OHIO Mantra’s

HR Policy Orientation
CONTENTS:
1. Joining & Appointment
2. Attendance
3. Leaves & Holidays
4. Medical Benefits
5. Performance Appraisal
6. Discipline
7. Grievance Handling
8. Staff Health Policy
9. a – Orientation Policy
b-General Guidelines: Organizational Orientation
10. Departmental & Job specific Orientation
11. Training & Development Policy
12. a- General Guideline : Salary
b- General Guideline : Provident & Pension fund
c- General Guideline : ESIC Benefit
13. Communication with the HR Team
14. Staff Rights & Responsibilities
1. Joining & Appointment
• Offer Letter will be given on being shortlisted either before or
on the DOJ. Pre- employment health check up will be
conducted before or just after joining.
• Joining formalities would be completed on DOJ &
appointment letter would be issued within 1 month of joining
on submission of all documents, photographs and completion
of all requisite formalities.
• Joining Kit: ESIC, PF & Gratuity Forms, Bank Forms (as
applicable) to be filled by the new joinee. Handouts for
Grooming norms, List of important contact no’s., Hospital
layout provided.
• ID card , Biometric Registration for recording attendance, HR
Software login account, Email ID, Visiting cards would be
created for the staff members (as applicable).
2. Attendance

– All team members are directed to mark their attendance as per

hospital official hours or roster at the beginning & end of shift
(Biometric machine and Attendance register).
– Official Working Hours of the Hospital for staff on General
shift is from 9 am onwards.
– For staff working on other shifts, the same needs to be
confirmed from the HOD for the monthly roster.
– Please reach your work station 15 minutes prior to your shift
timing for receiving proper handover.
– Incase there is any problem in biometric registration please
inform/send mail to your HR Representative immediately.
3. Leaves & Holidays
 An employee is entitled for total 42 leaves in a year.
3. Leaves & Holidays…(Contd).
• 11 Public Holidays. If an employee is working on these days,
then he is entitled to get Compensatory Off.

• Additional to that we have 2 Restricted Holiday to be

chosen from a list of 26 Festivals (Restricted holiday can be
availed only after 3 months of service.)
 Holiday List
List of Public Holidays –
2017
Sl. No. Festivals/Occasions Date Day
1 Republic Day 26th January Thursday

2 Doljatra 12th March Sunday

3 May Day 1st May Monday

4 Independence Day 15th August Tuesday

5 Durgapuja (Saptami) 27th September Wednesday

6 Durgapuja (Ashtami) 28th September Thursday

7 Durgapuja (Nabami) 29th September Friday

8 Durgapuja(Vijaya Dasami) 30th September Saturday

9 Gandhi Jayanti 2nd October Monday

10 Kalipuja 11th October Wednesday

11 Christmas Day 25-December Monday

Holiday List List of Restricted Holidays – 2017 (Any two of the following)
*Restricted Holiday (Any two of the following)
SL no Festivals/ Occasions Date Day Remarks
Guru Govind Singh Jayanti/
1 Thiruvalluvar Day 5-Jan Thursday
2 Birth Day of Swami Vivekananda 12-Jan Thursday
3 Makar Sankranti/Pongal 14-Jan Saturday
4 Birth day of Netaji 23-Jan Monday
5 Basanta Panchmi/ Saraswati Puja 1-Feb Wednesday
Celebrated on 13th night/14th day in
the Krishna Paksha.
6 Maha Shivratri 24-Feb Friday
7 Chapchar Kut 13-Mar Monday
8 Holi 13-Mar Monday
9 Ugadi 28-Mar Tuesday Telegu and Kannada New Year
10 Utkal Dibas 1-Apr Saturday
11 Ram Navami 5-Apr Wednesday
12 Mahavir Jayanti 9-Apr Sunday
13 Hanuman Jayanti 11-Apr Tuesday
14 Meitei Cheiraoba 13-Apr Thursday
15 Baisakhi 13-Apr Thursday
Birth day of Dr. B.R. Ambedkar/
16 Bohag Bihu/ Good Friday 14-Apr Friday
Bengali New Year's Day/Tamil New
17 Year/ Vishu Kani 15-Apr Saturday

18 Birth Day of Rabindra Nath Tagore 9-May Tuesday

19 Buddha Purnima 10-May Wednesday
Sri Gundicha (Rath Jatra)/ ID-UL- The date may change subject to the
20 Fitre 26-Jun Monday sight of moon
21 Raksha Bandhan 7-Aug Monday
Holiday List List of Restricted Holidays – 2017 (Any two of the following)
22 Janmastami 14-Aug Monday
23 Ganesh Chaturthi 25-Aug Friday
24 Naukhai 26-Aug Saturday
The date may change subject to the
25 ID-UL-Zoha/ Bakrid 2-Sep Saturday sight of moon
26 Onam 4-Sep Monday
27 Viswakarma Puja 17-Sep Sunday
28 Mahalaya 19-Sep Tuesday
The date may change subject to the
29 Muharram 20-Sep Wednesday sight of moon
30 Durgapuja (Shashti) 26-Sep Tuesday
31 Lakshmi Puja 5-Oct Thursday
32 Karva Chuath 8-Oct Sunday
33 Dhanteras 17-Oct Tuesday
34 Kalipuja/ Chhoti Diwali 18-Oct Wednesday
35 Govardhan Puja 20-Oct Friday
Bhatridwitiya/Bhai
36 Phota/Ningolchakouuba 21-Oct Saturday
37 Chhath Puja 26-Oct Thursday
38 Jagadhatri Puja 28-Oct Saturday

39 Birth Day of Guru Nanak 4-Nov Saturday

The date may change subject to the

40 Id - E - Milad/ Milad - un- Nabi 2-Dec Saturday sight of moon
3. Leaves & Holidays … (Contd.)
 1 – Different categories of Leaves cannot be clubbed. Ex: PL & CL
cannot be clubbed in normal situations without special permission.
 2- A leave can either be prefixed or suffixed to Public Holidays /
Weekly offs, but both cannot be done.
 3- RH cannot be clubbed with PL, SL and CL.
 4- If a Holiday falls in between the leave tenure , it shall be considered
as “Sandwich leave”. Ex. An employee has applied for a PL from 4th
Nov 2011 (Friday) to 8th Nov 2011 (Tuesday), then 6th Nov 2011
(Sunday) will be considered as “Sandwich leave”, i.e., considered as a
PL.
 5- The decision of the management in context to any issue with leave
sanctioning will be final and binding.
 6- All leaves to be applied and approved as per the norms, or will result
in Loss of Pay.
4. Medical Benefits

• Medical Facility
– Discount on medical tests , diagnosis and consultations.
– Available to the staff and their dependents.
– Details of the discounts available with the HR Team.
5. Performance Appraisal
• It is carried out at the completion of one year for all
employees.
• 1st Year: Confirmation appraisal at the end of probation
period.
• Conducted with the aim to evaluate ones performance and
identify the areas of development.
• Evaluation will be based on the Job Description (JD’s)-for all
employees / Key Result Areas (KRA’s)- for all employees
designated as Jr. Executive and above.
• Everyone to ensure collection of their JD’s from the HR
department.
6.Discipline:
Discipline
The objective of the disciplinary system is to create and maintain a
productive, responsible and responsive workforce.
 Following acts shall be considered as indiscipline and you are requested to refrain
from the practice of the following acts:
Misconduct can be of two types:
 Major misconduct
1. Failure to observe safety instructions or make use of safety devices provided.
2. Furnishing false or incorrect information regarding oneself.
3. Causing willful breakage, loss or damage to the property of the Hospital or on its
patients .
4. Threatening, intimidating, coercing, assaulting, interfering with or quarrelling with
any person in the premises, engaging in fights, scuffles or altercation with fellow
employees.
5. Sleeping while on duty.
 Minor misconduct
1. Soliciting any tips from the patients and their relatives or accepting any tips from the
patients and their relatives.
2. Refusal to attend any training program.
3. Misuse of identity cards issued by the Management.
4. Absence without permission or without sufficient reason from the place of work.
5. Willful non-co-operation with fellow employees for proper discharge of duties
6.Disciplinary

Discipline…(Contd.)
Action Process:
 Minor Misconduct:
1. Verbal Warning & filling up of Employee misconduct reporting form.
2. First written warning.
3. Final written warning.
 Penalties:
 Warning, Counseling Note, Censures or Fine as per the nature of offence;
Withholding of increments of pay with or without cumulative effects; Withholding
of promotion; Recovery from pay or such other amount as may be due to him.

 Major Misconduct :
1. Employee misconduct reporting form to be filled by HOD and submit to the HR.
2. Charge sheet by the HR Department (in writing) countersigned by the HOD,
signed/endorsed by the CEO calling for a written explanation within 48 hrs from the
receipt of the charge sheet.
3. Submission of the written explanation by the charge-sheeted employee.
4. If the explanation is found not to be satisfactory, a domestic enquiry will be conducted
and decision arrived.
 Penalties :
 Reduction to a lower grade or post, or to a lower scale of pay; Dismissal from service.
6. Discipline
6. Discipline
There are usually three kinds of sexual harassment and the following examples are not
exhaustive.

Sexual harassment can be perpetrated upon members of the opposite gender or one’s own
gender.

Non-Verbal Verbal
- Gestures. - Language of a suggestive or explicit nature
- Staring / leering. - Unwanted propositions
- Invading personal space. - Jokes of a sexual or explicit nature
- Pin-ups . - Use of “affectionate names”
- Offensive publications. - Questions or comments of a personal nature
- Offensive letters / memos.
- Unsolicited and unwanted gifts. Physical
-Deliberate body contact
- Indecent exposure
-Groping / fondling / kissing
-Coerced sexual contact
6. Discipline
 Reporting of any incidence for Sexual Harassment

Sexual harassment of employees occurring in the workplace or in other settings, in

which employees may find themselves in connection with their employment, is
unlawful and will not be accepted by the organization in any way.

Where the Internal committee arrives at the conclusion that allegations against an
employee is proved, it shall recommend the following:

1-The same would be dealt under Major Misconduct as per the Policy on Employee
Discipline & Disciplinary Procedure which may result in penalty and / or termination
of services.

2- Forward the complaint to the police for registering the case under section 509 of
Indian Penal Code.

 Chairperson : Ms. Manjula Singh

 Mobile No: 9831010676
7. Grievance Handling
 The main objectives of the grievance redressal procedure are:
• To provide employees with a course of action if they have a complaint (which
they are unable to solve through regular communication with their reporting
authority).
• To settle grievances of the employees in shortest possible time
• To provide a complaint and grievance handling framework for the
complainants as well as complaint recipients, and;
• To try to solve matters without recourse to an employment tribunal.

 The grievance arising out of the following shall not be come under the
purview of the grievance procedure:
1. Terms of appointment settled prior to joining
2. Matters relating to disciplinary enquiry, action and vigilance cases.
3. Annual Performance Appraisal.
4. Policy decisions taken by the management for well being of MSH shall
not be the subject matter of grievance. Ex: If management decides to make
2 consecutive Sundays working day due to some emergency work situation for
an employee / group of employees, this will not be treated as a grievance if an
employee seeks redressal for the same.
7. Grievance Handling…(Contd.)
 Process:

1. Contact your HOD, Discuss the problem orally.

2. Submit your grievance in written in the prescribed format to the
HOD/ HR Department.
3. If dissatisfied with the decision ; request for the review of the
decision in the prescribed format through his/her concerned
HR associate to the Grievance Handling Committee headed by
Head –HR.
4. If dissatisfied with the decision of Grievance Handling
Committee; matter can be referred to the CEO for redressal.
5. The decision of the CEO will be final and binding
9a. Orientation Policy
 It is mandatory for all employees to attend the Induction program
before they start reporting to their respective departments.

 All employees have to attend Organizational Orientation &

Department specific orientation.

 Orientation Card-would be given to all new joinees joining from 1st

November 2011. The same needs to be returned to HR within three
months of joining.

 All the employees need to pass the Orientation Assessment which is

conducted on the last day of the induction program. The pass mark for
the assessment is 50% of the total.. If any employee fails to score the
pass marks, he/she again needs to go through repeat induction and
attain the pass score.
10. Departmental & Job specific
Orientation
 Departmental Training Coordinators will issue training cards to all the staff members
and ensure documenting all the trainings/ meetings (internal/external) undergone by
the staff.

 Any external training undergone by any staff member should be intimated to the
departmental training coordinator and be accompanied by submission of a copy of any
such certificate to the HR department.

 Departmental orientation will be conducted at your department by the HOD or the

departmental training coordinator.

 Job specific orientation shall be conducted by the immediate superior to the new
employee; this shall be based on the Job Description (which is prepared based on the
job responsibilities of the new employee). A copy of the JD duly signed by the superior
and the new employee shall be filed in the personnel file of the new employee.

 Any change in Job role should be clearly explained to the employee and well
documented.
11. Training & Development
Policy
 All staff members who are responsible for Care of Patients need to
undergo 84 hours of training in a year @ 7 hours of training in a
month.

 All staff members including doctors, consultants, interns, trainees and

contractual staff need to be compulsorily oriented.

 All Departmental Heads would need to assign Training Coordinators

who would be responsible for coordinating with the Central Training
Team to ensure staff members comply with the training hours
requirement of the T&D policy.

 A Training Card/booklet would be assigned to each staff member

taking care of patients where the training records would be maintained.
12a. General Guidelines – Salary
– Salary Account will be opened in AXIS BANK in Newtown.They
would be giving Insta Banking Kit (Cheque Book, ATM Card and
other banking documents )
– Incase the banking kit is not received on time, the respective HR
representative to be contacted.
– Cancelled Cheque leaf along with Name & Employee ID to be
submitted to HR Team within 2 days of opening the account.
– 1st-15th joinees-Salary would go into the bank account. If the
Cheque book / ATM card not available then the salary to be
withdrawn through “withdrawal slip” provided in the bank.
– 16th-30th/31st joinees- 1st month Salary would be provided in cheque
or cash from finance dept (non local).
– Customer Care no: 1800 2095577
12b. General Guidelines –
Provident & Pension Fund
– All employees whose basic is equal to or less than Rs. 15,000/- per month
are eligible for same.
– Once the employee comes under the preview of the scheme, they
continue to remain under the scheme even after their basic becomes Rs.
15,001/- or more.
– Amount contributed every month towards the PF is 12% of basic
component of the salary.
– The same has to be contributed by both the employee and the employer.
– The PF account number will be received after 2 months of opening the
account.
– Details of the PF to be viewed online on the official website.
– PF website address - www.epfindia.com/membbal.html to check PF
balance online, the balance amount is available for the contribution made
till the last financial year
12c. General Guidelines – ESI
Benefit
– As per the Employees’ State Insurance (ESIC) Act, all employees whose
Gross is less than 15000/- per month come under the preview of the act.
– Employer to contribute 4.75% of the Gross, every month.
– Employee to contribute 1.75% of the Gross, every month.
– Temporary card to be collected from the HR dept within 1 month of
joining. The ESIC account no. provided with the temporary card.
– After collecting TIC the insured person has to get himself and his
dependents registered with nearest service dispensary. ( List available on
the notice board in front of HR). Pls note that registration at Service
Dispensary is necessary to avail ESIC benefits.
– Photo for the ESIC to be clicked at the center/address as mentioned in
the Temporary card.
– Permanent card to be collected from the HR dept. after 2 months of
clicking of the photo.
– Medical facilities to be availed from the service dispensary. The address for
the same to be collected from the HR department . The service dispensary
will recommend the ESIC hospital from where the medical treatment /
facility may be availed , which is free of cost.
STAFF RIGHTS AND RESPONSIBILITIES
 Staffs’ Rights:
 Every employee during the course of his tenure with the organization,
shall be privileged to the following rights
 To be aware of the hospital wide policies
 To avail the benefits being extended by the organization
 If any one believes that he/she has been the victim of harassment, or know
of another employee who has, the right to report it immediately to the HR
department.
 To be treated considerately and respectfully, and not discriminated on the basis
of caste, religion, sex or socio-economic background
 To be aware of the terms and conditions of his/her employment before
joining the organization
 To be entitled to the terms and conditions as specified in the appointment
letter.
 To seek clarity on the targets to be achieved/job to be performed, and the
roles/responsibilities associated with the task to be performed.
 To be aware of all the rights being conferred on an employee during the
course of employment.
STAFF RIGHTS AND RESPONSIBILITIES
 Staffs’ Responsibilities
 It shall be the endeavor of all employees of Medica Superspecialty
Hospital to contribute to the highest standards of Medical and Service
excellence. To do so, every employee shall follow a certain Code of
Conduct during his commitment with the Organization.
 Medica Superspecialty Hospital functions round the clock and employees are
expected to work on shifts or normal duty hours to support the Hospital’s 24
X 7 operations. Employees may be required to work overtime when the
workload so necessitates.
 In order to ensure that the duty roster is maintained, leave should be planned
well in advance and prior sanction taken before proceeding on leave. If for
whatever reason an employee is unable to report to work on schedule,
he/she must inform his/ her Manager, preferably in writing.
 Each employee shall be at his/her assigned workplace at the assigned time
and shall carry out work as per instructions of his/her superiors. Employees
will devote time, skill, attention and will work sincerely during their working
hours
STAFF RIGHTS AND RESPONSIBILITIES
 Staffs’ Responsibilities (Cont….) :

Employees are expected to use email and internet access that is provided in a
manner that is ethical and lawful
The employee are responsible for ensuring that the equipment allocated to
them or in use in their work is used and maintained in accordance with the
standard operating guidelines
All employees are expected to maintain proper discipline, professional ethics
and complete integrity in the performance of work. They are expected to
maintain proper discipline in the Hospital/office and to conduct themselves
with the highest degree of professionalism.
An employee is expected to maintain complete integrity in his/her action and
work. If any declaration given or furnished by him/her proves to be false or if
he/she is found to have willfully suppressed any material information, he/she
may be liable to be removed from the services of the Hospital and to such
other action, as the Hospital may deem necessary & fit.
STAFF RIGHTS AND RESPONSIBILITIES
 Staffs’ Responsibilities (Cont….) :
 All employees are expected to maintain complete confidentiality in respect of
their documents and patient information they handle. They shall not during
the term of employment with the Hospital or at any time thereafter disclose
any patient related information or any business or affairs of the Hospital that
they are not authorized to divulge.
 Employees are not expected to have any contact with the Press or make any
public statements without the prior approval of the Hospital.
 The Hospital has adopted an open office plan. Employees are therefore
encouraged to be sensitive to those around them by conversing in soft tones &
quiet behavior.
 Employees are encouraged not to converse in their local vernacular while in
patient contact areas. Employees shall be discrete in their personal
conversations while in the presence of customers and patients.
 Employees are encouraged to adopt a clean desk policy and clear up their
workstations on completion of each workday. They shall ensure that all
personal and confidential papers are kept securely.
STAFF RIGHTS AND RESPONSIBILITIES
 Staffs’ Responsibilities (Cont….) :

 Employees working in patient contact areas, such as nurses, patient care

coordinators & executives, who are issued Hospital uniforms, are
expected to be in uniform while at work. Employees who are not
provided uniforms shall follow a business dress code.
 It is the responsibility of each employee to promptly notify their
supervisor and HR department of any changes in their personnel data.
 All employees must understand that they are working for an
establishment where they have to deal with patients who are physically
unfit and need empathy and help from the employees.
 Each employee shall at all times be courteous, polite and considerate to
the officers, staff, fellow employees, patients, visitors and the public.
Employees will not interfere in the matter of administration, transfer,
recruitment, supervision, order to work extra time, order to undergo
medical tests etc.
STAFF RIGHTS AND RESPONSIBILITIES
 Staffs’ Responsibilities (Cont….) :

 Employees shall promptly report any incident accident, safety

hazard; irregularity-, that may result in damages or loss to the
person or property etc.
 Employees shall be bound to observe all safety rules as may be
notified from time to time and use safety equipment , when
necessary.
 Staff members provided with hostel facilities would have to bear
the cost of electricity and cooking gas.
 Training programs would be arranged from time to time.
Employees are expected to attend the same.
15. Communication with HR
Team
The HR Team to be contacted by any employee in case of any query, problem or any grievance
• The HR team conducts monthly Communication meeting during last week of the month to
provide a common forum for the employees to share their views, feedback and other information
sharing.
• Departmental meetings with the team members of the various departments are conducted for
interaction and feedback on a monthly basis.

Mr. Sudhanshu Roy Ms. Madhumita Roy

President- Group Human Resources DGM – HR
(COG-HR) Contact person for: HR Operations, C&B,
Medica Hospital Pvt. Ltd. Appraisals, Training & People Related
Issues.
Communication With HR Team

Ms. Sinjini Banerjee

HR Department
What is Occupational Hazard?
 A great variety of jobs are performed in health care facilities. Staffs in these
settings can face many hazards.
 It is-
 important for you to determine which hazards affect you and what can be don
e to prevent illness and injuries.

 It is the-

 responsibility of the employer along with the Health and Safety Committee
 to have a written, proactive health
and safety plan that includes an effective way to hear and respond to the conce
rns of
 front line workers.
Infectious Disease:
 1.Infectious diseases can be caused by coming
into contact with bacteria, viruses, funguses or parasites when handling patients
contaminated objects, body secretions, tissue or fluids

 2.Hepatitis B, Hepatitis C and Human Immunodeficiency Virus (HIV) can be spread

by infected blood and body fluids when they
come into direct contact with broken, scraped,
chapped or inflamed skin or when skin is
 punctured by a sharp object such as a needle.-Needle Stick Injury.

What can you do:

1. Wash hands frequently (proper hand washing is the best way to prevent
communicable diseases).

 2. Follow “Routine Practices” at all times for all patients.

 3. check with your Occupational Safety Officer ( Head-Emergency)

regarding immunizations
Back Injuries
 Back injuries are the most frequent injury in hospitals.
Heavy lifting and frequent bending
 or twisting when moving objects or patients
increases the risk of back injury.

 What can you do:

1. Use available lifts.

2. Get help to lift if mechanical device is not appropriate or not
available.
3. Use proper lifting technique.
Repetitive Strain Injuries
 A repetitive strain injury (RSI) is an injury that
occurs over time as a result of repetitive
forceful or awkward body movements. The
injury usually affects the wrist, hand, shoulder,
elbow, back, knee or ankle. It can cause
pain, weakness, numbness or difficulty in grasping objects.

What can you do:

 1.Organize your work day so repetitive tasks are done

for short periods.

 2. Throughout the day take regular breaks.


Violence

 Health care workers are at risk from violence

when dealing with angry and stressed patients and their families
Workplace violence can result in loss of
sleep, fear or depression, post traumatic
stress disorder, and sometimes even death.
It is, therefore, very important for workplaces
to develop strategies to prevent violence.

 What can you do:

1. Follow policies and intervention guidelines.

 2. Report incidents to your safety representative and/or Safety Committee (

Hospital Safety officer-Mr. Komal Dashora) through HOD & Manager-
Security.
Shift Work
 Changing shifts and working at night disrupts
your body’s natural rhythms. It can contribute
to digestion problems, heart disease, and sleep problems.
It also makes participation in
social activities and family life difficult.

 What can you do:

1. Ask your doctor’s advice before becoming a shift

worker if you have diabetes, asthma, epilepsy
or mental health problems

2. Improve your sleep by practising a regular

bedtime ritual and avoid caffeine, smoking and sleeping pills.
Radiation

 Radiation is used in diagnostic procedures such as x-

ray, fluoroscopy and angiography. It is also
used in treatments using radioactive material.
Other forms of radiation are used in microwaves, magnetic fields and lasers
Long term and repeated exposure to radiation can
cause genetic dam age and reproductive health
problems. Light beams from lasers can harm the eyes and skin

What can you do:

1. Follow procedures and use PPE.

2. Take all safety concerns to your Safety Committee.

Chemicals
 Chemicals found in hospitals can be in the form of
dusts, vapours, gases or liquids.

 A chemical can enter your body in three main ways:

 It can be breathed in
 It can go through your skin
 It can be swallowed

 Many chemicals can cause serious illness and in

some cases,death.Often the effects are not noticeable right away.

 What can you do:

1. Take concerns to your HOD and/or HAZMAT Safety Officer (Head-

Housekeeping).

2. Read labels of all chemicals used and if m ore information is

required, go through the MSDS.
Noise
 High levels of noise are often found in hospital
kitchens, laundries and boiler room s.Long term
exposure to high levels of noise (more than 80
decibels) can cause perm anent hearing loss.

 Noise can distract workers and make it difficult to

communicate and concentrate.

 What can you do:

 1. Report any equipment malfunction as soon as possible.

 2. Wear hearing protection or schedule for health check up-Audiometry for

the staff in AC plant, gas plant etc.

 3. Have Hearing checked regularly

Stress
 Occupational Stress has been a long standing concern of the health care industry. The
National Institute for Occupational Safety and Health (NIOSH) defines Occupational
Stress as “the harmful physical and emotional responses that occur when the
requirements of the job do not match the capabilities, resources, or needs of the worker.”

 The following workplace factors (job stressors) can result in stress:

 Job or task demands (work overload, lack of task control, role ambiguity)
 Organizational factors (poor interpersonal relations, unfair management practices)
 Financial & economical factors
 Conflict between work & family roles & responsibilities
 Training & career development issues (lack of opportunity for growth or promotion)

 Some stress management techniques are :

 Training in coping strategies
 Progressive Relaxation
 Biofeedback
 Cognitive-behavioral techniques
 Time Management
 Interpersonal Skills
Wishing you all the best and Looking
forward to a long and fruitful
association…
For any further queries please feel free
to get in touch with the HR Team.

Thank You……