Shamsu MBA 9747666274

1.
INTRODUCTION
An organisation is nothing without human resource. It is said that people can be the
biggest asset to the organisation. And no doubt, a well satisfied employee with the well
provided welfare measures will be the most valuable asset a company can have.
Labor welfare aims at providing such service facilities and amenities which
enable the workers employed in industrial factories to perform their work in healthy and
original surroundings, conducive to good health and high morale. Labor welfare measures
include such service facilities and amenities as adequate canteen facilities, rest and
recreational facilities.
The objectives of welfare activities are partly humanistic to enable the worker
to enjoy a fuller and richer life. Labor welfare is a vital part of business organisation and
management. It increases the productivity as well as productive efficiency of the employees
and develops in them a new spirit of self realization and consciousness. It is a desirable state
of existence involving physical, mental, moral and emotional wellbeing. All this four
elements together constitute the structure of welfare on which its totality is based.
In this modern business scenario welfare activities are very important for any
firm to keep their employees productive. So this study was done to measure the satisfaction
level of employees with reference to welfare measures provided in the organization. And
organisation selected for the study is KORAMBAYIL Hospital.
1.2 SCOPE OF THE STUDY
The scope of the study includes various factors that comes under employee
welfare and employee satisfaction. Employee welfare follows all extra mural and intra mural welfare
activities as statutory and non statutory welfare measures under taken by employer , government
and trade unions ,etc… however scope of the study is to identify the satisfaction level of the
employees, and also to find whether any dissatisfaction arising among employees with regard to
welfare measures.
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1.3 OBJECTIVE OF THE SYUDY
Primary objectives:
1. To know the satisfaction of employee in relation to labor welfare

2. Identify those welfare facilities provided by the organisation like canteen, rest room,
recreational facilities and its effect on employee satisfaction.
3. To understand the efficiency of welfare measures existing in the organisation.
Secondary objective:
1. To understand whether the employees are satisfied with the existing facilities provided
by the organisation
2. To understand the employee employer relationship whether healthy or not.
3. To understand the inter personal relationship between the management and the
employees in the organisation.
1.4RESEARCH METHODOLOGY
Research methodology is the description, explanation and justification of

various methods of conducting research. This area deals with the research design, sources of
data collection, sampling design, hypothesis, and statistical tools used for the data analysis
and interpretation.
Research design
A researcher should think about the way in which he should proceed in

attaining his objective in his research work. He has to make a plan of action before starting
the research. This plan of study of a researcher is called the research design. Descriptive
research design is used for this study. Descriptive research design is used to those studies
which are concerned with characteristics of a particular individual or a group
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Sources of data collection
Both primary and secondary data have been used for the study.
Primary data
Primary data are those which are collected for the first time which is original in
character. They are collected directly and are reliable. The primary data was collected
through a well structured questionnaire.
Secondary data
Secondary data is those which have already been collected by someone else.
Secondary data has been collected from company records, text books, websites etc.
Population of the study
Population means aggregates of all units possessing certain specified

characteristics on which the sample seeks to draw inferences. The population consists of all
the employees currently working at KORAMBAYIL Hospital,Manjer
Sample design
A sample design is a definite plan for obtaining a sample from a given

population. It refers to the technique or the procedure the researcher would adopt in selecting
items for sample.
Sample size: from the total 205 employees in the organisation. The sample size is 54.it
calculate as follows by using the statistical formula.
n = Z2×P×Q×Ne2×N-1+Z2×P×Q
Where: - n = minimum sample size required
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N =Sample frame
P% = the proportion of respondents belonging to the

specific category
Q% = the proportion of respondents not belonging to the

specific category
Z = the value corresponding to the level of confidence

required
E = Error value
Employee Total work force Number of samples
A 87 23
B 55 14
C 21 6
D 26 7
E 16 4
SAMPLING METHOD
Stratified sampling is used is used for sampling. Under this sampling

design the entire population is divided into strata. A stratum means groups or categories.
Here the entire population is divided or sub divided in to group on the basis of homogeneity.
Within each stratum through lottery method each samples are selected.
Pilot study
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An initial study is conducted in the organization in order to understand the
situations in the organization and to check whether the problem taken for the study is really exist in
the organization.
Hypothesis
Hypothesis is considered as the most important instrument in research. A

hypothesis is an assumption or some assumption to be proved or disapproved.
Hypothesis can also be divided as (1) Null Hypothesis or (2) Alternative Hypothesis.
Null Hypothesis: is a statement that no difference exists between a population parameter and
a sample statistic
Alternative Hypothesis: When the null hypothesis is rejected, then, we are accepting the
alternative hypothesis. The alternative hypothesis is the logical opposite of the null
hypothesis.
In this study
Null hypothesis : employee satisfaction is independent on welfare measures.
Alternative hypothesis : employee satisfaction is dependent on

welfare measures.
Statistical tool used
Chi-square test is used for the study. Chi-square test is one of the important
tests developed to test hypothesis. It is a non parametric test. It is frequently used for testing
hypothesis concerning the difference between a set of observed frequencies of a sample and
corresponding set of expected or theoretical frequencies.
X2 = ∑ (O– E) 2 / E
Where O = observed frequencies,
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E = expected frequencies,
Degree of freedom (v) = n-k
n = number of frequency classes
k = number of independent constraints.
For a contingency table with ‘r’ number of rows and ‘c’ number of columns the degree of
freedom is , V= (r-1) (c-1)
The following steps are required to determine the value of the chi-square test.
1. Calculate the expected frequencies
2. Take the difference between observed and expected frequencies.
3. Obtain the square of the difference.
4. Divide (O- E) 2 with the expected frequency.
5. Obtain ∑ (O– E) 2 / E
The calculated value of x2 is compared with the table value of x2 for a given
degree of freedom at a certain specified level of significance. If the calculated value is more
than table value, null hypothesis is rejected and accept the alternative hypothesis. If the
calculated value is less than table value, null hypothesis is accepted and alternative
hypothesis is rejected.
The important applications of chi-square test are given below.
• To test the variance of a normal population.
• To test the goodness of fit.
• To test the independence of attributes.
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1.5 LIMITATIONS
• Because of the busy schedule, workers were not able to fill up and return the
questionnaire properly.
• Analysis of data collected from questionnaire is assumed to be accurate as far as the
researcher is concerned, but cannot be guaranteed free from bias.
• Problems in sample design and collection of data may also influence the result of the
report
• The employee’s responses are subjective in nature.
• The reliability of the study depends on the information provided by the respondents.
2.1INDUSTRY PROFILE
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Healthcare is an important sector so as to attain a healthy productive
population. Now major initiatives are undertaking in the health sector by the government to
increase public spending on health and to translate the objective of providing effective,
affordable, and accessible healthcare facilities to the people. The healthcare sector in India
has been growing at an enormous pace. During 2002, India's health care industry contributed
5 per cent to the GDP and employed approximately 4 million people. By 2012, this industry
is projected to contribute 8.5 per cent of GDP.
A hospital is an institution for health care providing treatment by specialized

staff and equipment, and often but not always providing for longer-term patient stays.
Today, hospitals are usually funded by the state, health organizations (for profit or non-
profit), health insurances or charities, including direct charitable donations. In history,
however, they were often founded and funded by religious orders or charitable individuals
and leaders. Similarly, modern-day hospitals are largely staffed by professional physicians,
surgeons and nurses, whereas in history, this work was usually done by the founding
religious orders or by volunteers.
TYPES
Some patients in a hospital come just for diagnosis and/or therapy and then
leave ('outpatients'); while others are 'admitted' and stay overnight or for several weeks or
months ('inpatients'). Hospitals are usually distinguished from other types of medical
facilities by their ability to admit and care for inpatients
General
The best-known type of hospital is the general hospital, which is set up to deal
with many kinds of disease and injury, and typically has an emergency ward to deal with
immediate threats to health and the capacity to dispatch emergency medical services. A
general hospital is typically the major health care facility in its region, with large numbers of
beds for intensive care and long-term care; and specialized facilities for surgery, plastic
surgery, childbirth, bioassay laboratories, and so forth. Larger cities may have many different
hospitals of varying sizes and facilities.
Specialized
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Types of specialized hospitals include trauma centers, rehabilitation
hospitals, children's hospitals, seniors' (geriatric) hospitals, and hospitals for dealing with
specific medical needs such as psychiatric problems, certain disease categories, and so forth.
A hospital may be a single building or a campus. (Many hospitals with pre-

20th-century origins began as one building and evolved into campuses.) Some hospitals are
affiliated with universities for medical research and the training of medical personnel.
Worldwide, most hospitals are run on a non-profit basis by governments or charities. Within
the United States, most hospitals are not-for-profit.
Teaching
A teaching hospital (or university hospital) combines assistance to patients with teaching to
medical students and is often linked to a medical school.
Clinics
A medical facility smaller than a hospital is generally called a clinic, and is often run by a
government agency for health services or a private partnership of physicians (in nations
where private practice is allowed). Clinics generally provide only outpatient services.
INVESTMENTS
The opportunities presented by the healthcare sector have made it a major draw for potential
investors. The healthcare sector attracted US$ 379 million in 2006 - 6.3 per cent of the total
private equity (PE) investment of US$ 5.93 billion. The PE deals that the sector attracted in
2006 were as large as inputs into the automotive sector.
• Medical care services provider Apollo Hospitals group will invest about US$
235.69 million in the next 18 months to set up 15 hospitals in tier-II and tier-III
cities in India.
• The Indian government plans to invest US$ 177.22 million across the golden
quadrilateral (GQ) project, to develop nearly 140 trauma care centres on the 6,500
km long north-south and east-west corridors.
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• Competitor Fortis Healthcare Ltd will add 28 hospitals to its 12-hospital chain by
2012.
• George Soros's fund Quantum and BlueRidge bought 10 per cent in Fortis
Healthcare.
• Manipal Health Systems raised over US$ 20 million equity from IDFC Private
Equity Fund.
• Bangalore-based HealthCare Global Enterprises raised over US$ 10 million in
equity from IDFC.
• Metropolis Health Services, a diagnostic chain, raised over US$ 8 million in equity
from ICICI Venture.
• Investment firms Apax Partners, IFC and Trinity Capital have invested over US$
200 million in hospital firms.
HEALTH CARE
Health care facilities and personnel increased substantially between the

early 1950s and early 1980s, but because of fast population growth, the number of licensed
medical practitioners per 10,000 individuals had fallen by the late 1980s to three per 10,000
from the 1981 level of four per 10,000. In 1991 there were approximately ten hospital beds
per 10,000 individuals.
Primary health centers are the cornerstone of the rural health care system.
By 1991, India had about 22,400 primary health centers, 11,200 hospitals, and 27,400
dispensaries. These facilities are part of a tiered health care system that funnels more difficult
cases into urban hospitals while attempting to provide routine medical care to the vast
majority in the countryside. Primary health centers and sub centers rely on trained
paramedics to meet most of their needs.
The main problems affecting the success of primary health centers are
the predominance of clinical and curative concerns over the intended emphasis on preventive
work and the reluctance of staff to work in rural areas. In addition, the integration of health
services with family planning programs often causes the local population to perceive the
primary health centers as hostile to their traditional preference for large families. Therefore,
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primary health centers often play an adversarial role in local efforts to implement national
health policies.
According to data provided in 1989 by the Ministry of Health and

Family Welfare, the total number of civilian hospitals for all states and union territories
combined was 10,157. In 1991 there was a total of 811,000 hospital and health care facilities
beds. The geographical distribution of hospitals varied according to local socioeconomic
conditions. In India's most populous state, Uttar Pradesh, with a 1991 population of more
than 139 million, there were 735 hospitals as of 1990. In Kerala, with a 1991 population of
29 million occupying an area only one-seventh the size of Uttar Pradesh, there were 2,053
hospitals. In light of the central government's goal of health care for all by 2000, the uneven
distribution of hospitals needs to be reexamined. Private studies of India's total number of
hospitals in the early 1990s were more conservative than official Indian data, estimating that
in 1992 there were 7,300 hospitals. Of this total, nearly 4,000 were owned and managed by
central, state, or local governments.
Another 2,000, owned and managed by charitable trusts, received partial

support from the government, and the remaining 1,300 hospitals, many of which were
relatively small facilities, were owned and managed by the private sector. The use of state-of-
the-art medical equipment, often imported from Western countries, was primarily limited to
urban centers in the early 1990s. A network of regional cancer diagnostic and treatment
facilities was being established in the early 1990s in major hospitals that were part of
government medical colleges. By 1992 twenty-two such centers were in operation. Most of
the 1,300 private hospitals lacked sophisticated medical facilities, although in 1992
approximately 12 percent possessed state-of-the-art equipment for diagnosis and treatment of
all major diseases, including cancer. The fast pace of development of the private medical
sector and the burgeoning middle class in the 1990s have led to the emergence of the new
concept in India of establishing hospitals and health care facilities on a for-profit basis.
By the late 1980s, there were approximately 128 medical colleges--

roughly three times more than in 1950. These medical colleges in 1987 accepted a combined
annual class of 14,166 students. Data for 1987 show that there were 320,000 registered
medical practitioners and 219,300 registered nurses. Various studies have shown that in both
urban and rural areas people preferred to pay and seek the more sophisticated services
provided by private physicians rather than use free treatment at public health centers.
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HEALTH CARE IN INDIA
Indigenous or traditional medical practitioners continue to practice

throughout the country. The two main forms of traditional medicine practiced are the
ayurvedic (meaning science of life) system, which deals with causes, symptoms, diagnoses,
and treatment based on all aspects of well-being (mental, physical, and spiritual), and the
unani (so-called Galenic medicine) herbal medical practice. A vaidya is a practitioner of the
ayurvedic tradition, and a hakim (Arabic for a Muslim physician) is a practitioner of the
unani tradition. These professions are frequently hereditary. A variety of institutions offer
training in indigenous medical practice. Only in the late 1970s did official health policy refer
to any form of integration between Western-oriented medical personnel and indigenous
medical practitioners. In the early 1990s, there were ninety-eight ayurvedic colleges and
seventeen unani colleges operating in both the governmental and nongovernmental sectors.
. India has achieved impressive demographic transition owing to the decline of crude birth
rate, crude death rate, total fertility rate and infant mortality rate.
• The rural primary public health Infrastructure has recorded an impressive development
during the last 50 years of independence. The network consists of 1,45,000 sub-centers,
23,109 primary health centers and 3222 community health centers, catering to a
population of 5000, 30,000 and 1,00,000 respectively (and 3000, 20,000 and 80,000
population in tribal and desert areas).
• The government is committed to rise public spending on health from the current 0.9
percent to 2-3 percent of GDP over the next five years with focus on primary healthcare.
In line with this objective, the plan allocation for 2005-2006 was US$ 630.35 million. A
further step is visualized in the allocation budgeted for 2006-2007 at US$ 721.38 million.
• There are about 200 recognized medical colleges spread throughout the country and
approximately 20,000 medical graduates pass out each year. In India, 136 medical
schools admit more than 6,000 postgraduate trainees in their programs. Involvement of
postgraduate physicians in health education is also proving to be quite beneficial.
• In the last five years, the number of patients visiting India for medical treatment has risen
from 10,000 to about 120,000. With an annual growth rate of 30 percent, India is already
inching closer to Singapore, an established medical care hub that attracts 150,000 medical
tourists a year. Hospitals in India can conduct the latest medical procedures at very low
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costs. An estimated 100,000 "Medical Tourists" visited India last year, representing a 20
per cent jump over the previous year. More and more
• people have started traveling to India for Medical Treatment and Medical Tourism is
finally coming of age.
• The Department (AYUSH) was established as Department of Indian Systems of
Medicines and Homoeopathy (ISM & H) in Ministry of Health & Family Welfare in
March 1995 and was renamed as Department of AYUSH in Novembers 2003. The term
AYUSH covers Ayurveda, Yoga & Naturopathy, Unani, Siddha and Homeopathy. These
systems were originated in India but have gained wide acceptance in other parts of the
world.
MEDICAL TOURISM
Medical Tourism in India is a budding concept whereby people from all over
the world can visit the country for their medicinal and relaxation requirements. The reason
for India being a favorable destination is because of its excellent health infrastructure and
technology. Most common treatments are heart surgery, organ transplants, eye surgery, knee
transplant, cosmetic surgery and dental care.
India is also catching up as a popular medical tourism destination for its low-cost
but world-class medical treatment. For example, according to a news in Financial times (in
April) Madras Medical Mission, a Chennai- based hospital, successfully conducted a
complex heart operation on an 87-year-old American patient at a reported cost of $8,000
(€7,000, £4,850) including the cost of his airfare and a month's stay in hospital. The patient
claimed that a less complex operation in America had earlier cost him $40,000.
The Indian healthcare market according to industry sources is reporting to be growing at over
30% annually. A recent McKinsey study on healthcare says medical tourism alone can
contribute Rs. 5,000 - Rs. 10,000 crore (Rs. 50-100 billion) additional revenue for up market
tertiary hospitals by 2012, and will account for 3-5% of the total healthcare delivery market.
The Ministry of Tourism has taken several initiatives, in partnership with the private sector,
to promote India as a destination for medical tourism to foreign tourists and make it a global
health destination. The Ministry is also considering setting up of a National Accreditation
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Board for Hospitals.Measures for rationalizing the flow of tourist traffic have already been
taken. Government has decided that there should be a fast track clearance for the medical
patients at the airport.
RESEARCH AND DEVELOPMENT
There are a number of autonomous institutions under the Ministry of Health

and Family Welfare, which conduct research in various specific areas. Main institutions
involved are:
• Indian Council Of Medical Research (ICMR)

• Indian Medical Association (IMA)
• Central Drug Research Institute (CDRI)
The Path Ahead
The future stance for the sector outlined as
• The industry is expected to grow at 15% p.a. to $60 billion by 2010.

• Medical tourism is expected to become a $2 billion industry by 2010.
• Significant growth in healthcare BPO: Expected to become a $4.5 billion industry
by 2008.
The tenth five-year plan focuses on the following:
• Fully operationalize the structural and functional health sector reforms.

• Improve efficiency of the existing health care system - in government, private and
voluntary sectors.
• Improve quality of care at all levels.
• Develop efficient logistics of supplies of drugs and diagnostics and promote
rational use of drugs.
• Explore alternative systems of health care financing so that essential health care is
available at affordable costs.
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2.2COMPANY PROFILE
KORAMBAYIL Hospital &Diagnostic Centre (P) LTD, located at
Manjeri, the commercial capital of Malappuram district, is a 225 bedded multi specialty
hospital, which has an outstanding reputation for providing the highest quality patient care
and innovative treatment at affordable cost. It has been serving the people of Malappuram
district since and beyond its inception in 1972.
In the early seventies Malappuram District has just been formed and
was struggling to its feets. There wasn't any private hospital around, save a few clinics of
private doctors attached to theirs residence. For expert care the general public had to go to
Calicut or Thrissur. With the Gulf boom in the seventies the people of this region could
afford private health care and looked for an institution at hand which could provide it. It was
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this back drop and our founder Janab Korambayil Ahammed Haji's far sighted vision and
social commitment that made the birth of this hospital possible. And In the early eighties his
son Dr.Mohammed Ali took charge of the hospital. Under his dynamic leadership and
futuristic planning, the hospital grew in leaps and bounds and has become today a leading
center of medical care in Malappuram District.
Korambayil Mohammed Haji Memorial Hospital, Manjery widely known

as KORAMBAYIL HOSPITALS was founded in 1972 by Janab Korambayil Ahammed Haji.
The hospital underwent rapid changes after its insception and in the year 1993 Korambayil
Hospital and Diagnostic Centre (P)Ltd. was commissioned. Korambayil hospital is the oldest
hospital in Private sector in Malappuram District. Now it is a 225 bedded Multi speciality
Hospital which provides the best available medical care and services at an affordable price
with a school of Nursing attached to it.
Keeping the primary motto “Excellence through Advancements in mind,

we have unleashed a technological wave, to bring in the latest and the best technology and
infrastructure that is comparable with that of international standards in the field of Urology,
Gynecology and Blood bank. Today we have the best of minds and machines, inner strength
and infra structure, services and standards. We are always striving for excellence in our
sphere of activities, touching lives and leading the way. We have award winning faculties and
efficient support staff who work as a team, share like a family and care for everyone.
School of nursing
The school of Nursing run by the “K.M.H Memorial Trust” Manjeri and
attached to Korambayil Hospital & Diagnostic Centre (P), Ltd , Manjeri was first started in
the year 1985 with an intake capacity of ten girl students, Permissive sanction to star the
school was accorded as per order No. J. 1853/84 dated 03/12/1984 of the Kerala Nurses and
Midwives Council,Trivandrum.
This was the first recognized Nursing School in Malappuram District during the year 1985.
The present intake capacity of the school is 25 students every year.
The school enjoys recognition of the Indian Nursing Council also.Vide 18/16/1457 INC dated
04/03/2005.
The Nursing School which is housed in a multistoreyed elegant building in the closes
proximity of the “ Korambayil Hospital & Diagnostic Centre (P) , Ltd., Manjeri is situated on
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the left side of the Manjeri Pandikkad Road approximately 2Kms away from the central
bazaar.
The period of training is three and half years starting from 1st October every year. On
successful completion of the training course the students are awarded “ Diploma in Nursing
and Midwifery “.
Girl students who have passed +2 with a minimum of 45% marks in Science , Physics and
Biology , who are between the age of 17 and 27 years are eligible for admission to the
training course , if other condition are satisfied.
Poor students are given admission to the training course without levying fees and they are
provided reading materials free of cost. They are given free accommodation and food also.
Scholarships are awarded to brilliant students.
Laboratory Facilities
In the first instance the students are given sufficient coching to gain practical
experience in the following laboratories of the school after which they are deputed to the
hospital for further clinical experience.
1. Fundamental of Nursing Laboratory
2. Community Nursing Laboratory
3. Nutrition Laboratory
4. Anatomy and Physiology Laboratory
5. Computer Laboratory
DEPARTMENTS :-
• CARDIOLOGY
• NEUROLOGY
• NEPHROLOGY
• UROLOGY
• GENERAL MEDICINE
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• GENERAL & LAPAROSCOPIC SURGERY
• ANAESTHESIOLOGY & CRITICAL CARE
• PAEDIATRICS
• E.N.T
• ONCOLOGY
• ORTHOPAEDICS
• PSYCHIATRY
• OPHTHALMOLOGY
• DERMATOLOGY & STD
• GYNAECOLOGY & OBSTETRICS
• INFERTILITY CLINIC
• RADIOLOGY
• PATHOLOGY & LABORATORY MEDICINE
• EMERGENCY SERVICES & TRAUMA CARE
• PULMONARY MEDICIN
FACILITIES:-
High-Tech Intensive Care Unit
M R I Scanner
Ventilator (Adults And Paed)
Modern Monitoring Equipment With Multiple
Parameters
Central Monitoring Facilities
Whole Body C T Scanner
Color Doppler
Echocardiogram
Foetal Doppler
Computerised Impedance Audiogram
Treadmill
Haemo Dialysis
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Computerised Pulmonary Function Test System
Allergy Testing And &Desensitization
Nero Electro Physiology Lab
Oral And Maxillo Facial Surgery
Orthognathic And Reconstructive Surgery
Photo Therapy
Incubator
C-Arm
Arthroscopic Instrumentation (Ackermann,Germany)
Karlzeiss Microscope
Video Endoscopy(Urology,Ent)
Uretheroscope
Uretherocystoscope
T U E P Set
TURBT
TURP
URS
Lithoclast
Laproscopic Surgery(General, Urology & Gynacology Departments)
Full Automated Bio-Chemistry Analyser
Full Automated Chemiluminuscence
Assay For Hormones
Cell Counter For Cbc
Elisa Reader
Semi Automated Biochemistry Analyser
Ion Selective Electrolyte Analyser
Coagulometer Semen Quality Anlyser
Swa Ii Blood Gas Analyser
Urine Dry Chemistry Analyser
Leica Microtome Leica Microscope(Dmls)
Mobile Mortury Unit
EMPLOYEES
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Total strength of the employees conducted among them survey is 205.they are
from various departments like office, lab, x-ray, pharmacy, CT scan, reception, purchase
department .etc.
FACILITIES AND INCENTIVES AVAILABLE TO THE EMPLOYEES
Extra work payments: Pays extra wages for over time.
Salary advance facility: When employees meet unexpected money requirements,
This facility will assist them
Leave facility: Includes annual leave and casual leave facilities.
Provident fund : both employee and employer have a fixed rate of
contribution in the Provident Fund.
Canteen facility: Tea is provided at morning and evening by free of cost,
employees get 30% reduction on meals and other canteen foods.
Uniforms and health care equipments: uniforms and other self protection
equipments like masks to make them safe from serious infections
and diseases, are given to every one.
Bonuses and festival allowances: during festivals employees get bonus rate of one
month salary twice in a year.
Maternity benefits: women employees are get maternity benefits at the rate of three
month salary.
Labour welfare scheme: each employee will invest Rs 20 in every month, same amount
from the part of employer ,to the welfare fund to help the
employees who in need.
Working days and holly days: includes annual leave and casual leave facilities.
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The company is not yet involved in some of the social security measures like ESI, and
pension schemes, because it is a hospital run by private sector, employees will get needed
health care from the hospital itself.
0rganisational chart
Managing Director
General Manager
Administrative Officer
Office Maintenanc House Para Nursing

Staff e Keeping Medical Superintend
All Nurses
All Nurses
Attenders
Drivers Cleaners Laundries
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3.1 LITERATURE RIVIEW
INTRODUCTION
Industrial progress of a country depends upon its committed labor

force. In this regards the importance of labor welfare was recognized as early as 1931, when
the Royal Commission on Labor stated that the benefits which go under this nomenclature
are of great importance to the worker who is unable to secure by himself. Thus the term
welfare suggests many ideas, meanings and connotations, such as the state of well being,
health, happiness, prosperity and the development of human being. The employee welfare
activities may be regarded as the wise investment which should and usually does bring
profitable return in the form of greater efficiency.
CONCEPT OF LABOR WELFARE
The concept of labor welfare is flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, and the political ideologies
prevailing at a particular time. It also varied according to age group, sex, socio cultural back
ground, marital, economic and educational level of workers. There for the concept can not be
defined very precisely. Although effort have been made by the experts, each in his own way.
Some of them are given below.
“Any thing done for the intellectual, physical, moral, and economic betterment of the
workers, whether by employer, by government or by other agencies, over and above what is
laid down by law or what is normally expected of the contractual benefits for which workers
may have bargained”
According to the committee on labor welfare, welfare service means that:
“Such services facilities and amenities as adequate canteen, rest room, recreational
facilities, sanitary and medical facilities, arrangements for travel to and from place of work,
and for the accommodation of workers employed at distance from their homes; such other
services, amenities and facilities, including social security measures, as contribute to the
conditions under which workers are employed”
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According to the Encyclopedia of Social Science labor welfare means that:
“The voluntary efforts of the employers to establish, within the existing industrial
system, working and some times, living and cultural conditions of the employees beyond
what is required by law, the custom of the country and the conditions of the market.”
FEATURES OF LABOUR WELFARE
The given definitions indicate that labour welfare has been used in a
‘wide’ as well as ‘narrow’ sense. in the broader sense; it includes not only the minimum
standard of hygiene and safety laid down in general labour legislation, but also such aspects
of working life as social insurance schemes, measures for the women and young workers,
limitations of hours of work, paid leaves, etc. In the narrow sense, in addition to general
physical working conditions is mainly concerned with the day to day problems of the
workers, and the social relationship at the place of the work.
On the basis of various definitions, the basic characteristics of labour

welfare may be noted as:
1. It is the activity which is usually undertaken within the premises or in the vicinity of the
undertakings for the benefit of the employees and the members of their families
2. The welfare activity generally includes those items of welfare which are over and above
what is provided by statutory provisions or required by the custom of the industry or what
the employees expect as a result of a contract of service from the employers.
3. The purpose of providing welfare amenities is the development of the whole personality
of the worker-his social, psychological, economic, moral, cultural and intellectual
development to make him a good worker, a good citizens and a good member of the
family.
4. Employee welfare is a very broad term, covering social security and such other activities
as medical aid, canteen, recreation, housing adult education, arrangement for the transport
of labour to and from the work place.
23
TYPES OF EMPLOYEE WELFARE MEASURES
The meaning of labour welfare may be made clearer by listing the

activities and facilities which are referred to as welfare measures. Welfare measures are
divided in to tow. They are:
1. Welfare measures inside the work place.

2. Welfare measures out side the work place.
Each of them includes several activities; this study is highly concentrated on the welfare
activities in side and out side the organisation. Some of them listing below.
Welfare measures inside the work place:
Welfare measures inside the work place includes,

a. Conditions of the work environment
b. Conveniences
c. Workers health services
d. Women and chills welfare
e. Workers recreation
f. Employment follow-up
g. Economic services
h. Labor management participation
i. Workers education
Welfare measures outside the work place:
Welfare measures outside the work place includes,
a. Housing facilities
b. Water, sanitation, waste disposal.
c. Roads, lighting, etc.
d. Bank
e. Transport
f. Consumer and credit societies, etc.
24
Welfare measures can be also categorized as follows:
1. Intra - mutual facilities
2. Extra- mutual facilities
INTRA- MUTUAL FACILITIES: It consists of facilities provided within the

organizations, and includes medical facilities, compensation for accidents, supply of drinking
water, washing and bathroom facility, safety measures, activities of improving conditions of
employment, etc.
EXTRA – MUTUAL FACILITIES: It covers the services and facilities provided out
side of the organisation such as housing accommodation, indoor and out door recreational
facilities, amusement and sports, educational facilities for adults and children, etc.
STATUTORY AND NON –STATUTORY WELFARE MEASURES:

Welfare measures may also be classified as statutory and non statutory measures
Statutory provisions: These are mandated by the Factories Act, 1948; The Mines Act,
1958; The Plantation Act, 1951; and some other acts. Of all these, the Factories Act is more
significant and hence is explained here.
The Factories Act: The Act was first conceived in 1881 when legislation was enacted to
protect children and to provide health and safety measures. Later, hours of the work were
sought to be regulated and were, there for, incorporated in the Act in 1911. The act was
amended and enlarged in 1934. A more comprehensive legislation to regulate working
conditions replaced the Act in 1948.
Non –statutory benefits: This is also called voluntary benefits, include loans for house
building, education of children, leave travel concession, fair price shops, and other incentives.
25
DIMENSIONS OF EMPLOYEE SATISFACTION
1. Initial preparation of the employee for the job.
2. Ongoing training opportunity.
3. The nature of the work performed
4. Role ambiguity.
5. Stress
6. Working conditions.
7. Work load.
WORKING ENVIRONMENT
Table: 4.1
OPTIONS NO OF RESPONDENTS PERCENTAGE
STRONGLY AGREE 21 39%
26
AGREE 22 41%
NEUTRAL 5 9%
DISAGREE 6 11%
STRONGLY DISAGREE 0 0
TOTAL 54 100
Chart No: 4.1
Interpretation:
The above table and adjoining pie-chart shows that out of the 54 respondents,
22(41%) respondents agree that they satisfied with the working environment in
the hospital. Among them(39%)21 respondents strongly agree with the
statement.5(9%) respondents rate that is average and 6(11%) respondents
disagree that the working environment of the hospital is not good and non of
them strongly disagree with the statement.
FESTIVAL GRANTS:
Table: 4.2
AGREE 30 56%
NEUTRAL 6 11%
DISAGREE 4 7%
TOTAL 54 100
Chart No: 4.2
Interpretation:
In the above table and adjoining pie-chart shows that the festival grants , out of
54 respondents, 30 (56%) respondents agree that they satisfied with the festival
27
grants provided by the hospital ,among them 14(26%) strongly agree with the
statement. 6(11%) respondents rate that it is average. 4 (7%) respondents
disagree with the statement and none of them strongly disagree.
SAFETY MECHANISM
Table: 4.3
AGREE 21 39%
NEUTRAL 11 20%
DISAGREE 7 13%
TOTAL 54 100
Chart No: 4.3
Interpretation
The above table and adjoining pie-chart shows that among out of 54 respondents
15 (28%) respondents strongly agree that the safety mechanism provided by the
hospital is good, 21(39%) respondents agree with the statement and 11(20%)
respondents responded that safety mechanism provided by the hospital is
moderate and 7(13%) respondents disagree and none of them strongly disagree
with the safety mechanism provided by the hospital.
SALARY AND WAGES
Table:4.4
AGREE 18 33%
NEUTRAL 11 20 %
DISAGREE 9 17%
28
STRONGLY DISAGREE 2 4%
TOTAL 54 100
Chart No: 4.4
Interpretation
18(33%) respondents agree that they a satisfied with the salary and wages
provided by the hospital. (26%) 14 respondents strongly agree with the
statement and 11(20%) respondent responded that the salary and wages
provided by the hospital is moderate, 9(17%) of them disagree and remaining
2(4%) strongly disagree with the statement.
CAREER OPPORTUNITY:
Table: 4.5
AGREE 21 39 %
NEUTRAL 7 13%
DISAGREE 4 7%
TOTAL 54 100
Chart No: 4.5
Interpretation
20(37%) respondents strongly agree that they are satisfied with the career
opportunity provided by the hospital. 21(39%) respondents agree with the
statement,7(13%)respondents are neutral and 4(7%) respondents disagree with
the career opportunity provided by the hospital. And remaining 2(4%) strongly
disagree .
29
EXTRA WAGES FOR OVER TIME
Table: 4.6
STRONGLY AGREE 18 33 %
AGREE 27 50 %
NEUTRAL 1 2%
DISAGREE 7 13 %
TOTAL 54 100
Chart No: 4.6
Interpretation
The above table and adjoining pie-chart shows that opinion regarding the extra
wages for over time out of 54 respondents 27 (50%) respondents agree that the
extra wages for over time provided by the hospital is satisfactory,
18(33%)respondents strongly agree with the statement and 1(2%) respondents
responded that extra wages for over time provided by the hospital is moderate
and 7(13%) respondents disagree and 1(2%)respondents strongly disagree with
the extra wages for over time provided by the hospital.
CANTEEEN FACILITIES
Table :4.7
AGREE 32 59%
NEUTRAL 2 4%
DISAGREE 3 6 %
30
TOTAL 54 100
Chart No: 4.7
Interpretation
In the above table and adjoining pie-chart shows that the canteen facilities, out
of 54 respondents, 32 (59%) respondents agree that they are satisfied with the
canteen facility, 17 (31%) of them strongly agreeing. 2 (4%) respondents rate
that it is average. 3 (6%) respondent disagreeing and none of them strongly
disagreeing with the statement.
REST ROOM
Table :4.8
AGREE 23 42%
NEUTRAL 9 17%
DISAGREE 7 13%
TOTAL 54 100
Chart No: 4.8
Interpretation
In the above table and adjoining pie-chart shows that the restroom facility
provided by the hospital, out of 54 respondents, 23(42%) respondents agree that
the restroom facilities provided by the hospital is satisfactory, 14 (26%) strongly
agree with the statement. 9(17%) respondents rate that it is average. 7(13%)
respondents disagree and 1(2%) strongly disagree with the statement.
31
WORKING HOURS
Table :4.9
AGREE 22 41%
NEUTRAL 5 9%
DISAGREE 9 17%
TOTAL 54 100
Chart No: 4.9
Interpretation
The above table and adjoining pie-chart shows that opinion regarding the
working hours that out of 54 respondents 22 (41%) respondents agree that the
working hours provided by the hospital is satisfactory, 18(33%) respondents
strongly agree with the statement and 5 (9%) respondents responded that
working hours provided by the hospital is moderate and 9(17%) respondents
disagree and non of the respondents strongly disagree with the working hours
provided by the hospital.
LEAVE FACILITY
Table: 4.10
AGREE 25 47%
NEUTRAL 12 22%
DISAGREE 5 9%
TOTAL 54 100
Chart No: 4.10
32
Interpretation
12(22%) respondents strongly agree with the leave facilities provided by the
hospital. (47%) 25 respondents agree with the statement, 12 (22%) rate it is
moderate, 5(9%) responded disagree with the leave facilities provided by the
hospital, and none of them are strongly disagree with the statement.
INTER PERSONAL RELATIONS OF EMPLOYEES

Table: 4.11
AGREE 22 41%
NEUTRAL 10 18 %
DISAGREE 7 13%
TOTAL 54 100
Chart No: 4.11
Interpretation
15(28%) respondents strongly agree that the inter personal relationship with in
the hospital is satisfactory. (41%) 22 respondents agree with the statement, 10
(18%) rate it is moderate, 7(13%) responded disagree with the statement, and
none of them strongly disagree with the statement.
DRINKING WATER FACILITY
33
Table: 4.12
AGREE 19 35%
NEUTRAL 6 11%
DISAGREE 9 17%
TOTAL 54 100
Chart No: 4.12
Interpretation
In the above table and adjoining pie-chart shows the drinking water facility
provided to the employees, out of 54 respondents, 19 (35%) respondents agree
that the drinking water facility provided by the organisation is satisfactory, 20
(37%) strongly agree with the statement. 6 (11%) respondents rate that it is
average. 9 (17%) respondents disagree and none of them strongly disagree with
the statement.
BATH ROOM FACILITY
Table 4.13
AGREE 21 39 %
NEUTRAL 7 13%
DISAGREE 6 11%
TOTAL 54 100
Chart No: 4.13
34
Interpretation
18(33%) respondents strongly agree with the bath room facilities provided by
the hospital is satisfactory. (39%) 21respondents agree with the statement, 7
(13%) rate it is moderate, 6(11%) responded disagree with the leave facilities
provided by the hospital, and2 (4%) strongly disagree with the statement.
NIGHT SHIFTING
Table: 4.14
AGREE 20 37 %
NEUTRAL 17 32%
DISAGREE 4 7%
TOTAL 54 100
Chart No: 4.14
Interpretation
12(22%) respondents strongly agree with the night shifting pattern is
satisfactory. (37%) 20respondents agree with the statement, 17 (32%) rate it is
moderate, 4(7%) responded disagree with the leave facilities provided by the
hospital, and1 (2%) strongly disagree with the statement.
PAID HOLIDAY / VACATION
Table 4.15
35
AGREE 15 28 %
NEUTRAL 14 26%
DISAGREE 9 16 %
TOTAL 54 100
a Chart No: 4.15
Interpretation
14(26%) respondents strongly agree that the paid holidays are satisfactory.
(28%) 15respondents agree with the statement, 14 (26%) rate it is moderate,
9(16%) responded disagree with the paid holy days provided by the hospital,
and2 (4%) strongly disagree with the statement.
SUPERIOR E NCOURAGEMENT
Table: 4.16
AGREE 24 37%
NEUTRAL 6 11%
DISAGREE 4 7%
TOTAL 54 100
Chart No: 4.17
Interpretation
36
20(45%) respondents strongly agree that the superior encourages them to do
the work. (37%) 24 respondents agree with the statement, 6 (11%) rate it is
moderate, 4(7%) responded disagree with the statement, and none of them are
strongly disagree with the statement.
COMPLAINTS HANDLING
Table: 4.17
AGREE 20 37%
NEUTRAL 10 19%
DISAGREE 5 9%
TOTAL 54 100
Chart No: 4.17
Interpretation
19(35%) respondents strongly agree that the superior attending to their
complaints immediately. (37%) 20 respondents agree with the statement, 10
none of them are strongly disagree with the statement.
LAVATORIES AND URINALS
Table: 4.18
37
AGREE 10 22%
NEUTRAL 15 28%
DISAGREE 12 18%
TOTAL 54 100
Chart No: 4.18
Interpretation
15(28%) respondents strongly agree that the lavatories and urinals provided by
the organisation is satisfactory. (22%) 10 respondents agree with the statement,
15 (28%) rate it is moderate, 12(18%) responded disagree with the statement,
and 2(4%) strongly disagree with the statement.
WASH ROOM
Table: 4.19
AGREE 12 22%
NEUTRAL 13 24%
DISAGREE 9 17 %
TOTAL 54 100
Chart No: 4.19
Interpretation
38
20(37%) respondents strongly agree that the wash room provided by the
organisation is satisfactory. (22%) 12 respondents agree with the statement, 13
SOCIAL SECURITY MEASURES

Table: 4.20
AGREE 10 18%
NEUTRAL 9 17%
DISAGREE 15 28%
TOTAL 54 100
Chart No: 4.20
Interpretation
16(30%) respondents strongly agree that the social security measures provided
by the organisation is satisfactory. (18%) 10 respondents agree with the
statement, 9 (17%) rate it is moderate, 15(28%) responded disagree with the
statement, and 4(7%) strongly disagree with the statement.
MEDICAL ALLOWENCES
Table: 4.21
AGREE 27 50%
NEUTRAL 10 18%
39
DISAGREE 7 13 %
TOTAL 54 100
Chart No: 4.21
Interpretation
10(19%) respondents strongly agree that the medical allowances provided by
the organisation is satisfactory. (50%) 27 respondents agree with the statement,
10 (18%) rate it is moderate, 7(13%) responded disagree with the statement,
and none of them strongly disagree with the statement.
MATERNITY BENEFITS
Table: 4.22
AGREE 25 46%
NEUTRAL 3 6%
DISAGREE 4 7%
TOTAL 54 100
Chart No: 4.22
Interpretation
20(37%) respondents strongly agree that the maternity benefits provided by the
40
PROVIDENT FUND
Table 4.23
AGREE 10 19%
NEUTRAL 15 28 %
DISAGREE 4 7%
TOTAL 54 100
Chart No: 4.23
Interpretation
25(46%) respondents strongly agree that the provident fund existing in the
RECRIATIONAL FACILITIES
Table: 4.24
AGREE 20 37%
NEUTRAL 6 11%
DISAGREE 13 24%
41
TOTAL 54 100
Chart No: 4.24
Interpretation
13(24%) respondents strongly agree that the recreational facilities are
satisfactory. (37%) 20 respondents agree with the statement, 6 (11%) rate it is
moderate, 13(24%) responded disagree with the statement, and 2(4%) strongly
disagree with the statement.
WELFARE FUND
Table: 4.25
AGREE 20 37%
NEUTRAL 10 18 %
DISAGREE 7 13%
TOTAL 54 100
Chart No: 4.25
Interpretation
16(30%) respondents strongly agree that the welfare fund provided to the
employees is satisfactory. (37%) 20 respondents agree with the statement, 10
42
Chi- Square Test
For testing, the employees satisfaction and welfare measures, chi square test is most
suitable. Here chi square test is conducted in order to identify is there any relationship
between the employees satisfaction and the welfare measures offered by the Bharath hospital.
Chi square test – Test of independence
Chi-square ( χ2 ) is done by using the formula: ∑ (O– E) 2 / E
Where, O = Observed frequency
E = Expected frequency
Hypothesis of the study
H0 = Employees satisfaction is independent of welfare measures offered by the

KORAMBAYIL Hospital.
H1 = Employees satisfaction is dependent of welfare measures

offered by the
KORAMBAYIL Hospital
Table 4.26: Observed Frequency
Respon High Middle low Total

ds
High 25 10 0 35
Middle 2 11 0 13
low 3 3 0 6
Total 30 24 0 54
43
Table 4.27: Expected Frequency
Respon High Middle low Total

ds
High 19.44 15.55 0 34.99
Middle 7.22 5.77 0 12.99
low 3.33 2.66 0 5.99
Total 29.99 23.98 0 (53.97)5

4
4.28: Chi square table
Ei Oi-Ei ( Oi-Ei-.5) 2 ( Oi-Ei) 2 /E

Oi
25 19.44 5.56 30.91 1.59
7.22 -5.22 27.24 3.77

2
3.33 -0.33 0.10 0.03
3
15.55 -5.55 30.80 1.98
10
5.77 -5.23 27.35 4.74
11
2.66 0.34 0.11 0.04
3
12.15
Total
Since the expected values are less than 5 in some of the

cells, the researcher has done Yates correction and converted 33table in to
2×2 table.
44
Table 4.29: Observed Frequency
Respon High Middle Total

ds
High 25 10 35
Middle 5 14 19
Total 30 24 54
Table 4.30: Expected Frequency
Respon High Middle Total

ds
High 19.44 15.55 34.99
Middle 10.55 8.44 18.99
Total 29.99 23.99 54
4.31: Chi square table
Oi Ei Oi-Ei ( Oi- ( Oi-

Ei-.5) 2 Ei) 2 /E
25 19.44 5.06 25.60 1.31
5 10.55 6.05 36.60 3.46
10 15.55 6.05 36.60 2.35
14 8.44 4.94 24.40 2.89
45
Total 10.01
Expected Frequency = (Row total * Column total) / Grand total
Degree of freedom = (r– 1) * (c – 1) = (3 – 1)*(3 – 1) = 4
Table value = 9.488
Level of significance = 5 %
Calculated value of chi square = 10.01
Comparing calculated value (10.01) with the table values with degree of
freedom as 4 at 5% level of significance, it is found that the calculated value is
higher than table value, which means the calculated value falls in the critical
region. So the null hypothesis is rejected and the alternative hypothesis is
accepted. “That means, employee satisfaction is dependent on welfare
measures.
46
5.1 FINDINGS
. Employees satisfaction is dependent of welfare measures

offered by the
KORAMBAYIL Hospital
• The working environment is found to be satisfied in Korambayil

hospital (4.1)
• The festival grants given to the employees are satisfactory.(4.2)
• The extra wage system for over time is satisfied. (4.6)
• Employees are satisfied in the canteen facility provided by the
hospital(4.7)
• Employees are satisfied in the rate of leaves allowed to them.(4.10)
• Employees are satisfied in the existing welfare fund of the hospital.
(4.25)
• The maternity benefits provided by the hospital is satisfied (4.22)
• Employees are satisfied in the way of complaint handling. (4.17)
• The inter personal relationship existing among employees of
Korambayil Hospital is
satisfied.
47
5.2SUGGESTION
• The rate of salaries and wages should be increased.

• The number of lavatories and bathrooms should be increased.
• The rate of paid holydays should be increased
• Slight improvement should be made in the areas of social security
measures.
48
5.3CONCLUSION
KORABAYIL hospital is well known and well functioned services sector in

Manjeri region. The researcher conducts a study “A Study on Welfare Measures
and Employee Satisfaction with Reference to KORABAYIL Hospital” in Manjeri.The
study was aimed at knowing satisfaction of employees with regard to the
welfare measures provided.
Personal department of the hospital is always updating HR information and

received feed back from the employee. From the observation, it is found out
that employees are not cent percent satisfied with various facilities such as
restroom, and bath room facilities. Since the number of patient is increasing in
this organization, the management should adopt some extra welfare facilities to
keep the employees cost efficient.
Through the study, it can be seen that the employee are satisfied with the
welfare measures provided by the hospital. To conclude, welfare measures
provided by the hospital bring satisfaction to the employees.
49
BIBLOGRAPHY
REFERENCE:
Punekar (1994): LabourWelfare Trade and Unionism and

Industrial Relation, Himalaya publication House, Mumbai, 8th
edition
Kothari, CR : Research Methodology, New age India

publication, 2nd edition
Websites:
www.bharathhospital.com
www.google.com
50
www.wikipidea.com
APPENDIX
A study on the “EMPLOYEE SATISFACTION

WITH REFERENCE TO WELFARE MEASURES”
in KORAMBAYIL Hospital, Manjeri
Dear Sir/Madam
The Questionnaire comprise of questions relevant for understanding the satisfaction level of
employees with reference to employee welfare measures of Korambayil Hospital, I assure
you that the data you provided will be kept confidential and used only for my project work.
PART A
1. Name
2. Sex: Male: female:
3. Age:
4. Department:
PART B
1. Rate your expectation, where you decide to work in an organization?
Factors Highly Important Can’t unimport Highly

important say ant unimport
ant
Working
environment
Salary
51
Festival grants
Leave facility
Safety
mechanism
Career
opportunity
Extra wages for

over time
Canteen
rest room
Working hours
2. The working environment of the organization is good

Strongly agree agree neutral disagree strongly disagree
3. My superior encourages me to do the work.

4. Strongly agree agree neutral disagree strongly disagree
4. My complaints are attended by the superior immediately
5. I have good relationship with my colleagues and subordinates
6. The provision for drinking water facility provided by my organization is

good
7. There is proper provision for urinals ,lavatories and bathroom in my

organization
Strongly agree agree neutral disagree strongly disagree 
8. I am happy with the bonus which I get during the festival season
52
9. I am satisfied in the salary provided to me by the organization

10.I am satisfied with the criteria used by the management for considering
promotion of employees
11.I am satisfied with the current rate of paid leaves granted to me

12.I am satisfied with the safety aspects provided in the hospital

13.I am satisfied with the medical allowances provided by the

organisation
14. I am satisfied with the maternity benefits provided by the

organisation
15. I am satisfied with the welfare fund provided to the employees
16. I am satisfied with the following facilities provided by the organization
Facilities strongly agree neutral

disagree strongly
agree
disagree
a. Rest room   
 
b. Wash room   
 
53
c. Canteen   
 
d. Reading room   
 
e. Recreational facilities    

17. I am satisfied with the following adjustments
Strongly agree
neutral disagree strongly
agree
disagree
A. Night shifting   
 
B. extra wages for
over time   
 
18. I am satisfied with the following social security measures of the
organization
Strongly agree
neutral disagree strongly
agree
disagree
A. ESI   
 
B. Provident fund   
 
C. gratuity   
 
Thanking
you
54
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1.

1.2 SCOPE OF THE STUDY

1. To know the satisfaction of employee in relation to labor welfare

Research methodology is the description, explanation and justification of

A researcher should think about the way in which he should proceed in

Population of the study

Population means aggregates of all units possessing certain specified

A sample design is a definite plan for obtaining a sample from a given

calculate as follows by using the statistical formula.

Where: - n = minimum sample size required

P% = the proportion of respondents belonging to the

Q% = the proportion of respondents not belonging to the

Z = the value corresponding to the level of confidence

Employee Total work force Number of samples

Stratified sampling is used is used for sampling. Under this sampling

Hypothesis is considered as the most important instrument in research. A

Null hypothesis : employee satisfaction is independent on welfare measures.

Alternative hypothesis : employee satisfaction is dependent on

Statistical tool used

Where O = observed frequencies,

Degree of freedom (v) = n-k

n = number of frequency classes

k = number of independent constraints.

1. Calculate the expected frequencies

2. Take the difference between observed and expected frequencies.

3. Obtain the square of the difference.

4. Divide (O- E) 2 with the expected frequency.

The important applications of chi-square test are given below.

• To test the variance of a normal population.

• To test the goodness of fit.

• To test the independence of attributes.

A hospital is an institution for health care providing treatment by specialized

A hospital may be a single building or a campus. (Many hospitals with pre-

Health care facilities and personnel increased substantially between the

According to data provided in 1989 by the Ministry of Health and

Another 2,000, owned and managed by charitable trusts, received partial

By the late 1980s, there were approximately 128 medical colleges--

Indigenous or traditional medical practitioners continue to practice

RESEARCH AND DEVELOPMENT

There are a number of autonomous institutions under the Ministry of Health

• Indian Council Of Medical Research (ICMR)

The Path Ahead

The future stance for the sector outlined as

• The industry is expected to grow at 15% p.a. to $60 billion by 2010.

The tenth five-year plan focuses on the following:

• Fully operationalize the structural and functional health sector reforms.

Korambayil Mohammed Haji Memorial Hospital, Manjery widely known

Keeping the primary motto “Excellence through Advancements in mind,

The present intake capacity of the school is 25 students every year.

1. Fundamental of Nursing Laboratory

2. Community Nursing Laboratory

4. Anatomy and Physiology Laboratory

• ANAESTHESIOLOGY & CRITICAL CARE

• DERMATOLOGY & STD

• GYNAECOLOGY & OBSTETRICS

• PATHOLOGY & LABORATORY MEDICINE

• EMERGENCY SERVICES & TRAUMA CARE

FACILITIES AND INCENTIVES AVAILABLE TO THE EMPLOYEES

Extra work payments: Pays extra wages for over time.

Salary advance facility: When employees meet unexpected money requirements,

This facility will assist them

Leave facility: Includes annual leave and casual leave facilities.

Provident fund : both employee and employer have a fixed rate of