logging in or signing up QUALITY OF WORK LIFE 9703234545 Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 7446 Category: Entertainment License: All Rights Reserved Like it (1) Dislike it (0) Added: June 26, 2011 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: wsmvijji (20 month(s) ago) waiting for ur early reply Saving..... Post Reply Close Saving..... Edit Comment Close By: wsmvijji (20 month(s) ago) i want it for presenting it for my students Saving..... Post Reply Close Saving..... Edit Comment Close By: wsmvijji (20 month(s) ago) hello, i like ur presentation and it is very well prepared please send me ur presentation soft copy, it is not abled to download Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript PROJECT REPORT ON QUALITY OF WORK LIFE : PROJECT REPORT ON QUALITY OF WORK LIFESlide 2: INTRODUCTION HRM is the functional performed in organization that facilitates the most effective use of the people to achieve organization. HRM is a process of four function acquiring developing motivation and retaining human resources. Every individual composed of people and utilizing their services developing their skills motivating them to enhance their levels performance and ensuring that remain committed to the organization are essential. Ineffective or ineffective organization faces danger of stagnant or going out of business.INTRODUCTION: QWL is a prescriptive concept it attempts to design work environment so as to maximize concern for human welfare it is a goal as well as process Quality of work life improvements are defined as any activity which takes place at a every of an organization, which seeks great organization effectiveness through the enhancement of human dignity and growth a process which the stake holders in the organization management unions and employees learn how to work together better to determine for themselves what actions changes and improvements are desirable and workable in order to achieve the twin and simultaneous goal of an improved quality of work life INTRODUCTION NEED OF THE STUDY : Today’s work forces are balance between carriers and personal lives. Successful organization supports and provide facilities to their people to help them to balance the scales. In this process or empting with new and innovative ideas to improve quality of work life of every individual in the organization . Various programmers like flex time, alternative work schedules, compressed work weeks telecommuting etc. technical advantages further helps organization to implement these programmers success. So there, is a need to concentrate one’s QWL is viewed as an alternative to the control approach of managing realizing the importance of relation relationships and are trying to strike a people. NEED OF THE STUDYSCOPE OF THE STUDY: The study has been carried out at PENNAR INDUSTRIES LTD This study is to explore the opinions of the employees and executives at middle level about their perception of Quality of Work Life in the organization, the respondents were staff people and employees. SCOPE OF THE STUDY OBJECTIVES OF THE STUDY: TO study the quality of work life in pennar industry To study the opportunities for developing skills and competencies in order to maintain quality of work life To study the major issues involved in QWL in pennar industry Analyze the QWL and its effectiveness on organization productivity Analyze the satisfaction levels among pennar industry employees towards QWL programs To study what extent workers participation involved in QW L OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY OF STUDY : PRIMARY DATA Primary data was collected by conducting a survey in the course of study by preparing a questionnaire on the factors that have impact of the quality of work life. The questionnaire was monitored to some selected employees in different departments of the company in a random order, with the help of this questionnaire, the employees views on the organizational polices and the welfare provided by the company are collected. SECONDARY DATA The secondary data available in the form of organization and industry l literature like record books , manual annual reports and journals is used for the purpose of understand the standards prevailing and also for a comparative RESEARCH METHODOLOGY OF STUDYSlide 8: SAMPLE SIZE For the study undertaken on quality of the sample size has been taken at 40 members SAMPLE DESIGN For the present study random sampling methods have been adopted sample methodology used for the study is random method THEORETICAL CONCEPT: DEFINATION OF QWL Extent to which employees can enhance their personal lives through work environment and experience FACTORS 1. PAY : QWL is basically built around the concept of equitable pay 2.BENEFITS: workers throughout the globe have raised their raised their expectation over the years and now feel entailed to benefits that were once considered a part of the bargaining process 3.JOB SECURITY :Employee want stability of employment the work place should offer security of employment THEORETICAL CONCEPTSlide 10: STRATEGIES FOR IMPROVEMENTS IN QWL self-managed work teams job redesign and enrichment effective leadership and supervisory behavior career development job security participative management KEY SUPERVISORY ROLE : CONSIDERATION This relates to the supervisor’s activities in providing a satisfactory work environment to the day to day basis his personal his personal relation with him them his approach to the disciplinary process and like 1 .creating a feeling of approval 2. Developing personal relation 3. providing fair treatment FACILITATION Clearly in the absence of the absence of these factors the job will be frustrating and dissatisfaction and productivity will almost certainly be low 1 .establishing performance standard 2 . Participative management KEY SUPERVISORY ROLESlide 12: LIMITATIONS OF THE STUDY As the respondents were chosen at random, we cannot take it for granted that the data obtained are a representation of all the employees As the stipulated period for the project work is only 45 days the time was short for doing a detail analysis of the company Certain type of information which is deemed to be confidential was not given to me. I could not get much hand information from the executives, as they were busy or unavailable. The data not get much first hand information from the employees executives.FINDINGS OF THE STUDY : 50% of the employees were satisfied with the quality of working conditions 75% of the employees were satisfied that the company is maintained with the supervisor 63% of the employees were not satisfied with the surroundings they are working in 62% of the employees were satisfied that they are maintaining working times in the company 62% of the employees were satisfied that the company is provided proper compensation it effect on your work life 25% of the employees were not satisfied with the work schedules in the organization 25% of the employees were not satisfied with the job security in the organization FINDINGS OF THE STUDYSUGGESTIONS : The company has been in existence for over 26 years and has been following the best practices for the welfare of the human resources because of the favorableness of job environment is very for all the employees . 1. upgrade the capacities of the machinery will help the operators in completing their task 2. organization health programs are to be conducted more frequently in the factory premises 3.The company has a health unit to identify and prevent problems relating to employees health and to minimize their stress 4. awarding and rewarding employees at the lower level more frequently develops a sense of recognition 5.seniority is generally taken as the basis for promotion in case of operating employees but merit should also be considered SUGGESTIONSBIBILOGRAPHY: HUMAN RESOURCE MANAGEMENT VSP Rao HUMAN RESOURCE MANAGEMENT I. B. Lenholden,Fourth Edition PREVIOUS PROJECT REPORTS AND INTERNAL RECORDS OF PENNAR INDUSTRIES BIBILOGRAPHYTHANK YOU: THANK YOU You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.