Professional Documents
Culture Documents
Quality of Work Life Project Reference
Quality of Work Life Project Reference
A Project Report on
QUALITY
of
WORK LIFE
At
ICICI Bank Phone Banking Service
Submitted By:
Third Year of Masters in Business Administration
Under the guidance of
Prof. G. Ram Reddy College for Distance Education
Of
Osmania University, Hyderabad-500007.
To the Osmania University In Partial Fulfilment
Of Masters in Business Administration
Academic Year:
2009-2010
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DECLARATION
I draft this letter and the project work done here is totally original
work of My own which shows all the efforts of mine in completion of the
Project.
Place: Hyderabad
Date:
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All the details collected & furnished by her are true & original to My Knowledge.
Place: Hyderabad
Date:
ACKNOWLEDGEMENT
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It is inevitable that thoughts and ideas of other people lend to give
drift into the Subconscious when one feels to acknowledge the help drive from
others. I wish to thank a number of people for their support and contribution
to the efforts involved in carrying out this study.
I feel pleasure and pride of being part of management
studies, ,..................Centre for Distance Education (DEPARTMENT OF
BUSINESS MANAGEMENT), HYDERABAD, that moulded me to this present state
& I feel gratitude towards it.
I shall be indebted to ......for the concern in providing the necessary
information during my study in ICICI BANK LIMITED, HYDERABAD.
I also express gratitude and thanks
.............director.......................... (DEPARTMENT OF BUSINESS
MANAGEMENT), and my project guide Mr. Jahangir for helping me out to
undertake study at ICICI.
Finally, last but not the least I would like to extend my sincere thanks
to all my faculty members who have uplifted my knowledge through their
lectures and all those who have helped me out in successful completion of my
project.
CONTENTS
INTRODUCTION
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QWL
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
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Job enrichment
Job
enrichment
order
and enlargement
Lower-
Routine job
Job enlargement
order
Few
Many
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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
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This study was done in ICICI BANK LIMITED. The study is entirely
based on the data that has been collected.
Secondary data is the data that has been collected for some other purpose and
which is now being utilized for this study.
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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.
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CHAIRMANS FOREWORD
The ICICI BANK LIMITED has thrown open the doors to a world of
seamless opportunities. Time and space barriers no longer hold any significance.
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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.
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Passwords Dos:
Keep passwords secret.
Change at regular intervals with Strong passwords Minimum 8 characters.
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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
LOCATION
MMI
AMII
AMI
Mumbai, Delhi
10,00
7,000
5,000
7,500
5,000
3,500
5,000
4,000
3,500
3,500
3,000
3,000
CITY
A Class
0
B Class
Kolkata,
Pune,
Hyderabad,
Chandigarh,
Rajkot,
Thiruvanantapuram,
Guvalior,
Jabalur, Auragabad,
Nasik,
Amritsar,
Jodhpur,
and
other
state
D Class
Others
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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.
The grade wise additional house rent allowance for the grades manager
and / below is given below:
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GRADES
4165
Assistant Manager 2
3125
Assistant Manager 1
3125
3125
2080
The grade wise convergence allowances for the grades Manager 1 and
below is given by:
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GRADES
AMOUNT
PER
MONTH
(Rs.)
Manager 1
5500
Management Trainee
5500
Assistant Manager 2
4000
Assistant Manager 1
2500
1000
Officer / Secretary
1000
Junior officer
800
The above amounts include tax free transport allowances of Rs.800/- per
month.
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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.
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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.
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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:
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GRADE
REWARD AMOUNT
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/-
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services.
More than 10 years
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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.
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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 1 st 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.
Number of leave
days
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<31
30
31-50
60
51&above
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1) Leave balance over & above 30days will be available for encashment,
wherein employee has to use 12days leave during the year.
2) Leave balance will be en cashed in the month of the April every year.
3) In case of exit from the service, the available balance will be en cashed
with settlement.
2) SICK LEAVE(SL):
Approval of SL will be based without any reference to the period of service of
employee. All SL application should be approved by the Reporting authority. Any
leave beyond 2 days should be supported by documents.
3) CASUAL LEAVE(CL):
All permanent employees in grade of Management I & below will be eligible for
12 days CL during the financial year on prorate monthly basis. Employee in the
grade of Management II and above can avail only 1CL at a time up to a mean of
12days/year.
4) Maternity Leave (ML):
The female employee who had completed 6 months service is eligible up to 180
days of paid leave.
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Child care leave will be provided after maternity leave in case the child is born
with complications (certificate from the doctor is mandatory). This leave will be
given up to maximum of 3months. In the period of child care leave, Salary will not
be paid to the employee.
To know the opinion of the employee towards the hierarchy and their
support for the individual development in the organisation:
The hierarchy in ICICI plays a active role in the increase
performance of the individual employee in turn increases the organisations
growth.
At any point of time the management stand behind the employee in
case if any problem to the officer. They also share their expectations and
understanding of the employee so that the communication between both of
them is increased.
Performance analysis is the study of all the factors influencing the
performance of an employee on his job. These factors could have a
facilitating or hindering effect on the performance of the job. They are
accordingly known as facilitating and inhibiting factors.
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employee but also assess the condition under which the employee has
accomplished what ever he has accomplished.
For example, A phone banking executive might not be reaching his
targets because of his lack of his good communication skills. Here lack of
good communication skills acted as inhibiting factor. Another executive
might be performing exceedingly well because of appreciative superiors
and supportive staff.
Here good superiors and subordinates facilitated his performance.
The superiors should know the nature and extent of effort put in by the
employee.
The superior should know the difficulties faced by the employee.
They should also know the extent to which the employee is aware of his
own strengths and weaknesses in relation to his performance different
tasks.
The Superior should then use this understanding and knowledge to
reinforce the strengths of the employee in identifying the capabilities and
targets for discussions, identification of developmental needs and action
plans.
Identification of factors that have helped the employee to reach the
level of performance he achieved in relation to various activities, targets
and various other functions associated with his job. These are called
Facilitating factors. Identification of factors that have prevented the
employee from doing better or those that hindered his performance. These
are called Hindering factors.
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Type 1:
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Process Description:
Ensure following of standard process in practicing the performance review
process and implementing the same.
To Ensure the process on performance review and correction action is
standardized and documented.
To ensure the accuracy and the timeliness of the same is measured.
Performance Review and Corrective Action:
Following are the steps for the overall process of performance
Identification of need for performance review
The following may be the trigger points :
External Factors:
Meeting the SLAS
Reduction in Customer satisfaction scores
Internal Factors:
Team performance
Individual performance
Internal Audit Scores
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Review:
This refers to the process of review by the process owner. This step will
determine the efficiency of performance review.
The review may be done by the following steps:
Data collation on all the goals in the balance score card.
Performance compensation on the individual metrices against targets.
Performance compensation against the peer performance.
Each PBO to be ranked on the individual metrices.
Depending on the ranking the bottom 10% of the PBOs to be recommended
back to basics.
Abbreviations:
Respective skills initials:
Channel head CH
Business Development Head BOH
Channel manager CM
Business Development Manager BOM
Team manager TM, Team Leader TL
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Level 3 Review:
Assessment to be conducted every quarterly by spocs
Opportunities for Improvements (OFIs) and strengths to be shared with all
CMs by Spocs.
Action points to be discussed with the CMs by Spocs.
Process walks to be conducted during assessment.
Business solving projects to be identified by each skills from time to time.
Project leader and team members to be appointed by each skill to work on
the project.
The Project Champion would be the business manager of that particular
skill.
The results of the performance will decide Performance appraisal of
the employee at the end of the year. Every year in March the Annual
performance of the employees is rated based on the set matrices and later the
organisational structure changes due to change in the officer levels due to
promotions.
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Every year before march 10, the employee has to give a declaration
on the amount incurred on Domiciliary Medical Expenses along
with the other proof of investments to salary section.
The relevant bills are to be kept with the employee.
To know the opinion of the employee towards the quality control of the
organisation:
The performance of the employees is constantly monitored by the TL
and TM directly and indirectly by the CM and CH in the basic job roles of the
employee.
Where as the quality in the work life is monitored by TL and the Spocs
in the individual teams.
To maintain the quality in the work ICICI believes that there should be
a good relation between the employee with the boss or co employees.
ICICI believes in team work and the quality is maintained by the officer
the same is monitored by their bosses, other departments in the systems.
Everything in ICICI is well set, with accuracy such that there is no chance
of dispute later.
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To know the opinion of the employee towards the Team building, team
management and team work in the organisation:
A Fundamental belief in Organisation Development is that work teams are
the building blocks of an organisation. A second belief is that teams must manage
their culture, processed, systems and relationships if they are to be effective.
Teams are important for a number of reasons.
Individual behaviour is routed in the - cultural norms and values of
the work team.
Many tasks are so complex they cannot be performed by
individuals.
Terms create synergy.
Teams satisfy peoples needs for social interaction, status,
recognition and respect teams nurture human nature.
Lets us discuss the potential of teams and team work and explore
ways to realise that potential.
A number of organisation development interventions are specifically
designed to improve team performance.
Example: Team building, inter-group team building, process
consultation, quality circles, parallel learning structures, sociotechnical systems
programs.
Grid Organisation development and techniques such as role
analysis technique, role negotiation technique and responsibility charting.
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And, as with any effective discipline, they never stop doing any of these
things. Its hardwork for groups to become teams, but hard work is required to
create high - performance organizations.
It is believed that teams will become even more important in the future.
In fact, most models of the organisation of future that we hear about
networked, clustered, non-hierarchical, horizontal, and so forth are
premised on teams surpassing individuals as the primary performance unit.
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The following are the eligibility criteria for employees to avail this
facility for their children.
Minimum number of years service: 3 years and
Minimum performance rating: 4
Eligibility courses:
IN INDIA: Graduate and postgraduate programmes in professional
fields such as
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Funding criteria:
Scholarship will cover current and subsequent years only.
Scholarship will be available for the prescribed duration of the course
with a maximum of 5 years.
Scholarship amount within India per year would be not exceeded 2/3 rd
of expenses or Rs. 1.5 lack/year which ever is lower.
Scholarship amount outside India will not exceed 50% of the expenses
or Rs. 5 lack/year whichever is lower.
The following expenses are covered under scheme.
1. Tuition fee
2. Admission fee
3. Text books relevant to the course.
Procedure of payment:
Payment will be based on the production of the actual receipts/bills. The
payment will be credited to the students ICICI bank account.
Continuation of scholarship:
The students must successfully clear each annual/ semester examination
securing at least 60% of marks for continuation of the scholarship. Proof of
passing certificate with % of marks is to be submitted while applying for the
benefit of the next year / semester.
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How to claim:
The eligible students can apply for the benefit. The application form is
available under e-forms on the internet.
The copy of the mark sheet, original fee receipt and other supporting
documents are required, to be send to HMRG, ICICI Bank Ltd., 6 th floor- Trans
Trade Centre, Near Floral Deck Plaza, MIDC, SEEPZ, Andheri ( East ), Mumbai
400093. The eligible scholarship will be credited to the bank account of the
student after deducting applicable tax.
To know the opinion of the employee towards the travel claims and
transport facilities provided by the organisation:
LEAVE TRAVEL ALLOWANCES:
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For the grade Manager 2 and above, leave travel allowance (LTA)
is a part of supplementary allowance. The grade wise eligibility for the
grades Manager 1 and below is given below:
GRADE
Manager 1 / M-1
ANNUAL ELIGIBILITY
Rs. 24,000
Rs.24,000
Rs. 20,000
Rs.12,000
Rs. 12,000
Not
Rs. 12,000
Rs. 9,600
Rs. 8,000
eligible for
this
benefit
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The original train / air tickets have to be submitted at the end of the
year to the salary section along with the other investment proofs declared
for the year.
Road travel has to be compulsorily supported by toll tax receipts
and other supporting documents.
Expenses towards travel abroad will not be considered for tax
rebate as per the IT rules. Tax rebate as per It rules can be provided only
twice in a block of 4 years and the current block is 2006 2009.
Minimum 2 days leave should be availed for availing tax rebate.
To know the opinion of the employee towards their salary paid for
their services:
SALARY AND ALLOWANCES:
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INTERPRETATION:
All the employees in the study gave the information that they are
satisfied with the number of leaves which they are eligible for.
Employees are partially satisfied with the way they need to approach
to avail the leave.
The leave will be give to the employees based on the availability of
manpower and the same is segregated based on department > 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.
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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.
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INTERRETATION:
The environment or infrastructure in ICICI is pleasant, spacious,
stylish and hygienic.
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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.
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INTERPRETATION:
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FINDINGS
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.
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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
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BIBLIOGRAPHY
INTERNET
www.google.com
www.ask.com
BOOKS
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