quality of work life - icici .doc

A Project Synopsis on

QWL

CONTENTS CHAPTER INTRODUCTION............................................1 NEED FOR THE STUDY

METHODOLOY3 SCOPE OF THE STUDY

PERIOD OF THE STUDY

LIMITATIONS OF THE STUDY

OBJECTIVES OF THE STUDY

INDUSTRY & COMPANY PROFILE........................2 CHAIRMANS FOREWORD

QUALITY OF WORK LIFE ANALYSIS

DATA ANALYSIS ..3 FINDINGS AND SUGGESTIONS...............................4 CONCLUSION......................................................5 BIBLIOGRAPHY..........................................................6

QUESTIONNAIRECHAPTER I

INTRODUCTION

The term refers to the favourableness or unfavourable ness of a total job environment for people. QWL 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 QWL program include open communications, equitable reward systems, a concern for employee job security and satisfying careers and participation in decision making. Many early QWL efforts focus on job enrichment. In addition to improving the work system, QWL programs usually emphasise development of employee skills, the reduction of occupational stress and the development of more co-operative labour-management relations. A Rationale

Forces For Change

Humanised Work Through QWL

Job Enlargement vs. Job Enrichment

Difference between job enrichment and job enlargement

Job enrichmentJob enrichment and enlargement

Routine jobJob enlargement

Higher-order

Lower- order

Few

Many

Applying Job EnrichmentNEED FOR THE STUDY

In this project I want to discuss about the Employee Satisfaction towards the changes in the organisation, Organisational responsibility towards the employees and the action taken by management to make the employee satisfied by the changes brought by them for the continuous growth and development of the organisation.

The various behavioural changes in the employees are observed based on the following factors: 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

This study was done in ICICI BANK LIMITED. The study is entirely based on the data that has been collected.

Primary data as it is synonymous to first hand information that is exclusively collected for the sake of the study.

Secondary data is the data that has been collected for some other purpose and which is now being utilized for this study.

The basic methodology of this approach is the development of awareness about the relationship between employee and organisation and their views about each other. Although the initial focus is on the relationships within the group, the exchange of feedback and to develop awareness of individual behaviour in a group as well as an opportunity to share the ideas to overcome the work pressure.

Interacted with 150 employees in ICICI BANK based on the following factors:- Infrastructure, HR policies, Administration, Security, employee welfare schemes, Quality control, Performance Management system, Team building, Management support, Employee growth, value of employees self respect and their health, technology used in the organisation.

Completely analysed the policies of the organisation among all the departments and all levels of hierarchy and observed their security, technology and infrastructure.

Paid attention to behaviour and feelings, moment by moment with a view to assess effectiveness in terms of meeting my needs without adversely affecting any relationships.SAMPLING:The time period of study is 60days from 1st 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. SCOPE OF THE STUDY The study confirms itself to the Quality of work life in ICICI BANK LIMITED, Hyderabad. The study therefore excludes the non-financial areas such as production, marketing, and personal, from its premises. The study is confined to the interaction with 150 employees to know about the working conditions and their opinion about the organisation.PERIOD OF THE STUDY The study of this project work has been undertaken for a period of sixty days for the academic year 2009 -2010. The consideration for restricting the study to this period is that the latest for manageable consideration and investigation are available for this period.

LIMITATIONS OF THE STUDY

The quality of the performance depends on the employee and employer relationship. Within less span of time I have tried to completely analyse the opinion of the employees towards their organisation and employers. The study covers only the Quality of work life of the company with the help of secondary data collected from the office. The data collected is based on the financial statements, which may have certain limitations.OBJECTIVES OF THE STUDY The Objectives of this study is to understand the employees opinion about the various development programmes and policy changes made by the organisation. 1. To know the opinion of the employee towards the Infrastructure of the organisation.

2. To know the opinion of the employee towards the Technology of the organisation.

3. To know the opinion of the employee towards the Security systems of the organisation.

4. To know the opinion of the employee towards the Allowances and Employee benefits provided by the organisation.

5. To know the opinion of the employee towards the Various Leave Policies of the organisation.

6. To know the opinion of the employee towards the hierarchy and their support for the individual development in the organisation.

7. To know the opinion of the employee towards the Performance appraisal System in the organisation.

8. To know the opinion of the employee towards the approach of the organisation for the value of their health.

9. To know the opinion of the employee towards the approach of the organisation for the value of their Self respect.

10. To know the opinion of the employee towards the quality control of the organisation.

11. To know the opinion of the employee towards the approach towards the Business Continuity management in the organisation.

12. To know the opinion of the employee towards the Team building, team management and team work in the organisation. 13. To know the opinion of the employee towards organisational approach towards them and their family, benefits provided to the employee and various other accidental claims.14. To know the opinion of the employee towards the travel claims and transport facilities provided by the organisation.

15. To know the opinion of the employee towards their salary paid for their service. LITERATURE REVIEW

RECRUITMENT

Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. It is the next step in the Procurement function, the first being the manpower planning. Recruitment makes it Possible to acquire the number and the types of people necessary to ensure the continued Operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.

Defined:

Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that man power in adequate numbers to facilitate effective selection of an efficient workforce. The purpose of recruitment is to locate sources of manpower to meet job requirements and job specifications. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organizational charts and control systems would not do much good.

Recruitment is a continuing function involving efforts to attract employees equipped with desirable qualities to fill up the vacant positions matching the personal qualities of the would-be employees with the job requirements. Thus it relates to the supply of potential employees for jobs in an organization.

Factors affecting recruitment;

All organizations, whether large or small, do engage in recruiting activity though not to the same extent. This defers with

The size of organization, rate of growth of organization

The employment conditions in the community where the organization is located

The effects of past recruiting efforts which shows the organizations ability to locate, keep good performing people.

Work conditions, salary benefit packages offered by the organization- which may influence turnover & necessitates future recruiting.

The level of seasonality of operations and future expansion and production programmes.

Cultural, economic and legal factors etc.

RECRUTIMENT POLICY:

Recruitment policy asserts the objectives of recruitment and provides and frame work of implementation of the recruitment programme in the form of procedures. According to Yoder, such a policy may involve a commitment to broad principles such as filling vacancies with the best qualified individuals. It may embrace several issues such as extent of promotion from within, attitudes of enterprise in recruiting its old employees, handicaps, minority groups, women employees, part time employees, friends and relatives of present employees. It may involve the organization system to be developed for implementing recruitment programme and procedures to be employed.

A good recruitment policy must contain these elements,

Organizations objectives both in short term and long term must be taken into consideration as basic parameter for recruitment decisions and needs of the personnel.

Identification of recruitment needs to take decisions regarding the balance of the qualitive dimensions of the would be recruits.

Preferred sources of recruitment.

Criteria of selection and preferences.

The cost of recruitment and financial implications of the same.

According to Yoder, the recruitment policy is concerned with quantity and qualifications of man power it established broad guidelines for staffing process. A recruitment policy in its broadest sense, involves a commitment by the employer to such principles as;

To find and employ the best qualified persons for each job.

To retain the best and mast promising of those hired.

To offer promising opportunities for lifetime working careers.

To provide programmes and facilities for personal growth on the job.

Prerequisites of a good recruitment policy

The recruitment policy of an organization must satisfy the following conditions;

It should be in conformity with its general personnel polices.

It should be flexible enough to meet the changing needs of an organization.

It should be so designed as to ensure employment opportunities for its employees on a long term basis so that the goals of the organization should be achievable and it should develop the potentialities of employees.

It should match the qualities of employees with the requirements of the work for which they are employed.

It should highlight the necessity of establishing job analysis.SOURCES OF RECRUITMENT:

The organizations activity begins with considering the most likely source of type of employee it needs rather than recruiting applicants. some companies try to develop new sources while most try to tackle the existing sources they have. The sources of supply do not remain constant but vary from time to time. This implies that managers must pay attention to local, statewide and national factors responsible for the variability of sources. These sources may be termed as internal and external mode of recruitment.INTERNAL SOURCES:

Internal sources are the most obvious sources. These include personal already on the pay roll of an organization. When ever any vacancy arises, somebody from within the organization is upgraded, transferred, promoted.

This source also included personnel who were once on the payroll of the company, but who planned to return or whom the company would like to hire, such as those on leave of absence, those who quit voluntarily or those on production lay-off.

Internal sources it includes:(i) present permanent employees:

Organizations consider the candidates from this source for higher level jobs due to

(1) Availability of most suitable candidates for jobs relatively or equally to the external source.

(2) To the policy of the organization to motivate the present employees

(ii) Present temporary or casual employees;

Organizations find this source is fill the vacancies relatively at the lower level owing to the availability of suitable candidates or trade and pressures or in order to motivate them on the present job.

(iii) Dependends of deceased, disabled, retired and present employees:

Some organizations with a view to developing the commitment and loyalty of not only the employee but also his family members and to build up image provide employment to the dependents of deceased, disabled and present employees. Such organizations find this source as an effective source of recruitment.

Merits:

It improves the morale of the employees. The employer is in a better position to evaluate those employed than outside candidates. This is because the company maintains a record of the progress, experience and service of its employees. It promotes loyalty among the employees for it gives a sense of job security and opportunities for advancements. The employees require little training, as they are aware of the companys policies and operating procedures resulting in low cost and less time.Demerits;

It often leads to inbreeding and discourages new blood.

There are possibilities that internal sources may dry up and it may be difficult to find requisite personnel from within an organization.

On jobs, which require original thinking, this practice is not followed.

As promotion is based on seniority the danger is that capable hands may not be chosen.EXTERNAL SOURCES:

External sources lie outside the organization. they include new entrants to employees force, the un employed with the wide range of skills and abilities; retired experienced persons; others not in the employees force.

These sources include the college students, the un employed outsiders, retired experienced persons and others not in the employees force. It is further sub-divided as:

(i) Campus recruitment:

Most of the organizations contact various educational institutions in order to get in experienced candidates. The bio-data of each candidate is obtained from the institution and evaluated for the selection process after the recruitment in the campus is completed indicates that the number of members constituted by the most effective recruiting them should be between 30 and 45 and they should have through knowledge of the company and the job.

(ii)Private employment agencies:

These agencies or consultants are appointed by the organization to perform the recruitment function on behalf or Client Company by charging fee so that the company can concentrate more on their operational activities.

(iii)Public employment exchange:

They provide information about vacancies to the candidate and also help the organizations in findings out a suitable candidate.

(iv)Professional organizations:

These organizations maintain complete bio-data or executive and provide the same to the various organizations on requisitions organizations find this source useful to recruit experienced and professional employees.

(v)Data banks:

The management can collect the bio-data of the candidates from different sources like employment exchange, educational training institution, candidates themselves act and fed the particulars in the computer.

(vi)Casual applications:

Some times certain organizations consider the bio-data of the candidate who apply casually for jobs through mail or handover the application for the job in the personnel department.

Merits:

External sources provide the requisite type of personnel having skill, training and education upto the required standard.

Since persons are recruited from a large market, the best selection can be made without any distinctions.

This source proves economical because potential employees do not need extra training for their jobs.Demerits:

This system suffers from what is called brain drain especially when experienced persons are raided or hunted by sister concerns.

Methods/Techniques of Recruiting:-

While recruitment sources indicate where human recourses may be procured the recruitment methods and techniques deal with how these resources should be tapped. As soon as the manpower manager has determined the personal qualities required on part of the individual to fill a vacant position and visualized the possible sources of candidates with these qualities, his next step relates to making contact with such candidates.

Dunn and Stephens follow three-tier classification of recruitment method- direct, indirect and third party.

Direct Methods:-

Most frequent used direct methods are the traveling of the recruiter to schools, colleges, management institutes and university departments. This type of recruiting is performed in cooperation with the placement bureau of the educational institutions providing assistance in attracting students, arranging interviews and making available space and student resumes. The recruiter should keep abreast of trends in recruiting activities of other companies so that he plans his visits in time to recruit students.

Other direct methods include sending recruiters to establish at job fairs, using mobile camps to visit shopping centers in rural areas and places where the unemployed might be contracted. Indeed trade shows, country fairs, seminars and elite business shows provide opportunities for advertising the company as a good place to work which leads to recruiting the best candidates. Some organizations prepare special recruiting booklets for applicants indicating details about the company, its advantages and its employment opportunities. These sheets provide information as to whether the potential applicants should go through the process of a formal application.

Indirect Methods:-

Indirect methods involve mostly advertising in newspapers, magazines, trade journals, technical and professional journals, radio, television, internet and other electronic media. The choice of media, place and timing of the advertisement and appeal to the reader all determine the efficacy of the advertisement. The main point is that the higher the position in the organization, or the more specialized the skills sought; the more widely dispersed advertisement is likely to be.

According to Advertisement Tactics and strategy in Personnel Recruitment, the points that need to be borne in mind are:

To visualize the type of applicant one is trying to recruit

To write out a list of advantages a company offers

To decide where to run the advertisement

Third Party Methods:

The most frequently used third party methods are public and private employment agencies. Public Employment exchanges have been largely concerned with factory employees and clerical jobs. They also provide help in recruiting professional employees. Private agencies provide consultancy services and charge a fee. They are usually specialized for different categories of operations, office employes, salesmen, supervisory and management personnel. Other third party methods include the use of trade unions.

Third party methods include the use of commercial or private employment agencies, state agencies, and placement offices in schools, colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college professors and friends and relatives.

It also includes employee referrals, trade unions, casual employees or applicant at the gate, unconsolidated applications, voluntary organizations and computer data blanks. The best management policy regarding recruitment is to look first within the organization and then for external recruitment.

Recruitment Practices in India:

The different sources for recruitment in India have been classified as

Within the organization, Badli or temporary employees

Employment agencies, Casual callers

Applicants introduced by friends and relatives in the organization

Advertisements, employees contractors

Assessment of the recruitment Procedure:

Sources of recruiting should be periodically evaluated.

The organization should first identify how an applicant was attracted to the firm. The next step is to determine whether any one method attracts better applicants. The last step is to use this information to improve the recruiting process. A successful and effective recruitment programme necessitates a well-defined recruitment policy, a proper organizational structure, and procedures for locating sources of manpower resources, suitable methods and techniques for utilizing these and a constant assessment and consequent improvement.

Selection Process:

The organization can make use of more than one source for carrying out the recruitment procedure. Once the recruiting sources are identified, suitable candidates are called for selection process.

Definition:

Selection refers to the Process of offering jobs to one or more applicants from the applications. Great attention has to be paid to selection because it means establishing the best fit between job requirements on the one hand, and the candidates qualifications on the other. Faculty judgment can have a far-reaching impact on the organizational functioning.

Significance of selection process:

Selection of personnel to man the organization is a crucial complex and continuing function. The abilities of an organization to attain its goals effectively and to develop in a dynamic environment largely depend upon the effectiveness of its selection programme. If night personnel is selected the remaining functions of Personnel Management becomes easier, the employee contribution and commitment will be an optimum level and employee employer relations will be congenial. In an opposite situation where the right person is not selected, the remaining functions of personnel management, employee-employer relations will not be effective. If the right person is he becomes a valuable asset to the organization. In case of faulty selection, the employee will become a liability to the organization.

Steps Involved In The Selection Process:

1. Application Form

2. Written Examination

3. Preliminary Interview

4. Group Discussion

5. Tests

6. Final Interview

7. Medical Examination

8. Reference Checks

9. Managers Decision

10. Employment

1. Application Form or Application Blank:

An application blank is a traditional, widely accepted device for securing information from prospective candidates. It can also be used as a device to screen the candidates at the preliminary level itself.

An application blank provides preliminary information as well as an aid in the interview by indicating areas of interest and discussion. Its a good means of quickly collecting verifiable (and there fore fairly accurate) basic historical data (employees background) from the candidate. It also serves as a convenient device for circulating information about the applicant to appropriate members of the management and as a useful device for storing information for later reference. The information furnished by the candidate should be relevant.

Some organizations make use of the Graphology technique where in the candidate is assed to fill the application form in his own hand writing so that tentative inference can be drawn easily. Information is generally called on the items like family background, Educational qualifications, work experience etc. The information enquired by different organizations will vary and would be according to their requirements.

The application blank of each candidate is then evaluated which is carried out based on certain parameters like his background, qualifications, experience , leadership, ability, emotional and writing ability, human relations, habits, spouse and children etc.

2. Written Examination:

The organizations have to conduct written examinations for the qualified candidates after they are screened on the basis of the application blanks

so as to measure the candidates ability in arithmetic calculations, to know the candidates attitude towards the job, to measure there aptitude , reasoning knowledge in various disciplines and general knowledge.

3. Preliminary Interview:

These interviews are short and known as standard Interviews. This is conducted to solicit ness necessary information from the prospective applicants and to assess their suitability for the job. The information thus provided by the candidate may be related to the job or personnel specifications regarding education, experience salary expected, aptitude towards the job, age, physical appearance and other requirements. Thus, it is a process of eliminating the undesirable and unsuitable candidates. If candidate satisfier job requirements, he may be selected for further process. This interview is also useful to provide the basic information about the company to the candidate.

4. Group Discussion:

It is a method where groups of successful applicants are brought around a conference table and are asked to discuss either a case study or job subject-marks. They are required to analyze, discuss, find alternative solutions and finally select the sound solution. A selection panel observes the candidates in the areas of initiating a discussion , explaining a problem , soliciting unrevealing information based on the given information and using common sense, keenly observing the discussion of others , clarifying controversial issues, influencing others ,speaking effectively concealing and mediating arguments among the participants summarizing and finally concluding aptly. Based on the observation, the selection panel judges the candidates skill and ability and rank them according to their merit.

5. Tests:

It would be difficult to organizations to evaluate the candidates performance by only on the basis of application blank/or interviews. Employment tests helps the management in evaluating the candidates suitability to the job. These tests are also called as psychological tests because psychologists have contributed a lot in developing these tests. Employment test is an instrument designed to measure the nature and degree of ones psychological potentialities based on psychological factors, essential to perform a given job efficiently. The purpose of these tests is to help in judging the ability of a candidate in a given job situation. The tests help in determining subsequent success on the job.

Thus, tests are useful in selection, placement promotions, performance appraisal and promotion appraisal.

Tests are categorized in to following 5 types:

(a) Aptitude Tests:

These tests measure whether the individual has the capacity or talent ability to learn a given job if given adequate training. Candidate is tested for his intelligence, or mental ability, comprehensive power, reasoning memory and specific aptitudes such as mechanical skills, manipulate capacity, computation etc. through these tests.

(b) Achievement Tests:

These tests are conducted to test the job knowledge of the candidate by asking direct questions or a portion of actual work is given to the candidate and is asked to do it. Thus the candidate achievement in his career is tested regarding knowledge about the job actual work experience.

(c) Situational Tests:

This test evaluates a candidate in a similar real life situation where by he is asked either to cope up with the situation or solve the critical situations of the job.

(d) Interest Tests:

These tests have been designed to discover a persons area of interest and to identify the kind of work that will satisfy him.

(e) Personality Tests:

These tests involve the use of unconventional tools like graphology. Certain traits like analytical ability communication skills, innovativeness, self confidence tact, emotional control, optimism, decisiveness, patience, alertness judgment dominance etc., are tested here. Another technique that can be used to test the above projective tests where the candidates have to draw inferences based on ambiguous figures, pictures etc.

6. Final Interview:

The purpose of employment interview is to find out the candidates mental and social make-up and to know weather the qualities possessed by him make him suitable for a job in the concern.The purpose of interview is definitely not to confuse the candidate and, so to say, to defeat him. There fore it must be conducted in a friendly atmosphere and the candidate must be made to feel at ease.

An employer tries to achieve an exacting appraisal of an applicant, his previous experience, and education, training and family background through interviews. It enables the interviewer to judge certain qualities (manners, neatness, appearance, ability to speak meet other people pleasantly and make a good impression on the others) of the prospective candidate before he is selected. It also gives an opportunity to make judgment on the candidates enthusiasm, and intelligence and also assess subjective aspects of the candidate facial expression, appearance, nervousness etc.

Four kinds of interviews for selection has been identified:

(a) Preliminary Interview:

These are preliminary screening of the applicants to decide weather a more detailed interview will be worth while. The applicant is given job details during the interview to afford him freedom to decide weather the job will suit him. It is argued that preliminary interviews are unsatisfactory, first because they may lead to the elimination of many desirable candidates, and second because of many desirable candidates, and second because interviews may not have much experience in evaluating candidates. The only argument for this method is that its saves the companies time and money.

(b) Stress Interview:These are deliberate attempts to create pressure to observe how an applicant performs under stress. The most important advantage of stress interview is that it helps to demonstrate important personality characteristics which would be difficult to observe in tension free situation.

However, this interview must be done carefully by trained and skilled interviewers. Emotionally disturbed persons should not be subjected to stress. It should not be done at beginning of the interview because this can make it impossible to compare a candidates customary behavior with this behaviour under stress. The applicant should be given a chance to recover from the stress before he leaves.

(c) Depth Interview:

It covers the complete life history of the applicant and includes such areas as the candidates work experience, academic qualifications, health, interest and hobbies. It is an excellent method for executive selection performed by qualified personnel. It is however costs and time consuming.

(d) Patterned Interview:

These interviews are combination of direct and indirect questioning of the applicant. What is to be asked is already structured. The interviewer has already certain clues and guidelines to areas which should be probed deeply. The interview also encourages the candidate to express the relevant information freely.7. Medical Examination:

Certain jobs require certain physical qualities like clear vision perfect hearing, unusual stating, tolerance of hard working conditions clear tone etc. Medical examination reveals weather or not a candidate possess these qualities. The basic aim of this examination is to judge weather the applicant is medically suited for the specific job.

8. Reference Checks:

After final interview and medical examination, the personnel department will engage in checking references, candidates are required to give the name and address of the reference in their application form. These references may be from the individual who are familiar with the candidates academic achievements or from the applicants previous employer who is well versed with the applicants job performance, and even sometimes from the co- employees The information extracted from the concerned people through these references are job title , job specification and description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of the previous employer to employ the candidate again, candidates regularly at work , character, progress etc. checks on references are made by mail or telephone and occasionally in person.

9. Final Decision by the Line Manager:

It is the last and final stage of the selection procedure. The consumed line manager has to make the final decision weather to select or reject the candidate after soliciting the required information from different selection techniques.

10. Employment:

After taking the final decision the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization sends the appointment order to the successful candidate either immediately or after some time depending up on its time schedule. At the same time, certain organizations also dispatch the rejection letters to the unsuccessful candidates accordingly.

Placement:Placement is defined as The determination of the job to which an accepted candidate is to be assigned and his assignment to that job.

When once the candidates reports for the ducts, the organization has to place him initially in that job, for which he selected. Immediately the candidate will be trained in various related jobs during the period of probation of training or trail. The organization generally decides the final placement after the initial training is over on the basis of candidates aptitude and performance during the training or probation period which ranges between six months, and two years. If the performance is not satisfactory, the organization may extend the probation period and ask the candidate to quit the job. If the performance is satisfactory, his services will be regularized and he will be placed permanently on a job.

Induction:

It is The process of receiving and welcoming the employee when he just joins the company and giving him the basic information he needs to settle down quickly and happily and start the work.

The new employee who is designed as a probationer to the job, is introduced to the job location, surroundings, organizations, various employees etc. this is conducted because of the problem of adjustment and adaptability to the new surroundings and environment. Further, absence of information, lack of knowledge of new environment, cultural gap, behavioral variations, different levels of technology variations in the requirements of the job and the organization also disturb the new employee. Further, induction is essential as a new comer may feel insecure shy, nervous and disturb. Hence, induction plays a pivotal role in a acquainting the new employee to the new environment, companies rules and regulations.

CHAPTER II

INDUSTRY & COMPANY PROFILE

Industry Profile:

ICICI Bank Limited (the Bank), incorporated on January 5, 1994, is a banking company. The Bank, together with its subsidiaries, joint ventures and associates, is a diversified financial services group providing a range of banking and financial services, including commercial banking, retail banking, project and corporate finance, working capital finance, insurance, venture capital and private equity, investment banking, broking and treasury products and services. It operates under four segments: retail banking, wholesale banking, treasury and other banking. Retail Banking includes exposures of the Bank, which satisfy the four criteria of orientation, product, granularity and low value of individual exposures for retail exposures. Wholesale Banking includes all advances to trusts, partnership firms, companies and statutory bodies, which are not included under Retail Banking. Treasury includes the entire investment portfolio of the Bank. Other Banking includes hire purchase and leasing operations and other items. As of March 31, 2012, the Bank had 17 subsidiaries. During the fiscal year ended March 31, 2013, the Company added 348 branches and 1,475 automated teller machines (ATMs) to its network, taking its branch and ATM count to 3,100 and 10,481 respectively at March 31, 2013. In June 2014, ICICI Bank Ltd acquired a 5.62% interest in Gokaldas Exports Ltd.

Retail Banking

The branch network serves as an integrated channel for deposit mobilization, selected retail asset origination and distribution of third-party products, as well as the focal point for customer service. During fiscal 2011, the Bank continued its focus on increasing the proportion of low-cost retail deposits in its funding base. During fiscal 2011, its retail disbursements increased as it focused on opportunities in residential mortgages, vehicle finance and construction equipment finance. The Company also continued to focus on cross-selling new products and products of its life and general insurance subsidiaries to its existing customers. As of March 31, 2013, its ATMs offer services such as opening fixed deposits, payment of credit card and utility bills, payment of insurance premium, mobile re-charges and ultra fast cash.

Small Enterprises

The Company offers banking solutions to small and medium enterprises across industry segments. The Company supports the growth of the small and medium enterprises sector while adopting a cluster-based financing approach for enterprises with a homogeneous profile in industries, such as infrastructure, engineering, information technology, education, life-sciences and agri-based businesses. The Company also offers supply chain financing solutions to the channel partners of large corporates.

Corporate Banking

The Bank offers a suite of corporate banking products, including rupee and foreign currency debt, working capital credit, structured financing, loan syndication and commercial banking products and services. The Company also puts in place product specific teams with a view to focus on designing financial solutions for clients spread across structured finance, project finance, loan syndication and markets. The relationship team also works with its Markets Group to assist customers in devising and executing risk management strategies to address foreign currency, interest rate and liquidity risks. Its loan syndication franchise enables the Bank to structure, underwrite and syndicate rupee and foreign currency debt with Indian and offshore investors. The Bank has built robust sector-specific syndication skills across project finance, merger and acquisition (M&A) financing and structured finance to provide optimal financing solutions.

International Banking

The Companys international banking business is focused on meeting the foreign currency needs of its Indian corporate clients and partnering them in their global expansion, taking select trade finance exposures linked to imports to India. ICICI Bank has subsidiaries in the United Kingdom, Russia and Canada, branches in the United States, Singapore, Bahrain, Hong Kong, Sri Lanka, Dubai International Finance Centre and Qatar Financial Centre and representative offices in the United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia and Indonesia. The Banks wholly owned subsidiary, ICICI Bank UK PLC, has 11 branches in the United Kingdom and a branch each in Belgium and Germany. ICICI Bank Canada has nine branches. ICICI Bank Eurasia Limited Liability Company has one branch.

The Company develops products and service offerings to meet the requirements of the Non Resident Indian (NRI) community. The Bank launched I-Express, an instant cross-border money transfer option for NRIs through its select partners in the Middle East. The I-Express facility offers the remitter an option of visiting any partner outlet for instant credit into the beneficiary account maintained with ICICI Bank in India, at no extra cost. The Company also launched Fixed Rupee on Money2India.com, a facility that enables NRIs to send the exact rupee amount remittance to India since the exchange rate is confirmed at the time of initiating the remittance.

Inclusive and Rural Banking

Inclusive and Rural Banking include offering credit to the rural market through the Bank's branches and dedicated field teams and financial inclusion through business correspondents. The Bank focuses on improving its product and service offerings to meet the requirements of all participants in the rural market, including farmers, traders, commission agents, small processors and other medium agri-corporates. The Bank focuses on building capacity to implement its financial inclusion plan. The Bank also focused on opening accounts for routing benefit payments under various government schemes and has received the mandate for opening accounts of individuals under these schemes in certain states.

The Bank has also identified 25 business correspondents having a network of over 7,500 customer service points, to service these customers. The Bank provides basic financial services to the unbanked and underbanked

population comprising small and marginal farmers, daily wage labourers, beneficiaries of government. Around 47% of the Banks branches are in rural and semi-urban areas

Treasury

The Bank provides provide foreign exchange and derivative products and services to customers through its Markets Group. These products and services include foreign exchange products for hedging currency risk, foreign exchange and interest rate derivatives, such as options and swaps and bullion transactions.

COMPANY PROFILEINDUSTRIAL CREDIT & INVESTMENT CORPORATIONOF INDIA (ICICI)ICICI was formed in 1955 at the initiative of the World Bank, the government of India and Indian industry representatives. The principal objective was to create a development financial institution for providing medium-term and long-term project financing to Indian businesses. Until the late 1980s, ICICI primarily focused its activities on project finance, providing long-term funds to a variety of industrial projects. With the liberalization of the financial sector in India in the 1990s, ICICI transformed its business from a development financial institution offering only project finance to a diversified financial services provider that, along with its subsidiaries and other group companies, offered a wide variety of products and services. As Indias economy became more market-oriented and integrated with the world economy, ICICI capitalized on the new opportunities to provide a wider range of financial products and services to a broader spectrum of clients.

ICICI Bank was incorporated in 1994 as a part of the ICICI group. ICICI Banks initial equity capital was contributed 75.0% by ICICI and 25.0% by SCICI Limited, a diversified finance and shipping finance lender of which ICICI owned 19.9% at December 1996. Pursuant to the merger of SCICI into ICICI, ICICI Bank became a wholly-owned subsidiary of ICICI. ICICIs holding in ICICI Bank reduced due to additional capital raising by ICICI Bank and sale of shares by ICICI, pursuant to the requirement stipulated by the Reserve Bank of India that ICICI dilute its ownership of ICICI Bank. Effective March 10, 2001, ICICI Bank acquired Bank of Madura, an old private sector bank, in an all-stock merger.

The issue of universal banking, which in the Indian context means the conversion of long-term lending institutions such as ICICI into commercial banks, had been discussed at length over the past several years Conversion into a bank offered ICICI the ability to accept low-cost demand deposits and offer a wider range of products and services, and greater opportunities for earning non-fund based income in the form of banking fees and commissions. ICICI Bank also considered various strategic alternatives in the context of the emerging competitive scenario in the Indian banking industry. ICICI Bank identified a large capital base and size and scale of operations as key success factors in the Indian banking industry. In view of the benefits of transformation into a bank and the Reserve Bank of Indias pronouncements on universal banking, ICICI and ICICI Bank decided to merge.

At the time of the merger, both ICICI Bank and ICICI were publicly listed in India and on the New York Stock Exchange. The amalgamation was approved by each of the boards of directors of ICICI, ICICI Personal Financial Services, ICICI Capital Services and ICICI Bank at their respective board meetings held on October 25, 2001. The amalgamation was approved by ICICI

Banks and ICICIs shareholders at their extraordinary general meetings held on January 25, 2002 and January 30, 2002, respectively. The amalgamation was sanctioned by the High Court of Gujarat at Ahmedabad on March 7, 2002 and by the High Court of Judicature at Bombay on April 11, 2002. The amalgamation became effective on May 3, 2002. The date of the amalgamation for accounting purposes under Indian GAAP was March 30, 2002.

The Sangli Bank Limited, an unlisted private sector bank merged with ICICI Bank with effect from April 19, 2007. On the date of acquisition, Sangli Bank had over 190 branches and extension counters, total assets of Rs. 17.6billion (US$ 440 million), total deposits of Rs. 13.2 billion (US$ 330 million), total loans of Rs. 2.0 billion (US$ 50million).

BOARD OF DIRECTORS1. N. Vaghul, Chairman

2. Sridar Iyengar

3. L. N. Mittal

4. Narendra Murkumbi

5. Anupam Puri

6. Arun Ramanathan

7. M. K. Sharma

8. P. M. Sinha

9. Marti G. Subrahmanyam

10. T. S. Vijayan

11. V. Prem Watsa

12. K. V. Kamath, Managing Director & CEO

CHAIRMANS FOREWORDThe ICICI BANK LIMITED has thrown open the doors to a world of seamless opportunities. Time and space barriers no longer hold any significance. Thanks to the pervasiveness of IT and the advent of the Internet, theres never been more to learn. Or to utilize, or to provide, Knowledge, and its acquisition, is at hand.

It is indeed heartening that India has kept pace with the sweeping changes in the global economy. Throwing open its doors to globalization has meant the advent of multinational corporate giants. The Indian economy is already gearing itself, both qualitatively and quantitatively, to put up a fierce competition. Given our manpower and natural resources base, there is little that can stop us from emerging winners. At ICICI, we aim to harness this power to bring our clients, customers and associates closer to the line of satisfaction. without limits, without restrictions.

Having proved our credentials as quality service/product providers in fields as varied as assets and liabilities, finance and healthcare, we are all set to make our mark in the Retail banking too. The successes of our initial forays in this direction have invested us with the confidence to undertake projects of greater dimension and magnitude in the near future.

To know the opinion of the employee towards the Technology of the organisation: The ICICI group technology team is headed by Mr. Pravir vohra, group chief technology officer. The bank technology team is aligned to meet the evolving business needs of the respective business groups.

The Technology teams are identified as Business Technology Solution Groups and are broadly classified into eight vertical catering to the various initiatives of the Business Groups.

These Verticals bring in the cutting edge technology with clear focus of low cost, scalable, and highly sustainable technology solutions for the bank.

To know the opinion of the employee towards the Security systems of the organisation: In ICICI, the security team is named as RCU (Risk and Compliance Unit). RCU deals with the employee security, client security, customer security and Organisational security.

RISK AND COMPLAINCE:

Complaince Activities:

ISMS (INFORMATION SECURITY MANAGEMENT SYSTEM)

Operational Risk

Sox Activities

Emergency Response Procedure (ERP)

Data Storage Policy

Knowledge Transition (Handover Document)

Physical Security Dos & Donts:

ID Badge/ Access Card : Always carry and display/Swipe on all controlled door/in case of loss immediately report.

Print outs: Collect immediately.

Strangers: Guide to security desk.

Passwords Dos: Keep passwords secret.

Change at regular intervals with Strong passwords Minimum 8 characters. Five S review Process:

Audit to be conducted every month.

Centre co-ordination to necessary check the authenticity of the audit.

OFIs and scores centre wise and floor wise to be shared with all CMs, Channel heads and CSPB head.

Respective floor co-ordination to ensure closure of OFIs in co-ordination with centre co-ordination. Sustenance to be checked and ensured by all floor co-ordinators

To know the opinion of the employee towards the Infrastructure of the organisation:

The Infrastructure of the ICICI is fully equipped, stylish, spacious and flexible to work with, as per employees. They maintain hygienic conditions in the workplace which makes the employee healthy and creates pleasant feel and reduce the stress due to work assigned. Their hospitality maintain the work place neat and clean. The systems are arranged in such a way that the workspace look spacious and easy to monitor the employee so that in case of any problem they get help immediately. The canteen system in the organisation is maintained with healthy, neat and hygienic conditions.

To know the opinion of the employee towards the Allowances and Employee benefits provided by the organisation:HOUSE RENT ALLOWANCE: For the grades Manager 2 and above the house rent allowance is part of the supplementary allowance. For the grades Manager 1 and below, the location specific house rent allowance is as given below:CLASS OF CITY LOCATION MMI AMII AMI

A Class Mumbai, Delhi 10,000 7,000 5,000

B ClassKolkata, Pune, Hyderabad, Chennai, Bangalore, Ahmeabad 7,500 5,000 3,500

C ClassPatna, Chandigarh, Rajkot, Srinagar, Coimbatore, Mysore, Cochin, Thiruvanantapuram, Guvalior, Jabalur, Auragabad, Nasik, Amritsar, Jodhpur, Vadodara, Surat, Bhopal, Agra, Allahabad, and other state capitals and urban towns

5,000 4,000 3,500

D Class Others 3,500 3,000 3,000

Senior officers / Senior Secretary Rs. 2900/- per month,

Officers / Secretary

Rs. 2000/- per month,

Junior officers Rs. 1800/- per month.(Irrespective of location of posting)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.

ADDITIONAL HOUSE RENT ALLOWANCE:Additional house rent allowance is payable to employees who have opted for cash out of the old loan scheme. For the grades of Manager 2 and above, additional house rent allowance is a part of supplementary allowance.

The grade wise additional house rent allowance for the grades manager and / below is given below: GRADES AMOUNT PER MONTH (Rs.)

Manager (Management trainee) 4165

Assistant Manager 2 3125


Senior officer / Senior secretary 3125

Official secretary 2080

CONVERGENCE ALLOWANCE / CAR MAINTANACE:

For the grades Manager 2 and above, convergence allowance / reimbursement of petrol and maintenance expenses of company car is a part of the supplementary allowance.

The grade wise convergence allowances for the grades Manager 1 and below is given by:

GRADESAMOUNT PER MONTH (Rs.)

Manager 1 5500

Management Trainee 5500



Senior officer / Senior Secretary 1000

Officer / Secretary 1000

Junior officer 800

The above amounts include tax free transport allowances of Rs.800/- per month.

HOW TO CLAIM PETROL REINBURSMENT:

Employees in the grade of CM 2 and above have been allotted company car for official purposes, the car maintenance expenses are to be claimed online under the Esettlement., petrol reimbursement. The proofs of expenses need to be produced at the end of the year to salary section. If the expenses are not supported with adequate and satisfactory proofs the amount claimed will be taxed. Those who have not opted for company car will be paid their convergence allowance through the salary and applicable tax will be deducted.

CMI and below: The allowances will be paid through salary and will be taxed.

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.

Reimbursement of domiciliary medical expenses:

ELIGIBILITY: Rs. 1250/- per month as a part of salary. At the end of the year, declaration of expenses should be sent to pay roll for tax rebate purposes.

Reimbursement of residential phone bills:

Employees in the grade of Manager 2 and above, this allowance is a part of the supplementary allowances. For employees in the grade of Manager 1 is eligible for Rs. 250/- per month, which is paid along with the salary.

The scheme that is already extended to some employees in the grades other than the above mentioned grades will continue to get the benefit till further intimation.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.

Regular Timings: All work shifts operating between 07:00hrs and 21:00hrs would be deemed to regular working and would not be covered under this policy.

EMPLOYEE GETS EMPLOYEE SCHEME:

This scheme is applicable only to the employees of ICICI bank and HFC. Vacancies in the above mentioned groups will be advertised under this scheme.

All permanent employees of ICICI Bank Ltd. (Including the employees on probation) can refer a candidate. However, HRMG employees, and employees in grades AGM and above will not be admitted to participate in the scheme.

The referred candidate should not be a relation of the referee, viz. (spouse, brother, sister etc.)

In the event bank recruits the referred employee, the employee who referred the candidate will be eligible for one time monetary reward. This amount will be paid to the employee along with the salary 3 months after the candidate joins the bank. The detailed amounts are mentioned below.

All rewards paid under the scheme will be subject to income tax rules as applicable.

The employee who has referred the candidate should be on roll of ICICI bank at the time when he / she are eligible to get EGES reward.

EGES would be valid for applications with more than 1 year experience.

An employee has to claim EGES reward with in 6 months from referred candidate date of joining.

An employee who refers a candidate cannot be a part of the selection process for that candidate. More over \, the employee who referred the candidate cannot be in direct reporting relationship with him. In the event such a situation arises, the employee who referred the candidate should not be a part of the selection process and will not be eligible for the amount. In case of any dispute, the decision of the concerned HR Manager will be beneficial and building.

Vacancies will be displayed on the internet under the employee gets employee scheme.

If an employee wants to refer a candidate for a position, he can view the details of the position and submit the Curriculum Vitae online.

In case any employee wants to refer a candidate and the current advertised positions do not suit the profile of the candidate, the resume can be uploaded without selecting any job opening.

Resumes will be accepted only through the online. To be valid under EGES, the name provided at the time of submission should be correctly entered in the system. EGES claim will not be processed for incorrect entries.

The referred candidate would require to appear for test/interview depending on Qualification/Work experience as per the normal recruitment process.

In the event, where the Curriculum vitae received by more than one source, viz. employee referred/placement agencies, benefit/reward will be given to the source from which the CV was first received.

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 REWARD AMOUNT

Chief Manager 1/ Chief Manager 2 Rs. 20,000/-

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/-

Working hours and extra time allowance:The normal working hours of the bank are from 9:15 to 5:15pm from Monday to Saturday or may be decided by the business manager for each branch and department. Lunch/beak period is 1:00pm to 1:45pm or 45 minutes as decided by the branch offices.

The working hours of the corporate offices at Mumbai and zonal offices of WBG are 9:15am to 5:45pm from Monday to Friday. The public holidays applicable for these officers will be different from one which is applicable for retail banking group.

Leaves / salary will be deducted in case when employee comes late as per the timing specified for each business / department.Allowances for working beyond office hours or on holidays: Working beyond office hours on Sunday / public holidays may be unavoidable at times and as a responsible employee, one is expected to work late or work extra whenever required, in such circumstances. The bank will reimburse certain expenses as mentioned below:The family pension fund is managed by regional fund commissioner on cessation of service. The fund accumulated can be transferred or withdrawn after completing necessary formalities. The pension under: 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 15 days base salary for each year services.

More than 10 years 30 days base salary for each year of service with a maximum of 20 years. Super annnuation fund:

Those who have opted for super annnuation scheme will be members of this fund. Bank contributes 15% of base pay to this fund every year. On the occasion of service 1/3rd of corpus will be paid by the insurance company pension will be paid for life time, 2/3rd to the beneficiary on the death of member.

Employees have an option to opt out of the fund and super annnuation allowance through salary every month. This option is available only in April every year.

On joining all employees will be paid super annnuation allowance i.e., 15% of basic salary will be paid through salary in every April. They will have an option to join the super annnuation scheme, 15% of base salary will be contributed to the fund. Necessary communication to exercise the option will be sent to employee.

Nominations:

All employees are required to give names of their nominees to the above funds correspondingly. Additional charges in the nomination needs to be submitted in the prescribed form (availably on the forms under the ICICI universe). The nominations are already submitted is visible on the intranet under the terminal benefits, details if the nomination is not given in case of any eventually. The PF / Gratuity/ Superannuation money cannot be paid to the successor.

To know the opinion of the employee towards the Various Leave Policies of the organisation: The leave policy of the organisation is to meet the following:-

a) To meet the diverse life stage needs of employees.

b) To create supportive environment and to enable employees to be more productive.

c) To make all woff/toff (Weekly off / Training off)All permanent employees will be entitled for the following leaves as per employee app leave rules.

1) PRIVILAGE LEAVE (PL) 2) SICK LEAVE (SL) 3) CASUAL LEAVE (CL)

4) MATERITY LEAVE (ML) 5) CHILD CARE LEAVE (CCL)

The above leaves are given to employees based on the availability, requirement and genuinity of the employee needs.

The employee need to seek the approval from their immediate superior and their Super Boss to avail leave.

The following is the description of the various leaves provided with the examples

PRIVILAGE LEAVE (PL):

Across industry most liberal leave policy offers 4 weeks of privilege leaves wherein intervening holidays and weekly offs will not be counted while one avails leave. In the beginning of every financial year, the PL earned for the previous year are credited to the account of the employees and displayed online. To get the leave credit employee has to be in the rolls of the bank on 1st April of the year under consideration. Maximum 21 days leave will be earned for the 1st year of service prorated on the number of days worked. From 2nd year onwards maximum 28days leaves will be earned for each year of service. Only confirmed employees are eligible for the PL. Minimum leave to be availed: Every employee who has completed 1year of service as on April 1st is required to use 12days of PL every year. PL can be availed 2times in a year, where employees immediate supervisor will be held accountable.

Age of the Employee Number of leave days

unit > Team > and within the team.

Employee who want to avail leave need to inform the immediate supervisor prior 15 days.

The Immediate Superior (Team Leader) will check with the rest of the availability in the team and then forward the same to his boss (Team Manager).

The Team manager will check with the availability in the in complete unit and then forward the details to the roistering team for getting the same properly planned for the manpower management.

The roistering team has in turn designed the Leaves in such a way that the Unit manager/ Team manager will have certain power to approve the leaves under his level.

If the Team manger level is crossed for the leave approval and there is any necessary and sudden medical requirements for employee then the same will be checked and get approved by the Roistering team.

Roistering team is the team which will plan the weekly off / Training off, Breaks and Shift timings, Monitor the Leaves.2. Data of the employee opinion on the technology used :

INTERPRETATION:

The employees of ICICI are satisfied with the technology used by the bank.

Technology acts as one of the component which enhances the customer relationship.3. Data of the employee opinion on Infrastructure :

INTERRETATION:

The environment or infrastructure in ICICI is pleasant, spacious, stylish and hygienic.4. Data of the employee opinion on team building :

INTERPRETATION: Every team is headed by a Team Leader and Every team will have 15 junior/senior officers. Every Team leader will again report to a Team manager. Team manager will have 8 Team Leaders reporting to him. Every Team manager in turn reports to Channel manager. Channel manager will report to Channel head. The above mentioned team structure comprises of junior and middle management. This Team Structure is to concentrate on each and every employee and make the employee comfortable to work in the organisation.

Even the personal and professional problems of the employee can be solved and make the performance met the organisational standards.

5. Data of the employee opinion on employee benefits, allowances, health care policies provided :

INTERPRETATION: ICICI gives several benefits to the employee like allowances, insurance for self as well as for family, performance bonus etc.CHAPTER IVFINDINGS The infrastructure is found healthy and hygienic and many of the employees are satisfied with the present environment to work with.

There is a positive attitude towards ICICI and the company is also in the leading position in the banking sector.

The technology opted by ICICI is a benchmark and some other financial institutions also follow this.

ICICI has the highest E-Learning library which helps in grooming the employees for higher levels.

The employees are not satisfied with the procedure of availing the leave

The employees are satisfied with the number and types of leaves provided to them. The Quality control systems of the organisation helps the employee 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.

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 Creation of feasibility in the process of utilisation of the leaves provided to the employee.

To improve the relation between the senior management of the company and the first level employees.

Should concentrate more on the six sigma process feedbacks to improve the relation between subordinate and boss in turn achieve the organisational goals. CHAPTER V

CONCLUSION

The conclusion of this survey or analysis done on the topic quality of work life is,

There are good levels of quality of work life in the organization and if the organization can keep more efforts in reducing the stress levels then there will be full levels of quality of work life.

The organization must keep attention towards the employees flexi-time or job rotation facilities

Overall the information collected from the employees shows that there are good levels of quality of work life in the ICICI BANK Pvt. Ltd. The project was successfully completed.

CHAPTER VI

BIBLIOGRAPHY

INTERNET

www.google.com www.ask.com BOOKS

Human Resource and Personnel Management William Wrether

ICFAI University Press HRM Review QUESTIONNAIREDear Respondent,

Name of the organization: ___________________________________________

Name of the employee: ______________________________________________

Age: _____________________________________________________________

Marital Status: ____________________________________________________

Job Title: _________________________________________________________

Department /Branch: _______________________________________________

Designation: _______________________________________________________

Working hours/Days: _______________________________________________

1. The job is Satisfactory,a) Agree b) Strongly Agree c) Disagree d) Strongly Disagree

2. How do you rate the transport facilities provided by the company

a) Completely b) Partiallyc) Not at all3. Are the safety measures adopted by the company are good?a) Strongly agree b) Agree c) Satisfactory d) Disagree

e) Strongly disagree

4. Do you think the wage policies adopted by the company are reasonable?a) Strongly agree b) Agree c) Satisfactory d) Disagree e) Strongly disagree

5. The Organization gives you freedom to use your skills in your area of job?

a) Strongly Agree b) Agree c) Neutral d) Disagree

e) Strongly Disagree6. The management gives you recognition for good results achieveda) Strongly Agree b)Agree c) Satisfactory d) Disagree

e) Strongly Disagree7. How do you rate the suggestion scheme implemented by the company? a) Excellent b) Very good c) Good d) Satisfactory8. The work timings of the organization are,a) Excellent b) Very good c) Good d) Satisfactory

9. The motivation given at the work place by the supervisors/Senior Authority is helpful,

a) Strongly agree b) Agree c) Satisfactory d) Disagree


10. The relation with my immediate superior is,

a) Excellentb) Very good c) Good d) Satisfactory e) Bad

11. The relation with my sub-ordinates is good,

a) Yes b) To some extent c) No

12. The company communicates the every new change that takes place.

a) Yes b) To some extent c) No13. Is the feedback given to us about the work done by the supervisors useful

a) Completelyb) Partially c) Not at all

14. Is the training provided in the company sufficient? a)Yes b) To some extent c) No

15. The procedure followed for Job Rotation is ,

a) Excellent b) Very good c) Good d) Satisfactory

16. Are you satisfied with the medical reimbursement scheme provided by company?

a) Completely b) Partiallyc) Not at all

17. The Welfare activities provided are helpful,



18. The job utilizes most of my skills and abilities,



19. I am ready to take additional responsibilities with my job,a) Yes b) No

20. How motivating is the work environment?

a) Extremely motivating b) Fairly motivating

c) Neither motivating nor de motivating 21. The training programs should be conducted more extensively,



EMBED Excel.Chart.8 \s




PAGE 93

_1336730813.xlsChart1

71

5

69

6

Sheet4

Sheet1

Age of the employeeNumber of leave days

quality of work life - icici .doc

Documents