mIBS has its roots in the 19th century ,its

working system has changed since 1969 when

the major banks were nationalized.
mSince mid 1970 - growth in the distribution of
branches and size of their deposits and
advances.
m Recruitment policies changed-doors of
banks were open to everyone.
mIn 1970 ʹopportunities provided to women
without any gender discrimination.
mProblems faced by women employees ʹdual
role,harassment ,recognition and lack of
solidarity.
mQuality of work life in India is poor
because we are still a developing
country.
mEmployees are unhappy due to the
work conditions.
mCompanies fail to realize that high
attrition rate is very bad as most of
the time is spent in training and
development of the new employee.
mDevelopment of skills of great value
are important to the company as well
as employees.
 Is QWL Important?
mextent to which employees enhance their personal
lives through work environment and experiences.
mcan affect such things as; employees timings,
his/her work output, available leaves etc.
mAn organisation HR department assumes
responsibility for the effective running of the quality
of work life for the employees.
mhelps employee to feel secure and like they are
being thought of and cared for by the org.
mDifferent factors of QWL are; employee
participation, career development, conflict
resolution, communication, safety at work, job
security, pride, work life balance.
 ¢actors which we
have focused

mSafety at work
mJob security
mWork life balance
mOpportunities for career
development
mŒrindlays 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.
mºIOCHAHD(ºational 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.͟
mIndia Journal of Industrial Relations
Research on QWL of women workers : role of trade Unions
¢ocus is to take up the specific women͛s issues with the management along
with the issues common to all to enhance the QWL of women employees.
m£enexa Research Institute
- conducted research work on ͞How male and female perceive
work-life balance͟ 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 organization͛s efforts
to support work-life balance indicates a much lower intent o leave
the organization.

mJournal ʹ ͞Social Indicators Research͟

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 universe͟.
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 improve
quality of work-life of women in banks.
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.
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.
Research Design
Our study is concerned with quality of work-life of women working in
banks. It makes an effort to know that how a women balances her
personal and professional life in relation to different roles she play in her
life. ¢urther samples have been taken different nationalized banks.

Sample Design
ü The women working in banks of Ranchi have been chosen for the study.
ü The name of the banks covered by us for our study are:
ü Axis Bank
ü United Commercial Bank
ü Allahabad Bank
ü Bank Of India
ü United Bank of India
m ërimary Data : Questionnaire - STRUCTURED, NON-
DISGUISED & mainly contained closed ended questions
- few open-ended questions were also incorporated to
collect qualitative information.
ïype of sampling ʹ NON-PROBABILITY CONVENIENT
SAMPLING
Œeographical area covered ʹ RANCHI
m Secondary sources: Articles and survey already
conducted by different Institutions, Newspapers,
Magazines, Journals will be taken into consideration
1. HOW ¢AR TRAINING PROGRAMME HELPS AN EMPLOYEE TO
ACHIEVE THE REQUIRED SKILLS ¢OR PER¢ORMING THE JOB
E¢¢ICIENTLY?

 5%

 %

 5%

 %

5%

%

15%

1 %

5%

%
A  G
 E  S E  R
 N

2. HOW O¢TEN ARE YOU ASKED ABOUT YOUR

OPINION AT WORK?












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A  !"# E% #& S '(# E% #& R "# N#) #"
3. THE SA¢ETY AND HEALTH CONDITIONS IN YOUR
ORGANISATION ARE GOOD?

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4. ARE YOU HAPPY WITH THE SA¢ETY MEASURES
PROVIDED BY YOUR BANK?

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å. HOW WELL IS YOUR PRESENT INCOME SATIS¢Y
YOUR PRESENT NEEDS?

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6. DO YOU ¢EEL SECURE ABOUT YOUR JOB?

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7. DO YOU EVER MISS OUT QUALITY TIME WITH YOUR
¢AMILY OR YOUR ¢RIENDS BECAUSE O¢ PRESSURE O¢
WORK?

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X. HOW MUCH YOUR ANY EMOTIONAL PROBLEMS
COULD MAKE IT HARD ¢OR YOU TO WORK?

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A ¡¢£¤¥ ¦ §¨ £ © ¨ ª ©¨ «© ¥ ¬ ­¨ ¨ ª ©¨ «© §£ §¨ ¡¤ «¨ ®¨ §
9. DO YOU THINK YOU ARE LEADING AN IDEAL LI¢E?

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

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ü Null Hypothesis ʹ The quality of work-life of
women working in banks are is good.
ü Statistical Tool ʹ Chi-Square.
ü Targeted Population ʹ Women working in
different banks of Ranchi.
ü Sample Size ʹ 10
Likert scale used with five options i.e Always, ïo great extent,
ïo some extent, rarely and never.

ëOSIïIVE ºEŒAïIVE
ïOïAL
RESëOºSES RESëOºSES

CAREER
DEVEëLOë E 1X 2 20
ºï
SAFEï
Aï
1X 2 20
WOR£

JOB SECURIï
1X 2 20

WOR£ LIFE
27 13 40
BALAºCE

ïOïAL X1 19 100
 O E (O-E)2 (O-E)2/E

1X 16.2 4.X4 0.29X

1X 16.2 4.X4 0.29X

1X 16.2 4.X4I 0.29X

27 32.4 29.16 0.9

Chi-Square, x2 = є (0-E)2 / E =1.794

The table value of x2 for 1 degree of freedom at å 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.
mGrowth of women͛s employment in the
organised sector.
mValuable contribution of women in many
sectors and jobs.
mQWL is very important for job related
factors.
mQWL is an individual driven factor.