Escolar Documentos
Profissional Documentos
Cultura Documentos
TABLE OF CONTENTS
LIST OF TABLE
PAGE
NO.
1
7
8
9
10
11
12
15
21
22
25
27
28
30
31
32
36
39
41
42
45
46
47
50
RESEARCH DESIGN
DATA SOURCES
DATA COLLECTION METHOD
DATA COLLECTION TOOL
POPULATION
SAMPLING METHOD
SAMPLING FRAME
DATA COLLECTION INSTRUMENTS
INSTRUMENT FORMULATION
PART 4 DATA ANALYSIS AND
INTERPRETATION
PART 5 LIMITATION OF THE STUDY
PART 6 CONCLUSION
PART 7 FINDING AND SUGGESTION
PART 8 ANNEXURE
PART 9 BIBLIOGRAPHY
52
54
54
55
56
56
57
57
57
58
78
79
81
83
89
COMPANY PROFILE
INOX India limited, a part of US$ 2 billion capital INOX group of
companies, is a globally acclaimed company offering
comprehensive solutions in cryogenic storage, vaporization and
distribution engineering. INOX India recently picked up majority
stake in Cryogenic Vessel alternatives (USA), a world leader in
large cryogenic transport tanks, oil and gas field pumping units,
and mobile LIN storage units. With this acquisition, INOX India
has become the second largest player in this business across
the world.
Page No. 1
Page No. 2
Page No. 3
CRYOBIOLOGICAL PRODUCTS
Page No. 4
DISPOSABLE CYLINDERS
Page No. 5
Page No. 6
INFRASTRUCTURE
INOX India Limited is equipped with two ultra modern facilities
spread over 78151m2 and covered area of 25,500m2 located
at Kalol, near Vadodara and Kandla a port located at
Gandhidham (Gujarat). Our modern plants manufacture
standard and custom designed cryogenic tanks and other
products to International specifications meeting global quality
and testing standards. Operational since 2007 and strategically
connected with major sea ports, INOX Indias Kandla plant is a
major boost to our production capacity and has opened new
avenues to reach the global markets.
Page No. 7
STRENGTHS
Page No. 8
CERTIFICATIONS
COMPANY CERTIFICATES:
CLIENTELE
Page No. 10
Vision
To be amongst the leading renewable energy companies
globally through technological and operational excellence.
Mission
We seek to establish ourselves as a leading provider of
integrated wind energy solutions in India and to expand to
markets globally. We endeavour to align ourselves with the
needs and values of all our stakeholders and we aim to achieve
this by:
Expanding and improving our existing manufacturing
facilities
Increasing our inventory of quality project sites
Improving the cost-efficiency of generating power from
wind energy while maintaining high quality standards and
project execution capabilities
Continuing to consolidate our position in the Indian market
and grow outside India
Page No. 11
VISION
To be the world's best integrated cryogenic solutions enterprise
with leadership position across the products and markets,
exceeding customer & stakeholder expectations.
MISSION
Our mission is to reach the acme of perfection by updating our
technology and expertise in our concerned arena rendering
maximum satisfaction to our clients.
VALUES
Page No. 13
FAMILY SPIRIT:We are more than just a team we are a family. Respect and
honor is an unbreakable contract that drives us to hold each
other and ourselves at the highest esteem, both inside and
outside of our company.
Page No. 14
Page No. 20
GROUP COMPANIES
Page No. 21
Page No. 22
Page No. 23
MANUFACTURING FACILITIES
Page No. 26
STP
Segment
Target Group
Positioning
Experience lifestyle
SWOT Analysis
1. Controls the largest multiplex screen capacity in India with
over60 properties, nearly 250 screens spread across Indian
cities
2. One of the highest market share, Market capitalization in
India
3. INOX was also chosen post a nationwide tender to design,
construct and operate the prestigious multiplex in Goa that
hosts the International Film Festival of India.
4. State of the art facilities in terms of modern projection and
acoustic systems, interiors of international standards,
stadium styled high back seating with cup holder arm-rests,
high levels of hygiene, varied theatre food, a selection of
Hindi, English and regional movies
Strength
Weakness
Opportunity
Threats
Page No. 27
WorkLife Balance
Page No. 29
be different for you tomorrow. The right balance 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.
There is no perfect, one-size fits all, balance you should be
striving for. The best work-life balance is different for each of us
because we all have different priorities and different lives.
According to Jim Bird, Work-life balance is meaningful
achievement and enjoyment in everyday life. The primary way
companies can help facilitate work-life balance for their
employees are through work-life programs and training.
Achievement and enjoyment at work is a critical part of
anyones work-life balance. Furthermore, achievement and
enjoyment in the other three quadrants of ones life is critical as
well.
A comfortable state of equilibrium achieved between an
employees primary priorities of their employment position and
Page No. 30
Page No. 31
Part-time work
Flexitime
Overtime.
Part-time work: - Part-time is when employees are contracted
to work for anything less than the normal basic full-time hours.
The advantages and disadvantages:Machinery and other equipment can be used more efficiently if
part-time workers cover lunch breaks and operate twilight
shifts.
Employee levels can also be increased during times of peak
activity and the hours of operating extended by using part-time
workers in the evening or at weekends.
The employment of part-time workers may lead to higher
training, administrative and recruitment costs. For example, it
may take longer to recruit two part-timers than one full timer to
cover the same hours of work. Providing a continuous level of
service may also be more difficult.
Page No. 32
Page No. 35
Page No. 38
2. Part time work - Providing more part time jobs with less
hours or fewer shifts, or job sharing arrangements to all
employees.
3. Reasonable working hours - Reducing excessively long
working hours and double shifts.
4. Access to childcare - Improving access to childcare with
onsite childcare facilities and giving shift workers, who
need access to childcare facilities, regular fixed shifts.
5. Flexible leave arrangements - Providing greater
flexibility in leave arrangements to suit employees
personal circumstances, including leave for school
holidays through purchased leave arrangements and
extended leave without pay to provide full time care to
family members.
6. Leave in single days - Allowing employees to request
and take leave in single days and accrued hours as time
off in lieu of payment.
7. Job mobility - Providing increased mobility for employees
to transfer between wards, hospitals, work areas and
Page No. 39
Page No. 40
good health
further education
more money
time to travel
BENEFITS FOR OUR ORGANISATION:Good work-life balance policies and practices are good for
business. Some of the benefits for you and your staff are:
Getting and keeping the right staff:Finding and keeping good staff can be difficult especially in a
tight labour market.
Employers who can offer work-life balance and flexible work
options are likely to have the competitive edge, gain access to
a wider recruitment pool, and are more likely to hold onto
existing staff.
As a result of the flexible working arrangements and other
work-life balance initiatives, Harrison Grierson has increased
retention of graduates and women returning from parental
leave.
Getting the best from staff:Poor work-life balance can lead to stress and absenteeism, and
low output. Helping employees achieve work-life balance is
integral to their general health and wellbeing, increasing their
work satisfaction and motivation. They are likely to be more
committed, more flexible and more responsive to the business
and customers needs.
Page No. 43
Being an employer of choice and future proofing:Being an employer of choice can give you the competitive
edge for attracting talent. Employees who are positive about
their workplace help to foster a positive attitude in the wider
community. Increasingly businesses are adopting practices that
make a positive difference for the environment and society.
Staffs are a vital business resource, so it makes sound
business sense to develop and protect this resource.
Improving productivity:Getting and keeping the right staff and getting the best from
them will help to increase productivity. Costs associated with
recruitment, training and absenteeism will reduce and
employees will be more engaged motivated and committed.
Page No. 44
SMART GOALS
SMART Goals: Goals cannot be achieved if they are impossible. SMART goals
make it easier to achieve success because you know that
success is within reach.
Aspects of SMART goals:
Page No. 45
Page No. 46
CASE STUDY
LAFARGE GETS MORE DONE WITH LESS THROUGH
TRAINING
A world leader in building materials takes the next step in Work
and Life Training.
Situation
everyone's time management skills for their job and for their
life. WLB's 5 Steps to Better Time Management program fit
that dual purpose, work and life-learning objective.
Lafarge delivered these time management skills with a blended
learning approach: live sessions followed by web-based
training. All of the senior BU team attended the training. The
results were impressive. 100% recommended expanding the
program within Lafarge. All written feedback rated the results as
either Excellent or Outstanding. "And the individual feedback
was even more impressive than the written", says Mike Kanlic,
Lafarge sales manager. "The results are so worthwhile, it is
very easy to support."
Pete recommended internal trainer certification as a way to
expand the program for the rest of sales, distribution, BU staff
and manufacturing. Despite beginning a cost cutting campaign,
Joe Goss, president of the BU, had a four letter response:
"ASAP". Lafarge now has five WLB certified internal trainers
delivering 5 Steps to Better Time Management to all managers
and employees in the US East BU.
"The ongoing blended learning makes the skill set stick. It has
become a common language we continue to use to get things
Page No. 48
done. You hear and see the tools applied in every meeting",
Turco says. "They have become part of the fabric of how we do
business."
Advice
Pete points out that organization hire people not employees.
People come with baggage, meaning family-friends-self desires
and demands."WLB's time management training gives
managers and employees the skills they need to manage and
Page No. 49
Page No. 51
RESEARCH DESIGN
Steps followed in order to carry out the study are: A research prepares the questioner which covers the
reasons of problem statement.
This questioner should be a simple as possible and
understood by all.
Page No. 53
DATA SOURCES
Sources of data:-
1. Primary Sources
To fulfil the objective of the research it is necessary to get
the response from the respondents, which act as primary
sources of data.
Primary sources focus group, discussion and interview
method and questionnaire method.
2. Secondary Sources
Secondary sources of the data were books, journals and
internet sits details of which is provided bibliography.
DATA COLLECTION METHOD
1. Primary Data
The primary data has been collected from the employees.
This data helps most for the completion of the study by
providing full and direct information, which needs some
interpretation and analysis, to attain the objectives of the
study.
2. Secondary Data
This secondary data has been collected from various
sources such as books, journals, magazines and sites.
Although the data collected or gathered from these
sources neither participate directly in the analysis nor
influence the outcomes.
1. Personal Interview:
The employees under consideration have been
interviewed personally to get the desired responses by
asking questions. And those responses were noted.
2. Structural Questionnaire:
The questionnaire consists of a set of close-ended
questions, which are orderly arranged to extract the best
from employees.
In this study we make use of the questionnaire, for
collecting the responses of workmen level and staff level
separately.
POPULATION
SAMPLING METHOD
Page No. 56
SAMPLING FRAME
INSTRUMENT FORMULATION
Page No. 57
AGE ANALYSIS:
NO. OF RESPONDENTS
10
20
30
40
100
PERCENTAGE (%)
10
20
30
40
100
INTERPRETATION:This is shown the diversity in the age group that I have chosen for my sample
study regarding measuring effectiveness of employees welfare at Inoxcva Ltd. From
above chart, it can be noted that age group of 45 & above consist of majority of 40
respondents, while the age group of 35-45 consist 30 respondents, further 20
respondents fall under the 25-35 age group and lastly only 10 respondents fall under
below 25 age group.
Page No. 58
GENDER ANALYSIS:
INTERPRETATION:Hence from the study we can conclude that the percentage of male
employees enrolled is 70% and female employees enrolled 30%. So there is a need
of women empowerment in the workplace so as to improve male and female justice
and equity.
Page No. 59
WORKING DAYS:
% of Employees
15
25
55
05
100
INTERPRETATION:Hence we can say that percentage of employees working less than 5 days is
15% and those working for 5 days are 25% and those working for 6 days are 55%
and those working for 7 days is 5%. Hence as a need that those employees who are
working for 7 days must also be given holidays once a week.
Page No. 60
WORKING HOURS:
AGE
20-30
30-40
Above 40
TOTAL
% of Employees
50
70
60
180
INTERPRETATION:Hence we can conclude that employees ageing between 20-30 years are
satisfied upto 50% about their working hours. Employees ageing between 30-40
years are satisfied upto 70% about their working hours. Employees ageing above 40
years are satisfied upto 60% about their working hours.
Page No. 61
WORKING TIMES:
Does after hours of working you get enough time for your family?
INTERPRETATION:Hence from this study we can interpret that 60% employees enrolled in the
organisations are not satisfied with the time they get for the family after working
hours and 40% of the employees get enough time for their family after working hour.
Page No. 62
% of Employees
40
30
15
10
05
100
INTERPRETATION:Hence from the study we can conclude that 40% of the employees are getting
less than 2 hours for their children 30% of the employees are getting 2-3 hours to
spend with their children 15% of the employees are getting 3-4 hours for their
children 10% of the employees getting 4-5 hours for their children and 5% of the
employees are getting more than 5 hours for the children.
Page No. 63
Do you feel that you are able to balance your work life?
INTERPRETATION:Hence from the study we can conclude that 55% of the employees are able to
balance their work life properly and appropriately and 45% of the employees are not
able to balance their work life properly hence they need to manage their time
proportionately.
Page No. 64
% of Employee Pressure
60
70
50
180
INTERPRETATION:Hence from the study we can conclude that employees ageing between 20-30
years age feel 60% pressure of work employees ageing between 30-40 years age
feel 70% pressure of work employees ageing above 40 feel 50% pressure of work.
Page No. 65
SALARY:
AGE
20-30
30-40
Above 40
TOTAL
% OF Employees Satisfaction
45
65
70
180
INTERPRETATION:Hence from the study we can conclude that employees ageing between 20-30
years of age are 45% satisfied with their salary employees ageing between 30-40
years of age are 65% satisfied with their salary employees ageing above 40 years of
age are 70% satisfied with their salary.
Page No. 66
Does your organisation provide you with yearly master health checkup?
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees believe
that they get yearly master check up and are satisfied and 20% of the employees
believe that they dont get yearly master check up so provision must be made for
that.
Page No. 67
Does the company provide Maternity and Paternity leave to the employees?
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees are
satisfied with the maternity and paternity leave they get and 20% of the employees
are not satisfied as they dont get specified leave so provision must be made for that.
Page No. 68
Does the company organise holidays, campus and picnics to manage work
life & personal life?
INTERPRETATION:-
Hence the study suggest that 75% of the employees are satisfied with the
holidays, campus and picnics organised by the employers and 25% of the
employees are dissatisfied with the holidays, campus and picnics organised by the
employers. Hence proper step must be taken to enforce the recreation programs.
Page No. 69
CANTEEN FACILITIES:
INTERPRETATION:-
Hence from the study we can conclude that 60% of the employees are
satisfied with the canteen facilities they get and 40% of the employees are not
satisfied as they dont get canteen facilities so provision must be made for that.
Page No. 70
Do you think policy for work life management helps to increase productivity of
an organisation?
INTERPRETATION:-
Hence from the study we can conclude that 70% of the employees are
satisfied with the fact that proper policy of work-life balance increases productivity
where as 30% of the employees disagree with the fact. Hence proper step must be
taken to increase productivity.
Page No. 71
INTERPRETATION:-
Hence from the study we can conclude that 60% of the employees are
satisfied with the reward and incentives systems of the organisation and 40% of the
employees are not satisfied with the reward and incentives systems. Hence proper
motivational tools must be provided.
Page No. 72
RETIREMENT BENEFITS:
Does your company provide for an approved provision for retirement benefits?
INTERPRETATION:-
Hence from the study we can conclude that 70% of the employees are
satisfied with the retirement benefits and allowances whereas 30% of the employees
are dissatisfied with the retirement benefits and allowances. Hence proper approved
funds must be appropriated.
Page No. 73
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees are
satisfied with the allowances whereas 20% of the employees are dissatisfied with the
allowances. Hence proper approved funds must be appropriated.
Page No. 74
Does your company provide you with orientation training and development
opportunities?
INTERPRETATION:-
Hence from the study we can conclude that 70% of the employees are
satisfied with the orientation training and development programs whereas 30% of the
employees are dissatisfied with the orientation training and development programs.
Hence proper approved funds must be appropriated.
Page No. 75
Does your company provide you with safety and security of every aspect
needed at work place to work well?
INTERPRETATION:Hence from the study we can conclude that 80% of the employees are satisfied with
the security and safety service whereas 20% of the employees are dissatisfied with
the security and safety service. Hence proper services must be provided regarding
safety and security especially for women.
Page No. 76
INTERPRETATION:-
Hence from the study we can conclude that 80% of the employees are
satisfied with relationship management, cooperation and leadership of the
organisation whereas 20% of the employees are dissatisfied with it. So proper
motivational and leadership workshops must be arrange for employees benefit.
Page No. 77
Page No. 78
PART 6:CONCLUSION
CONCLUSION
Page No. 80
Page No. 82
QUESTIONNAIRE
Dear Sir / Madam,
Personal Details
1) Name:
2) Age:
3) Marital Status:
Married [ ]
Bachelor [ ]
4) Qualification:
5) Designation:
Page No. 83
Below 25 [
25 35
[
]
]
(c)
(d)
35 45
[
Above 45 [
]
]
Male
Female
[
[
]
]
[
[
[
[
]
]
]
]
Satisfied
Dissatisfied
[ ]
[ ]
Page No. 84
Q5. Does after hours of working you get enough time for
your family?
(a)
(b)
Yes
No
[ ]
[ ]
[ ]
[ ]
[ ]
[ ]
[ ]
Q7. Do you feel that you are able to balance your work
life?
(a)
(b)
Yes
No
[ ]
[ ]
20 30 Age
30 40 Age
Above 40 Age
(Yes / No)
(Yes / No)
(Yes / No)
Page No. 85
20 30 Age
30 40 Age
Above 40 Age
(Satisfied / Dissatisfied)
(Satisfied / Dissatisfied)
(Satisfied / Dissatisfied)
Yes
No
[ ]
[ ]
Yes
No
[ ]
[ ]
Satisfied
Dissatisfied
[ ]
[ ]
Yes
No
[ ]
[ ]
Page No. 86
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Page No. 87
Yes [ ]
No [ ]
Yes [ ]
No [ ]
Page No. 88
PART 9:BIBLIOGRAPHY
BIBLIOGRAPHY
Cowan, R. L., & Hoffman, M. F. (2008). The meaning of
work/life: A corporate ideology of work/life balance
Mescher, S., Benschop, Y., & Doorewaard, H. (2010).
Representations of work-life balance support
www.oecdbetterlifeindex.org
www.ispi.org/pdf
http://www.businessdictionary.com/definition/work-lifebalance
www.gaurdian.co.uk
www.fastcompany.com
www.ceoonline.com
Dr. Piage Hall Smith, research explores work/life balance
for employees.
AMITZAWARE1/rm-ppt-on-a-study-of-work-life-balance-ofgeneration-y-at-thyssenkrupp-pune
sudhimannarkkad/mini-project
Page No. 89
https://www.gov.uk/government/uploads/system/uploads/at
tachment_data/file/323290/bis-14-903-costs-and-benefitsto-business-of-adopting-work-life-balance-workingpractices-a-literature-review.pdf
Anderson, S, Coffey, B and Byerly, R. (2002). Formal
organizational initiatives and informal workplace practices:
links to workfamily conflict and job-related outcomes,
Journal of Management
Atkinson, C. and Hall, L (2011) Flexible working and
happiness in the NHS. Employee Relations
Page No. 90