PROJECT REPORT

ON
EMPLOYEE WELFARE MEASURES
AT
APOLLO HOSPITAL
 COMPANY PROFILE

A journey that has transformed Indian Healthcare.

At the behest of his father, in 1971, Dr. Reddy left behind a flourishing practice in Boston and
returned to India. On his return he found the medical landscape in the country plagued by gaps in
infrastructure, delivery and affordability. Things took a turn for the worse when he lost a young
patient who just did not have the means to go abroad for treatment. The incident marked a cross
road in Dr. Reddy's life and steeled his determination to get quality healthcare to India. He set
the blueprint to build India's first multi-specialty private sector hospital.

Undaunted and unfazed by the obstacles faced Apollo Hospitals opened its doors in 1983 and
ever since nurtured a goal which read as "Our mission is to bring healthcare of international
standards within the reach of every individual. We are committed to the achievement and
maintenance of excellence in education, research and healthcare for the benefit of humanity".

In the 30 years since, it has scripted one of the most magnificent stories of success that India has
seen. Not only is the Apollo Group one of the largest integrated healthcare groups in the region,
it also did successfully catalyze the private healthcare revolution in the country. Apollo today has
made every aspect of their lofty mission a reality. Along the way the journey has touched and
enriched 37 million lives who came from 120 countries.

Apollo Hospitals was the forerunner of integrated healthcare in Asia, as well as globally. Today,
the group's futuristic vision has ensured that it has been in a position of strength at every touch
point of the healthcare delivery chain. Its presence encompasses over 10,000 beds across 61
hospitals, more than 1500 pharmacies, over 100 primary care & diagnostic clinics, 115
telemedicine units across 9 countries, health insurance services, global projects consultancy, 15
academic institutions and a Research Foundation with a focus on global clinical trials,
epidemiological studies, stem-cell and genetic research.

Over the past three decades Apollo Hospitals' transformative journey has forged a legacy of
excellence in Indian healthcare. The Group has continuously set the agenda and led by example
in the blossoming private healthcare space. One of Apollo's significant contributions has been
the adoption of clinical excellence as an industry standard. Apollo pioneered the concept - the
group was the first to invest in the pre-requisites that led to international quality accreditation
like the JCI and also developed centres of excellence in Cardiac Sciences, Orthopaedics,
Neurosciences, Emergency Care, Cancer and Organ Transplantation. Along with excellence the
Apollo philosophy rests on the pillars of technological superiority, a warm patent- centric
approach, a clear and distinct cost advantage and a edge in forward-looking research. Apollo's
spectacular success rests on sustained commitment and investments in each of these pillars.

The Group continues to break new ground in adopting new technology. From leveraging new
age mobility, to getting futuristic equipment Apollo has always been ahead of the curve.
Currently, the group believes in the tremendous potential of robotics and is investing heavily in
making it a real and robust option for all. Apollo pioneered Tender Loving Care (TLC) and it
continues to be the magic that inspires hope, warmth and a sense of ease in the patients.

Apollo started out with the promise of bringing quality healthcare to India at a price point that
Indians could afford. The cost of treatment in Apollo was a tenth of the price in the western
world. Today as the group charts out its roadmap to take healthcare to a billion, the focus on
driving a strong value proposition remains constant.

Apollo Hospitals has taken the spirit of leadership well beyond business metrics. It has embraced
the onus of keeping India, healthy. India could soon become the heart disease capital of the
world if the surge of lifestyle diseases goes unchecked. Apollo Hospitals has its agenda full in
taking steps to avoid this. Recognizing that the risk of heart disease can be significantly reduced,
even reversed, Apollo Hospitals launched the path breaking Billion Hearting Beating, a
campaign that empowers Indians with the knowledge to fight the common adversary - heart
disease.

Apollo Hospitals has always strongly believed in social initiatives that help transcend barriers. In
keeping with this, the group has started several impactful programmes in this area. One among
these initiatives is SACHi (Save a Child's Heart Initiative) - a community service initiative with
the aim of providing quality pediatric cardiac care and financial support to children from
underprivileged sections of society suffering from heart diseases. Apollo also runs the SAHI
(Society to Aid the Hearing Impaired) initiative to help poor children with hearing impairment,
and the CURE Foundation which is focused on cancer screening, cure and rehabilitation for
those in need. In the area of Cancer care Apollo has also joined hands with Yuvraj Singh's
 YOUWECAN to organize massive cancer screenings. Apollo regularly conducts comprehensive
health screening camps across the nation. The Group actively leverages its telemedicine and
mHealth capabilities to take its screening programmes to even remote corners of the country.

Apollo's remarkable story has captured India's attention. For its service to the nation, the Group
was felicitated with the honour of a commemorative postage stamp bearing its name. For his
untiring pursuit of excellence in healthcare, Dr. Prathap C Reddy, was bestowed with the second
highest civilian award, the 'Padma Vibhushan', by the Government of India.

Recently Apollo Hospitals celebrated its 30th year. The Group, led by Dr. Prathap Reddy,
reaffirmed its goals and redefined their focus. With ambitious projects like Apollo Reach
Hospitals, a strong focus on preventive healthcare and an unabated commitment to nurture
excellence and expertise in healthcare, Apollo Hospitals envisions for a new horizon - a future
where the nation is healthy, where its people are fighting fit, and India emerges as the preferred
global healthcare destination.

A Blueprint supported by strong pillars

 Clinical Excellence
 Tender Loving Care
 Cutting Edge Technology
 Clear Cost Benefit
 Academic Excellence

VALUES
The confluence of seven values results in a ray that represents Apollo's leadership in Indian
Healthcare. A ray that is the beacon for millions looking for a cure… looking for hope.

Innovation
We embrace change and work to improve all we do in a fiscally responsible manner
Ownership
We value integrity and the promotion of the just use of resources entrusted to us for the
enhancement of human life.

Patient centric
In all our endeavors, we are guided by the needs of the patient, creating a partnership that is
effective and personal across the continuum of care. We put our patients first as we seek to
exceed the expectations of our customers with superior service, outstanding clinical care and
unsurpassed responsiveness.

Quality
Always perusing Quality, our Hospital envisions more efficient, equitable care at all levels of a
patient's experience. Through a consensus-based process, clinical quality and efficiency
measures meets the needs and expectations of the general public, government, providers and
practitioners.

Teamwork
System effectiveness is built on the collective strength and cultural diversity of everyone,
working with open communication and mutual respect.

Compassion
We value a quality of presence and caring that accepts people as they are and fosters healing and
wholeness.

Respect for all

We use 'Namaste' as the salutation when meeting patients, guests, employees in person or
telephonically. We greet each individual, those we serve and those with whom we work, with the
highest professionalism and dignity.
Chairman's profile

Dr. Prathap C Reddy

Founder, Chairman - Apollo Hospitals Group
Dr. Prathap C Reddy, the visionary Founder Chairman of Apollo Hospitals, is widely credited as
the architect of modern Indian healthcare. He is best described as a compassionate humanitarian,
who dedicated his life's effort to bringing world-class healthcare within the economic and
geographic reach of millions of patients. The institution he built and the values and vision he
inculcated led the private healthcare revolution that transformed the Indian healthcare landscape.
It was Dr. Reddy's vision to build a business model with an intrinsic „social conscience'. Apollo
Hospital opened its door in 1983 and introduced international quality healthcare in India, at a
cost that was a tenth of comparable costs in the western world. This was Apollo's first act of
social responsibility and the Group has stayed true to Dr. Reddy's vision in its journey over three
decades.

The business model designed by him was inherently scalable, replicable and sustainable and
fostered the emergence of the healthcare sector in India, as we know it today. Dr. Reddy's vision,
acumen and ideal of uncompromised quality motivated numerous individuals in India and across
the world to set forth, emulate the model and take care closer to their patients. Dr. Reddy has
carried the torch of healthcare to distant corners of India. Always the visionary, he has harnessed
technology and insurance to reach healthcare to the masses. The pioneering success of
telemedicine & innovative insurance in Aragonda, the world's first V-SAT enabled village in
remote Andhra Pradesh is the proof-of- concept validation of „Healthcare for All'.

Recognizing that telemedicine can help meet the increasing demand for universal access to high
quality medicine, irrespective of geography, he led his team to set up 125 telemedicine centres
across 7 countries. Dr. Reddy helmed the revolutionary Reach Hospitals initiative from Apollo,
to take world - class healthcare to tier 2 towns. This blueprint is taking good health to the very
heart of India.
A tireless advocate for creating access through insurance, Dr. Reddy firmly believes that
mandatory Health Insurance is critical for the nation and has been actively campaigning for its
implementation across the country. The innovative insurance project, at a cost of Re.1/day that
he introduced in his native village decades ago, paved the way for many more products for rural
India. This project has been adapted in multiple ways across the country and created the platform
for Government of India's Universal Health Insurance program for below-poverty-line
population.

Nurturing change towards preventive healthcare, Dr. Prathap Reddy passionately propagated
Preventive Healthcare with the concept of Annual Health Checks. As a Cardiologist, he
recognized that the battle against disease had to go beyond hospitals and envisioned the Billion
Hearts Beating, an endeavour that deploys innovative mediums to encourage Indians to stay
heart-healthy.

In service to his nation, Dr. Reddy has also been the Chairman of the Confederation of Indian
Industry's National Health Council and advisor to its committees on Healthcare, Health
Insurance, Public Health and Pharma.

Dr. Reddy's improbable journey captured through a biography "Healer: Dr. Prathap Chandra
Reddy and the Transformation of India," authored by Pranay Gupte, veteran international
journalist, biographer and historian and published by Penguin, the world's largest publisher.

A dedicated philanthropist, Dr. Reddy introduced social initiatives that help transcend barriers
and notable example is the Save a Child's Heart Initiative that is addressing the widespread issue
of congenital heart disease in India.

Dr. Prathap C Reddy was conferred the „Padma Vibhushan' the second highest civilian award.
This unequalled commendation from the Government of India is an acknowledgement of his
untiring pursuit for excellence in healthcare.
 A JOURNEY RECOGNISED AND RESPECTED BY EVERYONE

 1991 Conferred the Padma Bhushan by the Govt. of India

 1992 Invited by Govt. of India as a member of the Working Group on Health Financing &
Management
 1993 The Mother St Teresa's „Citizen of the Year' Award
 1997 Business India -Top Fifty personalities who made a difference to India since
Independence.
 1998 Sir Nilrattan Sircar Memorial Oration (JIMA) Award for single-handedly making super
speciality care available to a vast section of society
 2000 Conferred the Fellowship AD hominem by the Royal College of Surgeons of Edinburgh
 2001 Ernst & Young „Entrepreneur of the Year' award
 2002 Lifetime Achievement Award by Hospimedica International
 2004 Franchise Award for Excellence in Business Development
 2005 The „Asia – Pacific Bio leadership Award' by the Marshall School of Business.
 Appointed as a Member of the Indo – US CEO's Forum by the Prime Minister of India
 2006 „Modern Medicare Excellence Award 2006', by ICICI Group, for his outstanding
achievements in the healthcare industry
 2007 Appointed Chairman of the CII National Healthcare Committee
 2008 TiECON Entrepreneurship Award First CareUltimate Award for Medical
 2009 The Govt. of India honours Apollo Hospitals with a Commemorative Postage Stamp
 2010 Govt. of India confers the Padma Vibhushan, the second highest civilian award in India
 Lifetime Achievement Award from Rotary International and Frost & Sullivan
 2011 Lifetime Achievement award from the FICCI /
Lifetime Contribution Award from AIMA
 2012 Apollo Hospitals was the winner of G20 Challenge on Inclusive Business Innovation for
the Apollo Reach Hospitals initiative
 2013 NDTV Indian Lifetime Achievement Award /
Asian Business Leaders Lifetime Achievement Award
 CNBC TV18 Lifetime Achievement Award for India Business Leaders Awards 2013
MILESTONES

centres in India on global trial for drug-eluting bio-resorbable stents. Apollo is one of them.

JCIA accredited hospitals

NABH accredited hospitals

World Class Heart Institutes

liver transplantations in under 4 years at Apollo Chennai‟s Center for Liver Disease

liver transplants performed by Apollo Delhi

The liver transplant team at Apollo Hospitals, Chennai completed 200 liver transplants

The Apollo Hospitals, Chennai completed over 450 robot-assisted surgeries

Reached over 500 Bone Marrow Transplants

 

Crossed over 600 Robotic Surgeries till date

Apollo Health City has performed 700th Cochlear implant surgery and reached a new milestone
in the history of aiding hearing impaired in Andhra Pradesh

First program to complete 800 Liver transplants

The Apollo Hospitals Group has completed over 1000 robot-assisted surgeries

patients successfully treated through exultant Micro vascular free tissue transfer and Aesthetic
surgeries

Apollo Speciality Cancer Hospital, Chennai successfully completes 1000 CYBERKNIFE Radio
Surgeries

solid organ transplants in one year

Kidney Transplants performed

Completed over 10,000 Joint Replacement Surgeries

 

Coronary Angioplasties done till 2013, 10,000 Joint Replacements performed and 10,000
Neurosurgeries performed per year

Crossed over 1, 30, 000 Heart Surgeries with incredible success rates

major surgeries performed and counting

minor surgical procedures performed

Performed over 8 Million Preventive Health Checks so far

Treated over 30 Million Patients till date and many more to our credits

Apollo Health City, Hyderabad performed the First bilateral (on both the knees) revolutionary
Minimally Invasive Knee Replacement (Resurface) Surgery (MIKRS) using OrthoGlide Medial
Knee system


 Apollo Hospitals, Hyderabad performed the first coronary angioplasty in India using absorb
fully absorbable stent-bioresorbable vascular scaffold (absorb-BVS) - 2012

Apollo Health City Hyderabad commenced Robotic Procedures during April to June 2012, in the
specialities of Gynecology & Urology

Indraprastha Apollo Hospitals New Delhi commenced Robotic Surgery in the specialities of
Gynecology, Urology, General Surgery and Bariatric Surgery, during April to June 2012

Pediatric Surgeons at Apollo Children‟s Hospital Chennai evolve their own standardized
techniques for valve repair, April to June 2012

Stealth Surgery, a subcutaneous endoscopic surgery which addresses concerns related to scarring
was performed at Apollo Children‟s Hospital, Chennai

Pioneered open heart surgeries and cardiac catheterization, in the early 80‟s


 Introduced cutting edge procedures like off-pump and beating-heart surgery, either by
thoracotomy or classical sternotomy, trans-radial angioplasty and stenting, mitral valve
replacement.

First donor incompatible kidney transplant performed at Apollo Hospitals Chennai using technique
of Column adsorption of blood group antibodies

First American underwent a successful Heart Transplant at Chennai‟s Apollo Hospitals and he
was also the oldest person to undergo a heart transplant in the country

Apollo Bramwell Hospital Mauritius in conjunction with Global Biohealth Solutions, launched
the Apollo Bramwell Stem Cell Therapy Program

World's 1st iPod Navigation Hip Resurfacing Surgery was successfully performed at Apollo
Speciality Hospitals, Chennai

Latest M guard stent technology, a specially designed Mesh covered stent, was used to save a 27
year old man from an acute heart attack ! Apollo Hospital first to introduce the technology in
Chennai !
 

Apollo performed an unprecedented revolution in orthopedics by equalizing limbs and

deformity correction by the llizarov procedure

In 1995, Apollo Hospitals performed its first Bone Marrow Transplantation, as well as the first
multi organ transplant in the country

Apollo Gleneagles Cancer Hospital Launches Eastern India's first dedicated comprehensive
Bone Marrow Transplant Unit

Largest series of aortic valve replacement with stentless heart valve bioprosthesis performed.

First private healthcare provider to perform a heart transplant in 1995

By 1992, Apollo Hospitals introduced Artery Stenting for the first time in India
 

Indraprastha Apollo Hospitals, Delhi has also completed over 500 liver transplants in February,
2011

An 8 year old Omani child with aortoarteritis, uncontrollable hypertension with impending kidney
failure and intestinal gangrene was successfully treated by vascular reconstructive surgery at
Apollo hospitals Chennai.

Apollo Hospitals, Chennai treated the double-lung transplantation for Hermansky-Pudlak

Syndrome (HPS) genetic condition which is the first case in India and second in the world. HPS
results from mutations in one of seven different genes.

QUALITY:

Joint Commission International Accreditation

The Joint Commission International (JCI) is a U.S based accreditation body dedicated to
improving healthcare quality and safety around the world. The accreditation is an international
gold standard for hospitals.

The Apollo hospitals group achieved the unique distinction of achieving accreditation for its
hospitals at Delhi, Chennai, Hyderabad, Ludhiana, Bangalore, Kolkata and Dhaka. Indraprastha
Apollo Hospitals, Delhi, became the first hospital in India, while Apollo Hospitals, Chennai,
became the first hospital in South India to achieve this unique and coveted accreditation.
 JCI works directly with healthcare organisations to achieve their goals of providing quality
clinical care and services in safe, efficient and well-managed facilities.

JCI assesses through a rigorous on site survey process, a healthcare provider‟s quality in the
following key areas -

 Access to health care

 Health Assessment and care processes
 Education and rights of individuals
 Management of information and human resources
 Safety of facility
 Infection control
 Collaborative integrated management
 Facility management
 Performance Measurement
 Education & Rights of Patients

NABH accreditation

National Accreditation Board for Hospitals & Healthcare Providers (NABH) is a constituent
board of Quality Council of India, set up to establish and operate accreditation programmes for
healthcare organizations. The board is structured to cater to much desired needs of the consumers
and to set benchmarks for progress of health industry.Apollo Hospitals, Bilaspur has received the
NABH accreditation making it India's First Rural Hospital to achieve this honour and a leader in
modern healthcare. Apollo Speciality Hospitals, Madurai, Apollo BGS Hospitals, Mysore and
Apollo Speciality Hospitals, Chennai are also accredited by the NABH.
NABL Accreditation

Apollo Hospitals, Chennai WAS assessed & accredited in accordance with the Standard ISO
15189 : 2003 "Medical Laboratories - particular requirements for Quality & Competence" for its
facilities in the field of Medical Testing.

ISO 9002

The International Organisation for Standardisation (ISO) is a network of the national standards
institutes of 151 countries, on the basis of one member per country. A Central Secretariat based
out of Geneva, Switzerland, co-ordinates the system.

Apollo Hospitals, Chennai was the first hospital in India to be awarded an ISO 9002
certification.

The ISO 9000 series is concerned with 'quality management'. It is a certification affirming the
organization's ability to enhance customer satisfaction by meeting customer and applicable
regulatory requirements and continually to improve its performance in this regard.

The ISO standards are a guarantee of quality across boundaries and geographies. They are an
assurance to the international patient of the safety and reliability of Apollo's services against
global benchmarks.
 Superbrand

The Indian Consumer Superbrands Council includes some of the most eminent marketing, media
and advertising professionals. As the council members agree, "Obtaining Superbrands' status
puts the brand in the circle of an elite group that is seen to represent the best practices in brand
management. Ultimately it can be likened to a brand oscar. Apollo Hospitals entered the
'Superbrand' category in 2004.

Awards & Achievements

ENTERPRISE ASIA'S "AREA" PROGRAM, SOUTH ASIA 2012 - "RESPONSIBLE

BUSINESSLEADER" AWARD Year

 Dr. Prathap C ReddyEnterprise Asia's "Asia Responsible Entrepreneurship Awards" program

 (AREA), South Asia 2012 has honoured Dr.Prathap C Reddy, Chairman, Apollo Hospitals
Group with the prestigious "Responsible Business Leader" Award2012

'LIFE-TIME ACHIEVEMENT' AWARD Year

Dr. Prathap C Reddy Prathap C Reddy has been honored with the Life Time Achievement
Award by CNBC TV18 at the India Business Leaders Awards 2013.
Named the architect of modern healthcare and the pioneer of corporate healthcare in India, this
award felicitates Chairman‟s lifetime efforts of transforming healthcare in our country.
 2013 Dr. Prathap C ReddyChairman, Apollo Hospitals Group was honoured with the prestigious
Asian Business Leaders Forum Lifetime (ABLF) Achievement Award.
 The award acknowledged Chairman's vision to leave the world a better place and that he has
spent a lifetime nurturing and sharing values of excellence, innovation and sustainability
alongside social responsibilities and philanthropy.2013
 Dr. Prathap C ReddyChairman - Apollo Hospitals, founder, Dr Prathap C Reddy received the
prestigious NDTV Indian of the Year, Lifetime Achievement Award2013
 Dr. Prathap C ReddyChairman of Apollo Hospitals Group was honored at the Managing India
Awards, by AIMA2012
 Dr. Prathap C ReddyChairman of Apollo Hospitals Group was conferred by the Federation of
Indian Chambers of Commerce and Industry2011

FORTUNE INDIA "TOP 50 MOST POWERFUL WOMEN IN BUSINESS" RANKING

SURVEY Year

Ms. Preetha Reddy Managing Director, Apollo Hospitals Group has been ranked 7TH amongst
the Top 50 Most Powerful Women in Business in India, by FORTUNE2012

DOCTORATE OF SCIENCE (HONORIS CAUSA)Year

 Ms. Preetha ReddyManaging Director, was conferred by the Tamil Nadu Dr MGR Medical
University, for her outstanding contribution to the field of healthcare in India2009

MODERN MEDICARE EXCELLENCE AWARD Year

 Dr. Prathap C ReddyChairman of Apollo Hospitals Group was awarded by ICICI Group, for his
outstanding achievements in the healthcare industry2006
 ASIA-PACIFIC BIO-BUSINESS LEADERSHIP AWARD Year

 Dr. Prathap C ReddyChairman of Apollo Hospitals Group 2005

ERNST & YOUNG ENTREPRENEUR OF THE YEAR AWARD Year

 Dr. Prathap C Reddy Chairman of Apollo Hospitals Group2002

SIR NILRATTAN SIRCA MEMORIAL ORATION (JIMA) AWARD

 Dr. Prathap C Reddy Chairman of Apollo Hospitals Group received the prestigious Award for
single-handedly making super speciality care available to a vast section of society
SPS APOLLO HOSPITAL IN LUDHIANA

State of the art 350 bedded hospital with most eminent medical professionals, paramedics
and skilled nursing professionals

As one of the foremost names in healthcare in the region SPS Apollo Hospitals has been setting
standards since its inception in 2005.Guided by Sri Satguru Jagjit Singh Ji‟s vision of making
international quality healthcare accessible to the people of Punjab, the hospital was set up in
collaboration with one of the world‟s most respected healthcare companies, Apollo Hospitals
Group.

The modern state of the art 350 bedded hospital has the most eminent panel of medical
professionals many of whom are leaders in their respective fields, a well-trained paramedical
staff and the most skilled & caring nursing professionals.Backing them is the best healthcare
infrastructure and the latest state of the art equipment supported by cutting edge technology.

The relentless pursuit of excellence is reflected in SPS Apollo Hospitals adherence to the best
protocols and standards in patient care and clinical services.

SPS Apollo today stands tall as the first hospital in South East Asia to be accredited by the
prestigious Joint Commission International, USA within 2 years of operations.The hospital was
successfully re-accredited by the Joint Commission International in February 2010 and February
2013.

INFASTRUCTURAL HIGHLIGHTS & TECHNOLOGY

Best Healthcare Infrastructure and the Latest State of Art Equipment Supported by
Cutting Edge Technology
Highlights

SPS Apollo Hospitals spread across an area of 5 acres stands out at Ludhiana, Punjab

SPS Apollo Hospitals is one of the largest corporate sector hospital North of Delhi having 280
commissioned beds with 100 critical care beds and 7 operating theatres.

SPS Apollo Hospitals is one of the most comprehensive healthcare facilities in the region
offering a wide spectrum of clinical services.

SPS Apollo Hospitals has an eminent panel of medical professionals many of whom are leaders
in their respective fields

Tender Loving Care is our way of life at SPS Apollo Hospital

Technology

128 Slice CT Scan

Advanced Cath-Lab with Stent Boost Technology

Digital Mammography4

D and 3D Ultrasound

Bone Densitometry

Fully automated Bio-Chemistry Analyzer

State of the art Telemedicine set up

Tele-Radiology System

Pneumatic Shoot System

Wi-Fi Access Points

Factsheet

Major Milestone

Commenced operations in March 2005Formally inaugurated in September 2005.

Became first hospital in South East Asia to be accredited by Joint Commission International,
USA in January 2007

Successfully re-accredited in February 2010 and 2013

Mission:

To bring excellence in healthcare within the reach of every individual. We are committed to the
health and wellbeing of humanity

Hospital Infrastructure

One of the largest corporate hospitals and the most comprehensive healthcare facilities in the
region3,50,000 square feet area across 9 levels280 beds including 100 intensive care beds7
operation theatres including a dedicated emergency and trauma OT Advanced Cath Lab with
Stent Boost Technology 1.5 Tesla MRI, 128 Slice CT, 3D & 4D Ultrasound and Bone
Densitometry Automated laboratories.

In Patient Services

280 Inpatient beds Approximately 100 critical (intensive) care beds Cardiac Care Units. High
Dependency Units. Medical Intensive Care Units. Neonatal Intensive Care Units. Neuro and
Stroke Intensive Care Unit. Paediatric Intensive Care Unit. General Ward Beds. Semi Private
Rooms Private. Rooms Deluxe . Rooms Suites.

All rooms are centrally air conditioned and are equipped with the most modern and state of the
art amenities.
Out Patient Services

Well-equipped consultation chambers. Separate day care areas .Dedicated help desks. Out
Patient Clinics: Dentistry. ENT Centre Gastroenterology and Liver Diseases Centre
Gynaecology Centre Heart Centre Medicine Centre Nephrology and Dialysis Centre
Neurosciences Centre Orthopaedics & Joint Replacement Centre Plastic & Cosmetic Surgery
Centre Preventive Health Check Up Wing Respiratory Medicine Centre Skin and Cosmetic
Clinic Surgery Centre Urology and Transplant Centre Vascular Surgery.

24 Hour Services

Emergency and Trauma Services. Radiology & Diagnostic Services Laboratory Services, Blood
Bank Emergency ,Operating Rooms, .Ambulance & Patient Transport Services

Human Resource

76 Consultant Doctors including internationally trained and board certified doctors,166 Medical
Professionals,382 Nursing Professionals including specialized nurses,106 Paramedical
Professionals

Cashless Services

Empanelled with leading insurance companies and TPAs Tie ups with various government
organizations like ECHS. Dedicated help desks and service coordinators

International Patient Service

Seamless and specialized services for international patients .High quality and cost effective
healthcare delivery
Accreditation

Joint Commission International, USA accredited healthcare facility. Blood Bank accredited by
the National Accreditation Board for Hospitals and Healthcare Providers

Departments and Divisions

 Anaesthesiology & Pain Management
 Bariatric Surgery
 Critical care
 Dentistry
 Dermatology & Cosmetology
 Dietetics and Clinical Nutrition
 Endocrinology & Diabetes
 ENT, Head & Neck Surgery
 General Surgery and Minimal Access Surgery
 Internal Medicine
 Interventional Cardiology
 Laboratory Services
 Medical Oncology
 Neonatology
 Opthamology
 Obstetrics and Gynaecology
 Plastic,Reconstructive & Cosmetic Surgery
 Paeditrics
 Physiotherapy
 Plastic Surgery
 Radiology
 Pulmonary Medicine
 Sports Medicine
 Transfusion Medicine
 Urology
Exclusive Benefits for Our Corporate Clients

Joining Hands for A Healthier Future

Health Fairs Complimentary Consultations
Corporate Days
Regular Health Updates
Minimal Waiting Time
Free Online Second Opinion from Our Experts
Medical Service Assistance across India

Services Offered

SPS Apollo Hospitals offers the following services to its corporate clients:
 Out Patient Services (Opd)
 An extensive list of out-patient services available at SPS Apollo Hospitals is offered to
your organization.
 We offer special discounts on a comprehensive range of out-patient consultations.
 Diagnostic And Laboratory Services
 Hospitalization (Ipd) Services
 Preventive Health Checks
 Pre-Employment Screenings
 Pre-Insurance Screenings
 Wellness Coaching
 Health Screening Clinics
 Camps
 Life Savers Program
 Emergency Services
The Need for Preventive Health

Health = Profits
Studies show that preventable illnesses constitute almost 80% of the illness burden at the
workplace and about 90% of the healthcare costs. A national-level Corporate Wellness Survey
conducted by Apollo Hospitals and CII has revealed that the slowdown-induced stress levels
have hit 50-52% of the employees in the corporate sector. Only 2 out of 10 people are working
at their full potential84.79% Urban Indians have medical disorders without an identifiable cause
and with high levels of stress and tension Absenteeism, diminished productivity, employee
turnover accidents etc cost American Businesses more than the annual total net profits of the
Fortune 500 compa
INTRODUCTION
TO THE TOPIC
 INTRODUCTION

Labour welfare measures are an effort towards relieving the industrial worker of his worries
and making him happy. It is generally agreed that labour is an underprivileged section of our
society.

Anything done towards the well being of labour force comes under the purview of labour
welfare. “As a matter of fact the whole filed of welfare is one in which much can be done to
combat the sense of frustration of the industrial worker, to bring about maximum satisfaction,
to relieve him of personal and family worries, to afford him a means of sphere in which he can
excel all others to help him to wider conception of life”.

On fulfillment of the basic needs of labour, considered as human being, the labour welfare
gives satisfaction to the workers to the extent that even good pay packets cannot do to them.
Changes in management thinking have also recognized the importance of their role in
providing the extra amenities, where the employers are primarily concerned with the viability
of the enterprise, labour welfare, even considered to be helpful to the efficiency of production.

Each employer thus gives varying degrees of attention to labour welfare on consideration of
priorities before him. The government being the other party in this feels necessarily introduces
labour legislation from time to time in order to bring uniformity in the basic amenities
available to industrial workers.

DEFINITIONS:
1. The oxford Dictionary defines Labour Welfare as “efforts to make life worth living for
workmen”.
2. Chamber’s dictionary defines welfare as a state of faring or doing well; freedom from
calamity, enjoyment of health, prosperity, etc.
3. ILO Asian Regional Conference, it has been stated that worker‟s welfare may be
understood to mean “such services, facilities and amenities, which may be established outside or
in the vicinity of undertakings, to enable the persons employed therein to perform their work in
healthy and congenial surroundings and to provide them with amenities conducive to good health
and high morale”.

4. The Labour Investigation Committee (1944 – 46) includes under labour welfare activities
“anything done for the intellectual, physical, moral and economic betterment of the workers,
whether by employers, by government or by other agencies, over and above what is laid down by
law or what is normally expected as part of the contractual benefits for which the workers may
be bargained”.

5. The Report of the Committee on Labour Welfare (1969) includes under it “such services,
facilities and amenities as adequate canteens, rest and recreation facilities sanitary and medical
facilities, arrangements for travel to from work and for the accommodation of workers employed
at a distance from their homes, and such other services, amenities and facilities including social
security measures as contribute to improve the conditions under which workers are employed”.

6. According to N.M. Joshi, welfare work “covers all the efforts which employers make for the
benefit of their employees over and above the minimum standards of working conditions fixed
by the Factories Act and over and above the provisions of the social legislations providing
against accident, old age, unemployment and sickness.

7. According to HRM Labour welfare or Employee welfare is a comprehensive term including

various services, benefits and facilities offered to employees by the employer. The basic purpose
of labour welfare is to enrich the life of employees and keep them happy and contented. Better
working conditions and welfare measures enhance the motivations and efficiency of employees.
The main objective is to make the worker happy, healthy, committed and loyal.
CONCEPT

Labour welfare may be viewed as a total concept, as a social concept and as a relative concept.
The total concept is desirable state of existence involving the physical, mental, moral and
emotional well-being. These four elements together constitute structure of welfare, on which its
totality is based. The social concept of welfare implies the welfare of man, his family and his
community. All these three aspects are inter-related and work together in a three-dimensional
approach. The relative concept of welfare implies that welfare is relative in time and place.

The concept of welfare is dynamic and flexible and hence its meaning differs from time to time,
region to region, industry to industry, and country to country, depending upon the value system,
level of educati
on, social customs, degree of industrialization and general standard of soico –economic
development of the people. The purpose of providing welfare amenities is to bring about the
development of the whole personality of the worker his social, psychological, economic, moral
and cultural and intellectual development to make him a good worker. A good citizen and a good
member of the family which serve to promote the development of the organization.

APPROACHES TO LABOUR WELFARE

The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which
are engaged in welfare activities. Moreover, the different approaches to labour welfare reflect the
evolution of the concept of welfare. In fact, welfare facilities are not restricted to workers alone.
They have now been extended to the society in general.
The approaches and their brief descriptions are:

A. The Policy Theory

This theory assumes that man is selfish by nature. Therefore, an employer will leave no stone
unturned to exploit the labour if he is not forced to introduce some welfare measures. This theory
thus leads to enactments of various labour welfare laws, periodical supervision to ascertain that
the laws are implemented and punishment to the employers who do not obey the laws. In this
theory the main emphasis is on the fear and not on the spirit of labour welfare which perhaps is
the most important factor.

B. The Religious Theory

Here the employer is concerned primarily with his own welfare because he introduces labour
welfare measures either as an investment for attainment of good in his life or as atonement for
his sins.

C. The Philanthropic Theory

According to this theory man‟s love for mankind is the guiding factor of labour welfare.

D. The Trusteeship Theory

This theory has a paternalistic approach. Here employer has a moral responsibility to look after
the interests of their wards who are the workers. Therefore, labour welfare measures are the
outcome of moral responsibility.

E. The Placating Theory

It is believed that the labour groups are becoming more and more demanding and aware of their
rights. Therefore, their demands cannot be ignored. It is advisable to implement labour welfare
measures in time. In those programs which are based on this theory, sincerity may be lacking.

F. The Public Reactions Theory

As per this theory, labour welfare programs work as a sort of advertisement and help the
industrialist to build up good and healthy public relations.
G. The Functional Theory

Here labour welfare is introduced to secure, preserve and develop the efficiency and productivity
of labour. This theory is a reflection of contemporary support for labour welfare.

H. Social Theory

The social theory implies that a factory is morally bound to improve the conditions of the society
in addition to improving the condition of its employees. So, labour welfare is gradually
becoming social welfare.

AIMS OF LABOUR WELFARE

 To provide assistance in solving personal and family problems of employees.

 To offer openings for self expressions and advancement.
 To provide opportunities for development of individual talents.
 To offer facilities for health improvement.
 To create conditions where employee are enabled to develop a broader vision of life and
matters.

SCOPE OF LABOUR WELFARE

Welfare is statutory and non-statutory kinds. Welfare ensures a minimum of facilities and
reasonably good working conditions as per the legal requirements, where as the non-statutory
welfare measures involve the voluntary efforts of the employer to provide certain welfare
facilities, which are also called as fringe benefits. Labour welfare has become essential because
of the very nature of the industrial system.
OBJECTIVES OF WELFARE MEASURES

1. To combat trade unionism and social ideas.

2. To build up stable labour force, to reduce labour turnover and absenteeism.
3. To develop efficiency and productivity among workers.
4. To save oneself from heavy takes on surplus profits,
5. To earn goodwill and enhance public image.
6. To reduce the threat of further government intervention.
7. To make recruitment more effective because these benefit add to job appeal.

KINDS OF WELFARE MEASURES

 Educational and medical benefits
 Transport housing
 Rest and recreation
 Co-operative societies
 Day nurseries and crèches
 Paid holidays and sick leave
 Social insurance schemes
 Provident fund and gratuity schemes
 Pension
 Legal and financial advice
 Club membership and magazine subscription
 Sponsorship of sports
 Scholarships
IMPORTANCE OF LABOUR WELFARE

Employee welfare and benefit programs are important because they:

a) Make the employee a group of citizens able to carry on the productive process.
b) Contribute to the maintenance of employee morale and loyalty.
c) Maintain an employee‟s favorable attitude towards his work and work environment.
d) Reduce labour turnover and absenteeism, and Promote good public relations.
e) Balanced development of the employees.
f) Immunity from evils of the industrialization.

PRINCIPLE:

Following are generally considered as the principle to be followed in setting up a labour welfare
service.
 The Service should satisfy real needs of the worker.
 The service should be such as can be handled by cafeteria approach. Due to the
differences in sex, age, martial status, number of children, type of job and the income
level of the employees.
 The employer should not assume a benevolent posture.
 The cost of the source should be calculable and its financing established on sound basis.
 There should be periodical assessment or evaluation of the service and necessary timely
improvement on the basis of the feed back.

WELFARE PROGRAMMES IN THE INDUSTRY

The objectives of having welfare programmes in industry could be multiple.

1. Outlook for improving the workers.
2. Philosophy of humanitarianism termed as social responsibility for within.
3. A sense of feeling of concern by providing some extra amenities besides their basic pay
packet.
The humanitarian approach amongst the above objectives sounds more practical. IT attention in
achieving the organization‟s task, thus, enhancing the efficiency and output. Such packages
spread over through their (workers) entire career with the organization help to retain the better
workers and simultaneously enhance their morale. The organization is also entitled to certain tax
concessions on the expenses being spent on employed welfare.

INTRAMURAL AND EXTRAMURAL WELFARE FOR INDUSTRIAL LABOUR

The study team appointed by the Government of India in 1959 divided the scope of the entire
area into two parts as under:
1. Welfare within the precincts of an establishment – Intramural.
2. Welfare outside the establishment – Extramural.

Intramural Extramural
Social Insurance (Gratuity, pension, P.F.,
Drinking Water etc)
Toilets Health and Medical Facilities
Crèche Leave Travel Facilities
Washing Facilities Benevolent Fund
Occupational Safety Maternity Benefit
Uniforms and Protective Educational Facilities
Clothing‟s Housing Facilities
Shift Allowance Recreation Facilities
Canteen Worker‟s Cooperatives
Vocational Training

Transport to and form place of work.

International Labour Organization or ILO has used the following categorization:

The facilities and benefits can further be classified according to the manner it is provided. Some
are provided through statutes, some are provided by voluntarily by the management whereas
other are provided through bipartite settlements between management and the trade unions.

The classification may be made as under on the basis of above.

- Statutory
- Voluntary
- Mutual

A. Intramural - Welfare Facilities within the precincts of an establishment

The responsibility to provide facilities within the precincts of the establishment lies on the
employer, Intramural welfare facilities may fall under all the above classifications i.e. statutory,
voluntary and mutual. The I.L.O. in its conventions and recommendations has laid down
standards for health services including safety in industry and occupational safety. The same had
effective influence on legislation in India. On Statutory front series of legislations on labour
welfare have been enacted to provide various welfare benefits within the establishment for the
workers.

The facilities provided within the precincts of the establishment form part of working
conditions. The policy of the Government also encourages this view. The statutory basis is
provided by Factories Act. The broad areas of coverage under the Factories Act, 1948 are
health, welfare, safety, working hours, annual leave with wages and employment of women and
children.

B. Extramural – Welfare Facilities outside the establishment

Here also welfare amenities extended outside the establishment may be subdivided into statutory,
voluntary and mutual. I.L.O. has made several valuable suggestions in respect of welfare
facilities outside the establishment which have been mostly accepted by the government. In this
sphere there are examples where progressive employers have done certain commendable
activities for the welfare of labour especially in the areas of Recreational facilities, housing etc.
Here also statutory measures have been taken by the Government with introduction of
enactments like Employees Provident Fund and Miscellaneous Provisions Act, 1952, Payment of
Gratuity Act, 1972 etc.

TYPES OF WELFARE ACTIVITIES:

The meaning of labour welfare may be made clearer by listing the activities and facilities which
are referred to as welfare measures.
A comprehensive list of welfare activities is given by Moorthy in his monumental work on
labour welfare. He divides welfare measures into two broad groups, namely.
1. Welfare measures inside the work place; and
2. Welfare measures outside the work place.

I. Welfare Measures in Work Place

II. Welfare measures outside the work place.

(i) Conditions of the Work Environment:

a. Neighbourhood safety and cleanliness; attention to approaches.

b. Housekeeping; up keeping of premises – compound wall, lawns, gardens, and so forth,
egress and ingress, passages and doors; white-washing of walls and floor maintenance.
c. Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation, lighting,
elimination of dust, smoke, fumes, gases.
d. Control of effluents.
e. Convenience and comfort during work, that is, operatives‟ posture, seating arrangements.
f. Distribution of work hours and provision for rest hours, mental times and breaks.
g. Workmen‟s safety measures, that is, maintenance of machines and tools, fencing of
machines, providing guards, helmets, aprons, goggles, and first aid equipment.
h. Supply of necessary beverages, and pills and tablets, that is, salt tablets, milk, and soda.
i. Notice boards: Posters, pictures, slogans; information or communication.

(ii) Conveniences:
a. Urinals and lavatories, wash basins, bathrooms, provision for spittoons; waste disposal.
b. Provision of drinking water; water coolers.
c. Canteen services; full meal, mobile canteen.
d. Management of workers‟ cloak rooms, rest rooms, reading room and library.

(iii) Worker’s Health Services: Factory health centre; dispensary, ambulance, emergency aid,
medical examinations for workers; health education, health research; family planning services.

(iv) Women and Child Welfare: Antenatal and postnatal care, maternity aid, crèche and child
care; general education; separate services for women workers, that is, lunch rooms, urinals, rest
rooms, women‟s recreation (indoor); family planning services.

(v) Worker’s Recreation: Indoor games, strenuous games to be avoided during intervals of
work.

(vi) Employment Follow up: Progress of the operative in his/her work; his/her adjustment
problems with regard to machines and workload, supervisors and colleagues, industrial
counseling.

(vii) Economic Services: Co-operatives, loans, financial grants; thrift and saving schemes;
budget knowledge, unemployment insurance, health insurance, employment bureau, profit-
sharing and bonus schemes; transport services; provident fund, gratuity and pension; rewards and
incentives; workmen‟s compensation for injury; family assistance in times of need.
(viii) Labour –Management Participation:
(a) Formation and working of various committees, that is, works committee, safety
committee, canteen committee; consultation in welfare area, in production area, in the area of
administration, in the area of public relations.
(b) Workmen‟s arbitration council.
(c) Research bureau.
(ix) Worker‟s Education: Reading room, library, circulating library; visual education; literary
classes, adult education, social education; daily news review; factory news bulletin; co-operation
with workers in education services.

(II) Welfare Measures outside the Work Place

(i) Housing: bachelors‟ quarters; family residences according to type and rooms.
(ii) Water, sanitation, waste disposal.
(iii) Roads, lighting, parks, recreation, playgrounds.
(iv) Schools: nursery, primary, secondary and high school.
(v) Markets, co-operatives, consumer and credit societies.
(vi) Bank.
(vii) Transport.
(viii) Communication: post, telegraph and telephone.
(ix) Health and medical services: dispensary, emergency ward, out-patient and in-patient care,
family visiting, family planning.
(x) Recreation: games; clubs; craft centers; cultural programmes, that is music clubs; interest
and hobby circles; festival celebrations; study circles; reading room and library; open air theatre;
swimming pool; athletics, gymnasia.
(xi) Watch and ward; security.
(xii) Community leadership development: council of elders; committee of representatives;
administration of community services and problems; child, youth and women‟s clubs.
(xiii) Welfare Facilities by the Government:
The Government of India has enacted several laws from time to time. These laws are the
Factories Act, 1948; the Mines Act, 1952; the Plantation Labour Act, 1951; the Bide and Cigar
workers (Conditions of Employment) Act, 1966; and the Contract Labour (Regulation and
Abolition) Act, 1970, Another significant step taken by the central government has been to
constitute welfare funds for the benefit of the employees.

STATUTORY AND NON- STATUTORY:

Welfare activities may be classified into (i) statutory and (ii) non-statutory

I. Statutory Provisions
These are mandated by the Factories Act, 1948; The mines Act, 1952; The plantation Labour
Act, 1951, and some other Acts, (Read Exhibit 19.1 for detailed statutory Welfare measures). Of
all these, the Factories Act is more significant and hence is covered in details here.

A. THE FACTORIES ACT, 1948

„The Welfare amenities provided under the Act are given below:
a. Washing facilities. (S.42)
b. Facilities for storing and dry clothing (S.43)
c. Sitting facilities for occasional rest for workers who are obliged to work standing (S.44)
d. First-aid boxes or cupboard-one for very 150 workers and ambulance facilities, if there are
more than 500 workers (S.45)
e. Canteens if employing more than 250 workers (s.46)
f. Shelters, rest rooms and lunch rooms, if employing over 150 workers (S.47)
g. Crèche, if employing more than 30 women (S.48)
h. Welfare officer, if employing 500 or more workers (S.49) given below:

Labour Welfare Officer: Schedule 49 of the Act provides that in every factory wherein 500 or
more workers are ordinarily employed, the employer shall appoint at least one welfare officer.
The Officer is expected to act as an advisor, counselor, mediator and liaisoning officer between
the management and the labour. Specifically, his/her duties include the following:
1. Supervision of (i) safety, health and welfare programmes like housing, recreation, and
sanitation services, (ii) working of joint committees; (iii) grant of leave with wages, and (iv)
redressal of worker‟s grievances.
2. Counseling workers in (i) personal and family problems; (ii) adjustment to their work
environment and (iii) understanding their rights and privileges.
3. Advising management in matters of (i) formulating welfare policies; (ii) apprenticeship
training programmes; (iii) complying with statutory obligations to workers; (iv) developing
fringe benefits; and (v) worker‟s education.
4. Liaisoning with workers so that the may (i) appreciate the need for harmonious industrial
relations in the plant; (ii) resolve disputes, if any; (iii) understand the limitations under which
they operate; and (iv) interpret company policies correctly.
5. Liaisoning with the management so as to appraise the later about worker‟s viewpoints on
organizational matters.

B. THE MINES ACT, 1952 AND THE MINES RULES

The main obligations of the mine owners regarding health and welfare of their workers are as
follows:
a. Maintenance of crèches where 50 women workers are employed
b. Provision of shelters for taking food and rest if 150 or more persons are employed
c. Provision of a canteen in mines employing 250 or more workers
d. Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150
workers.
e. Provision in coal mines of (i) pit head baths equipped with shower baths; (ii) sanitary
latrines and (iii) lockers, separately for men and women workers
f. Appointment of a Welfare Officer in mines employing more than 500 or more persons to
look after the matters relating to the welfare of the workers.

C. THE PLANTATIONS LABOUR ACT, 1951

The following welfare measures are to be provided to the plantations workers:
a. Canteens in plantations employing 150 or more workers (S.11)
b. Crèches in plantations employing 50 or more women workers (S.12)
c. Recreational facilities for the workers and their children. (S.13)
d. Educational facilities in the estate for the children of workers, where there are 25 worker‟s
children between the age of 6 and 12 (S.14)
e. Housing facilities for every workers and his her family residing in the plantation The
standard and specification of the accommodation, procedure for allotment and rent chargeable
from workers, are to be prescribed in the rules by the state government (S. 15 and 16)
f. The state government may make rules requiring every plantation employer to provide the
workers with such number and type of umbrellas, blankets, raincoats or other like amenities for
the protection of workers from rain or cold as may be prescribed.
g. Appointment of a welfare officer in plantations employing 300 or more workers (S.18)
The exact standards of these facilities have been prescribed under the Rules framed buy the state
government.

D. THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970

The following welfare and health measure are to provided to the contract workers by the
contractor:
i. A canteen in every establishment employing 100 or more workers (S.16)
ii. Rest rooms or other suitable alternative accommodation where the contract labour is
requires halting at night in connection with the work of an establishment (S.17)
iii. Provision for a sufficient supply of wholesome drinking water, sufficient number of latrines
and urinals of prescribed types and washing facilities (S.18)
iv. Provision for first-aid boxes equipped with the prescribed contents (S.19)
The Act imposes liability on the principal employer to provide the above amenities to the
contract labour employed in his other establishment, if the contractor fails to do so.

E. THE MERCHANT SHIPPING ACT, 1958

Provisions in the Act relating to health and welfare cover:
i. Crew accommodation
ii. Supply of sufficient drinking waters
iii. Supply of medicines, medical stores, and provision of surgical and medical advice
iv. Supply medicines, medical stores, and provision of surgical and medical advice.
v. Maintenance of proper weights and measures on board, and grant of relief to distressed
seamen aboard a ship.
vi. Every foreign-going ship carrying more than the prescribed number of persons, including the
crew, is required to have on board, as part of her complement, a qualified medical officer
vii. Appointment of a Seaman‟s Welfare Officer at such ports in or outside India as the
government may consider necessary.
viii. Establishment of hostels, clubs, canteens, and libraries
ix. Provision of medical treatment and hospital
x. Provision of educational facilities
The governments have been authorized to frame rules, inter alia for the levy of fees payable by
owners of ships at prescribed rates for the purpose of providing amenities to seamen and for
taking other measures for their welfare.

F. DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961

A comprehensive Dock Workers (safety, Health and Welfare) Scheme, 1961, has been framed
for all major ports and is administered by the Chief Advisor, Factories (Factory Advice Service
and Labour Institutes.)

It is framed under the Dock Workers (Regulation of Employment) Act, 1948, Amenities
provided in the port premises include provision of
(i) Urinals and latrines; (ii) drinking water; (iii) washing facilities; (iv) bathing facilities; (v)
canteens; (vi) rest shelters; (vii) first-aid arrangements.

Other Welfare measures provided are (i) housing; (ii) educational facilities (iv) grant of
scholarships; (v) libraries; (vi) sports and recreation; (vii) fair price shops; and (viii) co-operative
societies.
II. Non-statutory Benefits:

Non-statutory benefits, also called voluntary benefits, include loans for house building, education
of children, leave travel concession, fair price shops, loans for purchasing personal conveyance
and a host of other facilities.
GENERAL GUIDELINES FOR SETTING UP LABOUR WELFARE PROGRAMMES
IN AN INDUSTRIAL ESTABLISHMENT
1. Logical Approach
The employer should assume certain reasonable approach towards framing any welfare
programme either within or outside the establishment.
But the paternalistic and benevolent approach of the entrepreneurs has fallen in disrepute
because of the employees‟ desire to gain maturity and adulthood.

2. Workers’ Needs
Any programme of this kind should be framed after ascertaining the real needs of the workers.
Studies may be undertaken to identify the exact needs of the service required by the employees.

3. Cafeteria Approach
The programme should be such as can be handled best by a group approach. For example, life
insurance purchased as a group can be obtained at a significantly lower price than the same
insurance purchased by an individual. But it is argued that depending upon the differences in sex,
age, marital status, and number of children, type of job and the income level of employees there
are large difference in their choice of a particular benefit. As a result it is suggested that a
package of total value of benefits should be determined and the selection of the mix of benefits
should be left to the choice of each individual employee.

4. Cost and Financing

The cost of the programme should be thoroughly computed so that the programme can be
implemented within the limits of available finance. It is imperative, before conceding any extra
benefit over the negotiation table, to undertake the estimation of the cost as far as practicable and
proper provisions for financing i.e., administration etc., are to be formulated in proper manner.

5. Active Participation
It shall be the endeavor of the management to ensure active cooperation and participation from
all quarters i.e., workers in formulating and implementing any such welfare programme.
6. Evaluation
A continuous evaluation at an interval is necessary. Feedback should be collected on the
operation of the programme and improvements are necessary to become the programme more
effective.

INDIAN BACKGROUND
In India we may have a brief reference to different periods of time in regard to labour welfare.

A. Pre Independence Period

During this period the welfare activities were chiefly influenced by introduction of different
enactments and formation of commissions.

The formation of International Labour Organization or I.L.O in the year 1919 has beeped a major
step in the history of labour welfare regime. In India the Royal Commission on Labour
popularly known as Whitley Commission (1929) appointed under the Chairmanship of J.H.
Whitley in British India, had made remarkable recommendations for enactment on minimum
wages improvement in working conditions etc., most of which were later accepted by the
government.

Labour Investigation Committee or Rege Committee

The Second World War provoked the government to initiate and promote various welfare
activities among the working class.
The Labour Investigation Committee (popularly known as Rege Committee), appointed in 1944,
first time in India, emphasized the importance of welfare measures for workers in improving
their social and economic life.

B. Post Independence Period

In the Post independence period the major landmark is the government‟s step in making the
special reference to the working conditions of the working class in the Directive Principle of the
State Policy under the Constitution of India.
PLANNING COMMISSION’S APPROACH TO LABOUR WELFARE:

A. The First Five Year Plan (1951 – 1956)

The planning commission was set up later in March 1950 and the planning commission‟s first
consideration is related to the well being of the working class. Labour policy was first formulated
by the commission in 1951. The first five year plan concentrated on five aspect of labour policy:
1. Industrial relations, 2. Wages, 3. Working conditions, 4. Employment and training and 5.
Productivity. The plan emphasizes that administrative measures are t be developed for the
implementation of such pieces of legislations as the factories Act. 1948, the Mines act 1952, etc.
which regulated conditions of work. The first five year plan, in recognizing the Factories Act,
1948 was a comprehensive measure emphasized its effective implementation

B. The Second Five Year Plan (1956-19612)

The policy charted out in the First Plan continued to be followed during the second plan,. The
coded of efficiency and welfare drawn up by a committee were included in the Industrial Trade
Resolution‟ 1962. During this plan the commission recommended for extension of social security
measures like the EPF scheme. The EPF scheme was implemented on a statutory basis. The
enhancement of the rate of contribution form 61/2 to 8.33% and extending the provision of
medical benefits to workers families under the ESIS scheme was suggested.

C. The Third Five Year Plan (1961-1966)

The third plan reiterated the proposition made in the earlier plan that legislation enacted for the
protection, safety and welfare was adequate and better enforcement was needed. During this
commission aimed at a total coverage of ESI scheme to 30 lakh population. A Scheme was also
propose to add 600 hospital beds by additional hospitals. The Coverage of the EPF scheme was
also to be extended. The EPF scheme which covered 58 specified industries/ Establishments was
to be extended. The employment level for coverage was to be lowered form 150 to 200 persons.
As recommended by the plan, welfare funds were constituted for welfare measures for coal and
mica mining workers.
D. The Fourth Five Year Plan (1969-1974)
In the matter of industrial during the fourth five year plan period continued emphasis was laid on
measures recommended in the earlier plan. As a result many acts were enacted. E.g. the payment
of bonus act 1965, the shops and commercial establishment act and labour welfare fund act in the
states. The draft fourth five year plan provides for the expansion of ESI activities to provide
hospitalization to families of all insured workers to cover shops & Commercial establishments in
selected centers as also non power factories employing ten or more persons. In the fourth plan,
the industrial safety, health and hygiene divisions of the central, regional institutes were
proposed to be strengthened.

E. The Fifth Five Year Plan (1974-1979)

The Fifth five year plan document had a chapter on employment, manpower and labour welfare.
It was suggested that threw was a need to improve labour welfare amenities already existing by
integrating them in to more comprehensive social security package and expand the coverage of
the employee state insurance scheme and the family pension scheme. The plan allocation was
Rs.57 crores for craftsman training, employment service and labour welfare programs. The fifth
five year plan found that stray progress is being achieved social security measures.

F. The Sixth Five Year Plan (1980-1985)

The expansion of two major social security measures was suggested: first the employees
provident fund scheme should be extended to employees in smaller establishments and those in
rural areas. The second was the need to extend the employees state insurance scheme to newer
areas. In both schemes, the coverage of employee was some what limited and these two
important benefits could help ease the privations of many wage earners. The state government
urged to undertake welfare programmes for the benefit of workers and artisans in the rural sector
particularly for those engaged in agriculture fishing, weaving and leather processing.

G. The Seventh Five Year Plan

In the seventh plan, welfare of unorganized urban labour, child labour and women labour have
been highlighted. For this purpose RS. 333.72 crores have been provided in the plan.
 REVIEW OF
LITERATURE
STUDIES OF WELFARES MEASURES IN DIFFERENT COUNTRIES

Arunagiri (2011) studied on employee‟s perception towards the welfare measures at TTK
Health Care Ltd. The main objective is to study the existing welfare measures and to suggest
suitable welfare measures for betterment of it. They had used the well structured questionnaire
with 31 items in it and administered the sample of 50 people. Researchers used Percentile
method. Exploratory Research with non-probability sampling method was used. The result of the
study shows that majority of welfare measures are satisfied though it would be better to improve
in few areas like canteen services, insurance schemes, rest rooms, giving training to workers in
the field of welfare and safety measures.

Vijaya Chitra (2010) made an attempt to study on impact of Labour Laws on HR practices at
India Cements Ltd. The main objective is to maintain better industrial relations. The hypothesis
of the study is “To test whether the living conditions & industrial relations had been improved
due to the impact of labour laws”. They had used the well structured questionnaire with 40 items
in it and administered the sample of 50 people. Researchers used Percentile method. Exploratory
Research with simple random sampling method was used. The result of the study shows that
majority of welfare measures are satisfied, and it helps in betterment of welfare activities.

Namashivayam (2009) studied on Awareness of Legal provisions on Welfare Activities under

Labour Laws M|s. Sentinel Clothing Company, Tiruppatur. The main objective of the study is to
find out level of awareness of how HR related to human welfare measures in the organization.
The questionnaire contained 25 items in it with the rating of Good/Average/Poor. Sample size is
40 with stratified random sampling method used in supervisor and manager category of
employees. With the help of personal interview they collected all the data‟s. Demographical
details are shown in pie and bar diagram. The collected data were presented to find out the
significance or relationship among the respondents demographic variable using„t‟ test, and
analysis of variance. The result shows that the universe is highly satisfied with the existing
safety, statutory, social security and welfare measures.
Johnson (2008) studied on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur. The
main objective of the study is to assess the various welfare measures in the pespsi company and
to suggest measures to bridge the gap is any required. The sample size of 36 associates was
randomly selected. The questionnaire contains 32 items with statutory and non-statutory welfare
measures in it. Using the percentage method the find that the result of the study is found that
majority of the statutory and non-statutory measures are fulfilled by the company. But they need
improvement in house keeping, education and awareness and recreational facilities.

A study conducted by Satish (2007) with the employees of CTS (Cognizant Technology
Solutions) to find the effectiveness of welfare measures. The main objective of the study is to
analyze the various welfare measures offered by the company. The questionnaire contains 47
items and administrated to 50 employees in the organization with simple random sampling
method. The hypotheses of the study is to check if the associated of
CTS are relatively satisfied with the existing welfare measures. The result also concluded that
the existing welfare measures are satisfied in nature. The suggestions that Go-Karting, Down
under bowling and les concierges personal services have to be improved more.

Balasundaram (2007) studied on welfare measures in M|S Ashok Leyland Limited. The
objective of the study is to assess various welfare measures and to analyze the satisfaction level
of it. The questionnaire contains 29 items of statutory welfare measures. The conclusion drawn is
that the company needs to provide statutory welfare measures over and above the prescribed
limits of the status. The study has identified quite a few areas where in certain welfare measures
like fair price shop, credit society facilities are grossly under utilized.

Sinithia (2006) made an attempt to study on non-statutory welfare measures and employee
motivation in Dalima Cement Bharath Ltd. The main objective is to study the employee‟s
awareness of non- statutory welfare measures. The questionnaire contains 35 items namely
personal details, awareness and motivation, non-statutory welfare measures and motivation the
rating has been done in two methods 1. Awareness (a) aware (b) not aware; 2. Satisfaction (a)
satisfied (b) Dissatisfied (c) no idea. Descriptive research design used with percentage method. It
suggests that utilization dispensary and pre- retirement guidance is good but some new non-
statutory welfare measures has to be improved.

Idiculla Mappillai (2006) studied Non-statutory welfare measures provided at Ennore Foundries
Ltd. The objective of the study is to find out the awareness of non- statutory welfare measures
and to examine the usefulness of existing welfare measures. The questionnaire contains 50 items
namely welfare services, canteen uniform, shoes, helmets, raincoat, fire services, leave travel
allowance, loan, medical check up and welfare policy with sample size of 90. The conclusion
derived is the services measures to improved little more and introduce new welfare services. It
also suggests that motivation can be arrived by team building.

Ashika ponnapa (2006) surveyed on Labour Welfare measures in the tea plantation of Kothari
Industrial Corporation. The objective of the study is to measures the level of satisfaction with
regard to the labour welfare measures provided by the company‟s Plantation Department in
accordance with the Plantation Labour Act, 1951. Using the descriptive design and convenience
sampling method the questionnaire contains 16 items in it and the sample size is 100. The
finding shows that the employees are satisfied with almost existing welfare measures. Standard
of living of workers has increased due to the welfare measures provided on labour legislation.

Shoba Susan Thomas (2006) studied on Welfare Measures at Ponds (India) Ltd. The objective
of the study is to find the satisfaction of existing welfare measures provided by the company.
The questionnaire contains 20 items and it is also administered in Tamil for the convenience of
data collection and the scoring method used is strongly disagree, disagree, agree, strongly agree.
The systematic random sampling method used and the sample size is 50 and percentage method
is used. The finding says that one-third of employees are dissatisfied with cleanliness and half of
the employees are dissatisfied with disposal of waste and effluents.

Sethulakshmi (2006) comparatively studied welfare measures in non – government organization

which is conducted at three organizations. The objective of the study is to find out the attitude of
workers towards the welfare measures. The questionnaire 38 items in statutory welfare measures
namely canteen, transport, medical, recreation, voluntary welfare measures, housing, and welfare
legislature. It concludes that the welfare measure provided by company is satisfactory, in NGO‟s
and the employees are more or less satisfied with the current provisions. The inference made
prove that the welfare measures both voluntary and general welfare measures are satisfactory.

Kannan (2005) studied on the welfare measures at Tamil Nadu Petro Products Ltd, Manali. The
objective is to study the existing welfare measures and to suggest if any. The questionnaire
contains 25 items with rating as more adequate, adequate, satisfactory, and inadequate. Fact
finding study is used with percentage method. Sample size is 150 employees. The study says
that less than half employees feel that lighting, layout, ventilation, noise level is less satisfactory.

THEORETICAL CONCEPTS OF WELFARE MEASURES

Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of
the employees high so as to retain the employees for longer duration. The welfare measures
need not be in monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and unemployment for the
workers and their families. Labor welfare entails all those activities of employer which are
directed towards providing the employees with certain facilities and services in addition to
wages or salaries.

Labor welfare has the following objectives:

1. To provide better life and health to the workers

2. To make the workers happy and satisfied

3. To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
The basic features of labor welfare measures are as follows:

1. Labor welfare includes various facilities, services and amenities provided to workers
for improving their health, efficiency, economic betterment and social status.

2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining

3. Labor welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.

4. Welfare measures may be introduced by the employers, government, employees or

by any social or charitable agency.

5. The purpose of labor welfare is to bring about the development of the whole
personality of the workers to make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make
their work life better and also to raise their standard of living. The important benefits of
welfare measures can be summarized as follows:

 They provide better physical and mental health to workers and thus promote a
healthy work environment

 Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers‟ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.

 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.

 Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.
  The social evils prevalent among the labors such as substance abuse, etc are reduced
to a greater extent by the welfare policies.

Labour sector addresses multi-dimensional socio-economic aspects affecting labour welfare,

productivity, living standards of labour force and social security. To raise living standards of the
work force and achieve higher productivity, skill upgradation through suitable training is of
utmost importance. Manpower development to provide adequate labour force of appropriate
skills and quality to different sectors is essential for rapid socioeconomic development.
Employment generation in all the productive sectors is one of the Basic objectives. In this
context, efforts are being made for providing the environment for self-employment both in urban
and rural areas. During the Ninth Plan period, elimination of undesirable practices such as child
labour, bonded labour, and aspects such as ensuring workers‟ safety and social security, looking
after labour welfare and providing of the necessary support measures for sorting out problems
relating to employment of both men

What do you understand by term labour welfare? What is it all about?

Classical economics and all micro-economics labour is one of four factors of production, the
others being land, capital and enterprise. It is a measure of the work done by human beings.
There are macro-economic system theories which have created a concept called human capital
(referring to the skills that workers possess, not necessarily their actual work), although there are
also counterpoising macro-economic system theories that think human capital is a contradiction
in terms.
The term welfare suggests the state of well being and implies wholesomeness of the human
being. It is a desirable state of existence involving the mental, physical, moral and emotional
factor of a person. Adequate levels of earnings, safe and humane conditions of work and access
to some minimum social security benefits are the major qualitative dimensions of employment
which enhance quality of life of workers and their productivity. Institutional mechanisms exist
for ensuring these to workers in the organized sector of the economy. These are being
strengthened or expanded to the extent possible. However, workers in the unorganized sector,
who constitute 90 per cent of the total workforce, by and large, do not have access to such
benefits. Steps need to be taken on a larger scale than before to improve the quality of working
life of the unorganized workers, including women workers.

Labor welfare is the key to smooth employer-employee relations. In order to increase labor
welfare, Employers offer extra incentives in the form of labour welfare schemes, and to make it
possible to pursued workers to accept mechanization. Sometimes the employers to combat the
influence of outside agencies on their employees use labor welfare as a tool to minimize the
effect they may have on the labour. Labour welfare measures are also initiated with the view to
avoiding payment of tax on surplus and to build up at the same time better relations with
employees.

OBJECTIVES OF STUDY:

1} To study the importance of welfare measures in an organization.

2} To study the role of management towards the welfare measures for employees.

3} To study the employee perception towards the welfare measures provided by Apollo

hospital, Ludhiana .

4} To study the other benefits and safety measures provided to employees.

5} To study the role of welfare officer and environment of the hospital.

NEED FOR THE STUDY:

This study on the subject welfare measures provided for Paramedical employees in a
corporate hospital with reference to Apollo hospital, Ludhiana aims together on insight into
the nature of existing welfare measures in the organization. The hospital being a professionally
managed organization is well known for its repute in India and also in Asia. The hospital has a
very good name among the big hospital for its achievements and effective functioning in medical
field. The topic of study analysis of the subject will give a picture about how this successful
organization handles this delicate and vital human resources/ motivational function for their
employees.

The study concentrates in identifying the areas that may enhance the betterment of job by way of
having the welfare measures in the organization. The findings could serve as guidance to
management for possible action as may be necessary.

STATEMENT OF THE PROBLEM

Nowadays the hospital industry is growing very fast. There has been drastic development in
research and technology in most of the top hospitals in India. Moreover there exist more
competition even in hospital industry due to availability of many hospitals provided with
infrastructure high tech equipments, modern therapy, more efficient doctors and hospital
administrators everywhere due to more competition and medical needs among patients are very
high the hospitals with 3to 4 shift a day .
The job stress among the middle level employees and low level employees are very high with
more responsibilities. So hospitals can retain their employees only by providing proper welfare
measures to make them motivated and committed towards their hospital. Good and reputed
hospital provide sufficient welfare measures for employees and few hospitals across the country
do not bother about employee welfare and are business oriented. At this juncture, the researcher
wants to find out the employee perception towards the welfare measures provided by Apollo
hospital, Ludhiana.
RESEARCH DESIGN:

Descriptive research Design:

Descriptive research is followed in this study. The major purpose of this research is description
of the state of affairs as it exists at present.

SOURCES OF DATA COLLECTION :--

Primary Data –

Data that has been collected from first-hand-experience is known as primary data. Primary data
has not been published yet and is more reliable, authentic and objective. Primary data has not
been changed or altered by human beings, therefore its validity is greater than secondary data.

For Example:
Questionnaire
Personal Interview
E- mail
Telephone Enquiry
Feedback Form

Secondary Data – Data collected from a source that has already been published in any form is
called as secondary data. The review of literature in nay research is based on secondary data.
Mostly from books, journals and periodicals.

For Examples
Published Articles
Annual reports of company like annual sales report, annual finance report
and annual marketing report
Reports of different types of Governmental and non- governmental
agencies
 o Internet

In this project the primary data has been collected through questionnaire’s given to the
Employee working in APPOLO HOSPITAL.

SAMPLING DESIGN:
Since the universe is large and it is impossible to reach out to all the respondents, the sample is
selected based on Simple Random Sampling Method. The basic criterion followed in the
selection of samples is that, the view of a respondent may be considered as a collective opinion
of the group to which he belongs.

SAMPLING SIZE:
Respondents are Para-medical staffs assisting physicians, who are selected from the various
departments of the organization and the sample size is restricted to 200 only. They include
Nurses and technician in various labs and radiology units.

SCOPE OF STUDY:
The present study will explain the welfare measures provided at Apollo Hospitals and try to find
suitable measures to be taken to improve the welfare standard for low-income group employees.
The study may help hospitals to know the actual needs of its employees by which the
organization can check or control attrition rate.
.
TOOL USED:
Description of the Tool:
The researcher has developed 25 – items of welfare measures for the study. The present scale
was developed out of opinion collected from the various employees in the organization. The
scale has the 5 response category of “Highly satisfied”, “Satisfied”, “Undecided”, “Dissatisfied”,
“Highly Dissatisfied”.
VALIDITY:
The data are collected through Personal Interview Method, so ambiguities arising out in the
course of filling up the questionnaire are avoided. Both face and content validities were
established by the investigator. The secondary data was collected from the websites, books and
journals

ADMINISTRATION OF THE TOOL:

The questionnaire was given to all respondents to be filled during their leisure time. They were
encouraged to discuss the questions with the investigator.

DIRECTION GIVEN:
The following general instructions are given in the questionnaire.
General Instructions:
- Please put a tick mark against the appropriate box clearly.
- The following questions are for Research Study & analytical purposes only.
- They will not be used to try to identify any individual.
- You may leave any or all blank if you prefer.

Scoring Method:
The scoring method of the tool as follows:
a. Highly satisfied -5
b. Satisfied -4
c. Undecided -3
d. Dissatisfied -2
e. Highly Dissatisfied -1
The sum of total score of each dimension is to indicate the “level of satisfaction” perceived by
the employees in welfare measures.
Limitations:

* The study is limited to employee of Apollo hospital in Ludhiana unit only.

* The study deals with the welfare measures for non Para-medical employees only.
* The time period is very short and researcher find difficult to get their responses due to busy
their work.
* Very few hesitate to reveal some information‟s about their welfare Measures.

STATISTICAL ANALYSIS
A) PERCENTAGE
Percentage refers to a special kind of ratio. Percentage are used in making comparison between
two or more series of data percentage are used to describe relationship, percentage can be used to
compare the relative terms, the distribution of two or more series of data since the percentage
reduce everything to two common base and there by allow meaningful comparison, can be made.
 ANALYSIS
&
INTERPRETATION
 1. Gender wise distribution of Respondents

Age No. of Respondents Percentage

Male 80 40
Female 120 60
Total 200 100

Inference:
The total sample size is 200. Out of it 80 respondents belong to male and only 120 respondents
belong to female. Since in Apollo Hospital, majority of the people working are females and only
few percentage of male are employed in each department.

140
120
100
80
GENDER OF THE
60 RESPONDENTS
40
20
0
MALE FEMALE

2. Shows the Age wise distribution of Respondents

Age No. of Respondents Percentage

21 – 30 years 60 30
31 – 40 years 80 40
41 – 50 years 44 22
51 years & above 16 08
Total 200 100
Inference:

Out of the 200 samples the ages of the respondents are broadly distributed as: 80 respondents
belong to 31-40 years, 60 respondents belong to 21-30 years, 44 respondents belong to 41-50
years and only 16 respondents belong to 51 and above years.

90
80
70
60
50
NO. OF RESPONDENTS
40
PERCENTAGE
30
20
10
0
21-30 YEARS 31-40 YEARS 41-50 YEARS 51 YEARS &
ABOVE

3. Education wise distribution of Respondents

Education No. of Respondents Percentage

Under graduate 92 46
Post graduate 32 16
Diploma/technical 52 26
XII &Others 24 12
Total 200 100
 NO. OF RESPONDENTS

UNDER GRADUATE
POST GRADUATE
DIPLOMA/TECHNICAL
X II & OTHERS

Inference:

Out of the 200 samples the education qualification of the respondents are classified as: 92
respondents are qualified as under graduate, 52 respondents are qualified as diploma/technical,
32 respondents are qualified as post graduate and 24 respondents are qualified as plus two.

4. Designation wise distribution of Respondents

Designation No. of Respondents Percentage

Clerical 80 40
Managerial 28 14
Technical 92 46
Total 200 100
Inference:

Out of the 200 samples the departments to which the respondents belong are 92 respondents
belong to technical department, 80 respondents belong to clerical department and only 28
respondents belong to managerial department.

200
180
160
140
120
100
80 NO. OF RESPONDENTS
60
PERCENTAGE
40
20
0

5. Experience wise distribution of Respondents

Experience No. of Respondents Percentage

0 – 10 Years 72 36
11 – 20 Years 72 36
21 – 25 Years 44 22
25 & above Years 12 06
Total 200 100

Inference:

Out of 200 samples, 72 respondents belong to 0-10 years and 11-20 years of experiences.
Between 21-30 years of experience 44 respondents belong to it and only 12 respondents belong
to 31 and above years of experiences.
 NO. OF RESPONDENTS

0-10 YEARS
11-20 YEARS
21-25 YEARS
25& ABOVE YEARS

6. Income wise distribution of Respondents

Income No. of Respondents Percentage

Less than Rs.5000 16 08
Rs.5000 - Rs.10,000 24 12

Rs.10,000 - Rs.15,000 104 52

Rs.15,000 Above 56 28
Total 200 100

Inference:

Out of the 200 samples about 24 respondents earns between Rs.5000 –Rs 10,000,
16 respondent earns less than Rs.5,000, 104 respondents belong to Rs.10000- Rs15,000 and
56 respondents belong to Rs.15,000 above.
 120

100

80

NO. OF RESPONDENTS
60
PERCENTAGE
40 Column1

20

0
LESS THAN RS 5000- RS 10000- RS 15000
50000 10.000 15000 ABOVE

7. Shows the Marital Status wise distribution of Respondents

Marital Status No. of Respondents Percentage

Single 40 20
Married 160 80
Total 200 100

Inference:
Out of the 200 samples, 160 respondents are married and 40 respondents are single since the
majority of the people are more experienced.

Marital status of the Respondents

20%
Single
Married
80%
 8. Medical Facilities & First – Aid
Are you satisfied with the periodic medical check-up provided by the Hospital?

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 100 50%

3. Undecided 08 04%

4. Dissatisfied 40 20%

5. Highly dissatisfied 12 06%

Inference:
Out of 100% of the respondents 50% are satisfied with the periodic medical check-up provided
by the hospital, 20% of the respondents are highly satisfied and 20% percentage of respondents
are dissatisfied with the periodic medical facility. Only few (06%) are highly dissatisfied with
the facility.

Satisfaction with the periodic medical

check-up provided by the Hospital
with %

Highly satisfied
6
20
20 Satisfied
Undecided
4
Dissatisfied
50
Highly dissatisfied
 9. The medical benefits are paid fast by the Hospital. What is your opinion?

S.No Remark No of Respondents Percentage

1. Highly satisfied 60 30%

2. Satisfied 80 40%

3. Undecided 0 0

4. Dissatisfied 40 20%

5. Highly dissatisfied 20 10%

Inference:
From the above table it has been observed that, 40% of the respondents are satisfied and 30% of
the respondents are highly satisfied with the medical benefits are paid fast by the Hospital, 20%
were dissatisfied and 10% are Highly dissatisfied with medical benefits.

Opinion on medical benefits are paid

fast by the Hospital

10
Highly satisfied
30
20 Satisfied
Undecided
0 Dissatisfied
Highly dissatisfied
40
 10. I feel First Aid training is given to the employees?

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 100 50%

3. Undecided 20 10%

4. Dissatisfied 20 10%

5. Highly dissatisfied 20 10%

Inference:
According to the above table, 50% Percentage of the respondents are satisfied with the first aid
training given to the employees 20% of them are highly satisfied, 10% of the respondents were
dissatisfied and the same percentage of the respondents are highly dissatisfied with the First Aid
given to the employees.

First Aid training is given to the

employees

10
20 Highly satisfied
10
Satisfied
10 Undecided
Dissatisfied
Highly dissatisfied
50
 11. First Aid kit is provided on- hand and is satisfactory?

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 15%

2. Satisfied 160 80%

3. Undecided 10 05%

4. Dissatisfied 00 -

5. Highly dissatisfied 00 -

Inference:
According to the above table, almost all (80%) Percentage of the respondents is satisfied with the
first aid kit given to the employees, which is a very important and life saving issue in hospital.
15% of them are even highly satisfied and negligible percentages (5%) of the respondents are
undecided about it.

First Aid kit is provided on- hand and

is satisfactory
0 0

5
15
Highly satisfied
Satisfied
Undecided
Dissatisfied
Highly dissatisfied
80
 12. Uniform

Quality Colour Durability

S.No Remarks No of Percentage No of Percentage No of Percentage

Respondents Respondents Respondents
1. Highly 20 10% 16 8% 8 4%
satisfied
2. Satisfied 120 60% 100 50% 112 56%

3. Undecided 12 6% 28 14% 16 8%

4. Dissatisfied 40 20% 40 20% 52 26%

5. Highly 8 4% 16 8% 12 6%
dissatisfied

Inference:
The above table shows that, 60% of the respondents are satisfied with the quality of the uniform,
50% of them said that they are satisfied with colour of the uniform, 56% of them are satisfied
with Durability of the uniform, 20% of the respondents are dissatisfied with Quality & Colour of
the Uniform, 26% of the respondents were dissatisfied with the durability of the uniform, less
than 10% of the respondents are highly satisfied with Quality, 8% with Color, & 4% with
Durability of the uniform, 4% highly dissatisfied with quality & 8 % with color and 6% with the
durability.
 Quality , Colour & Durability of
Uniforms
70 60
60 56
50
50
40 Quality
30 26
20 20 Colour
20 14
10 8 8 6
10 8 4 6 4 Durability
0
Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied

13. SHOES

Quality Colour Proper size

S.No Remarks No. of Percent No. of Percent- No. of Percent-
Respond -age Respon age Respondents Age
ents dents
1. Highly 16 8% 60 30% 8 04%
satisfied
2. Satisfied 104 52% 100 50% 180 90%

3. Undecided 40 20% 12 6% 12 06%

4. Dissatisfied 20 10% 20 10% 0 -

5. Highly 20 10% 8 4% 0 -
dissatisfied

Inference:
From the above table, 52% of the respondents are satisfied with the Quality of the Shoes, 50% of
the respondents said that they were satisfied with the colour of the shoes, 10% of the respondents
are dissatisfied with Quality and Colour of the Shoes, 10% of them are highly dissatisfied with
quality and 4% were highly dissatisfied with the colour of the shoes. 8% of respondents are
highly satisfied with Quality of the shoes, 30% with colour and 4% with proper size of the shoes
that was issued. Concerning size of the shoe almost all (90%) of the employees are satisfied with
the shoe size as the management provided them based on employees request on size

Quality , Colour & Durability of Shoes

100 90

80

60 52 50
Quality
40 30 Colour
20
20 8 6 6 10 10 10 Durability
4 0 4 0
0
Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied

14. Canteen Services

Quick supply of meals and tea in time

S.No Remark No of Respondents Percentage

1. Highly satisfied 32 16%

2. Satisfied 108 54%

3. Undecided 20 10%

4. Dissatisfied 20 10%

5. Highly dissatisfied 20 10%

Inference:
54% of the respondents are satisfied with the Quick supply of meals & tea in time, 16% of the
respondents are highly satisfied, 10% of the respondents are dissatisfied and the same were
highly dissatisfied with the quick supply of meals & tea in time.
 Quick supply of meals and tea in time

10
16

10
Highly satisfied
Undecided
Dissatisfied
Highly dissatisfied

54

15. Providing Nutritious and hygienic meals

S.No Remark No of Respondents Percentage

1. Highly satisfied 28 14%

2. Satisfied 92 46%

3. Undecided 24 12%

4. Dissatisfied 32 16%

5. Highly dissatisfied 24 12%

Inference:
46% of the respondents are satisfied with providing nutritious and hygienic meals, 14% of the
respondents are highly satisfied, 16% of the respondents are dissatisfied and 12% of the
respondents are highly dissatisfied towards providing nutritious and hygienic meals.
 Providing Nutritious and hygienic
meals

12 14
Highly satisfied

16 Satisfied
Undecided
Dissatisfied
12
46 Highly dissatisfied

16. Quantity and Quality food

S.No Remark No of Respondents Percentage

1. Highly satisfied 24 12%

2. Satisfied 132 66%

3. Undecided 12 6%

4. Dissatisfied 16 8%

5. Highly dissatisfied 16 8%

Inference:
Almost 66% of the respondents are satisfied with quantity and quality of the food, 12% of the
respondents are highly satisfied. 8% of the respondents are dissatisfied and the same percentage
of the respondents was highly dissatisfied with the quantity and quality of the food.
 Quantity and Quality food

8 12
8
Highly satisfied
6 Satisfied
Undecided
Dissatisfied
Highly dissatisfied
66

17. Neatness & Cleanliness

S.No Remark No of Respondents Percentage

1. Highly satisfied 12 6%

2. Satisfied 96 48%

3. Undecided 40 20%

4. Dissatisfied 28 14%

5. Highly dissatisfied 24 12%

Inference:
48% of the respondents are satisfied with the neatness and cleanliness of the canteen service,
14% of the respondents are dissatisfied and 12% of the respondents said that they are highly
dissatisfied with the neatness and cleanliness and 6% of the respondents highly satisfied about
neatness and cleanliness of the canteen service.
 Neatness & Cleanliness

12 6

Highly satisfied
14 Satisfied
Undecided

48 Dissatisfied

20 Highly dissatisfied

18. Arrangement of tables & chairs in dining hall

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 100 50%

3. Undecided 24 12%

4. Dissatisfied 24 12%

5. Highly dissatisfied 12 6%

Inference:
Half of the respondents (50%) are satisfied with the arrangement of tables & chairs in dining
hall, 20% of the respondents are highly satisfied. 12% of the respondents are dissatisfied and
12% of the respondents are highly dissatisfied towards the arrangement of tables & chairs in the
dining hall of Apollo hospital.
 Arrangement of tables & chairs in
dining hall

6
12 20 Highly satisfied
Satisfied
12 Undecided
Dissatisfied
Highly dissatisfied
50

19. Pleasing nature of service People

S.No Remark No of Respondents Percentage

1. Highly satisfied 32 16%

2. Satisfied 104 52%

3. Undecided 24 12%

4. Dissatisfied 24 12%

5. Highly dissatisfied 16 8%

Inference:
52% of the respondents are satisfied with the pleasing nature of service people, 16% of the
respondents are highly satisfied, and 12% of the respondents said that they were dissatisfied with
the pleasing nature of service people. More frequent orders, crowded customers and of course
fewer service people are found to be the main reason for dissatisfaction.
 Pleasing nature of service People

8
16
Highly satisfied
12
Satisfied

12 Undecided
Dissatisfied
Highly dissatisfied
52

20. Urinals & toilets are cleanly maintained, ventilated, conveniently situated

S.No Remark No of Respondents Percentage

1. Highly satisfied 48 24%

2. Satisfied 112 56%

3. Undecided _ _

4. Dissatisfied 20 10%

5. Highly dissatisfied 20 10%

Inference:
56%of the respondents are satisfied with the rest room facility provided and are cleanly
maintained, ventilated and conveniently situated at the Hospital, 24% of the respondents are
highly satisfied with the facility provided.10% of the respondents said that they were dissatisfied
and same percentage of the respondents were highly dissatisfied with the rest room facility
provided at the hospital.
 Urinals & toilets are cleanly
maintained, ventilated, conveniently
situated

10 Highly satisfied
24
10 Satisfied
0
Undecided
Dissatisfied

56 Highly dissatisfied

21. Drinking water is effectively arranged at convenient points

S.No Remark No of Respondents Percentage

1. Highly satisfied 32 16%

2. Satisfied 112 56%

3. Undecided _ _

4. Dissatisfied 32 16%

5. Highly dissatisfied 24 12%

Inference:
56% of the respondents are satisfied and 16% of the respondents are highly satisfied with
effective arrangement of drinking water at convenient places, 16% of the respondents were
 dissatisfied and 12% of the respondents are highly dissatisfied with the drinking water arranged
at convenient points.

Drinking water is effectively

arranged at convenient points

12 16
Highly satisfied

16 Satisfied
Undecided
0
Dissatisfied
Highly dissatisfied
56

22. Changing room facilities

Staff dressing room is provide Cupboard with safety locker

with security
S.No Remarks No of Percentage No of Percentage
Respondents Respondents
1. Highly satisfied 28 14% 140 70%

2. Satisfied 140 70% 40 20%

3. Undecided 12 6% 04 02%

4. Dissatisfied 20 10% 16 08%

5. Highly 0 - 0 -
dissatisfied
Inference:
Concerning staff dressing room with security, 70% of the respondents are satisfied and 14% of
the respondents are highly satisfied. Only few (10%) of the respondents are dissatisfied.

With regard to Cupboard with safety locker, 70% of the respondents are highly satisfied and only
8% of the respondents are dissatisfied. Some employees in canteen division do not get locker
facilities.

Changing room facilities

80 70 70
70
60
50
Staff dressing room is provide
40 with security
30 20
20 14 Cupboard with safety locker
10 8
10 6
2 0 0
0
Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied

23. Free parking area for staff vehicle

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 10%

2. Satisfied 132 66%

3. Undecided _ _

4. Dissatisfied 28 14%

5. Highly dissatisfied 20 10%

Inference:
66% (majority) of the respondents are satisfied with free parking area and 10% of the
respondents are highly satisfied with parking arrangement. 14% of the respondents were
dissatisfied. In Apollo, only patients and visitors do not get proper parking arrangements as the
hospital parking area is very small and the management cannot fulfill this need due to non
availability of land in that business and residential area.

Free parking area for staff vehicle

10 10
Highly satisfied
14
Satisfied
0 Undecided
Dissatisfied
Highly dissatisfied
66

24. Hospital bus/cab facilities help to reach in time

S.No Remark No of Respondents Percentage

1. Highly satisfied 46 23%

2. Satisfied 134 67%

3. Undecided _ _

4. Dissatisfied 20 10%

5. Highly dissatisfied 0 -
Inference:
67% of the respondents are satisfied with hospital bus facility and 23% of the respondents are
highly satisfied with effective transport arrangement of cabs/buses at convenient points in the
city. 10% of the respondents were dissatisfied.

Hospital bus/cab facilities help to

reach in time
0
0
10 Highly satisfied
23
Satisfied
Undecided
Dissatisfied
67 Highly dissatisfied

25. ATM and checking cashing services are available in the hospital premises

S.No Remark No of Respondents Percentage

1. Highly satisfied 124 62%

2. Satisfied 70 35%

3. Undecided 6 3%

4. Dissatisfied 0 0%

5. Highly dissatisfied 0 -
 Inference:
It is found that 62% of the respondents are highly satisfied with ATM and cash facility services in
Apollo premises as they have three bank‟s ATM and banking service for their own employees in
the fourth floor of their main building. 35% of the respondents are satisfied and 03% of the
respondents were undecided.

ATM and checking cashing services are

available in the hospital premises
0 0

3
Highly satisfied

35 Satisfied
Undecided

62 Dissatisfied
Highly dissatisfied

26. Tour packages

S.No Remark No of Respondents Percentage

1. Highly satisfied 60 30%

2. Satisfied 100 50%

3. Undecided 12 6%

4. Dissatisfied 16 8%

5. Highly dissatisfied 12 6%
Inference:
Half of the respondents (50%) are satisfied with the tour packages, 30% of the respondents are
highly satisfied, and less than 10% of the respondents are dissatisfied and highly dissatisfied with
tour packages provided at the hospital.

Tour packages

6
8 Highly satisfied
30
6
Satisfied
Undecided
Dissatisfied
Highly dissatisfied
50

27. Best employee award

S.No Remark No of Respondents Percentage

1. Highly satisfied 52 26%

2. Satisfied 122 61%

3. Undecided 06 03%

4. Dissatisfied 20 10%

5. Highly dissatisfied 0 -
Inference:
Majority of the respondents (61%) are satisfied with the best employee, 26% of the respondents
are highly satisfied and 10% of the respondents are dissatisfied with best employee award given
by the management of the hospital.

Best employee award

0
3
10
26 Highly satisfied
Satisfied
Undecided
Dissatisfied
Highly dissatisfied
61

28. Festival advance, Loan assistance, Long service awards, Special achievers award

Festival Long service Special

Loan assistance
Remark advance awards achievers award
S.No
No. % No. % No. % No. %
1. Highly 52 26% 56 28% 24 12% 44 22%
satisfied
2. Satisfied 108 54% 104 52% 100 50% 116 58%

3. Undecided 16 8% 8 4% 28 14% 24 12%

4. Dissatisfied 12 6% 16 8% 24 12% 8 4%

5. Highly 12 6% 16 8% 24 12% 8 4%
dissatisfied
Inference:
54% of the respondents are satisfied and 26% of the respondents are highly satisfied with the
festival advance, 6% of the respondents are dissatisfied and highly dissatisfied with the festival
advance benefit.

52% of the respondents are satisfied and 28% of the respondents are highly satisfied with the
loan assistance, 8% of the respondents are dissatisfied and the same percentage of the
respondents are highly dissatisfied with the loan assistance benefit.

50% of the respondents are satisfied and 12% of the respondents are highly satisfied with the
long service awards, 12% of the respondents are dissatisfied and the same percentage of the
respondents are highly dissatisfied, 14% of the respondents were undecided to give their opinion
about long service awards.

58% of the respondents are satisfied and 22% of the respondents are highly satisfied with the
special achievers award, 4% of the respondents are dissatisfied and the same percentage of the
respondents are highly dissatisfied with the loan assistance benefit, 12% of the respondents were
undecided to give their opinion about special achievers award.

Festival advance, Loan assistance, Long

service awards, Special achievers award
70
58
60 5452
50
50
Festival advance
40
30 2628 Loan assistance
22
20 1412 Long service awards
12 12 12
8 6 8 6 8
10 4 4 4 Special achievers award
0
Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied
29. Accommodation , Discount in treatment ,Child care facilities , Chaplaincy
services

discount in child care chaplaincy

accommodation
Remark treatment facilities services
S.No
No. % No. % No. % No. %
1. Highly 24 12% 10 5% 0 - 144 72%
satisfied
2. Satisfied 114 57% 104 52% 32 16% 36 18%

3. Undecided 6 3% 10 5% 28 14% 20 10%

4. Dissatisfied 56 28% 60 30% 104 52% 00 -

5. Highly 0 - 16 8% 36 18% 00 -
dissatisfied

Inference:
57% of the respondents are satisfied, 12% are highly satisfied with accommodation facilities and
28% of the respondents are dissatisfied. The accommodation or stays for some categories like
nurses are located at far of places from hospital.

Half (52%) of the respondents are satisfied with discount in treatment and 30% of the
respondents are dissatisfied and 8% of the respondents are highly dissatisfied for discount in
treatment. Some categories of staffs are given facilities to get treatment from ESI hospital.

52% of the respondents are dissatisfied about child care facilities and 18% of the respondents are
highly dissatisfied about child a care facility which is a big grievance among women employees.

72% of the respondents are highly satisfied with chaplaincy services and 18% of the respondents
are satisfied about it which creates good faith about the hospital by all communities
 Accommodation , Discount in treatment ,Child
care facilities , Chaplaincy services
80 72
70
57
60 52 52
50 Accommodation
40
28 30 Discount in treatment
30
20 16 18 14
18 Child care facilities
12 10
5 8
10 0 3 5 0 0 0 Chaplaincy services
0
Highly satisfied Satisfied Undecided Dissatisfied Highly
dissatisfied

30.
Personal protective equipment

S.No Remark No of Respondents Percentage

1. Highly satisfied 48 24%

2. Satisfied 88 44%

3. Undecided 32 16%

4. Dissatisfied 20 10%

5. Highly dissatisfied 12 6%

Inference:
44% of the respondents are satisfied with the personal protective equipment and 24% of the
respondents are highly satisfied. 16% of the respondents undecided to give their opinion, 10% of
the respondents are dissatisfied and 6% of respondents are highly dissatisfied with the personal
protective equipment provided for safety.
 Personal protective equipment

6
10 24 Highly satisfied
Satisfied
16 Undecided
Dissatisfied
Highly dissatisfied
44

31. Safety Measures

S.No Remark No of Respondents Percentage

1. Highly satisfied 36 18%

2. Satisfied 116 58%

3. Undecided 16 8%

4. Dissatisfied 16 8%

5. Highly dissatisfied 16 8%

Inference:
Almost 58% of the respondents are satisfied with the safety measures and 18% of the
respondents are highly satisfied. 8% of the respondents are dissatisfied and the same percentage
of the respondents was highly dissatisfied with safety measures provided in the organization.
 Safety Measures

8
18
8 Highly satisfied

8 Satisfied
Undecided
Dissatisfied
Highly dissatisfied
58

32. Work environment

S.No Remark No of Respondents Percentage

1. Highly satisfied 16 16%

2. Satisfied 54 54%

3. Undecided 10 10%

4. Dissatisfied 12 12%

5. Highly dissatisfied 8 8%

Inference:
54% of the respondents are satisfied towards the work environment and 16% of the respondents
are highly satisfied, 12% of the respondents said that they are dissatisfied with the work
environment and 8% of the respondents are highly dissatisfied.
 Work Environment

8
16
Highly satisfied
12
Satisfied
10 Undecided
Dissatisfied
Highly dissatisfied
54

33. Training

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 100 50%

3. Undecided 20 10%

4. Dissatisfied 20 10%

5. Highly dissatisfied 20 10%

Inference:
50% of the respondents are satisfied with the training program, 20% of the respondents are
highly satisfied. 10% of the respondents are dissatisfied, and the same percentage of the
respondents was highly dissatisfied with the training program about safety measures.
 Training

10
20 Highly satisfied
10
Satisfied
10 Undecided
Dissatisfied
Highly dissatisfied
50

34. The company’s welfare measures are in line with the statuary Norms –
what is your opinion?

S.No Remark No of Respondents Percentage

1. Highly satisfied 20 10%

2. Satisfied 100 50%

3. Undecided 40 20%

4. Dissatisfied 32 16%

5. Highly dissatisfied 8 4%

Inference:
50% of the respondents said that they are satisfied with the company‟s welfare measures, 10% of
them are highly satisfied. 20% of the respondents are undecided to give their opinion about the
welfare measures provided by the company. 16% of the respondents are dissatisfied with the
company‟s welfare measures.
 The company’s welfare measures are
in line with the statuary Norms

4 10
16 Highly satisfied
Satisfied
Undecided
20 Dissatisfied
50
Highly dissatisfied

35. Company’s welfare officer’s role is cordial – what is your opinion?

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 100 50%

3. Undecided 20 10%

4. Dissatisfied 20 10%

5. Highly dissatisfied 20 10%

Inference:
50% of the respondents said that they are satisfied with the company‟s welfare officers role, 20%
of them are highly satisfied.10% of the respondents undecided to give their opinion about the
welfare officer‟s role. 10% of the respondents are dissatisfied with the company‟s welfare
officer‟s role.
 Company’s welfare officer’s role is
cordial

10
20 Highly satisfied
10
Satisfied
10 Undecided
Dissatisfied
Highly dissatisfied
50

36. The level of relationship with your welfare officer?

S.No Remark No of Respondents Percentage

1. Highly satisfied 28 14%

2. Satisfied 92 46%

3. Undecided 20 10%

4. Dissatisfied 40 20%

5. Highly dissatisfied 20 10%

Inference:
46% of the respondents are satisfied with the level of relationship with welfare officer, 14% of
them are highly satisfied.10% of the respondents undecided to give their opinion about the
relationship with welfare officer. 20% of the respondents are dissatisfied and 10% of the
respondents are highly dissatisfied with level of relationship with the welfare officer.
 The level of relationship with your
welfare officer

10 14
Highly satisfied

20 Satisfied
Undecided
Dissatisfied
10
46 Highly dissatisfied

37. The level of subordinate development that your welfare officer concerns
while taking decisions that cover your area of work?

S.No Remark No of Respondents Percentage

1. Highly satisfied 32 16%

2. Satisfied 100 50%

3. Undecided 32 16%

4. Dissatisfied 20 10%

5. Highly dissatisfied 16 8%

Inference:
50% of the respondents are satisfied and 16% of the respondents are highly satisfied with the
level of subordinate development that welfare officer concerns while taking decision,
10% of the respondents said that they are dissatisfied, and the same percentages of the
respondents are highly dissatisfied.
 The level of subordinate development that
your welfare officer concerns while taking
decisions that cover your area of work

8
16
8
Highly satisfied
Satisfied
16 Undecided
Dissatisfied
Highly dissatisfied
50

38. The interactions and communications of the welfare officer

S.No Remark No of Respondents Percentage

1. Highly satisfied 60 30%

2. Satisfied 100 50%

3. Undecided _ _

4. Dissatisfied 20 10%

5. Highly dissatisfied 20 10%

Inference:
50% of the respondents are satisfied with the interactions and communications of the welfare
officer, 30% of the respondents are highly satisfied.10% of the respondents are dissatisfied and
the same number of the respondents said that they were highly dissatisfied with the interaction
and communications of the welfare officer.
 The interactions and communications
of the welfare officer

10
Highly satisfied
10 30
0 Satisfied
Undecided
Dissatisfied
Highly dissatisfied
50

39. Environmental factors

Variables a) Lighting system b) Ventilation c) Cleanliness

S.No Remarks No of % No of % No of %
respondents respondents respondents
1. Highly 80 40% 60 30% 80 40%
satisfied
2. Satisfied 104 52% 120 60% 112 56%

3. Undecided _ _ _ _ _ _

4. Dissatisfied 16 8% 12 6% 8 4%

5. Highly _ _ 8 4% _ _
dissatisfied

Inference:
40% of the respondents said that they are highly satisfied with the Environmental factors such as
lighting system and cleanliness and 30% of the respondents are highly satisfied with ventilation,
60% of the respondents are satisfied with ventilation and more than 50% of the respondents are
satisfied with lighting system (52%) and cleanliness (56%). Less than 4 to 8% of the respondents
are dissatisfied with the environmental factors provided at the Hospital.
 Lighting System , Ventilation , Cleanliness
70
60
60 56
52
50
40 40
40
Lighting system
30
30 Ventilation
Cleanliness
20
8 6
10 4 4
0 0 0 0 0
0
Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied

Environmental factors

Variables d)Working space e)Work place security f)Computer, telephone

and fax usage
S.No Remarks No of % No of % No of %
respondents respondents respondents
1. Highly 24 12% 60 30% 140 70%
satisfied
2. Satisfied 132 66% 120 60% 58 29%

3. Undecided 08 4% 08 4% 2 1%

4. Dissatisfied 36 18% 012 6% - --

5. Highly _ _ 00 - _ _
dissatisfied

Inference:
66% (majority) of the respondents are satisfied with work space and 18% of the respondents are
dissatisfied. This big and popular hospital all over the country requires more space for
accommodation of patients and improve rest room for employees.
60% of the respondents are satisfied with work space security and 30% of the respondents are
highly satisfied with the work space security and only 6% of the respondents are dissatisfied.

70% of the respondents are highly satisfied with computer, telephone and fax facility while 29%
of the respondents are satisfied about it.

Lighting System , Ventilation , Cleanliness

80

70
70 66
60
60

50

Working Space
40
Work Place Security
30 29
30 Computer, telephone and fax usage

20 18
12
10 6
4 4
1 0 0 0 0
0
Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied
 40. Are you satisfied with the sports & recreation programs?

S.No Remark No of Respondents Percentage

1. Highly satisfied 72 36%

2. Satisfied 108 54%

3. Undecided 12 6%

4. Dissatisfied 8 4%

5. Highly dissatisfied _ _

Inference:
54% of the respondents are satisfied with the Sports & Recreation Programs 36% of the
respondents are highly satisfied. 4% of the respondents are dissatisfied and 6% of the
respondents undecided to give their opinion about Sports and Recreation programs.

Satisfaction
with the sports & recreation programs
0
4
6

36 Highly satisfied
Satisfied
Undecided
Dissatisfied
Highly dissatisfied
54
 41. The counseling measure offered by the company in relation to welfare
measure

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 116 58%

3. Undecided 8 4%

4. Dissatisfied 24 12%

5. Highly dissatisfied 12 6%

Inference:
58% of the respondents are satisfied with the counseling measure offered by company in relation
to welfare officer and 20% of the respondents are highly satisfied 12% of the respondents are
dissatisfied and 6% of the respondents are highly dissatisfied towards the counseling measures
offered by the company.

Counseling measure offered by the company

in relation to welfare measure

6
20
12
Highly satisfied
4 Satisfied
Undecided
Dissatisfied
Highly dissatisfied

58
 42. The housekeeping measure provided by the hospital

S.No Remark No of Respondents Percentage

1. Highly satisfied 60 30%

2. Satisfied 100 50%

3. Undecided 8 4%

4. Dissatisfied 12 6%

5. Highly dissatisfied 20 10%

Inference:
30% of the respondents are highly satisfied with the Housekeeping measures provided by the
Hospital 50% of the respondents are satisfied. 6% of the respondents are dissatisfied and the
same percentages of respondents are highly dissatisfied with the housekeeping measures
provided by the Hospital.

NO. OF RESPONDENTS

HIGHLY SATISFIED
SATISFIED
UNDECIDED
DESSATISFIED
HIGHLY DISSATISFIED
43. Periodic meeting were arranged by the management for renew the welfare activities

S.No Remark No of Respondents Percentage

1. Highly satisfied 60 30%

2. Satisfied 80 40%

3. Undecided 20 10%

4. Dissatisfied 24 12%

5 Highly dissatisfied 16 8%

Inference:
30% of the respondents are highly satisfied and 40% of the respondents are satisfied with the
periodic meeting arranged by the management for renewal of welfare measures.10% of the
respondents undecided to give their opinion 12% of the respondents are dissatisfied and 8% of
the respondents are highly dissatisfied towards the periodic meeting arranged by the management
for renewal of welfare activities.

Periodic meeting were arranged by the

management for renew the welfare
activities

8
Highly satisfied
12 30
Satisfied
10 Undecided
Dissatisfied
Highly dissatisfied
40
 44. I feel that the welfare measures initiated by our organization have
benefited me as follows To increase the output

S.No Remark No of Respondents Percentage

1. Highly satisfied 48 24%

2. Satisfied 88 44%

3. Undecided 24 12%

4. Dissatisfied 28 14%

5. Highly dissatisfied 12 6%

Inference:
44% of the respondents are satisfied and 24% of the respondents are highly satisfied with the
welfare measures initiated by the organization that has benefited to increase the output.14% of
the respondents are dissatisfied and 6% of the respondents are highly dissatisfied with the above
statement, 12% of the respondents undecided to give their opinion.

To increase the output

6
14 24 Highly satisfied
Satisfied

12 Undecided
Dissatisfied
Highly dissatisfied
44
45. Prevent accident

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 112 56%

3. Undecided 12 6%

4. Dissatisfied 20 10%

5. Highly dissatisfied 16 8%

Inference:
56% of the respondents are satisfied and 20% of the respondents that they feel the welfare
measure initiated has benefited preventing accident.10% of the respondents are dissatisfied and
8% of the respondents said that they are highly dissatisfied with the welfare measures initiated
has prevent accident.

Prevent accident

8
20
10 Highly satisfied

6 Satisfied
Undecided
Dissatisfied
Highly dissatisfied

56
46. Reduce Absenteeism

S.No Remark No of Respondents Percentage

1. Highly satisfied 48 24%

2. Satisfied 100 50%

3. Undecided 24 12%

4. Dissatisfied 16 8%

5. Highly dissatisfied 12 6%

Inference:
50% of the respondents are satisfied and 24% of the respondents said that they are highly
satisfied with the welfare activities initiated has reduced absenteeism. 8% of the respondents are
dissatisfied and 6% of the respondents are highly dissatisfied with the above statement.

Reduce Absenteeism

6
8
24
Highly satisfied
12 Satisfied
Undecided
Dissatisfied
Highly dissatisfied

50
 47. ATTRITION

S.No Remark No of Respondents Percentage

1. Highly satisfied 40 20%

2. Satisfied 112 56%

3. Undecided 8 4%

4. Dissatisfied 20 10%

5. Highly dissatisfied 20 10%

Inference:
56% of the respondents are satisfied and 20% of the respondents are highly satisfied with the
welfare measures initiated has reduced attrition, 10% of the respondents said that they are
dissatisfied with the above statement and the same percentage of the respondents were highly
dissatisfied.

Reduce attrition

10
20
10 Highly satisfied
Satisfied
4
Undecided
Dissatisfied
Highly dissatisfied

56
 48. Good Health condition

S.No Remark No of Respondents Percentage

1. Highly satisfied 30 30%

2. Satisfied 60 60%

3. Undecided _ _

4. Dissatisfied 6 6%

5. Highly dissatisfied 4 4%

Inference:
Almost 60% of the respondents said that they are satisfied with the welfare measures initiated
had benefited good health condition and 30% of the respondents are highly satisfied. 6% of the
respondents are dissatisfied and 4% of the respondents were highly dissatisfied with the above
statement.

Good Health condition

0 4
6

30 Highly satisfied
Satisfied
Undecided
Dissatisfied
Highly dissatisfied

60
 49. Self motivation

S.No Remark No of Respondents Percentage

1. Highly satisfied 56 28%

2. Satisfied 92 46%

3. Undecided 20 10%

4. Dissatisfied 16 8%

5. Highly dissatisfied 16 8%

Inference:
46% of the respondents said that they are satisfied with the welfare benefits initiated had self
motivated 28% of the respondents are highly satisfied. 8% of the respondents are dissatisfied and
the same percentages of the respondents are highly dissatisfied towards the welfare benefits. 10%
of the respondents not decided to give their opinion.

Self motivation

8
8 Highly satisfied
28
Satisfied
10
Undecided
Dissatisfied
Highly dissatisfied
46
 50. My view on the awareness of the following welfare scheme

Loans

S.No Remark No of Respondents Percentage

1. Informed formally 120 60%

2. Informed informally 68 34%

3. Not at all informed 12 6%

Inference:
According to the above table, 60% of the respondents said that welfare scheme such as loans are
informed formally, 34% of the respondents felt that loan schemes are informally informed. 6% of
the respondents said that they were not at all informed.

Loans

Informed formally
34
Informed informally

60 Not at all informed

 51. Medical insurance & Medical Benefit Coverage

Medical Medical Benefit Coverage

S.No Insurance
Remark
No of Percentage No of Percentage
Respondents Respondents

1. Informed formally 140 70% 120 60%

2. Informed informally 60 30% 72 36%

_ _
3. Not at all informed 8 4%

Inference:
70% of the respondents said that the Medical Insurance scheme had been informed formally and
60% of the respondents said that the medical benefit coverage was informed formally, 30% of
the respondents felt that the medical insurance benefit had been informally informed, 36% of the
respondents said that the Medical benefit coverage was informed informally and 4% of the
respondents said that it was not at all informed.

Medical insurance & Medical Benefit

Coverage
80 70
60
60
Informed formally
40 36
30 Informed informally
20 Not at all informed
4
0
0
Medical Insurance Medical Benefit Coverage
 52. Bonus

S.No Remark No of Respondents Percentage

1. Informed formally 120 60%

2. Informed informally 80 40%

3. Not at all informed _ _

Inference:
60% of the respondents said that they were aware and formally informed about the Bonus
scheme, 40% of the respondents said that the bonus scheme was informed informally.

Bonus
0

40 Informed formally
Informed informally

60 Not at all informed

 53. Marriage allowance & Festival allowance

Marriage allowance Festival allowance

S.No Remark
No of % No of %
respondents respondents
1. Informed formally 120 60% 100 50%

2. Informed informally 80 40% 100 50%

3. Not at all informed _ _ _ _

Inference:
Most of the respondents (60%) said that they are aware and informed formally about the
marriage allowance 40% of the respondents said that they were informally informed; half of the
respondents (50%) said that they were formally informed and another half of the respondents
(50%) said that they are informed informally about the festival allowance.

Marriage allowance & Festival allowance

70
60
60
50 50
50
40
40 Informed formally
Informed informally
30
Not at all informed
20

10
0 0
0
Marriage allowance Festival allowance
 54. Birthday sweets, Picnic Scheme, Annual day gifts

Birthday (sweets) Picnic Scheme Annual day gifts

S.No Remarks
No of % No of % No of %
respondents respondents respondents
1. Informed 92 46% 112 56% 108 54%
Formally
2. Informed 108 54% 88 44% 92 46%
Informally
3. Not at all _ _ _ _ _ _
informed

Inference:
46% of the respondents said that they were aware and formally informed about the birthday
sweets and 54% of the respondents felt that it has been informed informally. 56% of the
respondents said that they were informed formally about the picnic scheme and 44% of the
respondents said that they were informally informed. 54% of the respondents said that they are
aware and formally informed about the annual day gift 46% of the respondents said that the
annual day gift was informed informally.

Birthday sweets, Picnic Scheme, Annual day gifts

60 54 56 54
50 46 44 46

40
Informed formally
30
Informed informally
20 Not at all informed

10
0 0 0
0
Birthday (sweets) Picnic Scheme Annual day gifts
 55. Funeral expenses

S.No Remark No of Respondents Percentage

1. Informed formally 120 60%

2. Informed informally 80 40%

3. Not at all informed _ _

Inference:
Almost 60% of the respondents said that they are aware and formally informed about the funeral
expense, 40% of the respondents said that they were informally informed about the funeral
expense.

Funeral expenses
0

40 Informed formally
Informed informally

60 Not at all informed

 SUMMARY
&
CONCLUSIONS
Summary of findings:

 50% of the respondents are satisfied with the periodic medical check-up provided by the
hospital, 20% of the respondents are highly satisfied

 40% of the respondents are satisfied and 30% of the respondents are highly satisfied with
the medical benefits are paid fast by the Hospital, 20% were dissatisfied

 50% Percentage of the respondents are satisfied with the first aid training given to the
employees 20% of them are highly satisfied, 10% of the respondents were dissatisfied
and the same percentage of the respondents are highly dissatisfied with the First Aid

 60% of the respondents are satisfied with the quality of the uniform, 50% of them said
that they are satisfied with colour of the uniform, 56% of them are satisfied with
Durability of the uniform, 20% of the respondents are dissatisfied with Quality & Colour
of the Uniform,

 52% of the respondents are satisfied with the Quality of the Shoes, 50% of the
respondents said that they were satisfied with the colour of the shoes, 10% of the
respondents are dissatisfied with Quality and Colour of the Shoes,

 54% of the respondents are satisfied with the Quick supply of meals & tea, 16% of the
respondents are highly satisfied, 10% of the respondents are dissatisfied

 46% of the respondents are satisfied with providing nutritious meals, 14% of the
respondents are highly satisfied, 48% of the respondents are satisfied with the neatness
and cleanliness of the canteen service, 14% of the respondents are dissatisfied
 50% are satisfied with the arrangement of tables & chairs, 20% of the respondents are
highly satisfied. 12% of the respondents are dissatisfied and 6% of the respondents are
highly dissatisfied towards the arrangement of tables & chairs in the canteen service area.

 52% of the respondents are satisfied with the pleasing nature of service 16% of the
respondents are highly satisfied, 12% of the respondents said that they were dissatisfied
with the pleasing nature of service in canteen area.
 56%of the respondents are satisfied with the rest room facility provided and are cleanly
maintained, ventilated and conveniently situated at the Hospital,

 56% of the respondents are satisfied and 16% of the respondents are highly satisfied with
effective arrangement of drinking water at convenient places, 16% of the respondents
were dissatisfied

 58% of the respondents are satisfied and 18% of the respondents are highly satisfied with
the cool & hot water provided as per requirement, 14% of the respondents are dissatisfied

 Half of the respondents (50%) are satisfied with the tour packages, 30% of the
respondents are highly satisfied

 54% of the respondents are satisfied and 26% of the respondents are highly satisfied with
the festival advance, 6% of the respondents are highly dissatisfied with the festival
advance benefit.
 52% of the respondents are satisfied and 28% of the respondents are highly satisfied with
the loan assistance, 8% of the respondents are dissatisfied

 50% of the respondents are satisfied and 12% of the respondents are highly satisfied with
the long service awards, 12% of the respondents are satisfied and the same percentage of
the respondents are highly dissatisfied
 44% of the respondents are satisfied with the personal protective equipment and 24% of
the respondents are highly satisfied

 58% of the respondents are satisfied with the safety measures and 18% of the respondents
are highly satisfied.8% of the respondents are dissatisfied

 54% of the respondents are satisfied towards the work environment and 16% of the
respondents are highly satisfied, 12% of the respondents said that they are dissatisfied
with the work environment

 50% of the respondents are satisfied with the training program, 20% of the respondents
are highly satisfied. 10% of the respondents are dissatisfied

 50% of the respondents said that they are satisfied with the company‟s welfare officers
role, 20% of them are highly satisfied.

 50% of the respondents are satisfied and 16% of the respondents are highly satisfied with
the level of subordinate development that welfare officer concerns while taking decision,

 40% of the respondents said that they are highly satisfied with the Environmental factors
such as lighting system and cleanliness and 30% of the respondents are highly satisfied
with ventilation

 54% of the respondents are satisfied with the Sports & Recreation Programs 36% of the
respondents are highly satisfied. 4% of the respondents are dissatisfied and 6% of the
respondents undecided to give their opinion about Sports and Recreation programs.

 58% of the respondents are satisfied with the counseling measure offered by company in
relation to welfare officer and 20% of the respondents are highly satisfied 12% of the
respondents are dissatisfied
 30% of the respondents are highly satisfied with the Housekeeping measures provided by
the Hospital 50% of the respondents are highly satisfied

 30% of the respondents are highly satisfied and 40% of the respondents are highly
satisfied with the periodic meeting arranged by the management for renewal of welfare
measures.

 44% of the respondents are satisfied and 24% of the respondents are highly satisfied with
the welfare measures initiated by the organization that has benefited to increase the
output.14% of the respondents are dissatisfied

 56% of the respondents are satisfied and 20% of the respondents that they feel the
welfare measure initiated has benefited preventing accident

 50% of the respondents are satisfied and 24% of the respondents said that they are highly
satisfied with the welfare activities initiated has reduced absenteeism

 56% of the respondents are satisfied and 20% of the respondents are highly satisfied with
the welfare measures initiated has reduced attrition,

 60% of the respondents said that they are satisfied with the welfare measures initiated had
benefited good health condition and 30% of the respondents are highly satisfied.
 6% of the respondents said that they are satisfied with the welfare benefits initiated had
self motivated 28% of the respondents are highly satisfied.

 60% of the respondents said that welfare scheme such as loans are informed formally,
34% of the respondents felt that loan schemes are informally informed

 70% of the respondents said that the Medical Insurance scheme had been informed
formally and 60% of the respondents said that the medical benefit coverage was informed
formally.
 60% of the respondents said that they were aware and formally informed about the Bonus
scheme, 40% of the respondents said that the bonus scheme was informed informally

 Most of the respondents (60%) said that they are aware and informed formally about the
marriage allowance 40% of the respondents said that they were informally informed,

 46% of the respondents said that they were aware and formally informed about the
birthday sweets and 54% of the respondents felt that it has been informed informally.
56% of the respondents said that they were informed formally about the picnic scheme

 60% of the respondents said that they are aware and formally informed about the funeral
expense

 Almost all (80%) Percentage of the respondents is satisfied with the first aid kit given to
the employees, which is a very important and life saving issue in hospital.

 54% of the respondents are satisfied with the Quick supply of meals & tea in time, 16%
of the respondents are highly satisfied, 10% of the respondents are dissatisfied

 Concerning staff dressing room with security, 70% of the respondents are satisfied and
14% of the respondents are highly satisfied. Only few (10%) of the respondents are
dissatisfied.

 With regard to Cupboard with safety locker, 70% of the respondents are highly satisfied
and only 8% of the respondents are dissatisfied. Some employees in canteen division do
not get locker facilities.
 66 %( majority) of the respondents are satisfied with free parking area and 10% of the
respondents are highly satisfied with parking arrangement. In Apollo, only patients and
visitors do not get proper parking arrangements as the hospital parking area is very small
and the management cannot fulfill this need due to non availability of land in that
business and residential area.
 67% of the respondents are satisfied with hospital bus facility and 23% of the respondents
are highly satisfied with effective transport arrangement of cabs/buses at convenient
points in the city.
 62% of the respondents are highly satisfied with ATM and cash facility services in
Apollo premises as they have three bank‟s ATM and banking service for their own
employees in the fourth floor of their main building.

 Majority of the respondents (61%) are satisfied with the best employee, 26% of the
respondents are highly satisfied

 57% of the respondents are satisfied with accommodation facilities and 28% of the
respondents are highly dissatisfied. The accommodation or stays for some categories like
nurses are located at far of places from hospital.

 52% of the respondents are dissatisfied about child care facilities and 18% of the
respondents are highly dissatisfied about child a care facility which is a big grievance
among women employees

 72% of the respondents are highly satisfied with chaplaincy services and 18% of the
respondents are satisfied about it which creates good faith about the hospital by all
communities
Recommendations:

 Though periodic medical check-up provided by the hospital are good, the employees
should get medical benefits for their family members also and concession in payment can
be given in case if they go major surgeries.
 The medical benefits should be paid very fast by the Hospital to its employees to reduce
loss.

 The first aid training should be given to all categories of people, particularly uneducated
employees in catering and sanitary departments to safeguard them.

 Though most of the employees are satisfied with the color and quality of uniforms, more
Uniforms with different colors for different groups can be given to employees to keep
them neat and tidy.

 Though most of the employees are satisfied with the Quick supply of meals they can be
available at appropriate places in all floors and buildings in order to reduce their time.
The rates charged for it can be reduced further for low income groups.

 The arrangement of tables & chairs can be increased to make the employees feel relax in
their job. In few sections the availability of chairs are very less as it may cause nuisance
to employees from the visitor‟s side. More rest room facility can be provided for all
section of people to take rest and work on all shifts without tiredness.

 Though hospitals do not encourage tour packages, at least the organization can provide
tour packages for senior and experienced employees which may reduce their job stress.

 The bonus and loan assistance can be provided at nominal amount for temporary or
contract employees also to improve their living and satisfaction
  Career development for employees can be enriched by the management by providing
effective and modern training. The can offer diplomas/certificate training program in
various technical field to improve their employees skill and knowledge .job
opportunities can be provide to poor employees kids in their hospital based on their
qualification and educational loans can be provided.

CONCLUSION

Periodical assessment of statutory welfare measures variables to be studied and necessary

adjustment to be taken by the employer.
 Respondents are satisfied with the Uniforms and shoes provided by the company.
 Canteen services still more to improve.
 More than half of respondents feel that Sports and recreation facilities has to be
concentrated still more.
 The few respondents feel that welfare measures are informed informally and this has to
be avoided in future.
 A follow-up study will be carried out with large number of sample size.
 Comparative study will be conducted with similar type of Hospitals to improve the
organizational facilities.
 The depth study on this area may help to reduce attrition rate in any Hospital.
 REFERENCE

BOOKS:

1. Aswathappa. K Human Resources and Personnel Management, Text & Cases – the

Mc.Grew Hill Companies,

2. National Institute of Personnel Management - Calcutta: Social Security and labour

Welfare,

3. Gupta C.B. Human Resources Management,

4. Sarma A.M. Labour Welfare and Social Security, Himalaya Publishing House.

REVIEW OF LITERATURE

1. Arunagiri A study on employee‟s perception towards the welfare measures at TTK

Health Care Ltd.

2. Vijaya Chitra A study on impact of Labour Laws on HR practices at India Cements

Ltd.

3. Namashivayam A study on Awareness of Legal provisions on Welfare Activities under

Labour Laws M|s. Sentinel Clothing Company, Tirupptur.

4. Johnson A study on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur.

5. Satish A study to find the effectiveness of welfare measures with the employees of CTS

(Cognizant Technology Solutions).

6. Balasundaram A study on welfare measures in M|S Ashok Leyland Limited.

7. Sinithia A study on non-statutory welfare measures and employee motivation in Dalima

Cement Bharath Ltd.

 8. Idiculla Mappillai A study on Non-statutory welfare measures provided at Ennore

Foundries Ltd.

9. Ashika ponnapa A survey on Labour Welfare measures in the tea plantation of

Kothari Industrial Corporation.

10. Shoba Susan Thomas A study on Welfare Measures at Ponds (India) Ltd.

11. Sethulakshmi A comparative study on welfare measures in non – government

organization.

12. Kannan A study on the welfare measures at Tamil Nadu Petro Products Ltd, Manali.

WEBSITES:

www.welfareindia.com

www.appollohospitals.com

www.google.com
 APPENDIX

QUESTIONNAIRE

A study on welfare measures provided for Paramedical employees in a

corporate hospital with reference to Apollo hospital, Ludhiana.

General Instructions:
- Please put a tick mark against the appropriate box clearly.
- The following questions are for Research Study & analytical purposes only.
- They will not be used to try to identify any individual.
- You may leave any or all blank if you prefer.
Note: For the employees who are Un- educated, the researcher conducts oral interview based on
the questionnaire only.
Personal profile
Name (optional):
Sex:
 Male
 Female

Age:
o 21 – 30 Years
o 31 – 40 Years
o 41 – 50 Years
o 51 & above years

Marital Status:
o Single
o Married

Designation:
o Clerical
o Managerial
o Technical
Experience in this company:
o 0 – 10 Years
o 11 – 20 Years
o 21 – 25 Years
25 & above Years

Educational Qualification (please put “O”mark)

o graduate
o post graduate
o diploma/technical
o XII/others

Total Salary Package Per Month?

o Less than Rs. 5,000
o Rs.5000 to Rs.10000
o Rs.10,000 to Rs.15,000
o Rs.15,000 or more

WELFARE MEASURES

I. Medical facilities & First – Aid

1) Medical Facilities :

Items Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) Are you satisfied with the
periodic medical check-up 5 4 3 2 1
provided by the hospital?
b) The medical benefits are paid
fast by the hospital? What is 5 4 3 2 1
your opinion?

2) First- Aid

Items Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) I feel First Aid Training is 5 4 3 2 1
given to the employees?
b) Whether First Aid Kit is 5 4 3 2 1
provided on-hand?
3) Uniform

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) Quality 5 4 3 2 1
b) Colour 5 4 3 2 1
c) Durability 5 4 3 2 1

4) Shoes

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) Quality 5 4 3 2 1
b) Colour 5 4 3 2 1
c) Proper size 5 4 3 2 1

III. Canteen and Dining Services:

5) Canteen Factors based on my satisfaction:

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) Quick supply of meals & Tea in 5 4 3 2 1
time
b) Providing Nutritious and 5 4 3 2 1
hygienic meals
c) Quantity & Quality of food 5 4 3 2 1
d) Neatness/Cleanliness of dining 5 4 3 2 1
hall
e) Arrangements of Tables & Chairs 5 4 3 2 1
in dining hall
f) Pleasing nature of service people 5 4 3 2 1
IV. Conveniences:
6) Rest Room Facilities :

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) Urinals & toilets are cleanly
maintained, ventilated, 5 4 3 2 1
conveniently situated

b) Drinking water is effectively

arranged at convenient points 5 4 3 2 1

c) Cool & Hot water is provided

as per requirements 5 4 3 2 1

7) Change Room Facilities:

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied

a) Staff Dressing Room is

5 4 3 2 1
provided with security

b) Cupboard with safety locker

5 4 3 2 1

8) Parking and Transport Facilities:

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) Free parking area for staff‟s 5 4 3 2 1
vehicle
b) Hospital Bus/Cab facilities 5 4 3 2 1
helps to reach in time
9) Banking facilities:

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) ATMs and Check cashing 5 4 3 2 1
services available on campus

V. Benefits:
10) Benefits are

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied

a) Tour packages 5 4 3 2 1
b) Festival Advance 5 4 3 2 1
c) Loan Assistance 5 4 3 2 1
d) Long Service Awards 5 4 3 2 1
e) Special Achievers Awards 5 4 3 2 1
f) Valuable Suggestions Awards 5 4 3 2 1
g) Best Employee Award 5 4 3 2 1
h) Annual leave 5 4 3 2 1
i) Accommodation 5 4 3 2 1
j) Discount On Treatment 5 4 3 2 1
k) Childcare Facilities 5 4 3 2 1
l) Chaplaincy Services 5 4 3 2 1

VI. Safety:
11) Safety measures are
Variables Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied
a) Personal Protective Equipment 5 4 3 2 1
b) Safety Measures 5 4 3 2 1
c) Work Environment 5 4 3 2 1
d) Training 5 4 3 2 1
e) Safety Officer 5 4 3 2 1
VII. Welfare Officer:

S.no Items Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
12) The company‟s welfare
measures are in line with the 5 4 3 2 1
Statutory Norms – What is
your opinion?
13) Company‟s Welfare Officer‟s
role is cordial – what is your 5 4 3 2 1
opinion?
14) The level of relationship with
your Welfare officer is 5 4 3 2 1
15) The level of subordinate
development that your Welfare
Officer concern while taking 5 4 3 2 1
decisions that cover your area
of work.
16) The interactions and
communications of the 5 4 3 2 1
Welfare Officer is

VIII. Environment:
17) Some of the environmental factors are

Variables Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
a) Lighting system 5 4 3 2 1
b) Ventilation 5 4 3 2 1
c) Cleanliness 5 4 3 2 1
d) Fire and Emergency Exit 5 4 3 2 1
e) Emergency Dial 5 4 3 2 1
f) Working Space 5 4 3 2 1
g) Workplace Security 5 4 3 2 1
h) Infection Control Rate 5 4 3 2 1
i) Computer , telephone & fax 5 4 3 2 1
usage
IX. Other Welfare Measures:

S.no Items Highly Satisfied Undecided Dissatisfied Highly

satisfied dissatisfied
18) Are you satisfied with the
sports & recreation programs? 5 4 3 2 1
19) The counseling measure
offered by the company in 5 4 3 2 1
relation to welfare measure is
20) The housekeeping measures
provided by the hospital is 5 4 3 2 1

21) Management has proper

assessment tool\techniques for 5 4 3 2 1
assessing the effectiveness of
welfare scheme (eg. Feedback)
22) Periodic meeting where
arranged by the management 5 4 3 2 1
for review the welfare
activities

23) I feel that the welfare measures initiated by our organization have benefited me as follows:
Variables Highly Satisfied Undecided Dissatisfied Highly
satisfied dissatisfied
a) To increase the output 5 4 3 2 1
b) Prevent Accident 5 4 3 2 1
c) Reduce Absenteeism 5 4 3 2 1
d) Reduce Attrition 5 4 3 2 1
e) Good Health Condition 5 4 3 2 1
f) Self – motivation 5 4 3 2 1

24) My view on the awareness of the following welfare scheme

S.no Welfare Scheme Informed Informed Not at all
Formally Informally Informed

1. Loans 2 1 0
2. Medical Insurance 2 1 0
3. Medical Benefit 2 1 0
Coverage
4. Bonus 2 1 0
5. Marriage Allowance 2 1 0
6. Festival Gifts 2 1 0
7. Sweets (festival) 2 1 0
 8. Benevolent Fund 2 1 0
9. Picnic Scheme 2 1 0
10. Residential Quarters 2 1 0
11. Availing for Leave 2 1 0
12. Annual day Gifts 2 1 0
13. Funeral Expenses 2 1 0
14. Death Relief Fund 2 1 0
15. Safety measures 2 1 0

25) a) Do you Suggest any new welfare measures to be started in your organization ?
Yes No

b) If yes, in which area do you need a welfare improvement?

Specify

__________________________________________________________________________