A SUMMER TRAINING REPORT

ON
EMPLOYEE HEALTH AND SAFETY
AT
ICICI BANK
Submitted in partial fulfilment of the requirement of the degree of

Bachelor of Business Administration

to

J.C. BOSE UNIVERSITY OF SCIENCE & TECHNOLOGY, YMCA, FARIDABAD

By

Name: Mansi Gupta

Roll No. BBA/GEN/027
(Batch: 2021-24)

Under the Supervision of

DR. MUNISH
ASSOCIATE PROFESSOR

DEPARTMENT OF MANAGEMENT STUIDES

SATYUG DARSHAN INSTITUTE OF ENGINEERING & TECHNOLOGY
FARIDABAD DEC, 2023
 DECLARATION

I, Mansi Gupta is a student of BBA of S.D.I.E.T, Faridabad here by declare that the
project entitled “Employee Health & Safety” at ICICI Bank is an original work and
it has not been submitted for any other degree. The feasible suggestions have been
duly incorporated in consultation with supervisor.

[Mansi Gupta]
"ICICI Bank

July 26, 2023

TO WHOM SO EVER IT MAY CONCERN

This is to certify that Ms. Mansi Gupta was associated with ICICI Bank Limited in
the capacity of a trainee from 1 June 2023, to 25 July 2023 with our Credit and
Policy Group, Delhi. He has worked under the guidance of Mr.
Somnath Bhaumik.

She has successfully completed her project with ICICI Bank.

We wish her all the best in his future endeavors.

Regards,

Richa Sengar
Chief Manager
HRMG
 ACKNOWLEDGEMENT

It is not until you undertake a project like this one that you realize how massive efforts it
really is, or how much you must rely upon the selfless efforts and goodwill of others.

I am deeply indebted to my faculty Dr. Munish for allowing me to conduct an in – depth

study of “Employee Health and Safety” in the esteemed organization like ICICI BANK.

I would be failing in my duties if I don’t convey my special thanks to my friend and

interviewees for sparing their valuable time in providing me information.

[MANSI GUPTA]
 PREFACE

As a part of the project I had to review the Employee Health & Safety Forms and the
recommendations by the respective managers/ supervisors for the employees of their
department. I was to assess whether the employees recommended, were eligible for
that respective recommendation or not, and if not, what are the measures to be taken.

Also, I got an opportunity to know about the various factors that contributes to the
performance of the employees and how the training needs are identified on the basis
of performance of the employees.
 TABLE OF CONTENT

CHAPTER NO. PARTICULARS

CHAPTER 1 INTRODUCTION

CHAPTER 2 COMPANY PROFILE

CHAPTER 3 REVIEW OF LITERATURE

CHAPTER 4 RESEARCH METHODOLOGY

CHAPTER 5 DATA ANALYSIS & INTERPRETATION

CONCLUSION & RECOMMENDATIONS

ANNEXURE
 QUESTIONNAIRE
 BIBLIOGRAPHY
 CHAPTER-1

INTRODCUTION
 INTRODUCTION

India has a long history of both public and private banking. The beginning of the 20th century saw
the introduction of joint stock banks, but after nationalization, the breadth and scope of the Indian
banking sector expanded at a rate perhaps unmatched by any other country. Indian banking has
been remarkably successful at achieving mass participation. Between the time of the 1969
nationalizations and the present, over 67,000 bank branches were opened in India; these new
branches, as of March 2006, had mobilized over 11 trillion Rupees in deposits, which represent the
overwhelming majority of deposits in Indian banks. This rapid expansion is attributable to a policy,
which required banks to open four branches in un-banked locations for every branch opened in
banked locations. The Indian banking has finally worked up to the competitive dynamics of the
'new' Indian market and is addressing the relevant issues to take on the multifarious challenges of
globalization. Banks that employ IT solutions are perceived to be 'futuristic' and proactive players
capable of meeting the multifarious requirements of the large customer’s base. Private Banks have
been fast on the uptake and are reorienting their strategies using the internet as a medium The
Internet has emerged as the new and challenging frontier of marketing with the conventional
physical world tenets being just as applicable like in any other marketing medium.
The Indian banking has come from a long way from being a sleepy business institution to a highly
proactive and dynamic entity. This transformation has been largely brought about by the large dose
of liberalization and economic reforms that allowed banks to explore new business opportunities
rather than generating revenues from conventional streams (i.e. borrowing and lending). The
banking in India is highly fragmented with 30 banking units contributing to almost 50% of deposits
and 60% of advances. Indian nationalized banks (banks owned by the government) continue to be
the major lenders recently, the Indian banking sector has witnessed the introduction of several "new
private banks," either newly founded, or created by previously extant financial institutions.
The new private banks have grown quickly in the past few years, and one has grown to be the
second largest bank in India. India has also seen the entry of over two dozen foreign banks since the
commencement of financial reforms. While we believe both of these types of banks deserve study,
our focus here is on the older private sector, and nationalized banks, since they represent the
overwhelming majority of banking activity in India.

BANKING SERVICES IN INDIA

With years, banks are also adding services to their customers. The Indian banking industry is
passing through a phase of customers market. The customers have more choices in choosing their
banks. A competition has been established within the banks operating in India. With stiff
competition and advancement of technology, the services provided by banks have become more
easy and convenient. The past days are witness to an hour wait before withdrawing cash from
accounts or a cheque from north of the country being cleared in one month in the south. With the
latest discovery in the banking the pace of service and transaction had increased with phenomenal
rate. The nationalized banks continue to dominate the Indian banking arena.
Industry estimates indicate that out of 274 commercial banks operating in India, 223 banks are in
the public sector and 51 are in the private sector. The private sector bank grid also includes 24
foreign banks that have started their operations here.
 CHAPTER-2

COMPANY PROFILE
 COMPANY PROFILE

In the year 1955 The Industrial Credit and Investment Corporation of India Limited (ICICI)
incorporated at the initiative of the World Bank, the Government of India and representatives of
Indian industry, with the objective of creating a development financial institution for providing
medium-term and long-term project financing to Indian businesses. Mr. A. Ramaswami Mudaliar
elected as the first Chairman of ICICI Limited.
ICICI emerges as the major source of foreign currency loans to Indian industry. Besides funding
from the World Bank and other multi-lateral agencies, ICICI also among the first Indian companies
to raise funds from International markets.
Next year ICICI declared its first Dividend at 3.5%, and in 1958 Mr.G.L.Mehta was appointed the
2nd Chairman of ICICI Ltd. In 1960 ICICI building at 163, Back bay Reclamation was inaugurated.
And very next year i.e. in 1961 the first West German loan of DM 5 million from Kredianstalt was
obtained by ICICI.
In 1967 ICICI made its first debenture issue for Rs.6 crore, which was oversubscribed. After two
years first two regional offices in Calcutta and Madras were opened. Then in 1972 ICICI establish
its second entity in India to set-up merchant banking services, and Mr. H. T. Parekh appointed as
the third Chairman of ICICI.
In 1977 ICICI sponsors the formation of Housing Development Finance Corporation, and also
managed its first equity public issue, and next year Mr. James Raj appointed as the fourth
Chairman of ICICI, but he was replaced by Mr. Siddharth Mehta in the year 1979.
In the year 1982 ICICI becomes the first ever Indian borrower to raise European Currency Units,
and in the same year ICICI commences leasing business. After two years Mr. S. Nadkarni
appointed as the sixth Chairman of ICICI and in the year 1985 Mr.N.Vaghul appointed as the
seventh Chairman and Managing Director of ICICI.
In 1986 ICICI first Indian Institution to receive ADB Loans. First public issue by an Indian entity in
the Swiss Capital Markets and ICICI along with UTI sets up Credit Rating Information Services of
India Limited, (CRISIL) India's first professional credit rating agency, also ICICI promotes
Shipping Credit and Investment Company of India
Limited. (SCICI). In the same year The Corporation made a public issue of Swiss Franc 75 million
in Switzerland, the first public issue by any Indian equity in the Swiss Capital Market. In 1987
ICICI signed a loan agreement for Sterling Pound 10 million with Commonwealth Development
Corporation (CDC), the first loan by CDC for financing projects in India, and very next year ICICI
promotes TDICI - India's first venture capital company.
In the year 1993 ICICI sets-up ICICI Securities and Finance Company Limited in joint venture with
J. P. Morgan and also sets up ICICI Asset Management Company.
ICICI Bank was originally promoted in 1994 by ICICI Limited, as an Indian financial institution,
and was its wholly owned subsidiary. In 1996 ICICI becomes the first company in the Indian
financial sector to raise GDR also ICICI announces merger with SCICI. In the same year
Mr.K.V.Kamath appointed the Managing Director and CEO of ICICI Ltd.
In the year 1997 ICICI was the first intermediary to move away from single prime rate to three-tier
prime rates structure and introduced yield-curve based pricing, and the name "The Industrial Credit
and Investment Corporation of India Limited” was changed to "ICICI Limited" and also ICICI
announces takeover of ITC Classic Finance.
ICICI's shareholding in ICICI Bank was reduced to 46% through a public offering of shares in India
in fiscal 1998.
In the year 1999 ICICI launches retail finance - car loans, house loans and loans for consumer durables, and also
ICICI becomes the first Indian Company to list on the NYSE through an issue of American Depositary Shares.
In the year 2000 ICICI Bank becomes the first commercial bank from India to list its stock on NYSE. ICICI Bank's

acquisition of Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondary
market sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002.
After consideration of various corporate structuring alternatives in the context of the emerging
competitive scenario in the Indian banking industry, and the move towards universal banking, the
managements of ICICI and ICICI Bank formed the view that the merger of ICICI with ICICI Bank
would be the optimal strategic alternative for both entities, and would create the optimal legal
structure for the ICICI group's universal

banking strategy. The merger would enhance value for ICICI shareholders through the merged
entity's access to low-cost deposits, greater opportunities for earning fee-based
income and the ability to participate in the payments system and provide transaction-banking
services. The merger would enhance value for ICICI Bank shareholders through a large capital base
and scale of operations, seamless access to ICICI's strong corporate relationships built up over five
decades, entry into new business segments, higher market share in various business segments,
particularly fee-based services, and access to the vast talent pool of ICICI and its subsidiaries. In
October 2001, the Boards of Directors of ICICI and ICICI Bank approved the merger of ICICI and
two of its wholly owned retail finance subsidiaries, ICICI Personal Financial Services Limited and
ICICI Capital Services Limited, with ICICI Bank. The merger was approved by shareholders of
ICICI and ICICI Bank in January 2002, by the High Court of Gujarat at Ahmedabad in March
2002, and by the High Court of Judicature at Mumbai and the Reserve Bank of India in April 2002.
Consequent to the merger, the ICICI group's financing and banking operations, both wholesale and
retail, have been integrated in a single entity.
*Free float holding excludes all promoter holdings, strategic investments and cross holdings among
public sector entities.
ICICI Bank is India's second-largest bank with total assets of about Rs.1, 67,659 crore at March 31,
2005 and profit after tax of Rs. 2,005 crore for the year ended March 31, 2005 (Rs. 1,637 crore in
fiscal 2004). ICICI Bank has a network of about 560 branches and extension counters and over
1,900 ATMs. 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 affiliates in the areas of investment banking, life and non-life insurance, venture
capital and asset management. ICICI Bank set up its international banking group in fiscal 2002 to
cater to the cross border needs of clients and leverage on its domestic banking strengths to offer
products internationally. ICICI Bank currently has subsidiaries in the United Kingdom and Canada,
branches in Singapore and Bahrain and representative offices in the United States, China, United
Arab Emirates, Bangladesh and South Africa.
ICICI Bank's equity shares are listed in India on the Stock Exchange, Mumbai and the National
Stock Exchange of India Limited and its American Depositary Receipts (ADRs) are listed on the
New York Stock Exchange (NYSE).

As required by the stock exchanges, ICICI Bank has formulated a Code of Business Conduct and
Ethics for its directors and employees.
At April 4, 2005, ICICI Bank, with free float market capitalization* of about Rs. 308.00
billion (US$ 7.00 billion) ranked third amongst all the companies listed on the Indian stock
exchanges.

ICICI – A COMPLETE FAMILY PICTURE

PRODUCT PROFILE

Various Products of ICICI Bank Ltd. (Only in Loans)

 HOME LOANS
 PERSONAL LOANS
 CAR LOANS
 TWO WHEELER LOANS
 COMMERCIAL VEHICLE LOANS
 LOANS AGAINST SECURITIES
 FARM EQUIPMENT LOANS
 CONSTRUCTION EQUIPMENT LOANS
 OFFICE EQUIPMENT LOANS
 MEDICAL EQUIPMENT LOANS
 ORGANIZATIONAL CHART
Senior G.M. (Head)

G.M. (Group Business Head)

Business Head

Zonal Sales Manager Zonal Sales Manager

Regional Regional Regional Regional Regional Regional Regional Regional

Sales Sales Sales Sales Sales Sales Sales Sales
Manager Manager Manager Manager Manager Manager Manager Manager

Area Sales Manager

Relationship Manager
 CHAPTER-3

REVIEW OF LITERATURE
 REVIEW OF LITERATURE

 According to the Oxford dictionary employee Health and Safety or labour Health and Safety
means “the efforts to make life worth living for workmen”.

 Labour Health and Safety means anything done for the comfort and improvement, intellectual
or social, of the employees over and above the wages paid which is not a necessity of the
industry.

 According to the labour investigation committee (1946), Employee Health and Safety means
“anything done for intellection physical, moral and economic betterment of the workers,
whether by employers, by Government or by other agencies, over and above what is laid
down by law, or what is normally expected on the part of the contracted benefits for which
workers may have bargained”.

 Employee Health and Safety is a comprehensive term including various services, facilities and
amenities provided to employees for their betterment.

 Welfare measures are in addition to regular wages and other economic benefits available to
employees under legal provisions and collective bargaining.

 Employee Health and Safety measures are also known as fringe benefits and services.
 NEED OF EMPLOYEE HEALTH AND SAFETY

 Employee Health and Safety is in the interest of the employee, the employer and the society
as a whole.

For the employee, Health and Safety measures help to counteract the negative effects of the
factory system. For the employer, Health and Safety measures lead to higher morale and
productivity of labour. Employee Health and Safety is also in the interest of the larger
society because the health, happiness and efficiency of each individual represent the general
well being of all

 After employee have been hired trained or remunerated, they need to be retained and maintained
to serve the organization better

 Welfare activities are designed to take care of the well being of the employees

TYPES OF HEALTH AND SAFETY ACTIVITIES

 INTRA MURAL
 EXTRA MURAL

 INTRA MURAL

These facilities provided within the factories and include medical facilities, provision of
crèches, canteen, sitting facilities for occasional rest of workers who are obliged to work
standing, provision for shelter room, rest and lunch room.

 EXTRA MURAL

These facilities are provided outside the factories or workplace such as housing
accommodation, education, recreational facilities and transportation.
 WELFARE ACTIVITIES IN ICICI BANK

 MEDICAL INSURANCE SCHEME

 PROVISION OF LOANS
 TRAINING ACTIVITIES
 MEDICAL FACILITIES
 CANTEEN FACILITIES
 EXCURSION TOURS
 SERVICE AWARDS
 TRANSPORTATION
 UNIFORM

TRAINING ACTIVITIES

There are three training centers all over India. The company is concerned with the personnel
growth and development of employees and sponsors them for various training and
development programs.

MONTHLY TRAINING PLAN

 Company awareness program for Operative Staff.

 Computer training for Supervisors and above.
 Safety awareness and fire prevention for Operative Staff.
 Self development for operative Staff.
 Productivity and quality for Operative Staff and J.M.
 Quality management for Operative Staff and J.M.
 First aid training for Operative Staff and J.M.
 MEDICAL FACILITIES

 This company maintains its own dispensary within the campus. Employees whether casual
or regular can avail medical facility in case of minor injury. The dispensary provides first-
aid facility only. In case of major injury or sickness patients is referred to other city
hospitals like AIIMS, Ganga Ram, Holy Hospital, ICICI BANK
  Some medicines are given free of cost to the patients while others are provided at
subsidized rates

 The Company organizes various health awareness camps for its employees.
 CANTEEN FACILITY
ICICI BANK have canteen facility which is run on contract basis providing tea, snacks,
lunch and dinner to the employees at subsidized rates.

 Payment made by the employees and management to the contractor-

Food Management

Menu Item Price (In Rs.)

Roti 1 3.0

Full Rice 1 1

Vegetable 1 3.5

Dal 1 1.5

Raita 1 1.5

Salad 1 2

Tea 1 1

Snacks 1 2.5

 Two menu are made in a year-

i. Summer season menu

ii. Winter season menu
 There are 50 people engaged in canteen.

 Trolley men reports to supervisors and supervisors report to canteen in charge.

 The company is providing utensils and stores to the contractor.

 Contractor provides raw material to the canteen.

 The menu is decided by the management, union and canteen in charge.

 Proper hygienic conditions are maintained in the canteen.

 Disciplinary action like suspension, wage cut is taken against canteen workers for
their misconduct.
 EXCURSION TOURS

 The management of ICICI BANK arranges excursion tours for its employees and their
dependents.

 The management makes 55% contribution of transportation expenditure and 45% is the
contribution of the employee.

TRANSPORTATION
With the growth of industries, the distance between the workplace and residence of worker
has increased considerable. It is therefore, necessary to provide proper transport facilities to
and from the factory. Such facilities will reduce strain and absenteeism.
ICICI BANK provide subsidized transportation facility to its employees coming from Delhi,
Gurgaon and Faridabad and nearby villages.

UNIFORM

 With the introduction of superannuating benefit fund scheme for employees, ICICI BANK
issues uniform to its employees to maintain uniformity and discipline.

 Uniform is issued to the regular employees of the organization twice in a year-

i. Summer uniform
ii. Winter uniform

SUMMER UNIFORM
GENTS-
 2 Shirt half sleeve
 2 Trousers
 1 pair of shoes (Liberty)

WINTER UNIFORM
GENTS-
 1 full sleeve shirt
 1 Trouser
  1 Woolen jersey (Alternate Year)
 1 Jacket (in a 3 years)
 1 pair of sports shoes
 Company bears the stitching expenses, as tailor is hired on the contract basis.

SOCIAL SECURITY

 The term social security originated when the U.S. Government passed the Social Security Act in
1935.

 The concept of Social Security is essentially related to the high ideals of human dignity and
social justice.

It is primarily an instrument of social and economic justice. According to I.L.O. “social

security is the protection which society provides for its members through a series of public
measures, against the economic and

social distress that otherwise would be caused by the stoppage or substantial reduction of
earnings resulting from sickness, maternity, employment, injury, unemployment, invalidity,
old age, and death, the provision of subsidies for families with children

SOCIAL SECURITY

AT ICICI BANK

 Employee State Insurance

 Employee Pension Scheme
 Provident Fund
 EMPLOYEE’S STATE INSURANCE SCHEME (1948)

The Employee’s State Insurance Scheme (1948) is an integrated measure of social insurance
embodied in the employee’s state insurance act and is designed to accomplished the task of
protecting employees as define in the act against the hazards of sickness, maternity,
disablement and death due to employment injury and to provide medical care to insured
persons and progressively to their families. The scheme initially covered employees of non
-seasonal power using factories employing 20 or more persons

ICICI BANK - Provide the facilities of ESI to the employees earning less than 7500/- Rs.
per Month. 233 workers in ICICI BANK at present (June 2004) are covered in ESI scheme

The Employee’s State Insurance Scheme is administered by a corporate body call the
Employee’s State Insurance Corporation which has members representing employers,
employee, the central government, state government, medical profession and parliament.

The employee’s state insurance funds are built out of

i. Contribution from employee @ 1.75%.
ii. Contribution from employer @ 4.75%.
iii. State government’s share of expenditure on medical car

E.S.I. CODE:
Employer should obtain the E.S.I. Code from E.S.I. authority.
FORMS:
Form-1 : Declaration form.
Form-1-A : Family declaration form.
Form-3 : Return of declaration form.
Form-53 : Change of address.
Form-1-B : Change in number of dependents.
Form-36 : Employment Certificate.
Form-72 : Loss of TIC or ID card / for duplicate ID card.
Form-25-A : funeral benefit.
Form-6 : Half- yearly Return of contribution.
 Form-26 : certificate of permanent disability (only
in case of disability at on duty)
Form-37 : Re-employment / continues of Employment.
Form-7-A : For treatment after re-employment.
Form-86 : Certificate of employment.
Form-18 : Notice of accident and dangerous Occurrence. Resulting in
body injury. (For local ESI office)
Form-16 : Notice of accident and dangerous Occurrence.
Resulting in body injury. (For local ESI office)

EMPLOYEE PENSION SCHEME

(1995)

In 1971 Govt. Introduced a scheme called Family Pension Scheme. In this Scheme if an
employee expires during his service his nominee can get Pension. But in November 1995
this scheme has been amended called Pension Scheme 1995. Those employees who are the
member of a family.
Pension scheme are automatically the members of this scheme. And the person who gets Rs.
7500/- at the time of joining becomes the member of this scheme. Employees who complete
10 year of service are eligible to get pension.

EMPLOYEES PROVIDENT FUND ACT

(1952)

The Employees Provident Fund Act, 1952 is a step in aid towards the attainment of Social
Security of employees working in the factories and various other Establishments. In order
to smooth functioning of the Employees Provident Fund Scheme following points should be
taken care of:
 1. APPLICABILITY- This scheme is applicable on 1- year old factory where 20 or more
persons are employed.

2. P.F. CODE- Employer should obtain the P F Code from their concerned Provident Fund
Authority.

3. STATUTORY RATE- Statutory rate of contribution is 12% of the wages.

4. WAGES- Wages means Basic + DA + Cash value of food concession + retaining

allowance.

5. ELIGIBILITY- All the employees drawing salary of 6500/- per month or less are
eligible to become the member of this scheme.
6. CONTRIBUTION- The Provident Fund Contribution is made from the Employees
@ 12% of the wages and the employer contributes equivalent share.

7. ADMINISTRATIVE CHARGES- The Employer has to deposit @ 1.1% on the wages

of Provident Fund member.

8. REMITTANCE- The amount of Provident Fund and Administrative charges should be

deposited with State Bank of India through Chileans latest by 15th of every month.

In unforeseen contingencies remittance can be made by 20th. But, it should be occasionally

otherwise the Regional Provident Fund commissioner would impose penalty.

Company and Administrative Policies

An organization's policies can be a great source of frustration for employees if the policies
are unclear or unnecessary or if not everyone is required to follow them. Although
employees will never feel a great sense of job satisfaction or satisfaction due to company &
administrative policies, dissatisfaction can be decreased in this area by making sure that
policies are fair and apply equally to all. Also, printed copies should be made of policies-
and-procedures manual that should be easily accessible to all members of the staff. The
manual should be updated regularly (again, with staff input).
 Supervision
To decrease dissatisfaction in this area, one must begin by making wise decisions when a
new appointment is made to the role of supervisor Be aware that good employees do not
always make good supervisors. The role of supervisor is extremely difficult. It requires
leadership skills and the ability to treat all employees fairly. One should teach their
supervisors to use positive feedback whenever possible and should establish a set means of
employee evaluation and feedback so that no one feels singled out.

 Salary
The old adage "you get what you pay for" tends to be true when it comes to staff members.
Salary is not a motivator for employees, but they do want to be paid fairly. If individuals
believe they are not compensated well, they will be unhappy working for the company.
Consult salary surveys or even their local help-wanted ads to see whether the salaries and
benefits company are offering are comparable to those of other offices in that area. In
addition, make sure they have clear policies related to salaries, raises and bonuses.

 Interpersonal relations
Remember that part of the satisfaction of being employed is the social contact it brings, so
allow employees a reasonable amount of time for socialization (e.g., over lunch, during
breaks, between patients). This will help them to develop a sense of camaraderie and
teamwork. At the same time, one should crack down on rudeness, inappropriate behavior
and offensive comments. If an individual continues to be disruptive, take charge of the
situation, perhaps by dismissing him or her from the practice.

 Working Conditions
The environment in which people work has a tremendous effect on their level of pride for
themselves and for the work they are doing. Equipments and facilities should be kept up to
date. Even a nice chair can make a world of difference to an individual's psyche. Also, if
possible, avoid overcrowding and allow each employee his or her own personal space,
whether it is a desk, a locker, or even just a drawer.
Before we move on to the motivators, remember that we cannot neglect the hygiene factors
discussed above. To do so would be asking for trouble in more than one way. First,
employees would be generally unhappy, and this would be apparent to the patients. Second,
hardworking employees, who can find jobs elsewhere, would leave, while mediocre
 employees would stay and compromise the practice's success. So deal with hygiene issues
first, then move on to the motivators.

 Work Itself
Perhaps most important to employee job satisfaction is helping individuals believe that the
work they are doing is important and that their tasks are meaningful. Emphasize that their
contributions to the practice result in positive outcomes and good health care for the
patients. Share stories of success about how an employee's actions made a real difference in
the life of a patient, or in making a process better. Make a big deal out of meaningful tasks
that may have become ordinary, such as new-baby visits. Of course employees may not find
all their tasks interesting or rewarding, but one should show the employee how those tasks
are essential to the overall processes that make the practice succeed. Tasks should be find
out that are truly unnecessary and can be eliminated or streamlined, resulting in greater
efficiency and satisfaction.

 Achievement
One premise inherent in Herzberg's theory is that most individuals sincerely want to do a
good job. To help them, make sure that the company has placed them in positions that use
their talents and are not set up for failure. Set clear, achievable goals and standards for each
position, and make sure employees know what those goals and standards are. Individuals
should also receive regular, timely feedback on how they are doing and should feel they are
being adequately challenged in their jobs. Be careful, however, not to overload individuals
with challenges that are too difficult or impossible, as that can be paralyzing.

 Recognition
Individuals at all levels of the organization want to be recognized for their achievements on
the job. Their successes don't have to be monumental before they deserve recognition, but
the praise should be sincere. If employees are doing something well, take the time to
acknowledge their good work immediately. Publicly thank them for handling a situation
particularly well. Write them a kind note of praise. Or give them a bonus, if appropriate.
Company should establish a formal recognition program, such as "employee of the month."
 Responsibility
Employees will be more motivated to do their jobs well if they have ownership of their
work. This requires giving employees enough freedom and power to carry out their tasks so
that they feel they "own" the result. As individuals mature in their jobs, provide
opportunities for added responsibility. Be careful, however, that simply addition of more
work should not be there. Instead, find ways to add challenging and meaningful work,
perhaps giving the employee greater freedom and authority as well.

 Advancement
Reward loyalty and performance with advancement. If company do not have an open
position to which to promote a valuable employee, consider giving him or her a new title
that reflects the level of work he or she has achieved. When feasible, support employees by
allowing them to pursue further education, which will make them more valuable to
company’s practice and more fulfilled professionally.
Job satisfaction & job satisfaction is an important concept that has been receiving
considerable attention from academicians, researchers and practicing HR managers. In its
essence, job satisfaction & job satisfaction comprises important elements such as the need or
content, search & choice of strategies, goal directed behavior, social comparison of rewards,
reinforcement and performance satisfaction.
The increasing attention paid towards job satisfaction & job satisfaction is justified because
of several reasons. Motivated & satisfied employees come out with new ways of doing jobs.
They are quality oriented. They are more productive. Any technology needs motivated
employees to adopt it successfully.
 CHAPTER-4

RESEARCH METHODOLOGY
 OBJECTIVE OF THE STUDY
 To identify and study the Health and Safety measures undertaken at ICICI BANK for its
employees.

 To analyze the employee satisfaction level regarding the Health and Safety measures been
undertaken by his corporation

 To suggest improvement if any

The main objectives of studying this topic are as follows-

 To see whether the organization works on the policy of team spirit.

 To check whether the employees have freedom to voice their opinions.
 To find out whether the superior subordinate relationship is cordial.
 To check whether the employee enjoy degree of autonomy.
 To check whether training is imported according to their relationship needs.
 To find out the effectiveness of training programs imported
 To find out whether employees are satisfied with their jobs.
 To check whether employees are motivated.

The general objectives are as follows-

 To know employees preferences regarding Health and Safety facilities provided by the
company.
 To study the information regarding the Health and Safety policies provided by the company to
the employees.
 To check the role of management while providing Health and Safety schemes.
 The study aims at providing relevant information for marking the necessary amendment in the
Health and Safety policies of the company.
 To know how employees are availing the Health and Safety schemes.
 To know the formalities fulfilled before availing the Health and Safety schemes.

The objective is subdivided into two parts:

 To find out the dominant hygiene factor which prevents dissatisfaction among
employees.
 To find out the dominant motivator which motivates employees.

NEED OF THE STUDY

Only theoretical knowledge is not enough in any study, one also has to look after its practical aspect
if he wants to know real situation and to know what the problems in implementing theory in to
practice are. Lecture given in classroom help us to understand the fundamental concept of
management.

As an essential part of our program I got a chance to have the project with ICICI BANK .

The project assigned to me during my report at ICICI BANK was the “Employee Health and
Safety policies of the company”

For the purpose of my study, I personally met the employees of various plants; all of them provided
me with the necessary information related to the project.

First of all I have collected the various Health and Safety policies from induction manual, from
Health and Safety notice board, internet and with direct interaction with the employees of the
company.

From this study I came to know the various facilities that are provided by company to their
employees.
For this study a questionnaire was prepared to collect the information on the employee’s preference
regarding the Health and Safety policies provided by the company. From the study I came to know
the preference of employees regarding various facilities provided by the company.

SCOPE

This manual covers all workmen of ICICI BANK in Delhi and includes:-
 All workmen as defined in the ‘Certified Standing Orders’ of the company framed under
section 5 of the Industrial Employment (Standing Orders) Act, 1946.
 Benefits to eligible workmen under various statues covered in this manual shall be subject to
revision as and when amendment in the statue takes place.
 Company’s rules & regulations, policies relating to employment , remuneration, structure,
welfare scheme/facilities and other service conditions.
 Provisions / procedures / terms / condition agreed between workmen / union and
management in the settlements / memorandum of understanding which are in vogue,
whether incorporated here in this manual or not, will prevail.
 Summary of various rules and regulations as prescribed by various statues. In case there is
an conflict or disagreement on any rule or condition, the rule as prescribed in the statutes
shall prevail.
 In this manual mention of employee/employees unless otherwise indicated would imply
workman / workmen of both the sexes.
 LIMITATIONS
 Authenticity is difficult since it is based on the behavioral responses, which changes from time
to time.
 Getting response was difficult since the sample chosen were busy.
 Few were reluctant to answer the question.
 The statistical tools used have its own limitations.

All the employees were extremely helpful; there were certain limitations in the study-

Knowledge constraint: Some technical terms are beyond understanding.

Confidentiality: Confidentiality regarding corporation’s policies was also a hindrance in the

study.

Uncovering: To make questionnaire of manageable size, some of the Health and Safety
measures could not be covered.
 RESEARCH METHODOLOGY

Research is a systematic search in effort to gain knowledge. It is the discovery of known

to unknown. Research is a thus a systematic procedure of investigation in any field of inquiry.
The main aim of research is to find out truth which is hidden and which has not been discovered
yet.

Every organization has to face certain problems pertaining to their daily functioning. These
problems call for an effective thinking on the part of academician to find out a valid & reliable
solution. Hence it becomes not only desirable to carry out a well-planned research in the area
asking for effective solutions.

This calls for a well-planned research methodology so that the problematic areas could be well
identified & causes if any, be known and solved. This research is particularly carried out at
ICICI BANK on factors affecting job satisfaction & job satisfaction.
 VARIOUS METHOD OF DATA COLLECTION
Depending on the source, statistical data are classified under two categories:

Primary Data: Primary data are obtained by a study specifically designed to fulfill the data
needs of the problem at hand. Such data are original in character and are generated in large no.
of survey conducted with a sample.

Secondary Data: These data are not originally collected but rather obtained from published or
unpublished source.

RESEARCH DESIGN:
This is a diagnostic type of research. Survey method is adopted using questionnaire with
appropriate scaling techniques. The survey was done on two grades of employees dealing
with the general administration of the organization. These two grades are:
1. Managers
2. Supervisors
Questionnaire method has been adopted to collect primary data. The questionnaire for conducting
the research process has the following features:

Close ended: The questionnaire prepared is close ended so that the employees will be comfortable
enough to provide the precise information as required. The close-ended question gave the five
degree freedom for expressing their satisfaction or consent over a particular question expressed
numerically as 1, 2,3,4,5.
1: corresponds to Strongly Disagree
2: corresponds to Disagree
3: corresponds to Neither agree nor disagree
4: corresponds to Agree
5: corresponds to Strongly Agree
 SOURCES OF DATA
Collection of data is an essential part of the project, as it constitutes the foundation of the
statistical analysis and interpretation. Thus it forms the initial step of any project.

A sample of 74 employees was taken comprising the managers & supervisors of

the organization. Out of which 44 are managers & 30 are supervisors.

After collection of the required data from all sources, analysis was done and the problems
were identified.

Recommendations and suggestions in respect to the problems identified has been given.

DATA SOURCES-

Data has been collected by both the primary and the secondary methods-

 Primary data has been collected with the help of survey.

 Secondary data has been collected through company’s history, profiles and manuals.

In the late 1950s, Frederick Herzberg, considered by many to be a pioneer in job satisfaction
theory, interviewed a group of employees to find out what made them satisfied and dissatisfied
on the job. He asked the employees essentially two sets of questions:
1. Think of a time when you felt especially good about your job. Why did you feel that way?
2. Think of a time when you felt especially bad about your job. Why did you feel that way?

From these interviews Herzberg went on to develop his theory that there are two dimensions
to job satisfaction: job satisfaction and hygiene. Hygiene issues, according to Herzberg,
cannot motivate employees but can minimize dissatisfaction, if handled properly. In other
words, they can only dissatisfy if they are absent or mishandled. Hygiene topics include
company policies, supervision, salary, interpersonal relations and working conditions. They
are issues related to the employee's environment. Motivators, on the other hand, create
satisfaction by fulfilling individuals' needs for meaning and personal growth. They are
issues such as achievement, recognition, the work itself, responsibility and advancement.
Once the hygiene areas are addressed, said Herzberg, the motivators will promote job
satisfaction and encourage production.

To apply Herzberg's theory to real-world practice, let's begin with the hygiene issues.
Although hygiene issues are not the source of satisfaction, these issues must be dealt with
first to create an environment in which employee satisfaction and job satisfaction are even
possible.
SAMPLE DESIGN

The sample consists of data collected from each department. The samples were chosen on a
simple random sampling technique.

SAMPLE SIZE

The organization consists of several different departments each having its own operation.
All these departments are interdependent thus they are striving together to achieve the
organization goals and objectives

RESEARCH PROBLEM

A research problem refers to some difficulty in context of either a theoretical of practical

situation, for which solutions have to be obtained.
 CHAPTER-5

DATA ANALYSIS
AND
INTERPRETATION
 DATA ANALYSIS & INTERPRETATION

The response of managers and supervisors has been encoded objectively in form of
questionnaire, which gives the freedom to the employees to choose the appropriate grade to be
given to different dimensions of the problems covered through questionnaire. Thus through
questionnaire method it becomes easy to represent the view of employee qualitatively and also
helps to choose the parameter which mostly affects the job satisfaction

Although the total number of statement covering different aspects of job satisfaction is 30 but it
has been divided into 2 parts and used for different purpose separately.

Part one contains questions from 1 to15 of hygiene factors and part two contains questions from
16 to 30 of motivators.

However before going for comprehensive analysis on the findings, it is better to have a look
separately over different dimensions taken for assessing job satisfaction. Interpretation of
different dimensions according to their response can be depicted as follows:

General information before analysis:

Number of managers surveyed = 44
Number of supervisors surveyed = 30

Physical meaning of the different responses used:

1. means strongly disagree

2. means disagree
3. means neither agree nor disagree

QUESTION 1: WHAT IS /ARE THE MAIN OBJECTIVE(S) BEHIND EMPLOYEE

Health and Safety ?

OBJECTIVES NO.OF PERSONS

Help to motivate and retain employees. 30
Loyalty in workers towards the 20
organization
To minimize social evils such as 6
alcoholism, gambling etc.

Helps to improve the local image of the 38

company
All of above 6
 MOTIVATE AND
RETAIN
EMPLOYEES
LOYALTY
TOWARDS ORG.

MINIMISE
SOCIAL EVILS

IMPROVE LOCAL
IMAGE

ALL OF ABOVE
INTERPRETATION:

Out of 100 people surveyed, 38% employees said that Health and Safety schemes help in improving
the image of the company. 30% says motivate to do work in this organization, 20% are loyal
because of goods Health and Safety schemes and 6% helps in minimizing the social evils among
the employees

QUESTION 2: WHO MAKES THE EMPLOYEE Health and Safety

SCHEMES/POLICIES?

MAKERS NO. OF PERSONS

Immediate superior 11
Specialized committee 25
Personnel department 24
Don’t know 40
 Immediate
superior
specialized
committee
personnel
department
don't know

INTERPRETATION:

Out of 100 people surveyed, 40% of people don’t know who made Health and Safety schemes for
them. 11% says immediate superior made, 25% says specialized committee and 24% says personnel
department.

QUESTION 3: ARE YOU SURE SATISFIED WITH EMPLOYEE Health and Safety
SCHEMES IN THE ORGANIZATION ?

Thinkers NO. OF PERSONS

Always 50
Sometimes 40
Never 10
 50
40
30 Series1
20
10 never
0
1/1/1900 1/3/1900 always
no. of persons

INTERPRETATION:

Out of 100 persons 50% are always satisfied from the Health and Safety schemes of the company,
40% are satisfied and 10% never satisfied from the Health and Safety schemes.

QUESTION 4: DO YOU THINK THAT HEALTH AND SAFETY WHICH HAS BEEN
DONE IS FAIR TO ALL WORKERS?

YES NO
80 20
 100
80
60
Series1
40
20
0
YES NO
NO. OF PERSONS

INTERPRETATION:

Out of 100 people surveyed, 80% says Health and Safety schemes are fair to all workers and 20%
says not fair to all workers.

QUESTION 5: HAVE YOU NOTICIED ANY MISTAKE REGARDING EMPLOYEE

HEALTH AND SAFETY SCHEMES?

Implication NO. OF PERSONS

Every time 10
Sometimes 30
 Never 60

70
60
50
40 every time
30 sometimes
20 never
10
0
1
no. of persons

INTERPRETATION:

Out of 100 people surveyed, 60% people says there is no mistake in Health and Safety schemes,
30% says sometimes there is mistake done by the management and 10% says there is always
mistake in Health and Safety schemes.

QUESTION 6: ARE YOU SUFFICIENTLY UTLIZING THE HEALTH AND SAFETY

SCHEMES PROVIDING BY THE COMPANY?

YES NO
90 10
 NO. OF PERSONS1

85 90 95 100

1
NO 10
YES 90

INTERPRETATION:

Out of 100 people surveyed, most of people are availing the Health and Safety schemes i.e. 90%,
only 10% people are not availing Health and Safety schemes sufficiently.

QUESTION 7: WHAT ARE THE TOOLS AND TECHNIQUES ADOPTED FOR THE
HEALTH AND SAFETY SCHEMES?

Type of implication No. of persons

Proper format 80
First come first serve basis 18
No method 2
 100 3
2
50
1
0 0
1 proper format
no. of persons proper format
fcfs
no method

INTERPRETATION:

Out of 100 people surveyed, most people say proper format is there for availing Health and Safety
schemes of the company i.e. 80% and 25 says there is no method for availing Health and Safety
schemes.

QUESTION 8: DO YOU RECEIVE ANY HELP FROM YOUR MANAGEMENT BESIDES

ANY HEALTH AND SAFETY SCHEMES?

IMPLICATION NO. OF PERSONS

ALWAYS 35
SOMETIMES 58
NEVER 7
 no.of persons

always
sometime
never

INTERPRETATION:

Out of 100 people surveyed, 35% says management helps them besides Health and Safety schemes,
58% says on some occasion management helps them besides Health and Safety schemes and 7%
says there is no help from the side of management.

QUESTION 9: IS HEALTH AND SAFETY SCHEMES PROVIDING BENEFICIAL TO

YOU IN ENHANCING YOUR PRESENT LIVING OF STANDARD?

YES NO
70 30
 YES
NO

INTERPRETATION:

Out of 100 people surveyed, 70% people agreed that Health and Safety schemes have increased
their standard of living but 30% are not agreed to this statement.

QUESTION 10: DO YOU WANT ANY CHANGES IN THE METHOD / POLICIES OF

EMPLOYEE HEALTH AND SAFETY?

YES NO
98 2
 YES
NO

INTERPRETATION:

Out of 100 people surveyed, 98% people doesn’t want any changes in existing Health and Safety
schemes, only 2% people want the change.

The analysis was done for frequency distribution. And in this I have used tabulation
technique of data analysis
 FINDINGS

During my report I found that-

 Most of the employees are satisfied with employee Health and Safety schemes of the
organization.

 Written notice should be given to the personnel department in advance before availing any
Health and Safety schemes.

 The trust provides financial assistance in case where the employees has medical expenses on
treatment of self or the family members beyond his coverage /limits under any of the
scheme of the company.

 There are so many formalities before availing Health and Safety schemes
o Written notice with your signature and E.I. no. and department.
o Filling of application form before availing any scheme.
o If a benefit is taking for long sickness, then the claims should be certified from ESIC
or by the company’s medical officer.
o Reason behind taking Health and Safety scheme.

 A worker can avail some schemes of Health and Safety when he completed some specific
year while working in the organization.

 Many employee take unduly advantage of the Health and Safety schemes
 CONCLUSION
AND
RECOMMENDATION
 CONCLUSION

 As a whole ICICI BANK is a growing concern. ICICI BANK believe in initiating changes
and turning limitations into strength.

The goal Of ICICI BANK is well motivated workforce and high organizational
performance. So to motivate workforce ICICI BANK provide Health and Safety facilities
and social securities to its employees.

 On the basis of questionnaire, survey and personal interviews I concluded that the
employees of ICICI BANK are extremely satisfied with the Health and Safety facilities
provided by the company.

 The survey reveals that employees at ICICI BANK are

o 48.2% extremely satisfied.
o 46.05% satisfied.
o 5% neither satisfied or nor dissatisfied.
o .75% dissatisfied.
o 0% extremely dissatisfied with the Health and Safety facilities.
 Social Securities are given to the employees by the organization as per the rules and
regulations of Govt.
NOTE

1. Working conditions are good.

2. Opportunities are given for advancement.
3. Organisation makes their employees feel that their work is important for the
organization.
4. Employees here are given opportunity to look ways to stream line processes and make them
more efficient which acts as a motivator for them.

5. Organisation recognizes contributions made by individuals by programs like Kaizen award

ceremony.

6. Employees are happy with the changing culture (escort culture is vanishing and Japanese
culture is coming).
 RECOMMENDATIONS

1. In this organisation positive feedback is given to employees but feedback is not given regularly
on their performance. So, a regular feedback should be given that will help employees to know
where they need to improve.

2. Accountability of job is given but it needs to be increased so that employees will feel more
responsible & accountable towards their job.

3. While making or revising company & administrative policies an opportunity should be given to
all employees to give their suggestions so that they will feel that they are also contributing in
making company & administrative policies.

4. Management should encourage CFTs (Cross functional teams) to increase the sense of
companionship & teamwork among employees.
GRAPHICAL REPRESENTATION OF CONCLUSION
 SUGGESTIONS

1. Employees at ICICI BANK are extremely satisfied with the Health and Safety facilities, so there
are very less suggestions and scope for improvement.

2. Cleanliness of the canteen needs little improvement.

3. Service awards should be given as gifts.

4. Some more health awareness camps should be organized by the company.

5. The preparation of the food, the presentation and the service of the food need little improvement
ANNEXURE
 QUESTIONNAIRE

NAME ------------------- E.I. NO………………...

DEPTT………………..

Q1. Does your organization follow the employee Health and Safety schemes?
1. YES
2. NO

Q2. What is/are the main objectives behind employee Health and Safety?
I.Help to motivate and retain employees
II.Loyalty in workers towards the organization.
III. To minimize social evils such as alcoholism, gambling. Etc.
IV.Helps to improve local image of the company.
V.All of the above.

Q3. Who makes the employee Health and Safety schemes/policies?

I.Immediate superior
II.Specialized committee
III. Personnel department
IV.Don’t know

Q4. Are you satisfied with employee Health and Safety schemes in the
organization?
1. Always
2. Sometimes
3. Never
Q5. Do you think that Health and Safety which has been done is fair to workers?
1. Yes 2. No

Q6. Have you noticed any mistake regarding employee Health and Safety schemes?
1. Every time
2. Sometimes
3. Never

Q7. Are you sufficiently utilizing the Health and Safety schemes providing by the company?
1. Yes
2. No

Q8. What are the tools and techniques adopted for the Health and Safety schemes?
1. Proper format
2. First come first serve basis
3. No method

Q9. Do you receive any help from your management besides any Health and Safety
Schemes?
1. Always
2. Sometimes
3. Never

Q10. Is Health and Safety schemes providing beneficial to you in enhancing your Present
living of standard?
1. Yes
2. No
Q11. Do you want any changes in the method /policies of employees Health and Safety?
1. Yes
2. No

Q12. Any kind of suggestions

__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________
 BIBLIOGRAPHY

 Kothari, C.R., Research Methodology, New Delhi, Vikas Publishing House Pvt.
Ltd., 2002

 Kotler, Philip. , Marketing Management, New Delhi, Prentice-Hall of India

Pvt. Ltd., 2003

WEBOGRAPHY

 www.ICICIbank.com

 www.google.com