mani projct(final)

8/7/2019 mani projct(final)

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ABSTRACT OF THE REPORT


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ABSTRACT

Providing medical care of high quality has been concern for every organization. with

the advent of modern technology and equipments medical field has become more complex. Number

of hospitals has mushroomed in recent time to take care of growing health problem. Every

hospital has its marketing strategies to attract and grab the attention of the patients but now a

days nobody cares about making a good relationship with the patients in the hospital which can be

made by offering them to best services to different categories of patients like international

hospitals, corporate patients and general patients.

INDRAPRASTHA APOLLO HOSPITALS has a great share of patients coming from all over

corporate that needs a special attention to be given.


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Good and high quality service cannot be offered without customer relationship Inside the hospital.

Good performance can be acclaimed and recognized with the help of effective customer relationship

management. Public can be motivated to use the services. It can improve the image of organization

and increase the profit where as ineffective can damage the cause. With growing awareness among

public health scenario has drastically changed.

Apollo Hospitals started as a 150 bed hospital in Chennai in 1983.and it has to be said, amidst much

skepticism. India in the early 80s was not the easiest place for private enterprise. Moreover private

healthcare institutions were unknown and they were not doing cutting edge work,25 years later it is an

amazing story of success, achievement and most importantly dreams realized.

The Apollo hospitals group today includes over 8500 beds across 50 hospitals in India and

overseas , neighborhood diagnostic clinics, an extensive chain of Apollo Pharmacies , medical ,BPO

and health insurance services and clinical research divisions that are working on the cutting edge of

medical science.


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However the largest achievement of the Apollo Group has been taken to quality healthcare to across

the length and breadth of India of touching 10 Million lives and giving hope to an entire segment of

the Indian population who did not have an option beyond limited medical infrastructure.

By the start of new millennium, Apollo Hospitals Group had become an integrated healthcare

organization with owned and managed hospitals, diagnostic clinics, dispensing pharmacies

and consultancy services. In addition the groups service offerings include healthcare at the patients

doorstep, clinical & medical diagnostic services and research services and a host of not for-profit

projects.

The Apollo Hospitals Group today is not only an acknowledged leader in the world of super-

specialty based quality healthcare delivery in Asia, but is also considered as the largest integrated

healthcare in every sense of term.


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COMPANIES PROFILE


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INDRAPRASTHA APOLLO HOSPITALS (AT GLANCE)

The Apollo Hospitals Group is today recognized as the "Architect of Healthcare" in India. Its

history of accomplishments, with its unique ability of resource management and able deployment of

technology and knowledge to the service of mankind, justifies its recognition in India and abroad.

Their mission is to bring healthcare of international standards within the reach of every individual. We

are committed to the achievement and maintenance of excellence in education, research and healthcare

for the benefit of humanity.

Apollos capabilities have received international acclaim resulting in the replication of its Indian

models at international locations. Apollo group is also in talks with private healthcare groups and

government authorities in Nigeria, South Africa, Tanzania, Mauritius, Yemen, Muscat, Bahrain,

Vietnam, Malaysia, Thailand and other neighboring countries to establish its presence.


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Indraprastha Apollo Hospital, New Delhi has become the first Indian Hospital to be cleared for

accreditation by the Joint Commission International (JCI), which is the gold standard for US and

European Hospitals. Indraprastha Apollo is the largest corporate hospital outside the United States. It

is the third super specialty tertiary care hospital set by the Apollo Hospitals Group, jointly with the

Government of New Delhi, Indias capital. It is a 695 bedded hospital, with the provision for

expansion to 1000 beds in future.


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In todays scenario Apollo hospitals group deals with majorly sections segregated into different

categories:-

1) Apollo Hospitals Enterprise Limited 6) AHEL Pharmacies Business

2) Keimed.com Limited 7) Apollo Health Street Limited

3) Apollo Health & Lifestyle Limited 8) Apollo Telemedicine Enterprises Limited

4) Med Varsity Online Limited 9) Family Health Plan Limited

5) Apollo Hospitals Education and

Research Foundation

10) Online Hospital Equipment Services

Private Limited


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Apollo Hospitals Enterprise LimitedAHEL was incorporated as a Public Limited Company in the year 1979. Promoted by Dr.

Prathap C Reddy, it is the first group of hospitals that pioneered the concept of corporate

healthcare delivery in India. AHEL is a listed Company on the Bombay Stock Exchange

(BSE-APLH.BO).

AHEL today, is the leading private sector healthcare provider in Asia and owns and manages

a network of specialty hospitals and clinics, a chain of Pharmacy retail outlets across the

country, and provides Consultancy Services for commissioning and managing the Specialty

Hospitals.


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Apollo PharmaciesApollo has over 700 round-the-clock retail outlets in India striving to maintain a stock of

prescription drugs, OTC medicines and other health and body-care related products. The

pharmacy business has, as part of its expansion plans, tied up with Indian Oil Corporation (a

Fortune 500 Company) to setup convenience stores across its retail gas stations in India.

Additionally, the retail business is moving towards offering e-prescription based services to

the end user and the doctor.


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Keimed.com LimitedKeimed.com Limited was incorporated in the year 1999, with the objective of creating a

unified national pharmaceutical, procurement and supply chain management company

(Group Purchasing Organization) for a wide range of medical goods, consumables, drugs,

surgical, health and personal care products.

By using Information Technology, the Company is engaged in establishing an e-market place

that would service Apollo Hospitals, Apollo Pharmacies, Apollo Clinics and the e-retailing

needs of the entire industry while being able to offer the price advantage to other non-Apollo

hospitals and clinics as part of a complete, end-to-end, logistic solutions partnerships for

effective inventory management and control.


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Online Hospital Equipment Services Private Limited (EquipmentWorld)

The newest group venture Equipment World is an electronic equipment exchange for medical

devices and high-end technology products used in the delivery of medical care. It sources and

selects high-end medical equipment, catalogues and provides expert advice on technology, techno-

commercial issues and services. It also helps suppliers with pricing and sources service agents for

equipment and auction-service contracts.


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Apollo Health Street Limited (AHSL)AHSL was incorporated in the year 1999 with the objective of establishing a Technology

Applications Development Company for the Healthcare Industry while being able to service and

network Apollo and its various businesses in healthcare. Using the power of Information

Technology and the experience and expertise that Apollo possesses in its wealth of doctors, in

August 2000, AHSL in partnership with the Boston Consulting Group launched

www.apollolife.com for bringing together key stakeholders in the health sector.

ApolloLife.com today is the leading online health-care service provider (Alexa ratings). Its

lifestyle unit, the first of its kind in India, is a significant step in integrating the concept of illness-

to-wellness management (managing the art of staying healthy). Apollolife.com, in using

technology believes if information is power; health information is LIFE.


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Family Health Plan Limited (FHP)FHP was developed in response to the overwhelming need for cost-effective healthcare financing

options. The company, in existence in the healthcare insurance sector for over a decade, initiated the

concept of managed care in the country to control spiraling medical costs, and to make facilities

accessible.

Unlike conventional health schemes, FHP reaches out to its subscribers and manages their healthcare

needs proactively. It helps them to focus on staying healthy, rather than waiting for an eventuality to

rush for medical aid.


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Online Hospital Equipment Services Private Limited (EquipmentWorld)

The newest group venture Equipment World is an electronic equipment exchange for medical

devices and high-end technology products used in the delivery of medical care. It sources and

selects high-end medical equipment, catalogues and provides expert advice and services on

technology, techno-commercial issues.


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Apollo Health and Lifestyle Limited (AHLL)

AHLL is one of the groups most ambitious initiatives, incorporated to deliver family-focused

primary healthcare services through branded Apollo clinics across India and its neighboring

countries.

AHLL plans to establish initially a nationwide chain of more than 250 primary healthcare

centers on a franchisee basis. These clinics are equipped to provide a one-stop solution to the

primary healthcare needs of the family as a whole, and would provide tele-consultation,

diagnostic and pharmacy services

ApolloLife.com has been able to reach out to over 1 million visitors; 7000 doctors and is

growing rapidly to reach out to and touch-lives of many more in India and the world-over.

The President of the Republic of India, Shri K.R.Narayanan, launched www.ApolloLife.com

from his Presidential Palace and dedicated it to the people of India and the world.


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SPECIAL FEATURE OF

THE HOSPITAL


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APOLLO EDUCATION:-

DEPARTMENTAL OBJECTIVE

The objective of the department is to offer a full service nursing department to give the highest

possible quality of nursing care in terms of total patient needs.

SCOPE AND COMPLEXETIES OF SERVICE

The function of the division of nursing is patient oriented service taking care of both psychological

and physical needs of the client/patient in in-patient & out patient areas.


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TYPES AND PATIENTS SERVED ARE

Immediately, urgent, non-urgent care, newborns, adults, and geriatric patients irrespective of caste,

creed, age, sex, and social standard.

CONCEPTUAL FORM

A multi disciplinary approach to care is employed to ensure the delivery of quality patient outcomes.

Some work is essential to the provision of excellent patient care and overall operation of this

department. Our staffing levels are set to ensure prompt compassionate care for every medical or

surgical patient. These staff members deliver state -of-the-art care in a worm and friendly

environment.


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EDUCATION AND TRAINING PROGRAMME

1. Nursing & training in O.T. Technology

2. Training in nursing administration for sr. Administrators and change nurses.

3. O.T. & emergency medicine training or inlay nurses

4. Cpr training

5. Presentations on DSA & hemodynamic monitoring.

6. Cane programs

7. Workshops

8. Seminars


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APOLLO SCHOOL OF NURSING

1. Offer 3 year diploma course in gen. Nursing & midwifery (recognized by Indian nursing council &

Delhi nursing council) with an annual intake of 50 students

2. Student are trained with adequate theoretical knowledge and wide clinical exposure to care state of

the art equipment to mould them in Apollo culture and fit in to global arena .

3. The result of the enclosed technical training is visible in the sent present result achieved in the board

exams by the first batch.

International nursesday celebration. Quiz competition on Anatomy & Physiology


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ELIGIBILITY

17-25 years,unmarriedfemale with plus 2 or equivalent examination with science subject

/vocational nursing (50% aggregate with first set attempt.) prospectus & application forms will be

available from Apollo school of nursing & the advertisement will be released in the month of

may/June in leading newspapers.


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ACHIEVEMENTS

1. Establishment of Apollo school of nursing where student are trained with adequatetheosophical knowledge & wide clinical exposure to rare & state of the art- equipment to

mould them in Apollo culture & fit in to global area.

2. The result of the enclosed technical training are visible in the cent present results achieved in

the board examination by the first batch.

3. Recruitment ventures are now diversified in other areas of the country like northeastern

states to bring about a healthy cultured blend.


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MEDICAL EXCELLENCE WITH HUMAN TOUCH

Our mission is to bring healthcareofinternational standards within the reach of every

individual.

We are committed to the achievement & maintenance of excellence in education, research and

healthcare for the benefit of humanity.

Emergency Medicine is the pillars of any healthcare system. These specialties have not received

the attention they deserve, resulting in sub-optimal clinical care particularly at the primary and

secondary healthcare levels.

Emergency Medicine is the area where significant inadequacies still exist. After pioneering

corporate healthcare in India, Apollo Hospitals is now launching a movement aimed at upgrading

primary and secondary health care.

Trained and qualified doctor in this area is the primary prerequisites and we are happy to launch

academic programs in this specialty in partnership with Royal College of General Practitioners.

Apollo always measures its successes with the levels of standards attained. With active involvement

of Royal College of General Practitioners and our own commitment towards excellence, standards

of these academic programs will be compared to the best in the world.


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COLLABERATION TEAMS

This one year Program has been developed and is being run in collaboration with Royal Collegeof

General Practitioners, UnitedKingdom, one of the most reputed educational bodies worldwide. The

course curriculum and training methods have been developed in consultation with the Royal College

of General Practitioners and the examination is conducted by the Royal College in India. Successful

candidates are jointly certified by Apollo Hospitals Educational & Research Foundation and Royal

College of General Practitioners, UK.


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Indraprastha Apollo Hospitals,Delhi accredited by Joint Commission

International (JCI),USA

Joint Commission International (JCI) USA as the first and internationally accredited Hospital in

India and South Asia has recently accredited Indraprastha Apollo Hospitals, New Delhi.

JCI standards would lead us to improved patient care, safety and path of continuous quality

improvement. This would strengthen patient, third party and insurer confidence and provide us a

competitive edge.

An accredited hospital assures the best practices in a safe environment and that the patient is in

safe hands .JCI accreditation is the gold standard for US and European hospitals as it

reflects provision of the highest levels of patient care and patient safety.


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The hospital is at the forefront of medical technology and expertise. It provides a complete

range of latest diagnostic, medical and surgical facilities for the care of its patients.

We have always striven to provide high-end tertiary care with a human touch and will

continue to improve our services to keep pace with growing patient.


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WORLD CLASS CLINICAL EFFICIENCIES:- Among the few providers of quaternary care for complicated medical conditions, Apollo saves

millions of lives everyday

Touched the lives of over 10 million patients till date.

Over 4, 00,000 Preventive Health checks done.

Have the largest and the most sophisticated sleep laboratories in the World.

Has pioneered orthopedic procedures like Total Hip and knee replacements, the illizarovprocedure, and the Birmingham Hip Resurfacing technique.

Has performed over 750,000 major surgeries and over 10,00,000 minor surgical procedures tilldate.


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Has performed over 49,000 cardiac surgeries at a 98.5% success rate.

Has performed over 2,00,000 angiograms, 16,200 angoplasties (PTCA) and 3,500 mitral balloonvalves plasities.

First heart transplant patient is alive, 7 years after the operation.

Has performed over 9,400 renal transplants.

130 Bone Marrow Transplants performed at high success rates.

Over 30 Liver transplants done (Live and cadaver).


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INTERNATIONAL AFFILIATIONS :-

Apollo Hospitals is recognized as a training centre by the National Board of Examination inIndia for post-graduate training in 16 medical departments.

The Department of Radiology at Apollo is recognized by the Royal College of Radiologists,United Kingdom for training for fellowship examinations like FRCR.

Recognized as a centre for conducting research work leading to Ph.D. of the Anna University,Chennai, in medical physics and digital signal processing.

Apollo Hospitals is recognized by the Royal College of Physicians and surgeons.

Apollo Hospitals have an association with Mayo Clinic & Cleveland Heart Institute,USA.


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Endocrinology Fetal Medicine Gastroenterology Gynaecology & Obstetrics Holistic Medicine & Acupuncture Hyperbaric Oxygen Therapy Internal Medicine Interventional Radiology IVF Multi Organ Transplantation Apollo Neuroscience Centre

-Bio Feedback -Neurology -Neurophysiology -Neurosurgery

Nuclear Medicine Nephrology Ophthalmology


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Orthopedics Apollo Centre for Advanced Pediatrics

-Child Psychology -Neonatology -Pediatric Gastroenterology -Pediatric Hematology -Pediatric Surgery -Pediatric Orthopedics -Adolescent Medicine

Palliative Medicine Physiotherapy & Rehabilitation Psychiatry and Psychology Radiology

-Interventional Radiology

Respiratory & Sleep Medicine Rheumatology Transfusion Medicine Urology & Andrology The Neuro-rehabilitation Unit


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CHAIRMANS PROFILE

Dr. Prathap C Reddy, Chairman

Apollo Hospitals Group

Hisdreamistomake India the Healthcare Destination ofthe World.

Two decades ago, Dr. Reddy lost a patient who couldn't make it to Texas for an open heart surgery. This was

the milestone in the Indian Healthcare Industry. Today people have the opportunity in India to receive the best

that healthcare has to offer worldwide.

Driven by a deep urge to create world-class medical infrastructure in India and make it more accessible and

affordable to a large cross section of our people, Dr. Prathap Reddy opted to give up his successful practice in

the US to return to India in the early eighties.

Thus, Dr. Reddy began what was truly the process of revolutionizing the path of the Indian Healthcare Industry.

Undeterred by initial constraints Dr. Reddy succeeded in setting up the first center of the Apollo Hospitals

Group in Chennai in 1983.

This was soon followed by India's first hospital consultancy body - the Indian Hospitals Corporation - and the

commissioning of two more Tertiary Care Centers in India. Not only did he set a precedent for corporate

healthcare in the country, but the Government of India soon recognized his enterprising efforts leading to


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Financial institutions amending their funding legislation to include hospitalsBoard basing the scope of medical insurance.

On an upswing since then, today the Apollo Hospitals Group has over 22 centers in major metropolises

in India with a combined turnover of over US $ 100 million.

Apollo over the last decade, has demonstrated that Indian skills are equivalent to the best centers in the

world and has produced world-class results in the most complicated Cadaver Transplant.

Having steered the Apollo Hospitals Group to a number of locations within India, Dr. Reddy embarked

on an Asian expansion plan with the first clinic in Dubai established in March 1999. Now, projects in

Sri Lanka, Africa, Bangladesh and Oman are on the anvil.


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His newest initiative is to integrate into healthcare, the digital nervous system that will eventually create a

virtual Apollo Center anywhere any time. Apollo's major Web initiative, Med Varsity -a virtual medical

university providing total access to experts in the field of medicine anywhere in the world and "MEDNET" -

Hospital Systems Management package are slated to transform the way medicine is practiced in the country.

His plans for improved accessible and affordable healthcare for the millions of our people are an ongoing

process and to bring country-wide, comprehensive health insurance scheme to our people is now his obsession.

The telemedicine technology that has been successfully introduced by Dr. Reddy in India will be a key enabler

in transforming the healthcare delivery in India. His blueprint for the nation includes setting up of many rural

hospitals. Dr. Reddy is now looking at secondary health centers in semi urban and smaller cities and has already

identified 23 sites for the same. The maiden effort in this venture has been at Aragonda, his native village and

Dr. Reddy envisages that this center will serve as a model for all such projects of the Apollo Group in rural

India.


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Dr. Reddy has been a keen promoter of active research and exchange programmes for Doctors at Apollo with

leading medical institutions for providing excellent opportunities for clinical interaction with their counterparts

abroad and also for constant update of their knowledge for the optimum benefit of the mankind.

Recognizing his pioneering role in transforming the Indian healthcare industry, the Government of India

awarded him the prestigious Padma Bhushan in February 1991. He was also presented with the Sir Neel Ratan

Sarkar Award for medical excellence in June 1998. Nominated by Business India as one of the Top Fifty

personalities, who have made a difference to the country in the fifty years since Independence, the country has

certainly recognized his contributions. The Royal college of Surgeons of Edinburgh has conferred the Award of

fellowship Ad hominem.

Dr. Reddy's firmly believes that the Indian doctors have not got their true entitlement. He is convinced that

India is not only well poised to meet the healthcare challenges of the millennium, but also equipped with the

talent and strength to contribute in further developing the health and economy of the world.


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STAFFING AT THE HOSPITAL

OVERVIEW:-

The HR department of the APOLLO HOSPITAL is situated in upper basement region of the

administration block. This department is headed by Mr. Rohit kapur (General Manager) .there are

almost 32 employees rendering services and maintaining every detail of the employees working over

here. The whole HR department is dividing into seven sections according to the nature of the work.

Each section is headed by Deputy Managers and executives. The different enumerated sections are:-

SECTIONS IN HR DEPARTMENT:-


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RECRUITMENT AND SELECTION:-

This section is one of the important sections of the HR department.it basically dealswith the hiring of

the employees for the organisation after getting the letter of requirement from employees for the

organisation. Section is playing a vital role in HR.department,the main functions are-

Search for valuable canditate from existing data bank, from job sites, newspaperadvertisements, through placement agencies and headhunting.

Short listing of the bio data. Arranging of interview for shortlisting canditates. Negotiation with the selectedcanditate. Fixing of the pay scale of that given employee according to the job nature ,experience and

qualification etc.


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TIME OFFICE:-

The main functions of this study are:-

Issuing of the identity code to the employees. Taking care of the attendance of every employee of the organization. Preparation of monthly salary of the whole employee.

TRAINING AND DEVELPOMENT:-

The main function of this section is:-

To improve the skills and abilities to the employees. To provide core training to the employees like-BLS (basic life support system), infection

control, fire fighting.

To provide induction (orientation) to the newly joined employees. To provide the departmental training according to the patients. Arranging of awareness programmes in hospital to create awareness. Arranging of different type of functions for employees in the hospital.


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ESTABLISHMENT:-

This section deals with-

Maintaining of salary and payroll of employee. Employee grievances handling. Retirement of the employee. Promotion and transfer of the employee.

PROVIDENT FUND:-

This section deals with

Calculation of PF and ESI of all employees. Maintaining the monthly record of the PF and ESI deduction of every employee. Maintaining the yearly record of the PF and ESI deduction. Balancing the yearly record with the monthly record.


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CONTRACT LABOUR:-

The main functions of this department are-

Maintaining the records of the contractors like renewal of the license, registration copy ofthe principal employer etc.

Maintaining the personal files of the workers worked under contract labour. Take care of the attendance of the workers. Calculation of the salary of the workers.

Calculation of PF and ESI of the workers.

Look after the interest of the contract workers. Calculation of the bonus of the workers.

CENTRALISED DISPATCH:-

This section handles all the work-

Receiving of the business letters of an organization. Dispatching of all the business letters to the various departments in the organization.


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AIM AND OBJECTIVES

OF THE STUDY


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AIM OF THE STUDY:-

To study the employment and compliances for CONTACT LABOUR AT INDRAPRASTHA

APOLLO HOSPITAL, NEW DELHI.

OBJECTIVE OF THE STUDY:-

The specific objectives of this study is to undergo the study in following prospects-

To study the compliances of contract labour. To study the various acts being implemented for contract labour. To analyse the cost and benefits of contract labour. To study the procedure for employment of contract labour. To study the areas comes under the contract labour and also the facilities provided to the

workers under contract labour.

To study the process of record maintenance for contract labour.


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RESEARCH CONCEPTS AND THEORIES


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INTRODUCTION TO CONTRACT LABOUR

With the growth of industrialization, the system of employing contract labour is prevalent in most

industries in different occupations including skilled and semi skilled jobs. It is also prevalent in

agricultural and allied operations and to some extent in the services sector.

Contract labour has to be employed for work which is specific and for definite duration.inferior

labour status, casual nature of employment ,lack of job security and poor economic conditions are

the major characteristics of contract labour. While economic factors like cost effectiveness may

justify system of contract labour, considerations of social justice call for its abolition or regulation.


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WHAT IS CONTRACT LABOUR ?

A workman isdeemedto beemployed ascontract labourwhen he is hired in connection with

the work of an establishment or in connection with the work of an establishment or in connection

with such work by or through a contractor, with or without the knowledge of the principle

employer.

Contract workmen are indirect employees persons who are hired ,supervised and remunerated by a

contract who,in turn is compensated by the establishment.

WHY CONTRACT LABOUR ?

This phenomenon of employing contract labour undergoes following

Configurations in an organization:-

To minimize the overall liability of the establishment. Cost effectiveness Specialised agencies can do the job better. Better utilization and productive use of skilled labour force. To minimize the paper work.


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PRECAUTIONS IN HANDLING CONTRACT LABOUR

Contract must have license for employing labour to undertake the work.

Establishment should also be registered before employing contract labour as per legalrequirements.

As far as possible contractor may not be appointed to handle jobs of perennial nature.

If jobs are of intermittent nature, give to contractor ,who would get it done through its ownlabour.

Let the responsibility of supervision be of contractor, who should also control the labour.

Ensure that the provision of various other laws like Minimum Wages Act, Payment of WagesAct, E.P.F Act and E.S.I. Act as applicable to other regular employees of establishment ,

should also be complied with in case of contract labour.


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For depositing EPF and ESI contribution ,the contractor is asked to take a separate codenumber from EPF authorities to deposit EPFand ESI contributions of contract labour

directly.

A watch has to be kept by principle employer.


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CONTRACT LABOUR SHOULD NOT BE EMPLOYED

WHERE:-

The work is perennial and must go on from day to day.

The work is incidental to and necessary for the work of the factory.

The work is sufficient to employ considerable number of whole time workmen and

The work is being done in most concerns through regular workmen.


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CHECKLIST FOR EMPLOYMENT OF CONTRACT LABOUR

The establishment must ensure that they have got a registration certificate from the competentauthority under section 7 of CONTRACT LABOR (R & A) ACT,1970.

The establishment must ensure that they issue certificate to contractor for obtaining license undersection 12 of act.

It must be ensured that the contractor who is employing more than 20 persons has valid licenseissued in his name by the competent authority under the act.

The payment of wages to the employees employed by the contractor is distributed to his contractorhimself or his nominee and principle employer has to depute his representative to be present and

sign the payment register in token of having disbursedthe salary inhis presence by the contractor.


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There should not be any supervision and control by the principle employer in respect of employeesemployed by the contractor to fulfill the obligation of the contract.

Contractor should not specify the number of persons required but quantify the quantity of work.

To ensure to submit annual return to the prescribed form under the Act.

The principle employer should not pay any advance to the contractors employees directly.


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THE CONTRACT LABOUR (REGULATION & ABOLITION )

ACT,1970

The Contract labour (Regulation & Abolition) Act,1970 was brought to India for the aid of such

workers who are employed through contractors and who have no direct link with the industry for

which work is done.

The Act regulates the employment of contract labour in certain establishment and prohibits such

employment I certain circumstances. Under the section 10,the government is empowered to

prohibit employment of contract labour in any process, operation or other work in any

establishment and can be prohibited irrespective of the number of workmen more or less than 20 in

any establishment or by a contractor.

The contract labour (Regulation and Abolition (Act, is any important piece of social legislation

which regulates the employment of contract labour and where necessary to abolish the same.


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LEGISLATIVE FRAMEWORK

The Government of India has been deeply concerned about the exploitation of

workers under the contract labour system. With a view to removing the difficulties of

contract labour and bearing in mind the recommendations of various commissions and

committees and the decisions of the Supreme Court, particularly in the case of Standard

Vacuum Refining Company in 1960, the Contract Labour (Regulation and Abolition) Act

was enacted in 1970. This Act seeks to regulate the employment of contract labour in

certain establishments and to provide for its abolition under certain circumstances.

Contract Labour, by and large, is neither borne on pay roll or muster roll nor is paid

wages directly. The establishments, which farm out work to contractors, do not own any

direct responsibility in regard to their labourers. Generally, the wage rates to be paid and

observance of working conditions are stipulated in agreements but in practice they are not

strictly adhered to.


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THE MAIN FEATURES OF THE ACT

The main features of the Act can be summarised thus:-

The Act applies to every establishment in which 20 or more workmen are employed or were

employed on any day on the preceding 12 months as contract labour and to every contractor

who employs or who employed on any day of the preceding 12 months 20 or more

workmen. It does not apply to establishments where the work performed is of intermittent or

casual nature. The Act also applies to establishments of the Government and local

authorities as well.

The Central Government and the State Governments are required to set up Central Advisory

Board and State Advisory Boards, which are authorised to constitute Committees as

deemed proper. The functions of the Boards are advisory, on matters arising out of the

administration of the Act as are referred to them. The Boards carry out the functions

assigned to them under the Act.


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The establishments covered under the Act are required to be registered as the Principal

Employer. Likewise, every contractor to whom the Act applies is required to

obtain a license and not to undertake or execute any work through contract labour except

under and in accordance with the license issued.

The Act has provided for establishment of canteens. For the welfare and health of contract

labour, provision is made for restrooms, first aid, wholesome drinking water, latrines and

urinals. In case of failure on the part of the contractor to provide such facilities, the

Principal Employer is made liable to provide the amenities.

The contractor is required to pay wages and a duty is cast on him to ensure disbursement of

wages in the presence of the authorised representative of the Principal Employer. In case of

failure on the part of the contractor to pay wages either in part or in full, the Principal

Employer is liable to pay the same. In case the contract labour perform same or similar kind

of work as regular workmen, they will be entitled to the same wages and service conditions

as regular workmen as per the Contract Labour (Regulation and Abolition) Central Rules,

1971.


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The Act makes provision for the appointment of Inspecting staff, for maintenance of

registers and records, for penalties for the contravention of the provisions of the Act and

Rules made thereunder and for making Rules for carrying out the purpose of the Act. In the

central sphere, officers of the CIRM have been appointed as Inspectors.

Apart from the regulatory measures provided under the Act for the benefit of the contract

labour, the appropriate government under section 10(1) of the Act is authorised, after

consultation with the Central Board or State Board, as the case may be, to prohibit, by

notification in the official gazette, employment of contract labour in any establishment in

any process, operation or other work.

Sub-section (2) of Section 10 lays down sufficient guidelines for deciding upon the

abolition of contract labour in any process, operation or other work in any establishment

and the appropriate government while taking action under this Section will have to take

an overall picture of the industry carrying on similar activities. The guidelines furnished

under sub-section (2) oblige the appropriate government to consider, as relevant data, the

material to which it must have regard. The Central Government on the recommendations of

the Board has abolished contract labour system in a number of jobs in different industries

and so far 76 notifications have been issued.


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DIFFERENT BOARDS INVOLVED UNDER

THE ACT


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THE ADVISORY BOARDS

1.)CENTRAL ADVISORY BOARD:-

Central Government shall, as soon as may be, constitute a board to be called the Central Advisory

Contract Labour Board (hereinafter referred to as the Central Board) to advise the Central

Government on such matters arising out of the administration of this Act as may be referred to it and

to carry out other functions assigned to it under this Act.

CENTRAL BOARD:-

The Central Board shall consist of--

(a) A Chairman to be appointed by the Central Government;

(b) The Chief Labour Commissioner (Central), ex-officio;

(c) Such number of members, not exceeding seventeen but not less than eleven, as the Central

Government may nominate to represent that Government, the Railways, the coal industry, the mining

industry, the contractors, the workmen and any other interests which, the opinion of the Central

Government, ought to be represented on the Central Board.


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The number of persons to be appointed as members from each of the categoriesspecified in sub-section.

The term of office and other conditions of service of, the procedure to be followed in thedischarge of their functions by, and the manner of filling vacancies among, the members of the

Central Board shall be such as may be prescribed:

Provided that the number of members nominated to represent the workmen shall not beless than the number of members nominated to represent the principal employers and the

contractors.


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2.) STATE ADVISORY BOARD:-

The State Government may constitute a board to be called the State Advisory Contract Labour

Board (here in after referred to as the State Board) to advice the State Government on such matters

arising out of the administration of this Act as may be referred to it and to carry out other functions

assigned to it under this Act.

The State Boardshall consistof--

(a) a Chairman to be appointed by the State Government;

(b) the Labour Commissioner,ex-officio, or in his absence any other officer

nominated by the State Government in that behalf;

(c) such number of members, not exceeding eleven but not lessthan nine, as the State Government

may nominate to representthat Government,theindustry,the contractors,theworkmen and any

other interests which, in the opinion of the State Government, ought to be represented on the State

Board.


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The number of persons to be appointed as members from each of the categories specified in sub-

section (2), the term of office and other conditions of service of, the procedure to be followed in the

discharge of their functions by, and the manner of filling vacancies among, the members of the State

Board shall be such as may be prescribed.

Provided that the number of members nominated to represent the workmen shall not be less than the

number of members nominated to represent the principal employers and the contractors.


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RESPONSIBILITIES

The Act enjoins Joint and Several responsibity on the Principal Employer andthe Contractor.

The Principal Employer should ensure that the Contractor does the following:

a) Pays the wages as determined by the Government, if any, or;

b) Pays the wages as may be fixed by the Commissioner of Labour.

c) In their absence pays fair wages to contract labourer.

d) Provides the following facilities:

e) Maintains various registers and records, displays notices, abstracts of the Acts, Rules etc.

f) Issues employment card to his workmen, etc.


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PENAL PROVISIONS:-

Section 9 ofthe Act provides that the Principal Employer, to whom this Act is applicable, fails to get

registered under the Act, then such Principal Employer cannot employ contract labour. It also appears

that if the Establishment is not registered or if the Contractor is not licensed then the contract labour

shall be deemed to be the direct workmen and the Principal Employer or the Establishment shall be

liable for the wages, services and facilities of the contract labour etc. For contravention of the

provisions of the Act or any rules made there under, the punishment is imprisonment for a maximum

term upto 3 months and a fine upto a maximum of Rs.1000/-.


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APPLICATION OF THE ACT

The act applies to every establishment in which 20 or more workmen are

Employed or were employed on any day of the proceeding 12 months as contract labour and to

every contractor who employs or who employed on any day of the proceeding 12 months 20 or

more workmen. The act is not applicable to establishments, which carry on work of a casual nature

occasionally.

Under the section 7, every principle employer of an establishment should make an application on

prescribed form for the registration of the establishment, within a period for employing the contract

labour .


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IMPORTANT TERMINOLOGIES DEFINED UNDER THE

ACT

CONTRACT LAOUR:-

Under the section 2(1,b) workmen is employed as contract labour in or connection with the

work of an establishment when he is hired in or connection with such work by or through a

contractor, with or without the knowledge of the principle employer.

CONTRACTOR:-

Under the section 2(1,c) a person whoundertakestoproducea given result for establishment

,other than a mere supply of goods and articles of manufacture to such establishment ,through

contract labour orwhosupplies contract labour for any work of of the establishment and includes

a sub-contractor.


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ESTABLISHMENT:-

Under section 2(1,e) it means-

Any officeordepartment of the government or a local authority. Any place where any industry ,trade , business, manufacture oroccupation is Carried on.

PRINCIPLE EMPLOYER:-

Under the section 2 (1,g) as it means

the headormanager of the department or office is responsible for supervision

And control of the establishment.


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WORKMAN:-

Any person employedin or connection with the work of any establishment to do anyskilled, semi- skilled or unskilled manual , supervisory ,technical or clerical work for hire

or reward whether the terms of employment be express or implied ,but does not include any

such person:-

Who isemployed mainly in a managerial oradministrative capacity.

Who is being,employed in a supervisory capacity draws wages exceeding five hundredrupees per mensem or exercises, either by the nature of the duties of office or by the reason

of the powers vested in him, functions mainly in managerial nature.

Who is an outworker ,that is to say, a person to whom any articles or materials are given byor on behalf of the principal employer to be made up cleaned,washed, altered, ornamented,

finished. Repaired, adapted, or otherwise, processed for the sale for the purpose of the trade

or business of the principal employer.


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CHECKLIST FOR PRINCIPAL EMPLOYER:-

Registration of the establishment.

Display of the following notices like rate of wages, hours of work, wage period ,dateof payment of unpaid wages and name and address of the inspector having

jurisdiction.

Maintenance and preservation of register of the contractor.

Filling of returns of commencement and completion of the contract. Filling of theannual return ( FORM 5)

Supervising the responsibility of contractor to avoid enjoying of the liabilities.

Ensure provision that facility of canteen, drinking water, washing, rest room , latrinesand urinals , first aid ,crche are provided by the contractor.


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REGISTRATION OF THE ESTABLISHMENT:-

Under the section 7 every principle employer of an establishment should make an

application on prescribed form for registration of his establishment within a period,

for employing the contract labour. It is mandatory to get register , without which no

establishment can emply contract labour in the organization. Nature of work carried

on in the establishment:-


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MANNER OF MAKING APPLICATION FOR

REGISTRATION OF ESTABLISHMENT:-

The application referred to in sub-section (1) of section 7 shall be made in triplicate inFORM 1 to the registering officer of the area in which the establishment sought to be

registered is located.

The application referred to the sub rule (1) shall be accompanied by a demand draftshowing payment of the fees for the registration of the establishment.

Every application referred to sub rule (1) shall be either personally delivered to theregistering officer or sent to him by registered post.

On receipt of the application referred to the sub rule (1) ,the registration officer shall, afternoting down the date of receipt by him of the application ,grant an acknowledgement to

the applicant.


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GRANT OF CERTIFICATE OF REGISTRATION:-

The certificate of registration granted under sub- section (2) of section 7 shall be in FORM 2.

Every certificate of registration granted under sub- section (2) of section 7 shall contain thefollowing particulars ,namely-

Name and address of contractors.

Nature of work in which contract labour is employed or is to be employed.

Maximum number of contract labour to be employed on any day through eachcontractor.

Other particulars relevant to theemployment of contract labour.

Duration of the employment of the contract labour.


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The registering officer shall maintain a register in form 2 showing the particulars ofestablishment in relation to which certificate of registration have been issued by him.

If, in relation to an establishment ,there is any change in particulars specified in thecertificate of registration,the principal employer of the establishment shall intimate to the

registering officer, within thirty days.


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ANNUAL RETURN PAID BY THE PRINCIPAL EMPLOYER

The principal employer is paying annual return to the registering officer, at the end of each financial

year. For payment of annual return a FORM 15 is filled by the principal employer. This consists of:-

Full name and address of the principal employer. Name of the establishment

District Postal address Nature of operation/industry/ work carried on.

Full name of the manager or person responsible for supervision and control of theestablishment.

Maximum number of workmen employed as contract labour on any day during the year.

Total number of days during the year on which contract labour was employed.


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Total number of man days worked by contract labour during the year.

Maximum no. of workmen employed directly on any day during the year.

Nature of work on which contract labour was employed.

Amount of security deposit made by contract labour.


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CHECKLIST FOR CONTRACTORS:-

To have a valid license.

Renewal of the license.

Maintenance and preservation of register of persons employed, register of fines, registerof deduction for damages or loss, register of advance and register of overtime.

Display the notice of rate of wages, hour of work, wage provided , wage period, date ofpayment of wages,date of payment of unpaid wages and name and address of the

inspector having jurisdiction.

Provide facilities of canteen , drinking water, washing, restrooms, latrines and urinals ,dress, first aid, crche etc.

Employee ID card.

Half yearly return.


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LICENCES TO CONTRACTORS:-

It is mandatory for every contractor to get the license from the licensing officer.acontract is not allowed to undertake or execute any work through contract labour

without obtaining a valid license from licensing.

Undertaking or executing any work through contract labour without obtaining a validlicense is punishable.


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APPLICATION FOR A LICENSE:-

Every application by a contractor for grant of a license shall be made in triplicate inFORM 4 ,to the licensing officer of the area in which the establishment ,in relation to

which he is the contractor ,is located.

Every application for the grant of a license shall be accompanied by a cert ificate by theprincipal employer in FORM 5 to the effect that the applicant has been employed by him

as a contractor in relation to his establishment.

That he undertakes to be bound by all the provisions of the act and the rules made thereunder in so far as the provisions are applicable to him as principal employer in respect of

the employment of contract labour as the applicant.

Every application referred in sub rule (1) shall also be accompanied by a demand draftshowing:-

The deposit of the security at the rates specified in rule 24, and The payment of the fees at the rates specified in rule 26.


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MATTERS TO BE TAKEN INTO ACCOUNT IN GROWING OR

REFUSING A LICENSE:-

In granting and refusing to grant a license, the license officer shall take the followingmatter into account, namely:-

Whether the applicant- Is a minor or, Is of sound mind and stands so declared by a competent court, Is an un discharged insolvent, or Has been convinced (at any time during a period of five years immediately, preceding the

date of application) of an offence which, in the opinion of the central government,

involves moral turpitude,

Whether the fees , for the application have been deposited at the rate specified in RULE6.


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SECURITY

Before a licensed, is issued an amount calculated at the rate of Rs90 for each of the workmen to

be employed as contract labour, in respect of which the application for licensed has been made ,

shall be deposited by the contractor for due performance of the conditions with the provisions of

the act or the rules made there under.

REFUND OF SECURITY:-

On the expiry of the period of the licensed, the contractor may, if he dpes not intended tohave his license renewed ,make an application to the licensing officer for the refund of the

security deposited by him.

If the licensing officer is satisfied that there is no breach of the conditions of license orthere is no order under the section 14 for the future of the security or any portion thereof,

he shall direct the refund of the security to the applicant.


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If there is any order directing the forfeiture of any portion of the security, the amount to beforfeited shall be deducted from the security deposit, and balance if any, refunded to the

applicant.


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RENEWAL OF LICENSE:-

Every contractor shall apply to the licensing officer, for renewal of the license.

Every such application shall be in form 5 in triplicate and shall be made not less thanthirty days before the date on which the license expires, and if the application is so made

,the license shall be deemed to have been renewed until such date when the renewed

licensed is issued.

The fees chargeable for the renewal shall be the same as for the grant thereof.

If the application for the renewal is not, received within the time specified in sub rule(2),a fee of 25 percent in excess of the fee ordinarily payable for the licensed shall be

applicable for such renewal.


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COMPLIENCES:-

Compliences have been categorized into following manner:-

Minimum wages,1948 Provident fund,1952 ESI (employee state insurance), 1948 Bonus.

MINIMUM WAGES ACT,1948:-

This act has been enacted that the employer pays minimum wages to the employees as fixed or

revised by the appropriate government in certain employment in accordance with the procedure as

laid down under the act.

It can not be less than the minimum wage. The organization pays the entire amount of the salary

to the contractor, who in turn pays to his labours.

Payment to the contract labour at Indraprastha Apollo hospital, is given as per the wages fixed

by the government of N.C.T. of Delhi, which is as follows:-


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THE CURRENT MINIMUM RATE OF WAGES ARE INDICATED

BELOW:-

CATEGORIES

SKILLED

FULLY SKILLED

SEMI- SKILLED

UN-SKILLEDUNSKILLED

ONLY


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CATEGORIES CURRENT RATES (PER

MONTH)

D.A (DEARNESS

ALLOWANCE)

UN-SKILLED 3383.00 251/-

SEMI-SKILLED 3849.00 251/-

SKILLED 4107.00 251/-

The labour department, government of NCT OF DELHI, advices all employers, covered by

minimum wages act,1948 to pay wages to its workmen as per the revised rates.

Workmen who do not receive the notified wages can approach office of the deputy labour

commissioners in their respective districts and file their claims.


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PROVIDENT FUND:-

The employees provident funds and miscellaneous provisions act, provides for compulsory

contributory fund for the future of an employee after his retirement or his dependents in case of

his early death.this is one of the social benefits providing to the employees by the employer.

It extends to the whole of India, except the state of Jammu and Kashmir and is applicable to :-

Every factory engaged in any industry specified in schedule 1 in which 20 or more personsare employed.

.

Every other establishment employing 20 or more persons or class of such establishmentswhich the central govt. may notify.

Any other establishment so notified by the central government even if employing less than20 persons.


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PF CONTRIBUTION:-

Employee 12% of the basic plus D.A. which is directly going to the provident fundaccount of the employee.

Employer 13.61% of the basic pay plus dearness allowance among this 3.67% is going tothe employees provident fund account and 8.33% is going to the pension fund of the

employee.

NOTE:-

An employee is eligible for getting the pension after his retirement t the age of 58.

He is getting the pension If he is servicing the organization for minimum ten years.

If that person wants to leave the job,then the total amount of PF and PENSION at thattime.

If the salary is upto Rs.6500, then the amount for maintaining is mandatory.

But if the salary is above Rs. 6500 then PF becomes optional.


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EMPLOYEES STATE INSURANCE (ESI):-

The employees state insurance act, provides for certain benefits to employees in case of sickness,

maternity and employment injury.

The acts, extends to the whole of India. It applies to all factories (including government factories but

excluding seasonal factories) employing ten or more persons and carrying on a manufacturing process

with the aid of power or more employing 20 or more persons, and carrying on a manufacturing process

or any other such establishments.

A factory or other establishment ,to which this act applies, shall continue to be governed by its

provision even if the no.of workers employed there in falls below the specified limit or the

manufacturing process there in ceases to be carried on with the aid of power.


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90

BONUS:-

This is the amount which is paid by the employer once on a year for motivating the workers to do

there duty in a better manner.this is the amount which is calculated according to the days of work of

employees.

CONDITIONS:-

An employee should work for min. 26 days in a year.

It is paid on the basic amount or payment that is 3500

8.33% is paid in bonus.


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DISPLAY OF ABSTRACT ACT AND RULES:-

Under the 79 of contract labour, (R & A) central rules,1971 every contractor should display an abstract

of the act & rules in English and hindi and in the language spoken by majority of the workers in the

prescribed form.

DISPLAY OF NOTICES:-

Under the section 81 of central rules 1971, the principal employer or the contractor should exhibit

notices showing-

The rate of wages. Hours of work. Wage periods Dates of payment of wages. Names and address of the inspectors having jurisdiction. Date of payment of unpaid wages.


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The above particular should be in English, hindi, or the local language understood by themajority of the workers.

A copy of such notice is sent to the inspector, and in case of any changes occur.


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DESIGN RESEARCH


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METHODOLOGY:-

The nature of the study of my project is Descriptiveresearch.

This is a descriptive research because according to this study. Though I have no control over these

variables only but the information collected for this project is according to what has happened in the

organization and what is happening there in the organization.the main purpose of the study is the

description of the state of affairs as it exists at present.

SAMPLE SIZE:-

In this particular work,I have considered all the contract labour working in various departments in

this hospital that is approximately 80 workers .because the rules and regulations are small for

contract labour irrespective of age,cast,gender,qualification etc.

METHOD OF SAMPLING USED :-

In this particularproject I have followed the judgement sampling technique.i followed this technique

of sampling because I personally judge the practices which are followed in the organization as well

as I have taken the help of past records to study and analyse about the particular subject and come

into a certain conclusion.


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COLLECTION OF DATA


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DATA COLLECTION:-

Data collection is the most important aspect of statistical survey.there are two types of Data

collection:-

Primary data Secondary data

Primary data is the data which is collected from the primary source for the first time by the

investigator .this data is raw in nature and it can not be used by anyone but thesecondary source is

the data which is collected from magazines,pastrecords, newspapers etc. this data is not

collected and used for the first time y the investigator.

In this project work, though I have considered all the contract labours of the hospital at a large so it

is impossible for me to take the interview of each and every worker and filling the questionnaires by

the same within the specified time and coming to conclusion and also because of some boundations,

rules and Regulations of the hospital.

For this reason the data collected is simply the combination of both primary and secondary but more

emphasizely istheprimary methodofdata collection by observing certain prospects in the

hospital and undergoing study of the following pastrecords of the hospital about the contract labour.


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DISTRIBUTION OF CONTRACT LABOUR AT APOLLO

HOSPITAL

Contract labour is deployed in different departments , which includes-

House keeping Foods and beverages Security Engineering Laundry Call centre Information technology Parking Horticulture


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There are-

6 contractors in house keeping 2 contractors in foods and beverages. 1 contractors in security. 1 contractor in laundry. 3 contractors in engineering. 2 contractors in call centre. 3 contractors in information technology. 1 contractor in parking. 2 contractor in horticulture.


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DATA ANALYSIS

AND INTERPRETATION


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QUALITY OF SERVICES OFFERED IN THE DIFFERENT

DEPARTMENTS OF HOSPITALS TO GENERAL PUBLIC

INTERPRETATION:-

The diagram depicts that the quality of services offered at different departments is moreweighing for

the GOOD REMARKS (88%) as compared to the other remarks approved.

8%

65%

88%

25%

QUALITY OF SERVICES

POOR

AVERAGE

GOOD

VERY GOOD


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THE PROBLEM SUFFERED BY THE GENERAL PUBLIC AND

HOUSE KEEPING STAFFS IN WHAT ALL AREAS

INTERPRETATION:-

The problems faced by the general public Was Highest In Food as due to very expensive Food CaffeS

And Canteens established laded down their due

To high tech maintained infrastructure.

10%

16%

62%

12%

PROBLEMS FACED

TRAVEL

TRANSLATOR SERVICES

FOOD

OTHERS


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MEETING NEEDS AT THE HOSPITAL COMPARED TO OTHER

PRIVATE HOSPITALS

INTERPRETATION:-

The hospital is efficient andenhancedenough to meet up the needs of people as compared to other

private hospitals thereby like- Fortis, Ram Lohia Hospital here in Delhi.

60%

52%

38%

23%

RESPONSES

EXCEELENT

VERY GOOD

GOOD

AVERAGE


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QUALITY OF SERVICE AND AVAILABILITY OF CONTRACTORS

IN DIFFERENT DEPARTMENTS

INTERPRETATION:-

Several contractors were sufficient capable enough in providing the needs of employees at different

departments of the hospital specially moresatisfactorily in the IT department

50

67 65

45

30

49

23

65

0

10

20

30

40

50

60

70

80

HR IT MARKETING FINANCE

YES

NO


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PREFERENCES OF THE DOCORS AND OTHER STAFF

MEMBERS FOR MAINTAINING THEIR PROVIDENT FUNDS

INTERPRETATION:-

The preference among most of the employees for maintaining their provident funds from their salaries

was highestin doctors (65%) and then followed by executives (60%), less common in general

consultants (45%) and very less opted by nurses(32%).

65%

60%

45%

32%

PREFERENCES

DOCTORS

EXECUTIVES

CONSULTANTS

NURSES


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CONCLUSIONS:

The study on employment and compliances for contract labour with reference to HRdepartment has provided a wide range of insight into practical aspects of contract labour.

The business in future will grow in the area of outsourcing, and this will lead to shift inemployment and actualization of work, at the same time there is no need to ensure decent

work with better wages and security and safety in the outsourcing activity.

There are many facilities under the contract labour provided to the workers and the workersand the workers are also satisfied with the facilities provided to them.

The organization should keep its eye open to it and as a principal employer it should put theentire thing in control while dealing in the hiring of contract labours.

The preferences of most of the doctors and executives is more of maintaining their providentfunds because of good handsome salaries obtained but for other staff is not so majorly opted.

Quality of services provided to general public is enhanced and satisfactorily meeting up allneeds.

Thereby, it can be concluded that contract labour is very important part of the organization. If an organization wants to reduce the costs and overload itself then it should adopt contract

labour.


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LIMITATIONS OF THE STUDY

Significant level of dissatisfaction was noted in gaining up the data from the variousdepartments like-housekeeping, foods and beverages, etc. in order to note the no. of employees

hired by contract labourers.

Certain shortcomings were noted in the patient assessment of food services by hospital. Interpretation problem and framing up understanding in different languages was also

discovered in large patients due to the patients coming from all across the country.

Sometimes hiring up contract labours can prove to be a great risk for the organization. In between the opinions of the public and patients approaching up the hospital was not

considered important.


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SUGGESTIONS AND RECOMMENDATIONS

The survey revealed that most of the patients and even general public suffered a great sense ofinterpretation problem in different language ,so various interpretators and language translators

can be hired by the organization in meeting up this need for public as well as employees.

Maintaining up the provident funds should be kept as optional for the low level staff likenurses due to less salary.

Patient and general public opinion should be kept in mind in knowing about the shortcomingsin several sections of the hospital.

Food assessment and quality of service should be more enhanced .


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BIBLIOGRAPHY

Books :-

Naidu A.R. :Contract labour

Kumar H.R. : Obligations of employers under labour act

Journal The associated chambers of commerce and industry of India.

Monthly journal Labour file

Websites:-

www.helplinelaw.com

www.legalservice.com

www.laour.nic.in

Search engines:-

WIKIPEDIA

GOOGLE


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ANNEXURE:-

The following questionnaire put forward in the organization comprises of the following questions:-

1)How is the quality of service offered in the different departments of the hospital to employees and

general public-

Poor Average Good Very good

2.) Problem suffered in the different areas of the hospital by employees and general public visiting

hospital-

Travel services Translator services Food Others

3.)Is hospital efficient enough in meeting up several needs of public-

Excellent

Very good Good Average


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4) Availabilty of contractors in different departments in meeting several needs-

Yes No Satisfactory

5.)Preferences of maintaining up the provident funds were seen highest in-

Doctors

Executives Consultants Nurses

mani projct(final)

Documents

Transcript of mani projct(final)