Escolar Documentos
Profissional Documentos
Cultura Documentos
A Project Report on
QUALITY
of
WORK BALANCE
At
ICICI Bank
Submitted By:
Sandhya Rani. Chundi
Roll # 094-08-01325
Third Year of Masters in Business
Administration
Under the guidance of
Mr. Jahangir
Prof. G. Ram Reddy College for Distance
Education
Of
Osmania University, Hyderabad-500007.
To the Osmania University In Partial Fulfilment
Of Masters in Business Administration
Academic Year:
1
QWL
2014-2015
DECLARATION
I draft this letter and the project work done here is totally
original work of My own which shows all the efforts of mine in
completion of the Project.
Place: Hyderabad
Date:
QWL
All the details collected & furnished by her are true & original to My
Knowledge.
Place: Hyderabad
3
QWL
Date:
Mr.JAHANGIR
ACKNOWLEDGEMENT
QWL
I also express gratitude and thanks to Dr.Ch.Shyam Sunder
Ph. D., director, Prof. G. Ram Reddy Centre for Distance
Education (DEPARTMENT OF BUSINESS MANAGEMENT), and my
project guide Mr. Jahangir for helping me out to undertake study
at ICICI.
Finally, last but not the least I would like to extend my
sincere thanks to all my faculty members who have uplifted my
knowledge through their lectures and all those who have helped
me out in successful completion of my project.
CONTENTS
INTRODUCTION
NEED FOR THE STUDY
METHODOLOY
SCOPE OF THE STUDY
PERIOD OF THE STUDY
LIMITATIONS OF THE STUDY
QWL
OBJECTIVES OF THE STUDY
CHAIRMANS FOREWORD
QUALITY OF WORK BALANCE ANALYSIS
FINDINGS AND SUGGESTIONS
BIBLIOGRAPHY
ABSTRACT
In the era of Globalization of market economy, hyper competition and
uncertainty of rapidly changing environment the success of an Organization
depends on the strategies adopted to improve the Quality of Work Balance
of employees. A growing number of todays Organizations recognized that
Quality of Work Balance is one o the human resource strategies to promote
and maintain an orderly atmosphere for employees to work effectively.
Quality of Work Balance refers to the quality of relationship between
employees and total work environment of an organization. QWB is a
collective responsibility of the management, employees, and leaders of the
union, Government and behavioral scientists. Quality of Work Balance in
an Organization is a function of management practices that are valued by
customers.
6
QWL
Quality Of Work Balance programs when implemented lead to greater
growth and development of the individual as a person as a productive
employee of an Organization, develop trust between managers and
employees, attract and keep talented staff, build strong employee
commitment, strengthen work place learning and improve overall
effectiveness of an Organization.
QWL
INTRODUCTION
The term refers to the favourableness or unfavourable ness of
a total job environment for people. QWB programs are another way
in which organisations recognise their responsibility to develop jobs
and working conditions that are excellent for people as well as for
economic health of the organisation. The elements in a typical QWB
program include open communications, equitable reward systems, a
concern for employee job security and satisfying careers and
participation in decision making. Many early QWB efforts focus on
job enrichment. In addition to improving the work system, QWB
programs usually emphasise development of employee skills, the
reduction of occupational stress and the development of more cooperative labour-management relations.
A Rationale
8
QWL
Job
enrichment
and enlargement
Routine job
Job enlargement
Higher-order
Lowerorder
Few
Many
QWL
Motivation
Job Satisfaction
Rewards Satisfaction and Performance
Control on Work pressure
Money Matters
Non economic Job Security
Teamwork and Boss Factor
Involvement and Communication
Health conditions of the employee
Training programmes
Employee Counselling
Environment in which the employee works.
The policies lay down by the organisation for the employees.
Management Support.
METHODOLOGY
10
QWL
Secondary data is the data that has been collected for some other
purpose and which is now being utilized for this study.
11
QWL
the
following
factors:-
Infrastructure,
HR
policies,
Performance
Management
system,
Team
building,
SAMPLING:
The time period of study is 60days from 1 st December, 2009 to
31stJanuary, 2010. During this period, Various Human resource
policies of the organisation and selected, and opinion of the 150
employees are taken for the purpose of analysis of objectives.
12
QWL
13
QWL
14
QWL
and
their
support
for
the
individual
15
QWL
13.
and
transport
facilities
provided
by
the
organisation.
15. To know the opinion of the employee towards their salary
paid for their service.
RESEARCH METHODOLOGY
RESEARCH DESIGN
Research methodology, which is followed by researcher,is Descriptive
study .
RESEARCH METHODS
PRIMARY DATA:The primary data has been collected through the Questionnaire. The
Questionnaire has been properly prepared in order to cover all the
Information required for the study. The primary data has been obtained by
interaction with the officials and staff in the division in the organization and
16
QWL
also obtained through the Questionnaire distributed to the persons in
different departments in that particular division
SECONDARY DATA:1. Through the Annual reports of the corporation, from the Manuals
and also from records available in the organization. Some other
data also collected from the reports, registers and books and from
the files available in the organization.
2. Information collected from various HRM books.
SAMPLING PLAN
SAMPLE DESIGN:The method of sampling used was Random sampling. Random
sampling from a finite population refers to that method of sample
selection which gives each possible sample combination an equal
probability of being picked up and each item in the entire population to
have equal chance of being included in the sample
17
QWL
SAMPLE SIZE:The researcher has allowed to do the project in particular division in the
organisation. The study is limited to only that particular division.
TOTAL SIZE : 200
SAMPLE SIZE: 50
Keeping in view of the above objectives of the study,an objective type
Questionnaire
is prepared and distributed to 50 persons for the sample and collected
opinions.
LIMITATIONS
Though adequate care has been taken while doing the project. This
Project still suffers from certain limitations. They are
18
QWL
19
QWL
Chapter III
Company Profile
COMPANY PROFILE
ICICI Bank (BSE: ICICI) (formerly Industrial Credit and Investment
Corporation of India) is India's largest private sector bank by market
20
QWL
capitalization and second largest overall in terms of assets. Bank has
total assets of Rs. 3,793.01 billion (US$ 75 billion) at March 31, 2009
and profit after tax Rs. 37.58 billion for the year ended March 31, 2009.
[1]. The Bank also has a network of 1,449 branches and about 4,721
ATMs in India and presence in 18 countries, as well as some 24 million
customers (at the end of July 2007). ICICI Bank offers a wide range of
banking
products
and
financial services to
corporate
and
retail
branches
in
Belgium,
Hong
Kong
and
Sri
Lanka,
and
QWL
Prudential was amongst the first private sector Insurance companies to
begin operations in December 2000 after receiving approval from Insurance
Regulatory Development Authority (IRDA).
ICICI Prudentials capital stands at Rs.18.15 billion with ICICI Bank and
Prudential plc holding 74% and 26% stake respectively. For the period
April- December 2006, the company garnered new business weighted
premium of over of Rs.2, 302 crore and wrote over 1.1 million policies. The
company has assets held to the tune of over Rs.13000 crore.
ICICI Prudential is also the only private Balance insurer in India to receive
a National Insurer Financial strength rating of AAA (Ind) from Fitch
ratings. The AAA (Ind) rating is the highest rating, and is a clear assurance
of ICICI Prudentials ability to meet its obligations to customers at the time
of maturity or claims.
For the past six years, ICICI Prudential has retained its position as the No.1
private Balance insurer in the country, with a wide range of flexible
products that meet the needs of the Indian customer at every step in life.
DISTRIBUTION
ICICI Prudential has one of the largest distribution networks amongst
private Balance insurers in India. As of December 31, 2006 it had
commenced operations in over 360 cities and towns in India, stretching
from Bhuj in the west to Guwahati in the east, and Jammu in the north to
Trivandrum in the south, and had over 175,000 advisors.
The company has 18 bancassurance partners, having tie-ups with ICICI
Bank, Bank of India, Federal Bank, South Indian Bank, Lord Krishna Bank,
all regional rural banks sponsored by Bank of India, as well as some co-
22
QWL
operative banks. It has also tied-up with NGOs, MFIs and corporates for
the distribution of rural policies.
PROMOTERS
ICICI Bank
ICICI Bank is Indias second largest bank and largest private sector bank
with assets of Rs.2823.72 billion as on September 30, 2006. ICICI Bank
provides a broad spectrum of financial services to individuals and
companies. This includes mortgages, car and personal loans, credit and
debit cards, corporate and agricultural finance. The bank services a growing
customer base through a multi-channel access network which includes over
635 branches and extension counters, 2325 ATMs, call centers and internet
banking.
PRUDENTIAL Plc
Established in London 1848, Prudential Plc, through its businesses in the
UK and Europe, the US and Asia, provides retail financial services products
and services to more than 21 million customers, policyholder and
unitholders worldwide. Prudential has brought to market an integrated
range of financial services products that now includes Balance assurance,
pensions, mutual funds, banking, investment management and general
insurance. IN Asia, Prudential is the leading European Balance insurance
company with a vast network of 23 Balance and mutual fund operations in
12 countries- China, Hong Kong, India, Indonesia, Japan, Korea, Malaysia,
The Philippines, Singapore, Taiwan, Thailand and Vietnam.
23
QWL
VISION
To make ICICI Prudential the dominant Balance and Pensions player built
on trust by world-class people and service.
This can be achieved by:
VALUES
Every member of ICICI Prudential team is committed to 5 core
values: - Integrity, Customer First, Boundaryless, Ownership,
and Passion. These values shine forth in all they do, and have
become the keystones of their success.
BOARD OF DIRECTORS
The ICICI Prudential Balance Insurance Company limited board
comprises reputed people from the finance industry both from India
and Abroad.
Mr. K.V.Kamath, Chairman
Mr. Barry Stowe
24
QWL
Mrs. Kalpana Morparia
Ms. Shikha Sharma, Managing Director
Mr. N.S.Kannan, Executive Director
Mr. Bhargav Dasgupta, Executive Director
CHILD PLANS
Education Insurance under Smart kid
RETIREMENT SOLUTIONS
1. Forever Life
2. Lifetime Super Pension
3. LifeLink Super Pension
25
QWL
4. Immediate Annuity
HEALTH SOLUTIONS
1. Health Assure and Health Assure Plus
2. Cancer Care
3. Diabetes Care
CHAIRMANS FOREWORD
QWL
27
QWL
28
QWL
QWL
QWL
Passwords Dos:
QWL
OFIs and scores centre wise and floor wise to be shared with
all CMs, Channel heads and CSPB head.
organisation:
32
QWL
CLASS OF
LOCATION
MMI
AMII
AMI
Mumbai, Delhi
10,00
7,000
5,000
7,500
5,000
3,500
5,000
4,000
3,500
3,500
3,000
3,000
CITY
A Class
0
B Class
Kolkata,
Pune,
Hyderabad,
Chandigarh,
Rajkot,
Thiruvanantapuram,
Amritsar,
Jodhpur,
and
other
state
D Class
Others
QWL
Officers / Secretary
Junior officers
NOTE:
The location of posting will be considered for determining the
rate of HRA. In the case of Mumbai and Delhi, if the employee
is posted outside the city limit and residing in the city; the city
rate will be applicable.
To avail this facility, the residence proofs needs to be
confirmed through the respective employee relation officers of
different business zones.
34
QWL
GRADES
4165
Assistant Manager 2
3125
Assistant Manager 1
3125
3125
2080
QWL
GRADES
AMOUNT
PER
(Rs.)
Manager 1
5500
Management Trainee
5500
Assistant Manager 2
4000
Assistant Manager 1
2500
1000
Officer / Secretary
1000
Junior officer
800
36
MONTH
QWL
LUNCH ALLOWENCES:
The lunch allowance of Rs. 1300/- per month will be
paid along with the salary effective from September 1, 2007.
Officer trainees, PTOs and contractual employees are not
eligible for this benefit. For Manager 2 and above, this
allowance is paid as a part of supplementary allowance.
37
QWL
SHIFT ALLOWANCE:
Coverage: Any business groups where employees work in
shifts outside day time working hours should obtain
prior approval from the competent authorities of local
state government bodies.
38
QWL
39
QWL
40
QWL
depending
on
Qualification/Work
41
QWL
The validity of the resume that you post on the site is six
months from the date of posting. CVs will get deleted
from EGES site if recruitment team has not use in 6
months from date of uploading of CV. Employee may
upload the CV again, if relevant.
DETAILS OF REWARD:
Grade in which referred employee got appointed:
The reward money depends on the grade in which the candidate
has been appointed. This reward is given to the employee who referred the
candidate. The details of the amount of money being rewarded depending
on the grade in which the candidate got appointed are as follows:
GRADE
Chief Manager 1/ Chief Manager 2
REWARD AMOUNT
Rs. 20,000/42
QWL
Manager 1 / Manager 2
Rs. 15,000/-
Assistant Manager 2
Rs. 10,000/-
Assistant Manager 1
Rs. 5,000/-
CSPB TR / S1 / S2
Rs. 3,500/-
QWL
Gratuity:
Gratuity is payable at the time of cessation of service.
Eligibility of gratuity is as follows:
Less than 5 years of service nil.
5 to10 years of service
each year
services.
QWL
Nominations:
All employees are required to give names of their
nominees
to
the
above
funds
correspondingly.
QWL
46
QWL
47
QWL
Number of leave
days
<31
30
31-50
60
51&above
180
48
QWL
31-50
51&above
49
QWL
50
QWL
51
QWL
QWL
QWL
QWL
Type 1:
Review : CSB Head
Frequency: Monthly.
Attendees: CSPB Centre head, Channel Heads.
Duration : 1 hour
Agenda:
QWL
Process Description:
Ensure following of standard process in practicing the
performance review process and implementing the same.
To Ensure the process on performance review and correction
action is standardized and documented.
To ensure the accuracy and the timeliness of the same is
measured.
56
QWL
Team performance
Individual performance
Internal Audit Scores
Review:
This refers to the process of review by the process owner. This
step will determine the efficiency of performance review.
The review may be done by the following steps:
QWL
Abbreviations:
Respective skills initials:
Channel head CH
Business Development Head BOH
Channel manager CM
Business Development Manager BOM
Team manager TM, Team Leader TL
Level 3 Review:
58
QWL
QWL
QWL
61
QWL
62
QWL
QWL
QWL
Tom Peters asserts in Liberation Management that crossfunctional, autonomous, empowered teams are what the best
organisations are using right now to outdistance the competition.
Small project teams have the ability to produce high quality,
superior customer service, flexible response, and continuous
learning.
High
responsibility,
clear
objectives,
and
high
65
QWL
obsolete for these project teams you could be the boss of one team,
and report to one of your subordinates on another team.
Teams have always been an important foundation of OD,
but there is a growing awareness of the teams unique ability to create
synergy, respond quickly and flexibility to problems, find new ways to
get the job done, and satisfy social needs in the workplace.
medicine,
QWL
Funding criteria:
67
QWL
Procedure of payment:
Payment will be based on the production of the actual
receipts/bills. The payment
bank account.
Continuation of scholarship:
The students must successfully clear each annual/ semester
examination securing at least 60% of marks for continuation of the
scholarship. Proof of passing certificate with % of marks is to be
submitted while applying for the benefit of the next year / semester.
68
QWL
How to claim:
The eligible students can apply for the benefit. The application
form is available under e-forms on the internet.
The copy of the mark sheet, original fee receipt and other
supporting documents are required, to be send to HMRG, ICICI Bank
Ltd., 6th floor- Trans Trade Centre, Near Floral Deck Plaza, MIDC,
SEEPZ, Andheri ( East ), Mumbai 400093. The eligible scholarship
will be credited to the bank account of the student after deducting
applicable tax.
QWL
GRADE
Manager 1 / M-1
ANNUAL ELIGIBILITY
Rs. 24,000
Rs.24,000
Rs. 20,000
Rs.12,000
Rs. 12,000
Not
Rs. 12,000
Rs. 9,600
Rs. 8,000
eligible for
benefit
this
QWL
71
QWL
specific
house
transport
rent
allowance,
allowances,
medical
convergence
allowances,
QWL
Chapter IV
Data Analysis
73
QWL
TABLE-1
OPINION ABOUT THE JOB ENVIRONMENT AND WORKING
CONDITION
Variables
Excellent
Good
Average
Poor
No of respondents
30
15
5
0
No of respondents in %
60%
30%
10%
0%
CHART-1
74
QWL
Average Poor
0%
10%
Excellent
Good
30%
Good
Excellent
60%
Average
Poor
INTERPRETATION
The above graph reveals that 60% of the employees feel that job
environment and working conditions are excellent ( i.e they are absolutely
satisfied).30% of the employees feel that job environment and working
conditions are good (i.e they are satisfied).10% of the employees feel that
job environment and working conditions are average(i.e they are partially
satisfied). 0%( i.e none of the employees feel job environment and working
conditions are poor).
TABLE-2
PERCEPTION ABOUT THE GROWTH AND SECURITY
OPPORTUNITIES
Variables
Excellent
Good
Average
No of respondents
25
10
15
No of respondents in %
50%
20%
30%
75
QWL
Poor
0%
CHART-2
INTERPRETATION
The above graph reveals that50% of the employees feel that the
growth and security opportunities are Excellent that is they are absolutely
satisfied.20% of the employees feel that the growth and security
opportunities are Good that is they are satisfied.30% of the employees feel
that the growth and security opportunities are Average that is they are
partially satisfied.0% i.e none of the employees feel that the growth and
security opportunities are Poor.
TABLE -3
OPINION ABOUT THE CAREER-PLANNING PROGRAM IN THE
ORGANIZATION
76
QWL
Variables
Excellent
Good
Average
Poor
No of respondents
20
20
10
0
No of respondents in %
40%
40%
20%
0%
CHART-3
INTERPRETATION
The above graph reveals that40% of the employees feel that the
growth and security opportunities are Excellent that is they are absolutely
satisfied.40% of the employees feel that the growth and security
opportunities are Good that is they are satisfied.20% of the employees feel
that the growth and security opportunities are Average that is they are
partially satisfied.0% i.e none of the employees feel that the growth and
security opportunities are Poor.
TABLE-4
77
QWL
PERCEPTION ABOUT THE PAY STRUCTURE IN THE
ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
25
10
15
0
No of respondents in %
50%
20%
30%
0%
CHART-4
INTERPRETATION
The above graph reveals that50% of the employees feel that the
growth and security opportunities are Excellent that is they are absolutely
satisfied.20% of the employees feel that the growth and security
opportunities are Good that is they are satisfied.30% of the employees feel
that the growth and security opportunities are Average that is they are
partially satisfied. 0% i.e none of the employees feel that the growth and
security opportunities are Poor.
78
QWL
TABLE-5
OPINION ABOUT THE PROMOTION SYSTEM IN THE
ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
10
25
10
5
No of respondents in %
20%
50%
20%
10%
CHART-5
INTERPRETATION
The above graph reveals that20% of the employees feel that the
growth and security opportunities are Excellent that is they are absolutely
satisfied.50% of the employees feel that the growth and security
opportunities are Good that is they are satisfied.20% of the employees feel
79
QWL
that the growth and security opportunities are Average that is they are
partially satisfied. 10% i.e none of the employees feel that the growth and
security opportunities are Poor.
TABLE-6
ABLE TO LEARN AND ACQUIRE NEW SKILLS IN THE
ORGANZATION
Variables
Excellent
Good
Average
Poor
No of respondents
25
15
10
0
No of respondents in %
50%
30%
20%
0%
CHART-6
INTERPRETATION
80
QWL
The above graph reveals that50% of the employees feel that the
growth and security opportunities are Excellent that is they are absolutely
satisfied.30% of the employees feel that the growth and security
opportunities are Good that is they are satisfied.20% of the employees feel
that the growth and security opportunities are Average that is they are
partially satisfied. 0% i.e none of the employees feel that the growth and
security opportunities are Poor.
TABLE-7
STEPS TAKEN FOR JOB ENRICHMENT FOR
EMPLOYEES
Variables
No of
respondents
10
Deliberate upgrading of
responsibility
Widening the scope of activities
14
Setting the challenges in work
20
Giving exposure to variety of jobs 6
No of respondents in
%
20%
28%
40%
12%
CHART-7
81
QWL
INTERPRETATION
The above graph reveals that 20% of the employees feel that Job
Enrichment will lead to deliberate upgrading of responsibility. 28% of the
employees feel that Job enrichment will widen the scope of activities.40%
of the employees feel that Job Enrichment will set challenges in work.12%
of the employees feel that Job Enrichment will give exposure to variety of
jobs.
TABLE -8
PURPOSE OF JOB DESIGN AND GOAL SETTING IN THE
ORGANIZATION
Variables
It facilitates work flow
Effective co-ordination and integration
Positive impact on employee satisfaction
All the above
No of
respondents
7
18
5
20
No of respondents in %
14%
36%
10%
40%
82
QWL
CHART-8
INTERPRETATION
The above graph reveals that14% of the employees feel that Job
Design and Goal setting will facilitate work flow. 36% of the employees
feel that Job Design and Goal setting will lead to effective co-ordination
and integration.10% of the employees feel that Job Design and Goal setting
will lead to positive impact on employee satisfaction.40% of
the employees feel that all the above three factors are important for Job
Design and Goal setting.
TABLE-9
PERCEPTION ABOUT INTEGRATION OF JOB, CAREER, FAMILY BALANCE
AND LEISURE
Variables
Excellent
Good
TIME
No of respondents
20
25
No of respondents in %
40%
50%
83
QWL
Average
Poor
5
0
10%
0%
CHART-9
INTERPRETATION
The above graph reveals that 40% of the employees feel that the
integration of job, career, family Balance and leisure time are excellent that
is they are absolutely satisfied.50% of the employees feel that the
integration of job, career, family Balance and leisure time are good that is
they are satisfied.10% of the employees feel that the integration of job,
career, family Balance and leisure time are average that is they are partially
satisfied.0% i.e none of the employees feel that the integration of job,
career, family Balance and leisure time are poor.
TABLE -10
84
QWL
OPINION ABOUT THE LEAVES PROVIDED BY THE
ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
10
35
5
0
No of respondents in %
20%
70%
10%
0%
CHART-10
INTERPRETATION
The above graph reveals that20% of the employees feel that the
leaves provided by the organization are excellent that is they are absolutely
satisfied.70% of the employees feel that the leaves provided by the
organization are good that is they are satisfied.10% of the employees feel
that the leaves provided by the organization are average that is they are
partially satisfied.0% i.e none of the employees feel that the leaves
provided by the organization are poor.
85
QWL
TABLE -11
LEAVE TRAVEL CONCESSION THAT IS PROVIDED BY THE
ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
14
20
6
10
No of respondents in %
28%
40%
12%
20%
CHART-11
INTERPRETATION
The above graph reveals that28% of the employees feel that the
leave travel concession provided by the organization are excellent that is
they are absolutely satisfied.40% of the employees feel that the leave travel
concession provided by the organization are good that is they are
86
QWL
satisfied.12% of the employees feel that the leave travel concession
provided by the organization are average that is they are partially
satisfied.20% i.e none of the employees feel that the leave travel concession
provided by the organization are poor.
TABLE-12
CANTEEN FACILITIES THAT IS PROVIDED BY THE
ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
10
30
10
0
No of respondents in %
20%
60%
20%
0%
CHART-12
INTERPRETATION
87
QWL
The above graph reveals that20% of the employees feel that the
canteen facilities provided by the organization are excellent that is they are
absolutely satisfied.60% of the employees feel that the canteen facilities
provided by the organization are good that is they are satisfied.20% of the
employees feel that the canteen facilities provided by the organization are
average that is they are partially satisfied.0% i.e none of the employees feel
that the canteen facilities provided by the organization are poor.
TABLE-13
TRANSPORT FACILITIES PROVIDED BY THE
ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
12
33
5
0
No of respondents in %
24%
66%
10%
0%
CHART-13
88
QWL
INTERPRETATION
The above graph reveals that 24% of the employees feel that the
transport facilities provided by the organization are excellent that is they are
absolutely satisfied.66% of the employees feel that the transport facilities
provided by the organization are good that is they are satisfied.10% of the
employees feel that the transport facilities provided by the organization are
average that is they are partially satisfied.0% i.e none of the employees feel
that the transport facilities provided by the organization are poor.
TABLE -14
SANITATION AND CLEANLY MEASURES IN THE
ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
15
20
10
5
No of respondents in %
30%
40%
20%
10%
CHART-14
89
QWL
INTERPRETATION
The above graph reveals that 30% of the employees feel that the
sanitation and cleanly measures in organization are excellent that is they are
absolutely satisfied.40% of the employees feel that the sanitation and
cleanly measures in organization are good that is they are satisfied.20% of
the employees feel that the sanitation and cleanly measures in organization
are average that is they are partially satisfied.10% of the employees feel
that the sanitation and cleanly measures in organization are poor.
TABLE -15
OPINION ABOUT THE TRAINING GIVEN IN THE
ORGANIZATION
Variables
Excellent
Good
Average
No of respondents
26
20
4
No of respondents in %
52%
40%
8%
90
QWL
Poor
0%
CHART-15
INTERPRETATION
The above graph reveals that 52% of the employees feel that the
training in organization is excellent that is they are absolutely satisfied.40%
of the employees feel that the training in organization is good that is they
are satisfied.8% of the employees feel that the training in organization is
average that is they are partially satisfied.0% that is none of the employees
feel that the training in organization is poor.
TABLE-16
MANAGEMENT LIAISE BETWEEN THE EMPLOYEES AND THE
UNION
91
QWL
Variables
Excellent
Good
Average
Poor
No of respondents
10
20
5
15
No of respondents in %
20%
40%
10%
30%
CHART-16
INTERPRETATION
The above graph reveals that 20% of the employees feel that the
management liaise between the employees and union in organization are
excellent that is they are absolutely satisfied.40% of the employees feel that
the management liaise between the employees and union in organization are
good that is they are satisfied.10% of the employees feel that the
management liaise between the employees and union in organization are
average that is they are partially satisfied.30% of the employees feel that
the management liaise between the employees and union in organization are
poor.
92
QWL
TABLE -17
MANAGEMENT HAVE ADEQUATE COMMUNICATION WITH THE
EMPLOYEES
Variables
Excellent
Good
Average
Poor
No of respondents
15
20
10
5
No of respondents in %
30%
40%
20%
10%
CHART-17
INTERPRETATION
93
QWL
The above graph reveals that 30% of the employees feel that the
management have adequate communication with the employees in the
organization are excellent that is they are absolutely satisfied.40% of the
employees feel that the management have adequate communication with
the employees in the organization are good that is they are satisfied.20% of
the employees feel that the management have adequate communication
with the employees in the organization are average that is they are partially
satisfied.10% of the employees feel that the management have adequate
communication with the employees in the organization are poor.
TABLE-18
WORK AUTONOMY IN THE ORGANIZATION
Variables
Excellent
Good
Average
Poor
No of respondents
15
20
5
10
No of respondents in %
30%
40%
10%
20%
CHART-18
INTERPRETATION
94
QWL
The above graph reveals that 30% of the employees feel that work
autonomy in the organization are excellent that is they are absolutely
satisfied.40% of the employees feel that work autonomy in the organization
are good that is they are satisfied.10% of the employees feel that work
autonomy in the organization are average that is they are partially
satisfied.20% of the employees feel that work autonomy in the organization
are poor.
TABLE-19
AWARENESS
ABOUT
THE
QUALITY
OF
WORK
No of respondents
25
10
10
5
No of respondents in %
50%
20%
20%
10%
CHART-19
95
QWL
INTERPRETATION
The above graph reveals that 50% of the employees feel that
awareness about the quality of WORK BALANCE in the organization are
excellent that is they are absolutely satisfied.20% of the employees feel that
awareness about the quality of WORK BALANCE work in the organization
are good that is they are satisfied.20% of the employees feel that awareness
about the quality of WORK BALANCE in the organization are average that
is they are partially satisfied.10% of the employees feel that awareness
about the quality of WORK BALANCE in the organization are poor.
TABLE-20
PERCEPTION ABOUT THE JOB SATISFACTION
Variables
Excellent
Good
Average
Poor
No of respondents
30
15
5
0
No of respondents in %
60%
30%
10%
0%
CHART-20
96
QWL
INTERPRETATION
The above graph reveals that 60% of the employees feel that job
satisfaction in the organization are excellent that is they are absolutely
satisfied.30% of the employees feel that job satisfaction in the organization
are good that is they are satisfied.10% of the employees feel that job
satisfaction in the organization are average that is they are partially
satisfied. 0% i.e that is none of the employees feel that job satisfaction is
poor.
97
QWL
CONCLUSIONS
Every organization to sustain in the industry has to satisfy some of the
basic needs and demands of its employees. Satisfied and motivated employees are
the source of achieving the organizational goals and objectives.
98
QWL
In order to use the maximum potential of the human resource, the
organization has to provide them with the best quality of their working life.
Therefore every organization needs to update and improve the quality of
WORK BALANCE of the employees who make better contribution to production,
quality and productivity.
99
QWL
The employees are given reasonable autonomy for their job. This makes
them feel more responsible and challenging and work hard for
achieving it. There exists a strong bond among the employees, which
helps them to work as team and make group accomplishments.
Though there are some limitations like office layout, seating
arrangements and lack of seriousness of workers, it has sustained in the
industry and is challenging the competition.
CICIC BANKis striving hard to reduce the limitations by practicing
better QWB interventions
and make it even better place to work .It is in the process of updating
and modernizing
the working conditions in tune with the private organizations. Finally,
we can conclude thatCICIC BANKis providing its employees best Quality
of Work Life, which influence their performance and productivity
100
QWL
FINDINGS
to
avoid
the
mistakes
and
improve
their
performances
Employees in ICICI are always supported by the hierarchy in
their personal and professional life.
The Security systems are user friendly and risk free in ICICI.
101
QWL
The travel claims and transport facilities provided by ICICI are
easy to avail and secured enough to travel with.
The Travel benefits and discounts given by ICICI are World wide
and can be utilised under the employee scheme.
SUGGESTIONS
102
QWL
103
QWL
BIBLIOGRAPHY
INTERNET
www.google.com
www.ask.com
BOOKS
Human Resource and Personnel Management William
Wrether
104
QWL
APPENDICES
105
QWL
QUESTIONNAIRE
NAME:
DEPARTMENT:
1. What is your opinion about the job environment and working
conditions?
a. Excellent
b. Good
c. Average
d. Poor
b. Good
c. Average
d. Poor
b. Good
c. Average
d. Poor
106
QWL
4. What is your perception about the pay structure in the organization?
a. Excellent
b. Good
c. Average
d. Poor
b. Good
c. Average
d. Poor
6. What is your opinion about that you are able to learn and new skills
in this
Organization?
a. Excellent
b. Good
c. Average
d. Poor
7. What are the steps taken for the job enrichment for employees?
a. Deliberate upgrading of responsibility
b. Widening the scope of activities
c. Setting the challenges in work
d. Giving exposure to variety of jobs
8. What is the purpose of job design and goal setting in the
organization?
a. It facilitates work flow
b. Effective co-ordination and integration
c. Positive impact on employee satisfaction
d. All the above
9. What is your perception about the sensible integration of job, career,
family Balance
and leisure time?
a. Excellent
b. Good
c. Average
d. Poor
107
QWL
b. Good
c. Average
d. Poor
11. What is your perception about the leave travel concession that is
provided by the
Organization?
a. Excellent
b. Good
c. Average
d. Poor
b. Good
c. Average
d. Poor
b. Good
c. Average
d. Poor
14. What is your opinion about the sanitation and cleanly measures?
a. Excellent
b. Good
c. Average
d. Poor
15. What is your opinion about the training given by the organization?
a. Excellent
b. Good
c. Average
d. Poor
16. What is your opinion about the management liaise between the
employees and
the union?
a. Excellent
b. Good
c. Average
d. Poor
108
QWL
b. Good
c. Average
d. Poor
18. What is your opinion about the Work Autonomy in the organization?
a. Excellent
b. Good
c. Average
d. Poor
19. What is your opinion about that the awareness of Quality of WORK
BALANCE in the
organization ?
a. Excellent
b. Good
c. Average
d. Poor
b. Good
c. Average
d. Poor
109