University of mysore

BUSINESS FEMILIARIZATION REPORT

(BFR)

ON

DECO EQUIPMENTS PVT LTD, MYSORE

In Partial Fulfilment of the requirement for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

MAY 2024

Under the guidance of

INTERNAL GUIDE

MAHESH SIR

Business familiarization report submitted to

Post-Graduation Department of Management Sciences,

DR BR AMBEDKAR POST GRADUATE CENTER

Suvarna Gangotri , Chamarajanagar - 571313

DECLARATION

We hereby declare that the report entitled “BUSINESS FAMILIARIZATION

REPORT” at DECO EQUIPMENTS PVT LTD, Mysore is prepared by us. The

empirical findings in this report are based on the data collected by us.
INTRODUCTION

INTRODUCTION ABOUT THE INTERNSHIP

The internship program is offered by university with a target of helping the understudy to
take in the practical experience on internship will and field work in regard to internship while
execute the theory to practical study information and learn in work involvement in
organization and investigation the organization principles and control in regard to internship.
The understudy while take an interest in building up the organization objectives while
execute the methodology in organization.

The internship an individual study to do the internship in organization with respect to specific
point in determined field. The student understudy limit will be expanded in organization, by
actualize theoretical information practical way the reasonable learning in organisation.

An internship gains the relevant knowledge, skills, and behaviour field as well as given the
wide experience. The major component of this experience is the formation of the professional
attitude.

Internship helps to develop the personality and capacity to adapt to and handle challenging
situations in the real business world. Internship program helps to acquire transferable skills
such as communication skills, interpersonal skills, teamwork skills, and problem-solving
skills.
Industry profile

Introduction

Indian auto industry became 4TH biggest in the global with sales increasing 9.5% year on year
4.50 million units (excluding two wheelers) in 2017. it was the 7TH largest manufacturer of
commercial vehicles in 2017.

Indian is also a outstanding auto exporter and has strong export growth expectation for the
close to destiny. automobile export grew 15.54% during April 2018 February 2019. it is
expected to grow at a cagr compound annual growth rate) of 3.05% during 2016 -2026. in
addition, several initiatives by the government of India and the major automobile players in
the Indian market are expected to make Indian a leader in two-wheeler and 4-wheeler market
in the world by 2020

Market size

Domestic automobiles manufacturing extended at 7.80% cagr between financial year 13- 18
with 29. 07 million vechicles manufactured in the country in FY 18 . during April 2018 -
 January 2019, automobiles manufactured improved 9. 84% year – on- year to reach 26.26
million vehicle units .

Investments

In order to preserve up with the growing demand, numerous auto make have started investing
heavily in various segment of the industry during the last few months. the industry has
attracted foreign direct investment (FDI) worth US$ 20.85 billion during the period April
2000 to December 2018.

GOVERNMENT Initiatives

The government of Indian encourages foreign investment in the automobiles sector and
allows 100% FDI under the automatic route. the ministry of heavy industries, GOI has
shortlisted 11 cities in the country for introduction of elective vehicles (EVs). the government
will also set up incubation centre for start – ups working in elective vehicles space.

In February 2019, the GOI approved the FAME – II scheme with a fund requirement of RS
10,000 crore (US$ 1.39billion) for FY 20- 22 .

Achievements

Following are the achievements of the governments in the past four years:

Under National Automotive Testing and R&D Infrastructure Project (NATRIP), following
testing and research centres have been established in the country since 2015.

International Centre for Automotive Technology (ICAT), Manesar

National Institute for Automotive Inspection, Maintenance & training (NIAIMT), Silchar

Automotive Research Association of India (ARAI), Pune

Global Automotive research centre (GARC), Chennai

Road ahead

India automobiles industry (including component manufacturing) is predicated to attain RS

16.16-18 trillion (US$251.4-282.8billion) by 2026. Two – Wheelers are expected to grow 9
per cent in 2018.

ORZANISATION PROFIL

DECO EQUIPMENTS PVT. LTD.

Customer Satisfaction Our Designator

An ISO 9001 :2015 certified company

BACKGROUND OF THE COMPANY

Deco Equipment’s pvt ltd. was incorporated in the year 1989 and operational from1992 as a
SSI PVT LTD company with an initial authorized capital of RS 2 lakh and with the main
objective of manufacturing components for automotive sector. DEPL recorded a turnover of
around RS 3 lakhs per annum.

The Company was started with 3 machines and today it has 110 in no, of various states of the
art machines like CNC turning, VMC and HMC machines from Makino (Japan). Doosan
(South Korea) and the HAAS (USA): Lad and heart Treatment of Inductotherm (USA). To
ensure the quality and reliability of components and accuracy, the company has CMM, LK
 (UK Make). The Machining capabilities of components range from 300grms to 80kgs.
During the year 2010-11, the company has achieved a turnover of RS15 crores, and has a
sophisticated capacity of achieving around RS 25 crores per annum. The present authorized
capital is RS 300 lakhs and the issued capital RS 290 lakhs, the reserves and surplus of RS
300 lakhs.

Location of factory:

Deco Equipment’s PVT LTD is located just 6 kilometres from historical Mysore Palace and
from heart of the city in the state of Karnataka. There are adequate Bus Facilities. The
company consists of three units. They are:

1. Units 1: C- 38, Hebbal Industrial Estate, Mysore – 570016

2. Units 2: B – 147, Hebbal Industrial Estate, Mysore – 570016
3. Units 3: SPL – 46, Hebbal Industrial Estate, Mysore – 570016

REGISTERED OFFICE:

DECO EQUIPMENTS PVT LTD

B-147, Hebbel Industrial Estate,
Metagalli post,
Mysore -570016
Karnataka State
India
Phone: 91 -821- 2514680

NATURE OF THE BUSINESS CARRIED:

DECO may be a non – public based mostly producing company that is established at outskirts
of Mysore. The corporate merchandise Axles and Brake, Earth Moving Equipment’s for
significant and industrial vehicles deliberation between, 6- 13 tones gross weight.

 Deco has marketing head office at Mysore.

 The promoting departments receive the order from the purchases and plans
assembly.
 It produces commercial vehicle Equipment like,

1. Break Spider
2. Axle clumps
3. Diff carrier.
4. Roller, Anchor Pin, Jam Nut & Washers
o It also Produces heavy Vehicle Equipment S
 It imports heavy vehicle equipment`s & it will moulds
as per the client requirements.

PROMOTERS

MANAGING DIRECTORS

Mr. Daric Fernandes

The company was promoted by Mr. Amellion Daric Fernandes, a technocrat turned
industrialist. A first-Generation entrepreneur in mechanical engineering from Mysuru college;
earlier working as an engineer at machinery manufactures corporation textile division, gained
adequate experience in the engineering field and later floated this company with objective of
manufacturing activity.

The company has a vision of succession planned, where in his first son Mr. Darrel. D.
Fernandes, who has completed his engineering Degree from NIE, Mysuru and at present is
pursuing his master’s degree at Hamburg University – Germany; will has completed his
degree in the year of 2015 and intends to f the company immediately after completing of his
studies further pursue.

VISION, MISSION AND QUALITY POLICY:

Vision:

TO be a world class machining of precision components drives our commitment for

excellence. To achieve profitable growth as the premier global supplies of Axle parts and
Brake pats for heavy vehicles, off- highway Vehicles, commercial vehicles, while providing
our consumers with good competitive advantage.

MISSION:

We are committed to ensure total customer satisfaction by supplying high quality Precision
Machined Components on time.

To achieve profitable growth and increase our customer value by Designing, Engineering,
and Manufacturing products that deliver and manage Vehicle performance and safety.

QUALITY POLICY:

Deco Company is working hard or works hard to reach highest vehicle equipment`s
manufacturer companies’ status. It functions collectively hence by making sure that everyone
is involved in the process. The companies accept all the suggestions for the improvements of
the benefits of customers through quality management system. Deco has a quality executive
method that`s certified to ISO 9001: 2015 normal and setting management system that square
maser certified to ISO standard quality assurance you can take it.

Our Team:

Motivated, committed, strive for continual improvement through effective training and work
in a happy environment.

Our product:

Defect free, manufactured and delivered on time and at right cost and be benchmarks in
manufacturing excellence.

Our promise:

ALL application processes are efficient and effective, which are continuously improved
through better system, and comply with relevant legal, statutory and requirements.

The auto components being a highly critical and precsioin item, required high quality
clearance from every stage right from raw material till painting and shipping of the parts.

PRODUCT PROFILE:

Factory product manufactured at Deco equipment private limited store is measured mostly
based on technology given by AAL limited India with production unit located at Mysore. The
Deco is one of the sought after company for the markers of rear drive excel- clumps, can
shaft, and input shafts. Manufacturing experience and latest VMC and HMC technology from
AAL India limited has been producing quality durable, duty drive and trailer shaft
requirements of customers. The AAL limited India Mysore provides field and service support
to Deco Company.

1 WHEEL END PARTS:

a. Wheel hubs
2 ENGINE PARTS:

3 HOUSING PARTS:

a. AXLECLAMP:

b. SPINDLES:
4 BREAK PARTS

a. SPIDER

b CAM SHAFTS:
PRODUCT LINE – CAM SHAFT WIYHOUT S – CAM MILLING

PRODUCT LINE – CAM SHAFT WITH S- CAM MILLING

Introducing s- cam profile milling will reduces profile to profile runout, reduce the
gap between brake shoe and brake drum which increases breaking effect and make
more efficient, suitable for all types of commercial vehicles.

5 DIFFERENTAIL PARTS:
 A CARRIERS

B PINION CAGES

AREA OF OPERATION:

The company create a producing facility at Mysore, state in 1989 and is presently the biggest
manufacturer of rear drive axle – clumps, cam shafts, and brake spiders’ assembly in India.

Over the years, the company has developed an impressive domestic OEM clientele including,
Automotive Axles limited, BEML Limited, Brakes India Limited, KNORR- BREMES

A study on work – life balance and its impact on employee performance with special
reference to Deco Equipment’s Pvt Ltd, Mysore

Limited. Either Essar steel or Bharath Earth Movers. The firm also export vehicle parts to all
over India and Regional Area of Mysore.

INFRASTRUCTURAL FACILITES:

Deco has 3 units of land allotted by KIADB at Metagalli, Mysore. First units has 400 by 200
Feet land, second unit has 150 by 100 feet land and building, and 3RD unit has 100 by feet
land and building have been utilized. The infrastructural facilities include.
Internal Facility

 Water facilities
 Restroom facility
 Medical facility
 Washroom facility
 Safety looker facility
 Insurance facility
 Healthy environment and cleaner

External Facility

 Canteen facility
 Recreation facility
 Parking facility

COMPETITORS INFORMATION:

We are close market, so we have no competitors. We have monopoly market; we have co-
venders.

SWOT ANALYSIS:

A SWOT evaluation or swot matrix is a strategic planning tool used to evaluate the strengths,
weakness, opportunities involved in a very business venture in the other state of situation
requiring on decision and identify the internal and external factors that are favourable and
adverse to accomplishing those targets, strengths and weakness are internally associated,
while opportunities and threats generally focus on environmental placement. The technique is
created by ALBERT HUMPHREY, who lead a research project at sponsored university in the
1960 &70`s using from the fortune 500 companies.

Purpose of SWOT analysis

 To capitalize on the strategies of the company

  To overcome the weakness of the company
 To exploit the full opportunities available in the environment.

SITUATION ANALYSIS

INTERNAL EXTERNAL
ANALYSIS
ANALYSIS

STRENTHS WEAKNESS OPPORTUNITIES THREATS

STRENGTH:

 Well – Known Suppliers

 Highly Costumer Preference
 Continues product innovation and technological advancements.
 Single largest integrated axel manufacture in India.
 Availability of qualified engineers
 Providing Various manufacturing product
 Customer acceptable pricing and quality of products
 Tough competitors for the companies

WEAKNESS:

 Profitability of Deco is affected with the sluggish Vehicle parts industry.

 Low labour productivity
 Limited to Mysore region

OPPORTUNITIES:

 By joining hands with the informational market hence by making trade grow more
 Raising demands of excel clumps.
 Set up auto detailed service business.
 Publish Magazine specifically for auto mobile lovers.
 Stable economic policies

THREATS:
 New rules and regulation.
 Growing computation.
 Technology changes.
 Changes in Market condition
 FINANCIAL STATEMENTS

BALANCE SHEET AS AT 31st

MARCH 2020.

PARTICULARS NOT AS ON 31 -03-

E 2020

Equity and Liabilities

1 (a) Share Holders`fund 2 4,90,00,000 4,90,00,000

(b) Reserve & Surplus
3 3,40,89,110 3,40,89,110
(c) Pending Share Application
Money 3A - -

8,30,89,110 8,30,89,110

Non-Current Liabilities
2 4
(a) Long Term Borrowings

Current Liabilities
3 5
(a) Short Team Borrowings 3,89,73,286 3,36,54,428
(b) Trade Payable 6
4,68,47,756 6,01,26,987
(c) Other Current Liabilities
7
(d) Short Team Provisions 3,25, 728 27,52,825
8
13,63,320 1,88,321

8,75,10,000 9,67,22,561

30,70,34,393 28,27,50,575
TOTAL=

1 ASSETS

NON-Current Assets 9

(a) Fixed Assets

 CHAPTER 2

CONCEPTUAL BACKGROUND AND LITERATURE REVIEW

2.1 THEORETICAL BACKGROUND OF THE STUDY:

The concept of WLB was developed in mid-1801s. The term "work-life balance" was
originally utilized as a part of United Kingdom in the year of 1970s to illustrate the balance
among an individual's work & personal life. In the United States, this concept was first
utilized as a part of 1986s.

It is a method which helps employees of an organization to balance their personal and

professional lives. WLB encourages employees to divide their time on the basis on priorities
and maintain a balance by devoting time to family, health, vacations etc along with making a
career, business travel etc. it is an important concept in the world of business as it helps to
encourage the employees & increases their loyalty towards the company.

2.1.1 IMPORTANCE OF WORK LIFE BALANCE

Working on a activity for a business and creating a career can be an really time consuming
responsibility for any worker. Employees are busy at their place of work throughout the day
and sometimes even on weekends, This offers them very little time to interact with their
family because of high pressure of work, often family members get neglected. Also, stressful
jobs cause the health of employees to deteriorate. This is where WL.B comes into the picture.
WLB concept allows an employee to maintain a fine balance in the time he or she gives to
work as well as to personal matters. By having a good balance, people can have a quality of
work life. This helps to increase productivity at workplace as the employee is relaxed about
his personal commitments. It also allows the employce to give quality time with family to
spend vacations, leisure time, work on his her health etc. hence WLB is extremely important
for employees and increase their motivation to work for the company.

The below chart is the WLB scenario, where an employee has to balance his/her life b/w
personal (family, friends and self) and professional (career, job) commitments.
 WORK LIFE BALANCE

PERSONAL LIFE PROFESSIONAL LIFE

FAMILY FRIENDS SELF JOB CAREER

2.1.2 COMPONENTS OF WORK-LIFE BALANCE

Following are the important 6 components to maintain work-life balance.

1. Self Management:

Self management is the basically meant for WLB. It will be managed by taking good
nutrition and giving balanced work to the body and mind, which helps to recognize in the
working space.

2. Time management:
Time management mainly includes most favorable use of resources that matches the
challenge. This is improved through proper objectives and working by deciding what
is so prime need.
 3. Stress Management:
As the work complication steadily increases, stress is also will increases. Present there
are some reason for the stress like more people distraction, noisy-environment and
multitasking increases our stress.
4. Change Management:
Change is not a constant in nature. By adopt innovation technique and re-accept
others is a good idea to put up a flourishing career. Change managing entails making
regular and hard work to ensure that the level of transform at work.
5. Technology Management:
Practically technology refers to serve people and not creating disturbance to people,
we are bound by technology from the walking stick to steering wheel. And by the
running time technology is rapidly speeding up because vendors trying to increase
their market. For this there is no other but cope up with technological changes.
6. Leisure Management:
Mainly ignored of the WLB is the free time. it is the leisure which gives relaxation to
the minds of the people who are in stress stage at the firm. Thus it is chief to manage
the time to have a peaceful mind at the work place.
2.1.3 WLB PRINCIPLES
The concept WLB should:
1. Importance to both the employees & the organization
The policy must exist planned according to the desires of both the parties to be
considered, there must be a value proposal for the company with benefit for the
workers..
2. consider for tailoring to meet sole employee needs where possible:
WLB at the work place should be flexible so that employees can work smoothly to
achieve the organization goals and this will lead to the growth of the business and
employees needs can be easily achieved.
 3. Be generally communicated, so that employees are attentive of what is present:
The information should be clearly communicated to the employees so that they
can follow it and work with 100% commitment to achieve the organization goals.
4. Be available to all employees:
There will be few surroundings wherever there will be constraint on the category
of work- life initiative accessible, these situation necessitate to be evidently
recognized but should not their life circumstances in other parts of an organization
and for resourceful solutions to be found.
5. Be reasonable for the organization and practically budgeted:
Initiatives require to be viewed to make sure that the objectives & aim are possible
for the organization and workforce & are within the financial plan stricture of the
organization.
2.1.4 ADVANTAGES OF WORK LIFE BALANCE:

TO EMPLOYER:

➤ Improved personal & family relationship

➤ Proper WLB helps employees to engage work and sole bond.

Improved health & wellbeing staff.

➤Flexible working arrangements which results to condensed work stress & overloaded
work. Increased ability to stay put competitive in career improvement.

Upgrade on the job & off the job relationship.

2.1.5 REASONS FOR WORK-LIFE BALANCE

The reason for the WLB considered by the employers towards the employees is to
provide relaxation of mind for the employees in order to increase the productivity for
the organization and to build a good relationship between the employees as well as
employer.
1. Gender concern: gender discrimination was experienced both men and women at
work place. In order to balance the work-life for men need to be present at the
work place and at the same time he needs to take care of his family for that
concern the employers should view out the difficulties of the employees and
 should think on this concept to have the growth of the business & to increase the
productivity.
2. Young generation: they do not consider WLB. Since the young generation
attentive towards all sorts of entertainment in both family as well as at the work
place. In order to motivate the them and make them work constructively in the
organization the WLB want to be determined by the employer.
3. Identity through work: by working in the organization employee's identity for the
employer to the some extent may be of possible. Thus the employees who work
with commitment will be easily identified and it vice-verse and this may have the
impact on the WLB concept.
 2.2 LITERTURE REVIEW
1. Ansumalini panda and chandan kumar sahoo Impact of human resource interventions
on WLB: a study on Indian IT sector: The motive of this paper is to take a look at the
sizable predictors of work-life balance (WLB) via highlighting the human useful
resource interventions in IT industries. Exploratory aspect analysis and multiple
regression evaluation have been used to examine the statistics via the usage of the
SPSS version 20. Primary statistics were incorporated from 245 software program
experts through a based questionnaire from the IT industry in India.
2. 2. Hughes J and bozionelos N (2007), WLB as source of job dissatisfaction and
withdrawal attitudes: An exploratory study on the views of male workers: The
purpose of this text is to discover the perspectives of male employees in male ruled
career on issues that pertain to WLB stability. The examine has price at both scholarly
and practice stage. At scholarly degree, the studies investigated an essential current
problem within a unnoticed organization: male workers in a low profile male
dominated career. At practice level, the findings advocate that work life imbalance
incurs tangible costs to organizations as a result, agencies need to set up human
resource systems to deal with it. Furthermore, pertinent law may need to be developed
and enacted.
3. 3. Jill R Helmle, Isabel C. Botero (2014), Factors that influence perceptions of work-
life balance in owners of copreneurial firms: The reason of this paper is to discover
the elements that influence perceptions of work-life balance amongst proprietors of
copreneurial firms. Research on work-life balance inside the context of circle of
relatives corporations has targeted on the effects that perceptions of stability can have
at the emotional properly-being of commercial enterprise owners and performance of
the firm. Data for this observe were accrued using surveys. In all, 210 copreneurs with
businesses in almost 20 industries answered questions on their perceptions of work-
life balance, work-life conflict (WLC), lifestyles-paintings struggle, conversation
practices, traits in their jobs, and spousal guide.
4. 4. Hughes N (2007), Is lifestyle a balancing act?: The reason of this situation look at
is to spotlight to people and corporations the importance of labor-existence stability
and the way it could have a massive impact on one's.
pitfalls of now not having coverage in region and also how a commercial enterprise can go
about imposing a coverage.

5. Virick M, Lilly J & Casper W (2007), Doing more with less: An analysis of work life
balance among layoff survivors: The look at observed that lavoff survivors experience
higher tiers of workload which impact usual function overload that negatively
influences paintings-existence stability. Findings endorse that excessive workloads
skilled by using layoff survivors contribute to decreased process and lifestyles delight
through decreased paintings-life balance as a mediating mechanism.
6. 6. Baral R & Bhargava S (2010), Work-family enrichment as a mediator between
organizational interventions for work-life balance and job outcomes: Job traits were
undoubtedly related to all of the measures of process outcomes. Supervisor assist and
work-circle of relatives culture have been definitely related to activity pleasure and
affective dedication. No good sized association turned into located between work-life
benefits and policies (WLBPs) and any of the process final results measures. Job traits
and manager guide have been positively related to work-to-circle of relatives
enrichment. Work-to-circle of relatives enrichment mediated the relationships
between task traits and all task consequences and between manager support and
affective dedication.
7. 7. Shanmugam M and Agarwal B (2019), Support perceptions, flexible work options
and career outcomes: A study of working women at the threshold of motherhood in
India: This look at targets to discover the leaky pipeline issue (attrition of working
girls due to motherhood) within the Indian records generation (IT) region. The study
analyses the impact of organizational and supervisory help perceptions on using
bendy paintings alternatives and its relationship with career effects in phrases of task
delight, work- existence struggle and turnover intentions The findings kingdom that
using flexible work alternatives extensively lessen work-existence conflict, decrease
the aim to turnover and growth activity delight, with organizational and supervisory
perceptions gambling a giant moderating role.
8. 8. Sharma R and Prasad A (2018), Employer brand and its unexplored impact on
intent to join: The purpose for this paper is to decide the various dimensions of
company logo inside the IT sector of India and analyse
candidates to join an enterprise. A 5-element business employer brand (EB) version and 3-
factor rationale to enroll in (ITJ) version had been examined for reliability and validity thru
confirmatory component factor analysis (CFA). A structural model is empirically examined
with EB as independent variable and ITJ as based variable thru based equation modelling.

9. Malik P and Lenka U (2019), Identifying HRM practices for disabling destructive
deviance among public sector employees using content analysis: This look at
ambitions to discover human resource management (HRM) practices to overcome
destructive deviance amongst public quarter personnel. Further, this observe goals to
rank the identified HRM practices in the order of their impact on detrimental
deviance. This examine identified ten HRM practices (human resource planning,
activity design, training and development, reward system, employment protection,
career development opportunities, performance management, employce participation,
monitoring and control, work-life balance) in overcoming adverse deviance amongst
public quarter employees. Furthermore, based totally on their frequency distribution,
the HRM practices have been labeled into 3 categories, i.e. Most enormous, giant and
least large.
10 . Uppalury S and Bhaskar Racherla K (2014), Social production in a collectivist
culture: Exploring structure and agency in the work-life balance of Indian women
executives: This paper pursuits to study the connection among structure and
business enterprise of Indian ladies executives in the area of work-life balance in a
growing and globalized context, It examines social production in a collectivist
tradition. The business enterprise of girls executives in India is influenced by
means of cultural meta-narratives of marriage and motherhood. They revel in war
within the domestic the front and much less on the work region. Their negotiations
with their structures display a nuanced corporation wherein they are trying to fit
cultural roles and additionally seek self success in a career.
11 . Uppalury S and Bhaskar Racherla K (2014), Social production in a collectivist
culture: Exploring structure and agency in the work-life balance of Indian women
executives: This paper pursuits to study the connection among structure and
business enterprise of Indian ladies executives in the area of work-life balance in a
growing and globalized context, It examines social production in a collectivist
tradition. The business enterprise of girls executives in India is influenced by
means of cultural meta-narratives of marriage and motherhood. They revel in war
within the domestic the front and much less on the work region. Their negotiations
with their structures display a nuanced corporation wherein they are trying to fit
cultural roles and additionally seek self success in a career.
worker manipulate, training overtime, flexibility and discrimination, are
determined to have considerable effects on work-own family battle in twin-
profession couples.

12. Jose-Luis Hervas-Oliver P, Pasamar S and Valle Cabrera R (2013), WLB

under challenging financial and economic conditions: The evaluation surely
shows the lifestyles of three distinct groups of organizations consistent with their
belief of coercive, mimetic and normative pressures, and the distinct traits of the
businesses. The perceptions of institutional pressures determine the stance of the
enterprise with regard to WLB.
13. Anand A and Vohra V (2019), Alleviating employee work-family conflict: role
ofDorganizations: The findings of the take a look at cautioned the importance of
powerful -manner conversation between employees and top control, structural and
cultural support from the enterprise and the significance of redesigning and
restructuring jobs in an attempt to reduce work-function overload.
14. Pasamar S (2015), Availability and use of work-life benefits: what's in
between?: The consequences monitor that availability significantly influences the
extent of use of WL programmes. Both the percentage of girls personnel inside the
employer and the formalization of the WL balance way of life mild the
relationship between availability and use.
15. Shabir S and Gani A (2020), Impact of work-life balance on organizational
commitment of women health-care workers: Structural modeling approach:
Findings indicated a huge fantastic relationship among WLB and OC. Further
factor-clever analysis discovered a superb dating among the WLB and affective
and normative dedication. However, WLB verified a bad association with
continuance commitment
16. Rao M (2016), "Innovative tools and techniques to manage your stress to
ensure work- life balance: It enlightens that there are three signs to exact fitness
sound sleep, workout and right urge for food. As lengthy as you experience those
you enjoy top health and you could maintain strain at a bay and lead a glad and
extraordinary lifestyles.
17. Nayak T. Sahoo C. Mohanty P and Sundaray B (2016), HR interventions and
quality of work life of healthcare employees: an investigation: This work affords a
realistic viewapproximately the compendium of human aid interventions pivotal
for better QWL in healthcare organizations. The survey also offers insights to
healthcare managers, administrators and practitioners for enforcing those
interventions
18. Zheng C, Molineux J. Mirshekary S & Scarparo S (2015), Developing
individual and organizational WLB strategies to improve employee health and
well being: Work- existence stability (WLB) is an problem of consciousness for
corporations and individuals. because individuals gain from having higher health
and wellness after they have WLB and this, in turn, impacts on organizational
productivity and performance. The cause of this paper is to explore relevant WLB
elements contributing to worker health and wellbeing, and to understand the
interactive effects of character WLB techniques and organizational WLB
policies/programmes on improving worker health and well being.
19. Poulose S and Sudarsan N (2017), Assessing the influence of WLB
dimensions among nurses in the healthcare sector: The reason of this paper is to
investigate the affect of work-associated elements, namely work overload and
work support stability WLB dimensions and its considerable effect on work
pleasure in particular among South Indian nurses within the healthcare quarter.
The observer suggests that support from the corporation, superiors and peers can
move a long way in helping the incumbents to gain improved organizational
consequences.
20. Morganson V, Major D, Oborn K, Verive J and Heelan M(2010) Comparing
telework locations and traditional work arrangements: Differences in WLB
support, job satisfaction, & inclusion-This paper is to have a look at variations
WLB aid, activity delight, and inclusion as a feature of work area. Web-based
totally survey information were furnished by 578 personnel working at one in all 4
places (primary workplace, client place, satellite office & domestic). Multiple
regression analyses were used to discover differences in WLB aid, task pleasure,
and inclusion throughout personnel running on the 4 places. The studies layout
does no longer allow for manipulation or random project, consequently extraneous
variables may additionally have impacted the discovered relationships.
 CHAPTER 03
RESEARCH DESIGN
3.1 STATEMENT OF PROBLEM
WLB is a crucial and strategic concern for the management of human resources
and a significant element for employee's retention strategy. Multiple roles played
by individuals significant element for employee's retention strategy. Multiple roles
played by individuals require better integration between work and non-work
issues. Individual who are unable to manage their personal life obligations will be
ineffective professionally. Today automotive organization are facing clinical,
economical and organizational pressures. In an effort to address these problems,
this study examines the direct and indirect effects of work-life balance practices
on the performance of the employees in Deco equipments private limited.
3.2 NEED FOR THE STUDY
1. For the better increase of employee performance.
2. 2. For knowing what are the top most priorities of employees.
3. 3. For know how the nature of family structure influences work related issues.

3.3 OBJECTIVES

1. To identify factors affecting WLB

2. 2. To determine if employees are able to balance both employment and
personal responsibilities.
3.4 SCOPE OF THE STUDY
It covers the various aspects of employee WLB and measured increase in the
productivity accountability, commitment, better team work and communication
improved morale of employees.
3.5 RESEARCH METHODOLOGY
Research Type: Descriptive research Design
Sample Frame: Middle level Employee in DEPL.
Sample Size: 50 respondents
Sample type: Simple random Sampling
Types of questionnaires: Survey Questionnaires is based on Close-ended
Questionnaires which is measured on likert scale.
Data collection
Primary Data: collection of information through standardized questionnaires. It
was prepared for middle level employees. The facts accrued from the employees
who are working in DEPL
Secondary Data: It is collected from company website, internet, journals,
department manuals, books and company magazine.
3.6 ΗΥΡΟΤTHESIS
Null hypothesis is denoted with symbol 'Ho' it means no difference exists between
the parameter and the statistics being compared to it.
Alternative hypothesis is used to evaluate the question, the alternative hypothesis
is denoted with the symbol 'H, 'it means the negative has an expectation and
impact.
3.7 Limitations:
1. The research is limited only to the middle level employees.
2. The study witnessed limitation regarding access to confidential information
due to the organization's work ethics and company objectives.
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

PART-A

1. Age Ratio

TABLE 4.1:

Age Groups No of Responses Percentage

Less than 25 years 15 30%
25-30 14 28%
31-35 08 16%
36-40 05 10%
Above 40 08 16%
Total 50 100

INTERPRETATION :
The above my survey results shows that 30% of the respondents are less than 25 years old,
28% of respondents belongs to 25 to 30 years. 16% respondents have the age from 31
to35years, 10% respondents have the age between 36 to 40 years and 16% of respondents age
are above 40 years.