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A PROJECT REPORT ON

WORK LIFE OF WOMEN At ICICI BANK BANKING SECTOR

CONTENTS

INTRODUCTION

NEED FOR THE STUDY

METHODOLOY

SCOPE OF THE STUDY

PERIOD OF THE STUDY

LIMITATIONS OF THE STUDY

OBJECTIVES OF THE STUDY

QUALITY OF WORK LIFE ANALYSIS

FINDINGS AND SUGGESTIONS

BIBLIOGRAPHY

INTRODUCTION
The term refers to the favourableness or unfavourable ness of a total job environment for people. WORK LIFE programs are another way in which organisations recognise their responsibility to develop jobs and working conditions that are excellent for people as well as for economic health of the organisation. The elements in a typical WORK LIFE program include open communications, equitable reward systems, a concern for women employee job security and satisfying careers and participation in decision making. Many early WORK LIFE efforts focus on job enrichment. In addition to improving the work system, WORK LIFE programs usually emphasise development of women employee skills, the reduction of occupational stress and the development of more co-operative labour-management relations. A Rationale Forces For Change Humanised Work Through WORK LIFE Job Enlargement vs. Job Enrichment Difference between job enrichment and job enlargement

NEED FOR THE STUDY


In this project I want to discuss about the Women employee Satisfaction towards the changes in the organisation, Organisational

responsibility towards the women employees and the action taken by management to make the women employee satisfied by the changes brought by them for the continuous growth and development of the organisation.

The various behavioural changes in the women 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 women employee Training programmes Women employee Counselling Environment in which the women employee works. The policies lay down by the organisation for the women employees. Management Support.

METHODOLOGY

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

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

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

The basic methodology of this approach is the development of awareness about the relationship between women employee and organisation and their views about each other.

Although the initial focus is on the relationships within the group, the exchange of feedback and to develop awareness of individual behaviour in a group as well as an opportunity to share the ideas to overcome the work pressure.

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

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

Paid attention to behaviour and feelings, moment by moment with a view to assess effectiveness in terms of meeting my needs without adversely affecting any relationships.

SAMPLING:
The time period of study is 60days from 1st December, 2011 to 31stJanuary, 2012. During this period, Various Human resource policies of the organisation and selected, and opinion of the 150 women employees are taken for the purpose of analysis of objectives.

SCOPE OF THE STUDY


The study confirms itself to the Quality of work life in ICICI BANK LIMITED, Coimbatore. The study therefore excludes the non-financial areas such as production, marketing, and personal, from its premises. The study is confined to the interaction with 150 women employees to know about the working conditions and their opinion about the organisation.

PERIOD OF THE STUDY


The study of this project work has been undertaken for a period of sixty days for the academic year 2009 -2010. The consideration for restricting the study to this period is that the latest for manageable consideration and investigation are available for this period.

LIMITATIONS OF THE STUDY


The quality of the performance depends on the women employee and employer relationship. Within less span of time I have tried to completely analyse the opinion of the women employees towards their organisation and employers. The study covers only the Quality of work life of the company with the help of secondary data collected from the office. The data collected is based on the financial statements, which may have certain limitations.

OBJECTIVES OF THE STUDY

The Objectives of this study is to understand the women employees opinion about the various development programmes and policy changes made by the organisation.

1. To know the opinion of the women employee towards the Infrastructure of the organisation.

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

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

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

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

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

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

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

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

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

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

12. To know the opinion of the women employee towards the Team building, team management and team work in the organisation.

13. To know the opinion of the women employee towards organisational approach towards them and their family, benefits provided to the women employee and various other accidental claims.

14. To know the opinion of the women employee towards the travel claims and transport facilities provided by the organisation.

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

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To know the opinion of the women employee towards the Technology of the organisation:

The ICICI group technology team is headed by Mr. Pravir Taminadu, group chief technology officer. The bank technology team is aligned to meet the evolving business needs of the respective business groups.

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

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

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To know the opinion of the women employee towards the Security systems of the organisation:

In ICICI, the security team is named as RCU (Risk and Compliance Unit). RCU deals with the women employee security, client security, customer security and Organisational security.

RISK AND COMPLAINCE:

Complaince Activities: ISMS (INFORMATION SECURITY MANAGEMENT SYSTEM) Operational Risk Sox Activities Emergency Response Procedure (ERP) Data Storage Policy Knowledge Transition (Handover Document) Physical Security Dos & Donts: ID Badge/ Access Card : Always carry and display/Swipe on all controlled door/in case of loss immediately report. Print outs: Collect immediately. Strangers: Guide to security desk.

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Passwords Dos: Keep passwords secret. Change at regular intervals with Strong passwords Minimum 8 characters.

Five S review Process: Audit to be conducted every month. Centre co-ordination to necessary check the authenticity of the audit. OFIs and scores centre wise and floor wise to be shared with all CMs, Channel heads and CSPB head. Respective floor co-ordination to ensure closure of OFIs in co-ordination with centre co-ordination. Sustenance to be checked and ensured by all floor co-ordinators

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

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

HOUSE RENT ALLOWANCE: For the grades Manager 2 and above the house rent allowance is part of the supplementary allowance. For the grades Manager 1 and below, the location specific house rent allowance is as given below:

CLASS OF CITY

LOCATION

MMI

AMII

AMI

A Class

Mumbai, Delhi

10,000

7,000

5,000

B Class

Kolkata,

Pune,

Hyderabad,

7,500

5,000

3,500

Chennai, Bangalore, Ahmeabad

Patna,

Chandigarh,

Rajkot,

Srinagar, Coimbatore, Mysore, Cochin, C Class Thiruvanantapuram, 5,000 4,000 3,500

Guvalior, Jabalur, Auragabad, Nasik, Amritsar, Jodhpur,

Vadodara, Surat, Bhopal, Agra, Allahabad, and other state

capitals and urban towns

D Class

Others

3,500

3,000

3,000

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Senior officers / Senior Secretary Rs. 2900/- per month, Officers / Secretary Junior officers Rs. 2000/- per month, Rs. 1800/- per month.

(Irrespective of location of posting)

NOTE:

The location of posting will be considered for determining the rate of HRA. In the case of Mumbai and Delhi, if the women 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 women employee relation officers of different business zones.

ADDITIONAL HOUSE RENT ALLOWANCE:

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

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The grade wise additional house rent allowance for the grades manager and / below is given below:

GRADES

AMOUNT PER MONTH (Rs.)

Manager (Management trainee) Assistant Manager 2 Assistant Manager 1

4165

3125

3125

Senior officer / Senior secretary

3125

Official secretary

2080

CONVERGENCE ALLOWANCE / CAR MAINTANACE:

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

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

GRADES Manager 1

AMOUNT PER MONTH (Rs.)

5500

Management Trainee Assistant Manager 2 Assistant Manager 1

5500

4000

2500

Senior officer / Senior Secretary

1000

Officer / Secretary

1000

Junior officer

800

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

HOW TO CLAIM PETROL REINBURSMENT:


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

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

LUNCH ALLOWENCES:

The lunch allowance of Rs. 1300/- per month will be paid along with the salary effective from September 1, 2007. Officer trainees, PTOs and contractual women 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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Reimbursement of residential phone bills: Women employees in the grade of Manager 2 and above, this allowance is a part of the supplementary allowances. For women employees in the grade of Manager 1 is eligible for Rs. 250/- per month, which is paid along with the salary.

The scheme that is already extended to some women 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 women 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.

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

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All permanent women employees of ICICI Bank Ltd. (Including the women employees on probation) can refer a candidate. However, HRMG women employees, and women employees in grades AGM and above will not be admitted to participate in the scheme. The referred candidate should not be a relation of the referee, viz. (spouse, brother, sister etc.) In the event bank recruits the referred women employee, the women employee who referred the candidate will be eligible for one time monetary reward. This amount will be paid to the women employee along with the salary 3 months after the candidate joins the bank. The detailed amounts are mentioned below. All rewards paid under the scheme will be subject to income tax rules as applicable. The women employee who has referred the candidate should be on roll of ICICI bank at the time when he / she are eligible to get EGES reward. EGES would be valid for applications with more than 1 year experience. An women employee has to claim EGES reward with in 6 months from referred candidate date of joining.

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An women employee who refers a candidate cannot be a part of the selection process for that candidate. More over \, the women employee who referred the candidate cannot be in direct reporting relationship with him. In the event such a situation arises, the women employee who referred the candidate should not be a part of the selection process and will not be eligible for the amount. In case of any dispute, the decision of the concerned HR Manager will be beneficial and building. Vacancies will be displayed on the internet under the women employee gets women employee scheme. If an women employee wants to refer a candidate for a position, he can view the details of the position and submit the Curriculum Vitae online. In case any women employee wants to refer a candidate and the current advertised positions do not suit the profile of the candidate, the resume can be uploaded without selecting any job opening. Resumes will be accepted only through the online. To be valid under EGES, the name provided at the time of submission should be correctly entered in the system. EGES claim will not be processed for incorrect entries.

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The referred candidate would require to appear for test/interview depending on Qualification/Work experience as per the normal recruitment process. In the event, where the Curriculum vitae received by more than one source, viz. women employee referred/placement agencies,

benefit/reward will be given to the source from which the CV was first received. The validity of the resume that you post on the site is six months from the date of posting. CVs will get deleted from EGES site if recruitment team has not use in 6 months from date of uploading of CV. Women employee may upload the CV again, if relevant.

DETAILS OF REWARD:
Grade in which referred women employee got appointed:

The reward money depends on the grade in which the candidate has been appointed. This reward is given to the women 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 Chief Manager 1/ Chief Manager 2 Manager 1 / Manager 2 Assistant Manager 2

REWARD AMOUNT

Rs. 20,000/-

Rs. 15,000/-

Rs. 10,000/-

Assistant Manager 1 CSPB TR / S1 / S2

Rs. 5,000/-

Rs. 3,500/-

Working hours and extra time allowance:

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

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

Leaves / salary will be deducted in case when women employee comes late as per the timing specified for each business / department.

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Allowances for working beyond office hours or on holidays:

Working beyond office hours on Sunday / public holidays may be unavoidable at times and as a responsible women employee, one is expected to work late or work extra whenever required, in such circumstances. The bank will reimburse certain expenses as mentioned below:

The family pension fund is managed by regional fund commissioner on cessation of service. The fund accumulated can be transferred or withdrawn after completing necessary formalities. The pension under: Gratuity:

Gratuity is payable at the time of cessation of service. Eligibility of gratuity is as follows: Less than 5 years of service nil. 5 to10 years of service services. More than 10 years 30 days base salary for each year of 15 days base salary for each year

service with a maximum of 20 years.

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

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

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

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

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To know the opinion of the women employee towards the Various Leave Policies of the organisation:

The leave policy of the organisation is to meet the following:-

a) To meet the diverse life stage needs of women employees. b) To create supportive environment and to enable women employees to be more productive. c) To make all woff/toff (Weekly off / Training off)

All permanent women employees will be entitled for the following leaves as per women 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 women employees based on the availability, requirement and genuinity of the women employee needs.

The women 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 women employees and displayed online. To get the leave credit women employee has to be in the rolls of the bank on 1st April of the year under consideration. Maximum 21 days leave will be earned for the 1st year of service prorated on the number of days worked. From 2nd year onwards maximum 28days leaves will be earned for each year of service. Only confirmed women employees are eligible for the PL. Minimum leave to be availed: Every women 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 women employees immediate supervisor will be held accountable.

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Age of the Women employee <31 31-50 51&above

Number of leave days 30 60 180

Number of leave days 200 180 160 140 120 100 80 60 40 20 0 <31 31-50 51&above

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LEAVE ENCASHMENT RULES : 1) Leave balance over & above 30days will be available for encashment, wherein women employee has to use 12days leave during the year. 2) Maternity leave will be provided by the bank with salary as same as all government women employees getting 3) Leave balance will be en cashed in the month of the April every year. 4) 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 women 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 women employees in grade of Management I & below will be eligible for 12 days CL during the financial year on prorate monthly basis. Women 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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5) Child care leave(CCL):

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 women employee.

To know the opinion of the women 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 women employee in turn increases the organisations growth.

At any point of time the management stand behind the women employee in case if any problem to the officer. They also share their expectations and understanding of the women 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 women 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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Performance analysis reduces the subjectivity in the appraisals are appraiser assesse not only the level of performance achieved by the women employee but also assess the condition under which the women 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 women employee.

The superior should know the difficulties faced by the women employee. They should also know the extent to which the women 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 women employee in identifying the capabilities and targets for discussions, identification of developmental needs and action plans. Identification of factors that have helped the women 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

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the women employee from doing better or those that hindered his performance. These are called Hindering factors.

Identifying developmental needs for better performance on critical functions associated with present role. To know the opinion of the women employee towards the Performance appraisal System in the organisation:

Performance Appraisal:

Performance appraisal is the process of evaluating the performance and qualifications of the women employees performance of a job in terms of its requirements.

Performance Analysis:

Performance analysis is an important component of appraisal. Any ratings to the appraisees should be given only after a through analysis of performance.

Performance bonus:

All the permanent women employees of the bank are eligible to participate in the (Banks performance) Bonus plan. There is no guarantee performance bonus. Bonus payout to women employees is done as per criteria approved by the board everywhere.

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The performance of the women employee is scored based on their goals set at the beginning of the year and their efforts put forward in order to achieve the said goals.

The performance of the women employee is reviewed weekly, monthly, and annually. Based on this performance and the improvement in performance, the appraisal will be given to the women employee.

WOMEN EMPLOYEE PERFORMANCE REVIEW:

Process Description:

This document aims at providing guidelines for conducting reviews to operations voice and non voice and support functions across locations at the customer service phone banking group.

Reviews need to be of 3 types:

Weekly Review: Meeting with channel heads/functional heads. Meeting to be conducted via a concall. Performance of skills and functions to be shared. Areas of concerns to be highlighted. Suggestions to be asked to address the concerns. Best practices to be shared. MISs to be maintained.

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Type 1: Review : CSB Head Frequency: Monthly. Attendees: CSPB Centre head, Channel Heads. Duration : 1 hour

Agenda: Review of last months performance of the team. Hits and misses. Tips or Suggestions on improvement. Action plan for the following month.

Type 2: Review : Channel Head Frequency: Monthly. Attendees: Channel manager, TMs and TLs. Duration : 1 hour

Agenda: Review of last months performance of the team. Hits and misses. Tips or Suggestions on improvement. Action plan for the following month. Design a road map on acting upon the action plan. Best practices of the weekly meet to be percolated to the team
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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 women employee at the end of the year. Every year in March the Annual performance of the women 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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To know the opinion of the women employee towards the approach of the organisation for the value of their health:

ICICI has taken a Mediclaim family floater policy with ICICI Lombard General Insurance Co. Ltd (ILGI) where in women employee and his/her dependents are covered under this policy. The persons entitled for the coverage are spouse, dependent women employee parents & Children. Parents are covered up to the age of 80years and children are covered up to the age of 24years. If the parents, Spouse or children are employed and are getting hospitalisation benefit from their employers then they are not entitled for coverage under our policy. For hospitalisation claim to be eligible a minimum of 24hours stay is required with the exception of Cataract, Dialysis, Chemotherapy, and angiography. Each women employee can cover a maximum of 6 persons including self under the above policy. The women employee and his dependents are covered for a sum of Rs. 4lac per annum.

DOMICILLARY BENEFIT: Each women employee is entitled to a sum of Rs.1250/- per month towards domiciliary expenses for family.

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The amount will be paid every month through salary.

Every year before march 10, the women 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 women employee.

To know the opinion of the women employee towards the quality control of the organisation:

The performance of the women employees is constantly monitored by the TL and TM directly and indirectly by the CM and CH in the basic job roles of the women 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 women employee with the boss or co women 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 women 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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These interventions apply to formal work teams as well as start-up teams, cross-functional teams, temporary teams, and the like. Team-building activities are now a way of life for many organizations. Teams periodically hold team-building meetings, people are trained in group dynamics and group problem-solving skills, and individuals are trained as group leaders and group facilitators.

Organizations using autonomous work groups or self-directed teams devote considerable time and effort to ensure that team members possess the skills to be effective in groups. The net effect is that teams perform at increasingly higher levels, that they achieve synergy, and that teamwork becomes more satisfying for team members.

Investors are discovering why some teams are successful while others are not. Larson and Lafasto found eight characteristics that are always present in successful teams:

A clear, elevating goal; A results-driven structure; Competent team members; Unified commitment; A collaborative climate; Standards of excellence; External support and recognition; and Principled leadership

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All these characteristics are required for superior team performance; when any one feature is lost, team performance declines. High Performance teams regulate the behaviour of team members, help each other, find innovative ways around barriers, and set ever-higher goals. It is also discovered that the most frequent cause of team failure was letting personal or political agendas take precedence over the clear and elevating team goal. A group of individuals becomes a team only when committed to achieving high-performance goals. Without demanding performance goals, groups never jell into teams. Therefore, they write, Organisational leaders can foster team performance best by building a strong performance ethic, rather than by establishing a team-promoting environment alone. A Key characteristic of high-performance teams is Discipline. Groups become teams through disciplined action. They shape a common purpose, agree on performance goals, define a common working approach, develop high levels of complimentary skills, and hold themselves mutually accountable for results.

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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Tom Peters asserts in Liberation Management that cross-functional, autonomous, empowered teams are what the best organisations are using right now to outdistance the competition.

Small project teams have the ability to produce high quality, superior customer service, flexible response, and continuous learning. High responsibility, clear objectives, and high accountability drive these project teams to outperform traditional organisation structures on every measurable dimension.

Projects are the work of the future; teams will perform projects. Interestingly, normal hierarchical considerations become obsolete for these project teams you could be the boss of one team, and report to one of your subordinates on another team.

Teams have always been an important foundation of OD, but there is a growing awareness of the teams unique ability to create synergy, respond quickly and flexibility to problems, find new ways to get the job done, and satisfy social needs in the workplace. To know the opinion of the women employee towards organisational approach towards them and their family , benefits provided to the women employee and various other accidental claims:

WOMEN EMPLOYEES CHILDREN SCHOLARSHIP SCHEME:

The scholarship scheme is envisaged to help women employees to meet the educational requirements of their children who are exceptionally outstanding in their studies.

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The following are the eligibility criteria for women 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 medicine, engineering, law, architecture etc. OVERSEAS: Postgraduate or professional programmes such as management, medicine, engineering, law, architecture etc.

In awarding the scholarship the following criteria will be used: The student should have an outstanding academic performance and scored 80% marks (overall) at HSC level for graduate programmes and 60% at graduate level for post-graduation programmes. Admission sought/secured in well-known universities and educational institutes. Students can avail this benefit only for one course. ( In case the benefit is availed for one course, the student will not be eligible for the benefit for any other course in future ) The benefit will not be available in the cases where the child is currently employed or had been employed in the past.

Funding criteria: Scholarship will cover current and subsequent years only.

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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 2/3rd 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., 6th 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.

Women employee stock option scheme:

ESOS is granted to women employees as per criteria approved by the board everywhere. To know the opinion of the women employee towards the travel claims and transport facilities provided by the organisation:

LEAVE TRAVEL ALLOWANCES: 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:

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GRADE Manager 1 / M-1 Assistant manager 1 and 2 Senior officer / Senior secretary / S3 / S4 Officer / Secretary / S1 and S2 / Junior officer Clerks Assistants Service staff 1 and 2 Junior service staff Officer trainees / Trainees / PTO

ANNUAL ELIGIBILITY Rs. 24,000 Rs.24,000 Rs. 20,000 Rs.12,000 Rs. 12,000 Rs. 12,000 Rs. 9,600 Rs. 8,000 Not eligible for this benefit

The LTA is paid monthly through salary.

How to claim tax rebate: For claiming tax rebate on LTA, the women employee has to declare the amount incurred on his / her travel in the Investment site under the human resources of ICICI bank universe (applicable to all grades).

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.

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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 women employee towards their salary paid for their services:
SALARY AND ALLOWANCES:

Basic ay and supplementary allowances are two components of salary and allowances. The proof of expenses for car maintenance for those who have taken the company car under the schedule and expenses on travel tickets for leave travel allowances need to be submitted at the end of the year.

For claiming tax rebate the option to choose the payment will be available once in the year, unless and until there is a change in the supplementary allowances. Lunch expenses reimbursement is a part of the supplementary allowance and no other claim for reimbursement will be allowed.

On transfer to new locations, the supplementary allowance will be readjusted.

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MANAGER 1 AND BELOW: The salary and allowances includes basic salary, location specific house rent allowance, convergence allowance, transport allowances, medical allowances, additional HRA. If opted for a loan encashment and leave travel allowances, lunch expenses reimbursement then payable along with salary.

To know the opinion of the women employee towards the approach of the organisation for the value of their Self respect:

ICICI has the complete control in the women employee- women employee relation ship. In case of any adverse conditions where the self respect of the women employee is getting impacted, ICICI will never take a way back to take the disciplinary action on the other women employee who held responsible for the situation with proper investigation. Thus creating the faith and trust on the organisation and feel comfortable to work with. To know the opinion of the women employee towards the approach towards the Business Continuity management in the organisation:

ICICI stands first in case of analysis of market condition and in guessing the problem and finding the solution immediately before the problem exists. The competency level of ICICI play a major role in planning or decision making in case of any adverse situation.

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QUALITY OF WORK LIFE

1. Data of the women employee opinion on various leaves provided and their rules: The total women employees whose opinion is considered for the study are 150. Number of women employees: 150

160

140

120

100

80

Series1

60

40

20

0 Women Bank Emplyees Satisfied Women Emplyees Unsatisfied

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INTERPRETATION: All the women employees in the study gave the information that they are satisfied with the number of leaves which they are eligible for. Women employees are partially satisfied with the way they need to approach to avail the leave. The leave will be give to the women employees based on the availability of manpower and the same is segregated based on department > unit > Team > and within the team. Women 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 women 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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2. Data of the women employee opinion on the technology used :

Percentage of acceptance of ICICI Technology across market

2006 - 2007 2007 - 2008 2008 - 2009 2009 - 2010

INTERPRETATION: The women 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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3. Data of the women employee opinion on Infrastructure :

QUALITY VS INFRASTRUCTURE

Spacious Hygenic Pleasant Stylish

INTERRETATION: The environment or infrastructure in ICICI is pleasant, spacious, stylish and hygienic.

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4. Data of the women employee opinion on team building :

Number of Employees Assigned

16 14 12 10 8 6 4 2 0 Team Leader Team Manager Channel manager Channel Head Series1

Designation

INTERPRETATION:

Every team is headed by a Team Leader and Every team will have 15
junior/senior officers.

Every Team leader will again report to a Team manager. Team manager
will have 8 Team Leaders reporting to him.

Every Team manager in turn reports to Channel manager. Channel manager will report to Channel head. The above mentioned team structure comprises of junior and middle management. This Team Structure is to concentrate on each and every women employee and make the women employee comfortable to work in the organisation. Even the personal and professional problems of the women employee can be solved and make the performance met the organisational standards.
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5. Data of the women employee opinion on women employee benefits, allowances, health care policies provided :
BENEFITS VS EMPLOYEE

100 80 NUMBER OF 60 EMPLOYEES SATISFIED 40 20 0 self insurance Salary BENEFITS EGES

Series1

BENEFITS VS EMPLOYEE
100 98 NUMBER OF EMPLOYEES SATISFIED 96 94 92 90 88 insurance to family BENEFITS Performance Bonus Series1

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INTERPRETATION: ICICI gives several benefits to the women employee like allowances, insurance for self as well as for family, performance bonus etc.

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FINDINGS
The infrastructure is found healthy and hygienic and many of the women 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 women employees for higher levels. The women employees are not satisfied with the procedure of availing the leave The women employees are satisfied with the number and types of leaves provided to them. The Quality control systems of the organisation helps the women employee to avoid the mistakes and improve their performances Women employees in ICICI are always supported by the hierarchy in their personal and professional life. The Security systems are user friendly and risk free in ICICI. The travel claims and transport facilities provided by ICICI are easy to avail and secured enough to travel with. The Travel benefits and discounts given by ICICI are World wide and can be utilised under the women employee scheme.

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SUGGESTIONS

Creation of feasibility in the process of utilisation of the leaves provided to the women employee. To improve the relation between the senior management of the company and the first level women employees.
Should concentrate more on the six sigma process feedbacks to improve the

relation between subordinate and boss in turn achieve the organisational goals.

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BIBLIOGRAPHY

INTERNET

www.google.com www.ask.com

BOOKS

Human Resource and Personnel Management William Wrether ICFAI University Press HRM Review

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