PREFACE The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it's important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization. The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee's Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc. This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.Project Report On Work Life Balance of Employees CONTENTS ‘SL.NO. TOPIC PAGE NO. cater 1: INTODUCTION OF CONCEPT (work tite salance) 1.1 | History 4.2 What Ils Work Life Balance? 1.3 What's The Issue 14 Drivers For Change 15. Effect Of Work-Life Balance 1.6 ‘Characteristics 1.7 | Work Life Balance Benefits As 1.8 Some Reasons For WLB 19 Balancing 5 Things In WLB 4.40 Work Life Balance Includes 1.11 | Stress And Work Life Balance 142 Flexible Work Life cHapTer 2; PROFILE OF BUSINESS UNIT cHapter 3: STUDY OF SELECTED METHODOLGY 3.1 | Research Objective 3.2 | Sample Information 3.3 _| Analysis Design 3.4 Analysis Of Data cuapter 4: FINDINGS AND CONCLUSION 4.4 | Summary Of FindingsProject Report On Work Life Balance of Employees 4.2 Conclusion 43 Limitations 44 Recommendation cHapTer 5: ANNEXURE_ 5.1 Figure Of Work Life Balance 5.2 Questionnaire 5.3 BibliographyCHAPTER 1 INTRODUCTION OF CONCEPT (Work life balance)Project Report On Work Life Balance of Employ History The work-leisure dichotomy was invented in the —mid-1800s.Paul Krassneer remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work-life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life, In the United States, this phrase was first used in 1986, Most recently, there has been a shift in the workplace as a result of advances in technology. Employees have many methods, such as emails, computers, and cell phones, which enable them to accomplish their work beyond the physical boundaries of their office. Researchers have found that employees who consider their work roles to be an important ‘component of their identities will be more likely to apply these communication technologies to work while in their non-work domain, Many authors believe that parents being affected by work-life conflict will either reduce the number of hour's one works where other authors suggest that a parent may run away from family life or work more hours at a workplace. This implies that each individual views work-life conflict differently, Employee assistance professionals say there are many causes for this situation ranging from personal ambition and the pressure of family obligations to the accelerating pace of technology. According to a recent study for the Center for Work-Life Policy, 1.7 milion people consider their jobs and their work hours excessive because of globalization, WHAT IS WORK-LIFE BALANCE? Work-life balance is about effectively managing the juggling act between paid work and the other activities that are important to people. It's not about saying that work is wrong or bad, but that work shouldn't completely crowd out the ather things that matter to people like time with family, participation in community activities, voluntary work, personal development, leisure and recreation. The ‘right’ balance is a very personal thing and will change for each person at different times of his or her lives. For some people the issue is being able to get into work or find more work rather than having too much work. There is no ‘one size fits all’ solution.Project Report On Work Life Balance of Employees A balanced life is one where we spread our energy and effort - emotional, intellectual, imaginative, spiritual and physical - between key areas of importance, The neglect of one or more areas, ar anchor points, may threaten the vitality of the whole. WHAT'S THE ISSUE? Workslife balance is increasingly an issue for any country. Jobs, the workplace and the workforce are changing as: » More women and sole parents go into work. » More people juggle more than one job. » The workforce ages and is increasingly diverse. > Businesses continue to compete globally to hire skilled workers. > Technology changes the way we work - e.g. call phones and PCs blur the distinction between work and personal time, For any country, the two biggest work-life balance problems are: ¥ People with not enough work or income ¥ People who have too much work: the low paid who need to work long hours fo eam enough and the higher paid who may feel trapped into working more hours than they want to. Through the consultation, employers told that they wanted to address work- life balance issues in their workplaces, and that they wanted practical tools to implement work: the key issues for them in achieving work-life balance concemed their caring responsibilities, workplace practices and cultures, and the need to earn sufficient balance initiatives. Workers, families and individuals told us that income. Drivers for Change Worklife balance has become increasingly important for a number of social and economic reasons that are making: organizations think about how they workoject Report On Work Life Balance of Employees > Goverment think about how people balance paid and unpaid work and care > Individuals think about the role work has and will have at different stages of their lives. Broadly, this is influenced by changes to markets, ways of working, the labour market and expectations of work. In the public sector, these drivers mean: > Pressures to increase efficiencies while at the same time responding to the demands of service users, creating more flexible and responsive public services. > That there is a need to understand better and respond to customer requirements in a population that is becoming older and more ethnically diverse. Therefore people who possess these skills and relationships are crucial to helping organizations understand new customer segments, promote creativity and cope with inereasingly complex business models, Effect of Work-Life Balance ‘The case for work-life balance tends to be made on two counts, “First, that work-life balance improves individuals’ health, wellbeing and job satisfaction. “Second, that business can benefit from work-life balance because these policies: > improve productivity and worker commitment reduce sickness absence \crease retention rates for talented workers and reduce replacement costs > allow organizations to recruit from a wider pool of talent > Enable organizations to offer services beyond usual business hours by employing workers on different shifts that fit in with caring responsibilities, Characteristics > Work Life Balance Business Benefits. % Not constant, comes and goes with life changes = Ittakes WORK = The process of seeking balance can be deeply rewardingProject Repert On Work Life Balance of Employees Work Life Balance benefits as > Altracts new employees > Helps to retain staff » Builds diversity in skills and personnel > Improves morale > Reduces sickness and absenteeism > Enhances working relationships between colleagues > Encourages employees to show more initiative and teamwork > Increases levels of production and satisfaction ¥ Decreases stress and burnout Some reasons for WLB ‘A review of public holidays and paid holidays across a sample of countries, including Australia, China, France, Germany, Singapore, the US and the UK shows that Indi actually quite comparable in terms of the number of days of vacation and holidays provided by law and general practice. It would, therefore, be fair to assume that the intent of law as well as the espoused values of organizations seems to be in favor of providing a fair amount of leisure and balance. Whether it has translated into reality is another matter. > Gender Concerns * Young Generation Identity Through Work Gender concerns Similar discrimination is experienced by men who take time off or reduce working hours for taking care of the family. For many employees today—both male and female—iheir lives are becoming more consumed with a host of family and other personal responsibilities and interests, Therefore, in an effort to retain employees, it is increasingly important for organizations to recognize this balance. Young generation According to Kathleen Gerson, Sociologist, young people “are searching for new ways to define care that do not force them to choose between spending time with theirProject Report On Work Life Balance of Employees children and eaming an income" and " are looking for definition of personal identity that do not pit their own development against creating committed ties to others readily. Young adults believe that parents should get involved and support the children both economically and emotionally, as well as share labor equally. Young people da not believe work-life balance is possible and think it is dangerous to build a life dependent on another when relationships are unpredictable, They are looking for partners to share the house work and family work together. Men and women believe that women should have jobs before considering marriage, for better life and to be happy in marriage. Young people do not think their mother's generations were unhappy. They also do not think they were powerless because they were economically dependent, Identity through work By working in an organization, employees identify. to some extent, with the organization, as part of a collective group. Organizational values, norms and interests become incorporated in the self-concept as employees increase their identify with the organization. However, employees also identify with their outside roles, or their “rue self", Examples of these might be parentalicaretaker roles, identifications with certain groups, religious affliations, align with certain values and morals, mass media etc, Most employees identify with not only the organization, but also other facets of their life (family, children, religion, etc.). Sometimes these identities align and sometimes they do not. When identities are in conflict, the sense of a healthy work-life balance may be affected. Organization members must perform identity work so that they align themsetves with the area in which they are performing to avoid conflict and any stress.Project Repert On Work Life Balance of Employees Figure 1 Work Life Balance Balancing 5 things in WLB (--s) | Life Balance, Figure 2 Work Life Balance > Family- Successful parenting, the culture of care and selflessness that are part of family life, requires energy, time, patience and a tolerance for mess and confusion... a tall order when the working day has proved stressful and long. The key question here is ‘who finds time fo care for whom?’ for what often happens is that the time- consuming listening part of relationships gets ditched in favour of quick fixes, and then the unattended get to feel unloved and react accordingly. Families need nurturing, and our responses have to be sufficiently deep and elastic to accommodate the unexpected, not just the scheduled bits that fit in neatly with our jabs. > Home: Home making is time-consuming. In the making of a home we create an atmosphere that reflects our sense of place in this world. Like a warm and familiar jumper, the home provides us with an extension of ourselves, a place where we can feel free in our emotions and content to be who we really are, The paradox is that the more we work, the more desperate we are to find such a home with its timelessProject Repert On Work Life Balance of Employees associations and the less time we have to create it. Homes can so easily become houses, pit stops that provide briefly for sleep, rest and the bare essentials in the intervals between works. > Friendships- t's often been said that the art of friendship requires cammon skills to an uncommon degree: a combination of affection, tolerance and patience as well as a sense of constancy in times of struggle and difference. Yet when our workelife balance spirals out of control, often friendships along with exercise are the first things to suffer. In a report entilled ‘Social Trends; British Social Attitudes Survey 30 (HMSO 2000) a significant factor over the past two decades is that we are seeing less of our best friends. Yet, as the extended family gets to be geographically more and more challenged, our friendships become increasingly relevant to our circle of mutual nurture and support. > Community- Like family, home and friendships, our local communities depend on our time and energy in order to function effectively, freely and spontaneously. It is in the reciprocal context of its activities that our communal identity can be experienced and enjoyed. Yet if we lose that vital life-work balance then the many activities through which neighborhood and locality are expressed are marginalized and we are the poorer for that neglect. Hobbies, interests and sporting pursuits derive much of their meaning through our interaction with others. If we fail to address the issues of work-life balance as a society then one of the first casualties will be the richness and diversity of community life, By work life balance we mean that all workers should have a right to work that does not damage their freedom to pursue activities & responsibilities outside the work place. That means making work more sensitive, arranging work more effectively & organizing it more intelligently. Work Life Balance Includes > Flexi-time > Staggered hours > Time off in eu > Compressed working hours > Shift swapping > Salf-roistering * Job sharing > Term-time working > Working from homeProject Report On Work Life Balance of Employees > Tele-working ® Breaks from homeProject Report On Work Life Balance of Employ Stress and work life balance:- The number of stress-related disability claims by employees has doubled according to the Employee Assistance Professionals Association in Arlington, Virginia, Seventy-five to ninety percent of physician visits are related to stress. It is clear that problems caused by stress have become a major concer to bath employers and employees, Symptoms of stress are manifested both physiologically and psychologically, Persistent stress can result in cardiovascular disease, sexual health problems, a weaker immune system and frequent headaches, stiff muscles, or backache. It can also result in poor coping skills, imitability, jumpiness, insecurity, exhaustion, and difficulty in concentrating. Stress may also perpetuate or lead to binge ealing, smoking, and alcohol consumption. The feeling that, simply working hard is not enough anymore is acknowledged by ‘many other Multinational/Private and round the clack working bank workers. “To get ahead, a seventy-hour work week is the new standard. What little time is left is often divwied up amang relationships, kids, and sleep.” This increase in work hours over the past two decades means that less time will be spent with family, friends, and community as well as pursing activities that one enjoys and taking the time to grow personally and spiritually. Unfortunately, many women feel additional stress when they must decide what they feel is best for their families or what is best for their career. According to Sylvia Hewlett, president of the Centre for Work-Life Policy, if.a woman takes time off to care for children or an older parent, employers tend to “see these people as less than full committed. It's as though their identity is transformed.” Brett Graff, Nightly Business Report correspondent states that (because a female may have trouble re-entering the market or, if she does find a position, it will ikely be a lower position with less pay) “If you thought choosing a baby name was hard, you have yet to wrestle with the idea of leaving your career to be a full-time mom or take care of an older parent...\Most will want to re-enter, but will do so accepting lesser positions or lower wages.” This circumstance only increases the work-life balance stress experienced by many women employees. Men who take time off or reduce working hours for taking care of the family experience similar discriminationProject Repert On Work Life Balance of Employees Flexible Work life A significant feature within the changing world of work is the need to develop a diverse, skilled and motivated workforce able to respond quickly and efficiently to client needs. Ensuring a committed, responsive and high performing workforce often depends on creating an environment that enables employees to more easily manage the demands of work and life—particularly their family responsibilities. Flexible work options for employees contribute to a positive, healthy and productive work environment. Flexible work options are defined as mutually agreed long- or short-term changes to working time and leave arrangements within the context of organizational needs. Their successful implementation depends on employee and management knowledge, pre-planning, regular review, and the creation of a supportive workplace culture. BENEFITS OF FLEXIBLE WORK: Workplace practice and culture impact on the work, family and life balance of all employees. International research and experience across both the public and private sector, and feedback within the Banking sector, highlights the tangible benefits of mutually agreed flexible work options and a supportive workplace culture. Benefits of flexible work options include: % Increased capacity to attract and retain ski professional staff. jad and specialist employees and Maximizing returns on training and professional development investment renewed energy and freshness contributing to resilience as well as increased morale, commitment and high work performance from staff. + Improved learning outcomes through matching work options and available Skills with student needs. ¥ Increased performance and productivity, through improved organizational climate, reduction of absenteeism and stress and a more efficient use of staff. i Competitive edge in altracting and maintaining high demand skills to the public education and training system and positive public recognition in both the education sector and across other industries.oject Report On Work Life Salance of Employees The benefits for businesses Research has repeatedly shown that there is significant business benefits associated with implementing work-life balance policies. In a Department of Labour scan of more than 85 case studies of organisations implementing work-life balance policies, employers ‘experienced benefits such as: + Improved recruitment and retention rates, with associated cost savings; > Reduced absenteeism and sick leave usage; > Areduction in worker stress and improvements in employee satisfaction and loyalty; > Greater flexibility for business operating hours; > Improved productivity: > Improved corporate image, becoming an ‘employer of choice’. The benefits for employees Employees in companies already implementing work - life practices enjoy significant benefits such as: > Being able to effectively manage multiple responsibilities at home, work and in the community without guilt or regret, > Being able to work in flexible ways so that earning an income and managing familylother commitments become easier > Being part of a supportive workplace that values and trusts staff. The benefits for families and communities Over the past 20 years the demands of the modern workplace are perceived to have impacted heavily on family and community life. Parents wish they had more time with their children, ‘Me time’ seems to be shrinking and an ageing population means eldercare is becoming a serious issue. There's also less time for volunteering. Wark-life balance initiatives can make it easier to juggle mukiple responsibilities at home, work and in the community. People with a gaod worklife balance are healthy physically, emotionally and socially, and have a sense of control over their life.CHAPTER 2 PROFILE OF BUSINESS UNITCHAPTER 3 STUDY OF SELECTED METHODOLGYProject Report On Work Life Balance of Employees Research methodology is a way to systematically solve the research problem. It may be understood as science of studying how research is done scientifically. Research objective:- y To study how the nature of family structure influences work related stress. To know that employees position in the firm affect their balance between dual life. To know that employees are willing to take advantage of flexible schedule. To know if individuals are able to attend their family as well as office gathering. To know that long working hour affect individual efficiency. ‘To know that is there health is affecting due to work. To know what are the top most priorities of employees. ‘Sample Information:- Data Collection Survey Type of Data Primary data & Secondary data Sample Area Pyrotech Electronics Pvt Limited ‘Type of Questionnaire Structured *| Research Instruments ‘Questionnaire, Observation & Personal Interview. | Statistical tools used aE Sample Size Column charts & Pie Charts 100 ‘Sampling Technique Random SamplingProject Report On Work Life Balance of Employees Analysis Design:- Gender of Participates Males are 60 and females are 40Project Report On Work Life Balance of Employees Family Structure of Participates 50 0 Family Structure 50 50 50 employees prefer to live in nuclear family where as 50 employees’ lives in joint family.Project Report On Work Life Balance of Employees Marital Status of Participates 70 60 60 | 2 50 8 s 40 £ 30 Ss 30 3 = 20 10 10 - 2 ° 0 Marital status: ‘wiartied 0 Widowed 10 =Bachelor 60 "|Divorced o 60 employees are bachelor, 30 married and 10 widowed Age of Participates 60 50 2 3 8 5 40 £ 30 g 20 = 10 a 7 a — ‘Age =Below 1s oO 18-25 50, 25-35 4 835-45 oO 45-65 5 =Above 65. oOProject Report On Work Life Salance of Employees: 50 employees are in 18-25 where as 45 employees are in 25-35 and only § are un age of 45-65,Project Report On Work Life Balance of Employees Analysis of Data:- 4) Normal Working Hour per Day Working Hour No. of Persons Lessthan 8 Bto 10 | 10to 12 hws "Working Hour 30 50 20 Interpretation:= Form the surveyed data it is clear that 50 employees are working from 8-10 hr daily. Even 30 employees from surveyed data are working for less than hrs per day. Due to privatization working hour is major factor which affect flexibility of employees.Project Report On Work Life Balance of Employees 2) Position of employees i é 5 g 0 Interpretation:~ Form the surveyed data it is clear that 40 employees are working at executive &Technical position. Even 10 employees from surveyed data are working at skilled craft & secretarial position. Due to privatization working is divided into various head so that best output can be taken.Project Report On Work Life Balance of Employees 3) Currently working as Working As No, of Persons. Full Time, 100 Interpretation:- Form the surveyed data it is clear that 100 employees are working as full time employees. Usually employees prefer to do work as full time rather than part time.Report On Work Life Bo 1 of Employers 4) Response of employees about the level of balance between work life and home life? Feeling about balance 2 § % § z Verywell | Some | Balanced | Somewh | Veryout Balanced what atout of of Balanced Balanced | Balanced *Feslingaboutbalance 30 40 30 ° ° Interpretation:- Form the surveyed data it is clear that 40 employees feel that their work life and home life is ‘somewhat balanced. Even 30 employees from surveyed data feel that their work life and home life is very well balanced & balanced. Max no of employees says that they can balance their dual life at certain heights.Report On Work Life Balance of Employees 5) Which of the following is best describing the level of stress among Employees about their work life Balance? Stress Level é s g 2 ak : very | Stressful Slightly | Notat all Stressful Stressful | Stressful “Suess Level 0 20 70 19 Interpretation:- Form the surveyed data it is clear that 70 employees feel that balancing dual life is slightly stressful, Even 20 employees from surveyed data feel that balancing dual life is stressful. Making balance between home n work lives increases the stress level.Project Report On Work Life Balance of Employees 6) How frequently employees do overstay in the office to finish their work? Overstay at Office $$ No. of Persons *L votei | Sone | aon. | Avere the Time Time "Overstay atOffice = 30 40 10 10 10 Interpretation:- Form the surveyed data it is elear that 40 employees sometimes do over stay at office to finish their work, Even 30 employees from surveyed data most of the times do over stay at office to finish their work, Max no of employees have to do over stay at office after their normal time to finish their work,Project Report On Work Life Balance of Employees 7) Are Employees working under flexible schedule? Flexible Schedule 60 50 40 30 / 20 No. of Persons 10 a "Flexible Schedule Interpretation:- Form the surveyed data itis clear that 60 employees does not get flexible schedule. But 40 employees receive flexi schedule. Max no of employees don't receive flexi schedule. IF No then:- co Is Flexible schedule should be available to all Employees of organization? Yes 16% No 4% © Would you like to take advantage of a Flexible Schedule if offered to you? Yes 100%. No 0% © Would you have a better Balance of Work/Home with Flexible Schedule? Yos 100%. No 0% © Would you be more efficient at your job with a flexible schedule? Yes 100%, No 0%Report On Work Life Bo 1 of Employers 8) How often do employees find themselves working? Time during they involved in work Interpretation: Form the surveyed data we can see that 12% employees work during lunch time daily. 24% employees work weekly after their usual working hrs. 28% & 36% employees never work at home & during vacations respectively. Max no of employees never work after they go to home or on vacations.Project Report On Work Life Balance of Employees 9) Are employees able to attend social gathering in family? Attend Family Gathering - 50 4s 40 35 ff 30 2 20 15, 19 No, of Persons Some | Seldom | Abvays | Never Time "Attend Family Gathering 20 50 10 20 ° Most of ‘the Time Interpretation:- Form the surveyed data it is clear that 50 employees Attend family gathering sometimes only. Even 20 employees from surveyed data Attend family gathering most of the times. Max no of employees get chance to attend their family gathering.Project Report On Work Life Balance of Employees 10) Are employees able to attend social gathering of office people? Attend Office People Gathering Some | Seldom | Always | Never the | Time Time mAttend office people Gathering 10 40 30 10 10 Interpretation:- Form the surveyed data it is clear that 40 employees Attend office gathering sometimes only. Even 30 employees from surveyed data attend office gathering seldom only. Max no of employees Attend office gathering sometimes,Project Report On Work Life Balance of Employees 11) Are employees able to pay their Home Bills (like Electricity Bil, Water Bill, Telephone Bill, etc)? Pay Home Bills No, of Persons Mostof the Time "PayHomeBills 0 Interpretation:- Form the surveyed data it is clear that 60 employees pay their home bills. 20 employees never or sometime pay their bills, Max no of employees pay their home bills.Project Report On Work Life Balance of Employees 12) How frequently they take their family out on vacation? Family Out on Vacation Z 60 60 50 5 40 é 20 5 g 20 - 10 ° A = A Oncein | Oncein | Oncein aYear | three | Five | Year Year Family Outon Vacation — 20 60 10 o 0 Interpretation:- Form the surveyed data it is clear that 60 employees take their family out on the vacation ‘once in year. 20 employees from surveyed data take their family out on vacation 2 in a year. But 15 employees never take their family out on vacation. Thus we ean say that some ‘employees are balancing their dual life.Project Report On Work Life Balance of Employees 13) Do employees go to Grocery Shop for purchasing Home Articles? Purchase articles from Grocery shop No. of Persons Mestot | Some | Seldom | Always | Never the Time Time | = Go To Grocery shop 10, 30 o 10 50 Interpretation:- Form the surveyad data it is clear that $0 employees never go for purchasing grocery item from the market, 30 employees from surveyed data go sometimes. It is surprising that max no of employees who are say that they have balanced dual life never goes for grocery marketing,Project Report On Work Life Balance of Employees 14) Does long working Hours affect their Efficiency? No, of Persons Mostof | Some | Seldom | Always | Never the Time Time Long HoursaffectEfficieeny 10 Interpretation:- Form the surveyed data it is clear that 70 employees says that long hours affect their efficiency some of the times, 10 employees from surveyed data say that long hours never affect their efficiency, Thus we can say that sometimes long working hours affect efficiency of employees.Project Report On Work Life Balance of Employees 15) Do Health is suffering because of their work? Health suffer due to work No, of Persons Agree | Partially | Disagre | Strongly Agree e Disagre e 40 30 ° Interpretation:- Form the surveyad data it is clear that 40 employees agree partially that health is suffering due to work, 30 employees from surveyed data Disagree that health is suffering not suffering due to work, Thus we can say that max employees agree that their work is a major cause of unhealthy,Project Report On Work Life Balance of Employees 16) Top most Priorities given by Employees: Top most Priorities nn Sh 0 Career Health Family Wealth Hobbies =Priorities 40 40 10 10 o Interpretation:- It is clear that 70% employee give preference to career as well as health. Den 25% gives top most priorities to family and wealth. Thus we can say that now employees are more devoted toward their health as well as career.CHAPTER 4 FINDING AND CONCLUSION (Work life balance)Project Report On W Summary of Findings % Women constitute an important section of the workforce. However, the present situation of a large number of well-qualified women who due to various circumstances have been left out of their jobs needs to be addressed. The problems faced are several but significantly, most often the “break in their careers” arises out of motherhood and family responsibilities. >» When we see the age composition it is clear that the organization is recruiting young individual that is in age group of 18-25 & 25-35 thus organization is have new generation but lack of experienced employees having experiencing more than 30 years. > Merely half of the employees surveyed works between 8-10 hours this is good thing in the organization but 20% employees work between 10-12 hours which indicates the increase in stress level. > From survey we can see that company is employing only full-time employees rather than partetime. + 100% employees from surveyed data say that they feel that their work life and home life is either balanced or somewhat balanced or very well balanced in short can we can say that employees are balancing their dual life. > Max veto of employees is saying that they find themselves in slightly stressful situation when balancing work life but they somehow balance their dual life. > Max veto of employees do over stay at office to finish their work. Due to this their efficiency decreases as well as they feel themselves in stress. + All most all the employees think thal flexible schedule should be given to them that would help them to balance work and home simultaneous and even increase in efficiency for the job. > All most all the employee's work after usual working hour monthly, weekly or daily, but only 70% work during lunch hour. 80% employees enjoy their vacation without any work load; even 70% never take their work at their home.Project Report On Work Life Balance of Employees Max veto of employees is able to attend their family gathering. This is some sight of balancing their dual life. All most all the employees attend office people gathering some time but around 410% of employees never attend office gathering. Thus we can say some people are not interested in attending office gathering. 60% employees say that they always pay their home bills tke Etecissy Bi, Water Bil, Telephone Bl ete) but 20% never do that. Max veto of employees take their family out at least once in the year but 10% never take their family out on vacation. Thus can say that employees are not give free time to their family. All most all the male employees never go to grocery shop for purchasing home articles. But on other hand female employees goes to grocery shop always or most of the time or some time. Merely 70% of employees saying that long working hours some time affect their efficiency, but in the same course 10% employees say that long working hour never affect their efficiency as they are those employees who work less than 8 hrs. All most 70% of employees say that they are agreeing that their health is ‘suffering due to their work. But 30% of employees say that they disagreeing this. Gareer and Health are the two segments which have been set as top most priorities by employees. In the same course family is also given the second most imp priorities by employees.Project Report On W Conclusion The family and work life are both important to employees in any sector and if these two are not maintained properly it creates stress and strain and results into various diseases. This study is found important because it tries to know how the work life and family life interface results into stress. Achieving a good balance between work and family commitments is a growing concem for contemporary employees and organizations. There is now mounting evidence-linking work-life imbalance to reduced health and wellbeing among individuals and families. It is not surprising then that there is increasing interest among organizational stakeholders (e.g. CEOs, HR managers) for introducing work-life balance policies in their organizations, Workdlife balance policies are most likely to be successfully mainstreamed in organizations which have a clear understanding of their business rationale and which respect the importance of work-life balance for all employees. Conclusion of Research Objective > From the research we get to know that the employees living in the joint family is either not at all stressful or slightly stressful, but employees in nuclear family who say that their dual life is slightly stressful are bachelor. So now employees prefer joint family. > Employees on executive position says that their dual life is very well balanced and even some executive things that it is somewhat balanced. But from the study we can say that Technical, Secretarial and Skilled Craft employee's dual life is balanced and somewhat balanced. Thus all the surveyed employees have balanced their dual life. > From the study it is clear that 60% of surveyed employees are not working under flexible schedule. Only those employees who are on executive positionProject Report On Work Life Balance of Employees are working under flexible schedule. But if the flexible schedule is given to all the employees surveyed are willing to take advantage of it. Most of the executive are able to attend their family and office function, but the employees on clerical and on technical position attend family gathering most of the time and social gathering seldom or never. 70% of employees says that long working hour sometimes effect their working efficiency. We can say that in private organization decrease in efficiency is very common. 70% employees say that yes their health is suffering due to their work but surprising 30% of employees disagree that health is not suffering due to work and they belong to technical. 40% employees give top most priorities to career, at the same time 40% employees give top most priorities to health also but more than half of the employees’ surveyed say that family is their second preference.Project Report On Work Life Balance of Employees Limitations v v Lack of COMMUNICATION: Communication about work/life programs is essential. Although an organization may offer a rich menu of workllife benefits, the desired effect—yielding positive business results—is unlikely to occur if employees do not know about the programs or understand them. Team WORK: Introducing, operating and implementing work-life balance requires collaborative working and is very much a holistic process. Time CONSUMING: Implementing a WLB strategy takes time. Timescales for implementation need to be realistic. LONG working hours: long working hour effect the efficiency of employees. Working ENVIRONMENT: Lazy working environment leads lacks of motivation thus effect the efficiency of employees. Work OVERLOAD: Due to work overload efficiency of employee's decreases as the time passes.Recommendation Report On Work Life Bo of Employees List of Recommendation on WLB issues of Employees Recommendation to the Employees Recommendation to the organizations v v cA KR RK RR KKK RRR RS Time Management Drop activities that sap your time or energy A\lttle relaxation goes a long way Be Honest Rethink your errands Set your priorities Social Networking Learn to say no. Leave work at work Manage your time Bolster your support system Nurture yourself Seek help of Counselors Don't overbook Use technology Organize Use the facilities available for WLB in organizations 7 Integration ¥ Offer Flexit ee KR KR KAS ZAK Childcare Centers at workplaces Women-friendly workplace Training Programs Promote awareness. Availabilty of accommodations Commitment during hiring Continuous Process Nominating WLB Champions Benchmarking against similar organizations Communication Survey questionnaire Role of HR Department Avoid as far possible the long hours of work for employeesProject Repert On Work Life Balance of Employees Tips for Better WLB 5 practical steps toward better work-life balance: 1. Figure Out What Really Matters to You in Life: Personal coach Laura Berman Fortgang says, getting your priorities clear is the first and most essential step toward achieving a well-balanced life. The important point here is to figure out what you want your priorities to be, not what you think they should, We may use ‘an exercise for figuring out what matters most; contemplate the following series of questions: 1. If my life could focus on one thing and one thing only, what would that be? 2. If | could add a Second thing, what would that be? 3. If | could add @ Third thing, what would that be? 4. If | could add @ Fourth thing, what would that be? 5, If could add a Fifth thing, what would that be? If you answer thoughtfully and honestly, the result will be a list of your top five priorities. Fortgang says a typical top-five list might include some of the following: Children, ‘Spouse, Satisfying career, Community service, Religion/spirituality, Health, Sports, Ar, Hobbies, such as gardening! adventurestravel, etc, 2. Dron Unnecessary Activities: By making a concrete list of what really matters to you, you may discover you're devoting too much time to activities that aren't a priority, and you can adjust your schedule accordingly. Since having a baby, Al-Ramahi says he and his wife have become much mare efficient in managing t time ~ cutting back on television, for example. If at all possible, Fortgang recommends dropping any commitments and pursuits that don't make your top- five list, because "unnecessary activities keep you away ftom the things that matter to you." 3. Protect Your Private Time: You would probably think twice before skipping out on work, a parent-teacher conference, or a doctor's appaintment. Your private time deserves the same respect. "Carve out hours that contribute to yourself and your relationship.” says Steven Hobfoll, PhD, distinguished professor of psychology at Kent State University. Guard this personal timeProject Report On Work Life Balance of Employees fervently and don't let work or other distractions intrude, “Stop checking email and cell phones so often”. "Few people are so important that they need their phones on at all times,” If work. consistently interferes with your personal time, Hobfoll recommends discussing some adjustments with your boss, “There's a mythology in the workplace that ‘more hours mean more,” he tells WebMD, Demonstrate that you can deliver the same or better results in fewer hours, Your job performance "should never be judged in terms of hours of input’. Protecting your private time often leads to "greater satisfaction in both work life and personal life, greater productivity, and more creativity.” 4, Accept Help to Balance Your Life: Allow yourself to rely on your partner, family members, or friends -- anyone who can watch the kids or run an errand while you focus on other top priorities. "Try tag-teaming,” Hobfoll suggests, “One spouse works out before dinner, one after dinner, while the other watches the kids.’To gel more alone-time with your partner, accept babysitting offers from friends and family, or try arranging a regular trade-off with another couple. “Ill watch your kids this Saturday if you watch mine next Saturday.’ Tag-teaming is a great way to create extra free time". 5, Plan Fun_and Relaxation: Fun and relaxation are an essential part of living a well-balanced life. That's why Brown makes time for weekly guitar lessons, a yoga class, a date night with his wife, and a guys’ night out a couple times a month. In addition, he exercises on a trampoline in his backyard most days of the week, How does he squeeze in all this playtime while running his business and sharing the responsibilities of raising a daughter? “If you believe that the most important thing is to be happy in life {not when I'm a millionaire: or when | retire but right now) then you can always make time." Until yu get into the habit of taking time for yourself, set aside space in your planner for relaxation and fun. Plan what you're going to do and make any necessary arrangements, such as childcare, to ensure you'll be able to keep your commitment. "Remember, you make time far what you want to make time for". If something is important to you, don't brush it aside with a dismissive "I don't have time for that." You are in charge of your own schedule ~ it's up to you to make time.t Report On Work Life Balance of Employes Questionnaire Namo:- (Optional) Gondor: Mole Female Below 18 O 18:28 Casas O 3545 LJ 4565 LJ Abovess = [J Family Strueture:- Nuclear O Joint O Which best describe your marital status:+ _ Married LJ] Witowee | Bachelor [] divorces If Married, Is your Spouse is working:~ Yes No If Married, No of Children’s QNo.1 Nermal Working Hours per Day: Less than 8 hrs b010 toto Above 12 ‘QNo.2 Your Position best describe as:- Executive’ Adminitrative! Clerical Secretariat Shite craft Management Technical Bevis Other Professional {Maintenance N03 You are eurrontly working FullTime [J pantme =] ‘QNo.4 Describe your current feeling of balance between your work life and your home Ii \errwel Balanced] Sonera Balrced Balanced Somowhatoutet Balanced —_[] VoryoutotBatanced {No Which ofthe foliowing best doscribes your feings of stress (any) aru fnding a Werk ite Very siresstl a eee Slighily Stressful [F] Notat at Stressful ‘QNo.6 Maw frequent you overstay inthe office tof Most ofthe Tune Seldom Aways Nover Please answer the following questions about flexible work schedules QNo.7 Are you currently working under a Flexible Schedule yes. No No Then, _ QNo.7a ls Flexible schedule should be available to all Employees of organization? Yes. Noport On Wi k Life Balance of Employees QNo.7b Would you liko to take advantage of a Floxible Schedule if offered to you? Yes QNo.7e Would you have a better Balance of Work/Home with Flexible Schedule? Yes. QNo.74 Would you be more afficiont at your job with a floxible sehedulo? Yes No ‘QNo.8 How eften do you find yourself working? ([Oaiy T Weekly | Moninty | Year | Never No.8 During your lunch hour No.8 At work after your usual work hours QNo.Be At home after your usual work hours QNo.8d During vacations ‘QNo,9 Are you able to aitond Social Gathering in Family: - Most of the Time ‘Some Times Seldom Abways Nover (QNo.10 Are you abe to attend Seeial Gatharing of Offies People: - Most of the Time ‘Some Times ‘Seldom Always Naver QNo.11 Do you pay your Home bill like Electricity Bill, Water Bil, Telephone Bill, otc? Most ofthe Timo: ‘Some Times Seldom Aways Nover ‘QNo.12 Hew frequently you take your family aut on Vacation: _ Twice in a year Once in a year Once in three years [__] ‘Ones in five years Never QNo.13 Da you go-to near Grocery Shop for Purchasing Hams Articles? Most ofthe Time: ‘Some Times ‘Seldom Abways Never QNo.14 Daas long working Hours affeet your Efficioney: Most ofthe Time: ‘Some Times ‘Seldom Aways Nover ‘QNo,15 De you agree, “Your Health is Suffering Because Of Your Work™ ‘Strangly Agro ‘Agree Partially agree Disagree Strongly disagree No. 16 Give prionties to the folowing (1 to 5): _ _ Gareer Health Family Wath Hobbies No No QNo.17 Comment what can be the Reasons & Problem behind your Work Life Imbalance? ‘Thank you in cooperating in the survey.Project Report On Work Life Ba Bibliography f Employers Book Referred:- % Human Resource Management craps arsine By: T.N.CHHABRA, > Human Resource Management By: - Dr, C.B.GUPTA Site Referred:- : a * —— Workslife balance: Rhetoric versus reality? By: - UNSION tne putic sence union > www. WORKLIFEBALNACE.com * — Work Life Balance By: -Wikipedia, the free encyclopedia