Quality of Work life

CHAPTER-1
 INTRODUCTION
 NEED OF THE STUDY
 OBJECTIVES OF THE STUDY
 SCOPE OF THE STUDY
 RESEARCH METHODOLOGY
 LIMITATION OF THE STUDY

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INTRODUCTION
HUMAN RESOURCE MANAGEMENT
Definition:
Human Resource Management is an art of managing people at work in such a manner
that they give their best to the organization.

In simple word human resource management refers to the quantitative aspects of

employees working in an organization.

Meaning of HRM:

Human Resource Management is also a management function concerned with hiring,

motivating, and maintains people in an organization. It focuses on people in organization.

Organizations are not mere bricks, mortar, machineries or inventories. They are people. It
is who staff and manage organizations.

HRM involves the application of management functions and principles. The functions
and principles are applied to acquisitioning, developing, maintain, and remunerating employees
in organizations.

Decisions relating to employees must be integrated. Decision on different aspect of

employees must be consistent with other human resource decisions. Decision made must
influence the effectiveness of organization.

Effectiveness of an organization must result in betterment of services to customers in the

form of high-quality product supplied at reasonable costs

HRM function is not confined to business establishment only. They are applicable to
non-business organizations, too such as education, health care, recreation etc.

The scope of
HRM is indeed vast. All major activities in the working life of his or her entry into an
organization until he or she leaves-come under the previews of HRM specifically.

HR planning, job analysis and be sign, recruitment and selection, orientation and
placement, training and development, performance appraisal and job evaluation, employee and

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executive remuneration, motivation and communication, welfare, safety and health, industrial
relations.

HRM is a broad concept Personnel the broad concept Personnel management and human
resource development is a part of HRM. Before we define Human Resource Management it
seems good to first define heterogeneous in the sense that they differ in personality, perception,
emotions, values, attitudes, motives, and modes of thought.

Human resource management plays an important role in the development process of

modern economy. In fact it is said that all the development comes from the human mind.

Human resource
management plays an important role in the development a process of producing development,
maintaining and controlling human resources for effective achievement of organization goals.

Work life balance

The University of Pennsylvania is interested in maintaining its status as a premier
educational and research institution and a best employer. Penn’s Work life balance (QOWL)
initiative was introduced in 1995 to support the University’s goals for excellence and to enhance
faculty and staff opportunities for a constructive, productive, and positive work experience.
Work life balance programs have become important in the workplace for the following
reasons:
 Increased women in the workforce
 Increased male involvement in dependent care (child and elder) activities
 Increased responsibility for elders
 Increased demands at work
 Loss of long term employment guarantees
 Increased competition for the best students and talent for education and research
environments
 Greater competition for talent

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WHAT IS WORK LIFE BALANCE?

What is health in professional and private life? When a person maintains a balance between their
private life and their professional life Life is meant to be "work-life balance". This expression is
very valuable because of the balance between private life and professional life is very important
.Work-life balance is key in the workplace. Kaizen, the Japanese philosophy of continuous
improvement, combined with the so-called Information Technology (IT) role, helps and guides
managers to achieve maximum efficiency with available resources. Work-life balance varies
from person to person of the unit and organization in which it operates. When a person is
imbalanced and working When too much occurs in the organizational setting, it can have
medical, psychological, and behavioral repercussions consequences for them and consequently
also a drop in their productivity. Research has revealed that stress at work is bad for workers
.Sitting and working for too long can lead to an imbalance in the body Personal and professional
lives of people. However, there are techniques to manage stress work, for example time
management, task management, relaxation, flexible working hours, working from at home and
in sports, etc. Work-life balance improves individual health, job satisfaction and engagement
and engagement and reduces absenteeism and presentism (the state of being physically present). ,
but unproductive).Despite the progress made in improving work-life balance, there is still a long
way to go to do. An important factor is the extent to which work-life balance is generally
applicable within the so-called work-life balance organizational hierarchy. Individuals below the
organizational hierarchy may not be eligible benefits or are unaware of related company
policies. Work-life balance can help Employers and employees stay healthy and productive in
their personal and professional lives. "Balance doesn't mean better time management, it means
better boundary management ."There is a balance Make decisions and enjoy them. -Betsy
Jacobson. People are more interested in getting a job , giving them the flexibility to work. An
adjustment of the work-life balance is required for all employees different moments in their
lives, because balance plays a fundamental role in quality initiatives and preparations people

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face the change. Only in a favorable environment can people give their best , including students
who want to study and work at the same time; Parents want to spend time with them of their
children and an older worker retiring has the opportunity to remain in the labor market reduced
hours.Most employers and employees agree that company goals are more important is
important and as such it is the employer's responsibility to help people maintain their working
lives Balance . Work-life balance in the modern world

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NEED FOR THE STUDY.

Must learn This study focused on the PROFESSIONAL LIFE BALANCE of SAINT GOBIN
employees and their collaborators salary at the organization. Work-life balance is the most
discussed topic by employers and employees. One of the reasons for the growing importance
might be the implementation employees are at the mercy of management for their existence

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OBJECTIVES OF STUDY
 To Study WORK LIFE BALANCE in the SOUTHERN POWER DISTRIBUTION
Ltd
 To find out the satisfaction levels of employees towards working environment and
facilities provided by the organization.
 To know the reasons that are affecting the personal lives of employees in
organization.
 To analyze current working time policies and practices as well as questions about
work-life balance SOUTHERN POWER DISTRIBUTION Ltd Understand the
level of employee satisfaction with the work environment and facilities provided by
SOUTHERN POWER DISTRIBUTION Ltd Ltd.

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SCOPE OF THE STUDY

It is confined to all the employees of different categories/ levels namely manager,
executives, and associates in different operating units. The study has been conducted at
SOUTHERN POWER DISTRIBUTION Ltd ,Tirupathi.
The survey covers various aspects of a worker's working life Employee work-life balance,
employee satisfaction with the work environment and organization services and ways to
improve the quality of life at work .

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RESEARCH METHODLOGY
RESEARCH METHOD A key factor in the success or failure of any project is research
methodology. Therefore, care must be taken to use a research methodology such as Method of
data collection, analysis or conversion into detailed information, sampling techniques, etc.,
DATA SOURCES
Types of Data Sources
 Primary data The data has been collected through structured questionnaire and
Interview method. Data from all executives is collected through structures questionnaires
and unstructured interviews.

Data are analyzed by presenting charts, tables and simple percentages.

Secondary data
secondary data secondary data for research were obtained from textbooks , websites etc.

Data collection
TOOLS
PERCENTAGE METHOD

Statistical TOOL
Percentage method:
This method is used in making comparison between two or more series of data. This method
is used to derive relationship.
Number of respondents
Percentage of respondents = -------NO OF RESPONDENTS------------------------------------- *
100 Total respondents
SAMPLE SIZE - 90
SAMPLE TECHNIQUIE - CONVENICES SAMPLING
RESEARCH - DESCRIPTIVE RESEARCH DESIGN
RESEARCH INSTRUMENT - QUESTIONNARY
RESEARCH UNIT -S&D
PERIOD OF THE STUDY -45 DAYS

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LIMITATIONS OF STUDY
 The project duration is limited
 To collect the information from superiors were not interested because they are feeling
work may be disturbed. Most of the respondents are refusing for giving the complete
details due to fear with the management.
 Time was the major constraint as the mentioned period was not enough to collect the data
in detail.
 Most of the respondents are busy with their work schedule at project sites.

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CHAPTER 2
REVIEW OF LITERATURE

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REVIEW OF LITERATURE
The theory of resource flight refers to the transfer of scarce resources Move resources (time,
energy, money, attention) from one area to another accordingly reduces the resources available in
the original domain (Morris and Madsen, 2007). THE The consequences of depletion of
resources are role conflicts.This is what role conflict theory refers to on what happens when
requests are fulfilled in an area makes requests difficult to fulfill in the second area (Serra and
Bethel, 1985). It should also be noted that although between Role conflicts can arise when
professional roles collide with non-professional roles and vice versa. of this article deals with the
first relationship, since it considers work-life balance in the context of the so-called Effects of
work outside of work.
We could therefore define work-life balance as “satisfaction and well-being”.
Working at work and at home with minimal role conflict? (Clark, 2000:751).It might as well be
is viewed as an experience of satisfaction in all areas of life that requires one resources of energy,
time, and effort (Kitchener, 2000).
Work-life balance is about research the right balance between work and private life (eg. life
outside of work) and feelings feels comfortable both at work and outside. Many people find it
difficult to deal with They spend their time healthy at work and in their personal lives (Less,
2005). The may not be because they are bad at time management, but mostly because a
significant portion of it is bad Time doesn't belong to them. Belongs to an organization. But do
the workers have to replace the others? important activities in her life just to please the boss?
Finding the right balance is something very personal, because each of us has different priorities
in life (Less, 2005).
WORK-LIFE BALANCE Several criteria for measuring working life have
been developed over the past two decades Summary . Have different scientists who have done
research in this field arrived at different criteria? Yes, , which are not completely different from
each other. As mentioned above, due to the development of many criteria, eight absurd factors

are considered the broadest criteria for measuring work vital balance.

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WALTON’S 8 FACTOR CRITERIA

 Adequate and fair compensation
 Safe, healthy working conditions
 Opportunity to develop human capacities
 Opportunity for career growth
 Social integration in the work place
 Constitutionalism
 Work and quality of life
 Social relevance of work.

Adequate and fair compensation

In spite of the importance gained by the other factors during last two decades.
Compensation plays a greater role in employee’s satisfaction. Especially in a country like India,
where the employee welfare programmers take back seat, compensation is the main source to
satisfaction of the employee. Compensation package includes all other fringe benefits and social
welfare programmes. Fringe benefits give employee a feeling of gaining something extra.
Recently the concepts of fringe benefits and social security measures are gaining importance in
Indian industrial scene. Free transportation or transportation at minimum cost, hospital facility,
group insurance programmers, retirement benefits are some of the important welfare programs.

Safe, healthy working conditions

Physical working conditions is the second most important aspect in measuring Work life
balance as Walton rightly categorized, employees who spend a lot of time at work place
considered physical working conditions is an important factor. Especially chemical industries
engineering industries. Fertilizers industry where potential possibility of danger exists the
management has to take care to protect its employees but most of such industries are covered by
factories act, which prescribed norms and conditions to be adopted in such industries to protect
its employees.

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But apart from above mentioned industries, others have also to take steps to maintain
proper physical working conditions. Proper sitting arrangements, water facilities, fresh air and
good sanitary conditions are important to the employees who are engage in themselves in des
work. Absence of such good working conditions may result in aliments like back pain and
rheumatic pains which intern frustrates the employees who may develop stress. Physical
conditions at work places, which is second home for employees is thus an important factor in
measuring QWL.
Opportunity to develop human capacities
An employee is most satisfied given an opportunity to use and develop his capacities.
According to Maslow’s people want to satisfy their higher order needs once they satisfied their
basic needs like fair pay and good physical conditions. This higher order needs include
recognition and social status more regulations and control mechanisms by the management may
dissatisfy the employee. This was a very reason why Taylor was criticized.
Opportunity for career growth
The employees seek career growth more and more recently. Job security ceased to satisfy
employees. Employee tends to drift from a job, which doesn’t promise career growth. More and
more organizations are helping employees in this direction by helping them draw their career
paths. The organizations have a counselor for this purpose that helps the employees. Not only
drawing career paths but the organizations chart is so prepared to accommodate employees in
next higher position. Internal promotion system is gaining importance. The employee is prepared
to take a higher position where there is a possibility.
Prolonged employment in the same position may cause employee develop stress. Care is
to be taken to chart proper career charts for employees at some level so as balance of human
resource in the organization is maintained.

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CHAPTER – 3

INDUSTRIAL PROFILE

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INDUSTRY PROFILE
Industry overview Electricity is an important tool for a country's economic growth. Energy is
essential for all forms of human activity, including households, agriculture, and industrial
infrastructure such as communications and transportation. The demand for electricity in India is
huge and steadily increasing. Its growth was slower than the country's economic growth. A
major challenge for the energy industry is balancing the supply and demand of electricity.
There is a link between economic growth and per capita electricity consumption. Energy is a
critical infrastructure for economic development and improved quality of life. However, there
are concerns that India's annual per capita consumption is about 650 kWh/year lower than that
of other countries. Moreover, many people in the village do not have access to electricity. End
users of electricity such as homes, farmers, businesses and industries face frequent planned and
unplanned power outages. Blackouts, voltage anomalies, and low or high line frequencies all
contribute to consumer 'power problems'. Current per capita electricity consumption is around
650 kWh per year. Structure of Indian Energy Industry: India's power system is divided into
five geographical regions for management purposes, grid management (regional grid), load
balancing, balancing and settlement of energy trades between states. The five regional grids are
connected by high-voltage AC and DC transmission lines to form a unified national grid that
provides power transmission throughout the country. Electricity generation in India is primarily
controlled by the government and is managed by various central public companies such as the
National Hydropower Corporation, the National Thermal Power Corporation and various State
Electricity Boards (SEBs). Electricity transmission and distribution is handled by the State
Electricity Board (SEB). Transmission and distribution are carried out by State Electricity
Boards (SEBs) or private companies. The electric power industry is undergoing transformation
due to paradigm shifts in government policies, the business environment, and consumer
awareness. Unlike in the past, generation, transmission and distribution are now considered
commercial activities. Profit is no longer a dirty word. New success factors have emerged from
this changing business. A competitive spirit to achieve higher productivity and satisfaction.

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Power plants in India:

The total installed capacity as on 31 March 2015 is 271,722.17 MW with sector wise &
type wise break up as given below.
Grand
Sector Coal Gas Diesel Total Nuclear Hydro RES Total
(MW)
Central 48130.0 7519.73 0 55649.7 5780.0 11091.4 0 72521.16
State 58100.5 6974.42 602.61 65677.5 0 27482.0 3803.6 96963.20
Private 58405.3 8568.00 597.14 67570.5 0 2694.00 1973.2 102237.8
All 164635 23062.1 1199.75 188897 5780.0 41267.4 35776 271722.1
India

Nuclear power plant: Nuclear power is he the fourth largest source of electricity in India after
heat, water and renewable power sources. In 2010, India had 19 nuclear power plants with a
capacity of 4,560 MW in operation, with four more under construction and expected to
generate a further 2,720 MW. India's nuclear industry is expected to expand significantly
next year thanks to the passing of the India-US nuclear deal. India is expected to generate an
additional 25,000 MW of nuclear power by 2020, bringing its estimated total nuclear power
generation to 45,000 MW.
Hydroelectric power plant:
In hydroelectric power plants, due to the altitude, the potential energy of water is converted
into electrical energy. The total generating capacity of a hydroelectric power plant is
determined by the amount of water flowing through the water column and hydro turbines.
India was one of the pioneer countries in the construction of hydropower plants. The
Darjeeling and Shimsha (Sivana Samudra) power stations were built in 1898 and 1902
respectively and are among the first in Asia. As of 31 March 2011, the installed capacity was
approximately 37567.40 MW. H. 21.64%. Of total hydropower, the government sector has

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the largest share at 27,257.00 MW, followed by his PSU capacity at 8,885.40 MW, while the
private sector's share is only 1,425.00 MW.

Growth of Capacity - MW
40000
35000
30000
25000
20000 Coal Gas
15000
10000
5000
0
1982 1992 2002 2013

Thermal power plant: Currently, 54.09% or 93918.38 MW of India's total electricity

generation comes from coal-based thermal power plants. Coal-fired power plants convert the
chemical energy of coal into electrical energy. This is achieved by increasing the steam in the
boiler, expanding the steam through a turbine and connecting the turbine to a generator that
converts mechanical energy into electrical energy.
Part of India's Electricity Act: India Electricity Act 1910 It provides a
basic framework for the Indian power supply industry. Industry growth by licensees.
Licensed by state government. We provide licenses for power supply in specific regions.
Legal framework for laying pipes and other works. Provisions Governing Licensee-
Consumer Relationships.
Electricity Law (Electricity Supply Law) 1948 Creation of SEB is mandatory. National
intervention (via the SEB) is required to expand electrification nationwide (so far limited to
cities).
Electricity Regulatory Commission Act 1998 Provision to establish a Central/State
Electricity Regulatory Commission with power to set tariffs. The government is keeping its
distance from tariff regulations.

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Andhra Pradesh: The energy sector in Andhra Pradesh has made remarkable progress in
recent years. The state has an area of 1,60,205 km² and is spread over 30 cities. Most of the
population depends on electricity. Electricity is essential for agriculture, industry and homes.
Satisfied Neutral Dissatisfied

PRODUCT PROFILE
LT Category –III Customer information> types of consumers > industrial services (category-
III) L.T.CATEGORY – III (A) – NORMAL CATEGORY The tariffs are applicable for supply
of electricity to low tension Industrial consumers with a contracted load of 100 HP/75 K W and
below including lighting load not exceeding 10% of the total contracted load. Industrial purpose
shall mean supply for purpose of manufacturing , processing and/or preserving goods for sale but
shall not including shops, business, houses, offices, public, buildings, hospitals, hotels, hostels,
choultries, restaurants, clubs, theaters, cinemas, bus stations, railway stations and other similar
premises, notwithstanding any manufacturing, processing or preserving goods for sale. This tariff
will also apply to Water works & Sewerage pumping stations operated by Government
Departments or co-operative societies and pump sets of Railways, pumping of water by
industries as subsidiary functions and sewerage pumping stations operated by local bodies.
Workshops, flour mills, oil mills, saw mills, coffee grinders and wet grinders, Ice candy units
with or without sale outlets, Goshalas, grass cutting and fodder cutting units. The Information
Technology (IT) units identified and approved by the consultative committee on IT Industry
(CCITI) constituted by Go AP News paper printing units Poultry Farming Units other than those
coming under LT Category – IV. Pisciculture and prawn culture units. Mushroom production
units, Rabbit Farms other than those coming under LT Category Floriculture in Green Houses.
Sugar cane crushing. Rates for LT – III(A) Industrial Normal category 213.1.3.2 Rates for
Seasonal Industries under LT – III (A) Rates : Industrial – Normal Fixed charges/Demand
charges Energy charges Paise/units (KVAh/KWh) Industry (Normal) Rs.50 HP/Month of
connected Load 500 Industry (optimal) Rs. 150/KVA/Month 500 Tariff for pisciculture and
prawn culture units with contracted Load below 10 HP Rs. 50 HP/Month of connected Load 212
Sugar cane crushing Rs. 50.Hp/Month of connected load 162 Poultry farms with more than 1000
birds. * Rs. 50.HP/Month of connected load 500 Mushroom production Farms, Rabbit Farms

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Rs.50 HP/Month of Connected Load 500 Floriculture in green houses Rs. 50HP/ Month of
connected Load 500 Where a consumer avail supply of energy under L.T. Category – III(A)(i) &
(ii) for manufacture of sugar or ice or salt, decorticating, seed processing and re-drying and for
such other industries or processes as may be approved by the commission from time to time
principally during certain seasons or limited periods in the tariff year and his main plant is
regularly closed down during certain months of the tariff year, he may be charged for the months
during which the plant is shut down (which period shall be referred to as the off-season period)
as follows. LT III(A)(i) OFF SEASON TRANSPORT FIXED RATES For 30% of contracted
load Rs. 50/hp/month energy charge For each KV Ah/kWh of energy consumed 567 rupees If
measurements are taken on the HT side, 1% of the total energy consumed should be subtracted
from the recording. energy for billing purposes.

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CHAPTER – 4
COMPANY PROFILE

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COMPANY PROFILE

Company Profile - AP's energy sector reform envisages the initial establishment
of the distribution company as a state-owned enterprise, followed by privatization. The Gazette
of Andhra Pradesh No. 37, issued by the Government of Andhra Pradesh on Friday 31st March
2000, formally declared the establishment of a distribution company. During this process,
Southern Andhra Pradesh Electricity Distribution Company Limited was established for the
following six districts of Andhra Pradesh:

APSPDCL head office and headquarters are located in Tirupati city.

High-quality, economically priced electricity serves as a catalyst for national transformation,
meeting growing domestic demand while driving growth in the agricultural, industrial and
commercial sectors. On February 1, 1999, the Government of Andhra Pradesh initiated the first
phase of AP's energy sector reform and restructuring by splitting APSEB into APGENCO and
APTRANSCO to serve the generation, transmission and distribution sectors respectively. It has
started. APTRANSCO was further reorganized into four distribution companies to cater to the
needs to the different districts of AP.

APSPDCL was formed in April 1, 2000 to serve Krishna, Guntur,

Prakasam, Nellore, Chittoor and Kadapa districts with a vision to become an efficient utility
supplying reliable and quality power, promoting economic development and being self-reliant
commercially.

As on 31st March 2015, SPDCL has a robust distribution network to cater to customers spread
across 118119 sq. Km representing 442 mandals. After the bifurcation of the erstwhile Andhra
Pradesh into the two new states of Andhra Pradesh and Telangana on 2nd June-2014, two more
districts Anantapur and Kurnool were added to the Southern Power Distribution Company of AP
Ltd. SPDCL DISCOM Details (Up to 31-03-2015) SL NO DETAILS 1Area in Sq. KM118119
2Population30961993 3No. of Domestic Services7725070 4No. of Non Domestic & Commercial
Services765182 5No. of LT Industrial Services108326 6No. of Cottage Industries and

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Dhobighats Services14065 7No. of Agricultural Services1161034 8No. of P W S & Street Light

Services 83553 9No. of General Purpose Services63244 10No. of Temporary Services443

GEOGRAPHICAL AREA OF APSPDCL:

Chittoor District: Chittoor District is named after its major town Chittoor. On the east of this
district is Nellore and Chengalpet. Coral to the west. To the north are the Kadapa and Anantapur
districts, and to the south are the North Arkot and Dharmapuri districts of Tamil Nadu. The total
area of Chittoor is 15,152 square kilometers. This equates to 5.5% of the area of Andhra Pradesh.
The population share is 5.1%. The Nagasato Hills stretch to the east of the district.
ChittoorCircle's geographic and commercial details are as follows: S. No details 1 square meter
area KM 15152 2 Population 4170468 3 Home service number 1001551 4 Number of non-
domestic and commercial services 99905 5 LT Industrial Service No. 11873 6 Number of
cottage industries and dhobigarts services 6506 7 Agricultural services 266664 8 P W S & Street
Light Service No. 21883

The following are the Geographical and commercial details of ChittoorCircle :

S. No DETAILS

1 Area in Sq. KM 15152

2 Population 4170468

3 No. of Domestic Services 1001551

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4 No. of Non Domestic & Commercial Services 99905

5 No. of LT Industrial Services 11873

6 No. of Cottage Industries and Dhobighats Services 6506

7 No. of Agricultural Services 266664

8 No. of P W S & Street Light Services 21883

Tirupati: Tirupati is 67 km from Chittoor. He is one of the most famous pilgrimage sites in
India. There is a railway station on the Cappadi-Lengunta line. Buses operate throughout the
state and from neighboring states. It is a sacred place for Hindus and has many temples and
sacred sites. This is the historic Venkateswara Temple. A complex of seven hills. Thanjavur
Cholas, Madurapandias and Vijayanagara, the rulers of the Pallava dynasty, competed in the
worship of this Lord. Moreover, they have poured their wealth into improving it. This temple is a
representative temple of Dravidian sculpture. Ananda Nilayam in Sanctum Sanctorum is covered
with gold.
Sacred sites such as Papa Vinathanam, Kondakarva, Akasaganga,
Gogalvam, and Pandara Tertham are located here. Tirupati is also home to the Govindaraj
Swami Temple, Kondandharama Temple and Kapileswara Temple. Besides being a center of
pilgrimage, it is also a center of education, culture and commerce.

Climate: The climate is dry and friendly to life. The weather is dry and cool from December to
January. The average precipitation is 908.1mm. Precipitation decreases from east to west.
According to statistics from 1992 to 1993, the wind volume of the southwest monsoon was 278
mm. 354 mm northeast monsoon.
Agriculture and Industry: Areas within the district are divided into red, black
and mixed soil types. Clay soil mixed with red and black and clay soil only. Red bottom with
pebbles. Rice is grown in these rice fields. Orchards are grown on clay soils. The district is close
to modern settlements, giving the main city an industrial feel.
Many activities take place in the commercial area. These are 83 heavy industries, in 1993 he had
86,855 investments. This district is famous for its dyeing technique. It is a sandalwood doll using
genuine sandalwood. This is a center for handicrafts of Tirupati. The confectionery industry

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includes Nutrine, Madanapalli Spinning Mills Limited, Ceramics Limited, Avanti Leather
Limited and Pioneer Ali Casting Limited. Commercial goals: Eliminate energy theft. Reduction
of exceptional cases. Reduced late fees. Operational goals: Minimize technical/transmission
losses. Reduction of transformer failures. Reduced operating and maintenance costs. Maintain
additional DTR vehicles at each substation level to avoid delays in replacing failed units. Social
goals: Electrification of Darithwada. Weak colony charging. Release of delivery to PWS/RWS
scheme. Separated his 11 KV feeders at Mandal Headquarters. Purpose of regulation: To
function in accordance with the guidelines issued by APERC..

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CHAPTER-5
DATA ANALYSIS AND INTERPRETATION

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DATA ANALYSIS AND INTERPRETATION

Percentage analysis: All questions are converted into tabular form for analysis. Aggregation
techniques consist of one-way aggregation. Researchers use one-way tables to convert all values
to percentages for convenience. Graphic analysis: Analyze your targets using different charts
such as Cylinder, Pyramid Area, and Circular Explosion Bars. The graph is generated based on
an employee percentage spreadsheet. Neither dissatisfied

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TABLE NO 5.1: SATISFACTION WITH WORKING CONDITIONS

Category Respondents Percentage
satisfied 44 49 %
highly satisfied 25 28%
dissatisfied 12 13%
neutral 9 10%
Total 90 100%

SOURCE :- PRIMARY DATA

Graph 5.1:

60
49
50

40

30 28

20
13
10
10

0
DISSATISFIED, SATISFIED, NEUTRAL

INTERPRETATION
Table 5.1 above shows 28% of employees feel comfortable working at APSPDC LTD (APSPDC LTD).
13% of employees feel excellent in their work at APSPDC LTD Ltd and 49% are satisfied. Therefore,
companies should ensure that this percentage increases by providing a promising environment.
Therefore, you should show a little more care and consideration

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TABLE NO 5.2: Improve the quality of your work life in APSPDC LTD?
Category Respondents Percentage
More suitable working hours 22 19
Better pay and conditions 27 40
Better development/promotional 23 27
activities
Better management 18 14
Total 90 100

Graph 5.2:

Series 1
45
40
40
35
30 27
25
19
20
14 Series 1
15
10
5
0
more suitable better p and better payment/ better management
working hours conditionsay pramotional
activities

INTERPRETATION
Table 5.2 above shows 28% of employees believe better wages and better conditions improve
their quality of work life. 27% believe they can be better developed. 19% of employees believe
that more reasonable working hours improve the quality of their working life. 14% make
employees think better.

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5.3. WAYS TO IMPROVE THE QUALITY OF YOUR WORK LIFE IN

GNO?
TABLE NO 5.3:
Category Respondents Percentage

More suitable working hours 22 24.5

Better pay 27 30

Better development/promotional 23 25.5

activities

Better management 18 20
Total 90 100

Graph 5.3:

QWL
35
30
25
20
15 30
24.5 25.5
10 20
5
0
More suitable working Better pay Better better management
hours development/promotional
activities
Better management

Interpretation From the above desk five. three it suggests that 30% of the personnel
experience that higher pay should enhance Work lifestyles stability & 25.five�el that they want
higher improvement and promotional sports & 24.five% of the personnel are of the opinion that
greater appropriate running hours will enhance Work lifestyles stability & 20% of the personnel
experience that higher control can enhance paintings lifestyles stability.

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Table No5.4: Career developmental activities

Category Respondents Percentage
satisfied 26 35
Highly satisfied 34 40
Dissatisfied 20 15
Neutral 10 10
Total 90 100

Graph 5.4:

40
40
35
35
30

25

20
15
15

10 10
5

0
satisfied highly satisfied dissatisfied neutral

INTERPRETATION
Table 5.4 above shows 40% of his employees said they were very satisfied with their
professional development activities and 35% said they were satisfied. 25% of employees are
dissatisfied and 10% of employees are very dissatisfied. This means that a manager's focus on
each category can help motivate employees and benefit the organization. H. Primarily applies to
professional development activities.

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TABLE NO 5.5: Do you feel that there is job security in your organization?

Category Respondents Percentage

Satisfied 21 20
Highly Satisfied 44 44
Neutral 20 29
Dissatisfied 5 7
Total 90 100

Graph 5.5:

45

40 44

35

30
29
25

20
20
15

10
7
5

0
Satisfied Highly Satisfied neutral Dissatisfied

INTERPRETATION
Table 5.5 above shows that 44% of employees agree that there is job security within the
organization, 21% of employees strongly agree, 20% of employees are neutral, and 5% are
against their jobs I answered. This indicates that there is job security within the organization

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Table No 5.6: Relation between superior & subordinate

Range No. of respondents % of respondents
Dissatisfied 5 6
Neutral 12 13
Satisfied 57 63
Highly satisfied 16 18

Graph 5.6:

80
60
40 63
20
13 18
6
0

INTERPRETATION
Table 5.6 above shows that We found that 63% of employees are satisfied with their existing
relationship between their boss and subordinates, 18% are very satisfied, 13% are neutral, and
6% are dissatisfied.

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Quality of Work life

Table No 5.7: Satisfaction levels about employee welfare programs

Category Respondents Percentage

Highly satisfied 16 17
satisfied 39 26
Neutral 15 44
Dissatisfied 20 13
Total 90 100

Graph 5.7:

13 17

highly satisfied
satisfied
neutral
26 dissatisfied

44

INTERPRETATION
Table 5.7 above shows that 44% of employees agree that their employee benefits programmer is
very satisfied, 26% of employees feel satisfied, 13% of employees say neither, 17% are
dissatisfied with their organization's benefits program. It means to keep doing the same thing and
improve if there is room.

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TABLE NO 5.8: SATISFACTION IN DOING JOB IN THIS COMPANY

category Respondents Percentage
Highly satisfied 16 17
satisfied 39 26
Neutral 15 44
Dissatisfied 20 13
Total 90 100

Graph 5.8:

Series 1

45
40
35
30 17 26 44 13
25
Series 1
20
15
10
5
0
Highly satisfied satisfied Neutral Dissatisfied

INTERPRETATION
From Table 5.8 above show We found that 93% of employees agreed to work for this company
and 7% were dissatisfied.

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Quality of Work life

Table No 5.9: Stress levels

Range No. Of respondents % of respondents
High 42 47
Medium 28 33
Low 20 20

Graph 5.9:

stress

20

high
47
medium
low

33

INTERPRETATION
Table 5.9 above shows that 33% of employees feel mediocre 47% of employees are high due to
(work) stress

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Table No 5.10: I will get sufficient guidance from my superiors regarding the
job

Factors No. of respondents Percentage (%)

Satisfied 20 30
Highly Satisfied 46 39
Neutral 14 19
Dissatisfied 10 12
Total 90 100

Graph 5.10:

12

30
Satisfied
19
Highly Satisfied
Neutral
Dissatisfied

39

INTERPRETATION
Table 5.10 above indicates that 39% of employees agree that they are getting good advice from
their manager about their work, 22% of employees completely agree, 19% of employees are
neutral, and 19% of employees did not agree that they were receiving proper advice from their
superiors and did not receive guidance from their superiors

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CHAPTER- 6
FINDINGS
SUGGESTIONS
CONCLUSION

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FINDINGS
1. Company’s vision and mission are very good.
2. The environment against the industrial pollution is excellent.
3. The ensurement of healthy and safety of their employee’s are good.
4. The company will comply with all applicable health, safety and environmental laws
and regulations.
5. In order to maintain the effectiveness of their quality management system they
introduced policy like EHS policy. It shows the efficiency of their operation.
6. The APSPDC LTD Company continuously strives towards minimizing all forms of
pollution including air, water, noise and solid waste.
7. The APSPDC LTD Company institute management systems and continuously
improves the same by employing appropriate techniques and methods for periodical.
8. The cordial relationships between the employees are good.
9. The main objective of the APSPDC LTD is to help the country be self sufficient and
doing away with foreign country dependence. This objective shows the patriotism
towards the country.
10. The quality of work life of employees in APSPDC LTD is good.

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SUGGESTIONS
 To improve employee performance, it is recommended to reward employees.
 We recommend setting up a clinic on the factory premises or visiting a doctor regularly.
 Since employee job satisfaction is the most important factor for an organization, it should
be taken into account and efforts should be made to increase employee interest in their
work. I
 mmediate feedback on employee performance is very important to motivate employees.
 The catering facilities also need to improve as most of the employees complained about

this. We hold external lectures to increase employee motivation.

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CONCLUSION
The project done in APSPDC LTD, Tirupati has enabled in identifying the quality work life
among the employees. Employees responded to the questionnaire and it was found that quality
work life is satisfaction in S&D.

The management providing all the welfare facilities to the employees and also continuously
striving towards improving the quality of work life of its employees. The employees are
working in this company very satisfactorily. Employees get good monetary benefits from
management. The management is providing good leave and canteen facilities to all its
employees.

The management covered the entire employee under the Employee’s Provident Fund
(Miscellaneous Provisions) Act-1952. There is no wage ceiling limitation. Med claim policy is
very helpful to the employees. Due to all the activities Maximum number of employees of
APSPDC LTD Tirupati expressed their satisfaction levels as highly satisfied.

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Quality of Work life

BIBILIOGRAPHY
QUESTIONNAIRE:

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Quality of Work life

BIBILIOGRAPHY

1. P. SUBBRAO, “Essentials Of HRM” and “IR” 1st Edition publishing, Himalaya

Publishing House, 2007.
2. L.M.PRASAD, “Organization Behavior”, 5th Revised Edition, Publishing,
Sultanchand&Sons, 2008
3. K.ASWATHPPA, “HRM” 2 nd Edition Publishing, Tata McGraw-Hill, 2008.

Web sites:

• www.apspdcl.com
• www.google .com
• www.hr .com
• www.citehr.com

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Quality of Work life

QUESTIONNAIRE:

Dear Sir/Madam,
We are undertaking a study on quality of work life in M/s APSPDC LTD. We require
your cooperation to give your feedback in the questionnaire honestly. We assure you that your
feedback will be treated with strictly confidence and will be used only for the project purpose.
Questionnaire:
Personal information:
1. Employee Name :
2. Age :
3. Experience :
4. Education :
5. Departments :
6. Income :
Working environment
Rate your quality of work life
Rating scale

1. Following basic facilities provided to you in work environment? (PPE, Drinking water,
uniform, toilets, transportation)

A B C D

Dissatisfied
Satisfied Highly Satisfied Neutral

2. Is your working hours are satisfied? (General shift, first shift, second shift, third shift)

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

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3. Is u satisfied with your rest intervals? (Like canteen, drinking water, sitting facilities, bath
rooms, rest rooms)

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

4. Are us satisfied with welfare amenities provided to you in the work place?
Statutory: Like canteen, drinking water, PPE, Bathrooms, rest rooms, first aid Non-
statutory: (Uniform, soaps, electoral, transport)

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

5. Are you satisfied with the existing relation between superior and subordinate
Job perspective:

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

6.The nature of work in my job causes stress?

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

7. The work load affects my physical health?

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

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Quality of Work life

8.Do you feel happy in doing job in this company?

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

9.Is training is supporting you to perform your work effectively?

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

10.Your (key result area) KRA is well defined and clear?

A B C D

Satisfied Highly Satisfied Neutral Dissatisfied

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