Professional Documents
Culture Documents
On
At
LUDHIANA
UNIVERSITY, ROHTAK.
Submitted by
Hardeep Saini
Pathankot-145001
Certificate –I
A study of
“ Employee Welfare”
The degree of
Rohtak.
By Hardeep Saini.
Has been prepared under my supervision and guidance and no part of it has been submitted
for the awarded of the any other degree and that the work has not been published in any
2
Miss. Reena Sharma,
Lecturer
University Roll No
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
Hence I take up my nerves to utter a word of thanks to all those who’s sincere advise
Hospital for giving me the opportunity to do the project work in their esteemed
organization.
In addition, I would like to express my sincere gratitude to our esteemed Director, DR.
I also express my sincere gratitude towards my project guide Miss Reena Sharma for
guiding me in my project.
4
Hardeep Saini
Preface
give us the fundamental concepts of management. One cannot rely upon theoretical
Practical training plays an important role in developing ones skills in the field of
business management and administration. This handbook covers things like employee’s
facilities, benefits, work practice, pay scale, promotion and all many other facilities.
To successfully apply my theoretical concepts in real life situation,I have undergone a four
5
Table of contents
Chapter I
Introduction
Why The Study Of Employee Welfare……………………… 10
Why At DMC&H……………………………………………….…… 11
Chapter II
Chapter III
Chapter IV
6
Chapter V
Research Methodology
Introduction………………………………………………………. 40
Justification Of The Study………………………………….….. 40
Establishing Objectives Of The Study…………………….…. 42
Data Collection……………………………………….…………… 42
Chapter VI
7
CHAPTER I
INTRODUCTION
8
9
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 their struggle
for daily living, they loose sight of the individual development, productivity, self-
actualization etc.
There are certain special characteristics with regard to the Indian labourer, such
as coming from villages to city in search of work, being away from loved ones, having to
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 self worth by
the various Labour Welfare measures both the statutory and voluntary. The reason being
the increasing awareness created globally, by the initiative of ILO, and other organizations,
the charismatic leadership of some Indian and international labour union leaders like Shri
legislations concerning the good of the working class and to punish the defaulters.
10
WHY AT DAYANAND MEDICAL COLLEGE & HOSPITAL?
The problems of the working class are to be taken care of, be it in a big
develop his personality and to enjoy descent living for himself and for his household.
employees working at different levels. Certain employees are employed at class 4 level
and many are working at class 1,2,3 levels respectively. Hence it is important 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 to 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 big institute how the work is being carried out in a smooth
manner and each of employee is satisfied with whatever hospital is giving them.
DMC&H. This will give them a chance to know that their opinions are given weight to. It
In this study, I aim at knowing the various welfares both statutory and
voluntary, provided at DMC&H and how much workers are contented with these welfare
activities.
11
CHAPTER II
INTRODUCTION TO THE
SUBJECT
12
INTRODUCTION TO THE SUBJECT
Welfare is relative to time and space. The welfare needs may vary from company to
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: good
facilities and amenities which may be provided within the vicinity of the undertaking to
enable them to perform their work in healthy, congenial surroundings and provided with
relationship with the total environment. It also means, efforts to make the life meaningful
for the working class. These efforts cover provisions of the amenities to workers over and
13
PRINCIPLES OF LABOUR WELFARE
Labour Welfare activities look forward to the betterment of the individual and
developing one's morale and personal fulfillment. On the part of the individual it helps him
to contribute better to the organizational objectives. There are certain principles to be kept
Labour Welfare measures cannot be a substitute for wages. Workers have a right
the individual is the basic and necessary welfare measure that an organization can take.
However, payment of high wages alone cannot bring in commitment and enhancement of
productivity for the simple reason that labourer is completely different from the other
factors of production and has to be handled very carefully. Thus welfare schemes coupled
unhappy worker is a burden to the society, and the company has the responsibility 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 the 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. Availability of adequate
welfare facilities motivate the worker and increases his morale, and this ends in increase of
the. Individual’s efficiency. On the other hand an unhappy employee, whose welfare needs
are not taken care of will slowly go backwards in efficiency and this will result in
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 incentive,
etc. Other measures like, attitudinal development exercises, fringe benefits, are also
This principle emphasizes that the concept of Labour 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 acquire knowledge. If opportunity
is given, he will give more result. If management finds out the capabilities and trains him,
15
• PRINCIPLE OF EFFECTIVE COMMUNICATION.
more the gap, the more the tension. This means the message should be passed without
The more welfare, the more interest from the workers. The more is interest, the
less is rejection. If lesser is rejection, higher are profit and the government gets better
• PRINCIPLE OF PRODUCTIVITY
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
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 following
objectives:
1. To increase the standard of living of the. Working class: The labourer is more
2. To make the management feel the employees are satisfied about the work and
working conditions.
3. To reduce the labour problems in the orgnisaton: There are various problems
alcoholism, etc., which make the labourer further weak both physically and
4. To recognize human values Every person has his own personality and needs to be
recognized and developed. It is in the hands of the management to shape them and
help them grow. The management employs various methods to recognize each
will act better or else he will be only a slave to the direction of the superiors and
17
6. Labour Welfare improves industrial relations and reduces industrial disputes:
7. To retain the employees There should be fixed policies: This calls in to prepare the
schemes, to create interest in the job. The employees who feel secure in an
organisation, backed by fixed welfare policies have less chance of looking for a job
elsewhere.
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
relationships, etc. This is best achieved when their morale is kept high by the
systematically extract something from the opponent. The better bargaining power,
the better influence on the opponent. Labour welfare measures like formation of
works committee, worker's participation, Trade Union, etc., will surely help them
18
CONCEPTS OF WELFARE
1. Social Concept: The human person is a social animal. Therefore, Labour Welfare
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 class through social
Security legislations.
this, intrinsic abilities and capabilities of the employees can be developed and this will
contribute in helping better interest in the job, thereby cause improvement in the quality of
3. Relative concept: This helps to ensure that the employee is relatively changed as for the
understand that either training, change in the job, and generating awareness about present
4. Negative concept: Creating a fear in the mind of the employee towards the work. This
19
SCOPE OF EMPLOYEE WELFARE
The scope of employee Welfare cannot be limited, since it differs according to social
customs and the degree of industrialization indifferent countries and at different times.
They have to be elastic and flexible enough to suit the conditions of the workers, and to
include all the essential prerequisites of life and the minimum basic amenities. The laws of
every country highlight directions to specific application to the working class, the
necessity of securing just and humane conditions of work, for them. However, what these
conditions actually imply cannot 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 in different ways and
from different angles. The line of demarcation cannot be very precise. But what should be
common is that a welfare measure should enhance the working and living conditions of the
workers and their families and make their lives better worth living. In other words, Labour
Welfare policies should "Enable 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
attempt of organization to self renew through process of building strategies to meet ever
extent.
22
HUMAN RESOURCE FUNCTIONS
Planning:
Human Resource Planning is the process of analyzing and identifying the needs
that it has the right number and kinds of people, at right places at right time, capable of
effectively and efficiently completing those jobs that will help company achieve its overall
objectives.
Recruitment:
them to apply for jobs in organization. Recruitment is likely to achieve its objectives if
Selection:
choosing most suitable persons for vacant jobs in organization. The objective of selection
process is to determine whether an applicant meets the qualifications for specific jobs and
to choose the applicant who is most, likely to perform well in that job.
for doing specific jobs according to their need for development in their roles and
23
competencies. Proper utilization of people by good placement and on-job training ensures
Performance Appraisal:
appraisal and performance evaluation. It has been used as control mechanism for salary
Induction:
work place and work environment. He/she is really apprehensive regarding his/her work in
the organization. To put new incumbent on ease and to acquaint him with the structure and
receiving and welcoming an employee when he first joins a company and giving him the
basic information he needs to settle down quickly and start work. It is the technique by
which a new employee is rehabilitated into the changed surroundings and introduced to the
effective HRD system not only ensures present performance but long-term survival and
growth of organization. It also includes everything that has to do with people i.e. their
24
Once employees have been recruited and selected, the next step is orientation
and training. This involves providing them with the information and skill they need to
successfully perform their jobs. Employee orientation provides new employees with basic
background information they need to perform their job satisfactorily, such as information
socialization process. Socialization is the ongoing process of instilling in all employees the
prevailing attitudes, standards, values and patterns of behavior that are expected by the
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
personnel policies, the employee's daily routine, organizational structure and operations
The HR specialist, who explains such matters as working hours and vacations,
usually performs the first part of the orientation. The employee is then introduced to his or
her new supervisor. The latter continues the orientation by explaining 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 helping to reduce the new person’s first day
jitters. This handbook strives to provide an ambiance where joint efforts of its employees
synergies into landmarks. This induction manual is one more step in improving the work
ambiance.
25
CHAPTER IV
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
much needed medical care to the people. This noble idea bloomed in the form of Arya
Medical School in the year 1934. It was started in a rented building in the Civil Lines,
In 1936, the management was handed over to Arya Samaj, Saban Bazar, Ludhiana,
under the aegis of Arya Pratinidhi Sabha, Punjab. A separate Managing Body nominated
by the Managing committee of Arya High School, Ludhiana managed the Medical School.
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
year, the Managing Body decided that the Ludhiana Medical School should, in future, 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 to be
known as Dayanand Medical College. The management of this college was taken over by
Institution and Late Shri H.R. Dhanda, a prominent industrialist of the town, became its
Founder-President.
27
The college is recognized for the MBBS Course by the Medical Council of India
and is affiliated to the Baba Farid University of Health Sciences, Faridkot. It admits 70
The College is also affiliated to the Baba Farid University of Health Sciences,
Medicine, Surgery, Obst. & Gynae, Pediatrics, Dermatology & STD, Ophthalmology,
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 requested for.
midst of beautiful and natural surroundings presents the look of an admirable monument.
It has bed strength of 1100 and is equipped with all kids of modern facilities 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
kidney Transplant, Oncology, Endocrinology, G.E. Surgery and Transfusion Medicine are
also functioning at this campus and are providing the most modern care to the patient. The
hospital had set up the first Haemo-dialysis unit in Punjab. All these departments are
managed by fully qualified doctors who have at their disposal, the latest sophisticated
28
possesses all kinds of state of art investigative facilities like Fiber optic Endoscopes
Blood Gas analyzer and auto cell counter Somatosensory Evoked Response Testing Whole
DMC Hospital is the first and the only institution in India having, in its
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, Stroke ICU, Burns
The Institution has well-developed urban & rural field health delivery systems,
with residential facilities for training of students and interns under the department of social
& Preventive Medicine. Models for health care delivery & Community Oriented Learning
have been developed in these areas in addition to research on community health problems.
to the curricular and extra curricular activities of the students and staff of the institution.
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
and Plastic Surgery has started and by starting these Super-specialties course Dayanand
Medical College will become the first college in Punjab having this type of facility.
The aim of the Managing Society of Dayanand Medical College & Hospital is to
develop 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 all 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
This institution has come up by dint of hard work and sincere efforts of the
management, staff and employees and also the co-operation of the students. The public 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
30
Our medical and paramedical, teaching and non-teaching staff members come
from various 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.
Will commitment and holistic concern for environment, ethics and society are the
31
AUTHORITIES CONNECTED FOR THE PURPOSE OF STUDY OF
HRD:
32
HUMAN RESOURCE MANAGEMENT – DMCH
1. INTRODUCTION:
In any industry where the end product is through a series of operations, 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 different categories of
workers, Para-medical staff: technical staff: nursing staff junior doctors and the
Consultants. It is, therefore imperative that the human resources are not only properly
selected after thorough planning, a properly managed 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 which he or she has been selected. It is equally important thereafter
that the Human Resources inducted into the organization are properly received, oriented,
guided, trained, nurtured and made useful members of the organization. To do this
SUGGESTED ORGANIZATION:
(Development is part of Management) has been recommended and the members of this
Cell are qualified, experienced, and have the necessary spark to carry forward 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
implement with the co-operation of the concerned Head's of Department for specific
II) Recruiting and selecting process including interviews, tests and skill
assessment.
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 staff. Since this will entail a long process, prioritising will have to be done.
PROCESS OF ORIENTATION:
belonging, pride in the institution and orientation with various systems and procedures so
that the new staff member fits into the team smoothly. In this, the important aspect is the
attitude of the colleagues and the superiors so that the newcomer feels wanted, made
welcome and is considered an important part of the system. This training to include:
34
a) Orientation to the organization and different departments.
SKILL UPGRADATION:
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
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 training is better organised
with proper Training Aids and the training made more interesting, useful and result
orientated. The Training Team will be part of Human Resource Management. Some of the
Making Decisions.
Persuasion.
35
HUMAN RESOURCE DEVELOPMENT:
Employee/Union relations:
Intermediary.
EMPLOYEE SATISFACTION:
We all know that customer (patient) is always right and we are all there to
satisfy his/her needs. However, it is emphasized that employee's satisfaction" high morale,
work-culture and climate of complete faith in each 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 of the staff should have a clear idea
about his job for which he is responsible and what are the standards of efficiency laid
down for him and the authority to whom he is answerable. It is to include who, what,
It is also a known fact that in a competitive' world the middle rung and senior
offered a better package, security of job, better environment, more percentage of such staff
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 design and implement programmes to improve
personal management and administration. It may also be useful to analyses the reasons
when a good staff member leaves the organization, the causes and the attractions of the
alternative job by informal socialization and it is a must to carry out Exit Interviews for
feedback.
Good Leader with professional Managerial skills and a enter- pre-neural manager.
Professional Management - need for reorganization and orientation at the top level
of Administration.
37
Clear defined goals and missions to be widely shared with employees at successive
levels.
Formal and informal forums. This area needs special emphasis as most of the
Financial autonomy.
Professional norms for the staff in the administrative hierarchy must be oriented to
there is need to innovate at all levels. The organization also must adapt with the
38
CHAPTER V
RESEARCH
METHODOLOGY
39
RESEARCH METHODOLOGY
Introduction
The word research refers to finding the truth about something through a
systematic study.
of all, considering the importance of employee welfare 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 have the employee morale kept high and productivity kept
high. Besides the morale of the employees are kept high their loyalty gained, if only the
It is in this context that I decided to study the aspect of Labour Welfare at the
company.
40
Establishing objectives of the study
the study clearly in mind, i.e. what the researcher looks forward to study. This may
require that the researcher do an extensive review of available literature on the specific
topic or similar topics. It also requires that he discuss it with colleagues and experts.
To find out if Dayanand Medical College & Hospital, Ludhiana being a big
institution takes adequate cares of the Welfare of it’s Employees, and how the employees
perceive.
how the employee feels satisfied about it: Any industry is bound by laws of
the country to provide certain amenities for the welfare of its members. The
companies also give extra welfare facilities in view of the good of the
employees and to improve their morale. This study aims at finding out those
facilities.
2. To find out if the facilities provided are satisfactory for the employee: Any
obligations towards the employees and the government. This may result in
41
dissatisfaction of the employee and the welfare facilities resulting in not
are given to the employees and also to find out if they are positively
benefiting them.
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, they may not be able to enjoy the privileges which are their
4. To appreciate the organization for the good that it does to the employees and
DATA COLLECTION
Data Sources:
For the purpose of study both primary and secondary data was needed. The data
In the first phase, secondary data was gathered, i.e. Background analysis was
performed to grasp the real situation about existing policies, 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 Development. Along with reading, discussions with
numerous individuals, both inside and outside of the organization were done.
42
In the second phase, to prepare the Handbook on employee welfare, primary data
potential respondents. Since potential respondents are likely to have a direct experience
with the situation involved, their information provided was the most insightful view of
various aspects of induction manual. Informal interviewing was followed to obtain full
information.
information: -
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
43
Randhawa & Mrs. Navraj Kaur (staff nurse), employees involved in sanitary, nursing and
To prepare the handbook on Employee Welfare the descriptive research design is chosen
with the use of crossectional approach keeping the time constraint in perspective.
Nothing is perfect in this mandate world and this study is no exception. Hence there 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 of living, government policies,
amendments in laws etc. this study may not be accurate in the future.
44
Q.NO. 1
YES %
NO %
Q.NO.2
Are you satisfied with various allowances given to you by the hospital?
45
YES %
NO %
Q.NO.3
YES %
NO %
Q.NO. 4
46
YES %
NO %
Q.NO 5
Are you satisfied with the promotion policy (please mention reason)?
YES %
NO %
Q.NO.6
47
YES %
NO %
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 employee welfare?
YES %
NO %
50
SOURCE OF DATA= PRIMARY
mention reason)?
6 Are you satisfied with the pattern of leaves? 82 18
7 Is management considering your participation? 70 30
8 Are your suggestions are given due consideration? 40 60
9 Do you want any change in the policies related to 46 54
employee welfare?
10 Do you want to add any policy to the existing 44 56
HYPOTHESIS
scientific methods, that relates an independent variable to some dependent variable. Its
main function is to suggest new experiments and observations. In fact, many experiments
51
Characteristics of a good hypothesis are-
2. All concerned should state it as far as possible in most simple terms so that it is
easily understandable.
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
important role in promoting better working conditions and living standards in the of the
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 and about
class 2, 3, 4 employees respectively. The institution provides welfare facilities and benefits
not only on the guidelines of Medical Council of India but it has its own Service Rules
These Service Rules apply to the all employees of Dayanand Medical College
and Hospital, Ludhiana, Nursing College including Rural Health Centers, presently
working 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 employees of the
These Service rules are an integral part of all employment contracts with the
Institution.
54
Various definitions have been defined as follows under these
service rules. In these rules unless there is anything repugnant to the context,
the following words would have the meaning as assigned to here under: -
“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,
Ludhiana and who receives his wages directly from Dayanand Medical College and
Hospital.
“Institution” means Dayanand Medical College and Hospital, Ludhiana and all
55
“Family” means the employee, his spouse, unmarried dependant children and
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 post on
completed the probation period to the entire satisfaction of the management and who has
been confirmed by an order in writing. The service of the permanent staff can be
Probationer
post, declared as probationary by the management and has not been confirmed. 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
Temporary/Adhoc:
56
a) Who is appointed for work of an essentially temporary nature not intended to be
permanent nature, or
c) Person employed to work provisionally for a limited period in a post till permanent
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 annual
Daily wages:
requirement due to unusual pressure of work, which is of casual nature. The employee’s
wages are fixed on daily basis. The person employed as daily wager will not be entitled for
any kind of benefit as available to the permanent employee such as leaves etc.
Trainee:
The persons employed for the purpose of training shall be called as trainee and
will receive only fixed stipend and will not be entitled for any type of appointment after
the completion of the training period. The training period will 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 the terms and
conditions stipulated in the contract of employment letter. During the training period
he/she will not be entitled to Privilege Leave, increment etc. However the Medical benefits
Part Time:
A part time employee means an employee who is employed for work for less
than the normal period of working hours. Part time employees will not be entitled to get
the benefits available to the other employees. They shall be entitled to such benefits only
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 employee shall not have any right to
claim permanency or regularization of his employment in the institution after the expiry of
the specified period. Unless terminated earlier by one month’s notice or pay in lieu thereof,
such appointment will automatically come to an end at the expiry of the specified period
contractual basis will be entitled for only 10 casual leaves per year except Nursing Staff.
The Nursing Staff shall be entitled for 20 casual leaves per year. However the Medical
leaves will be allowed to them equal to the regular employees. Medical facilities will be
58
Classification of staff:
All the employees employed in the institute can be classified into four classes
Class-1:
Assistant Professors and Sr. Residents, Ward sisters, Nursing Supdt. Nursing Tutors,
Engineers etc.
Class-2:
Class-3:
electricians, floor-In charge, Cash Supervisors, Welders, Sanitary Supervisors, Tailors, and
59
Class-4:
Security Guards, Fire men, Ward Helpers, Lady Ward Attendants, Daies,
Group personal accident insurance policy from Reliance General Insurance Company
(I) Where an employee meets with an accident during duty hours while doing the
assigned 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-Plant (3)
C.S.S.D and Autoclave (4) Laundry (5) Hygiene (6) Wastage Autoclave (7) General and
Building Store (8) Purchase Section (9) Legal Cell (10) other employees doing outside
Under this scheme the employees are covered for Rs.1.00 Lacs.
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If such injury shall, as a direct consequence thereof, immediately, permanently,
totally and absolutely, disable the insured employee from engaging in being occupied with
lump sum equal to 100% of the capital sum insured, stated in the schedule hereto should be
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
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Loss of ring finger –three phalanges or two 5%
In the event of death of the insured employee due to accident as defined in the
policy outside his/her residence, the Insurance Company in addition to the amount payable
under the basic scheme shall also pay for the transportation of the insured person’s dead
body to the place of residence i.e. 2% of capital sum insured or Rs2500/- whichever is less.
pay, which is diverted from Employer’s share of PF. The central government
4) Nomination of the person(s) eligible to receive the benefits under this scheme,
is must In the absence of any nomination, the person(s) eligible to receive the
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benefits will be determined as stipulated in the PF Act/ Employee Pension
Scheme.
case members retires on attaining the age of 58 years and/or has rendered 20
years of pensionable service, two years will be added as bonus years in the
pensionable service.
i) Short service pension: Where service is more than 10 years but less
ii) Retirement pension: Where service is more than 20 years and age is
52 years.
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Every person selected for any appointment undergo a medical examination,
which is carried out free of cost. No appointment is finalized until the medical fitness
cholera and small pox, such immunizations are provided free by the department of social
At the time of admission as indoor patient, all employees are required to deposit
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 obtain
the proper bills of the entire medicine. The cost of medicine will be reimbursed
after the discharge of the employee/dependent from the hospital as per the policy of
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The entire employees are required to produce the Medical book at the time of
All the employees shall declare the names of their dependents at the time of their
appointment together with the dates of birth for the purpose of medical benefits.
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 books as
soon as possible after the appointment and to maintain it regularly. The Medical
book as well as the bills of the medicine shall support all claims for medical re-
embursed.
Any false claim shall be treated as misconduct and the entire cost of treatment can
All the claims for medical re-imbursement shall be submitted to the personal
department of the hospital, within 10 days from the date of discharge. Otherwise no
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All regular employees will be entitled for medical facilities including
hospitalization from the first working day and after confirmation of their service
their dependent family members will also be entitled for this benefit. The daily
wagers 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:
The Doctors are not entitled for the medical reimbursement but the investigations
and room accommodation will be provided free of cost. Their dependants will also
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
years and who are unmarried and not gainfully employed, Mother and Father who
For a Married Female staff member: Her Two Children under the age of 18
years and who are unmarried and are not gainfully employed, her husband if he is
duly constituted)
Medical facilities:
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(a) All the Class-1 and Class-2 employees and their dependants are entitled for the
(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 shall not be
reimbursed
Privilege leave:
(except trainee and those employees who are not getting the benefit of vacation leaves) are
The employees who are getting the benefit of vacation leaves shall be entitled to the
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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
The employee who wants to take the Privilege leave shall apply 7 days in advance.
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 applied for Privilege leave but refused by the
competent authority due to exigency of work. But it is necessary to keep 100 Privilege
consolidated 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 extended, P –leave in
credit of the employee shall be carry forwarded subject to the discretion of the
management.
Casual Leave:
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Casual Leave is granted to meet special circumstances, which cannot be
foreseen.
The casual leave shall not be carry forward to the next year and the unavailed
casual leave shall be lapsed at the end of every year and shall not encashed under any
circumstances.
Medical Leave:
Medical leave is permissible to all employees’ Upto 15 leaves per year and it
shall be accumulated Upto 100 leaves. After crossing the maximum limit of 100 leaves,
the un availed medical leave shall be lapsed every year. The medical leave shall not be
encashed under any circumstances. The grant of medical leave shall be subject to the
Maternity Leave:
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The maternity leave is admissible to female employees after completion of 80
days continues service in the institute during pregnancy, delivery, miscarriage and abortion
The female employee shall be allowed to the maternity leave Upto twelve weeks
(six weeks earlier 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 leave the
female employees shall be entitled to the full salary. No female employee 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 to full maternity leave and in that case she will be
entitled to only six weeks maternity leave after her delivery. To claim the benefit of
maternity leave, the female employee shall produce the certificate duly issued by the
Gynae Department of the hospital showing her expected date of her delivery.
Study leave:
years’ for the purpose of education in side/out side of India, for an academic, technical,
professional education with the permission of the management. The leave cannot be
claimed as a matter of right. During the study leave the concerned employee shall not be
entitled to any salary /increment for the period of 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
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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.
May be granted to any employee under the special circumstances on the sole
Service more than 3 months, 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.
Duty Leave:
For attending the court cases, court summons, conferences and university
meetings, duty leave may be granted to the concerned employee, subject to maximum limit
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In case of tubectomy the female employees are entitled to a Special leave for 14
In case of vasectomy the male employees can get a special leave of 6 days.
If any male employee's wife has undergone for family planning operation even then
then an incentive in the form of advance increment will also be given. The increment
In case of Male employees the age should not be more than 50 Years. In case of female
5.HOUSING ACCOMMODATION:
G. Students.
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Any other category of employees may be given accommodation depending on the
campus.
Were the Housing accommodation is provided to any employee, he/she shall not
Provident Fund:
The provident fund will is deducted and deposited with the provident fund
All of the 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)
accumulations. If a member has a family at the time of making nomination, the nomination
shall be in favor of one or more persons belonging to his family. Any nomination made 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 acquires a family, the
earlier nomination becomes invalid. In the absence of any nomination, the person(s)
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The hospital as well as the employee contributes 12 % of the employee’s provident
fundable salary as provident fund. The employee may contribute a higher percentage but
he could not compel the Hospital to do the same. The accumulations lying to the credit of
an employee are:
situations: -
Act.
in 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
Gratuity:
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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 period is required. The
accident, leave duly sanctioned with pay, layoff, strike, lockout or cession of work not due
to fault of employee. The Training period shall be excluded from the period of continues
service.
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
course of his employment and an order of termination has been passed on the
The limitation for claiming the Gratuity by an employee, his legal heirs,
nominee 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
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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 of 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
The employee must nominate the person(s) eligible to receive the Gratuity in
case of death. In case of no nomination, the legal heirs will be required to produce the
Succession Certificate duly issued by the Succession Court and according to the share of
Gratuity as mentioned in the Succession Certificate, the gratuity will be paid to the legal
Holidays
All the employees working in the institute shall be entitled for the holidays as
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An employee’s compensation package comprises of three broad categories:
Doctors, Lecturers and above get the salary as per U.G.C grade. The
applicability, amount and mode of payment are as per the grade of an employee.
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
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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.
7.HOSTEL ACCOMODATION:
(1) Any doctor (Sr. Resident, P.G., Non P.G. and Interns) can apply and get the paid hostel
(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 Nursing.
(2) The rent will be 20 % of basic pay subject to minimum of Rs.2000/- P.M.
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(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:
• All of the departments are interconnected through the exchange of 400 lines.
• The Hospital also has an internal paging system with approximately 300
pagers.
• A free number is provided near Care Ambulance. It is meant for local calls and
Ambulence-9815555100
Fax- 0161-2302620
Email – dmchldh@glide.net.in
Website – www.dmch.edu
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HOUSE RENT ALLOWANCE
House Rent allowance is allowed to the employees @ 15% of the basic pay. The
doctors who are getting the share are not entitled for House Rent Allowance. However the
House Rent allowance is allowed to non-practicing doctors. The doctors and nurses who
are provided with free accommodation are not entitled for House Rent allowance.
UNIFORM ALLOWANCE
All class IV permanent employees are authorized for the uniform allowance
payable along with monthly pay. All receptionists, social guide, security guards and
cashiers having public dealing, are paid uniform allowance monthly. All Nursing
TRAVELING ALLOWANCE
TA/DA is admissible as per policy laid down in the travel rules. it is paid
generally to the employees who perform mobile jobs such as purchasing etc.
DAILY ALLOWANCE
Employees while traveling for hospital’s business are entitled to Daily Allowance
and other reimbursements (except in the case of doctors) as per the policy.
INSTITUTION
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Training and development:
Various departments to hone the skills of employees to enable them to perform better
specialized skills and knowledge when such skills and knowledge cannot be
imparted through in-house programmes, but are required by the jobholder currently
or in future.
employees are supposed to submit a report to his head with a copy to HRD.
competence and skill so as to perform their roles more effectively. This is applicable to
Performance Appraisal:
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In today’s competitive environment it is essential to harness individual
aspiration 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 know how the
APPRAISAL CYCLE:
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CONCLUSION
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CONCLUSION
At Dayanand Medical College & Hospital, there is adequate to machinery to see the equal
opportunity for each employee, avail the welfare facilities. The human resource
department consists of Manager, human relation and employee relation and Sr. personnel
manager who take good care of the administration of the welfare to the employees. They
take time to listen to the grievances of the employees, check if they’re 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 serious effort is made to solve the
problem. Though recently started HR Department, with a good teamwork it has proved its
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SUGGESTIONS
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SUGGESTIONS
the welfare of the employees. However, I wish to suggest a few measures that would
Crèches:
hospital or vicinity of the hospital. As they feel that they really find it difficult to leave
their small kids when they are out for work. Though the institution is not bound to
provide this facility to the employees, but I would recommend introducing 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 feel 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 help in maintaining
an interest among the workers, as they would not get fed up of doing same work.
This is a new concept in management that states that workers should also get
a chance to participate if not in major but some of the issues related to them. After
interviewing workers I have concluded that workers feel that some of their problems
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remain unsolved as those are not conveyed to management and are left behind with the
middlemen.
institution. This will definitely help in creating healthy relation between both the
parties.
Awareness programmes:
activities and how to benefit from it. This will help in making workers realize that they
Motivation:
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
Security department
Security department should be under DMC management. All the facilities provided to
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QUESTIONNARE
NAME_______________ DEPARTMENT______________
DEIGNATION______________________
o YES
o NO
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Q.NO.2 Are you satisfied with various allowances given to you by the hospital?
o YES
o NO
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o YES
o NO
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Q.NO. 4 Are you satisfied with the medical facilities?
o YES
o NO
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Q.NO 5 Are you satisfied with the promotion policy (please mention reason)?
o YES
NO
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o YES
o NO
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Q.NO.7 Is management considering your participation?
o YES
NO
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o YES
o NO
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Q.NO. 9 Do you want any change in the policies related to employee welfare?
o YES
o NO
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Q.NO. 10 Do you want to add any policy to the existing policies related to employee
welfare?
o YES
o NO
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SIGNATURE_______
____
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BIBLIOGRAPHY
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BIBLIOGRAPHY
Satisfaction
Vishwas Prakashan,
Hospital, Ludhiana
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94
95
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