A PROJECT REPORT

ON
“WAGES AND SALARY ADMINISTRATION”

AT

APOLLO HASPITALS

SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY (2021-2022)
“TOWARDS PARTIAL FULFILLMENT OF BACHELOR OF BUSINESS ADMINISTRATION”

SUBMITTED BY
MR. RUSHIKESH DATTATRAY MAID
S.Y.B.B.A. (HRM)

UNDER THE GUIDANCE OF

PROF. NIKHIL DESHMUKH SIR

MAHATMA GANDHI VIDYAMANDIR’S PANCHAVATI COLLEGE OF MANAGEMENT &

COMPUTER SCIENCE PANCHAVATI NASHIK-03
 MGV’S,

Panchavati College of Management and Computer Science, Panchavati, Nashik-422003

CERTIFICATE

Certified that the project report entitled “WAGE AND SALARY ADMINISTRATION with
special reference to APOLLO HOSPITALS” Has been successfully completed by RUSHIKESH
DATTATRAY MAID as the partial fulfilment of Bachelor of Business Administration (B.B.A)
under the Savitribai Phule Pune University during the academic year 2020-21.
The work has been assessed by us and we are satisfied that the same is up to standard
envisaged for the same for the level of the course. And that the said work may be presented
to the external examiner.

External Examiner Internal Examiner H.O.D

 ACKNOWLEDGEMENT

It is a great pleasure to me in acknowledging my deep sense of gratitude to all those who

have helped me in completing this project successfully.

First of all, I would like to thank Pune University, Pune for providing me an opportunity to
undertake a project as a partly fulfilment of BBA degree.

I would like to thank APOLLO HOSPITALS and Mr. RITESH PRATAP SINGH CHAUHAN G.M. &
HRD for providing me an opportunity to work with them and providing me necessary
information about their organization, there operation and providing guidance in developing
my project.

I would like to thank our Head of Department Laxmi ma’am and my project guide Prof.
NIKHIL DESHMUKH SIR whose valuable guidance and encouragement at every phase of the
project has help to prepare this project successfully.

Finally, I would like to express my sincere thanks to my family, all the faculties, office staff,
and library staff of Panchavati College of management and Computer Science, Nashik and
friends who helped in some or other way in making this project.

PLACE: NASHIK RUSHIKESH D. MAID

DATE: / / BBA
(HRM)
 DECLARATION

This is to declare that I, RUSHIKESH DATTATRAY MAID, student of Bachelor of Business

Administration (2021-2022), PANCHAVATI COLLEGE OF MANAGEMENT AND COMPUTER
SCIENCE, NASHIK, have given original data and information to the best of my knowledge in
the project report titled “WAGES AND SALARY ADMINISTRATION” under the guidance of our
Head of Department Prof. NIKHIL DESHMUKH SIR and the partial fulfilment of the
recruitment towards the completion of the said course.

I have prepared this report independently and I have gathered all the relevant information
personally. I have prepared this project for BBA for the year 2021-2022.

I also agree in principle not to share the vital information with any other person outside the
organization and will not submit the project report to any other university.

PLACE: NASHIK RUSHIKESH D. MAID

DATE: / / BBA
(HRM)
 INDEX

Sr. No. Chapter PAGE

NO.
1. Introduction 6-11
1.1 . Introduction 6.
1.2 . Definition 7.
1.3 . Nature 8.
1.4 . Objectives 9.
1.5 . Scope 10.
1.6 . Importance 11.
2. Profile of the Organization 12-18
2.1. Introduction of Organization 12-13
2.2. Background and History of the Organization 14-15
2.3. Constitution of Management 16-17
2.4. Services offered by the Organization to Members 18.
3. Research Methodology 19-23
3.1. Meaning and Definition 19.
3.2. Research Design 20.
3.3. Sources of Data 21-22
3.4. Types of Research 23.

4. Data Analysis and Interpretation 24-47

5. Observations and Findings 48.
6. Conclusion 49.
7. Recommendations and Suggestions 50-51
8. Bibliography 52.
9. Annexure: Questionnaire 53.
 Chapter 1: Introduction

1.1 Introduction:
Wages and salaries are the remuneration paid or payable to employees for work performed
on behalf of an employer or services provided. Normally, an employer is not permitted to
withhold the wages or any part thereof, except as permitted or required by law. Employers
are required by law to deduct from wages, commonly termed "withhold", income taxes,
social contributions and for other purposes, which are then paid directly to tax authorities,
social security authority, etc., on behalf of the employee. Garnishment is a court ordered
withholding from wages to pay a debt.

Wages and salaries are typically paid directly to an employee in the form of cash or in a cash
equivalent, such as by cheque or by direct deposit into the employee's bank account or an
account directed by the employee. Alternatively, all or a part may be paid in various other
ways, such as payment in kind in the form of goods or services provided to the employee,
such as food and board.

For tax purposes, wages and salaries normally do not include other non-cash benefits
received by an employee, such as flights, payment of school fees etc. These are usually
referred to as fringe benefits.
In the national accounts, in accordance with the System of National Accounts, wages and
salaries are the sum of remuneration paid to employees, including the values of any social
contributions, income taxes, etc., payable to employees. For administrative convenience, or
due to a legal requirement or some other reason all or a part of such payments may actually
be withheld by the employer and paid directly to tax authorities, etc., on behalf of the
employee. However, labour-related expenses of a business, such as payroll taxes, pension
fund contributions, social insurance schemes, workers’ compensation insurance, etc., are
not counted as wages and salaries for national accounts purposes. Similar concepts apply to
general accounting treatment of labour expenses.
1.2 Definition:

Wage and salary administration is a collection of practices and procedures used for
planning and distributing company-wide compensation programs for employees. These
practices include employees at all levels and are usually handled by the accounting
department of a company.
OR
Wage and salary administration is defined as the process by which wage and salary
levels and structures are determined in organisational settings.
Wages are payments for labour services rendered frequency, expressed in hourly rates,
while a salary is a similar payment, expressed in weekly, monthly or annual rates.

A ‘wage’ (or pay) is the remuneration paid, for the service of labour in production,
periodically to an employee/worker. “Wages” usually refer to the hourly rate or daily rate
paid to such groups as production and maintenance employees (“blue-collar workers”).

Salary’ normally refers to the weekly or monthly rates paid to clerical, administrative
and professional employees (“white-collar workers”).
1.3 Nature:

1. The basic purpose of wage and salary administration is to establish and maintain an
equitable wage and salary structure.

2. It is concerned with the establishment and maintenance of equitable labour cost

structure i.e.an optimal balancing of conflicting personnel interest so that the
satisfaction of the employees and employers is maximised and conflicts are
minimised.

3. The wage and salary administration are concerned with the financial aspects of
needs, motivation and rewards.

4. Employees should be paid according to the requirements of their jobs i.e.; highly
skilled jobs are paid more compensation than low skilled jobs.

5. To minimise the chances of favouritism.

6. To establish the job sequences and lines of production wherever they are
applicable.
1.4 Objectives:
The present study has been conducted with the following objectives:

1. To know process of Wages and Salary Administration.

2. To understand Wages and Salary differentiations.

3. To find the competitiveness of the salary packages offered to its employees by

APOLLO HOSPITAL.

4. To draw a comparison between the number and amount of monthly and annual
benefits provided to employees by different companies surveyed.
1.5 Scope:

1. This project will help APOLLO HOSPITAL to provide competitive and equitable salary
to its employees.

2. After the comparative study of salary and wage structure of 6 similar companies,
APOLLO HOSPITAL will be aware of about where change is required in their salary
and wage structure.

3. Project findings will also help APOLLO HOSPITAL to develop and maintain such a
salary structure which motivates employees to work towards achievement of
company goals.

4. The wages are determined on the basis of time-rate system or piece-rate system.

5. Wages change with the change in the time spent by the labourer.

6. Wages create utility.

7. Wages may be paid weekly, fortnightly, hourly, or on monthly basis.

8. Wages can be paid in cash or in kind.

1.6 Importance:
Importance of Wage and Salary Administration in HR Management
The words wage and salary are sometimes considered synonymous strictly speaking
however they have slightly different meaning. Wage refers to at an hourly rate of pay and is
the pay basis used most frequently for production and maintenance employees. Salary
refers to a weekly, monthly, or yearly rate of pay.

Wage and Salary Administration is important for the following reasons:

1. Attract and Retain the Employees: If an organization possesses good wage and salary
structure, it will attract and retain suitable, qualified, and experienced personnel.

2. Satisfied Employees: A good wage and salary structure will keep the employees
satisfied. There will be lesser labour turnover, industrial disputes and employee
grievances and exigencies.

3. Labour Cost Equitable: A good wage and salary structure will maintain two types of
equitabilities viz., (a) labour cost equitable and, (b) equitable wage and salary
structure. Pay according to the work performed by an employee. If an employee is
performing hazardous work pay him more.

4. No Favouritism/Bias: If an organization has a definite wage and salary structure,

favouritism bias can be avoided.

5. Clearly drawn the line of promotion: If a company has a good wage and salary
structure, it can have a definite sequence of jobs and clearly drawn the line of
promotion.

6. Image of Progressive Employer: A good and definite wage and salary structure would
enable the company to project in the public. All image of a progressive employer.

7. Harmonious Industrial Relations: A good wage and salary structure will serve as a
sound basis for collective bargaining and enable the maintenance of satisfactory
union-management and employee-management relations.

8. Ensure Minimum Wages: A good wage and salary structure should also conform to
the minimum wage laws.
 CHAPTER 2: Profile of the Organization

2.1 Introduction of Organization:

Apollo Hospitals Enterprise Limited
Trade name: Apollo Hospitals
Type: Public
Industry: Healthcare
Founded: 1983; 39 years ago
Founders: Prathap Chandra Reddy
Headquarters: Chennai, Tamil Nadu, India
Areas Served: South Asia, Middle East
Key People: Prathap C. Reddy (Chairman)
Preetha Reddy (Executive Vice Chairperson)
Shabana Kamineni (Executive Vice Chairperson)
Sunita Reddy (Managing Director)
Sangita Reddy (Joint Managing Director)
Products: Hospitals, pharmacy, diagnostic centres, home care
Revenue: Increase ₹11,273 crore (US$1.5 billion) (2020)
Operating income: Increase ₹1,192 crore (US$160 million) (2020)
Net income: Increase ₹434 crore (US$58 million) (2020)
Total assets: Increase ₹11,338 crore (US$1.5 billion) (2020)
Total equity: Increase ₹3,266 crore (US$430 million) (2020)
Number of employees: 62,939 (2020)
Website: www.apollohospitals.com

At the behest of his father, in 1971, Doctor Reddy left behind a flourishing practice in
Boston and returned to India. On his return he found the medical landscape in the country
plagued by gaps in infrastructure, delivery and affordability. Things took a turn for the worse
when he lost a young patient who just did not have the means to go abroad for treatment.
The incident marked a cross road in Doctor Reddy's life and steeled his determination to get
quality healthcare to India. He set the blueprint to build India's first multi-specialty private
sector hospital. Undaunted and unfazed by the obstacles faced, Apollo Hospitals opened its
doors in 1983 and ever since nurtured a goal which read as "Our 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".

In the 30 years since, it has scripted one of the most magnificent stories of success that
India has seen. Not only is the Apollo Group one of the largest integrated healthcare groups
in the region, it also did successfully catalyse the private healthcare revolution in the
country. Apollo today has made every aspect of their lofty mission a reality. Along the way
the journey has touched and enriched 39 million lives that came from 120 countries.
2.2 Background and History of the Organization:
Apollo Hospitals Enterprise Limited (AHEL) was incorporated as a Public Limited
Company in the year 1979. Promoted by Doctor 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.
AHEL today, is the leading private sector healthcare provider in Asia and owns and
manages a network of speciality hospitals and clinics, a chain of Pharmacy retail outlets
across the country, and provides Consultancy Services for commissioning and managing the
Speciality Hospitals
It is often said that nothing happens, unless there is a dream first. At the genesis of the
Apollo story there was a dream. A dream so powerful, that it helped transform the medical
landscape in India. The dream nurtured and grew within Doctor Prathap C Reddy, the
founder Chairman of Apollo Hospitals, until the point of inflection happened in 1983.
Apollo Hospitals started as a 150-bed hospital in Chennai. And it has to be said, amidst
much scepticism. India in the early 80's 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.
As Apollo Hospitals has made colossal strides to reach where it is, more and more facets
of the founding vision have turned to reality. Today Apollo Hospitals is not just one of the
country's premier healthcare providers but has also played a pioneering role in helping India
become a centre-of-excellence in global healthcare.
The Apollo Hospitals group's futuristic vision has ensured that it has been in a position
of strength at every touch point of the healthcare delivery chain. Its presence encompasses
over 10,000 beds across 61 hospitals, more than 1500 pharmacies, over 100 primary care &
diagnostic clinics, 115 telemedicine units across 9 countries, health insurance services,
global projects consultancy, 15 academic institutions and a Research Foundation with a
focus on global clinical trials, epidemiological studies, stem–cell and genetic research.
However, the largest achievement of the Apollo Group has been to take 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.

Apollo has succeeded in being more than just a quality healthcare provider. It has been
a major player in scripting the medical landscape of the nation. This is primarily because the
group has continuously been at the helm of several game–changing innovations in Indian
healthcare.
 By the start of the 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 group's service offerings include
healthcare at the patient's doorstep, clinical & diagnostic services, medical business process
outsourcing, third party administration services and heath insurance. To enhance
performance and service to customers, the company also makes available the services to
support the business of healthcare; telemedicine services, education and training
programmes & research services and a host of not– for– profit projects.
2.3 Constitution of Management
CLINICAL QUQLITY AND OUTCOMES
Quality could mean different things to different people. But, for us at Apollo Hospitals,
what is most paramount is the quality of clinical care given to each patient who is treated by
us.
High-quality, evidence-based care (care that is proven) leads to saving more lives and
less time in the hospital. Quality care also means safer care for patients. This involves
constantly and proactively looking at processes to improve safety and, in turn, quality.

We, at Apollo Hospitals, pursue clinical quality through many initiatives:

1) Measuring Outcomes
The true measures of quality for a hospital are the outcomes that matter to patients.
Measuring the outcomes for healthcare services delivery is one of the most important
functions for a quality conscious and value focussed organisation. These outcome measures
help to monitor quality of patient care and clinical processes within the organization.
Outcome’s data gives you information on how well a hospital provided care for most of
its patients. When outcomes are measured and published, it fosters improvement and helps
healthcare organizations adopt best practices. Publishing outcomes indicates a true
commitment to an environment of constant improvement and transparency.

2) Accreditations
How Important Is Accreditation? And What Are Some Key Accreditations to Look For?
Accreditation is another way to judge quality. Accreditation is a “seal of approval” given
by a private, independent group. Health care organizations must meet international and
national standards, including clinical measures, in order to be accredited. We try to belong
and participate in as many such initiatives as possible…seeking accreditation wherever we
can.

3) Patient Safety
At Apollo Hospitals, patient safety is at the heart of our ability to offer consistent,
reliable quality care. That is why, we are committed to taking every possible step to assure
your safety. Towards this, we have launched the Patient Safety Declaration which is
followed by all our hospitals across the Group.
 As we know that the best outcomes occur when everyone is involved in patient safety,
we believe that all hospitals shall join hands to form a National Patient Safety Network for
sharing of the best practices in patient safety. Every hospital shall endeavour to prevent the
‘Never Events’ listed by the National Quality Forum.

4) Infection control
At Apollo Hospitals, we have always had a robust Infection Control program as we
understand that prevention and control of infection in both patients and the staff who cares
for them, is a responsibility and an absolute moral commitment. Therefore, each hospital in
the Apollo Hospitals Group has a comprehensive Infection Prevention and Control program.

Infection Control program at Apollo Hospitals covers policies on hand hygiene, isolation,
occupational health, notification on infectious diseases, clinical sample collection, infection
prevention, antibiotic usage and environmental hygiene in visitor areas and practice
settings. Our Infection Control program also focuses on prevention of nosocomial or
hospital acquired infections, particularly surgical wound infections, ventilator-associated
infections, UTI and intravascular device related infections including control of communicable
diseases.

The policies and guidelines set down are evidence-based and reflect present scientific
knowledge and recommendations from National and International organizations and
societies.

Apollo Hospitals’ Infection Control program is ably supported by information

management in relation to notifiable diseases and microbial surveillance. The program also
provides guidelines for periodic audits in order to undertake evaluation and quality control.

The overall aim of the Program is to guide doctors and health care workers on minimizing
patient’s infection risk and ensuring safety.
2.4. Services offered by the Organization to Members:

A. CORE SPECIALITIES:
1. Cardiology & Cardiothoracic Surgery
2. Orthopaedic & Joint Replacement Surgery
3. Brain and Spine Surgery
4. Oncology
5. Medical & Surgical Gastroenterology
6. Neurology & Neurosurgery
7. Nephrology & Urology
8. Pulmonology Critical Care Medicine
9. Emergency 24x7

B. APOLLO DIGNOSTICS:
1. Radiology Services
2. Laboratory Services
3. Blood Bank

C. APOLLO CLINIC:
1. Endocrine and Bone Health
2. ENT
3. Heart Care
4. General Medicine
5. Minimal Access Surgery
6. Cancer
7. Cosmetology

D. FACILITIES:
1. Parking
2. Internet
3. Laundry Services
4. Telecommunication Services
5. Interpretation Services
6. Bank & ATM
7. Money Transfer & Currency Exchange
8. Intercontinental Food
9. Cafeteria
 Chapter 3: Research Methodology
3.1 Meaning and Definition:
Meaning of Research:
Research is an art of scientific investigation through search of new facts in any branch
of knowledge. It is movement from unknown to known. The study of research methodology
gives the student the necessary training in gathering materials required, and also training in
technique for the collection of data appropriate to particular problem. It helps in the use of
statistics, questionnaire and controlled experimentation and in recording evidences, sorting
it out and interpreting it. Knowledge of research. methodology is helpful in various fields.
Research methodology plays key role in project work. It consists of series of actions or steps
necessary to effectively carry out research and the desired sequencing of these steps.

Basic features of a research process are:

1. Research always starts with a question or a problem.
2. Its purpose is to find answers to questions through the application of scientific
method.
3. It is a systematic and intensive study directed towards a more complete knowledge
of the subject studied.

Definition:
Research is defined as careful consideration of study regarding a particular concern or
problem using scientific methods. According to the American sociologist Earl Robert Babbie,
“research is a systematic inquiry to describe, explain, predict, and control the observed
phenomenon. It involves inductive and deductive methods.”

Inductive research methods analyse an observed event, while deductive methods verify the
observed event. Inductive approaches are associated with qualitative research, and
deductive methods are more commonly associated with quantitative analysis.
3.2 Research design
Research design refers to the overall strategy utilized to carry out research that defines a
succinct and logical plan to tackle established research questions through the collection,
interpretation, analysis, and discussion of data.

The methodologies and methods incorporated in the design of a research study will depend
on the standpoint of the researcher over their beliefs in the nature of knowledge (see
epistemology) and reality (see ontology), often shaped by the disciplinary areas the
researcher belongs to.

The design of a study defines the study type (descriptive, correlational, semi-experimental,
experimental, review, meta-analytic) and sub-type (e.g., descriptive-longitudinal case study),
research problem, hypotheses, independent and dependent variables, experimental design,
and, if applicable, data collection methods and a statistical analysis plan. A research design
is a framework that has been created to find answers to research questions.
3.3 Sources of Data
Data collection is an elaborate process in which the researcher makes a planned search for
all relevant data and is the foundation of all researches. It is the raw material with which a
researcher function. The task of data collection begins after a research problem has been
defined and research plan is chalked out. While deciding about the method of data
collection to be used for the study the researcher should keep two types of data viz.,
primary data and secondary data.

Sources of Data
What is Primary Data?
Primary data is a type of data that is collected by researchers directly from main sources
through interviews, surveys, experiments, etc. Primary data are usually collected from the
source—where the data originally originates from and are regarded as the best kind of data
in research.
The sources of primary data are usually chosen and tailored specifically to meet the
demands or requirements of particular research. Also, before choosing a data collection
source, things like the aim of the research and target population need to be identified.
For example, when doing a market survey, the goal of the survey and the sample population
need to be identified first. This is what will determine what data collection source will be
most suitable—an offline survey will be more suitable for a population living in remote
areas without an internet connection compared to online surveys.

1. Primary data:
Primary data collected by structured Questionnaire.

What is Secondary Data?

Secondary data is the data that has already been collected through primary sources and
made readily available for researchers to use for their own research. It is a type of data that
has already been collected in the past.

A researcher may have collected the data for a particular project, then made it available to
be used by another researcher. The data may also have been collected for general use with
no specific research purpose like in the case of the national census.
Data classified as secondary for particular research may be said to be primary for another
research. This is the case when data is being reused, making it primary data for the first
research and secondary data for the second research it is being used for.
2. Secondary data:
Secondary data is the data already collected by others for purposes other than
solution of the problem at hand. In case of Secondary data, the nature of data
collection work is merely that of compilation. Secondary data has several
supplementary uses.

A. Internal sources:

1. Company Records
2. Service Reports
3. Annual Report
4. Company Brochure
5. Company Library

B. External sources

1. Web pages of organizations and journals

2. Reference Books
3. Magazines
4. Newspapers
5. Internet
3.4 Types of Research:
Types of research methods and example

Research methods are broadly classified as Qualitative and Quantitative.

Both methods have distinctive properties and data collection methods.

A. Qualitative methods:

Qualitative research is a method that collects data using conversational methods, usually
open-ended questions. The responses collected are essentially non-numerical. This method
helps a researcher understand what participants think and why they think in a particular
way.

Types of qualitative methods include:

1. Focus Groups
2. Ethnographic studies
3. Text Analysis
4. Case Study

B. Quantitative methods

Quantitative methods deal with numbers and measurable forms. It uses a systematic way of
investigating events or data. It answers questions to justify relationships with measurable
variables to either explain, predict, or control a phenomenon.
Types of quantitative methods include:

1. Survey research
2. Descriptive research
3. Correlational research
 Chapter 4: Data Analysis and Interpretation

1. Title: Table showing that the workers awareness about the P.F. System.

Sr. Feedback by Percentage

No. superiors
1. YES 68%
2. NO 32%
Total 100%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

Percentage
 Percentage

YES NO

ANALYSIS:
I t was noticed that approximately 75% of the respondents were aware about
the P.F. System. Considering the cross-sectional profits of various respondents’ group, it
may be concluded that the awareness was quite good and the P.F. System is really in place.
 2. Title: Table showing that the Supervisors are given feedback about the salary and
wages.

Sr. Salary and Wages Administration is biased Percentage

No.
1. YES 76%

2. NO 14%

3. Neutral 10%

Total 100%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO Neutral

Percentage
 Percentage

YES NO Neutral

ANALYSIS:
It was observed that about 68% of the supervisors responded in the affirmative i.e. they
confirmed that their salary and wages is informed to them through feedback by their
supervisors.

This feedback may gradually improve considering the level of confidence and interest at
work in the organization.
 3. Title: Table showing that the P.F. System was biased.

Sr. It is important Percentages

No.
1. Clarify goals 15%
2. Job improvement 67%
3. Training 11%
4. Job Satisfaction 7%
Total 100%

80%

70%

60%

50%

40%

30%

20%

10%

0%
Clarify goals Job improvement Training Job Satisfaction

Percentages
 Percentages

Clarify goals Job improvement Training Job Satisfaction

ANALYSIS:
The response towards this question was very interesting. The respondents disclosed
that the P.F. System is plagued by bias. The superiors rate their close person with higher
rating, i.e., it is biased. Thus, a good worker who is not closed to the bosses may get a
poorer rating.

Hope feedback as such will help the bosses to improve their rating methodology.
 4. Title: Table showing that the importance the respondents about the P.F. System
attach.

Sr. Workmen Appraisal Percentage

No.
1. Job Improvement 50%
2. Training & Development 20%
3. Job Satisfaction 20%
4. Clarify Goals 10%
Total 100%

60%

50%

40%

30%

20%

10%

0%
Job Improvement Training & Development Job Satisfaction Clarify Goals

Percentage
 Percentage

Job Improvement Training & Development Job Satisfaction Clarify Goals

ANALYSIS:
It was found their predominately 67% of the respondents believe that the P.A. System is
important for Job Improvement and a mere 7% believe that this will lead to Job Satisfaction.
Another 11% for that the P.A. System will ultimately decide their training needs.
 5. Title: Table showing that the How does Salary and Wages help in workers appraisal

Sr. Response Percentage

No.
1. YES 77%
2. NO 23%
Total 100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

Percentage
 Percentage

YES NO

ANALYSIS:
Salary and wages act as a process of rewarding workers with confidence and interest in
there work as they get reward for work performed which help in workers appraisal.
 6. Title: Table showing that does Salary and Wages matter the performance of
workers.

Sr. Response Percentage

No.
1. YES 70%
2. NO 20%
3. Sometimes 10%
Total 100%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO Sometimes

Percentage
 Percentage

YES NO Sometimes

ANALYSIS:
Yes, it makes difference. A working for late hours and provide great benefit to the
organization and the person do not get appraised by proper valued salary and wages the
interest level and confidence level of the person will go down and ineffectiveness of work
will be seen. Thus, workers must be rewarded as per its performance.
 7. Title: Table showing that the Salary and Wages also lead to feedback from
workmen above their area improvement.

Sr. Response Percentage

No.
1. YES 47%
2. NO 53%
Total 100%

54%

53%

52%

51%

50%

49%

48%

47%

46%

45%

44%
YES NO

Percentage
 Percentage

YES NO

ANALYSIS:
The respondent has conformed that the salary and wages would improve their area of
work, as majority of respondent believes in that manner as level of confidence, interest.
 8. Title: Table showing that the feedback given is useful.

Sr. Feedback Percentage

No.
1. YES 47%

2. NO 53%

Total 100%

54%

53%

52%

51%

50%

49%

48%

47%

46%

45%

44%
YES NO

Percentage
 Percentage

YES NO

ANALYSIS:
The respondent is not very much convinced about the usefulness of the feedback
system. Infect more than 50% respondent believe that the feedback system is not so useful.
It is therefore suggested that there should be a mechanism to make feedback useful by
attending to every feedback.
 9. Title: Table showing that there is a sufficient awareness about the system.

Sr. Response Percentage

No.
1. YES 50%
2. NO 50%
Total 100%

60%

50%

40%

30%

20%

10%

0%
YES NO

Percentage
 Percentage

YES NO

ANALYSIS:
The awareness level found from the investigation reveal only 50:50 awareness level
which mean many of the employees of the organization may not be aware about the
system.
 10. Title: table showing that the workers are satisfied about the annual increment.

Sr. Feedback Percentage

No.
1. YES 69%
2. NO 31%
Total 100%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

Percentage
 Percentage

YES NO

ANALYSIS:
It is found that quite a good majority of workers are satisfied about the annual
increment received by them.
 11. Title: Table showing that What motivates the workers.

Sr. Workers are Motivated by Percentage

No.
1. Money 52%

2. Reinforcement 34%

3. Good working environment 14%

Total 100%

60%

50%

40%

30%

20%

10%

0%
Money Reinforcement Good working
environment

Percentage
 Percentage

Money Reinforcement Good working environment

ANALYSIS:
It is found that majority of workers is motivated by money and very few are interested
about good working environment.
 12. Title: Table showing that the workmen want a change or not.

Sr. Feedback Percentage

No.
1. YES 50%

2. NO 50%

Total 100%

60%

50%

40%

30%

20%

10%

0%
YES NO

Percentage
 Percentage

YES NO

ANALYSIS:
It is found that about 50% of the workers are not interested in the change and are
therefore happy with the organization. At the same time about the half of the workmen are
not happy about the whole affairs & would be happy if there is a characteristic.
 Chapter 5: Observations and Findings

1. In no category, APOLLO HOSPITAL is paying highest salary to its employees.

2. APOLLO HOSPITAL provides maximum number of monthly and annual benefits to its
employees but the amount is less than that provided by other companies.

3. In case of workers there is huge variation between maximum CTC & minimum CTC.

4. APOLLO HOSPITAL is at second position with regard to paying high salary packages to
workers but is at fourth position in case of Junior Officers.

5. To Senior Officers also APOLLO HOSPITAL is not paying as smartly.

6. In case of Junior Managers there is a gap of Rs3,11,418 between the maximum salary
provided by APOLLO HOSPITAL.

7. HRA provided to all the categories except for Senior managers is around 5-10% less
than that provided by other companies.

8. Percentage of bonus provided by APOLLO HOSPITAL is also less than other

companies. As it is 8.33% for basic below Rs6000 while other companies are giving
20% bonus for all employees (maximum bonus is Rs6000 in all cases).
 Chapter 6: Conclusion

Annual compensation survey as already said is a very beneficial tool for detecting and
removing various flaws in the salary & wages structure and efforts have been made to
restore the advantage for APOLLO HOSPITAL. Data collected from all the companies was
analysed and compared with that of APOLLO HOSPITAL so as to know the areas where
improvement is needed.

Analysis revealed that in many areas like providing monthly and annual benefits TP has
an edge over other companies as it provides maximum number of benefits to its employees
though the amount varies from company to company. Though there were many areas which
require urgent attention of the management. Like the salary packages of Senior Managers,
Junior Managers & Senior Officers is much below the expectations in TP. Implementation of
various suggested recommendations can help TP maintain a justifiable position. Suggested
changes can help TP in motivating and retaining present workforce as well as attract new
talented and skilled people.
 Chapter 7: Recommendations and Suggestions

For workers:
Above analysis clearly shows that by APOLLO HOSPITAL is at second position in case of
providing good salary to its workers. A little revision can help TP achieve an equitable
position. To increase the salary package of workers, TP can introduce VDA/DA as a part of
their salary. Percentage of HRA should also be revised as it affects overall package
drastically.

For Junior Officers:

The maximum CTC of Junior Officers is at fourth place whereas minimum CTC is at third
place. There is a difference of Rs53,670 between the maximum CTC that is provided by WPIL
and that of TP’s. Again, the difference in CTCs is because of VDA/DA i.e., provided by WPIL
but not by otherwise the benefits provided to the junior officers are maximum in case of TP.

For Senior Officers:

APOLLO HOSPITAL is at third place after Controls & Switchgear and Clutch Auto in case
of CTC of senior officers. CTC TP WPIL & TP is Rs1,52,432 which is quite considerable. This
gap can be reduced and TP position can be improved in case of salary for Senior Officers by
revising basic salary and also by increasing the percentage of HRA.

For Junior Managers:

Once again both the maximum and minimum CTC for APOLLO HOSPITAL is at fourth
place which is very much down the line. The difference between highest maximum CTC and
TP’s maximum CTC is Rs3.11.418 which is very large. One reason for this is that salary
package at Controls & Switchgear and Clutch Auto is very unrealistic because they have kept
basic salaries very high and it is justifiable for them because their company’s turnover is very
high whereas it is not true for APOLLO HOSPITAL. But still TP needs to revise the basic salary
of junior managers. No revision in the percentage of HRA is needed for this category. The
problem can be taken care of by increasing the amount of LTA and a few other benefits for
Junior Managers.
For Senior Managers:
Salary for Senior Managers also requires serious amendments TP stands at fourth
position. No doubt there is improvement required in the basic salaries of Senior Managers
but percentage of HRA if increased can be a good sign of improvement. Unexpected amount
of LTA provided by Controls & Switchgear is also one reason of high salaries of Senior
Managers.

General Recommendations:
APOLLO HOSPITAL should also provide some Production Incentives or Target
achievement incentives to its employees. This will also motivate employees and encourage
them to accomplish company's target which is one of the major problems for TP.
 Chapter 8: Bibliography

A. Websites:

1. https://www.apollohospitals.com/
2. https://www.apollohospitalsnashik.com/
3. https://www.wikipedia.com/
4. https://www.google.com/

B. Abbreviations Used:

1. CTC: Cost to The Company

2. DA: Dearness Allowance
3. EDLI: Employee’s Deposit Link Insurance
4. HRA: House Rent Allowance
5. J.M.: Junior Managers
6. J.O.: Junior Officers
7. LTA: Leave Travel Allowance
8. PF: Provident Fund
9. PLVI: Production Linked Variable Incentive
10. S.M.: Senior Managers
11. S.O.: Senior Officers
12. VDA: Variable Dearness Allowance
13. TP: Transfer Price
 Chapter 9 Annexure: Questionnaire

1. Workers awareness about the P.F. system?

2. Whether Supervisors are given feedback about the salary and wages?
3. Whether the P.F. System was biased?
4. What importance the respondents about the P.F. System attach?
5. How does salary and wages help in workers appraisal?
6. Does salary and wages matter the performance of workers?
7. What the Salary and Wages also lead to feedback from workmen above their area
improvement.
8. Whether the feedback given is useful?
9. Whether there is a sufficient awareness about the system?
10. Whether the workers are satisfied about the annual increment?
11. What motivates the workers?
12. Whether the workmen want a change or not?