Study On Quality of Work Life: Chapter - 1

STUDY ON QUALITY OF WORK LIFE
CHAPTER – 1
INTRODUCTION
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Human resource management is one of the most complexes and challenging fields of
management it deals with people dimension in management. Over the past eight years,
various approaches to human resource management have been adopted by companies.
The human resource approach which currently in vogue has redefined the way people are
treated and managed the organizational context. It is assessed and accepted that human
resources are the main component of an organization and success or failure of the
organization depends on how effectively this component is managed.
The organization’s objectives and strategies are achieved, if the personnel policies and
procedures are well connected and mainly contribute in that direction the organization excels
other competitors if the organizational climate and corporate culture have an impact on the
organizational activities.
Human resource management is the sense of getting things done through people, is an
essential part of every managers responsibilities, but many organizations find it advantageous
to establish a specialist division to provide an expert service dedicated to ensure that the
human resource function is performed efficiently.
MEANING OF HUMAN RESOURCE MANAGEMENT
Human resource management means employing people, developing their resources,

utilizing, maintaining and compensating their services in tune with the jobs and
organizational requirements with a view to contribute to the goals of the organization,
individual and the society.
NAGARJUNA DEGREE COLLEGE Page 1

DEFINITION
According to EDWIN FLIPPO defines human resource management as “planning,

organizing, directing, controlling of procurement, development, compensation, integration,
maintenance and separation of human resource to end that individual, organizational and
social objectives are achieved”.
Human resource management may be defined as a set of policies, practices and

programmes designed to maximize both personal and organizational goals. It is the process
of binding people and organizations together so that the objectives of each are achieved.
FEATURES OF HUMAN RESOURCE MANAGEMENT
 Human resource management is concerned with employees both as individuals and as a

group in attaining goals. It is also concerned with behaviour, emotional and social aspects
of personnel.
 It is concerned with the development of human resource i.e. knowledge, capability, skills,
potentialities and attaining and achieving employee goals, including job satisfaction.
 Human resource management covers all levels and categories of employees. It covers
both organized and unorganized employees.
 Human resource management is a continuous and never ending process.
 It aims at attaining the goals of organization, individual and society in an integrated

approach.
 It applies to the employees in all type of organizations in the world (Industry, trade,
service, commerce, economic, social, religious, political and government departments),
thus, it is common in all type of organizations.
 Organization goals may include survival, growth and development in addition to

profitability, productivity, innovation, excellence etc..,

 Individual employee goals consist of job satisfaction, job security, high salary, attractive
fringe benefits, challenging work, pride, status recognition, and opportunity for
development.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
 To create and utilize an able and motivated work force, to accomplish the basic
organizational goals.
 To establish and maintain sound organizational structure and desirable working

relationships among all members of the organization.
 To secure the integration of individual and groups within the organization by

coordination of the individual and group goals with those of organization.
 To create facilities and opportunities for individual or group development so as to match

it with the growth of the organization.
 To attain an effective utilization of human resources in the achievement of organizational

goals.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
MANAGERIAL FUNCTIONS
Managerial functions of personnel management involve planning, organizing, directing,

controlling.
 Planning: It is a pre-determined course of action. Planning pertain to formulating

strategies of personnel programs and changes in advance that will contribute to the
organizational goals.
 Organising : An organisation is a means to an end. It is essential to carry out the

determined course of action. In the words of J.C. Marie, an organisation is a “structure
and a process by which a co-operative group of human being allocates its task among its
members, identifies relationships and integrates its activities towards a common
objectives.

 Directing : The next logical function after completing planning and organising is the
execution of the plan. The basic functions of personnel management at any level is
motivating, commanding, leading and activating people.
 Controlling: After planning, organising and directing various activities of personnel

management, the performance is to be verified in order to know that the personnel
functions are performed in conformity with the plans and directions of an organisation.
OPERATIVE FUNCTIONS
Human resource management are related to specific activities of personnel management,

employment, development, compensation and relations. All these functions are interacted
with managerial functions.
 Employment
It is first operative function of human resource management. Employment concerned
with securing and employing the people possessing the required and the level of human
resource necessary to achieve the organizational goals.
 Human resource management

It is the process of improving, moulding, and changing the skills, values, commitment
based on present and future job and organizational requirement.
 Compensation
It is the process of providing adequate equitable and fair remuneration to employees; it
includes wage and salary administration, incentives, bonus, fringe benefits, social
security measures.
 Human relations
Practising various human resources policies and programmes like making teams among
the employees, create a sense of relationship between individual team members among
workers who are achieving a particular task, and trade union and the management.
HUMAN RESOURCE DEVELOPMENT

Development of human resource is essential for organization that would like to be dynamic
and growth oriented. Unlike other resources human resource have rather unlimited potential
capabilities.
The potential can be used only by creating climates that can continuously identify bring to
surface. Nature, and use the capabilities of people. Human resource development system
aims at creating such a climate a number of HRD techniques have been developed in recent
years to perform the above task based on certain principles.
HRD is framework for helping employees to develop their personal and organizational skills,
knowledge and abilities human resource development includes such opportunities as
employee training, employee career development, performance development and
management, coaching, mentoring, succession planning, key employee identification, and
organisational development. The focus of all aspects of HRD is on developing the most
superior work force so that the organization and individual employees can accomplish their
work goals in service to customers. HRD can be informal as in employee coaching by a
manager.HRD functions even more important in helping organizations to maintain
competitiveness
MEANING AND DEFINITION OF HRD
MEANING
It is system and process involving organized series of learning activities designed to produce
behavioural changes in human beings in such a way that they acquire desired level of
competence of present and future.
DEFINITION
According to M.M.KHAN “human resource development is the across of increasing

knowledge, capabilities and positive work attitudes of all people working at all levels in a
business undertaking”.
OBJECTIVES OF HRD

 To provide comprehensive framework for HRD.
 To enhance organizational capabilities.
 To ensure smooth and effective working of the organization.
 To prevent employee obsolescence.
 To develop creative abilities and talents.
 To develop total quality management.
 To develop the potentialities of people for the next level of job.
FEATURES OF HUMAN RESOURCE DEVELOPMENT
1. HRD is a systematic and planned for the development of individuals in order to achieve
organizational group and individual goals.
2. HRD develops the skills and knowledge not only at the individual level but also at dyadic
level and organizational level.
3. HRD is continuous process for the development of technical managerial behaviour and
conceptual skills and knowledge.
4. HRD is multi-disciplinary it draws inputs from engineering, technology, psychology,

anthropology, management commerce, economics etc.
5. HRD is essential not only for manufacturing and service industry but also information
technology industry.
SCOPE OF HRD
 Recruiting the employees within the dimension and possibilities for developing human
resource.
 Selecting these employees having potentialities for developing to meet the present and
future organizational needs.
 Analysis, appraising and developing performance of employees as individual.

 Train all employees in acquiring new technical skills and knowledge.
 Planning for succession and developing the employees.
 Changing the employee’s behaviour through organizational development.

 Employee learning through group dynamics intra and inter team interaction.
 Learning through social and religious interactions and programmers.
 Learning through quality circles and the schemes of workers participation in the
management.
HRD SUB SYSTEMS
Many HRD mechanisms are available to develop the competencies of employees and
improve the overall organizational climate. The major ones are discussed below.
 Performance appraisal
It is one of the human resource development function process of improving, modelling, and
changing the skills, knowledge, creative, ability, aptitude, values, commitment etc. Based on
present and future job requirements performance appraisal is essential to understand and
improve the employee performance through human resource development infect performance
appraisal is the basis for human resource development.
Performance appraisal is also a technique of human resource development. The performance

interview and the process of performance analysis help the subordinate to infract closely with
the superior.
The interaction help particularly subordinates to learn from the superior the related and
behavioural related aspects will help to plan a training or development process. Thus
performance appraisal is closely related to human resource development infect, performance
appraisal helps the employee development.
 CAREER DEVELOPMENT
A career is a sequence of positions held by person in the course of life time career
planning is the process of integrating the employee’s needs and aspirations with the
organizational needs. In career programmes and HR programmes are linked to the degree
that they help each individual meet individual and organizational requirement.

 EMPLOYEE INVOLMENT
Here employee is given opportunity to participate in the decisions that affect them and
their relationship with the company.
 Organizational development
Organizations are never perfectly statics. They keep on changing. Employee skills, abilities,
therefore, require continual upgrading. The future is uncertain and full of surprises. A
systematic planned way of, managing this changing is through the process of OD. OD may
be defined as a change effort the is planned, focused on an entire organization or a large sub
system, managed from the top, aimed at enhancing organizational health and effectiveness
and based on planned interventions made with the help of change agent or third party who is
well versed in the behavioural sciences .
 QUALITY OF WORK LIFE
QWL efforts are systematic efforts by organizations to give workers a great opportunity to
affect the way they do their jobs and the contributions they make to the organizations overall
effectiveness. It is a way of empowering employees by giving them greater say in the
decision making process. QWL means having good working conditions, good wages and
benefits, good leadership and interesting, challenging jobs. QWL efforts include the
following;
A. QUALITY CIRCLES
These are small group of employees who meet regularly to find, analyse and solve quality
and other work related problems of a particular department/section/area.
B. SOCIO TECHNICAL SYSTEMS

These are interpretations in the work situation that redesign the work, the work groups
and the relationship between workers and technologies they use to perform their jobs.
C. CO – DETERMINATION
In this method, representatives of workers meet management in a oral way to discuss and
vote on important decisions that affect the life of workers.

D. SUGGESTION PROGRAMS
It is a formal method for generating, evaluating and implementing employee’s ideas.
E. OPEN DOOR POLICIES

Where open door policies exist, employees are free to walk in to any manager’s office
with their problems and seek solutions to such problems. HRD systems focus on
employee’s quality of work life by continually examining employee’s needs and meeting
them to be best possible extent.
QUALITY OF WORK LIFE
INTRODUCTION
Quality of work life is the existence of a certain set of organizational conditions or practices.
This definition frequently argues that a high quality of work life exists when democratic
management practices are used, employee’s jobs are enriched, employees are treated with
dignity and safe working conditions exist in recent years the phrase “QUALITY OF LIFE”
has been used with increasing frequency to describe certain environmental and humanistic
values neglected by industrial productivity and economic growth. Within business
organizations attention has been focused on the quality of human experience in the work
place. At the same time many firms have questioned their viability in increasingly
competitive world markets. These dual concerns have created a growing interest in the
possibilities of redesigning the nature of work. Many current organizational experiments seek
to improve both productivity for the organization and the quality of working life for its
members.
Quality can be assessed by factors like performance, reliability, aesthetics, and complying the
customer requirements. Quality refers to “freedom from wastage, freedom from trouble and
freedom from failure”.
QWL refers to the level of satisfaction, motivation, involvement and commitment individuals
experience with respect to their lives at work. It is the degree to which individuals are able to
satisfy their important personal needs while employed by the firm. Companies interested in
enhancing employee’s quality of work life generally try to instil in employees the feelings of

security, equity, pride, internal democracy, ownership, autonomy, responsibility and
flexibility.
KEY ELEMENTS OF QUALITY OF WORK LIFE
 Promote human dignity and growth.

 Work together collaboratively.
 Participative determine work changes.
 Assume comparability of people and organizational.
OBJECTIVES OF QUALITY OF WORK LIFE
 To increase in individual productivity,

accountability and commitment.
 For better team work and communication.
 For improving the morale of employees.
 To reduce organizational stress.
 To improve relationships both on and off the job.
 To improve the safety working conditions.
 To provide adequate HRD programs.
 To improve employee satisfaction.
 To strengthen work place learning.
 To better manage ongoing change and transition.
 To participate in management at all levels in
shaping the organization.
IMPORTANCE OF QUALITY OF WORK LIFE
Quality of work life program has become important in work place for the
following reasons:
• Increase demands at work

• Loss of long term employee guarantees.
• The need for enhanced work place skills.
• Greater competition for talent.

• Increased women in work force.
SCOPE OF QUALITY OF WORK LIFE
1. Adequate and fair compensation
The salary structure of the employees should be just, fair and equitable.
It should ensure reasonable wages to employees so they can keep a
desirable standard of life. Payment of wages act, 1936 and minimum
wages act 1948 safeguard the interest of the workers regarding payment
of wages. It should be clearly understood that for QWL, cash payment
is not the only answer. However, hefty salaries are being paid to the
knowledge workers so as they meet their basic and higher level needs
for improving their QWL.
2. Safe and healthy working conditions
In India, factories act 1948 contains a number of provisions relating to

safety and health of employees. Employers are increasingly trying to
provide better working conditions to their workers as compared to their
competitors. Flexi-hours of work, zero risk physical conditions of work
and safety against noise, pollution, fume, gases etc. Go a long way in
effecting the quality of work life.
3. Opportunity to use and develop human capacities
The QWL will be better if the jobs allow sufficient autonomy and
control to its employees. The workers must be given an opportunity to
use their skills, abilities and initiative in planning and implementing the
work. The senior persons can keep a watch and a constant control and
also provide immediate feedback to the workers.
4. Opportunity to growth and security

When employees are offered opportunities to grow in an
organization by providing promotion ladder, it helps in improving the
QWL. There is an inner desire in every employee for career
progression. If the job is dead-end, it must be made clear to the
employee at the outset.
5. Social integration in the work organization
An employee develops a sense of belongingness to the organization where he

works. Discrimination among the employees on the basis of age, gender, caste,
creed, religion etc. Can act as a hindrance in the way of social integration.
Workers develop self respect as a result of social integration and it improves the
QWL.
6. Constitution in the work organization
Every employee should be entitled to some privileges such as personal

privacy, right to expression, right to equitable treatment etc. These
should be governed by certain rules and regulations. In short, there
should be the ‘rule of law’ as per the constitution of the enterprise.
7. Work and total life span
Certain employees are required to work for late hours or are

frequently transferred or have to do a lot of travelling as a part of their
duty. This definitely affects their QWL as they remain away from their
families for a long period of time.
8. Social relevance of work life
Those business enterprises which are engaged in discharging their

social responsibilities contribute to QWL. If a concern does not care
for social obligations, the employees of such organization cannot
expect a better QWL. Low quality products, no control on
pollution, bad employment practices are indicators of low quality of
work life

STRATEGIES TO IMPROVE QUALITY OF WORK LIFE:

By implementing some changes, the management create sense of involvement,
commitment and together among the employees which paves way for better
quality of work life.
 Job enrichment and job redesign.

 Autonomous work redesign.
 Opportunity for growth.
 Administrative or organizational justice.
 Job security.
 Suggestion system.
 Flexibility in work schedules.
 Employee participation.
FACTORS AFFECTING QUALITY OF WORK LIFE
Some people consider QWL as the existence of a certain set of original conditions and
practices. They agree that high QWL exists when
 Democratic management practices are prevalent in the organization

 When employees jobs are enriching
 They are treated with dignity and safe working conditions are present. Others equate QWL
with the impact of working conditions on the employee’s well-being.
BENEFITS OF QUALITY OF WORK LIFE

Successful organization is turning through the introduction of quality of work life
strategy to the people who work in them to maintain competitive advantage. The
benefits to both management and workers include:
 Improved organization performance through the development of people.

 Increased co-operation and team work within and across all the levels of the organization
including movement towards management or trade union partnership.
 Increased environment in doing a good job.

 Improved quality performance.
 Increased commitment to the values and goals of the organization.
 The anchoring of the development of a quality organization.
HUMAN RESOURCE DEPARTMENTS ROLE
The role of human resource department in QWL efforts varies widely. In some
organizations, top management appoints an executive to ensure that QWL and
productivity efforts occur throughout the organization.
In most cases, these executives have a small staff and must rely on the human
resource department for help with employee training, communications, attitude
survey feedback, and similar assistance. In other organizations, the department is
responsible for initiating and directing the firm’s QWL and productivity efforts.
Perhaps the most crucial role of the department is winning the support of key
managers. Management support particularly top management support appears to
be an almost universal prerequisite for successful QWL programs. By
substantiating employee satisfaction and bottom- line benefits, which range from
lower absenteeism and turnover to higher productivity and fewer accidents, the
department can help convince doubting managers. The policies and practices of
the department also influence motivation and satisfaction indirectly.
Rigorous enforced safety and health programs, for example, can give employees
and supervisors a greater sense of safety from accidents and industrial health
hazards. The motivation and satisfaction of employees act as feedback on the
organizations QWL and on the department’s day-to-day activities.
WHY NEED QUALITY OF WORK LIFE?
In current scenario every organization wants more output in comparison of less

input; it can be possible when working employee find its working place
comfortable as per the job requirement. So it’s very important for an organization
to make a quality relationship between its employees and working environment.
Now-a-days, there is no balance between the family and work life due to job
pressure and conflicting interests and over-socialization that lead to too much of
interest about the co-workers for satisfaction of their ego, creating problems in the
minds of neighbours.
The work-norms impose on workers too much of burden and control by their
bosses. And the rules are for workers or employees. They have to follow, and the
employer has right to lay-off the worker due to marketing and technological
factors.
The Indian workers and their unions are now on the defensive. They are now
more interested in the question of how to retain their jobs than in the question of
how to improve their quality of life in the work place.
It is therefore not difficult to understand why the question of improving quality

of work life has lost its importance in our country. The quality of work life
movement which draws “attention to workers” need for meaningful and satisfying
work and for participation in decisions that affect their work situation. And work is
a major formation experience which can either promote or limit a man’s growth in

ways which affect the whole man and which therefore shape his life outside the
job as well as within it.
MEASURING QUALITY OF WORK LIFE
The Richard Walton, an American professor, played a major role in developing the
concept of quality of work life. The eight factors he proposed to measure quality of
work life have made the task easy worldwide.
 Adequate and fair compensation

 Safe and healthy working conditions
 Opportunity to develop human capacities
 Opportunity for career growth
 Social integration in the workforce
 Constitution
 Work and quality of life
 Social relevance

CHAPTER-2
RESEARCH METHODOLOGY
RESEARCH DESIGN:
The research design refers to the overall strategy that you choose to integrate the different
components of the study in a coherent and logical way, thereby, ensuring you will
effectively address the research problem; it constitutes the blueprint for the collection
measurement and analysis of data.
A research design will typically include how data is to be collected what instruments will be employed
how the instruments will be used and the intended means for analyzing data collected
2.1 TITLE OF THE STUDY
A study on- “Quality of work life at BFRL, DODDABALAPUR

.
2.2 STATEMENT OF THE PROBLEM
Human resource management is one of the most complex and challenging field of
management. It deals with people dimension in management. The study is undertaken to
analyze whether quality of work life leads to improved productivity in the organization.
For the present study, the term QWL refers to values, attitudes contained in working life
of any employee.
The “working life concept” consist of many factors such as pay, promotion, opportunity
for continued growth and security, benefits, contingent rewards, safe and healthy working
conditions, operating procedures, co-workers as well as the employees satisfaction on a
regular basis is one of key factor for achieving organizational success and also for the
organizational sustainability.
2.3 OBJECTIVES OF THE STUDY
1. To know the measure taken by the organization to improve the quality of work life of
the employee in the organization.

2. To know whether QWL leads to improved productivity of the organization.
3. To study whether QWL motivates the employees to learn further for present and
future roles.
2.4 SCOPE OF THE STUDY
1. Work is an integral part of our everyday life, be it our livelihood or career

or business. On an average we spend around twelve hours daily in the work place,
that is one-third of our entire life; it does influence the overall quality of our life.
2. It should yield job satisfaction, give peace of mind, a fulfillment of having

done a task, as it is expected, without any flaw and having spent the time
constructively and purposefully.
3. Even it is a small step towards our life time goal, at the end of the day it
gives satisfaction and eagerness to look forward for the next day.
4. The study on quality of work life among employees with special reference
to the mother dairy- is expected to prove extremely useful for the organization to
improve the quality of work life among its workers with the help of the
recommendations given by the investigator.
2.5 LIMITATIONS OF THE STUDY
1. The purpose from the samples not reveals the accurate facts.
2. Unavailable of enough time.
3. Lack of respondents interest in answering the questions, and also might not have revealed true
information.

2.6SAMPLING
Under this study random sampling is done for the sample size of 50 employees.
2.7OPERATIONAL DEFINITION OF CONCEPT
According to ‘LUTHANS’ – “The overriding purpose of QWL is to change the climate at

work so that the human- technological- organisational interface leads to a better quality of
work life”.
2.8TOOLS FOR COLLECTION OF DATA
a) The data is collected through proper questionnaires, we can find out proper solutions
to problems through analysis and can also know structured about organisation.
b) Through proper observation how the techniques are used.

CHAPTER - 3
COMPANY PROFILE
Overview of the Company:
We are a multi divisional textile company engaged in the manufacture of a variety of

fabrics and garments with modern production facilities. Our group was manufacturing fabrics;
we expanded our fabrics capacity and started catering to premium shirting segment. Realizing
the potential our group has intently moved towards the garment manufacturing mainly to
conserve the fabrics margins and take advantage of the higher margins offered by the
designer/fancy shirt segment.
Growth & Development of the Company:
Presently we are exporting 100% of our garments. However we supply fabrics to the
domestic garment exporters we have positioned ourselves as a multi-product, multi fiber and
multi market player ensuring that our target market is a diverse mix of the domestic fabrics
market, garment export trade and international market. Our manufacturing facilities are spread
across four locations at Navi Mumbai, Silvassa, Sonale in Thane district and Bangalore, fully
backed by the facilities for product development, design studio and efficient sampling
infrastructure to provide quality services to its customers in India and abroad. We currently
employed over 5000 people.
Present Status of the Organization:
Presently we have 250 weaving machines producing approximately 20 million meters of

woven fabric. Per annum 2800 sewing machine with production capacity of 8.4 millions
garments per annum.

Our Competitive Strengths:
 Experience of our promoters

Our promoters and we have adequate experience in the textile industry and we have
successfully implemented expansion project earlier. We also have adequate technical and
commercial staff to handle implementation of the proposed new expansion project.
 Flexibility in manufacture of garments

We are in the business of manufacture of woven fabric and for the last fifteen years it as been
our main stay. We have over the period of time developed expertise in the manufacture of any
customer desired variety involving complex design of woven fabrics of superior quality.
 Designing capabilities
Designing is a critical element of fabrics and garments both. Development of innovative designs
is one of our main strengths. It is also our USP (UNIQUE SELLING PROPOSITION). We are
into the high end products we have in –house teams of experienced designers in weaving
garmenting and home textiles. We have installed software packages CAD/CAM systems for
generating designs on computers .At least 4-5 new designs are developed on a daily basis in
each of the divisions.
 Lower turnaround time

Garment manufacturing is highly fashion oriented. Fashion is time bound and delay in meeting
deadlines results in loss of businesses. Meeting customer deadlines on a consistent basis is
important for business. Our in house facilities of design studio, sampling of fabrics and
garments, weaving, and garmenting allows us to plan and deliver the order in shortest
turnaround time.
 Low labor cost

We are located on the outskirts of Bhiwandi, where skilled labor is available in abundance.
Thus our labor costs are maintained at realistic levels. Added to that we have kept ourselves
updated on the latest available technologies and continuously look for new attachments and

value adding equipment to enhance the performance of our machines such that the labor input
required is maintained while the production/ productivity is improved.
 Economies of scale
The company‘s production capacity in each of our units / divisions can be considered mid to
large size. It allows us the advantage of economies of scale. Although the units are spread over
different locations, the raw material procurement and purchase functions are centralized. We
can therefore take advantages of bulk discounts.
 High productivity
High level of modernization, trained work force and managerial expertise results in consistent
high level productivity. We have established modern production facilities at each of our plant
and we are continuously on the lookout for new / updated technologies. Our investment in value
adding equipment’s/ attachments to our machines as resulted in twin benefits of consistent high
quality and improves productivity.
 Quality assurance
Each of the company’s products passes through stringent quality checks. The quality assurance
measures taken by the company include through checking of all raw material and other inputs
right down to finished goods to ensure quality, statistical methods to identify and analysis areas
of improvement, experienced man power for quality assurance activities, creation of data base
for future reference and analysis etc.
 Sampling Capabilities.
We have all the facilities like desk looms, sample dyeing, sample printing, washing and
processing facilities to produce fabric samples per designs developed by our design studio.
In the initial stages of the order the design and sampling department continuously interacts
with the buyers till the fabric sample is approved. Sample Yardages are made for making
garments and in our dedicated fabric sampling unit, garment samples are made, remade, design
changes are incorporated till the customer finally approves the garment sample. This entire

process is very time consuming and can take 2 months our dedicated in house facilities
enable us to compress this time substantially.
Our Strategy:
Our corporate VISION is to be complete apparel company. We have 3

pronged strategies to realize our vision.
1. To strengthen our fabric business in order to have full control of entire

fabrics supply chain –from yarn dyeing, weaving to processing project
facilities. This would not only help has achieve total quality control at each
stages, it would enable us to cut out delays in delivery of fabrics to our
garment unit.
2. To rapidly expand garment capacity to meet the growing opportunity in the

market place and in the process actively consume 30 -50% of our own
production of fabrics.
3. Position ourselves in the mid to high end garment segment such that
enhance our acceptance and improve our capabilities to meet the stringent
compliances stipulated by such customer once this his achieved, entering
the commodity market would pose little difficulty.
Functional departments of the organization:
Human resource department:

Basically HRD stands for human resource development it is one of the

important department in an organization.
The management of human is viewed as a system in which participants seek

to attain both individual and group goals.
Human Resource Department Functions
 To maintain good and harmonious industrial relations

 Recruitment and selection.
 Training and development
 Providing salaries at right time.
 Team building.
 Employee’s relation.
BRFL’S PEOPLE
 BRFL is proud and glad to have an experienced and talented workforce

right from its inception.
 BRFL’S commitment to employee welfare ensures high retention of
employees and enables
 BRFL to have a dedicated and efficient team to extent unmatched service.
Work in Time – Attendance

The office time of the company is from 9-00 am to 5-30 pm, the general
shifts starts from 8-00 am to 5-00 pm, the second shifts starts from 5-00 pm to 2-
00 am.
Punching machines is used for making attendance that is kept in the

security section, separate register are also maintained to mark attendance in the
respective sections. The company has a total dedicated work force of 2500
employees.
Welfare Measures
 Transport
 Canteen
 Medical facility
 Social facility
Welfare of Employees
Bombay Rayon has initiated the implementation of SA8000 for its Doddaballapur
Mill. SA8000 is a global social accountability standard for decent working
conditions, developed and overseen by Social Accountability International (SAI).
SAI offers training in SA8000 and other workplace standards to managers,
workers and auditors. It contracts with a global accreditation agency, Social
Accountability Accreditation Services (SAAS) that licences and oversees auditing
organizations to award certification to employers that comply with SA8000.
SA8000 is based on the UN Universal Declaration of Human Rights, Convention
on the Rights of the Child and

Various International Labour Organization (ILO) Conventions. SA8000

covers the following areas of accountability
Child Labour: No workers under the age of 15; minimum lowered to 14 for
countries operating under the ILO Convention 138 developing-country exception;
remediation of any child found to be working.
ForcedLabour: No forced labour, including prison or debt bondage labour; no

lodging of deposits or identity papers by employers or outside recruiters.
Workplace safety and health: Provide a safe and healthy work environment; take
steps to prevent injuries; regular health and safety worker training; system to
detect threats to health and safety; access to bathrooms and potable water.
Freedom of Association and Right to Collective Bargaining: Respect the right

to form and join trade unions and bargain collectively; where law prohibits these
freedoms, facilitate parallel means of association and bargaining.
Discrimination: No discrimination based on race, caste, origin, religion,

disability, gender, sexual orientation, union or political affiliation, or age; no
sexual harassment.
Discipline: No corporal punishment, mental or physical coercion or verbal abuse.
WorkingHours: Comply with the applicable law but, in any event, no more than
48 hours per week with at least one day off for every seven day period; voluntary
overtime paid at a premium rate and not to exceed 12 hours per week on a regular
basis; overtime may be mandatory if part of a collective bargaining agreement.

Remuneration: Wages paid for a standard work week must meet the legal and
industry standards and be sufficient to meet the basic need of workers and their
families; no disciplinary deductions.
Management system for Human Resources: Facilities seeking to gain and

maintain certification must go beyond simple compliance to integrate the standard
into their management systems and practices.
Health and Safety: We follow a strict code of Health & Safety practices at
conditions in the workplace and beyond. The code is monitored continually by
internal management reviews, which involve representatives from all areas of the
business. The group also reviews and updates the code regularly.
Ensuring that all legislation and recommended practice is complied with, we

constantly strive to remain eco-friendly by adhering to the highest international
standards of manufacturing, effluent treatment and by using ago-free dyes and
chemicals to ensure the welfare of our consumers and the sanctity of our natural
environment.
TheEnvironment: Good environmental practice has always been a prime

consideration in Bombay Rayon’s development, leading us to seek practical
solutions to avoid the production of waste.
In The Community: We take our responsibility to contribute to the community in

which we operate seriously. We make every effort to support our staff and the
wider society in improving our local community. The company has always taken

an active role in local communities in which it operates, supporting many worthy

causes.
Bombay Rayon recognizes that its employees have an important role to play
within the wider community and seeks to provide every effort to support its staff
with charitable endeavors and local community initiatives. These activities have
included promoting and sponsorship of individual and social activities, fund
raising for hospitals and schools and coordinating with aid agencies and local
authorities for projects around the nation.
CorporateValues: We are committed to actions to restore and preserve the

environment. We are committed to developing safe and clean technologies using
the best environmental practices. We are committed to minimizing waste and
pollutants, conserving resources, and recycling materials at every stage of the
product life cycle. We will continue to work with customers and public
authorities, vigorously pursuing the development, and implementation of
improved technologies and products by minimizing their impact on the
environment. We will develop effective methods and procedures, and will
promote a culture in which all employees share this commitment.
In this way, we aim to have an environmental performance we can be proud of,

to earn the confidence and respect of customers, shareholders, and society at large,
and to contribute to sustainable development.

 Giving the salaries to all the employees at a right date of every month.(6th of
every month)
 Every year increment is provided to all the employees.
 ESI and PF facilities are provided to all the employees.
 BRFL provides ARC (accident relief care) cards from the accident relief
care (India) pvt ltd to all the employees.
 For small emergency accidents and small injuries first aid boxes are
available in each department.
 Canteen facilities are provided to all the employees.
 Safety equipments are provided to all the employees. For ex; helmets,
grouse, shoes goggles.
 Drinking water is available at each department.
Finance department:
This is the main department of any organization and is also necessary to design
this department to design this department. Because, finance is like food & water
for human body, without finance other activities of the business cannot be
undertaken. But in today’s business not only adequate finance is necessary but
also it is necessary to manage it properly. That is why the finance department is
having very a significant role in any business.
Financial Record Keeping & Reporting

As Bombay Rayon Fashions Limited is a listed company, it is required to

comply with strict accounting principles and regulations. It is critical to ensure
that all transactions are properly identified, analyzed and recorded. Regardless of
whether a Director / Senior Management person is directly involved in financial
reporting or accounting, most come into contact with financial transactions
directly or indirectly.
All reasonable efforts are expected to ensure that all business records and
reports are accurate, complete and reliable.
Function Areas of Financial Management
I. Estimating the financial requirement.
2. Selection of the source of funds.
3. Allocation of funds.
4. Analysis and interpretation of the results.
5. Usage of BEP techniques.
6. Capital budgeting
7. Working capital management.
8. Profit planning and control.
9. Fair return to the investors.
10. Maintaining liquidity and wealth maximization.

BRFL is also having an effective finance department with different section. The
supreme body for this department is the director for finance then comes the
general manager for finance, assistant general manager, and manager and so on
from top to bottom. Totally 5 employees are working in the finance department.
Marketing department:
MARKETING MANAGER
SENIOR MARKETING EXECUTIVE
ASSISTANT MARKETING EXECUTIVE
Marketing and Selling Strategy
We have positioned our company in a reasonably strong position in the

entire business segment in which we operate due to our quality, consistency,

pricing and delivery schedules our customer profile for fabrics include leading
garment exporters in India.
Leading garment makers in the overseas markets, domestic garment

manufacturers, domestic wholesalers, traders and retailers.
In addition, we have developed a strong network of marketing agents who

sells fabrics to various small sized unit and traders there by ensuring greater
penetration of markets. As far as garment customers go, top labels in garments in
the European and US markets are on our customer list.
Our Distribution Channels
We use the following distribution channels for marketing our products:
Products Distribution Channel

/MarketSegments
Fabrics-Domestic BRFL-Marketing agents/Wholesalers/Garment

sale manufacturers/Retailers

BRFL-Oversea Garment Manufacture /

Exporters/ International Buying house.
Fabrics-Exports
BRFL-Buying house international brands /
Retailers.
Garments-Exports
Domestic Sale of Fabric
The local retail market is well developed and we have been catering to this
market for almost 2 decades. We have a network of over 10 agents and 70
distributors catering to network of more than 2000 retailers spread across India.
Presently in the domestic retail division, we have a turnover of around Rs 200
lacks per month, which we plant to increase to Rs. 300 lacks per month.
Domestic Sale of Fabric to Readymade Garment Manufacturer–Exporters:
This is the fastest growing market segment. With our range of fabrics, the
buyers of these garment exporters specify and approve fabrics made by

BOMBAY RAYON. Thus it is custom made product for these garment exporters.
These are bulk and repeat orders.
Domestic Sale of Fabrics to Readymade Garment Manufacturers Operating

in Domestic Market:
This is another fast growing segment mainly caters to domestic garment

industry. Many Indian and international brands have set shop to grab this ever
growing market with the popularity of readymade garment going up, the Indian
customer have almost stopped buying fabrics from retails shops and getting the
garment stitched from tailors.
Exportoffabrics
We are established fabric exporters to various markets. Suiting fabrics

exported to Europe and shirting to Middle East country. We are no concentrating
and developing export of shirting fabrics territories too.
Export of garment
Our strategy for exports of garments is to focus on medium to high class

garment as per unit price realization is maximum in high value garments segment.
We have been able to attract well know names in overseas fashion garments

industry, due to ability to offer garments based on seasonal fashions trends and
color choices.
Our expertise in design of fabrics as per customer specification, garment

designs and garment samples meeting the stringent quality required have made a
preferred garment supplier to discerning from Europe and USA. We enjoy a
steady market for our products in this segment and have established significant
brand goodwill among overseas buyers for our garments. In addition to above we
are now focusing on significant reduction in turnaround time.
Export of Made Ups/Home Textiles
We believe that in the post- WTO era, home textiles will be a driving force
of Indian textile exports. With the closure of home textile plants in the US and
shift in international buying patterns towards Aspic Pacific Region, there is
expected to be considerable demand for home textiles out of Asian countries.
Process of Marketing the BRFL Product.

 To meet fabricator.
 To get the requirement of customer like sizes and other enquiry.
 To get the preformed invoice or estimation.
 Send the purchase order.
 Supply the materials.
PRODUCTION DEPARTMENT
Main function of the production department

 Garment factory work

 Tailoring
 Cutting cloth
 Fixing buttons
 Finishing
 Checking
 Ironing,
 Packing
Brief description of different steps involved in garment manufacturing is as

follows.
1. Procurement of fabric
Based on the order and design, the fabric and appropriate fabric source are
identified and the quantity required is assessed based on the consumption of fabric
per garment,. We have a team of skilled professionals who makesthis assessment.
We source majority of the fabric required from our fabrics weaving plants at
village sonale in Thane district, Navi Mumbai and silvassa.
2. Fabric checking
Besides fabric, the accessories are also thoroughly checked for defects and
damages.
3. Fabric cutting and garment stitching

The fabric is laid on the cutting table and then plotted with the help of CAD
/CAM machinery as per the specific patterns. This is a system for consumption
planning and ensures optimum usage of fabric keeping the cutwastage at the
minimum level.
After plotting the fabric is cut with the help of cutting machines. Different
parts of shirt are then stickered for identification of size and shade. This process is
known as sorting of fabric. The sorted fabric is then bundled and sent for fusing of
the three main parts namely collars and plackets. Then collars and cuffs are
attached to the main body completing the first stage.
4. Final checking of garments
We subject 100% of the garments that we manufacture to stringent quality

control measures. To ensure that every piece manufactured is as per specification
and the required quality standards, responsible for ensuring that all finished goods
are free from defects and stitched as per measurement. This team compares the
final product with the measurement chart and style chart given by the design
department. Any variance beyond acceptable limits is rejected.
Manufacture of Made Ups
Very recently we have ventured into the value –added segment of home
textiles i.e. Bed sheets, fitted sheets, pillow covers, Quilt covers, Duvet covers etc.
mainly for direct exports. The size of global trade in this segment is expected to be
over US 12 billion. The market for home textile products as been growing at a
rapid pace over the last few years. With the removal of quota restriction the
segment offers great opportunity for growth.
Objectives of Production Management
Some of the important objectives of production management are:
1. Maximum customer satisfaction through quality, reliability, cost and delivery

time.
2. Minimum scrap/rework resulting in better product quality.
3. Maximum possible inventory levels (i.e. optimum inventory levels).
4. Maximum utilization of all kinds of resources needed.
5. Minimum cash out flow.
6. Maximum employee satisfaction.
7. Maximum possible production (i.e. outputs).
8. Higher operating efficiency.
9. Minimum production cycle time.
10. Maximum possible profit or return on investment.
Product Planning and Development

Product planning and development is the process of searching ideas for new
products, screening them systematically, converting them into tangible products
and introducing the new products into markets. It is also involves formulation of
product strategies and policies. It includes improvement in existing product as
well as new development products.
Product planning includes all activities starting from the concept of product
ideas and ending up with full scale production and introduction of the product in
the target market.
SWOT Analysis of the Organization
A seen of the internal and external environment is an important part of the

strategic planning process. Environmental factor internal to the firm usually can
be classified as the strengths or weakness and those external to the firm can be
classified as the opportunities or threats. Such an analysis of the strategic
environment is referred as SWOT analysis.
The SWOT analysis provides information that helpful in matching the

firms’ resource and capabilities to the competitive environment in which it
operates. As such, it is an instrumental in the strategy formulation and selection in
and administration of the company.
Strengths

BRFLis giving great importance on quality and environment responsibility.
 Experience of our promoters

 Flexibility in manufacture of garments
 Designing capabilities
 Lower turnaround time
 Low labour cost
 Economies of sale
 High productivity
 Quality assurance
 Sampling capabilities
Weaknesses
 Unstable market finance

 Relatively lower volume of production leading to higher cost of production.
Opportunities
 In carrying out their duties and responsibilities, Board Member and Senior
Management Personnel should avoid:
 Appropriating corporate business opportunities for themselves that are
discovered through the use of company property or information or their
position as Board Member;

 Using company property or information, or their position as Board Member

or Senior Management Personnel, for personal gain;
 Company can grab the market with small period as it is all ready
established.
 Huge market potential in domestic.
 Continuous increase in demand.
 Develop local skills based through increased training.
 The product of BRFL range to cater different need of customer so it can
utilize this opportunity against competitor’s threat.
Threats
 The threat of Industrial unrest.

 Change in customer demand.
 Availability of skilled labors.
 Unexpected price fluctuation.
 Heavy Competitor in the local markets.
ORGANIZATIONAL STRUCTURE
VICE PRESIDENT
GENERAL MANAGER

WORK MANAGER
HUMAN PRODUCTION MARKETING ACCOUNTS

RESOURCE MANAGER MANAGER MANAGER MANAGER
HR
MARKETING ACCOUNT
ASSISTANT SUPERVISORS
EXECUTIVE ASSISTANT
HELPERS HELPERS HELPERS HELPERS
Training Programmes at Bombay Rayon Fashions Limited:
Bombay Rayon Fashion Ltd Management Responsibilities and Authorities.
Responsibilities

 To co-ordinate identification of training and development

needs
 To plan, organize and co-ordinate all training and development
programs for the employees
 To identify training needs of personnel team and to impart on-
the-job training
 Training and development programs review
 Maintaining integrated management system through review
and updating
 Document and data control in own area
 Safe working conditions in the department
 Conforming to statutory and regulatory requirements
applicable
Authorities:
 To recommend individuals for specific training programs
 To alert the schedules of in-house training programs in case of
emergencies
 To initiate follow-up action consequent to training programs
review
 To suggest revision in training manual

 Preventive and corrective actions for the deviations

Procedure for Competence Awareness and Training in Bombay Rayon

Fashions Limited:
 Purpose
This document highlights the procedure for identifying, organizing
and reviewing training programs for employees. This is prepared in accordance
with competence awareness and training programs.
 Procedure
The success of any organization depends upon knowledge, skillsand
capabilities of its people. It is very essential that an organization
identifies the factors which would affect the performance and initiate
actions to correct those. One of the interventions could be a well
designed training and development programs. The employees in the
factory are put through the following training programs

CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1
Table showing gender of the respondents

SL.NO PARAMETER RESPONDENTS PERCENTAGE

%
01 MALE 32 64%
02 FEMALE 18 36%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 32 respondents that mean 64% of employees are male
and 18 respondents that mean 36% of employees are female.
CHART 4.1
Chart showing the gender of respondents

70%
60%
50%
40%
64%
30%
20%
36%
10%
0%
male female
INTERPRETATION
Majority of the respondents are male because this organization mainly relates to
production of milk products, and there are shifts in working hours so female employees
are less compared to male.
TABLE 4.2
Table showing age of the respondents

SL.NO PARAMETER NUMBER OF PERCENTAGE

RESPONDENTS
%
01 20-40 26 52%
02 40-55 18 36%
03 MORE THAN 06 12%

55
04 TOTAL 50 100%
ANALYSIS:
From the above table,26 respondents that means 52% of employees belongs to the age
group of 20-40years, 18 respondents that means 36% of employees belong to 40-55 years,
and the other 12% of employees are in the age group of more than 55 years.
CHART 4.2

Chart showing age of the respondents
12%
20-40
40-50
52%
more than 55
36%
INTERPRETATION
Majority of the respondents belong to the age group of 20-40 years and it shows that the
organization is having more efficient and effective employees with respect to the quality
of work life.
TABLE 4.3
Table showing monthly income of the employees


RESPONDENTS
%
01 BELOW 10000 03 6%
02 10000-20000 07 14%
03 20000-30000 10 20%
04 30000-40000 09 18%
05 ABOVE 40000 21 42%
06 TOTAL 50 100%
ANALYSIS
From the above table we can observe that 6% of the employees monthly income is below
10,000, 7 respondents that means 14% of the employees monthly income is 10,000-
20,000, 20% of the employees income is 20,000-30,000 and the majority that is 42% of
the employees monthly income is above 40,000.
CHART 4.3
Chart showing the monthly income of the respondents
INTERPRETATION
The majority of the employee’s monthly income is above 40,000. Therefore the majority
of the respondents are satisfied with the company salary structure and it’s a good
indication in the QWL and the satisfaction level towards their job role among the
employees of this company.

TABLE 4.4
Table showing how many years have you been working with this organization

RESPONDENTS
%
01 00-05years 19 38%
02 05-10years 04 8%
03 10-15years 08 16%
04 MORE THAN 19 38%

15 YEARS
05 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 19 respondents that means 38% of employees
have been working from 05 years, 38% of the employees are also working for more than
15 years. 4 respondents that mean 8% of the employees working for the period of 5-10
years and the other 16% of the employees have been working for 10-15 years.
CHART 4.4

Chart showing the how many years you have been working with this organization
INTERPRETATION
We can observe that the majority of the respondents are working between 00-05 years and
more than 15 years and it shows that the employee’s retention rate is high as it is a
government company.
TABLE 4.5

Table showing the work load in the organization

REPONDENTS
01 Work load is very much, 08 16%

and task are not finished
on appropriate time
02 Work load is very much 13 26%

but due to participative
environment employees
are able to complete their
task
03 Work load is evenly 25 50%
distributed and employees
are able to complete their

task on time
04 Work load is less as 04 8%
compared to other
companies
05 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 16% of employees responded that work load
is very much, task are not finished on appropriate time, 26% of employees responded that
work load is very much but due to participative environment employees are able to
complete their task, 50% of employees responded that work load is evenly distributed and
employees are able to complete their task on time, 8% of employees responded that work
load is less as compared to other companies
CHART 4.5
Chart showing the work load in the organization
work load is very much, and

task are not finished on
appropriate time
8% 16%
work load is very muchbut due
to participative env ironment
employees are able to complete
26% their task
50%
work load is evenly distributed
and employees are able to
complete their task on time
work load is less as compared

to other companies
INTERPRETATION
Majority of employees responded that the work load is evenly distributed, so they are able to
complete their task on time.
TABLE 4.6
Table showing the working hour of the organization


RESPONDENTS
%
01 Highly 07 14%
satisfactory
02 Satisfactory 41 82%
03 Dissatisfactory 02 04%
04 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees 14% of employees are highly satisfactory
with the working hour of the organization, 82% of employees are satisfactory and
remaining 04% of employees are dissatisfactory with the working hour of the
organization. Therefore 82% of the respondents are satisfactory with the working hour of
the organization.
CHART 4.6

Chart showing the working hour of the organization
INTERPRETATION
From the above chart, we can observe that majority of the employees are satisfied with the
working hour as per the survey because they do not feel more stressed as the timings is
from 10 am to 5pm and they feel satisfied with the working hour.

TABLE 4.7
Table showing that the employees in the organization are skilled, motivated, and productive

RESPONDENTS
%
01 YES 45 90%
02 NO 05 10%
03 TOTAL 50 100%
ANALYSIS
From the above table we can say that 45 employees feels that 90 % employees are skilled
and good performer another 5 employees says that 10% employees are not skilled,
motivated and productive for the organization.

CHART 4.7
Chart showing that the employees in the organization are skilled, motivated, and productive
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
yes no
INTERPRETATION
From the above chart, we can say that majority of the employees have responded that the
people working the organization are skilled, motivated and productive. Thus the
employees in the organization possess various skills, knowledge and hence motivated and
productive.

TABLE 4.8
Table showing the good career prospect in the organization

RESPONDENTS
%
01 YES 43 86%
02 NO 07 14%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 43 respondents that mean 86% of the
employee say that there is good career prospect in the organization, and the rest that is
14% of the employees says that there is no good career prospect.

CHART 5.8
Chart showing the good career prospect in the organization
INTERPRETATION
Majority of the respondents are satisfied with the good career prospect in the organization.

TABLE 4.9
Table showing factors motivates you the most

RESPONDENTS
%
01 Salary increase 11 22%
02 Promotion 10 20%
03 Leave 00 00
04 Motivational 13 26%
talk
05 recognition 16 32%
06 TOTAL 50% 100%
ANALYSIS
From the above data we can say that 16 employees get motivated through recognition
which is 32% after that 13 employees says that they get motivated through motivational
talk that is 26%, then 11 employees says they get motivated by salary that is 22%, 10 say
through promotion that is 20% and nil for leave.

CHART 4.9
Chart showing the factor motivates you the most
22%
32%
salary increase
promotion
leave
motivational talk
20% recognition
26%
0
INTERPRETATION
From the above chart, we can observe that majority of the employees say that recognition
is the factor which motivates them the most that means identification plays an important
role that makes the employees loyal and committed towards the organization.

TABLE 4.10
Table showing do you work as a part of a team, or work mostly on your own

RESPONDENTS
%
01 Yes, I work as a 43 86%
part of a team
02 No, I work 07 14%
mostly on my
own
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 43 respondents say that 86% of employees
work as a part of a team and 7 respondents that mean 14% of employees work mostly on
their own. Therefore we can conclude that the majority of employees work as a part of a
team.

CHART 4.10
Chart showing do you work as part of a team or mostly on your own
INTERPRETATION
From the above chart, we can observe that majority of the employees work as part of a
team, which shows that working together lets employees build on the talents of their

teammates. Relying on other people builds trust, and team work establishes strong
relationships.
TABLE 4.11
Table showing do you feel comfortable and satisfied with your job

RESPONDENTS
%
01 Satisfied 39 78%
02 Neutral 09 18%
03 Dissatisfied 02 04%
04 TOTAL 50 100%
ANALYSIS
The table showing that 39 respondents that mean 78% of employees are satisfied with
their job and 9 respondents that mean 18% of employees are neutral and 2 respondents
that mean 4% of the employees are not satisfied. Therefore 78% of employees are
satisfied with their job.

CHART 4.11
Chart showing the do you feel comfortable, and satisfied with your job
INTERPRETATION
Majority of the respondents feel comfortable and satisfied with their job as it is a government
company there is a job security and satisfaction level is also high.

TABLE 4.12
Table showing BRFL does a good job of linking rewards to job performance

RESPONDENTS
%
01 Strongly agree 09 18%
02 Agree 37 74%
03 Disagree 02 04%
04 Strongly 02 04%
disagree
05 TOTAL 50 100%
ANALYSIS
From the above table we can observe that 74 % of the employees agree with the
organisation for giving award for good performance and 18% of the employees strongly
agree for giving awards. Another 4% of the employees disagree and 4% of the employees
strongly disagree.

CHART 4.12
Chart showing BRFL does a good job of linking rewards to job performance
Sales
4% 4% 18%
strongly agree
agree
disagree
strongly disagree
74%
INTERPRETATION

74% of the employees agree that BRFL does a good job of linking rewards to job
performance, the tie up between the reward and performance should be made for
employee retention and their commitment to work, which ultimately improvise the
contributing factor of the employee.
TABLE 4.13
Table showing what quality of work life is

RESPONDENTS
%
01 Good working 37 74%
environment
02 Social 04 08%
recognition
03 Career 09 18%
development
and
opportunities
04 TOTAL 50 100%
ANALYSIS

From the above table, among 50 employees, it shows that the 37 respondents that mean
74% of the employees say that quality of work life according to them is good working
environment, 8% of the employees say it is a social recognition, and the 9 respondents
that means 18% of the employees are of the opinion that QWL according to them is career
development and opportunities.
CHART 4.13
Chart showing what quality of work life
INTERPRETATION
Majority of the respondents is satisfied with the working environment and it indicates the
satisfaction level and the QWL is good in this organization.

TABLE 4.14
Table showing there is a balance between stated objectives and resources provided

RESPONDENTS
%
01 YES 40 80%
02 NO 10 20%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 40 respondents that means 80% of the
employees agree that there is a balance between stated objectives and resources provided,
and the other 10 respondents that mean 20% of the employees say there is no balance
between stated objectives and resources provided.

CHART 4.14
Chart showing there is a balance between stated objectives and resources provided

INTERPRETATION
Majority of the respondents are of the opinion that there is a balance between stated objectives and
resources provided within an organization.
TABLE 4.15
Table showing the proper training improves the productivity of the company and
employees

RESPONDENTS
%
01 YES 48 96%
02 NO 02 04%
03 TOTAL 50 100%
ANALYSIS
From the above table, we can observe that 96% of the employees say that company and
employees productivity can be improved by proper training, and only 4% of the
employees disagree with this.

CHART 4.15
Charts showing the proper training improve the productivity of company

and the employees
Column1
4%
yes
no
96%
INTERPRETATION

We can observe that the majority of the respondents say that proper training can improve
the productivity of the company and employees and it also indicates the satisfaction level
towards their job.
TABLE 4.16
Table showing in your job how often you take part with others in making decisions
that affect you
SL. NO PARAMETER NUMBER OF PERCENTAGE

RESPONDENTS
%
01 Often 12 24%
02 Sometimes 30 60%
03 Rarely 05 10%
04 Never 03 06%
05 TOTAL 50 100%
ANALYSIS

From the above table, among 50 employees, 24% of the employees say that they often
take part with others in making decisions, 60% of the employees sometimes take part in
making decisions, 10% of the employees rarely take part with others in making decisions
and other 6% of the employees never take part with others in making decisions.
CHART 4.16
Chart showing in your job how often you take part with others in making decisions
that affect you

INTERPRETATION
From the above chart, we can observe that majority of the employees sometimes take part
with others in making decisions but not always. But difficult or challenging decisions
demand more consideration.
TABLE 4.17
Table showing the departments in the organization have cooperation

RESPONDENTS
%
01 YES 42 84%
02 NO 08 16%
03 TOTAL 50 100%
ANALYSIS
From the above table we can observe that, 84% of the employees say that departments in
the organization have cooperation and the rest 16% say that organizations have no
cooperation.

CHART 4.17
Chart showing the departments in the organization have cooperation
INTERPRETATION
Majority of 84% of the employees are of the opinion that departments in the organization
have cooperation, and they maintain a conducive and friendly relation with the people in
the organization.

TABLE 4.18
Table showing that the promotion is related to your achievement

RESPONDENTS
%
01 YES 33 66%
02 NO 17 34%
03 TOTAL 50 100%
ANALYSIS
From the above table, among 50 employees, 66% of the employees say that the promotion
is related to their achievement and 34% says that the promotion is not related to their
achievement.

CHART 4.18
Chart showing that the promotion is related to your achievement

INTERPRETATION
Majority that is 66% of the employees believes that the promotion is related to their
achievement. As they get recognised and promoted to a better level they feel motivated
towards their job and it leads to the achievement of both individual and organizational
goals.
CHAPTER-5
FINDINGS , SUGGESTIONS AND CONCLUSION
FINDINGS
 The majority of respondents are male compared to female.
 52% of the employees belong to the age group of 20-40 years and it shows that the
organization is having more efficient and effective employees with respect to the
QWL.
 The majority of employees said work load in the organization is evenly distributed and
they are able to complete their work on time.
 82% of employees are satisfied with the working hours, they do not feel stressed and
are comfortable with the timings that is from 10am to 5pm.

 Most of the employees say that, the people in the organization are skilled, motivated
and productive.
 There is a good career prospect in the organization; this is accepted by 86% of

employees.
 During this survey, Recognition is the factor which motivates most of the employees,
ultimately they want them to be appreciated and recognised in a society for their
work, and here comes the employee recognition program.
 86% of employees like to work as a part of a team, rather than working on their own,
which shows that working together lets employees build on the talents of their
teammates. Relying on other people builds trust, and team work establishes strong
relationships.
 Majority of employees feel comfortable and satisfied with their job, because of job
security.
 74% of the employees agree that BRFL does a good job of linking rewards to job
performance, the tie up between the reward and performance should be made for
employee retention and their commitment to work, which ultimately improvise the
contributing factor of the employee.
 Most of the employees are of the opinion that, quality of work life is good working
environment.

 80% of employees accepted there is a balance between stated objectives and
resources provided.
 Majority of the respondents say that proper training improves the productivity of the
company. It also indicates the satisfaction level towards their job.
 There is a good cooperation between the different departments in the organization.

They maintain a conducive and friendly relation with the people in the organization.
 Majority of the employee’s promotion is related based on their achievement. As they

get recognised and promoted to a better level they feel motivated towards their job.
SUGGESTIONS
 From the study we can understand that some of the employees are not satisfied with
the career prospect in the organization. The management has to decide an
appropriate career prospect to encourage the employees to give opportunities.
 The recognition and rewards based on their performance should not be delayed
which leads to dissatisfaction. The tie up between reward and performance should be
made for employee retention and their commitment to work, which ultimately
improvise the contributing factor of the employee.
 Changing the job of employees from one job to another helps the employees to know
all jobs of the organization.
 Motivate the employees to work better and boost their morale.
 Company should adopt motivational measures for the workers to balance their work
life.
 Individual power, employee participation in the management, fairness and equity,

social support, use of one’s present skills, self development, a meaningful future at
work, social relevance of the work, effect on extra work activities.
 Quality of working life was associated with wages, hours and working conditions,
describing the “basic elements of a good quality of work life” as: equal employment
opportunities, opportunities to learn and grow, protection of individual rights.
 Quality of working life might vary between groups of workers. It includes: workload,
lack of involvement in decision making, lack of recognition, lack of opportunity to
learn new skills.
CONCLUSION
The researcher is benefited with the study, because the topic will help the management to get an
effective feedback from the employees about the employee QWL prevailing at the work place. It
also provides the researcher an opportunity to expose with functions of the HR department and
able to well versed with the quality of work life. The study provides various suggestions to the
management to enhance the quality of work life of employees in BRFL.

But, in competitive world absence of quality of work life of employees in work place is a very
serious problem as it adversely affects the efficiency of the employees and productivity of the
organization. At the same time employees get opportunities to express their view about various
components of satisfaction level prevailing in mother dairy.
It is also expected that improvement will be maid and appropriate actions will be taken based on the
suggestions and opinions given by the respondents and researcher.
QUESTIONNAIRES
Sir/Madam,
I am Abhilash studying in 6th semester BBA in NAGARJUNA DEGREE COLLEGE
as per the university requirement: I should conduct a project study. My topic is about “QUALITY
OF WORK LIFE”. I am doing this project in BRFL, DODDABALAPUR. So, I request you to
spare few minutes to fill these following questions. Your response would be kept confidential and
would be used for academic purpose only.
Name of the respondents (optional):
Qualification:
Designation:
Experience in BRFL
1. Gender:
a) Male [ ] b) Female [ ]
2. Age :
a) 20-40 [ ] b) 40-55 [ ] c)55 & above [ ]
3. Monthly income:

a) Below 10,000 [ ] b) 10,000-20,000 [ ] c) 20,000-30,000
d) 30,000-40,000 [ ] e) Above 40,000 [ ]
4. Since how many years have you been working with this organization?
a) 00-05 yrs [ ] b) 5-10 yrs [ ] c) 10-15 yrs [ ] d) More than 15 yrs [ ]
5. What do you think about the work load in the organization?
a) Work load is very much, and task are not finished on appropriate time [ ]
b) Work load is very much but due to participative environment employees are able to complete
their task [ ]
c) Work load is evenly distributed and employees are able to complete their task on time [ ]
d) Work load is less as compared to other companies [ ]
6. How is the working hour of the organization?
a) Highly satisfactory [ ] b) Satisfactory [ ] c) Dissatisfactory [ ]
7. What do you think that employees in the organization are skilled, motivated and productive?
a) Yes [ ] b) No [ ]
10. Do you think there are good career prospect in your organization?
a) Yes [ ] b) No [ ]
11. Which factor motivates you the most?

a) Salary increase [ ] b) Promotion [ ] c) Leave [ ]
d) Motivational talk [ ] e) Recognition [ ]
12. Do you normally work as a part of a team, or do you work mostly on your own?
a) Yes, I work as a part of a team [ ]
b) No, I work mostly on my own [ ]
13. Do you feel comfortable and satisfied with your job?
a) Satisfied [ ] b) Neutral [ ] c) Dissatisfied [ ]
14. BRFL does a good job of linking rewards to job performance?
a) Strongly agree [ ] b) Agree [ ] c) Disagree [ ] d) Strongly disagree [ ]
15. What is quality of work life according to you?
a) Good working environment [ ]
b) Social recognition [ ]
c) Career development and opportunities [ ]
16. In your company there is a balance between stated objectives and resources provided?
a) Yes [ ] b) No [ ]
17. Do you think proper training improves the productivity of the company and employees?

a) Yes [ ] b) No [ ]
18. In your job how often do you take part with others in making decisions that affect you?
a) Often [ ] b) Sometimes [ ] c) Rarely [ ] d) Never [ ]
BIBLIOGRAPHY
TITLE AUTHOR NAME PUBLISHERS
Human resource SUBBA RAO .P Himalaya publishing

management
house
Human resource SUBBA RAO.P Himalaya publishing

development
House
WEBSITES:
www.google.comwww.weki
pedia.com
www.scribd.com

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STUDY ON QUALITY OF WORK LIFE

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

MEANING OF HUMAN RESOURCE MANAGEMENT

Human resource management means employing people, developing their resources,

NAGARJUNA DEGREE COLLEGE Page 1

According to EDWIN FLIPPO defines human resource management as “planning,

Human resource management may be defined as a set of policies, practices and

FEATURES OF HUMAN RESOURCE MANAGEMENT

 Human resource management is concerned with employees both as individuals and as a

 Human resource management is a continuous and never ending process.

 It aims at attaining the goals of organization, individual and society in an integrated

 Organization goals may include survival, growth and development in addition to

NAGARJUNA DEGREE COLLEGE Page 2

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

 To establish and maintain sound organizational structure and desirable working

 To secure the integration of individual and groups within the organization by

 To create facilities and opportunities for individual or group development so as to match

 To attain an effective utilization of human resources in the achievement of organizational

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Managerial functions of personnel management involve planning, organizing, directing,

 Planning: It is a pre-determined course of action. Planning pertain to formulating

 Organising : An organisation is a means to an end. It is essential to carry out the

NAGARJUNA DEGREE COLLEGE Page 3

 Controlling: After planning, organising and directing various activities of personnel

Human resource management are related to specific activities of personnel management,

 Human resource management

HUMAN RESOURCE DEVELOPMENT

NAGARJUNA DEGREE COLLEGE Page 4

MEANING AND DEFINITION OF HRD

According to M.M.KHAN “human resource development is the across of increasing

NAGARJUNA DEGREE COLLEGE Page 5

FEATURES OF HUMAN RESOURCE DEVELOPMENT

4. HRD is multi-disciplinary it draws inputs from engineering, technology, psychology,

 Analysis, appraising and developing performance of employees as individual.

NAGARJUNA DEGREE COLLEGE Page 6

HRD SUB SYSTEMS

Performance appraisal is also a technique of human resource development. The performance

NAGARJUNA DEGREE COLLEGE Page 7

 QUALITY OF WORK LIFE

B. SOCIO TECHNICAL SYSTEMS

NAGARJUNA DEGREE COLLEGE Page 8

E. OPEN DOOR POLICIES

QUALITY OF WORK LIFE

NAGARJUNA DEGREE COLLEGE Page 9

KEY ELEMENTS OF QUALITY OF WORK LIFE

 Promote human dignity and growth.

OBJECTIVES OF QUALITY OF WORK LIFE

 To increase in individual productivity,

IMPORTANCE OF QUALITY OF WORK LIFE

• Increase demands at work

NAGARJUNA DEGREE COLLEGE Page 10

• Greater competition for talent.

SCOPE OF QUALITY OF WORK LIFE

1. Adequate and fair compensation

2. Safe and healthy working conditions

In India, factories act 1948 contains a number of provisions relating to

3. Opportunity to use and develop human capacities

4. Opportunity to growth and security

NAGARJUNA DEGREE COLLEGE Page 11

5. Social integration in the work organization

An employee develops a sense of belongingness to the organization where he

6. Constitution in the work organization