1.

INTRODUCTION
Quality of work-life balance refers to the degree to which an individual is able to balance
their personal and professional responsibilities and find satisfaction in both areas of their life.
It is becoming increasingly important in today's fast-paced and demanding work
environment, where long working hours, high stress levels, and a lack of support can take a
toll on an individual's physical and mental well-being. Achieving a good work-life balance
not only leads to better health and happiness, but it also enhances job satisfaction,
productivity, and overall quality of life. In this context, employers and employees alike must
recognize the importance of promoting a healthy work-life balance and take active steps
towards achieving it

Quess Corp Limited is a leading global provider of workforce management solutions and
services. The company recognizes the importance of work-life balance in maintaining
employee well-being and enhancing productivity. Quality of work-life balance refers to the
overall well-being of employees, which is influenced by factors such as work environment,
job satisfaction, work-life balance, and work-related stress.

In Quess Corp Limited, the management emphasizes creating a positive work culture that
values employee satisfaction and well-being. The company has implemented various
initiatives such as flexible work arrangements, employee wellness programs, and employee
engagement activities to promote work-life balance. The company also provides
opportunities for career development and growth, ensuring that employees are motivated and
engaged in their work.

Overall, Quess Corp Limited recognizes that employees are the backbone of the organization,
and their well-being is critical to the success of the business. By prioritizing the quality of
work-life balance, Quess Corp Limited ensures that employees are happy, healthy, and
productive, resulting in a positive impact on the organization's overall performance.
 ABSTRACT

The quality of work-life balance is an important area of study as it has a significant impact on
employee well-being, job satisfaction, and overall productivity. The concept of work-life
balance is particularly relevant in today's fast-paced, demanding work environments where
employees often struggle to balance their work and personal lives.

Studies have shown that employees who feel that they have a good work-life balance are
more satisfied with their jobs, have better mental and physical health, and are more engaged
and productive in their work. Conversely, employees who experience high levels of work-life
conflict may suffer from stress, burnout, and negative health outcomes.

Employers who are able to create a work environment that supports work-life balance can
benefit from increased employee loyalty, lower turnover rates, and improved overall job
performance. Additionally, promoting work-life balance can contribute to a positive
corporate culture, which can attract and retain high-quality employees.

Given the potential benefits of promoting work-life balance, it is important for organizations
to understand the factors that contribute to a healthy work-life balance and to develop
strategies to support it. Research in this area can help identify best practices and effective
interventions that organizations can implement to support their employees' well-being and
work-life balance.

2.INDUSTRY PROFILE
Indian HR consultancy firms provide a wide range of services related to human resources
management to businesses operating in India. These services may include recruitment and
staffing, performance management, compensation and benefits, employee training and
development, HR policy development and implementation, compliance management, and
employee engagement initiatives.

Indian HR consultancy firms may work with companies across different sectors, including IT,
manufacturing, healthcare, hospitality, retail, and finance. They may also provide customized
solutions to meet the specific needs of their clients, whether they are start-ups, small and
medium-sized enterprises (SMEs), or large corporations.

In recent years, Indian HR consultancy firms have evolved to leverage technology and data
analytics to offer more efficient and effective services to their clients. They may also provide
guidance to companies on emerging HR trends, such as remote work policies, diversity and
inclusion, and digital transformation.

Overall, Indian HR consultancy firms play a vital role in supporting businesses to attract,
retain, and develop a talented workforce, navigate legal and regulatory compliance, and foster
a positive workplace culture.

Indian HR consultancy firms are organizations that provide various services related to human
resources (HR) management. These services can include recruitment and staffing, talent
acquisition, employee training and development, performance management, compensation
and benefits, and other HR-related services.

Indian HR consultancy firms cater to businesses of all sizes, from small start ups to large
corporations. They help organizations to manage their human resources more effectively and
efficiently, improve their talent acquisition and retention strategies, and comply with local
labour laws and regulations.

Some of the well-known Indian HR consultancy firms include ABC Consultants, Adecco
India, Randstad India, Kelly Services India, and Team Lease Services, among others. These
firms have a strong presence in major Indian cities such as Mumbai, Delhi, Bangalore, and
Chennai, and provide a range of HR solutions to clients across various industries, including
IT, healthcare, manufacturing, and hospitality.
Indian HR consultancy firms play a crucial role in the country's rapidly growing job market.
As more and more businesses seek to expand their operations in India, the demand for HR
consultancy services is expected to continue to grow in the coming years.

Indian HR consultancy refers to companies or agencies in India that provide human resources
(HR) consulting services to businesses and organizations. These consultancies help
businesses in various aspects of HR management, including recruitment, training and
development, compensation and benefits, employee relations, and compliance with labour
laws.

Indian HR consultancies play a vital role in helping organizations find and retain top talent,
build effective HR policies and procedures, and maintain a productive workforce. They also
provide guidance on compliance with local labour laws and regulations, which can be
complex and challenging for businesses operating in India.
 3.COMPANY PROFILE:

Quess Corp Limited is India's market leading diversified business services group with
revenue of over USD $ 1.5 Billion and more than 5,00,000 employees. Founded in 2007, the
Group now runs 7 ISO (9001:2008) certified lines of businesses with 65 company run offices
across India. Operations have also been set up in North America, Middle East & South-East
Asia. Quess Corp Ltd -India’s largest General staffing outsourcing company with over
3,30,000 + staff deployed at over 900 +clients and 800+ locations Pan India.

A Public limited listed company in Indian stock exchanges with over 2.0 Billion USD
valuation. Quess Corp Limited has over 500,000 employees and makes us One of the Largest
Private sector employers in India within 1 decade and Revenues in excess of USD 1 Billion
annually. Quess Corp has presence across India to support large established and National
brands like yourself with 65 offices in 34 cities and growing.

PURPOSE

To build a leading institution that drives productivity for clients by outsourcing and
optimising their key business processes and to be the preferred firm for employees, customers
and investors alike

A core value driving our business is constantly making the workforce more productive. Our
business strategy is aligned to this, including training and skill development for better
employability, helping job seekers easily find employment opportunities, digitising
workflows, and providing social security benefits to a wider employable population.

Established in 2007 and headquartered in Bengaluru, Quess today has unmatched geographic
presence and scale with more than 96 offices across India, South East Asia, North America
and the Middle East, backed by technology-intensity and domain specialization to create
unmatched service experiences.

Directors
The company has 8 directors and 2 reported key management personnel.

The longest serving director currently on board is Ashok Revathi who was appointed on 24 July,
2015. Ashok Revathi has been on the board for more than 7 years. The most recently appointed
director is Srinivasan Guruprasad, who was appointed on 30 March, 2022.
Ashok Revathi has the largest number of other directorships with a seat at a total of 14 companies. In
total, the company is connected to 50 other companies through its directors.

Category: Service Provider

Objectives

 Over the long term, of the company goal is to compound the Book Value by 20% p.a.

 The company focus is long term growth and not quarterly earnings. The company will
grow through organic growth as well as through friendly M&A
 The company will never bet the company on any one project or acquisition
 The company aim to keep the debt to EBITDA gearing around 2x
 On an asset light model, the company will continue to develop innovative product and
service lines
 The companay will always give back to society and engage with communities that we
associate with

Vision: To become the most trusted business services provider in India and globally, by
consistently delivering innovative and customized solutions to the customers.
Mission: To enable the customers to achieve their business objectives and grow sustainably
by leveraging the technology and expertise to deliver high-quality and cost-effective business
services across industries.
Values: Quess Corp is guided by the following values:
 1. Customer focus: We put our customers at the center of everything we do, and strive to
exceed their expectations by delivering customized solutions that address their unique
needs.
2. Innovation: We continuously innovate to stay ahead of the curve and provide our
customers with cutting-edge solutions that enable them to be more productive and
efficient.
3. Collaboration: We work collaboratively with our customers, partners, and employees
to achieve our common goals and create win-win outcomes.
4. Excellence: We strive for excellence in everything we do, and are committed to
delivering high-quality services that meet the highest standards of professionalism and
integrity.
5. Agility: We are agile and responsive to changing market conditions, and adapt
quickly to meet the evolving needs of our customers and stakeholders.
Swot Analysis

Strength

 Diversified Business Portfolio: Quess Corp has a diverse business portfolio that
includes workforce management, technology solutions, and facilities management.
This diversification provides a stable revenue base and reduces the impact of any
single business area's performance.
 Strong Market Presence: Quess Corp is a leading player in the Indian market for
workforce management and facilities management. It has a strong reputation and
brand value, which gives it an advantage in securing new contracts and customers
 Strategic Partnerships: Quess Corp has formed strategic partnerships with global
companies such as Amazon Web Services, Microsoft, and IBM, which gives it access
to their technologies and expertise. This helps Quess Corp provide cutting-edge
solutions to its customers.
 Robust Financial Performance: Quess Corp has maintained a strong financial
performance over the years, with consistent revenue growth and profitability. This
financial strength allows the company to invest in new businesses and expand its
operations.

weakness
 Dependence on a Few Key Clients: Quess Corp has a significant dependence on a few
key clients for a significant portion of its revenue. This dependence puts the company
at risk if any of these clients reduce their business with Quess Corp.
 Limited Geographic Presence: Although Quess Corp is a leading player in the Indian
market, its geographic presence is limited to a few countries. This limits its ability to
capture business opportunities in other regions.
 High Debt Burden: Quess Corp has a high debt burden, which can affect its financial
flexibility and ability to invest in new businesses.

opportunity

 Growing Indian Market: The Indian market for workforce management and facilities
management is growing, with increasing demand for these services from both large
and small businesses. This provides an opportunity for Quess Corp to expand its
operations and capture a larger market share.
 Digital Transformation: The increasing adoption of digital technologies in businesses
provides an opportunity for Quess Corp to offer innovative solutions to its customers,
such as AI-based workforce management or smart building solutions.
 International Expansion: Quess Corp can expand its operations to other countries and
capture new business opportunities in other regions.

Threats

 Competition: Quess Corp faces intense competition from other players in the Indian
market, as well as from international players that are expanding into the Indian
market.
 Economic Downturns: Any economic downturn in India or other countries where
Quess Corp operates can affect its business operations and revenue.
 Regulatory Changes: Any changes in labour or tax regulations in India or other
countries where Quess Corp operates can affect its business operations and
profitability.
Organization chart

Company polices

 Equal Employment Opportunity Policy

 Environmental, Social & Governance (ESG) Policy Framework
  Anti Bribery and Anti Corruption Policy
 Customer Service Policy
 Prevention of Sexual Harassment Policy
 Human Rights Policy
 Health Safety and Environmental Conservation policy
 Board Diversity Policy
 Nomination and Remuneration Policy
 Policy for Preservation of Documents
 Dividend Distribution Policy
 Code of Business Conduct and Ethics
 CSR Policy
 Quess Whistle blower's Policy
 Appointment Letter of Independent Director
 Archival Policy
 Code Of Conduct for Prevention and Prohibition of Insider Trading
 Risk Management Policy
 Directors Familiarization Programme
 Policy for Determining Material Subsidiary
 Policy on Criterial for determining Materiality of events information
 Policy on Criterial for determining RPT
 Code of Practices and Procedures for Fair Disclosure of Unpublished Price Sensitive
Information

Awards and recognition and certificates

 The company was Ranked in Top 50 amongst India’s Best Companies to Work for 2022
 The company was Certified™ a Great Place to Work for 3rd consecutive time
 The Conneqt Business Solutions wins prestigious awards at CII DX award ceremony –
2021
 Conneqt ranked #92 amongst India’s Best Companies to Work for 2021 by GPTW India
 CII National HR Excellence Award 2020-21” for Significant Achievement
 Conneqt won the award for Best Company in Social Benefit Category (Services) @ Bid
Excellence Award 2019
 Conneqt won the Best Recruitment Strategy & Best Talent Acquisition Practice Award
@ Future of HR Summit & Awards Jan 2019
 Conneqt won Digital Excellence in Banking Sector & Digital Customer Experience
Team of the Year at the Digital Customer Experience Summit & Award 2019 in
Mumbai
 Conneqt bagged 5 awards – Dream Companies to work for, Best Service Provider,
Career Fairs, campus recruitment, Talent Management, & 101 HR super achiever HR
Leadership Award @ ET Now Dream Companies to Work for Feb 2019
 Conneqt won the Business Intelligence Champion of the Year & Analytics Excellence
Awards @ 2nd Annual Business Intelligence & Analytics Summit & Awards April
2019
 Conneqt wins the Best Employee Reward & Recognition Strategy Award-2018

4.SERVICE PROFILE
 Staffing and Recruitment Services: Quess Corp offers staffing and recruitment services
to organizations of all sizes, helping them find the right talent for their business needs.
 Technology Solutions: Quess Corp offers a range of technology solutions, including
application development, cloud computing, cybersecurity, digital transformation, and
more.
  Engineering Services: Quess Corp provides engineering services such as product design
and development, testing and validation, and manufacturing support.
 Facility Management: Quess Corp offers facility management services such as
housekeeping, security, maintenance, and landscaping to ensure that facilities are clean,
safe, and efficient.
 Industrial Asset Management: Quess Corp provides industrial asset management
services such as equipment maintenance, asset tracking, and predictive maintenance to
help businesses maximize their operational efficiency.
 Skill Development: Quess Corp offers skill development programs and training to help
individuals acquire new skills and improve their employability.
 Digital Education: Quess Corp offers digital education solutions to schools, colleges,
and universities, helping them adopt digital technologies and improve the quality of

5.Literature Review

Research on the quality of work-life balance has gained significant attention in recent years,
with many studies highlighting its importance in employee well-being and organizational
performance. In this literature review, we will discuss some of the key findings and
perspectives on quality of work-life balance.

Greenhaus and Beutell (1985)

One of the key perspectives on quality of work-life balance is the concept of work-life
conflict. This occurs when the demands of work interfere with personal life, leading to stress
and negative outcomes such as burnout and reduced job satisfaction. A study by Greenhaus
and Beutell (1985) found that work-family conflict was associated with job dissatisfaction,
lower commitment to work, and increased intentions to leave the job.

Gajendran and Harrison (2007)

In response to work-life conflict, many organizations have implemented flexible work

arrangements, such as telecommuting, flextime, and job sharing. Research has shown that
these arrangements can improve work-life balance and reduce work-family conflict (Allen et
al., 2013; Gajendran & Harrison, 2007). However, the success of these arrangements depends
on the culture and support of the organization, as well as individual factors such as job
demands and personal preferences.

Liu et al., (2019)

Another perspective on quality of work-life balance is the role of job resources and job
demands. Job resources such as autonomy, social support, and job control can help
employees cope with job demands and improve work-life balance (Bakker et al., 2005). In
contrast, high job demands such as workload and time pressure can lead to work-life conflict
and reduced well-being (Liu et al., 2019).

Walton (1975)

One of the most commonly cited definitions of QWL is provided by Walton (1975), who
defines it as "a way of working that seeks to promote employee satisfaction and well-being
while also meeting organizational goals." QWL encompasses various factors that influence
employee satisfaction, including job security, work environment, job autonomy, work-life
balance, and work-related stress.

Several studies have identified determinants of QWL, including job characteristics,

organizational culture, and leadership style.

Bakker and Demerouti (2007)

They found that job resources, such as autonomy and social support, are positively related to
QWL, while job demands, such as workload and emotional labor, are negatively related to
QWL. Moreover, Kalliath (2013) found that organizational culture, particularly a supportive
culture, is positively related to QWL.

Islam et al. (2018)

The outcomes of QWL have also been widely studied. QWL has been linked to a range of
positive outcomes for employees, including job satisfaction, organizational commitment, and
well-being. For example, a study by Islam et al. (2018) found that QWL is positively related
to job satisfaction and organizational commitment among employees in the service industry.
Additionally, a meta-analysis by Grawitch et al. (2017) found that QWL is negatively related
to work-related stress and turnover intentions.

Finally, research has also shown the importance of individual factors in quality of work-life
balance. These include personality traits, such as emotional stability, and personal resources,
such as social support and resilience. A study by Schaufeli et al. (2008) found that emotional
stability and social support were important predictors of work-family conflict and burnout.

In conclusion, the literature on quality of work-life balance highlights its importance in

employee well-being and organizational performance. Work-life conflict, flexible work
arrangements, job resources and demands, and individual factors are all important
considerations in achieving a positive work-life balance. Organizations that prioritize the
quality of work-life balance can reap benefits such as increased employee satisfaction,
engagement, and productivity.

6.NEED FOR THE STUDY

 To analyse quality of work life balance of the employees working in the Quess Corp
Ltd
 To give suggestions regarding Quality of work life balance to the organization
 To improve the Quality of work life balance in the organization
 To make them to know where Quality of work life balance is good and where it is
week
 7.Scope of the Study

The study on quality work life balance throws light on the balance maintained by the
employees between their work and lifestyle. Work and life are two most important
priority of any person and problems arise when there is an imbalance between these
two. If work and life is not properly balanced it can adversely affect each other and
can increase job dissatisfaction, affect family relations, stress related diseases and
also productivity of the firm. The study can help the organization in improving the
work life balance of employees and thereby advance their overall performance and
production. When the firm takes more care about the work life balance of the
employees, they may improve they performance and thus the profit of the firm
 increases. Also the employees can understand more about the importance of balance
between work and lifestyle. Therefore it is important to have a research study on
work life balance of employees.

8.OBJECTIVES OF THE STUDY

Primary objective:
 “To Study the Quality Of Work Life Balance at the Quess Corp Limited .

Secondary Objectives:
 To Analyse Whether the personal Life Of Employees Suffers Because Of Work .

 To Examine Job Makes Personal Life Difficult .

 To find Out whether The Employees are Happy With the amount of time for non-

work activities .

 To understand the employees mood in work and personal life .

 To know is it really hard to work because of personal matters .

9.LIMITATIONS OF THE STUDY

 Due to the rules and regulation in the workplace and working time only
rushed response were able to collect
 Also there is a possibility of biased answers from some of the employees
since the employees perception towards the organization differs from one
person to another
 The findings may also be valid only for the present time as change are likely
to happen due to advancement or development of the organisation
 The duration was also a major constrained
 The study is limited to only few employees of quess corp ltd therefore the
result cannot be generated to whole organization
 10.RESEARCH METHODOLOGY

 MEANING OF RESEARCH METHODOLOGY :

Research is common parlance refers to additional search of knowledge. Research is also an

academic activity and as such the term should be used in a technical sense. According to
“Clifford woody” Research comprises defining and redefining problems, formulating
hypothesis or suggested solutions, collecting, organizing and evaluating data making
deductions and searching conclusions and at they fit the formulating whether they fit the
formulating hypothesis.

 TYPE OF RESEARCH

 DESCRIPTIVE RESEARCH:
Descriptive research includes surveys and fact finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs, as it exists at present. The
main characteristic of this method is that the researcher has no control over the variables; he
can only report what has happened or what is happening. The methods of research utilized in
descriptive research are survey methods of all kinds.

 DATA FOR THE STUDY:

The study depends on both primary as well as secondary datum. The primary data has been
collected from the employees of the Quess Corp Limited. The secondary data has been
collected from journals, books and websites.

 RESEARCH INSTRUMENT:

A structured questionnaire was framed to obtain date from respondents. The questionnaire
was sample with simple multiple choice questions. The questionnaire was arranged in such a
way that relevant and valuable information could be obtained from the respondents.

 SAMPLE SIZE:

Sample sizes of 100 employees of the Quess corp Limited is the sample for the study.

 DATA ANALYSIS:

Data has been analysis with help of simple statistical tools and also graphical representation.

 TOOLS FOR ANALYSIS:

 PERCENTAGE ANALYSIS:
 Percentage analysis refers to a special kind of ration. Percentage is used making
comparisons between two or more series of data. Percentage is used to describe
relationships. Percentage = No. of Respondents / Total No. of Respondents x 100

Questionnaire:
1. Have you feel stressed out at work?

2. Have you feel that you have enough time to complete your tasks at work?

3. Have you feel that you have a good work-life balance?

4. You feel that you have the opportunity to take breaks and recharge during the

workday?

5. Have you feel that you are able to effectively manage your work and personal

responsibilities?

6. Have you feel that your workload is manageable and not overwhelming?
 7. You feel that you are able to pursue your personal interests and hobbies outside of

work?

8. Have you feel that you have a supportive work environment that encourages work-life

balance?

9. You feel that you are able to maintain healthy relationships with family and friends

outside of work?

10. do you feel that you have access to resources and support to help you maintain a good

work-life balance?

11. How satisfied are you with your current work-life balance overall?

12. How many hours a week do you typically work?

13. Do you have support from your employer or colleagues to manage your workload

Work interference with personal life.(WIPL)

1 My personal life suffers because of SA A N D SD

work

2 I miss personal activities because of SA A N D SD

work

3 I neglect personal needs because of SA A N D SD

work
 4 I put personal life on hold for work SA A N D SD

5 I struggle to judge work and non work S A N D SD

6 My job makes personal life difficult SA A N D SD

Personal life interference with work

SA A N D SD

SA A N D SD

SA A N D SD

SA A N D SD