PROJECT REPORT On At DAYANAND MEDICAL COLLEGE & HOSPITAL, LUDHIANA For the partial fulfillment of Deg ree of Master

in Human Resource Management from MAHARISHI DAYANAND UNIVERSITY, R OHTAK. Submitted by Hardeep Saini SMDRSD College of Computer Science And Technology Pathankot-145001

Certificate I This is to certify entitled A study of Employee Welfare Submitted on partial fulfillment of The degree of Master of Business Administration (MBA) Maharishi Dayanand University Rohtak. By Hardeep Saini. University Roll No. Has been prepared under my supervision and guidance and no part of it has been s ubmitted for the awarded of the any other degree and that the work has not been published in any journal, magazine or book. 2

Miss. Reena Sharma, Lecturer SMDRSD Institute of Computer Science And Technology Ptahnkot-145001. Title of Training report: Employee Welfare Name of the Student: Hardeep Saini University Roll No Major Subject: Human Resource Name and designation of Miss. Reena Sharma Project Supervisor: Lecturer Degree to be awarded: Master of Business Administration (M.B.A.) Name of the College: SMDRSD Institute of Computer Science And Technology Ptahnkot-145001 Name of the University: Maharishi Dayanand University Rohtak. Total Pages in Training report: pages 3

Acknowledgement Nothing in this world happens single handed it is the collective efforts of many persons who put in together to set the things done. So does this project work. It will be completely unrealistic, if I do not acknowledge the persons who have di rectly or indirectly helped me a smooth sail through my undertaking. Hence I take up my nerves to utter a word of thanks to all those whos sincere adv ise made my training period real educational and pleasurable. I am highly thankful to Ms. PRODHIKA GUPTA; Manager HR & ER of D.M.C. & Hospital for giving me the opportunity to do the project work in their esteemed organiza tion. In addition, I would like to express my sincere gratitude to our esteemed Direct or, DR. H.S. SANGHA for providing me an opportunity to do summer training. I also express my sincere gratitude towards my project guide Miss Reena Sharma f or guiding me in my project. 4

Hardeep Saini Preface Practical training is important suffixes to theoretical knowledge. Classroom lec tures give us the fundamental concepts of management. One cannot rely upon theor etical knowledge to succeed in todays fierce business environment. Classroom lect ures must be correlated with practical training to make the learning realistic. Practical training plays an important role in developing ones skills in the fiel d of business management and administration. This handbook covers things like em ployees facilities, benefits, work practice, pay scale, promotion and all many ot her facilities. To successfully apply my theoretical concepts in real life situation,I have unde rgone a four weeks training at Dayanand Medical College and Hospital. 5

Table of contents Chapter I

Introduction Why The Study Of Employee Welfare Why At DMC&H. Cha

Introduction To The Subject Meaning Of Employee Welfare... Principals Of Employee Employee Welfare... Concept OF Employee Welfare.. Scope Of Employee W

Introduction To Human Resource Department Functions Of Human Resource Department 22 23 About The Institute Profile Of The Institute.. Authorities Concerned For The an Resource Department In DMC&H..... 27 32 33 6

Chapter V

Research Methodology Introduction. Justification Of The Study Chapter VI

Employee Welfare In DMC&H Introduction..... Definitions To Employees.... Employee Development Activities.. Administration Of Welf 7

CHAPTER I INTRODUCTION 8

INTRODUCTION WHY THE STUDY OF EMPLOYEE WELFARE? India is a developing country. This means that majority of the population belong to the working class. They have to struggle to make both the ends meet. In thei r struggle for daily living, they loose sight of the individual development, pro ductivity, selfactualization etc. There are certain special characteristics with regard to the Indian labourer, su ch as coming from villages to city in search of work, being away from loved ones , having to accept work at poor working conditions, low wages, etc. The present scenario in India, is that the employers are becoming aware of their workers needs and are taking effective measures to improve their morale and sel f worth by the various Labour Welfare measures both the statutory and voluntary. The reason being the increasing awareness created globally, by the initiative o f ILO, and other organizations, the charismatic leadership of some Indian and in ternational labour union leaders like Shri N.M.Lokhande and initiatives taken by the Indian Government to enact various legislations concerning the good of the working class and to punish the defaulters. In such a context, I thought it is worthwhile doing this project on the employee welfare facilities provided in one of hospitals in Ludhiana. 10

WHY AT DAYANAND MEDICAL COLLEGE & HOSPITAL? The problems of the working class are to be taken care of, be it in a big organi zation or small one. Each individual worker needs to be given opportunity to dev elop his personality and to enjoy descent living for himself and for his househo ld. At present times hospitals are defined as industry. It has a large number of emp loyees working at different levels. Certain employees are employed at class 4 le vel and many are working at class 1,2,3 levels respectively. Hence it is importa nt to know that what type of facility each employee is getting in the hospital. Being one of the most prestigious institution in north, I feel it is important t o present a view to every reader that why this hospital has gained a reputation in the society. It is important for every body to know that in case of such a bi g institute how the work is being carried out in a smooth manner and each of emp loyee is satisfied with whatever hospital is giving them. Hence I thought it worthwhile knowing the opinions of a big institute like DMC&H . This will give them a chance to know that their opinions are given weight to. It would also enable me to know the problems faced by them. In this study, I aim at knowing the various welfares both statutory and voluntar y, provided at DMC&H and how much workers are contented with these welfare activ ities. 11

CHAPTER II INTRODUCTION TO THE SUBJECT 12

INTRODUCTION TO THE SUBJECT MEANING OF EMPLOYEE WELFARE The term employee welfare means to fare well or to do well. It refers to physica l, mental, emotional well being of an individual. Welfare is relative to time and space. The welfare needs may vary from company t o another company and from place to place, and from time to time. Oxford dictionary defines welfare as state or condition of doing or being well: g ood fortune, happiness or well being of a person, community or things . Workers or employees welfare should be understood as meaning such services, facil ities and amenities which may be provided within the vicinity of the undertaking to enable them to perform their work in healthy, congenial surroundings and pro vided with the amenities conductive to good health and high morale. Thus, welfare means state of living of an individual or group in a desirable rel ationship with the total environment. It also means, efforts to make the life me aningful for the working class. These efforts cover provisions of the amenities to workers over and above the minimum working conditions. 13

PRINCIPLES OF LABOUR WELFARE Labour Welfare activities look forward to the betterment of the individual and d eveloping one s morale and personal fulfillment. On the part of the individual i t helps him to contribute better to the organizational objectives. There are cer tain principles to be kept in mind while introducing Labour Welfare policies as well as administering them. PRINCIPLE OF ADEQUACY OF WAGES Labour Welfare measures cannot be a substitute fo r wages. Workers have a right to receive adequate remuneration. In fact, payment or reward to the contribution made by the individual is the basic and necessary welfare measure that an organ ization can take. However, payment of high wages alone cannot bring in commitmen t and enhancement of productivity for the simple reason that labourer is complet ely different from the other factors of production and has to be handled very ca refully. Thus welfare schemes coupled with adequate remuneration can bring good results for a company. FULFILLING EGO AND SOCIAL STATUS A company has responsibilities to the workers a s well as to the society. An unhappy worker is a burden to the society, and the company has the responsibilit y to see to it that such a phenomenon does not occur. Adequate welfare facility can convert an individual into a less unhappy person. The company has to lead th e employee out of monotonous working and give responsibility as per his capacity , and thus motivate him. 14

 PRINCIPLE OF EFFICIENCY Labour Welfare and Efficiency are very closely linked. A vailability of adequate welfare facilities motivate the worker and increases his morale, and this ends i n increase of the. Individuals efficiency. On the other hand an unhappy employee, whose welfare needs are not taken care of will slowly go backwards in efficienc y and this will result in reduction of the product in quality and quantity. PRINCIPLE OF IMPROVING MORALE THROUGH MOTIVATION Wages and salaries are for the skill one has earned. To improve the morale the management has to give incentives "like, attendance bonus, productivity linked i ncentive, etc. Other measures like, attitudinal development exercises, fringe be nefits, are also important motivational tools to improve the morale of the emplo yees. PRINCIPLE OF TOTALITY OF WELFARE This principle emphasizes that the concept of L abour Welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of Labour Welfare programmes and they will never really get off the ground. PRINCIPLE OF SELF-DEVELOPMENT This means that a person wishes to learn, and acqu ire knowledge. If opportunity is given, he will give more result. If management finds out the capabilities and trains him, he will be an asset to the organization, and will find his self-dev elopment. 15

 PRINCIPLE OF EFFECTIVE COMMUNICATION. There is always a communication gap betwee n employer and employees - the more the gap, the more the tension. This means the message should be passed with out addition and edition, so that communication gap is filled to the maximum. PRINCIPLE OF CONTRIBUTION TO NATIONAL PROSPERITY The more welfare, the more inte rest from the workers. The more is interest, the less is rejection. If lesser is rejection, higher are profit and the government gets better revenue. Thus labour welfare enhances national prosperity. PRINCIPLE OF PRODUCTIVITY Productivity is a qualitative measurement and producti on refers to quantity. The person has the capacity to higher productivity, but has to be given opportunity. The management has to play the key role here to enhance the productivity of the employees to the better growth of employee and employer. 16

OBJECTIVES OF EMPLOYEE WELFARE Labour Welfare aims at the whole development of the person of the working class. The Labour Welfare Policies of any organization should keep in mind the followi ng objectives: 1. To increase the standard of living of the. Working class: The labourer is mor e prone to exploitation from the capitalists if there is no standardized way of looking after their welfare. 2. To make the management feel the employees are sa tisfied about the work and working conditions. 3. To reduce the labour problems in the orgnisaton: There are various problems affecting the workers, problems li ke absenteeism, turnover ratio, indebtedness, alcoholism, etc., which make the l abourer further weak both physically and psychologically. Labour Welfare looks f orward to helping the labourer to overcome these problems. 4. To recognize human values Every person has his own personality and needs to be recognized and deve loped. It is in the hands of the management to shape them and help them grow. Th e management employs various methods to recognize each one s worth as an individ ual and as an asset to the organization. 5. Labour Welfare helps to foster a sen se of responsibiJjty in the industry: A person works both in a group and as an i ndividual. If the person is given responsibility he will act better or else he w ill be only a slave to the direction of the superiors and will not show any init iative to prove his worth, 17

6. Labour Welfare improves industrial relations and reduces industrial disputes: Industrial dispute in any industry is a sign of unsatisfied employees. Labour W elfare measures act as a preventive tool to most of these disputes. 7. To retain the employees There should be fixed policies: This calls in to prepare the poli cies, to conduct different training programmes, to have various motivational sch emes, to create interest in the job. The employees who feel secure in an organis ation, backed by fixed welfare policies have less chance of looking for a job el sewhere. 8. To show up their positive mind in the work: Positive mind refers to the development of one s attitudes. This is to change the negative attitude into positive. 9. To influence over other employees: This means Labour Welfare helps to change one s personality - presentation skills, communication skills, interpersonal relationships, etc. This is best achieved when their morale is kept hig h by the different welfare schemes. 10. To increase the bargaining power of the employees: Bargaining means to systematically extract something from the opponen t. The better bargaining power, the better influence on the opponent. Labour wel fare measures like formation of works committee, worker s participation, Trade U nion, etc., will surely help them to have better bargaining power. 18

CONCEPTS OF WELFARE 1. Social Concept: The human person is a social animal. Therefore, Labour Welfar e measures should see that a worker, his family and community needs to be looked after besides the wages, even socially. It means caring to their ego and social status. The government should look after the social interests of the working cl ass through social Security legislations. 2. Positive concept: In order to establish the concept of productivity and attit udinal development, experiments need to be conducted with the help of behavioral sciences. By this, intrinsic abilities and capabilities of the employees can be developed and this will contribute in helping better interest in the job, there by cause improvement in the quality of the work and in personal satisfaction. 3. Relative concept: This helps to ensure that the employee is relatively change d as for the time. There needs some advancement, technological in nature by the management. To understand that either training, change in the job, and generatin g awareness about present scenario, if done more results can be given by the emp loyees. 4. Negative concept: Creating a fear in the mind of the employee towards the wor k. This is a negative motivation - transfer, demotion, etc. 19

SCOPE OF EMPLOYEE WELFARE The scope of employee Welfare cannot be limited, since it differs according to s ocial customs and the degree of industrialization indifferent countries and at d ifferent times. They have to be elastic and flexible enough to suit the conditio ns of the workers, and to include all the essential prerequisites of life and th e minimum basic amenities. The laws of every country highlight directions to spe cific application to the working class, the necessity of securing just and human e conditions of work, for them. However, what these conditions actually imply ca nnot be specified in rigid terms for all times and situations. Thus, the subject of Labour Welfare is fairly wide and is not limited to anyone country, region or industry. Writers and institutions have described its scope i n different ways and from different angles. The line of demarcation cannot be ve ry precise. But what should be common is that a welfare measure should enhance t he working and living conditions of the workers and their families and make thei r lives better worth living. In other words, Labour Welfare policies should "Ena ble workers to live a richer and more satisfactory life". Thus it should: 20

CHAPTER III INTRODUCTION TO HUMAN RESOURCE DEPARTMENT AT DMC & H 21

INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT (HRD) HRD can be defined as "a planned activity for overall growth of an individual or group of individual by providing them with the relevant learning experiences". The role of HRD assumes a significant part in contributing to organizational hea lth. It is continuing attempt of organization to self renew through process of b uilding strategies to meet ever changing demand. HRD plays an effective role in: Developing individual to realize his potential as an individual to maximum exten t. Developing the individual capabilities for performing present job efficiently . Developing capabilities to handle future roles. Maintaining high motivational level. Strengthening superior-subordinate relationships. Promoting inter-team co llaboration. Developing organizational health and climate. Strengthening team sp irit among different teams. Inspiring to have a constant desire to learn and dev elop. Conducting surveys and renewal exercises and researches periodically. 22

HUMAN RESOURCE FUNCTIONS Planning: Human Resource Planning is the process of analyzing and identifying th e needs for availability of employees. HR planning is process by which an organi zation ensures that it has the right number and kinds of people, at right places at right time, capable of effectively and efficiently completing those jobs tha t will help company achieve its overall objectives. Recruitment: Recruitment is process of searching for prospective employees and s timulating them to apply for jobs in organization. Recruitment is likely to achi eve its objectives if recruitment sources reflect the type of position to be fil led. Selection: Selection involves a series of steps by which a candidate are screene d for choosing most suitable persons for vacant jobs in organization. The object ive of selection process is to determine whether an applicant meets the qualific ations for specific jobs and to choose the applicant who is most, likely to perf orm well in that job. Training and Development: Training is an organized activity increasing the knowl edge and skills of people for doing specific jobs according to their need for de velopment in their roles and 23

competencies. Proper utilization of people by good placement and on-job training ensures their retention in the organization. Performance Appraisal: Performance appraisal is also called merit rating, person nel rating, Employees appraisal and performance evaluation. It has been used as c ontrol mechanism for salary administration, rewards, promotions and actions. It aims at guiding employees for improving their performance. Induction: When a new comer joins an organization, he is an utter stranger to th e people, work place and work environment. He/she is really apprehensive regardi ng his/her work in the organization. To put new incumbent on ease and to acquain t him with the structure and policies of the organization, Induction is very nec essary. Induction is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle do wn quickly and start work. It is the technique by which a new employee is rehabi litated into the changed surroundings and introduced to the practices, policies and purposes of the organization. HRD is an integrated function and is related to all people oriented processes. A n effective HRD system not only ensures present performance but long-term surviv al and growth of organization. It also includes everything that has to do with p eople i.e. their recruitment, induction, retention, and welfare. Appraisal, grow th, training, skill development, attitudinal orientation, compensation, motivati on, industrial relations & separation are the important function of HRD. 24

Once employees have been recruited and selected, the next step is orientation an d training. This involves providing them with the information and skill they nee d to successfully perform their jobs. Employee orientation provides new employee s with basic background information they need to perform their job satisfactoril y, such as information about organizational rules. Orientation is actually part of the employer s new-employee socialization process. Socialization is the ongoi ng process of instilling in all employees the prevailing attitudes, standards, v alues and patterns of behavior that are expected by the organization and its dep artments. Orientation programs range from brief, informal introductions to lengt hy, formal programs. In either, new employees usually get a handbook or printed materials that cover things like working hours, performance reviews, getting on the payroll, vacations as well as a tour of facilities. Other handbook informati on typically includes employee benefits, personnel policies, the employee s dail y routine, organizational structure and operations and safety measures and regul ations. The HR specialist, who explains such matters as working hours and vacati ons, usually performs the first part of the orientation. The employee is then in troduced to his or her new supervisor. The latter continues the orientation by e xplaining the exact nature of the job, introducing the person to his or her new colleagues, familiarizing the new employee with the work place, and hopefully he lping to reduce the new persons first day jitters. This handbook strives to provi de an ambiance where joint efforts of its employees synergies into landmarks. Th is induction manual is one more step in improving the work ambiance. 25

CHAPTER IV ABOUT THE INSTITUTE 26

BRIEF HISTORY OF D.M.C &HOSPITAL A devoted personality, Dr. Banarsi Dass Soni, Ex. Capt. I.M.S. with a missionary zeal for medical education and patient care, conceived the idea of providing mu ch needed medical care to the people. This noble idea bloomed in the form of Ary a Medical School in the year 1934. It was started in a rented building in the Ci vil Lines, Ludhiana. Admission was limited to only 20 students in the beginning. In 1936, the management was handed over to Arya Samaj, Saban Bazar, Ludhiana, un der the aegis of Arya Pratinidhi Sabha, Punjab. A separate Managing Body nominat ed by the Managing committee of Arya High School, Ludhiana managed the Medical S chool. It was shifted to its own building (now Old Dayanand Hospital) in 1937. The medical school was recognized for LSMF (Diploma of the Punjab State Medical Faculty) in 1938 and also for running a hospital attached to it. The following y ear, the Managing Body decided that the Ludhiana Medical School should, in futur e, be called Arya Medical School and the hospital attached to it Dayanand Hospital. It was only in the year 1964 that, consistent with the policy of the Government, the Arya Medical School flowered into a full-fledged MBBS College, which came t o be known as Dayanand Medical College. The management of this college was taken over by a galaxy of prominent people of Ludhiana, who formed an organisation kn own as the Managing Society of Dayanand Medical College & Hospital, Ludhiana, a mi nority Institution and Late Shri H.R. Dhanda, a prominent industrialist of the t own, became its Founder-President. 27

The college is recognized for the MBBS Course by the Medical Council of India an d is affiliated to the Baba Farid University of Health Sciences, Faridkot. It ad mits 70 students every year to the MBBS Course. The College is also affiliated to the Baba Farid University of Health Sciences, Faridkot for the Postgraduate courses in anatomy, Physiology. Pathology, Pharmac ology, Medicine, Surgery, Obst. & Gynae, Pediatrics, Dermatology & STD, Ophthalm ology, Otolaryngology, Orthopedics, Anesthesiology, Radio-Diagnosis, Psychiatry and Social & Preventive Medicine. Most of these subjects have been recognized by the Medical Council of India and for the rest; either inspection has been carried out or req uested for. An imposing complex of the hospital building situated at Tagore Nagar in the mid st of beautiful and natural surroundings presents the look of an admirable monum ent. It has bed strength of 1100 and is equipped with all kids of modern facilit ies for providing proper care to the patients and training to the undergraduate and postgraduate students. All the clinical departments alongwith the diagnostic laboratories are functioning and providing round-the clock service at this camp us. Super-specialties of Neurosurgery, Neurology, Plastic Surgery including microvas cular surgery, Pediatric Surgery, Urology, Cardiology, Gastroenterology, Nephrol ogy, kidney Transplant, Oncology, Endocrinology, G.E. Surgery and Transfusion Me dicine are also functioning at this campus and are providing the most modern car e to the patient. The hospital had set up the first Haemo-dialysis unit in Punja b. All these departments are managed by fully qualified doctors who have at thei r disposal, the latest sophisticated investigative gadgets. We have on faculty, 30 DM and M.Ch doctors. The hospital 28

possesses all kinds of state of art investigative facilities like Fiber optic En doscopes including upper as well as lower GI Scopes, Bronchoscopes, Nasopharyngo -laryngoscope, Colposcope, Hysteroscope and peritoneoscope, apart from Biochemic al Autoanaluysers, Blood Gas analyzer and auto cell counter Somatosensory Evoked Response Testing Whole Body Spiral CT Scan, Ultrasonography, Echocardiography, EEG & EMG etc. DMC Hospital is the first and the only institution in India having, in its Depar tment of Orthopedics, the facility of a unique technique of external fixtures pe rfected by the internationally renowned Prof. Organesyan from Russia. DMCH is the only institution in this part of the region which has the intensive care units (ICU) in most of the critical care area, notable ones are: ICU, Strok e ICU, Burns ICU, Pediatrics & newborn ICUs etc. The Institution has well-developed urban & rural field health delivery with residential facilities for training of students and interns under tment of social & Preventive Medicine. Models for health care delivery ty Oriented Learning have been developed in these areas in addition to on community health problems. These have been widely acknowledged. systems, the depar & Communi research

Completion of the multipurpose Dumra Auditorium has added a new dimension to the curricular and extra curricular activities of the students and staff of the ins titution. 29

DMCH College of Nursing has admitted the first batch of 50 B.Sc. Nursing in year 2003 and has been acclaimed one of the most modern and well equipped college of nursing in Punjab with excellent on job training facilities. The process to introduce DM/M.Ch courses in Gastroenterology, Cardiology and Pla stic Surgery has started and by starting these Super-specialties course Dayanand Medical College will become the first college in Punjab having this type of fac ility. The aim of the Managing Society of Dayanand Medical College & Hospital is to dev elop the entire institution into a modern and unique place capable of imparting the best medical education and providing the best opportunity for growth of an a ll round development. Newer methods of medical education are being experimented and the changing face of medical education is visible. DMC&H has become the most sought of institution for U.G & P.G. studies in Punjab. This institution has come up by dint of hard work and sincere efforts of the man agement, staff and employees and also the co-operation of the students. The publ ic of Ludhiana and other places have always been kind in extending their helping hand in building up this Institution. Above all, Central and State Governments and many of the dignitaries deserve gratitude of the management for their co-ope ration. 30

Our medical and paramedical, teaching and non-teaching staff members come from v arious States in India. The Govt. of India and the State Govt. have continued to show their interest in the development of the college and the hospital. In deed DMCH is one of the unique institution where: No Compromise is done on Me rit, No weightage is given to cast, creed and color. Will commitment and holistic concern for environment, ethics and society are the beacons to escort the humanity in right direction. 31

AUTHORITIES CONNECTED FOR THE PURPOSE OF STUDY OF HRD: Mr. Roshan Lal Sharma Sr. Personnel Manager Ms. Prodhika Gupta Manager HR & ER Mr. Bhawani Prasad Supervisor Grade II Mr. Jagtar Singh Head Clerk Mr. Samuel Sr. Clerk 32

HUMAN RESOURCE MANAGEMENT DMCH 1. INTRODUCTION: In any industry where the end product is through a series of opera tions, the basic requirements are capital, machine and the man behind the machine. Hospital is a service industry where the most important part is the human behavior of the diff erent categories of workers, Para-medical staff: technical staff: nursing staff junior doctors and the Consultants. It is, therefore imperative that the human r esources are not only properly selected after thorough planning, a properly mana ged Interview process to include testing but also the necessary skill assessment be carried .out so that every single person selected fits into the job for whic h he or she has been selected. It is equally important thereafter that the Human Resources inducted into the organization are properly received, oriented, guide d, trained, nurtured and made useful members of the organization. To do this fun ction we need Human Resource Management par-excellence. SUGGESTED ORGANIZATION: For the Hospital, a separate Cell of Human Resource Mana gement (Development is part of Management) has been recommended and the members of this Cell are qualified, experienced, and have the necessary spark to carry f orward the normally neglected but the onerous task of Human Resource Management. The Chief Administrator and Co-coordinator has been recently nominated for the job in addition to his present duties but will require two more qualified staff members as part of the. 33

The following areas are studied and A programme for orientation is made out to i mplement with the co-operation of the concerned Head s of Department for specifi c services, advice and coordination: I) An assessment and planning for the future needs of the staff. II) Recruiting and selecting process including interviews, tests and skill assessmen t. III) Analyses the task, duties, knowledge and personality as part of job analysis. IV) Lay down Standards of Conduct and Results to be achieved for all categories of s taff. Since this will entail a long process, prioritising will have to be done. V) Improve the existing system of performance appraisal so as to get Higher Perform ance through proper feedback, guidance and advice. PROCESS OF ORIENTATION: Induction training for all new workers so as to instill in them a sense of belonging, pride in the institution and orientation with vari ous systems and procedures so that the new staff member fits into the team smoot hly. In this, the important aspect is the attitude of the colleagues and the sup eriors so that the newcomer feels wanted, made welcome and is considered an impo rtant part of the system. This training to include: 34

a) b) Orientation to the organization and different departments. Training in his own a rea of work. Test for fitness for the job. SKILL UPGRADATION: For the exiting staff: it is imperative that there should be continuous up gradation of skills, capability and expertise to fit into the next seniors lot as part of promotion system. At a later stage, the Skill Standards will also have to be laid down and a Certification System evolved. TRAINING: We already have a Training Team but it has been functioning without a qualified and experienced officer. There is a need to upgrade it that the traini ng is better organised with proper Training Aids and the training made more inte resting, useful and result orientated. The Training Team will be part of Human R esource Management. Some of the areas which .may require action are. Personal Development in an environment of enthusiasm. Positive thinking vs. Nega tive thinking (Pygmalion effect) Making Decisions. Persuasion. Monitoring tasks directly and indirectly. 35

HUMAN RESOURCE DEVELOPMENT: Following needs to be done: Design and implement Development programmes. Building effective teams in each de partment. Career plans for development. Review of system of appraisal including self-appraisal. Compensation and benefits. Employee/Union relations: Intermediar y. Discipline and Grievance handling including that of the female staff. Procedu re to handle grievance of Sexual Harassment and violence against women. Safety, Health and Insurance. Communication forums inter and intra departments. Human Re source Info base. Design and implement employee communication system. EMPLOYEE SATISFACTION: We all know that customer (patient) is always right and w e are all there to satisfy his/her needs. However, it is emphasized that employe e s satisfaction" high morale, work-culture and climate of complete faith in eac h other will result in better performance at all levels and convert itself into better satisfaction of the customer i.e. the patient and their attendants. 36

JOB DESCRIPTION AND DESIGN: It is equally important that every member ff should have a clear idea about his job for which he is responsible re the standards of efficiency laid down for him and the authority to answerable. It is to include who, what, where, when, why and how the e performed.

of the sta and what a whom he is job will b

THE CONTROL OVER THE WASTAGE RATE OF HUMAN RESOURCE: It is also a known fact tha t in a competitive world the middle rung and senior administrators are likely t o move horizontally due to global competition. Whenever offered a better package, security of job, better environment, more percentage o f such staff members is likely to move out to the competitive organizations. Suc h wastage, if quantified, is likely to be a heavy drain on our resources. It is, therefore, essential that our staff is kept satisfied and there is a need to de sign and implement programmes to improve personal management and administration. It may also be useful to analyses the reasons when a good staff member leaves t he organization, the causes and the attractions of the alternative job by inform al socialization and it is a must to carry out Exit Interviews for feedback. INSTITUTION BUILDING AND MANAGEMENT AT THIS JUNCTURE: Some specific steps are gi ven as under: Good Leader with professional Managerial skills and a enter- pre-neural manager. Professional Management - need for reorganization and orientation at the top le vel of Administration. 37

Clear defined goals and missions to be widely shared with employees at successiv e levels. Encouragement of staff at all levels by more communication at Formal a nd informal forums. This area needs special emphasis as most of the problems rai se their heads due to lack of Communication by the main functionaries. Mechanism to facilitate continuous learning - Interest of staff in self-development. Use of superannuated consultants as visiting faculty. Mechanism for interaction with -clients groups- e.g. big Industry, University, Village/Town Reps., NGO s, Lions /Rotary clubs etc. Flow of Information - feed back - surveys. Delegation and Dec entralization combined with measure of Financial autonomy. Professionalism - The job of administration is as technical and Specific as any technical stream. The refore adherence to set of Professional norms for the staff in the administrativ e hierarchy must be oriented to their professional competence. Innovative and Ad aptive Organization - Where no set solutions are forthcoming, there is need to i nnovate at all levels. The organization also must adapt with the passage of time , change in circumstances and work environment. Structural Charges: Down sizing need, out sourcing (contract System) re-engineering (redesign to improve quality of service By the Service provider to the user department) cost reduction And e fficiency achieved through Benchmarking. 38

CHAPTER V RESEARCH METHODOLOGY 39

RESEARCH METHODOLOGY Introduction The word research refers to finding the truth about something throu gh a systematic study. Research may be done to -Gain familiarity with a phenomen on or to achieve new insights into it: -Portray accurately the characteristics o f the particular individual, situation or a group: -Determination the frequency with which phenomenon occurs or with which it is associated with another: -Test a hypothesis of a casual relationship between variables. Justification of the study As already mentioned in the introduction, I have take n up to do this study, first of all, considering the importance of employee welf are both in the life of the employees for they constitute the largest population of the country and important for the employees as well, since their concern to h ave the employee morale kept high and productivity kept high. Besides the morale of the employees are kept high their loyalty gained, if only the management is concerned about the welfare of the employees. It is in this context that I decid ed to study the aspect of Labour Welfare at the company. 40

Establishing objectives of the study First and foremost, it is important in a re search study, to have the objective(s) of the study clearly in mind, i.e. what t he researcher looks forward to study. This may require that the researcher do an extensive review of available literature on the specific topic or similar topic s. It also requires that he discuss it with colleagues and experts. The Main objective of the current study is: To find out if Dayanand Medical Coll ege & Hospital, Ludhiana being a big institution takes adequate cares of the Wel fare of its Employees, and how the employees perceive. This objective may be further explained/subdivided as follows: 1. To study the d ifferent welfare facilities provided in this establishment and how the employee feels satisfied about it: Any industry is bound by laws of the country to provid e certain amenities for the welfare of its members. The companies also give extr a welfare facilities in view of the good of the employees and to improve their m orale. This study aims at finding out those facilities. 2. To find out if the fa cilities provided are satisfactory for the employee: Any Management can project themselves as providing the various welfare facilities to the employee. However, this may be only to fulfill the obligations towards the employees and the government. This may result in 41

dissatisfaction of the employee and the welfare facilities resulting in not impr oving their morale. Therefore it is both important to find if the facilities are given to the employees and also to find out if they are positively benefiting t hem. 3. To know the extent of awareness of the workers regarding welfare facilities. The workers need to be aware of the various facilities that they can avail from the organization and from the government and conditions for getting them. If not, t hey may not be able to enjoy the privileges which are their rights and those org anizations is willing to give to them. 4. To appreciate the organization for the good that it does to the employees and to suggest to remedial measures for bettering the morale of the workers. DATA COLLECTION Data Sources: For the purpose of study both primary and secondary data was needed. The data wa s collected in two phases. In the first phase, secondary data was gathered, i.e. Background analysis was performed to grasp the real situation about existing po licies, the rules and regulations followed in DMC&H. For this extensive reading of various literatures such as Service Rules of DMC&H, Bare Acts was carried out and also some help was taken from books regarding Human Resource and Developmen t. Along with reading, discussions with numerous individuals, both inside and ou tside of the organization were done. 42

In the second phase, to prepare the Handbook on employee welfare, primary data w as collected from various sources: Personal Interviews of Potential Respondents: A lot e obtained by simply interviewing all the potential respondents are likely to have a direct experience their information provided was the most insightful nduction manual. Informal interviewing was followed meaningful information was b respondents. Since potential with the situation involved, view of various aspects of i to obtain full information.

Authorities (i.e. Potential Respondents) contacted for the purpose of collecting information: Name, Designation &Department 1. Ms. Prodhika Gupta (Manager HR & ER HRD) 2. Mr. R.L. Sharma (Manager Personne l Main Office) 3. Mr. Ohri (Fire Officer, Fire& Sanitation Department) 4. Mr. Bh awani Prasad Supervisor Grade II HRD 5. Mr. Jagtar Singh (Head Clerk, HRD) 6.Mr. Samuel (Senior Clerk, H.R. Office) Others: Certain other interviews were also made with the supervisors of various departments to study the level of satisfaction of workers towards the management . Various people involved includes Mr Bahadur Singh, (sanitary supervisor), Mrs. Rajwant 43

Randhawa & Mrs. Navraj Kaur (staff nurse), employees involved in sanitary, nursi ng and other departments etc. 3.2 Research Design: To prepare the handbook on Employee Welfare the descriptive research design is c hosen with the use of crossectional approach keeping the time constraint in pers pective. 3.3 Time Period of the Study: The study was conducted in the month of June-July 2005 3.4 Limitation of the Study: Nothing is perfect in this mandate world and this study is no exception. Hence t here are some limitations of the study so that the findings of the study may be understood in their right perspective: Due to constant change in the standards o f living, government policies, amendments in laws etc. this study may not be acc urate in the future. 44

Q.NO. 1 Are you satisfied with emoluments provided to you? YES % NO % Q.NO.2 Are you satisfied with various allowances given to you by the hospital? 45

YES % NO % Q.NO.3 Are you satisfied with the increment policy? YES % NO % Q.NO. 4 Are you satisfied with the medical facilities? 46

YES % NO % Q.NO 5 Are you satisfied with the promotion policy (please mention reason)? YES % NO % Q.NO.6 Are you satisfied with the pattern of leaves? 47

YES % NO % Q.NO.7 Is management considering your participation? YES % NO % 48

Q.NO.8 Are your suggestions are given due consideration? YES % NO % Q.NO. 9 Do you want any change in the policies related to employee welfare? 49

YES % NO % Q.NO. 10 Do you want to add any policy to the existing policies related to emplo yee welfare? YES % NO % SAMPLE SIZE=200 UNIT (where units refers to individuals) 50

SOURCE OF DATA= PRIMARY METHOD OF DATA COLLECTION =QUESTIONNIARE S.NO. QUESTION 1 Are you satisfied with emoluments provided to you? 2 Are you sa tisfied with various allowances given to 3 4 5 6 7 8 9 10 you by the hospital? A re you satisfied with the increment policy? Are you satisfied with the medical f acilities? Are you satisfied with the promotion policy (please mention reason)? Are you satisfied with the pattern of leaves? Is management considering your par ticipation? Are your suggestions are given due consideration? Do you want any ch ange in the policies related to employee welfare? Do you want to add any policy to the existing policies related to employee welfare? YES % 58 62 72 82 78 82 70 40 46 44 NO % 42 38 28 18 22 18 30 60 54 56 HYPOTHESIS Hypothesis is a summary temporary and imaginary related to the subject of study. A research hypothesis is a predictive statement, capable of being tested by sci entific methods, that relates an independent variable to some dependent variable . Its main function is to suggest new experiments and observations. In fact, man y experiments are carried out with the deliberate object of testing hypothesis. 51

Characteristics of a good hypothesis are1. It should be clear and precise. 2. All concerned should state it as far as possible in most simple terms so that it is easily understandable. 3. It should be consistent with most known facts. 4. It should be related to performed theories. 5. It should not be expressed in an exaggerative language. 6. It will be useless if not related to available methods and means. 7. It should be limited in scope and must be specific. 52

CHAPTER VI EMPLOYEE WELFARE IN DMC & H 53

EMPLOYEE WELFARE IN DMC&HOSPITAL Employee welfare has an important and positive role to play in the organization economy. A proper organization and administration of the welfare facilities play an important role in promoting better working conditions and living standards i n the of the employees and thereby increase their productivity for the organizat ion. DMC&Hospital considers the welfare of its employees as one of the top priorities of the institution. The institution has taken special initiatives to look after the welfare of the employees. The institution with about of class 1 employees a nd about class 2, 3, 4 employees respectively. The institution provides welfare facilitie s and benefits not only on the guidelines of Medical Council of India but it has its own Service Rules formed by its dedicated team of HR manager la These Service Rules apply to the all employees of Dayanand Medical College and H ospital, Ludhiana, Nursing College including Rural Health Centers, presently wor king in the institution or are appointed after the date of commencement of these rules. It supercedes all the earlier circulars and rules applicable to the empl oyees of the institution from the date of its commencement. These Service rules are an integral part of all employment contracts with the In stitution. 54

Various definitions have been defined as follows under these service rules. In t hese rules unless there is anything repugnant to the context, the following word s would have the meaning as assigned to here under: Employer means Dayanand Medical College and Hospital, Ludhiana, Rural Health Cente rs and Nursing College. Employee means any person who is employed for wages in any kind of work, manual or otherwise, in connection with work of Dayanand Medical College and hospital, Lu dhiana and who receives his wages directly from Dayanand Medical College and Hos pital. Institution means Dayanand Medical College and Hospital, Ludhiana and all the asso ciated departments, Rural Health Centers, Nursing Colleges. Managing Society means the Managing Society of Dayanand Medical College and Hospit al, Ludhiana. Governing Board means the Governing Board of Dayanand Medical College and Hospital , Ludhiana. Pay, means the basic pay only. Salary means the total emoluments except where otherwise defined. 55

Family means the employee, his spouse, unmarried dependant children and parents li ving with and wholly dependant on him/ her. TYPES OF EMPLOYEES: The employees of the institute are classified into the following categories. Permanent: The permanent employee is one who is employed against the permanent p ost on permanent basis, which includes a probationary employee who has satisfact orily completed the probation period to the entire satisfaction of the managemen t and who has been confirmed by an order in writing. The service of the permanen t staff can be terminated as result of disciplinary action. Probationer Probationer is an employee, who is provisionally employed for a perm anent post, declared as probationary by the management and has not been confirme d. At the initial appointment, all the employees will be appointed on probation for the period of one year. The probation period may be extended further at the sole discretion of the management. Unless confirmed in writing, the employee wil l be deemed as a probationer after the earlier initial or extended period of pro bation. Temporary/Adhoc: A temporary/Adhoc employee will include a person who is appoint ed for a limited period mentioned in the appointment letter, or : 56

a) Who is appointed for work of an essentially temporary nature not intended to be carried out on a permanent basis, or b) Person employed in connection with the temporary increase in work of a perman ent nature, or c) Person employed to work provisionally for a limited period in a post till per manent arrangement for filling up that post are made, or d) Person employed as a substitute in place of a permanent or probationary emplo yee, who is either temporally absent or is on long leave but not for a period of one year. The person employed against temporary post will not be entitled for a nnual increment or privilege leave. Daily wages: Daily wager means the employee who is employed to fulfill unexpecte d requirement due to unusual pressure of work, which is of casual nature. The em ployees wages are fixed on daily basis. The person employed as daily wager will n ot be entitled for any kind of benefit as available to the permanent employee su ch as leaves etc. Trainee: The persons employed for the purpose of training shall be called as tra inee and will receive only fixed stipend and will not be entitled for any type o f appointment after the completion of the training period. The training period w ill not be counted for seniority 57

or any other benefit. However they can be considered for the regular appointment on the sole discretion of the management. He will be bound to comply with all t he terms and conditions stipulated in the contract of employment letter. During the training period he/she will not be entitled to Privilege Leave, increment et c. However the Medical benefits shall be allowed for self only. Part Time: A part time employee means an employee who is employed for work for l ess than the normal period of working hours. Part time employees will not be ent itled to get the benefits available to the other employees. They shall be entitl ed to such benefits only as are determined by the management. On Contract: Which means the tenure of employment for a specified period of time and the employee is entitled to only the benefits specified in the contract of appointment subject to the prior approval of the management. Such contract emplo yee shall not have any right to claim permanency or regularization of his employ ment in the institution after the expiry of the specified period. Unless termina ted earlier by one months notice or pay in lieu thereof, such appointment will au tomatically come to an end at the expiry of the specified period and no notice o r any kind of compensation will be payable. A person appointed on contractual ba sis will be entitled for only 10 casual leaves per year except Nursing Staff. Th e Nursing Staff shall be entitled for 20 casual leaves per year. However the Med ical leaves will be allowed to them equal to the regular employees. Medical faci lities will be allowed to self only. 58

Classification of staff: All the employees employed in the institute can be classified into four classes i.e. Class-1, Class-2, Class-3 and Class-4. Class-1: The following employees shall be classified as Class - 1 employee: Prin cipal(s), Vice Principal(s), Medical Supdt. (s), General Manager, Manager (s)/ A ll officers/Administrators, Head of Departments, Professors, Associate Professor s, Assistant Professors and Sr. Residents, Ward sisters, Nursing Supdt. Nursing Tutors, Engineers etc. Class-2: The following employees shall be classified as Class - 2 employees: All Nursing Incharge, Supervisors, Head Cashiers, Head-Clerks, Computer Programmers , Hostel Warden Office Superintendents, etc. Class-3: The following employees shall be classified as Class - 3 employees: All clerks, computer operators, technicians, Staff Nurses, Drivers, Storekeepers, e lectricians, floor-In charge, Cash Supervisors, Welders, Sanitary Supervisors, T ailors, and Carpenters etc comes under this group. 59

Class-4: The following employees shall be classified as Class - 4 employees: Sec urity Guards, Fire men, Ward Helpers, Lady Ward Attendants, Daies, Sweepers/Clea ners, Peons, CSSD Helpers, Lab./O.T. Attendants etc. BENEFITS AVAILABLE TO EMPLOYEES 1. EMPLOYEE INSURANCE SCHEME Group personal accident insurance policy from Reliance General Insurance Company Limited is provided to the employees. It is meant to cover those situations: (I) Where an employee meets with an accident during duty hours while doing the assig ned duty (II) (III) An employee gets handicapped during the time frame of duty or An employee dies w hile performing the hospital duty. As a measure of social security the hospital has taken Personal Group Insurance Policy for the employees employed in following depts. (1) Equipment (2) Gas-Plan t (3) C.S.S.D and Autoclave (4) Laundry (5) Hygiene (6) Wastage Autoclave (7) Ge neral and Building Store (8) Purchase Section (9) Legal Cell (10) other employee s doing outside duty (11) Cash and billing (12) Accounts (13) Maintenance. Under this scheme the employees are covered for Rs.1.00 Lacs. 60

If such injury shall, as a direct consequence thereof, immediately, permanently, totally and absolutely, disable the insured employee from engaging in being occ upied with or giving attention to any employment or occupation of any descriptio n whatsoever then a lump sum equal to 100% of the capital sum insured, stated in the schedule hereto should be applicable to such person If such injury shall within 12calender months of its occurrence be the sole and direct cause of total and/or partial and irrecoverable loss of the use or of the actual loss by physical separation of the following, then the percentage of the capital sum insured applicable to such insured employee should be in the manner indicated below: Loss of Body Part Loss of toes-all Loss of toes great both phalanges Loss of toe s great one phalanges Percentage of Capital Sum Insured 20% 5% 2% Loss of toes other than great, if more than one 1% toe lost each Loss of hearing both ears Loss of hearing one ear Loss of four fingers and thumb of one hand Lo ss of thumb- both phalanges Loss of thumb- one phalanx 75% 30% 40% 25% 10% Loss of Index finger- three phalanges or two 10% phalanges or one phalanx Loss o f middle finger three phalanges or two 6% phalanges or one phalanx 61

Loss of ring finger three phalanges or two 5% phalanges or one phalange Loss of l ittle finger three phalanges or two 4% phalanges or one phalange Loss of metacarp als Loss of four fingers Any other permanent partial disablement 3% 35% Percenta ge as assessed by a panel of doctors of the insurance company. CARRIAGE OF DEAD BODY: In the event of death of the insured employee due to acci dent as defined in the policy outside his/her residence, the Insurance Company i n addition to the amount payable under the basic scheme shall also pay for the t ransportation of the insured persons dead body to the place of residence i.e. 2% of capital sum insured or Rs2500/- whichever is less. 2.EMPLOYEE PENSION SCHEME 1) This scheme is a part of the Provident Fund Act. 2) The Employees Pension Sche me applies: All new entrants to Employees Provident Fund Scheme-1952 (EPF) from 1 6.11.95 will be eligible for this. 3) The rate of contribution towards employees Pension Scheme is 8.33% of the pay, which is diverted from Employers share of PF. The central government also contributes 1.16% of the pay. 4) Nomination of the person(s) eligible to receive the benefits under this scheme, is must In the abs ence of any nomination, the person(s) eligible to receive the 62

benefits will be determined as stipulated in the PF Act/ Employee Pension Scheme . 5) Pensionable Service is the service rendered by the members for which contri butions have been received in Employees Pension Scheme, 1995. In case members ret ires on attaining the age of 58 years and/or has rendered 20 years of pensionabl e service, two years will be added as bonus years in the pensionable service. 6) The benefits available under the scheme are: a) Monthly self pension payable to employee: i) Short service pension: Where service is more than 10 years but less than 20 year s and age is less than 58 years. ii) Retirement pension: Where service is more than 20 years and age is less than 58 years. iii) Superannuation pension: Where service is more than 20 years age is 52 years. iv) Disablement pension. b) Monthly widow pension payable to eligible widow. i) Monthly dependent pension payable to children/ orphan 3.MEDICAL EXAMINATION AND IMMUNIZATION 63

Every person selected for any appointment undergo a medical examination, which i s carried out free of cost. No appointment is finalized until the medical fitnes s certificate produced by the concerned employee. necessary for all term re appo intments. A fresh medical examination is Every staff member shall keep himself/herself immunized against typhoid, cholera and small pox, such immunizations are provided free by the department of social and Preventive Medicines of the institution. MEDICAL BENEFIT AND MEDICAL BOOK The Medical Treatment concession is given to all-serving employees (except facul ty Members) and their dependants is as under: At the time of admission as indoor patient, all employees are required to deposi t Rs.50/- as admission charges for themselves or their dependents. No payment is charged for any investigation, bed charges and any other hospital charges. All the employees shall bear the cost of medicine from their pocket and will obt ain the proper bills of the entire medicine. The cost of medicine will be reimbu rsed after the discharge of the employee/dependent from the hospital as per the policy of the Insurance Company. 64

The entire employees are required to produce the Medical book at the time of adm ission as indoor Patients. No concession/re-imbursement shall be made to any employee/their dependents for treatment as out door patient. All the employees shall declare the names of their dependents at the time of the ir appointment together with the dates of birth for the purpose of medical benef its. Subsequent applications for entering the name of dependents shall be made to the competent authority. All the employees are requested in their own interest to obtain the medical book s as soon as possible after the appointment and to maintain it regularly. The Me dical book as well as the bills of the medicine shall support all claims for med ical reembursed. Any false claim shall be treated as misconduct and the entire cost of treatment can be recovered from the concerned employee. All the claims for medical re-imbursement shall be submitted to the personal dep artment of the hospital, within 10 days from the date of discharge. Otherwise no claim shall be entertained. 65

All regular employees will be entitled for medical facilities including hospital ization from the first working day and after confirmation of their service their dependent family members will also be entitled for this benefit. The daily wage rs will not be entitled for this benefit. In case of hospitalization the amount will be fully reimbursed. However the following charges will not be re-imbursed: C.T. Scan, Blood Transfusion, Kidney Transplantation, out side Medication, Toni cs (Calcium and Iron) and Child Feed. The Doctors are not entitled for the medical reimbursement but the investigation s and room accommodation will be provided free of cost. Their dependants will al so be entitled for free investigations and accommodation. Dependents who are entitled for medical facility are defined as under: For a married male staff member: His wife, two children under the age of 18 year s and who are unmarried and not gainfully employed, Mother and Father who are mo re than 60 years of age and have no source of income. For a Married Female staff member: Her Two Children under the age of 18 years an d who are unmarried and are not gainfully employed, her husband if he is disable d or permanent medically unfit and as result of it he is unable to earn. (Whethe r he is medically unfit of not it will be decided by the Board of 3 Doctors duly constituted) Medical facilities: 66

(a) All the Class-1 and Class-2 employees and their dependants are entitled for the treatment in the private room. (b) All the Class-3 and 4 employees and their dependants are treated in General Ward . Students are allowed free treatment in Private room but the cost of medicine sha ll not be reimbursed 4.LEAVE ENTITLEMENT: The various types of leave entitled are Privilege leave: Each employee on completion of one-year service after the confi rmation (except trainee and those employees who are not getting the benefit of v acation leaves) are entitled to the Privilege leave as under: Up to 10 years service from the date of confirmation 16 leaves per year. 10 year to 20 years of service 20 leaves per year. 20 years of service to onward 26 leav es per year. The employees who are getting the benefit of vacation leaves shall be entitled t o the Privilege leaves as under: Up to 10 years service from the date of confirmation 12 leaves per year. 10 year to 20 years of service 14 leaves per year. 67

20 years of service to onward 17 leaves per year. The employees on probation, temporary appointment, daily wages are not entitled to this leave. The Privilege leave may be accumulated from year to year Upto the maximum limit of 180 leaves. After crossing the maximum limit of 180 leaves, the unavailed Pri vilege leave shall be lapsed. The employee who wants to take the Privilege leave shall apply 7 days in advance . Encashment of privilege leave On retirement/resignation/termination of service, the un availed Privilege leave shall be encashed @ 100% of the basic + D.A. + D. P. The Privilege leave may also be encashed at the same rate were the employee a pplied for Privilege leave but refused by the competent authority due to exigenc y of work. But it is necessary to keep 100 Privilege leaves in the account of em ployee. In case of superannuated employees re- employed the P-leave on the conso lidated salary and on purely year to year or six monthly contractual basis, the P-leave shall be granted @ 16 leaves per year. In case the service is further ex tended, P leave in credit of the employee shall be carry forwarded subject to the discretion of the management. Casual Leave: 68

Casual Leave is granted to meet special circumstances, which cannot be foreseen. All employees shall be entitled to the casual leave as under: Up to 10 years of service 10 leaves per year. 10 year to 20 years of service 15 leaves per year. 20 years of service to onward 20 leaves per year. The casual le ave shall not be carry forward to the next year and the unavailed casual leave s hall be lapsed at the end of every year and shall not encashed under any circums tances. Medical Leave: Medical leave is permissible to all employees Upto 15 leaves per y ear and it shall be accumulated Upto 100 leaves. After crossing the maximum limi t of 100 leaves, the un availed medical leave shall be lapsed every year. The me dical leave shall not be encashed under any circumstances. The grant of medical leave shall be subject to the approval of medical board constituted by the manag ement for this purpose. Maternity Leave: 69

The maternity leave is admissible to female employees after completion of 80 day s continues service in the institute during pregnancy, delivery, miscarriage and abortion (including induced abortion but not threatened abortion). The female e mployee shall be allowed to the maternity leave Upto twelve weeks (six weeks ear lier to the excepted date of delivery and six weeks after the date of delivery) according to the provisions of the Maternity Benefit Act. During the maternity l eave the female employees shall be entitled to the full salary. No female employ ee shall be allowed to work during this period. If any female employee does not chose to obtain the maternity leave before the expected date of her delivery by concealing the fact of her expected date of delivery, she will not be entitled t o full maternity leave and in that case she will be entitled to only six weeks m aternity leave after her delivery. To claim the benefit of maternity leave, the female employee shall produce the certificate duly issued by the Gynae Departmen t of the hospital showing her expected date of her delivery. Study Leave and leave without pay: Study leave: Study Leave is granted to an employee who has put in continuous ser vice of 5 years for the purpose of education in side/out side of India, for an ac ademic, technical, professional education with the permission of the management. The leave cannot be claimed as a matter of right. During the study leave the co ncerned employee shall not be entitled to any salary /increment for the period o f study leave. But before availing the study leave the concerned employee shall be required to submit a bond that he/she will be served the institution for the minimum period of 3 years after completion of his/her study 70

and in case he/she fails to do so, he/she shall be liable to pay the damages of Rs. 1 Lac to the institution. Leave without pay: May be granted to any employee under the special circumstance s on the sole discretion of the competent authority. Summer Vacation Leave: Vacation leaves are permitted to the teaching staff only as under: Service less than 3 months No Summer Vacation. Service more than 3 mon ths, but less than 4 months-14 vacation leaves. Service more than 4 months, but less than 5 months-21 vacation leaves. Service more than 5 months, but less than 6 months-28 vacation leaves. Service more than 6 months and onwards 42 vacation leaves. Duty Leave: For attending the court cases, court summons, conferences and univer sity meetings, duty leave may be granted to the concerned employee, subject to m aximum limit of 10 leaves. No TA/D.A. shall be granted for attending the univers ity meetings. SPECIAL LEAVE AS FAMILY PLANNING INCENTIVE: 71

In case of tubectomy the female employees are entitled to a Special leave for 14 days as Family Planning Incentive. In case of vasectomy the male employees can get a special leave of 6 days. If any male employee s wife has undergone for fam ily planning operation even then he will get a 7 days leave to take care of his wife. The leave starts from the day of operation. If an employee (including his/ her spouse) undergoes a family planning operation then an incentive in the form of advance increment will also be given. The increment will be given only on the basic salary. This incentive (including leave) is given only when: a) b) The pe rson has got operated in DMC&H. The employee should not have more than 3 Childre n. In case of Male employees the age should not be more than 50 Years. In case of f emale employees the age limit is 45 years. 5.HOUSING ACCOMMODATION: It is only permitted to the nurses, internees, Registrars, MBBS students and P. G. Students. 72

Any other category of employees may be given accommodation depending on the avai lability of accommodation and need of such employee to be present 24 hours in th e campus. Were the Housing accommodation is provided to any employee, he/she sha ll not be entitled to House Rent allowance. No one can construct on improvised a ccommodation on the land of the institution. Provident Fund: The provident fund will is deducted and deposited with the provi dent fund department according to the provisions of the Employees Provident Funds and Miscellaneous Provisions Act 1952 as detailed in Provident Scheme. All of t he employees are enrolled as members of Provident Fund Scheme with the Regional PF Commissioner. Provident Fundable Salary = Basic Salary + D.A. + D.P + Special pay (If any) For Doctors P.F.= basic +D.A. + D.P.+ N.P.A. The employees must nominate the person(s) eligible to receive the PF accumulatio ns. If a member has a family at the time of making nomination, the nomination sh all be in favor of one or more persons belonging to his family. Any nomination m ade in favor of a person not belonging to his family shall be invalid. If at the time of making nomination the employee did not have a family and later on he ac quires a family, the earlier nomination becomes invalid. In the absence of any n omination, the person(s) eligible to receive the PF accumulations will be determ ined as stipulated in the PF Act. 73

The hospital as well as the employee contributes 12 % of the employees provident fundable salary as provident fund. The employee may contribute a higher percenta ge but he could not compel the Hospital to do the same. The accumulations lying to the credit of an employee are: Employees Contribution + Institutions Contribution + Interest 1) The PF accumulati ons can be withdrawn to an employee s credit in following situations: a) Retirement, both normal and voluntary. b) Retirement, due to permanent incapa citation. c) Migration from India for permanent settlement abroad. d) 60 days fr om the date of cessation of service, provided the concerned person does not take up employment in an establishment covered by PF Act. In case of death of a member, the accumulated amount is paid to the nominee(s) i n the proportion specified by the member in his Nomination Form. Incase there is no nomination, the PF Commissioner has the right to distribute the amount among family members as given in the company records or on the production of successi on certificate/ letter of administration to the satisfaction of the PF Commissio ner/ Trustees Gratuity: 74

Gratuity is paid to all employees who have rendered 5 years continues service in the institute subject to the provisions of the Payment of Gratuity Act. However in case of death this condition is not applicable as no minimum qualifying peri od is required. The period of continues service includes any period of service i nterrupted by sickness, accident, leave duly sanctioned with pay, layoff, strike , lockout or cession of work not due to fault of employee. The Training period s hall be excluded from the period of continues service. The Gratuity is payable o n Retirement, Resignation, Termination/dismissal from service, Retrenchment from service, pre mature retirement or death during service. The Gratuity payable to an employee shall be wholly forfeited if the service of such employee has been terminated for his riotous or disorderly conduct or any other act of violence on his part, an offence involving moral turpitude committed by him during the cour se of his employment and an order of termination has been passed on the establis hment of the charge passed in writing. The limitation for claiming the Gratuity by an employee, his legal heirs, nomine e is one year from the date of relieving from the duty by the institute. The payment of Gratuity is made through the account payee cheque at the name of concerned employee Method for calculation of Gratuity: 75

Last Drawn Salary (Basic Pay + D.A. + D.P.) X Total period of service X 15 26 Note: As per the provisions of the Payment of Gratuity Act if the total period o f service after completion of the initial qualifying period, the service is more than 6 months, it shall be calculated as one year and the service is less than 6 Months the same shall not be counted while calculating the Gratuity. The employee must nominate the person(s) eligible to receive the Gratuity in cas e of death. In case of no nomination, the legal heirs will be required to produc e the Succession Certificate duly issued by the Succession Court and according t o the share of Gratuity as mentioned in the Succession Certificate, the gratuity will be paid to the legal heirs of the deceased employee. Holidays All the employees working in the institute shall be entitled for the holidays as decided by the Principal of the Institute/Management from time to time. 6.PAY, ALLOWANCES AND OTHER BENEFITS: 76

An employees compensation package comprises of three broad categories: (a) Monthly emoluments. (b) Annual Increments. (c) Retrial benefits. (d) Medical Compensation Doctors, Lecturers and above get the salary as per U.G.C grade. Th e applicability, amount and mode of payment are as per the grade of an employee. Monthly Emoluments includes the following: 1. Basic Salary as per scale 2. Dearn ess Allowance (DA) as per government rule. 3. HRA @ 15% of Basic Salary (not app licable if accommodation is provided) 4. Fixed Medical Allowance Rs.50/- p.m. 5. Fixed Nursing allowance: 6. For Ward nurses/ Tutors Rs.125/- p.m. 7. For Nurses Rs.85/- p.m. 8. Uniform Allowance (if applicable) 9. Rs.50/- p.m. for full 10. Rs.20/- p.m. for overall 11. Non Practicing Allowance (NPA) @ 25% of Basic Salary subject to condition that Basic Pay plus NPA shall not exceed Rs.25500/- per month. NPA is allowed only to the Medical Teacher (Lecturers & above) who is not allowed Priva te Practice and or any kind of share. 77

12. Incentive for promoting the small Family Norms:- The rate of Family Planning Incentive would be equal to the amount of the next increment due to at the time of grant of incentive and will remain fixed during the entire service. 13. Two extra increments shall be allowed to a B.Sc. Staff Nurse. 14. Conveyance Allowan ce (if applicable) 15. Cycle Allowance Rs.35/- (applicable for peons only). 16. Rural Area Allowance: 6% of Basic Salary. 17. Discrepancy allowance. 7.HOSTEL ACCOMODATION: (1) Any doctor (Sr. Resident, P.G., Non P.G. and Interns) can apply and get the paid hostel accommodation subject to the availability of the room. (2) For B.Sc. & GNM students there is hostel facility of 65 room (3) For nurses there are 25 rooms. There is extra provision of Mess, TV Room, Guest Room ACCOMMODATION IN FLATS: (1) 30 Flats are provided for faculty members of DMC& H as well as College of Nu rsing. (2) The rent will be 20 % of basic pay subject to minimum of Rs.2000/- P. M. GUEST HOUSE FACILITY: 78

(1) Hospital provides guesthouse for VIP s, examiners, outside faculty, auditors etc. (2) There are 4 rooms with one kitchen and common TV room. 8.TELEPHONE FACILITY: DMC&H has 8 Lines Exchange. All of the departments are int erconnected through the exchange of 400 lines. The Hospital also has an internal paging system with approximately 300 pagers. There are 30 external direct numbe rs in the hospital. A free number is provided near Care Ambulance. It is meant f or local calls and can be used by doctors, nurses or any other employee in the h ospital. Important Numbers for DMC are: Direct Emergency Line 2304249 Ambulence-9815555100 DMC Exchange-2304242, 2304232 to 238,264 to 267 Fax- 0161-2302620 Email dmchldh @glide.net.in Website www.dmch.edu VARIOUS ALLOWANCES GIVEN TO EMPLOYEES 79

HOUSE RENT ALLOWANCE House Rent allowance is allowed to the employees @ 15% of t he basic pay. The doctors who are getting the share are not entitled for House R ent Allowance. However the House Rent allowance is allowed to non-practicing doc tors. The doctors and nurses who are provided with free accommodation are not en titled for House Rent allowance. UNIFORM ALLOWANCE All class IV permanent employees are authorized for the unifor m allowance payable along with monthly pay. All receptionists, social guide, sec urity guards and cashiers having public dealing, are paid uniform allowance mont hly. All Nursing Staff/ward boys/Lady ward attendants/Security Guards are given prescribed uniform by the institution, which is worn by them on duty. TRAVELING ALLOWANCE TA/DA is admissible as per policy laid down in the travel ru les. it is paid generally to the employees who perform mobile jobs such as purch asing etc. DAILY ALLOWANCE Employees while traveling for hospitals business are entitled to Daily Allowance and other reimbursements (except in the case of doctors) as per the policy. EMPLOYEE DEVELOPMENT ACTIVITIES CARRIED OUT IN THE INSTITUTION 80

Training and development: Internal Training Programmes: Various departments to hone the skills of employees to enable them to perform be tter in their jobs conduct regular training programs. External Training Programmes: The objective of nominating employees to external training programmes is to whet specialized skills and knowledge when such skills and knowledge cannot be impar ted through in-house programmes, but are required by the jobholder currently or in future. To maximize the benefit of such exposure, after attending the program mes employees are supposed to submit a report to his head with a copy to HRD. Self Study Scheme: This scheme is aimed at enabling our employees to enhance their knowledge, compe tence and skill so as to perform their roles more effectively. This is applicabl e to those who have put five years of service in this hospital. Performance Appraisal: 81

In todays competitive environment it is essential to harness individual aspiratio n and potential and gear them suitably to meet business objective. To make this happen both the parties i.e. the employee and the organization would like to kno w how the employees have been performing and his potential for growth. The objec tives of performance appraisal system are: (1) To be developmental in nation whe re individual grow with the organization. (2) To integrate individual performanc e and contributions to larger organizational goals and needs. (3) To open greate r communication between superior and subordinates. (4) To ensure a realistic lin k between performance, recognition and reward. (5) To provide core data for HRD (6) To encourage innovativeness through unique contributions. (7) To focus on em ployee contributions and not on activities. APPRAISAL CYCLE: The appraisal is floated on the completion / renewal of probati on. The appraisal is asked for at the time of : (1) Placing the employee on regular grade after probation (2) Extension of term appointment / renewal of contract. ( 3) Due for Conformation (4) Due for Promotion (5) Revival of increment 82

CONCLUSION 83

CONCLUSION At Dayanand Medical College & Hospital, there is adequate to machinery to see th e equal opportunity for each employee, avail the welfare facilities. The human r esource department consists of Manager, human relation and employee relation and Sr. personnel manager who take good care of the administration of the welfare t o the employees. They take time to listen to the grievances of the employees, ch eck if theyre provided with the good working conditions. The personal problems if any of the workers are also looked upon personally by the Manager HR&ER and a s erious effort is made to solve the problem. Though recently started HR Departmen t, with a good teamwork it has proved its efficiency and become an inevitable pa rt of the organization. 84

SUGGESTIONS 85

SUGGESTIONS It is to be acknowledged that the management of DMC&H takes pain to cater the we lfare of the employees. However, I wish to suggest a few measures that would mak e the employees happier. Crches: The female workers showed dissatisfaction on not having crches in the hosp ital or vicinity of the hospital. As they feel that they really find it difficul t to leave their small kids when they are out for work. Though the institution i s not bound to provide this facility to the employees, but I would recommend int roducing such facility. As workers are ready to pay nominal charges for this so it must be put into action. Job rotation: Studies have revealed that Head Of Departments of sanitary etc fee l that there must be a regular job rotation because having employed same worker at same job for many years creates a bit of problem to them. This would also hel p in maintaining an interest among the workers, as they would not get fed up of doing same work. Workers participation in management: This is a new concept in management that st ates that workers should also get a chance to participate if not in major but so me of the issues related to them. After interviewing workers I have concluded th at workers feel that some of their problems 86

remain unsolved as those are not conveyed to management and are left behind with the middlemen. Hence there must be some provision to introduce this concept in the institution. This will definitely help in creating healthy relation between both the parties. Awareness programmes: The management could organize awareness programmes about welfare activities and how to benefit from it. This will help in making workers realize that they get b est of activities in their institution. Motivation: Though each person at managerial level as well as supervisory level is doing best to motivate workers but workers if get a credit of doing some work feel that their effort has been realised. So I feel that certain programs such as giving titles to the workers for Best Employee of the Month should also be do ne. Security department Security department should be under DMC management. All the facilities provided to various departments should provide to them also. 87

QUESTIONNARE NAME_______________ DEIGNATION______________________ DEPARTMENT______________ Q.NO. 1 Are you satisfied with emoluments provided to you? o YES o NO ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Q.NO.2 Are you satisfied with various allowances given to you by the hospital? o YES o NO -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Q.NO.3 Are you satisfied with the increment policy? o YES o NO ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------88

Q.NO. 4 Are you satisfied with the medical facilities? o YES o NO ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Q.NO 5 Are you satisfied with the promotion policy (please mention reason)? o YE S NO -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Q.NO 6 Are you satisfied with the pattern of leaves? o YES o NO ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------89

Q.NO.7 Is management considering your participation? o YES NO ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------o Q.NO.8 Are your suggestions a re given due consideration? o YES o NO ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Q.NO. 9 Do you want any change in the policies related to employee welfare? o YE S o NO -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------90

Q.NO. 10 Do you want to add any policy to the existing policies related to emplo yee welfare? o YES o NO ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------SIGNATURE_______ ____ 91

BIBLIOGRAPHY 92

BIBLIOGRAPHY 1. Goel, Pratibha Labour Welfare And Job Satisfaction 2.Kothari, C.R. Research Methodology, Methods And Techniques. New Delhi: Vishwas Prakashan, 3.Service Rules Dayanand Medical College And Hospital, Ludhiana 93

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