project presentaA STUDY ON WORK LIFE BALANCE OF EMPLOYEES WITH REFERENCE TO RANE ENGINE VALVE LIMITEDtion.ppt

7/27/2019 project presentaA STUDY ON WORK LIFE BALANCE OF EMPLOYEES WITH REFERENCE TO RANE ENGINE VALVE LIMITEDtion.ppt

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A STUDY ON WORK LIFE

BALANCE OF EMPLOYEES

WITH REFERENCE TO RANE

ENGINE VALVE LIMITED

BY

SYAMSUNDAR.K.S II nd YEAR MBA

MA 80173 `


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INTRODUCTION

Definition

Work-life balance is about people having a measure of control over when, where andhow they work. It is achieved when an individual's right to a fulfilled life inside andoutside paid work is accepted and respected as the norm, to the mutual benefit ofthe individual, business and society.

Work-Life Balance does not mean an equal balance. Trying to schedule an equalnumber of hours for each of your various work and personal activities is usuallyunrewarding and unrealistic. Life is and should be more fluid than that.

Your best individual work-life balance will vary over time, often on a daily basis. Theright balance for you today will probably be different for you tomorrow. The rightbalances for you when you are single will be different when you marry, or if you have

children; when you start a new career versus when you are nearing retirement.


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PRIMARY OBJECTIVE

To study the work life balance of employees at Rane EngineValve Limited.

SECONDARY OBJECTIVES

To understand the impact of job stress on personal life

To analyse the grievance faced by the employees

To identify the employees expectation from the companytowards maintaining the employees work life balance

To suggest the possible measures to the company


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NEED FOR THE STUDY

In the present day working patterns and life styles are changing rapidly.Young, well educated, heavily paid and still ambitious for more, these

young professionals find that their assumptions of being cope up are

not valid after all. Work triggered temper and monitory issues lead to

broken family. It has a serious social impact, so it is necessary to

maintain a suitable relationship between these. So as to attain betterperformance and enjoyment in the work - place as well as outside the

work place.


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SCOPE OF THE STUDY

This study may enable the company to focus more on worklife balance of employees.

The study may help the company to realise what all missingin their Contribution towards work life balance of

employees. This study may enables the company to taking initiative in

improve the new and existing recreational facilities. Sincethe relaxation and recreation helps the employees to beactive in their work.

This study may enable the company to improve theirinterpersonal relationship.

This study may enable the higher authorities in giving moresupport to increase the employee productivity.


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STATEMENT OF PROBLEM

The manufacturing industry is an employees intensiveindustry. So the most important resource there is thehuman resource. That is why training and retraining themare very important. Employees can be retained only whenthey find they are happy at work place. In order to achievetheir targets employer need to provide a perfect balancebetween work and life.


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LITERATURE REVIEW

WORK LIFE BALANCE:Work-life balance is about people having a measure ofcontrol over when, where and how they work. It isachieved when an individual's right to a fulfilled lifeinside and outside paid work is accepted and respectedas the norm, to the mutual benefit of the individual,

business and society.


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STRESS AND WORK-LIFE BALANCEThe number of stress-related disability claims by Americanemployees has doubled according to the EmployeeAssistance Professionals Association in Arlington, Virginia.Seventy-five to ninety percent of physicianvisits are related to stress and, according to the AmericanInstitute of Stress, the cost to industry has been estimatedat $200 billion-$300 billion a year.


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INDUSTRIAL PROFILE

The Indian automobile industry isone of the Indias sunrise industries

with tremendous growth prospectus.

The global auto component industry islikely to touch US$ 1.9 Trillion by 2015, ofwhich around 40% is likely to be suppliedfrom cost effective countries like indicateprospectus.

Till now 230 companies in ACMAmembership have been certified to ISO9000 and 87 companies have beencertified to and 4 companies awarded to

ISO 14000.


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The industry has been exportingmore 10% of its output for the lastfew years. In the year 1999-2000,

industry has exported US$ million396versus USS million 333 in year1998-99.

These component manufactures alsomanufacture all kinds of for allIndian vehicles apart from Japanese,

German & continental vehicles.


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VISION AND QUALITY POLICY:

VISION: REVL will ensure the highest standards of business

ethics and integrity in all our actions. We believe this

to be vital to the success of the RANE enterprise. Weencourage every employee to share this value. QUALITY POLICY:

REVL is committed to deliver superior customervalue by continuously improving its processes andsystems through cross-functional management andemployee involvement.

`


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MISSION AND VALUE:

MISSION & VALUE: Provide superior products and services to our

customers and maintain Market leadership. Evolve as an institution that serves the best

interests of all stakeholders. Pursue excellence through Total Quality

Management. Ensure the highest standards of ethics and

integrity in all our ac


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OBJECTIVES OF REVL:

OBJECTIVES OF REVL: The corporate objective of REVL is To maintain the

leadership position in India in both OEM and after-marketsectors and o become a TQM Company and emerge as amajor player in the International market supplying productsand services of outstanding quality.

CORPORATE AND SOCIAL RESPONSIBILITY

The Company is committed to serve the community around

its area of operations. The Company believes that noorganization can survive in isolation and it has aresponsibility towards public at large. The Company aims toreach out to the neighbouring villages, conserve theenvironment and nurture young people. The Company shalltake requisite community development initiatives around

the areas of its operations.


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ENVIRONMENTAL POLICY:

REVL is committed to preserving the environmentalbalance and not cause an adverse impact, byadopting appropriate processes and methods in itsoperations.

To ensure this, the company shall Comply with all statutory and legal requirements. Preserve the resources through the principles of

reduce, reuse and recycle. Ensure participation of employees, suppliers and sub

contractors and nearby civic authorities in thecontinuous reduction of the impact created on theenvironment.


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QUALITY:

The industry has been making rapidstrides towards achievement of worldclass quality systems by imbibingISO 9000/ISO 14001/TS16949 180

companies awarded to ISO 14001,386companies have been certified with TS16949, 59 companies have beencertified with OHSAS 18001, 11

companies won the Deming prize, 1company won Japan quality medal and4 companies won the JIPM excellenceaward.


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TQM PRACTICES ADOPTED:

TQM is a set of systematic activities carried out bythe entire organization to effectively and efficientlyachieve company objectives so as to provide productsand that satisfy the customer, at appropriate time

and price. Quality Milestones 1994 - ISO9002 1997 - ISO9001 2000 - ISO9000 2001 - ISO14001 2004 - TS16949-2002 2005 - DEMING


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2005 - DEMING


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COMPANY PROFILE

COMPANY PROFILE

RANE was founded in 1929 as Range Private Ltd., trading in Automobiles Parts. In1959 ENGINE VALVES LTD was established for manufacturing Internal Combustionengine valves. Range EVL is a part of 800 cores Range group of companies. Thecompany commenced manufacturing of valves on 1959 in collaboration withFarnborough Engineering Company, UK(1959-1973). The first export order tostandard engine valves ltd on 1968, which was distinguished track record of REVL.In 1982 REVL, commenced first medical plant in Hyderabad. In 1989 REVLcommenced shop 3 at Chennai plant. In 1993 REVL created its own R&D facility inChennai. The main product range of Range Engine

Valves are valves, valves guides, Camshafts, Tappets. In 1998 the name of thecompany has been changed to Range engine valves LTD., after the merger of EVL.

REVL is the leading manufacturer of Engine Valves and Valve Train components inIndia. Valves are being exported throughout the globe. The ISO 9001/TS 16949certificated from RWTUV, Germany show the effective quality system beingpracticed... The average production per day is 46000. As at the end of March 2005,the total number of employees stands at 860. RANE plant 1 is located in Chennai itsmain product is engine valves, the annual capacity is about 15 Million and total areain Sq.mts is about 56500. Build up area is about 18860 sq.mts. REVL total market

share in India is about 60 %.


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MILESTONES:

1929 - Founded as Range Private Ltd. trading in Automobiles & parts.

1959 - Established ENGINE VALVES LTD. for mfg. IC engine valves.

1960 - RANE (MADRAS) LTD. commenced manufacture of tiered ends.

1989 - Acquired ENGINE COMPONENTS LTD. to manufacture, Tappets &camshafts.

1995 - Three new companies formed,

TRW - RANE OCCUPANT RESTRAINTS LTD.

RANE - LUK CLUTCH LTD.

1997- EVL signs technology agreement with TRW for Engine Valves .

1998- Manufacture of Engine Valves, Guides, and Camshafts &Tappets broughtunder one company viz. RANE ENGINE VALVES LTD.


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PROCESS IN RANE ENGINE

VALVE LIMITED PROCESS IN RANE EVL: The item of manufacture is inlet and exhaust valves for IC Engines. All four-

stroke engines are fitted with valves. All two- stroke engines do not havevalves but they are fitted with ports. The purpose of inlet valves is to allowthe entry of the fuel to the combustion chamber and the exhaust valves allowsthe exhaust gases from the combustion chamber role in improving the fuelefficiency of the engine and it is a critical path.

The following is the general sequence of operations in the manufacture of a

valve. The raw material is received in long base of around 4000mm long.

bar cut off and grinding on diameter Upsetting and forging Heat treatment

Rough grinding Matching like turning Special process like chrome-plating tuff trading etc Final grinding Packing Dispatch


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RANE HOLDINGS LIMITED

RANE Group: RANE Engine Valves Limited Valves, Valve Guides, Camshafts, Tappets, Compressor Crankshafts RANE (Madras) Limited Steering & Suspension Systems RANE Brakes Linings Limited Break Linings, Disc Pads, Composite Brake Blocks, Clutch facings. TRW RANE occupant Restraints Limited Seat Belt Systems RANE ManTech Limited Energy Absorbing Steering Columns


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ASSOCIATED COMPANIES

ASOCIATE COMPANIES: Kara Mobile Limited (KML) Automotive Valves. Large Diesel Valves for locomotive engines &

defence application. JMA RANE Marketing Limited Distribution Company for auto components. PLANT DETAILS: Plant 1 at - Chennai Plant 2 at - Hyderabad Plant 3 at - Chennai Plant 4 at - Hyderabad


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TOP CUSTOMERS OF THE

PLANT:

Top Customers of the Plant

Hero Honda

Marti Hyundai

Mahindra and Mahindra

Tata Cummins Ashok Leyland Greaves and Duets


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MAJOR DOMESTIC

CUSTOMERS:


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MAJOR OVRSEASCUSTOMERS


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ORGANIZATIONAL CHART OFRANE ENGINE VALVES LTD

GM

OPERATIONS

SECRETARYCO-ORDINATOR

PLANT

HEAD finance &MIS

HEAD plant

engineering

HEAD Qualityassurance

HEADMaterials &

MRP

HEAD sales

administration

HEAD

Manufacturing


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HUMAN RESOURCES

DEPARTMENT AUTHORITY

RESPONSIBITIES

FUNCTIONS


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HUMAN RESOURCE

INITIATIVE

RANE values its employees and constantly takes

care of their needs. Some of the human

resource initiative taken by them are:

Implementation of employee suggestion and

rewarding the makers of the selected

suggestions.

Issuance of discount coupons for grocery items

from selected de artmental stores.


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HUMAN RESOURCE

INITIATIVE

Medical Insurance for self and family

members including parents.

Providing benefits like Birthday gifts, Denali

& Christmas gifts.

Providing temporary accommodation to

outstation newly joined employees.


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CORPORATE SOCIAL

RESPONSIBILITIES

It plays a prime importance in the operation of Rane

Engine Valves Ltd. Some of the activities taken by the cooperatesocial responsibility team are as follows

Employees headed by Plant Head Mr.Sriram

visited the Aganvadi at Alandur, Chennai and

gave food and gifts to children on June, 2008.

Employees of REVL donated food forKannan Colony-Alandur, affected by flood on November, 2008.


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RESEARCH METHODOLOGY

Research is defined as a scientificand systematic search for pertinentinformation on a specific topic.

Research is an art of scientificinvestigation. It is a carefulinvestigation or inquiry especially

through search for new facts in anybranch of knowledge.


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STATISTICAL TOOL

CHI-SQUARE TEST.

WEIGHTED AVERAGE TEST

PERCENTAGE ANALYSIS


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TYPES OF DATAS

PRIMARY DATA

primary data is collected throughquestionnaires which is distributed tothe employees.

SECONDARY DATA

Secondary data is collected fromcompany files , magazines, andthrough internet surfing.


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RESEARCH DESIGN

The research design is the blue printfor fulfilling objectives and answeringquestions of specific researchproblem. This study is descriptive innature. It has been undertaken to

learn and describe the characteristicsof group of employees, in an attemptto find the causes and solution for theattrition problem.


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RESEARCH PLAN

The first phase of the study includes collecting theinformation about the companies differentmotivational and entertainment activities toemployees.

The second phase of the study includes formulating a

questionnaire to collecting employees opinion abouttheir work life balance at REVL The third phase of the study includes data analysis

using SPSS to arrive at the findings The fourth phase of the study includes making

suggestions to increase employees work life balance. The last phase includes the documentation of the

entire study


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SAMPLING DESIGNPopulation

The employees of rane engine valvelimited form the population for thisstudy.

Population size : 434 Sample size : 100 .

Sampling Techniques

The sampling design used for thisstudy is convenience sampling .


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MARKETING MIX

PRODUCT

PLACE

PROMOTION PRICE


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PROMOTION:

Promotion process is done through technicalmeets, industrial get together , mechanical

meet, van campaign, distributing palm lets tothe dealers.

PLACE:Ran has a large exporting coverage in Indiaand countries around the world.


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PRODUCT

Tappets ,Engine valve ,Valve guides PRICE

Price of the products is according to

the industrial standards, it startsfrom a range of Rs.70/- to Rs 1000/-

PRODUCT MIX


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PRODUCT MIX

TAPPETS

ENGINE VALVE

VALVE GUIDES


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ANALYSIS

3) Distance from your residence toyour place of work.

a) Less than 10KM [ ]

b) 11-20KM [ ]

c) 21-30KM [ ]

d) 31-40KM [ ] e) 41-50KM [ ]

DISTANCE FROM RESIDENCE TO WORK PLACE


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FREQUENCY PERCENT

LEES THAN 10 KM 37 37.011-20 KM 59 59.0

21-30 KM 1 1.041-50 KM 3 3.0Total 100 100.0LEES THAN 10 KM 37 37.0


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INFERENCE

About 59% of the employees arecoming from 11-20km distance.

About 37% of the employees arecoming from 0-10 km distance.

1% of the employees are comingfrom a distance of21-30km.

Another 3% of the employees arecoming from a distance of 41-50 km.


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4) Do you find any difficulty inreaching the workplace in thescheduled time?

a) SA [ ]

b) A [ ]

c) NAD [ ]

d) D [ ]

e) SD [ ]

DIFFICULTY IN REACHING THE WORK PLACE


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FREQUENCY PERCENT

STRONGLY AGREE 6 6.0

AGREE 29 29.0

NEITHER AGREENOR DISAGREE

35 35.0

DISAGREE 23 23.0

STRONGLYDISAGREE

7 7.0

Total 100 100.0


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INFERENCE

35% employees are not given any properopinion about this statement,29% of the

employees are agreeing thisstatement,23% employees are disagreeingthis statement, About 6% of theemployees are strongly agreeing this

statement another 7% are stronglydisagreeing this statement.

DOES THE ORGANIZATION MOTIVATES BY PROVIDING THEFOLLOWING BENIFITS


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FOLLOWING BENIFITS

FREQUENCY PERCENT

FESTVAL BONUSES 15 15.0TRAVELLINGALLOWANCES 30 30.0

LEAVE ALLOWANCES 29 29.0FOOD ALLOWANCES 13 13.0AWARDS FOR BEST

PERFORMANCE

13 13.0

Total

100 100.0


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INFERENCE15% of the employees are stronglyagreeing the statement,30% of the

employees are agreeing thestatement,29% of the employees arepartially agreeing the statement,13%

of the employees are disagreeing thestatement,13% of the employees arestrongly disagreeing the topic.


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COMPANY IS AGOOD EMPLOYER IN FULFILLING

YOUR JOB EXPECTATION

FREQUENCY PERCENT

STRONGLY AGREE 2 2.0

AGREE 66 66.0

NEITHER AGREE NORDISAGREE

30 30.0

DISAGREE 1 1.0

STRONGLY DISAGREE 1 1.0

Total 100 100.0


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INFERENCE

2% of the employees are stronglyagreeing the statement, 66% of the

employees are agreeing thestatement, 30% of the employeesare partially agreeing the

statement,1% of the employees aredisagreeing the statement,1% of theemployees are strongly disagreeing

the statement.

REMUNERATION


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REMUNERATION

FREQUENCY PERCENT

RS 11000-20000 63 63.0RS 21000-30000 32 32.0RS 31000-40000 5 5.0Total 100 100.0

RS 11000-20000 63 63.0RS 21000-30000 32 32.0


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INFERENCE

63% of the employees are getting apayment in a range of RS 11000-

20000

32% the employees are getting apayment in arrange of RS21000-

30000,another 5% of employees aregetting a payment in arrange of RS31000-40000

CHI-SQUARE TESTS


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THE COMPANY IS AGOOD EMPLOYER IN FULFILLING THE JOB

EXPECTATION * DOES THE ORGANIZATION MOTIVATES BY PROVIDING

THE FOLLOWING BENIFITS

VALVE df Asymp.Sig.(2- sided)

Person Chi-Square

14.114a 16 .590

Likelihood Ratio 12.595 16 .702

Linear-by-LinearAssociation

.083 1 .774

N of Valid Cases 100


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H1-alternative hypothesis

There is an association between THE COMPANY IS AGOODEMPLOYER IN FULFILLING THE JOB EXPECTATION ANDTHE ORGANISATION IS MOTIVATING BY GIVING THEFOLLOWING BENIFITS.

H0-null hypothesis_

there is no relationship between the above statements.

INFERENCE -

Hence in the above chi square test the P- value i.e.: .590

is less than 0.05 (.590


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DISTANCE FROM RESIDENCE TO WORK PLACE * DIFFICULTY IN

REACHING THE WORK

PLACE

VALVE df Asymp.Sig.(2- sided)

Person Chi-Square

27.686a 12 .006

Likelihood Ratio 28.689 12 .004

Linear-by-LinearAssociation

6.014 8 .014

N of Valid Cases 100


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Financial performance2007-2008(in

millions)

2008-2009(in

miln

sales and operating revenue 3492.14 3304.68

other income 16.06 25.13

exceptional income(net) 491.2 nil

profit before taxes 467.4 183.88

provision for tax 101.43 47.72

profit after tax 365.97 136.16

surplus brought foreword 61 37.5

amount available for

appropriation 426.97 173.66


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H1-alternative hypothesisthere is a relationshipbetween the distance from the work place and difficulty inreaching the work place.

H0-null hypothesis__ - there is no relationshipbetween the distance from the work place and difficulty inreaching the work place.

INFERENCE - In the above chi-square test the P- value,0.006 is less than 0.05 , so in the above analysis H1 isaccepted and H0 is rejected: the above relationshipbetween the distance from the work place and difficulty inreaching the work place is true.


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BIBLIOGRAPHY BOOKS

Aswathapa. k., Human Resource And Personnel management,Tata McGraw hill publications.1999. Page no: 184.

Kothari C.R., Research Methodology Methods and Techniques,Vishay prakashan Private Limited, 1999. Page no: 45- 59.

Tripathi., personnel management and industrial relations, SultanChand and Sons 1999,

R.S. Dwivedi ., Human Relation and Organisational Behavior A

Global Perceptiven Mac Millan india Ltd ., 5th Edition , 2001.

Chhabra T.N., Human Resource Management, Dhanpat Rai and

Co. Limited, 2004,.


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ARTICLES Work family conflict out comes: Testing the moderating

effects of conflicts from both work and family domains.(Jarrod M. Harr, department of strategic management andleadership university of Waikato.).

Work-life balance in the new millennium: where are we?Where do we need to go? ( Linda Duxbury & chris HigginsCPRN discussion paper no W/12 , OCTOBAR,2001,CANADIAN POLICY RESEARCH NET WORK.

WEBSITES

http://www.worklifebalance.com

http:// www.articlebase.com

http:// www.HRlink.com

http://faculty.vassar.edu/lowry/tabs.html#csq

FINDINGS
http://www.worklifebalance.com/http://www.articlebase.com/http://www.hrlink.com/http://www.hrlink.com/http://www.articlebase.com/http://www.worklifebalance.com/


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FINDINGS44% of the respondents are in the age group varying between 26-40.41% of the employees are in the age group varying in between 41-508% of the employees are in the age group more than 60.There 94% female employeesThere are only 6% female employees.59%employees are post graduates98% of the employees are staying with family2% employees are staying away from family

96% of the employees are satisfied with their job description4% of the employees are not satisfied with their job profile 58% of the employees are coming to work by public transport.30% of the employees are coming from a distance of 31-40 km.5% of the employees are coming from a distance of 21-30 km.

Only 8% of the respondents are between the experience group pf 0-3 years.

40% of the respondents are agreeing that they have heavy work load.

70% of the employees are agreeing that they are not proud of beeing a part

of organization.

61% of the respondents are agreed the statement they are satisfied with

the progress towards promotion given by the organization.


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41% of the employees are agreeing

that their higher authority listen tothe problem.

35% of the employees are accepting

that they are happy with theorganizational environment.

55% of the employees are agreeing

that their relationship with family issuffering due to pressure of mywork.


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56% respondents are stronglydisagreed the statement of doingmy job gave me more negative

attitude at job. 30% of the respondents are agreed

the statement of often I take

leave from work for family reasons.


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SUGGESSIONS 30% of the employees are coming from distance of 31-

40km and also 58% employees are using public transport.So that the company has to take initiative to providetransportation facilities.

The organization has to take initiative to introduce andimprove the new and existing recreational facilities sincethe relaxation and recreation help the employees to activein their work.

57% of the respondents are dedicated to achieve

organization goal and also 49% respondents willing to putextra effort for organisation. So the management has tomotivate them in a right direction in order to accomplishthe goals of the organization.


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The heavy work load and work stress will directlyaffect the work as well as the personnel life ofemployees. As per the respondents responsethere is less work load and work stress in their

job. So that the company has to maintain thesame in future .

The company has to take initiative to create acordial and conductive atmosphere in the

organization because affiliation andconsideration will motivate the human resourceto become more productive . measures forincreasing better interpersonal relationship canbe initiated .


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CONCLUSION Organizations are not mere bricks, mortar, machines, or inventories. They

are people and it is the people who staff and manage the organizations.Today, in the wake of highly competitive scenario in Indian companies, itis realized that it is more difficult to manage human resource in anorganization. If the human resource has to be satisfied, a better work life

situation should prevail in the organization. The study on the work life balance of the employees at REVL, Chennai

reveals that the employees seems to be satisfied and pleased to do theirwork. But at the same time there are problem areas like work load, workstress and family & friends. Finally this study can be taken as guide forfurther improvement and steps can be taken by the management to helpthe employees to cope up with the difficulties the employees are facing.

The organization knows that their main assets are people. Hence it isconstantly doing everything within its capacity to satisfy the employeesand bring out the best from them. This research has benefited me with somuch confidence and awareness so as to be capable of orienting myselfwork in any firm. The very exposure to the working of any organizationhas been a turning point in my academic curicculam. The dignity and

prestige of his firm still ligers and will always be in the foundation to my


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Patient friendliness


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The hospital aims at providingpatient centric, technology driven and cost effectivetreatment. Each floor KMCH is equipped with touch

screen for the benefit of patients.

$ Customer database is available for free easy

accessibility. All patient related data is available inonline it has also introduced e-cash facility and usedinternal debit cards to reduced crowding at the billing

counters.$ the hospital is seeing an increased patient flow fromnorth-eastern states in recent time, in view to boost

medical tourism.

$ the hospital has hired translation for Indian andinternational language to ensure proper

communication between doctors and patients.


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SET PRECISE GOALS

USE THE BEST EMPLOYEES IN THE HOSPITAL

ADOPTING NEW TECHNOLOGY


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CONCLUSION

It has invested Rs100crore for infrastructural works. Thehospital plans to add another block and install pneumatic table

system for hospital mobility. It is expecting NABA accreditation

for the coming six months and also applied for ICI accreditation.

customer service is increasingly becoming a vital business issue

as organizations realize the benefits of customer relationship

management to provide effective support.

Documents

project presentaA STUDY ON WORK LIFE BALANCE OF EMPLOYEES WITH REFERENCE TO RANE ENGINE VALVE LIMITEDtion.ppt