Introduction

“Welfare is comfortable living and working conditions”. Employee welfare means the efforts to
make life worth living for workman. The concept of ‘labour welfare’ is flexible and elastic and
differs widely with times, regions, industry, country, social values and customs, degree of
industrialization, the general socio-economic development of the people and the political
ideologies prevailing at particular moments. It is also according to the age group, socio-cultural
background, marital status, economic status and educational level of the workers in various
industries. Employers get stable labour force by providing welfare facilities.Workers take active
interest in their jobs and work with a feeling of involvement and participation. Welfare facilities
enable the employees to live a richer and more satisfactory life. The various Welfare activities
that can be provided to the employees include provision of loans, free medical facilities,
retirement benefits, education facilities for the employee's and their families, housing benefits,
etc. Many organisations facilitate these welfare activities to their employees to keep their
motivation levels high. The basic purpose of employee's welfare is to enrich the life of employees
and keep them happy and contended. Organizations provide welfare facilities to their employees
to keep their motivation levels high. The employee welfare schemes can be classified into two
categories viz. statutory and no statutory welfare schemes. The statutory schemes are those
schemes that are compulsory to provide by an organization as compliance to the laws governing
employee health and safety. These include provisions provided in industrial acts like Factories
Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non-
statutory schemes differ from organization to organization and from industry to industry. In the
competitive landscape of the banking sector, attracting and retaining talented employees is
crucial for the success of any financial institution. HDFC Bank and ICICI Bank,

ICICI BANK LOGO

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two prominent players in the Indian banking industry, recognize the importance of employee
welfare measures to enhance job satisfaction, productivity, and overall organizational
performance. Both banks have implemented various initiatives and programs aimed at promoting
the well-being of their employees, ensuring a conducive work environment, and fostering a sense
of belonging and loyalty among staff members. HDFC Bank, one of India's leading private sector
banks, places significant emphasis on employee welfare and engagement. The bank offers a
comprehensive range of welfare measures designed to cater to the diverse needs of its workforce.
Some of the key initiatives undertaken by HDFC Bank include. HDFC Bank prioritizes the health
and well-being of its employees by providing access to health insurance schemes, regular health
check-ups, and wellness workshops. Additionally, the bank may offer gymnasium facilities or
fitness incentives to encourage employees to maintain a healthy lifestyle. EAPs are designed to
provide confidential counselling and support services to employees facing personal or
professional challenges. HDFC Bank may collaborate with external agencies or provide in-house
counseling services to address issues such as stress, anxiety, or work-life balance. ICICI Bank
promotes a culture of diversity and inclusion by offering equal opportunities for all employees,
irrespective of gender, ethnicity, or background.

HDFC BANK LOGO

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The bank may have policies and initiatives in place to support diversity recruitment, leadership
development, and inclusivity training. ICICI Bank organizes various engagement activities and
events throughout the year to foster a sense of camaraderie and belonging among employees.
These activities may include team-building exercises, cultural celebrations, sports tournaments,
and employee outings. Employee welfare signifies "the push to make life worth living for
labourers". It alludes to the facilities gave to workers in and outside the banks like canteen
facilities, compensation facilities, shelter loan, insurance facilities etc. It also implies faring or
doing great. It is an extensive term, and the physical, mental, good and feeling prosperity of a
feeling. It in this manner, shifts every once in a while, district to locale and from nation to nation.
Welfare is a complete term including different services, advantages and offices offered by the
workers thought such a liberal fringe benefits the representatives make life worth living for
workers the welfare. The industrial progress depends on a satisfied labor force, and the
importance of employee welfare measures. After the placement of the employees, they should
be given proper training and programmers’ to develop their efficiency so as to serve the
organizations better. Welfare facilities are designed to take care of the well – being of the
employees. They do not generally result only in monetary benefit. These welfare measures are
provided by government Non – Government agencies and the employers. The Oxford Dictionary
defines employee Welfare as ‘Efforts to make life worth living for workmen’. The concept of
‘Labor welfare’ us flexible elastic and differs widely with time region, industry social values,
customers’ degree of industrialization, the general socio – development of the people and the
political ideologies prevailing at a particular moments. The International Employee Organization
defined Employee Welfare as such services, facilities and amenities as may be established in or
in the vicinity of undertakings to enable the persons employed in them to perform their work in
healthy, congenial surroundings and provided with amenities conducive to good health and high
morale”. The Encyclopedia of Social Science defines Employee Welfare as “The voluntary
efforts of the employers to establish, within the existing industrial system, working and
sometimes, living and cultural conditions of the employees beyond what is required by law, the
custom of the country and the conditions of the market”. Labor welfare work aims at providing,
such service facilities and amenities which enable the employees employed in industries /
factories to perform their work in a healthy, congenial surrounding conducive to good health and
morale. Employee welfare aspects can be considered into negative and positive aspects. IN the
negative side, employee welfare is concerned with counteracting the harmful effects of the large
scale industrialization on the personal, family and social life of the worker. In its positive side,
it deals with the provision of opportunities for the worker and his family for a socially and
personally good life.

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1.1 OBJECTIVE OF THE STUDY
1)To study various welfare measure provided by the bank.
2)To identify the ststisfaction of employee activities.
3)To determine the problem faced by the bank employee welfare.
4)To find continuosly analyse and service to enhance to bank employee welfare.
5)To analyse financial factors influencing the daily bank employee & employer welfare.
6)To understand& present the various welfare measure at icici bank.
7)To know and suggest improvements regarding the various welfare.
8)To measure program and scheme take up by the organization for the betterment of workers.
9)To find out how effectively existing welfare measure have been implemented.

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 REVIEW OF LITERATURE
2.1 Theoretical Backround
P.V. Satyanarayana:(1997), in his work A Study on the welfare measures and their Impact on QWL
provided by the Sugar companies declared that improved quality of work life among the employees
increases their involvement in job and results in increased productivity of the organization. The
organizations make efforts to maintain smooth relationship between workers and management, which
leads to attainment of organization efforts

Kumar and Yadav (2002), titled satisfaction level from employee welfare schemes in sugar
factories in Gorakhpur division, revealed the overall satisfaction level of workers from welfare
schemes was low in both the private and State sugar factories. Further, the workers in both
sectors ranked the four employee welfare schemes according to their importance, which fell in
the following order case scheme, medical scheme, followed by education and recreation scheme

Robinson, Sparrow, Clegg, & Birdi (2006), in a study identified the key behaviour, which were
found to be associated with employee engagement. The behaviours included belief in the
organization, desire to work to make things better, accepting of the business context and the
„superior picture‟, being respectful of and helpful to colleagues, willingness to „go the extra
mile‟ and keeping up to date with developments in the field

Joseph et.al. (2009), studied in the article points out that the structure of a welfare state rests on
its social security fabric. Government, employers and trade unions have done a lot to promote
the betterment of worker‟s conditions.

Anand (2010), stated in his research work that employees of IT sector in Chennai district are
satisfied with the welfare measures provided by the company. But researcher also suggested
some recommendation pertaining to periodic audit of welfare programs by management,
personality & tress management etc. Modifications are requiring in the field of safety
consciousness, grievance handling& sexual harassment especially for women employees.

Venugopal &Usha.P(2011),Employee welfare activities with respective measures in industrial

sector. Human Resources play a very important role in the development of the business. They
constitute the organization at all levels and are regarded as a dynamic factor of production. In
order to get best results from the employees, management must be aware of what employees
expect from their employees. In the ‘narrow sense’, welfare in addition to general physical
working conditions is mainly concerned with the day – to – day problems of the employees and
social relationships at the place of work

Patro (2012), identified that the employees are assets of any organization. The needs of the
employee must be satisfied in order to meet the goals of the organization
Balaji (2013), explored the influence of rewards & welfare on job satisfaction & productivity of
both public & private sector employees in measure Industrial cities of Tamilnadu. The working
environment was faire in terms of office accommodation & furniture, working material, health
& safety facilities but on the other side he recommended salary increment, allowances, bonus,
fringe benefit &compensation on regular & specific periods to keep their moral high & make
them productive.

Pawar, I. A. (2013), The term 'welfare measures' refers to the facilities provided for the
employees at the working environment called statutory welfare measures and the facilities for
them called non statutory measures. The main aim of providing welfare measures is to achieve
the organization's objectives and targets. By extending these facilities, the employees feel
responsible towards the organization and do to their best. In this context, an attempt has been
made in this paper to analyze the effectiveness of welfare measures at VSP as a case study

Hangarki(2014), revealed the relationship between employee satisfaction level & welfare
measures in selected national bank in Hyderabad Karnataka region. It is clear that welfare
facilitated employment by bank are not equally satisfactory to all employees. Most of the
employees are dissatisfied with the clarity and transparency in communication, training&
development, lunch rooms & rest rooms, health checkup 27 camp etc. He recommended some
measures but separate lunch room & rest rooms are most important in those amenities because
employees are very inconvenient to have their lunch in front of the customer.

Lalitha, K., & Priyanka, T. (2014), A study on employee welfare measures with reference to
IT industry. The present study is made an attempt to identify the employee welfare measures
adopted in IT industry. The basic purpose of employee welfare is to enrich the life of employees
and keep them happy. Employees spend at least half their time at work or getting to it, or leaving
it.

Manasa, B. R., & Krishnanaik, C. N. (2015), Employee welfare measures-A study on cement
corporation of India units, in Thandur and Adilabad. The main purpose of employees’ welfare is
to enrich or develop the quality of life of employees and keep them satisfied and contended.
Extra-Mural benefits are the result of employer’s generosity, enlightenment and philanthropic
feelings. This paper contributes the indepth of analysis of both Intra-Mural and Extra-Mural and
its impact on employee satisfaction in Cement Corporation of India units in Thandur and
Adilabad. And also focussed on layoff benefits, welfare measures providing by the organization
to its temporary employee

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Ravi, S. (2016), Management A Study on Employee Welfare Measures with Reference to Small
Scale Industries at Hosur, In the early stages of Industrialization, the scope of Personnel
Management was very limited. Recent developments in the 26 field of Management increased
the scope of Personnel Management. It can be concluded that the welfare measures in an
organization are one of the factors for the workers to stay within the organization and to work
towards success of the organization and this has been evident in this organization.

Patro, C. S. (2017), Employee welfare measures in public and private sectors. Employees' play
a key role in the existence and growth of any organization, therefore their welfare is essential.
During the past few years, both public sector and private sector organizations have been
contributing towards the employee's benefits and also increase their efficiency. The study also
throws light on impact of welfare measures on the employees' performance

Kumari and Kannan (2018), assessed the overall welfare activities provided to employees and
the satisfaction level of employees regarding employee welfare activities in the garment industry.
They also analysed the employee-employer relationship in the industry. The results of the study
stated that management should improve welfare activities and cooperate with employees to make
employees satisfied and happy at the workplace.

Varadaraj and Charumathi (2019),analysed the impact of employee welfare activities on the
satisfaction level of employees provided at ETA. The study concluded that employee welfare
activities had a direct impact on the performance of employees. The construction company would
take effective measures to educate employees on employee welfare activities

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.2.2JOURNAL AND MAGAZINE

As of my last update in January 2022, I don't have specific information about a "bank welfare
measure magazine" produced by HDFC Bank. However, it's not uncommon for banks to publish
magazines or newsletters that discuss various aspects of finance, banking services, economic
trends, and perhaps even articles related to employee welfare initiatives.

If HDFC Bank has such a publication, you might find it available through their official website,
corporate communications, or internal channels for employees. You could also inquire directly
with the bank's customer service or public relations department for more information on any
publications they produce.

SUCSCRIPTION
As of my last update in January 2022, I don't have specific information about a publication called
"bank welfare measure" from ICICI Bank or any subscription associated with it. However, ICICI
Bank, like many other financial institutions, may have various initiatives and programs related
to employee welfare, corporate social responsibility, and community engagement.

If you're interested in learning more about ICICI Bank's initiatives in this regard or any
publications they produce, I would recommend reaching out to the bank directly through their
official website, customer service channels, or corporate communications team. They should be
able to provide you with the most accurate and up-to-date information on any publications or
programs related to welfare measures.

ADVERTISEMENT

I don't have access to real-time information or advertisements. However, ICICI Bank, being a
prominent financial institution, often undertakes various welfare measures and initiatives as part
of its corporate social responsibility (CSR) efforts. These measures can range from financial
literacy programs to community development projects, support for education, healthcare,
environmental sustainability, and more. If you're specifically interested in an advertisement
promoting a welfare measure by ICICI Bank, I'd recommend checking their official website,
social media channels, or contacting their customer service for the latest information.

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HIGH ON MERGER PLAN

COUNTRY AWARD 2019

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10
2.3APP
Visit the Google Play Store (for Android devices) or the App Store (for iOS devices). Search
for "HDFC Bank" and look for the official HDFC Bank Mobile Banking app. Alternatively,
you can visit the HDFC Bank website and find the link to download the app.

HDFC BANK MOBILE APP

The HDFC mobile app is an application developed by HDFC Bank, one of India's leading
private sector banks, to provide customers with convenient access to various banking services
through their mobile devices. The app allows users to perform a wide range of banking
activities, including checking account balances, transferring funds, paying bills, managing
investments, applying for loans, and much more. It also offers features like personalized offers,
account statements, and customer support. The HDFC mobile app is available for download on
both iOS and Android platforms and is designed to provide a seamless and secure banking
experience for users on the go.

USAGE:

1.Checking account balances and transaction history.

2.Transferring funds between your own accounts or to other HDFC Bank accounts or accounts
with other banks using NEFT, RTGS, or IMPS.

3.Paying bills, including utility bills, credit card bills, and more.
4.Setting up recurring payments and standing instructions.
5.Applying for new accounts, loans, or credit cards.
6.Managing investments and insurance product
ICICI BANK MOBILE APP

The ICICI mobile app is an application developed by ICICI Bank, one of India's largest private
sector banks, to provide customers with convenient access to banking services through their
mobile devices. Here's an overview of how you can use the ICICI mobile app

USAGE:

• Account Management: Checking account balances, viewing transaction history, and

managing multiple accounts.
• Fund Transfers: Transferring funds between your own accounts, to other ICICI Bank
accounts, or to accounts with other banks using NEFT, RTGS, or IMPS.
• Bill Payments: Paying bills, including utility bills, credit card bills, insurance
premiums, and more.
• Investments: Managing investments, including mutual funds, fixed deposits, recurring
deposits, and SIPs (Systematic Investment Plans).
• Loan Services: Applying for loans, tracking loan applications, and managing loan
accounts.
• Credit Cards: Managing ICICI Bank credit cards, including viewing card details,
statements, reward points, and making credit card payments.

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 RESEARCH METHOLOGY

In research methodology, studying bank welfare measures typically involves assessing the
various initiatives and policies implemented by banks to promote the well-being and financial
stability of their customers, employees, and stakeholders. Here's a general outline of how you
could approach researching bank welfare measures using research methodology

POPULATION OF THE STUDY:

The study sample is the chosen from the study population

PRIMARY DATA:

Primary data was collected by interviewing the employees through Questionnaire

from various cadres of personnel to find out the opinions regarding labour welfare
facilities; a Questionnaire is prepared so that they can express their views

SECONDARY DATA:

Data collected from books, annual Reports of the organization are known as secondary data.
Collection of other relevant information through secondary sources like

SAMPLE SIZE:

50 Respondents were surveyed as sample respondents are sampling technique. The sampling
technique used is convenient random sampling. Tools and techniques to analyse the collected
data the following tools have been applied percentage analysis.

SAMPLE TECHNIQUE:

The researcher had adopted the sample random convient sampling technique.it refers to a
special kind of rates, percentage are used in making comparison between two or more series of
study data. A percentage is used to determine relationship between the series.

Percentage analysis = No.of respondents/Total respondents X100

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 DATA ANALYSIS AND INTERPRETATION

TABLE:1

4.1 AGE WISE CLASSIFICATION

Age No. Of respondents Percentage

25-35 14 28%

36-45year 26 52%

46-55year 8 16%

56above 2 4%

Total 50 100%

SOURCE:PRIMARY DATA

From the table it was shown that 52 % of the respondents were belongs to the age of 35-45 years
age group. 28 % of the respondents were belongs to the age of 25-35 years age group. 16 % of
the respondents were belongs to the age of 45-55 years age group. 4 % of the respondents were
belongs to the age of 55

FIGURE:1
TABLE:2

4.2 GENDER WISE CLASSIFICATION

Gender No. of respondents Percentage

Male 36 72%

Female 14 28%

Total 50 100%

SOURCE:PRIMARY DATA

From the table it was shown that 72 % of the respondents were Male. 28 % of the respondents
were Female

FIGURE:2

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TABLE:3

4.3 MARRIED STATUS

Particular No of respondents Percentage

Married 33 66%

Unmarried 17 34%

Total 50 100%

SOURCE: PRIMARY DATA

From the table it was noticed that 66 % of the respondents were Married and 34% of the
respondents were Unmarried

FIGURE:3

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TABLE:4

4.4 EDUCATION QUALIFICATION

Qualification No of respondents Percentage

SSLC 1 2%

PUC 2 4%

GRADUATE 33 66%

POST GRADUATE 14 28%

Total 50 100%

SOURCE: PRIMARY DATA

From the table it was shown that 66 % of the respondents were Graduate, 24 % of the
respondents were Post Graduate, 4% of respondents were PUC, 2 % of the respondents were
SSLC

FIGURE:4

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TABLE:5

4.5 EXPERIENCE

Particular No of respondents Percentage

0-10 12 24

11-20 15 30

21-30 13 36

31-40 5 10

Total 50 100%

SOURCE: PRIMARY DATA

From the above table it was shown that 36% of the respondents were from 20-30 Years of
experience, 30 % of the respondents were 10-20 years of experience, 24 % of the respondents
were 0-10 years of experience, 10 % of the respondents were from 30-40 Years of experience

FIGURE:5

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TABLE:6

4.6 HOUSING LOAN FACILITIES PROVIDED BY BANK

Particular No of respondents Percentage

Satisfied 32 64%

Highly satisfied 12 24%

Moderate 4 8%

Dissatisfied 2 2%

Highly dissatisfied 2 2%

Total 50 100%

SOURCE: PRIMARY DATA

From the table it was shown that 64 % of the respondents were satisfied with Housing Loan
facilities provided by bank, 24 % of the respondents were highly satisfied, 8% of the
respondents had opinion moderate from housing Loan facilities provided by bank, 2 % of
respondents were Dissatisfied and 2% of respondents were highly dissatisfied the housing loan
facilities provided by bank

FIGURE:6

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TABLE:7

4.7 EDUCATION LOAN FACILITIES PROVIDED BY BANK

Particular No of respondents Percentage

Satisfied 27 54%

Highly satisfied 19 38%

Moderate 4 8%

Dissatisfied 0 0%

Total 50 100%

SOURCE: PRIMARY DATA

From the table it was found that 54% of the respondents had opinion that they were satisfied
with Education Loan Provided by the Bank. 38 % of the respondents had opinion that they
were highly satisfied. 8% of the respondents had opinion that moderate. And none of them had
opinion that Dissatisfied

FIGURE:7

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TABLE :8

4.8 MEDICAL BENEFITS PROVIDED BY THE BANK

Particular No of respondents Percentage

Satisfied 21 42%
Highly satisfied 14 28%
Moderate 5 10%
Dissatisfied 6 12%
Highly dissatisfied 4 8%
Total 50 100%

SOURCE PRIMARY DATA

From the above table it was observed that 42 % of the respondents had opinion that they were
satisfied with Medical Benefits Provided by the Bank, 28 % of the respondents had opinion
that they were Highly satisfied, 12 % of the respondents had opinion that Dissatisfied, 10 % of
the respondents had opinion that moderate and 8 % of the respondents had opinion that Highly
Dissatisfied with Medical benefits provided by the bank

FIGURE:8

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TABLE: 9

4.9 MEDI-CLAIM INSURANCE CARD FOR SELF

Particular No of respondents Percentage

Satisfied 22 44%

Highly satisfied 15 30%

Moderate 5 10%

Dissatisfied 6 12%

Highly dissatisfied 2 45%

Total 50 100%

SOURCE: PRIMARY DATA

From the table it was shown that 44% of the respondents had opinion that they were satisfied
with Medi-clam in insurance Provided by the Bank, 30% of the respondents had opinion that
they were Highly satisfied, 12 % of the respondents had opinion that Dissatisfied, 10 % of
respondents had opinion that moderate and 4% of respondents had opinion that Highly
Dissatisfied with Medi-claim Insurance provided by the bank

FIGURE:9

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TABLE: 10

4.10 BONUS& INCENTIVE PAY ON PERFORMANCE TO EVERY EMPLOYEE

Particular No of respondents Percentage

Satisfied 23 56%

Highly satisfied 13 26%

Moderate 8 16%

Dissatisfied 6 12%

Highly dissatisfied 4 8%

Total 50 100%

SOURCE: PRIMARY DATA

From the table it was noticed that 56 % of the respondents had opinion that they were satisfied
with Bonus & Incentive pay on performance to every employee, 26 % of the respondents had
opinion that they were Highly satisfied, 16 % of the respondents had opinion that Moderate, 12
% of respondents had opinion that Dissatisfied and 8 % of respondents were Highly
Dissatisfied with Bonus & Incentive pay on performance to every employee

FIGURE:10

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TABLE: 11

4.11 HASPAITALITATION EXPENCES FOR SELF AFTER RETIREMENT

Particular No of respondents Percentage

Satisfied 32 64%

Highly satisfied 12 24%

Moderate 4 8%

Dissatisfied 2 4%

Total 50 100%

SOURCE: PRIMARY DATA

From the table it was shown that 64% of the respondents had opinion that they were satisfied
with Hospitalization expenses for after retirement, 24 % of the respondents had opinion that
they were Highly Satisfied, 8 % of respondents had opinion that Moderate, 4 % of respondents
had opinion that Dissatisfied Hospitalization expenses for self after retirement.

FIGURE:11

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TABLE: 12

4.12EARNED LEAVE, SICK LEAVE, CASUAL LEAVE

Particular No of respondents Percentage

Satisfied 35 70
Highly satisfied 9 18
Moderate 3 6
Dissatisfied 2 4
Highly dissatisfied 1 2
Total 100

SOURCE: PRIMARY DATA

From the table it was shown that 70 % of the respondents had opinion that they were satisfied
with Earned leave, sick leave, casual leave, 18 % of the respondents had opinion that they were
Highly Satisfied, 6 % of respondents had opinion that Moderate, 4 % of the respondents had
opinion that Dissatisfied and none of the above respondents had opinion that Highly Disatisfied
with Earned leave, sick leave, casual leave.

FIGURE:12

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Findings

1) 52 % of the respondents were belongs to the age of 35-45 years age group

2) It was found that majority 66%of the respondents were graduate

3) Most of the respondents64% were satisfied with Housing Loan facilities provided by bank

4) It was observed that they54% were satisfied with Education Loan Provided by the Bank.

5) The study concluded that majority of 44% satisfied in the Medi-claim insurance card for self

6) 56% Percent of the respondents had opinion that they were satisfied with Bonus & Incentive pay on
performance to every employee.

7) Majority of 66% the respondents were happy with Conveyance allowance provided by the bank.

8) It was noticed that 64% of the respondents had opinion that they were satisfied with Hospitalization
expenses for after retirement.

9) Most of the respondents70% were happy with earned leave sick leave, casual leave provided by the
public sector bank

SUGGESTION

1) Medical Benefits Can be increased by the bank.

2) All the Employees were satisfied even though the existing facilities they want improvement
in some of the facilities.

3) Hospitalization Expenses can be increased

4) All the employees have to get Bonus and Incentive

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