A STUDY ON EMPLOYEE RETENTION

WORK LIFE BALANCE

Submitted By ARAWIND D

(REG No: 110823631004)

DEPARTMENT OF MANAGEMENT STUDIES

In partial fulfilment for the requirement for the award OF the degree

MASTER OF BUSINESS ADMINISTRATION

IN
FINANCIAL MANAGEMENT

JAYA ENGINEERING COLLEGE

ANNA UNIVERSITY CHENNAI –602024

1
BONAFIDE CERTIFICATE

I hereby declare that the project entitled “STUDY ON OVERVIEW HI IMPORT & EXPORT.
WORK LIFE BALANCE” in partial Fulfilment of the requirements for the award of the Degree
of Master of Business Administration is a record of original training undergone by (ARAWIND
D) Reg. No. 110823631004 during the year 2023-2025 of his study in the Department of
Management Studies, Jaya Engineering College, Chennai-602024, under my supervision and the
report has not formed the basis for the award of any Degree / Fellowship or other similar title to
any candidate of any University. Place: Chennai Date: Signature of Guide D Dr. S. VIMALI.,
M.Com., MBA., M.Phil., Ph.D. Assistant Professor, Department of Management Studies Jaya
Engineering College. Signature of H.O.D Dr. S. VIMALI., M.Com., MBA., M.Phil., Ph.D. Head
of the Department of Management Studies Jaya Engineering College. Submitted to the
Department of Management Studies, Jaya Engineering College, Chennai-602024 for the
examination held on

Place: CHENNAI Date:

(ARAWIND D)

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DECLARATION

I, (ARAWIND D), hereby declare that the project entitled, “(STUDY ON OVERVIEW HI
IMPORT & EXPORT. WORK LIFE BALANCE)” submitted to the Jaya Engineering College
in partial fulfilment of the requirements for the award of the Degree of Master of Business
Administration is a record of original training undergone by me during the period JUL-AUG
2024 under the supervision and guidance Dr. S. VIMALI., M.Com., MBA., M.Phil., Ph.D.
Department of Management Studies, Jaya Engineering College, Chennai and it has not formed
the basis for the award of any Degree/Fellowship or other similar title to any candidate of any
University.

Place: Chennai
Signature of the student

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 ACKNOWLEDGEMENT

I am extremely thankful to our Chairman, Jaya Educational Trust, Professor Dr. A. Kanagaraj,
M.A., M.Phil. for his great support. I wish to express my profound gratitude to Mrs. K.
VIJAYAKUMARI, M.A., B.ED., Secretary, Jaya Educational Trust, Er. K. Navaraj,
M.Tech., Vice Chairman, Jaya Educational Trust & Dr. K. Deena, Vice Secretary Jaya
Educational Trust for providing permission to undergo Project Work successfully. I express my
heartfelt thanks to our Principal, Jaya Engineering College who provided Dr. S. RAJENDRAN.,
M.E, Ph.D.; MISTE; MCI; FIE, and all Facilities for carrying out this Training. I immensely
thank our Head of the Department, Dr. S. VIMALI - MBA, M.com, M.Phil., PhD for his valuable
suggestions and guidance for the completion of project work. I express my sincere thanks to my
guide Dr. S. VIMALI - MBA, M.com, M.Phil., PhD. Assistant Professor of Department of
Management Studies, Jaya Engineering College for guiding me throughout the work. I thank
God Almighty for showering his perennial blessing on me for give the courage to pursue this
project work successfully

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ABSTRACT

“STUDY ON OVERVIEW HI IMPORT & EXPORT. WORK LIFE BALANCE ". have
taken this topic because now- adays in this Fast-Developing economics era, loan and advances
play a very important role like when a person wants to start a business then he can start his
business by taking a loan from bank and this is affected by the interest charged on loan.

The main purpose of this study is to know that which banks loan is more suitable to take by
market survey.

Whole project consists of bank details. History of banking in India, major players
in the banking sector and Regulatory Environment details under which WORK LIFE
BALANCE is working. This report also covers the major departments of WORK
LIFE BALANCE viz. Marketing Department, Finance Department, Service
Department and Human Resource Department.

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TABLE OF CONTENTS

Chapter No Contents Page No

Chapter 1 General Introduction 7-12

Chapter 2 Company Profile 14-15

Chapter 3 Literature Review 17-18

Chapter 4 Research Methodology 20-25

Chapter 5 Findings 27

Chapter 6 Conclusion 29-32

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CHAPTER -1

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A study on overview Hi import &export. Work Life Balance .

1.1 INTRODUCTION:

Achieving a healthy work-life balance is a goal many aspire to, yet it remains elusive for
countless individuals in today's fast -paced world. As technology advances and global
connectivity increases, the boundaries between work and personal life have become
increasingly blurred, making it crucial to reassess how we manage our time and priorities.
This project delves into the intricacies of work -life balance, exploring its significance,
challenges, and strategies for fostering harmony between professional responsibilities
and personal well-being. By examining various perspectives and practical solutions, we
aim to uncover actionable insights that can empower individuals and organizations alike
to cultivate a more fulfilling and sustainable lifestyle.

In today's hyper-connected and demanding world, achieving a harmonious work -life

balance has emerged as a pressing concern for individuals across all professions and
sectors. The traditional delineation between professional commitments and personal life
has become increasingly blurred, often leading to stress, burnout, and diminished overall
well-being. This project endeavours to explore the multifaceted nature of work -life
balance, examining its importance in fostering mental health, productivity, and overall
satisfaction. By delving into effective strategies, real -life challenges, and the evolving
dynamics of modern work environments, this study aims to illuminate pathways toward
a more balanced and fulfilling lifestyle.

The realm of international trade, encompassing both import and export activities, plays
a pivotal role

1.2 MEANING:

Work-life balance refers to the equilibrium individuals seek between their professional
responsibilities and personal lives. It involves managing time and energy between work -
related activities and other aspects of life such as family, leisure, social engagements,
and personal interests. Achieving a healthy work -life balance typically leads to improved
overall well-being, reduced stress levels, increased productivity at work, and bette r

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relationships both at home and in the workplace. It's about prioritizing and allocating
times effectively to maintain a fulfilling and sustainable lifestyle.

1.3 TYPES:

Time Management:

This involves prioritizing tasks efficiently to allocate time for work, family, hobbies,
and relaxation without feeling overwhelmed or sacrificing one area for another.

Flexibility: Having the ability to adjust work schedules or location (remote work,
flexible hours) to accommodate personal needs and responsibilities.

Boundaries: Setting clear boundaries between work and personal life to prevent work
from encroaching into personal time, and vice versa.

Well-being: Prioritizing physical and mental health through regular exercise, healthy
eating, adequate sleep, and stress management practices.

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Leave and Vacation : Taking regular breaks, vacations, and using leave entitlements
to recharge and rejuvenate.

Support Systems : Having support from colleagues, managers, and family members to
manage workload and personal commitments effectively.

Bottom of Form

1.4 SCOPE:

Individual Well-being: Work-life balance directly influences the physical, mental,

and emotional well-being of individuals. It helps reduce stress, prevent burnout, and
promote overall health by allowing time for relaxation, hobbies, and personal interests.

Job Satisfaction and Productivity: When employees achieve a good work -life
balance, they tend to be more satisfied with their jobs. This satisfaction often translates
into higher productivity, as employees are more motivated, engaged, and focused during
work hours.

Retention and Recruitment: Organizations that prioritize work-life balance are

more attractive to potential employees and have higher retention rates. Employees are
more likely to stay with a company that supports their well -being and offers flexibility.

Healthcare Costs: Promoting work-life balance can lead to lower healthcare costs for
organizations, as employees are healthier and less prone to stress -related illnesses.

Gender Equality : Work-life balance initiatives can contribute to gender equality by

providing support for both men and women to balance their professional and caregiving
responsibilities more equitably.

Organizational Culture : Companies that foster work-life balance often have a

positive organizational culture characterized by trust, flexibility, and respect for work
and personal boundaries.

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1.5 OBJECTIVE:

Enhance Employee Well-being : The main goal of work-life balance is to ensure

that employees are physically, mentally, and emotionally healthy. This involves reducing
stress, preventing burnout, and promoting overall wellness.

Improve Job Satisfaction: By allowing employees to balance their pro fessional

responsibilities with personal interests and obligations, work -life balance aims to
increase job satisfaction and motivation. Satisfied employees are more likely to be
productive and committed to their work.

Increase Productivity and Performance: When employees have a good work -life
balance, they are more focused, engaged, and productive during work hours. This leads
to better performance and efficiency in achieving organizational goals.

Reduce Turnover and Increase Retention: Organizations that prioritize work-

life balance are more likely to retain talented employees. Employees value workplaces
that support their personal lives, leading to lower turnover rates and reduced recruitment
costs.

Promote Gender Equality : Work-life balance initiatives can help promote gender
equality by providing equal opportunities for men and women to manage their
professional and personal responsibilities. This includes supporting parental leave
policies and flexible work arrangements.

Foster a Positive Organizational Culture: Organizations that support work -life

balance often have a positive culture

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1.6 LIMITATION:

1. Organizational Expectations: In some workplaces, there may be implicit or

explicit expectations of long hours or constant availability, making it dif ficult for
employees to achieve a satisfactory work -life balance.

2. Cultural Norms: Cultural attitudes towards work and dedication may prioritize
long working hours or workaholic behaviors, which can hinder efforts to establish
healthy work-life boundaries.

3 . Industry Demands: Certain industries, such as healthcare, emergency services,

and hospitality, often require employees to work irregular hours or be on call, making it
challenging to maintain a consistent work -life balance.

4. Job Insecurity: Fear of job loss or competition within the workplace may pressure
employees to prioritize work over personal life, leading to burnout and stress.

5. Technology and Connectivity : While technology enables flexibility, it also blurs

the boundaries between work and personal life, making it difficult for employees to
disconnect from work-related communications and tasks outside of regular hours.

6. Family and Caregiving Responsibilities : Balancing work with caregiving

responsibilities for children, elderly parents, or family members with disabilities can
strain work-life balance efforts.

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CHAPTER-2

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2.1 COMPANY PROFILE:

ABOUT

Hi Import And Exporters is a 2 years 11 months old Proprietorship Firm incorporated on

11-Aug-2021, having its registered office located at Shed No.Ii -A, Hi Import And
Exporters, Kakalur, The Tansidco Industrial Estate, Kakalur Electrical Estate,
Thiruvallur,Tamil Nadu. The major activity of Hi Import And Exporters is
Manufacturing, Sub-classified into Manufacture of food products and is primarily
engaged in the Grinding and processing of spices. Hi Import And Exporters is classified
as Micro enterprise in the financial year 2022-23. It has its unit situated at Thiruvallur,
Tamil Nadu.

ADDRESS:
Flat/Door/Block No. Shed No.Ii-A
Name of Premises/ Building Hi Import And Exporters
Village/Town Kakkalur
Block The Tansidco Industrial Estate
Road/Street/Lane KakkalSur Electrical Estate
City Thiruvallur
State Tamil Nadu
Pin Code 602003

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Manufacture of food products:

Manufacture of vegetable and animal oils and fats Manufacture of vegetable oils and fats
excluding corn oil Manufacturing of food products Manufacture of grain mill products
Rice milling Manufacturing Manufacture of food products Manufacture of grain mill
productsDal (pulses) milling Manufacturing Manufacture of food products Manufacture
of other food products n.e.c.Grinding and processing of spices Manufacturin g

2.2 INDUSTRY PROFILE

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CHAPTER-3

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3.1 RESEARCH METHODOLOGY:

1. Research Design

1.1. Quantitative Research

Surveys and Questionnaires: Commonly used to gather data from a large sample. Surveys
may include standardized scales such as the Work -Family Conflict Scale (WFC), the
Work-Life Balance Scale (WLBS), and the Job Satisfaction Survey (JSS).

Advantages: Ability to collect data from many respondents, statistical analysis can reveal
trends and patterns.

Disadvantages: Limited depth of understanding, reliance on self -reported data which may
be biased.

Experiments: Used to determine causal relationships by manipul ating one or more

variables and measuring the effects on work -life balance.

Advantages: Can establish causation, controlled environment.

Disadvantages: May lack external validity, ethical concerns in manipulating work

conditions.

Longitudinal Studies: Track changes in work-life balance over time by collecting data
from the same subjects at multiple points.

Advantages: Can identify trends and causation over time.

Disadvantages: Time-consuming, potential for participant attrition.

Secondary Data Analysis: Uti lizes existing data from previous studies or organizational
records to analyse work-life balance trends.

Advantages: Cost-effective, less time-consuming.

Disadvantages: Limited control over data quality, may not perfectly match research
needs.

1.2. Qualitative Research

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Interviews: In-depth, semi-structured or unstructured interviews provide detailed
insights into individual experiences and perceptions of work -life balance.

Advantages: Rich, detailed data, ability to explore complex issues.

Disadvantages: Time-consuming, may not be generalizable.

Focus Groups: Group discussions that explore how participants collectively view and
experience work-life balance.

Advantages: Can provide diverse perspectives, facilitates discussion and interaction.

Disadvantages: Group dynamics can influence responses, potential for dominant voices
to overshadow others.

Case Studies: In-depth examination of a specific organization or individual to understand

work-life balance practices and outcomes.

Advantages: Detailed, contextual understanding.

Disadvantages: Limited generalizability, time -consuming.

Ethnography: Observing and documenting work -life balance practices within a specific
cultural or organizational setting.

Advantages: Provides contextual insights and a holistic view.

Disadvantages: Highly time-consuming, potential for researcher bias.

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CHAPTER-4

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DATA ANALYSIS AND INTERPRETATION

4.1DATA INTERPRETATION:

A questionnaire was prepared for the purpose of getting feedback from the employees
and manager regarding Recruitment Procedure of their company. 30 employees are
selected from different department and were distributed the questionnaire from the
purpose of the study

4.2 ANALYSIS OF THE DATA:

The analysis of the data is done as per the survey finding. The data is represented in
graphically.

The number of the people opinion were expressed in the form of charts and have been
placed in the next few pages.

4.3 PERCENTAGE ANALYSIS:

Percentage analysis is one of the basic statistical tools which is widely used In analysis
and interpretation pf primary data.

It is normaly used in by commercial research organi zation and pictorially presented with
different diagram.

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TABLE NO:0.1

GENDER PF EMPLOYEES

S.NO PARTICULARS NO OF RESPONDENTS %

1 Male 70 70%

2 Female 30 30%

TOTAL 100 100%

SOURCE:

Primary data

INTERPRETATION:

From the above table it is infr eed that 70% of repondents are male emlpoyees working
in the organization and 30% of repondents are female employees working in the
organization

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TABLE NO:0.2

AGE OF EMPLOYEES

S.NO PARTICULARS NO OF RESPONDENTS %

1 20-30 15 15%

2 30-40 50 50%
3 40-60 35 35%

SOURCE:

Primary data

INTERPRETATION:

From the above table it is in freed that 15% of respondents are in the age group of 20-
30 years,50% of respondents alevin the age group of 30-40 years and 35%of respondents
are in the age group of 40-60 years

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TABLE NO:0.3

BALANCING OF WORKLIFE

S.NO PARTICULARS NO OF RESPONDENTS %

1 YES 75 75%

2 NO 15 15%
3 MAY BE 10 10%

SOURCE:

Primary data

INTERPRETATION:

From above table it is inferred that 75% of respondents are said yes,15% of respondents
are said no and 10% of respondents are said may be for the balancing of work life in the
organization.

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TABLE NO:0.4

ALWAYS WPRRIES ABOUT THEIR WORK

S.NO PARTICULARS NO OF RESPONDENTS %

1 NEVER THINK ABOUT WORK 20 20%

2 RARELY 15 15%
3 SOMETIMES 65 65%

SOURCE:

Primary data

INTERPRETATION:

From about table it is inferred that 20%of repo ndents are said Never think about
work,15%of repondents are said Rarely and 65%of respondents are said sometimes for
always worries about their work.

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TABLE NO:0.5

AMOUNT OF SPEND ON WORK

S.NO PARTICULARS NO OF RESPONDENTS %

1 HAPPY 65 65%

2 UNHAPPY 25 25%
3 INDIFFERENT 10 10%

SOURCE:

Primary data

INTERPRETATION:

From the above table it inferred that 65% of respondents are said happy,25% of
respondents are said unhappy and 10% of respondents are said indifferent for the amount
of time spend on work.

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CHAPTER-5

26
FINDINGS:

personal life trends to experience lower stress levels, reduced risk of burnout, and overall
better well-being

.Productivity Employees who achieve a good work -life balance are often more
productive. They are more focused, motivated, and can contribute more effectively to
their workplace

2. Trends and Challenges: Remote Work: The rise of remote and hybrid work models has
reshaped work-life balance dynamics. While remote work offers flexibility, it can blur
the lines between work and personal life, leading to challenges like ove rworking or
difficulty in dis -connecting.

Work Technology: The pervasive use of technology (emails, messaging apps) makes it
harder for employees to unplug after work hours, often extending work into personal
time Generational Differences: Millennials and Gen Z employees are placing a higher
value on work-life balance than previous generations. They are more likely to prioritize
flexible work arrangements and personal time.3. Strategies for Employers: Flexible Work
Arrangements: Offering options like flexible hours.

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CHAPTER-6

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6.1 CONCLUSION:

Achieving an effective work-life balance is essential for both individual well -being and
organizational success. As explored throughout this project, the benefits of a balanced
lifestyle extend beyond personal satisfaction, influencing productivity, job satisfaction,
and overall mental and physical health Organizations that prioritize work -life balance
are more likely to retain talent, reduce burnout, and foster a more m otivated and engaged
workforce. By implementing flexible work arrangements, promoting a healthy work
culture.

6.2 SUGGESTIONS:

Achieving a work-life balance as an HR professional requires intentional effort and

strategic planning. Start by prioritizing your tasks and managing your time efficiently,
focusing on the most critical responsibilities and delegating where possible. It’s
important to set clear boundaries between work and personal life, establishing defined
work hours and sticking to them as much as possible. Communicate your availability to
colleagues and manage expectations to prevent unnecessary stress. Leveraging
technology can be a game-changer; automating routine tasks and using collaboration
tools can free up time and reduce the pressure of constant demands. Taking regular breaks
throughout the day is crucial to avoid burnout, and engaging in activities that promote
mental and physical well-being will help you stay balanced.

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6.3 BIBLIOGRAPHY:

A bibliography is an alphabetized list of sources that have been used to compile data,
typically

in an article, essay, or research paper.

Human Resource Management, Gary Dessler.

Dictionary

An article

Journal or magazine.

WEBSITES:

• www.hr.com

• www.hrindia.com

• www.Wikipedia.com

• www.slideshare.com

• www.google.com

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6.4 APPENDIX:

RECRUITMENT POLICY:

1. Does your organization plan the recruitment policy?

A). strongly agree b). Agree

c). disagree d). Strongly disagree

2. Do you think the present recruitment policy is helpful in achieving the goal of the

company?

A). Strongly agree b). Agree

c). Disagree c). Strongly disagree

SOURCES OF RECRUITMENT:

3. Through which sources your organization recruit the employees?

A) Internally b). Externally

c). Both

4. Which of the following external sources you choose for the recruitment of the
employees?

a). Employee exchange consultants

b). Private employee agencies

c). Campus recruitments

d) Advertisements

e). Any other

LATEST TECHNIQUES OF RECRUITMENT:

5. If yes then the company use own website or this purpose?

a) Yes b) No

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6. Is internet recruitment is effective in your opinion?

a). Yes b). No

FEEDBACK OFRECRUITMENT PROCEDURE:

7. Is there any provision for evaluation of recruitment process?

a). Yes b). No

8. Does the procedure adopted for recruitment of employees enables to

give right person at the right job?

a) yes b) No

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