Labour Welfare Project Report

Chapter I
INTRODUCTION
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CHAPTER I
1.1 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.
1.2 DEFINITIONS
1. The oxford Dictionary defines Labour Welfare as “efforts to make life worth living for
workmen”.
2. Chamber’s dictionary defines welfare as a state of faring or doing well; freedom from
calamity, enjoyment of health, prosperity, etc.
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3. ILO Asian Regional Conference, it has been stated that worker’s welfare may be
understood to mean “such services, facilities and amenities, which may be established outside or
in the vicinity of undertakings, to enable the persons employed therein to perform their work in
healthy and congenial surroundings and to provide them with amenities conducive to good health
and high morale”.
4. The Labour Investigation Committee (1944 – 46) includes under labour welfare activities
“anything done for the intellectual, physical, moral and economic betterment of the workers,
whether by employers, by government or by other agencies, over and above what is laid down by
law or what is normally expected as part of the contractual benefits for which the workers may
be bargained”.
5. The Report of the Committee on Labour Welfare (1969) includes under it “such services,
facilities and amenities as adequate canteens, rest and recreation facilities sanitary and medical
facilities, arrangements for travel to from work and for the accommodation of workers employed
at a distance from their homes, and such other services, amenities and facilities including social
security measures as contribute to improve the conditions under which workers are employed”.
6. According to N.M. Joshi, welfare work “covers all the efforts which employers make for the
benefit of their employees over and above the minimum standards of working conditions fixed
by the Factories Act and over and above the provisions of the social legislations providing
against accident, old age, unemployment and sickness.
7. According to HRM Labour welfare or Employee welfare is a comprehensive term including

various services, benefits and facilities offered to employees by the employer. The basic purpose
of labour welfare is to enrich the life of employees and keep them happy and contented. Better
working conditions and welfare measures enhance the motivations and efficiency of employees.
The main objective is to make the worker happy, healthy, committed and loyal.
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1.3 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 education, 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.
1.4 APPROACHES TO LABOUR WELFARE
The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which
are engaged in welfare activities. More over, 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
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the laws are implemented and punishment to the employers who do not obey the laws. In this
theory the main emphasis is on the fear and not on the spirit of labour welfare which perhaps is
the most important factor.
B. The Religious Theory
Here the employer is concerned primarily with his own welfare because he introduces labour
welfare measures either as an investment for attainment of good in his life or as atonement for
his sins.
C. The Philanthropic Theory

According to this theory man’s love for mankind is the guiding factor of labour welfare.
D. The Trusteeship Theory
This theory has a paternalistic approach. Here employer has a moral responsibility to look after
the interests of their wards who are the workers. Therefore, labour welfare measures are the
outcome of moral responsibility.
E. The Placating Theory
It is believed that the labour groups are becoming more and more demanding and aware of their
rights. Therefore, their demands cannot be ignored. It is advisable to implement labour welfare
measures in time. In those programs which are based on this theory, sincerity may be lacking.
F. The Public Reactions Theory
As per this theory, labour welfare programs work as a sort of advertisement and help the
industrialist to build up good and healthy public relations.
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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.
1.5 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.
1.6 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.
1.7 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.
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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.
1.8 KINDS OF WELFARE MEASURES
 Educational and medical benefits

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

Employee welfare and benefit programs are important because they:
a) Make the employee a group of citizens able to carry on the productive process.
b) Contribute to the maintenance of employee morale and loyalty.
c) Maintain an employee’s favorable attitude towards his work and work environment.
d) Reduce labour turnover and absenteeism, and Promote good public relations.
e) Balanced development of the employees.
f) Immunity from evils of the industrialization.
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1.10 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.
1.11 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 fro within.
3. A sense of feeling of concern by providing some extra amenities besides their basic pay
packet.
The humanitarian approach amongst the above objectives sounds more practical. IT attention in
achieving the organization’s task, thus, enhancing the efficiency and output. Such packages
spread over through their (workers) entire career with the organization help to retain the better
workers and simultaneously enhance their morale. The organization is also entitled to certain tax
concessions on the expenses being spent on employed welfare.
1.12 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:
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1. Welfare within the precincts of an establishment – Intramural.
2. Welfare outside the establishment – Extramural.
International Labour Organization or ILO has used the following categorization:
Intramural Extramural
Social Insurance (Gratuity, pension, P.F.,
Drinking Water etc)
Toilets Health and Medical Facilities
Crèche Leave Travel Facilities
Washing Facilities Benevolent Fund
Occupational Safety Maternity Benefit
Uniforms and Protective Educational Facilities
Clothing’s Housing Facilities
Shift Allowance Recreation Facilities
Canteen Worker’s Cooperatives
Vocational Training
Transport to and form place of work.
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
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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.
1.13 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
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2. Welfare measures outside the work place.
I. Welfare Measures in Work Place

(i) Conditions of the Work Environment:
a. Neighbourhood safety and cleanliness; attention to approaches.
b. Housekeeping; up keeping of premises – compound wall, lawns, gardens, and so forth,
egress and ingress, passages and doors; white-washing of walls and floor maintenance.
c. Workshop (room) sanitation and cleanliness; temperature, humidity, ventilation, lighting,
elimination of dust, smoke, fumes, gases.
d. Control of effluents.
e. Convenience and comfort during work, that is, operatives’ posture, seating arrangements.
f. Distribution of work hours and provision for rest hours, mental times and breaks.
g. Workmen’s safety measures, that is, maintenance of machines and tools, fencing of
machines, providing guards, helmets, aprons, goggles, and first aid equipment.
h. Supply of necessary beverages, and pills and tablets, that is, salt tablets, milk, and soda.
i. Notice boards: Posters, pictures, slogans; information or communication.
(ii) Conveniences:
a. Urinals and lavatories, wash basins, bathrooms, provision for spittoons; waste disposal.
b. Provision of drinking water; water coolers.
c. Canteen services; full meal, mobile canteen.
d. Management of workers’ cloak rooms, rest rooms, reading room and library.
(iii) Worker’s Health Services: Factory health centre; dispensary, ambulance, emergency aid,
medical examinations for workers; health education, health research; family planning services.
(iv) Women and Child Welfare: Antenatal and postnatal care, maternity aid, crèche and child
care; general education; separate services for women workers, that is, lunch rooms, urinals, rest
rooms, women’s recreation (indoor); family planning services.
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(v) Worker’s Recreation: Indoor games, strenuous games to be avoided during intervals of
work.
(vi) Employment Follow up: Progress of the operative in his/her work; his/her adjustment
problems with regard to machines and workload, supervisors and colleagues, industrial
counseling.
(vii) Economic Services: Co-operatives, loans, financial grants; thrift and saving schemes;
budget knowledge, unemployment insurance, health insurance, employment bureau, profit-
sharing and bonus schemes; transport services; provident fund, gratuity and pension; rewards and
incentives; workmen’s compensation for injury; family assistance in times of need.
(viii) Labour –Management Participation:

(a) Formation and working of various committees, that is, works committee, safety
committee, canteen committee; consultation in welfare area, in production area, in the area of
administration, in the area of public relations.
(b) Workmen’s arbitration council.
(c) Research bureau.
(ix) Worker’s Education: Reading room, library, circulating library; visual education; literary
classes, adult education, social education; daily news review; factory news bulletin; co-operation
with workers in education services.
(II) Welfare Measures outside the Work Place
(i) Housing: bachelors’ quarters; family residences according to type and rooms.
(ii) Water, sanitation, waste disposal.
(iii) Roads, lighting, parks, recreation, playgrounds.
(iv) Schools: nursery, primary, secondary and high school.
(v) Markets, co-operatives, consumer and credit societies.
(vi) Bank.
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(vii) Transport.
(viii) Communication: post, telegraph and telephone.
(ix) Health and medical services: dispensary, emergency ward, out-patient and in-patient care,
family visiting, family planning.
(x) Recreation: games; clubs; craft centers; cultural programmes, that is music clubs; interest
and hobby circles; festival celebrations; study circles; reading room and library; open air theatre;
swimming pool; athletics, gymnasia.
(xi) Watch and ward; security.
(xii) Community leadership development: council of elders; committee of representatives;
administration of community services and problems; child, youth and women’s clubs.
(xiii) Welfare Facilities by the Government:
The Government of India has enacted several laws from time to time. These laws are the
Factories Act, 1948; the Mines Act, 1952; the Plantation Labour Act, 1951; the Bide and Cigar
workers (Conditions of Employment) Act, 1966; and the Contract Labour (Regulation and
Abolition) Act, 1970, Another significant step taken by the central government has been to
constitute welfare funds for the benefit of the employees.
1.14 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)
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d. First-aid boxes or cupboard-one for very 150 workers and ambulance facilities, if there are
more than 500 workers (S.45)
e. Canteens if employing more than 250 workers (s.46)
f. Shelters, rest rooms and lunch rooms, if employing over 150 workers (S.47)
g. Crèche, if employing more than 30 women (S.48)
h. Welfare officer, if employing 500 or more workers (S.49) given below:
Labour Welfare Officer: Schedule 49 of the Act provides that in every factory wherein 500 or
more workers are ordinarily employed, the employer shall appoint at least one welfare officer.
The Officer is expected to act as an advisor, counselor, mediator and liaisoning officer between
the management and the labour. Specifically, his/her duties include the following:
1. Supervision of (i) safety, health and welfare programmes like housing, recreation, and
sanitation services, (ii) working of joint committees; (iii) grant of leave with wages, and (iv)
redressal of worker’s grievances.
2. Counseling workers in (i) personal and family problems; (ii) adjustment to their work
environment and (iii) understanding their rights and privileges.
3. Advising management in matters of (i) formulating welfare policies; (ii) apprenticeship
training programmes; (iii) complying with statutory obligations to workers; (iv) developing
fringe benefits; and (v) worker’s education.
4. Liaisoning with workers so that the may (i) appreciate the need for harmonious industrial
relations in the plant; (ii) resolve disputes, if any; (iii) understand the limitations under which
they operate; and (iv) interpret company policies correctly.
5. Liaisoning with the management so as to appraise the later about worker’s viewpoints on
organizational matters.
B. THE MINES ACT, 1952 AND THE MINES RULES

The main obligations of the mine owners regarding health and welfare of their workers are as
follows:
a. Maintenance of crèches where 50 women workers are employed
b. Provision of shelters for taking food and rest if 150 or more persons are employed
c. Provision of a canteen in mines employing 250 or more workers
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d. Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150
workers.
e. Provision in coal mines of (i) pit head baths equipped with shower baths; (ii) sanitary
latrines and (iii) lockers, separately for men and women workers
f. Appointment of a Welfare Officer in mines employing more than 500 or more persons to
look after the matters relating to the welfare of the workers.
C. THE PLANTATIONS LABOUR ACT, 1951

The following welfare measures are to be provided to the plantations workers:
a. Canteens in plantations employing 150 or more workers (S.11)
b. Crèches in plantations employing 50 or more women workers (S.12)
c. Recreational facilities for the workers and their children. (S.13)
d. Educational facilities in the estate for the children of workers, where there are 25 worker’s
children between the age of 6 and 12 (S.14)
e. Housing facilities for every workers and his her family residing in the plantation The
standard and specification of the accommodation, procedure for allotment and rent chargeable
from workers, are to be prescribed in the rules by the state government (S. 15 and 16)
f. The state government may make rules requiring every plantation employer to provide the
workers with such number and type of umbrellas, blankets, raincoats or other like amenities for
the protection of workers from rain or cold as may be prescribed.
g. Appointment of a welfare officer in plantations employing 300 or more workers (S.18)
The exact standards of these facilities have been prescribed under the Rules framed buy the state
government.
D. THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970

The following welfare and health measure are to provided to the contract workers by the
contractor:
i. A canteen in every establishment employing 100 or more workers (S.16)
ii. Rest rooms or other suitable alternative accommodation where the contract labour is
requires halting at night in connection with the work of an establishment (S.17)
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iii. Provision for a sufficient supply of wholesome drinking water, sufficient number of latrines
and urinals of prescribed types and washing facilities (S.18)
iv. Provision for first-aid boxes equipped with the prescribed contents (S.19)
The Act imposes liability on the principal employer to provide the above amenities to the
contract labour employed in his other establishment, if the contractor fails to do so.
E. THE MERCHANT SHIPPING ACT, 1958
Provisions in the Act relating to health and welfare cover:
i. Crew accommodation
ii. Supply of sufficient drinking waters
iii. Supply of medicines, medical stores, and provision of surgical and medical advice
iv. Supply medicines, medical stores, and provision of surgical and medical advice.
v. Maintenance of proper weights and measures on board, and grant of relief to distressed
seamen aboard a ship.
vi. Every foreign-going ship carrying more than the prescribed number of persons, including the
crew, is required to have on board, as part of her complement, a qualified medical officer
vii. Appointment of a Seaman’s Welfare Officer at such ports in or outside India as the
government may consider necessary.
viii. Establishment of hostels, clubs, canteens, and libraries
ix. Provision of medical treatment and hospital
x. Provision of educational facilities
The governments have been authorized to frame rules, inter alia for the levy of fees payable by
owners of ships at prescribed rates for the purpose of providing amenities to seamen and for
taking other measures for their welfare.
F. DOCK WORKERS (SAFETY, HEALTH AND WELFARE) SCHEME, 1961

A comprehensive Dock Workers (safety, Health and Welfare) Scheme, 1961, has been framed for
all major ports and is administered by the Chief Advisor, Factories (Factory Advice Service and
Labour Institutes.)
It is framed under the Dock Workers (Regulation of Employment) Act, 1948, Amenities
provided in the port premises include provision of
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(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.
1.15 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
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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.
1.16 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
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wages improvement in working conditions etc., most of which were later accepted by the
government.
Labour Investigation Committee or Rege Committee

The Second World War provoked the government to initiate and promote various welfare
activities among the working class.
The Labour Investigation Committee (popularly known as Rege Committee), appointed in 1944,
first time in India, emphasized the importance of welfare measures for workers in improving
their social and economic life.
B. Post Independence Period
In the Post independence period the major landmark is the government’s step in making the
special reference to the working conditions of the working class in the Directive Principle of the
State Policy under the Constitution of India.
1.17 PLANNING COMMISSION’S APPROACH TO LABOUR WELFARE:
A. The First Five Year Plan (1951 – 1956)
The planning commission was set up later in March 1950 and the planning commission’s first
consideration is related to the well being of the working class. Labour policy was first formulated
by the commission in 1951. The first five year plan concentrated on five aspect of labour policy:
1. Industrial relations, 2. Wages, 3. Working conditions, 4. Employment and training and 5.
Productivity. The plan emphasizes that administrative measures are t be developed for the
implementation of such pieces of legislations as the factories Act. 1948, the Mines act 1952, etc.
which regulated conditions of work. The first five year plan, in recognizing the Factories Act,
1948 was a comprehensive measure emphasized its effective implementation.
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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)
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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.
1.18 NEED FOR THE STUDY:
This study on the subject welfare measures provided for Paramedical employees in a
corporate hospital with reference to Apollo hospital, Chennai 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.
21
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.
1.19 ORGANIZATION OF THESIS:
The report of investigation has been presented in 6 chapters.

Chapter I outlines the introduction, definitions, concept, approaches, aims, scope, objectives,
kinds, importance, principle of labour welfare measures, intramural and extramural welfare
measures, statutory and non-statutory welfare measures, labour welfare in India, and need for the
study. Chapter I also includes the profile of Apollo Hospital.
Chapter II provides the review or related studies carried out in various parts of the World and
summary of review. Also theoretical concept about labour welfare is explained.
Chapter III delineates the statement of objective, formulation of hypotheses and the operational
definitions related to the investigation.
Chapter IV presents the methods of the investigation as objectives, research design, sampling
design, tools used, direction given, administration of tool, scoring method and statistical analysis
proposed.
Chapter V presents the results and discussion.
Chapter VI outlines the summary of findings, conclusion, and limitation of the study,
recommendations and suggestions for further studies in this area.
1.20 HOSPITAL PROFILE
22
Driven by the vision of its Chairman, Dr. Prathap C Reddy, Apollo Hospitals has
transformed the landscape of healthcare in India. The group owns and manages 41 hospitals
in and around India, becoming the largest healthcare provider in Asia.
Over the years, Apollo Hospitals has also founded various group companies to empower its
flagship company, Apollo Hospitals Enterprise Limited, to create a healthcare powerhouse
that has a leadership position in every sphere of healthcare.
With nursing and hospital management colleges, pharmacies, diagnostic clinics, medical
transcription services, third-party administration and telemedicine, Apollo's leadership
extends to all aspects of the healthcare spectrum.
Apollo Hospitals, Chennai was the first hospital to be established by the Apollo Group in 1983.
Today it is one of the most respected hospitals in the world, specializing in cutting-edge medical
procedures. It has over 60 departments spearheaded by award-winning doctors who are skillfully
supported by dedicated patient-care personnel. The hospital has pioneered many revolutionary
procedures and technologies in India such as:
 Total Knee Replacement
 Birmingham Hip Resurfacing Procedure
 Liver, multi-organ and cord blood transplants
 Coronary Angioplasty
 Stereotactic Radiotherapy and Radio surgery
Apollo Hospitals, Chennai is the first Indian hospital to be awarded the 1S0 9002 and ISO 14001
Certifications. It is also the first hospital in South India to get accreditation from the Joint
Commission International USA. The Government of India has recognized the Apollo Group of
Hospitals as a 'Centre of Excellence'.
23
This prestigious award has been conferred upon Apollo for its dedication to providing healthcare
of uncompromising quality driven by exceptional medical professionals and superior technology.
Highlights
 Established as the first corporate hospital in Chennai (Madras) in 1983
 Declared as a 'Centre of Excellence' by the Government of India
 Rated as the "Best Private Sector Hospital in India" by The Week magazine
 27,000 heart surgeries with a success rate of 99.6%, on par with global standards
 A 70% success rate in Bone Marrow Transplant
 First hospital in India to perform Total Knee Replacement and the Illizarov
Procedure
 First Indian hospital to introduce newer techniques in coronary angioplasty,
stereotactic radiotherapy and radio-surgery (for CNS tumors)
 First to perform liver, multi-organ and cord blood transplants in India
Category of Rooms
General Ward: This is similar to a dormitory with 6 to 10 beds and a common

washroom. Every bed is provided with a cupboard, footstool, food trolley, a screen
between each bed and a washroom.
 Special General Ward: This is a room with three beds, a washroom and a attendant's
couch.
 Double Sharing Room: This is an air-conditioned room with two beds separated by a
screen and has a common washroom. This has a television, telephone, and a couch.
 Semi-Private Room: Two air-Conditioned rooms inter-connected by a washroom. Each

room has a television, telephone and a couch.
Single Room: This is an individual air-Conditioned room with attached washroom

located on a specially designated floor. This room has a Television, telephone and a couch.
 Deluxe Room: This is an individual air-conditioned room larger than a single room. It
24
comprises of a patient cot and an attendant cot, a television, telephone, refrigerator,
cupboard and sofa.
 Executive Deluxe Room: This is a large air-conditioned room with television,

telephone, refrigerator, sofa set, mechanized patient's cot, wardrobe, a patient cot and an
attendant cot, computer with internet connection, microwave oven and a dining table.
 Suite Room: A suite comprises of larger air-conditioned room and a space as waiting
area. It has a mechanized patient's cot and an attendant cot, one television, sofa sets, a
telephone, refrigerator, wardrobe, computer with internet connection, microwave oven
and a dining table.
Apollo Suite: Apollo suite comprises of three air-conditioned rooms, including dining room
and a waiting room. It has a mechanized patient's cot and an attendant cot, two televisions, sofa
sets, two telephones, refrigerator, a dining table, computer with internet connection, wardrobe,
micro wave oven and a massage chair.
FACILITIES AT APOLLO HOSPITAL CHENNAI
DIET
The Dietitian plans the diet based on the therapeutic needs.
GUEST DINING HALL

The Guest dining hall is situated in the basement, where breakfast, lunch and dinner are
available. Room service is also available. A 24 hours coffee shop is situated at the ground floor.
HOUSE KEEPING
Guest Laundry service is available between 9:30AM to 12.00Noon
SECURITY
Safe deposit lockers are available at the security office. In case of theft or loss, security may be
notified immediately. Unclaimed items, found in the hospital premises, may also be handed over
25
to security office at the ground floor.
TRANSPORT
Ambulance services are available for pick up and drop. Please contact ambulance department at
the ground floor (Near Emergency).
SPECIAL NURSE
Special nurse services can be arranged through Nursing Department. Please contact your ward
nurse for assistance.
PLACE OF WORSHIP
There is a Hindu temple in the hospital premises, a Namaz room available on the third floor in
the main block and a Prayer cell located on the fourth Floor, Sindoori Block.
POSTAGE
Postal facility is available at the Dispatch Section at the Basement.
TELECOMMUNICATIONSERVICES
A 24 hours STD/ ISD facility is available in the ground floor near the main reception area.
Internet, fax and e-mail facilities are available at the IT department on the third floor. Pay phones
are located on all the floors. For your convenience, hospital telephones are located at your
bedside. Dial 9 for operator assistance/ STD/ ISD.
TELEVISION
Television sets is provided for three bedded rooms & General bed category on request (on
payment).
TRAVELDESK
For any travel requirements contact the Travel Desk in the Main Lobby.
GUESTRELATIONS
For guidance on any aspect of the hospital, please contact this department located at the second
floor. We would appreciate if you give your suggestions / feedback by filling up the feedback
26
form.
INTERNATIONAL PATIENT SERVICES

This department, located on the fourth floor of the Main block, provides coordination and
assistance to our international patients.
INTERPRETATIONSERVICES
Translators or Interpreters for various languages are available for your easy communication.
APOLLO CAFÉ
The Apollo Cafe is located on the ground floor of the main block.
BANK&ATM
The Indian Overseas Bank has an extension counter on the fourth floor of the main block. ATM
counters of the HDFC bank and the Indian Overseas Bank are located near the Gate, Atrium
wing respectively.
ACCOMMODATION
Guesthouses and Hotels are available near the hospital. The details & information about the type
of accommodation may be obtained from the 'May I Help You' Counter, located in the Main
Lobby.
APOLLO HEALTH CHECK

This is one of the most comprehensive health screening programmes in the country. The Apollo
preventive health check offers you the convenience of all the tests under one roof and immediate
treatment if called for. The Checks are conducted at the Ground Floor of Sindoori Block. There
are various customizable as well as predetermined packages you can choose from, depending on
your requirement
 Apollo Master Health Check
 Apollo Executive Health Check
27
 Apollo Heart Check
 Apollo Whole Body Check
 Apollo Diabetic Check
 Apollo Well Woman Check
 Apollo Child Health Check
APOLLO DIABETES CENTRE
It is located on the Fourth Floor of Sindoori Block. The Apollo Diabetes Centre was set up with
the aim of providing comprehensive, evidence based management of diabetes and its
complications for patients, under one roof. Patients can make full use of the facilities available at
the Centre including consultation with the Diabetes specialist nurse who provides Diabetes
Education and a Dietitian who instructs them on specialized dietary plans. They are also
evaluated by an Ophthalmologist and at the Foot clinic, at the request of the referring
Diabetologist.
APOLLO WELLNESS CENTRE
Located on the Fourth Floor of Sindoori Block, this a unique blend of conventional, alternate and
complementary medical facilities, where the latest medical techniques are combined with ancient
healing methods like Aromatherapy, Ayurveda, Pranic Healing, Nutrition therapy, Yoga &
meditation. Gym, Fitness & Rehabilitation facilities for patients with cardiac, pulmonary
&neurological disorders are also available.
BREATHE EAZY CLINIC
The Breathe Easy Clinic at the third floor of the Main Block offers an "Asthma Disease
Management Program" which identifies the people who are at risk or with past history of asthma,
and sets up a lifelong preventive and promotional healthcare program by using medical
28
intervention and lifestyle management, thereby improving their Quality of Life.
Location
Apollo Hospitals
No.21, GreamsLane, GreamsRoad
Chennai-600006
Chapter II
29
REVIEW OF
LITERATURE
CHAPTER II
REVIEW OF LITERATURE
2.1 STUDIES OF WELFARES MEASURES IN DIFFERENT COUNTRIES
Arunagiri (2011) studied on employee’s perception towards the welfare measures at TTK
Health Care Ltd. The main objective is to study the existing welfare measures and to suggest
suitable welfare measures for betterment of it. They had used the well structured questionnaire
with 31 items in it and administered the sample of 50 people. Researchers used Percentile
method. Exploratory Research with non-probability sampling method was used. The result of the
study shows that majority of welfare measures are satisfied though it would be better to improve
in few areas like canteen services, insurance schemes, rest rooms, giving training to workers in
the field of welfare and safety measures.
Vijaya Chitra (2010) made an attempt to study on impact of Labour Laws on HR practices at
India Cements Ltd. The main objective is to maintain better industrial relations. The hypothesis
of the study is “To test whether the living conditions & industrial relations had been improved
30
due to the impact of labour laws”. They had used the well structured questionnaire with 40 items
in it and administered the sample of 50 people. Researchers used Percentile method. Exploratory
Research with simple random sampling method was used. The result of the study shows that
majority of welfare measures are satisfied, and it helps in betterment of welfare activities.
Namashivayam (2009) studied on Awareness of Legal provisions on Welfare Activities under

Labour Laws M|s. Sentinel Clothing Company, Tiruppatur. The main objective of the study is to
find out level of awareness of how HR related to human welfare measures in the organization.
The questionnaire contained 25 items in it with the rating of Good/Average/Poor. Sample size is
40 with stratified random sampling method used in supervisor and manager category of
employees. With the help of personal interview they collected all the data’s. Demographical
details are shown in pie and bar diagram. The collected data were presented to find out the
significance or relationship among the respondents demographic variable using‘t’ test, and
analysis of variance. The result shows that the universe is highly satisfied with the existing
safety, statutory, social security and welfare measures.
Johnson (2008) studied on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur. The
main objective of the study is to assess the various welfare measures in the pespsi company and
to suggest measures to bridge the gap is any required. The sample size of 36 associates was
randomly selected. The questionnaire contains 32 items with statutory and non-statutory welfare
measures in it. Using the percentage method the find that the result of the study is found that
majority of the statutory and non-statutory measures are fulfilled by the company. But they need
improvement in house keeping, education and awareness and recreational facilities.
A study conducted by Satish (2007) with the employees of CTS (Cognizant Technology
Solutions) to find the effectiveness of welfare measures. The main objective of the study is to
analyze the various welfare measures offered by the company. The questionnaire contains 47
items and administrated to 50 employees in the organization with simple random sampling
method. The hypotheses of the study is to check if the associated of
31
CTS are relatively satisfied with the existing welfare measures. The result also concluded that the
existing welfare measures are satisfied in nature. The suggestions that Go-Karting, Down under
bowling and les concierges personal services have to be improved more.
Balasundaram (2007) studied on welfare measures in M|S Ashok Leyland Limited. The
objective of the study is to assess various welfare measures and to analyze the satisfaction level
of it. The questionnaire contains 29 items of statutory welfare measures. The conclusion drawn is
that the company needs to provide statutory welfare measures over and above the prescribed
limits of the status. The study has identified quite a few areas where in certain welfare measures
like fair price shop, credit society facilities are grossly under utilized.
Sinithia (2006) made an attempt to study on non-statutory welfare measures and employee
motivation in Dalima Cement Bharath Ltd. The main objective is to study the employee’s
awareness of non- statutory welfare measures. The questionnaire contains 35 items namely
personal details, awareness and motivation, non-statutory welfare measures and motivation the
rating has been done in two methods 1. Awareness (a) aware (b) not aware; 2. Satisfaction (a)
satisfied (b) Dissatisfied (c) no idea. Descriptive research design used with percentage method. It
suggests that utilization dispensary and pre- retirement guidance is good but some new non-
statutory welfare measures has to be improved.
Idiculla Mappillai (2006) studied Non-statutory welfare measures provided at Ennore Foundries
Ltd. The objective of the study is to find out the awareness of non- statutory welfare measures
and to examine the usefulness of existing welfare measures. The questionnaire contains 50 items
namely welfare services, canteen uniform, shoes, helmets, raincoat, fire services, leave travel
allowance, loan, medical check up and welfare policy with sample size of 90. The conclusion
derived is the services measures to improved little more and introduce new welfare services. It
also suggests that motivation can be arrived by team building.
Ashika ponnapa (2006) surveyed on Labour Welfare measures in the tea plantation of Kothari
Industrial Corporation. The objective of the study is to measures the level of satisfaction with
regard to the labour welfare measures provided by the company’s Plantation Department in
32
accordance with the Plantation Labour Act, 1951. Using the descriptive design and convenience
sampling method the questionnaire contains 16 items in it and the sample size is 100. The
finding shows that the employees are satisfied with almost existing welfare measures. Standard
of living of workers has increased due to the welfare measures provided on labour legislation.
Shoba Susan Thomas (2006) studied on Welfare Measures at Ponds (India) Ltd. The objective
of the study is to find the satisfaction of existing welfare measures provided by the company. The
questionnaire contains 20 items and it is also administered in Tamil for the convenience of data
collection and the scoring method used is strongly disagree, disagree, agree, strongly agree. The
systematic random sampling method used and the sample size is 50 and percentage method is
used. The finding says that one-third of employees are dissatisfied with cleanliness and half of
the employees are dissatisfied with disposal of waste and effluents.
Sethulakshmi (2006) comparatively studied welfare measures in non – government organization

which is conducted at three organizations. The objective of the study is to find out the attitude of
workers towards the welfare measures. The questionnaire 38 items in statutory welfare measures
namely canteen, transport, medical, recreation, voluntary welfare measures, housing, and welfare
legislature. It concludes that the welfare measure provided by company is satisfactory, in NGO’s
and the employees are more or less satisfied with the current provisions. The inference made
prove that the welfare measures both voluntary and general welfare measures are satisfactory.
Kannan (2005) studied on the welfare measures at Tamil Nadu Petro Products Ltd, Manali. The
objective is to study the existing welfare measures and to suggest if any. The questionnaire
contains 25 items with rating as more adequate, adequate, satisfactory, and inadequate. Fact
finding study is used with percentage method. Sample size is 150 employees. The study says
that less than half employees feel that lighting, layout, ventilation, noise level is less satisfactory.
2.2 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
33
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:
34
 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
35
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.
36
Chapter III
37
METHODOLOGY
CHAPTER III
METHODOLOGY
3.1 OBJECTIVE OF STUDY

* The present study is aimed to find the employee perception towards the welfare measures
provided by Apollo hospital, Chennai namely: medical facilities, uniform and shoes, canteen
services, convenience,
* To study the other benefits and safety measures provided to employees
* To study the role of welfare officer and environment of the hospital.
3.2 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
38
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, Chennai.
3.3 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.
3.4 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.
3.5 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 100 only. They
include Nurses and technician in various labs and radiology units.
3.6 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.
.
3.7 TOOL USED:
Description of the Tool:
39
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”.
3.8 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
3.9 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.
3.10 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.
3.11 Scoring Method:

The scoring method of the tool as follows:
a. Highly satisfied -5
b. Satisfied -4
c. Undecided -3
d. Dissatisfied -2
40
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.
3.12 Limitations:
* The study is limited to employee of Apollo hospital in Chennai unit only.
* The study deals with the welfare measures for non Para-medical employees only.
* The time period is very short and researcher find difficult to get their responses due to busy
their work.
* Very few hesitate to reveal some information’s about their welfare Measures.
3.13 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.
B) CHI SQUARE TEST
Chi-squared test, also referred to as chi-square test or χ² test, is any statistical

hypothesis test in which the sampling distribution of the test statistic is a chi-squared distribution
when the null hypothesis is true, or any in which this is asymptotically true, meaning that the
sampling distribution (if the null hypothesis is true) can be made to approximate a chi-squared
distribution as closely as desired by making the sample size large enough.
41
Chapter IV
42
ANALYSIS &
INTERPRETATION
CHAPTER IV
ANALYSIS AND INTERPRETATION
Table 4.1
Gender wise distribution of Respondents
Age No. of Respondents Percentage

Male 88 88
Female 12 12
Total 100 100
Inference:
The total sample size is 100. Out of it 88 respondents belong to male and only 12 respondents
belong to female. Since in Apollo Hospital, Chennai other than nursing dept., the majority of the
people are male and only few percentage of female are employed in each department.
Chart 4.1
43
Table 4.2
Shows the Age wise distribution of Respondents
Age No. of Respondents Percentage

21 – 30 years 30 30
31 – 40 years 40 40
41 – 50 years 22 22
51 years & above 08 08
Total 100 100
Inference:
Out of the 100 samples the ages of the respondents are broadly distributed as: 40 respondents
belong to 31-40 years, 30 respondents belong to 21-30 years, 22 respondents belong to 41-50
years and only 8 respondents belong to 51 and above years.
Chart-4.2
44
Table 4.3
Education wise distribution of Respondents
Education No. of Respondents Percentage

Under graduate 46 46
Post graduate 16 16
Diploma/technical 26 26
XII &Others 12 12
Total 100 100
Inference:
Out of the 100 samples the education qualification of the respondents are classified as: 46
respondents are qualified as under graduate, 26 respondents are qualified as diploma/technical,
16 respondents are qualified as post graduate and 12 respondents are qualified as plus two.
Chart- 4.3
45
Table 4.4
Designation wise distribution of Respondents
Designation No. of Respondents Percentage

Clerical 40 40
Managerial 14 14
Technical 46 46
Total 100 100
Inference:
Out of the 100 samples the departments to which the respondents belong are 46 respondents
belong to technical department, 40 respondents belong to clerical department and only 14
respondents belong to managerial department.
Chart 4.4
46
Table 4.5
Experience wise distribution of Respondents
Experience
No. of Percentage
Respondents
0 – 10 Years 36 36
11 – 20 Years 36 36
21 – 25 Years 22 22
25 & above Years 06 06
Total 100 100
Inference:
Out of 100 samples, 36 respondents belong to 0-10 years and 11-20 years of experiences.
Between 21-30 years of experience 22 respondents belong to it and only 06 respondents belong
to 31 and above years of experiences.
Chart -4.5
47
Table 4.6
Income wise distribution of Respondents
Income No. of Respondents Percentage

Less than Rs.5000 08 08
Rs.5000 - Rs.10,000 12 12
Rs.10,000 - Rs.15,000 52 52
Rs.15,000 Above 28 28
Total 100 100
Inference:
Out of the 100 samples about 12 respondents earns between Rs.5000 –Rs 10,000, 08
respondent earns less than Rs.5,000, 52 respondents belong to Rs.10000- Rs15,000 and 28
respondents belong to Rs.15,000 above.
Chart-4.6
48
Table 4.7
Shows the Marital Status wise distribution of Respondents
Marital Status No. of Respondents Percentage

Single 20 20
Married 80 80
Total 100 100
Inference:
Out of the 100 samples, 80 respondents are married and 20 respondents are single since the
majority of the people are more experienced.
Chart-4.7
49
WELFARE MEASURES
Medical Facilities & First – Aid

Table 4.8
Are you satisfied with the periodic medical check-up provided by the Hospital?
S.No Remark No of Respondents Percentage
1. Highly satisfied 20 20%
2. Satisfied 50 50%
3. Undecided 04 04%
4. Dissatisfied 20 20%
5. Highly dissatisfied 06 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
50
are dissatisfied with the periodic medical facility. Only few (06%) are highly dissatisfied with the
facility.
Chart-4.8
Table 4.9
The medical benefits are paid fast by the Hospital. What is your opinion?
2. Satisfied 40 40%
3. Undecided 0 0
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.
51
Chart-4.9
Table 4.10
I feel First Aid training is given to the employees?
2. Satisfied 50 50%
3. Undecided 10 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.
52
Chart-4.10
Table 4.11
First Aid kit is provided on- hand and is satisfactory?
2. Satisfied 80 80%
3. Undecided 05 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.
53
Chart 4.11
Table 4.12
Uniform
Quality Colour Durability
S.No Remarks No of Percentage No of Percentage No of Percentage

Respondents Respondents Respondents
1. Highly 10 10% 6 6% 4 4%
satisfied
2. Satisfied 60 60% 50 50% 56 56%
3. Undecided 6 6% 14 14% 8 8%
4. Dissatisfied 20 20% 20 20% 26 26%
5. Highly 4 4% 8 8% 8 8%
dissatisfied
54
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, 6% with Color, & 4% with
Durability of the uniform, 4% highly dissatisfied with quality & 8 % with color and durability.
Chart 4.12
55
Table 4.13
Quality Colour Proper size
S.No Remarks No. of Percent No. of Percent- No. of Percent-

Respond -age Respon age Respondents age
ents dents
1. Highly 8 8% 30 30% 04 04%
satisfied
2. Satisfied 52 52% 50 50% 90 90%
3. Undecided 20 20% 06 6% 06 06%
4. Dissatisfied 10 10% 10 10% 0 -
5. Highly 10 10% 4 4% 0 -
dissatisfied
Shoes
56
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
Chart 4.13
57
Canteen Services
Table 4.14
58
Quick supply of meals and tea in time
2. Satisfied 54 54%
3. Undecided 10 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.
Chart 4.14
Table 4.15
Providing Nutritious and hygienic meals
59
2. Satisfied 46 46%
3. Undecided 12 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.
Chart 4.15
Table 4.16
60
Quantity and Quality food
2. Satisfied 66 66%
3. Undecided 6 6%
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.
Chart 4.16
61
Table 4.17
Neatness & Cleanliness
2. Satisfied 48 48%
3. Undecided 20 20%
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.
Chart 4.17
62
Table 4.18
Arrangement of tables & chairs in dining hall
2. Satisfied 50 50%
3. Undecided 12 12%
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.
Chart 4.18
Table 4.19
63
Pleasing nature of service People
2. Satisfied 52 52%
3. Undecided 12 12%
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.
Chart 4.19
64
Table 4.20
Urinals & toilets are cleanly maintained, ventilated, conveniently situated
2. Satisfied 56 56%
3. Undecided _ _
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.
Chart 4.20
65
Table 4.21
Drinking water is effectively arranged at convenient points
2. Satisfied 56 56%
3. Undecided _ _
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.
Chart 4.21
Table 4.22
66
Changing room facilities
Staff dressing room is provide Cupboard with safety locker

with security
S.No Remarks No of Percentage No of Percentage
Respondents Respondents
1. Highly satisfied 14 14% 70 70%
2. Satisfied 70 70% 20 20%
3. Undecided 06 6% 02 02%
4. Dissatisfied 10 10% 8 08%
5. Highly 0 - 0 -
dissatisfied
Inference:
Concerning staff dressing room with security, 70% of the respondents are satisfied and 14% of
the respondents are highly satisfied. Only few (10%) of the respondents are dissatisfied.
With regard to Cupboard with safety locker, 70% of the respondents are highly satisfied and only
8% of the respondents are dissatisfied. Some employees in canteen division do not get locker
facilities.
Chart 4.22
67
68
Table 4.23
Free parking area for staff vehicle
2. Satisfied 66 66%
3. Undecided _ _
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.
Chart 4.23
69
Table 4.24
Hospital bus/cab facilities help to reach in time
2. Satisfied 67 67%
3. Undecided _ _
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.
Chart 4.24
Table 4.25
70
ATM and checking cashing services are available in the hospital premises
2. Satisfied 35 35%
3. Undecided 3 3%
Inference:
It is found that 62% of the respondents are highly satisfied with ATM and cash facility services in
Apollo premises as they have three bank’s ATM and banking service for their own employees in
the fourth floor of their main building. 35% of the respondents are satisfied and 03% of the
respondents were undecided.
Chart 4.25
Table 4.26
Tour packages
71
2. Satisfied 50 50%
3. Undecided 6 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.
Chart 4.26
Table 4.27
Best employee award
72
2. Satisfied 61 61%
3. Undecided 03 03%
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.
Chart 4.27
73
Table 4.28
Festival advance, Loan assistance, Long service awards, Special achievers award
Festival Long service Special

Loan assistance
Remark advance awards achievers award
S.No
No. % No. % No. % No. %
1. Highly 26 26% 28 28% 12 12% 22 22%
satisfied
2. Satisfied 54 54% 52 52% 50 50% 58 58%
3. Undecided 8 8% 4 4% 14 14% 12 12%
4. Dissatisfied 6 6% 8 8% 12 12% 4 4%
5. Highly 6 6% 8 8% 12 12% 4 4%
dissatisfied
Inference:
54% of the respondents are satisfied and 26% of the respondents are highly satisfied with the
festival advance, 6% of the respondents are dissatisfied and highly dissatisfied with the festival
advance benefit.
74
loan assistance, 8% of the respondents are dissatisfied and the same percentage of the
respondents are highly dissatisfied with the loan assistance benefit.
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.
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.
Chart 4.28
75
Table 4.29
Accommodation , Discount in treatment ,Child care facilities , Chaplaincy services
discount in child care chaplaincy

accommodation
Remark treatment facilities services
S.No
No. % No. % No. % No. %
1. Highly 12 12% 5 5% 0 - 72 72%
satisfied
2. Satisfied 57 57% 52 52% 16 16% 18 18%
3. Undecided 3 3% 05 10% 14 14% 10 10%
4. Dissatisfied 28 28% 30 30% 52 52% 00 -
5. Highly 0 - 8 8% 18 18% 00 -
dissatisfied
Inference:
57% of the respondents are satisfied, 12% are highly satisfied with accommodation facilities and
28% of the respondents are dissatisfied. The accommodation or stays for some categories like
nurses are located at far of places from hospital.
76
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
Chart 4.29
77
Table 4.30
Personal protective equipment
2. Satisfied 44 44%
3. Undecided 16 16%
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.
Chart 4.30
78
Table 4.31
Safety Measures
2. Satisfied 58 58%
3. Undecided 8 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.
Chart 4.31
79
Table 4.32
Work environment
2. Satisfied 54 54%
3. Undecided 10 10%
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.
Chart 4.32
80
Table 4.33
Training
2. Satisfied 50 50%
3. Undecided 10 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.
Chart 4.33
81
Table 4.34
The company’s welfare measures are in line with the statuary Norms – what is your
opinion?
2. Satisfied 50 50%
3. Undecided 20 20%
Inference:
50% of the respondents said that they are satisfied with the company’s welfare measures, 10% of
them are highly satisfied. 20% of the respondents are undecided to give their opinion about the
welfare measures provided by the company. 16% of the respondents are dissatisfied with the
company’s welfare measures.
Chart 4.34
82
Table 4.35
Company’s welfare officer’s role is cordial – what is your opinion?
2. Satisfied 50 50%
3. Undecided 10 10%
Inference:
50% of the respondents said that they are satisfied with the company’s welfare officers role, 20%
of them are highly satisfied.10% of the respondents undecided to give their opinion about the
welfare officer’s role. 10% of the respondents are dissatisfied with the company’s welfare
officer’s role.
Chart 4.35
83
Table 4.36
The level of relationship with your welfare officer?
2. Satisfied 46 46%
3. Undecided 10 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.
84
Chart 4.36
Table 4.37
The level of subordinate development that your welfare officer concerns while taking
decisions that cover your area of work?
2. Satisfied 50 50%
3. Undecided 16 16%
Inference:
level of subordinate development that welfare officer concerns while taking decision,
8% of the respondents said that they are dissatisfied, and the same percentages of the respondents
are highly dissatisfied.
85
Chart 4.37
86
Table 4.38
The interactions and communications of the welfare officer
87
2. Satisfied 50 50%
3. Undecided _ _
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.
Chart 4.38
Table 4.39
Environmental factors
88
Variables a) Lighting system b) Ventilation c) Cleanliness
S.No Remarks No of % No of % No of %
respondents respondents respondents
1. Highly 40 40% 30 30% 40 40%
satisfied
2. Satisfied 52 52% 60 60% 56 56%
3. Undecided _ _ _ _ _ _
4. Dissatisfied 8 8% 6 6% 4 4%
5. Highly _ _ 4 4% _ _
dissatisfied
Inference:
40% of the respondents said that they are highly satisfied with the Environmental factors such as
lighting system and cleanliness and 30% of the respondents are highly satisfied with ventilation,
60% of the respondents are satisfied with ventilation and more than 50% of the respondents are
satisfied with lighting system (52%) and cleanliness (56%). Less than 4 to 8% of the respondents
are dissatisfied with the environmental factors provided at the Hospital.
89
Chart 4.39
Table 4.39
90
Environmental factors
Variables d)Working space e)Work place security f)Computer, telephone

and fax usage
S.No Remarks No of % No of % No of %
1. Highly 12 12% 30 30% 70 70%
satisfied
2. Satisfied 66 66% 60 60% 29 29%
3. Undecided 04 4% 04 4% 1 1%
4. Dissatisfied 18 18% 06 6% - --
5. Highly _ _ 00 - _ _
dissatisfied
Inference:
66% (majority) of the respondents are satisfied with work space and 18% of the respondents are
dissatisfied. This big and popular hospital all over the country requires more space for
accommodation of patients and improve rest room for employees.
60% of the respondents are satisfied with work space security and 30% of the respondents are
highly satisfied with the work space security and only 6% of the respondents are dissatisfied.
70% of the respondents are highly satisfied with computer, telephone and fax facility while 29%
of the respondents are satisfied about it.
Chart 4.39
91
Table 4.40
92
Are you satisfied with the sports & recreation programs?
2. Satisfied 54 54%
3. Undecided 6 6%
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.
Chart 4.40
Table 4.41
The counseling measure offered by the company in relation to welfare measure

93
2. Satisfied 58 58%
3. Undecided 4 4%
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.
Chart 4.41
94
Table 4.42
The housekeeping measure provided by the hospital
2. Satisfied 50 50%
3. Undecided 4 4%
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.
95
Table 4.43
Periodic meeting were arranged by the management for renew the welfare activities
2. Satisfied 40 40%
3. Undecided 10 10%
5 Highly dissatisfied 8 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.
Chart 4.43
96
Table 4.44
I feel that the welfare measures initiated by our organization have benefited me as follows
To increase the output
2. Satisfied 44 44%
3. Undecided 12 12%
Inference:
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.
Chart 4.44
97
Table 4.45
Prevent accident
2. Satisfied 56 56%
3. Undecided 6 6%
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.
Chart 4.45
98
Table 4.46
Reduce Absenteeism
2. Satisfied 50 50%
3. Undecided 12 12%
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.
Chart 4.46
Table 4.47
99
Reduce attrition
2. Satisfied 56 56%
3. Undecided 4 4%
Inference:
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.
Chart 4.47
Table 4.48
100
Good Health condition
2. Satisfied 60 60%
3. Undecided _ _
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.
Chart 4.48
Table 4.49
101
Self motivation
2. Satisfied 46 46%
3. Undecided 10 10%
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.
Chart 4.49
Table 4.50
102
My view on the awareness of the following welfare scheme
Loans
1. Informed formally 60 60%
2. Informed informally 34 34%
3. Not at all informed 6 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.
Chart 4.50
Table 4.51
103
Medical insurance & Medical Benefit Coverage
Medical Medical Benefit Coverage

S.No Insurance
Remark
No of Percentage No of Percentage
Respondents Respondents
1. Informed formally 70 70% 60 60%
2. Informed informally 30 30% 36 36%
3. Not at all informed _ _ 4 4%
Inference:
70% of the respondents said that the Medical Insurance scheme had been informed formally and
60% of the respondents said that the medical benefit coverage was informed formally, 30% of
the respondents felt that the medical insurance benefit had been informally informed, 36% of the
respondents said that the Medical benefit coverage was informed informally and 4% of the
respondents said that it was not at all informed.
Chart 4.51
Table 4.52
104
Bonus
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.
Chart 4.52
Table 4.53
105
Marriage allowance & Festival allowance
Marriage allowance Festival allowance

S.No Remark
No of % No of %
respondents respondents
1. Informed formally 60 60% 50 50%
2. Informed informally 40 40% 50 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.
Chart 4.53
Table 4.54
106
Birthday (sweets) Picnic Scheme Annual day gifts
S.No Remarks
No of % No of % No of %
1. Informed 46 46% 56 56% 54 54%
Formally
2. Informed 54 54% 44 44% 46 46%
Informally
3. Not at all _ _ _ _ _ _
informed
Birthday sweets, Picnic Scheme, Annual day gifts
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.
Chart 4.54
Table 4.55
107
Funeral expenses
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.
Chart 4.55
108
Statistical Analysis
HYPOTHESIS TESTING
Aim
To find the relationship between Experience of the respondents vs Relationship with the
Welfare Officer
Null Hypothesis Ho: There is no relationship between Experience of the respondents vs
Relationship with the Welfare Officer
Experience Vs Relationship with the Welfare Officer

Highly Highly
Experience satisfied Satisfied Undecided Dissatisfied dissatisfied Total
0 – 10 Years 6 20 2 6 2 36
11 – 20 Years 3 16 5 8 4 36
21 – 25 Years 4 8 2 5 3 22
25 & above
Years 1 2 1 1 1 6
Total 14 46 10 20 10 100
Chi-Square Degree of freedom p-value

5.96 12 0.239
Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is
no relationship between Experience of the respondents vs Relationship with the Welfare
Officer
109
Aim
To find the relationship between Age of the respondents vs Periodical Medical Checkup by
the hospital
Null Hypothesis Ho: There is no relationship between Age of the respondents vs Periodical
Medical Checkup by the hospital
Age Vs Satisfaction level of periodical medical checkup by the

hospital
Highly Highly
Age satisfied Satisfied Undecided Dissatisfied dissatisfied Total
21 – 30 years 5 16 1 7 1 30
31 – 40 years 7 24 1 7 1 40
41 – 50 years 6 8 1 5 2 22
51 years &
above 2 2 1 1 2 8
Total 20 50 4 20 6 100

12.312 12 0.4211
no relationship between Age of the respondents vs Periodical Medical Checkup by the
hospital
110
Aim
To find the relationship between Experience of the respondents vs Long Service Award
Null Hypothesis Ho: There is no relationship between Experience of the respondents vs Long
Service Award
Experience Vs Satisfaction Level on Long Service Award

Highly Highly
Experience satisfied Satisfied Undecided Dissatisfied dissatisfied Total
0 – 10
Years 4 24 2 3 3 36
11 – 20
Years 3 16 9 4 4 36
21 – 25
Years 4 8 2 4 4 22
25 &
above
Years 1 2 1 1 1 6
Total 12 50 14 12 12 100

12.438 12 0.411
Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is no
relationship between Experience of the respondents vs Long Service Award
111
Aim
To find the relationship between Monthly Salary vs Information on Medical Insurance
Null Hypothesis Ho: There is no relationship between Monthly Salary vs Information on
Medical Insurance
Monthly Salary Vs Information on Medical Insurance
Monthly Salary Informed Formally Informed Informally Not at all Informed Total
Less than
Rs.5000
4 4 0 8
Rs.5000 -
Rs.10,000
7 5 0 12
Rs.10,000 -
Rs.15,000
40 12 0 52
Rs.15,000
Above 19 9 0 28
Total 70 30 0 100

3.550 3 0.314
Since P>0.05 , the null hypothesis is accepted at 5% level of significance “ Hence there is no
relationship between Monthly Salary vs Information on Medical Insurance
112
Aim
To find the relationship between Monthly Salary & discount in treatment
Null Hypothesis Ho: There is no relationship between Monthly Salary & discount in treatment
Monthly Salary Vs Satisfaction Level Discount in treatment

Monthly Highly Highly
Salary satisfied Satisfied Undecided Dissatisfied dissatisfied Total
Less than
Rs.5000 2 1 1 2 2 8
Rs.5000
-
Rs.10,000 1 3 2 4 2 12
Rs.10,000
-
Rs.15,000 1 34 1 14 2 52
Rs.15,000
Above 1 14 1 10 2 28
Total 5 52 5 30 8 100

24.67 12 0.0165
Since P<0.05 , the null hypothesis is rejected at 5% level of significance “ Hence there is
relationship between Monthly Salary & discount in treatment
Aim
To find the relationship between Educational Qualification vs training
113
Null Hypothesis Ho: There is no relationship between Educational Qualification vs training
Educational Qualification Vs Satisfaction Level on Training

Educational Highly Highly
Qualification satisfied Satisfied Undecided Dissatisfied dissatisfied Total
Under graduate
6 32 3 3 2 46
Post graduate
5 2 3 3 3 16
Diploma/technica
l
5 15 2 2 2 26
XII &Others 4 1 2 2 3 12
Total 20 50 10 10 10 100

26.136 12 0.010
relationship between Educational Qualification vs training
Aim
To find the relationship between Gender vs Safety Measures
Null Hypothesis Ho: There is no relationship between Gender vs Safety Measures
114
Gender Vs Satisfaction Level on Safety Measures
Highly Highly
Gender satisfied Satisfied Undecided Dissatisfied dissatisfied Total
Male 16 57 5 5 5 88
Female 2 1 3 3 3 12
Total 18 58 8 8 8 100

20.592 4 0.0004
relationship between Gender vs Safety Measures
Aim
To find the relationship between Designation vs Interaction & Communication of welfare
officer
115
Null Hypothesis Ho: There is no relationship Designation vs Interaction & Communication of
welfare officer
Designation vs Satisfaction level on Interaction & Communication of
welfare officer
Highly Highly
Designation satisfied Satisfied Undecided Dissatisfied dissatisfied Total
Clerical 10 23 0 3 4 40
Managerial 4 4 0 3 3 14
Technical 16 23 0 4 3 46
Total 30 50 0 10 10 100

6.971 6 0.324
no relationship between Designation vs Interaction & Communication of welfare officer
Aim
To find the relationship between Marital Status Vs Loan Assistance
Null Hypothesis Ho: There is no relationship between Marital Status Vs Loan Assistance
116
Marital Status Vs Satisfaction Level on Loan Assistance
Marital Highly Highly
Status satisfied Satisfied Undecided Dissatisfied dissatisfied Total
Single 5 5 2 4 4 20
Married 23 47 2 4 4 80
Total 28 52 4 8 8 100

14.835 4 0.005
relationship between Marital Status Vs Loan Assistance
Aim
To find the relationship between Age Vs Self Motivation through welfare measures
Null Hypothesis Ho: There is no relationship between Age Vs Self Motivation through welfare
measures
117
Age Vs Satisfaction Level on Self Motivation through welfare
measures
Highly Highly
Age satisfied Satisfied Undecided Dissatisfied dissatisfied Total
21 – 30 years 5 18 3 2 2 30
31 – 40 years 14 19 3 2 2 40
41 – 50 years 8 8 2 2 2 22
51 years &
above 1 1 2 2 2 8
Total 28 46 10 8 8 100

15.953 12 0.1935
no relationship between Age Vs Self Motivation through welfare measures
Chapter V
118
SUMMARY
AND
CONCLUSIONS
CHAPTER V
SUMMARY & CONCLUSIONS
5.1 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
119
 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.
120
 56%of the respondents are satisfied with the rest room facility provided and are cleanly
maintained, ventilated and conveniently situated at the Hospital,
effective arrangement of drinking water at convenient places, 16% of the respondents
were dissatisfied
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
the festival advance, 6% of the respondents are highly dissatisfied with the festival
advance benefit.
the loan assistance, 8% of the respondents are dissatisfied
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
121
 54% of the respondents are satisfied towards the work environment and 16% of the
respondents are highly satisfied, 12% of the respondents said that they are dissatisfied
with the work environment
 50% of the respondents are satisfied with the training program, 20% of the respondents
are highly satisfied. 10% of the respondents are dissatisfied
 50% of the respondents said that they are satisfied with the company’s welfare officers
role, 20% of them are highly satisfied.
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.
122
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
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,
123
 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.
124
 62% of the respondents are highly satisfied with ATM and cash facility services in Apollo
premises as they have three bank’s ATM and banking service for their own employees in
the fourth floor of their main building.
 Majority of the respondents (61%) are satisfied with the best employee, 26% of the
respondents are highly satisfied
 57% of the respondents are satisfied with accommodation facilities and 28% of the
respondents are highly dissatisfied. The accommodation or stays for some categories like
nurses are located at far of places from hospital.
 52% of the respondents are dissatisfied about child care facilities and 18% of the
respondents are highly dissatisfied about child a care facility which is a big grievance
among women employees
 72% of the respondents are highly satisfied with chaplaincy services and 18% of the
respondents are satisfied about it which creates good faith about the hospital by all
communities
FINDINGS FROM STATISTICAL ANALYSIS – CHI SQAURE TEST
 It is found that there is no relationship between Age of the respondents vs Periodical

Medical Checkup by the hospital
 It is found that there is no relationship between Experience of the respondents vs Long

Service Award
 It is found that there is no relationship between Monthly Salary vs Information on

Medical Insurance
125
 It is found that there is relationship between Monthly Salary & discount in treatment
 It is found that there is relationship between Educational Qualification vs trainin
 It is found that there is relationship between Gender vs Safety Measures
 It is found that there is no relationship between Designation vs Interaction &

Communication of welfare officer
 It is found that there is relationship between Marital Status Vs Loan Assistance
 It is found that there is no relationship between Age Vs Self Motivation through welfare
measures
5.2 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.
126
 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 inorder to reduce their time. The
rates charged for it can be reduced further for low income groups.
 The arrangement of tables & chairs can be increased to make the employees feel relax in
their job. In few sections the availability of chairs are very less as it may cause nuisance
to employees from the visitor’s side. More rest room facility can be provided for all
section of people to take rest and work on all shifts without tiredness.
 Though hospitals do not encourage tour packages, at least the organization can provide
tour packages for senior and experienced employees which may reduce their job stress.
 The bonus and loan assistance can be provided at nominal amount for temporary or
contract employees also to improve their living and satisfaction
 Career development for employees can be enriched by the management by providing
effective and modern training. The can offer diplomas/certificate training program in
various technical field to improve their employees skill and knowledge .job
opportunities can be provide to poor employees kids in their hospital based on their
qualification and educational loans can be provided.
5.3 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.
127
 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 industries to improve the
organizational facilities.
 The depth study on this area may help to reduce attrition rate in any company.
128
REFERENCE
REFERENCE
BOOKS:
1. Aswathappa. K (2006): Human Resources and Personnel Management, Text & Cases –
the Mc.Grew Hill Companies, page no: 446 – 458.
2. National Institute of Personnel Management - Calcutta: Social Security and labour
Welfare, page no: 7 – 12.
3. Gupta C.B. (2006): Human Resources Management, page no.6.22 – 6.31.
129
4. Sarma A.M. (2006): Labour Welfare and Social Security, Himalaya Publishing House,
page no: 1 – 9.
REVIEW OF LITERATURE
1. Arunagiri A study on employee’s perception towards the welfare measures at TTK
Health Care Ltd.
2. Vijaya Chitra A study on impact of Labour Laws on HR practices at India Cements
Ltd.
3. Namashivayam A study on Awareness of Legal provisions on Welfare Activities under
Labour Laws M|s. Sentinel Clothing Company, Tirupptur.
4. Johnson A study on welfare measures at Pepsico India Holdings Pvt Ltd, Mamandur.
5. Satish A study to find the effectiveness of welfare measures with the employees of CTS
(Cognizant Technology Solutions).
6. Balasundaram A study on welfare measures in M|S Ashok Leyland Limited.
7. Sinithia A study on non-statutory welfare measures and employee motivation in Dalima
Cement Bharath Ltd.
8. Idiculla Mappillai A study on Non-statutory welfare measures provided at Ennore
Foundries Ltd.
9. Ashika ponnapa A survey on Labour Welfare measures in the tea plantation of Kothari
Industrial Corporation.
10. Shoba Susan Thomas A study on Welfare Measures at Ponds (India) Ltd.
11. Sethulakshmi A comparative study on welfare measures in non – government
organization.
12. Kannan A study on the welfare measures at Tamil Nadu Petro Products Ltd, Manali.
130
WEBSITES:
www.welfareindia.com
www.appollohospitals.com
www.google.com
www.chennaibest.com
131
APPENDIX
APPENDIX
QUESTIONNAIRE
A study on welfare measures provided for Paramedical employees in a

corporate hospital with reference to Apollo hospital, Chennai
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.
132
- You may leave any or all blank if you prefer.
Note: For the employees who are Un- educated, the researcher conducts oral interview based on
the questionnaire only.
Personal profile
Name (optional):
Sex:
 Male
 Female
Age:
o 21 – 30 Years
o 31 – 40 Years
o 41 – 50 Years
o 51 & above years
Marital Status:
o Single
o Married
Designation:
o Clerical
o Managerial
o Technical
Experience in this company:

o 0 – 10 Years
o 11 – 20 Years
o 21 – 25 Years
o 25 & above Years
Educational Qualification (please put “O”mark)
o graduate
o post graduate
o diploma/technical
o XII/others
Total Salary Package Per Month?

o Less than Rs. 5,000
o Rs.5000 to Rs.10000
133
o Rs.10,000 to Rs.15,000
o Rs.15,000 or more
WELFARE MEASURES
I. Medical facilities & First – Aid
1) Medical Facilities:
Items Highly Satisfied Undecided Dissatisfied Highly

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

a) I feel First Aid Training is 5 4 3 2 1
given to the employees?
b) Whether First Aid Kit is 5 4 3 2 1
provided on-hand?
3) Uniform
Variables Highly Satisfied Undecided Dissatisfied Highly
a) Quality 5 4 3 2 1
b) Colour 5 4 3 2 1
c) Durability 5 4 3 2 1
4) Shoes
a) Quality 5 4 3 2 1
b) Colour 5 4 3 2 1
c) Proper size 5 4 3 2 1
III. Canteen and Dining Services:

134
5) Canteen Factors based on my satisfaction:
a) Quick supply of meals & Tea in 5 4 3 2 1
time
b) Providing Nutritious and 5 4 3 2 1
hygienic meals
c) Quantity & Quality of food 5 4 3 2 1
d) Neatness/Cleanliness of dining 5 4 3 2 1
hall
e) Arrangements of Tables & Chairs 5 4 3 2 1
in dining hall
f) Pleasing nature of service people 5 4 3 2 1
IV. Conveniences:
6) Rest Room Facilities:
a) Urinals & toilets are cleanly
maintained, ventilated, 5 4 3 2 1
conveniently situated
b) Drinking water is effectively
arranged at convenient points 5 4 3 2 1
c) Cool & Hot water is provided
as per requirements 5 4 3 2 1
7) Change Room Facilities:

a) Staff Dressing Room is 5 4 3 2 1
provided with security
b) Cupboard with safety locker 5 4 3 2 1
8) Parking and Transport Facilities:

a) Free parking area for staff’s 5 4 3 2 1
vehicle
b) Hospital Bus/Cab facilities 5 4 3 2 1
helps to reach in time
9) Banking facilities:
135
a) ATMs and Check cashing 5 4 3 2 1
services available on campus
V. Benefits:
10) Benefits are
a) Tour packages 5 4 3 2 1
b) Festival Advance 5 4 3 2 1
c) Loan Assistance 5 4 3 2 1
d) Long Service Awards 5 4 3 2 1
e) Special Achievers Awards 5 4 3 2 1
f) Valuable Suggestions Awards 5 4 3 2 1
g) Best Employee Award 5 4 3 2 1
h) Annual leave 5 4 3 2 1
i) Accommodation 5 4 3 2 1
j) Discount On Treatment 5 4 3 2 1
k) Childcare Facilities 5 4 3 2 1
l) Chaplaincy Services 5 4 3 2 1
VI. Safety:
11) Safety measures are
a) Personal Protective Equipment 5 4 3 2 1
b) Safety Measures 5 4 3 2 1
c) Work Environment 5 4 3 2 1
d) Training 5 4 3 2 1
e) Safety Officer 5 4 3 2 1
VII. Welfare Officer:
S.no Items Highly Satisfied Undecided Dissatisfied Highly
12) The company’s welfare
measures are in line with the 5 4 3 2 1
Statutory Norms – What is
your opinion?
13) Company’s Welfare Officer’s
136
role is cordial – what is your 5 4 3 2 1
opinion?
14) The level of relationship with
your Welfare officer is 5 4 3 2 1
15) The level of subordinate
development that your Welfare
Officer concern while taking 5 4 3 2 1
decisions that cover your area
of work.
16) The interactions and
communications of the Welfare 5 4 3 2 1
Officer is
VIII. Environment:
17) Some of the environmental factors are
V Highly satisfied Satisfie Undecid Dissatisfi Highly

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

S.no Items Highly Satisfied Undecided Dissatisfied Highly
18) Are you satisfied with the
sports & recreation programs? 5 4 3 2 1
19) The counseling measure
offered by the company in 5 4 3 2 1
relation to welfare measure is
20) The housekeeping measures
provided by the hospital is 5 4 3 2 1
137
21) Management has proper
assessment tool\techniques for 5 4 3 2 1
assessing the effectiveness of
welfare scheme (eg. Feedback)
22) Periodic meeting where
arranged by the management 5 4 3 2 1
for review the welfare
activities
23) I feel that the welfare measures initiated by our organization have benefited me as follows:
a) To increase the output 5 4 3 2 1
b) Prevent Accident 5 4 3 2 1
c) Reduce Absenteeism 5 4 3 2 1
d) Reduce Attrition 5 4 3 2 1
e) Good Health Condition 5 4 3 2 1
f) Self – motivation 5 4 3 2 1
24) My view on the awareness of the following welfare scheme

S.no Welfare Scheme Informed Informed Not at all
Formally Informally Informed
1. Loans 2 1 0
2. Medical Insurance 2 1 0
3. Medical Benefit 2 1 0
Coverage
4. Bonus 2 1 0
5. Marriage Allowance 2 1 0
6. Festival Gifts 2 1 0
7. Sweets (festival) 2 1 0
8. Benevolent Fund 2 1 0
9. Picnic Scheme 2 1 0
10. Residential Quarters 2 1 0
11. Availing for Leave 2 1 0
12. Annual day Gifts 2 1 0
13. Funeral Expenses 2 1 0
14. Death Relief Fund 2 1 0
15. Safety measures 2 1 0
25) a) Do you Suggest any new welfare measures to be started in your organization ?
Yes No
138
b) If yes, in which area do you need a welfare improvement?
Specify
:_____________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
139

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Chapter I

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

1.4 APPROACHES TO LABOUR WELFARE

A. The Policy Theory

B. The Religious Theory

C. The Philanthropic Theory

D. The Trusteeship Theory

E. The Placating Theory

F. The Public Reactions Theory

1.5 AIMS OF LABOUR WELFARE

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

1.6 SCOPE OF LABOUR WELFARE

Welfare is statutory and non-statutory kinds. Welfare ensures a minimum of facilities

1.7 OBJECTIVES OF WELFARE MEASURES

1.8 KINDS OF WELFARE MEASURES

 Educational and medical benefits

1.9 IMPORTANCE OF LABOUR WELFARE

1.11 WELFARE PROGRAMMES IN THE INDUSTRY

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

1.12 INTRAMURAL AND EXTRAMURAL WELFARE FOR INDUSTRIAL LABOUR

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

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

B. Extramural – Welfare Facilities outside the establishment

1.13 TYPES OF WELFARE ACTIVITIES:

I. Welfare Measures in Work Place

(viii) Labour –Management Participation:

(II) Welfare Measures outside the Work Place

1.14 STATUTORY AND NON- STATUTORY:

A. THE FACTORIES ACT, 1948

B. THE MINES ACT, 1952 AND THE MINES RULES

C. THE PLANTATIONS LABOUR ACT, 1951

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

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

1.15 GENERAL GUIDELINES FOR SETTING UP LABOUR WELFARE

4. Cost and Financing

1.16 INDIAN BACKGROUND

A. Pre Independence Period

Labour Investigation Committee or Rege Committee

B. Post Independence Period

1.17 PLANNING COMMISSION’S APPROACH TO LABOUR WELFARE:

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

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

D. The Fourth Five Year Plan (1969-1974)

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

G. The Seventh Five Year Plan

1.18 NEED FOR THE STUDY:

1.19 ORGANIZATION OF THESIS:

The report of investigation has been presented in 6 chapters.

1.20 HOSPITAL PROFILE

 Total Knee Replacement

 Birmingham Hip Resurfacing Procedure

 Liver, multi-organ and cord blood transplants

 Stereotactic Radiotherapy and Radio surgery

General Ward: This is similar to a dormitory with 6 to 10 beds and a common

 Semi-Private Room: Two air-Conditioned rooms inter-connected by a washroom. Each

Single Room: This is an individual air-Conditioned room with attached washroom

 Executive Deluxe Room: This is a large air-conditioned room with television,

FACILITIES AT APOLLO HOSPITAL CHENNAI

GUEST DINING HALL

INTERNATIONAL PATIENT SERVICES

APOLLO HEALTH CHECK

 Apollo Master Health Check

 Apollo Executive Health Check