IPM_PQHRM_Final presentation Importance of WLB policies and practices globally, Likert scale comparison, Results and interpretation

1. STUDY ON WORK LIFE BALANCING (WLB)
PRACTICES AND EMPLOYEE
PERFORMANCE
IN SC PLC.
Presented By : M. Kajan
Research No. : 5877
Student Reg. No. : T/PQHRM/105/104/19
1

2. CONTENTS
• Problem Statement
• Objectives
• Methodology
 Conceptual Framework
 Hypothesis
 Population & Sample
 Data Collection
 Analytical tools
 Issues & Limitations
• Analysis & Presentation
• Testing of Hypothesis
• Conclusion & Recommendation
• Suggestions for future researchers
2

3. Reasons for starting up this research…
 Increasing trend of tardiness observed from employees
 Frequent leave requests coming from the employees for the
personal reasons
 Involvement of female employees in the work force drastically
declining
 Grievances and complaints
 Personal interest to conduct a research on a latest hot topic
3

4. 4
USA Denmark Luxembourg Norway Sweden
Population
(in millions)
321.4 5.7 0.6 5.2 9.8
Patents (Rank)
– 2015 WIPO
2 19 31 27 13

5. 5

6. 6

7. OBJECTIVES……….
General
 To find the effect of work-life balancing practices (such as WLB
policies, Supervisor support and corporate culture) on employee
performance
Specific
 To study WLB practices and factors available in SC PLC and their effectiveness.
 To identify work-Life balance challenges faced by employees of SC PLC.
 To identify the influence of imbalance Work-Life practices on organizational
performance of SC PLC, and the social life of its employees.
 To make recommendation to SC PLC based on the observations on available
WLB practices and how they affect the organizational performance
7

8. Support for WLB Practices
Organizational Culture
Organizational Policies
INDEPENDENT VARIABLES
WORK LIFE
BALANCE
(WLB)
METHODOLOGY
Job Performance
DEPENDENT VARIABLE
8

9. VARIABLES TESTED
Organizational
Policies
Organizational
Culture
Support for
WLB Practices
Work life
balance (WLB)
Job
Performance
Availability Team spirit WLB issues
communication
Utilization of
WLB practices
Achieving
Targets
Policy
communicatio
n
Family friendly
culture
Room to
discuss
personal
matters
Satisfaction of
employee on
WLB policies
Motivation (Self-
directed; extra
work; positive
attitude)
Adequacy Suitable
environment
Support for
Balancing
work-life
Motivated by
WLB policies
Quality
Acceptance Punctuality
Commitment
9

10. HYPOTHESIS
Alternative
Null
Ho
Ha
The greater the
availability of WLB
practices for
employees in the
organization result
higher the level of
employee
outcomes
The availability of
WLB practices in
SC PLC does not
affect the
employee
performance
10

11. POPULATION & SAMPLE
 Total Population was 40
 Adopted the sample size determination
formula by Mugenda & Mugenda (2003)
 Sample size was calculated at 95% confidence
level and 5 confidence intervals
 Estimated sample size : 36
 Responses received : 34
 Convenience sampling technique
 Voluntary participation
11

12. DATA COLLECTION
 Primary – Self administered
questionnaire
 Secondary- Supervisor comments
ANALYTICAL TOOLS
 Statistical Software- SPSS
 Graphical Illustration – office package
(For power point only)
12

13. ISSUES & LIMITATIONS
 Decoding errors of the respondents
 Fear to provide genuine response
 Lack of confidence over Management
 Limited No. of respondents
 Peer influence on feedbacks
 Missing data of some other influencing
factors
13

14. ANALYSIS & PRESENTATION
• Frequency Analysis on Demographic
factors
• Frequency analysis for Likert scale
responses for each factor , related with
Employee performance
• Outcome of the SPSS Analysis
(correlation)
• Ranking of factors on priority basis
14

15. DEMOGRAPHIC FACTORS
Based on the frequency % figures graphical
presentation was done for the demographic factors of,
 Gender distribution
 Distribution of age groups
 Distribution of marital status & No. of Children
 Distribution of job type
 Distribution of past experience
 Distribution of educational level
 Distribution of distance from home to office
15
56%
44%
Gender
Male
Female
27%
44%
29%
Age
18-30 Years
31-45 Years
46-60 Years
24%
3%
29%
35%
9%
Unmarried
No Children
One child
Two Children
Three children
20
10
4
0 5 10 15 20
Clerical
Executive
Managerial
Job Type
10
18
6
0-5 Years 6-10 Years Above 11
Past Experience
4
10
12
8
0 5 10 15
O/L
A/L
Degree
PostGrad
Educational Level
6
14 14
0-10 km 11-20
km
Above
20 km
Distance from Home
to Office

16. FREQUENCY ANALYSIS FOR LICKERT
SCALE RESPONSES FOR EACH
FACTOR• Analysis done based on the frequency % for each respondent obtain
in par with the Likert scale value.
• Responses were tabulated as per the lickert scale values,
• In-between positive questions few negative questions also raised in
the questionnaire to avoid the errors.
• In negative questions the lickert scale was reversed
• For facts that was not involved in the Pearson correlation, If average
score is above 3 it was considered as agreed
Lickert scale Value
Strongly Agreed 5
Agreed 4
Neither Agreed nor disagreed 3
Disagreed 2
Strongly disagreed 1
16

17. AVAILABLE WLB PRACTICES IN SC
PLC
Question # Criteria Availability
14,15 Flexi Hours
16 Transport Arrangements
17 Healthcare facility
18 Support for studies
19 Paid time-off facility
20 Occupational safety measures
21 Company sponsored family events
22 Pooled leave arrangements
23 Recreational facility
24 WLB counselling
17
✓
✓
✓
✓
✓
✘
✘
✘
✘
✘

18. Intermediate variable
/ Independent variable Satisfaction Motivation by
WLB policiesDependent
WLB Policy Availability
WLB Policy Adequacy
WLB Policy Grievances
Communicating WLB issues with Supervisor
Room to discuss personal matters with
Supervisor
Supervisor support for work-life balancing
Conducive environment
Punctuality
18OUTCOME OF THE SPSS DATA
ANALYSISFollowing correlations found during the Pearson
correlation analysis done using the SPSS
software
Yellow letters – Negative questions
✓
✓
✓
✓
✓
✓
✓
✓

19. Quality
Self-
Directed
Volunteer
extra work
Positive
Attitude
Punctuality
Achievement
of Targets
WLB Policy Availability ✓ ✓
WLB Policy Adequacy ✓ ✓
No WLB Policy Grievances ✓ ✓
Communicating WLB issues
with Supervisor ✓
Room for personal discussion
with Supervisor ✓ ✓ ✓ ✓
Supervisor support for work-
life balancing ✓
Team Spirit ✓
Family friendly Culture ✓ ✓ ✓
Conducive environment ✓
19

20. FACTORS RANKED BY EMPLOYEE SCORE
AND PERFORMANCE CORRELATION
 Factors that influence the performance was ranked from the
most important to the least important using the Average
performance score given by the supervisor for each individual
participant
1. Room to discuss personal matters
2. WLB policy communication
3. Family friendly Culture
4. Availability of WLB Policy
5. Supervisor support for WLB
6. Adequacy of WLB policy
7. No grievances with existing WLB policy
8. Supervisor Communicate WLB Issues with Subordinates
20

21. TESTING OF
HYPOTHESISBased on the out come of the Pearson correlation analysis
following positive relationships were found.
So, Alternative hypothesis was accepted indicating a positive
relationships as,
 There is a correlation between employee performance and
WLB policies
 There is a correlation between employee performance and
WLB practices
 There is a correlation between employee performance and
WLB supportive environment
One alternative hypothesis was rejected as the outcome
showed negative relationship between the two factors.
Accordingly, it concluded that there is no correlation between
the team spirit and employee performance
21

22. CONCLUSION &
RECOMMENDATIONS
Conclusion
 Achievement
of objectives
 Acceptance of
hypothesis
 Acceptance of
the importance
of WLB
policies
22
Recommendations
 Improve WLB practices
and policies at national
level
 Improve female
participation in workforce
 Improve commitment and
innovation

23. SUGGESTIONS FOR FURTHER
STUDIES
 Search for some other missed factors
 Try to extract the gender specific data and
identify the hidden patterns
 Expand the study in more methodical way
to identify the major WLB practices and
policies that could give high ROI
 Expand the study to various types of other
organizations
23

24. 24