INDEX

SL. CONTENT PAGE

NO NO

1. INTRODUCTION 1-11

2. OBJECTIVE 12

3. LITERATURE REVIEW 13-25

4. RESEARCH METHODOLOGY 26-28

5. DATA ANALYSIS & INTERPRETATION 29-50

6. LIMITATION 51

7. RESULTS & FINDINGS 52

8. SUGGESTIONS & RECCOMENDATION 53

9. QUESTIONNAIRE 54-57

10. BIBLIOGRAPHY 58

1
INTRODUCTION

Work life balance

When an individual maintains a balance between his personal and

professional life, the phenomenon is called Work-Life Balance. This
expression holds worth a lot because it is very important to have a balance
between personal and professional life. Work life balance is at the forefront
of the world of work. Kaizen, the Japanese philosophy for continuous
improvement, along with the role of information technology (IT) helps and
guides the management people, to get the maximum output with the help of
available resources.

The balance between personal and professional life vary from person to
person and the organization where he or she is working. When an individual
does not maintain a balance and works too much in the organizational
setting, this may cause him some medical, psychological and behavioral
consequences, as a result his or her productivity will also be low. Studies
have shown that work life stress is harmful to the employees. Late sitting
and working too much can cause imbalance in an individual's personal and
professional life; however there are some techniques to manage the work life
stress e.g. time management, task management, relaxation, flexible working
hours, working from home and exercise etc. Work life balance improves
individual's health, job satisfaction, commitment, involvement and reduces
absenteeism and presenteeism (state of physical presence but not
productive). Despite of the progress in the betterment of maintaining work
life balance, there is still more to be done.

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One important factor is the degree to which work life balance are generally
applicable across the whole hierarchy of the organization. Those lower down
the organizational hierarchy are some times not entitled for some benefits or
uninformed about relevant company policies. Work life balance can assist
employers and employee to be healthy and productive in their personal and
professional life.

"Balance is not better time management, but better boundary management.

Balance means making choices and enjoying those choices." - Betsy
Jacobson.

For some people spending more time in the organization is more important
than the time they spend at home. However, there are people who give
priority to the personal and family life. In this technological era, some
organizations also offer flexible working hours. One can carry laptop, PDA,
black berry and is connected with suppliers, venders through internet 24
hours a day. The moment he gets any query, he responds to it. There are
some work-alcoholics who take their laptops and PDAs to the vacation and
face the annoyance of their wives while checking the emails.

People are more interested in looking for a job that gives them flexibility at
work. Necessary arrangements for work life balance are required by all
workers at different times in their lives because balance is instrumental in
quality initiatives by preparing an individual to deal with the change. An
individual can give his best only in a conducive environment e.g. students
want to study and work at the same time; parents want to have time with
their children and the older worker approaching retirement to have the
opportunity to stay in the workforce on reduced hours. Mostly the employers

2
and the employees agree that organizational objectives are more important,
so it is the obligation of the employer to help people in work life balance.

Work life balance in today’s world

A lot of people face the problem of balancing work and family life. Many
multinational companies remain open for 24hrs. Employees need to work in
shifts. Day shift and night shift. Night shift employees feel hard to cope up
with family life and health. This in turn leads to divorces and bad health.
Many Mothers feel difficult to continue work after delivery because her
home becomes her first priority. She may be a very good worker but she
quits to look after her new born and family. Many Corporates have come up
with the option of Flexi time and work from home opportunity to tap theses
employees. Personal demands such as visiting school for report card or
hospital or any emergency requires attention. In that case the employee need
to take take leave and remains absent from work. Companies have
introduced flexi timings for working so that an individual employee can
complete his scheduled work by coming to office any time. This lessens the
burden of reaching office on time when personal life needs more attention.
Yahoo India allows employees to work Flexi time.

Working from home is also adopted to balance work and personal life.
Companies don't want to get away with hard working and result oriented
employees so many companies have introduced work from home
opportunities where an employee can work from home. There is no stress of
visiting office on time. Here an employee can adjust time to devote for work

3
and family. Giving an employee option to work from home helps the
employer in adjusting work from a small office and managing a big
workforce.

Companies give training sessions to employees so that they are more

productive. Various seminars are organized. They call the family members
of employee so that they too cooperate with the employee in balancing work
and home. When a company gives an employee an option of balancing his
work and personal life it increases retention and lowers the turnover rate.

There are few negative side effects of allowing an employee to work from
home or practice flexi timings -

1. A productive employee turns unproductive.

2. Takes work for granted.
3. Does not completes work on time.
4. Gives more stress to personal life and personal demands.

A company needs to keep an eye on each and every employee so that the
productivity is not reduced. An Employer takes measures to retain his
employees and increase performance. Work life balance is a good measure
taken by companies. An employee should fit in it and try to get maximum
benefits.

4
STATE BANK OF INDIA

SBI is the largest bank in India with deposits of Rs 3, 67,000 crore as on

March 31, 2013. It dominates the Indian banking sector with a market share
of around 20% in terms of total banking sector deposits. The increasing
focus on upgrading the technology back-bone of the bank will enable it to
leverage its reach better, improve service levels, provide new delivery
platforms, and improve operating efficiency to counter the threat of
competition effectively. Once the core banking solution (CBS) is fully
implemented, it will cover over 10,000 branches and ATMs of the State
Bank group, and emerge as the strongest technology enabled distribution
network in India.
The increasing integration of SBI with its associate banks (associates) and
subsidiaries will further strengthen its dominant position in the banking
sector and position it as the country’s largest universal bank.
Resource-raising capabilities
SBI’s funding profile is strong, underpinned by its strong retail deposit base.
The bank is facing increasing competition in its metropolitan and urban
franchise. SBI’s strong franchise gives it access to a steady source of stable
retail funds, which constitute around 59% of the total resources as on March
31, 2013 (56% as at March 31, 2012).
Savings deposits have shown a strong three-year growth of 19%. Thus,
despite a reduction in the proportion of current account deposits, low-cost
deposits have continued to constitute over 40% of total deposits as at March
31, 2013. The bank’s cost of deposits (excluding IMD) has significantly
reduced to 4.70% for the 2012-05 (refers to financial year from April 1 to

5
March 31), compared with 5.48% in 2011-04. The bank’s liquidity position
is very strong due to healthy accretion to deposits, large limits in the call
market, and significant surplus SLR investments. SBI will maintain its
strong funding profile and a low cost resource position in view of its strong
retail base and wide geographical reach.

Earnings profile to remain good

SBI will maintain a good earnings profile in the medium term despite high
pressure on yields due to the increasing competition in the banking sector.
SBI’s earning profile is characterised by consistency in the return on assets
(PAT/Average Assets), at around 1% per annum for the past three years, and
diverse income streams. To maintain yields and pursue credit growth, the
bank is aggressively targeting retail finance and small and medium
enterprises (SMEs). The bank’s core fee income of 1% of average funds
deployed bolsters its revenue profile. However, with the opening of
government business like tax collection to other banks and increased
competition, the growth in fee income is expected to slow down. The bank’s
operating expense at 2.44% of average funds deployed in 2012-05 is in line
with other public sector banks. The bank’s cost structure is rigid as fixed
employee cost accounted for 74% of the operating expenditure in 2012-05.
Thus, despite good asset growth and technology efficiency gains, the bank’s
operating costs will remain high in the medium term. To be able to reap the
full benefits of technology implementation, the bank will have to reduce or
redeploy work force; since this is a sensitive issue, it is expected to happen
gradually.

6
The bank’s fund based and fee income earnings are diversified across
industries, regions, asset classes, and customer segments.
Strong diversification in income streams will ensure that the bank’s earnings
remain relatively stable, despite the decline in profitability in some
segments.
Comfortable capital position
SBI is adequately capitalized with a tier I capital adequacy ratio of 8.04%
and a large capital base of Rs 240.72 billion as at March 31, 2013. The bank
has considerably improved its net worth coverage for net NPAs to 4.4 times
as at March 31, 2013 due to lower slippages reflecting an improving asset
quality, witnessed across the entire banking sector. The capitalization levels
of SBI are adequate to address the asset side risks and support the business
growth in the medium term.
Management strategies
In retail finance, the bank has leveraged its corporate relationships, pursued
business growth selectively, and has not competed based on interest rate.
The bank has taken initiatives like on-line tax returns filing and faster
transfer of funds to protect its dominant position in the government business.
The bank also has a clear technology strategy that will enable it to compete
with the new generation private sector banks in customer service and
operational efficiency.
Asset quality to remain at average levels
The bank continues to have a high level of gross NPAs at 5.95% of gross
advances as at March 31, 2013, compared with 4.9% for all scheduled
commercial banks (SCBs) taken together. The bank is facing challenges to

7
improve the quality of assets originated, as can be seen in the consistently
higher levels of slippages (additions to NPAs) at 2.71% in 2012-05.
To contain NPAs and ensure credit growth, the bank has decided to focus on
financing the retail (personal) segment as well as SMEs. The share of retail
advances has increased to 24.73% (Rs 522.08 billion) of total advances as at
September 30 2013. In the retail loan segment, SBI is targeting primarily the
housing loans segment, which constitutes Rs. 283.41 billion (54.3%) of total
retail loans. The NPAs in retail finance are low currently; however they are
steadily increasing (especially in the housing finance portfolio) and have
started showing signs of stress. SBI’s retail portfolio has grown at over 37%
CAGR in the last two years and hence a significant portion of the portfolio is
largely unseasoned. The housing finance portfolio has a 12-month, lagged
gross NPA of 4.34% as at March 31, 2013.The bank will face significant
challenges in the medium term to develop effective credit appraisal and
collection systems in order to contain NPAs in retail finance. SBI’s asset
quality is expected to remain at average levels, as the bank’s large and
diverse asset portfolio reflects of the asset quality of the banking system.
Business description
SBI along with its associate banks offer a wide range of banking products
and services across its different client markets. The bank has entered the
market of term lending to corporates and infrastructure financing,
traditionally the domain of the financial institutions. It has increased its
thrust in retail assets in the last two years, and has built a strong market
position in housing loans.
SBI, through its non-banking subsidiaries, offers a host of financial services,
viz., merchant banking, fund management, factoring, primary dealership,

8
broking, investment banking and credit cards. SBI has commenced its life
insurance business by setting up a subsidiary, SBI Life Insurance Company
Limited, which is a joint venture with Cardiff S.A., one of the largest
insurance companies in France. SBI currently holds 74% equity in the joint
venture.
Industry prospects
To leverage benefits such as access to low cost resources and the facility to
provide a larger gamut of services, a number of finance companies such as
Kotak Mahindra Finance Limited and HDFC Limited have promoted banks.
Simultaneously, yet another emerging trend is that of foreign banks
promoting NBFCs to benefit from regulatory flexibility available to such
entities in areas like absence of statutory liquidity ratio and cash reserve
ratio requirements, priority sector requirements, and corporate exposure
limits.
New private sector banks capture market share
With technological edge and a strong marketing thrust, private sector banks
have been stealing market share in retail deposits and the corporate fee
business from public sector banks. Together with some foreign banks, these
private banks have also aggressively entered the retail asset financing space,
hitherto the domain of non-banking finance companies.
Given their focus on cross selling and optimizing their customer base, they
now offer the entire range of products and services on the asset and liability
side to retail and wholesale customers
Asset quality to improve
Banks have not yet fully resolved the stress in the asset quality
of their legacy corporate loan portfolios, however. Though slippages to

9
NPAs and provisioning were high for some banks in FY2012, as they moved
to the 90-day norm for recognising and provisioning for NPAs, the treasury
gains enabled significant provisioning to be made with the result that net
NPAs for most public sector banks are now less than 3%.
Going forward, steady growth in gross domestic product should help
improve the banks’ asset quality and increase corporate lending. The
securitization and reconstruction of financial assets and enforcement of
security interest (Sarfaesi) Act should also help banks in limiting slippages
and improving NPA recoveries.
Better Capitalization levels
Banks have demonstrated a fair amount of flexibility in raising fresh equity
capital through public issues in recent years, thereby improving their
capitalization levels. The steady accruals to net worth and falling non-
performing asset levels have resulted in an improvement in the capitalization
position of banks in recent years.
Challenges ahead
Competition from new private sector and foreign banks remains a key
challenge for public sector banks. They need to reorient their staff and
effectively utilize technology platforms to retain customers and reduce costs.
They also need to fortify their credit risk management systems to mitigate
the risks arising from small-ticket lending to the retail, small and medium
enterprises, and services segments.

Consolidation and emergence of universal banking groups

10
The cap on foreign ownership of banks has already been raised from 49% to
74%. The competition in the sector could get further intensified if the 10%
cap on voting rights is also relaxed. New private sector banks are expanding
their geographical coverage and making inroads into government business.
The new private and foreign banks will continue to gain market share from
public sector banks because of their efficient cost structures, technological
edge, focused marketing approach and operational freedom. However, the
emergence of newer players would be restricted if the private ownership of
banks is capped at low levels. Mergers among PSBs would create banks
with even larger balance sheets and customer base. However, the integration
process in such mergers is expected to be complex and time long drawn.
These would also be driven by GoI due to provisions of Banking Companies
(Acquisition and Transfer of Undertakings) Act 1969, and hence political
scenario will impact the timing and permutations possible. Strategic
alliances between banks and other financial sector players such as insurance
companies and mutual funds are also likely as banks attempt to enhance
their product range, leverage on economies of scale and reduce costs.

11
 OBJECTIVE OF THE STUDY

 To find out reasons for work life balance in SBI .

 To Find out effective of work life balance in working
women of SBI .
 To find out improve work life balance in working women
SBI
 To gain an insight in to current work time policies and
practices, as well as work life balance issues in SBI .

 To complement existing foundation data and research on

working time largely based on surveys of individual
workers and on literature reviews in working women of
SBI

12
 LITERATURE REVIEW

Managing Work life balance

A valuable quality of leadership is the ability to balance work and life. They
make it clear that this is an aspect they value in others, too. Individuals
establish a pattern for their personal life - whether it's being home for dinner
four nights a week, attending choir practice, or being a part of their kids'
school activities. Whether through unpaid leave or flexible scheduling, they
provide people with the opportunity to lead productive personal lives.
Consequently, elevated trust levels are inspired throughout the members of
the organization.

Michele, managing partner of a San Francisco law firm, clearly values and
appreciates her quality family time. She is honest about her desire to attend
her children's soccer and softball games and her need for personal time as
well. "These are just too important for me to miss," she says.

Michele doesn't set a double standard. What rules apply for her also apply to
the other lawyers and employees in her firm. Consequently, the value of
family increases as people are encouraged to participate in family functions
and enabled to lend assistance to family in need. Based on Michele's strong
personal values, it is part of the culture. And she would have it no other way.

13
The executive director of a non-profit agency, David, possesses a true love
for travel and eco-tourism. When vacationing, he often takes his family to
places of isolation and relaxation where his work life cannot interfere. Often,
he stays away for several days at a time. He understands the significance and
importance of this time in his life. He recognizes the need to hone his focus
and renew his ambitions. His team of managers supports David's travels "off
the grid" because they are aware that they possess the same freedoms

As a woman in leadership, balancing your career, finances, family life and

extracurricular activities can be challenging. Your responsibilities can pose
various demands on your life that can make you feel overwhelmed and out
of balance. In this age of mobile communications, technology can play an
important role in helping you achieve a more balanced life. Here are 3 areas
of your life where technology can help you achieve balance:

Your time: Most PDAs come with really great features to help you manage
your time. Take the time to read the manual that comes with your PDA and
maximize its functionality. For example, in addition to the basic calendar
functions the Palm Treo has a programmable voice that will speak to you
and alert you of your appointments. The iPhone allows you to download
some great applications to help you manage different aspects of your life.
You can manage everything from your to do lists to travel management
programs that keep track of your frequent traveler programs to goal setting
programs that help you develop new habits.

Your finances: Programs like Quicken or Quickbooks provide great tools to

help you manage your finances. These programs allow you to link to your
online banking accounts and provide you with a comprehensive and up-to-

14
date view of your finances. These programs also provide great features like
bill pay as well as spreadsheets, charts and graphs. The programs are user
friendly and you have the option to link them to your PDA if you want to
monitor your accounts when you're on the go.

Your social life: Social media have become powerful and effect tools to
strengthen already existing relationships and to form new ones. Programs
such as Facebook, Twitter and LinkedIn have revolutionized the way we
connect with each other and how we share information. You can share
photos, videos, audio files and news articles. If you haven't already, consider
joining a social media network to stay in touch with family and friends.
Short and regular updates throughout the week will give you a glimpse into
the lives of those in your network and help you feel connected even when
you're on the go.

Your career: Technology can help you to streamline your work day so that
you work more efficiently. For example, there are various Google
applications such as Google docs that can help you to promote collaboration
and to share information with colleagues. You can save time and cut back on
travel expenses by hosting video calls via Skype rather than face-to-face
meetings. Skype is free and all you need is a computer with a webcam.
Technology can also help you to expand your professional network through
social networks like LinkedIn. Finally, you can expand your knowledge and
learn new things through webinars and online courses from the comfort of
your office or home.

15
Technology should never replace personal connections, but when
approached in a thoughtful way, it can be useful in helping you maintain the
right balance in your personal and professional life.

Let's take a look at a few tips that you may find useful:

 Visualize your ideal life - dare to dream and write down the top ten
things you want to accomplish on your "life list."
 Write down your personal vision statement and mission statement - it
will help you see where you are going in life.
 Turn off the television - studies show that it creates depression. It is a
passive activity that won't give you energy.
 Limit Internet time - set better boundaries so that technology does not
rule your life.
 Pursue your passion persistently - own it and be disciplined in
achieving what you truly desire out of life.
 Keep a journal - it will help you on a regular basis to stay focused on
what is important to you.
 Every weekend set a goal of doing one fun activity.
 Define your daily exercise time - what works best for you, 30 minutes
in the morning, afternoon or evening?
 Go to bed a half hour early and get up a half hour early - this allows
you to carve out additional personal time.
 When confronted with a choice, ask yourself: What's the cost? Will
this add to my life or create more stress?
 Let go of people and things that are holding you back (ie. clutter,
negativity, clothing, luxury items, toys, etc.)

16
  Prune any activities that are not productive or non-priorities.
 Say three gratitudes each night - when you do this you will realize that
you are too blessed to stress.
 Reprioritize: What are your top 10 priorities for this year? Rank them
in terms of highest, high and low.
 Every weekend make it a goal to call two friends - you won't have any
regrets about building up these relationships.
 Turn every occasion in your life into a positive - even negative
experiences are seen as "What can I learn from this?"
 Live simply, expect less and give more.

After reading this article, answer these questions. I need to:

 Start doing…
 Stop doing…
 Continue doing…
 Do more…
 Do less…
 Do differently…

Many people today are too busy making a living that they don't have time to
make a life. You can not expect to continue down the same path and get the
authentic changes you really want in your life. Where you go in life is up to
you? Where you go with your work/life balance should be by choice not
chance. I will leave you with this one parting thought that I want you to
answer for yourself: How will I know if this year is a total success for me?

17
 WOMEN EMPLOYEE WORK LIFE BALANCE IN
SBI

HRD
MECHANISMS/INSTRUMENTS/SUBSYSTEMS
To achieve the above objectives and to facilitate HRD the
following process mechanisms or sub systems are used:
1. Performance appraisal
2. Potential appraisal and development
3. Feedback and performance coaching
4. Career planning and development
5. Induction training
6. Training
7. Job rotation
8. Organizational development

9. Rewards
10.Quality circles
11.Employee welfare and quality of work life (QWL)

All these process mechanisms are linked with the corporate plans,
particularly with human resource planning (Man power planning)
THE CONTRIBUTION OF THESE SUBSYSTEMS TO HRD GOALS
Each of these sub-systems or mechanisms or instruments
contributes to the achievement of overall HRD goals. Performance appraisal
focuses primarily on helping the individual to develop his/her present role
capabilities and to assume more responsibility for that role. Potential

18
appraisal focuses primarily on identifying the employee’s future likely roles
within the organization. The training is the means of developing the
individual’s personal effectiveness or developing the individual’s ability to
perform his/her job role or future job roles. Training also can strengthen
interpersonal relationships (through training in communications, conflict
resolution, problem solving, transactional analysis, etc.) and increases team
work and collaboration.

Personnel HRD

1. To maintain existing systems and 1. To improve the abilities of the

procedures. individuals.
2. Isolated function 2. Organization wide function.
3. Thrust areas: 3. Thrust areas:
 Salary & wages  Performance appraisal
 Promotion & transfers  Induction and training
 Disciplinary action  Job rotation & Career planning
 Industrial relations  Direct contact meetings
 Leave, LTC, etc.  Survey of organizational
climate

1.6 Compensation

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 GENERAL MEANING OF COMPENSATION:-
Compensation is the remuneration received by an employee in return for his/her
contribution to the organization. It is an organized practice that involves
balancing the
work-employee relation by providing monetary and non-monetary benefits to
employees.
Compensation is an integral part of human resource management which
helps in motivating the employees and improving organizational
effectiveness.
IMPORTANCE OF COMPENSATION:-
Compensation and Reward system plays vital role in a business organization.
Since,
among four Ms, i.e. Men, Material, Machine and Money, Men has been most
important factor, it is impossible to imagine a business process without Men.
Every
factor contributes to the process of production/business. It expects return from
the
business process such as rent is the return expected by the landlord, capitalist
expects
interest and organizer i.e. entrepreneur expects profits. Similarly the labour
expects
wages from the process. Labour plays vital role in bringing about the process
of production/business in motion. The other factors being human, has
expectations,
emotions, ambitions and egos.

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Labour therefore expects to have fair share in the business/production
process. Therefore a fair compensation system is a must for every business
organization. The fair compensation system will help in the following:
 An ideal compensation system will have positive impact on the
efficiency and results produced by employees. It will encourage the
employees to perform better and achieve the standards fixed.
 It will enhance the process of job evaluation. It will also help in
setting up an ideal job evaluation and the set standards would be more
realistic and achievable.
 Such a system should be well defined and uniform. It will be apply to
all the levels of the organization as a general system.

 The system should be simple and flexible so that every employee

would be able to compute his own compensation receivable.
 It should be easy to implement, should not result in exploitation of
workers.
 It will raise the morale, efficiency and cooperation among the
workers. It, being just and fair would provide satisfaction to the
workers.
 Such system would help management in complying with the various
labor acts.
 Such system should also solve disputes between the employee union
and management.
 The system should follow the management principle of equal pay.
 It should motivate and encouragement those who perform better and
should provide opportunities for those who wish to excel.

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  Sound Compensation/Reward System brings peace in the relationship
of employer and employees.
 It aims at creating a healthy competition among them and encourages
employees to work hard and efficiently.
 The system provides growth and advancement opportunities to the
deserving employees.
 The perfect compensation system provides platform for happy and
satisfied workforce. This minimizes the labour turnover. The
organization enjoys the stability.
 The organization is able to retain the best talent by providing them
adequate compensation thereby stopping them from switching over to
another job.
 The business organization can think of expansion and growth if it has
the support of skillful, talented and happy workforce.
 The sound compensation system is hallmark of organization’s success
and prosperity. The success and stability of organization is measured
with pay-package it provides to its employees.

Components of compensation system

Compensation systems are designed keeping in minds the strategic goals and
business objectives. Compensation system is designed on the basis of certain
factors after analyzing the job work and responsibilities. Components of a
compensation system are as follows:

22
 Types of Compensation
 Direct Compensation
 Indirect Compensation

DIRECT COMPENSATION:-
Direct compensation refers to monetary benefits offered and provided to
employees in return of the services they provide to the organization. The
monetary benefits include basic salary, house rent allowance, conveyance,
leave travel allowance, medical reimbursements, special allowances, bonus,
Pf/Gratuity, etc. They are given at a regular interval at a definite time.

Compensation provided to employees can direct in the form of

monetary benefits and/or indirect in the form of non-monetary benefits
known as perks, time off, etc. Compensation does not include only salary
but it is the sum total of all rewards and allowances provided to the
employees in return for their services. If the compensation offered is
effectively managed, it contributes to high organizational productivity.

23
 House Rent Allowance
Organizations either provide accommodations to its employees who are
from different state or country or they provide house rent allowances to its
employees. This is done to provide them social security and motivate them
to work.

Basic Salary
Salary is the amount received by the employee in lieu of the work done
by him/her for a certain period say a day, a week, a month, etc. It is the
money an employee receives from his/her employer by rendering his/her
services.
Conveyance
Organizations provide for cab facilities to their employees. Few
organizations also provide vehicles and petrol allowances to their employees
to motivate them.

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Leave Travel Allowance
These allowances are provided to retain the best talent in the
organization. The employees are given allowances to visit any place they
wish with their families. The allowances are scaled as per the position of
employee in the organization.

Medical reimbursement
Organizations also look after the health conditions of their employees.
The employees are provided with medi-claims for them and their family
members. These medi-claims include health-insurances and treatment bills
reimbursements.
Bonus
Bonus is paid to the employees during festive seasons to motivate them
and provide them the social security. The bonus amount usually amounts to
one month’s salary of the employee.
Special Allowance

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RESEARCH METHODOLOGY

Research is an art of scientific investigation. Research comprises defining

and redefining problems, formulating hypothesis or suggested solutions,
collecting, organizing and evaluating data, making deduction and reaching
conclusions and at last carefully testing the conclusion to determine whether
they formulating hypothesis.
Methodology: The Study is about the work life balance in an Organization.
It deals with the title of the study, need of the study, objectives & Scope of
study.
Title of the Study: The study is titled as “WORK LIFE BALANCE” at SBI
Infrastructures & Projects Limited, Hyderabad.
Data sources: QUESTIONNAIRE

Data is collected from primary and secondary sources.

Collection of the data is of primary importance in the research process. Data
which is collected for the purpose of research helps in proper analysis which
is helpful to conduct research effectively. The data source, which is very
important in the collection of data, is primary data and secondary data.
Both primary and secondary data are taken into consideration for the study
of HR Practices followed by SBI .

Primary Data: This consists of original information gathered for specific

purpose. The normal procedure is by interacting with the people individually
and/ or in a group, to get the required data.

26
Secondary Data: This consists of the information that already exists
somewhere, either in some Annual Records or Magazines etc, having been
collected for other purpose. Here the researcher has both primary as well as
secondary data.
Survey Approach:

The questionnaire was administered through direct contact with

respondents.
1. Sample Size & Sampling Technique:

The study covers a sample of employees of SBI Infrastructures &

Projects Ltd. The Respondents were selected on a Sample Random
basis from the following categories of the employees,
a) Senior managers / Senior Engineers
b) Deputy Managers
c) Junior Officers / Junior Engineers
d) Assistants

Statistical Tool: Sample percentage

Sample Variety: Respondents are mostly selected from the Executives and
Non Executives. So the Sample Size is limited to 40 due to availability and
the busy schedule of the employees.
Sampling Procedure: The sampling method used is Random Sampling.
This sampling Method is used because the respondents were selected
randomly. The sampling unit selected mostly from Executives and non

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executives. The sample size is fixed to 40 respondents; the sampling
procedure is response from the respondents.
Statistical Tool: In this research various percentages were identified in the
analysis and these were presented pictorially by the pie charts in order to
have a better quality.

Questionnaire Design: A structured questionnaire was designed consisting

of close-ended questions and were distributed to the respondents personally
to get their responses.

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DATA ANALYSIS& INTERPRETATION

1. How many days in a week do you normally work.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 LESS THEN 5 DAYS 0 0
2 5 DAYS 0 0
3 6 DAYS 18 90
4 7 DAYS 2 10
TOTAL 20 100

Interpretation:
90% of the employees are working 6 day in a week.
10% of employees are working 7 days in a week.

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2. how many hours in a day do you normally work.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 7-8 HOURS 3 15
2 8-9 HOURS 9 45
3 9-10 HOURS 5 25
4 10-12 HOURS 3 15
MORE THEN 12
5 HOURS 0 0
TOTAL 20 100

Interpretation:
15% of employees are working 7-8 hours per day.
45% of employees are working 8-9 hours per day.
25% of employees are 9-10 hours.

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15% of employees are 10-12 hours.
3. Do you generally feel you are able to balance your work life.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 15 37
2 NO 5 13
TOTAL 20 50

Interpretation:
37% of employees are saying yes.
13% of employees are saying no.
From the above analysis we can know that maximum no of employees are
having the good work life balance, and 13 percent of employees are saying
no.

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4. How do you feel about the amount of the time you spend at work.
NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 VERY UNHAPPY 1 5
2 UNHAPPY 1 5
3 INDIFFERENT 5 25
4 HAPPY 11 55
5 VERY HAPPY 2 10
TOTAL 20 100

Interpretation:
5% employees feel very unhappy.
5% employees feel unhappy.
25% employees feel indifferent
55% employees feel happy
10% employees feel very happy

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From the above analysis we know that half of the employees are happy with
the time they are spending in office and 25% of employees are indifferent
and rest of them are unhappy.
5. How do manage if stress arising from your work.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YOGA 2 10
2 READING BOOKS 2 10
3 ENTERTAINMENT 16 80
TOTAL 20 100

Interpretation:
80% of employees are in to entertainment
10% are doing Yoga
10% are Reading books

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From the above analysis we can know that 80 Percent of employees are in to
different entertainment programs to take out there stress and rest of them are
doing Yoga and reading books.
6. Does your company have a separate policy for work-life balance.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 2 10
2 NO 7 35
3 NOT AWARE 11 55
TOTAL 20 100

Interpretation:
55% of employees are not aware the separate policy for work life balance
35% of employees have said no
10% of employees have said yes

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From the above analysis we can know that half of the employees are not
aware of work life balance policy in company, 35 percent have said ‘NO’
and 10% have said ‘YES’.
7. Does your organization provides you with following additional work
provision.
(i). Telephone for personal use.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE

1 YES 2 6
2 NO 15 44
TOTAL 17 100

Interpretation:

35
From the sample size 20, 17 members have gave the response for this
question
Only 6% have got cells for personal use
44% have said ‘NO’
(ii). Counseling service for employees.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 6 19
2 NO 10 31
TOTAL 16 51

Interpretation:
From the sample size 20, 16 members have gave response for this question
19% of employees have the counseling service
31% are saying NO they don’t have counseling service

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From the above analysis we can know that maximum no of employees are
not taking part in counseling, very less percent of employees are going for
counseling.

(iii). Health programs.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 11 32
2 NO 6 18
TOTAL 17 50

Interpretation:
From the sample size of 20, 17 members have gave the response

37
32% are saying YES they have the regular health checkup in office
18% are saying NO.
(iv). Parenting or family support programs.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 5 17
2 NO 10 33
TOTAL 15 50

Interpretation:
From the sample size 20, 15 members have responded for this question
17% of employees have agreed there are family support programs

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33% of employees have disagreed for this
From the above analysis we can know that very less no of employees are
taking part in family day and other programs.

(v).Exercise facilities.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 4 25
2 NO 5 31.25
3 YES BUT NO TIME 7 43.75
TOTAL 16 100

Interpretation:
25% of employees are saying ‘YES’

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44% of employees are YES but no Time
31% of employees are saying NO
From the above analysis we can know that there is a facility provided by
company but there is no time for them to go.

(vi). Relocation facilities and choices.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 4 14
2 NO 10 36
TOTAL 14 50

Interpretation:

40
From the sample size 20, 14 have responded for this question
14% of employees have said yes there is relocation facility
36% of employees have said no
From the above analysis we can know that maximum no of employees have
said there is no relocation facility and choices in company.

(vii). Transportation

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 3 9
2 NO 14 41
TOTAL 17 50

41
Interpretation:
9% of employees have said YES
41% of Employees have said there is no transportation facility in company
From the above analysis we can know that maximum no of employees are
saying there is no transportation facility in company.

8 (i). what is your preference for food.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
CARRYING HOME MADE
1 FOOD 18 90
FOOD FROM
2 ORGANIZATIONS CAFTERIA 2 10
3 OTHERS 0 0
TOTAL 20 100

Interpretation:

42
90% of employees are carrying home made food
10% of employees taking food from organization cafeteria
From the above analysis we can know that 90 percent of employees are
carrying the home made food and not preferring for cafeteria.

8 .(ii). Are you satisfied with quality of food, In which the company is
contributing 20.Rs and employee contribution is 15. Rs.?

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 7 21
2 NO 10 29
TOTAL 17 50

Interpretation:

43
From the sample size 20, 17 members have responded for this question
21% of employees have said yes
29% of employees have said no
From the above analysis we can know that more then half employees are
saying no
And there should be some improvement in quality.

9. Do you feel work life balance policy in the organization should be

customized to individual needs.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 STRONGLY AGREE 4 20
2 AGREE 10 50
3 INDIFFERENT 3 15
4 DISAGREE 2 10
5 STRONGLY DISAGREE 1 5
TOTAL 20 100

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Interpretation:
20% of employees have strongly agreed for this
50% of employees are agreed for this
Rest of them are indifferent and disagreed
From the above analysis we can know that maximum no of employees are
agreeing that the work life balance policy should be customized for
individual needs.

10. Do you felt that its again Monday(starting day of week).

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE

45
 1 YES 13 32
2 NO 7 18
TOTAL 20 50

Interpretation:
32% of employees are saying yes
18% of employees are saying no
From the above analysis we can know that maximum no of employees are
feeling that its again Monday
And less no employees are not feeling.

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11. Are you aware of welfare program and committee members and
procedures.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 8 40
2 NO 4 20
THERE BUT NOT
3 AWARE 8 40
TOTAL 20 100

Interpretation:
40% of employees are aware of welfare programs and committee members.

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40% are saying there but not aware
20% are saying no
From the above analysis we can know that half of the employees are saying
welfare programs there but not aware of it and 20 percent are saying no.
12. How quickly you get the response from HR department.( requirements,
complaints and other problems).? (Exclude HR department).

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 QUICKLY 14 87.5
2 VERY QUICKLY 2 12.5
3 LATE 0 0
4 VERY LATE 0 0
TOTAL 16 100

Interpretation:

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87% of employees are saying they get quick response from HR department
13% of employees are saying we get very quick response.
From the above analysis we can know that Home department is giving the
good & quick response to other departments in organization.
13. Do you think that if employees have good work-life balance the
organization will be more effective and successful.

NO.OF
S.NO NO.OF RESPONSE RESPONDENTS PERSENTAGE
1 YES 18 45
2 NO 2 5
TOTAL 20 50

Interpretation:
45% of employees are saying yes

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5% are saying no
From the above analysis we can know that if employees have good work life
balance. The organization will also run effectively.

14. Work and personal life both depends on time factor, how you balance
both.?
Some of the employees have gave the response for the above question like
this
 8:00 am to 8:00pm think about professional/work life, 8:00pm to 8:00am
think about personal life, don’t take work to home and don’t bring home
@ work.
 Balance both by managing my time, scheduling the work.
 Should be balance with proper planning.
 If the employee is healthy, then definitely the organization will be healthy.
 More towards work less towards personal life.
 It is difficult to balance both, but for winning the competition we have to
balance both.
 Complete work in time & Should not take pressure on mind if we take
pressure we can’t balance both

15. How to standardize the employee work-life balance.?

 By organizing specific programs like flexible timing, Job rotation.
 Company must propose some strategies for the benefit of the employees
which will enable the people to standardize the employee work life.

50
  Number of working hours from Monday to Friday can be increased, at
least alternative Saturday can be a holiday.
 By providing good facilities i.e management programs, transportation etc.

LIMITATION

From the study its clear that employee work life balance in SBI is good, But
there is a small gap from employee satisfaction to company.

 To win the competition and getting success in present market, and the
success gets only from hard work, for the success know more than
others, work more than others & expect less than others(Williams
Shakespeare).
 There may be several reasons for not providing the transportation,
employees are willing that at least they should have flexible starting
time in morning within one hour.
 The companies contribution in employees meals is 20.Rs and
employee contributing 15.Rs , there should be some improvement in
quality wise
 Since employees are the backbones of the company so company
should satisfy them in order to improve the business in higher
competitive world.

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 FINDINGS

 From the table 1&2, it is inferred that weekly most of the employees
are working more then regular timings.
 From the table 3, it shows that employee work life balance in SBI is
good, with the policies and procedures.
 From the table 4, the working environment is very good and the
employees are not feeling stress in office with that they are not feeling
its again Monday.
 From table 5, most of the employees are going for entertainment
programs
 From table 6, can know that there will be no separate work life
balance in any company but have to balance the employees work life
with company policies and procedures.
 From table 7, company is providing Health programs, family support
programs, exercise facilities, relocation facilities & choices but no
transportation.
 From table 8, Organization is providing the food in cafeteria by
contributing 20 Rs per plate
 From table 9, the policies for work life balance should be customized
to individual needs.
 From table 11, most of the employees are not aware of welfare
programs.
 from table 12, the response goes from HR department is very quick.

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 SUGGESTIONS

As a result of the data analysis and interpretation, here are some suggestions
to improve the Employee work life balance at SBI .

 The effective employee work life have better organizational

commitment which leads to better production output and minimum
employee turnover.
 Continue with the environment and sanitation hygiene facilities as the
employees are very much satisfied with them.
 Quality of food in the canteen must be improved so that it will satisfy
the employee tastes.

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 QUESTIONNAIRE ON WORK LIFE BALANCE

1. How many days in a week do you normally work?

a) Less than 5 days b) 5 days c) 6 days d) 7 days

2. How many hours in a day do you normally work?

a) 7-8 hours b) 8-9 hours c) 9-10 hours d) 10-12 hours e)

More than 12 hours

3. Do you generally feel you are able to balance your work life?

a) Yes b) No

4. How do you feel about the amount of time you spend at work?

a) Very unhappy b) Unhappy c) Indifferent d) Happy e) Very

happy

5. How do you manage if stress arising from your work?

a) Yoga b) Meditation c) Entertainment d) Others,

specify_________.

6.(i) Does your company have a separate policy for work-life balance?

a) Yes b) No c) Not aware

54
(ii). If, yes what are the provisions under the policy?

a) Flexible starting time b) Flexible ending time c) Flexible hours in

general d) Holidays/paid time-off e) Job sharing f) Career
break/sabbaticals g) Others, specify________

7. Does your organization provide you with following additional work

provisions?

i) Telephone for personal use a)Yes b)No

j) Counseling services for employees a)Yes b)No
k) Health programs a)Yes b)No
l) Parenting or family support programs a)Yes b)No
m) Exercise facilities a)Yes b)No c)Yes,
but no time
n)Relocation facilities and choices a)Yes b)No
o) Transportation a)Yes b)No
p) Others, specify______________.

8. (i) What is your preference for food?

a) Carrying home made food b) Food from the organizations

cafeteria
c) Others, specify__________.

(ii) If, b) Are you satisfied with Quality of food, In which the company is
contributing 20.Rs and employee contribution is 15.Rs.? a)Yes
b)No

55
9. Do you feel work life balance policy in the organization should be
customized to individual needs?

a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly

disagree

10. Do you ever felt that its again Monday (starting day of week).?

a) Yes b) No

11.Are you aware of welfare programs and committee members and

procedures?

a)Yes b)No c) there but not aware

12.How quickly you get the response from HR department.(Requirements,

complaints and other problems).? (Exclude HR department)

a) Quickly b) Very Quickly c) Late d) Very late

13. Do you think that if employees have good work-life balance the
organization will be more effective and successful.?

a) Yes b) No If yes please explain.

__________________________________________________

14.Work and personal life both depends on time factor, How You balance
both.?

_____________________________________________________________
__

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15.How to standardize the employee work life balance.?
___________________________________________________

Thank you very much for your time.

57
 BIBILIOGRAPHY

WEBSITES

www.SBI .com

www.ezine.articles.com

www.citehr.com

www.scribd.com

www.hrvillage.com

JOURNALS

NHRD

MIHIR

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