Presented By-

MEENAKSHI GUPTA
MBA II YEAR
Indian Oil Corporation limited or IOCL is an Indian
state owned oil and gas corporation with its
headquarters in New Delhi, India .
It is the leading Indian Corporate in Fortune's
prestigious ‘Global 500’ listing of world's largest
corporates at 168th position for the year 2017 and has
a 33,000 strong workforce.
IndianOil's business interests overlap the entire
hydrocarbon value-chain, including refining, pipeline
transportation, marketing of petroleum products,
exploration and production of crude oil, natural gas
and petrochemicals.
Also, IndianOil has ventured into alternative energy
and globalisation of downstream operations.
With subsidiaries in Sri Lanka, Mauritius and the
UAE, IndianOil is scouting for new business
opportunities in the energy markets across Asia and
Africa.
It has also formed about 20 joint ventures with reputed
business partners from India and abroad to pursue
diverse business interests. Indian Oil has its R&D
Centre located in Faridabad, Delhi NCR.[4]
Refinery locations

 Digboi Refinery
 Guwahati Refinery
 Bongaigaon Refinery
 Barauni Refinery
 Gujarat Refinery
 Haldia Refinery
 Mathura Refinery
 Panipat Refinery is being expanded
 Paradip Refinery – The 15 million tonnes per annum
refinery in Paradip in Coastal Odisha has been
inaugurated by PM Narendra Modi on 7 February 2016.
 A major diversified , trans-national ,integrated energy
company , with national leadership and a strong
environment conscience , playing a national role in oil
security and public distribution.
To achieve international standards of excellence in all
aspects of energy and diversified business with focus on
customer delight through value of products and
services , and cost reduction.
 MATHURA

REFINERY
 The Mathura Refinery, owned by Indian Oil Corporation, is
located in Mathura, Uttar Pradesh.

 The refinery processes low sulphur crude from Bombay High,

imported low sulphur crude from Nigeria, and high sulphur
crude from the Middle East.

 The refinery, which cost Rs.253.92 crores to build, was

commissioned in January, 1982.

 Construction began on the refinery in October 1972. The

foundation stone was laid by Indira Gandhi, the former prime
minister of India.
Mathura refinery received ‘Gold Award-2009’ freom
Greentec Foundation for outstanding achievement in
environment management in october’09.

BRANDS-
1. Auot Gas
2. Indane
3. Servo
4. Indian oil aviation
5. XTRAMILE
6. XTRAPREMIUM
7. XTRAPOWERCetc.
• Work–life balance is a concept including proper
prioritizing between "work" (career and ambition)
and "lifestyle" (health, pleasure, leisure, family and
spiritual development/meditation). This is related to
the idea of lifestyle choice.
Components of Worklife Balance

Self-management
Time management
Stress management
Change management
Technology management
Leisure management
Benefits of Worklife Balance

FOR ORGANIZATION
Better team work
Better communication
Improved productivity
Reduced absenteeism
Reduced employee turnover rate

FOR WOMEN EMPLOYEES

Improved morale
Increased job satisfaction
Less organizational stress
Increased job security
Today’s career for women is continuosly challenged
by incresind demand at work place. When the day is
completed at office , they will have responsibilities to
handle at home.

Majority of the women are stretching themselves to

discharge their roles at office and homes.

This project focuses on the “Worklife Balance of

working women of IOCL,Mathura” in their battle to
strike a balance between work and family life.
 To find out women employees satisfaction
level related to work life policies provided
by IOCL.
 To find out factors affecting work life
balance.
 To find out one of the most prominent
factor that affect work life balance.
 Universe of study : Mathura Refinery
 Sampling size : 20 employees
 Research instrument : Structured
Questionnaire
 Sampling procedure : Simple Random
Sampling
 Tools for data analysis : Tally Bars , Pie graphs
 Scope of study : Women employees
of Mathura Refinery
1. From how many years you are working in IOCL ?
0-2 years …………
2-5 years …………
5-10 years …………
11-15 years …………
Above 15 years ………….

2. Does after working hours you get enough time for your
family ?
yes ………………..
no …………...........

3. Do the organization take initiative to manage your work life ?

yes ………………...
no …………………

4. Are you satisfied with the working hours of IOCL ?

yes …………………..
no ………………...
5. What are the factors that affect worklife balance according to you ?
(A) Strongly disagreed
(B) Disagreed
(C) Somewhat agreed
(D) Agreed
(E ) Strongly agreed

 WORKING ENVIRONMENT (A) (B) (C) (D)

 PERFOMANCE APPRAISAL SYSTEM (A) (B) (C) (D)
 CAREER GROWTH & PLANNING (A) (B) (C) (D)
 CONFLICTS AT WORKPLACE (A) (B) (C) (D)
 No.of working years in IOCL

5%
5% 20% 0-2 years
2-5 years
40% 5-10 years
30%
11-15 years
Above 15 years
 Respondents satisfaction of time spended with
family.

45%

55% Yes
No
 Does IOCL take initiative to manage worklife?

19%

Yes
No
81%
 Respondents satisfaction towards working hours

18%

Yes
No
82%
Working Environment
Performance appraisal system
Career growth & planning
Conflicts at workplace
 20% of the respondents working in IOCL from 2 years, 30% of the respondents from
2-5 years, 40% of the respondents from 5-10 years, 5% of the respondents
from 11-15 years and 5% of the respondents from 15 years and above. It implies
that most of the women emplopyees worh in IOCL from 5-10 years.
 45% of the respondents are satisfied with the amount of time spend with their family
and 55% of the respondents are not satisfied. It implies that more than 50% of the
women employees says that they don’t get enough time with their families after
working hours.
 70% of the respondents says Yes that IOCL take initiative to balance work life and
30% of the respondents says No. It implies that IOCL take initiatives to balance work
life by providing half day leave, transport facilities, organize seminars on how to
balance work life and by providing grievance redressal system.
 75% of the respondents are satisfied with the working hours and 25% of the
respondents are not satisfied. It implies that more than 75% of the women
employees are satisfied with their working hours.
 47% of the respondents are strongly agreed followed by 42% are agreed and 11%
are somewhat agreed respectively. It implies that more than 45% of women
employees are agreed with the factor of working environment. Working
environment makes work easy.
 50% of the respondents are strongly agreed followed by 25% are agreed, 10% are
somewhat agreed and 15% are strongly disagreed respectively. It imples that more
than 50% of women employees agreed on the fact that a well defined performance
appraisal system motivates employees to perform even more better.
 35% of the respondents are strongly agreed followed by 35% are agreed, 15% are
somewhat agreed and 15% are disagreed respectively . It implies that factor like
carrer growth and planning increases the efficiency of women employees.
 30% of the respondents are strongly agreed followed by 25% are agreed, 30% are
somewhat agreed, 10% are disagreed and 5% are strongly disagreed respectively. It
implies that conflicts at work place can be a barrier to perform upto mark which
can ultimate block the success ladder
 IOCL must provide policy of flexible working hours which help in to
scheduling working hours so that employees can live healthy and peaceful
life.

 Total working hours should not be more than 8 hours. It shall be limited to
8 hours per day.

 It ensuring to provide crèches facilities that help in manage work life.

 IOCL must organize holiday camps for women employees so that they can
work more effectively and efficiently to achieve organizational objectives.
 This report emphasis that women employees are not fully satisfied with
IOCL policies of work life balance because IOCL provides maternity leave
only , it does not provide flexible working hours,job sharing option ,
paternity leave , time off for WLB and child care(crèches) which played an
important role in balancing work and personal life.

 But besides this IOCL take initiatives to manage work life by providing
other facilities like transport facilities, medical facilities, organize seminars
on how to balance work & life for women employees , canteen facility,
provide empowerment scheme like grievance redressal system and
suggestion schemes where women employees are empowered to share their
views and complaints to top management