A Project Report on

“Role of HR in Managing the Stress”

In partial fulfilment for the award of the degree of Bachelors in Commerce (HONOURS)

Submitted by
Mahesh Aakula
HT NO: 110021407057
Manideep Mettu
HT NO: 110021407058
Manoj Kumar Deshmukh
HT NO: 110021407059
Muneeb Ahmed

HT NO: 110021407060

Under the guidance of

Miss Garima Agrawal

Faculty Member
Department of Commerce

OSMANIA UNIVERSITY
INDIAN INSTITUTE OF MANAGEMENT AND COMMERCE
KHAIRTABAD, HYDERABAD- 500004 (2021-2024)
 DECLARATION

MAHESH AAKULA, MANIDEEP METTU, MANOJ KUMAR DESHMUKH, MUNEEB

AHMED students of Indian Institute of Management and Commerce UG and PG College,
Affiliated to Osmania University hereby declare that the project work entitled “ROLE OF HR
IN MANAGING THE STRESS” is submitted by us for the course completion of graduation
B.COM (HONORS) is a record carried out by us during the academic year 2021-2024 under the
guidance of MS GARIMA mam and has not formed the basis of award for any degree, diploma,
titles in this or any other universities or similar universities.

Mr Mahesh Aakula B.com (Honours)

Mr Manideep Mettu B.com (Honours)

Mr Manoj Kumar Deshmukh B.com (Honours)

Mr Muneeb Ahmed B.com (Honours)

DATE:

PLACE: Signature:
 CERTIFICATE

This is to certify that Mahesh Aakula, Manideep Mettu, Manoj kumar Deshmukh, Muneeb
Ahmed bearing hall ticket number 110021407057, 110021407058, 1100214 07059,
110021407060 have satisfactorily completed the project work on ROLE OF HR IN
MANAGING THE STRESS under the guidance of MISS GARIMA AGRAWAL partial
fulfilment for the award of degree of B.com (Honors) during the period 2021-2024. The results
embodied in this report have not been submitted to any other universities or institutions for
award for any degree/diploma/certificate.

Sri K. RAGHUVEER MISS GARIMA AGRAWAL

(Principal) (Project Supervisor)

External Examiner
 ACKNOWLEDGEMENT

The present project ―ROLE OF HR IN MANAGING THE STRESS‖ wouldn‘t have been
successfully completed without the efforts of many people. We would like to convey our warm
regards to all those people who are a part of it.
We sincerely express our gratitude to Sri K. Raghuveer, Principal, Indian Institute of
Management and Commerce.

We are ineffably indebted to MS GARIMA AGRAWAL mam, Faculty at IIMC for continuous
guidance to accomplish this project.

We also acknowledge, with a deep sense of gratitude, our gratitude towards faculty members,
parents and members of our families, who always supported us.
ABSTRACT

Work-related stress has become a significant concern in contemporary organizational settings,

impacting both individual employees and overall organizational performance. Human Resources
(HR) departments play a pivotal role in recognizing, addressing, and mitigating stressors within
the workplace environment. The main objective of this study is to assess the effectiveness of the
HR interventions. The primary data was collected through survey method a well-structured
questionnaire was prepared and the sample size selected was 100 employees of Hyderabad city.
The collected data was classified by using subjective sampling technique. A few areas of
distraction were also identified and relevant suggestions are also made to improve the position.
This study also highlights the initiatives, training programs, and holistic wellness initiatives that
HR professionals provide to employees.
 TABLE OF CONTENTS
CHAPTER NO. CONTENTS PAGE NO.

1 INTRODUCTION 1-7
1.1- INTRODUCTION

1.2- REVIEW OF LITERATURE

1.3- SCOPE OF THE STUDY

1.4- NEED FOR THE STUDY

2 OBJECTIVES AND RESEACH METHODOLOGY 8-10

2.1- OBJECTIVES

2.2- RESEACH METHODOLOGY

3 INDUSTRY PROFILE 11-25

4 DATA ANALYSIS AND INTERPRETATION 26-39

5 FINDINGS, SUGGESTIONS AND CONCLUSION 40-42

5.1- FINDINGS

5.2- SUGGESTIONS

5.3- CONCLUSION

BIBLIOGRAPHY 43-44

REFERENCES

WEBSITES

ANNEXURE 45-47

QUESTIONNAIRE
 CHAPTER – I
INTRODUCTION

1
1.1 INTRODUCTION

Stress is a natural reaction to specific demands and events, but on going stress can affect a
person‘s health and wellbeing. These demands can come from work, relationships, financial
pressures, and other situations, but anything that poses a real or perceived challenge or threat to a
person‘s well-being can cause stress. How a person reacts to a difficult situation will determine
the effects of stress on overall health. Some people can experience several stressors in a row or at
once without this leading a severe stress reaction. Others may have a stronger response to a
single stressor. The management of stress is a human need, a fact that the whole humanity has
realized empirically during the recent period of the COVID-19 pandemic. If people are not
resilient to everyday stress, they may have emotional and mental problems in their present life
and severe psychosomatic health problems in the future.

According to the World Health Organization (WHO, established in 1948), health is a state of
complete physical, mental and social well-being and not merely the absence of disease or
infirmity. Hans Selye (1907-1982) is the founder of the stress management; he is called as father
of stress. The term stress which is currently used was coined by Hans Selye in 1936, who defined
it as the non-specific response of the body to any demand for change.

According to psychology stress management means to reduce the negative impacts caused by
stress and to improve a person‘s physical and mental well-being. Stress management may
include self-care, managing one‘s response to stress, making changes to one‘s life when in a
stressful situation.

Managing stress involves identifying its causes and taking steps to reduce or cope with them.
This can include practicing relaxation techniques, exercise, healthy eating, time management,
and seeking support from friends, family, or mental health professionals.

Focus on one task at a time

2
Create a priority list of what needs to be getting done first. Start and finish the most important
task first and then continue with other works. Checking off your tasks will keep your motivation
high and leave you feeling accomplished.

Practice meditation, stress reducing exercises, or yoga

Relaxation techniques activate a state of restfulness that counterbalances your body‘s fight-or-
flight hormones.

Get enough sleep

If you get less than seven to eight hours of sleep, your body won‘t tolerate stress as well as it
should. If stress keeps you up at night address it by doing more meditation to make up for the
lost sleep.
ROLE OF HR IN MANAGING THE STRESS

HR professionals play a crucial role in the overall health and success of any organization. HR is
responsible for managing employee relationships, benefits, and performance, as well as
navigating legal and compliance issues.

Human Resource Managers (HRM) plays an essential role in maintaining a harmonious and
productive workplace environment. However, dealing with conflicts among employees or
between management and staff can be a challenging and stressful task. The HRM must balance
the needs of the employees and the company while adhering to the policies and procedures of the
organization. Therefore, it is important for HRMs to develop strategies to relieve stress while
managing conflicts.

The role of HR in managing stress involves implementing policies and programs to support
employee well-being, providing resources for stress management techniques, promoting work-
life balance, fostering open communication channels, and offering support and guidance to
employees experiencing stress. Additionally, HR can identify and address organizational factors
contributing to stress, such as workload, job design, and workplace culture.

3
1.2 Review of literature

Sarita Jidnesh Bhogare (2015) in today's modern era, managing stress is one of the key roles
played by human resources. The talented assets need to be stress less for each organisation to
thrive and prosper. Understanding the gravity and reasons for employee stress is a key
responsibility of human resources professionals. In Bhogare field of research, it is employee
stress and the role of a human resource professional to eradicate this in order to grow employees
and organisations. The pressures and stress of work are felt by the employees due to modern
working patterns, cultures and a high level of competition. You can understand the meaning of
workplace stress and its sources after reading bhogare paper. Personal and professional life were
disturbed by the stressful work experience of the employees. The stress in the workplace has a
devastating effect on the employee, putting him in an unbalanced situation. Eustress enables an
employee to perform well, whereas distress makes them restless and depressed. Reducing these
levels of stress should be a priority for the HR professional in order to enable employees to
improve their performance. The HR should help the employee achieve his or her personal and
professional growth HR also it has a key role to play in the growth of organisations. He forms a
bridge between top management and employees. This research paper provides insight into
different methods which can be used by managers to reduce the stress at work and motivate
employees. What an HR professional at 21st Century has defined are effective strategies In order
to achieve a positive work culture, the century can be implemented

R.Balaji (2014) in their work focuses on role of human resource manager in managing stress of
employees manufacturing concerns are proposed. This article says about how to get relief by
providing a safe and pleasant workplace o the employees by providing relaxing break room,
access to the gym and resource to reduce stress for employees. The stress cannot be reduced
altogether; it should be reduced in face, a little bit stress productivity and innovation. HR
managers should be responsible for the employees not to work overtime and based on stress of
their supervisor. Employees who have stress free mind will produce more and have a better of
the organization and they will stay with the organization for long time.

4
Srivastav. A.K (2010) it focuses on the nature of role that causes stress in the work place. It‘s
says role performance confront the problems of stress so they should be tired and reduce or
abolish. The nature and role of stress is to be asserted which cannot be deal with one static
solution or intervention as a whole. So the static problem is related solutions should be modified
for better organization presentation and potency.

Jaroslav Nekoranec et al (2015) defines the stress in the work place-sources, effects and
copying strategies. The experiment says about the employees work atmosphere carrier
advancement, role conflict, balancing work and personal life. The stress can be reduced in the
workplace by improving the work environment and organization. By improving the work
environment eliminate the stressors, improvement of work organization can able to remove time
related stress. The positive relationship in the work place can occur through motivation and
appraisal based on the work performance. The employees participation is more require than a
feedback from the bottom to top management; the reciprocal dialogue between employers and
employees is needed.

Melanie Bickford (2005) discuss about the stress in the work place. It gives general overview of
the causes, the effects and the solutions. The paper proposed that the negative impact on work
place regarding productivity and profits due to the health and well-being off employees. The
employee needs to know how to recognize the science which indicates that they field stressed
out. The opportunity exists for both employers and employees to get together and find the
solution that will reduce the stress related illness. Change should occur from top management
and they should recognize that they have a legal and moral responsibility to protect their
employees.

Shruti (2009) identified that employees at bank are too much stressed with their job with the
heavy workload, so the employee‘s expert some refreshing events to add up in their workplace
like entertainment, trips, tea breaks, intervals once in a while during lumps of work.
Accordingly, the employees expect a hike in their salary from their worth performance.

5
Jayashree (2010) initiate that stress is inevitable and unavoidable. A majority of the employees
face severe stress-related ailments and a lot of psychological problems. Hence, the management
must take several initiatives in helping their employees to overcome its disastrous effect. Since
stress is mostly due to excess of work pressure and works life imbalance the organization should
support and encourage taking up roles that help them to balance work and family.

Melanie Bickford (2005) discuss about the stress in the work place. It gives general overview of
the causes, the effects and the solutions. The paper proposed that the negative impact on work
place regarding productivity and profits due to the health and well-being off employees. The
employee needs to know how to recognize the science which indicates that they field stressed
out. The opportunity exists for both employers and employees to get together and find the
solution that will reduce the stress related illness. Change should occur from top management
and they should recognize that they have a legal and moral responsibility to protect their
employees.

Mariam Sohil et al (2015) in their paper stress Health at the workplace. This paper says about
work stress, its reason, its physical and psychological effects on the health of an employee,
factors in the working environment that cause stressful situations and negative health
consequences of workplace stress. There is a strong relationship between stress at work and its
physical and psychological effects.

Mark Scott smith et al (1987) in their paper focuses on stress management techniques in
childhood and Adolescence. This paper proposed relaxation, training, meditation and bio
feedback for children and adolescents after manifest symptoms that appear to have a strong
psychophysiological component. It has become popular to refer to predisposing conditions that
precipice such symptoms as ―Stress‖. The successful of any stress reduction technique requires
support of patient and patient receptivity. The relief symptoms of stress are based on focusing,
relaxation and motivation to practice. The patient receives brief supportive counselling,
instruction in an acceptable technique and several short flows up visit to trouble shoot practice
problems and monitor progress.

6
1.3 Scope of the study

The scope of this research encompasses an investigation into stress management strategies within
organizational contexts, with a particular focus on the role of Human Resources (HR) in
mitigating workplace stressors. The study aims to explore various aspects of stress management
and HR interventions to enhance employee well-being and organizational effectiveness. Examine
the nature and sources of stress experienced by employees in the workplace. To assess the
effectiveness of existing stress management practices within organizations. Investigating the role
of HR departments in identifying, addressing and preventing stress-related issues among the
employees. To explore the perceptions and experiences of employees regarding HR‘s
involvement in stress management initiatives.

1.4 Need for the Study

Studying the role of HR in managing employee stress is crucial because it helps organizations
understand how to create supportive environments, reduce turnover, boost productivity, and
enhance overall employee well-being. HR plays a vital role in implementing stress management
programs, providing support systems, promoting work-life balance, and fostering a culture of
open communication—all of which are essential for maintaining a healthy and productive
workforce. Overall, studying the role of HR in managing employee stress is essential for creating
healthier, more productive, and more sustainable workplaces in today's fast-paced and
demanding business environment.

7
 CHAPTER – II
OBJECTIVES AND
RESEARCH
METHODOLOGY

8
2.1 OBJECTIVES OF STUDY

1. To assess the effectiveness of HR interventions.

2. To identify stress levels of employees.

2.2 RESEARCH METHODOLOGY

Source of primary data:

Primary data was collected from the employees working in various MNC‘s in Hyderabad.

Source of secondary data:

Secondary data was collected from public newspaper, articles, journals, websites and reports.

Sample size:

A sample size of 100 employees was taken to conduct the study

Sampling technique:

Subjective sampling technique

Limitations of study:

Few respondents hesitated to reveal their actual problem related to stress in the organization, few
companies have not posted their actual policies or programmes which will be provided for
employees for stress management.

Data analysis:

This study has used a simple percentage, charts through MS EXCEL for analysis of data.

Population:

All the employees working in different companies situated in Hyderabad city is considered as
population.

9
Problem statement:

In today‘s fast-paced and demanding work environments, employee stress has become a
significant concern, impacting individual well-being and organizational performance. Despite
increasing awareness of the detrimental effects of stress, there remains a gap in understanding
the specific role HR departments play in effectively managing and mitigating employee stress.
This study aims to investigate the strategies, policies, and interventions employed by HR
professionals to address employee stress and ultimately contribute to a healthier, more
productive workforce.

10
 CHAPTER – III
INDUSTRY PROFILE

11
AMAZON

The work culture at Amazon India is often described as fast-paced, innovative, and customer-
centric. Employees are encouraged to think big and take ownership of their projects. The
company emphasizes customer obsession, innovation, frugality, and a bias for action. There's
also a strong focus on diversity, inclusion, and continuous learning. However, like any large
organization, experiences can vary depending on the team and individual preferences.

The company also has an innovative approach to work culture. Employing a range of different
schemes and initiatives across its global offices, Amazon endeavors to create a culture that feels
unique or—in the words of its employees—‗Amazonian.‘

These schemes range from those that appear relatively minor to outsiders (free bananas for all) to
larger initiatives that shape the daily lives of its employees. To find out more about what it
means to be Amazonian, Business Because spoke with managers across the big tech firm‘s
various business lines.

Here are few things you may not know about Amazon work culture.

1. Amazon’s culture of innovation

A key tenet of Amazon work culture and part of the reason for the company‘s historic success is
the culture of innovation, where experimentation is encouraged and failure is deemed acceptable
by management.

This can be seen from the very top: there are a whole host of multi-million dollar Amazon
products and services that have fallen by the wayside over the years, including restaurant
delivery services, healthcare, video games, and visual shopping platforms.

As is often the case with other leaders in the tech industry, calculated risk-taking at speed is
viewed as essential to the company‘s evolution. Amazon values experimentation over study, and
this manifests in the employee experience from the beginning.

―If something is going to fail, we want it to happen as soon as possible, and we celebrate the fact
that we failed and learned,‖ says Andy Slaughter, who works in Global Workplace public

12
relations. ―Amazonians understand that speed matters in business and that many decisions are
reversible.‖

For new hires, this means being prepared to be both curious and agile. Ultimately, an acceptance
of the risk of failure is what is most likely to help you get ahead at Amazon.

2. Amazon's document writing culture

New employees hired across Amazon‘s various divisions will instantly encounter the company‘s
preference for six-page memos, referred to internally as ‗Six Pagers‘, when dealing with
products, services, and ideas.

A Six Pager will typically set out a vision for how a new idea will impact the Amazon customer,
using data and anecdotes. Most company meetings begin with attendees reviewing one of these
documents together for the first time, with the following period set aside for collaborative
discussion.

The policy, which has been in place since the company‘s beginning, encourages Amazon
employees to be driven by results: a Six Pager will show the end product, the next task is
figuring out how to get there.

―This process creates a constant flow of creativity and innovation. While not all ideas will
resonate or come to fruition, every employee at Amazon is encouraged to think big and present
their ideas through these six-pagers,‖ says Amy Hanscom, technical advisor within Amazon‘s
People Experience and Technology Solutions team.

Company-wide, this document-led culture means Amazon employees must be effective

communicators.

―Given the page length, the writer needs to crystalize their ideas succinctly and clearly,
communicating precisely and effectively to bring their idea to life on paper,‖ she adds.

3. Amazon’s mentors
Launched in 2016, the Amazon Mentoring Program attracted 18,800 employees in its first year
and has since grown to more than 150,000 workers around the world.

13
The scheme offers a range of more than 100 programs that include training, resources, and tools.
Mentees gain access to six months of one-on-one mentoring with a partner, and group sessions—
known internally as ‗circles‘.

Covering professional topics such as up skilling and career path advice, as well as supporting
personal challenges, the mentoring program aims to foster relations between employees and help
with career progression.

―Mentoring has many benefits for employees and the organizations they are a part of. Known
challenges such as employee engagement and overall employee satisfaction can be improved
through mentoring,‖ says Melony Menard, senior program manager, Amazon Mentoring.

Mentors are typically Amazon employees who are more advanced in their careers than those
they‘re advising. But Amazon says the scheme is open to all employees, with 94% of those
taking part in the program reportedly involved in mentoring others.

―Mentees are not the only ones who benefit from a mentoring connection, mentors are also able
to develop their active listening, coaching, and constructive feedback skills, while taking an
active role in the development of a mentee,‖ she adds.

Like most things that happen at Amazon, the mentoring program is also designed with the
customer in mind. "Mentoring raises Amazon‘s collective performance bar and enhances our
ability to deliver for customers."

WORK LOAD OF EMPLOYEES AND INITIATIVES BY COMPANY TO

SUPPORT EMPLOYEE WELL-BEING
The workload can vary depending on the team, role, and specific projects. Generally, Amazon is
known for its fast-paced environment and high expectations for productivity. Employees may
experience periods of intense workload, especially during peak seasons or when working on
critical projects.

The company's culture values a strong work ethic and a bias for action, which can sometimes
translate into long hours and tight deadlines. However, Amazon also emphasizes work-life
balance and provides resources to support employee well-being.
14
It's important for employees to manage their workload effectively, prioritize tasks, and
communicate openly with their managers to ensure a healthy balance between work and personal
life. Additionally, Amazon has various support systems in place, such as employee assistance
programs and flexible work arrangements, to help employees cope with workload challenges.

The company offers various stress-releasing programs and initiatives to support employee well-
being. Some of these programs may include:

1. Employee Assistance Program (EAP): Amazon provides confidential counselling services to

employees and their families through its EAP. This program offers support for various personal
and work-related issues, including stress management, mental health concerns, and work-life
balance.

2. Wellness Activities: Amazon may organize wellness activities such as yoga sessions,
meditation classes, and fitness challenges to help employees relax and recharge.

3. Team-building Events: Team-building events and outings can provide employees with
opportunities to unwind, socialize with colleagues, and build strong relationships within their
teams.

4. Flexible Work Arrangements: Amazon offers flexible work arrangements, such as remote
work options and flexible hours, to help employees manage their personal and professional
responsibilities more effectively.

5. Employee Resource Groups (ERGs): Amazon supports employee-led ERGs, which provide
forums for employees to connect with others who share similar interests, backgrounds, or
experiences. These groups may offer support, networking opportunities, and activities aimed at
promoting well-being.

6. Training and Development: Providing training and development opportunities can help
employees build skills and confidence, which can in turn reduce stress levels associated with job
performance.

7. Recognition and Rewards: Recognizing and rewarding employee contributions can boost
morale and reduce stress by fostering a positive work environment where employees feel valued
and appreciated.

15
Above were a few examples of the stress-releasing programs and initiatives that Amazon India
offer to its employees. The company is committed to supporting employee well-being and
continuously seeks feedback to improve its programs and policies.

ACCENTURE

The work culture at Accenture India is known for being dynamic, collaborative, and inclusive.
Employees often experience a culture that encourages innovation, continuous learning, and
teamwork. Accenture India emphasizes diversity and inclusion, providing equal opportunities for
all employees regardless of background or identity. The company also promotes a supportive
environment where employees can thrive professionally and personally. Additionally, Accenture
India may offer various employee engagement initiatives, such as mentorship programs,
community volunteering opportunities, and recognition programs to celebrate achievements and
contributions.

Accenture constantly taking actions to create more employment and advancement opportunities
that bring about diversity in the workplace.

This company committed to accelerate equality for all and to creating a work environment where
each of their people feels like they belong.

They have an unwavering commitment to diversity in the workplace. As a business imperative,

every person at Accenture has the responsibility to create and sustain an inclusive environment
for all. Inclusion and diversity are fundamental to their culture and core values. Their rich
diversity makes them more innovative and more creative, which helps them better serve their
clients and their communities.

Accenture India also values work-life balance and may offer flexible work arrangements,
including options for remote work and flexible hours, to accommodate employees' personal
needs and preferences. Moreover, the company fosters a culture of innovation, encouraging

16
employees to explore new ideas, technologies, and approaches to solving complex challenges for
clients.
Accenture encourages innovation in the following ways:

It encourages innovation and creativity amount its employees.

Accenture invests in research and development.
They use emerging technologies.
They encourage open innovation.

WORK LOAD OF EMPLOYEES AND INITIATIVES BY COMPANY TO

SUPPORT EMPLOYEE WELL-BEING
Many employees at Accenture report that they may sometimes:

Have to work at weekends.

Work long hours.
Sometimes work on holidays.
Although Accenture does present that it promotes work-life balance in its PR statements, let‘s
get real for a moment

Work is highly stressful and regularly involves long hours.

Many employees find that this has a negative impact on:

Family
Hobbies
Friends
Leisure time
Accenture India typically offers a range of stress-releasing programs and initiatives to support
employee well-being. These may include:

1. Mindfulness and meditation sessions: Accenture India organizes mindfulness workshops or

meditation sessions to help employees manage stress and enhance their overall well-being.

17
2. Wellness programs: The Company offer wellness programs covering various aspects such as
physical fitness, nutrition, and mental health. This could include fitness challenges, nutrition
workshops, and mental health awareness campaigns.

3. Employee assistance programs (EAPs): Accenture India may provide access to confidential
counselling services and mental health support through employee assistance programs, offering
resources for dealing with personal or work-related stressors.

4. Flexible work arrangements: Accenture India offer flexible work arrangements, such as
remote work options or flexible hours, to help employee‘s better balance their work and personal
lives, reducing stress associated with commuting or rigid schedules.

5. Employee support networks: The Company may have employee resource groups or affinity
networks focused on well-being, where employees can connect with peers, share experiences,
and access support and resources related to stress management and mental health.

6. Workshops and training: Accenture India organize workshops and training sessions on stress
management, resilience building, and work-life balance, equipping employees with practical
strategies for coping with stress effectively.

Overall, Accenture India prioritizes employee well-being and provides a range of programs and
initiatives to support employees in managing stress and maintaining a healthy work-life balance.

KPMG

KPMG is a global professional services network. It provides audit, tax, and consulting services
to businesses. In India KPMG is one of the big accounting firms.

The work culture at KPMG India typically emphasizes professionalism, collaboration, and
client-centricity. It often fosters a dynamic environment where employees are encouraged to
innovate, continuously learn, and deliver high-quality services to clients. KPMG India also
prioritizes diversity and inclusion initiatives to create a supportive and inclusive workplace.

They recognize potential, nurture talent and reward high performance.

Here are some additional aspects of the work culture at KPMG India:

18
1. Professional Development: KPMG India often invests in its employees' professional growth
through training programs, mentorship, and opportunities for career advancement. They offer
various learning resources and encourage employees to pursue certifications and further
education relevant to their roles.

2. Teamwork and Collaboration: Collaboration is usually valued at KPMG India, with teams
working closely together to tackle complex client problems. There may be a culture of
knowledge-sharing and supporting each other to deliver the best outcomes for clients.

3. Client Focus: Client satisfaction and delivering value to clients are typically key priorities.
Employees may be expected to understand client needs thoroughly and provide tailored solutions
and services to meet those needs effectively.

4. Innovation: KPMG India encourages innovation and creative thinking to address emerging
challenges and opportunities in the business landscape. Employees might have opportunities to
participate in innovation initiatives and contribute ideas to improve processes and services.

5. Work-Life Balance: While consulting and professional services industries can be demanding,
KPMG India strive to promote work-life balance for its employees. This could include flexible
work arrangements, wellness programs, and initiatives to help manage workload effectively.

6. Ethical Standards: Given the nature of the business, KPMG India likely upholds high ethical
standards and promotes integrity in all aspects of work. Employees may undergo training on
ethics and compliance to ensure adherence to regulatory requirements and professional
standards.

7. Diversity and Inclusion: KPMG India may place importance on fostering a diverse and
inclusive workplace where individuals from different backgrounds feel valued and respected.
They may have initiatives to promote diversity in hiring, leadership development, and employee
engagement.

Overall, the work culture at KPMG India is likely characterized by a blend of professionalism,
collaboration, client-focus, and opportunities for growth and development.

19
WORK LOAD OF EMPLOYEES AND INITIATIVES BY COMPANY TO
SUPPORT EMPLOYEE WELL-BEING

The workload for employees at KPMG India can vary depending on several factors, including
the specific role, client engagements, project deadlines, and individual preferences.

KPMG India likely offers various stress-releasing programs and initiatives to support employee
well-being. Some of these programs may include:

1. Wellness Programs: KPMG India provides wellness programs focusing on physical health,
mental health, and overall well-being. These programs might include fitness challenges, nutrition
counselling, and workshops on stress management techniques.

2. Employee Assistance Programs (EAP): EAPs offer confidential counselling and support
services to employees facing personal or work-related challenges. KPMG India may provide
access to EAPs to help employees cope with stress, anxiety, or other mental health issues.

3. Flexible Work Arrangements: Offering flexible work arrangements, such as remote work
options or flexible hours, can help employees‘ better balance their professional and personal
responsibilities, reducing stress associated with commuting or rigid work schedules.

4. Mindfulness and Meditation Programs: KPMG India organizes mindfulness sessions,

meditation classes, or yoga sessions to help employees relax, focus, and manage stress
effectively. These programs promote mental clarity and emotional resilience.

5. Team-Building Activities: Engaging employees in team-building activities and social events

fosters a sense of camaraderie and support among colleagues, helping to alleviate stress and
build a positive work culture.

6. Training and Workshops: Providing training sessions and workshops on stress management,
resilience, and work-life balance equips employees with practical strategies to cope with work-
related stressors effectively.

7. Recognition and Appreciation: Recognizing and appreciating employees' hard work and
achievements can boost morale and reduce stress levels. KPMG India has recognition programs
or initiatives to acknowledge employee contributions and successes.

20
8. Access to Resources: Ensuring employees have access to resources and support networks,
such as employee resource groups, mentorship programs, and professional development
opportunities, can help them navigate challenges and reduce stress.

By offering these stress-releasing programs and initiatives, KPMG India demonstrates its
commitment to supporting employee well-being and creating a positive work environment
conducive to productivity and success.

TATA CONSULTANCY SERVICES (TCS)

Tata Consultancy Services is an IT services, consulting, and business solutions organization that
has been partnering with many of the world's largest businesses in their transformation journeys
for over 50 years.

TCS holds an inclusive culture, where people are valued and encouraged to realize their
potential. Their diversity is their strength. Despite their unique backgrounds, experiences and
perspectives, they are brought together by a common vision for the company.

The company‘s unwavering focus on employee welfare, skill enhancement, and organizational
innovation has not only fortified its position but also set a blueprint for other enterprises to
emulate.

Diversity and Inclusion: Cornerstones of TCS' Success

At TCS, a vibrant and inclusive workplace culture is a cornerstone of success. TCS's endeavour
towards gender inclusivity is evident, boasting a significant 35.7 per cent female workforce.
The company's proactive measures in supporting women, including post-maternity leave benefits
and career re-entry initiatives, spotlight their commitment to diversity and employee well-being.

Nurturing Talent: A Core Focus for TCS

With a workforce comprising 613,974 individuals across diverse nationalities, TCS prioritizes
strategic talent development. The company's 'One HR' framework underscores its dedication to
associate well-being, business continuity, and fostering a culture of continuous learning.

21
The work culture at Tata Consultancy Services (TCS) is typically characterized by several key
aspects:

1. Professionalism: TCS emphasizes professionalism in its work culture, with a focus on

delivering high-quality services to clients and meeting their expectations effectively.

2. Diversity and Inclusion: TCS values diversity and inclusion, promoting an environment where
employees from diverse backgrounds feel respected, valued, and included. They often have
initiatives to support diversity in hiring, leadership development, and employee engagement.

3. Learning and Development: TCS prioritizes continuous learning and development, offering
various training programs, certifications, and career advancement opportunities to help
employees enhance their skills and grow professionally.

4. Innovation: Innovation is a core component of TCS's work culture, with a focus on leveraging
technology and creative solutions to address clients' evolving needs and challenges. Employees
are encouraged to innovate, experiment, and contribute new ideas to drive business success.

5. Collaboration and Teamwork: Collaboration is typically encouraged at TCS, with teams

working together to solve complex problems, deliver projects, and achieve common goals.
There's often a culture of knowledge-sharing and supporting each other to foster a collaborative
work environment.

6. Work-Life Balance: TCS recognizes the importance of work-life balance and may offer
initiatives and programs to help employees manage their workload effectively while maintaining
personal well-being. This could include flexible work arrangements, wellness programs, and
time-off policies.

7. Ethical Standard: TCS upholds high ethical standards in its work culture, emphasizing
integrity, honesty, and transparency in all business dealings. Employees are expected to adhere to
ethical guidelines and comply with regulatory requirements and industry standards.

8. Employee Engagement: TCS values employee engagement and may have initiatives to solicit
feedback, recognize employee contributions, and foster a sense of belonging and commitment
among its workforce.

22
Overall, the work culture at TCS is often characterized by professionalism, diversity, learning,
innovation, collaboration, work-life balance, ethical standards, and employee engagement. These
aspects contribute to creating a positive and supportive work environment where employees can
thrive and contribute to the company's success.

WORK LOAD OF EMPLOYEES AND INITIATIVES BY COMPANY TO

SUPPORT EMPLOYEE WELL-BEING

The workload can vary depending on several factors:

1. Project Assignments: TCS employees typically work on various client projects, which can
vary in terms of complexity, duration, and deadlines. The workload may increase during project
implementation phases or when approaching project milestones.

2. Client Requirements: The workload may also be influenced by client requirements and
expectations. Projects with tight deadlines or urgent deliverables may require employees to
dedicate more time and effort to meet client needs.

3. Team Size and Dynamics: The workload may vary based on the size and composition of the
project team. Larger teams may distribute the workload more evenly, while smaller teams may
require individuals to take on multiple responsibilities.

4. Technology and Industry: The workload can be influenced by the technology stack and
industry domain of the project. Projects involving emerging technologies or highly regulated
industries may require additional research, testing, and documentation, impacting the workload
of employees.

5. Seasonal Demands: Certain times of the year, such as quarter-end or year-end periods, may
experience increased workload due to regulatory reporting, client audits, or project deadlines.
Employees may need to manage their workload effectively during peak seasons.

6. Client Engagement Model: TCS employs various engagement models, including onsite,
offsite, and offshore delivery models. Depending on the engagement model, employees may
experience different levels of workload and client interaction.

23
TCS (Tata Consultancy Services) has been known to offer various stress-releasing programs for
its employees to promote well-being and productivity. These programs often include:

1 .Holistic well-being programs within TCS promote a healthier lifestyle, offer work-life
balance, and take into account emotional health. It is well-known that when people are in
a state of well-being at work, they are motivated to realize their potential, be productive
and creative, build positive workplace relationships, take on responsibility, manage their
time better, and make meaningful contributions.

2. Mindfulness and Meditation Sessions: Offering workshops or classes on mindfulness,

meditation, and relaxation techniques to help employees manage stress and improve focus.

3. Social Activities: Organizing team-building events, recreational activities, and social

gatherings to foster a supportive and positive work environment.

And many more. Overall, TCS prioritizes employee well-being by implementing a holistic
approach that addresses various aspects of physical, mental, and emotional health.

DELOITTE

Deloitte India is a branch of the global professional services firm Deloitte. It offers a wide range
of services including audit, tax, consulting, and advisory services to clients across various
industries in India. Deloitte India is known for its expertise in helping businesses navigate
complex challenges and capitalize on opportunities in the Indian market.

The work culture at Deloitte India is generally known to be professional, collaborative, and
dynamic. Employees often describe it as fast-paced with a focus on innovation and client service.
Deloitte India emphasizes continuous learning and development, offering opportunities for
career growth and skill enhancement. Additionally, the company promotes diversity and
inclusion, encouraging employees to bring their unique perspectives to the table. Overall,
Deloitte India strives to create a supportive and inclusive environment where employees can
thrive and contribute to the success of the organization.

Deloitte Based on their research, there are six inclusive leadership behaviours are meant to
empower everyone to personalize, identify, model, and advance DEI.

24
And those are Commitment, Courage, Curiosity, Collaboration, Cultural intelligent, and
Cognizance of bias.

WORK LOAD OF EMPLOYEES AND INITIATIVES BY COMPANY TO

SUPPORT EMPLOYEE WELL-BEING

Recognizing each has unique work-life needs that can change over time, they offer a variety of
programs and options to provide flexibility around how, where and when work gets done, as well
as encouraging people to maintain healthy lifestyles. Some examples include virtual work
practices, internal mobility, global work assignments, sabbaticals, paid time off, family leave,
and wellness programs.

An open, inclusive, and flexible culture where professionals take ownership and control of their
lives and careers is all a part of Deloitte being a place where leaders thrive.

Flexible work options

Flexible work options (FWO) provides short-term alternatives that enable professionals to
balance their personal and professional commitments by providing qualified professionals with
the opportunity for alternative work hours and/or locations. Eligible professionals may request
the flexi-time option for change in shift timings or for working staggered hours.

Managed career paths

They offer their eligible professionals the flexibility to dial-down on workload by working for

fewer hours to balance their personal and professional circumstances.

25
 CHAPTER – IV
DATA ANALYSIS AND
INTERPRETATION

26
Referring to age of the respondents

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
20-25 70 70%
25-35 28 28%
35-40 0 0
40-45 2 2%
TOTAL 100 100%
SOURCE: PRIMARY DATA

FIGURE NO: 4.1

INTERPRETATION:
From the above chart it is observed that no.of respondents between ages 20-25 are 70%, 25-35
are 28%, 35-40 are 0% and 40-45 are 2%.

27
Referring to gender of respondents

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
male 60 60%
female 40 40%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.2

INTERPRETATION:
From the above chart it is observed that 60% of respondents are male and 40% of respondents
are female.

28
Referring to job sector of respondents

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
IT 50 50%
Banking 9 9%
sales 6 6%
finance 18 18%
others 17 17%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.3

INTERPRETATION:
From the above chart it is observed that the 50% of the job sector of respondents are IT, 9% are
from Banking, 6% are from Sales, 18% are from Finance and remaining 17% are from different
job sectors.

29
Referring to question, do you feel comfortable for discussing about stress related concern with
HR PERSONNEL?

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
Yes 41 41%
No 13 13%
May be 46 46%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.4

INTERPRETATION:
From the above chart it is observed that 41% of respondents feel comfortable about discussing
stress related concerns with HR personnel while 46% of respondents are not sure about
approaching the HR personnel for discussion and 13% of respondents don‘t feel comfortable
about discussing stress related concerns with HR personnel.

30
Referring to question, how do you typically react when you feel stressed?

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
coping 25 25%
distraction 50 50%
exercise 12 12%
retreat 9 9%
others 4 4%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.5

INTERPRETATION:
From above chart 50% of respondents typically react distracted when they feel stressed, 25% of
respondents feel coping when they are stressed, 12% of respondents do exercise when they feel
stressed, 9% of respondents feel retreat and remaining 4% of respondents feel exhausted, spend
time with their friends, they listen to music and do meditation when they feel stressed.

31
Referring to question, how do you unwind and relax after a stressful day

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
meditate 25 25%
Exercise 27 27%
Gaming 22 22%
Reading 14 14%
Others 12 12%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.6

INTERPRETATION:
From the chart 25% of respondents do meditation after a stressful day and 27% of respondents
do exercise, 22% of respondents relax themselves by playing different types of games, 14% of
respondents read books to relax themselves, and remaining 12% of respondents.

32
Referring to question, how does your organization provide stress management resources or
programmes for employees?

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
Monthly 43 43%
Quarterly 26 26%
Weekly 16 16%
Half yearly 9 9%
Others 6 6%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.7

INTERPRETATION:
From the above chart 43% of respondents get monthly stress management resources by their
organization, 26% of respondents get quarterly resources for stress management, 16% of
respondents gets weekly stress management resources, 9% of respondents gets half yearly, and
remaining 6% never get any such type of stress management resources or programmes by their
organization.

33
Referring to question, which type of adequate training or guidance received from HR on stress
management techniques?

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
Meditation techniques 30 30%
Healthy habits 38 38%
Time management 27 27%
nothing 5 5%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.8

INTERPRETATION:
From the above chart 38% of respondents have received guidance for healthy habits from HR
department, 30% of respondents have received meditation techniques, 27% of respondents have
received guidance for time management, and remaining 5% of respondents have never received
any kind of guidance or adequate training from HR department.

34
Referring to question, do you believe that HR play a significant role in creating a supportive and
stress free work environment

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
Yes 53 53%
No 6 6%
Maybe 41 41%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.9

INTERPRETATION:
From the above chart 53% of respondents have agreed that HR plays a significant role in creating
a supportive and stress free work environment, 41% of respondents were neutral, and remaining
6% of respondents disagreed

35
Referring to question, in your opinion what additional measures could HR take to better support
employees in managing stress?

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
Flexible work arrangements 23 23%
Ask employees what they 21 21%
want
Provide resources and support 18 18%
Encourage employees to take 36 36%
care of their health
Others 2 2%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.10

INTERPRETATION:
From the above chart 36% of respondents want their organization to encourage employees to
take care of their health, 23% of respondents want a flexible work arrangements has a part of
additional measures, 21% of respondents want their organization to approach employees and ask
what they want, 18% of respondents want their organization to provide resources and support
them, and remaining 2% of respondents want all of the above options and some feel that if
organization provide alternative work load management that will be good.

36
Referring to question, how well do you think HR communicate stress management resources and
policies among the employees

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
5 10 10%
4 35 35%
3 33 33%
2 14 14%
1 8 8%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.11

(5- Totally satisfied, 4- Satisfied, 3- Neutral, 2- dissatisfied, 1- Totally dissatisfied)

INTERPRETATION:
From the above chart 35% of respondents have given a rating of 4 which means satisfied, 33% of
respondents were neutral, 14% of respondents were dissatisfied, 10% of respondents have given
a rating of 5 which means Totally satisfied, and remaining 8% of respondents given a rating of 1
which means Totally dissatisfied.

37
Referring to question, how would you rate the effectiveness of your organization‘s HR
department in addressing the employees stress?

TABLE:
OPTIONS RESPONDENTS PERCENTAGE
Totally satisfied 8 8%
Satisfied 41 41%
Average 36 36%
Dissatisfied 11 11%
Totally dissatisfied 4 4%
TOTAL 100 100
SOURCE: PRIMARY DATA

FIGURE NO: 4.12

INTERPRETATION:
From the above chart 41% of respondents are satisfied with their organizations HR department in
addressing the employees stress, 36% of respondents were given a rating of average, 11% of
respondents have given a rating of dissatisfied, 8% of respondents has given a rating of totally
satisfied, and remaining 4 % of respondents has given a rating of totally dissatisfied.

38
Referring to question, Have you observed any specific initiatives or policies implemented by
HR to address employee stress in your organisation (If YES what are they and if NO what
type of initiative policies do you need)

INTERPRETATION:

Few respondents said that their organization provides some initiatives like Fun activities,
recreation activities, team building activities, meditation, yoga sessions, wellness workshops,
initiating healthy fun tasks allowing people to express their opinions and feelings, employee
assistance programmes, training and development programmes, recognition and rewards.
And some of the respondents answers were no and the type of initiatives and policies that they
feel that their organization should provide are sport activities, travelling, fun activities.

Referring to question, Have you noticed any changes in your stress levels as a result of HR
interventions or support?

INTERPRETATION:
Most of the respondents reacted that they have seen changes in their stress levels as a result of
HR interventions or support, few of the respondents said that they have seen somewhat
changes, and the remaining respondents reacted that they have not seen any kind of changes in
them.

39
 CHAPTER – V
FINDINGS, SUGGE STIONS
AND CONCLUSIONS.

40
5.1 FINDINGS
HR plays a crucial role in identifying the primary stressors affecting employees within the
organization, such as workload, interpersonal conflicts, or lack of resources. In this study we
have seen some of the initiatives that the HR department organise for employees.

We have also seen that 53% of respondents feel that HR plays a significant role in creating a
supportive and stress free work environment. But we have also observed that only 8% of the
respondents were totally satisfied with their concerned HR in addressing the employees stress.

It means that in some companies the HR department is not concentrating on helping the
employees to be stress free. It is also observed that 43% of respondents say that their
organization provides stress management resources or programmes very month. If the majority
of the companies provide such type of programmes weekly it will be even more beneficial.

We have also observed that 50% of respondents i.e., half of the respondents gets distracted when
they feel stressed, 25% feel coping, 12% of them does exercise, 9% of them do meditate.

Half of the respondents (50%) were from IT background.

It is also observed that 41% of respondents feel comfortable for discussing about stress related
concern with HR personnel, 13% of respondents don‘t approach HR, and 46% of respondents are
neutral. Most of the respondents have seen changes in their stress levels as a result of HR
interventions or support. And most of the respondents reacted that they have observed specific
initiatives or policies implemented by HR department.

5.2 SUGGESTIONS
The proactive role of HR is not only acknowledging the existence of stress within the workforce
but also taking concrete steps to address it through tailored interventions and support
mechanisms. This approach fosters a healthier and more resilient work environment, ultimately
benefiting both the well-being of employees and the overall productivity and success of the
organization. From the responses we can analyse that the HR department is not that great in
addressing the employees stress and even in communicating the stress management policies with

41
employees. Conducting regular surveys or focus groups to solicit feedback from employees can
help identify specific stressors and preferences, enabling HR to tailor stress-releasing programs
to better meet the needs of the workforce. Additionally, fostering a culture that promotes open
communication, work-life balance, and recognition of achievements can contribute to reducing
stress levels and increasing overall employee satisfaction. Allocating sufficient resources and
budget towards implementing and promoting these programs demonstrates the organization's
commitment to employee well-being and can ultimately lead to improved morale, retention, and
performance.

5.3 CONCLUSIONS
Based on the data gathered from the sample size of 100 respondents, it is concluded that most of
the employees have observed positive changes in them after the implementation of various stress
management resources and policies. A stressed employee experience disturbs personal and

Professional life. Workplace stress badly affects employee putting him in unbalanced
circumstances. An HR professional should focus on reducing these stress levels and allow
employee to perform better, HR should make employee achieve his personal and professional
growth. HR also plays a vital role in organisational growth. He forms a bridge between top
management and employees. Overall the data suggests that by recognizing and addressing the
factors contributing to stress, HR can create a culture of support and resilience, leading to higher
morale, productivity, and retention rates within the organization.

42
 BIBLIOGRAPHY

REFERENCES:
(1) Bhogare, S. J. ROLE OF 21st CENTURY‘S HR PROFESSIONAL IN STRESS
MANAGEMENT OF EMPLOYEES.

DOI: 10.14260/jadbm/2015/19

(2) Balaji, R. (2014). Role of Human resource manager in managing stress of employees in
manufacturing concerns. Int. J. Innov. Res. Sci. Eng. Technol, 3, 11070-11073.
(3) Srivastav, A. K. (2010). Heterogeneity of role stress. Research and Practice in Human
Resource Management, 18(1), 16-27.
(4) Nekoranec, J., & Kmosena, M. (2015). Stress in the workplace-sources, effects and coping
strategies. Review of the Air Force Academy, (1), 163.
(5) Bickford, M. (2005). Stress in the Workplace: A General Overview of the Causes, the
Effects, and the Solutions. Canadian Mental Health Association Newfoundland and
Labrador Division, 44.
(6) Shruti, M. (2009). A Study on stress management of employees at Syndicate Bank Hassan–A
dissertation submitted to HR Institute of Higher Education.
(7) Jayashree, R. (2010). Stress management with special reference to public sector bank
employees in Chennai. International Journal of Enterprise and Innovation Management
Studies, 1(3), 34-35.
(8) Melanie Bickford (2005) the general view of the cause, effects and the solutions of stress
facing hr managers.
(9) Mariam Sohil et al (2015), Health issues of employees at the workplace. There is a strong
relationship between stress at work and its physical and psychological effects.
(10) Mark Scott Smith et al (1987 stress Management techniques in childhood and
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organization.

43
WEBSITES:

https://scholar.google.com/
https://shodhganga.inflibnet.ac.in/
https://www.researchgate.net/

44
 ANNEXURE
QUESTIONNAIRE

1. Do you feel comfortable for discussing about stress related concern with HR PERSONNEL?
O Yes
O No
O Maybe

2. How do you typically react when you feel stressed

O Coping
O Distraction
O Exercise
O Retreat
O Other:___________

3. How do you unwind and relax after a stressful day

O Meditate
O Exercise
O Gaming
O Reading
O Other:___________

4. How often does your organization provide stress management resources or programs for
employees?
O Weekly
O Monthly
O Quarterly
O Half yearly
O Other:___________

45
5. Which type of adequate training or guidance received from HR on stress management
techniques?
O Healthy Habits
O Time management
O Meditation Techniques
O Other:____________

6. Do you believe that HR plays a significant role in creating a supportive and stress free work
environment?
O Yes
O No
O Maybe

7. In your opinion, what additional measures could HR take to better support employees in
managing stress?
O Flexible Work Arrangements
O Ask employees what they need
O Provide resources and support
O Encourage employees to take care of their health
O Other:____________

8. How well do you think HR communicates stress management resources and policies among
the employees?
O5
O4
O3
O2
O1

46
9. How would you rate the effectiveness of your organization‘s HR department in addressing the
employees stress?
O Totally satisfied
O Satisfied
O Average
O Dissatisfied
O Totally dissatisfied

10. Have you observed any specific initiatives or policies implemented by HR to address
employee stress in your organization (If YES what are they and if NO what type of initiative
policies do you need)
_____________________

11. Have you noticed any changes in your stress levels as a result of HR interventions or
support?
_____________________

47