TCD)

Tele communication equipment like switching products, transmission products, lacers

products and telecom administration products

CUSTOMER SUPPORT DIVISION (CSD)

Spares and maintenance service for computers sold by ECIL, maintenance of computer

system, instruments of other vendors.

COMPONENTS DIVISION (CD)

Hybrid microcircuits, tantalum capacitors, semi conductor components, printed circuit

boards, ceramic components, potentiometers and thermal batteries microwave components

amplifiers, Jammus etc.

SPECIAL PRODUCTS DIVISION (SPD)

Variable time fuses, universal fuses and other type of fuses for Indian Armed Forces.

CONTROL AND AUTOMATION DIVISION (CAD)


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Simulator for thermal and nuclear power plants. Operator information systems, data

Acquisition system control and instrumentation equipment for nuclear and thermal power

plants LPG gas plants, refineries etc.

INDUSTRIAL AND CONSUMER ELECTRONIC GROUP (ICE)

Color and black and white TVs satellite TV systems, projection TVs, VCRs and VCPs

COMPUTER EDUCATION DIVISION (CED)

These business groups are supported by corporate facilities like standards and quality assurance,

corporate research and development engineering services, corporate planning corporate business

development, personal and finance and accounts over the years

The company has acquired maintained the following infrastructure facilities:

Standard collaboration laboratory

Antenna spinning facility

Antenna test range

ASCI/VL/design facility.

Wide variety of computing environment

Country wide networking for service support.

ISO REGESTRATION

The company possesses excellent infrastructure facilities .


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The following Groups / divisions have received ISO certification.

GROUP/DIVISION

ISO REGISTRATION

Customer support division ISO 9002

Telecom service ISO 9001

Tantalum capacitors ISO 9002

Thick film resistors and hybrid ISO 9001

Software and consultancy division ISO 9001

Antenna product division ISO 9001

PRODUCTION FACILITY

The production equipment installed by the company include

EDX reference systems

Computer super 32 systems

HMT numerical control system

SPC tele exchange equipment

In circuit computer testing machine

Automatic laser trimming

UNI-30 testing system

Electronic impregnating equipment fix capacitors

Automatic sorter

Discrete component testing system


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Functional tenser with programming system

Z-80 Based, micro processor 332 system

TV satellite signal transmitter

Surface accuracy measuring equipment

Photo plotter switch controller

CHAPTERIV

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QUALITY OF WORKLIFE


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AT

ECIL

QUALITY OF WORK LIFE IN ECIL

Electronics Corporation of India limited is one of the largest public sector companies in the

electronics world. It has succeeded in crossing a major milestone of Rs.1000 crores turn over,

winning a national award ,ECIL stood as an ideal in the corporate world. ECIL is popularly known for

it. The achievements made by ECIL are only possible because of its human resource. The

management of ECIL believes that the productivity of both the employees and organizations is

improved only when the employees are satisfied in every respect.


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Therefore ECIL provides its employees a better quality of work life .The various aspects that ECIL

considers as the factors influencing Quality of work life are as follows.

FACTOR INFLUENCING QUALITY OF WORK LIFE

ADEQUATE AND FAIR COMPENSATION

ECIL provides adequate and fair compensation to its employees .The pay scales are

revised by the government regulations. The income from fulltime work meets socially determined

standards of sufficiency or the subjective standards of the recipient. And also, the employees are

fairly compensated for the overtime and the extra hours worked, and the additional work done is

urgency . As ECIL provides both adequate and fair compensation to its employees, it motivates hem

and reduces retention . The pay scales of ECIL also attract the potential people in to it. Adequate

and fair compensation given by ECIL to its employees boosts their morale and inturn increases both

organization and employees productivity.

FACILITIES AT THE WORK PLACE

ECIL provides every facility, which is necessary for the well being of its employees.

It provides the well being of its employees with breakfast, lunch, tea and dinner and cool

drinking water facilities that are hygienic. The rates are subsidized reasonably so that every

one can afford for them. The subsidized rates are as follows:

Breakfast Rs.1.50/-

Lunch Rs.4.00/-

Dinner Rs.4.00/-

Tea Rs.1.00/-


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The service of food to the employees is also very good. Employees are served with

food in the spacious lunchrooms. There are three lunch rooms/canteens in ECIL, which can

comfortably accommodate all of its employees. Music is also played for the employees to relax while

eating.

The employees are also facilitated with restrooms to reduce their fatigue and tiredness

during their working hours. Washing and drying facilities are also provided according to the

satisfactory rules to those working in shop floors and assembly workshops.

All the offices, workshops and assembly rooms are properly ventilated and lighting

facilities are provided so that employees can feel comfortable while they are working.

SAFE AND HEALTHY WORKING CONDITIONS

The aim of ECIL is that the employees should be provided with a healthy environment

conducive to both productivity and personal well being .it also provides safety equipment and

safety wear while working in hazardous jobs. They are also given training about the safety

aspects of the job.

It provides excellent working conditions conducive for carrying out the work

effectively and efficiently. The working conditions motivate the employees to work hard

with ease.

OPPORTUNITY FOR IMPROVEMENT OF SKILLS

Many employees in ECIL have taken advantage of the facilities provided by it to

improve their skills and acquire additional qualifications.


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It encourages its employees by rewarding the employees who improve their skills and gain

additional qualifications by promoting them and socially recognizing or by giving incentives .It also

encourages and facilitates the potential employees to avail the benefit of study leave

ECIL has an internal training department known as Corporate learning center (CLC), which

trains the employees on various job and non job related issues .It consists of a team of specialized

trainers. If needed, it also arranges seminars by inviting eminent personalities from other

corporations. It even sends the employees to other countries to get acquainted with their

technology.

The CLC gives on the job in house and classroom training to the employees about how the work is

done .the employees trained by ECIL have become professionals in their

fields along with their experience and made the company as the Company of firsts.

WELFARE FACILITIES

ECIL has three categories of welfare facilities statutory welfare facilities, Intra moral facilities and

entra mural facilities.it provides the following intra mural welfare aminities to its employees under

section 42 to52 according to factories act

Washing Facilities

Storing &drying facilities

Sitting facilities

First aid appliances

Canteens

Shelters, Restrooms & Lunchrooms

Baby crche


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Other statutory welfare activities are as follows

Provident fund

Gratuity

Employee state insurance scheme

AP labour welfare fund act.

The welfare measures in ECIL are far superior to other standards laid down statutorily. It is said that

human resource plays a very vital role in the existence of any organization. therefore to maintain

this resource the company must take all necessary steps to keep them and their family members

safe from unforeseen risks.

ECIL in order to provide risk coverage to employees in the event of accident /death/job and is

distributed areas etc. has implemented various insurance policies>

The company pays the premium for these policies the policies are as follows:

Janata personal accident policy

Group personal accident policy

Workmen compensation policy

The insurance schemes planned by co-operative effort of employees and

employers are:

Group insurance cum retirement benefit scheme (GIRBS)

Group savings linked insurance scheme (GSLISS)

These benefits vary across all levels of the organization.The employees are given a chance to avail

the facility of leave travel concession (LTC),so that they can happily have a pleasure trip with their


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ECIL under the department of atomic energy has provided a sprawling well maintained

township with modern amenities such as shopping complex, running the co-operative

societies, schools, parks, playgrounds, nursery, auditorium, medical and preventive

facilities.The quarters are alloted on security basis and also certain percentage of houses are

reserved for essential services and employees belonging to SC/ST communities. In order to

encourage the employees to build their own houses ECIL has been extending all possible

assistance to the following housing schemes.

A.S.RAO NagarHousing Society

E.C.Nagar Housing Society

Prabhakar enclave near kondapur village.

The engineers provide technical know how, plans and surveys, It provides interest subsidy to

its employees with the loan assistance from recognized financial institutions like LIC, HDFC

etc

Keeping in view the welfare of the women employees, ECIL has provided the facility of baby creche,

where the women employees can keep their children of age below 6 years during their working

hours. They are nursed well by the ayah. The nursing mothers can feed their babies twice a day. The

environment in the creche is very hygienic and the surroundings are cleaned everyday.

The management and the employees union have collectively funded the welfare activates by co-

operation. consumer co-operative society. This was established with an aim to provide all the


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It follows a policy of permanent employment for its employees with various growth aspects.

The promotion policy in ECIL is considered to be the best practice in the public sector.

The employees are also given opportunity of growth on acquiring additional qualifications. It

gives a chance to the employees to develop, expand and maintains ones capabilities rather

than leading to obsolescence.

They are also allowed to apply their newly acquired knowledge and skills in future work assignments

.The job security provided by it is satisfied the employees to maximum extent.

If we notice the statistics, we can see that on an average every employee has rendered a service of

over 20 years with very negligible employee turnover. From this we can conclude that the job

security in ECIL is excellent.

SOCIAL INTEGRATION AT THE WORKPLACE

Every human being is asocial being. Every social being is in the need of the social recognitions and

established a cultural environment that induces social integration in its employees. It encourages the

formation of teams and formal work groups, where the

employees can work collectively. Therefore, it tries to instill the feeling of oneness / unity, which is

only possible through proper flow of communication, integration and co-operation.

It established both formal and informal channels of communication through which the

information is passed effectively to all levels in the organization. The barriers to effective

communication are also are removed through empathetic approach of the management. It

shows them a path to relate to one another their ideas and feelings


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CONSTITUTIONALISM IN THE WORKPLACE

ECIL has tenant of equity i.e the right to equitable treatment in all matters including the

employee compensation scheme, appreciation, rewards and job security. They also have the

right to personal privacy like personalizing their workplace and environment.

WORK AND TOTAL LIFE SPACE

In ECIL, the relationship of work to the total life space is best expressed by the concept of

balance. The balanced role of work is defined by work schedules, career demands and travel

equipments that do not take up leisure and family time on a regular basis.

It also tries to reduce the stress and strain of the work-load, which affects the employees

personal life by organizing various recreational and cultural activities.

OTHER PARAMETERS OF QWL CONSIDERED BY ECIL

One of the parameters, which are relevant to QWL, in ECIL is leave facility. The employees are

provided with various kinds of leave arrangements like: earned leave, sick

leave, casual leave, vacation leave etc. The employees can also encash the unveiled leave.

The statutory standing orders followed by ECIL are flexible and influence the QWL of employee. They

are easy to understand and follow.

ECIL has appointed a chief welfare officer (CWO) who takes care of all the welfare activities and

satisfies the employees and employers.

The employees approach the grievance committee or unions/associations to solve their problems.

The chief welfare officer pacifies, emphasizes and counsels the employees to keep up the morale of

the employees.


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The climate (Political, Social and Economical) acts as a vital parameter that affects the QWL of an

employee. ECIL has established a very conducive work culture and atmosphere that helps the

employees to socially integrate and make ECIL as a HOME OF

PROFSSIONALS

ECIL has also relieved the employees from the tension of education of their children. It

provides a school facility up to secondary education with minimal educational fee.

The above parameters that are considered to influence the QWL of employees in ECIL are the basic

factors. These basic factors play a vital role in enhancing the morale and their quality of working life.

This in turn, increases their productivity and helps them to achieve organizational and individual

goals effectively.

Better QWL in ECIL has led to employee motivation and satisfaction.

Along with the strong determination of ECIL ,the moral and ethical values practiced and

maintained have helped the company to pioneer in many new areas and provided excellent

Quality of work life to its employees.

ANALYSIS OF THE DATA

The collected data has been tabulated , analysed and percentages are used for analysis of


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the questionnaire. This data analysis can be found out by the opinions of the

samples.while presenting data charts and tables are used at relevant places.

CHAPTERV

--------------------------------------------------------------------------------------------------------

DATA ANALYSIS

AND

INTERPRETATION


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TABLE-1

OPINION ABOUT THE JOB ENVIRONMENT AND WORKING CONDITION

Variables No of respondents No of respondents in %

Excellent 30 60%

Good 15 30%

Average 5 10%

Poor 0 0%

CHART-1


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INTERPRETATION

The above graph reveals that50% of the employees feel that the growth and security

opportunities are Excellent that is they are absolutely satisfied.20% of the employees feel that the

growth and security opportunities are Good that is they are satisfied.30% of the employees feel that

the growth and security opportunities are Average that is they are partially satisfied.0% i.e none of

the employees feel that the growth and security opportunities are Poor.

TABLE -3

OPINION ABOUT THE CAREER-PLANNING PROGRAM IN THE ORGANIZATION


Excellent 20 40%

Good 20 40%

Average 10 20%Poor 0 0%

CHART-3

Grow th and Security Opportunities

Excellent50%

Good

20%

Average

30%

Poor

0%

Excellent

GoodAverage

Poor


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INTERPRETATION




the growth and security opportunities are Average that is they are partially satisfied. 0% i.e none of


TABLE-5

OPINION ABOUT THE PROMOTION SYSTEM IN THE ORGANIZATION


Excellent 10 20%

Good 25 50%


CHART-5

Pay Structure

Excellent

50%

Good

20%

Average

30%

Poor

0%

ExcellentGood

Average

Poor


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INTERPRETATION




the growth and security opportunities are Average that is they are partially satisfied. 10% i.e none of


TABLE-6

ABLE TO LEARN AND ACQUIRE NEW SKILLS IN THE ORGANZATION


Excellent 25 50%

Good 15 30%


CHART-6

Promotion System

Excellent

20%

Good

50%

Average

20%

Poor

10%

Excellent

Good

Average

Poor


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INTERPRETATION

The above graph reveals that 20% of the employees feel that Job Enrichment will lead to

deliberate upgrading of responsibility. 28% of the employees feel that Job enrichment will widen the

scope of activities.40% of the employees feel that Job Enrichment will set challenges in work.12% of

the employees feel that Job Enrichment will give exposure to variety of jobs.

TABLE -8

PURPOSE OF JOB DESIGN AND GOAL SETTING IN THE ORGANIZATION


It facilitates work flow 7 14%

Effective co-ordination and integration 18 36%

Positive impact on employee satisfaction 5 10%

All the above 20 40%

CHART-8

Job Enrichment for Employees

Deliberate

upgrading of

responsibility

20%

Widening the

scope of

activities

28%

Setting the

challenges in

work

40%

Giving

exposure to

variety of

jobs

12%

Deliberate upgrading

of responsibility

Widening the scopeof activities

Setting the challenges

in w ork

Giving exposure to

variety of jobs


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INTERPRETATION

The above graph reveals that14% of the employees feel that Job Design and Goal setting

will facilitate work flow. 36% of the employees feel that Job Design and Goal setting will lead to

effective co-ordination and integration.10% of the employees feel that Job Design and Goal setting

will lead to positive impact on employee satisfaction.40% of

the employees feel that all the above three factors are important for Job Design and Goal setting.

TABLE-9

PERCEPTION ABOUT INTEGRATION OF JOB, CAREER, FAMILY LIFE AND LEISURE

TIME


Excellent 20 40%

Good 25 50%

Average 5 10%

Poor 0 0%

CHART-9

Job Design and Goal Setting

It f acilitates

w ork flow

14%

Effective co

ordination

and

Integration

36%

Positive

impact on

employee

satisfaction

10%

All the

above

40%

It facilitates w ork

flow

Effective co-

ordination and

Integration

Positive impact on

employee

satisfaction

All the above


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INTERPRETATION

The above graph reveals that 40% of the employees feel that the integration of job, career,

family life and leisure time are excellent that is they are absolutely satisfied.50% of the employees

feel that the integration of job, career, family life and leisure time are good that is they are

satisfied.10% of the employees feel that the integration of job, career, family life and leisure time

are average that is they are partially satisfied.0% i.e none of the employees feel that the integration

of job, career, family life and leisure time are poor.

TABLE -10

OPINION ABOUT THE LEAVES PROVIDED BY THE ORGANIZATION


Excellent 10 20%

Good 35 70%

Average 5 10%

Poor 0 0%

CHART-10

Integration of Job, Career , Family Life and

Leisure time

Excellent

40%

Good

50%

Average

10%

Poor

0%

Excellent

Good

Average

Poor


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INTERPRETATION

The above graph reveals that20% of the employees feel that the leaves provided by the

organization are excellent that is they are absolutely satisfied.70% of the employees feel that the

leaves provided by the organization are good that is they are satisfied.10% of the employees feel

that the leaves provided by the organization are average that is they are partially satisfied.0% i.e

none of the employees feel that the leaves provided by the organization are poor.

TABLE -11

LEAVE TRAVEL CONCESSION THAT IS PROVIDED BY THE ORGANIZATION


Excellent 14 28%

Good 20 40%

Average 6 12%

Poor 10 20%

CHART-11

Leaves provided by the Organization

Excellent

20%

Good

70%

Average

10%

Poor

0%

Excellent

Good

Average

Poor


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INTERPRETATION

The above graph reveals that28% of the employees feel that the leave travel concession

provided by the organization are excellent that is they are absolutely satisfied.40% of the employees

feel that the leave travel concession provided by the organization are good that is they are

satisfied.12% of the employees feel that the leave travel concession provided by the organization are

average that is they are partially satisfied.20% i.e none of the employees feel that the leave travel

concession provided by the organization are poor.

TABLE-12

CANTEEN FACILITIES THAT IS PROVIDED BY THE ORGANIZATION


Excellent 10 20%

Good 30 60%

Average 10 20%

Poor 0 0%

CHART-12

Leave Travel Concession that is provided by

the Organization

Excellent

28%

Good

40%

Average

12%

Poor

20%

ExcellentGood

Average

Poor


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INTERPRETATION

The above graph reveals that 24% of the employees feel that the transport facilities provided

by the organization are excellent that is they are absolutely satisfied.66% of the employees feel that

the transport facilities provided by the organization are good that is they are satisfied.10% of the

employees feel that the transport facilities provided by the organization are average that is they are

partially satisfied.0% i.e none of the employees feel that the transport facilities provided by the

organization are poor.

TABLE -14

SANITATION AND CLEANLY MEASURES IN THE ORGANIZATION


Excellent 15 30%

Good 20 40%Average 10 20%

Poor 5 10%

CHART-14

Transport facilities

Excellent

24%

Good

66%

Average

10%

Poor

0%

ExcellentGood

Average

Poor


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INTERPRETATION

The above graph reveals that 30% of the employees feel that the sanitation and cleanly

measures in organization are excellent that is they are absolutely satisfied.40% of the employees

feel that the sanitation and cleanly measures in organization are good that is they are satisfied.20%

of the employees feel that the sanitation and cleanly measures in organization are average that is

they are partially satisfied.10% of the employees feel that the sanitation and cleanly measures in

organization are poor.

TABLE -15

OPINION ABOUT THE TRAINING GIVEN IN THE ORGANIZATION


Excellent 26 52%Good 20 40%

Average 4 8%

Poor 0 0%

CHART-15

Sanitation and Cleanly Measure s

Excellent

30%

Good

40%

Av erage

20%

Poor

10%

Excellent

Good

Av erage

Poor


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INTERPRETATION

The above graph reveals that 52% of the employees feel that the training in organization is

excellent that is they are absolutely satisfied.40% of the employees feel that the training in

organization is good that is they are satisfied.8% of the employees feel that the training in

organization is average that is they are partially satisfied.0% that is none of the employees feel that

the training in organization is poor.

TABLE-16

MANAGEMENT LIAISE BETWEEN THE EMPLOYEES AND THE UNION


Excellent 10 20%

Good 20 40%Average 5 10%

Poor 15 30%

CHART-16

Training in the Organization

Excellent

52%Good

40%

Average

8%

Poor

0% Excellent

Good

Average

Poor


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INTERPRETATION

The above graph reveals that 20% of the employees feel that the management liaise

between the employees and union in organization are excellent that is they are absolutely

satisfied.40% of the employees feel that the management liaise between the employees and union

in organization are good that is they are satisfied.10% of the employees feel that the management

liaise between the employees and union in organization are average that is they are partially

satisfied.30% of the employees feel that the management liaise between the employees and union

in organization are poor.

TABLE -17

MANAGEMENT HAVE ADEQUATE COMMUNICATION WITH THE EMPLOYEES



Average 10 20%

Poor 5 10%

CHART-17

Management Liaise between the Employees and

the Union

Excellent

20%

Good

40%

Average

10%

Poor30% Excellent

Good

Average

Poor


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INTERPRETATION

The above graph reveals that 30% of the employees feel that the management have

adequate communication with the employees in the organization are excellent that is they are

absolutely satisfied.40% of the employees feel that the management have adequate communication

with the employees in the organization are good that is they are satisfied.20% of the employees feel

that the management have adequate communication with the employees in the organization are

average that is they are partially satisfied.10% of the employees feel that the management have

adequate communication with the employees in the organization are poor.

TABLE-18

WORK AUTONOMY IN THE ORGANIZATION



Average 5 10%

Poor 10 20%

CHART-18

Management have adequate Communication with

the Employees

Excellent

30%

Good

40%

Average

20%

Poor

10%

Excellent

Good

Average

Poor


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INTERPRETATION

The above graph reveals that 30% of the employees feel that work autonomy in the

organization are excellent that is they are absolutely satisfied.40% of the employees feel that work

autonomy in the organization are good that is they are satisfied.10% of the employees feel that work

autonomy in the organization are average that is they are partially satisfied.20% of the employees

feel that work autonomy in the organization are poor.

TABLE-19

AWARENESS ABOUT THE QUALITY OF WORK LIFE IN THE

ORGANIZATION



Average 10 20%

Poor 5 10%

CHART-19

Work Autonomy in the Organization

Excellent

30%

Good

40%

Average

10%

Poor

20%

ExcellentGood

Average

Poor


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INTERPRETATION

The above graph reveals that 60% of the employees feel that job satisfaction in the

organization are excellent that is they are absolutely satisfied.30% of the employees feel that job

satisfaction in the organization are good that is they are satisfied.10% of the employees feel that job

satisfaction in the organization are average that is they are partially satisfied. 0% i.e that is none of

the employees feel that job satisfaction is poor.

CHAPTERVI

--------------------------------------------------------------------------------------------------------

Perception about the Job Satisfaction

Excellent

60%

Good

30%

Average

10%

Poor

0% Excellent

Good

Average

Poor


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FINDINGS

&

CONCLUSIONS


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CONCLUSIONS

Every organization to sustain in the industry has to satisfy some of the basic needs

and demands of its employees. Satisfied and motivated employees are the source of achieving

the organizational goals and objectives.

In order to use the maximum potential of the human resource, the organization has to

provide them with the best quality of their working life.

Therefore every organization needs to update and improve the quality of work life of

the employees who make better contribution to production, quality and productivity.

ECIL has proved itself to be the number one in the electronics industry. It has pioneered in

many new areas because of its inventory of professional and skilled employees. And this was only

possible by providing its employees, good working conditions and welfare facilities.

ECIL is recognized as the organization with negligible employee turnover. This is because it

gives its employees adequate and fair compensation and the employees have no reason to quit the

company. This can be supported by the fact that the employees in ECIL have a service more than 20

years on an average.

There is a cordial atmosphere of co-operation and co-ordination between the

employees and employers. The flow of communication is flexible and clear the career

prospects of ECIL are considered to be the best in the public sector. They plan for the career

development of the employees since they join.

Therefore they give the potential employees permanent employment and give them

enhance to grow both internally and externally.


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The employees are given reasonable autonomy for their job. This makes them feel more

responsible and challenging and work hard for achieving it. There exists a strong bond

among the employees, which helps them to work as team and make group

accomplishments.

Though there are some limitations like office layout, seating arrangements and lack of

seriousness of workers, it has sustained in the industry and is challenging the competition.

ECIL is striving hard to reduce the limitations by practicing better QWL interventions

and make it even better place to work .It is in the process of updating and modernizing

the working conditions in tune with the private organizations. Finally, we can conclude that ECIL

is providing its employees best Quality of Work Life, which influence their performance and

productivity

CHAPTERVII

--------------------------------------------------------------------------------------------------------


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SUGGESTIONS


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SUGGESTIONS

Based on the analysis conducted in the organization the following are the recommendations made

to the organization.

Some of the employees are not satisfied with the job environment and working

conditions. Job environment and working conditions play a very important role in

motivating the employees. so, the organization has to take some more steps to

improve the job environment and working conditions.

Some of the employees are not satisfied with the career-planning programme. If an

organization wants to retain its employees it must satisfy their innovate aspirations for

growth and development of advancement in their career

Some of the employees are not satisfied with scope of creativity. If the job is creative

then only the employees get more interest on their job. They can innovate new things

in their job. Their creativity will be improved.

Some of the employees are not satisfied with the labour welfare measures provided by

the company. Labour welfare measures will improve the morale and increases the

feeling of security that will in turn affect the personnel effectiveness in an


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organization. So the organization should take measures to improve the labour welfare

measures.

APPENDICES


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PERSONNELDEPARTMENT

DIRECTOR(PERSONNEL)

DGM(ER)

CANTEEN TRANSPORT

WELFARE SAFETY

DGM(P&A)

RECRUITMENT ESTABLISHMENT

PROMOTIONS

MANAGER(PR)CHIEF MEDICAL

OFFICER

GM(HR)


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7. What are the steps taken for the job enrichment for employees?

a. Deliberate upgrading of responsibility

b. Widening the scope of activities

c. Setting the challenges in work

d. Giving exposure to variety of jobs

8. What is the purpose of job design and goal setting in the organization?

a. It facilitates work flow

b. Effective co-ordination and integration

c. Positive impact on employee satisfaction

d. All the above

9. What is your perception about the sensible integration of job, career, family life

and leisure time?

a. Excellent b. Good c. Average d. Poor

10.What is your perception with the leaves provided by the organization?


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11.What is your perception about the leave travel concession that is provided by the

Organization?


12. What is your opinion about the Canteen facilities?


13. What is your perception about the transport facilities?


14. What is your opinion about the sanitation and cleanly measures?


15. What is your opinion about the training given by the organization?


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16. What is your opinion about the management liaise between the employees and

the union?


17. What is your opinion that the management have adequate communication with

the employees?


18. What is your opinion about the Work Autonomy in the organization?


19.What is your opinion about that the awareness of Quality of Work Life in the

organization ?



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20.What is your perception about the job satisfaction?


BIBLIOGRAPHY


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BIBLIOGRAPHY

NAME OF THE BOOK AUTHOR

1. Human Resource Management Biswajeet Patnaik

2. Personnel and Human Resource Management P. Subba Rao


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3. Human Resource Management Mirza Saiyadain

4. Human Resource Development P.C.Tripathi

WEBSITES

www.ecil.co.in

www.google.com

www.hrabout.com

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