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IBS has its roots in the 19th century ,its

working system has changed since 1969 when

the major banks were nationalized.

Since mid 1970 - growth in the distribution of

branches and size of their deposits and

advances.

Recruitment policies changed-doors of

banks were open to everyone.

In 1970 opportunities provided to womenwithout any gender discrimination.

Problems faced by women employees dual

role,harassment ,recognition and lack of

solidarity.

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Quality of work life in India is poor

because we are still a developing

country.

Employees are unhappy due to thework conditions.

Companies fail to realize that high

attrition rate is very bad as most of

the time is spent in training anddevelopment of the new employee.

Development of skills of great value

are important to the company as well

as employees.

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Is QWL Important?

extent to which employees enhance their personallives through work environment and experiences.

can affect such things as; employees timings,

his/her work output, available leaves etc.

An organisation HR department assumes

responsibility for the effective running of the quality

of work life for the employees.

helps employee to feel secure and like they are

being thought of and cared for by the org.

Different factors ofQWL are; employeeparticipation, career development, conflict

resolution, communication, safety at work, job

security, pride, work life balance.

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Factors which we

have focused

Safety at work

Job security

Work life balance

Opportunities for career

development

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Grindlays Bank

Earlier, the policy of multinational banks was not to recruit women employees.But the study shows women are more submissive over worked and can do much

better.

NIOCHAHD(National Institute of child health and human development)

According to the survey conducted by this institute More time the children

spent in child care, the more likely their teachers were to report problem

behavior.

India Journal of Industrial Relations

Research on QWL of women workers : role of trade Unions

Focus is to take up the specific womens issues with the management along

with the issues common to all to enhance the QWL of women employees.

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Kenexa Research Institute

- conducted research work on How male and female perceive

work-life balance and concluded that Women are more positive

than men.

- According to one more research this institute found that those

employees who were favourable toward their organizations efforts

to support work-life balance indicates a much lower intent o leave

the organization.

Journal Social Indicators Research

According to the survey conducted by this journal they found that

the abilities of women are needed at all levels to effect change and

dance with the universe.

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1. To identify the quality of work-life of women

in banks.

2. To analyze how a women balances her

personal and professional life.

3. To suggest possible measures to improvequality of work-life of women in banks.

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1.Because it affects the productivity of any

organization.2.Because ultimately it effects the society.

3.Because it makes better HR sense to talk

about.4.Also because it is fashionable to talk

about.

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Banking and insurance sectors today

offer more prospects for jobs for women

- both qualitatively and quantitatively.As this sector provides favourable

working condition to women employees

in terms of job security, grading and pay,

health and safety and working hours,the quality of work-life of the women

working in banks will be satisfactory.

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Research DesignOur study is concerned with quality of work-life of women working inbanks. It makes an effort to know that how a women balances herpersonal and professional life in relation to different roles she play in herlife. Further samples have been taken different nationalized banks.

Sample Design The women working in banks of Ranchi have been chosen for the study.

The name of the banks covered by us for our study are:

Axis Bank

United Commercial Bank Allahabad Bank

Bank Of India

United Bank of India

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Primary Data : Questionnaire - STRUCTURED, NON-DISGUISED & mainly contained closed ended questions- few open-ended questions were also incorporated tocollect qualitative information.

Type of sampling NON-PROBABILITY CONVENIENTSAMPLING

Geographical area covered RANCHI

Secondary sources: Articles and survey alreadyconducted by different Institutions, Newspapers,Magazines, Journals will be taken into consideration

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1. HOWFAR TRAINING PROGRAMME HELPS AN EMPLOYEE TO

ACHIEVE THE REQUIRED SKILLS FOR PERFORMING THE JOBEFFICIENTLY?

%

5%

1

%

15%

%

5%

%

5%

%

5%

A G E S E R N

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2. HOW OFTEN ARE YOU ASKED ABOUT YOUR

OPINION AT WORK?

2

!

"

#

$ % &

' % &

A( ) 0

1

2 3 4 5 0

6

E7

6

5 8

6

S9 @ 5

E7

6

5 8

6

R 0 4 5 ( 1

N5A

5 4

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3. THE SAFETY AND HEALTH CONDITIONS IN YOUR

ORGANISATION ARE GOOD?

B C

D B C

E B C

3B C

F

B C

G B C

H B C

I B C

A PQ

R

S

T GU V R

W

EX

W

V Y

W

S` a V

EX

W

V Y

W

RR U V P S

NVb

V U

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4. ARE YOU HAPPY WITH THE SAFETY MEASURES

PROVIDED BY YOUR BANK?

c

d

e

d

f c

d

f e

d

g

c

d

h i

p

q r p

qi

p

4r

p

4i

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As t u v w x y u

E

S

E

Ru y s v

N

y

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5. HOWWELL IS YOUR PRESENT INCOME SATISFY

YOUR PRESENT NEEDS?

5%

10%

15%

20%

25%

30%

35%

40%

45%

A E S E R N

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6. DO YOU FEEL SECURE ABOUT YOUR JOB?

j k l

m k l

n k l

o k l

6 k l

A E z S { | E z R } ~

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7. DO YOU EVER MISS OUT QUALITY TIME WITH YOUR

FAMILY OR YOUR FRIENDS BECAUSE OF PRESSURE OFWORK?

A

E

S

E

R

N

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8. HOW MUCH YOUR ANY EMOTIONAL PROBLEMS

COULD MAKE IT HARD FOR YOU TO WORK?

A

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9. DO YOU THINK YOU ARE LEADING AN IDEALLIFE?

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10.DO YOU HAVE PROPER (IDEAL)WORKING HOURS?

0

10

0

0

0

0

0

0

80

0

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Null Hypothesis The quality of work-life of

women working in banks are is good.

Statistical Tool Chi-Square.

Targeted Population Women working in

different banks of Ranchi.

Sample Size 10

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Likert scale used with five options i.e Always, To great extent,

T

o some extent, rarely and never.

POSITIVE

RESPONSES

NEGATIVE

RESPONSESTOTAL

CAREER

DEVEPLOPME

NT

18 2 20

SAFETY AT

WORK18 2 20

JOB SECURITY 18 2 20

WORK LIFE

BALANCE27 13 40

TOTAL 81 19 100

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O E (O-E)2 (O-E)2/E

18 16.2 4.84 0.298

18 16.2 4.84 0.298

18 16.2 4.84I 0.298

27 32.4 29.16 0.9

Chi-Square, x

2

= (0-E)

2

/ E =1.794

The table value of x2 for 1 degree of freedom at 5 level of significance

is 3.841. Since the calculated value of x2 is much smaller than the table

value of x2, the null hypothesis is accepted. Hence, we conclude that the

quality of work-life of women working in banks is good.

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Growth of womens employment in the

organised sector.

Valuable contribution of women in manysectors and jobs.

QWL is very important for job related

factors.QWL is an individual driven factor.