Chapter-1

INTRODUCTION

Human resource management plays a very important role in every organization. Human resource
management is a very important input to run any organization successfully. It is not just sufficient to
have skilled and qualified human resource but proper utilization of this resource is also necessary.

Employee at the grass-root experience a sense of frustration because of low level of wages , poor
working conditions ,unfavorable terms of employment ,in human treatment by their superiors and the
like where as managerial personal feel frustrated because of alienation over their conditions of
employment ,inter personal conflicts ,role conflicts, job pressures, lack of freedom in work, absence of
challenging work etc.

Certain values were attributed to work in the past .work was workshop and people had sincerity and
commitment to work. But today’s employees should not believe in such values of work he works for his
salary ,he works hard if the conditions of work are conductive and congenial and terms of employment
are favorable. As such the work norms have been changing from time to time

Work norms is modern industrial society indicate that, employees role in industry is different from his
role in the family, superior knows the best and he has the right to impose on the subordinates, rules are
for employees and they have to follow them, and employer has the right to layoff the worker due to
marketing and technological factors.

1.2 OBJECTIVES OF THE STUDY

1) To examine the work life of employees in health care global enterprises ltd, bangalore.

2) To know the impact of existing welfare measures on job satisfaction.

3) To find out effects of quality of work life initiatives on employee in the organization.

4) To study different ways to improve quality of work life in the organization.

5) To gain an insight into current working life policies and practices as well as work life balance issues.

6) To understand the working environment in the company

1.3) SCOPE OF THE STUDY

In current scenario every organization wants more output in comparison of less input it can be possible
when working employee find its working place comfortable as per the job requirement. So it s very
important for an organization to make a good relationship between employee, employer employees and
working environment. now a days there is no balance between the family and work life due to job
pressure and conflicting interests and over socialization that lead too much of interest about co-
workers for satisfaction of their ego, creating problems in their minds of neighbors.

The work norms impose o n workers too much of burden and control my bosses. And the rules are for
workers or employees. They have to follow and the employer has right to layoff the worker due to
marketing and technological factors. The Indian workers and their unions are now on the defensive.
They are now more interested in the question of how to retain their jobs than in the question of how to
improve their quality of life in the work place.

It is therefore not difficult to understand why the question of improving quality of work life has lost its
important in our country. The quality of work life movement which draws “attention to workers” need
for meaningful and satisfying work and for participation in decisions that affect their work situation. And
work is major formation experiences which can either promote or limit a man’s growth in ways affect
the whole man and which therefore shape his life outside the job as well as within it.

1.6) CHAPETR SCHEME

1) The first chapter include introduction, objectives, scope, research methodology, limitations and
chapter scheme.

2) The second chapter included about the theoretical background of quality of work life.

3) The third chapter comprises of company profile.

4) The fourth chapter comprises of analysis and interpretation of data.

5) The fifth chapter comprises of findings, suggestions and conclusion.

6) The sixth chapter is bibliography.

7) The seventh chapter comprises of questionnaire.

CHAPTER-2

THEORETICAL BACKGROUND

Meaning:

Quality of work life means “ The degree to which members of a work organization are able to satisfy
important personal needs through their experience in the organization.”

Quality – quality is the ability of a product or service to consistently meet or exceed customer
expectations.

Work- work can be defined as the application of discretion within limits in order to produce a result.

Work life- work life does not merely means the facilities provided to the employees during office hours.
It comprises of all the collusive feelings, which reside in the mind of the employee while he works in the
organization, he is in the office or away from it.

DEFINITION:

ROBBINS (1989) defines QWL as “ a process by which an organization responds to employee need by
developing mechanisms to allow them to share fully in making the decisions that design their lives at
work.

IMPORTANCE:

Importance of quality of work life

1) Quality of work life (QWL) is a fact that an individual’s life can’t be compartmentalized and
any disturbance on the personal front will affect his/her professional life and vice-versa.

2) A good work life balance is also what motivates an employee the most to perform well at his
or job and also spend quality time with the family.

3) Organizations have started to focus on the overall development and happiness of the employee
for their motivation and reducing his/her stress levels without jeopardizing the economic health
of the company.

4) A good time management schedule helps employees balance their work and personal life.
MEASURING QWL:

1. Adequate and Fair Compensation: There are different opinions about adequate
compensation. The committee on Fair Wages defined fair wage as” . . . the wage which is
above the minimum wage, but below the living wage.”
2. Safe and Healthy Working Conditions: Most of the organizations provide safe and
healthy working conditions due to humanitarian requirements and/or legal requirements.
In fact , these conditions are a matter or enlightened self interest.
3. Opportunity to Use and Develop Human Capacities: Contrary to the traditional
assumptions, QWL is improved… “to the extent that the worker can exercise more
control over his or her work, and the degree to which the job embraces and entire
meaningful task” … but not a part of it. Further, QWL provides for opportunities like
autonomy in work and participation in planning in order to use human capabilities.
4. Opportunity for Career Growth: Opportunities for promotions are limited in case of all
categories of employees either due to educational barriers or due to limited openings at
the higher level. QWL provides future opportunity for continued growth and security by
expanding one’s capabilities, knowledge and qualifications.
5. Social Integration in the Work Force: Social integration in the work force can be
established by creating freedom from prejudice, supporting primary work groups, a sense
of community and inter-personnel openness, legalitarianism and upward mobility.
6. Constitutionalism in the Work Organization: QWL provides constitutional protection
to the employees only to the level of desirability as it hampers workers. It happens
because the management’s action is challenged in every action and bureaucratic
procedures need to be followed lat that level. Constitutional protection is provided to
employees on such matters as privacy, free speech, equity and due process.
7. Work and Quality of Life: QWL provides for the balanced relationship among work,
non-work and family aspects of life. In other words family life and social life should not
be strained by working hours including overtime work, work during inconvenient hours,
business travel, transfers, vacations etc.
8. Social Relevance of Work: QWL is concerned about the establishment of social
relevance to work in a socially beneficial manner. The workers’ self esteem would be
high if his work is useful to the society and the vice versa is also true.
 CHAPTER-3

COMPANY PROFILE:

Healthcare Global Enterprises Ltd (HCG), India’s largest provider of cancer care is at the forefront of the
battle against cancer. Through its network of 20 comprehensive cancer centers spread across India, HCG
has brought advanced cancer care to the doorstep of millions of people.

Health care global enterprises ltd, the specialist in cancer care has its headquarters in Bangalore, India
and is known to be the only dedicated cancer care network with quality care across 20 centers.

1989
Bangalore Institute of Oncology commences operation

2005
Our Company’s name changed to HealthCare Global Enterprises Pvt. Ltd
The Future of Cancer Care:

For years, HCG has been defining the future of cancer care in India by designing, building and
managing cancer centers with a steadfast vision: To transform the cancer care environment by
bringing core clinical services to one central place.

Our intent is to help patients live longer, better lives - and to improve cancer care one centre at a
time. At HCG, each centre is a model of excellence, a place where physicians can achieve
professional fulfillment and accomplish breakthroughs in patient care.

Geared For Growth:

We are committed to creating an environment that fosters professional and personal

achievements of every person who crosses the threshold of our centre. And by sharing these
achievements across the network, the accomplishments of each centre, each physician and each
hospital are further heightened. Ultimately, our patients are the beneficiaries of these
achievements - every accomplishment brings us one step closer to our ultimate goal of longer,
better lives for cancer patients and their families.

HCG has grown rapidly and is now a leader in cancer care, managing a network of 19 cancer
care centers pan India. Each centre is provided with a business system, management expertise
and capital resources to bring patient focused, state-of-the art cancer care to new regions.

 Vision:

Adding life to years by redefining healthcare through global innovation.

 Mission:

To be an acclaimed healthcare institution in pursuit of medical excellence through value based

medicine.
CORPORATE HISTORY:

 1989

Bangalore Institute of Oncology commences operation

 1998

Our Company incorporated as Curie Centre of Oncology

 2005

Our Company’s name changed to HealthCare Global Enterprises Pvt. Ltd

 2005

Entry into clinical laboratory business through acquisition of Triesta Sciences

 2006

Investment by India Development Fund of IDFC

 2007

Entry into multi specialty hospital business through acquisition of Medi surge Hospitals,
Ahmadabad

 2008

Investment by Premji Invest

 2010

Investment by Milestone Private Equity Fund

 2013

Investment by Temasek

 2013

Entry into fertility business through acquisition of 50.1% stake in BACC Healthcare

 2015

Signed agreement with CDC for Africa foray

 2016

Listed on BSE and NSE

 2017

Acquisition of CCK in Africa

 MANAGEMENT TEAM:

Dr. BS Ajai Kumar

Chairman and Chief Executive Officer

Gangadhara Ganapati
Non-Executive Director

Dr. Sampath Ramesh

Non-Executive Independent Director
Bhushani Kumar
Non-Executive Independent Director
 BUSINESS MODEL

Comprehensive Cancer Centres

A comprehensive cancer center is a center which offers complete diagnosis and treatment
(radiation, surgical and medical oncology) services under one a single roof. A network of
comprehensive cancer centre helps leverage expertise and capabilities of teams of specialist
physician across different disciplines and helps deliver quality cancer care across modalities to
patients in different regions.

Hub-and-Spoke Model

unique hub-and-spoke model helps us to create an integrated approach to cancer care. We are
able to successfully reach thousands of patients across India through our spokes located in
smaller cities and Tier 2/3 towns. Our Centre of Excellence in Bangalore serves as the hub,
which provides access to centralized quality control and assurance services, establish treatment
protocols across the network, provides centralized treatment planning services and tele-radiology
services and provides access to advanced technologies and specialized procedures. This allows
our network to effectively leverage the expertise and capabilities of our hub and maximize
efficiencies and quality of care across our network.

SERVICES

Clinical Lab

Diagnosis

Types of Cancer

Medical Oncology

Radiation Oncology

Surgical Oncology

Liver Transplantation

Bone Marrow Transplantation

 ADDRESS

HCG Tower,
No. 8, P Kalinga Rao Road,
Sampangi Rama Nagar,
Bengaluru 560 027,
Karnataka, India