A STUDY ON

“SALARY

ADMINISTRATION”

IN

CARE HOSPITALS
 CERTIFICATE

This is to certify that this project report titled “A study on SALARY

ADMINISTRATION” in CARE HOSPITAL Nampally, Hyderabad, Andhra
Pradesh is bonafide work done under my direct supervision and guidance.

Signature of guide
 DECLARATION

I hereby declare that this project report titled “SALARY ADMINISTRATION”

submitted by me to the Senior Manager, HR department, CARE hospitals,
Nampally, Hyderabad is a bonafide work under taken by me at CARE hospitals,
Nampally, Hyderabad.

G.M.DEEPTTI TELLAPUTTA

Place: Hyderabad
Date:
 ACKNOWLEDGEMENT

I would like to express my sincere gratitude to K.RADHA MANOHAR, Senior

Manager HR department, CARE Hospitals Nampally, Hyderabad. For giving
permission and guidance to do project work in the organization.

I thank the entire HUMAN RESOURCES TEAM for extending their hand in the
guidance and co-operation in completing my project work.

I take it as a privilege to convey my sincere thanks to all the staff of CARE

Hospitals, Nampally for their co-operation and help, with out which this would
not have been completed.

G.M.DEEPTTI TELLAPUTTA
 CONTENTS

Chapter – I THEORITICAL FRAMEWORK

Chapter – II BRIEF PROFILE OF THE ORGANISATION

Chapter – III SIGNIFICANCE OF THE TOPIC IN THE

ORGANISATION
1. Components in the compensation
2. Salary fixation procedure
3. Gross salary
4. Allowances
5. Increments
6. Welfare Measures
7. Fringe benefits
8. Full and final settlements

Chapter – IV METHODOLOGY
 Tile of the study
 Need for the study
 Scope of the study
 Objectives of the sample
 Hypothesis
 Population & sample
 Sampling Techniques
 Data Collection Sources
 Study instruments
 Analysis of data
 Limitation of the study

Chapter – V DATA ANALYSIS & INTREPRETATION

Chapter – VI FINDINGS AND SUGGESTIONS

Chapter –VII QUESTIONNAIRE

BIBLIOGRAPHY
 Chapter – I

THEORITICAL FRAMEWORK
 Compensation management system

Definition:

Compensation management is concerned with the formal and implementation of

strategies and policies the purpose of which are to rewarded people fairly, equitably and
consistently in accordance with their value to the organization and thus help the
organization to achieve its strategic goals. It deals with the design, implementation and
maintenance of reward system (reward process, practices and procedures) that aim to
meet the needs of both the organization and its stakeholders.

SAP ERP Definition:

Enables companies to plan and define employee remuneration data on the basis of
reward strategies, including performance-based and competency-based pay, variable pay
plans, bonuses and long-term incentives. Supports companies in defining and putting into
practice compensation structures throughout their lines of business.

The aim of compensation management are to:

 Compensate people according to what the organization value and wants to pay for;
 Compensate people for the value they create;
 Compensation the right things to convey the right message about what is
Important in terms of behaviors and out comes;
 Motivate people and obtain their commitment and engagement;
 Help to attract and retain the high quality people the organization needs;
 Create total reward processes that recognize the importance of both financial and non
financial rewards.
 Develop a positive employment relationship and psychological contact.

COMPONENTS OF COMPENSATION:-
Basic wages/Salaries:

This refers to the cash component of the wage structure based on which other elements
of compensation may be structured. It is normally a fixed amount which is subject to changes
based on annual increments or subject to periodical pay hikes. It is structured based on the
position of an individual in the organization and differs from grades to grades.

Dearness allowance:

The payment of dearness allowance facilitates employees and workers to face the price
increase or inflation of prices of goods and services consumed by him. The onslaught of price
increase has a major bearing on the living conditions of the labour. The increasing prices
reduce the compensation to nothing and the money's worth is coming down based on the level
of inflation.
The payment of dearness allowance, which may be a fixed percentage on the basic wage,
enables the employees to face the increasing prices.

Bonus:

The bonus can be paid in different ways. It can be fixed percentage on the basic wage
paid annually or in proportion to the profitability. The Government also prescribes a minimum
statutory bonus for all employees and workers.

There is also a bonus plan which compensates the Managers and employees based on the sales
revenue or Profit margin achieved. Bonus plans can also be based on piece wages but depends
upon the productivity of labour.

Fringe benefits:
The provision of fringe benefits does not attract any explanation. These includes,
a) Company cars
b) Paid vacations
c) Membership of social/cultural clubs
d) Entertainment tickets/allowances.
e) Discounted travel tickets.
f) Family vacation packages.

Reimbursements:

Employees, depending upon their gradations in the organization may get

reimbursements based on the Expenses incurred and substantiated. Certain expenses are also
paid based on expenses incurred during the course of business.
In many cases, employers provide advances to the employees for incurring certain expenses
that are incurred during the course of the business.
Some examples are,
a) Travel expenses.
b) Entertainment expenses
c) Out of pocket expenses.

Sickness benefits/pregnancy:

The increasing social consciousness of corporate had resulted in the payment of

sickness benefit to the Employees of companies. This also includes payments during
pregnancy of women employees.
The expenses incurred due to injury or illness are compensated or reimbursed to the
employees. In certain companies, the death of an employee is compensated financially.
Companies are also providing supporting financial benefits to the family of the bereaved
employees. However, companies covering these cost through appropriate insurance policies
like, Medical and life insurance
 Chapter–II

BRIEF PROFILE OF THE

ORGANISATION
INTRODUCTION:
Care hospitals is a registered non profit society with the mandate of making quality
health care affordable and accessible to all through appropriate use of technology .The
foundation has been established by a group of medical scientists and technologies with the
stated mission of making advanced comprehensive healthcare affordable and accessible to all.

The patron of the hospitals is renowned cardiologist padmashri Dr B.SomaRaju and the
chairman of the Care foundation is prof.P.krishnam Raju. The hospital implements its mission
of making advanced technology based care affordable and accessible to common man under a
three dimensional programme.

a. Conducting research & imparting specialized education,

b. Developing cost effective medical products, and
c. Providing health care to people from the economically weaker
sections of the society and those living in rural areas.

In 1997, when Dr.B.Soma Raju and Dr.D.Prasada Rao led a team of medical professionals
to set up the first CARE Hospital, it signaled the dawn of a new era in medical care .At the
heart of this movement was a burning desire to practice medicine with compassion, concern
and care, with a single minded objective the recovery of the patient. Today, with Multi-
Specialty Hospital across the state, and a reputation for humanization and selfless service of
the highest order, CARE Hospital enjoys an unbelievable amount of goodwill. A million
smiles will bear testimony to that.

The organization was incorporated with the main objective of running all kinds of hospitals,
dispensaries ,nursing homes, clinical laboratories carrying out medical research, education and
train medical students ,nursing professionals, hospital administrator, grant diplomas or
recognitions as the company may deem fit and to render professional consultancy and advice to
any individual firm, company, Govt etc. in the fields of research and development relating to
medical, pharmaceutical and chemical industries.

FUNDAMENTAL REASON FOR EXISTENCE:

 To make quality medical care affordable and accessible considering quality, cost,
access.
 Timeless unchanging core values.
 Putting the patient first above ones own interest.

VISIONARIES
1. Dr. B. Soma Raju
Chairman & Managing Director

• Sri Dr B Soma Raju, MD, DM in Cardiology and renowned cardiologist in India and
Abroad.
• He headed the department of Cardiology at NIMS during which time he brought modern
Cardiac care into the country.
• He developed indigenous stent along with Dr. Abdul Kalam, President of India (Named
Kalam-Raju Stent)
• He was honored by Government of India with Padmashree Award towards his outstanding
contribution in the field of Medicine in the year 2001.
• He is the Chairman & Managing Director of Quality Care India Ltd

2. Dr. N. Krishna Reddy

Director& CEO

• MD Internal Medicine from PGIMER, Chandigarh.

• DM-Cardiology from GB Pant Hospital, New Delhi.
• Asst. Professor at NIMS – introduced Tran esophageal echocardiography and
Dobutamine Echocardiography.
• A key team member in development & evaluation of indigenous coronary stents,
beginning with “Kalam-Raju” stent.
• A principal investigator for 5 ongoing National Trials
• The team leader for ongoing development of drug-eluding stents.
• He is a Consultant Cardiologist and the Director & Chief Executive Officer of
Quality Care India Ltd

CORE PRINCIPLE
 Putting the patient first; above our own interests.
MISSION
To provide the best and cost-effective care, accessible to every patient through integrated clinical practice, education and
research.

VISION
To evolve as a unique university-based health-centre where the quest for new knowledge would continuously yield more
effective and more compassionate care for all.

To nurture a new generation of professionals of life-long commitment, dedication, knowledge, skills, wisdom and values.

To strive for public trust and maintain medicine’s humane and noble place amongst professions.

To be globally competitive in healthcare and related businesses integrating local culture and ethos

MISSION:
 The mission is more than just a statement; it’s the cornerstone of all efforts. And, of
course a constant reminder of their movement’s founding values.

 To provide quality medical care at an affordable price, delivered with compassion,

concern and care, through team spirit, training and technology.

 To develop a comprehensive healthcare delivery model that suits their population.

 To develop ‘centers of excellence’ in various medical specialties.

VISION:
 To evolve as a unique university-based health-centre where the quest for new
knowledge would continuously yield more effective and more compassionate care for
all.

 To nurture a new generation of professionals of long –life commitment, dedication,

knowledge, skills, wisdom and values.

 To strive for public trust and maintain medicine’s humane and noble place amongst
professions.
VALUES
.
Practice Practice medicine as an integrated team of compassionate, physicians, scientists and allied
health professionals.
Education Learn to serve through training and education of physicians, nurses and allied health
professionals.
Research Conduct basic and clinical research programs to improve patient care and to benefit society.
Mutual Respect Treat everyone with respect and dignity.
Commitment to Continuously improve all processes that support patient care, education and research.
Quality
Work Foster teamwork, personal responsibility, integrity, innovation, trust and communication, and
Atmosphere celebrate success.
Societal Commitment Support the society we live in and assist patients with limited financial resources.
Finances Allocate resources within the context of a system rather than its individual entities.
OBJECTIVES:
To bring down the cost without compromising on quality. To indigenize all the costly
disposables.

POLICIES:
 Sensitivity to pain and suffering shall be accorded highest priority to every
employee.
 Same treatment for same illness, irrespective of ability to pay.
 Tests will be done only when medically necessary
 Selection of all employees shall be on the basis of merit.
 Compulsory continuous medical education to lab health care personnel.
 Round the clock availability of cardiologists, C.T. Surgeons neurologists,
anesthetists, labs and technician.

CULTURE OF CARE
The best interest of their patient is the only interest they consider. They at CARE, combine an
emphasis on the pure science of medicine with a keen appreciation for each person’s humanity.
Their caring staff, advanced medical care, accessibility and efficiency is what make them
different from others –the preferred choice of the international patient .Every employee
devotes the necessary attention to ensure that every patient’s visit to CARE is convenient and
worthwhile. The culture at CARE bears testimony to the fact that:

“They are dedicated to the needs of their patients .They serve with a special attitude, special
care so that all patients gain the maximum benefit from their visit to CARE.

“It uses a collaborative approach where each physician can call on the expertise of medical
specialists and sub specialists. This team work helps physicians arrive at an accurate diagnosis
and the most effective course of treatment. Each patient benefits from the experience and skills
of many physicians. CARE continues to offer superior value with an efficient, streamlined
approach to medical care that emphasizes accurate diagnosis and effective treatments.

“It is patient centered organization and focus on one thing-the needs of the patient. The needs
of the patient come first.

“It provides the best care to every patient through integrated clinical practice, education and
research.”
 ORGANOGRAM
Corporate

HR
[Chief]

HR
Training
[General
[General
Manager]
Manager]

Coordination
MIS & Evaluation
[Asst. [Asst.
Manager] Manager]

implementatio
Placements Research & Content
Administration n
[AGM] Design Development
[AGM] & Delivery
[AGM] [Sr. Manager]
[Manager]

Performance
Welfare
Payroll Management
Manager Manager Statutory [Asst. Asst. Manager Manager Asst. Manager Sr. Executive
[Executive] [Manager]
[Sr. Executive] Manager]

Documentatio
n Asst.Manager
Sr. Executive Asst. Manager
[Executive]
 Chapter - III

SIGNIFICANCE OF THE TOPIC IN

THE ORGANIZATION

SALARY ADMINISTRATION
 1. Basic salary

2. Allowances

3. Incentives

4. Welfare Measures

5. Fringe benefits

6. Full and final settlements

SALARY FIXATION PROCEDURE

INTERNAL EQUITY SURVEY

Employees’ perception of how they are being treated by their organization is of prime
importance to them. The dictum ‘a fair day work for fair day pay’ denotes a sense of equity
felt by employees.
When employees perceive inequity, it can result in lower productivity, higher absenteeism
or increase in turnover.
The perception of equity directly impact motivation, commitment and performance on the
job.

The remuneration system needs to meet three types of equity:

1. internal
2. external
3. individual

It involves the perceived fairness of pay differentials among different jobs within an
organization.

Employees should feel that the pay differentials among jobs are fair, given the
corresponding differences in job responsibilities.

EXTERNAL EQUITY
It involves employee’s perception of the fairness of their remuneration relative to those
 outside the organization. What competitors pay to similar jobs will have its impact on
employee motivation, commitment and performance

INDIVIDUAL EQUITY
It involves employee perception of pay differentials among individuals who hold identical
jobs in the same organization.

Seniority contributes to differences in remuneration received by two individuals in the

same cadre. (E.g.:- a technician with more No. of years of service behind him tends to
receive higher salary than his or her junior who is promoted to that level now)

FACTORS OF INTERNAL EQUITY

1. Qualification as a base for minimum salary fixation

2. Outside CARE exp. as a method for past exp weightage
3. CARE exp as a factor of loyalty to the organization

To bring in line with the pay structure across the industry and to address the
difference in pay packages amongst associates in difference positions, an internal equity
exercise is periodical carried out to bring in equity in pay structure across the organization

This excise is carried out once in two years by corporate HR after collecting market
intelligence in relation to pay structure across similar organization in the industry

WAGE PERIOD:

26th to 25th of next month was calculated as a wage period to all associates

ATTENDANCE

For the fixation of salary the attendance calculation is very much important and it’s
the first step in the salary calculation.
 TIME OFFICE
MAN AGEMEN T

Existing practice :
 Bar code
 Leave Application
Planned :
 Implementation of Bio-
Bio-Metrics Automation
System in all CARE Units
 Swiping system for the contract associates
 Leave Card Implementation

BIOMETRIC CARD SYSTEM

Attendance is accounted with the help of a latest technology biometric card system.
Biometric machines are fixed at the entrance and the associates are suppose to keep their
fingers on the machine and they touch the point of contact, then their attendance is recorded,
this way the associate cannot provide fake attendance as their finger prints are scanned. After
scanning automatically the person attendance is calculated and stored in the system. The same
procedure has to be done when they log out.
Like this the attendance calculation will be done to all the associates with accordance with this
attendance only the pay for that month will be fixed for every employee

LEAVE POLICY AND PROCDURE

EARNED LEAVE

1. Entitlement: An associate who has served for a period of 240 days or more during a
continuous period of 12 months shall be entitled 15 days Earned Leave during the subsequent
12 months period. Trainees and probationers are not entitled Earned Leave.

2. Earned Leave for an associate of the department for the ensuing calendar year should be
planned and approved in principle by 15th of January every year by the HOD. In doing so it
should be ensured that adequate No. of associates are available at any point of time for the
efficient functioning of the Department.

3. Earned Leave must be applied for, in writing, at least 7 days in advance before the
commencement of leave.

4. Earned Leave can be prefixed or suffixed with holiday / weekly off. However, such holidays
/ weekly offs occurring during the period of leave will be treated as part of Earned Leave.

5. Earned Leave can be accumulated up to a maximum of 60 days.

6. On separation from the organization, the associate will be allowed to en-cash the Earned
Leave to his/her credit subject to a maximum of 60 days. Probationers will not be entitled to
encashment of Earned Leave on separation.

7. Calculation of encashment of Earned Leave will be on the gross salary.

8. Earned Leave cannot be combined with other types of leave, except where the
Extension of Earned Leave is due to hospitalization and/or general illness of the Associate.
Such leave will however be sanctioned at the discretion of the Management.

9. An associate should furnish his/her contact address to the HOD before proceeding on Earned
Leave.

CASUAL LEAVE

1. Entitlement: Every associate will be entitled 12 days Casual Leave in every year of Service
or proportion thereof.

2. Casual leave should be availed as far as possible with prior approval of the HOD. However,
in case it is not possible to do so, the associate should inform the HOD and submit the Casual
Leave application immediately on resuming duty.

3 Casual Leave can be availed for a maximum of 3 days at a time.

4 Casual leave cannot be clubbed with Earned Leave, Sick Leave and / or any other Type of
leave.

5 Casual Leave cannot be accumulated. Un-availed Casual Leave will lapse at the end of the
year.

6. Casual Leave can be prefixed or suffixed with holiday/weekly off. However such Holidays
occurring during the period of Casual Leave will be counted as part of Casual Leave.

7. All associates will be entitled to Casual Leave from the date of joining on a pro-rata Basis.
(Calculated proportionally i.e., 1 CL per month to be determined from the date of joining)
SICK LEAVE

1 Entitlement : An associate will be entitled 12 days Sick Leave in a year, on grounds of

sickness or accident incase he/she has had 12 months of service in the organization. Trainees
however will not be entitled to Sick Leave.

2 Sick Leave will be sanctioned subject to submission of Medical Certificate in case of absence
for 3 days or more. (Medical Certificate is not required for less than 3 days)

3 An associate availing Sick Leave due to prolonged illness should give the probable date of
resuming duties to consider his / her request for leave by the HOD.

4 Sick Leave can be accumulated for a maximum period of 60 days. This is inclusive of 12
days Sick Leave that an individual is entitled for the current calendar year.

5 In special circumstances management reserves the right to grant additional sick leave in
genuine cases of long illness. Such cases have to be referred to the Medical Director for
approval.

MATERNITY LEAVE

1 Entitlement: Maternity Leave for a period of 90 days can be availed of by women associates.
The same will not be sanctioned on more than 2 occasions.

2 Before proceeding on Maternity Leave the individual concerned will have to produce a
certificate from the doctor indicating the probable date of delivery, based on which she will be
sanctioned Maternity Leave as indicated above.

3 As a general rule 90 days of leave will be availed in two parts i.e. 45 days before and 45 days
after the date of delivery. If the period of leave availed before confinement is less than 45 days,
the balance leave will be allowed to be utilized in the post confinement period, subject to the
total leave not exceeding 90 days.

4 Any further leave required after the expiry of the Maternity Leave may be adjusted against
Earned Leave or Sick Leave, in which case the request for extension may be considered
subject to furnishing of a Medical Certificate from a Registered Medical Practitioner.

5 Trainees are not eligible for Maternity Leave. Probationers have to complete months of
service so as to be entitled for Maternity Leave.
SPECIAL LEAVE

1 Entitlement: Special Leave on full pay is granted to those individuals who have been selected
to represent / participate in training / seminars / sporting events etc.

2 Special Leave is granted subject to exigencies of organization work and with specific
approval of Medical Director.

3 Special Leave is also granted for associate’s marriage. The day of marriage will be granted as
special leave.

4 One day Special Leave may be granted for associates who have donated blood.

COMPENSATORY OFF

1 Entitlement: Compensatory off is granted those associates who work on their weekly off /
holidays.

2 In order to meet exigencies of company work, associates working on their weekly off / fixed
holidays will be permitted to avail compensatory off. However, Assistant Manager & above
positions will not be entitled to avail compensatory offs.

3 Compensatory Off will be granted to executive cadre level only.

(Up to G3 level)

4 The compensatory off has to be availed of within 1 month of having worked on the weekly
off / fixed holiday.

5 Only one compensatory off can be availed at a time. It cannot be clubbed with Casual Leave,
Sick Leave, Earned Leave and fixed holidays. However, it may be prefixed or suffixed with
weekly off.

6 Compensatory offs not availed within the stipulated time period would be treated as lapsed.

FIXED HOLIDAYS

1. Entitlement: Ten days in a calendar year out of which Republic Day, May Day,
Independence Day and Gandhi Jayanthi will be mandatory holidays. The balance six holidays
will be determined by the Corporate HR based on recommendations submitted by various
Units/Offices.

2. The list of holidays will be published by Corporate HR in the month of December for the
succeeding year.
3. In the event any fixed holiday falls on a Sunday, the same would be compensated by
increasing the number of holidays in equal proportion

4. Fixed holidays can be prefixed or suffixed with Earned / Sick / Casual leave

PROCEDURE TO AVAIL LEAVE

1. An associate shall apply for leave mentioning reason, type and duration in the Leave
Application Card. Leave Applications Cards will be endorsed and authenticated with the
amount of leave authorized and availed by the HR department of the Unit / Offices concerned.
(The copy of Leave Application Card is attached)

2. Associates have to submit the Leave Application Card to the HOD and after sanction, the
same will forwarded to HR Units / Offices for maintenance of leave records.

3. After updating leave register, the HR Department will return the Leave Application Card to
the associate. The safe custody of the Leave Application Cards is the responsibility of the
associate. It is recommended that all Leave Application Cards be kept centrally in respective
departments.

4. In case an associate wants to cancel approved leave he/she should seek the approval of the
HOD on an application and submit the same to the HR Department. The application should be
submitted within 3 days of the availing dates and in any case before 25th of the month

5. As payroll processed is from 26th of the preceding month till 25th of the succeeding month,
therefore leave availed till 25th of the month will be taken into account in order to calculate
monthly salary.

ACCUMULATION/ENCASHMENT OF LEAVE RECORDS

Time office will maintain all leave accumulation / encashment of leave records. The
same will be updated in the last week of December every year subject to budgetary approval
for encashment.

LEAVE WITHOUT PAY

In case an associate exhausts all his / her leave, he / she may be granted leave without
pay in special cases, at the discretion of the HOD.
LEAVE CALCULATION IN SALARY FIXATION

In the salary fixation the leaves are also calculated some associates use more leaves than
availability so those leave will go in those losses of pay account so in the calculation of the monthly
salary leave calculation is very much important.

ABSENTEISM AND LOSS OF PAY

Any associate who took leave with out informing to the head of the departments or to
the HR department that leave will be calculate as absent and this is the violation of the code of
conduct of the organization.

Any associate who availed the leave more than the permitted leaves those are
automatically calculated as loss of pay leaves this for this purpose also the approval is too
much importance

According to the Absenteeism and loss of pay leave information the monthly pay will
be calculated.

OVER TIME DUTIES

In the health service sector they has to provide emergency services care hospital is the
most primer institute in the health service sector so that is the reason the associates of the care
has to attend more emergence cases and also they have to do their duties more and more so
over time duties are common in the care hospital mostly the doctors and patient attending staff
was required to do this over time duties in the organization

OVER TIME CALCULATION FORMULA

OT=Gross salary/no.of.working days in month/8*no.of.extra hours

In the calculation of salary every month the calculation of the overtime duties are very
important, this over time pay is paid along with monthly salary.

DEDUCTIONS
LATE COMING

All the associates has to attend to their duties on time 10 minutes of grace period time
is provided to all associates
Any associate who failed to report to their respected duties that person will considered
as the late comer, any associate who have 15minutes of delay less than 3 times a half day
salary is deducted from the total monthly salary and if it exceeded 3 times then one full day
salary will be deducted from the total monthly salary of the associate.

TIME OFFICE
MAN AGEMEN T

STANDARD
S.NO ASSO.CODE ASSO.NAME DAYS ABSENT PRESENT ON DUTY LEAVE C OFF WEEKLY OFF HOLIDAYS PAID DAYS

MEDICAL BILLS

In the care hospitals any associate consulted for health services those bills can be paid
in the installment basis from the monthly salaries of the associates.
First the associates has to take the approval from hospital director or administrator of
the hospital then those bill are transferred to the HR department and accordance to amount and
the salary the bills will be decided form the monthly salary in the installment basis.

SALARY ADVANCES
 Any associate how is having a need of advanced salary first he has to contact the
respected head of the departments after getting permission form the HOD that permission has
to show to the HR then that is forwarded to the Hospital Administration department where the
final decision has to taken by them. That amount is sent to accounts department then the
advanced salary is given to that associate.
Only one month salary can be given as an advanced salary to the associate
In the monthly salary calculations that advanced salary amount will be deducted from
the total salary and the remaining amount will be credited on his account

STATUTORY DEDUCTIONS
PROFESSIONAL TAX

This is the one of the most important statutory deduction. This will be done on the basic
salary of the associate and that deducted amount will be credited to the income tax department.
The current slab is like this:
Up to 5000 Nil
5001 to 6000 Rs 60 per month
6001 to 10000 Rs 80 per month
10001 to 15000 Rs 100 per month
15001 to 20000 Rs 150 per month
Above 20000 Rs 200 per month

PROVIDENT FUND

Provident fund which is applicable to all employee in all organization & establishments
in India so this carehospitals organization also comes under this preview. In the basic salary of
the employee 12%has to be deducted to that amount another 12% of amount also is to be added
and finally that total amount will be credited in the personal provident account of that
employee.
 STATUTORY
ISSUES …
Provident Fund

 NSS & 2A forms for new associates

 Preparation of PF monthly challans

 Submission of monthly & annual returns as well as

withdrawals

 Forwarding acknowledgment to resigned associates

SALARY ADJUSTMENTS

In this salary fixation Process some dues and attendance related issues are addressed
those has to be rectified with the adjustments in the accents mostly the cases are like these

 Any delay of submitting leave application in the HR department

 Any extra\ less payments in the last month
 Any over flow in the calculations of attendance\ salary
 Any sick leave application received after grace period (25th to 26th of next month )
 Arrears also paid through this adjustment.

On these cases the adjustments are done for the accounts of the associates.

CREDITING SALARIES TO BANK ACCOUNT

The Andhra bank and Axis bank with these two banks the care hospitals organization
had tie-up to have the services of banking to all of the employees working in the organization.
At the time of joining in the organization the bank account will be built on the name of
the employee. All the salary transactions are done through that account only. After leaving the
organization also the associate can continue the savings bank account on his name but that
account will lose the relationship with the organization.
The HR department will send the total employee’s salaries data to the bank personnel
credit, those salary amounts to employee’s individual savings bank accounts. They can
withdraw their salary from the bank accounts or the latest facility of ATM machines which are
situated all over the city.
GROSS SALARY

This Gross salary fixation based up on the internal equity system and the standard
salary system of care hospitals and also it depends up on the negotiation of the employee and
recruiter at the interview time.

Gross is divided into basic salary @ 60% of gross salary, HRA 25% of Gross salary
and Conveyance @ 15% of Gross salary.

Where minimum wages act is applied, salary is divided into Basis Salary, Dearness
allowance, HRA & Conveyance.
Where DA as a component is taken, there would be a revision in DA periodically and
the same is adhered to and added to DA Component of salary.

ALLOWANCES
 Deputation allowances
 Travel allowances
 Pharmacy certificate allowances
 Nursing in charge allowances
 Critical care area allowance
 Radiation risk allowance
 Day scholar allowance
 Deputation allowance
 Cash risk allowance
 Manager on duty allowance

These allowances are also added to the monthly salary and delivered to respected
associates of care hospitals.
 DEPUTATION ALLOWANCE:

OBJECTIVE:
To lay down policy on Deputation Allowance.

SCOPE:
Applicable to all associates i.e., regular, probationers and trainees of CARE. Deputation
Allowance is paid to those associates who have been disturbed from their original place of
work.

ELIGIBILITY:
1. Associates who are directed to perform jobs/tasks in cities / towns which are away From
their regular place of work will deem to be on deputation.

2. Associates will be paid Deputation Allowance if their stay away from the place of work is
30 days or more. Approval of CEO will be taken by HOD in case the
Deputation Allowance has to be paid for a period more than 90 days.

3. Associates who are transferred temporarily they will be entitled to Transfer Allowance w.e.f
May 2007 as per eligibility.

PROCEDURE:
1.The concerned HOD will nominate the associate for deputation. The Approval of Deputation
will be given by Medical Director in case of units and Corporate Heads in case of the
Corporate Office.

2 Once the same has been approved details of Associates who are to proceed on
Deputation will be conveyed to Corporate HR in writing by the Department concerned, stating
the place and likely period of Deputation.

PROCEDURE FOR COMPENSATION:

1 Associates are eligible for Deputation Allowance at 50% on gross salary.

2 The allowance is excluding accommodation, food and transport expenses which will be paid
separately as per existing terms.

3 Compensation will not be paid in case the associate proceeds on Deputation to a city / town
where he and his family reside.
 RADIATION RISK ALLOWANCE:

PURPOSE:

To provide Radiation Risk Allowance to Associates working in areas which expose associates
to radiation.

SCOPE:

This procedure is applicable to all associates who are exposed to equipment producing
radiation.

ELIGIBILITY:
1. Associates working with equipment and or associates who enter the premises when the
procedures is on and which exposes them to X-ray, Cathlab, CT (equipment which
generate Radiation) are eligible to claim radiation risk allowance.

2. Monthly allowance of Rs.500 is paid to associates who are exposed to the risk of
radiation while working in the above places.

PROCEDURE:

1. HOD has to prepare the list of associates on a monthly basis who would be eligible to
claim risk allowance and submit the same to HR Department on or before the last day
of the month at the unit after due approval from the Hospital Administrator and the
Medical Director of the Unit.

2. HR Department will prepare the statement based on the data provided by the

3. HOD and will take the recommendations from Hospital Administrator before getting
the approval from the Medical Director.

4. Risk allowance will be cleared by the HR department at the unit on or before 5th of the
succeeding month.
 CASH RISK ALLOWANCE

PURPOSE:

To provide Cash Risk Allowance to Associates handling cash while billing.

SCOPE:

This procedure is applicable to all associates who are handling cash at different billing counters
in the hospital.

ELIGIBILITY:

1. All Associates handling cash in the billing counters are entitled to cash risk allowance.

2. Monthly allowance of Rs.500 is paid to associates who are handling cash.

3. Associates who are deputed to the billing area where cash is handled during the course
of their duties during the month are entitled to risk allowance on pro-rata basis.

4. Associates are not entitled to risk allowance in case of loss of cash while on duty on
any day during the month. In case of misappropriation of cash, risk allowance will not
be paid and disciplinary action as deemed fit will be initiated against the delinquent
associate as per the disciplinary procedure.

PROCEDURE:

1. HOD will prepare the list of associates on a monthly basis who would be eligible to
claim risk allowance and submit the same to HR Department on 25th of the month duly
authenticated / signed.

2. HR Department will prepare the statement based on the data provided by the HOD and
will take the recommendations from Hospital Administrator and getting the approval
from the Medical Director.

3. Cash Risk allowance will be cleared by the HR department at the unit on or before 5th
of the succeeding month.
 PHARMACY CERTIFICATE ALLOWANCE

An allowance of Rs 1200.00 is paid to Pharmacists whose certificates are submitted to

the organization.

The certificates may or may not be utilized for obtaining licenses for the drug controller office.
However as a standard protocol the registration certificates are retained by the organization till
the associates is working with the organization.

NURSING IN-CHARGE ALLOWANCE

Who ever is performing the role of an in-charge is entitled to Rs. 500 p.m. as an
allowance.
Head of nursing at the unit will recommend the names to Human Resources Department at the
unit level and the some is paid along with salary.

CRITICAL CARE AREA ALLOWANCE

Nursing staff working in critical areas are entitled to Critical Care Area Allowance as
follows:

According to Grades of the employee,the allowance is being given.

G1 - Rs1000/-
G2 - Rs 1250/-
G3& Above – Rs1500/-

Head of nursing at the unit will recommend the names to Human Resources Department at the
unit level and the same is paid along with salary.

DAY SCHOLAR ALLOWANCE

This allowance was given to nursing staff who are not utilizing the hostel facility are
paid day scholar allowance of Rs.750 per month.
 SPECIAL ALLOWANCE

Due to nature of job, certain positions in the organization have to perform duties for which
special allowance is sanctioned.

No fixed amount is decided and will depend on nature of job. The same requires special
sanction of CEO, based on recommendation of corporate HR Department.

The amount so decided will be paid along with salary every month.

MANAGER ON DUTY ALLOWANCE

Due to exigencies of office work, associates in the grade G4 & above are required to perform
duties of manager in the night shift on all days and on Sundays &public holidays for the
compete day.

The night shift states at 5.00 PM and will end the subsequent day in the afternoon at 1.00 PM.
This is to ensure that the associate is available during the subsequent day for performing his
regular duties from 8.00 AM til1.00 PM.

On Sunday & public holidays the duty starts at 8.00 AM and will end at 5.00 PM after which
the normal night shift starts.

For performing the manager-on-duty, associates are paid Rs 500/- for night duty and Rs. 300/-
for day duty.

Miscellaneous facilities include free / subsidized meal, free transport for nursing staff, and free
hostel facility for nursing staff.
PERFORMANCE MANAGEMENT SYSTEM
It is a strategy to consistently deliver results by identifying, developing and reinforcing values,
behaviors and goals. The key objective of a performance management system is to provide an
equitable measurement of an associate’s contribution to the goal and to obtain the desired level
of quality and quantity in work produced .performance evaluation, which provide supervisors
with an opportunity to asses their associate’s contribution is essential to develop an effective
team.
The results of the formal appraisal will feed into the incentive/increment system.
It has got the following four phases:

PHASE 1-PERFORMANCE PLANNING

In this the appraiser and the appraisee will get together and discuss as to what the associate will
achieve during the appraisal period.

PHASE 2-PERFORMANCE EXECUTION

Over the course of the appraisal period the associates works to achieve the goals, objectives
and key responsibilities.

PHASE 3-PERFORMANCE ASSESSMENT

This is the appraisal system wherein the appraiser has to fill out an Assessment Form. The
Appraisal Forms and a copy of the Performance Planning Forms will be sent by the HR
Department to the appraiser. The completed appraisal form is reviewed by the supervisors
senior and submitted to the HR Dept who in turn will scrutinize the same for its correctness.
The performance assessment of the appraiser will be shown to the appraisee and signed by
both however the remarks will be kept confidential.

PHASE 4-PERFORMANCE REVIEW

The appraiser and the appraisee meet n discuss the assessment. They will also set a date to hold
performance planning discussion for the next appraisal period, at which point performance
appraisal starts a new.

PERFORMANCE RATING:

Associates will be assessed by the appraiser on various individual qualities as well as their
overall performance and assigned ratings as given next:-
a. Performance Rating ‘A’ - Performance exceptional and consistently high level,
i .e.20%.

b. Performance Rating ‘B’ - Performance superior and consistently exceeds overall

performance requirements,i.e. 15%

c. Performance Rating ’C’ - Performance satisfactory meets most parameters of

performance requirements. Weakness offset by strong points,i.e. 12%

d. Performance Rating ‘D’ – Below satisfactory performance. However displays

progress towards an enhanced performance,i.e. 8%

e. Performance rating ‘E’ – Poor performance due to being relatively new to

assignment or definite weakness,i.e. 0

APPRAISAL PERIOD:
The appraisal period and dates for initiation/completion of Appraisal forms and payment of
increments will be as follows:-

DATE
APPRAISAL
PERIOD
Initiation Completion Payment of
of appraisal Increments
forms
Senior 01Apr- 01Apr 20Apr July
Management 31Mar(next
(G10-G12) year)
Middle 01Apr- 01Apr 20Apr June
Management(G7- 31Mar(next
G9) year)
Junior 01Jan-31Dec 01Jan 31Jan May
Management(G4-
G6)
Executive 01Jan-31Dec 01Jan 15Feb April
Cadre(G3)
Nursing cadre 01Oct- 01Oct 30Oct November
30Sep(next
year)
 COMPONENTS OF INCENTIVE - VARIABLE AND FIXED:

The amount set aside for annual increment and performance incentive will depend on
budgetary allocation. However the maximum amount that an associate can receive as incentive
or increment will be 20% of gross salary. The amount of increment/incentive that an associate
can be paid will be as fixed ( i.e. assured ) component and variable ( i.e. as pay – for –
performance )component will depend on the managerial cadre and allocated as below

CADRE FIXED COMPONENT VARIABLE COMPONENT

Executive level 75% 25%

Junior Management 60% 40%
Middle Management 40% 60%
Senior Management 25% 75%

OTHER MERIT INCENTIVE OPTIONS:

The company may decide to give other forms of merit incentives. They can be
as follows:-
a. Annual Bonus.
b. Team Incentives.
c. Departmental incentives.
d. Ex gratia payments.
e. Associate Stock Ownership plan

WELFARE MEASURES
Free accommodation (for nurses)

To all the nursing staff this free accommodation facility was provided in the nursing
staff so many people are not localities so that is the
 WELFARE

 Free accommodation (for nurses)

 Free transport (for nurses)

 Subsidized food

 Salary advance

 Free learning activities

( Computer & Spoken English)

 Deputation allowance

Free / subsidized canteen facility to associates:

PURPOSE

To lay down policy for a standardized system to provide free / subsidized canteen facility to
associates.

SCOPE
This procedure is applicable to all associates working in all units of CARE.

ENTITLEMENTS
Subsidized canteen facility for nursing associates
1. 80% subsidy will be given to all nursing associates on snacks, breakfast, lunch and
dinner.

2. Menu will be planned / catered on a weekly cyclic basis and as per availability of raw
material and availability of staff.( i.e. menu being laid down for each day of the week
and repeated every week)

3. Services will only be available as per canteen timings mentioned on the display board.

4. Breakfast, lunch & dinner will be served at the Hostels, for nursing associates working
in shifts.

5. The entitled meal subsidy will be monetized and mentioned as a cost to company in the
overall compensation package being offered to nursing associates.

BEST ASSOCIATE AWARD

OBJECTIVE:

To lay down policy for the procedure to identify, nominate and award associates who perform
efficiently.

TYPE OF AWARD:

Monthly Star Achievers Award

PERIODICITY OF AWARD:

The Monthly star achievers Award will be given every month for the best associates at Unit
level.

PROCEDURE:

Nominations for the Monthly Achievers Award will be forwarded by various

Departments of Unit to the Unit HR Department by the 10th of every
month. {Copy of Nomination Form is attached}
The Unit HR will collect all the nominations and seek the recommendations of the HA on the
same.

After recommendations of the HA, the Medical Director of the Unit will approval/ nominate
the associates who are to receive the award.

Any five associates will be nominated for the award from the following categories:

• Security Services
• House Keeping Services
• Food & Beverage Department
• Patient Care Services
• Technical Services
• Nursing Services
• Support Services
• Leadership
• Best Team

The Monthly Star Achievers Award will be presented during a function held at Unit level on
the fourth Saturday of every month. All principle functionaries of the Unit should attend. A
senior clinician should be invited as the Chief Guest. The function should be presided over by
the Medical Director. The Function will be held at the auditorium . All arrangements for the
function will be coordinated by the Unit HR Department and HA.

The Monthly star achievers Award will contain the following:-

1. Certificate
2. Rs.500/- for individual associate award; Rs.250/- per associate for team award.
3. Identity Card
4. Star (to be pinned, at the left (pocket level) of Suit/Sari/Shirt/Tunic/Coat being worn during
working hours).

Certificates/stars should be indented /collected from Unit stores. Identity Cards will be
prepared by Unit HR.

The Monthly star achievers Award function should be festively organized and properly
conducted. Citation for the award must be announced. It should be well attended by associates
at the Unit.

CONCLUSION:

It is necessary to appropriately recognize the achievements of associates who discharge their

duties efficiently. The system of awards is one of the ways to facilitate such associates.
 FRINGE BENEFITS

INSURANCE FACILITY

All the care Associates will be provided Rs 50,000 of insurance facility.

COVERAGE:

Married associate + spouse + 2childrens

If associate is unmarried then that only person is applicable to the insurance facility.

PROCEDURE:

At any time employee admitted with sickness in the carehospitals that employee has to pay half
of the amount in the total bill amount. Another half will be paid from the insurance amount.

STATUTORY
ISSUES…

Insurance

 Medical insurance coverage for the associate and

family members
 Forward monthly updated list to F&A and
Insurance company
Bonus
Gratuity
DINING FACILITY:

All Associates who are bringing their own food packages can avail the free dinning
facility to promote the neatness in the hospital compound.

FREE CERTIFIED COURSES:

With the vision of Research and Development of an associate in the care hospitals the
care foundation introduced some courses in the fields of computers & communication skills
and as well as some related courses like Master of Hospital Management(MHM),Spoken
English.

CARE LEARNING CENTER:

Every Friday and Saturday training programs will be conducted for all associates as per
training needs.

LIBRARY FACILITY:

Care Hospital is not only providing the hospital services. It’s also called as an Institution for
medical sciences as it is having a big pool of medical literature and international journals all
the associate can enrich their knowledge with the help of these books in the premises of library
located in various departments.
 FULL AND FINAL SETTLEMENTS

PROCEDURE

DOCUMENTS TO BE ENCLOSED WITH FFS

1. Resignation letter

2. No Dues certificate (Signed by all the departments)

3. Exit interview for (to be signed by the concerned employee)

4. Exit interview done by HR

5. Leave register copy(for EL encashment)

6. Pay slip of the last drawn salary

7. Time office record for last working day

8. Handing and Take over Form.

RULES

1. Prior notice of one month is to be given to HR Department

2. Any absent during the notice period is to be deducted from the FFS (not eligible to
avail any type of leave during notice period)

3. Any shortfall against notice pay is to be charged in FFS

BOND

1. For calculation of bond period date of joining (Trainee) is to be taken into consideration

2. Any shortfall in bond period total 6 months of Gross (Present) salary is to be charged
against break of bond.

3. For period of bond, signed bond is to be verified in the personal file.

4. Bond may be waived off for Government employment, employees going to USA and
UK and who submits the resignation as per direction.

PROCEDURE

1. After receiving the resignation letter (signed by HOD) is to be filed in resignations file
after enter in the details in the resignations register for preparation of FFS

2. On the last working day the employee should be issued No Dues and Exit interview
form for obtaining the signatures from all the departments.

3. FFS is to be done within 48 hrs from the last working day

4. After the FFS is prepared it should be forwarded to Finance department for verification
along with the enclosures duly entering in the FFS acknowledge register

5. After verification it should be sent to Administration for recommendation then to the

Medical Director for approval

6. After obtaining the approval form the Medical Director the details is to be entered in
the Full and Final Settlements Register then it should be sent to Finance department for
payment.

7. FFS with recovery of amount should be filed in “Pending FFS” file.

8. The FFS copy is to be sent to Care Convergence Center for necessary statutory
calculations and payments

9. One copy of the entire set is to be kept in the personal file and it should be closed then
it should be kept in the storeroom
 ZERO SALARIES

1. Every month after the payroll is processed the list of zero salaries is to taken and their
FFS is to be prepared and approval should be obtained.

2. After the approval is done the FFS is to be kept in FFS pending file and whenever the
associate approaches the HR department for settlement of his/her account then he
should be issued the no dues and exit interview forms after the taking the signatures
from all the department it should be attached to the original FFS then it should be sent
to Finance department for payment.

CALCULATION

 Present employee code as per pay roll is to be taken

 DOJ: is to be taken as per the pay roll information (Bond should be considered from
actual date of joining)

 DOR: Date on which resignation submitted to HR department (Date of resignation

letter)

 DOL: Last working day of the associate

 Designation: Designation as per payroll

 Dept: Department as per payroll

 Unit: As per the payroll

 Previous month: Previous to the last working month

 Current month: Last working month

TOTAL EARNINGS (TE)

Basic
TE = --------------------------- X No. of days payable
Days in current month
TERMINAL BENEFIT (TB)

EL encashment: No. of EL’s balance is to be taken as per the leave register

CALCULATION:

Gross
TB = --------- X No. of. EL’s is to be paid to the associate
30

GRATUITY: Associates completed 5 years of continued service is eligible for gratuity.

CALCULATION:

Basic
GRATUITY = ------- * 15 * No. of years of service
26

PROVIDENT FUND : 12% on earned basic is to be calculated.

CALCULATION

PF = Basic * 12/100

DEDUCTIONS:-

Professional Tax: As per Form V (net salary is to be considered)

Canteen Deductions (CD): Proportionate amount towards canteen is to be deducted

500
CD = ----------------- X no.of.days present during current month
Days in current month
 Chapter – IV

METHODOLOGY

Title of the study:

The title of the study is – “A study on Compensation Management System in Care hospitals”
Need for the study
To know what is the system which is being followed in Care Hospitals for the compensation
management and its effectiveness in it.

Scope of the study:

The scope of the study is confined to these following departments:

 Billing
 Human Resource departments.
 Nursing
 Heads of the departments

Objectives of the study :

The study is carried out with the objective to know the following:

 To know the compensation system which is followed in the care hospitals.

 To know the satisfaction in various dimension towards their compensation.
 To know the employees attitudes towards the compensation system of care hospitals

Hypothesis:
This organization is one of the leading Hospital industry in India , in this
organization the population of the employees was also too vast so the system of compensation
management is also a big typical task to perform and in the care hospitals this compensation
system is being managed in a professional way.

Population & sample:

For the purpose of the study the populations comprises nearly 100 and out of these 40
associates are taken as sample on the basis of simple random sampling.

Sampling Techniques:
For the purpose of the study, the “simple random sampling” technique was used to find
out the compensation management system.
Data Collection Sources:
The data collection source for the study are comprised with two sources

1. Primary source
2. Secondary source

1. Primary source

The primary source that has been used for the data collection is through interaction, and
discussion and respondent questionnaire.

2. Secondary source

The secondary sources that are being used for the data collection are from company
records, broachers, and internet.

Study instruments

Administration of respondent Questionnaire.

Limitation of the study

 Respondents are busy so could not have sufficient interaction with them.

 The respondents are not interested to disclose the facts and also they are not free
enough to share their ideas.
 Chapter – V

DATA ANALYSIS
&
INTREPRETATION

1. Do you have thorough knowledge of the existing salary components?

a) Yes ( ) b) No ( )

OPINIONS % OF RESPONDENTS
YES 65
NO 35
TOTAL 100
 Response

YES
NO

Inference: It is inferred that majority of the staff are well acquainted about the salary components,
though few say that they are not. Hence the Management should take action in order to increase
awareness among all staff about the Pay slip.

Q2. Are you being given the allowances needed for your job?

a) Agree ( ) b) Disagree ( )

OPINIONS % OF RESPONDENTS
AGREE 58
DISAGREE 42
TOTAL 100
 RESPONSE

Agree
Disagree

Inference : It is inferred that while majority of the respondents strongly agree with allowances
provided are suitable for their job role, many disagree the same with the opinion.Hence the
Management should provide with suitable allowances for all the staff.

Q3. How do you feel about the benefits given by CARE?

a) Good ( ) b) Satisfactory ( ) c) Unsatisfactory ( )

OPINIONS % OF RESPONDENTS
GOOD 36
SATISFACTORY 45
UNSATISFACTORY 19
TOTAL 100
 Response

GOOD
SATISFACTORY
UNSATISFACTORY

Inference: It is inferred that while majority of the respondents strongly feel good about the
benefits being provided within the Organization ,many respond that they are just satisfactory people.
Hence the Management should provide with suitable benefits for all the staff

Q4. Do you agree that your organization is maintaining systematic increment?

a) Agree ( ) b) Disagree ( )

OPINIONS % OF RESPONDENTS
AGREE 45
DISAGREE 55
TOTAL 100
 RESPONSE

AGREE
DISAGREE

Inference: It is inferred that while majority of the respondents strongly agree about the proper
timing of the increment being given every year, many respond that they disagree with the statement.
Hence the Management should maintain a systematic increment.

Q5. The increments are based on the performance of employees. Do you agree with this
statement?

a) Agree ( ) b) Disagree ( )

OPINIONS % OF RESPONDENTS
AGREE 50
DISAGREE 50
TOTAL 100
 RESPONSE

AGREE
DISAGREE

Inference: It is inferred that while half of the total respondents strongly agree that their increment
is based on the performance, the other half respond that they disagree with the statement. Hence the
Management should have a transparency about the increment procedure.

Q6. How do you feel about your career growth in CARE Hospital?

a) Good ( ) b) Satisfactory ( ) c) Unsatisfactory ( )

OPINIONS % OF RESPONDENTS
GOOD 44
SATISFACTORY 31
UNSATISFACTORY 25
TOTAL 100
 RESPONSE
27%

GOOD
SATISFACTORY
UNSATISFACTORY

33%

Inference: It is inferred that while majority of the respondents feel satisfied about their career
prospects within CARE, many people say that they feel unsatisfied about it. Hence the Management
should care for the Career development of the staff too.

Q7. How do you feel about your salary package as compared to the other Hospitals?

a) Satisfied ( ) b) Dissatisfied ( ) c) To be improved ( )

OPINIONS % OF RESPONDENTS
SATISFIED 37
DISSATIFIED 34
TO BE IMPROVED 29
TOTAL 100
 RESPONS
E

29% 37%

SATISFIED
34% DISSATISFIED
TO BE IMPROVED

Inference: It is inferred that while majority of the respondents feel satisfied about their salary
package within CARE, many people say that they feel unsatisfied about it. Hence the Management
should take necessary action .

Q8. Are you satisfied with the present staff insurance policy?

a) Yes () b) No ( )

OPINIONS % OF RESPONDENTS
YES 59
NO 41
TOTAL 100
 RESPONSE

41%

YES
NO
59%

Inference: It is inferred that while majority of the respondents feel satisfied about their Insurance
policy within CARE,while many people say that the policy doesnot cover their dependent parents.
Hence the Management should take necessary action .

Q9. Are you satisfied with the overtime payments?

a) Yes () b) No ( )

OPINIONS % OF RESPONDENTS
YES 45
NO 55
TOTAL 100
 RESPONSE

45%

YES
55% NO

Inference: It is inferred that while majority of the respondents feel unsatisfied about the overtime
payments within CARE, while many people say that the work done by them is not rewarded properly.
Hence the Management should take necessary action .

Q10. Are you satisfied with statutory measures paid by the company (P.F, Gratuity,

EL Encashment)?

a) Yes ( ) b) No ( )

OPINIONS % OF RESPONDENTS
YES 74
NO 26
TOTAL 100
 RESPONSE
26%

YES
NO

74%

Inference: It is inferred that while majority of the respondents feel satisfied about the statutory
measures within CARE, while a few people say that they are unsatisfied with it. Hence the
Management should take necessary action .

Q11. Are you satisfied with the present welfare activities like Canteen, salary advances,
and hostel facility?

a) Yes ( ) b) No ( )

OPINIONS % OF RESPONDENTS
YES 52
NO 48
TOTAL 100
 RESPONSE

48%
52% YES
NO

Inference: It is inferred that while majority of the respondents feel satisfied about the facilities
provided in CARE, while equal no.of.people say that the facilities must be improved. Hence the
Management should look into.

Q12. Are salaries are paid on time?

a) Yes ( ) b) No ( )

OPINIONS % OF RESPONDENTS
YES 79
NO 21
TOTAL 100
 RESPONSE
21%

YES
NO

79%

Inference: It is inferred that while majority of the respondents feel that the salaries are paid on
time and are satisfied.

Q13. Have you got information about your salary particulars from HR Department?

a) Yes ( ) b) No ( )

OPINIONS % OF RESPONDENTS
YES 77
 NO 23
TOTAL 100

RESPONSE

23%

YES
NO

77%

Inference: It is inferred that while majority of the respondents feel satisfied about the facilities
provided in CARE, while equal no.of.people say that the facilities must be improved. Hence the
Management should look into.

Q14. Is HR giving all inputs related to salaries correctly or not?

a) Yes ( ) b) No ( )

OPINIONS % OF RESPONDENTS
YES 77
NO 23
TOTAL 100
 RESPONSE
23%

YES
NO

77%

Inference: It is inferred that while majority of the respondents feel satisfied about the functioning
of HR team in making them aware about their salaries.

Q15. Are you satisfied with the present pay slip format?

a) Yes ( ) b) No ( )
 OPINIONS % OF RESPONDENTS
YES 72
NO 28
TOTAL 100

RESPONSE
28%

YES
NO

72%

Inference: It is inferred that while majority of the respondents feel satisfied about the format of
the pay slip as it depicts all the required components of their monthly salary.

Q16. Do you receive Salary Slip regularly?

a) Yes b) to little extent c) No

OPINIONS % OF RESPONDENTS
YES 65
 NO 35
TOTAL 100

RESPONSE

YES
NO

72%

Inference: It is inferred that while majority of the respondents feel they get the pay slip regularly
and are satisfied about the timing.

CONSOLIDATED RESPONSE

Ca

0
10
20
30
40
50
60
70
80
te 90
go
Ca ry
te 1
go
Ca ry
te 2
go
Ca ry
te 3
go
Ca ry
te 4
go
Ca ry
te 5
go
Ca ry
te 6
go
Ca ry
te 7
go
Ca ry
te 8
g
Ca ory
te
go 9
Ca ry
te 10
go
Ca ry
te 11
go
Ca ry
te 12
go
Ca ry
te 13
go
Ca ry
te 14
go
Ca ry
te 15
go
ry

FINDINGS AND SUGGESTIONS

16
POSITIVE
Column2

CARE Hospital is running with high values and also with great visions.
 CARE Hospital is value based and service oriented.

 CARE Hospital is having a very strong backup of Human Resources

 HR Plays vital role as a facilitator with innovative ideas

 CARE Hospital compensation system is also transparent and strong in

nature.

CONCLUSION
CARE Hospital enjoying an unbelievable goodwill, being a Multi-Specialty
Hospital across the state, and good reputation for its humanity and selfless
service in the highest order.

It was my pleasure to interact with associates of CARE Hospitals of HR

department all associates treated me very well and they have given me a
valuable practical exposal and also gave so many suggestions in completing
my project work.

I am also thankful to all other associates for their full cooperation by giving a
very transparent feed back to my questionnaire.

In the CARE hospitals (Nampally) the total associate’s strength meets 1200
easily maintaining compensation policy to that huge manpower is not to be
considered as easy task. Care Hospitals is doing tremendous practice in the
compensation management.
 Chapter –VII

QUESTIONNAIRE

QUESTIONNAIRE

It’s my pleasure to introduce myself,I am T.SRAVANI studying Masters in Human Resource

Management.

In this project work I am mainly focusing on the “SALARY ADMINISTRATION” of “CARE

HOSPITALS” in the completion of this project work I need your valuable response to this
questionnaire.
Employee Name: Department:

Employee Code:

1) Do you have thorough knowledge of the recent salary package?

a) Yes ( ) b) No ( )

2) Do you agree that your organization is maintaining systematic increment?

a) Agree ( ) b) Disagree ( )

3) The increments are based on the performance of employees do you agree with this statement?

a) Agree ( ) b) Disagree ( )

4) How do you feel about your career growth in CARE Hospital?

a) Good () b) Satisfactory () c) Dissatisfied ( )

5) How do you feel about your wage package as compared to the other Hospitals?

a) Satisfied b) Dissatisfied ( ) c) To be improve ( )

6) Are you satisfied with the present staff insurance policy?

a) Yes () b) No ( )

7) Are you satisfied with the overtime payments?

a) Yes () b) No ( )

8) Which of the following allowances should be strongly recommended to your pay

structure?

a) Education allowance ( ) b) Washing allowance ( )

c) if any other please specify ………………………..

9) Are you satisfied with statutory measures paid by the company (P.F, Gratuity)?

a) Yes ( ) b) No ( )

10) Are you satisfied with the present welfare activities like Canteen, staff advance, and

hostel facility?

a) Yes ( ) b) No ( )
 11) Are salaries are paid on time?

a) Yes ( ) b) No ( )

12) Have you got information about your salary particulars from HR Department?

a) Yes ( ) b) No ( )

13) Is HR giving all inputs related to salaries correctly or not?

a) Yes ( ) b) No ( )

14) Are you satisfied with the present pay slip format?

a) Yes ( ) b) No ( ) c) if any suggestions please specify …………………..

15) Do u receive Salary Slip regularly every month?

a) Yes b) to little extent c) No

16) How do you feel about the Bonus you got?

a) Good ( ) b) Better ( ) c) Best ( )

17) Which type of bonus would you like to add to the existing annual bonus?

a) Performance Based bonus ( ) b) Team based bonus

c) if any other please specify ……………………………….

18) Please prioritize the following as per your preference?

a) Salary ( ) b) Work ( ) c) Organization ( ) d) Service to society ( )

19) As an employee of Care Hospitals, what do you lack in the organization?

a) Motivation ( ) b) Recognition ( ) c) Satisfaction ( )

20) As an employee of Care Hospitals, the suggestion I would like to make for the well

being of the organization ………………………………….

BIBLIOGRAPHY

Care polices & procedures manual

www.carehospitals.com
www.google.com