A Study On Customer Satisfaction On Mobile Phone Redmi

A STUDY ON WELFARE RESOURCES OF EMPLOYEES IN
ST. JAMES HOSPITAL, CHALAKUDY

Project Report submitted to
UNIVERSITY OF CALICUT
In partial fulfilment of the requirement for the award of the degree of
BACHELOR OF COMMERCE
Submitted by
JUSTIN ANTONY
(CCASMCM161)
Under the supervision of

Prof. K. O FRANCIS
DEPARTMENT OF COMMERCE
CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA
MARCH 2021
CHRIST COLLEGE (AUTONOMOUS), IRINJALAKUDA
CALICUT UNIVERSITY
DEPARTMENT OF COMMERCE
CERTIFICATE
This is to certify that the project entitled “A STUDY ON WELFARE

RESOURCES OF EMPLOYEES IN ST. JAMES HOSPITAL,
CHALAKUDY” is a bonafide record of project done by JUSTIN ANTONY, Reg.
No. CCASBCM161, under my guidance and supervision in partial fulfilment of the
requirement for the award of the degree of BACHELOR OF COMMERCE and it

has not previously formed the basis for any Degree, Diploma and Associateship
or Fellowship.
Prof .K. J. JOSEPH Prof. K.O Francis
Co-ordinator Project Guide

DECLARATION
I, JUSTIN ANTONY, hereby declare that the project work entitles “A STUDY ON
WELFARE RESOURCES OF EMPLOYEES IN ST. JAMES HOSPITAL,
CHALAKUDY” is a record of independent and bona fide project work carried
out by me under the supervision and guidance of Prof. K.O Francis, Coordinator
B. COM professional, Christ College, Irinjalakuda.
The information and data given in the report is authentic to the best of my
knowledge. The report has not been previously submitted for the award of any
Degree, Diploma, Associate ship or other similar title of any other university or
institute.
Place: Irinjalakuda Justin Antony

Date: CCASBCM161
ACKNOWLEDGEMENT
I would like to take the opportunity to express my sincere gratitude to all people
who have helped me with sound advice and able guidance.
Above all, I express my eternal gratitude to the Lord Almighty under whose
divine guidance; I have been able to complete this work successfully.
I would like to express my sincere obligation to Rev. Dr. Jolly Andrews, Principal
in-charge, Christ College Irinjalakuda for providing various facilities.
I am thankful to Prof. K. J. Joseph, co-ordinator of B. Com (Finance), for

providing proper help and encouragement in the preparation of this report.
I am thankful to Ms. Smitha Antony, class teacher for her cordial support,
valuable information and guidance, which helped me in completing this task
through various stages.
I express my sincere gratitude, Mr. K. O Francis, Assistant Professor, whose

guidance and support throughout the training period helped me to complete this
work successfully.
I would like to express my gratitude to all the faculties of the Department for their
interest and cooperation in this regard.
I extent my hearty gratitude to the librarian and other library staffs of my college
for their wholehearted cooperation.
I express my sincere thanks to my friends and family for their support in

completing this report successfully.
TABLES OF CONTENTS
CHAPTER NO. TITLE PAGE NO.
I INTRODUCTION 1-5
II REVIEW OF LITERATURE 6-13
III INDUSTRY AND COMPANY PROFILE 14-23
IV DATA ANALYSIS AND 24-41

INTERPRETATION
V FINDINGS, SUGGESTIONS & 42-44

CONCLUSION
BIBLIOGRAPHY 45
APPENDIX 46-49
LIST OF TABLES
TABLE NO. TITLE PAGE NO.
4.1 Gender wise classification of respondents 25
4.2 Table showing qualification of employees 26
4.3 Table showing years of working experience in 27

the organization
4.4 Opinion regarding leave benefits 28
4.5 Opinion regarding shift duties 29
4.6 Opinion regarding canteen facilities 30
4.7 Opinion regarding recreation tours 31
4.8 Opinion regarding provident fund benefits 32
4.9 Opinion regarding insurance plan 33
4.10 Showing opinion regarding salary and 34

allowances
4.11 Showing hygienic conditions 35
4.12 Showing promotion and increment policies 36
4.13 View on working environment and quality of 37

work life
4.14 View on safety training 38
4.15 Satisfaction regarding job security 39
4.16 View on overtime stipend 40
4.17 Opinion regarding gratuity scheme 41

LIST OF FIGURE
FIGURE TITLE PAGE NO:
NO:
4.1 Figure showing gender wise classification 25
4.2 Figure showing qualification of employees 26
4.3 Figure showing years of working experience in the 27

organization
4.4 Figure showing opinion regarding leave benefits 28
4.5 Figure showing opinion regarding shift duties 29
4.6 Figure showing canteen facilities 30
4.7 Figure showing opinion regarding recreation tours 31
4.8 Figure showing opinion regarding provident fund 32

benefits
4.9 Figure showing opinion regarding insurance plan 33
4.10 Figure showing salary and allowances 34
4.11 Figure showing hygienic conditions 35
4..12 Figure showing opinion regarding promotion and 36

increment policies
4.13 Figure showing view on working environment and 37
quality of work life
4.14 Figure showing view on safety training 38
4.15 Figure showing satisfaction on job security 39
4.16 Figure showing view on overtime stipend 40
4.17 Figure showing opinion regarding gratuity scheme 41

CHAPTER I
INTRODUCTION
1
INTRODUCTION
“Welfare is comfortable living and working conditions’’. Employee welfare means the
efforts to make life worth living for workman. Employee welfare entails everything
from services, facilities and benefits that are provided or done by an employer for the
advantage or comfort of employees. Other forms of employee welfare include housing,
health insurance, stipends, transportation and provision of food.
People are the most important asset of an organization, and the accounting
profession has no access and record the value and cost of people of an organization.
Once this is accepted, the need for measuring the value for recording it in the books of
accounts arises. The value of human of human assets can be increased substantially by
making investment in their training and welfare activities in the same way as the value
of repairs/overhauling etc.
Employee welfare is a term including various services, benefits and facilities
offered to employees by the employers. The welfare measures need not be monetary
but in any kind/forms. This includes items such as allowances, housing, transportation,
medical insurance and food. Employee welfare also includes monitoring of working
conditions, creation of industrial harmony through infrastructure for health, industrial
relations and insurance against disease, accident and unemployment for the workers and
their families. Welfare measures helps in maintaining the morale and motivation of the
employees high so as to retain the employees for longer periods.
The features of employee welfare:
● Employee welfare is a comprehensive term including various services, facilities, and

amenities.
● Provided to employees for their better living, welfare measures are in addition to
regular wages and other economic benefits available.
● Employee welfare is an essential part of social welfare. It involves adjustment of an

employee’s work life and family life to the community or social life.
2
● Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining.
The concept of labour welfare is elastic and flexible and differs widely with
regions, time, industries, country. The constituents of labour welfare included working
hours, working conditions, safety, provident funds, gratuity pensions, protection against
in-debtness, rest room, canteens and toilet facilities, lunch. Employee welfare measures
to promote the physical, social psychological and general well-being of the working
populations.
A hospital in the modern sense of the sentence, is an institution for healthcare,

providing patient treatment by specialised staff and equipment, and often, but not
always providing for longer-term patient stays. So, our study is focused on the “Welfare
measures of employees with special reference to St. James hospital, Chalakudy.
Objectives
● To study the welfare facilities in St. James hospital.
● To study the satisfaction level of employees towards welfare measures.
● To study the policies implemented by the organization to improve the welfare of

employees.
● To suggest measures to improve the employee welfare schemes based on the findings
of the study.
Significance of the study
The study on the employee welfare in the St. James hospital, Chalakudy is a depth
survey done through on-site observation. Welfare measures has very important role to
increase the productivity of employees. The study further helps to improve the
productivity of employees through the effective management of welfare measures.
The findings of the study will be useful to the management to improve the welfare
measures of the employees which in turn will motivate the employees to contribute their
maximum for the development of the organization.
3
Research Methodology
For this study, the design used was descriptive. Descriptive design as the name itself
implies, is conducted to describe something.
Types of Data
For the purpose of study both primary and secondary data are used.
● Primary Data
It is collected using structured questionnaire.
● Secondary Data
Secondary data was collected from the hospital record, websites, internet, books,
journal.
Sample Size
50 samples are selected randomly from the employees of St. James hospital for the
study. Here random sampling method is chosen for the research.
Tools of Analysis
Percentage analysis is the main tool used for the analysis of the data. Presentation tools
such as tables, graphs are also used.
Limitations of the study
● The period of the study was the major limitation.
● The resources constraints have limited the scope of the study.
● Some of the replies of the respondents might be biased.
● The organization rules and regulations also affect the study.
4
Chapterization
● Chapter I – Introduction:
This chapter includes objective of the study, methodology, significance of the study,
limitations.
● Chapter II - Review of literature:
This chapter deals with conceptual and empirical literature relating to the study.
● Chapter III - Industry and Company profile:
This deals with the profile of Industry and profile of St. James Hospital.
● Chapter IV - Data analysis and interpretation:
This chapter deals with analysis and interpretation of collected data.
● Chapter V - Findings, suggestions and conclusion:
This chapter include major findings, suggestions and conclusion.
5
CHAPTER II
REVIEW OF LITERATURE
6
REVIEW OF LITERATURE
CONCEPTUAL REVIEW
The welfare means improvement of the educational, social, economic, health, political
and cultural status of the employees leading to their emancipation and development.
“According to the committee on labour welfare, welfare services should mean such
services, facilities, and amenities, adequate canteens, rest and recreation facilities,
sanitary and medical facilities, arrangements for travel to and from place of work, and
for the accommodation of workers employed at a distance from their homes”, such other
services amenities and facilities, including social security measures, as contribute to the
conditions under which workers are employed.
The vey logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labour force for the organization. The purpose of providing such facilities is to
make their work life better and also raise their standard of living. The welfare measures
motivate them to perform better thus increasing the productivity of the organization.
The important benefits of welfare measures can be summarized as follows:
● They provide better physical and mental health to workers and thus promote a healthy
work environment.
● Facilities like housing schemes, medical benefits, educational and recreation facilities
for worker’ families helps them raise their standard of living. This makes workers to
pay more attention towards work and thus increases their productivity.
● Employers get stable labour force by providing welfare facilities. Workers take active
interest in their jobs and work with feeling of involvement and participation.
● Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.
● The social evils prevalent among the labours such as substance abuse, etc. are reduced
to a greater extent by the welfare policies.
7
Employees play an important role in the industrial production of the country. The
human resource managers are really concerned with the management of people at work.
It is necessary to secure the cooperation of employee force in order to increase the
production and to earn higher profits. The cooperation of employee force is possible
only when they are fully satisfied with their employer and the working conditions of the
job. In the past, industrialists and employers believed that their only duty towards their
employees was to pay them satisfactory wages and salaries. In course of time, with the
introduction of the concept of human resource management, psychological researchers
convinced them that workers required something more important. In addition to
providing monetary benefits, human treatment given to employees plays a very
important role in seeking their cooperation. Employee welfare activities benefit not only
the workers but also the management in the form of greater industrial efficiency. The
terms labour welfare, employee welfare and workers welfare are generally used
interchangeably to denote various services provided by the employers to the employees
in addition to wages.
Employee welfare is a dynamic concept as new welfare measures are added to

the existing ones along with social changes. The modern concept of employee welfare
entails all those activities of the employers, which are directed towards providing the
employees with certain facilities and services in addition to wages and salaries. Welfare
facilities are essential for the health of the organization since they bear a close
connection with the productivities of the labour force.
Today welfare has been generally accepted by employers. The state only
intervenes to widen the area of applicability. It is now accepted that it is a social right.
According to Royal Commission on Labour, “the term welfare as applied to industrial
workers is one which must be necessarily elastic, bearing a somewhat different
interpretation in one country from another, according to the different social customs,
the degree of industrialisation and the educational development of workers. The labour
or employee welfare is a comprehensive term, which may include any activity, which
is connected with the social, moral and economic betterment of workers provided by
any agency. Such activities may differ from country to country and from region to
8
region or from organization to organization. Labour or employee welfare has the
following objectives.
● To provide better life and health to workers.
● To make the workers happy, satisfied and efficient.
● To improve intellectual, cultural and material conditions of workers and to relieve

them from industrial fatigue.
The basic objective of labour welfare is to enable workers to live a richer and more
satisfactory life.
Benefits to the Workers – The usefulness of welfare need not be overemphasised. The
workers get a lot of benefits in addition to the salaries. The facilities that the
organization provide makes them happy and productive.
Benefits to the Employers – The provision of welfare facilities is not only beneficial
to workers but also to employers in several ways. The welfare facilities helps in
increasing the employee productivity by improving their physical and psychological
health. It helps in improving the goodwill and public image of the enterprise.
Benefits to the Society – Labour welfare is also in the interest of larger society because
the health, efficiency and happiness of each individual represents the general well-being
of all. Well-housed, well-fed and well-looked after labour is not only an asset to the
employer but also serves to raise the standards of industry.
Statutory Welfare Facilities - Washing facilities, Drinking water facilities, Conservancy

facilities, First Aid Equipment, Rest Shelter facilities, Canteen facilities.
Non-Statutory Welfare Facilities – Medical facilities, Educational facilities,

Recreational facilities, Consumer’s Cooperative Stores and Fair Price Shops,
Cooperative Credit Societies, Family Planning.
9
EMPIRICAL REVIEW
S. Kumar (1993), “A study on the Labour welfare measures in AFT Ltd Pondy”. The
author concluded the objective of the study is to find out the welfare facilities provided
on the AFT and the employee’s suggestion and opinion about welfare measures by using
structure questionnaire and by concluding personal simple random sample for a sample
of 100. The study revealed the welfare measure provided by the company was adequate
except for a few systems like housing scheme and pension scheme.
Michael (2001) in his book, “Human Resource Management and Human Relations”
said that the provision of intra-mural and extra-mural welfare facilities help in
improving the quality of work life of employee’s thereby good human relations will
develop among different cadres of employees.
Parvathi and Karthikeyan (2002) According to them education plays a role as a means
for human resource development for sensitizing one’s perceptions, awareness and for
motivating and changing one’s behaviour to suit arising needs, demand and
opportunities for survival, growth and development. Education is the greatest force for
empowerment. The process of education will not be complete without value content.
Empowerment can only be acquired through knowledge.
Mr.Ravikumar (2003) “Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages. Welfare helps in
keeping the morale and motivation of the employees high so as to retain the employees
for longer duration”. The welfare measures need not be in monetary terms only but in
any kind/forms. Employee welfare includes monitoring of working conditions, creation
of industrial harmony through infrastructure for health, industrial relations insurance
against disease, accident and unemployment for the workers and their families.
Aruna Goel (2004) mainly focuses the women employees in the organization. She
wrote the book “Education and Socio-Economic Perspectives of Women Development
and Empowerment”. In this book author enlighten views on the training for leadership
of women employees, health and women development, family welfare, higher
10
education, training capacity building and awareness generation, women participation in
employment and economy, vocational and educational training programmes for women
empowerment.
Swetha Singh (2004) made the title of “Effectiveness of employee welfare’’ the study
says that identify the welfare measures and its effectiveness towards job satisfaction of
employees. The term welfare should be used broadly to include all measures which
promote the physical, psychological and general well-being of the employees. These
welfare benefits play a motivational role.
Punekar, Deodhar and Sankaran (2004) in their book, “Labour welfare, Trade
Unionism and Industrial Relations’’ stated that labour welfare is anything done for the
comfort and improvement, intellectual and social-well being of the employees over and
above the wages paid which is not a necessity of the industry.
Binoy Joseph and Josephine Jodey (2009) studies in the article points out that, the
structure of welfare states rest on a social security fabric. Government, employees, trade
unions have done a lot to promote the betterment of workers conditions.
Mr. Pradeep (2009) “Employee welfare is a comprehensive term including various

services, benefits and facilities offered to employees & by the employers. Through such
generous fringe benefits the employer makes life worth living for employees”.
Tompa, Emile PhD; Dolinschi, Roman MA; de Oliveira (2009) they reviewed the
occupational health and safety intervention literature to synthesize evidence on financial
merits of such interventions. A literature search included journal databases, existing
systematic reviews, and studies identified by content experts. We found strong evidence
that ergonomic and other musculoskeletal injury prevention intervention in
manufacturing and warehousing are worth undertaking in terms of their financial merits.
The review also provided insights into how the methodological quality of economic
evaluations in this literature could be improved.
11
Aswathappa (2010) in his book, ‘’ Human resource management ‘’ discussed the
various types of benefits and services provided to employees in terms of payment for
time not worked, insurance benefits, compensation benefits, pension plans etc. He also
discussed the ways to administer the benefits and services in a better way.
Arunagiri (2011) studied on employee’s perception towards the welfare measures at

TTK Health Care Ltd. The main objective is to study the existing welfare measures and
to suggest suitable welfare measures for betterment of it. Researchers used percentile
method. Exploratory Research with non-probability sampling method was used. The
result of the study shows the majority of welfare measures are satisfied through it would
be better to improve in few areas like canteen services, insurance schemes, rest rooms,
giving training to workers in the field of welfare and safety measures.
K.T Srinivas (2013) made the title of “A study on employee welfare facilities and its
impact on job satisfaction”. The study says that how the company providing facilities
and how it improve the satisfaction level of the employees and also understands that
what facilities company adopted to improve the welfare of the employees. The company
should provide the recreational facilities to improve the morale of the employees and
reduce the stress level of the employees. Full medical support should be given by the
company to reduce the absenteeism and turnover. The company should conduct health
campaign at least once in a month/year; finally, these facilities lead to improving the
productivity of the company.
Chahal (2013) inferred from his research work that some factors like working
environment, performance appraisal techniques, relationship with other employees etc.
are contributing towards job satisfaction in employees, while job dissatisfaction caused
by working hours (lack of training & development) of frequent transfers of the
employees. He suggested that employee welfare measures/facilities of job security
should be given at most importance so that the employee turnover may be restricted.
Dr. P Venkat Rao (2015) made the title of “Employee welfare is the key insight”, study
says that no investigate the literature related to the welfare measures and its impact on
the employee performance, satisfaction and also identify and compare the welfare
measures provided by different public and private sector companies. Employees are the
12
key to every organizational growth. The concept of welfare has reached many
milestones in increasing the efficiency of the employees since work related problems
compliment the poor quality of life for employees and a decline in performance. So,
without welfare measures, employees are isolated in the companies.
Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the
morale and motivation of the employees high. Welfare is the facility that is provided in
order to improve employee willingness to work. This helps in raising the intention and
motivation so as to retain the employees for longer period and reduce employee
turnover.
13
CHAPTER III
INDUSTRY AND COMPANY
PROFILE
14
INDUSTRY AND COMPANY PROFILE
The health care industry, or medical industry is a sector that provides goods and services
to treat patients with curative, preventive, rehabilitative or palliative care. The
healthcare industry is composed of establishments devoted to prevention, diagnosis,
treatment and rehabilitation of medical conditions. The modern health care sector is
divided into many sub-sectors and depends on interdisciplinary teams of trained
professionals to meet the health needs of individuals and populations.
Kerala is one state where private health sector, both indigenous and western systems of
medicine, has played a crucial role. The Ayurvedic system of treatment practised in
Kerala dates back to centuries. In the field of Allopathic system, missionary hospitals
have contributed profusely by even going into the interiors of the state.
High level of education especially among women and greater health consciousness has
played a key role in the attainment of good health standards in Kerala. Today, with the
mushrooming of private hospitals that offer quality services matching international
standards, and with the tie up of the healthcare industry with the tourism sector,
healthcare in Kerala is growing by leaps and bounds.
Kerala is already the major new healthcare hub in South of India, attracting international
as well as national brands to its territory. The state is now gearing up to become the hub
of healthcare in all of India.
Not only is the private healthcare system strong in Kerala, but also the public healthcare
system is equally equipped to boost the states healthcare condition. Even after facing a
strong blow of the floods that uprooted the economy of the state, it bounced back to life,
only because the healthcare system was strong enough to withstand the challenges.
Kerala is not only known for its well planned and successful healthcare infrastructures
but also for the Ayurveda spas and medical treatments.
The healthcare sector consists of businesses that provide medical services, manufacture
medical equipment or drugs, provide medical insurance or otherwise facilitate the
provision of healthcare to patients.
15
PROFILE OF ST. JAMES HOSPITAL
St. James hospital is a multi super speciality hospital where a competent team of
specialists and super specialists join together with the support of sophisticated
technology to deliver high quality medical and health care protection. Our hospital is
equipped with all the latest communication facilities like telephone, fax and internet that
afford easy access to patients across the globe. It put to ease the patients anxiety relating to
his travel and stay.
The civil work was started in the year 1986. The foundation stone of St. James Hospital
was blessed by the Pope John Paul II on 7th February, 1986 and laid by Mar James
Pazhayattil on 10th September of the same year. The hospital was inaugurated on 10th
of September 1989 by Mar Antony Padiyara, Cardinal and Archbishop of Ernakulam-
Angamaly.
Mar James Pazhayattil put forth an inspiring thought that the diocese of Irinjalakuda
should start a hospital with all facilities to deliver better health care and medical aid at
affordable rates for the benefit of people of all religion with a special purpose to help
the poorest of the poor thus, joining the healing ministry of Jesus Christ. From its very
inception, this hospital stands as the symbol of delivering better health care to the people
of this locality irrespective of cast, creed, religion and language.
With the purpose of helping the poor, the Hospital Trust decided to give necessary
concessions in its health care mission. A patient in the general ward who undergoes
surgery in the operation theatre, irrespective of his or her age gets 25% concession in
the operation bill. Citizens above 65 years of age is automatically eligible to get half of
the consultation charge and full free nursing care in the general ward and half of the
nursing care charges in the room. Special considerations are given to many poor patients
other than these types of concessions.
16
The hospital has two schemes as follows to look after the poorest of the poor:
● Life Saving Mission to save the lives of patients who are brought here for emergency
management. It has the able guidance of Dr. Manoj T.K. MD, Dip NB (Neuro). Under
the scheme the hospital assists the patients financially and medically.
● Renal Care Mission arranges free dialysis to the poor patients. The Mission takes care
of the financial burden of the patients to a large extent. The executive committees and
general body of these organizations represent all cross section of the people of
Chalakudy and other surrounding areas.
● Both the above schemes are run by the contributions and donations received from
friends and well-wishers. The funds are received on the occasion of :
1. To remember wedding anniversaries and birthdays
2. Donations from social clubs.
3. Church/Temple/Mosque/Festival
4. Days of special remembrance in honour of parents/friends etc.
Vision
Serve with smile and care and love all especially the sick, poor and afflicted like Jesus,
the healer in order to take them to the main stream of the society.
Mission
● To make available the best quality health care to all the people at affordable rates and
to organize academic activities.
● To uphold the ethical values and principles of morality as professed by the Catholic
Church with regard to the value of human life and dignity.
Objectives
● To excel others and to be known as best among the health care and educational sector
● To show compassion to the poor and marginalized
17
● To promote academic knowledge so that talented youngsters are enriched and they
are trained to become competent health care professionals.
● To promote the message of love, moral values, non-violence and universal

brotherhood by promoting outreach programmes and provide counselling,
psychological support and rehabilitation.
● To facilitate spiritual assistance to all, according to their faith, for their personal
growth and development.
● To promote the hidden talents of all in their respected fields of life.
Organization Structure
● Bishop of Irinjalakuda – Patron of the hospital
● Vicar General – President of the hospital
● Trustee board Members

Director
Associate Former
Directors Director
TRUSTEE
BOARD
MEMBER
Vicar of Finance
local Officer of
Parish Diocese
Vicar of
Forane
Church
The Trustee Board is supported by two advisory committees namely Management

committee and Development committee. The doctors are under the Medical
18
Superintendent and all the nursing and paramedical staff are under the Nursing
Superintendent. One Associate Director is exclusively earmarked to administer and
manage the Medical Academy. Another Associate Director is earmarked to assist the
Director and look after the maintenance work.
Milestones
● The foundation stone of the Hospital was blessed by the Pope John Paul II on 7th
February 1986 and laid by Mar James Pazhayattil on 10th September 1986.
● Hospital was inaugurated on 10th September, 1989 by Cardinal Mar Antony Padiyara,
Archbishop of Ernakulam-Angamaly.
● The second phase of the hospital was inaugurated by Sree K. Karunakaran, the then
Chief Minister of Kerala.
● School of Nursing started in the year 1994.
● Hospital Chapel was blessed by Mar Jacob Thoomkuzhy, Archbishop of Thrissur in

the year 1997.
● Department of Paediatric surgery started in the year 1998.
● Department of Psychiatry started in the year 1998.
● Extension of Department of Orthopedics in the year 2000.
● Department of Cardiology started in the year 2001.
● St. James College of Nursing started in the year 2002.
● Department of Neurology and Neuro surgery in the year 2004.
● Department of Maxillo facial surgery and Orthodentistry in the year 2004.
● St. James College of Pharmaceutical sciences started in the year 2004.
● Department of Ayurveda started in the year 2005.
● Department of Nephrology started in the year 2006.
19
● D.M.L.T course started in the year 2007.
● Department of Urology started in the year 2008 and Cath Lab instituted in the year
2011.
Medical Services:
Ambulance Services
Please contact 0480-2710271 for availing ambulance service for pick up and
transport to the hospital.
Blood Transfusion Services
Our blood bank adopts best practises in all aspects of blood screening, blood
collection and processing. Donors are bleed skillfully, treated well and are given light
refreshment with donor cards. It has developed good manufacturing and laboratory
practises within the blood bank to protect the health of both blood donors and recipients
of blood and is headed by a MD Pathologist.
Brain Aid
A division under the Department of Neurosciences.
● Our Mission
∞ To ensure and special focus for every child to achieve their maximum potential at
educational, social and personal levels.
∞ To help parents with parenting skills to deal with childhood disorders.
● Facilities and services provided
∞ Providing professional counselling services mainly for children with behavioural

problems, learning disabilities and ADHD.
∞ Accessing poor academic performance and imparting study skills and memory
techniques.
∞ Remedial education by Special Educators for children with mental retardation,

learning disabilities with ADHD.
20
Dietary
Hospital food is essential part of patient care. Good food can encourage patients to eat
well, giving them the nutrients, they need to recover from surgery and illness. Dietary
department aims to ensure delivery of high-quality food and food services to patients.
Has a modern kitchen serving vegetarian food. Every meal going to patients is
specifically catered to their dietary needs. The service is free and currently limited for
patients aged 60 years and above.
Laboratory Services
This department has modern laboratories with automated Biochemistry, Haematology,

Microbiology, Cytology and Clinical Pathology sections with equipment to give
accurate and prompt diagnosis. The labs provide round the clock services to our
patients.
Radiology
X-Ray, Ultrasound, CT Scan facilities are available round the clock.
Mortuary Services
We have ozone friendly stainless steel refrigerated mortuary system with a capacity to
keep nine bodies. Please contact 0480-2710271 to avail mortuary services.
Pharmacy
We have two pharmacies in the hospital and operate round the clock catering to the
needs of our patients. The medicines are stored in well lit, clean and ventilated
environment. All medicines are stocked as per the recommendations of our Drug
Formulary Committee involving various senior professors.
Physiotherapy
Physiotherapy department specializes to restore functional ability and quality of life to

those with physical impairments or disabilities.
21
Specialities and services offered
Well-equipped and provisional expertise support for exercise therapy and

electrotherapy.
Musculoskeletal / Orthopedic Unit
● Spinal and Joint problem: Getting back in step after hip, knee and other joint
replacements.
● Post-traumatic Management: Rehabilitation for all types of fractures, dislocation etc.
● Back pain Management: Rehabilitation for disc prolapsed cases, Degenerative

disorders like cervical and lumbar spondylosis, osteoarthritis.
● Management for soft tissue injuries: Tennis elbow, frozen shoulder, fasiitis etc.
● Sports and Fitness: Ligament sprains, muscle strains and sports injuries. Gait training
consists of walker mobilization and cruch walking.
● Hand Rehabilitation: Newly introduced wing for rehabilitation of hand related injuries
such as tendon and crush injuries, peripheral nerve injuries, post-traumatic stiffness.
Rehabilitation consists of exercises, mobilization, wax bath, splintage.
Neurology unit
Rehabilitation for stoke, traumatic brain injuries, spinal cord injuries,

neurodegenerative disorders such as Parkinsons’s disease, Multiple Sclerosis etc.
Cardio-respiratory unit
Comprehensive physical care of critically ill patients admitted to ICU to prevent

complication like pneumonia, bed sore, critically ill, neuropathy, myopathy etc.
Geriatric unit
Rehabilitation of aged people to improve gait, strength and endurance of the patients
with motor and Musculo-skeletal problem.
22
DEPARTMENTS
● Anaesthesiology
● Cardiology
● Dentistry
● Dermatology
● Emergency
● General Medicine and General Surgery
● Neurology
● Gynaecology
● Ophthalmology
● Orthopaedics
● Pediatrics
● Psychiatry
● Urology
● Neurosurgery
● Gastroenterology
● ENT
● Ayurveda
● Homeopathy
23
CHAPTER IV
DATA ANALYSIS AND
INTERPRETATION
24
DATA ANALYSIS AND INTERPRETATION
The collected datas are analysed using several variables. The results of the analysis are
as follows:-
Table: 4.1 Gender wise classification of respondents

Response No. of Respondents Percentage
Male 16 32
Female 34 68
Total 50 100
(Source – primary data)
From the table, we can understand that the number of female employees (68%)
are more than the male employees (32%).
Figure 4.1 Showing gender wise classification of employees
80
70
60
50
40
30
20
10
Male 32% Female 68%
25
Table: 4.2 Showing the educational qualification of employees
School level 20 40
Degree/ Diploma 24 48
Post Graduation 5 10
Others 1 2
Total 50 100
(Source-primary data)
From the table, the study reveals that 48% have degree/ diploma, 40% have
school level qualification, 10% are post graduates and 2% have other qualification.
Figure 4.2 Showing the educational qualification of employees
80
70 68
60
50
40
30
20 16
10
10 6
0
School level Degree/ Dilpoma Post Graduation Others
26
Table: 4.3 Showing years of working experience in the organization
Below 2 years 5 10
2-5 years 18 36
5-10 years 15 30
10-20 years 10 20
Above 20 years 2 4
Total 50 100
The collected data from the table reveals that 36% have 2-5 years experience, 30%
have 5-10 years experience, 20% have 10-20 years experience, 10% have below
2 years experience and 4% have above 20 years experience.
Figure 4.3 Showing years of working experience in the organization
40
36
35
30
30
25
20
20
15
10
10
5 4
0
Below 2 years 2-5 years 5-10 years 10-20 years Above 20 years
27
Table: 4.4 Opinion regarding leave benefits
Highly Satisfied 8 16
Satisfied 35 70
No Opinion 6 12
Dissatisfied 0 0
Highly Dissatisfied 1 2
Total 50 100
From the table, it is clear that 70% are satisfied, 16% are highly satisfied,
12% have no opinion and 2% are highly dissatisfied with the leave benefits.
Figure 4.4 Opinion regarding leave benefits
80
70
70
60
50
40
30
20 16
12
10
2
0
0
Highly Satisfied Satisfied No Opinion Dissatisfied Highly Dissatisfied
28
Table: 4.5 Opinion regarding shift duties
Satisfied 26 52
No Opinion 16 32
Dissatisfied 2 4
Total 50 100
The table shows that 52% are satisfied, 32% have no opinion, 12% are highly
satisfied and 4% are dissatisfied with the shift duties.
Figure 4.5 Opinion regarding shift duties
60
52
50
40
32
30
20
12
10
4
0
0
Highly satisfied Satisfied No opinion Dissatisfied Highly dissatisfied
29
Table: 4.6 Showing opinion regarding canteen facilities
Satisfied 21 42
No Opinion 11 22
Dissatisfied 3 6
Total 50 100
The table reveals that 42% are satisfied, 22% are highly satisfied, 22% have
no opinion, 8% are highly dissatisfied and 6% are dissatisfied with the canteen
facilities.
Figure 4.6 Showing opinion regarding canteen facilities
45
42
40
35
30
25
22 22
20
15
10 8
6
5
0
30
Table: 4.7 Opinion regarding recreation tours

Satisfied 36 72
No Opinion 6 12
Dissatisfied 0 0
Total 50 100
From the table, it is clear that 72% are satisfied, 16% are highly satisfied, 12%
have no opinion regarding the recreation tour.
Figure 4.7 Opinion regarding the recreation tours
80
72
70
60
50
40
30
20 16
12
10
0 0
0
31
Table: 4.8 Showing opinion regarding provident fund benefit

Satisfied 35 70
No Opinion 10 20
Dissatisfied 2 4
Total 50 100
From the table it is clear that 70% is satisfied, 20% has no opinion, 6% is
highly satisfied and 4% is dissatisfied with the provident fund benefits.
Figure 4.8 Showing opinion regarding provident fund benefits
80
70
70
60
50
40
30
20
20
10 6
4
0
0
32
Table:4.9 Opinion regarding insurance plan

Satisfied 33 66
No Opinion 7 14
Dissatisfied 2 4
Total 50 100
From the table, we can infer that 16% are highly satisfied, 66% are satisfied,
14% have no opinion and 4% are dissatisfied regarding insurance plan.
Figure 4.9 Opinion regarding insurance plan
70 66
60
50
40
30
20 16
14
10
4
0
0
33
Table: 4.10 Opinion regarding salary and allowances

Satisfied 10 20
No Opinion 2 4
Dissatisfied 20 40
Total 50 100
The table reveals that 6% are highly satisfied, 20% are satisfied, 4% have
no opinion, 40% are dissatisfied and 30% are highly dissatisfied.
Figure 4.10 Showing opinion regarding salary and allowances
45
40
40
35
30
30
25
20
20
15
10
6
5 4
0
34
Table: 4.11 Showing hygienic conditions

Satisfied 35 70
No Opinion 4 8
Dissatisfied 6 12
Total 50 100
From the table we can infer that 10% are highly satisfied, 70% are satisfied,
8% have no opinion, 12% are dissatisfied and no percentage is highly
dissatisfied.
Figure 4.11 Showing hygienic conditions
80
70
70
60
50
40
30
20
12
10
10 8
0
0
35
Table: 4.12 Showing promotion and increment policies
Response No: of Respondents Percentage

Satisfied 21 42
No Opinion 13 26
Dissatisfied 4 8
Total 50 100
From the table it is clear that 42% is satisfied, 26% has no opinion,
24% is highly satisfied, 8% is dissatisfied with promotion and increment
policies.
Figure 4.12 Showing promotion and increment policies.
45
42
40
35
30
26
25 24
20
15
10 8
5
0
0
36
Table: 4.13 View on working environment and quality of work life
Satisfied 37 74
No Opinion 7 14
Dissatisfied 0 0
Total 50 100
From this table, we can infer that 12% are highly satisfied, 74% are satisfied,
14% have no opinion.
Figure 4.13 View on working environment and quality of work life
80
74
70
60
50
40
30
20
14
12
10
0 0
0
37
Table: 4.14 View on safety training

Satisfied 32 64
No Opinion 10 20
Dissatisfied 0 0
Total 50 100
From the table it is clear that 64% is satisfied, 20% has no opinion,
16% is highly satisfied and there is no dissatisfaction with the safety training.
Figure 4.14 View on safety training
20% 16%
64%
Response Highly Satisfied Satisfied No Opinion Dissatisfied Highly Dissatisfied
38
Table: 4.15 Satisfaction regarding job security
Satisfied 34 68
No Opinion 8 16
Dissatisfied 3 6
Total 50 100
From the table we can conclude that 68% are satisfied, 10% are highly satisfied,
16% has no opinion and 6% are dissatisfied with the job security.
Figure 4.15 Satisfaction regarding job security
6% 10%
16%
68%
Respondents Highly Satisfied Satisfied

No Opinion Dissatisfied Highly Dissatisfied
39
Table: 4.16 View on overtime stipend
Satisfied 16 32
No Opinion 22 44
Dissatisfied 7 14
Total 50 100
From the table we can infer that 32% are satisfied, 6% are highly satisfied,
44% have no opinion, 14 % are dissatisfied and 4% are highly dissatisfied.
Figure 4.16 View on overtime stipend
4% 6%
14%
32%
44%
40
Table: 4.17 Opinion regarding gratuity scheme

Satisfied 30 60
No Opinion 13 26
Dissatisfied 2 4
Total 50 100
From this table we can conclude that 60% are satisfied, 10% are highly satisfied,
26% have no opinion and 4% are dissatisfied.
Figure 4.17 Opinion regarding gratuity scheme
4% 10%
26%
60%
41
CHAPTER V
FINDINGS, SUGGESTIONS AND

CONCLUSION
42
FINDINGS, SUGGESTIONS AND CONCLUSION
Findings
● 68% of the employees are female
● 48% of the employees are graduates.
● Majority of the employees have 2-5 years of working experience.
● Around 72% of the employees are satisfied with the working hours.
● 70% employees are satisfied with the leave benefits.
● Around 4% employees face dissatisfaction with the shift duties and provident fund
benefits.
● Most of the employees have no opinion as well as face more dissatisfaction with the
overtime stipend.
● 22% of the employees are satisfied as well as have no opinion with the canteen
facilities.
● There is no dissatisfaction regarding recreation tours, safety training, quality of work

life and the working environment.
● 56% employees are satisfied while 6% employees are dissatisfied with the retirement
benefits.
● 66% employees are satisfied while 16% are highly satisfied with the insurance plan.
● 54% employees face high satisfaction in maintaining the balance between work and
life.
● 68% employees face satisfaction with the job security.
● 64% are satisfied with the safety training.
● 44% have no opinion and 32% are satisfied with the overtime stipend.
● 60% are satisfied and 26% have no opinion regarding the gratuity scheme.
43
Suggestions
1. Effective step should be taken to enhance the transportation facilities.
2. The company can improve the grievance handling system so that they can increase
employee satisfaction.
3. Canteen facilities have to be improved.
4. Festival allowance can be introduced.
5 The promotion and increment policies have to be improved on performance basis.
Conclusion
The study on welfare measures of employees helps the management to know the
satisfaction level of the employees about the welfare measures provided by the hospital.
From this study we can infer that the majority of the employees are satisfied with the
welfare measures. The management is required to provide good facilities for the
employees in such way that they become more satisfied about employees welfare
facilities. They can also improve their welfare measures by introducing several facilities
like accommodation, transportation etc. Therefore , there is a necessity of making some
provision for improving the welfare facility through which employees will become
happy and performance level increases. The organization can consider all the
suggestions of the study for further policy formulation.
44
BIBLIOGRAPHY
● Datta, Prabhat. Major issues in the development debate: lessons in empowerment

from India. New Delhi: Kanishka, 1998. 194p.
● Burra, Neera, Ranadive, Joy Deshmukh and Murthy, Ranjani K, ed. Micro-credit,
poverty and empowerment: linking the triad. New Delhi: Sage, 2005. 369p.
● Das, Kartick and Sharma, Gopal, ed. Financial inclusion, self-help groups (SHGs).
New Delhi: New Century Publications, 2013. 179p.
● Gibson, Christopher and Woolcock, Michael. Empowerment and local level conflict
mediation in Indonesia. Washington, D.C: World Bank, 2005. 35p. (Policy research
working paper no. 3713)
● Gilbert, G. Ronald and Nelson, Ardel E. Beyond participative management: toward

total employee empowerment for quality. New York: Quorum Books, 1991.244p.
● Rim, K & Lim (2014) Biologically Hazardous Agents at Work and Efforts to Protect
Workers Health: A Review of Recent Reports. Safety and Health at Work, 5(2)
● Rao, M. (1995). Labour welfare policy in India, Printwell, 30.
● Singh, M..K. (1989). Labour productivity in India industry: A case study. New Delhi:
Mittal Publications.
● Veersingh, D. (1963-67). Social and Economic Welfare Services in Uttar Pradesh.

Unpublished thesis, Agra University, Agra.
45
APPENDIX
QUESTIONNAIRE
STUDY ON WELFARE RESOURCES OF EMPLOYEES
WITH SPECIAL REFERENCE TO
ST. JAMES HOSPITAL, CHALAKUDY
1.To which gender class do you belong?
⃝ Male ⃝ Female ⃝ Other
2. What is your qualification?
⃝ School level ⃝ Degree/Diploma ⃝ Post graduate ⃝ Others
3. From how long are you functioning with this organization?
⃝ Below 2 years ⃝ 2-5 years ⃝ 5-10 years
⃝ 10-20 years ⃝ Above 20 years
4. What is your opinion regarding working hours?
⃝ Highly Satisfied ⃝ Satisfied ⃝ No Opinion
⃝ Dissatisfied ⃝ Highly Dissatisfied
5. How do you rate the leave benefits of the organization?
6. Are you satisfied with the shift duties?
46
7. Rate the overtime stipend offered by the organization?
8. Could you make clear opinion regarding canteen facilities?
9. What was ease of your experience with the recreation tours held?
10. What is your opinion about the salary scheme and provided by the organization?
11. Rate the provident fund benefits to the employees?
12. What do you say about the insurance plan in the organization?
13. Are you satisfied with the hygienic conditions of working place?
47
14. How do you rate the promotion and increment policies of the employees?
15. Importance given to provide the safety measures at the working place?
16. What is your opinion about job security in your unit?
17. How much do you agree with the gratuity scheme in the organization?
18. Are you satisfied with the retirement benefits to employees in your unit?
19. What is your opinion about the transportation facilities provided by the
organization?
20. Rate the safety training regarding equipments and materials used in work?
48
21. Are you satisfied with the working environment?
22. Are you satisfied with the quality of work life?
23. Rate the general fulfilment with the welfare exercise of the organization?
49
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A STUDY ON WELFARE RESOURCES OF EMPLOYEES IN

ST. JAMES HOSPITAL, CHALAKUDY

Under the supervision of

This is to certify that the project entitled “A STUDY ON WELFARE

requirement for the award of the degree of BACHELOR OF COMMERCE and it

Prof .K. J. JOSEPH Prof. K.O Francis

Co-ordinator Project Guide

Place: Irinjalakuda Justin Antony

I am thankful to Prof. K. J. Joseph, co-ordinator of B. Com (Finance), for

I express my sincere gratitude, Mr. K. O Francis, Assistant Professor, whose

I express my sincere thanks to my friends and family for their support in

CHAPTER NO. TITLE PAGE NO.

II REVIEW OF LITERATURE 6-13

III INDUSTRY AND COMPANY PROFILE 14-23

IV DATA ANALYSIS AND 24-41

V FINDINGS, SUGGESTIONS & 42-44

TABLE NO. TITLE PAGE NO.

4.1 Gender wise classification of respondents 25

4.2 Table showing qualification of employees 26

4.3 Table showing years of working experience in 27

4.4 Opinion regarding leave benefits 28

4.5 Opinion regarding shift duties 29

4.6 Opinion regarding canteen facilities 30

4.7 Opinion regarding recreation tours 31

4.8 Opinion regarding provident fund benefits 32

4.9 Opinion regarding insurance plan 33

4.10 Showing opinion regarding salary and 34

4.11 Showing hygienic conditions 35

4.12 Showing promotion and increment policies 36

4.13 View on working environment and quality of 37

4.14 View on safety training 38

4.15 Satisfaction regarding job security 39

4.16 View on overtime stipend 40

4.17 Opinion regarding gratuity scheme 41

4.2 Figure showing qualification of employees 26

4.3 Figure showing years of working experience in the 27

4.5 Figure showing opinion regarding shift duties 29

4.6 Figure showing canteen facilities 30

4.7 Figure showing opinion regarding recreation tours 31

4.8 Figure showing opinion regarding provident fund 32

4.10 Figure showing salary and allowances 34

4.11 Figure showing hygienic conditions 35

4..12 Figure showing opinion regarding promotion and 36

4.15 Figure showing satisfaction on job security 39

4.16 Figure showing view on overtime stipend 40

4.17 Figure showing opinion regarding gratuity scheme 41

The features of employee welfare:

● Employee welfare is a comprehensive term including various services, facilities, and

● Employee welfare is an essential part of social welfare. It involves adjustment of an

A hospital in the modern sense of the sentence, is an institution for healthcare,

● To study the welfare facilities in St. James hospital.

● To study the satisfaction level of employees towards welfare measures.

● To study the policies implemented by the organization to improve the welfare of

Significance of the study

It is collected using structured questionnaire.

Limitations of the study

● The period of the study was the major limitation.

● The resources constraints have limited the scope of the study.

● Some of the replies of the respondents might be biased.

● The organization rules and regulations also affect the study.

● Chapter II - Review of literature:

● Chapter III - Industry and Company profile:

● Chapter IV - Data analysis and interpretation: