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
Assistant Manager 1 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
Assistant Manager 2 4000
Assistant Manager 1 2500
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
e) Strongly 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,
a) Strongly agree b) Agree c) Satisfactory d) Disagree
e) Strongly disagree
18. The job utilizes most of my skills and abilities,
a) Strongly agree b) Agree c) Satisfactory d) Disagree
e) Strongly disagree
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,
a) Strongly agree b) Agree c) Satisfactory d) Disagree
e) Strongly disagree
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5
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Sheet4
Sheet1
Age of the employeeNumber of leave days