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 Chennais 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 Childrens 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 Childrens Hospital, Chennai

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

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 Chennais 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 providers 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 Chairmans 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 Jis vision of making
international quality healthcare accessible to the people of Punjab, the hospital was set up in
collaboration with one of the worlds 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.

Chambers 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 workers 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 mans 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 crches

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 employees 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 organizations 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

Crche

Leave Travel Facilities

Washing Facilities

Benevolent Fund

Occupational Safety

Maternity Benefit

Uniforms and Protective

Educational Facilities

Clothings

Housing Facilities

Shift Allowance

Recreation Facilities

Canteen

Workers 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)

I.

Welfare Measures in Work Place

II.

Welfare measures outside the work place.

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. Workmens 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) Workers 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, crche and child
care; general education; separate services for women workers, that is, lunch rooms, urinals, rest
rooms, womens recreation (indoor); family planning services.
(v) Workers 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, profitsharing and bonus schemes; transport services; provident fund, gratuity and pension; rewards and
incentives; workmens 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)

Workmens arbitration council.

(c)

Research bureau.

(ix)

Workers 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)
(xii)

Watch and ward; security.

Community leadership development: council of elders; committee of representatives;

administration of community services and problems; child, youth and womens 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.

Crche, 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 workers 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) workers 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 workers 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 crches 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.

Crches 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 workers

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 Seamans 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 governments 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 COMMISSIONS 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 commissions 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 employees 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 datas. 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 usingt 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 employees
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 nonstatutory 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 companys 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 NGOs
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

Internet

In this project the primary data has been collected through questionnaires 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 informations 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
Male
Female
Total

No. of Respondents
80
120
200

Percentage
40
60
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
RESPONDENTS

60
40
20
0
MALE

FEMALE

2. Shows the Age wise distribution of Respondents

Age
21 30 years
31 40 years
41 50 years
51 years & above
Total

No. of Respondents
60
80
44
16
200

Percentage
30
40
22
08
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
Under graduate

No. of Respondents
92

Percentage
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
60
40
20
0

NO. OF RESPONDENTS
PERCENTAGE

5. Experience wise distribution of Respondents

Experience
0 10 Years

No. of Respondents
72

Percentage
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
Less than Rs.5000

No. of Respondents
16

Percentage
08

- Rs.10,000

24

12

Rs.10,000 - Rs.15,000

104

52

Rs.15,000 Above

56

28

Total

200

100

Rs.5000

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
50000

RS 500010.000

RS 1000015000

RS 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 %
6
20

Highly satisfied
20

Satisfied
Undecided

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

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
30

Highly satisfied
Satisfied

20

Undecided
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

10

Highly satisfied
Satisfied
Undecided

10

Dissatisfied
50

Highly dissatisfied

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

80

Highly dissatisfied

12.

Uniform

Quality
S.No
1.

Remarks

2.

Highly
satisfied
Satisfied

3.

Colour

Durability

No of
Percentage
No of
Percentage
No of
Percentage
Respondents
Respondents
Respondents
20
10%
16
8%
8
4%
120

60%

100

50%

112

56%

Undecided

12

6%

28

14%

16

8%

4.

Dissatisfied

40

20%

40

20%

52

26%

5.

Highly
dissatisfied

4%

16

8%

12

6%

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
50
40
30
20
10
0

60
50

10

56

14
8 4

Highly
satisfied

6
Satisfied

20 20

Quality

26

Colour

Undecided Dissatisfied

13.

8 6

Durability

Highly
dissatisfied

SHOES

S.No

Remarks

1.
2.

Highly
satisfied
Satisfied

3.

Quality
No. of
Percent
Respond
-age
ents
16
8%

Colour
No. of
PercentRespon
age
dents
60
30%

Proper size
No. of
PercentRespondents
Age
8

04%

104

52%

100

50%

180

90%

Undecided

40

20%

12

6%

12

06%

4.

Dissatisfied

20

10%

20

10%

5.

Highly
dissatisfied

20

10%

4%

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
52 50

60
40

Quality

30

Colour

20
20

6 6

10 10

10
0

4 0

Durability

0
Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
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
Satisfied

16

Undecided
12

Dissatisfied
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

Highly satisfied

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
Dissatisfied

48

Highly dissatisfied

20

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

20

12

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
Undecided

12

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
0

10

Highly satisfied

24

Satisfied
Undecided
Dissatisfied
Highly dissatisfied

56

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
Satisfied

16

Undecided
0

Dissatisfied
Highly dissatisfied
56

22. Changing room facilities

Staff dressing room is provide
with security
No of
Percentage
Respondents
28
14%

S.No

Remarks

1.

Highly satisfied

2.

Satisfied

140

3.

Undecided

4.
5.

Cupboard with safety locker

No of
Respondents
140

Percentage

70%

40

20%

12

6%

04

02%

Dissatisfied

20

10%

16

08%

Highly
dissatisfied

70%

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
60
50
40
30
20
10
0

70

70

Staff dressing room is provide

with security
20

14

6
Highly
satisfied

Cupboard with safety locker

10 8
0 0

Satisfied Undecided Dissatisfied

Highly
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

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

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

3%

4.

Dissatisfied

0%

5.

Highly dissatisfied

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 banks 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
Satisfied

35

Undecided
Dissatisfied

62

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

Highly satisfied

30

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

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
Highly satisfied

26

Satisfied
Undecided
Dissatisfied
Highly dissatisfied

61

28.

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

Remark
S.No
1.

Festival
advance

Loan assistance

Long service
awards

Special
achievers award

No.

No.

No.

No.

52

26%

56

28%

24

12%

44

22%

2.

Highly
satisfied
Satisfied

108

54%

104

52%

100

50%

116

58%

3.

Undecided

16

8%

4%

28

14%

24

12%

4.

Dissatisfied

12

6%

16

8%

24

12%

4%

5.

Highly
dissatisfied

12

6%

16

8%

24

12%

4%

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
5452

60

58
50

50
40
30
20

Festival advance
2628

Loan assistance

22
12

10

1412
4

6 8

12
4

6 8

Long service awards

12
4

0
Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

Special achievers award

29. Accommodation , Discount in treatment ,Child care facilities , Chaplaincy

services

Remark
S.No
1.

accommodation

discount in
treatment

child care
facilities

chaplaincy
services

No.

No.

No.

No.

24

12%

10

5%

144

72%

2.

Highly
satisfied
Satisfied

114

57%

104

52%

32

16%

36

18%

3.

Undecided

3%

10

5%

28

14%

20

10%

4.

Dissatisfied

56

28%

60

30%

104

52%

00

5.

Highly
dissatisfied

16

8%

36

18%

00

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
70
60
50
40
30
20
10
0

72
57

52

52
Accommodation
28 30

12

16 18
5

14
3 5

Highly satisfied

Satisfied

Discount in treatment
18

10

Undecided

Child care facilities

8
0

Dissatisfied

Chaplaincy services

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

Highly satisfied

24

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

Highly satisfied
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%

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
Undecided

10

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
Undecided

10

Dissatisfied
Highly dissatisfied

50

34.

The companys 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

4%

Inference:
50% of the respondents said that they are satisfied with the companys 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
companys welfare measures.

The companys welfare measures are

in line with the statuary Norms
4

10
Highly satisfied

16

Satisfied
Undecided
20

Dissatisfied
50

Highly dissatisfied

Companys welfare officers role is cordial what is your opinion?

35.
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 companys welfare officers role, 20%
of them are highly satisfied.10% of the respondents undecided to give their opinion about the
welfare officers role. 10% of the respondents are dissatisfied with the companys welfare
officers role.

Companys welfare officers role is

cordial
10

20

Highly satisfied

10

Satisfied
Undecided

10

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
Satisfied

20

Undecided
Dissatisfied
10

37.

46

Highly dissatisfied

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
8

16
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
0

Highly satisfied

30

10

Satisfied
Undecided
Dissatisfied
Highly dissatisfied

50

39.
Variables
S.No

Remarks

1.
2.

Highly
satisfied
Satisfied

3.

Environmental factors

a) Lighting system
No of
respondents
80

b) Ventilation

40%

No of
respondents
60

104

52%

Undecided

4.

Dissatisfied

5.

Highly
dissatisfied

c) Cleanliness

%
30%

No of
respondents
80

%
40%

120

60%

112

56%

16

8%

12

6%

4%

4%

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

52

56

50
40

40

40

Lighting system

30
30

Ventilation
Cleanliness

20
10
0 0 0

8 6
4

0
Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

Environmental factors
Variables
S.No
1.

Remarks

d)Working space
No of
respondents
24

e)Work place security

%

f)Computer, telephone
and fax usage
No of
%
respondents
140
70%

12%

No of
respondents
60

30%

132

66%

120

60%

58

29%

2.

Highly
satisfied
Satisfied

3.

Undecided

08

4%

08

4%

1%

4.

Dissatisfied

36

18%

012

6%

--

5.

Highly
dissatisfied

00

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
30
30

Work Place Security

29

Computer, telephone and fax usage

18

20
12
10

4 4

6
1

0 0 0

0
Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
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

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
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

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

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

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%

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

Highly satisfied

12

30

Satisfied
Undecided

10

Dissatisfied
40

Highly dissatisfied

I feel that the welfare measures initiated by our organization have

benefited me as follows To increase the output

44.

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
24

14

Highly satisfied
Satisfied
Undecided

12

Dissatisfied
44

Highly dissatisfied

Prevent accident

45.

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
Satisfied

Undecided
Dissatisfied
Highly dissatisfied
56

Reduce Absenteeism

46.

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

ATTRITION

47.

S.No

Remark

No of Respondents

Percentage

1.

Highly satisfied

40

20%

2.

Satisfied

112

56%

3.

Undecided

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

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%

5.

Highly dissatisfied

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

4
30

Highly satisfied
Satisfied
Undecided
Dissatisfied
Highly dissatisfied

60

Self motivation

49.

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

28

Highly satisfied
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
6

Informed formally
34

Informed informally
60

Not at all informed

51. Medical insurance & Medical Benefit Coverage

S.No

Medical
Insurance

Remark

Medical Benefit Coverage

No of
Respondents

Percentage

No of
Respondents

Percentage

1.

Informed formally

140

70%

120

60%

2.

Informed informally

60

30%

72

36%

_
8

4%

3.

Not at all informed

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
40

Informed formally

36

30

Informed informally
Not at all informed

20
0

0
Medical Insurance

Medical Benefit Coverage

52.

S.No

Remark

Bonus

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

Marriage allowance & Festival allowance

53.

Marriage allowance
S.No

Festival allowance

Remark

1.

Informed formally

No of
respondents
120

%
60%

No of
respondents
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
Marriage allowance

Festival allowance

54. Birthday sweets, Picnic Scheme, Annual day gifts

Birthday (sweets)
S.No

Remarks

1.

Informed
Formally
Informed
Informally
Not at all
informed

2.
3.

No of
respondents
92

Picnic Scheme

%
46%

No of
respondents
112

108

54%

Annual day gifts

%
56%

No of
respondents
108

%
54%

88

44%

92

46%

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
50

56

54
46

54
46

44

40
Informed formally
30

Informed informally

20

Not at all informed

10
0

Picnic Scheme

Annual day gifts

0
Birthday (sweets)

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 companys 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 banks 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 visitors 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 employees 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
o
o
o

21 30 Years
31 40 Years
41 50 Years
51 & above years

Marital Status:
o Single
o Married
Designation:
o Clerical
o Managerial
o Technical

Experience in this company:

o
o
o

0 10 Years
11 20 Years
21 25 Years
25 & above Years

Educational Qualification (please put Omark)

o
o
o
o

graduate
post graduate
diploma/technical
XII/others

Total Salary Package Per Month?

o
o
o
o

Less than Rs. 5,000

Rs.5000 to Rs.10000
Rs.10,000 to Rs.15,000
Rs.15,000 or more

WELFARE MEASURES
I. Medical facilities & First Aid
1) Medical Facilities :
Items
a)

b)

Are you satisfied with the

periodic medical check-up
provided by the hospital?
The medical benefits are paid
fast by the hospital? What is
your opinion?

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

Highly
satisfied
5

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied
1

2) First- Aid
Items
a)
b)

I feel First Aid Training is

given to the employees?
Whether First Aid Kit is
provided on-hand?

3) Uniform

Variables
a) Quality
b) Colour
c) Durability

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

5
5
5

4
4
4

3
3
3

2
2
2

1
1
1

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

5
5
5

4
4
4

3
3
3

2
2
2

1
1
1

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

5
5

4
4

3
3

2
2

1
1

4) Shoes

Variables
a) Quality
b) Colour
c) Proper size
III. Canteen and Dining Services:

5) Canteen Factors based on my satisfaction:

Variables
a) Quick supply of meals & Tea in
time
b) Providing Nutritious and
hygienic meals
c) Quantity & Quality of food
d) Neatness/Cleanliness of dining
hall
e) Arrangements of Tables & Chairs
in dining hall
f) Pleasing nature of service people

IV. Conveniences:
6) Rest Room Facilities :

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

b) Drinking water is effectively

arranged at convenient points

c) Cool & Hot water is provided

as per requirements

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

Highly
satisfied
5

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied
1

Variables
a) Urinals & toilets are cleanly
maintained, ventilated,
conveniently situated

7) Change Room Facilities:

Variables
a) Staff Dressing Room is
provided with security
b) Cupboard with safety locker

8) Parking and Transport Facilities:

Variables
a) Free parking area for staffs
vehicle
b) Hospital Bus/Cab facilities
helps to reach in time

9) Banking facilities:

Variables
a)

ATMs and Check cashing

Highly
satisfied
5

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied
1

services available on campus

V. Benefits:
10) Benefits are

a)
b)
c)
d)
e)
f)
g)
h)
i)
j)
k)
l)

Variables

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

Tour packages
Festival Advance
Loan Assistance
Long Service Awards
Special Achievers Awards
Valuable Suggestions Awards
Best Employee Award
Annual leave
Accommodation
Discount On Treatment
Childcare Facilities
Chaplaincy Services

5
5
5
5
5
5
5
5
5
5
5
5

4
4
4
4
4
4
4
4
4
4
4
4

3
3
3
3
3
3
3
3
3
3
3
3

2
2
2
2
2
2
2
2
2
2
2
2

1
1
1
1
1
1
1
1
1
1
1
1

Variables

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

Personal Protective Equipment

Safety Measures
Work Environment
Training
Safety Officer

5
5
5
5
5

4
4
4
4
4

3
3
3
3
3

2
2
2
2
2

1
1
1
1
1

VI. Safety:
11) Safety measures are

a)
b)
c)
d)
e)

VII. Welfare Officer:

S.no

Items

12)

The companys welfare

measures are in line with the
Statutory Norms What is
your opinion?
Companys Welfare Officers
role is cordial what is your
opinion?
The level of relationship with
your Welfare officer is
The level of subordinate
development that your Welfare
Officer concern while taking
decisions that cover your area
of work.
The interactions and
communications of the
Welfare Officer is

13)

14)
15)

16)

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

5
5
5
5
5
5
5
5
5

4
4
4
4
4
4
4
4
4

3
3
3
3
3
3
3
3
3

2
2
2
2
2
2
2
2
2

1
1
1
1
1
1
1
1
1

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

Variables
a)
b)
c)
d)
e)
f)
g)
h)
i)

Lighting system
Ventilation
Cleanliness
Fire and Emergency Exit
Emergency Dial
Working Space
Workplace Security
Infection Control Rate
Computer , telephone & fax
usage

IX. Other Welfare Measures:

S.no

Items

18)

Are you satisfied with the

sports & recreation programs?
The counseling measure
offered by the company in
relation to welfare measure is
The housekeeping measures
provided by the hospital is

19)

20)

21)

22)

Management has proper

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

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

23) I feel that the welfare measures initiated by our organization have benefited me as follows:
Variables
a)
b)
c)
d)
e)
f)

Highly
satisfied

Satisfied

Undecided

Dissatisfied

Highly
dissatisfied

5
5
5
5
5
5

4
4
4
4
4
4

3
3
3
3
3
3

2
2
2
2
2
2

1
1
1
1
1
1

To increase the output

Prevent Accident
Reduce Absenteeism
Reduce Attrition
Good Health Condition
Self motivation

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

S.no

1.
2.
3.
4.
5.
6.
7.

Welfare Scheme

Informed
Formally

Informed
Informally

Not at all
Informed

Loans
Medical Insurance
Medical Benefit
Coverage
Bonus
Marriage Allowance
Festival Gifts
Sweets (festival)

2
2
2

1
1
1

0
0
0

2
2
2
2

1
1
1
1

0
0
0
0

8.
9.
10.
11.
12.
13.
14.
15.

Benevolent Fund
Picnic Scheme
Residential Quarters
Availing for Leave
Annual day Gifts
Funeral Expenses
Death Relief Fund
Safety measures

2
2
2
2
2
2
2
2

1
1
1
1
1
1
1
1

0
0
0
0
0
0
0
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
__________________________________________________________________________