Quality of Work Life Study

A STUDY ON QUALITY OF WORK
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INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH, HUBLI
Chapter No 1
Executive summary

The challenges of keeping a 21st century employee motivated at work are
vast. Keeping an employee interested is not an easy job which is why employee
retention is a major challenge that most HR teams face. This is where Quality of
work life helps. Quality of work life has many advantages. One of them is that it
keeps the employee interested in his work as he gets different facilities and his work
does not become dull.
Therefore, organizations are required to adopt a strategy to improve the
employees Quality of work life (QWL) to satisfy both the organizational objectives
and employee needs. This case lets discuss the importance of having effective Quality
of work life practices in organizations and their impact on employee performance and
the overall organizational performance. One of the other major advantages of Quality
of work life is that it gives more employee satisfaction in the work place so, the
employee will do better work for the company and from heart.
The topic was chosen with the specific interest to know how quality of work
results into higher motivation and positive attitude among employees at VRL
LOGISTICS LTD. VRL Logistics Ltd is a company which has various nature of
business namely:
VRL passenger travels
VRL Maruti parcel Carrier
Express Cargo. Etc

The title of this project carried through is A STUDY ON QUALITY OF
WORK LIFE AT VRL LOGISTICS VARUR, HUBLI. The study is needed to know
the various factors, which influence work level; the study is conducted at VRL
LOGISTICS LTD. This study aims only at employees working in VRL Travels and
the factors that influence their satisfaction level.


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The major objectives of the study were to look at the nature of quality of work
life at VRL and to study the factors relating to quality of work life. The study also
tries to understand how the need for quality of work life leading to productivity and
job satisfaction.
The study was conducted by taking sample survey of whole 40 employees of
HR & Accounts department. The respondents were the employees who are working at
VRL Travels. The sampling method used is Convenience Sampling Method.
The primary data were collected through survey method, which consisted of
distributing questionnaire to employees and asking them to fill the required data. The
secondary data were collected through company website, reports and text books.
Analysis & interpretation has been done by using the statistical tool i.e. SPSS &
datas are presented through tables & charts.
The findings of the study suggest that most of employees are satisfied with
work location and are also satisfied with pay (salary), benefits which are provided by
the organization. Majority of the employees are even satisfied with job security. The
employees at VRL have maintained good cordial relationships among themselves;
they show unity and togetherness in their work roles. They gain new knowledge and
skills from the organization through their work. Employees use their skills and talents
in their respective field of work.
The recommendation I have given is that the management should provide
better working condition and provide proper pay, promotion looking at their
capabilities, which can improve the productivity level of employees and enhance their
performance.


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1.1 Limitations:
Information depends upon the satisfaction level of the employees.
As the information was collected during the working hours, the respondents
may have answered in a hurry without giving adequate consideration
especially due to lack of time.
Some of the employees used to hesitate (put back step) while interaction
(communicating).


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Chapter No.2
Industry Overview

2.1 Introduction:
Transportation is the process of moving goods and passengers from origin to
destination in the timely and cost efficient manner possible with the available modes
of transportation. Transportation is an essential and a major sub- function of logistics
that creates time and place utility in goods. In fact, the backbone of the entire supply
chain is the transportation management that makes it possible to achieve the well
known.

Transport in the Republic of India is an important part of the nation's economy.
Transportation is one of the most important infrastructure requirements, which is essential for
the expansion of opportunities and plays a vital role in making or breaking competitive
positioning. Transportation is largely influenced by information technology and
communication with the focus being a knowledge of customer need and value added service.
Todays the Indian customer standard of living and the level of expectation has gone up
dramatically. They became the world class customer and these expect world class service.
Hence it is customer service, which is going to give the competitive edge to any industry in
the future.

2.2 Significance of transportation:
Effective transportation is indispensable to economic progress. Mining,
manufacturing, trade, banking, and agriculture are also necessary but these activities
like many others depend upon transportation. Without adequate facilities, for moving
goods and people from place to place, economic and social activities can be carried on
only in a limited way. Using a mobility index, that combines available data on
transport facilities and movement of passengers and freight.


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2.3 Modes of transportation:
In order to transport material from one place to another transporters have to use
Rail, Road, Air, Water and Pipe Line as the modes of Transportation. Brief
introductions to the various mode of transportation are as follows:
2.3.1 Rail: Used for delivery of a wide range of goods including coal, iron ore,
cement, food grains, fertilizers, steel, petroleum products and other heavy
goods.
2.3.2 Road: Used by suppliers to deliver goods in a cost effective manner.
Many transport companies have expertise for fast delivery, packaging etc.
for making Scheduled delivery.
2.3.3 Air: Used mostly for delivery of high value and low volume goods from
distant Suppliers, usually not connected by any other mode of
Transportation. It is also suitable for emergent item to be imported for
some specific requirements.
2.3.4 Water: Used by firms for delivery of goods from distant suppliers, mostly
conducted in containers of varied size. This mode is ideal for
transportation of heavy and bulky goods and suitable for products with
long lead times.
2.3.5 Pipe Line: Used by oil sector companies for mass movement of
Petroleum products including gases. Due to quite low operating cost it is
one of the preferred modes of transportation.

2.4 Factors affecting Road Transportation
Road development
Vehicle utilization
Fuel cost
Vehicle-mix and fuel efficiency
Commission to intermediaries


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Chapter No.3
Company Profile

3.1 Brief history of VRL
The managing director Mr. Vijay .B. Sankeshwar started as an individual
transporter in January 1976 without any background and experience. Initially for the
first two years he suffered heavy losses. Then by the end of 1977 he started as a local
transporter between Hubli and Gadag due to personal management and effective
service, business picked up and purchased one older lorry in 1978. During this tenure,
he observed activities of other well known transporters and started first parcel service
from Bangalore to Hubli, Gadag and Belgaum with Lorries.
VRL was established in the year 21th November 1996, under the
proprietorship of Smt. Lalita .V. Sankeshwar and was merged later on VRL
LOGISTICS ltd in the year 2004. Since the merger on 1
st
July 2004 the travels has
been making progress and with the greater achievements under the dynamic
leadership and vision of the chairman Sri. Vijay Sankeshwar.
3.2 About VRL Company
VRL Logistics is one of the leading road transportation companies in India,
with operations in parcel transportation, passenger transportation, express cargo, and
aviation and courier segments. With an owned fleet of 2800 vehicles, the fleet was
documented in Limca Book of Records as the largest fleet owner in India when the
count reached 1825.Since its inception in the year 1976, has grown leaps and bounds
and has presently expanded its operation from goods transportation, express cargo,
aviation and courier business.
With the largest network in India, the VRL travel is indispensable for large
number of corporate houses. VRL is the only organized segment having an extensive
network of more than 950 branches throughout the country. VRLs revenue for the
year ending March 2008 is Rs. 5469 million of which majority of its revenue is from
transportation and the rest is from passenger transportation and other sources.

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3.3 Introduction:
Door to door deliveries entail cohesive network of people to perform the entire
chain of operations right up to customer door step. Identifying a vacuum for a
more predictable organized and time definite delivery of documents and
packages.
The company is one of the leading transportation companies in India with
operations in parcel transportation, passenger transportation, express cargo,
and courier & wind power generation.
The company has become a public limited company with effect from 1-7-
1994. The company is having wide network of branches all over Karnataka,
Andhra Pradesh, Madhya Pradesh, Tamil Nadu, Kerala, Rajasthan, Goa,
Haryana, Maharashtra, Punjab and New Delhi.
The company name in view of its remarkable achievement and progress in
short span of time is entered into the LIMCA BOOK of records.

Quality logistics service at a reasonable price with consumer delight
quality is everything we do.
3.4 Centralized operations:
At the core of the groups transport business is its 43 acre transport cum
warehouse complex in Varur, Hubli. This unique facility has all the essential back up
services under one roof. The total built up area of complex is 25,00,000 sq. ft. with an
additional 1,00,000 sq. ft. of land utilized for sheds and vehicle parking, This complex
contains the Head office Building, Transshipment Godown, Workshop, Canteen,
Drivers Rest Room, own Diesel Bunk etc.


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3.5 Organizational chart

Source: From company report.

MANAGING DIRECTOR
DIRECTOR DIRECTOR
DIRECTOR
FINANCE
MANAGER
GENERAL
MANAGER
PERSONNEL
MANAGER
DEPUTY GM
AREA MANAGER
BRANCH
MANAGER
CLERKS

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3.6 VRL LOGISTICS LTD:-
Established in the year: 1976
Name of the organization: Vijayanand roadlines Ltd.
Varur, Hubli.
Phone: 0836-2237613
Fax: 0836-2237614
E-mail: varurho@vrllogistics.com
Proprietor: Vijay Sankeshwar
Manager Director: Anand Sankeshwar
Location: NH4 Banglaore Road near Varur, Hubli.
Company: Limited company
Head office: VRL Logistics Ltd.
Regd & Administrative office: NH4 Bangalore road,
Varur, Hubli- 581207 Karnataka.

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Corporate office: VRL Logistics Ltd.
Giriraj Annexe, circuit house road
Hubli-580029 Karnataka
Employees: 5000 employees
Area: 43 acres
Brand Name: VRL

3.6.1 THE VISION:-
To become the premier company in transportation of goods, parcel,
passengers and print media in the country

3.6.2 OUR MISSION:-
To provide highest quality services to our customers, Maximum
satisfaction, Continuously reducing cost and increasing efficiency, continuously
promote team work and excellence al all business and provide a good
environment to our employees


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3.7 Company objectives:-
Human resources development
The main objective is to provide good and better service to the customer
with reasonable rate & provide quick, prompt and safe service.
To develop the transportation business in state like Andra Pradesh, Tamil
Nadu & Kerala.
To have fixed assets mainly own godown in big cities like Davangere,
Gulbarga.
To have an independent office building with computers for each and every
district.
Implement ISO certificate.
While continuing to meet its social commitment and keep its premier
position in private sector.
To build highly motivated and committed team of staff by providing a good
work culture to achieve superior individual performance.

3.8 Organizational goals:
Service customer satisfaction is the key factors in todays market as
CUSTOMER IS THE KING hence to analyze the requirements of the customers is
must.
Quick & safe service
Customer satisfaction & employee satisfaction.
Competitive price
Attain market leadership.


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3.9 Company policy:
To give prompt & quick service.
To co-operate with customers
To diversify the business allowed
To create employment

3.10 Company achievements:
The company started with a lorry & today it has fleet of thousands of Lorries.
The turnover of the company is increasing year by year
The company is recommended by the Indian bank association< Mumbai.
Vijay Karnataka news paper another subsidiary of VRL is being awarded with
Audit Bureau of Circulation certification for highest circulation.
In addition to the road lines the VRL has sister concern like:
Vijayanand travels

Maruti parcel couriers
Anand printers & publishers now it has been sold to Times Of India
(TOI)
Anand printers & publishers fixed deposits & recurring deposits
schemes.
Vijayanand road lines fixed deposits schemes.
The company has plane to come into aviation.


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3.11 Awards:-
Looking into the massive growth of the company, the following institution has
confessed to managing director of the company

Udyog Ratna
In the year 1994 THE INSTITUTION OF ECONOMICS STUDIED, NEW
DELHI has conferred the MD of the company with UDYOG RATANA.

Sarige Ratna
The Bangalore city lorry- transporting agent, association has conferred MD of
the company with SARIGE RATANA in the year 28th June 2008.

3.12 PRODUCT/ SERVICE PROFILE
Services offered by VRL:
1. VRL Passenger Transportation
2. Express Cargo.
3. Parcel Transportation (Maruti parcel carrier, MPC)

VRL TOURS AND TRAVELS

At the forefront of passenger transport


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In transport industry both goods as well as passenger transport is important.
After successful running transport of goods transport & couriers business throughout
India VRL Logistics ltd. diversified their mission into the passenger transportation.
The customers satisfaction is the slogan of the company. It started with just 4
buses. Now the group has established itself as a front runner in the Travel Industry.
VIJAYANAND TRAVELS covers more than 200 routes connecting 50 odd
destinations with over 187 luxury Buses/ Coaches. It is the Market Leader in
Karnataka in private Tourist Operators.
ISO 9001-2000 CERTIFICATION:
Vijayanand Travels is committed to quality & safety. In recognition of its
efforts to conform its service to highest standards regarding time management,
passenger convenience facilities, safety precautions, it was awarded the ISO 9001-
2000 Certification for its quality management system in 2005.
Types of buses:
Executive buses:
2+1 seated bus- number of seats=28
2+2 seated bus- number of seats=35, 37
2+3 seated bus- number of seats=49.
Mini buses:
2+2 seated buses- number of seats = 28
Volvo buses:
2+2 seated buses- number of seats = 44


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The section is fully computerized, the booking of tickets is done through
computer & accounts are maintained using tally bars. Even through agents booking of
tickets is done where agents get commission. The list preference is to provide
customer service at all times. The main motto is safe & quick satisfaction service to
the customers.

3.13 BOOKING (reservation) (working time and employees):
Number of employees are 50
Booking time all 24hrs
Number of buses 187.

3.14 CANCELLATION OF TICKET:
Source: From Company report.
3.14.1 Destinations:
All over Karnataka
Mumbai
Pune
Sholapur
Kalyan.

CANCELLATION OF TICKET WITHIN 24HRS
Above 48hours 10% discount
24hours to 48hours 20% discount.
Below 12hours 50% discount

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3.15 The following are the uniqueness provided by VRL travels:
200plus routes covering more than 50 destinations every day.
Market leader in Karnataka in private tourist operator segment.
Areas of operation: Karnataka & Maharashtra states with 60plus branches and
wide-spread network of 1000plus agents.
Vijayanand travels is the premier operator to extend service by hi-tech & sleeper
coaches even to remote places.
Onwards & return journey booking facility.
Punctuality in timing and separate seating arrangement for ladies.
Well-maintained coaches with latest seating arrangement.
Double drivers on board for safe & comfortable journey.
Relief bus facility on all routes in case of any unforeseen incidents.
24hours customer complaint cell.
Halt for refreshment, lunch at hygiene hotels.
Check points to monitor vehicle movement.
Cloak room facilities at selected branches.

3.16 Terms and conditions to passengers at VRL Travels:
The ticket is valid for the particular journey to which it is issued.
Open ticket is valid for 90days
Luggages are at passengers risk
Contraband articles are not allowed.
Passenger should bring their ticket at the time of journey.


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3.17 Number of ticket copies:

Company copy (white copy)
Passengers copy (green copy)
Account copy (yellow copy)

3.18 Garage operations:
The repairs and maintainace of all the vehicles including VRL Travel Buses
are undertaken at the centralized garage located at Varur Hubli. Shree L.R.Bhat,
Director of the company heads the garage operations. The company maintains stocks
of all spares, tyres, and oil etc; required for sustainment of vehicles. The total stock of
spares, tyres and others on any given date will be of value 3.5 crores. The entire
garage operation and infrastructure control has been computerized and the efficiency
is to the extent of 95%.
The company is aiming to get an entry into Guinness Book of Records as the
largest single owner of highest number of cargo moving vehicles and passenger buses
in private sector transport business. The company has been producing all inputs such
as Aluminum sheet, iron and steel bars etc; required for body building activities of its
vehicles.
3.19 Other facilities:
Vijayanand Travels, the tour operation division of VRL, is the market leader
among tourist bus operators in Karnataka and Maharashtra. It operates a huge fleet of
buses on more than 200 routes and is supported by a network of 60 branches and 1000
agents. It has pioneered the introduction of Hi-Tech buses on routes leading to remote
parts of Karnataka, separate seating arrangements for women on board, a choice of
buses from ordinary buses to super luxury A/C buses, check point to monitor vehicle
movement, two drivers on the buses to prevent driver fatigue on long routes and
enhance passenger safety and an E-Ticketing facility too.


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3.20 Transport and travels competitors
Sharma travels
Kallada travels
National travels
Sugma travels
Praveen travels
KSRTC.

3.21 DEPARTMENTAL STUDY IN VRL TRAVELS:-

3.21.1 Administration department:
This department manages day today activities. In VRL travels the administration
department includes:
Day today administration:
Accounts queries and commission letter to agent
Bus breakdown report
Inspection report
Instruction and other.
Collection of reports:
Seats occupancy report.
Bus arrival report
Customer feedback follow up:
Customer suggestions
Customers complaints
Other reports:
Bus fare
Route fixation
Opening of branches
Agency inspection
Reports are generated for corrective measures.

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3.21.2 Personnel department:
This department manages the most skilled resources in the organization i.e.
human resources. The personnel department looks after the following area.
Recruitments of staff
Training the staff
Allocation of work.

3.21.3 Stationary department:
The stationary department generates a list of stationary items required by
different branches as per their requisition, this includes:
Collecting requisition from branches for items.
Generate a copy of stationary
Sent this report to account depart for verification.

3.21.4 Finance/accounts department:
One of the major departments in company is accounts department. It has 5000
employee in accounts department only. It is department where financial activities
will take place. It is fully computerized. Internet is being used for daily recording
calculation. There are two sections manual section and computer section.The
accounts department has got specialization because the company is in its growth
phase.
Books maintained in accounts department:
Cash book
Passing the journal entries & transferring the entries into ledger.
Bank reconciliation statement
Accounts of agencies & branches.


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3.21.5 Operation and maintenance department:
This department deals with technical and mechanical part of the
company. In VRL this department takes part in vehicle planning and
maintenance of vehicle.
Vehicle planning:
Maintaining the time sheet and vehicle.
Maintains the diesel entry card of bus from different branches.
In case of bus breakdown alternative arrangements.
Maintaining the report of breakdown buses
Repairing the buses at workshop
3.21.6 Inspection department:
This department looks into official examination of different branches or
department to check whether the flow is continuous or not. It involves work
processes:
Visiting and inspecting the branch
Creating the inspection report on branches
Sending to administration department for correction action/measures.

3.21.7 Booking department:
This department in travel agency helps to interact i.e. customers and
interaction. Some features which come under this department are:
Collecting customer information
Booking contracts and tickets
Maintain passenger list
Provide boarding for passenger
Entry the time of bus breakdown or for any other quires for passengers.
Compliant center for customers.


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3.21.8 Marketing department:
This department is heart of the organization, which plans and decides
about new marketing strategy to be introduced, it also involves some activities
such as:
It takes customer feedback
Follow-up the customer feedback
Forms the tariff rates
Offers discounts in non peak times
Formulates the promotional tools.
Identify the necessity of expansion of business, geographically.
Generates the report an opening of new branches
Plan for introducing new coaches.
3.22 OUR INNOVATION ZONE

VRL AVI ATI ON

VRL has set off on a new journey. In the primary phase, VRL has acquired a
brand new, Premier jet 1A aircraft, manufactured by Hawker Beechcraft Corporation,
USA. It will offer luxurious comfort and the freedom to fly at a whim. This coupled
with the legendary VRL lineage; this venture will certainly touch the skies.


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3.23 HUMAN RESOURCE IN VRL:-
H : Hears
U : Understand
M : Moves
A : Adjust
N : Negotiate
R : Resource
E : Educate
S : Skill
0 : Objectives
U : Utilizing
R : Research
C : Capability
E : Energies

HR VISION Statement:

To recruit, retain and build world class people, assist in building world
class brands and customize world class processes


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The HR department benches the best practices within the industry, uses
proactive interventions of HR practices and policies, encourages employee
involvement in decision making, creates forums of communication to build world
class people. They provide opportunities for both personnel and professional
development fostering a performance linked culture through a fair and open appraisal
system.
The HR team benches for excellence in processes like communication,
employee involvement and participative platform. To recruit and retain world-class
people the HR department use proactive measures for compensation and benefits with
reality check on market and practices. In order to assist in building world class brands
and customize them the department builds competencies for bench marking against
proven models of excellence from market.
The company personnel department is maintained by policies and standers. It
is a leading transport industry in India region has been efficiently utilizing its human
resources has met the planned of company the personnel department of VRL Logistics
Ltd. Is concerned with solving the problems of employees and improving their
relation with manager, its functions are planning, recruitment, selection etc.
Manpower planning
It is the policies of the company to make all manpower allocation on the bases of
projections made through the approved annual manpower plan. The company believes
the ensuring optimum utilization of human resources can be achieved only by proper
planning considering the development activities.
Recruitment
A process to discover the sources of man power to meet the requirements of the
staffing schedule and employee effective majors for attracting that manpower in
adequate number to facilitate effective selection and efficient work force. In this
company personnel manager does recruitment. The company external sources of
recruitment is like giving advertisements in news papers if the requirements number
of candidates for job is more that time it will go on internal i.e. vacancy may be
transfer, upgrading and even demotion.

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Selection
The management has to perform the function of selecting the right employees at
the right time. In this company the candidates are selected to the clerk or assistants
jobs they will be management post these are selected by MD the candidates lower
level like hamal watchmans this are selected by manager.
Personnel policy
Candidates should be graduate and have merit knowledge like computer
experience.
Job should be given to the needs.

Wage and salary administration
Wage and salary administration essentially the application of systematic approach
to the problem of ensuring that employee are paid in logical equitable and fair
manner.
In the company provide to the salary to drivers are on basis of coverage of area,
who covers small distance they get fixed salary. Other employer on the basis of work
they will get HRA, DA, PF & bonus, fringe benefits etc.

Employee and employer relationship

It is a process of an effective motivation of individuals in given
situation in order to achieve a balance of objectives which will yield
greater human satisfaction and help accomplished company goals.
As we observed there is no union because of good relation between
employee and employer if any conflict they are solved by the
management.
Apart from direct employment they have introduced a self employment
scheme for more local transports or agent of the company. It is
estimated that more than 5000 people are benefited by the way of
direct or indirect employment in the organization.


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3.24 Objectives of HR Manager at VRL:
1. To increase productivity of an organization
2. To reduce the cost.
3. To prepare for future assignment.
4. To reduce labour absenteeism
5. To minimize the operational errors.
6. To establish a good relationship between worker and his job.
7. To increase employees moral and confidence.

3.25 Responsibilities of HR Manager at VRL:
He is authorized to handle independently
Decision regarding adoption of policies
To appoint the staff members
Right to dismiss the staff members
His consent is necessary in all personal matters.
He is the signing authority.

3.26 Duties of HR Manager at VRL:
To maintain salary records
To keep employees records
To maintain accident records
To look into the claims made by the employees
Handling correspondence
Attending labor court.


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3.27 Welfare safety measures and other benefits
The welfare safety measures & other benefits provided by the company to employees
at VRL LOGISTICS LTD are:
Medical treatment/ employees injury on duty:
The ESI (employees state insurance) schemes are applicable to those covered
under ESI act whose salary is below the 10000 they get ESI facility. If the employee
meets with an accident during working hours they provide first aid treatment
immediately and initial expenditure is borne by the company till he is shift to the ESI
hospital.
Employee provident fund:
The contribution of provident fund is 12% of salary of the employee. Employees
or workforce plays a very important role in any industry. The number of employees at
VRL is 5000 employees. They are well facilitated by the company like,
Medical expenses: in case of death nominee will get pension fund which will
be benefited to family.
Welfare loan like marriage
Housing facilities
And other benefits are given to the employees by VRL.

Gratuity schemes:
Gratuity schemes are provided to employees. The entire permanent employee
is covered under gratuity scheme. The employee gratuity will admissible only
after completion of qualifying service minimum 5years service.


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Training:
Better quality work; if training (formal) is provided with the best methods and
standardized norms, then it will help to improve the quality of service. Trained
employees will do less operational mistakes and perform the work effectively.
Canteen service:
The company maintains a full-fledged canteen to provide its employee. With
reasonable rate and healthy food snacks, while on duty subsidized rate. The facilities
opened on fixed timing on all working days.
Telephone facility:
Telephone facilities are provided to the employees, the rules are as follows.
The telephone calls from employees relative shall not be entertained unless and it
is urgent call. The security department at main gate shall receive the call and note the
name of the person calling and the message will be communicated to the employee.
In case of urgent message i.e. accident, death etc telephone operators/security at
the main gate shall note the details, name of the caller, name of the employee to
whom, time of receipt of call etc and inform to the employee concerned over phone
immediately.
Travelling allowance:
Travelling allowance is given, the employees shall be granted
travelling allowance for journey on duty in accordance with the rules of
management.


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Retirement:
The employee in the normal course of retirement from the service after
attaining the age of 58 year. The age set forth in the employee personal data at
the time of joining the service (which shall be verified with data as a center in
the matriculation or school leaving certificates or equivalent certificate at the
time of appointment) shall be basis for calculation at the age of employees for
this purpose.
Uniforms:
The company provides two pairs of uniforms and shoes to the entire garage
employees.
Staff buses:
The company has 35 staff buses, these help to employee to save time & money.
They divide according to area or route wise for different places. They have fixed time
according to shift wise.


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3.28 General condition for grant leave at VRL:

The entire employee will be entitled for allotment of leave as per the leave
rules of the management in force time to time. The sanctioning authority has
the desecration to revise or revoke leave at any time according to the
exigencies of service.
In the event of employee applying for extension of leave, he shall make an
application in writing to leave sanctioning authority before the expiry.
In the event of employee remaining absent: in excess of periods of leave,
originally granted or subsequently extended, he shall give an explanation to
satisfaction of the sanctioning authority before reporting for duties. The
employee shall report for duties only if he is permitted to do so, by the leave
sanctioning authority.
If an employee remains absent himself for more than 10days consecutive days
without leave he shall be deemed to have left the service of management of
without notice. His name will be removed from the master roll. He shall be
given opportunities for explaining the circumstance of his absence to the
satisfaction of the concerned authority in which he shall be permitted to
resume duty.


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3.29 Swot analysis:-

3.29.1 Strength

There is study increase in the growth of their turnover.
They provide good service that leads to customer satisfaction.
They have a new courier service called CARGO EXPREES which refers to
the 24hours of service.
The efficiency is to extend of 95%.
The company did not undergo any lockouts, strike etc..
3.29.2 Weakness

The garage operation is centralized. The repairs& maintenance of the vehicle
including buses have come to varur.
There is heavy work load.

3.29.3 Opportunities

They can extend their service to north& south station.
They can enter into hotel industry
They can enter into international courier& cargo express service
They can tie up with the government transport agencies.
3.29.4 Threats

Competition can into market for leadership.


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Chapter No 4
Introduction to topic

It is almost impossible today to pick up a newspaper of news-magazine
without finding a reference to quality of work/working life. In the search for improved
productivity, manager and executives alike are discovering the important contribution
of QWL.
QWL entails the design of work systems that enhance the working life
experiences of organizational members, thereby improving commitment to and
motivation for achieving organizational goals. Most, often, this has been implemented
through the design of jobs that afford workers more direct control over their
immediate work environment.
According to J. LIoyd Suttle, Quality of work life is the degree to which
members of a work organization are able to satisfy important personal needs through
their experiences in the organization? More specifically, QWL may be set into
operation in terms of employees perceptions of their physical and psychological well-
being at work. It includes virtually every major issue that labor has fought for during
the last two decades.
4.1 Major Issues in QWL:-
Jerome M Rosow, president of the Work in American Institute, has identified
seven critical factors which will affect the quality of work life during the years ahead.
These are pay, employee benefits, job security, alternative work schedules,
occupational stress, participation and democracy in the workplace.
Pay
QWL must be built around an equitable pay programs. In future more workers
may want to participate in the profits of the firm.

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KLE SOCIETYS
Benefits
Since workers are now better organized, educated and vociferous, they demand
more from the employers all over the world-apart from the pay-in the form of social
security and welfare benefits as matter of right which were once considered a part of
the bargaining process.
Job Security
Conditions in the work environment must be created by the employer which will
give all the employees freedom from fear of losing their jobs. A system must be
created in which there are healthy working conditions with optimum financial
security. The points stressed above are essential to improve the QWL in
organizations.
There are two ways of looking at what Quality of Working Life means. One way
equates QWL with a set of objective organizational condition and practices. The other
way equates QWL with employee perception that they are safe, relatively well
satisfied and able to grow and develop as human beings. This way relates QWL to the
degree to which the full range of human needs is met.
In many cases these two views merges: workers who like their organization and
the way their jobs are structured will feel that their work fulfils them. In such cases,
either ways of looking at ones quality of work life lead to a common determination of
whether a good QWL exist. Thus QWL can be defined in terms of employees
perception of their physical and mental well being at work.
Walton defines the QWL as a process by which an organization respond to
employee need for developing mechanism to allow them to share fully in making
the decisions that design their lives at work.


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Walton provides 8 criteria, which are defined as characteristics of the individuals
work experience or work environment to evaluate the QWL programs. These 8
conceptual categories together make up the quality of working life more effective.
They are-
1. Adequate and Fare Compensation:
This refers to fair and just balance between effort and reward. This includes
things such as fair job reasonably, and ability of pay, demand and supply of talent
and skills, and profit sharing. The basic pay as well as the other perquisites
provided should match with the efforts of the employee. In short it should respond
to whether the compensation helps in maintaining a socially desirable standard of
life.
2. Safe and Healthy Working Conditions:
The work environment should be free from hazards or provide safe and
healthy working condition to the employees. It involves a reasonable hours of
work, zero risk physical condition of work, protection from hazards at work
places.
3. Development Human Capacities:
Quality of working life can be improved if job allow sufficient autonomy and
control, use a wide range of skill and abilities, provide immediate feedback to take
corrective action and so on.
4. Opportunity for Continued Growth and Security:
Here the focus is on career opportunities as against the job. How much and
what kinds of opportunities are available to develop, and expand existing abilities
to avoid obsolescence? Whether the newly acquired talent could be put to some
uses and hence leads to personals growth and security?


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5. Social Interaction in the Work Environment:
One of the objectives of QWL is to develop satisfying identify with the
organization and develop a feeling of self-esteem. The variables that inculcate
these are absence of hierarchical status, opportunity for upward mobility,
openness and trust, a sense of community feeling on the job, freedom from pre-
juiced based on sex, caste, race, creed and religion.
6. Constitutionalisation in the Work Environment:
Enhanced Quality Work Life should also ensure zero violation of the
constitutional guarantee in organizational decision. Such guarantees a right to
personal privacy, free speech, equitable treatment and governance by the rule of
law necessary to improve Quality of Working Life.
7. Work and Total Life Space:
QWL provides for the balanced relationship among work, non-work and
family aspects of life. In other words family life and social life should not be
strained by working hours including overtime work, work during inconvenient
hours, business travel, transfers, vacation etc.
8. Social Relevance of Work:
The organizations lack of concern for social cause, like waste disposal, low
quality product, over-aggressive marketing, employment practices make workers
depreciate the value of their work and career, which in turn affect their self-
esteem. The social responsibility of the organization is an important determinant
of QWL.
The basic concept underlying the QWL is humanization of work. It involves
basically the development of an environment of work that stimulates the creative
abilities of the workers, generates co-operation & interest in self growth.


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4.2 Benefits of QWL:-
QWL is the best practice, which necessitates -
Healthier, Satisfied & productive employees.
Efficient, adaptive &profitable organization.
More positive feeling towards ones job (improved job satisfaction
&Involvement).
More positive feeling towards ones self (greater self esteem).
Positive feeling towards the organization (stronger commitment to the
organizations goal).
Improved physical & psychological health.
Greater growth & development of individual as a person as a productive
member of the organization.
Reduce absenteeism & turnover & fewer accidents.
Higher quality & quantity of output of goods &services.

Thus QWL involves interaction of individuals & organization to satisfy each
others important needs & expectations.QWL improvement may also facilitate such
social goals as greater economic prosperity or political stability. They may also
provide remedies to such social evils like mental health problems, unemployment,
drug & alcohol addiction among workers & their family. Last but not the least; QWL
improvements are also desirable from the perspective of humanitarian values.


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4.3 Strategies for improving QWL:-
QWL is the shared responsibility not only of the management & workers but
also of the union leaders, government official & behavioral scientists. QWL is said to
be effective only when it is acceptable by all the partisans in this program.
Several strategies to improve QWL in an organization setting are:
1. Development of Careers and Career Paths:
From the managements perspective the process of development of career & career
paths from a means to improve or at least to sustain employee productivity & prepare
them for changing work situation in the organizational setting.
The development of career & career paths involves a matching process
comprising three element, individuals, organizations & broader cultural environment.
Management may effectively perform this function by taking into considerations of
like cycle of individuals, the needs of the organization & society & the norms &
values of the broader culture.
2. Work Design:
Job design influences employee satisfaction, motivation & productivity. As a
strategy for improving QWL, work design must take into amount factors, which
moderates employees reaction to their work. There is no single universally good
design for work. Depending upon the situational requirements, management may
select the relevant strategies for specific design option.
3. Organizational Reward System:
The role of reward system relates the motivation of employee in organization
settings. Employees do what they need to do to satisfy their needs prior of doing
anything, they take for the reward or pay off which are organizationally controlled.
These organizational rewards are highly complex, whatever is the nature, and they
influence every other aspect of the organization.

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KLE SOCIETYS
As a strategy for improving QWL the organizational reward system must be used
as integral part of broadly oriented programs of organizational changes.
4. Alternative Work Schedules:
With a view to tackle job boredom, modern organizations have been
experimenting with several forms of alternate work schedules such as four-day work
week, flexi-time and part-time work. Compressed work week is a work schedule in
which a trade is made between the number of hours worked per day, and the number
of days worked per week, or order to work the standard length hours-four days, 10
hours each day or three days, 12 hours each day are examples of the QWL schedule.
In India this is being implemented by a few companies successfully.


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Chapter No. 5
Research Methodology

Here I have gone for a descriptive type of research study. The study is based
on the data provided by the employees through the questionnaire responses and also
the company reports, brochures, website etc... Hence the research is based on the
Primary and Secondary Data. Questionnaire was used to obtain the data from the
employees.
The title of this project carried through is A STUDY ON QUALITY OF
WORK LIFE AT VRL LOGISTICS VARUR, HUBLI.

5.1 Need for quality of work life:
In todays competitive environment, the manager cant leave the nature of the
HR systems-the actual HR policies and practices-to change. Managers nowadays try
to create quality of work life in their organization for better work efficiency and
productivity. Some of the major benefits of job rotation are:
It motivates to employees to do work
It make employee to feel that he is the member of that organization
It determines the areas where improvement is required


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KLE SOCIETYS
5.2 Objectives of the study:
To look at the nature of quality of work life at VRL.
To study factors relating to quality of work life
To look at the need for quality of work life leading to productivity and job
satisfaction.
To study the impact of Quality of Work Life across the different levels of
employment (Executive, Supervisor, Skilled Workers, Semi-skilled Workers
and Un-skilled Workers)
5.3 Sample size:
Number of units selected from the sample size is known as sample size. Sample of
whole 40 respondents were obtained from the organization.
5.4 Sample area:
Area covered only at HR department & accounts department of VRL
Logistics, Varur.
5.4.1 Questionnaire:
A well defined questionnaire that is used effectively can gather information on
both overall performance of the test system as well as information on specific
component system. The defeated questionnaire was carefully and specially numbered.
The questions were arranged in proper order, in accordance with the relevance.
5.4.2 Nature of questions asked:
The question consists of closed ended.
5.4.3 Analysis of data:
Data was analyzed and presented through SPSS and charts and table were
major forms of representation.


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Chapter No. 6
Data analysis & Interpretation
6.1 From how many days you are working in VRL Logistics, Varur.
Table No. 1

Frequency Percent
Valid Below 6 months
1 2.5
6 to 12 months 2 5.0
1 to 2 years 6 15.0
2 to 5 years 8 20.0
Above 5 years 23 57.5
Total 40 100.0

Diagram No.1
Source: Primary data
Interpretation:
From the above graph it is clear that the more number of workers are working
here from last 5 years. So it implies that the working environment & other facilities
provided are considered to be at satisfactory level hence they working in the
organization for longer period.

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KLE SOCIETYS
6.2 Pay scale is,

Table No. 2

Frequency Percent
Valid Highly
satisfied
3 7.5
Satisfied 26 65.0
Neutral 9 22.5
Unsatisfied 2 5.0
Total 40 100.0

Diagram No.2

Interpretation:
The satisfaction level of the employees regarding pay scale is satisfactory
level. So it means that the company provides somewhat fair pay scale to its
employees. From above chart it is noted that 65% the employee are satisfied and 7.5%
of employee are highly satisfied. By this we summarize that employees in the
company are satisfied with the pay scale.

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General welfare facilities:

6.3 Drinking water facility

Table No. 3

Frequency Percent
Valid Provided 40 100.0
Diagram No.3

Interpretation:
In the organization all employees have agreed that company is providing
hygienic drinking water facilities for its employees.


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6.4 Cafeteria

Table No.4

Frequency Percent
Not
Provided
14 35.0
Total 40 100.0

Diagram No.4

Interpretation:
From graph we can interpret that, 65% of the cafeteria is provided in the
company. Tea will be served at the working place during working hours for the high
level and middle level employees. And 35% of cafeteria is not provided in the
company for the low level employees.


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KLE SOCIETYS
6.5 Separate rest room for Men and Women

Table No.5

Frequency Percent
Not
Provided
26 65.0
Total 40 100.0

Diagram No.5

Interpretation:
From the above graph we can interpret that, 35% of the separate rest room for
men and women is provided in the company. And 65% of separate rest room for men
and women is not provided in the company. Some of the employees mentioned that
separate rest room for men & women is provided only to the night shift workers.


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KLE SOCIETYS
6.6 Separate toilet rooms for Men and Women

Table No.6

Frequency Percent

Diagram No.6

Interpretation:
From the analysis, it is found that there are separate toilets for both ladies &
gents.


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KLE SOCIETYS
6.7 Transport facilities

Table No.7

Frequency Percent

Diagram No.7

Interpretation:
In the company all employees have agreed that company is providing transport
facilities for its employees.


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Work related activities:

6.8 Opportunity for career growth is,

Table No. 8

Frequency Percent
Valid Excellent 4 10.0
Good 24 60.0
Inconsistent 10 25.0
Poor 2 5.0
Total 40 100.0

Diagram No.8

Interpretation:
The opportunity for career growth is good as 60%, 10% employees said its
excellent, some 25% respondents said its inconsistent the requirement and remaining
respondents said its poor.


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KLE SOCIETYS
6.9 Relation with superiors and subordinates is,

Table No. 9

Frequency Percent
Good 35 87.5
Inconsistent 1 2.5
Poor 1 2.5
Total 40 100.0

Diagram No.9

Interpretation:
From graph we can interpret that, 7.5% of the employees are feel as excellent,
87.5% of them said as good and 2.5% and 2.5% are expressed as inconsistent and
poor respectively. So from that we can say that employees are having good relation
with their superiors and subordinates.


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KLE SOCIETYS
6.10 Employee participation in decision making is,

Table No.10

Frequency Percent
Good 25 62.5
Inconsistent 6 15.0
Poor 6 15.0
Total 40 100.0

Diagram No.10

Interpretation:
From the above chart, 7.5% of employees are feeling that participation in
decision making is excellent, 62.5% feels as good, 15% are inconsistent and
expressed as its poor. Only top level employees will be in touch with the management
and gives suggestions while taking any decision. And it will not be in case of low
level employees.

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KLE SOCIETYS
6.11 Incentives and compensation provided is,

Table No.11

Frequency Percent
Good 26 65.0
Inconsistent 9 22.5
Poor 3 7.5
Total 40 100.0

Diagram No.11

Interpretation:
From the graph we can see that, 5% of employees are expressed as incentives
and compensation provided by the company is excellent, 65% said as good, 22.5%
and 7.5% feel that its inconsistent and poor respectively. For some employees it is
not up to the expectation level.


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KLE SOCIETYS
6.12 Motivation is,

Table No.12

Frequency Percent
Good 28 70.0
Inconsistent 8 20.0
Poor 1 2.5
Total 40 100.0

Diagram No.12

Interpretation:
From the above graph we can say that the motivation from the management to
the employees in the organization is 70% good, 7.5% is excellent.


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KLE SOCIETYS
6.13 Training is,

Table No. 13

Frequency Percent
Good 18 45.0
Inconsistent 9 22.5
Poor 4 10.0
Total 40 100.0

Diagram No.13

Interpretation:
The training will be provided to all types of employees as and when it is
required. But still only 22.5% of employees are expressed as excellent, 45% said as
good, 22.5 % are said as training program is inconsistent requirement and remaining
expressed as its poor.

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KLE SOCIETYS
6.14 Job security is,

Table No. 14

Frequency Percent
Good 19 47.5
Poor 5 12.5
Total 40 100.0

Diagram No.14

Interpretation:
The analysis about the job security in the organization revealed that the
organization provide secured jobs to its employees as we can see that 60% is excellent
and good and remaining expressed as its inconsistent and poor.

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KLE SOCIETYS
6.15 Freedom of work is,

Table No.15

Frequency Percent
Good 24 60.0
Inconsistent 8 20.0
Poor 3 7.5
Total 40 100.0

Diagram No.15

Interpretation:
The freedom of work will be provided to all types of employees as and when it
is required. But still only 12.5% of employees are expressed as excellent, 60% said as
good, 20% are said as inconsistent requirement and remaining expressed as its poor.


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KLE SOCIETYS
6.16 Flexibility is,

Table No.16

Frequency Percent
Good 31 77.5
Inconsistent 6 15.0
Poor 2 5.0
Total 40 100.0

Diagram No.16

Interpretation:
From the above graph we can say that the flexibility from the management to
the employees in the organization is 77.5% as good, 2.5% as excellent and remaining
expressed as its inconsistent and poor.


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KLE SOCIETYS
6.17 Adequacy of resources s,

Table No. 17

Frequency Percent
Valid Good 24 60.0
Total 40 100.0

Diagram No.17

Interpretation:
From graph we can interpret that, 60% of the employees are feel as excellent
and 40% of them said as good. Usage of resources in the organization is given only
for the top level employees whenever it is required.


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6.18 Over all job satisfaction is,

Table No. 18

Frequency Percent
Valid Highly
satisfied
2 5.0
Satisfied 35 87.5
Neutral 3 7.5
Total 40 100.0

Diagram No.18

Interpretation:
87.5% of the employees are satisfied with the current job in the organization
as the organization provides good career opportunity, healthy working environment,
fare pay scale, motivation, training etc.


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Chapter No. 7

7.1 FINDINGS
87% of the employees are satisfied with their job.
More than 60% employees are happy with their pay scale.
Company is providing hygienic drinking water facility, transport facility &
separate toilet rooms for men & women.
But the company is not providing separate rest room for men and women to
the middle level & low level employees, but its provided only to the high
level employees.
According to the analysis,
There is good opportunity for career growth.
85% of the employees are good in relation superiors & subordinates.
More than 60% of employees will participate in the decision making.
65% of employees are happy with their incentives & compensation provided
by the company.
Good motivation & Training programs are provided.
Employees are having secured job & good freedom of work.
40% of employees participation in decision making is average & in adequacy
of resources is also average only top level employees will be in touch the
management and give suggestions while taking any decision. And it will not
be in case of low level employees.
15% of the employees are dissatisfied in participation in decision making.
More number of workers is working here from last 5 years. So it shows that
the working environment & other facilities provided are considered to be at
satisfactory level hence they working in the organization for longer period.


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7.2 SUGESTIONS
The management may also consider the consent in terms of suggestions from
employees so that Quality of Work Life can be improved.
Quality of the training programs must be improved. The training programs like
lectures, group discussions, coaching, etc
The company can increase incentives & compensations like PF, DA, home
allowance based on the performance of the workers.
And also company can conduct entertainment activities such as tours, games,
get together parties, celebrating festivals in the organizations, organization
annual day etc
Employees performance should be made more effective and efficient by
giving proper training & development programs.
Orientation program like workshops activities, induction program, must be
conducted for the newly joined employees, because from that employees can
come to know about the organization objective, goals, rules, regulation and
other related aspects.


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KLE SOCIETYS

7.3 CONCLUSION
Finally it is concluded that the company is providing healthy working
environment, good motivation & training programs with secured job &
welfare facilities.
The employees are having good opportunities to show their capacities & skills
which helps for their career growth.
The employees are having good freedom of work & flexibility which helps the
employees work better.
If the company takes action on the given suggestion then Quality of work Life
may reach up to its maximum extent.
Some of the employees are unhappy with their incentives & compensation
provided by the organization. So to reach quality of work high the company
should provided a fare & good incentives to the employees.


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7.4 BIBLOGRAPHY
Reference

Human Resource Management
o By: Dr. C. B. Gupta (2009).
S. Chand publications

Websites:
o www.vrllogistics.com
o www.google.com


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KLE SOCIETYS
3.28 ANNEXURE

Questionnaire

Respected madam/sir,
I, Deepika C Siddibhavi student of KLEs IMSR HUBLI, pursuing MBA, I am
undertaking a project work on the topic Quality of work life. So, I kindly request you
to provide necessary information for the following questions. I assure you that the
information will be kept confidential and will be used for academic purpose only.

Employee details:
Name:
Department:
Current Designation:
Age Group:

1. From how many days you are working in VRL Logistics,
Varur.
a) Below 6 months b) 6 to 12 month
c) 1 to 2 years d) 2 to 5 years
e) Above 5 years

2. Pay Scale is,

a) Highly satisfied b) Satisfied c) Neutral
d) Unsatisfied

Below 25 26 35 36 45 46 & above


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KLE SOCIETYS

3. General Welfare facilities:
a) Provided b) Not Provided
a. Drinking water facility
b. Cafeteria
c. Separate rest rooms for Men n Women
d. Separate toilet rooms for Men n Women
e. Transport facilities

4. Work related activities: 1 2 3 4
a. Opportunity for career growth
b. Relation with superiors & subordinates
c. Employee participation in decision making
d. Incentives & compensation provided
e. Motivation
f. Training
g. Job security
h. Freedom of work
i. Flexibility
j. Adequacy of resources
[1 = Excellent, 2 = Good, 3 = Inconsistent, 4 = Poor]

5. Overall job satisfaction is,
a) Highly satisfied b) Satisfied c) Neutral
d) Unsatisfied


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KLE SOCIETYS

6. Feedback/Suggestions:-

Thank you for your kind co-operation!!

Quality of Work Life Study

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