Professional Documents
Culture Documents
Every project is a combined effort of number of people sometimes paying gratitude and thanking people becomes a tough task. Just as it s now for me. I would like to take as an opportunity to than all those people who helped me in completing this project. This project is an amalgamation of my thoughts and experiences and they re of my faculty, colleagues and few other members. I acknowledge my sincere gratitude to all those people who assisted and guided me in completion of my project. First and foremost, I am deeply indebted to Dr. Archana Verma who was my project guided, without whose guidance the project would not have taken the form it ha. I have deep sense of gratitude to other faculty members for encouraging me in my project. I am thankful to the respondents of my survey for their willing cooperation and patience.
Date: PLACE-JHANSI
Tanu Gautam
PREFACE
The academic knowledge that we management students gather until and unless is applied practically is to come useful aspects is on no use. It has been the general phenomena of present business management world. It lays down the stress on the proper implementation of the theoretical knowledge into the real life practical aspects. Keeping in new this trend and to make ourselves aware of real life facts. The student of management institutes Bundelkhand University Jhansi. I found the project very interesting. By working on such a versatile project. I was able to understand the present satisfaction among the present satisfaction among the employee of HDFC Bank. I must especially record my than it this entire person without whose support and motivation this project would have been referred into the present volume.
Tanu Gautam
CONTENT
Chapter:
1. Introduction of The Company y Company Profile
2. Research Methodology 3. Introduction of Employee Satisfaction 4. Analysis & Interpretation 5. Finding 6. Suggestion & Limitations 7. Conclusion y y Bibliography Annexure
(28)
y Nationalized Bank y Other Public Sector Banks (IDBI) y
(27)
Old Private Banks New Private Banks
(29)
(102)
Here we more concerned about private sector banks and competition among them. Today, there are 27 private sector banks in the banking sector: 19 old private sector banks and 8 new private sector banks. These new banks have brought in state-of-the-art technology and Aggressively marketed their products. The Public sector banks are Facing a stiff competition from the new private sector banks. The banks which have been setup in the 1990s under the guidelines of the Narasimham Committee are referred to as NEW PRIVATE SECTOR BANKS.
The Indian banking market is growing at an astonishing rate, with Assets expected to reach US$1 trillion by 2010. An expanding economy, middle class, and technological innovations are all contributing to this growth.
The countrys middle class accounts for over 320 million people. In correlation with the growth of the economy, rising income levels, increased standard of living, and affordability of banking products are promising factors for continued expansion.
The Indian banking Industry is in the middle of an expansion of centric in retail and rural banking. Players
IT
their approach, which has resulted in innovative methods of offering new banking Banks are now realizing the importance of being a big player and acquisitions to take advantage regulation. Indian banking industry
and are beginning to focus their attention on mergers of economies of scale and/or comply with Basel II
assets are expected to reach US$1 trillion by 2010 and are poised to receive a greater infusion of foreign capital, says Prathima Rajan, analyst in Celent's banking group and author of the report. The banking industry should focus on having a small number of large players that
can compete globally rather than having a large number of fragmented players."
The following are the list of foreign banks going to set up business in India :y y y y y
Royal Bank of Scotland Switzerland's UBS US-based GE Capital Credit Suisse Group Industrial and Commercial Bank of China
receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector, as part of the RBI's liberalization of the Indian Banking Industry in 1994. The bank was incorporated in August 1994 in the name of 'HDFC Bank Limited', with its
registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled Commercial Bank in January 1995.
HDFC is India's premier housing finance company and enjoys an impeccable track record in India as well as in international markets. Since its inception in 1977, the Corporation has maintained a consistent and healthy growth in its operations to remain the market leader in HDFC has
mortgages. Its outstanding loan portfolio covers well over a million dwelling units.
developed significant expertise in retail mortgage loans to different market segments and also has a large corporate client base for its housing related credit facilities.
With its experience in the financial markets, a strong market reputation, large shareholder base and unique consumer franchise, HDFC was ideally positioned to promote a bank in the Indian environment.
HDFC Bank began operations in 1995 with a simple mission : to be a World Class Indian Bank. We realized that only a single minded focus on product quality and service
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excellence would help us get there. Today, we are proud to say that we are well on our way towards that goal.
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COMPANY PROFILE
March 2008
As of
327
March
761
31,
1977
2008,
the Bank s distribution network was at 761 Branches and 1977 ATMs in 327 cities as against 684 branches And 1,605 ATMs in 320 cities as of March 31, 2007. Against the regulatory approvals for new branches in hand, the Bank expects to further expand the branch network by around 150 Branches by June 30, 2008. During the year, the Bank stepped up Retail customer acquisition with deposit accounts increasing from 6.2 million to 8.7 million and total cards issued (debit and credit Cards) increasing from 7 million to 9.2 million. Whilst credit growth in the banking system slowed down to about 22% for the year ended 2007-08, the Bank s net advances grew by 35.1% with retail advances growing by 38.6% and wholesale advances growing by 30%, implying a higher market share in both segments. The transactional banking business also registered healthy growth With cash management volumes increased by around 80% and trade services volumes by around 40% over the previous year. Portfolio quality as of March 31, 2008 remained healthy with gross nonperforming assets at 1.3% and net nonperforming assets at 0.4% of total customer assets. The Bank s provisioning policies for specific loan loss provisions remained higher than regulatory requirements.
12
13
HDFC BANK is the very consistent player in the New private sector banks.
withstand the competition from public sector banks came up with innovative products and superior service.
14
2001
Branches 43% ATM 40% Phone Banking 14% Internet 2% Mobile 1%
2005
Branches 17% ATM 45% Phone Banking 12% Internet 25% Mobile 1%
15
Loan Product
Deposit Product
y y y y y y y y y y y y y y y
Auto Loan Loan Against Security Loan Against Property Personal loan Credit card 2-wheeler loan Commercial vehicles finance Home loans Retail business banking Tractor loan Working Capital Finance Construction Equipment Finance Health Care Finance Education Loan Gold Loan
y y y y y
Saving a/c Current a/c Fixed deposit Demat a/c Safe Deposit Lockers
y y y y y y
Mutual Fund Bonds Knowledge Centre Insurance General and Health Insurance Equity and Derivatives Mudra Gold Bar
Cards
Payment Services
Access To Bank
y y y
y y y y y
-------------------------------Forex Services -------------------------------y y y y Product & Services Trade Services Forex service Branch Locater RBI Guidelines
y y y y y
InstaPay DirectPay VisaMoney Transfer e Monies Electronic Funds Transfer Online Payment of Direct Tax
y y y y
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WHOLESALE BANKING
Corporate
Small and Medium Enterprises Funded Services Non Funded Services Specialized Services Value added services Internet Banking
y y y y
Funded Services Non Funded Services Value Added Services Internet Banking
y y y y y
BANKS y Clearing Sub-Membership y RTGS submembership y Fund Transfer y ATM Tie-ups y Corporate Salary a/c y Tax Collection Financial Institutions
Mutual Funds
Stock Brokers
Insurance Companies
Commodities Business
Trusts
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BUSINESS MIX
HDFC Bank is a consistent player in the private sector bank and have a well balanced product and business mix in the Indian as well as overseas markets. y y y Customer segments (retail & wholesale) account for 84% of Net revenues ( FY 2008) Higher retail revenues partly offset by higher operating and credit costs. Equally well positioned to grow both segments.
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NRI SERVICES
Remittances
y y y y y
Rupee Saving a/c Rupee Current a/c Rupee Fixed Deposits Foreign Currency Deposits Accounts for Returning Indians
y y y y y y y
North America UK Europe South East Asia Middle East Africa Others Quick remit IndiaLink Cheque LockBox Telegraphic/ Wire Transfer Funds Transfer Cheques/DDs/TCs
Loans
y y y y
y y y y
Home Loans Loans Against Securities Loans Against Deposits Gold Credit Card
Payment Services
Access To Bank
y y y y y y
y y y y y y
Branch Network
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BUSINESS STRETEGY HDFC BANK mission is to be "a World Class Indian Bank", benchmarking themselves against
international standards and best practices in terms of product offerings, technology, service levels, risk management and audit & compliance. The objective is to build sound customer franchises across distinct businesses so as to be a preferred provider of banking services for target retail and wholesale customer segments, and to achieve a healthy growth in profitability, consistent with the Bank's risk appetite. Bank is committed to do this while ensuring the highest levels of ethical standards, professional integrity, corporate governance and regulatory compliance. Continue to develop new product and technology is the main business strategy of the bank. Maintain good relation with the customers is the main and prime objective of the bank. HDFC BANK business strategy emphasizes the following : y Increase market share in India s expanding banking and financial services industry by
following a disciplined growth strategy focusing on quality and not on quantity and delivering high quality customer service. y Leverage our technology platform and open scaleable systems to deliver more products to more customers and to control operating costs. y y Maintain current high standards for asset quality through disciplined credit risk management. Develop innovative products and services that attract the targeted customers and address inefficiencies in the Indian financial sector. y Continue to develop products and services that reduce bank s cost of funds.
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DEPARTMENT
Welcome Desk
Personal Banker
Teller
Relationship Manager
Branch Manager
Demat
Others
In the HDFC BANK each department has their different color coding apply on the different file. Due to this everyone aware about their particular color file which is coding on it and they save their valuable time. It is a part of Kaizen and also included in the system of the Five S . Logic behind it that , the color coding are always differentiate the things from the similar one.
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The combined entity would have a nationwide network of 1167 branches; a strong deposit base of around Rs.1,22,000 crores and net advances of around Rs.89,000 crores. The balance sheet size of the combined entity would be over Rs.1,63,000 crores. Merger with Centurion Bank of Punjab Limited On March 27, 2008, the shareholders of the Bank accorded their consent to a scheme of
amalgamation of Centurion Bank of Punjab Limited with HDFC Bank Limited. The shareholders of the Bank approved the issuance of one equity share of Rs.10/- each of HDFC Bank Limited for every 29 equity shares of Re. 1/- each held in Centurion Bank of Punjab Limited. of Approvals from the Reserve Bank of India, stock This is subject to receipt
regulatory authorities. The shareholders Also accorded their consent to issue equity shares and/or warrants convertible into equity shares at the rate of Rs.1,530.13 each to HDFC Limited and/or other promoter group companies on preferential basis, subject to final regulatory approvals in this regard. The Shareholders of the Bank have also approved an increase in the authorized capital
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Finance
finance company, HDFC Bank is one of India's premier banks providing a wide range of financial products and services to its over 11 million customers across hundreds of Indian cities using multiple distribution channels including a pan-India network of branches, ATMs, phone banking, net banking and mobile banking. Within a relatively short span of time, the bank has emerged as a leading player in retail banking, wholesale banking, and treasury operations, its three principal business segments. The bank's competitive strength clearly lies in the use of technology and the ability to deliver world-class service with rapid response time. Over the last 13 years, the bank has successfully gained market share in its target customer franchises while maintaining healthy profitability and asset quality. As on March 31, 2008, the Bank had a network of 761 branches and 1,977 ATMs in 327 cities. For the year ended March 31, 2008, the Bank reported a net profit of INR 15.90 billion (Rs.1590.2crore), up 39.3%, over the corresponding year ended March 31, 2007. As of March 31, 2008 total deposits were INR 1007.69 billion, (Rs.100,769 crore) up 47.5% over
the corresponding year ended March 31, 2007. Total balance sheet size too grew by 46.0% to INR 1,331.77 billion (133177 crore). Leading Indian and international Publications have recognized the
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Centurion Bank of Punjab is one of the leading new generation private sector banks in India. The bank serves individual consumers, small and medium businesses and large corporations with a full range of financial products and services for investing, lending and advice on financial planning. The bank offers its customers an array of wealth management products such as mutual funds, life and general insurance and has established a leadership 'position'. The bank is also a strong player in foreign exchange services,personal loans, mortgages and agricultural loans. Additionally the bank offers a full suite of NRI banking products to Overseas Indians. On 29th August 2007, Centurion Bank of Punjab merged with Lord Krishna Bank (LKB), post obtaining all requisite statutory and regulatory approvals. This merger has further strengthened the geographical reach of the Bank in major towns and cities across the country, especially in the State of Kerala, in addition to its existing dominance in the northern part of the country. Centurion Bank of Punjab now operates on a strong nationwide franchise of 404 branches and 452 ATMs in 190 locations across the country, supported by employee base of over 7,500 employees. In addition to being listed on the major Indian stock exchanges, the Bank s shares are also listed on the Luxembourg Stock Exchange.
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ACHIEVEMENT IN 2007
Global HR Excellence 'Employer Brand of the Year 2007 -2008' Award - First Runner up, & many Awards - Asia Pacific HRM more Congress:
Business Today
Dun & Bradstreet American Express Corporate Best Bank Award 2007 'Corporate Best Bank' Award The Bombay Stock Exchange and Nasscom Foundation's Business for Social Responsibility 'Best Corporate Social Responsibility Practice' Award Awards 2007
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Outlook Money & NDTV Best Bank Award in the Private sector category. Profit
The Asian Banker Best Retail Bank in India Excellence in Retail Financial Services Awards
Asian Banker
HDFC BANK Managing Director Aditya Puri wins the Leadership Achievement Award for India
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RESEARCH METHODOLOGY
This project is centered on the topic Research in Employee satisfaction public banks in Jhansi city the method adopted to achieve is called research methodology. Personal interview method was used for the study in which data were collected systematically from a representative sample of employee with the help of questionnaire and personal interview. The sample size chosen was questioners were prepared which consisted of close ended questions. Yes and No option were given out of which one had to be ticked by me. In the questionnaire, the respondent was not required to disclose their identify in order to ensure true response.
(7):- To find out the supported activity of management is responsible for employee dissatisfaction or not. (8):- To find out the proper support of management is effective tool to give the proper satisfaction to the employee of HDFC Bank. (9):- And to find what is the difference in the level of satisfaction among dissatisfied employees for different banks.
These are various types if objective which are very comparative study of employee satisfaction among the HDFC Bank.
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(a):- FOR STUDENT OF HRM:The study of employee satisfaction is very useful for the student those are studying the human management. They should know about the employee satisfaction because this is very important to an employee may become satisfy. know that how
(b):- SCOPE FOR MANAGEMENT:This study is most important for the management of HDFC Bank because they should have knowledge about the employee satisfaction that how their employees can become satisfy and they should know the techniques to provide the proper satisfaction to their employees because employee satisfaction is a most aggressive technique to enhance the health of the organization and maximization.
(C):- SCOPE FOR THE ORGANIZATION:In a reputed banking organization management wants that the satisfaction of their skilled employee should be high and effective. Management should try to provide each and every kind of facilities which may carry the satisfaction in the mind if the employee. Because employee satisfaction is a very important in enhancing the overall performance of the organization.
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Each and every bank organization want to increase their profitability and good working environment and enhance the moral of the organization so, this is a very important issue to the management of the bank.
(d):- FOR RESEARCHER:The study employee satisfaction among the public covers the area of research in which the researcher may gather the effective knowledge of the employee satisfaction, Persons who are working something on the study of employee satisfaction to carry out the new ideologies about that how an employee of and HDFC Bank may become satisfy which is very important for the health of the organization in which they are doing their respected job.
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Enhancing the employee moral is a very tough task for the management of each and every organization, and this is a very tough task for the management of each and every organization, and this is clear cut thing that the moral of on employee will enhance when that employee will be satisfy in proper manner and the satisfaction is possible with the help pf proper knowledge and awareness to the management of public bank. The management of organization should know about it. So it s any bank to enhance the moral of the employee than they should keep in mind the study of employee satisfaction of different banks
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(6):-High self esteem on the part of the employee. (7):-Agents in the work place who help the employee to attain job values such as interested work, pay, and promotion, whose basic values are similar to his own, and who minimize role conflict and ambiguity. Employee satisfaction is a set of favorable feelings with which employee view their work, satisfaction is an individuals emotional reaction to the job it self. Anyone who works in an organization develops set of attitude about work which are usually referred to under the general, emotional, informational, and behavior elements. Employee with higher satisfaction. (a):- Believe that the organization will be satisfying in the long run. (b):- Care about the quality (c):- Have higher retention rates (d):- Are more productive
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Job satisfaction is influenced by: Opportunity:Employees are more satisfied when they have challenging opportunities a6t work. This includes chances to participate in interesting projects. Jobs, with a satisfying degree of challenging and opportunity for increased responsibility. Important : that is not simply promotional opportunity as organization have become flatter, promotions can be rare. People have found challenge through project team leadership, special assignments as well as promotions.
Action:1. Promote from within when possible. 2. Reward promising employees with roles on interesting projects.
Stress:When negative stress is continuously high. Job satisfaction is low. Jobs are more stressful if they interfere with employees personal lives or are a continuing source of worry or concern.
Action
1. Promote a balance of wok and personal lives. Make sure that senior manager model this behavior. 2. Distribute work eventually within work teams. 3. Some organizations utilizing exercises or fun breaks at work
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Leadership:Employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job.
Action
1. Make sure your manager is well trained leadership, combines attitudes and behavior it can be learned. 2. People respond to managers that they can trust and who inspire them to achieve meaningful goals.
Work Standards:Employees are more satisfied when their entire work group takes pride in the quality of its work.
Action
1. Encourages communication between employees and customers. Quality gains importance when employees see its impact on customers. 2. Develop meaningful measures of quality. Celebrates achievements in quality.
Fare Rewards:Employees are more satisfied when they feel they are rewarded for the work they do. Consider employees responsibilities, the effort they have put forth. The work they have done well and the demand of their jobs.
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Action
1. be consistent in your rewards policies. 2. It your wages are competitive, make sure employees know this. 3. Rewards can include a variety of benefits and perks other then money.
Adequate Authority:Employees are more satisfied when they have adequate freedom and authority to do their jobs.
Action
1. Let employees make decisions. 2. Allow employees to have input ob decision that will affect them. 3. Establish work goals but let employees determine how they will achieve those goals. Later reviews may identify innovative best practices .
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DATA INTERPRETATION
40
Q 1:- Do you satisfied with the working environment of the bank in which you are operating?
8, 8%
A B
92, 92%
41
2, 2%
A B
98, 98%
42
Q3:- Are you getting proper lunch break or interval in between working hours?
9, 9% 1 2 91, 91%
43
INTERPRETATION:76% respondent gives positive result and 24% respondent gives negative.
44
Q5:- How is your relations with other employees working with you?
INTERPRETATION:89% respondent gives good result and 11% respondent gives average
45
1, 1% 1 2 99, 99%
46
9, 9% 1 2 91, 91%
47
INTERPRETATION:61% respondent gives high result and 36% respondent gives medium and 3% respondent gives low results
48
INTERPRETATION:78% respondent gives positive result and 22% respondent gives negative
49
Q10:- Are you satisfied with promotion, career growth training and development?
INTERPRETATION:68% respondent gives positive result and 32% respondent gives negative
50
INTERPRETATION:85% respondent gives positive result and 15% respondent gives negative
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7, 7% A B 93, 93%
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FINDINGS
53
FINDINGS
1:- Workers were not ready to say anything about management. 2:- Employees of Private Bank want good welfare facilities in organization in banks. 3:- Employees are satisfied with recreational programs organization in public banks. 4:- Private bank employees were satisfied with working conditions. 5:-Some Employees were satisfied with the training program and some were not. 6:- Employees of Banks were satisfied with wages salaries given to them.
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SUGGESTIONS
55
[A] Proper Management Support:1:- In private organization employee says that if the top management always support the lower level of employee than this carry the proper satisfaction to the employee. 2:- Employee want the management support in project manner which is very important for the health of organization became if employee is not satisfy with higher management they cannot do effective work.
[B] Proper Training:During the survey employee suggested that organization should provide the proper training for him by which they can enhance their skill. In private bank they want a lot of training events in their organization.
[c] Salary and Wages:In private banks employees want suggest to their management that if the salary and wages is provided in sufficient manner than they will satisfied and they will do work
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[D] Change in time schedule:In private bank employees want that the working hours should be reduced from their duty time schedule and in private hospitals also they want least time for duty because they want to suggest they cannot do walk effectively long time.
[E]:- In private organization employee want fare work condition because in private sector and in private
sector also the working condition is not so good.
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LIMITATIONS
58
LIMITATIONS
1:- Respondents were not able to give proper response and timing. 2:-Respondents do not want to give their details and identity. 3:-They were not ready to respond anything against management. 4:-Two dimensional questionnaire and choices was there. 5:- Employees aren t much satisfied with working hours. 6:- Most of the employees aren t satisfied with the wale fare programmers 7:- Respondents have thigh work load. 8:- Respondents were not take the interest in the explain about the bank.
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CONCLUSION
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CONCLUSION
The rapid transformation in the banking industry over the last decade has made the industry stronger, cleaner, transparent, efficient, faster, disciplined and a lot more competitive. But what we have achieved so far may be only a prelude to the greater things to come. Banking industry continuous to change in order to meet the challenges posed by emerging technologies and business processes, new financial instruments, the growing scale and scope of financial institutions and changing regulatory framework. In order to be successful In the changing scenario, the banks must understand how it s various business components, some of which can be quite sophisticate and complex, dynamically interact. An effected OC process can help to meet many of these challenges. In this research, an effort has been made to draw attention towards the various organizational change levers in the banks under study. The analysis reveals how the bank can make the whole change process smooth and more effective in order to gain the satisfaction fro employees. The present study brings out the fact that organizational changes provide an essential springboard for enhancing satisfaction of employees. An attempt was made in this study to identify those organizational changes which have taken place in these private sector banks. Overall, a positive response was observed in case of these organizational changes by the employees. Employee satisfaction is a measure of how happy workers are their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement. To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meeting with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and, meeting can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale.
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Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outing, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employee in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success. Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously effect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment .A bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount. If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathroom clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets desk them feel more comfortable and nested at their workstation. Basic consideration like these can improve employee satisfaction, as workers will feel well cared for by their employers. The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale. Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high workers can be of tremendous benefits to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.
62
To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meeting with employers to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meeting can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale. Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working Relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success. Of course, few workers will not experience a boost in morale after receiving more money, Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount.
If possible provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkers on their desk can make them feel more. Comfortable and nested at their workstation. Basic consideration like these can improve employee satisfaction, as workers feel well cared for by their employers. The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with
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Courtesy and inertest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale.
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BIBLIOGRAPHY
65
BIBLIOGRAPHY
K.Aswathappa (Third Edition) Human Resource and Personal Management Tata Magrow Hill Companies John m.Inoncevich, Human Resource Management Tata Magrow Hill Companies Websites:www.google.com www.ask.com www.HdfcbankIndia.com www.wikipidia.com
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ANNEXURE
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Questionnaire
Name: Designation: Address: Phone No.; E-Mail:
1. Do you satisfied with the working environment of the bank in which you are operating?
a. YES b. NO
a. YES b. NO
3. Are you getting proper lunch break or interval in between working hours?
a. YES b. NO
a. YES b. NO
a. GOOD b. AVERAGE
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a. YES b. NO
a. YES b. NO
a. YES b. NO
10. Are you satisfied with promotion, career growth training and development?
a. YES b. NO
a. YES b. NO
a. YES b. NO
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