Chapter1

INTRODUCTION

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Employees at the grass root level experience a sense of frustration because of low level of wages, poor working conditions, unfavorable terms of employment, inhumanity treatment by their superiors and the like whereas managerial personnel feel frustrated because of alienation over their conditions of employment, interpersonal conflicts, role conflicts, job pressures, lack of freedom in work, absence of challenging work etc.,

Job discontent and job pressures have their substantial effect on employees’ health in the form of reduction in general happiness, increase in smoking, drinking, putting on excess body weight, etc. frustration might also be due to absence of recognition, tedious work, unsound relations with work overload , monotony, fatigue, time pressures, lack of stability and security, etc., In view of the contemporary managerial problems, the present day employees are much concerned about high wages, better benefits, challenging jobs etc.,.

MeaningIn the recent past, the term “Quality of Work Life” (QWL) has

appeared in research journals and the press with remarkable regularity. Despite this, there is no general definition of the concept: it has become a catchall phrase encompassing what ever improvement in general organizational climate the practitioner or researcher has observed. However, some attempts were made to describe the term QWL. It refers to the favorableness or unfavourableness of a job environment for people.

QWL means different things to different people. J.Richard and J.Loy define QWL, as “The Degree to which members of a work organization are able to satisfy important personnel needs through their experience in the organization.

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Definitions:QWL improvements are defined as any activity, which takes

place at every level of and organization, which seeks greater organizational effectiveness through enhancement of human degree and growth….. A process through which the stake holders in the organization- Management, unions and employees-learn how to work together better…. To determine for themselves what actions, changes and improvements are desirable and workable in order to achieve the twin and simultaneously goals of an improved quality of life at work for all members of the organization and greater effectiveness for both the company and the unions.

Key elements of the definition are highlighted as being promote human dignity and growth work together collaboratively participative determine work changes and Assume compatibility of people and organizational goals.

RESEARCH OBJECTIVES

Before embarking on actual research objectives of study have to be ascertained. The main Objectives of this study are as fallows:

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1. To identify the present practices of Quality of work life in the

organization.

2. To know the Quality of work life program was in accordance with the companies objectives.

3. To know the Quality of work life program contributed for the employees, personal development.

4. To see if the Quality of work life program was effective or not.

5. To see if the Quality of work life program was effectively evaluated or not.

6. To suggest measures to improve quality of work life techniques if necessary

RESEARCH METHODOLOGY

RESEARCH:-Research in common refers to a search for knowledge. We can

also define research as a scientific and systematic search for pertinent information on a specific topic.

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D.Slesinger and M.Stephenson define research as the ‘manipulation Of things, concepts or symbols for the purpose of generalizing to extend, Correct or verify knowledge, whether that the practice of an art”.

RESEARCH METHODOLOGY:-Research methodology is a way to systematically solve the

research Problem. The steps adopted by the researcher to solve the research problem.

RESEARCH PROCESS:-Research process consists of series of actions or steps necessary

to effectively carry out research.The various steps, which provide useful guideline regarding

research Process.

1. Formulating research problem

2. Extensive literature survey

3. Determining sample design

4. Collecting the data

5. Execution of the project.

6. Analysis of the data

7. Interpretation and suggestions.

8. Conclusions

9. Preparation of the report

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NATURE OF STUDY:-The study was totally a fact-finding study. The main aim of this is

to identify and evaluate the training and development program given to the employees working in ICICI Prudential Life Insurance Company. Hyderabad.

STUDY AREA:-The study has been conducted in ICICI Prudential Life

Insurance Company, Hyderabad.

SAMPLE DESIGN:-A sample design is definite plan determined before data was

actually collected for obtaining a sample from given population in this study random sampling is used. This sampling method involves purposive or deliberate selection of particular units of the population for constituting a sample, which represents the population.

SAMPLE SIZE:-The sample size taken for survey includes 100 employees. The

sample Takes into consideration/constitute all the managers and programmers in the organization.COLLECTING THE DATA:-

In dealing with any problem it is often found that data at hand are inadequate and therefore it becomes necessary to collect data that are appropriate. These are several ways of collecting the appropriate data, which defer considerably. In context of time and other resources. Here for the purpose of study two kinds of data has been used.

1. primary data2. Secondary data.

1. PRIMARY DATA:-

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The Primary data are those, which are collected afresh for the first Time, and thus happens to be original in character. With reference to This study, data is collected through

a) Questionnaireb) Interview method.

a) Questionnaire Method:-Data is gathered by distributing questionnaire to managers and Programmers. Questionnaire is prepared and pre tested before using it For data collection.

Questionnaire is a structured one consisting of questions, Which are close, ended having fixed response pattern with multiple Answers. b) Interview method:

the study also includes obtaining information from Knowledgeable persons. This interview is an informal or unstructured One with competent and articulate individuals, programmers and professionals of the organization.

2. SECONDARY DATA:-The secondary data are those that are already available, i.e.

they Refer to the data, which have already been collected and analyzed by some one else. Secondary data is gathered from the organization Catalogues, Journals and books.

SCOPE OF THE STUDYThe study with the prime objectives of ascertaining the

employers Towards the quality of work life program, which are required to perform Their jobs effectively, in ICICI prudential Life Insurance Company. Hyderabad. The studies include managers and programmers.

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Quality of work life:

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“Throughout my career, it has been clear to me can accomplish our Mission and provide the level of service the public demands only of we recruit and retain the best and the brightest and provide them with a work environment that supports them in getting their job’s done”.

“Monitoring employee views about the quality of their work and the quality of their work life helps us get a sense of our strengths as an employer and identify areas where improvements can be made”

The defining of quality of work life involves three major parts: occupational health care, suitable working time and appropriate salary.

The safe work environment provides the basis for the person to enjoy Working.

The work should not pose a health hazard for the person. The employer and employee, aware of their risks and rights, could achieve a lot in their mutually beneficial dialogue.

The working time has been established by the state according to legislation, which is a 40-hour working week in Estonia. The standard limits on overtime, time of vacation and taking of free days before national holidays have been separately stipulated. The differences regarding the working time have been established for the persons less than 18 years of age, pregnant women, breast-feeding mothers and the person raising the disabled child.

The employee and the employer agree upon the appropriate salary. The government of the Republic establishes each year the rate of minimum Salary; the employer should not pay less than that to the employee.

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Work represents such a role in life, which has been designated to it by the person himself. On the one hand work is an earning of one’s living for the family, on the other hand it could be a self- realization providing enjoyment and satisfaction.

Quality of work life (QWL) concerns about employee commitment, morale and skills during a period of downsizing, reorganizations, furloughs and rapid technological change. Recognizing the achievement of missions and goals require high performing employees to address workforce issues.

Balancing personal and professional lives is a challenge that we must meet. Balance, in my view, makes us more successful in all aspects of our lives.

Importance of QWL Quality of work life programs has become important in the

workplace for The following reasons: Increased women in the workforce Increased male involvement in dependent care (child and elder)

activities Increased responsibility for elders Increased demands at work Loss of long term employment guarantees The need for enhanced workplace skills Increased competition for the best students and talent for

education and research environments Greater competition for talent

QWL programs have been found to: Improve workplace morale Encourage employee commitment Support recruitment Encourage retention Enhance productivity

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Reduce absenteeism; and Maximize staff resources

The programs, policies and services offered through QWL programs:a. support faculty and staff efforts to manage the competing

demands of work and personal life,b. support health promotion and wellness, and c. Express appreciation for faculty and staff contribution to the

University, highlight outstanding individual contributions, and Recognize long term commitment.

Quality of work life who need that?As devoted Internauts, or Net-Nuts, we know that we just can’t

top “working at it,” discovering, creating and sharing new stuff. Right? We’re all so busy… Psychologically, work has always been one of the most significant of human experiences. But when for May people sex and relationships are troublesome---since they are often Hazardous to our health---work plays and even greater role in keeping us “out of trouble.” Regardless of how much we earn, most of us have some kind of agenda or work plan. And with so many people opening a home and a cyber-office, with mounting level of technology-related stress, many of us end up involved in more than on job, which we feel compelled to get done, spending the greatest portion of our lives in what

We consider our workplace. So, Quality of Work Life (QWL) is not some notion of frivolous luxury. QWL is just as real and useful as virtual reality itself.

Equally experienced, open-minded, goal-oriented professionals-men and women have occupation the brainchild of Quality of Work Life Services, Manhattan-based, woman- created enterprise, QWL SPACE with sense of Proportion, future humanity and humor. QWL Services invites you to hang out at our expanding venues toward the

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overall enrichment of your work life and toward access to healthier lifestyles.

About QWL ObjectivesThree main objectives for the QWL Initiative:

Improve employee satisfaction; Strengthen workplace learning: and Better manage on –going change and transition

Criteria for measuring QWLRichard E. Walton explains QWL in terms of eight broad

conditions of employment that constitute desirable QWL. The proposed the same criteria for measuring QWL. These criteria/ conditions include:

Adequate and fair compensation Safe and health working conditions Opportunity to use and develop human capacitiesContrary to the traditional assumptions, QWL is improved…” to the extent that the worker can exercise more control over his or her work, and the degree to which the job embraces an entire meaningful task “but not a part of it. Further, QWL provides for opportunities like autonomy in work and participation in planning in order to use human capabilities.

Opportunity for Career growthOpportunities for promotion are limited in case of all categories

of Employees either gibe to educational barriers or limited openings at higher Level. QWL provides opportunities for continue growth and security by Expanding one’s capabilities, knowledge and Qualification.

Social integration in the workforceThis can be established by creating freedom from prejudice,

Supporting primary work groups, a sense of community inter-personnel Openness, egalitarianism and upward mobility.

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Constitutionalism in work OrganizationQWL provides constitutional protection to the employees only to

the Level of desirability on such matters as privacy, free speech, equity and due Process. work and QWL

QWL provide for balanced relationship among work, non-work, and Family aspects of life. In other words, family life and social life should be Strain by working hours including over time work, work during inconvenient Hours, business travel, transfers, vacations etc…..

social relevance of work QWL is concerned about the establishment of social relevance to

work in a socially beneficial manner. The worker’s self-esteem would be high if this work is useful to the society and vice versa is also true.

It is worth nothing that often the condition that contribute to motivation like equitable salaries, financial incentives, effective employee selection etc….will also contribute indirectly to QWL. Some of these activities like job enrichment might contribute indirectly to QWL by tapping the workers high-order need, and motivating them. Still other activities may contribute directly to QWL providing for a safer work place, less discrimination on the job, and so forth.

Specific issues in QWLTrade unions claim that they are responsible for the improvements in various facilities to the workers where as management takes credit fro improved salaries, benefits and facilities. However, HR manger has Specific issues in providing them so as to maintain a higher order QWL. Klott, Mundick and Schusterd suggested 11 major QWL issues, They are as follows.

Pay and stability of employment

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Good pay still dominates most of the other factors in employee Satisfaction. Various alternative means for providing wages should be developed in view of increase in cost of living index, increase in levels and rates of income tax and profession tax . Enhancing the facilities for human resource development can provide stability to a greater extent.

Occupational stressStress is a condition of strain on one’s emotions, thought process

and physical condition. It is determined by the nature or work, working conditions, working hours, pause in the work schedule, worker’s abilities and nature and match with the job requirements. Stress is caused due to irritability, hyper excitation or depression, unstable behavior, fatigue stuttering, trembling, psychosomatic pains, heavy smoking and drug abuse. Stress adversely affects employee’s productivity. The HR manager, in order to minimize the stress, has to identify, prevent, and tackle the problem. He may arrange for the treatment of the problem with the health unit of the company.

Organizational health programsEffective implementation of health programs result in reduction

in absenteeism, hospitalization, disability, excessive job turnover and premature death. They should also cover relaxation, physical exercise, diet control etc..,

Alternative work schedulesAlternative work schedules including work at home, flexible

working hours, staggered hours, reduced work week, part time employment that may be introduced for the convenience and comfort of the workers.

Participative management control

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Workers feel that they have control and over their work, use their Skills and make a real contribution to the job if they are allowed to Participate in creative and decision making process.

RecognitionRecognizing employee as a human being rather than as a laborer Increases the QWL. Participative management award and reward System, congratulating the employees for their achievement, job Enrichment, offering prestigious to the jobs, providing well Furnished and decent work place offering membership in clubs or Associations, providing vehicles or some of the means to recognize the Employees.

Congenial superior sub-ordinate relationshipsHarmonious supervisor workers relations give the worker a

sense of Social association, a sense of belongingness; we should not ignore the Impact of social relations at the work place the productivity resulting from this.

Grievance procedureProper grievance procedure that is quick and justified gives employees an opportunity to vent their feelings and represent their case.

Adequacy of resourcesResources should match with the stated objectives, otherwise, Employees will not able to attain them resulting in employee dissatisfaction and lower QWL. Senior merit in promotions

Companies either take seniority or merit as basis for promoting the employees, each of these methods have their relative disadvantages and hence it is advisable to take both of them together in promotion policy there by resulting in higher QWL.

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Employment on permanent basisJob security adds a lot not to QWL, for employees working on Temporary basis or on probation are constantly worried about this. Employing them on permanent basis reduces their sense of insecurity and enhances the QWL.

Strategies to improve QWL Self managed work teamsThese are also called as autonomous work groups or integrated work teams, they are formed with 10 to 20 employees who plan, co-ordinate and control the activities of the team with the help of a team leader who is one among them.

Job redesign and enrichmentJobs can be redesigned to cater the changing needs and thereby help employees in increasing their worth. Jobs redesigned enrich and satisfy the higher order human needs. Effective leadership and supervisory behavior

Organization should aim at adopting the most effective style of the leadership and a congenial relationship between both the managers and supervisors is essential.

Career developmentProvision for career planning, communicating and counseling the employees about the career opportunities , careers path, education and development and for second careers should be made.

Alternative work schedulesThis provides for flexibility in working hours and part time jobs. This will also help working couples and students.

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Job securitythis is one of the most important motivating factors and tops the employees’ priority list and needs to be adequately taken care off.

Administrative and organizational justice The principles pf justice and equity should be adopted by the organization and all the administrative policies should aim to satisfy employees in this regard.

Participative managementThis creates sense of pride and responsibility among the employees. Organization adopt various strategies in this regard “Quality Circles” being the most popular among them.

QWL AccomplishmentsSince the QWL initiative was announced, many important changes have occurred to improve the quality of work life for employees. These changes include, but are not limited to, the following;

Avoidance of the use of involuntary separations, excepts the few in the HIS as Result of the Indian Self-Determination Act;

Lamination of sequential sign-in sheets; Internet access for all employees Creation of a model work/life center to serve as a resource for all

employees; Creation of a web site dedicated to QWL activities Annual QWL weeks sponsored in each OPDIV; First and second annual secretary’s Conference on Family Friendly

Work practices; Creation of a distributed learning network (“D/L net”) to allow

Employees to learn “Anytime, and where”; Distribution of annual employee benefits statements to all

employees;

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Pilot projects to re-design the way work is accomplished to increase Organizational productivity as well as employee ability to balance work and life priorities

First annual Diversity conference to make recommendations on how to make Diversity a “source of performance excellence” for HHS

The most important accomplishment of the QWL initiative is simply the fact that paying attention to QWL issues has become an integral part of HHS’ culture. HHS employees, and the people they serve, deserve no less.

Humans love to keep score. Nowadays there seems to be a scorecard or measurement index for just about everything from the cost of living to the cost of dying and everything in between. The problem with many of these measures is that they take a pure economic view of What ever is being measured. But conclusion about the economy or business can often be misleading when drawn from only those indicators that are easy to quantify. As Albert Einstein noted, “Not everything that can be counted counts and not everythings that counts be counted.”

Work place Activities that enables Quality of work life cultureA survey of the functions and challenges of personnel management Supports the contention that the modern personnel manager must operate at the nexus of these major forces. First, one must plan, organize, direct, and control the procurement, development, compensation, integration, maintenance, and separation of work force in order that the organization may accomplish its designated objectives. In this view, a work force is an instrument of the organization, and the personnel manager provides and shaped that instrument. Organization’s requirement change with the as is illustrated the Organization’s requirement change with the as is illustrated the growth of large, multinational corporations and the use of more complex and automated technology.

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Second, the instrumental work force is composed of human of varying types with complex and changing needs and values. The personnel management must assist the organization in adapting change in mix (demands for individual rights, treatment, and opportunities). The Personnel manager searches for programs that have overlapping Interests for both employee and organization, such as flex-time, which Allows individual decision concerning working hours, yet returns Values in the area of tardiness, absenteeism, turnover, and Productivity.

Finally, the third major force is society, representing by multiple levels of government. There are a number of obligations for the organization and the personnel manager toward society that have their own implication on the quality of work life in any firm.It should be noted that “organizations” included not only the firm but the trade union as well. QWL programs are not to be viewed as union-bursting devices since the union is often asked to participate in the program. Nevertheless, some managers are Leary of this degree of involvement as exhibited by the statement of one executive, “when you ask a bear to dance you cannot quit just when you get tired”. Collaboration on one subject will lead to expectations in other areas.

QWL is fundamentally philosophy or an approach that can permeate Many different activities in the work place. For example, if the Performance appraisal program moves from scenario where the supervisor plays God, to one of a joint superior-subordinate review and evaluation, it could be characterized as an improvement in QWL. Job enlargement and enrichment, instead highly specialized job assignments, are also frequently described as QWL programs. Joint union management program to reduce accident and prevent health problems are QWL programs. Joint union management program to reduce accidents and prevent health problems are QWL

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program. Merely cleaning up the work place, improving the lighting and painting the walls can be constructed as an improvement in the QWL. Reducing the stress on the job and providing counselors are also similarly categorized. In effect, any specific improvement in and work place is often included under the catchall turn of QWL.

The grievance load can be cut drastically as a consequence of an Improve labor-management atmosphere issuing from increased work Participation, teams have a right to vote on matters usually governed by union contracts, such as overtime scheduling and promotions. Companies can handle the pay increases of its employees on a peer review basis. In some companies new employees are hired as unskilled workers at a plant based rate. After receiving the first increases in their hourly rates after six months any further increase require the employee “go on the board”. He or she fills a form stating the desired Increase, and posts it on the bulletin board along with a picture. After a few days of observation by other workers, a secret ballot is cast with the majority ruling as to whether the increase is to be granted.

Flexi time as an integrating QWL programmerAs final illustration of the move toward the individual, the self-

determination of work schedules his interesting recent phenomenon in the industry. “Flexi time” is a program that allows flexible starting and

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quitting time for the employees. The schedule used by one company is as follows: 7 to 9 am constitutes a flexible band during which the employee may Choose the time he or she beings to work, (2) 9 to 11:30 am is core time-all employee must be present, (3) 11:30 to 1:00pm is flexible time for taking a 30min lunch, (4) 1:00 to 4:00 pm is core time, and (5) 4 to 6 pm is flexi time for quitting. When allowed this freedom, employees may choose earlier starting time and others may keep on working the usual hours. All employees must still work the required total number of hours for the week or month. The variation of plan is group-selected staggered hours. Rather than each individual choosing her/his specific starting and stopping times,the group voted as a unit for varying schedules that exhibit different types of interests and utilize the programmer differently and similarly employees belonging to different industries may show varying levels of interest in this type of schedule.

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Chapter-2

COMPANY PROFILE

History of the companyICICI Prudential Life Insurance company is a joint venture between ICICI Bank, a premier financial powerhouse, and prudential plc, a leading international financial services group headquartered in the United

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kingdom. ICICI Prudential was amongst the first private sector insurance companies to begin operations in December 2000 after receiving approval from Insurance Regulator Development Authority (IRDA).

ICICI Prudential’s capital base stands at Rs.1335 crore with ICICI Bank and Prudential plc holding 74% and 26% stake respectively. For the year ended March 31, 2007, the company garnered Rs 3,760 crore of weighted new business premiums and wrote 837,963 policies. The sum assured in force stands at over Rs.56,000 crore.

ICICI Prudential is also the only private life insurer in India to receive a National insurer Financial Strength rating of AAA (Ind) from Fitch ratings. The AAA rating is the highest rating, and is a clear assurance of ICICI Prudential’s ability to meet its obligations to customers at the time of maturity or clims.

For the past five years, ICICI Prudential has retained its position as the No.1 private life insurer in the country, with a wide range of flexible products That meet the needs of the Indian customer at every step in life.

ICICI BANK ICICI Bank is india’s second largest bank and largest private sector bank With over 50 years of financial experience and with assets of rs.1812.27 Billion as on 30th June, 2005. ICICI Bank offers a wide range of banking Products and financial services to corporate and retail customers through a Variety of delivery channels and through its specialized subsidiaries and Affiliatesin the areas of investment banking, life and non-life insurance, Venture capital and asset

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management. ICICI Bank is a leading player in the Tetail banking market and has over 13 million retail customer accounts. The Bank has a network of over 570 branches and extension counters, and 2,000 ATMs.

Prudential PLCEstablished in London in 1848, prudential plc, through its businesses in the UK and Europe, the US and Asia, Provides retail financial services products and services to more than 16 million customers, policyholders and unit holders worldwide. As of June 30, 2004, the company had over US $300 billion in funds under management. Prudential has brought to market an integrated range of financial services products that now includes life assurance, pensions, mutual funds, banking, investment management and general insurance. In Asia, prudential is the leading European life insurance company with a vast network of 24 life and mutual fund operations in twelve countries- chine, Hong Kong, India, Indonesia, Japan, Korea, Malaysia, the Philippines, Singapore, Taiwan, Thailand and Vietnam.

ABOUT THE PROMOTERSICICI Bank (NYSE:IBN) is India’s second largest bank with an asset base of Rs. 2513.89 billion as on March 31, 2006. ICICI Bank Provides a broad spectrum of financial services to individuals and companies. This includes mortgages, car and personal loans, credit and debit cards, corporate and agricultural finance. The Bank services a growing customer base of more than 17 million customers through a multi-access network which includes over 620 branches and extension counters, 2200 ATMs, call centers and internet banking.

Established in London in 1848, prudential plc, through its businesses in the UK and Europe, the US and Asia, provides retail financial services products and services to more than 16 million customers, policyholder and unit holders worldwide. As of December 31, 2005, the company had over US$ 400 Billion in funds under management. Prudential has

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brought to market an integrated range of financial services products that now includes life assurance, pensions. mutual funds, banking, investment management and assurance, pensions, mutual funds, banking, investment management and general insurance. In Asia, Prudential is the leading European life insurance company with a vast network of 23 life and mutual fund operations in twelve countries- China, Hong Kong, India, Indonesia, Japan, korea, Maalaysia, the phillpines, Singapore, Taiwan, Thailand and Vietnam.

VISION OF THE COMPANYTo make ICICI prudential the dominant Life and pensions player built on trust by world-class people and service. This we hope to achieve by:

Understanding the needs of customers and offering them superior Products and service

Leveraging technology to service customers quickly, efficiently and Conveniently

Developing and implementing superior risk management and Investment strategies to offer sustainable and stable returns to our Policyholders

Providing an enabling environment to foster growth and learning for Our employees

And above all, building transparency in all our dealings.The success of the company will be founded in its unflinching commitment to 5 core values- Integrity, Customer First, Boundary less, Ownership and passion. Each of the values describes what the company stands for, the qualities of our people and the way we work. We do believe that we are on the threshold of an exciting new opportunity, where we can play a significant role in redefining and reshaping the sector. Given the quality of our parentage and the commitment of our team, there are no limits to our growth.

DISTRIBUTION NETWORKICICI Prudential has one of the largest distribution networks amongst Private life insurers in India with a network of over 83,000

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advisors, and having commenced operations in 207 cities and towns in India, stretching from Bhuj in the west to Guwahati in the east, and Jammu in the north to Trivandrum in the south. The company has 9 bancassurance partners, having tie-ups with ICICI Bank, Bank of India, Federal Bank, South Indian Bank, Lord Krishna Bank, and some co-operative banks; as well as over 200 corporate agents and brokers. It has also tied up with NGOs, MFIs and corporates for the distribution of rural policies.

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Chapter-5

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DATA ANALYSYS AND INTERPRETATION:-

Data analysis and interpretation is done with the help of graphs.

1) To what extend are you comfortable is done with the benefits that are aimed towareds your self- improvement.

To great extent---------------5%To some extent---------------43%Satisfactory----------------------52%

Response: 5% of employees say that they are satisfied to great extent

with the provision of benefits at the work place. 43% of the employees say that they are satisfied with the

Provision of benefits to some extent. And 52% say that they are just satisfied and 0 say that not

satisfied.

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2) To what extent is your performance justified with adequate and Fair compensation?

To great extent-----------------------------13%To some extent----------------------------22%Satisfactory --------------------------------65%Not satisfied--------------------------------0%

Response: 13% of the employees say that their performance is justified

with adequate and fair compensation. 22% of the employees say that their performance is justified

only to some extent. 65% of the employees are just satisfied regarding this.

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3. To what extent your organization is maintaining the appropriate balance of work?

To great extent-----------------------------9%To some extent----------------------------47.50%Satisfactory --------------------------------43.50%Not satisfied--------------------------------0%

Response: 9% of the employees say to great extent that the

Organization maintaining appropriate balance of work.. 47.5% of the employees say to some extent the Organization

maintaining appropriate balance of work and. 43.5% of the employees are satisfied.

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4) Your organization provides an opportunity for growth and continued security?

Strongly agree------------------------------17.40%Agree ----------------------------------------82.6%Disagree -------------------------------------0%Strongly disagree----------------------------0%

Response: 17.4% of the employees strongly agree that the organization Provides an excellent opportunity for growth and continued

security. 86.4% of the employees agree that the organization Provides

opportunities for growth and continued security.

5) Do the benefits provide by the organization suites your needs?

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Yes ---------------------------------------86.95%No-----------------------------------------0%Can’t say---------------------------------13.05%

Response: 86.95% of the employees say yes that the benefits Provided

by the organization suites their needs. 13.5% of the employees can’t say.

6) which of the following best describes your usual work schedule?

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Day shift------------------------------------82.60%Afternoon shift-----------------------------17.40%Night shift------------------------------------0%Split shift--------------------- ---------------0%

Irregular shift--------------------------------0% Rotationg shift-------------------------------0%

Response: 82.6% of the employees say that they are comfort with the

Day shifts. And 17.4% of the employees comfort with the afternoon

Shift.

7) Dose your job let you to use your skills and abilities?

Strongly agree----------------------------21%

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Agree -------------------------------------79%Disagree ----------------------------------0%Strongly disagree -----------------------0%

Response: 21% of the employees strongly agree that the job let them to

use their skills and abilities. 79% of the employees only agree that the job let them to Use

their skills and abilities.

8) In your job, how often do you take part with others in marking decisions that affect you?

Often ------------------------------------30.40%

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Some times-----------------------------69.60%Rarely -----------------------------------0%Never-------------------------------------0%

Response: 30.40% of the employees say often they discuss with others

in marking decisions. And 79.6% of the employees say only some times they

discuss with others regarding the decision making

9) In your job, do you normally work as part of a team, or do you work Mostly on your own?

Yes, I work as a part of team ---------------------82.60%No, I work on my own------------------------------8.70%

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I work as an individual ----------------------------8.70%

Response: 82.6% of the employees say that they are working as part of

a team And 8.7% of the employees say that they work on their own

and 8.7% of the employees work as an individual.

10) Is the current promotion policy at your organization promotion its employees to grow up in the organizational level?

Yes -----------------------------------91.32%No-------------------------------------4.34%Not sure-------------------------------4.36%

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Response: 91.32% of the employees say yes that the promotion Policy

enables them to grow up in organizational level. And 4.34% say no and 4.36% of the employees can’t say.

11) You have the training opportunity in order to perform your job Safely and competently.

Very true----------------------------30.43%Some what true---------------------52.17%Not to true---------------------------0%Not at all true-----------------------17.30%

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Response: 30.43% of the employees say very true that the organization

providing training sessions. And 52.17% of the employees say some what true. And 17.3% say not at all true.

12) In general, how would you describe relations at your work place between management and employees?

Very good --------------------13.04%Good---------------------------60.86%Satisfactory---------------------21.73%Bad-------------------------------0%Can’t say------------------------4.34%

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Response: 13.04% of the employees say they have very good relations with

the management. And 60.86% employees say they have good relations with the

management. 21.73% of the employees say they are satisfied relations with

the management and 4.34% can’t say.

13) How often do you find your work stressful?

Often--------------------------------------13.04%Some times------------------------------60.86%Rarely------------------------------------21.73%Never -----------------------------------0%

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Response: 13.04% of the employees often find their work is stressful. 60.86% of the employees find sometimes their work is stressful 21.73% of the employees find rarely their work is stressful.

14) what are the recreational programs under taken by your Organizations?

L.T.C-------------------------0%Paid holiday------------------13.04%Weekend get together---------56.52%Other ----------------------------30.43%

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Response: 13.04% say paid hloyday. 56.52% say weekend get together. 30.43% say other programs as the recreational programs

15) How often do your work at home as part of your job?

Never----------------------------------------26.08%A few times in a year---------------------4.34%About once in a month--------------------26.08%About once in a week---------------------34.78%More than once in a week----------------8.69%

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Response: 26.08% Say never they work at home as part of the job. 4.34% say few times in a year. 26.08% say once in a month. 34.78% say once in a week. And 8.69% say more than once in a week that they work

at home as part of the job.

16) How fare is what you earn on your job in comparison to others doing the same type of work you do?

More than you deserve----------------------------39.13%Some what less than you deserve----------------21.74%About as much as you deserve-------------------39.13%Much less than you deserve----------------------0%

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Response: 39.13% of the employees say that they are earning more than

they deserve. 21.74% say less than they deserve. And 39.13 say as much as they deserve.

17) To what extent has the organization provides scope for the Employee development?

a) To great extent-------------------------8.70%b) To some extent-------------------------47.82%c) Satisfactory -----------------------------43.48%d) Not satisfied-----------------------------0%

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Response: 8.7% of the employees say to great extent that the

organization provides scope for the employee development 47.82% say to some extent the organization provides scope for

the employee development. 43.48% say satisfactory.

18) There are no discriminations and there is high degree of social Integration at the work place?

Strongly agree ------------------------------------8.69%Agree-----------------------------------------------47.84%Disagree -------------------------------------------43.47%Strongly disagree----------------------------------0%

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Response: 8.69% of the employees strongly agree there are no

discriminations and there is high degree of social integration at the work place.

47.84% of the employees agree there are no discriminations and there is high degree of social integration at the work place.

43.47% of the employees disagree regarding this.

19) To what extent do you think that you are best suited for the job?

To great extent -------------------34.78%To some extent-------------------34.78%Satisfactory -----------------------30.4%Not satisfied-----------------------0%

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Response: 34.78% of the employees say to great extent they are Suited

for the job. 34.78 say to some extent they are suited for the job. And 30.44% said satisfactory.

20) Workers need strong trade unions to protect their interests.

a. Strongly agree------------------------------4.34%b. Agree----------------------------------------65.21%c. Disagree------------------------------------17.39%d. Strongly disagree --------------------------13.04%

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Response: 4.34% of the employees strongly agree that they need

Strong trade unions to protect their interests. 65.21% agree that they need strong trade unions to

Protect their interests. 17.39% disagree that they need strong trade unions to

Protect their interests. And 13.04% strongly disagree regarding this.

21) Can you quote more valuable suggestions in order to improve the System of “ QUALITY OF WORK LIFE”?

a. Yes -----------------------------------------79%b. No------------------------------------------21%

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Response: 79% of the employees say yes they can quote more

Valuable suggestions in order to improve the system of “QUALITY OF WORK LIFE”.

And 21% of the employees say no regarding this.

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Chapter-6

LIMITATIONS OF THE STUDY

1. Firstly, the respondents were not available readily and the data were

2. collected3. as per the convenience of the respondents.4. Secondly, the sample of 100 respondents was given by the

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5. organization hence appropriate sample techniques were not applied

6. for selecting the respondents.7. Thirdly, time is also one of the constraints. Duration of 45 days is

not8. Sufficient to cover all the aspects of the study.

For the above limitations the study conducted may not give the true Representations of the entire organization.

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Chapter-7

SUGGESTIONS

The topic selected is quality of work life. The significance of selection the topic relates to its importance in the study to make the employees more efficient, so that organizational goal can be achieved through Personal development.

The study deals with the particular viewpoint on quality of work life and analysis of their viewpoint on the training program. Many of the Respondents agree that the department is manned with competent

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Personnel and has adequate facilities, fully equipped with required Teaching aids and congenial climate.

Most of the employees attended the quality of work life program to Gain knowledge on their self-interest. But some of the respondents Gave their suggestions so that the program can be more effective.

Some of the suggestions are as fallows:-1. work should be distributed among employees uniformly.

2. job rotation

3. objective appraisal

4. transparent in communication both ways (top level to low level &

vice versa)

5. Qualification Vs service at the time of appraisal to employees

needs more transparency and effective strategies.

6. More motivational classes on the attitudinal change of the

employee towards the job.

7. Man power system need’s to be more effective.

8. Appraisal system needs changes before and after appraisal of

employee there should be pre and post counseling for

employees.

9. Compulsory leave of 45 days.

10.work allotment should be made as per the performance

11.More social get together should be planned by official to meet

The family members of the employee’s

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Chapter-8

CONCLUSIONS

After conducting an intense study on quality of work life program in ICICI prudential Life Insurance Company the fallowing conclusions were derived.1. Organization should focus on the benefits that are aimed towards

Self-improvement of the employees

2. Organization needs to maintain the appropriate balance of work.

3. Opportunity for the career growth is very good.

4. Benefits provided by the Organization are very good to satisfy the

Employee personal needs.

5. Team work in the organization is very good.

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6. Organization should focus on training sessions in order to motivate

the employees.

7. Work stress on the employees is some what high.

8. Organizfation needs to provide scope for the employee

development.

9. There is some discrimination at the work place.

10. On the whole the quality of work life program in ICICI Prudential Life

Insurance Company. Is good.

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Chapter -9

BIBLIOGRAPHY

INTERNET www.google.com www.ask.com www.iciciprulife.com

BOOKS Human Resource and Personnel Management- William Wrether ICFAI University press—HRM Review

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57

Annexure

QUESTIONNAIRE ON QUALITY OF WORK LIFENAME:DESIGNATION:

1. To what extent are you comfortable with the benefits that are aimed towards your Self Improvement ?

To great extent [ ] To Some extent [ ] Satisfactory [ ] Not Satisfied [ ]

2. To what extent is your performance justified with adequate & fair compensation

To great extent [ ] To Some extent [ ] Satisfactory [ ]Not Satisfied [ ]

3. To what extent your organization is maintaining the appropriate balance of work

To great extent [ ] To Some extent [ ] Satisfactory [ ]Not Satisfied [ ]

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4. Do the benefits provide by the organization suits your needs ?

Yes [ ] No[ ] can’t say [ ]

5. Your organization provides opportunity for growth & continued security.

Strongly agree [ ] Agree [ ] Disagree[ ] Strongly disagree [ ]

6. Which of the following best describes your usual work schedule?Day Shift [ ] Afternoon Shift [ ] Night Shift [ ] Split Shift[ ]

Irregular Shift [ ] rotating shift[ ]

7. Does your job let you to use your skills & Abilities?

Strongly agree [ ] agree [ ] Disagree [ ] strongly disagree [ ]

8. In your job, how often do you take part with others in making decisions that affects you ?

Often [ ] sometimes [ ] rarely [ ] never [ ]

9. In your job do you normally work as a part of a team or do you work mostly on your own?

Yes I work as a part of a team [ ] No, I work on my own [ ] I work as an individual [ ]

10.Is your current promotion policy at your organization promoting its employees to grow up in the organizational level?

Yes[ ] No[ ] Not Sure [ ]

11.You have training opportunities in order to perform job safely & competently

Very True [ ] Some what True [ ] Not Too True[ ] Not at all True[ ]

12.In general, how would you describe relations at your work place between Management & Employees?

Very Good [ ] Good [ ] Satisfactory [ ] Bad[ ] Can’t Say[ ]

13.How often do you find your work stressful?

Often [ ] Sometimes [ ] Rarely [ ] Never [ ]

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14.What are the recreational programs undertaken by your organization?

LTC [ ] Pay Holiday [ ] Weekend Get Together [ ] Others [ ]

15.How often do you work at your home as a part your job?

Never[ ] Few Times in a year[ ] About once in a month[ ] About once in week[ ] More than once in a week[ ]

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