training report12

8/3/2019 Training Report12

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ACKNOWLEDGEMENT

Every project is a combined effort of number of people sometimes paying gratitude and thanking people

becomes a tough task. Just as its 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 theyre 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: Tanu Gautam

PLACE-JHANSI


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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 ofHDFC 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


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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 Bibliography

y Annexure


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INTRODUCTION

Of

THE COMPANY


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BANKING STRUCTURE IN INDIA

Scheduled Banks in India

(A) Scheduled Commercial Banks

Public sector

Banks

Private sector

Banks

Foreign Banks

in India

Regional Rural

Bank

(28) (27) (29) (102)

y Nationalized

Bank

y Other Public

Sector Banks

(IDBI)

y SBI and itsAssociates

y Old Private

Banks

y New PrivateBanks

(B) Scheduled Cooperative Banks

Scheduled Urban Cooperative

Banks (55)

Scheduled State Cooperative

Banks (31)


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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.

New Private Sector Banks

y Superior Financial Services

y Designed Innovative Products

y Tapped new markets

y Accessed Low cost NRI funds

y Greater efficiency


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INDIAN BANKING INDUSTRIES

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.


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The Indian banking Industry is in the middle of an IT revolution, Focusing on the

expansion of retail and rural banking. Players are becoming increasingly customer -

centric in their approach, which has resulted in innovative methods of offering new banking

products and services. Banks are now realizing the importance of being a big player

and are beginning to focus their attention on mergers and acquisitions to take advantage

of economies of scale and/or comply with Basel II regulation. Indian banking industry

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."


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UPCOMING FOREIGN BANKS IN INDIA

By 2009 few more names is going to be added in the list of foreign banks in India. This is as an

aftermath of the sudden interest shown by Reserve Bank of India paving roadmap for foreign banks in

India greater freedom in India. Among them is the world's best private bank by EuroMoney magazine,

Switzerland's UBS.

The following are the list of foreign banks going to set up business in India :-

y Royal Bank of Scotland

y Switzerland's UBS

y US-based GE Capital

y Credit Suisse Group

y Industrial and Commercial Bank of China


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WE UNDERSTAND YOUR WORLD

The Housing Development Finance Corporation Limited (HDFC) was amongst the first to

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

mortgages. Its outstanding loan portfolio covers well over a million dwelling units. HDFC has

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

As of

March

31,

2008,

the Banks 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 Banks 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 non-

performing assets at 0.4% of total customer assets. The Banks provisioning policies for specific loan

loss provisions remained higher than regulatory requirements.

March

2006 March

2007 March

2008

Citied 228 316 327

Branches 535 684 761

ATMs 1323 1605 1977


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TECHNOLOGY USED IN HDFC BANK

In the era of globalization each and every sector faced the stiff competition from their rivals. And

world also converted into the flat from the globe. After the policy of liberalization and RBI initiatives to

take the step for the private sector banks, more and more changes are taking the part into it. And

there are create competition between the private sector banks and public sector bank.

Private sector banks are today used the latest technology for the different transaction of day to day

banking life. As we know that Information Technology plays the vital role in the each and every

industries and gives the optimum return from the limited resources. Banks are service industries and

today IT gives the innovative Technology application to Banking industries. HDFC BANK is the leader

in the industries and today IT and HDFC BANK together combined they reached the sky. New

technology changed the mind of the customers and changed the queue concept from the history

banking transaction. Today there are different channels are available for the banking transactions.

We can see that the how technology gives the best results in the below diagram. There are drastically

changes seen in the use of Internet banking, in a year 2001 (2%) and in the year 2008 ( 25%). These type

of technology gives the freedom to retail customers.


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Centralized Processing Units Derived Economies of Scale

Electronic Straight Through Processing Reduced Transaction Cost

Data Warehousing , CRM Improve cost efficiency, Cross sell

Innovative Technology Application Provide new or superior products

HDFC BANK is the very consistent player in the New private sector banks. New private sector banks to

withstand the competition from public sector banks came up with innovative products and superior

service.


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2001

2005

( % customer initiated Transaction by Channel )

Branches 43%

ATM 40%

Phone Banking14%

Internet 2%

Mobile 1%

Branches 17%

ATM 45%

Phone Banking12%

Internet 25%

Mobile 1%


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HDFC BANK PRODUCT AND CUSTOMER SEGMENTS

PERSONAL BANKING

Loan Product Deposit Product Investment & Insurance

y Auto Loan

y Loan Against

Security

y

Loan AgainstProperty

y Personal loan

y Credit card

y 2-wheeler loan

y Commercial vehicles

finance

y Home loans

y Retail business

banking

y Tractor loan

y

Working CapitalFinance

y Construction

Equipment Finance

y Health Care Finance

y Education Loan

y Gold Loan

y Saving a/c

y Current a/c

y Fixed deposit

y

Demat a/cy Safe Deposit Lockers

y Mutual Fund

y Bonds

y Knowledge Centre

y

Insurancey General and Health

Insurance

y Equity and Derivatives

y Mudra Gold Bar

Cards Payment Services Access To Bank

y Credit Card

y Debit Card

y Prepaid Card

y NetSafe

y Merchant

y Prepaid Refill

y Billpay

y Visa Billpay

y NetBanking

y OneView

y InstaAlert

MobileBanking


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--------------------------------

Forex Services

--------------------------------

y Product & Services

y Trade Services

y Forex service Branch

Locater

y RBI Guidelines

y InstaPay

y DirectPay

y VisaMoney Transfer

y eMonies Electronic

Funds Transfer

y

Online Payment ofDirect Tax

y ATM

y Phone Banking

y Email Statements

y Branch Network


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WHOLESALE BANKING

Corporate Small and Medium

Enterprises

Financial Institutions and Trusts

y Funded Services

y Non Funded

Services

y Value Added

Services

y Internet Banking

y Funded Services

y Non Funded Services

y Specialized Services

y Value added services

y Internet Banking

BANKS

y Clearing Sub-Membership

y RTGS submembership

y Fund Transfer

y ATM Tie-ups

y Corporate Salary a/c

y Tax CollectionFinancial 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 Customer segments (retail & wholesale) account for 84% of Net revenues ( FY 2008)

y Higher retail revenues partly offset by higher operating and credit costs.

y Equally well positioned to grow both segments.

.


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NRI SERVICES

Accounts & Deposits Remittances

y Rupee Saving a/c

y Rupee Current a/c

y Rupee Fixed Deposits

y Foreign Currency Deposits

y Accounts for Returning Indians

y North America

y UK

y Europe

y South East Asia

y Middle East

y Africa

y Others

Quick remit

IndiaLink

Cheque LockBox

Telegraphic/ Wire Transfer

Funds Transfer Cheques/DDs/TCs

Investment & Insurances Loans

y Mutual Funds

y Insurance

y Private Banking

y Portfolio Investment Scheme

y Home Loans

y Loans Against Securities

y Loans Against Deposits

y Gold Credit Card

Payment Services Access To Bank

y NetSafe

y BillPay

y InstaPay

y DirectPay

y Visa Money

y Online Donation

y NetBanking

y OneView

y InstaAlert

y ATM

y PhoneBanking

y Email Statements


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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 Indias 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 Maintain current high standards for asset quality through disciplined credit risk management.

y 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 banks cost of funds.


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COLOUR CODING OF FILES

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 ofPunjab 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. This is subject to receipt

of Approvals from the Reserve Bank of India, stock exchanges and Other requisite statutory and

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

from Rs.450 crores to Rs.550 crores.


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Promoted in 1995 by Housing Development Finance Corporation (HDFC), India's leading housing

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

bank for its performance and quality.


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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 Banks shares are also listed

on the Luxembourg Stock Exchange.


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ACHIEVEMENT IN2007

Business Today-Monitor

Group survey

One of India's "Most Innovative Companies"

Financial Express-Ernst &

Young AwardBest Bank Award in the Private Sector category

Global HR Excellence

Awards - Asia Pacific HRM

Congress:

'Employer Brand of the Year 2007-2008' Award - First Runner up, & many

more

Business Today 'Best Bank' Award

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

Awards 2007'Best Corporate Social Responsibility Practice' Award


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Outlook Money & NDTV

Profit

Best Bank Award in the Private sector category.

The Asian Banker

Excellence in Retail

Financial Services Awards

Best Retail Bank in India

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.

OBJECTIVE OF THE STUDY

The study of employee satisfaction includes many important objectives. The aim of this study is to find

out what are the various types of objectives. The main objectives of the study are to find out employee

satisfaction the employee of HDFC Bank is satisfied with their jobs. And what are the various types of

requirement in that organization in which they are doing their respected job.

And the objective of this study is to find out what should be facilities which are required by the

employee during their duty in banking organization

There are some important objectives of the study of employee satisfaction in the banking

Organization:-

(1):- To find out the requirement of employee during their job.

(2):- To find out that how can an employee be made satisfied who is working in organization.

(3):- To find out what types of facilities may be effective for employee satisfaction.

(4):- To find out what are various causes through which an employee is become dissatisfy in banking

organization.

(5):- To find out what are different types of satisfaction of employee of HDFC Banks.

(6):- To find out what kinds of activities are responsible for the dissatisfaction of an employee of HDFC

Bank.


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(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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SCOPE OF THE STUDY

The study of employee satisfaction covers many areas in which the requirement of this study is very

thirsty and important; this study covers the some important area like student of management,

organization and researchers. The scope of the study of employee satisfaction is suggested that how this

study is valuable for the HDFC Bank.

There is some importance of this study:-

(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 know that how

an employee may become satisfy.

(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 overallperformance 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):- FORRESEARCHER:-

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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IMPORTANCE OF THE STUDY

The study of employee satisfaction is very important for the health and profit maximization.

Every bank want maximize their profit and moral of the employee and every bank want the running of .

The organization should be in same way with the lees satisfaction of the employee.

In the present scenario the governments policies are not trying to satisfy their employee who are

working in the bank so this should be very important for the maximize the profit, and enhance the moral

of the employee, because these are the aggressive area throw which throw which bank organization can

enhance their overall performance. The importance of employee satisfaction suggests some important

area like.

(a):- ENHANCING THE MORAL OF EMPLOYEE:-

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 its 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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INTRODUCTION OF

EMPLOYEE

SATISFACTION


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Introduction of Employee Satisfaction

Job satisfaction is an important topic in organization research because of its many effects in the overall

well-being of the organization. Satisfied employee creates a more positive working environment for an

organization because employer satisfaction is important to organization it is beneficial to research the

sources of job satisfaction. It has been shown that where supervisors basic values are similar to those of

their subordinates, Job satisfaction can increase. Personality similarities between supervisions and

subordinates have also been linked t job satisfaction.

Job satisfaction is a positive emotional state resulting from the appraisal of ones job or job experience.

Employee Satisfaction is also has many effects. Higher job satisfaction is associated with lower risk of

turnover. Emp. Satisfaction may have carryover effect to other parts of the employee life. It has been

shown may have carryover effect to other parts of the employees life. It has been shown to influence a

more positive attitude on life, towards self. Job satisfaction has also been shown to help improve the

employees physical health and actually lengthen their life span. Satisfied employees are also more likely

to and good mental health and be better at making adjustment in their live.

Among the most important values or condition conductive to job satisfaction is

(1):-Mentally challenging work with which the individual can cop successfully.

(2):-Personal interest in the work it self.

(3):-Work which is not too physically tiring.

(4):-Rewards for performance which are just. Informative, and in line with the individuals personal

aspiration.

(5):-Working conditions which are compatible with the individuals physical needs and which facilitate

the accomplishment of his work goals.


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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


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Q 1:- Do you satisfied with the working environment of the bank in which you are operating?

INTERPRETATION:-

92%respondent gives positive result and 8%respondent gives negative.

8, 8%

92, 92%

A

B


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Q2:- Are you getting the facility of loan?

INTERPRETATION:-


2, 2%

98, 98%

A

B


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Q3:- Are you getting proper lunch break or interval in between working hours?

INTERPRETATION:-


9, 9%

91, 91%

1

2


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Q4:- Are you satisfied with the working hours?

INTERPRETATION:-


24, 24%

76, 76%

1

2


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Q5:- How is your relations with other employees working with you?

INTERPRETATION:-

89%respondent gives good result and 11%respondent gives average

11, 11%

89, 89%

1

2


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Q6:- Are you satisfied with the management?

INTERPRETATION:-

99%respondent gives positive result and 1%respondent gives negative

1, 1%

99, 99%

1

2


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Q7:-Leave is provided to you at the time of requirement?

INTERPRETATION:-


9, 9%

91, 91%

1

2


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Q8:- Work load in comparison to public bank?

INTERPRETATION:-

61%respondent gives high result and 36%respondent gives medium and 3%respondent gives low

results

3, 3%

36, 36%

61, 61%

A

B

C


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Q9:- Are you getting proper recreational facilities?

INTERPRETATION:-


22, 22%

78, 78%

A

B


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Q10:- Are you satisfied with promotion, career growth training and development?

INTERPRETATION:-


68, 68%

32, 32%

A

B


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Q11:- Are there proper grievance handling machinery?

INTERPRETATION:-


15, 15%

85, 85%

A

B


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Q12:- Are you satisfied with the communication system?

INTERPRETATION:-


7, 7%

93, 93%

A

B


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FINDINGS


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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


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Suggestions for organization improvement

During the study of employee satisfaction among public banks many important suggestion comes in the

survey.

These various types of suggestions are very effective instruments which are may be fully responsible for

the health of the organization.

These various types of suggestions are giving by the employees of private hospitals during the survey

study. These suggestions are as follows:-

[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

Without any grievance.


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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


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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 arent much satisfied with working hours.

6:- Most of the employees arent 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 its

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 jobcontinues 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.


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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


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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

2. Are you getting the facility of loan?

a. YES

b. NO

3. Are you getting proper lunch break or interval in between working hours?

a. YES

b. NO

4. Are you satisfied with the working hours?

a. YES

b. NO

5. How is your relations with other employees working with you?

a. GOOD

b. AVERAGE


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6. Are you satisfied with the management?

a. YES

b. NO

7. Leave is provided to you at the time of requirement?

a. YES

b. NO

8. Work load in comparison to public bank?

a. HIGH

b. MEDIUM

c. LOW

9. Are you getting proper recreational facilities?

a. YES

b. NO

10.Are you satisfied with promotion, career growth training and development?

a. YES

b. NO

11.Are there proper grievance handling machinery?

a. YES

b. NO

12.Are you satisfied with the communication system?

a. YES

b. NO


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training report12

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