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Work life balance IVRCL


An individual cannot do project of this scale. I take this opportunity to express my

acknowledgement and deep sense of gratitude to the individuals for rendering valuable
assistance and gratitude to me. Their inputs have played a vital role in success of this

It is deep sense of gratitude I wish to avail this opportunity to express my great full
respect & sincere thanks to Sri. K. PANDU RANGA RAO, group head HR.& Admin,
IVRCL, who has given permission & also given many opportunities by assigning project
to me & for rendering his valuable advice & guidance in bringing out this project on
I express my gratitude to our chairman Dr. S. PRATAP REDDY, Dhruva College of
Management, Medchal, Hyderabad, for giving me an opportunity to do SIP.

I express my sincere thanks to my project guide Mr. RAMESH. P, Manager - HR for

his generous support, constant direction and mentoring at all stages of training.

I am also indebted to Prof: VYJAYANTHI MALA, Faculty Guide who was a real
source of help and assistance to me during the course of project.

I take this opportunity to thank all the employees who spared their precious time to
provide me with valuable inputs for project without which it would have not been

I firmly believe that there is always a scope of improvement. I welcome any suggestions
for further enriching the quality of this report.


Work life balance IVRCL

IVRCL believes in the power of “resourceful humans”. People are primary source of
competitive advantage and they help to drive the growth in a planned and efficient
manner. IVRCL work’s towards developing a culture that attracts people with
multidimensional experiences and skills.

The developers of IVRCL take great pride in building world-class projects. Such sense of
pride cultivates belongingness and affinity at IVRCL. As a result many of the developers
like to stay with the company for long periods of time improving the retention rates as
one of the highest in the industry.

IVRCL hire’s and train high end project resource (man power), as building a project
requires proper generalization, flexible design, the training and team environment
ensure that they can think through all aspects of the problem being solved by building
flexible architectures.

Building projects for highly competitive environments require development teams that
can properly match that intensity. To ensure that people who join this firm have the right
mix of attitude, values and skill sets compatible with IVRCL’s culture, it follows a
rigorous hiring procedure.

The selection procedures involve a thorough psychometric testing, and skill based
interviews, which reduce the subjectivity of the process. Using metrics and
measurements regularly, like cost per hire, source distribution, staffing efficiency
ratio etc. Helps the firm to maintain the quality of selection process. The parameters for
selection extend to both hiring from campus, as well as lateral hiring.

In addition to acquisition of talent, IVRCL also laid special emphasis on development of

talent through knowledge sharing activities, well-defined career path, and career
development plans. Apart from this – competitive pay, a well-outlined induction and
orientation program, immediate rewards and recognition, open channels of

Work life balance IVRCL

communication, and a participative environment have led to the best resources being
with them for a period of 15 yrs and above.

IVRCL’s employees are responsible for its growth by leaps and bounds year after year.
Thus, talent management is an important and critical activity for us. Organization
provides an intellectually stimulating and meaningful work environment, ample
opportunities to learn and grow, and a sense of belongingness, which challenges,
motivates and inspires each IVRCL-ite to achieve beyond potential.

Work life balance IVRCL


The study covers the various aspects in employee work life Balance and measured
increase in productivity accountability, commitment better team work and
communication improved morale, less negative organizational stress.


 To find out reasons for work life balance in IVRCL.

 To Find out effective of work life balance in IVRCL.

 To find out improve work life balance in IVRCL

 To gain an insight in to current work time policies and practices, as

well as work life balance issues in IVRCL.

 To complement existing foundation data and research on working

time largely based on surveys of individual workers and on
literature reviews in IVRCL

Work life balance IVRCL


Research is an art of scientific investigation. Research comprises defining and redefining

problems, formulating hypothesis or suggested solutions, collecting, organizing and
evaluating data, making deduction and reaching conclusions and at last carefully testing
the conclusion to determine whether they formulating hypothesis.
Methodology: The Study is about the work life balance in an Organization. It deals with
the title of the study, need of the study, objectives & Scope of study.
Title of the Study: The study is titled as “WORK LIFE BALANCE” at IVRCL
Infrastructures & Projects Limited, Hyderabad.

Data is collected from primary and secondary sources.

Collection of the data is of primary importance in the research process. Data which is
collected for the purpose of research helps in proper analysis which is helpful to conduct
research effectively. The data source, which is very important in the collection of data, is
primary data and secondary data.
Both primary and secondary data are taken into consideration for the study of HR
Practices followed by IVRCL.

Primary Data: This consists of original information gathered for specific purpose. The
normal procedure is by interacting with the people individually and/ or in a group, to get
the required data.

Secondary Data: This consists of the information that already exists somewhere, either
in some Annual Records or Magazines etc, having been collected for other purpose. Here
the researcher has both primary as well as secondary data.

Work life balance IVRCL

Survey Approach:

The questionnaire was administered through direct contact with respondents.

1. Sample Size & Sampling Technique:

The study covers a sample of employees of IVRCL Infrastructures & Projects Ltd.
The Respondents were selected on a Sample Random basis from the following
categories of the employees,
a) Senior managers / Senior Engineers
b) Deputy Managers
c) Junior Officers / Junior Engineers
d) Assistants

Statistical Tool: Sample percentage

Sample Variety: Respondents are mostly selected from the Executives and Non
Executives. So the Sample Size is limited to 40 due to availability and the busy schedule
of the employees.
Sampling Procedure: The sampling method used is Random Sampling. This sampling
Method is used because the respondents were selected randomly. The sampling unit
selected mostly from Executives and non executives. The sample size is fixed to 40
respondents; the sampling procedure is response from the respondents.
Statistical Tool: In this research various percentages were identified in the analysis and
these were presented pictorially by the pie charts in order to have a better quality.

Questionnaire Design: A structured questionnaire was designed consisting of close-

ended questions and were distributed to the respondents personally to get their responses.

Work life balance IVRCL

Indian Infrastructure
India to become the second Largest Economy by 2050
Indian Economy
The best barometer of country’s economic standing is measured by its GDP. India, the
second most populated country of more than 1100 million has emerged as one of the
fastest growing economies. It is a republic with a federal structure and well-developed
independent judiciary with political consensus in reforms and stable democratic
environment .In 2008-10 India’s economy-GDP grew by 6.5% due to global recession. In
the previous four years, economy grew at 9%.The Indian economy is expected sustain a
growth rate of 8% for the next three years up to 2012. With the expected average annual
compounded growth rate of 8.5%, India's GDP is expected to be USD 1.4 trillion by 2017
and USD 2.8 trillion by 2027. Service sector contribute to 50% of India‘s GDP and the
Industry and agriculture sector 25% each.

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The robust current growth in GDP has exposed the grave inadequacies in the country’s
infrastructure sectors. The strong population growth in India and its booming economy
are generating enormous pressures to modernize and expand India’s infrastructure. The
creation of world class infrastructure would require large investments in addressing the
deficit in quality and

quantity. More than USD 475 billion worth of investment is to flow into India’s
infrastructure by 2012. No country in the world other than India needs and can absorb so
many funds for the infrastructure sector. With the above investments India’s
infrastructure would be equal to the best in the world by 2017.

Infrastructure policy in India:

Major policy initiatives such as deregulation, viability gap funding ,India infrastructure
finance company, Committee on infrastructure ,rural infrastructure programme , National
urban renewal mission, public private partnerships, Launch of private sector
infrastructure funds have been implemented in infrastructure sector

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• Road Policy in India

• Airports Policy in India

• Ports Policy in India

• Power Policy in India

• Oil, Gas and mining Policy

• Real Estate Policy in India

• Telecommunication Policy in India

Infrastructure Potential in India:

Ports infrastructure in India:
India has a long coastline of 7,517 km. The existing 12 major ports control around 76 %
of the traffic. Due to globalization, India’s ports need to gear up to handle growing
volumes. A number of the existing ports have plans for expansion of capacities, including
addition of container terminals. The government has launched the National Maritime
Development Programme, to cover 276 port projects (including related infrastructure) at
an investment of about INR 600 billion by the year 2012. Also, States are increasingly
seeking private participation for the development of minor ports, especially on the west

Indian ports are projected to handle 875 million tons (MT) of cargo traffic by
2011-12 as compared to 520MT in 2004-05.There will be an increase in container
capacity at 17% CAGR. Cargo handling at all the ports is projected to grow at 19 per cent
per annum till 2012. Planned capacity addition of 545 mt at major ports and 345 mt at
minor ports. Port traffic is estimated to reach 1350 million tons by 2012 .Containerized
cargo is expected to grow at 18 per cent per annum till 2012. Projected Investment in

Work life balance IVRCL
major ports $16 billion’s and minor ports $9billion during2007-12 .

Airports infrastructure in India:

Passenger and cargo traffic slated to grow at over 20% annually and set to cross
100 million passengers per annum by 2010 and set to cross cargo traffic of 3.3 million
tons by 2010.Mumbai and Delhi airports have already been handed over to private
players. Kolkata and Chennai airports will also be developed through JV route.

Railways Infrastructure in India:

Indian Railways is the largest rail network in Asia and world’s second largest
under one management. Indian Railways comprise over one hundred thousand track
kilometers and run about 11000 trains every day carrying about 13 million passengers
and 1.25 million tons of freight every day. The scope for public private partnership is
enormous in railways, ranging from commercial exploitation of rail space to private
investments in railway infrastructure and rolling stocks. The Golden quadrilateral is
proposed to be strengthened to enable running of more long distance passenger trains and
freight trains at a higher speed. Programmed also envisages strengthening of rail
connectivity to ports and development of multimodal corridors to hinterland.
Construction of 4 mega bridges costing about US$ 750 million is also included in the
programme. Construction of a new Railway Line to Kashmir valley in most difficult
terrain at a cost of US$ 1.5 Billion and expansion of rail network in Mumbai area at a
cost of US$900 million has also been taken up. Freight traffic is growing at close to 10%
and passenger traffic at close to 8% annually. Railways have planned a dedicated rail
freight corridor running along the railways Golden Quadrilateral (GQ). The double-line
freight corridor is expected to evolve

Systematic and efficient freight movement mechanisms and ease congestion along the
existing GQ. It would leave the existing GQ free for passenger trains. The 9260 km
dedicated freight corridor to be built at a cost of Rs 60,000 crore (US$ 15 billion) is being
funded partially with a US$ 5 billion loan from Japan. The work is expected to be

Work life balance IVRCL
completed within the next 5–7 years. The first phase of the project would include the
Delhi–Howrah and the Delhi–Mumbai routes.
Power Infrastructure in India:
Presently the installed capacity of electric power generation stations under utilities
stood at 130000MW and in the five year plan the generation capacity is planned to be
increased to 2,20,000 MW by 2012.There is a 13% peaking and 8% average shortage of
power annually. Central government has already taken steps to increase capacity by
building Ultra mega power projects (UMPPs).There is a plan to increase Nuclear power
capacity from 3900MW currently to 10000MWbyendof11thplan.

Telecom Infrastructure in India:

Even with the rapid growth of telecom sector in India, the rural penetration is still
less than 5%. At 500 minutes a month, India has the highest monthly 'minutes of usage'
(MOU) per subscriber in the Asia-Pacific region, the fastest growth in the number of
subscribers at CAGR of more than 50%, the fastest sale of a million mobile phones (in
one week), the world's cheapest mobile handset and the world's most affordable color

Highways and Roads infrastructure:

The Indian road network has emerged as the second largest road network in the
world with a total network of 3.3 million km comprising national highways (65,569 km.),
State highways (128,000 km.) and a wide network of district and rural roads. The US tops
the list with a road network of 6.4 million km. currently; China has a road network of
over 1.8 million km only. Out of the 3.38 million Km’s of Indian road network, only 47%
of the roads are paved. Roads occupy a crucial position in the transportation matrix of
India as they carry nearly 65 per cent of freight and 85 per cent of passenger traffic. Over
the past decade several major projects for

development of highways linking the major cities have been planned – and work started
on most of them. What is of significance is that private sector involvement (BOT

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projects) has finally been found to be feasible in the Indian context. This has led to an
accelerated growth in this sector – which had long been faced with financial constraints.
This has also facilitated improvement in the quality of the new highways and introduction
of the latest concepts for toll collection, signage’s etc. The process of development of the
new highways is expected to continue for many years to come.

Construction Infrastructure in India:

Construction accounts for nearly 7 per cent of Indian GDP and is the second
biggest contributor (to GDP) after agriculture. Construction is a capital-intensive activity.
Broadly the services of the sector can be classified into infrastructure development
(54%), industrial activities (36%), residential activities (5%) and commercial activities
(5%). The main entities in the construction sector are construction contractors, equipment
suppliers, material suppliers and solution providers. India’s construction equipment sector
is growing at a scorching pace of over 30 per cent annually--driven by huge investments
by both the Government and the private sector in infrastructure development. It is
estimated that there is USD860 billion worth of construction opportunities in India

Work life balance IVRCL

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Whereas coming to the growth of infrastructure in India the growth has rapidly in
increasing stage it was observed from the following graphical representation.

 GCFI in infrastructure as percentage of GDP 4.6 % during the tenth plan

 If growth in GDP to be sustained GCFI in infrastructure must keep pace.

 Total estimated investment of USD 320-350 billion in infrastructure up to 2012



 Roads ($ 48 bn.): BOT preferred mode; NHDP-40,000 kms

 Airports ($ 9 bn.): 4 Metro, 35 Non-metro airports

 Ports ($ 12 bn.): All new berths through BOT

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 Railways ($ 12 billion): Container trains, DFC, Stations

 POWER Generation ($ 130 bn.): Transmission, Distribution

 Gas Pipelines: Cross Country, Intra-city pipelines

 Telecom

 Health and Education Infrastructure

 Urban Mass Transport

 Urban Water Supply, Solid Waste Management


 Good projects

 Demand Potential

 Revenue Potential

 Stable Policy Environment/Political Commitment

 Optimal Risk Allocation Framework

Facts about the Infrastructure Industry Trends:-

• The Infrastructure industry contributes a huge chunk to the world GDP

amounting to 1/10th of the same.
• This industry has immense potential in generating huge amount of
employment. It has been found out that construction industry offers
employment to around 7% of the total employed work force around the globe.
• It is the largest sector in respect of consumption of energy. It consumes around
2/5th of the total consumed energy through out the world.

Work life balance IVRCL
• Resource utilization in case of construction industry amounts to half of the
total resource used all over the world.

The most significant aspect associated with the Infrastructure industry trends is
increased use of the latest IT technologies for pacing up the work. Cutting edge
technology is being adopted by world's one of the biggest industries for leveraging
purposes and is mainly being used in raising the efficiency level of engineering and
designing of construction industry. It has been found out that the paper oriented format of
operation in the construction industry is not at all a cost effective approach because it eats
around sixteen billion US dollars in US real estate sector only. Infrastructure Industry
Trends show that the utilization of information technology has helped the industry to
save a lot of fund which could be channalized in more fruitful directions.

One of the latest technologies used in construction industry is Building Information

Model (BIM). This technology helps all the factors of a project to work in a collaborative
and concerted manner solely based on the platform of Information Technology. BIM
helps the different members of a project to communicate information among themselves
which consequently leverages the productivity and at the same time minimizes the error
along with cost.

Recent Growth Trends in Indian Economy

India’s Economy has grown by more than 9% for three years running, and has
seen a decade of 7%+ growth. This has reduced poverty by 10%, but with 60% of India’s
1.1 billion populations living off agriculture and with droughts and floods increasing,
poverty alleviation is still a major challenge.

The structural transformation that has been adopted by the national government in recent
times has reduced growth constraints and contributed greatly to the overall growth and

Work life balance IVRCL
prosperity of the country. However there are still major issues around federal vs. state
bureaucracy, corruption and tariffs that require addressing. India’s public debt is 58% of
GDP according to the CIA World Fact book, and this represents another challenge.

During this period of stable growth, the performance of the Indian service sector has been
particularly significant. The growth rate of the service sector was 11.18% in 2007 and
now contributes 53% of GDP. The industrial sector grew 10.63% in the same period and
is now 29% of GDP. Agriculture is 17% of the Indian economy.

Growth in the manufacturing sector has also complemented the country’s excellent
growth momentum. The growth rate of the manufacturing sector rose steadily from
8.98% in 2005, to 12% in 2006. The storage and communication sector also registered a
significant growth rate of 16.64% in the same year.

Additional factors that have contributed to this robust environment are sustained in
investment and high savings rates. As far as the percentage of gross capital formation in
GDP is concerned, there has been a significant rise from 22.8% in the fiscal year 2001, to
35.9% in the fiscal year 2006. Further, the gross rate of savings as a proportion to GDP
registered solid growth from 23.5% to 34.8% for the same period.

Key Players in the Indian Market :

 Hindustan Construction Company (HCC)
 Nagarjuna Construction Company (NCC)
 Gammon India
 Larsen and Toubro (L&T)
 Jaiprakash Industries
 Simplex Infrastructures Limited (India)
 JMC Projects India

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IVRCL Infrastructures and projects Ltd commenced operation in 1990 and
established itself as a premier EPCC & LSTK service provider with front end engineering
capabilities. Commencing operations with building construction as class-I construction
firm in 1987, IVRCL forayed into various social infrastructure sectors like water
management, roads and high way, bridges, power transmission lines with attendant
engineering capabilities and was graded as one of the developer companies by state and
central government.
“Over a period of time IVRCL has developed core competencies. IVRCL now have a
platform for any infrastructure to be built.” What can stop any company? People,
competency level, finance limit. IVRCL is not short of anything. It has tremendous
credibility. With bankers who are willing to support projects. IVRCL is now looking to
benchmark itself as an international company thanks to its involvement in projects in
abroad. The company is eyeing water projects, development of ports it is sourcing a
location in Andhra Pradesh ship building and fabrication of components for oilrigs.
By virtue of its presence in core sector activity, IVRCL has redefined the Quality of life in its
many facts. This has come through its commitments, care and concern for societal issues and
largely by way of experience, having built upon brick by brick in its track record of a decade
and a half.

IVRCL, is today, reckoned as a leader in Infrastructure building and development

providing one-stop turnkey solutions on a cost-effective basis. IVRCL has been rated as
“The Fastest Growing Construction Company”. Firmly entrenched in the core sector
activity of infrastructure leading to nation building, IVRCL stands out for its pioneering
work in providing complete water solutions including water transmission, treatment and
waste management. The company’s other infrastructure activity includes roads and
highways, bridges and transmission lines with attendant engineering capabilities.

Work life balance IVRCL
This has come about through its commitment, care and concern for societal issues and
largely by the way of experience, having built upon brick in its track record of decade and
a half.
Little wonder, IVRCL is today, reckoned as a leader in infrastructure building and
development providing one-step turnkey solutions on a cost- effective basis.

Head office: - Hyderabad.

Administrative offices: - Chennai, Cochin, Bangalore, Pune, Kolkata, Jodhpur,
Raipur(Chhattisgarh), Ahmadabad, Margo(Goa), Delhi, Jaipur, Jharkhand, Punjab, Bihar,
Bilaspur(MP), Bhopal, Jind(Haryana), Jammu & Kashmir, Kotdwara(Uttaranchal).

The company operating with 3424 employees in financial year 2006, in 2007 it
increased to 4836, in 2008 the employees are 5082 and 6257 in (2009) now the
employees are approximately 7500(2010). IVRCL is the first company in the Indian
infrastructure sector to offer ESOPs to the employees. The company aims to provide
stimulating and safe professional opportunities for its people. Health insurance coverage,
Medical Reimbursement, LTA (leave travel), informal family get-togethers and other
tangible and intangible benefits, all make IVRCLs people motivate a lot
Direct and indirect subsidiaries of the company
1. IVRCL Strategic resources & services limited.
 Salem toll ways limited
 Kumarpalayam toll ways limited
 Jalandhar Amristar Toll ways limited
 IVRCL buildings products limited
2. Hindustan Dorr Oliver limited
 HDO technologies limited
3. IVRCL prime urban developers limited
 IVRCL Mega malls limited
 IVR Hotels and resorts limited

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 IVR Vanaprastha private limited
 Absorption air con engineers private limited
 IVR PUDL resorts and clubs private limited
4. IVRCL water infrastructures limited
 Chennai water desalination limited
 First STP private limited
5. IVRCL PSC pipes private limited
6. IVR environmental
7. Projects private limited
8. Alkor petro limited
9. IVRCL steel construction and services limited
10. GEO IVRCL engineering limited
11. IVRCL steel construction & services limited
12. IVRCL water infrastructure limited
13. IVRCL road toll holding limited
14. First STP private limited
15. Chennai water desalination limited

It has two Sister companies, namely:

 Hindustan Dorr-Oliver ltd.
 IVR Prime Urban Developers

Hindustan Dorr-Oliver ltd: -

Hindustan Dorr-Oliver (HDO) is a leading Indian engineering, procurement and
construction company. HDO is the ideal acquisition of IVRCL for designing,
manufacturing, supplying & installing equipment, systems & processes for liquid-solid
separation and pollution control in the following industries:
 Pulp and paper
 Chemicals, Food and pharmaceuticals
 Breweries and Distilleries

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 Refineries and Petrochemicals
 Oil and Gas.
 Phosphatic Fertilizers
 Industrial and Municipal Waste Water.

Within this new arm, IVRCL is well within reach of positioning itself as a full-fledged
Knowledge Process Outsourcing Hub for engineering solutions.
IVR Prime Urban Developers Ltd: the aim of IVR prime is to create luxury-intensive
urban infrastructure. Implementation of new technologies, environment soundness and
superior combine make IVR Prime’s most development. Strongly entrenched with proven
domain knowledge, experience and credentials. The projects include:
Residential Hospitality
Hill Ridge springs Ella Compass
Villas at Hill Ridge Springs Mall at Hill Ridge Springs

“To become a leader in infrastructure business by providing total solutions”
Commitment to customer satisfaction,
Quality awareness, desire for excellence and
Continual improvement is our motto.
TARGETS by 2010
100000cr-Turn Over
100000cr- Assets
10000cr- Market Capitalization
7500- Human Capital


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IVRCL will be the national leader in constructing projects, which make everybody like
mere comfortable, easy & safe. It provides projects, services and infrastructures of such
excellent value that customers will actively choose to do business them. To reach the
goals in providing value to customers and shareholders, they will continue to develop at
IVRCL culture, built on the strength of the multicultural key value is:
1. Co-operation
2. People development
3. Environmental Concern
4. Professionalism
5. Speed
Appreciation Certificates


ISO 9001: 2008


ISO 14001: 2004


OHSAS 18001: 2007
IVRCL - Performance at a glance

(Rs. Millions)
Particulars 2008-09 2007-08 2006-07
Turnover 49,830.91 36,981.14 23,464.57
Profit before Tax 2,737.74 2,853.30 1,850.96
Profit after Tax 2,259.67 2,104.77 1,414.63
Equity Capital 267.01 266.98 259.32
Reserves & Surplus 17,838.74 15,792.80 12,957.88
Net Worth 18,105.75 16,059.78 13,217.20
Gross Block 6,623.50 4,175.96 2,593.35
Net Block 5,206.97 3,191.94 1,929.13
Book Value (Rs.) 135.62 120.31 101.94
EPS (Rs.) Basic 16.93 16.08 12.38
Dividend 70% 70% 50%

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♣ Maharashtra Krishna Valley Development Corporation: Won Best Contractor Award for
Mechanized Water Canal Projects.
♣ GEC Alsthom (I) Limited): Received Bonus for early completion of the HVDC Back-to-
Back Power Projects.
♣ Indian Institute of Bridge Engineers (IIBE): Won 1st Prize for Cable Stayed Bridge at
Chitrapuzha for Kochi Refineries Limited.
♣ Gujarat Water Infrastructures Limited: Received Award for Commissioning of Water
Pipeline ahead of Schedule.
♣ Tirumala Tirupathi Devasthanams, Tirupathi: received Award for completing the Water
Supply Project at Tirumala Hills, Tirupathi, in a record period of 75 days.
♣ Central Organization for Railway Electrification): Received Award from Indian Railways
for completing the Electric Loco-shed Project at Lalaguda, Secunderabad ahead of schedule.
♣ Government of Maharashtra: Received Award for completing Earthquake Rehabilitation
Projects of 3200 houses & 125 Kms. roads in Latur & Killari Districts in Maharashtra.
♣ Bharat Heavy Electricals Limited: Received Award from BHEL employees for the early
completion of Housing Colony of 1936 dwellings.
♣ Rajasthan Urban Infrastructure Development Project, Jodhpur: Won Best Safety
Performance Award conducted on National Safety Day.
♣ Winner of the Golden Peacock Award for Occupational Health and Safety – 2008.
♣ National safety Council of India: Received Safety Awards for Sipat Super Thermal Station,
NTPC ltd, Sipat, Chhattisgarh.
♣ Indian Oil Corporation: Received Appreciation letter for 2 Million Safe Man Hours without
any Accident at IOCL Refinery Township Project of Paradip, Orissa.

Major Client Names:

In Public Sector
 Oil and Natural Gas Corporation Limited

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 Bharat Heavy Electrical Limited
 Nuclear Power Corporation of India Limited
 Bharat Petroleum Corporation Limited
 Indian Oil Corporation Limited
 National Thermal Power Corporation.
In Private Sector
 Birla Institute of Technology and Science (BITS)
 Brandix India Apparel City Private Limited
 DLF Akruti Info Parks (Pune) Limited
 Telco Construction Equipment Company Limited
 TATA Projects Limited
 Jindal Steel and Power Limited.

Future plans of IVRCL:

 Dredging
 Hydro Power Projects
 Oil & Gas Exploration
 Information Technology Enabled Services (ITES).
For the IVRCL Company the suppliers are
 Steel Authority of India Limited
 Lumino Industries Limited
 Jain Irrigation Systems Limited
 Lanco Industries Limited
 Pioneer Trans-Energy Limited
 Essar Steel Limited
 Medhaj Engineers Private Limited

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 Welspun-Gujarat Stahl Rohren Limited
 GPT Industries Limited
 ABB Limited
IVRCL has taken insurance coverage for its projects from
 Bajaj Allianz General Insurance Company Limited,
 Future Generali,
 ICICI Lombard General Insurance Company Limited,
 Reliance General Insurance Company Limited,
 Royal Sundaram General Insurance Company Limited and
 United India Insurance Company Limited.
For IVRCL the competitors are many, the competitors in the fields like Water Supply
and Environmental Projects, Transportation, Buildings and Industrial Structures, Power
and Transmission Projects in construction sector are as follows:
 L&T
 D L F Ltd
 Punj Lloyd L td
 Jaiprakash Associates Ltd
 Nagarjuna Constructions Ltd

 Competency Mapping
 Enterprises Resource Planning
 Balanced Score Card
 Effective controls at all levels
 Training and Development Programme

 Cultivate positive work culture
 Quality month

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 Star of the month
 Executive presentation
 Quality circles
 House keeping
 Safety month
 Statutory maintenance
 Common cafeteria

 IVRCL Family Day
 Independence Day
 Republic Day
 Community Development Programmes
 Public Relations Programmes
 IVRCL News Letter (DHADKAN)

 Training need analysis
 Training budget
 Training calendar
 Identification of external training agencies
 IVRCL Vision, Mission transmission, Teambuilding, Positive Attitude, Discipline
and safety

 Review Compensation Plans
 Empowerment
 Relocation to place of choice
 Involve in decision making

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 Abroad programmes
 Create professionalism
 Hard furnishing loan
 Vehicle loan
 Marriage loan
 Education loan
 Club membership
 Recognition for good work
 Employee stock option
 Housing loan

 Human Capital Planning
 Recruitment / Selection /Induction
 Training and Development
 Performance Appraisal
 Succession Planning
 Career Planning
 Job Rotation and Multi Skilling
 Job Enrichment
 HR Manual
 Induction Manual
 Safety Manual
 Exit Interviews


 Day to Day to Accountability
 Individual Goals
 Short term / long term goals

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 Individual development plans
 Team targets

 Organizational culture
 HRD Climate
 Training Need Analysis
 Compensation Survey
 Employee Satisfaction

 Safety survey
 Safety Budget
 Safety Policy
 Safety Manual
 Awareness and Training on safety
 Safety Reviews and Safety Meetings
 Safety systems
 Safety audit
 Safety Banners
 On site emergency plan
 Zero accident schemes for sites


 Establish Learning Centre
 Fresher Training
 Induction Training

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 In-house Training
 External Training

Theoretical Framework of the Project – Work life balance

What is Work life balance

When an individual maintains a balance between his personal and professional life, the
phenomenon is called Work-Life Balance. This expression holds worth a lot because it is
very important to have a balance between personal and professional life. Work life
balance is at the forefront of the world of work. Kaizen, the Japanese philosophy for
continuous improvement, along with the role of information technology (IT) helps and
guides the management people, to get the maximum output with the help of available

The balance between personal and professional life vary from person to person and the
organization where he or she is working. When an individual does not maintain a balance
and works too much in the organizational setting, this may cause him some medical,
psychological and behavioral consequences, as a result his or her productivity will also be
low. Studies have shown that work life stress is harmful to the employees. Late sitting
and working too much can cause imbalance in an individual's personal and professional
life; however there are some techniques to manage the work life stress e.g. time
management, task management, relaxation, flexible working hours, working from home
and exercise etc. Work life balance improves individual's health, job satisfaction,
commitment, involvement and reduces absenteeism and presenteeism (state of physical

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presence but not productive). Despite of the progress in the betterment of maintaining
work life balance, there is still more to be done.

One important factor is the degree to which work life balance are generally applicable
across the whole hierarchy of the organization. Those lower down the organizational
hierarchy are some times not entitled for some benefits or uninformed about relevant
company policies. Work life balance can assist employers and employee to be healthy
and productive in their personal and professional life.

"Balance is not better time management, but better boundary management. Balance
means making choices and enjoying those choices." - Betsy Jacobson.

For some people spending more time in the organization is more important than the time
they spend at home. However, there are people who give priority to the personal and
family life. In this technological era, some organizations also offer flexible working
hours. One can carry laptop, PDA, black berry and is connected with suppliers, venders
through internet 24 hours a day. The moment he gets any query, he responds to it. There
are some work-alcoholics who take their laptops and PDAs to the vacation and face the
annoyance of their wives while checking the emails.

People are more interested in looking for a job that gives them flexibility at work.
Necessary arrangements for work life balance are required by all workers at different
times in their lives because balance is instrumental in quality initiatives by preparing an
individual to deal with the change. An individual can give his best only in a conducive
environment e.g. students want to study and work at the same time; parents want to have
time with their children and the older worker approaching retirement to have the
opportunity to stay in the workforce on reduced hours. Mostly the employers and the
employees agree that organizational objectives are more important, so it is the obligation
of the employer to help people in work life balance.

Work life balance in today’s world

A lot of people face the problem of balancing work and family life. Many multinational
companies remain open for 24hrs. Employees need to work in shifts. Day shift and night
shift. Night shift employees feel hard to cope up with family life and health. This in turn
leads to divorces and bad health. Many Mothers feel difficult to continue work after
delivery because her home becomes her first priority. She may be a very good worker but
she quits to look after her new born and family. Many Corporates have come up with the
option of Flexi time and work from home opportunity to tap theses employees. Personal
demands such as visiting school for report card or hospital or any emergency requires
attention. In that case the employee need to take take leave and remains absent from
work. Companies have introduced flexi timings for working so that an individual
employee can complete his scheduled work by coming to office any time. This lessens

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the burden of reaching office on time when personal life needs more attention. Yahoo
India allows employees to work Flexi time.

Working from home is also adopted to balance work and personal life. Companies don't
want to get away with hard working and result oriented employees so many companies
have introduced work from home opportunities where an employee can work from home.
There is no stress of visiting office on time. Here an employee can adjust time to devote
for work and family. Giving an employee option to work from home helps the employer
in adjusting work from a small office and managing a big workforce.

Companies give training sessions to employees so that they are more productive. Various
seminars are organized. They call the family members of employee so that they too
cooperate with the employee in balancing work and home. When a company gives an
employee an option of balancing his work and personal life it increases retention and
lowers the turnover rate.

There are few negative side effects of allowing an employee to work from home or
practice flexi timings -

1. A productive employee turns unproductive.

2. Takes work for granted.
3. Does not completes work on time.
4. Gives more stress to personal life and personal demands.

A company needs to keep an eye on each and every employee so that the productivity is
not reduced. An Employer takes measures to retain his employees and increase
performance. Work life balance is a good measure taken by companies. An employee
should fit in it and try to get maximum benefits.

Managing Work life balance

A valuable quality of leadership is the ability to balance work and life. They make it clear
that this is an aspect they value in others, too. Individuals establish a pattern for their
personal life - whether it's being home for dinner four nights a week, attending choir
practice, or being a part of their kids' school activities. Whether through unpaid leave or
flexible scheduling, they provide people with the opportunity to lead productive personal
lives. Consequently, elevated trust levels are inspired throughout the members of the

Michele, managing partner of a San Francisco law firm, clearly values and appreciates
her quality family time. She is honest about her desire to attend her children's soccer and
softball games and her need for personal time as well. "These are just too important for
me to miss," she says.

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Michele doesn't set a double standard. What rules apply for her also apply to the other
lawyers and employees in her firm. Consequently, the value of family increases as people
are encouraged to participate in family functions and enabled to lend assistance to family
in need. Based on Michele's strong personal values, it is part of the culture. And she
would have it no other way.

The executive director of a non-profit agency, David, possesses a true love for travel and
eco-tourism. When vacationing, he often takes his family to places of isolation and
relaxation where his work life cannot interfere. Often, he stays away for several days at a
time. He understands the significance and importance of this time in his life. He
recognizes the need to hone his focus and renew his ambitions. His team of managers
supports David's travels "off the grid" because they are aware that they possess the same

As a woman in leadership, balancing your career, finances, family life and extracurricular
activities can be challenging. Your responsibilities can pose various demands on your life
that can make you feel overwhelmed and out of balance. In this age of mobile
communications, technology can play an important role in helping you achieve a more
balanced life. Here are 3 areas of your life where technology can help you achieve

Your time: Most PDAs come with really great features to help you manage your time.
Take the time to read the manual that comes with your PDA and maximize its
functionality. For example, in addition to the basic calendar functions the Palm Treo has a
programmable voice that will speak to you and alert you of your appointments. The
iPhone allows you to download some great applications to help you manage different
aspects of your life. You can manage everything from your to do lists to travel
management programs that keep track of your frequent traveler programs to goal setting
programs that help you develop new habits.

Your finances: Programs like Quicken or Quickbooks provide great tools to help you
manage your finances. These programs allow you to link to your online banking accounts
and provide you with a comprehensive and up-to-date view of your finances. These
programs also provide great features like bill pay as well as spreadsheets, charts and
graphs. The programs are user friendly and you have the option to link them to your PDA
if you want to monitor your accounts when you're on the go.

Your social life: Social media have become powerful and effect tools to strengthen
already existing relationships and to form new ones. Programs such as Facebook, Twitter
and LinkedIn have revolutionized the way we connect with each other and how we share
information. You can share photos, videos, audio files and news articles. If you haven't
already, consider joining a social media network to stay in touch with family and friends.
Short and regular updates throughout the week will give you a glimpse into the lives of
those in your network and help you feel connected even when you're on the go.

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Your career: Technology can help you to streamline your work day so that you work
more efficiently. For example, there are various Google applications such as Google docs
that can help you to promote collaboration and to share information with colleagues. You
can save time and cut back on travel expenses by hosting video calls via Skype rather
than face-to-face meetings. Skype is free and all you need is a computer with a webcam.
Technology can also help you to expand your professional network through social
networks like LinkedIn. Finally, you can expand your knowledge and learn new things
through webinars and online courses from the comfort of your office or home.

Technology should never replace personal connections, but when approached in a

thoughtful way, it can be useful in helping you maintain the right balance in your
personal and professional life.

Let's take a look at a few tips that you may find useful:

• Visualize your ideal life - dare to dream and write down the top ten things you
want to accomplish on your "life list."
• Write down your personal vision statement and mission statement - it will help
you see where you are going in life.
• Turn off the television - studies show that it creates depression. It is a passive
activity that won't give you energy.
• Limit Internet time - set better boundaries so that technology does not rule your
• Pursue your passion persistently - own it and be disciplined in achieving what you
truly desire out of life.
• Keep a journal - it will help you on a regular basis to stay focused on what is
important to you.
• Every weekend set a goal of doing one fun activity.
• Define your daily exercise time - what works best for you, 30 minutes in the
morning, afternoon or evening?
• Go to bed a half hour early and get up a half hour early - this allows you to carve
out additional personal time.
• When confronted with a choice, ask yourself: What's the cost? Will this add to my
life or create more stress?
• Let go of people and things that are holding you back (ie. clutter, negativity,
clothing, luxury items, toys, etc.)
• Prune any activities that are not productive or non-priorities.
• Say three gratitudes each night - when you do this you will realize that you are too
blessed to stress.
• Reprioritize: What are your top 10 priorities for this year? Rank them in terms of
highest, high and low.
• Every weekend make it a goal to call two friends - you won't have any regrets
about building up these relationships.
• Turn every occasion in your life into a positive - even negative experiences are
seen as "What can I learn from this?"
• Live simply, expect less and give more.

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After reading this article, answer these questions. I need to:

• Start doing…
• Stop doing…
• Continue doing…
• Do more…
• Do less…
• Do differently…

Many people today are too busy making a living that they don't have time to make a life.
You can not expect to continue down the same path and get the authentic changes you
really want in your life. Where you go in life is up to you? Where you go with your
work/life balance should be by choice not chance. I will leave you with this one parting
thought that I want you to answer for yourself: How will I know if this year is a total
success for me?


To achieve the above objectives and to facilitate HRD the following
process mechanisms or sub systems are used:
1. Performance appraisal

2. Potential appraisal and development

3. Feedback and performance coaching

4. Career planning and development

5. Induction training

6. Training

7. Job rotation

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8. Organizational development

9. Rewards

10. Quality circles

11. Employee welfare and quality of work life (QWL)

All these process mechanisms are linked with the corporate plans, particularly
with human resource planning (Man power planning)
Each of these sub-systems or mechanisms or instruments contributes to the
achievement of overall HRD goals. Performance appraisal focuses primarily on helping
the individual to develop his/her present role capabilities and to assume more
responsibility for that role. Potential appraisal focuses primarily on identifying the
employee’s future likely roles within the organization. The training is the means of
developing the individual’s personal effectiveness or developing the individual’s ability
to perform his/her job role or future job roles. Training also can strengthen interpersonal
relationships (through training in communications, conflict resolution, problem solving,
transactional analysis, etc.) and increases team work and collaboration.

Personnel HRD

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1. To maintain existing systems and 1. To improve the abilities of the
procedures. individuals.
2. Isolated function 2. Organization wide function.
3. Thrust areas: 3. Thrust areas:
• Salary & wages • Performance appraisal
• Promotion & transfers • Induction and training
• Disciplinary action • Job rotation & Career planning
• Industrial relations • Direct contact meetings
• Leave, LTC, etc. • Survey of organizational climate

1.6 Compensation


Compensation is the remuneration received by an employee in return for his/her
contribution to the organization. It is an organized practice that involves balancing the
work-employee relation by providing monetary and non-monetary benefits to employees.

Compensation is an integral part of human resource management which helps in

motivating the employees and improving organizational effectiveness.
Compensation and Reward system plays vital role in a business organization. Since,
among four Ms, i.e. Men, Material, Machine and Money, Men has been most
important factor, it is impossible to imagine a business process without Men. Every
factor contributes to the process of production/business. It expects return from the
business process such as rent is the return expected by the landlord, capitalist expects
interest and organizer i.e. entrepreneur expects profits. Similarly the labour expects
wages from the process. Labour plays vital role in bringing about the process
of production/business in motion. The other factors being human, has expectations,
emotions, ambitions and egos.

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Labour therefore expects to have fair share in the business/production process. Therefore
a fair compensation system is a must for every business organization. The fair
compensation system will help in the following:
• An ideal compensation system will have positive impact on the efficiency and
results produced by employees. It will encourage the employees to perform better
and achieve the standards fixed.

• It will enhance the process of job evaluation. It will also help in setting up an ideal
job evaluation and the set standards would be more realistic and achievable.

• Such a system should be well defined and uniform. It will be apply to all the
levels of the organization as a general system.

• The system should be simple and flexible so that every employee would be able to
compute his own compensation receivable.

• It should be easy to implement, should not result in exploitation of workers.

• It will raise the morale, efficiency and cooperation among the workers. It, being
just and fair would provide satisfaction to the workers.

• Such system would help management in complying with the various labor acts.

• Such system should also solve disputes between the employee union and

• The system should follow the management principle of equal pay.

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• It should motivate and encouragement those who perform better and should
provide opportunities for those who wish to excel.

• Sound Compensation/Reward System brings peace in the relationship of employer

and employees.

• It aims at creating a healthy competition among them and encourages employees

to work hard and efficiently.

• The system provides growth and advancement opportunities to the deserving


• The perfect compensation system provides platform for happy and satisfied
workforce. This minimizes the labour turnover. The organization enjoys the

• The organization is able to retain the best talent by providing them adequate
compensation thereby stopping them from switching over to another job.

• The business organization can think of expansion and growth if it has the support
of skillful, talented and happy workforce.

• The sound compensation system is hallmark of organization’s success and

prosperity. The success and stability of organization is measured with pay-
package it provides to its employees.

Components of compensation system

Compensation systems are designed keeping in minds the strategic goals and business
objectives. Compensation system is designed on the basis of certain factors after
analyzing the job work and responsibilities. Components of a compensation system are as

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Types of Compensation
• Direct Compensation

• Indirect Compensation


Direct compensation refers to monetary benefits offered and provided to employees in

return of the services they provide to the organization. The monetary benefits include
basic salary, house rent allowance, conveyance, leave travel allowance, medical
reimbursements, special allowances, bonus, Pf/Gratuity, etc. They are given at a regular
interval at a definite time.

Compensation provided to employees can direct in the form of monetary

benefits and/or indirect in the form of non-monetary benefits known as perks, time off,
etc. Compensation does not include only salary but it is the sum total of all rewards and
allowances provided to the employees in return for their services. If the compensation
offered is effectively managed, it contributes to high organizational productivity.

House Rent Allowance

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Organizations either provide accommodations to its employees who are from different
state or country or they provide house rent allowances to its employees. This is done to
provide them social security and motivate them to work.

Basic Salary
Salary is the amount received by the employee in lieu of the work done by him/her
for a certain period say a day, a week, a month, etc. It is the money an employee receives
from his/her employer by rendering his/her services.
Organizations provide for cab facilities to their employees. Few organizations also
provide vehicles and petrol allowances to their employees to motivate them.

Leave Travel Allowance

These allowances are provided to retain the best talent in the organization. The
employees are given allowances to visit any place they wish with their families. The
allowances are scaled as per the position of employee in the organization.

Medical reimbursement

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Organizations also look after the health conditions of their employees. The
employees are provided with medi-claims for them and their family members. These
medi-claims include health-insurances and treatment bills reimbursements.

Bonus is paid to the employees during festive seasons to motivate them and provide
them the social security. The bonus amount usually amounts to one month’s salary of the
Special Allowance

Special allowance such as overtime, mobile allowances, meals, commissions, travel

expenses, reduced interest loans; insurance, club memberships, etc are provided to
employees to provide them social security and motivate them which improve the
organizational productivity.

Indirect compensation refers to non-monetary benefits offered and provided to
employees in lieu of the services provided by them to the organization. They include
Leave Policy, Overtime Policy, Car policy, Hospitalization, Insurance, Leave travel
Assistance Limits, Retirement Benefits, Holiday Homes.
Leave Policy
It is the right of employee to get adequate number of leave while working with the
organization. The organizations provide for paid leaves such as, casual leaves, medical
leaves (sick leave), and maternity leaves, statutory pay, etc.

Overtime Policy
Employees should be provided with the adequate allowances and facilities during
their overtime, if they happened to do so, such as transport facilities, overtime pay,

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The employees should be provided allowances to get their regular check-ups, say at
an interval of one year. Even their dependents should be eligible for the medi-claims
that provide them emotional and social security.

Organizations also provide for accidental insurance and life insurance for
employees. This gives them the emotional security and they feel themselves valued in
the organization.

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Leave Travel
The employees are provided with leaves and travel allowances to go for
holiday with their families. Some organizations arrange for a tour for the employees
of the organization. This is usually done to make the employees stress free.
Retirement Benefits
Organizations provide for pension plans and other benefits for their employees which
benefits them after they retire from the organization at the prescribed age.
Holiday Homes
Organizations provide for holiday homes and guest house for their employees
at different locations. These holiday homes are usually located in hill station and
other most wanted holiday spots. The organizations make sure that the employees do
not face any kind of difficulties during their stay in the guest house.

Need of Compensation Management:-

 A good compensation package is important to motivate the employees to
increase the organizational productivity.

 Unless compensation is provided no one will come and work for the
organization. Thus, compensation helps in running an organization effectively
and accomplishing its goals.

 Salary is just a part of the compensation system, the employees have other
psychological and self-actualization needs to fulfill. Thus, compensation
serves the purpose.

 The most competitive compensation will help the organization to attract and
sustain the best talent. The compensation package should be as per industry

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Strategic compensation is determining and providing the compensation packages to

the employees that are aligned with the business goals and objectives. In today’s
competitive scenario organizations have to take special measures regarding
compensation of the employees so that the organizations retain the valuable
employees. The compensation systems have changed from traditional ones to
strategic compensation systems.
Compensation Management in the Company:
As there are nine grades in the company i.e., G1 to G9, the management is
providing three different types of pay packages and they are as follows:

Wage and salary components:

G1 to G5 employees receive
Basic salary
House rent allowances
Food expenses
Children education
Washing expenses
Conveyance reimbursement
G6 to G8 employees receive
Basic salary

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House rent allowances
G9 employees receive
Basic salary
House rent allowances
There are two types of deductions that is
Statutory deductions
Non- Statutory deductions

Statutory Deductions:
Under statutory deduction
Employee Provident Fund
Employee State Insurance
Professional Tax Salary in Advance
Bank Loan
Other Deductions like Damages etc.
Salary in Advance:
In some cases salary is paid in advance to the employee’s whenever there
is a need or in some emergency like, for medical or any other requirements of the
employee. This amount is been deducted in installments from the employee’s
monthly salary.
Bank Loans:
If the employee have any bank loans the amount of monthly payment to the
bank is been deducted from the employee’s salary.
If any damage of the Company property is done in the hands of the employee
the amount for the damage done is been deducted from the employee’s salary. If the
damage amount is high then the deductions is done in installment process.

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It is covered for G1-G3
E.g.: G1 gets 125 liters
Employees from G1-G5 are issued food coupons.
Management guides the employees regarding proceedings and offers at a discount.
Shares are being allotted upon the designation and grade.
All the employees are reimbursed when they go out for office purpose. E.g. G1 is
eligible for Air
G2 is eligible for Air and first class A/C.
For all remaining employees will get according to their grade eligibility.
In case of death of an employee it is given to the dependents.
G1- 25lakhs
G2- 15lakhs
G3- 12akhs
G4- 10lakhs
G5- 8lakhs
G6- 7lakhs
G7- 6lakhs
G8- 5lakhs
G9- 3lakhs


Every employee after completion of probation period is eligible for LTA. But, they
can avail after completion of 1year of service, they are eligible for one current basic
pay. LTA can avail only for two calendar years.
All the employees transferred from one location to other shall be eligible for

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following benefits and allowance. Allowance for packing and transportation of
household goods, vehicle etc. The concerned employees shall be reimbursed expenses
incurred towards packing, insurance, loading / unloading, transportation of house
hold goods, vehicles etc. against the production of actual bills.
Medical Benefits:
All executives, who are not covered under the ESI scheme, are entitled to
reimbursement of medical expenses incurred for self, spouse, children and dependent
parents up to one month’s basic salary every financial year. Managers and above will
be allowed to club their entitlement for LTA and reimbursement of medical expenses
and utilize the same flexibly for both the purposes.
Staff in S1 grade who are not covered under ESI scheme, are entitled to
reimbursement of medical expenses incurred for self, spouse, children and dependent
parents up to Rs. 2500/- per anum. Claim for reimbursement of medical expenses can
be made twice in a financial year i.e. in October and April – not later than 15th of the
month. However, the total amount that can be claimed in a financial year on both
occasions will not exceed the entitlement at (a) and (b) above. Claims must be made
in the prescribed form, supported by medical bills and cash memos and submitted to
Accounts Dept. The un-availed portion of entitlement of any year can be carried
forwarded to the following financial year. The entitlement for reimbursement of
medical expenses will be prorating to the employment during the financial year.
Therefore, if any employee leaves the employment during the financial year the
amount reimbursed in excess of the prorate entitlement will be recovered from the full
and final Settlement dues of the employee.

Pay Roll Section:

1. Collecting Attendance.
2. Updating of records.
3. Calculation of payroll.
4. Distribution of salary.

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After employee placement/joining the recruitment section handovers the details of the
employees enclosed in a file to the payroll department. In IVRCL Pay Roll process
starts from 25th of every month. First part is attendance, which will be coming from
last 26th to 25th of the month. Salary is paid for 1st to 31st but attendance is calculated
from 25th to 26th of the month. The Pay Roll department then looks after the following
aspect of the employees.

Time office management (attendance)


1. Leaves

2. Advances

3. Transfer order

4. New Joining

5. Left.

Leaves: There are three types of leaves.1.Casual leave 2.Sick leave 3.Earned
leave .Casual leaves-10

Sick leaves-10

Earned leaves-20

All Trainees, Probationers and Permanent employees of IVRCL (irrespective of
grades) are entitled to CL of 10 working days in a calendar year.

The employees who join the organization during the year will be entitled to CL

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on prorate basis to their service in that year.
 The CL will be credited in the beginning of the calendar year.
 The un-availed CL will lapse at the end of the calendar year
 Casual Leave is not encashable.
 Holidays and Weekly offs falling during the C.L shall not be counted as part
of C.L.
 Employees are expected to apply for CL prior to availing the leave unless in
the case of unforeseen circumstances.
 CL cannot be availed for less than half day or more than 3 days at a time or in
a month.
 The availing of CL should be distributed over the year i.e. one should not
exhaust the complete leave in the beginning of the year itself.
 Casual Leave cannot be combined with any other type of leave. If employee
takes Casual Leave and there after continued Sick Leave the entire leave shall be
converted as Sick Leave only.
 Employees must obtain prior sanction from the sanctioning authority before
availing Casual Leave. But due to sudden and unforeseen circumstances, if it is
not possible for the employee to obtain prior approval, then intimation may be
sent to the leave sanctioning authority about his inability to attend duty giving
the reasons thereof and should obtain approval on the first working day
immediately on resuming duty.
 Granting of Casual Leave shall be subject to exigencies of work and at the
discretion of the leave sanctioning authority.

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All Trainees, Probationers and Permanent employees of IVRCL (irrespective of
grades) are entitled to SL of 10 working days in a calendar year.

ESI coverable employees are also entitled to 10 days SL. But whenever they availed
ESI SL benefits, they should not availed company SL and this period will be shown
in our payroll as LOP. The employees who join the organization during the year will
be entitled to only the SL on prorata basis to their service in the year.

SL can be accumulated up to 60 days and the leave in excess of the same will be
 The SL will be credited in the beginning of the calendar year.
 Sick Leave is not encashable.
 The un-availed S.L will be carried forwarded to the following year.
 SL can be combined with EL if the employee does not have sufficient SL to
meet the requirement.
 Sick Leave is a contingency leave to be availed only when an employee is
disabled to work on account of sickness. Sick Leave should not be treated as
a substitute for Casual Leave.
 Holidays and Weekly offs falling during the Sick Leave shall be counted as
part of Sick Leave only.

There is No provision of Encasement of EL during the service. But employees

at the time of separation are entitled to total encashment of EL up to 120 days only in
the following cases at his full & final settlement.

 On termination of service by the company

 On the death of an employee, in which case payment will be made to the
dependents of the deceased employee .

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 When an employee resigns from service after giving due notice
 On retirement from Company’s service.
For calculation of EL encashment, only current Basic salary will be taken into


Applications for EL must be made in the prescribed Leave Card at least 15 days
in advance and sanctioned by the Head of the Department and should be submitted
to the HR Dept. prior to proceeding on leave.
 The EL will be credited at the end of the calendar year.
 The un-availed EL will be carried forwarded to the following year.
 Earned Leave will be granted at the discretion of the Management and nothing
shall limit the right of the Management to refuse, revoke or curtail leave as the
exigencies of the Company’s work may require.
 Either weekly offs or paid holidays, fall in between the EL Period or prefixing
/suffixing shall not be counted as part of the EL.
 In case the duration of Earned leave has to be extended for compelling
reasons, the information should reach the leave sanctioning authority at least 3
days before the expiry of the sanctioned leave. The extended period of leave
must be regularized within 48 hours after joining duty.
 EL can be combined with SL, if the employee falls sick while availing EL and
if he does not have sufficient EL to meet the requirement.


 Leave on loss of pay shall not be permitted.
 However, the advance leave from the following year may be sanctioned as a
special case to the extent of accrued leave as on date with the prior sanction of
General Manager and above only.

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2. Advance: If the employee takes any advance salary it is shown in the remarks

3. Transfer Order: After joining if a requirement is seen in any other particular area
he is posted there or if the employees needs transfer due to some problems and the
particular vacancy is available then he is transferred there.

4. New Joining: If any new employee joins his particulars are entered in the

5. Left: Terminated, Absconded, Resigned type of employees comes under this


• Employee Benefit (medical reimbursement, Leave travel allowance)

• FULL & Final settlement. Employees are of 4 types they are:

1. Temporary Employees

2. Trainees-1yr

3. Permanent

4. Probation-6 months

G9-G5 (Probation, Temporary, Trainees) Employees whenever submits the

resignation letter can resign from the company.

G4-G0 (Probation) Employees have to give 1 month notice letter.

G9-G5 (Permanent) Employees have to give 1month notice letter.

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G4-G0 (Permanent) Employees have to give 3 months notice letter.


 Resignation Acceptance.

 No dues certificate.

 Full & Final settlement.

 Full & Final settlement copies send to account department for verification.

 Next it will be passed to cash department for preparation of cheque.

 Cash department dispatches the cheque, Final copy, Experience letter(if he is

permanent employees) Form-19, Form 10c to employee address.

 The employee fills up the forms and sends it back, then P.F section members
sends the form to Government Office according to the norms they make
payment to the employees via bank.

Statuary compliance

Employees’ Provident Funds and Misc. Provisions Act, 1952

Employee’s Pension Scheme Act, 1995

The Act extends to the whole of India except the State of J&K. It is applicable to:
- Every factory engaged in any industry specified in Schedule I in which 20 or
more persons are employed.
- Contract labour is included but casual labour is excluded for counting the
strength of employees.
- An apprentice is only a learner and not an employee. Trainees cannot be
taken as employees. Sweepers and Chowkidars drawing paltry sums per

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month and not borne on the regular staff sheet are to be excluded from the
employment strength.
- A newly set-up establishment for an initial period of 3 years from the date on
which such establishment is, or has been set up.

Salary Limit: Rs.6500/- (Inclusive of all allowances getting through salary slip)
Date of Eligibility: From the Date of joining onwards irrespective of whether he/she
is already member or not.
Contribution: The employer is required to contribute:
a) In case of establishment, Employing less than 20 persons – 10% of the basic
wages, dearness allowance and retaining allowance, if any
b) In case of all other establishments employing 20 or more persons –12% of the
wages, DA, etc.

Once EPF Act is applicable, automatically, Employees Pension Scheme, 1995 and
Deposit-Linked Insurance Fund are also applicable.
Employees: 12% of their basic salary
Employers: 8.33% Pension Scheme 12 % sub divided
3.67% EPF EPF & Pension Scheme
The maximum contribution to an employee’s pension scheme is Rs.541 irrespective
of employee’s salary more than Rs.6500.

Obligation of Employers:
- To pay the employer’s and employees’ contributions and administration
Charges as required under the Act.
- Return of ownership in Form No.5A within 15 days of the applicability of the
- Return of Membership of employees First in Form no.9 and then in Form
No.5 together with Declaration in Form No.2) within 15 days of close of every

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- A return in the prescribed form in respect of employees leaving the service
during the month, within 15 days of close of every month. Where there is no
employee becoming a member of the fund or leaving service during the month,
the employer shall send a ‘Nil” Return.
- Return of Contributions with copies of challans within 25 days of close of
each month.
- Annual Return of Contribution in Form No.6-A.-within one month of the
close of each year.

Records to be maintained: Contribution Cards, Eligibility Register, PF Register, PF

Ledger, Inspection Book.

Obligation of Employees:
- To furnish Declaration and Nomination form at the time of employment or
joining the fund.
- Allow the employer to deduct the employee’s contribution every month and
deposit the same with the PF Commissioner.

Monthly & Annual Returns:

Documents required for monthly filing:

- SBI bank challans (4)
- Form 5
- Form 10
- Form 12 A
- Official Covering letter
The employer has to submit the above said documents at the nearest authorized SBI
Bank along with the challans by 15th of every month. Bank keeps 2 challans for their

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reference in which 1 challan is sent to the Regional PF Office and returns the other 2
challans to the employer. The employer with two challans files 1 each to the copy of
the submitted documents and forwards 1 set of file to the Regional PF Office by 25th
of every month and maintains a set for acknowledgement purpose.

Documents required for annual returns:

- Form 6A
- Form 3A
- Official Covering letter
- Reconciliation Statement
The employer has to submit the above said documents at the Regional PF
Commissioner Office by 30th April of every year.

ESI Act, 1948

The Act is applicable to whole of India where
- the industries carry manufacturing process by engaging 10 or more workmen
by using electric power or
- 20 or more persons without using electric power.
Wage Limit: Rs.10000/- (inclusive of all allowances) p.m.
For becoming ESI Member, no Overtime amount is taken into account, but for
contribution purpose, it is taken into account.
Employee Contribution: 1.75%
Employer’s Contribution: 4.75%
Maternity Benefit Act and Workmen Compensation Act are not applicable where ESI
Act is applicable.
Return of Contributions
The employer should prepare a ‘Return of Contributions’ in Form 5, in quadruplicate
(4 copies), by entering details in the ascending order on insurance numbers and draw
the totals. This return of contributions along with the receipted copies of challans of
monthly payments should be submitted to the Regional Office, with 30 days of the
end of contribution period, or closure of the factory or the establishment.

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Note: In the remarks column of the return the date of appointment and the date of
leaving service should be duly filled-in.

Contribution Period and Benefit Period

The period, during which an employee is entitled to, or avails of a benefit, is called
the ‘benefit period’. The amount of benefit is calculated with respect to the
contributions paid during the corresponding ‘contribution period’, which are as

Contribution Period Benefit Period

(i) 1st April to 30th September 1st January of the following year
30th June.
(ii) 1st October to 31st March of 1st July to31st December.
the following year

Identity Cards
Every member employee shall be provided a Permanent Identity Card. The employer
shall hand over the Identify Cards to those employees who have been in employment
for atleast 3 months and obtain his signature/thumb impression on the Identify Card
and in a register in token of receipt of the card. If any employee leaves service before
3 months, his Identify Card and Temporary Identification Certificate should be
returned to the Regional Office.
Deduction for Employee’s Contribution from Wages
The employer may deduct the employees contribution from his wages in respect of
the period for which the contribution is payable.

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Employer’s Contribution not to be Deducted
No deduction shall be made from the wages of any employee, for the employer’s
contribution paid or payable in respect of him.
Employer Not to Reduce Wages, Benefits, etc.
The employer shall not reduce wages or discontinue or reduce any benefits conferred
under the conditions of services payable to an employee, on account of his liability
for contributions payable under the Act.
The Payment of Gratuity Act, 1972
All Industries/Commercial Establishments who are registered under Shops &
Establishment Act or Factories Act.
Gratuity Formula:

Last Wage Drawn 15 No. of years in service

Maximum Gratuity should not exceed Rs. 3, 50, 000
Wage means whatever you are calculating for EPF purpose.
Eligibility: After completion of 5 years total service (for this purpose 6 months and
above can be rounded off to full years services and less than 6 months need not be.).
For eligibility, it is after 5 year service, but for payment, from the date of joining, the
period will be taken into calculation. In death case, this 5 year services is waived off
that means, if an employee dies after completion of 3 year total service, his nominee
is eligible to get 3 years Gratuity amount from the organization. Employer is to take
Nomination Form as per rules from the employee concerned once he completes one
year service from the date of joining. Forfeiture or Deductions are allowable from the
Gratuity amount as per provisions stipulated in the Act.

The Maternity Benefit Act, 1961

The Maternity Benefit Act, 1961, aims at regulation of employment of women

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employees in certain establishments for certain periods before and after child birth
and provision of maternity and certain other benefits. Some State Acts also provide
for additional benefits such as free medical aid, maternity bonus, provisions of
crèches, additional rest intervals, etc.
Scope and Coverage
The Act extends to the whole of India and is applicable to every factory, mine
or plantation (including those belonging to Government) and an establishment
engaged in the exhibition of equestrian, acrobatic and other performances,
irrespective of the number of employees, and to every shop or establishment wherein
10 or more persons are employed or were employed on any day of the preceding 12
months. The State Government may extend the Act to any other establishment or
class of establishments; industrial, commercial agricultural or otherwise.
However, the Act does not apply to any such factory/other establishment to which the
provisions of the Employees’ State Insurance Act are applicable for the time being.
But where the factory/ establishment is governed under the E.S.I Act, and the woman
employee is not qualified to claim maternity benefit under section 50 of that Act,
because her wages exceed Rs. 3,000 p.m. (or the amount so specified u/s 2(9) of the
ESI Act), or for any other reason, then such woman employee is entitled to claim
maternity benefit under this Act till she becomes qualified to claim maternity benefit
under this Act till she becomes qualified to claim maternity benefit under the E.S.I
Employees Entitled
Every woman employee, whether employed directly or through a contractor, who has
actually worked in the establishment for a period of at least 80 days during the 12
months immediately preceding the date of her expected delivery, is entitled to receive
maternity benefit.
The qualifying period of 80 days shall not apply to a woman who has immigrated into
the State of Assam and was pregnant at the time of immigration.
For calculating the number of days on which a woman has actually worked during the
preceding 12 months, the days on which she has been laid off or was on holidays with
wages, shall also be counted. There is neither a wage ceiling for coverage under the

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Act not there is nay restriction as regards the type of work a woman is engaged in.
Female workers engaged on casual basis or on muster roll on daily wages are also
entitled to benefit under the Act since there is nothing in the Act which confers the
benefit only on regular woman employees.
Amount of Benefit
The maternity benefit is payable to a woman worker at the rate of average daily
wages for the period of her actual absence, during the benefit period. Wages for his
purpose includes basic wages, dearness and house rent allowance, incentive bonus
and money value of concessional supply of food grains and other articles.
If a woman dies during the benefit period, the benefit is payable-
(i) up to and including the day of her death, in case she dies without
delivering a child;
(ii) for the entire period, in case she dies after delivering the child; or
(iii) up to and including the day of child’s death, in case the child also dies
during that period.
The benefit is payable for a maximum period of 12 weeks of which not more
than six weeks shall precede the date of her expected delivery.

Payment of Maternity Benefit

The employer is liable to pay the amount of maternity benefit for the period preceding
the date of expected delivery, in advance to the woman employee on production of
the proof of pregnancy (in the prescribed form). The balance of amount due for the
subsequent period should be paid within 48 hours of production of proof of delivery
(in the prescribed form).

The Workmen’s Compensation Act, 1923


The Workmen’s Compensation Act, 1923, aims to provide workmen and /or their
dependents some relief in case of accidents arising out of and in the course of

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employment and causing either death or disablement of workmen.

Scope and Coverage

The Act extends to the whole of India and tie applied to railways and other transport
establishments, factories, establishments engaged in making, altering, repairing,
adapting, transport or sale of any article, mines, docks, establishments engage in
constructions, fire-brigade, plantations, oilfields and other employments listed in
Schedule II of the Act. The workmen’s Compensation (Amendment) Act, 2000 w.e.f.
8.12.2000 has brought all the workers within its ambit irrespective of their nature of
employment i.e. whether employed on casual basis or otherwise than for the purposes
of the employer’s trade or business. For the first time, casual labourers will be
provided compensation for death or disability. Earlier the Workmen’s

Compensation (Amendment) Act, 1995 extended the scope of the Act to cover
workers of newspaper establishments, drivers cleaners, etc. working in connection
with a motor vehicle, workers employed by Indian companies abroad, persons
engaged in spraying or dusting of insecticides or pesticides in agricultural operations,
mechanized harvesting and thrashing, horticultural operations, and doing other
mechanical jobs. Even the cooks employed in hotels, restaurants using power,
liquefied petroleum gas or any other mechanical device, in the process of cooking are
covered. Establishments which are covered by the Employees State Insurance Act,
outside the purview of this Act.

Employees Entitled

Every employee (including those employed through a contractor and also casual
employees), who suffers an injury in any accident arising out of and in the course of
his employment, shall be entitled for compensation under the Act.

The interpretation of the definition of ‘workman’ should be on ‘purposive approach,

and not on the ‘orthodox approach’. A person employed in a factory which is yet to
commence production would not be deprived of the benefit of the provisions of the

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Act. The workman employed in a premises where manufacturing

process is intended to be carried on is not necessarily required to be actually

connected with manufacturing process. Any person engaged in such premises who is
contributing for the intended manufacturing process would be deemed to be workman
for the purpose of the Act.

Amount of Compensation

The amounts of compensation payable by the employer shall be calculated as follows;

(a) In case of death. 50% of the monthly wages x


Factor or Rs. (80,000),

whichever is more.

And Rs. (2,500) for funeral


(b) In case of total permanent disablement 60% of the monthly wages x

relevant factor

specified under Schedule I. Relevant Factor or Rs. (90,000),


is more.

(c ) In case of partial permanent disablement Such percentage or the compensation

specified under Schedule I. payable in case (b) above as is


percentage of the loss in earning


(specified in Schedule I)

(d) In case of partial permanent Such percentage of the

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payable in case (b) above, as is

proportionate to the loss of
earning capacity


(i) ‘Relevant Factor’ for calculation of the amount of compensation have been

specified in Schedule IV of the Act.

(ii) Where the monthly wages of an employee exceed Rs. 4000; his monthly

wages for the purposes of case (a) and 9b) above, shall be deemed to be Rs. 4000

(iii)‘Monthly wages; for this purpose means

(a) Where the workman has been in continuous service of the employer for a
period of atleast 12 months preceding the accident.

Monthly Wages = Total wages due for the last 12 months



(b) Where the workman has been in continuous service of the employer for a
period of less than 12 months, preceding the accident:

Total wages due for the period of 12

Months preceding the accident being

Earned by a similar workman (i.e.on

Same work)

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Monthly Wages = --------------------------------------------------


(c) In any other case:

Total wages earned in the last

Continuous period of service

Monthly Wages = ---------------------------------------------------------

Number of Days in such period

Continuous service shall be a period of service not interrupted by absence

from work for a period exceeding 14 days.

(i) ‘Wages’ for the purposes of this Act, includes any benefit or perquisite
expressible in terms of money but excludes traveling allowance/concession,
employer’s contribution to a pension or provident fund or a sum paid to cover
any special expenses incidental to his employment. The definition of wages
is very comprehensive. It includes bonus, night out allowance, dearness
allowance, gratuity, free quarter, food allowance, overtime.
(ii) Where an accident occurs outside India, the amount of compensation
payable under the Act shall be reduced by the amount of compensation, if
any, awarded to such workman in the foreign country.

Medical Examination

The employer may get the concerned workman examined by a qualified medical
practitioner, within 3 days from receiving the notice of accident. The employer must
present himself for such examination otherwise he shall loose his right to the

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Failure of employer to have the workman medically examined, does not debar him
from challenging the medical certificate produced by the workman.



Every job involves certain risks. In order to provide a safer and healthy atmosphere at
work place HSEQ is strengthened at all levels in IVRCL.
There is a possibility of occurrence of risk either from external and internal sources.
External sources hear referred to infrastructure and internal sources referred to
Behavior of employees. HSEQ is involved in regulation and controlling the risks
involved in jobs.
How to control?
Management of IVRCL is very much concerned about safety measures of its
employees. Hence it posses HSEQ department where all the matters are taken care by
How it does?
Formally and structured site induction training program are conducted by them and
make aware of-
 Health requirements to be maintained.
 Awareness about the hazards and safety measures
 Environmental friendly methods
 Assures quality based products/services


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 ISO- 9001:2008

 ISO-14001:2004

 OHSAS-18001:2007

- Quality based products/ services.
- Customer Satisfaction
- Quality Awareness
- Desire for Excellence
- Continual Improvement
- Zero accidents

Safety is an ethical responsibility. At their core, ethics hold up a positive vision of

what is right and what is good. They define what is worth pursuing as guidance for
our decisions and actions. Workplace injuries and deaths are too often seen as
statistics. But when they happen to someone we love, we suddenly see the reality of
the horrible pain and suffering and its widespread effect. It is our ethical
responsibility to do what is necessary to protect employees from death, injury and
illness in the workplace. This is the only foundation upon which a true safety culture
can be established in any workplace.

Safety is a culture, not a program. The combined commitment and participation of

the entire organization is necessary to create and maintain an effective safety culture.
Every person in the organization, from the top management of the corporation to the
newest employee, is responsible and accountable for preventing injuries.

Management is responsible. Management’s responsibilities are to lead the safety

effort in a sustained and consistent way, establish safety goals, demand accountability
for safety performance and provide the resources necessary for a safe workplace.

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Managing safety is the responsibility of every supervisor, from the first line
supervisor to the chairman of the board.

Employees must be trained to work safely. Awareness of safety does not come
naturally. We all need to be trained to work safely. Effective training programs both
teach and motivate employees to be aproductive part of the safety culture.
Safety is a condition of employment. The employer must exhaust every reasonable
means to lead, motivate, train and encourage employees to maintain a safe workplace.
But, in the event the employee refuses to take the actions required to work safely, the
employer must utilize a system of progressive discipline to enforce safety
requirements and ensure the cooperation of the employee, or remove the employee
from the workplace to protect the employee and his/her co-workers.

All injuries are preventable. Sometimes accidents occur without the apparent
indication of fault or blame. But there is always some chain of events that occurred
leading up to the accident that, had we recognized the eventual outcome, changes
could have been made. The fundamental belief that injuries are, by their nature,
preventable is a catalyst that encourages us to prevent injuries.

Safety programs must be site-specific with recurring audits of the workplace and
prompt corrective action. The purpose of the workplace audit is to discover and
remedy the actual hazards of the site before they can injure workers. Recurring hazard
analyses, comprehensive inspections and aggressive investigation of accidents or
near-misses discover potential workplace hazards and identify weaknesses in safety
plans, programs, policies and procedures. Safety regulations and generic safety
programs are not sufficient means to discover hazards because they are not specific to
the individual workplace. A safety audit program is site-specific. Whenever a safety
deficiency is found, prompt action is required both to overcome the hazard and to
reinforce the message that safety is a priority.

Safety is good business. Reducing workplace injuries and illnesses reduces the costs

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of workers’ compensation, medical expenses, potential government fines and
litigation expenses. Effective workplace safety is not an expense. It is an asset. A
properly managed safety culture based on these eight principles of workplace safety
will produce employees who participate actively in training, identify and alert one
another and management to potential hazards and feel a responsibility for their safety
and the safety of others. Accepting safety as an ethical responsibility demonstrates a
sincere concern for each employee, which establishes the foundation for an effective
safety culture

Integrated Management System (IMS) Policy

IVRCL infrastructures & projects Ltd. Is implementing IMS with the following

• Service quality

• Customer satisfaction

• Leadership objectives

• System and process

• Continual improvement

• Training & development

• Sensitivity to environment

• Occupational health and safety

• Legal compliances

ISO = International Organization for Standardization.

IVRCL is ISO certified company which has three separate divisions until it has been

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implemented IMS policy. The three divisions were Quality, Environment and safety.
As a result of IMS policy IVRCL is forbidden by the rules and regulations of ISO by
maintaing safety, health, quality and environmental factors at the sites/projects.
Auditing is done both internally and externally at the sites/projects by the authorized
persons appointed by the ISO and organization. Internal audit is done once in six
months while the external audit is done once in nine months. The company has
acquired IMS certificate which is valid for 3 years and can be renewed after the
expiry by filing the necessary documents.
IVRCL makes sure that protective and safety measures are taken at the sites in
preventing the labour from the fatal accidents. Quality checks are done very often to
overcome the later damages that could occur after the completion of the site/project.
The following are the safety measures that are followed at the site by the labours:
1. Safety Helmet

2. Eye & Face Protection

3. Dust mask

4. Ear Muffs/Earplug

5. Safety Belt & Harness

6. Foot and Leg Protection

7. Safety Nets

8. Eye wash Fountains

IVRCL gives prime importance to protection of environment and a safe operation of

activities. IVRCL follows a systematic approach to pollution prevention to achieve
continual performance improvement. Promotes awareness among the contractors,
suppliers and customers for shared responsibility towards environmental protection.

Work life balance IVRCL


1. How many days in a week do you normally work.

2 5 DAYS 0 0
3 6 DAYS 18 90
4 7 DAYS 2 10
TOTAL 20 100

Work life balance IVRCL

90% of the employees are working 6 day in a week.
10% of employees are working 7 days in a week.
From the above analysis we can know that the employees are working 6 days in a week
and 10% of employees are 7 days a week. And they need some rest, at least 2 Saturdays
in a month to spend with their families.

2. how many hours in a day do you normally work.

1 7-8 HOURS 3 15
2 8-9 HOURS 9 45
3 9-10 HOURS 5 25
4 10-12 HOURS 3 15
5 HOURS 0 0
TOTAL 20 100

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15% of employees are working 7-8 hours per day.
45% of employees are working 8-9 hours per day.
25% of employees are 9-10 hours.
15% of employees are 10-12 hours.
From the above analysis we can know that the maximum no of employees are working
more than 8 hours to reach their targets in time by setting goals and also working more
effectively and efficiently to increase the company standards in quality. ( for this at least
they should have the flexible staring time).

3. Do you generally feel you are able to balance your work life.

1 YES 15 37
2 NO 5 13
TOTAL 20 50

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37% of employees are saying yes.
13% of employees are saying no.
From the above analysis we can know that maximum no of employees are having the
good work life balance, and 13 percent of employees are saying no.

4. How do you feel about the amount of the time you spend at work.


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4 HAPPY 11 55
TOTAL 20 100

5% employees feel very unhappy.
5% employees feel unhappy.
25% employees feel indifferent
55% employees feel happy
10% employees feel very happy
From the above analysis we know that half of the employees are happy with the time they
are spending in office and 25% of employees are indifferent and rest of them are

5. How do manage if stress arising from your work.

1 YOGA 2 10

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TOTAL 20 100

80% of employees are in to entertainment
10% are doing Yoga
10% are Reading books
From the above analysis we can know that 80 Percent of employees are in to different
entertainment programs to take out there stress and rest of them are doing Yoga and
reading books.

6. Does your company have a separate policy for work-life balance.

1 YES 2 10

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2 NO 7 35
3 NOT AWARE 11 55
TOTAL 20 100

55% of employees are not aware the separate policy for work life balance
35% of employees have said no
10% of employees have said yes
From the above analysis we can know that half of the employees are not aware of work
life balance policy in company, 35 percent have said ‘NO’ and 10% have said ‘YES’.

7. Does your organization provides you with following additional work provision.
(i). Telephone for personal use.


Work life balance IVRCL

1 YES 2 6
2 NO 15 44
TOTAL 17 100

From the sample size 20, 17 members have gave the response for this question
Only 6% have got cells for personal use
44% have said ‘NO’

(ii). Counseling service for employees.


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1 YES 6 19
2 NO 10 31
TOTAL 16 51

From the sample size 20, 16 members have gave response for this question
19% of employees have the counseling service
31% are saying NO they don’t have counseling service
From the above analysis we can know that maximum no of employees are not taking part
in counseling, very less percent of employees are going for counseling.

(iii). Health programs.

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1 YES 11 32
2 NO 6 18
TOTAL 17 50

From the sample size of 20, 17 members have gave the response
32% are saying YES they have the regular health checkup in office
18% are saying NO.
From the above analysis we can know that there is a regular health checkup is going on in
office and some of the employees are not taking part in.

(iv). Parenting or family support programs.

Work life balance IVRCL

1 YES 5 17
2 NO 10 33
TOTAL 15 50

From the sample size 20, 15 members have responded for this question
17% of employees have agreed there are family support programs
33% of employees have disagreed for this
From the above analysis we can know that very less no of employees are taking part in
family day and other programs.

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(v).Exercise facilities.

1 YES 4 25
2 NO 5 31.25
3 YES BUT NO TIME 7 43.75
TOTAL 16 100

25% of employees are saying ‘YES’
44% of employees are YES but no Time
31% of employees are saying NO
From the above analysis we can know that there is a facility provided by company but
there is no time for them to go.

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(vi). Relocation facilities and choices.

1 YES 4 14
2 NO 10 36
TOTAL 14 50

From the sample size 20, 14 have responded for this question
14% of employees have said yes there is relocation facility
36% of employees have said no
From the above analysis we can know that maximum no of employees have said there is
no relocation facility and choices in company.

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(vii). Transportation

1 YES 3 9
2 NO 14 41
TOTAL 17 50

9% of employees have said YES
41% of Employees have said there is no transportation facility in company
From the above analysis we can know that maximum no of employees are saying there is
no transportation facility in company.

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8 (i). what is your preference for food.

1 FOOD 18 90
3 OTHERS 0 0
TOTAL 20 100

90% of employees are carrying home made food
10% of employees taking food from organization cafeteria
From the above analysis we can know that 90 percent of employees are carrying the
home made food and not preferring for cafeteria.

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8 .(ii). Are you satisfied with quality of food, In which the company is contributing 20.Rs
and employee contribution is 15. Rs.?

1 YES 7 21
2 NO 10 29
TOTAL 17 50

From the sample size 20, 17 members have responded for this question
21% of employees have said yes
29% of employees have said no
From the above analysis we can know that more then half employees are saying no
And there should be some improvement in quality.

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9. Do you feel work life balance policy in the organization should be customized to
individual needs.

2 AGREE 10 50
TOTAL 20 100

20% of employees have strongly agreed for this
50% of employees are agreed for this
Rest of them are indifferent and disagreed
From the above analysis we can know that maximum no of employees are agreeing that
the work life balance policy should be customized for individual needs.

Work life balance IVRCL

10. Do you felt that its again Monday(starting day of week).

1 YES 13 32
2 NO 7 18
TOTAL 20 50

32% of employees are saying yes
18% of employees are saying no
From the above analysis we can know that maximum no of employees are feeling that its
again Monday
And less no employees are not feeling.

Work life balance IVRCL

11. Are you aware of welfare program and committee members and procedures.

1 YES 8 40
2 NO 4 20
3 AWARE 8 40
TOTAL 20 100

40% of employees are aware of welfare programs and committee members.
40% are saying there but not aware
20% are saying no
From the above analysis we can know that half of the employees are saying welfare
programs there but not aware of it and 20 percent are saying no.

Work life balance IVRCL

12. How quickly you get the response from HR department.( requirements, complaints
and other problems).? (Exclude HR department).

1 QUICKLY 14 87.5
3 LATE 0 0
TOTAL 16 100

87% of employees are saying they get quick response from HR department
13% of employees are saying we get very quick response.
From the above analysis we can know that Home department is giving the good & quick
response to other departments in organization.

Work life balance IVRCL

13. Do you think that if employees have good work-life balance the organization will be
more effective and successful.

1 YES 18 45
2 NO 2 5
TOTAL 20 50

45% of employees are saying yes
5% are saying no
From the above analysis we can know that if employees have good work life balance. The
organization will also run effectively.

Work life balance IVRCL

14. Work and personal life both depends on time factor, how you balance both.?
Some of the employees have gave the response for the above question like this
 8:00 am to 8:00pm think about professional/work life, 8:00pm to
8:00am think about personal life, don’t take work to home and don’t
bring home @ work.

 Balance both by managing my time, scheduling the work.

 Should be balance with proper planning.

 If the employee is healthy, then definitely the organization will be


 More towards work less towards personal life.

 It is difficult to balance both, but for winning the competition we have

to balance both.

 Complete work in time & Should not take pressure on mind if we take
pressure we can’t balance both

15. How to standardize the employee work-life balance.?

 By organizing specific programs like flexible timing, Job rotation.

 Company must propose some strategies for the benefit of the

employees which will enable the people to standardize the employee
work life.

 Number of working hours from Monday to Friday can be increased, at

least alternative Saturday can be a holiday.

 By providing good facilities i.e management programs, transportation


Work life balance IVRCL


 From the table 1&2, it is inferred that weekly most of the employees are working
more then regular timings.

 From the table 3, it shows that employee work life balance in IVRCL is good,
with the policies and procedures.

 From the table 4, the working environment is very good and the employees are
not feeling stress in office with that they are not feeling its again Monday.

 From table 5, most of the employees are going for entertainment programs

 From table 6, can know that there will be no separate work life balance in any
company but have to balance the employees work life with company policies and

 From table 7, company is providing Health programs, family support programs,

exercise facilities, relocation facilities & choices but no transportation.

Work life balance IVRCL
 From table 8, Organization is providing the food in cafeteria by contributing 20
Rs per plate

 From table 9, the policies for work life balance should be customized to individual

 From table 11, most of the employees are not aware of welfare programs.

 from table 12, the response goes from HR department is very quick.


As a result of the data analysis and interpretation, here are some suggestions to improve
the Employee work life balance at IVRCL.

 The effective employee work life have better organizational commitment which
leads to better production output and minimum employee turnover.

 Continue with the environment and sanitation hygiene facilities as the employees
are very much satisfied with them.

Work life balance IVRCL
 Quality of food in the canteen must be improved so that it will satisfy the
employee tastes.


From the study its clear that employee work life balance in IVRCL is good, But there is a
small gap from employee satisfaction to company.

 To win the competition and getting success in present market, and the success gets
only from hard work, for the success know more than others, work more than
others & expect less than others(Williams Shakespeare).

Work life balance IVRCL
 There may be several reasons for not providing the transportation, employees are
willing that at least they should have flexible starting time in morning within one

 The companies contribution in employees meals is 20.Rs and employee

contributing 15.Rs , there should be some improvement in quality wise

 Since employees are the backbones of the company so company should satisfy
them in order to improve the business in higher competitive world.



Work life balance IVRCL






I am P.NARESH KUMAR student of (PGDM) Dhruva college of management .kindly

requesting you to fill the following questionnaire with the suitable options provided and

Work life balance IVRCL
your opinion. This is only for my survey purpose but not for any other use, and the
information collected shall be put in confidential.

1. How many days in a week do you normally work?

a) Less than 5 days b) 5 days c) 6 days d) 7 days

2. How many hours in a day do you normally work?

a) 7-8 hours b) 8-9 hours c) 9-10 hours d) 10-12 hours e) More than 12

3. Do you generally feel you are able to balance your work life?

a) Yes b) No

4. How do you feel about the amount of time you spend at work?

a) Very unhappy b) Unhappy c) Indifferent d) Happy e) Very happy

5. How do you manage if stress arising from your work?

a) Yoga b) Meditation c) Entertainment d) Others, specify_________.

6.(i) Does your company have a separate policy for work-life balance?

a) Yes b) No c) Not aware

(ii). If, yes what are the provisions under the policy?

a) Flexible starting time b) Flexible ending time c) Flexible hours in general

d) Holidays/paid time-off e) Job sharing f) Career break/sabbaticals g) Others,

7. Does your organization provide you with following additional work provisions?

i) Telephone for personal use a)Yes b)No

j) Counseling services for employees a)Yes b)No
k) Health programs a)Yes b)No
l) Parenting or family support programs a)Yes b)No
m) Exercise facilities a)Yes b)No c)Yes, but no time
n)Relocation facilities and choices a)Yes b)No
o) Transportation a)Yes b)No
p) Others, specify______________.

Work life balance IVRCL
8. (i) What is your preference for food?

a) Carrying home made food b) Food from the organizations cafeteria

c) Others, specify__________.

(ii) If, b) Are you satisfied with Quality of food, In which the company is contributing
20.Rs and employee contribution is 15.Rs.? a)Yes b)No

9. Do you feel work life balance policy in the organization should be customized to
individual needs?

a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree

10. Do you ever felt that its again Monday (starting day of week).?

a) Yes b) No

11.Are you aware of welfare programs and committee members and procedures?

a)Yes b)No c) there but not aware

12.How quickly you get the response from HR department.(Requirements, complaints

and other problems).? (Exclude HR department)

a) Quickly b) Very Quickly c) Late d) Very late

13. Do you think that if employees have good work-life balance the organization will be
more effective and successful.?

a) Yes b) No If yes please explain.


14.Work and personal life both depends on time factor, How You balance both.?


15.How to standardize the employee work life balance.?


Thank you very much for your time.