ABSTRACT

Work Life Balances the degree to which individuals is able to satisfy their important personal
needs while employed by the firm. Work Life Balance refers to the level of satisfaction,
motivation, involvement and commitment individuals experience with respect to their lives at
work
Work Life Balances a process in organizations, which enables its members at all levels to
participate actively and effectively in shaping the organization environment, methods, and
outcomes.
The objective of the study is to help the organization to know the level of satisfaction of the
workers and executives at various hierarchical levels, towards the facilities and welfare amenities
provided by them and also to find out the challenges and difficulties faced by the management in
providing better Work Life Balance to the employees.
Most of the employees covered under my study have not been found to be feeling any
stress in their jobs and related working environment. It has been an interesting revelation that
there is no employee in Ling Technologies, is working here just for the sake of the job and most
of the employees are not only comfortable with Ling Technologies, but also feeling proud of
being in the company.
There should be no communication gap between the team leader and group members. The
communication flow must be improved to make it smooth to maintain cordial inter personal
relations in the organization. The training and development programs have to be more effectively
planned and implemented.

INTRODUCTION
Meaning
Maintaining a balance between work life and personal life is called Work Life Balance.
The meaning of work/life balance has chameleon characteristics. It means different things to
different groups, and the meaning often depends on the context of the conversation and the
speaker's viewpoint. The following are working definitions of terms used regarding work/life
balance;

some

definitions

overlap

and

some

are

continuing

to

evolve.

Work/family
It is a term more frequently used in the past than today. The current trend is to use titles
that include the phrase work/life, giving a broader work/life connotation or labeling referring to
specific areas of support (e.g., quality of life, flexible work options, life balance, etc.)

Work/family conflict
Work/family conflict is a push and pulls between work and family responsibilities.

Work/life balance from the employee viewpoint

It is a dilemma of managing work obligations and personal/family responsibilities.

Work/life balance from the employer viewpoint

Work/life is the challenge of creating a supportive company culture where employees can
focus on their jobs while at work.

Family-friendly benefits
The benefits that offer employees the latitude to address their personal and family
commitments, while at the same time not compromising their work responsibilities.

Work/life programs
This programs (often financial or time-related) established by an employer that offer
employees options to address work and personal responsibilities.

Work/life initiatives
This policies and procedures established by an organization with the goal to enable
employees to get their jobs done and at the same time provide flexibility to handle
personal/family concerns.

Work/family culture
It is the extent to which an organization's culture acknowledges and respects the family
responsibilities and obligations of its employees and encourages management and employees to
work together to meet their personal and work needs.

Indicators
When you have balance you are

Satisfied with your work and home lives.

Able to fulfill your responsibilities without guilt or regret.
Healthy physically and emotionally.
In control of your life

Loss of balance may cause you to

Miss work more often and not be as productive at work.

Your involvement in the community may go down.

Changing &Increasing work pressures

A decade back, employees used to have fixed working hours or rather a 9 to 5 job from
Monday to Friday. The boundary between the work and home has disappeared with time. But
with globalization and people working across countries, the concept of fixed working hours is
fading away. Instead of just 7 or 8 a day, people are spending as much as 12-16 hours every day
in office.
The technological blessings like e-mail, text messaging and cell phones which were
thought of as tools to connect them to their work being away from their workplace, have actually
integrated their personal and professional lives. Now professionals find themselves working even
when they are on vacations.
The ever-increasing working hours leave the individuals with less time for themselves
and to pursue his hobbies or leisure activities. This hinders the growth of the person as an
individual in terms of his personal and spiritual growth. Professionals working in the BPO
industry, doctors and nurses and especially IT professionals are the few examples who are facing
the brunt of the hazard constantly.

Reasons of imbalance:
There are various reasons for this imbalance and conflicts in the life of an employee.
From individual career ambitions to pressure to cope up with family or work, the reasons can be
situation and individual specific. The speed of advancement of information technology, the
increasing competition in the talent supply market has led to a "performance-driven" culture
creating pressures and expectations to performance more and better every time. Also, many a
times, many people find it difficult to say "NO" to others especially their superiors. They usually
end up over burdening themselves with work. The increasing responsibilities on the personal
front with age can also create stress on personal and professional fronts.
There was a time when employees showed up for work Monday through Friday and
worked eight- to nine-hour days. The boundaries between work and home were fairly clear then.
But the world has changed and, unfortunately, the boundaries have blurred for many workers.
The main reasons are:

Global economy
As more skilled workers enter the global labor market and companies outsource or
move more jobs to reduce labor costs, people feel pressured to work longer and produce more
just to protect their jobs.

International business
Work continues around the world 24 hours a day for some people. If you work in an
international organization, you might be on call around the clock for troubleshooting or
consulting.

Advanced communication technology

Many people now have the ability to work anywhere from their home, from their car
and even on vacation. And some managers expect this.

Longer hours
Employers commonly ask employees to work longer hours than they're scheduled.
Often, overtime is mandatory. If you hope to move up the career ladder, you may find yourself
regularly working more than 40 hours a week to achieve and exceed expectations.

Changes in family roles

Todays married worker is typically part of a dual-career couple, which makes it
difficult to find time to meet commitments to family, friends and community.

Effects
Constant struggle and effort to maintain a balance between the work and personal life
can have serious implications on the life of an individual. According to a survey, 81 per cent of
the respondents have admitted that their jobs are affecting and creating stress in their personal
lives. The pressures of the work or personal life can lead to stress. According to studies, it has
been found to that such situation can take a toll on the person's health both physiologically and
psychologically. Heart ailments, cardiovascular problems, sleep disorders, depression,
irritability, jumpiness, insecurity, poor concentration and even nervous breakdowns are
becoming common among the victims of such imbalance. Pressure, stress or tension in work
life can lead to bad social life and vice versa.

Summary
IVRCL believes in the power of resourceful humans. People are primary source of competitive
advantage and they help to drive the growth in a planned and efficient manner. IVRCL works
towards developing a culture that attracts people with multidimensional experiences and skills.
The developers of IVRCL take great pride in building world-class projects. Such sense of pride
cultivates belongingness and affinity at IVRCL. As a result many of the developers like to stay
with the company for long periods of time improving the retention rates as one of the highest in
the industry.
IVRCL hires and train high end project resource (man power), as building a project requires
proper generalization, flexible design, the training and team environment ensure that they can
think through all aspects of the problem being solved by building flexible architectures.
Building projects for highly competitive environments require development teams that can
properly match that intensity. To ensure that people who join this firm have the right mix of
attitude, values and skill sets compatible with IVRCLs culture, it follows a rigorous hiring
procedure.
The selection procedures involve a thorough psychometric testing, and skill based interviews,
which reduce the subjectivity of the process. Using metrics and measurements regularly, like
cost per hire, source distribution, staffing efficiency ratio etc. Helps the firm to maintain the
quality of selection process. The parameters for selection extend to both hiring from campus, as
well as lateral hiring.
In addition to acquisition of talent, IVRCL also laid special emphasis on development of talent
through knowledge sharing activities, well-defined career path, and career development
plans. Apart from this competitive pay, a well-outlined induction and orientation program,
immediate rewards and recognition, open channels of

communication, and a participative environment have led to the best resources being with
them for a period of 15 yrs and above.
IVRCLs employees are responsible for its growth by leaps and bounds year after year. Thus,
talent management is an important and critical activity for us. Organization provides an
intellectually stimulating and meaningful work environment, ample opportunities to learn and
grow, and a sense of belongingness, which challenges, motivates and inspires each IVRCL-ite to
achieve beyond potential.

SCOPE OF THE STUDY

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

OBJECTIVE OF THE STUDY

To find out reasons for work life balance in IVRCL.

To Find out effective of work life balance in IVRCL.
To find out improve work life balance in IVRCL
To gain an insight in to current work time policies and practices, as well as
work life balance issues in IVRCL.

To complement existing foundation data and research on working time

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

NEED OF THE STUDY

The present study concentrates deeply in Employee Work Life Balance which refers to
how the employees are balancing the work as well as life. The concept of Employee Work Life
Balance is flexible and elastic and differs widely with time, industry, social values, degree of
industrialization, it is also moulded according to age-group, gender, social-culture, marital,
economic status, and educational level of employees.

LIMITATIONS OF THE STUDY

Even though the concept of Organizational Commitment maybe an universally applicable

concept, by nature of present study, it has got only a limited scope with reference to the
organization studied.

Further the researcher has limited the scope of the study only up to the conforming the
association between personal

variables and organizational commitment, even though the

scope for higher level analysis is possible.

The busy work schedule of the employees was a constraint for the study.

RESEARCH METHODOLOGY
Research is an art of scientific investigation. Research comprises defining and redefining
problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating
data, making deduction and reaching conclusions and at last carefully testing the conclusion to
determine whether they formulating hypothesis.
Methodology: The Study is about the work life balance in an Organization. It deals with the title
of the study, need of the study, objectives & Scope of study.
Title of the Study: The study is titled as WORK LIFE BALANCE at IVRCL Infrastructures
& Projects Limited, Hyderabad.
Data sources: QUESTIONNAIRE
Data is collected from primary and secondary sources.
Collection of the data is of primary importance in the research process. Data which is collected
for the purpose of research helps in proper analysis which is helpful to conduct research
effectively. The data source, which is very important in the collection of data, is primary data and
secondary data.
Both primary and secondary data are taken into consideration for the study of HR Practices
followed by IVRCL.
Primary Data: This consists of original information gathered for specific purpose. The normal
procedure is by interacting with the people individually and/ or in a group, to get the required
data.
Secondary Data: This consists of the information that already exists somewhere, either in some
Annual Records or Magazines etc, having been collected for other purpose. Here the researcher
has both primary as well as secondary data.

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Survey Approach:
The questionnaire was administered through direct contact with respondents.

1. Sample Size & Sampling Technique:

The study covers a sample of employees of IVRCL Infrastructures & Projects Ltd. The
Respondents were selected on a Sample Random basis from the following categories of
the employees,
a)

Senior managers / Senior Engineers

b)

Deputy Managers

c)

Junior Officers / Junior Engineers

d)

Assistants

Statistical Tool: Sample percentage

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

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Review of Literature

12

Theoretical Framework of the Project Work life balance

What is Work life balance

When an individual maintains a balance between his personal and professional life, the
phenomenon is called Work-Life Balance. This expression holds worth a lot because it is very
important to have a balance between personal and professional life. Work life balance is at the
forefront of the world of work. Kaizen, the Japanese philosophy for continuous improvement,
along with the role of information technology (IT) helps and guides the management people, to
get the maximum output with the help of available resources.
The balance between personal and professional life vary from person to person and the
organization where he or she is working. When an individual does not maintain a balance and
works too much in the organizational setting, this may cause him some medical, psychological
and behavioral consequences, as a result his or her productivity will also be low. Studies have
shown that work life stress is harmful to the employees. Late sitting and working too much can
cause imbalance in an individual's personal and professional life; however there are some
techniques to manage the work life stress e.g. time management, task management, relaxation,
flexible working hours, working from home and exercise etc. Work life balance improves
individual's health, job satisfaction, commitment, involvement and reduces absenteeism and
presenteeism (state of physical presence but not productive). Despite of the progress in the
betterment of maintaining work life balance, there is still more to be done.
One important factor is the degree to which work life balance are generally applicable across the
whole hierarchy of the organization. Those lower down the organizational hierarchy are some
times not entitled for some benefits or uninformed about relevant company policies. Work life
balance can assist employers and employee to be healthy and productive in their personal and
professional life.
"Balance is not better time management, but better boundary management. Balance means
making choices and enjoying those choices." - Betsy Jacobson.
For some people spending more time in the organization is more important than the time they
spend at home. However, there are people who give priority to the personal and family life. In
this technological era, some organizations also offer flexible working hours. One can carry
laptop, PDA, black berry and is connected with suppliers, venders through internet 24 hours a
day. The moment he gets any query, he responds to it. There are some work-alcoholics who take
their laptops and PDAs to the vacation and face the annoyance of their wives while checking the
emails.
People are more interested in looking for a job that gives them flexibility at work. Necessary
arrangements for work life balance are required by all workers at different times in their lives

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Because balance is instrumental in quality initiatives by preparing an individual to deal with the
change. An individual can give his best only in a conducive environment e.g. students want to
study and work at the same time; parents want to have time with their children and the older
worker approaching retirement to have the opportunity to stay in the workforce on reduced
hours. Mostly the employers and the employees agree that organizational objectives are more
important, so it is the obligation of the employer to help people in work life balance.

Work life balance in todays world

A lot of people face the problem of balancing work and family life. Many multinational
companies remain open for 24hrs. Employees need to work in shifts. Day shift and night shift.
Night shift employees feel hard to cope up with family life and health. This in turn leads to
divorces and bad health. Many Mothers feel difficult to continue work after delivery because her
home becomes her first priority. She may be a very good worker but she quits to look after her
new born and family. Many Corporates have come up with the option of Flexi time and work
from home opportunity to tap theses employees. Personal demands such as visiting school for
report card or hospital or any emergency requires attention. In that case the employee need to
take take leave and remains absent from work. Companies have introduced flexi timings for
working so that an individual employee can complete his scheduled work by coming to office
any time. This lessens the burden of reaching office on time when personal life needs more
attention. Yahoo India allows employees to work Flexi time.
Working from home is also adopted to balance work and personal life. Companies don't want to
get away with hard working and result oriented employees so many companies have introduced
work from home opportunities where an employee can work from home. There is no stress of
visiting office on time. Here an employee can adjust time to devote for work and family. Giving
an employee option to work from home helps the employer in adjusting work from a small office
and managing a big workforce.
Companies give training sessions to employees so that they are more productive. Various
seminars are organized. They call the family members of employee so that they too cooperate
with the employee in balancing work and home. When a company gives an employee an option
of balancing his work and personal life it increases retention and lowers the turnover rate.
There are few negative side effects of allowing an employee to work from home or practice flexi
timings 1.
2.
3.
4.

A productive employee turns unproductive.

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

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

Managing Work life balance

A valuable quality of leadership is the ability to balance work and life. They make it clear that
this is an aspect they value in others, too. Individuals establish a pattern for their personal life whether it's being home for dinner four nights a week, attending choir practice, or being a part of
their kids' school activities. Whether through unpaid leave or flexible scheduling, they provide
people with the opportunity to lead productive personal lives. Consequently, elevated trust levels
are inspired throughout the members of the organization.
Michele, managing partner of a San Francisco law firm, clearly values and appreciates her
quality family time. She is honest about her desire to attend her children's soccer and softball
games and her need for personal time as well. "These are just too important for me to miss," she
says.
Michele doesn't set a double standard. What rules apply for her also apply to the other lawyers
and employees in her firm. Consequently, the value of family increases as people are encouraged
to participate in family functions and enabled to lend assistance to family in need. Based on
Michele's strong personal values, it is part of the culture. And she would have it no other way.
The executive director of a non-profit agency, David, possesses a true love for travel and ecotourism. When vacationing, he often takes his family to places of isolation and relaxation where
his work life cannot interfere. Often, he stays away for several days at a time. He understands the
significance and importance of this time in his life. He recognizes the need to hone his focus and
renew his ambitions. His team of managers supports David's travels "off the grid" because they
are aware that they possess the same freedoms
As a woman in leadership, balancing your career, finances, family life and extracurricular
activities can be challenging. Your responsibilities can pose various demands on your life that
can make you feel overwhelmed and out of balance. In this age of mobile communications,
technology can play an important role in helping you achieve a more balanced life. Here are 3
areas of your life where technology can help you achieve balance:
Your time: Most PDAs come with really great features to help you manage your time. Take the
time to read the manual that comes with your PDA and maximize its functionality. For example,
in addition to the basic calendar functions the Palm Treo has a programmable voice that will
speak to you and alert you of your appointments. The iPhone allows you to download some great
applications to help you manage different aspects of your life. You can manage everything from
your to do lists to travel management programs that keep track of your frequent traveler
programs to goal setting programs that help you develop new habits.

15

Your finances: Programs like Quicken or Quick books provide great tools to help you manage
your finances. These programs allow you to link to your online banking accounts and provide
you with a comprehensive and up-to-date view of your finances. These programs also provide
great features like bill pay as well as spreadsheets, charts and graphs. The programs are user
friendly and you have the option to link them to your PDA if you want to monitor your accounts
when you're on the go.
Your social life: Social media have become powerful and effect tools to strengthen already
existing relationships and to form new ones. Programs such as Face book, Twitter and LinkedIn
have revolutionized the way we connect with each other and how we share information. You can
share photos, videos, audio files and news articles. If you haven't already, consider joining a
social media network to stay in touch with family and friends. Short and regular updates
throughout the week will give you a glimpse into the lives of those in your network and help you
feel connected even when you're on the go.
Your career: Technology can help you to streamline your work day so that you work more
efficiently. For example, there are various Google applications such as Google docs that can help
you to promote collaboration and to share information with colleagues. You can save time and
cut back on travel expenses by hosting video calls via Skype rather than face-to-face meetings.
Skype is free and all you need is a computer with a webcam. Technology can also help you to
expand your professional network through social networks like LinkedIn. Finally, you can
expand your knowledge and learn new things through webinars and online courses from the
comfort of your office or home.
Technology should never replace personal connections, but when approached in a thoughtful
way, it can be useful in helping you maintain the right balance in your personal and professional
life.
Let's take a look at a few tips that you may find useful:

Visualize your ideal life - dare to dream and write down the top ten things you want to
accomplish on your "life list."
Write down your personal vision statement and mission statement - it will help you see
where you are going in life.
Turn off the television - studies show that it creates depression. It is a passive activity that
won't give you energy.
Limit Internet time - set better boundaries so that technology does not rule your life.
Pursue your passion persistently - own it and be disciplined in achieving what you truly
desire out of life.
Keep a journal - it will help you on a regular basis to stay focused on what is important to
you.
Every weekend set a goal of doing one fun activity.
Define your daily exercise time - what works best for you, 30 minutes in the morning,
afternoon or evening?

16

Go to bed a half hour early and get up a half hour early - this allows you to carve out
additional personal time.
When confronted with a choice, ask yourself: What's the cost? Will this add to my life or
create more stress?
Let go of people and things that are holding you back (ie. clutter, negativity, clothing,
luxury items, toys, etc.)
Prune any activities that are not productive or non-priorities.
Say three gratitudes each night - when you do this you will realize that you are too
blessed to stress.
Reprioritize: What are your top 10 priorities for this year? Rank them in terms of highest,
high and low.
Every weekend make it a goal to call two friends - you won't have any regrets about
building up these relationships.
Turn every occasion in your life into a positive - even negative experiences are seen as
"What can I learn from this?"
Live simply, expect less and give more.

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

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

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

17

INDUSTRY PROFILE

18

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

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

19

quantity. More than USD 475 billion worth of investment is to flow into Indias infrastructure by
2012. No country in the world other than India needs and can absorb so many funds for the
infrastructure sector. With the above investments Indias infrastructure would be equal to the best
in the world by 2017.
Infrastructure policy in India:
Major policy initiatives such as deregulation, viability gap funding ,India infrastructure finance
company, Committee on infrastructure ,rural infrastructure programme , National urban renewal
mission, public private partnerships, Launch of private sector infrastructure funds have been
implemented in infrastructure sector

Road Policy in India

Airports Policy in India
Ports Policy in India
Power Policy in India
Oil, Gas and mining Policy
Real Estate Policy in India
Telecommunication Policy in India

Infrastructure Potential in India:

Ports infrastructure in India:
India has a long coastline of 7,517 km. The existing 12 major ports control around 76 % of the
traffic. Due to globalization, Indias ports need to gear up to handle growing volumes. A number
of the existing ports have plans for expansion of capacities, including addition of container
terminals. The government has launched the National Maritime Development Programme, to

20

cover 276 port projects (including related infrastructure) at an investment of about INR 600
billion by the year 2012. Also, States are increasingly seeking private participation for the
development of minor ports, especially on the west ports.

Indian ports are projected to handle 875 million tons (MT) of cargo traffic by 2011-12 as
compared to 520MT in 2004-05.There will be an increase in container capacity at 17% CAGR.
Cargo handling at all the ports is projected to grow at 19 per cent per annum till 2012. Planned
capacity addition of 545 mt at major ports and 345 mt at minor ports. Port traffic is estimated to
reach 1350 million tons by 2012 .Containerized cargo is expected to grow at 18 per cent per
annum till 2012. Projected Investment in major ports $16 billions and minor ports $9billion
during2007-12

Airports infrastructure in India:

Passenger and cargo traffic slated to grow at over 20% annually and set to cross 100
million passengers per annum by 2010 and set to cross cargo traffic of 3.3 million tons by
2010.Mumbai and Delhi airports have already been handed over to private players. Kolkata and
Chennai airports will also be developed through JV route.
Railways Infrastructure in India:
Indian Railways is the largest rail network in Asia and worlds second largest under one
management. Indian Railways comprise over one hundred thousand track kilometers and run
about 11000 trains every day carrying about 13 million passengers and 1.25 million tons of
freight every day. The scope for public private partnership is enormous in railways, ranging from
commercial exploitation of rail space to private investments in railway infrastructure and rolling
stocks. The Golden quadrilateral is proposed to be strengthened to enable running of more long
distance passenger trains and freight trains at a higher speed. Programmed also envisages
strengthening of rail connectivity to ports and development of multimodal corridors to
hinterland. Construction of 4 mega bridges costing about US$ 750 million is also included in the
programme. Construction of a new Railway Line to Kashmir valley in most difficult terrain at a
cost of US$ 1.5 Billion and expansion of rail network in Mumbai area at a cost of US$900

21

million has also been taken up. Freight traffic is growing at close to 10% and passenger traffic at
close to 8% annually. Railways have planned a dedicated rail freight corridor running along the
railways Golden Quadrilateral (GQ). The double-line freight corridor is expected to evolve
Systematic and efficient freight movement mechanisms and ease congestion along the existing
GQ. It would leave the existing GQ free for passenger trains. The 9260 km dedicated freight
corridor to be built at a cost of Rs 60,000 crore (US$ 15 billion) is being funded partially with a
US$ 5 billion loan from Japan. The work is expected to be completed within the next 57 years.
The first phase of the project would include the DelhiHowrah and the DelhiMumbai routes.
Power Infrastructure in India:
Presently the installed capacity of electric power generation stations under utilities stood
at 130000MW and in the five year plan the generation capacity is planned to be increased to
2,20,000 MW by 2012.There is a 13% peaking and 8% average shortage of power annually.
Central government has already taken steps to increase capacity by building Ultra mega power
projects (UMPPs).There is a plan to increase Nuclear power capacity from 3900MW currently to
10000MWbyendof11thplan.
Telecom Infrastructure in India:
Even with the rapid growth of telecom sector in India, the rural penetration is still less
than 5%. At 500 minutes a month, India has the highest monthly 'minutes of usage' (MOU) per
subscriber in the Asia-Pacific region, the fastest growth in the number of subscribers at CAGR of
more than 50%, the fastest sale of a million mobile phones (in one week), the world's cheapest
mobile handset and the world's most affordable color phone.
Highways and Roads infrastructure:
The Indian road network has emerged as the second largest road network in the world
with a total network of 3.3 million km comprising national highways (65,569 km.), State
highways (128,000 km.) and a wide network of district and rural roads. The US tops the list with
a road network of 6.4 million km. currently; China has a road network of over 1.8 million km
only. Out of the 3.38 million Kms of Indian road network, only 47% of the roads are paved.

22

Roads occupy a crucial position in the transportation matrix of India as they carry nearly 65 per
cent of freight and 85 per cent of passenger traffic. Over the past decade several major projects
for
development of highways linking the major cities have been planned and work started on most
of them. What is of significance is that private sector involvement (BOT projects) has finally
been found to be feasible in the Indian context. This has led to an accelerated growth in this
sector which had long been faced with financial constraints. This has also facilitated
improvement in the quality of the new highways and introduction of the latest concepts for toll
collection, signages etc. The process of development of the new highways is expected to
continue for many years to come.
Construction Infrastructure in India:
Construction accounts for nearly 7 per cent of Indian GDP and is the second biggest
contributor (to GDP) after agriculture. Construction is a capital-intensive activity. Broadly the
services of the sector can be classified into infrastructure development (54%), industrial
activities (36%), residential activities (5%) and commercial activities (5%). The main entities in
the construction sector are construction contractors, equipment suppliers, material suppliers and
solution providers. Indias construction equipment sector is growing at a scorching pace of over
30 per cent annually--driven by huge investments by both the Government and the private sector
in infrastructure development. It is estimated that there is USD860 billion worth of construction
opportunities in India

23

24

25

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

INVESTMENT SCENARIO
GCFI in infrastructure as percentage of GDP 4.6 % during the tenth plan
If growth in GDP to be sustained GCFI in infrastructure must keep pace.
Total estimated investment of USD 320-350 billion in infrastructure up to 2012
INVESTMENT OPPORTUNITES IN INDIA
TRANSPORT:
Roads ($ 48 bn.): BOT preferred mode; NHDP-40,000 kms
Airports ($ 9 bn.): 4 Metro, 35 Non-metro airports
Ports ($ 12 bn.): All new berths through BOT

26

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

POWER Generation ($ 130 bn.): Transmission, Distribution
OTHER SECTORS
Gas Pipelines: Cross Country, Intra-city pipelines
Telecom
Health and Education Infrastructure
Urban Mass Transport
Urban Water Supply, Solid Waste Management
WHAT ARE FOREIGN INVESTORS LOOKING FOR?
Good projects
Demand Potential
Revenue Potential
Stable Policy Environment/Political Commitment
Optimal Risk Allocation Framework

Facts about the Infrastructure Industry Trends:

The Infrastructure industry contributes a huge chunk to the world GDP amounting
to 1/10th of the same.

This industry has immense potential in generating huge amount of employment. It has
been found out that construction industry offers employment to around 7% of the
total employed work force around the globe.

It is the largest sector in respect of consumption of energy. It consumes around 2/5th

of the total consumed energy through out the world.

Resource utilization in case of construction industry amounts to half of the total

resource used all over the world.

27

The most significant aspect associated with the Infrastructure industry trends is
increased use of the latest IT technologies for pacing up the work. Cutting edge technology is
being adopted by world's one of the biggest industries for leveraging purposes and is mainly
being used in raising the efficiency level of engineering and designing of construction industry. It
has been found out that the paper oriented format of operation in the construction industry is not
at all a cost effective approach because it eats around sixteen billion US dollars in US real estate
sector only. Infrastructure Industry Trends show that the utilization of information technology
has helped the industry to save a lot of fund which could be channalized in more fruitful
directions.
One of the latest technologies used in construction industry is Building Information Model
(BIM). This technology helps all the factors of a project to work in a collaborative and concerted
manner solely based on the platform of Information Technology. BIM helps the different
members of a project to communicate information among themselves which consequently
leverages the productivity and at the same time minimizes the error along with cost.

Recent Growth Trends in Indian Economy

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

The structural transformation that has been adopted by the national government in recent times
has reduced growth constraints and contributed greatly to the overall growth and prosperity of
the country. However there are still major issues around federal vs. state bureaucracy, corruption
and tariffs that require addressing. Indias public debt is 58% of GDP according to the CIA World
Fact book, and this represents another challenge.

28

During this period of stable growth, the performance of the Indian service sector has been
particularly significant. The growth rate of the service sector was 11.18% in 2007 and now
contributes 53% of GDP. The industrial sector grew 10.63% in the same period and is now 29%
of GDP. Agriculture is 17% of the Indian economy.
Growth in the manufacturing sector has also complemented the countrys excellent growth
momentum. The growth rate of the manufacturing sector rose steadily from 8.98% in 2005, to
12% in 2006. The storage and communication sector also registered a significant growth rate of
16.64% in the same year.
Additional factors that have contributed to this robust environment are sustained in investment
and high savings rates. As far as the percentage of gross capital formation in GDP is concerned,
there has been a significant rise from 22.8% in the fiscal year 2001, to 35.9% in the fiscal year
2006. Further, the gross rate of savings as a proportion to GDP registered solid growth from
23.5% to 34.8% for the same period.

Key Players in the Indian Market :

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

29

Company Profile

30

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

IVRCL, is today, reckoned as a leader in Infrastructure building and development providing onestop turnkey solutions on a cost-effective basis. IVRCL has been rated as The Fastest Growing
Construction Company. Firmly entrenched in the core sector activity of infrastructure leading to
nation building, IVRCL stands out for its pioneering work in providing complete water solutions
including water transmission, treatment and waste management. The companys other
infrastructure activity includes roads and highways, bridges and transmission lines with attendant
engineering capabilities.
This has come about through its commitment, care and concern for societal issues and largely by
the way of experience, having built upon brick in its track record of decade and a half.
Little wonder, IVRCL is today, reckoned as a leader in infrastructure building and development
providing one-step turnkey solutions on a cost- effective basis.
Head office: - Hyderabad.

31

Administrative

offices:

Chennai,

Cochin,

Bangalore,

Pune,

Kolkata,

Jodhpur,

Raipur(Chhattisgarh), Ahmadabad, Margo(Goa), Delhi, Jaipur, Jharkhand, Punjab, Bihar,

Bilaspur(MP), Bhopal, Jind(Haryana), Jammu & Kashmir, Kotdwara(Uttaranchal).
The company operating with 3424 employees in financial year 2006, in 2007 it increased
to 4836, in 2008 the employees are 5082 and 6257 in (2009) now the employees are
approximately 7500(2010). IVRCL is the first company in the Indian infrastructure sector to
offer ESOPs to the employees. The company aims to provide stimulating and safe professional
opportunities for its people. Health insurance coverage, Medical Reimbursement, LTA (leave
travel), informal family get-togethers and other tangible and intangible benefits, all make
IVRCLs people motivate a lot
Direct and indirect subsidiaries of the company
IVRCL:1. IVRCL Strategic resources & services limited.
Salem toll ways limited

Kumarpalayam toll ways limited

Jalandhar Amristar Toll ways limited

IVRCL buildings products limited

2. Hindustan Dorr Oliver limited

HDO technologies limited
3. IVRCL prime urban developers limited
IVRCL Mega malls limited
IVR Hotels and resorts limited
IVR Vanaprastha private limited
Absorption air con engineers private limited
IVR PUDL resorts and clubs private limited
4. IVRCL water infrastructures limited
Chennai water desalination limited
First STP private limited
5. IVRCL PSC pipes private limited

32

6. IVR environmental
7. Projects private limited
8. Alkor petro limited
9. IVRCL steel construction and services limited
10. GEO IVRCL engineering limited
11. IVRCL steel construction & services limited
12. IVRCL water infrastructure limited
13. IVRCL road toll holding limited
14. First STP private limited
15. Chennai water desalination limited
It has two Sister companies, namely:
Hindustan Dorr-Oliver ltd.
IVR Prime Urban Developers
Hindustan Dorr-Oliver ltd: Hindustan Dorr-Oliver (HDO) is a leading Indian engineering, procurement and construction
company. HDO is the ideal acquisition of IVRCL for designing, manufacturing, supplying &
installing equipment, systems & processes for liquid-solid separation and pollution control in the
following industries:

Pulp and paper

Chemicals, Food and pharmaceuticals

Breweries and Distilleries

Refineries and Petrochemicals

Oil and Gas.

Phosphatic Fertilizers

Industrial and Municipal Waste Water.

33

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

Hospitality

Hill Ridge springs

Ella Compass

Villas at Hill Ridge Springs

Mall at Hill Ridge Springs

MISSION
To become a leader in infrastructure business by providing total solutions
QUALITY POLICY
Commitment to customer satisfaction,
Quality awareness, desire for excellence and
Continual improvement is our motto.
TARGETS by 2010
100000cr-Turn Over
100000cr- Assets
10000cr- Market Capitalization
7500- Human Capital
IVRCL VISION
IVRCL will be the national leader in constructing projects, which make everybody like mere
comfortable, easy & safe. It provides projects, services and infrastructures of such excellent
value that customers will actively choose to do business them. To reach the goals in providing
value to customers and shareholders, they will continue to develop at IVRCL culture, built on the
strength of the multicultural key value is:
1. Co-operation
2. People development

34

3. Environmental Concern
4. Professionalism
5. Speed
Appreciation Certificates

QUALITY ASSURED COMPANY

ISO 9001: 2008

ENVIRONMENTAL MANAGEMENT SYSTEM

ISO 14001: 2004

SAFETY ASSURED COMPANY

OHSAS 18001: 2007
IVRCL - Performance at a glance

(Rs. Millions)

Particulars
Turnover
Profit before Tax
Profit after Tax
Equity Capital
Reserves & Surplus
Net Worth
Gross Block
Net Block
Book Value (Rs.)
EPS (Rs.) Basic
Dividend

2008-09
49,830.91
2,737.74
2,259.67
267.01
17,838.74
18,105.75
6,623.50
5,206.97
135.62
16.93
70%

2007-08
36,981.14
2,853.30
2,104.77
266.98
15,792.80
16,059.78
4,175.96
3,191.94
120.31
16.08
70%

2006-07
23,464.57
1,850.96
1,414.63
259.32
12,957.88
13,217.20
2,593.35
1,929.13
101.94
12.38
50%

AWARDS & REWARDS.

Maharashtra Krishna Valley Development Corporation: Won Best Contractor Award for
Mechanized Water Canal Projects.

35

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

Major Client Names:

In Public Sector
Oil and Natural Gas Corporation Limited

36

Bharat Heavy Electrical Limited

Nuclear Power Corporation of India Limited
Bharat Petroleum Corporation Limited
Indian Oil Corporation Limited
National Thermal Power Corporation.

In Private Sector

Birla Institute of Technology and Science (BITS)

Brandix India Apparel City Private Limited
DLF Akruti Info Parks (Pune) Limited
Telco Construction Equipment Company Limited
TATA Projects Limited
Jindal Steel and Power Limited.

Future plans of IVRCL:

Dredging
Hydro Power Projects
Oil & Gas Exploration
Information Technology Enabled Services (ITES).
Suppliers:For the IVRCL Company the suppliers are

Steel Authority of India Limited

Lumino Industries Limited
Jain Irrigation Systems Limited
Lanco Industries Limited
Pioneer Trans-Energy Limited
Essar Steel Limited
Medhaj Engineers Private Limited

Welspun-Gujarat Stahl Rohren Limited

GPT Industries Limited
ABB Limited

IVRCL has taken insurance coverage for its projects from

Bajaj Allianz General Insurance Company Limited,
Future Generali,
ICICI Lombard General Insurance Company Limited,

37

 Reliance General Insurance Company Limited,

Royal Sundaram General Insurance Company Limited and
United India Insurance Company Limited.

Competitors:For IVRCL the competitors are many, the competitors in the fields like Water Supply and
Environmental Projects, Transportation, Buildings and Industrial Structures, Power and
Transmission Projects in construction sector are as follows:

L&T
D L F Ltd
Punj Lloyd L td
Jaiprakash Associates Ltd
Nagarjuna Constructions Ltd

HR-TOOLS
Competency Mapping
Enterprises Resource Planning
Balanced Score Card
Effective controls at all levels
Training and Development Programme
HR- INITIATIVES
Cultivate positive work culture
Quality month
Star of the month
Executive presentation
Quality circles
House keeping
Safety month
Statutory maintenance
Common cafeteria
CULTURAL INITIATIVES

38

 IVRCL Family Day

Independence Day
Republic Day
Community Development Programmes
Public Relations Programmes
IVRCL News Letter (DHADKAN)
HR-DEVELOPMENT PLANS
Training need analysis
Training budget
Training calendar
Identification of external training agencies
IVRCL Vision, Mission transmission, Teambuilding, Positive Attitude, Discipline and
safety
RETENTION PLANS
Review Compensation Plans
Empowerment
Relocation to place of choice
Involve in decision making
Abroad programmes
Create professionalism
Hard furnishing loan
Vehicle loan
Marriage loan
Education loan
Club membership
Recognition for good work
Employee stock option

39

 Housing loan
HR-POLICIES
Human Capital Planning
Recruitment / Selection /Induction
Training and Development
Performance Appraisal
Succession Planning
Career Planning
Job Rotation and Multi Skilling
Job Enrichment
HR Manual
Induction Manual
Safety Manual
Exit Interviews
INTEGRATED PERFORMANCE MANAGEMENT SYSTEM
Day to Day to Accountability
Individual Goals
Short term / long term goals
Individual development plans
Team targets
HR_SURVEYS
Organizational culture
HRD Climate
Training Need Analysis
Compensation Survey
Employee Satisfaction

40

HR_SAFETY INITIATIVES
Safety survey
Safety Budget
Safety Policy
Safety Manual
Awareness and Training on safety
Safety Reviews and Safety Meetings
Safety systems
Safety audit
Safety Banners
On site emergency plan
Zero accident schemes for sites
LEARNING CENTRE FOR HUMAN EXCELLENCE
Establish Learning Centre
Fresher Training
Induction Training
In-house Training
External Training

41

Chapter EMPLOYEE WORK LIFE BALANCE IN IVRCL

42

EMPLOYEE WORK LIFE BALANCE IN IVRCL

HRD MECHANISMS/INSTRUMENTS/SUBSYSTEMS
To achieve the above objectives and to facilitate HRD the following process
mechanisms or sub systems are used:
1.
2.
3.
4.
5.
6.
7.
8.

Performance appraisal
Potential appraisal and development
Feedback and performance coaching
Career planning and development
Induction training
Training
Job rotation
Organizational development

9. Rewards
10. Quality circles
11. Employee welfare and Work Life Balance(QWL)
All these process mechanisms are linked with the corporate plans, particularly with
human resource planning (Man power planning)
THE CONTRIBUTION OF THESE SUBSYSTEMS TO HRD GOALS
Each of these sub-systems or mechanisms or instruments contributes to the
achievement of overall HRD goals. Performance appraisal focuses primarily on helping the
individual to develop his/her present role capabilities and to assume more responsibility for that
role. Potential appraisal focuses primarily on identifying the employees future likely roles
within the organization. The training is the means of developing the individuals personal

43

effectiveness or developing the individuals ability to perform his/her job role or future job roles.
Training also can strengthen interpersonal relationships (through training in communications,
conflict resolution, problem solving, transactional analysis, etc.) and increases team work and
collaboration.
Personnel
1.

To

maintain

HRD
existing

systems

and 1. To improve the abilities of the individuals.

procedures.

2. Organization wide function.

2. Isolated function

3. Thrust areas:

3. Thrust areas:

Salary & wages

Promotion & transfers
Disciplinary action
Industrial relations
Leave, LTC, etc.

1.6

Performance appraisal
Induction and training
Job rotation & Career planning
Direct contact meetings
Survey of organizational climate

Compensation

GENERAL MEANING OF COMPENSATION:Compensation is the remuneration received by an employee in return for his/her contribution
to the organization. It is an organized practice that involves balancing the work-employee
relation by providing monetary and non-monetary benefits to employees. Compensation is an
integral part of human resource management which helps in motivating the employees and
improving organizational effectiveness
.
IMPORTANCE OF COMPENSATION:-

44

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

An ideal compensation system will have positive impact on the efficiency and results
produced by employees. It will encourage the employees to perform better and achieve

the standards fixed.

It will enhance the process of job evaluation. It will also help in setting up an ideal job

evaluation and the set standards would be more realistic and achievable.
Such a system should be well defined and uniform. It will be apply to all the levels of the
organization as a general system.

The system should be simple and flexible so that every employee would be able to

compute his own compensation receivable.

It should be easy to implement, should not result in exploitation of workers.
It will raise the morale, efficiency and cooperation among the workers. It, being just and

fair would provide satisfaction to the workers.

Such system would help management in complying with the various labor acts.
Such system should also solve disputes between the employee union and management.
The system should follow the management principle of equal pay.
It should motivate and encouragement those who perform better and should provide

opportunities for those who wish to excel.

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

employees.
It aims at creating a healthy competition among them and encourages employees to work

hard and efficiently.

The system provides growth and advancement opportunities to the deserving employees.

45

The perfect compensation system provides platform for happy and satisfied workforce.

This minimizes the labour turnover. The organization enjoys the stability.
The organization is able to retain the best talent by providing them adequate

compensation thereby stopping them from switching over to another job.

The business organization can think of expansion and growth if it has the support of

skillful, talented and happy workforce.

The sound compensation system is hallmark of organizations success and prosperity. The
success and stability of organization is measured with pay-package it provides to its
employees.

Components of compensation system

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

Types of Compensation

Direct Compensation
Indirect Compensation

DIRECT COMPENSATION:Direct compensation refers to monetary benefits offered and provided to employees in return of
the services they provide to the organization. The monetary benefits include basic salary, house
rent allowance, conveyance, leave travel allowance, medical reimbursements, special
allowances, bonus, Pf/Gratuity, etc. They are given at a regular interval at a definite time.

46

Compensation provided to employees can direct in the form of monetary benefits

and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation
does not include only salary but it is the sum total of all rewards and allowances provided to the
employees in return for their services. If the compensation offered is effectively managed, it
contributes to high organizational productivity.
House Rent Allowance
Organizations either provide accommodations to its employees who are from different state or
country or they provide house rent allowances to its employees. This is done to provide them
social security and motivate them to work.

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

Leave Travel Allowance

These allowances are provided to retain the best talent in the organization. The

47

employees are given allowances to visit any place they wish with their families. The allowances
are scaled as per the position of employee in the organization.
Medical reimbursement
Organizations also look after the health conditions of their employees. The employees are
provided with medi-claims for them and their family members. These medi-claims include
health-insurances and treatment bills reimbursements.
Bonus
Bonus is paid to the employees during festive seasons to motivate them and provide them the
social security. The bonus amount usually amounts to one months salary of the employee.
Special Allowance
Special allowance such as overtime, mobile allowances, meals, commissions, travel expenses,
reduced interest loans; insurance, club memberships, etc are provided to employees to provide
them social security and motivate them which improve the organizational productivity.
INDIRECT COMPENSATION:Indirect compensation refers to non-monetary benefits offered and provided to employees in
lieu of the services provided by them to the organization. They include Leave Policy,
Overtime Policy, Car policy, Hospitalization, Insurance, Leave travel Assistance Limits,
Retirement Benefits, Holiday Homes.
Leave Policy
It is the right of employee to get adequate number of leave while working with the
organization. The organizations provide for paid leaves such as, casual leaves, medical
leaves (sick leave), and maternity leaves, statutory pay, etc.

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

48

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

Insurance
Organizations also provide for accidental insurance and life insurance for employees.
This gives them the emotional security and they feel themselves valued in the organization.
Leave Travel
The employees are provided with leaves and travel allowances to go for holiday with

49

their families. Some organizations arrange for a tour for the employees of the organization.
This is usually done to make the employees stress free.
Retirement Benefits
Organizations provide for pension plans and other benefits for their employees which
benefits them after they retire from the organization at the prescribed age.
Holiday Homes
Organizations provide for holiday homes and guest house for their employees at
different locations. These holiday homes are usually located in hill station and other most
wanted holiday spots. The organizations make sure that the employees do not face any kind
of difficulties during their stay in the guest house.
Need of Compensation Management: A good compensation package is important to motivate the employees to increase the
organizational productivity.
Unless compensation is provided no one will come and work for the organization.
Thus, compensation helps in running an organization effectively and accomplishing
its goals.
Salary is just a part of the compensation system, the employees have other
psychological and self-actualization needs to fulfill. Thus, compensation serves the
purpose.
The most competitive compensation will help the organization to attract and sustain
the best talent. The compensation package should be as per industry standards.

50

Strategic compensation is determining and providing the compensation packages to the

employees that are aligned with the business goals and objectives. In todays competitive
scenario organizations have to take special measures regarding compensation of the
employees so that the organizations retain the valuable employees. The compensation
systems have changed from traditional ones to strategic compensation systems.
Compensation Management in the Company:
As there are nine grades in the company i.e., G1 to G9, the management is
providing three different types of pay packages and they are as follows:
Wage and salary components:
G1 to G5 employees receive
Basic salary
House rent allowances
Transportation
Food expenses
Children education
Washing expenses
Conveyance reimbursement
G6 to G8 employees receive
Basic salary
House rent allowances
Transportation
G9 employees receive
Basic salary
House rent allowances
Deductions:
There are two types of deductions that is
Statutory deductions
Non- Statutory deductions

51

Statutory Deductions:
Under statutory deduction
Employee Provident Fund
Employee State Insurance
Professional Tax Salary in Advance
Bank Loan
Other Deductions like Damages etc.
Salary in Advance:
In some cases salary is paid in advance to the employees whenever there is a need
or in some emergency like, for medical or any other requirements of the employee. This
amount is been deducted in installments from the employees monthly salary.
Bank Loans:
If the employee have any bank loans the amount of monthly payment to the bank is
been deducted from the employees salary.
Damages:
If any damage of the Company property is done in the hands of the employee the
amount for the damage done is been deducted from the employees salary. If the damage
amount is high then the deductions is done in installment process.
PETROL REIMBURSEMENT
It is covered for G1-G3
E.g.: G1 gets 125 liters
FOOD COUPONS
Employees from G1-G5 are issued food coupons.
EMPLOYEE STOCK OPTION PLAN
Management guides the employees regarding proceedings and offers at a discount. Shares
are being allotted upon the designation and grade.
TOUR AUTHORISATION
All the employees are reimbursed when they go out for office purpose. E.g. G1 is eligible for
Air
G2 is eligible for Air and first class A/C.

52

For all remaining employees will get according to their grade eligibility.
GROUP PERSONAL ACCIDENT POLICY
In case of death of an employee it is given to the dependents.
G1- 25lakhs
G2- 15lakhs
G3- 12akhs
G4- 10lakhs
G5- 8lakhs
G6- 7lakhs
G7- 6lakhs
G8- 5lakhs
G9- 3lakhs
LEAVE TRAVEL ASSISTACE
Every employee after completion of probation period is eligible for LTA. But, they can avail
after completion of 1year of service, they are eligible for one current basic pay. LTA can
avail only for two calendar years.
TRANSFER BENEFITS & ALLOWANCES:All the employees transferred from one location to other shall be eligible for following
benefits and allowance. Allowance for packing and transportation of household goods,
vehicle etc. The concerned employees shall be reimbursed expenses incurred towards
packing, insurance, loading / unloading, transportation of house hold goods, vehicles etc.
against the production of actual bills.
Medical Benefits:
All executives, who are not covered under the ESI scheme, are entitled to reimbursement of
medical expenses incurred for self, spouse, children and dependent parents up to one months
basic salary every financial year.

Managers and above will be allowed to club their

entitlement for LTA and reimbursement of medical expenses and utilize the same flexibly for
both the purposes.
Staff in S1 grade who are not covered under ESI scheme, are entitled to reimbursement of
medical expenses incurred for self, spouse, children and dependent parents up to Rs. 2500/-

53

per anum. Claim for reimbursement of medical expenses can be made twice in a financial
year i.e. in October and April not later than 15 th of the month. However, the total amount
that can be claimed in a financial year on both occasions will not exceed the entitlement at
(a) and (b) above. Claims must be made in the prescribed form, supported by medical bills
and cash memos and submitted to Accounts Dept. The un-availed portion of entitlement of
any year can be carried forwarded to the following financial year. The entitlement for
reimbursement of medical expenses will be prorating to the employment during the financial
year. Therefore, if any employee leaves the employment during the financial year the
amount reimbursed in excess of the prorate entitlement will be recovered from the full and
final Settlement dues of the employee.
Pay Roll Section:
STEPS:
1. Collecting Attendance.
2. Updating of records.
3. Calculation of payroll.
4. Distribution of salary.
PROCEDURE:
After employee placement/joining the recruitment section handovers the details of the
employees enclosed in a file to the payroll department. In IVRCL Pay Roll process starts
from 25th of every month. First part is attendance, which will be coming from last 26 th to 25th
of the month. Salary is paid for 1st to 31st but attendance is calculated from 25th to 26th of the
month. The Pay Roll department then looks after the following aspect of the employees.
Time office management (attendance)
ATTENDANCE:
1.
2.
3.
4.

54

Leaves
Advances
Transfer order
New Joining

5. Left.
Leaves: There are three types of leaves.1.Casual leave 2.Sick leave 3.Earned leave .Casual
leaves-10
Sick leaves-10
Earned leaves-20

1. CASUAL LEAVE:
ELIGIBILITY:
All Trainees, Probationers and Permanent employees of IVRCL (irrespective of grades) are
entitled to CL of 10 working days in a calendar year.
The employees who join the organization during the year will be entitled to CL on prorate
basis to their service in that year.
GENERAL CONDITIONS

The CL will be credited in the beginning of the calendar year.

The un-availed CL will lapse at the end of the calendar year
Casual Leave is not encashable.
Holidays and Weekly offs falling during the C.L shall not be counted as part of C.L.
Employees are expected to apply for CL prior to availing the leave unless in the case of

unforeseen circumstances.
CL cannot be availed for less than half day or more than 3 days at a time or in a month.
The availing of CL should be distributed over the year i.e. one should not exhaust the
complete leave in the beginning of the year itself.
Casual Leave cannot be combined with any other type of leave. If employee takes
Casual Leave and there after continued Sick Leave the entire leave shall be converted as
Sick Leave only.
Employees must obtain prior sanction from the sanctioning authority before availing
Casual Leave. But due to sudden and unforeseen circumstances, if it is not possible for
the employee to obtain prior approval, then intimation may be sent to the leave
sanctioning authority about his inability to attend duty giving the reasons thereof and
should obtain approval on the first working day immediately on resuming duty.
Granting of Casual Leave shall be subject to exigencies of work and at the discretion of
the leave sanctioning authority.

55

2.SICK LEAVE:
ELIGIBILITY:
All Trainees, Probationers and Permanent employees of IVRCL (irrespective of grades) are
entitled to SL of 10 working days in a calendar year.
ESI coverable employees are also entitled to 10 days SL. But whenever they availed ESI SL
benefits, they should not availed company SL and this period will be shown in our payroll
as LOP. The employees who join the organization during the year will be entitled to only the
SL on prorata basis to their service in the year.
ACCUMILATION OF SL:
SL can be accumulated up to 60 days and the leave in excess of the same will be lapsed.
GENERAL CONDITIONS:
The SL will be credited in the beginning of the calendar year.
Sick Leave is not encashable.
The un-availed S.L will be carried forwarded to the following year.
SL can be combined with EL if the employee does not have sufficient SL to meet the
requirement.
Sick Leave is a contingency leave to be availed only when an employee is disabled
to work on account of sickness. Sick Leave should not be treated as a substitute for
Casual Leave.
Holidays and Weekly offs falling during the Sick Leave shall be counted as part of
Sick Leave only.
3.ENCASHMENT OF EL:
There is No provision of Encasement of EL during the service. But employees at the
time of separation are entitled to total encashment of EL up to 120 days only in the
following cases at his full & final settlement.
On termination of service by the company
On the death of an employee, in which case payment will be made to the dependents of
the deceased employee .

56

 When an employee resigns from service after giving due notice

On retirement from Companys service.
For calculation of EL encashment, only current Basic salary will be taken into account.
PROCEDURE OF AVAILING EL:
Applications for EL must be made in the prescribed Leave Card at least 15 days in advance
and sanctioned by the Head of the Department and should be submitted to the HR Dept.
prior to proceeding on leave.
GENERAL CONDITIONS:
The EL will be credited at the end of the calendar year.
The un-availed EL will be carried forwarded to the following year.
Earned Leave will be granted at the discretion of the Management and nothing shall
limit the right of the Management to refuse, revoke or curtail leave as the exigencies of
the Companys work may require.
Either weekly offs or paid holidays, fall in between the EL Period or prefixing /suffixing
shall not be counted as part of the EL.
In case the duration of Earned leave has to be extended for compelling reasons, the
information should reach the leave sanctioning authority at least 3 days before the
expiry of the sanctioned leave. The extended period of leave must be regularized within
48 hours after joining duty.
EL can be combined with SL, if the employee falls sick while availing EL and if he
does not have sufficient EL to meet the requirement.
LEAVE ON LOSS OF PAY:
Leave on loss of pay shall not be permitted.
However, the advance leave from the following year may be sanctioned as a special case
to the extent of accrued leave as on date with the prior sanction of General Manager and
above only.
2. Advance: If the employee takes any advance salary it is shown in the remarks column.
3. Transfer Order: After joining if a requirement is seen in any other particular area he is
posted there or if the employees needs transfer due to some problems and the particular

57

vacancy is available then he is transferred there.

4. New Joining: If any new employee joins his particulars are entered in the recorded.
5. Left: Terminated, Absconded, Resigned type of employees comes under this category.

Employee Benefit (medical reimbursement, Leave travel allowance)

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

1. Temporary Employees
2. Trainees-1yr
3. Permanent
4. Probation-6 months
G9-G5 (Probation, Temporary,

Trainees)

Employees

whenever

submits

the

resignation letter can resign from the company.

G4-G0 (Probation) Employees have to give 1 month notice letter.
G9-G5 (Permanent) Employees have to give 1month notice letter.
G4-G0 (Permanent) Employees have to give 3 months notice letter.

STEPS:
Resignation Acceptance.
No dues certificate.
Full & Final settlement.
Full & Final settlement copies send to account department for verification.
Next it will be passed to cash department for preparation of cheque.
Cash department dispatches the cheque, Final copy, Experience letter(if he is
permanent employees) Form-19, Form 10c to employee address.
The employee fills up the forms and sends it back, then P.F section members sends
the form to Government Office according to the norms they make payment to the

58

employees via bank.

Statuary compliance
Employees Provident Funds and Misc. Provisions Act, 1952 Employees Pension

Scheme Act, 1995

The Act extends to the whole of India except the State of J&K. It is applicable to:
-

Every factory engaged in any industry specified in Schedule I in which 20 or more

persons are employed.

Contract labour is included but casual labour is excluded for counting the strength of
employees.

An apprentice is only a learner and not an employee. Trainees cannot be taken as

employees. Sweepers and Chowkidars drawing paltry sums per month and not borne
on the regular staff sheet are to be excluded from the employment strength.

A newly set-up establishment for an initial period of 3 years from the date on which
such establishment is, or has been set up.

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

In case of all other establishments employing 20 or more persons 12% of the

wages, DA, etc.

Once EPF Act is applicable, automatically, Employees Pension Scheme, 1995 and DepositLinked Insurance Fund are also applicable.
Employees: 12% of their basic salary
Employers:

59

8.33% Pension Scheme

12 % sub divided into

3.67% EPF

EPF & Pension Scheme

The maximum contribution to an employees pension scheme is Rs.541 irrespective of

employees salary more than Rs.6500.
Obligation of Employers:
- To pay the employers and employees contributions and administration Charges as
required under the Act.
- Return of ownership in Form No.5A within 15 days of the applicability of the Scheme.
- Return of Membership of employees First in Form no.9 and then in Form No.5 together
with Declaration in Form No.2) within 15 days of close of every month.
- A return in the prescribed form in respect of employees leaving the service during the
month, within 15 days of close of every month. Where there is no employee becoming a
member of the fund or leaving service during the month, the employer shall send a Nil
Return.
- Return of Contributions with copies of challans within 25 days of close of each month.
- Annual Return of Contribution in Form No.6-A.-within one month of the close of each
year.
Records to be maintained:

Contribution Cards, Eligibility Register, PF Register, PF

Ledger, Inspection Book.

Obligation of Employees:
-

To furnish Declaration and Nomination form at the time of employment or joining the
fund.

Allow the employer to deduct the employees contribution every month and deposit
the same with the PF Commissioner.

Monthly & Annual Returns:

60

Documents required for monthly filing:

-

SBI bank challans (4)

Form 5
Form 10
Form 12 A
Official Covering letter

The employer has to submit the above said documents at the nearest authorized SBI Bank
along with the challans by 15th of every month. Bank keeps 2 challans for their reference in
which 1 challan is sent to the Regional PF Office and returns the other 2 challans to the
employer. The employer with two challans files 1 each to the copy of the submitted
documents and forwards 1 set of file to the Regional PF Office by 25 th of every month and
maintains a set for acknowledgement purpose.
Documents required for annual returns:
-

Form 6A
Form 3A
Official Covering letter
Reconciliation Statement

The employer has to submit the above said documents at the Regional PF Commissioner
Office by 30th April of every year.
ESI Act, 1948
The Act is applicable to whole of India where
-

the industries carry manufacturing process by engaging 10 or more workmen by

using electric power or

20 or more persons without using electric power.

Wage Limit: Rs.10000/- (inclusive of all allowances) p.m.

For becoming ESI Member, no Overtime amount is taken into account, but for contribution
purpose, it is taken into account.
Employee Contribution: 1.75%
Employers Contribution: 4.75%
Maternity Benefit Act and Workmen Compensation Act are not applicable where ESI Act is

61

applicable.
Return of Contributions
The employer should prepare a Return of Contributions in Form 5, in quadruplicate (4
copies), by entering details in the ascending order on insurance numbers and draw the totals.
This return of contributions along with the receipted copies of challans of monthly payments
should be submitted to the Regional Office, with 30 days of the end of contribution period,
or closure of the factory or the establishment.

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

Contribution Period and Benefit Period

The period, during which an employee is entitled to, or avails of a benefit, is called the
benefit period. The amount of benefit is calculated with respect to the contributions paid
during the corresponding contribution period, which are as follows:
Contribution Period
(i) 1st April to 30th September

Benefit Period
1st January of the following year to
30th June.

(ii) 1st October to 31st March of

1st July to31st December.

the following year

Identity Cards
Every member employee shall be provided a Permanent Identity Card. The employer shall
hand over the Identify Cards to those employees who have been in employment for atleast 3
months and obtain his signature/thumb impression on the Identify Card and in a register in
token of receipt of the card. If any employee leaves service before 3 months, his Identify

62

Card

and Temporary Identification Certificate should be returned to the Regional Office.

Deduction for Employees Contribution from Wages

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

Last Wage Drawn

15

No. of years in service

26
Maximum Gratuity should not exceed Rs. 3, 50, 000
Wage means whatever you are calculating for EPF purpose.
Eligibility: After completion of 5 years total service (for this purpose 6 months and above
can be rounded off to full years services and less than 6 months need not be.). For eligibility,
it is after 5 year service, but for payment, from the date of joining, the period will be taken
into calculation. In death case, this 5 year services is waived off that means, if an employee
dies after completion of 3 year total service, his nominee is eligible to get 3 years Gratuity
amount from the organization. Employer is to take Nomination Form as per rules from the
employee concerned once he completes one year service from the date of joining. Forfeiture
or Deductions are allowable from the Gratuity amount as per provisions stipulated in the Act.

63

The Maternity Benefit Act, 1961

Objectives
The Maternity Benefit Act, 1961, aims at regulation of employment of women employees in
certain establishments for certain periods before and after child birth and provision of
maternity and certain other benefits. Some State Acts also provide for additional benefits
such as free medical aid, maternity bonus, provisions of crches, additional rest intervals, etc.
Scope and Coverage
The Act extends to the whole of India and is applicable to every factory, mine or
plantation (including those belonging to Government) and an establishment engaged in the
exhibition of equestrian, acrobatic and other performances, irrespective of the number of
employees, and to every shop or establishment wherein 10 or more persons are employed or
were employed on any day of the preceding 12 months. The State Government may extend
the Act to any other establishment or class of establishments; industrial, commercial
agricultural or otherwise.
However, the Act does not apply to any such factory/other establishment to which the
provisions of the Employees State Insurance Act are applicable for the time being. But
where the factory/ establishment is governed under the E.S.I Act, and the woman employee
is not qualified to claim maternity benefit under section 50 of that Act, because her wages
exceed Rs. 3,000 p.m. (or the amount so specified u/s 2(9) of the ESI Act), or for any other
reason, then such woman employee is entitled to claim maternity benefit under this Act till
she becomes qualified to claim maternity benefit under this Act till she becomes qualified to
claim maternity benefit under the E.S.I Act.
Employees Entitled
Every woman employee, whether employed directly or through a contractor, who has
actually worked in the establishment for a period of at least 80 days during the 12 months
immediately preceding the date of her expected delivery, is entitled to receive maternity
benefit.
The qualifying period of 80 days shall not apply to a woman who has immigrated into the
State of Assam and was pregnant at the time of immigration.
For calculating the number of days on which a woman has actually worked during the

64

preceding 12 months, the days on which she has been laid off or was on holidays with wages,
shall also be counted. There is neither a wage ceiling for coverage under the Act not there is
nay restriction as regards the type of work a woman is engaged in. Female workers engaged
on casual basis or on muster roll on daily wages are also entitled to benefit under the Act
since there is nothing in the Act which confers the benefit only on regular woman employees.
Amount of Benefit
The maternity benefit is payable to a woman worker at the rate of average daily wages for
the period of her actual absence, during the benefit period. Wages for his purpose includes
basic wages, dearness and house rent allowance, incentive bonus and money value of
concessional supply of food grains and other articles.
If a woman dies during the benefit period, the benefit is payable(i)

up to and including the day of her death, in case she dies without delivering a
child;

(ii)

for the entire period, in case she dies after delivering the child; or

(iii)

up to and including the day of childs death, in case the child also dies during
that period.

The benefit is payable for a maximum period of 12 weeks of which not more than six
weeks shall precede the date of her expected delivery.
Payment of Maternity Benefit
The employer is liable to pay the amount of maternity benefit for the period preceding the
date of expected delivery, in advance to the woman employee on production of the proof of
pregnancy (in the prescribed form). The balance of amount due for the subsequent period
should be paid within 48 hours of production of proof of delivery (in the prescribed form).
The Workmens Compensation Act, 1923

Objectives
The Workmens Compensation Act, 1923, aims to provide workmen and /or their dependents
some relief in case of accidents arising out of and in the course of employment and causing

65

either death or disablement of workmen.

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

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

Employees Entitled
Every employee (including those employed through a contractor and also casual employees),
who suffers an injury in any accident arising out of and in the course of his employment,
shall be entitled for compensation under the Act.
The interpretation of the definition of workman should be on purposive approach, and not
on the orthodox approach. A person employed in a factory which is yet to commence
production would not be deprived of the benefit of the provisions of the Act. The workman
employed in a premises where manufacturing

66

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

manufacturing process. Any person engaged in such premises who is contributing for the
intended manufacturing process would be deemed to be workman for the purpose of the Act.
Amount of Compensation
The amounts of compensation payable by the employer shall be calculated as follows;
(a) In case of death.

50% of the monthly wages x Relevant

Factor or Rs. (80,000), whichever is
more.
And Rs. (2,500) for funeral expenses.

(b) In case of total permanent disablement

60% of the monthly wages x relevant

factor
specified under Schedule I.

Relevant

Factor

or

Rs.

(90,000),

whichever
is more.

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

specified under Schedule I.

payable in case (b) above as is the

percentage of the loss in earning
capacity
(specified in Schedule I)

(d) In case of partial permanent

Such percentage of the compensation

payable in case (b) above, as is
proportionate to the loss of earning
capacity

Notes:
(i) Relevant Factor for calculation of the amount of compensation have been

67

specified in Schedule IV of the Act.

(ii) Where the monthly wages of an employee exceed Rs. 4000; his monthly
wages for the purposes of case (a) and 9b) above, shall be deemed to be Rs. 4000 only.
(iii)Monthly wages; for this purpose means
(a) Where the workman has been in continuous service of the employer for a period
of atleast 12 months preceding the accident.

Monthly Wages =

Total wages due for the last 12 months

--------------------------------------------------12

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

Total wages due for the period of 12

Months preceding the accident being
Earned by a similar workman (i.e.on
Same work)

Monthly Wages =

-------------------------------------------------12

(c) In any other case:

Total wages earned in the last
Continuous period of service
Monthly Wages

68

---------------------------------------------------------

Number of Days in such period

Continuous service shall be a period of service not interrupted by absence
from work for a period exceeding 14 days.

(i)

Wages for the purposes of this Act, includes any benefit or perquisite expressible in
terms of money but excludes traveling allowance/concession, employers
contribution to a pension or provident fund or a sum paid to cover any special
expenses incidental to his employment.
comprehensive.

The definition of wages is very

It includes bonus, night out allowance, dearness allowance,

gratuity, free quarter, food allowance, overtime.

(ii)

Where an accident occurs outside India, the amount of compensation payable under
the Act shall be reduced by the amount of compensation, if any, awarded to such
workman in the foreign country.

Medical Examination
The employer may get the concerned workman examined by a qualified medical practitioner,
within 3 days from receiving the notice of accident. The employer must present himself for
such examination otherwise he shall loose his right to the compensation.
Failure of employer to have the workman medically examined, does not debar him from
challenging the medical certificate produced by the workman.

HSEQ

SAFETRY MEASURE AT IVRCL:

69

HEALTH, SAFETY, ENVIRONMENT AND QUALITY (HSEQ)

Every job involves certain risks. In order to provide a safer and healthy atmosphere at work
place HSEQ is strengthened at all levels in IVRCL.
There is a possibility of occurrence of risk either from external and internal sources. External
sources hear referred to infrastructure and internal sources referred to Behavior of
employees. HSEQ is involved in regulation and controlling the risks involved in jobs.
How to control?
Management of IVRCL is very much concerned about safety measures of its employees.
Hence it posses HSEQ department where all the matters are taken care by them.
How it does?
Formally and structured site induction training program are conducted by them and make
aware of Health requirements to be maintained.
Awareness about the hazards and safety measures
Environmental friendly methods
Assures quality based products/services
ACIVEMENTS:
ISO- 9001:2008
ISO-14001:2004
OHSAS-18001:2007

OBJECTIVE:
-

Quality based products/ services.

Customer Satisfaction

Quality Awareness

Desire for Excellence

Continual Improvement

Zero accidents

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

70

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

workplace.

Safety is a culture, not a program. The combined commitment and participation of the
entire organization is necessary to create and maintain an effective safety culture. Every
person in the organization, from the top management of the corporation to the newest
employee, is responsible

and accountable for preventing

injuries.

Management is responsible. Managements responsibilities are to lead the safety effort in a

sustained and consistent way, establish safety goals, demand accountability for safety
performance and provide the resources necessary for a safe workplace. Managing safety is
the responsibility of every supervisor, from the first line supervisor to the chairman of the
board.
Employees must be trained to work safely. Awareness of safety does not come naturally.
We all need to be trained to work safely. Effective training programs both teach and motivate
employees to be a

productive part of the safety culture.

Safety is a condition of employment. The employer must exhaust every reasonable means
to lead, motivate, train and encourage employees to maintain a safe workplace.
But, in the event the employee refuses to take the actions required to work safely, the
employer must utilize a system of progressive discipline to enforce safety requirements and
ensure the cooperation of the employee, or remove the employee from the workplace to
protect the employee and his/her

co-workers.

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

71

fundamental belief that injuries are, by their nature, preventable is a catalyst that encourages
us to prevent injuries.
Safety programs must be site-specific with recurring audits of the workplace and
prompt corrective action. The purpose of the workplace audit is to discover and remedy the
actual hazards of the site before they can injure workers. Recurring hazard analyses,
comprehensive inspections and aggressive investigation of accidents or near-misses discover
potential workplace hazards and identify weaknesses in safety plans, programs, policies and
procedures. Safety regulations and generic safety programs are not sufficient means to
discover hazards because they are not specific to the individual workplace. A safety audit
program is site-specific. Whenever a safety deficiency is found, prompt action is required
both to overcome the hazard and to reinforce the message that safety is a priority.
Safety is good business. Reducing workplace injuries and illnesses reduces the costs of
workers compensation, medical expenses, potential government fines and litigation
expenses. Effective workplace safety is not an expense. It is an asset. A properly managed
safety culture based on these eight principles of workplace safety will produce employees
who participate actively in training, identify and alert one another and management to
potential hazards and feel a responsibility for their safety and the safety of others. Accepting
safety as an ethical responsibility demonstrates a sincere concern for each employee, which
establishes the foundation for an effective safety culture
Integrated Management System (IMS) Policy
IVRCL infrastructures & projects Ltd. Is implementing IMS with the following philosophy:
Service quality
Customer satisfaction
Leadership objectives
System and process
Continual improvement
Training & development
Sensitivity to environment
Occupational health and safety
Legal compliances

72

ISO = International Organization for Standardization.

IVRCL is ISO certified company which has three separate divisions until it has been
implemented IMS policy. The three divisions were Quality, Environment and safety. As a
result of IMS policy IVRCL is forbidden by the rules and regulations of ISO by maintaing
safety, health, quality and environmental factors at the sites/projects.
Auditing is done both internally and externally at the sites/projects by the authorized persons
appointed by the ISO and organization. Internal audit is done once in six months while the
external audit is done once in nine months. The company has acquired IMS certificate which
is valid for 3 years and can be renewed after the expiry by filing the necessary documents.
IVRCL makes sure that protective and safety measures are taken at the sites in preventing the
labour from the fatal accidents. Quality checks are done very often to overcome the later
damages that could occur after the completion of the site/project. The following are the
safety measures that are followed at the site by the labours:
1.
2.
3.
4.
5.
6.
7.
8.

Safety Helmet
Eye & Face Protection
Dust mask
Ear Muffs/Earplug
Safety Belt & Harness
Foot and Leg Protection
Safety Nets
Eye wash Fountains

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

activities. IVRCL follows a systematic approach to pollution prevention to achieve continual
performance improvement.

Promotes awareness among the contractors, suppliers and

customers for shared responsibility towards environmental protection.

73

Data Analysis

74

DATA ANALYSIS& INTERPRETATION

1. How many days in a week do you normally work.
S.NO
1
2
3
4

NO.OF RESPONSE
LESS THEN 5 DAYS
5 DAYS
6 DAYS
7 DAYS
TOTAL

NO.OF
RESPONDENTS

Interpretation:
90% of the employees are working 6 day in a week.
10% of employees are working 7 days in a week.

75

0
0
18
2
20

PERSENTAGE
0
0
90
10
100

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

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

S.NO
1
2
3
4
5

NO.OF
NO.OF RESPONSE
RESPONDENTS
PERSENTAGE
7-8 HOURS
3
15
8-9 HOURS
9
45
9-10 HOURS
5
25
10-12 HOURS
3
15
MORE THEN 12 HOURS
0
0
TOTAL
20
100

Interpretation:
15% of employees are working 7-8 hours per day.
45% of employees are working 8-9 hours per day.
25% of employees are 9-10 hours.
15% of employees are 10-12 hours.

76

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

3. Do you generally feel you are able to balance your work life.
S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

NO.OF
RESPONDENTS
15
5
20

PERSENTAGE
37
13
50

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

77

4. How do you feel about the amount of the time you spend at work.
S.NO
1
2
3
4
5

NO.OF RESPONSE
VERY UNHAPPY
UNHAPPY
INDIFFERENT
HAPPY
VERY HAPPY
TOTAL

Interpretation:
5% employees feel very unhappy.
5% employees feel unhappy.
25% employees feel indifferent

78

NO.OF
RESPONDENTS
1
1
5
11
2
20

PERSENTAGE
5
5
25
55
10
100

55% employees feel happy

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

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

S.NO

NO.OF RESPONSE
1 YOGA
2 READING BOOKS
3 ENTERTAINMENT
TOTAL

NO.OF
RESPONDENTS

Interpretation:
80% of employees are in to entertainment
10% are doing Yoga
10% are Reading books

79

2
2
16
20

PERSENTAGE
10
10
80
100

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

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

S.NO

NO.OF RESPONSE
1 YES
2 NO
3 NOT AWARE
TOTAL

NO.OF
RESPONDENTS
2
7
11
20

PERSENTAGE
10
35
55
100

Interpretation:
55% of employees are not aware the separate policy for work life balance
35% of employees have said no

80

10% of employees have said yes

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

7. Does your organization provides you with following additional work provision.
(i). Telephone for personal use.
S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

Interpretation:

81

NO.OF
RESPONDENTS

PERSENTAGE
2 6
15
17

44
100

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

(ii). Counseling service for employees.

S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

NO.OF
RESPONDENTS

PERSENTAGE
6
19
10
31
16
51

Interpretation:
From the sample size 20, 16 members have gave response for this question
19% of employees have the counseling service

82

31% are saying NO they dont have counseling service

From the above analysis we can know that maximum no of employees are not taking part in
counseling, very less percent of employees are going for counseling.

(iii). Health programs.

S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

83

NO.OF
RESPONDENTS

PERSENTAGE
11
32
6
18
17
50

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

(iv). Parenting or family support programs.

S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

84

NO.OF
RESPONDENTS

PERSENTAGE
5
17
10
33
15
50

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

(v).Exercise facilities.
S.NO

NO.OF RESPONSE
1 YES
2 NO
3 YES BUT NO TIME
TOTAL

85

NO.OF
RESPONDENTS
4
5
7
16

PERSENTAGE
25
31.25
43.75
100

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

(vi). Relocation facilities and choices.

S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

86

NO.OF
RESPONDENTS

PERSENTAGE
4
14
10
36
14
50

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

(vii). Transportation
S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

87

NO.OF
RESPONDENTS

PERSENTAGE
3
9
14
41
17
50

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

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

S.NO

NO.OF RESPONSE
CARRYING HOME MADE
1 FOOD
2 FOOD FROM ORGANIZATIONS

88

NO.OF
RESPONDENTS

PERSENTAGE
18
2

90
10

CAFTERIA
3 OTHERS
TOTAL

0
20

0
100

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

8 .(ii). Are you satisfied with quality of food, In which the company is contributing 20.Rs and
employee contribution is 15. Rs.?
S.NO

89

NO.OF RESPONSE

NO.OF
RESPONDENTS

PERSENTAGE

1 YES
2 NO
TOTAL

7
10
17

21
29
50

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

9. Do you feel work life balance policy in the organization should be customized to individual
needs.
S.NO

90

NO.OF RESPONSE

NO.OF
RESPONDENTS

PERSENTAGE

1
2
3
4
5

STRONGLY AGREE
AGREE
INDIFFERENT
DISAGREE
STRONGLY DISAGREE
TOTAL

4
10
3
2
1
20

20
50
15
10
5
100

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

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

S.NO

91

NO.OF RESPONSE

NO.OF
RESPONDENTS

PERSENTAGE

1 YES
2 NO
TOTAL

13
7
20

32
18
50

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

11. Are you aware of welfare program and committee members and procedures.
S.NO

92

NO.OF RESPONSE

NO.OF

PERSENTAGE

RESPONDENTS
1 YES
2 NO
THERE BUT NOT
3 AWARE
TOTAL

8
4

40
20

8
20

40
100

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

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

93

S.NO
1
2
3
4

NO.OF RESPONSE
QUICKLY
VERY QUICKLY
LATE
VERY LATE
TOTAL

NO.OF
RESPONDENTS
14
2
0
0
16

PERSENTAGE
87.5
12.5
0
0
100

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

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

94

S.NO

NO.OF RESPONSE
1 YES
2 NO
TOTAL

NO.OF
RESPONDENTS

PERSENTAGE
18
2
20

45
5
50

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

14. Work and personal life both depends on time factor, how you balance both.?

95

Some of the employees have gave the response for the above question like this
8:00 am to 8:00pm think about professional/work life, 8:00pm to 8:00am think about personal
life, dont take work to home and dont bring home @ work.
Balance both by managing my time, scheduling the work.
Should be balance with proper planning.
If the employee is healthy, then definitely the organization will be healthy.
More towards work less towards personal life.
It is difficult to balance both, but for winning the competition we have to balance both.
Complete work in time & Should not take pressure on mind if we take pressure we cant balance
both

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

By organizing specific programs like flexible timing, Job rotation.
Company must propose some strategies for the benefit of the employees which will enable the
people to standardize the employee work life.
Number of working hours from Monday to Friday can be increased, at least alternative Saturday
can be a holiday.
By providing good facilities i.e management programs, transportation etc.

FINDINGS

96

 From the table 1&2, it is inferred that weekly most of the employees are working more
then regular timings.
From the table 3, it shows that employee work life balance in IVRCL is good, with the
policies and procedures.
From the table 4, the working environment is very good and the employees are not
feeling stress in office with that they are not feeling its again Monday.
From table 5, most of the employees are going for entertainment programs
From table 6, can know that there will be no separate work life balance in any company
but have to balance the employees work life with company policies and procedures.
From table 7, company is providing Health programs, family support programs, exercise
facilities, relocation facilities & choices but no transportation.
From table 8, Organization is providing the food in cafeteria by contributing 20 Rs per
plate
From table 9, the policies for work life balance should be customized to individual needs.
From table 11, most of the employees are not aware of welfare programs.
from table 12, the response goes from HR department is very quick.

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

97

 The effective employee work life have better organizational commitment which leads to
better production output and minimum employee turnover.
Continue with the environment and sanitation hygiene facilities as the employees are very
much satisfied with them.
Quality of food in the canteen must be improved so that it will satisfy the employee
tastes.

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

98

 To win the competition and getting success in present market, and the success gets only
from hard work, for the success know more than others, work more than others & expect
less than others(Williams Shakespeare).
There may be several reasons for not providing the transportation, employees are willing
that at least they should have flexible starting time in morning within one hour.
The companies contribution in employees meals is 20.Rs and employee contributing
15.Rs , there should be some improvement in quality wise
Since employees are the backbones of the company so company should satisfy them in
order to improve the business in higher competitive world.

BIBILIOGRAPHY

WEBSITES

99

www.ivrcl.com
www.ezine.articles.com
www.citehr.com
www.scribd.com
www.hrvillage.com
JOURNALS
NHRD
MIHIR

ANNEXTURE
QUESTIONNAIRE ON WORK LIFE BALANCE
I am P.NARESH KUMAR student of (PGDM) Dhruva college of management .kindly
requesting you to fill the following questionnaire with the suitable options provided and your

100

opinion. This is only for my survey purpose but not for any other use, and the information
collected shall be put in confidential.
NAME:
GRADE:
DEPARTMENT:
1. How many days in a week do you normally work?
a) Less than 5 days

b) 5 days

c) 6 days

d) 7 days

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

a) 7-8 hours

b) 8-9 hours

c) 9-10 hours

d) 10-12 hours

e) More than 12 hours

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

b) No

4. How do you feel about the amount of time you spend at work?
a) Very unhappy

b) Unhappy

c) Indifferent

d) Happy

e) Very happy

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

a) Yoga

b) Meditation

c) Entertainment

d) Others, specify_________.

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

b) No

c) Not aware

(ii). If, yes what are the provisions under the policy?
a) Flexible starting time
b) Flexible ending time c) Flexible hours in general
d) Holidays/paid time-off e) Job sharing f) Career break/sabbaticals g) Others, specify________
7. Does your organization provide you with following additional work provisions?
i) Telephone for personal use
j) Counseling services for employees
k) Health programs
l) Parenting or family support programs
m) Exercise facilities
n)Relocation facilities and choices
o) Transportation
p) Others, specify______________.
8. (i) What is your preference for food?

101

a)Yes
a)Yes
a)Yes
a)Yes
a)Yes
a)Yes
a)Yes

b)No
b)No
b)No
b)No
b)No
b)No
b)No

c)Yes, but no time

a) Carrying home made food

c) Others, specify__________.

b) Food from the organizations cafeteria

(ii) If, b) Are you satisfied with Quality of food, In which the company is contributing 20.Rs and
employee contribution is 15.Rs.? a)Yes
b)No
9. Do you feel work life balance policy in the organization should be customized to individual
needs?
a) Strongly agree

b) Agree c) Indifferent d) Disagree

e) Strongly disagree

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

b) No

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

b)No

c) there but not aware

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

b) Very Quickly

c) Late

d) Very late

13. Do you think that if employees have good work-life balance the organization will be more
effective and successful.?
a) Yes
b) No
If yes please explain.
__________________________________________________
14.Work and personal life both depends on time factor, How You balance both.?
_______________________________________________________________
15.How to standardize the employee work life balance.?
___________________________________________________
Thank you very much for your time.

102