• The term "quality of work life" (QWL) was first introduced

in 1972 during an international labor relations

conference (Hian and Einstein, 1990). QWL received
more attention after United Auto Workers and General
Motors initiated a QWL program for work reforms.

• QWL owes its origins to the merger of the

structural, systems perspective of
organizational behavior with the interpersonal,
human relations, supervisory-style perspective
(Cherns ,1978).
• Robbins (1989) defined QWL as

"a process by which an organization responds to

employee needs by developing mechanisms to allow
them to share fully in making the decisions that
design their lives at work"
“QWL is process of work organization which enables
its members at all levels to participate actively and
efficiently in shaping the organization's environment,
methods and outcomes. It is a value based process,
which is aimed towards meeting the twin goal of
enhanced effectiveness of the organization and
improved quality of life of work for employees.”
• Adequate and fair compensation.
• Safe and healthy working conditions.
• Opportunities to develop and use
• human capacities.
• Opportunities for continued growth and
security.
• A feeling of belonging.
• Employee rights.
• Work and total life space.
• Social relevance of work life.
 Longitudinal studies of QWL companies confirms a
positive association between quality of work life and
business performance.

 In the context of human resource development,

employees play an important role in transforming an
organization. Motivating employees to contribute their
best ability and knowledge in work has long been an
active research agenda.

QWL research has suggested that if

management wants to develop a cohesive,
loyal, and dedicated workforce, a clear and
nurturing policy must be in place.
 Management often falls to provide sufficient QWL,
especially in the areas of job security, perks, and pay, for
a fear of a negative effect on company's financial
performance.

 Effective human resource development programs are

key to organizational survival and change, providing
important competitive advantages in the global
environment.
• Job enrichment
Adding depth (increasing difficulty) to a job to
increase motivation and interest in performing the
job.

• Job enlargement
Adding tasks at the same level of difficulty to a job.

• Cont...
• Task variety
The different tasks in a job; the degree to which
job tasks are different from each other.

• Task identity
Completing an entire unit or subunit (as opposed
to performing one of many tasks required to
complete a unit or subunit).

• Cont..
• Task significance
The belief that the work is important.

• Autonomy
Freedom to make decisions; the ability to work
without supervision.

• Feedback
Information received by workers regarding the
level and quality of performance.

• Cont ..
• Job rotation
moving people to different jobs on the same
organizational level for short times.

• Cross-training
teaching workers more than one job; multiskilling.

• Positive reinforcement
should be accurate, frequent, timely, integral with
the tasks, and self-evident.

• Cont…
• Well pay
A reward in the form of a scheduled day off with
pay in return for not taking an unscheduled day
off, within a certain time.

• Floating holiday
One day off with pay, scheduled on short notice,
within a certain time.

• Cont..
• Empowerment
Providing employees with higher degrees of
involvement and greater authority to make
decisions.

• Child care
Care for children not in school, while parents work.

• Elder care
Care for the elderly who need assistance.
 Achieve integration among the technological, human,
organisational and society demands which are often
contradictory and conflicting .
 Providing greater autonomy and opportunity for self-
direction and self-control to workers.
 Teach new values and attitudes at the workplace.
 Design systems which will sustain and strengthen the
predominant patterns of behaviour.
Improving productivity, adaptability, and
overall effectiveness of organisation.
• Production-based compensation plans
 periodic cash bonuses given to employees having cost-saving ideas;
gain sharing.
• Flextime
 allowing workers to begin their normal workday at whatever time they
wish, often within a predetermined window (like between 8 and 10
a.m.).
• Flex place
 allowing regular employees (full- or part-time) to work at home or at
another location away from the company.
• Flexible benefits
 allowing employees to select benefits to best meet their needs.
• Job sharing
two workers dividing one job.
• Right-side-up organizations
customers or clients are placed at the top of the
hierarchy, followed by frontline or customer-contact
workers.
 General Motors
 Ford Motors
 XEROX
 IBM
 BHEL
 TISCO
The work culture in BHEL is a
composite mix of various cultural,
social & ethical ideologies which acts
as a basis and directs the employees
to incorporate the feeling of oneness
in personnel objectives with the
company objective.

BHEL takes into consideration a

number of factors that are responsible
for providing better quality of work life
to the employees.
1. MEDICAL SERVICES
Medical facilities for BHEL employees started on
12-08-1963.Today, salient features of medical
services can be summed up as follows-
MAIN HOSPITAL
PERIPHERAL SECTOR DISPENSARIES
PLANT MEDICAL CENTERS
OCCUPATIONAL HEALTH CENTER
PUBLIC HEALTH DEPARTMENT
PHYSIOTHERAPY CENTRE
2. CANTEEN FACILITIES:

BHEL has four well-equipped canteens inside the

plant and one staff canteen, which provide catering
facilities to all employees of BHEL.
Canteens provide highly subsidized meals, tea and
snacks.
There are canteen committees to manage the
administration and functioning of the canteens.
These committees have equal number of
representatives from workers and management.
Tea and snacks are provided at the workplace
during the shift timings.
3. TRANSPORT FACILITIES:

 BHEL management has provided subsidized transport

facilities to the school going children of employees for
attending duties.
 In addition, vehicle allowance and vehicle purchase loan
schemes are also there in order to facilitate the BHEL
employees.
 The operation of vehicles transporting our employees is
being monitored by a transport committee.
4. HOUSING FACILITIES:
 BHEL has provided around 8000 houses for different classes of
employees,
 There are hostels with all modern amenities for the workers and
working women.
 Water and Electricity is provided to all the houses and hostels in the
township round the clock.
 To meet the requirement of housing need of older employees GRIH
NIRMAN SAMITI was
 formed in seventies.
 As on date around 4000 houses have been constructed and civic
amenities like roads, parks, sewerage system is being maintained by
GRIH NIRMAN SAMITI.
 Loan facilities are also provided by BHEL for purchase as well
as for renovation of houses.
 Under the scheme to ‘build own house’, a big township
named Shivalik Nagar has come up within BHEL campus with
all facilities.
5. EDUCATION FACILITIES:
 BHEL is contributing in a big way in the field of education as a
responsible Corporate Citizen. It provides infra structural support and
effective Management to the various educational institutions.
 In BHEL Township, BHEL education management board, Kendriya
Vidyalaya Sangathan, Uttar Pradesh Madhymic Shiksha Parishad,
Chinmaya education trust and other bodies are running 18
educational institutions from nursery to degree level which cater to the
educational needs of the children of BHEL employees including one
degree college, One central school, branch of Delhi Public School,
seven schools run by BHEL Education Management Board including 4
inter college, 1 high school and two Primary schools and a few by
private agencies.
BHEL has established a BHEL Bal Bhawan, the only institute
of its kind in the whole of Uttaranchal and affiliated to
National Bal Bhawan. Bal Bhawan has the facility to train
children in the field of Art, Craft, Creative Writing, English
Speaking, Computer Processing, Learn Science while play,
Aero modeling, Dance, Music etc.
6. SECURITY SERVICES:
 In BHEL, Central Industrial Security Force (CISF) is working prominently
in order to provide total security to all the employees as well as
workers in the office, in the township area and in case of emergency
situations like strikes. A separate CISF building is made where training
facilities are also there for the security.

7. SHOPPING CENTRES & PEETH BAZARS:

There are various shopping centers in the township in
different sectors, which provide almost everything of daily
requirement. P.C.O.’s and gift centers are also present in
these shopping centers .The shops in these centers are
owned or hired by private people and are not bound legally in
any way with BHEL. BHEL has also provided facility of peeth
bazaars to the employees and their families’ four days a
week, in which the items can be bought at highly reduced
price.
8. COMMUNITY CENTRES:
 In the township, there are two community centers. They
are managed by duly elected executive body and
financed by grant in aid by BHEL and monthly
contribution of employees. They provide all round
development for the employees and their wards and
various facilities for community development and social
functions for the BHEL employees & their families which
includes:
Library/Reading room.
Games.
Marriage Halls.
One Ledo club for organizing parties.
Stadium for cultural programs.
Facility for training in computer, typing, stitching, embroidery,
toy making, drawing etc.
9. KHEL BHAWAN / YOGA MANDAL
 BHEL has only one Khel Bhawan which is well equipped
with all the modern games and sport facilities. The
games provided are:
 Indoor: Table Tennis, Carom, Squash, Billiards &
Snooker, Chess & Badminton etc.
 Outdoor: Cricket, Hockey, Football, Basketball, Volley
ball, Kabbadi, Athletics etc.

BHEL also has one Yoga Mandal where the

employees and their families can avail the
facilities of yoga training classes in which expert
teachers impart training.
10. BANKS AND POST OFFICES:
 For the convenience of the employees, two counters of
banks one each of State Bank of India and Punjab
National Bank are provided inside the plant. A post-
office is also provided inside the plant. A post-office is
also provided near the main gate of the factory.

11. TELECOMMUNICATION CENTER:

 A telecommunication center is also made inside
the township in order to facilitate the employees
with telecom services.
12. FIRE SERVICES:
 BHEL has a well-equipped fire-fighting wing to control fire in emergency.
Hydrants in sufficient number have been installed. Automatic
arrangements for fire indications are also made in critical areas. The
periodical drill for firefighting is also arranged inside the plant.

13. SAFETY IMPLEMENTATION ACTIVITIES:

 For the implementation of safety rules in the factory as per Factory act
1948, statutory requirements are fulfilled regularly and inspected by the
government authorities. There are special provisions for fire extinguishing
systems, modern safety guards, and control of crane safety appliances for
protection from dust and fumes and automatic fire alarm systems in
accident-prone areas.
 Safety committee has been set-up consisting of representatives
of workers and management, which meets once in three months
to review the safety aspects of the plant.

 Departmental safety committee consisting representative of

workers and management of that department meets once in a
month to review the safety aspects of the department.
14. GIFTS AND WELFARE SCHEMES FOR EMPLOYEES

 New Year Gifts :

 BHEL, provides all its employees with New Year gifts on every 1’st
January. The item to be presented as a gift is changed from time to
time and the decision regarding selection of item are taken by a
separate committee comprises of equal number of representatives
from both the management and trade unions specially made for
this purpose.
 Purchase committee comprises of representatives from finance,
purchase, indenture (welfare) & recognized unions purchase gift
items for New Year.

Gift After 10 Years Of Services :

Every employee who completes ten years of service in
BHEL is presented a wristwatch as a momento.
 Deaf Relief Fund Scheme:

Under the death relief fund scheme, every

employee contributes as amount of RS. 1 from his
salary and the total contribution of all the
employees goes to the family of the deceased
employee.
In case of employee’s death, financial assistance
is given for funeral also.
 Group Insurance Scheme & Employee
Deposit Linked Insurance Scheme:

 In order to overcome the financial difficulties by the

families of deceased employees, the management has
introduced BHEL group Insurance Scheme w.e.f. 19-03-
1975. In addition to already existing insurance schemes,
BHEL started a group saving linked insurance scheme
for its employee’s w.e.f. 25’th April, 1987. In this
scheme, workers are insured for an amount of
Rs.10, 000 and 20,000 depending upon their status.
 Provident Fund Trust Scheme:

 This scheme has three parts:

1. Employee provident fund trust
2. Family pension
3. EDLI scheme
1. Employee Provident Fund Trusts:
 Regional Provident Fund Commissioner has exempted
BHEL from being a member of provident fund trust
scheme because BHEL is having its own EPF trust which is
fulfilling all the provisions of above scheme.

2. Family Pension Scheme:

 This scheme is effective for those employees who had
joined this organization after 1972. However, it is voluntary
for employees who have joined before 1972. This scheme
run through Regional Provident Fund Commissioner & has
following benefits:
After superannuation, all the accumulated
money is paid along with interest in one time.
In case of deceased employee, the widow
gets the pension.
3. EDLI Scheme

 ELDI is covered under the Group Insurance

Scheme and Employee Savings Linked
Insurance Scheme.
 Employee Benefits
 Leave and Holidays.
 Encashment of Earned Leaves.
 Railway Confessional Ticket facility.
 Medical Attendance Rule.
 Retired Employee Contributing Health Scheme.
 Conveyance reimbursement for executive.
 Conveyance reimbursement for supervisors, non-executive
employees.
 DRF (Death Relief Fund).
 ELDI Scheme.
 Group Insurance Scheme.
Accident /medical Insurance Schemes.
Compensation.
Conveyance maintenance Scheme, etc.
 Loans & Advances

Festival Advance.
Cycle Advance.
Vehicle Advance.
House Building Advance.
 Awards & Incentives
Cash Award for acquiring higher additional
qualification.
Study Leave.
Sponsorship for higher studies.
Family planning incentives.
Plant performance payments.
Special incentives and bonus.
Participation in Inter Unit Sports.
Technological advances further help organizations
to implement these programs successfully.

Organizations are enjoying the fruits of

implementing QWL programs in the form of
increased productivity.

An efficient, satisfied, and committed workforce.

The future work world will also have more

women entrepreneurs and they will
encourage and adopt QWL programs.
 REFERENCES

• http://www.bhel.com/home.
• http://www.chrmglobal.com/Articles/183/1/Q
uality-of-Work-Life.html
• http://www.citehr.com
• http://www.mbajunction.com/career/quality_
work_proj.htm