SUMMER TRAINING REPORT

ON
SALARY & WAGES
ADMINISTRATION
IN
APOLLO HOSPITAL

Submitted to DAV CENTENARY COLLEGE, Faridabad in

partial fulfillment of the requirements for the award of degree
of Bachelor’s of Business Administration.

Submitted To:- Submitted By:-

BBA 5TH Sem

Roll No:-

1
 PREFACE
Task for those who are entrusted with the running of the organization and This implies
considerable knowledge of various aspects of personnel The management of human resource is
very complicated and challenging Management .Every management student irrespective of his/her
specialization Eagerly waits to start the summer training .For many of us it is the first opportunity
To have a closer look at an organization .This very curiosity of what happens and how we are
going to become a part of whole organization make us work and find out every little detail
regarding the organization .I have undergone a 45 days Training at APOLLO HOSPITAL .
The executive who manage human resource must have a background of conceptual knowledge of
the subject. This project report keeping in mind above quoted view, percent the first-hand study of
the affair concerning “employee satisfaction” as a part of APOLLO HOSPITAL.
In this report and attempt has been made to co-relate the aspect to the formal procedure of training
and development system at “APOLLO HOSPITAL” Beside this report provides an idea about the
effectiveness of “WAGES & SALARY ADMINISTRATION” at APOLLO HOSPITAL to be more
efficient with respect to their employee.

2
 ACKNOWLEDGEMENT

I wish to express my heartfelt appreciation to many have contributed to this project, both
explicitly and implicitly. This is my privilege to express my deep-felt gratitude to Mr.
RITESH PRATAP SINGH CHAUHAN G.M. & HRD for providing me the opportunity to
undertake my project Report at HR department & for his guidance of “APOLLO
HOSPITAL’’I owe a deep intellectual debt to the numerous people who, through their
varied contributions, have greatly improved my understanding of various issues related to
my projects I am thankful to the members of the APOLLO HOSPITAL for sharing their
insight sand experiences with me.

And last but not the least I would like to thank to DAV CENTENARY COLLEGE For
Women, Faridabad which made it possible for me to undertake this project and the
“APOLLO HOSPITAL” whose support directly or indirectly is greatly valued.

3
 DECLARATION

I, SAKIB SAIFI , of DAV CENTENARY COLLEGE Hereby declare that the project
entitled “SALARY & WAGES ADMINISTRATION” is an Original Work and the same
has not.

Signature of Candidate

4
 TABLE OF CONTENTS

Chapter Topics Page No.

No.

Chapter-1 INTRODUCTION 6–15

COMPANY PROFILE
Chapter-2 16-18

Chapter-3 REVIEW OF LITERATURE 19-28

Chapter-4 RESEARCH METHODOLOGY 29-42

DATA ANALYSIS AND

Chapter-5 43-47
INTERPRETATION

Chapter-6 CONCLUSION AND SUGGESTION 48-49

Chapter-7 ANNEXURE

5
INTRODUCTION

6
 INTRODUCTION

Nowadays every sector is facing tough competition, from inside as well as outside the
industry sector. To survive in such tough competition organizations, have to follow
modern scenario and procedures to make their presence effective.
It has become a m major headache for HR to recruit and retain talented person in their
organization. Every organization must offer good wages and fringe benefits to attract and
retain talented employees, competitive as compared to other firms. So, wages
administration develops and maintains the effective wages and salary. In Salary and
wages administration, survey are conducted to ensure that an organization ‘s pay is
competitive and equitable in relation to what other organizations paying for similar jobs.
APOLLO HOSPITAL conducts salary survey annually as they are very concerned about
providing their employees with justifiable salaries and perks so that no conflict arises and
employees are motivated for their work. Compensation is such a field of HR where
reforms and improvements are not a new thing. A company has to maintain its
competitive position has to revise its salary and wage structure annually. Need for
conducting a salary survey was felt as it is of great help in employee retention and also in
motivating the employees.

7
 Wages Administration

Wages administration deals with techniques and procedures for designing and maintaining
salary structure, rewarding staffs and exercising wages and salary administration-
a. Salary & wages seeks to accomplish a labor market function of allocating human
resource among different enterprises in term of rate of pay.
b. Carefully designed salary & wages system facilitates control of wages and salary and
labor cost.
c. An effective wages and salary administration system is likely to give the feeling that
the remuneration is fair and that no favoritism has been shown in its fixation. For the best
salary & wages administration, we must know about basic items of wages & salary:
1. Wages concept
2. Wages payment
3. Wages structure &
4. Wages legislation

Wages Structure of APOLLO HOSPITAL

The concept of wages structure as such, is a significant aspect of the wages role analysis.
The industrial wages Structure in India consist of various components such as:
 Basic wages:
The part of the price of labor, In which the employers must pay to all employees
belongings to all categories.
 Dearness allowance:
Payment of D.A allowance will be regulated as per rates and rule notified from time to
time.
 Other allowance:
House rent allowance: House rent allowance is a % of basic, which is level specific. This
can also be set off against the company-leased accommodation this is credited to
employee’s account.
 City compensatory allowance:
 Tiffin allowance
 Clothes & uniform allowance

8
  Overtime allowance
Special allowance

The payment of Bonus & Salaries According to Act 1965 in

APOLLO HOSPITAL It extends to the whole of India. It shall apply to every
factory and every other establishment in which twenty or more persons are employed on
any day during an accounting year. The act does not apply to the following establishments-

 Govt. institutions
 R.B.I
 Deposit Insurance Corporation
 Industrial development bank of India
 Agricultural Refinance Corporation
 U.T.I
 Financial Corporation
 LIC Universities & other educational institution. & etc.

Definition of an employee –
 An 'employee' means any person (other than an apprentice) employed on a
salary or wage not exceeding 3500 rupees per men.
 Calculation of bonus with respect to certain employees
 Calculation of bonus with respect to certain employees - where the salary or wage
of an employee exceeds two thousand and five hundred rupees per men, the bonus payable
to such employee shall be calculated as if his salary or wage were two thousand and five
hundred rupees per men.

9
Eligibility for bonus:
Every employee shall be entitled to be paid by his employer in an accounting year,
bonus, in accordance with the provisions of this act, provided he has worked in
establishment for not less than 30 days

Payment of minimum bonus

Every employer shall be bound to pay to every employee in respect of the accounting
year a minimum Bonus which shall be 8.33 % of the salary or wages earned by the
employee during the accounting year or one hundred rupees, whichever is higher, whether
or not the employer has any allocable surplus in the accounting year.

Payment of maximum bonus:

The bonus which shall be an amount in proportion to the salary or wages earned by the
employee during the accounting year subject to a maximum of twenty per cent of such
salary or wage.
The employer whom this Act, applies, need not pay any Bonus for first five accounting
year in which the Employer sells the goods produced or manufactured by him or render
services, as the case may be, from such establishment, bonus shall be payable only in
respect of the accounting year in which the employer derives profit from such
establishment and such bonus shall be calculated in accordance with the provisions of the
Act in relation to that year.

Disqualification for bonus

 An employee shall be disqualified from receiving bonus under this Act, if he is
dismissed from service for, -
Fraud; or Riotous or violent behaviors while on the premises of the establishment.
Theft, misappropriation or sabotage of any property of the establishment.
The bonus is to be paid within a period of 8 months from the close of the accounting year.

INTRODUCTION OF APOLLO HOSPITAL

10
At the behest of his father, in 1971, Dr. 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 Dr. 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 catalyze 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.

Apollo Hospitals was the forerunner of integrated healthcare in Asia, as well as globally.
Today, the 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 51 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. Over the
past three decades Apollo Hospitals' transformative journey has forged a legacy of
excellence in Indian healthcare. The Group has continuously set the agenda and led by
example in the blossoming private healthcare space.

11
COMPANY PROFILE

12
APPOLO HOSPITAL

At the behest of his father, in 1971, Dr. 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 Dr. 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 catalyze 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.

Apollo Hospitals was the forerunner of integrated healthcare in Asia, as well as

globally. Today, the 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 51 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. Over the past three
decades Apollo Hospitals' transformative journey has forged a legacy of excellence

13
in Indian healthcare. The Group has continuously set the agenda and led by example
in the blossoming private healthcare space.

An Organisation Study At Apollo Speciality Hospital One of Apollo's significant

contributions has been the adoption of clinical excellence as an industry standard.
Apollo pioneered the concept - the group was the first to invest in the pre-requisites
that led to international quality accreditation like the JCI and also developed centres
of excellence in Cardiac Sciences, Orthopaedics, Neurosciences, Emergency Care,
Cancer and Organ Transplantation. Along with excellence the Apollo philosophy
rests on the pillars of technological superiority, a warm patent- centric approach, a
clear and distinct cost advantage and an edge in forward-looking research. Apollo's
spectacular success rests on sustained commitment and investments in each of these
pillars. The Group continues to break new ground in adopting new technology.
From leveraging new age mobility, to getting futuristic equipment Apollo has always
been ahead of the curve. Currently, the group believes in the tremendous potential of
robotics and is investing heavily in making it a real and robust option for all. Apollo
pioneered Tender Loving Care (TLC) and it continues to be the magic that inspires
hope, warmth and a sense of ease in the patients. Apollo started out with the promise
of bringing quality healthcare to India at a price point that Indians could afford.
The cost of treatment in Apollo was a tenth of the price in the western world. Today
as the group charts out its roadmap to take healthcare to a billion, the focus on
driving a strong value proposition remains constant.

Apollo's remarkable story has captured India's attention. For its service to the
nation, the Group was felicitated with the honour of a commemorative postage
stamp bearing its name. For his untiring pursuit of excellence in healthcare, Dr.
Prathap C Reddy, was bestowed with the second highest civilian award, the ‘Padma
Vibhushan’, by the Government of India. Recently Apollo Hospitals celebrated its
30th year. The Group, led by Dr. Prathap Reddy, reaffirmed its goals and redefined
their focus. With ambitious projects like Apollo Reach Hospitals, a strong focus on
preventive healthcare and an unabated commitment to nurture excellence and
expertise in healthcare, Apollo Hospitals envisions for a new horizon - a future
where the nation is healthy, where its people are fighting fit, and India emerges as
the preferred global healthcare destination.

14
JAYANAGAR BRANCH PROFILE:

The Apollo speciality hospital Jayanagar has started on 25th Mar 2013 inaugurated
by Sangita Reddy joint managing Director AHEL.
The hospital having 145 beds hospital and 10 emergencies beds and fully fledge
operations theters.

The hospital has 3 major surgical departments:-

1. Orthopedic
2. Pulmonology
3. Neurology.
The hospital has having following functional departments:-
 Finance Department  Human Resource Department  Marketing/Healthcare
Services Department  IT Department.  Medical Records Department(MRD) 
Pharmacy Department.  Nursing Department.  CSSD  Stores Department 
Housekeeping department

 Food and beverages  Bio medical  Security

Apollo Hospitals Group is one of the largest healthcare groups in Asia. Referred to
as the 'Architects of Healthcare in India', the Apollo Hospitals group, with the help
of latest technology and exceptionally committed medical practitioners, provide
outstanding healthcare facilities to people from all walks of life. In keeping with our
vision of "Touching a Billion Lives"; we offer you the latest Apollo Specialty
Hospital at Jayanagar, Bangalore. This new hospital works in conjunction with our
flagship hospital on Bannerghatta Road. The Apollo Specialty Hospital, Jayanagar is
a referral trauma & poly-trauma centre that specializes in Orthopaedics (Joint
Replacements, Sports Medicine & Trauma), Neurosciences (Brain & Spine care) and
Critical Care (Pulmonology, Interventional Pulmonology.) At Apollo Specialty
Hospital, Jayanagar we unite exceptional clinical care and superior technology. We

15
are dedicated to providing you with the best medical facilities and reach out to you
in every possible way.

Only at Apollo Values: The confluence of seven values results in a ray that represents
Apollo's leadership in Indian Healthcare. A ray that is the beacon for millions
looking for a cure… looking for hope. Ownership: We value integrity and the
promotion of the just use of resources entrusted to us for the enhancement of human
life. Quality: Always pursuing Quality, our Hospital envisions more efficient,
equitable care at all levels of a patient's experience. Through a consensus-based
process, clinical quality and efficiency measures meets the needs and expectations of
the general public, government, providers and practitioners.

Compassion: We value a quality of presence and caring that accepts people as they
are and fosters healing and wholeness. Innovation: We embrace change and work to
improve all we do in a fiscally responsible manner. Patient Centric: In all our
endeavours, we are guided by the needs of the patient, creating a partnership that is
effective and personal across the continuum of care. We put our patients first as we
seek to exceed the expectations of our customers with superior service, outstanding
clinical care and unsurpassed responsiveness. Teamwork: System effectiveness is
built on the collective strength and cultural diversity of everyone, working with open
communication and mutual respect. Respect for all: We use 'Namaste' as the
salutation when meeting patients, guests, employees in person or telephonically. We
greet each individual, those we serve and those with whom we work, with the highest
professionalism and dignity Apollo Anthem: A truly inspiring anthem
commemorating our 25th year came to sparkling life on 5th Feb 2008, as it was
launched with a vibrant live rendition by its composers – Shankar, Ehsaan and Loy.
Composed in 4 languages, English, Hindi, Tamil and Telugu, it truly captures the
spirit of apollo hospitals .

2.1 GROWTH OF THE ORGANISATION Since its inception, Apollo Hospitals has
seen three decades and each has brought with it, its own share of cherished

16
memories. 1980 to 1990: Apollo Hospitals was inaugurated in 1983 by Shri Giani
Zail Singh (President of India). The first Apollo Hospital was in Chennai. The
hospital commenced commercial operations the next year. 1991 to 2014:  In 1998
Apollo Hospital Chennai was awarded the ISO 9002 Certification.  Dr. Prathap C
Reddy received the prestigious Sir Nilrattan Sirca Memorial Oration (JIMA) Award
for single-handedly making super speciality care available to a vast section of
society.  Apollo Hospitals, New Delhi became the first hospital in India to receive
accreditation from JCI, USA. Subsequently six of our hospitals got the JCI
accreditation.  Apollo continued to grow as a healthcare powerhouse. It added
hospitals in Ahmadabad, Bilaspur, Mysore, Kolkata and Kakinada among others. 
In 2002, SACHi - The Saving a Child's Heart initiative was launched. SACHi is a
community service initiative aimed at providing quality paediatric cardiac care to
children from underprivileged sections of society.  In 2006, Apollo Hospitals was
nominated as the Consumer Healthcare Super Brand in an independent survey
conducted by the Super Brand Council, in association with AC-Nielsen.  The first
functional Health City in Asia was launched by Apollo in 2007.  Apollo Hospitals
at Bangalore and Kolkata were accredited by the Joint Commission International
(JCI), USA.  Apollo Specialty Hospitals, Chennai successfully conducted exultant
Micro vascular free tissue transfer and Aesthetic surgeries on more than 1000
patients.  Full Field Digital Mammography with Tom synthesis (3D) system, first-
of-its-kind in South Asia was launched at Apollo Speciality Hospital, Chennai.

An Organisation Study At Apollo Speciality Hospital

CANARA BANK SCHOOL OF MANAGEMENT STUDIES Page 17

2.2 VISION & MISSION:- Vision: Apollo's vision for the next phase of development
is to 'Touch a Billion Lives'. Mission: "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".

17
2.3 PRODUCTS, SERVICES & FACILITIES:-

A) PRODUCTS:-  Apollo Hospitals:

Apollo Hospitals Enterprise Limited has over 8500 beds across 51 hospitals in India,
rest of Asia and
Africa. The hospitals are multi specialty tertiary care facilities with centres-of-
excellence in medical
disciplines including Cardiology, Cardio-Thoracic Surgery, Gastroenterology,
Orthopaedics & Joint
Replacement Surgery, Neurology, Critical Care Medicine, Nephrology, Oncology,
Hand & Micro
Surgery and Reproductive Medicine.
 Reach Hospitals

Apollo Hospitals is proud to present its latest visionary development - Apollo Reach
Hospitals: An endeavour to bring world-class healthcare to smaller urban centres
and rural India; A concrete effort towards building a healthier nation, starting from
the grass-roots.
An Organisation Study At Apollo Speciality Hospital
CANARA BANK SCHOOL OF MANAGEMENT STUDIES Page 18

 Apollo Pharmacy

Apollo Pharmacy, a division of Apollo Hospitals Enterprise Ltd., is India's first and
largest branded pharmacy network, with over 1500 pharmacies across 20 states.
Accredited with International Quality Certifications, Apollo Pharmacy offers
genuine medicines round-the-clock, through the network of 24 hour pharmacies.
Apollo Pharmacy also provides customer care at any time of the day.

 Nurse Station:

18
Nurse Station TM is a unique initiative where an Apollo nurse is stationed at Apollo
Pharmacies to assist with minor treatments and health emergencies. The objective of
the Nurse Station TM is to provide quick treatment in the most convenient way. The
service is especially meant for the elderly who find it inconvenient to wait for long
hours at clinics and hospitals for minor treatments, and frequent checkups. It is also
of great help to patients who find it difficult to move out of their house and travel
large distances for treatment, like pregnant women, bedridden patients and patients
recuperating after a surgery. The service also monitors the status of people with
chronic problems such as blood pressure, diabetes etc.

An Organisation Study At Apollo Speciality Hospital

CANARA BANK SCHOOL OF MANAGEMENT STUDIES Page 19

 Apollo Hospitals Education and Research Foundation:

The Apollo Hospitals Group has laid a lot of importance on education and research.
AHERF has been set up with the prime objective of establishing, maintaining and
supporting educational and research activities. Several institutions have been set up
at various Apollo locations to fulfil these objectives. The Apollo Group runs 10
schools and colleges of Nursing, 2 institutions of Hospital Administration and a
college of Physiotherapy

 Health Knowledge City: As healthcare requirements escalate, the demand on

resources will only increase. New initiatives like Apollo Reach Hospitals and other
concerted efforts to increase the healthcare cover in India will mean that the current
resource pool will have to be augmented tremendously. To add to this, rising global
demand will only increase the strain on trained resources. Keeping this in mind,
Apollo Hospitals is planning its advanced Knowledge City in Aragonda, Andhra
Pradesh. state-of-the-art centre is designed to train 2000 learners at one time, and
will offer courses for Medical Staff, Nursing Staff, Paramedical Staff, Executives
and Support Staff. This integrated facility, will have simulation labs, classrooms, a

19
hospital, a medical college, residential facilities, and will be looking at developing
25,000 skilled healthcare worker per year.

B) SERVICES:-
CORE SPECIALITIES:
1. Bones and Joints 2. Brain and Spine 3. Emergency 24×7 4. Pulmonology and
Critical Care
An Organisation Study At Apollo Speciality Hospital
CANARA BANK SCHOOL OF MANAGEMENT STUDIES Page 20

APOLLO DIGNOSTICS:
1. Radiology Services 2. Laboratory Services 3. Blood Bank
APOLLO CLINIC:
1. Endocrine and Bone Health 2. ENT 3. Heart Care 4. General Medicine 5.
Gastroentology 6. Minimal Access Surgery 7. Cancer 8. Cosmetology 9. Nephrology
and Urology.
C) FACILITIES:-
 Parking  Internet  Laundry Services  Telecommunication Services 
Interpretation Services  Bank & ATM  Money Transfer & Currency Exchange
 Intercontinental Food  Cafeteria

2.4 COMPETITORS:
a) FORTIS HOSPITAL

Fortis Hospital (formerly Wockhardt Hospitals) Bangalore is a part of the 40

hospitals chain of Fortis Healthcare. The Fortis Hospitals network consists of 11
hospitals focusing on the high end tertiary care around the specialties of cardiac care
– adult and paediatric cardiology and cardiac surgery, complex brain & spine
surgeries, orthopaedics and joint replacement surgery and minimal access surgery.

b) MANIPAL HOSPITAL

20
Manipal Hospital in Bangalore is considered to be India’s first hospital to be ISO
9001:2000 certified for Clinical, Nursing, Diagnostics and Allied Areas. Also, the
hospital is the winner of the Golden Peacock National Quality Award 2005 in the
service category. Manipal Hospitals is an integrated hospital service system that
provides healthcare from the smallest to the most complex medical problems.

c) SAGAR HOSPITAL

The Sagar Hospitals is a landmark healthcare services institution that enjoys a

unique reputation of being a popular destination for both Indian and international
patients seeking treatment at an affordable cost. The Sagar Hospitals has lent its
unique dimension of human touch to the complex science of healthcare. The Sagar
Hospitals` mission is to maintain a high degree of quality and care to any patient
seeking medical aid is sacrosanct to its highly acclaimed and equipped team.
Bangalore, now boasts of Sagar Hospital’s two tertiary care multi-specialty hospitals
with 665 beds and four clinics and the professionalism of its consultants and
surgeons that compares well with their international peers.

d) MALLYA HOSPITAL

Mallya hospital is located in the heart of the Bangalore city. Mallya Hospital has
grown over the years with substantial increase in bed strength, infrastructure and an
assurance of quality patient care with human touch using state-of-the art technology
with quality health care under one roof. Mallya hospital has to its credit as the first
Multispecialty hospital in the country to receive the coveted ISO-9002 certification
award which has been recently upgraded to ISO 9001:2008. Further, it has also been
awarded the prestigious NABH (National Accreditation Board for Hospitals & care
providers) certification on 18th July 2011.

Other competitors are Narayana Hrudayalaya, Jayadeva Hospital, etc.

ORGANISATION STRUCTURE

21
 General Executive President

Functional Functional Functional

Head Head Head

Department Department Department

Head Head Head

Support Support Support

Staff Staff Staff

22
REVIEW OF
LITREATTURE

23
Salary & wages structure OF APOLLO HOSPITAL
Financial status of the company – 5 crores per annum
Staff strength- 29 (with workers)
They have internal policy manual of salary &wages fixation.
They revise salary & wages on the basis of the profitability of the company.
They do not have uniform system of payment of incentive to their employees all over
the organization. Marketing department has different system of incentive payment
Yes, They follow the notifications for revision of V.D.A by the govt. from time to time.
They give their employees EDLI i.e. Employee’s Deposit Link Insurance which is
Rs62000 and is paid in case of death of employee.

The existing welfare schemes in this organization-

 Uniforms
 Celebration of foundation day
 Celebration of Indian festivals
 Canteen facility
 Transport facility
 Sports
 New year celebration

The %age of bonus during the last three years

 1st year 20%

 2nd year 20%

24
  3rd year 20%

Experience & performance is the criteria of promotion in respect of each category of

employees.
The retirement age of employee is 58 years.
No employee’s contribution in pension in this organization.
The company’s contribution in pension in this organization is %of basic + V.D.A 8.33%.
They give service awards to the employees for length of service. They are at a gap of 5yrs
starting from 10yrs of service.
They decide the increment on the basis of performance appraisal.
Following retirement benefits are extended to the employees in categories-
 Workers – P.F, gratuity, pension
 S.O. - P.F, gratuity, pension
 J.M.- P.F, gratuity, pension
 S.M.- P.F, gratuity, pension, superannuation

Comments:
Salary & wages should be reviewed from time to time to meet inflation

1. Salaries & Incentives rate system

Incentives rate system link compensation and performance by paying employees for their
actual results not for seniority or for hour worked.
There are common incentives schemes:

Piecework:
Piecework is an incentives system that compensates the worker for each unit of output.

 Production bonus:
Production bonus are incentives paid to workers for exceeding a specified of output.

 Executive incentives:

25
Executives are sometimes granted stock option –the right to purchase the company’s stock
at a predetermine price. The price may be set at below or above the market value of the
stock.

 Group incentives plan:

Performance is often a group effort. Most of them fall into one of the following categories:

 Production incentives plan:

The plan allows a group of workers to receive bonus for exceeding predetermined levels
of output.

 Profit sharing plan:

Profit sharing plan is based on the same principal as the group system where incentives are
related to the collective effort of the group. The proportion of the profit to be distributed is
determined well in advance.

 Cost – reduction plan:

The best known of that approach is the “TP plan” which is based on bonus improvement in
labor cost. It encourages group work. It involves all the workers in the exercise and they
make their maximum personal contribution to the process of production

 Ruler plan:
Ruler plan is similar to the TP plan but it is based upon the careful study of accounting
record and is not considered bargaining.

e. Job evaluation system

 Job evaluations are systematic procedure to determine the relative worth of jobs.
 Although there are several different approaches each one considers the
responsibilities, skills, effort and the working condition of the job.

26
  The purpose of job evaluation is to decide which jobs should be paid more then
others.
 Job evaluation method which is most common:

f. Job ranking
 The Simplest method of job evaluation
 It is a conventional method in which job are compared one with another and
arranged in the order of their importance.

g. Job grading
 In job grading, each job assigned to a grade.
 More important jobs are paid more.

h. Factor comparison
In factor comparison, compare critical job component:
 Determine the critical factor- responsibilities, skill, mental effort, physical effort
working condition.
 Determine key job-key job represent the full range of jobs from the highest to the
lowest.
 Assignment of a monetary value to each factor for each key job.
 Place key job on factor comparisons- the title of key job placed in a column,
according to the amount of wages assigned to each critical factor.
 Evaluate other jobs- the title of key job in each column and serve as benchmark
other non key jobs are then evaluate by fitting them on the scale in each column.

i. Point system
Point system is used more than any other method. Steps-
 Determine the critical factor.
 Determine the level of factor- minimum, medium, moderate, high.
 Allocate point of sub factor.
 Allocate point to level.
 Develop the point manual
 Apply the point system.

j. Pricing method:

27
  The market pricing method is entirely different from the other four method of job
evaluation.
 This method relies entirely on labor market to determine how much each job
should be paid.

 Annual statutory allowance:

 LTA:( leave travel allowance):
 Medical
 Bonus
 Group insurance
 Gratuity
 Leave in cash.
 PF

 Fringe Benefits
In addition to wages, employees also receive certain supplementary benefits and service
known as fringe benefits. Certain payment / benefits provided by employers to employees,
and not taxed in the hands of his employees, will now suffer “fringe benefits tax” at 30%
of such fringe benefits.

There is a liability on employers to pay this tax.

28
The fringe benefits tax paid by an employer not allowable as a
deduction in computing its business income.

4. Wages Legislation
Indian Bare Acts
Under the Constitution of India, Labor is a subject in the
Concurrent List where both the Central & State Governments are
competent to enact legislation subject to certain matters
being reserved for the Center. The salient features of some of the
important Labor Acts, which are applicable for carrying out
business in India, are:

Minimum wages act, 1948:

Minimum Wages Bill was introduced in the Central Legislative
Assembly on 11.4.1948 to provide for fixation of minimum wages
in certain employments.

Fixing of minimum rate of wages:

The Central and State Governments are appropriate Governments
to
(a) notify scheduled employment
(b) fix/revise minimum wage
The Act contains list of all these employments for which minimum
wages are to be fixed by the appropriate Governments. There are
two parts of the Schedule. Part I - has non-agricultural
employments whereas Part-II - has employment in agriculture.
The appropriate Government fixes the minimum wage in respect
of only those scheduled employments where the number of
employees is 1000 or more.
 Minimum food requirements of 2700 calories per average
Indian adults.
 Clothing requirements of 72 yards per annum per family.
 Rent corresponding to the minimum area provided for
under Government's Industrial Housing Scheme.

29
 Fuel, lighting and other miscellaneous items of expenditure
to constitute 20% of the total Minimum Wages.

The allowance is revised twice a year, once on 1st April and then
on 1st October. In the State Sphere, 22 States/Union Territories
have provisions for Variable Dearness Allowance, at present.
Minimum rates of wages may be fixed by any one or more of the
following wage periods, namely:
(i) By the hour,
(ii) By the day,
(iii) By the month, or
(iv) By such other larger wage-period as may be prescribed;
The appropriate government may fix-
(a) A minimum rate of wages for time work (hereinafter referred to
as "a minimum time rate")
(b) A minimum rate of wages for piece work .
(c) A guaranteed time rate
(d) An over time rate.

Payment of minimum rates of wages

(1) The employer shall pay to every employee engaged in a
scheduled employment under him wages at a rate not less than the
minimum rate of wages fixed by such notification for that class of
employees in that employment without any deductions except as
may be authorized within such time and subject to such conditions
as may be prescribed.
Fixing hours for a normal working day, etc. Provide for a day of
rest in every period of seven days which shall be allowed to all
employees or to any specified class of employees and for the
payment of remuneration in respect of such days of rest; provide
for payment for work on a day of rest at a rate not less than the
overtime rate.

30
ABSTRATION OF PAYMENT OF WAGES IN
APOLLO HOSPITAL ACCORDING TO ACT
1961
 The Payment of Wages Act was enacted during the British Rule
in 1936 on the recommendations of the Royal Commission on
Labor.
The Act regulates the payment of wages to workers and ensures
that they are disbursed by the employers within the stipulated time
frame and without any unauthorized deductions.

Fixation of wage-periods
 The Act lays down that the wage period exceeding one month
should not be fixed and payment of wages must be made before
the entry of specific day after the last day of the wage period.
The specific day is the seventh day of a month where the number
of workers is less than 1000 and tenth day in case the number of
workers is one thousand or more.

Time of payment of wages:

All wages must be paid in current legal tender. The wages can
also be paid by cheque or credited to the bank account of the
employed persons with the written authorization of the letter.
Enforcement of the Payment of Wages Act is primarily the
responsibility of the State Governments. Inspectors are appointed
under the provisions of the Act who conduct regular inspections to
ensure that the employers pay the wages timely and correctly. The
defaulting employers are advised to pay full wages in time. In case
of non-adherence to the advice, there are provisions of
prosecutions also.

31
Deductions, which may be made from wages
Wages of an employed person shall be paid to him without any
deductions except those authorized under the Act. Deductions
permissible from wages inter-alias relates to
unauthorized absence from duty, deductions for house
accommodations, recovery of advances and statutory dues etc.

It also prevents the employers from making any delay in the
payment of wages. The employees can apply to the authorities
prescribed under the Act for redressed, if deduction is made or
there is delay in payment of wages. The authority after giving
opportunity may direct the employers to refund the wages with
compensations

Payment of Gratuity Act, 1972

 This Act called the Payment of Gratuity.
 Provides for payment of gratuity @ 15 days' wages for
every completed year of service or part thereof, in excess of seven
months.
 Maximum amount of gratuity payable under the Act was
raised from Rs. 1.00 lakh to Rs. 3.50 lakh with effect from 24.9.97
 No wage ceiling for coverage under the Act
 Formula = (Monthly basic /26 days) 15 days * no of years
of continuous service.

Employees' State Insurance Act, 1948

 Provides for health care and cash benefits in cases of
sickness, maternity and employment injury.
 Health and medical care facilities are provided to the
workers through a network of 140 hospitals, 43 annexes and 1443
dispensaries located throughout the country.

32
Workmen's Compensation Act, 1923
Provides for compensation to workmen or their survivors in cases
of industrial accidents and occupational diseases, resulting in
disablement or death.
Compensation in case of death ranges from Rs. 50,000 to Rs. 4.56
lakh and in the case of permanent total disablement from Rs.
60,000 to Rs. 5.48 lakh

Maternity Benefit Act, 1961

 Regulates employment of women before and after child
birth and provides for 12 weeks maternity leave, medical bonus
and certain other benefits.
 The Act is not applicable to the employees covered under
the ESI Act, 1948.

PAYMENT OF SALARY IN APOLLO

HOSPITAL ACCORDING TO Factories Act,
1948
 Regulates health, safety, welfare and other working
conditions of workers in factories.
 Enforced by the State Governments through their factory
inspectorates. The Directorate General Factory Advice Service &
Labor Institutes (DGFASLI) functions as a technical arm of the
Ministry for co-coordinating matters concerning safety, health and
welfare of workers in the factories with the State Governments.
 DGFASLI conducts training, studies and surveys on
various aspects relating to safety and health of workers through the
Central Labor Institute in Mumbai and three other Regional Labor

33
Institutes located at Calcutta, Chennai and Kanpur and One more
Regional Labor Institute is being set up at Faridabad.

Employees' Provident Fund and Miscellaneous

Provisions Act, 1952
 Benefits available to the workers include the provident
fund,
a) Employees deposit linked insurance (EDLI)
b) Pension to the workers and their families.
c) Employ provident fund scheme (EPFC)
The rate of contribution under the PF for the employee and
employers is
The govt. also contributes 1.16% of the basic salary up to a limit
of Rs. 5000/- month.
The employee is eligible to withdraw total accumulation in the
following circumstances:
o Normal retirement
o Permanent migration for settlement abroad
o Death.

Superannuation fund:
The recent enactment of 1995 is a major initiative taken by the
govt. To provide poet retirement pension out of the employees
contribution to EPFS to the members of the scheme. An employee
is entitled to the following benefits. A lifetime long pension to the
employee is compelled to take retirement due to permanent
disability

34
35
 RESEARCH
METHODOLOGY

Wages Administration
Wages administration deals with techniques and procedures for
designing and maintaining salary structure, rewarding staffs and
exercising wages and salary administration-
a. Salary & wages seeks to accomplish a labor market
function of allocating human resource among different enterprises
in term of rate of pay.
b. Carefully designed salary & wages system facilitates
control of wages and salary and labor cost.
c. An effective wages and salary administration system is
likely to give the feeling that the remuneration is fair and that no

36
favoritism has been shown in its fixation. For the best salary &
wages administration, we must know about basic items of wages
& salary:
1. Wages concept
2. Wages payment
3. Wages structure &
4. Wages legislation

OBJECTIVES OF THE STUDY

1. The objective of the project is to conduct a survey and find

the grade details of at least 5 -6 companies so that they can be
compared with the grade details of APOLLO HOSPITAL
2. To find the competitiveness of the salary packages offered
to its employees by APOLLO HOSPITAL

37
3. To find out whether improvement is required in the salary
& wages structure of APOLLO HOSPITAL or not and if
improvement is required then in which particular area.

4. To find out the CTC of each grade to the company and

analyze it so as to find out which company is paying maximum to
which grade under which category.

5. To draw a comparison between the number and amount of

monthly and annual benefits provided to employees by different
companies surveyed.

SCOPE OF THE STUDY

1. This project will help APOLLO HOSPITAL to provide

competitive and equitable salary to its employees.

38
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.

RATIONALE
The requirements for effective compensation administration are:

1. Compensation should be competitive with what other

employers are getting for similar skills or similar jobs.

2. Compensation paid to various individuals in an

organization should reflect the comparative value of their
respective contribution to the organization.

In this project the main area of study is the grade details of five
companies surveyed so as to compare the CTC of each grade to
find out the competitive position of APOLLO HOSPITAL

SIGNIFICANCE OF THE
STUDY

39
Every project that carried out has its significance. There is always
a motive behind it. After the project is completed, we can found
some results, some recommendation and some conclusion, which
are very helpful for the company as well as for individual.

I made the project ‘WAGES & SALARY

ADMINISTRATION’ at APOLLO HOSPITAL. Salary and wages
is method of rewarding the employees in form of salary
increments etc in work spot normally including both qualitative
and quantitative aspect of job performance. It is systematic and
objective way of evaluating both work related behavior and
potential employee.

It helps employee and org. both in many ways. It help employee to

set goals and evaluate his performance him self and through
feedback system given by his superior. It help employee to
increase productivity. It helps the company in improving its
productivity; promotion; increment in salaries according to
employee performance and giving incentives.
My project shows what are the benefits and problems in salary and
wages administration and how we can overcome these problems
and make salary and wages administration more effective.
Although, it was a compulsory part of my management degree but
it was like a big achievement as I got to know about salary and
wages administration, its procedure and its benefits.

40
 LIMITATIONS

Though salary surveys being an effective media of comparing

company’s compensation data with other companies and know the
market trends but it involves many problems.
 As compensation data is a secret data of a company so
most of the companies are not ready to disclose their company’s
compensation data.
 Another tough task is to find the companies which deal in
the same kind of business as of APOLLO HOSPITAL and if
possible should be mncs.
 Compensation data is under the control of HR managers of
a company and it is not an easy task to take an appointment with
HR.
 Unwillingness of the respondents to share data also creates
problems.
Time constraint was another major limitation as in different
companies involved in different kind of operations HR managers
have different job responsibilities due to which some companies
used to fix appointments in far off dates in future while others
gave appointment which clashed. In both the cases data collection
was affected

41
42
 DATA ANALYSIS
&INTERPRETATI
ON

DATA ANALYSIS

The salary and wages is done every Graphic rating and group
comparison methods is used in APOLLO HOSPITAL . Workers
and supervisors or disagree on some of the facts which are some
in graphical form.

43
80%

60%

40% Series1

20%

0%
1 2

Interpretation
 Workers point of view:
Workers awareness about salary & wages administration
YES- 75% NO – 25%
Investigation about the salary & wages administration at
APOLLO HOSPITAL . was done through wide circulation of
questionnaire, which was circulated amongst the officers,
managers as well as workers. The following was revealed through
the exercise:

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

Ans.: It was noticed that approximately 75% of the respondents
were aware about the P.F. System. Considering the cross-sectional

44
 profits of various respondents’ group, it may be concluded that
the awareness was quite good and the P.F. System is really in
place.

80%

60%

40% Series1

20%

0%
Yes No

Interpretation
Given Feedback by superiors
Yes-68%
No-32%

45
 Ques.2: Whether Supervisors are given feedback about the
salary and wages?
Ans.: 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.

Is P A System biased ?
76%
80%

60%
% age -->

40%

20% 14% 10%

0%
1 2 3
Series1 76% 14% 10%
Yes / No / Neutral -->

Interpretation
Salary & Wages Administration is biased
YES- 76%
NO -14%
Neutral -10%

46
 .

Ques.3: Whether the P.F System was biased?

Ans.: 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 a feedback as such will help the bosses to improve

their rating methodology.

80%
60%
40%
20%
0% Series1
Clarify goals

Training

Interpretation
It is important
Clarify goals-15%
Job improvement-67%
Training-11%
Job satisfaction-7%

47
Ques.4: What importance the respondents about the P.f.
System attach?
Ans.: 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.

Interpretation
Workmen appraisal is necessary
 Job improvement-50%
 Training &Development-20%
 Job satisfaction-20%
 Clarify goals-10%

48
 Ques.5how does salary and wages help in workers appraisal?

Ans. 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.

80%

60%

40%
Series1
20%

0%
Yes No

Interpretation
Is salary and wages differ the performance of workers
Yes-77%
No-23%

49
 Ques.7: Does salary and wages matter the performance of
workers?
Ans 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.

80%
60%
40% Series1
20%
0%
es
No
s
Ye

im
et
m
So

Interpretation
Discussion with the workers about their area improvement

Yes-70%
No-20%
Sometimes-10%

50
 Ques.8: Whether the salary and wages also lead to a feedback
from workmen above their area improvement?
Ans.: 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.

54%
52%
50%
Series1
48%
46%
44%
Yes No

Interpretation
Supervisors point of view
Feedback given in performance
Yes-47%
No-53%
Investigation about the salary & wages administration at RBS3
ENTERPRISES. was done through wide circulation of
questionnaire, which was circulated amongst the officers,

51
managers as well as workers. The following was revealed through
the exercise:

52
 Ques.11: Whether the feedback given is useful?
Ans.: The respondent are 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 a
feedback useful by attending to every feedback.

54%

52%
50%
48% Series1

46%
44%
Yes No

Interpretation
Feedback given is useful
Yes-47%
No-53%

53
Ques.12: Whether there is a sufficient awareness about the
system?
Ans.: 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.

Interpretation
Basic awareness about salary and wages administration
Yes-50%
. No-50%

54
 Ques.13: Whether the workers are satisfied about the annual
increment?
Ans.: It is found that quite a good majority of workers are

satisfied about the annual increment received by them.

80%

60%

40%
Series1
20%

0%
Yes No

Interpretation
Satisfied with annual increment
Yes-69%
No-31%

55
 Ques.14: What motivates the workers?
Ans: It is found that majority of workers is motivated by money

and very few are interested about good working environment.

60%
50%
40%
30%
20%
10%
0% Series1
Good working
Money

environment

Interpretation
Workers are motivated by
Money-52%
Reinforcement-34%
Good working environment-14%

56
 Ques.15: Whether the workmen want a change?
Ans.: 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

50%
40%
30%
20% Series1

10%
0%
Yes No

the whole affairs & would be happy if there is a cha

Interpretation
Want a change
Yes-50%
No-50%

57
 CONCLUSION &
RECOMMENDATION
S

58
 FINDING

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. Senior Managers are heavily paid by APOLLO
HOSPITAL again stands at fourth place with regard to the
salary package offered to Senior Managers.
8. HRA provided to all the categories except for Senior
managers is around 5 – 10% less than that provided by
other companies.
9. Percentage of bonus provided by by APOLLO HOSPITAL
is also less than other companies. As it is 8.33% for basic
below Rs6000 while other companies are giving 20%

59
 bonus for all employees(maximum bonus is Rs6000 in all
cases).

10. APOLLO HOSPITAL does not provide VDA/DA to its

workers/J.O. whereas there is such provision in Clutch
Auto & WPIL which is a cause for their paying high to
worker class.
11. Provision for family welfare schemes is better in
SCHENCK than in other companies. TP provides eight i.e.
maximum number of family welfare schemes to its
employees.

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 analyzed 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

60
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.

RECOMMENDATIONS

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

61
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 n 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 quiet 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

62
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.

63
ANNEXURE

BIBLIOGRAPHY

64
Websites
www.appolohospital.com
www.appolohospital.com

Abbreviations Used
CTC: Cost To The Company
DA: Dearness Allowance
EDLI: Employee’s Deposit Link Insurance
HRA: House Rent Allowance
J.M.: Junior Managers
J.O.: Junior Officers
LTA: Leave Travel Allowance
PF: Provident Fund
PLVI: Production Linked Variable Incentive
S.M.: Senior Managers
S.O.: Senior Officers
VDA: Variable Dearness Allowance

65
THANK YOU

66