Project of employee amenities welfare

8/3/2019 Project of employee amenities welfare

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INTRODUCTIONHuman Resource Management (HRM) is the function within an organization that

focuses on recruitment of, management of, and providing direction for the people

who work in the organization. HRM can also be performed by line managers.

HRM is the organizational function that deals with issues related to people such as

compensation, hiring, performance management, organization development,

safety, wellness, benefits, employee motivation, communication, administration,

and training.

HRM is also a strategic and comprehensive approach to managing people and the

workplace culture and environment. Effective HRM enables employees to

contribute effectively and productively to the overall company direction and the

accomplishment of the organization's goals and objectives.

The number one glossary suggestion and question that people request is: What is

the definition of human resources? William R. Tracey, in The Human Resources

Glossary defines Human Resources as: The people that staff and operate an

organization as contrasted with the financial and material resources of an

organization. The organizational function that deals with the people ... Long a

term used sarcastically by individuals in the line organization, because it relegates

humans to the same category as financial and material resources, human resources

will be replaced by more customer-friendly terms in the future.

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Employee Welfare is an important facet of industrial relations, the extra

dimension, giving satisfaction to the worker in a way which evens a good wage

cannot. With the growth of industrialization and mechanization, it has acquired

added importance. The workers in industry cannot cope with the pace of modern

life with minimum sustenance amenities. He needs an added stimulus to keep body

and soul together. Employers have also realized the importance of their role in

providing these extra amenities. And yet, they are not always able to fulfil

workers demands however reasonable they might be. They are primarily

concerned with the viability of the enterprise .Employee welfare, though it has

been proved to contribute to efficiency in production, is expensive. Each employer

depending on his priorities gives varying degrees of importance to labour

welfare.It is because the government is not sure that all employers are progressiveminded and will provide basic welfare measures that it introduces statutory

legislation from time to time to bring about some measures of uniformity in the

basic amenities available to industrial workers. After employees have been hired,

trained and remunerated, they need to be retained and maintained to serve the

organization better. Welfare facilities are designed to take care of the wellbeing of

the employees, they do not generally result in any monetary benefit to the

employees. Nor are these facilities provided by employers alone. Governmental

and non-governmental agencies and trade unions too, contribute towards employee

welfare. Employee welfare is a comprehensive term including various services,

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benefits and facilities offered to employees by the employer. Through such

generous fringe benefits the employer makes the life worth living for employees.

The welfare amenities are extended in addition to normal wages and other

economic rewards available to employees as per the legal provisions. Welfare

measures may also be provided by the government, trade unions and non-

government agencies in addition to the employer. The basic purpose of employee

welfare is to enrich the life of the employees and keep them happy and contended.

The labour Investigation Committee preferred to include under Labour Welfare:

Anything done for the intellectual, physical, moral and economic betterment of

the workers, employers, by government or by other agencies over and about what

is laid down by law or what is normally expected of the contractual benefits for

which workers may have bargained.

According to the committee and labour welfare services should me:

Such services, facilities, and amenities as adequate canteen, rest and recreation

facilities, sanitary and medical facilities, arrangements for travel to and from place

of work, and for the accommodation of workers employed at a distance from the

homes; and such other services, amities and facilities, including social security

measures, as contribute to the conditions under which workers are employed

The ILO report refers to labour welfare as:

Such services, facilities, and amenities as may be established in or in the vicinity

of under takings to enable the persons employed in them to perform their work in

health, congenial surroundings and provided with amenities conductive to good

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health and high morale.

The encyclopedia of social sciences has defined labour welfare work as:

The voluntary efforts of the employers to established, with in the exiting industrial

system, working and some times, living and cultural condition of the employees

beyond what is required by law, the custom of the country and the conditions of

the market

IMPORTANCE:

Industrial progress of a country depends on its committed labour force. In this

regard the importance of labour welfare was recognized as early as 1931, when the

royal commission on labour started that the benefits, which go under this

nomenclature, are of great importance to the worker who is unable to secure byhimself. The schemes of labour welfare may be regarded as a wise investment

which should and usually does bring profitable return in the form of greater

efficiency. 20 years later, the planning commission realized the importance of

labour welfare, when it observed in order to get the best out of a worker in the

matter of production, working conditions require to be improved to a large extent.

The workers should at least have the means and facilities to keep him in a state of

health and efficiency. This is primarily a question of adequate nutrition and

suitable housing conditions.

The working condition should be such as to safeguard his health and protect him

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against occupational hazards. The work place should provide reasonable amenities

for his essential needs. The worker should also be equipped with the necessary

technical training and a certain level of general education.

BASIC FEATURES OF LABOUR WELFARE:

On the basis of the various definitions, the basic charters tics of labour welfare

work may be noted thus:

a) It is the work, which is usually undertaken with in the premises or in the vicinity

of the undertakings for the benefits employees and the members of their families.

b) The work generally includes those items of welfare which are over and above what

is provided by statutory provisions are required by the custom of the industry or

the employees expect as a results of a contract of services from the employers.

c) The purpose of providing welfare amenities is to bring about the development ofthe whole personality of the worker-his social, psychological, economic, moral,

and cultural and intelectuaval development to make him a good worker, a good

citizen and a good member of the family.

d) These facilities may be provided voluntarily by progressive and enlightened

entrepreneurs at their own accord out of their realization of social responsibility

towards labour statutory provisions may compel them to make these facilities

available: or these may be under taken by the government or trade unions, if they

have the necessary funds for the purpose.

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e) Labour welfare is a very broad term, covering social securities and such other

activities as medical aid, crches, canteens, recreations, housing, adult education,

arrangements for the transports of labour to and from the work place.

f) It may be noted that not only intra mural but also extra mural, statutory as well as

non-statutory activities, undertaken by any of the three agencies- the employers,

trade unions or the government- for the physical and mental development of

worker, both as a compensation for wear and tear the undergoes as part of the

production process and also to enable him to sustain and improve upon the basic

capacity of contribution on the processes of production, which are all the species

of the longer family encompassed by the term Labour Welfare

NEED FOR LABOUR WELFARE:

The need for the labour welfare arises from the very nature of the industrial

system, which is characterizedby two basic factors ;one, the conditions under

which work is carried on are not congenial for health; and second, when a labourer

joins an industry, he has to work on an entirely strange atmosphere, which create

problems of adjustement. One author calls these two factors the long arm of the

job, and the social invasion of the factory.

The working environment in a factory /mine adversely affects the workers health

because of the excessive heat or cold, noise, odours, fumes, dust and lack of

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sanitation and pure air etc., lead to occupational hazards. These have, therefore, to

be held in check by providing ameliorative services, protective devices and

compensatory benefits following of accident or injury or disablement. This has

been referred to as the long arm of the job which stretches out its adverse effects

on to the worker long after his normal 8-hour work. Hence the need for provision

of welfare services within the premises of the factory, mine or plantation arises.

There is a social reason also as pointed out by the labour Investigation

Committee, the provision of the canteens improves the physique, entertainment

reduce the incidence of vices; medical aid and maternity and child welfare services

improve the health of the workers and bring down the rates of general, maternal

and infantile morality; And educationalfacilities increase their mental efficiency

and economic productivity.

TYPES OF WELFARE ACTIVITIES:

The meaning of labour welfare may be clearer by listing the activities andfacilities, which are referred to as welfare measures.

A comprehensive list of welfare activities on labour welfare into two broad

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groups, namely:

1. Welfare measures inside the work place; and

2. Welfare measures outside the work place.

1. Welfare Measures inside the Work Place

a)Conditions of the work Environment

Safety and cleanliness: attention to approaches.

Housekeeping

Workshop sanitation and cleanliness.

Convenience and comfort during work

Workmens safety measures

b)Conveniences

Provision of drinking water

Urinals and bathrooms

Canteen services

C) Workers Health Services

Factory health center

Dispensary

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Ambulance

d) Women and Child Welfare

Services Crche and child care

Separate services for woman workers

Family planning

e) Workers recreation

Indoor games; strenuous games to be avoided during intervals of work

f) Economic services

Co-operatives, loans, financial grants

Thrift and savings schemes

Gratuity and pension

g) Labour management participation

Formation and working of various committees

Workmens arbitration council

Research bureau

h) Workers education

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Reading room

Library

Factory news bulletin

2. Welfare Measures outside the Work Place

a. Water, sanitation, waste disposal.

b. Roads, lighting, parks, recreation, playgrounds.

c. Transport

d. Communication: post, telegraph and telephone.

a) Health and medical services: dispensary, emergency ward, outpatient and in-

patient care, family visiting, family planning

b) Recreation: games; clubs; craft centers; cultural programmes

c) Administration of community services and problems.

Welfare facilities may also be categorized as (a) intra- mural and (b) extra- mural

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Intra-mural facilities

Intra-mural activities consist of facilities provided with in the factories and

include medical facilities, compensation for accidents, provision of crches and

canteens, supply of drinking water, washing and bathing facilities, provision of

safety measures, activities relating to improving conditions of employment, and

the like.

Extra-mural facilities

Extra-mural activities cover the services and facilities provided outside the factory

such as housing accommodation, indoor and outdoor recreational facilities,

amusement and sports, educational facilities for adults and children, and the like.

It may be started that the welfare activities may be provided by the employer, the

government, non-government organization and the trade unions, while, what

employees provide will be started later; the activities undertaken by other agencies

are mentioned here.

FUNCTIONS AND DUTIES LABOUR WELFARE OFFICER:

Schedule 49 of the act provides that in every factory where in 500 or more workers

are ordinarily employed, the employers shall appoint at least one welfare officer.

The officer is expected to act as an advisor, counselor, mediator and liaisoning

officer between the management and the labour. Specifically, his/her duties

include the following

1. Supervision of (i) safety, health and welfare programs like housing, recreation,

and sanitation services (ii) working of joint committees; (iii) grant of leave with

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wages; and (iv) redressal of workers.

2. Counseling workers in (i) personal and family problems; (ii) adjustment to their

work environment; and (iii) understanding their rights and privileges.

3. Advising management in matters of (i) formulating welfare policies; (ii)

apprenticeship training programs; (iii) complying with statutory obligations to

workers; (iv) developing fringe benefits; and (v) workers education.

4. Laisoning with workers so that they may (i) appreciate the need for harmonious

industrial relations in the plant; (ii) resolved disputes, if any; (iii) understanding

the limitations under which they operate; and (iv) interpret company policies

correctly.

5. Laisoning with the management so as to appraise the latter about workers view

points on organization matters

OBJECTIVES

The basic features of labour welfare measures are as follows:

Labor welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social

status.

Welfare measures are in addition to regular wages and other economic benefits

available to workers due to legal provisions and collective bargaining

Labor welfare schemes are flexible and ever-changing. New welfare measures are

added to the existing ones from time to time.

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Welfare measures may be introduced by the employers, government, employees or

by any social or charitable agency.

The purpose of labor welfare is to bring about the development of the whole

personality of the workers to make a better workforce.

Enabling workers to live richer and more satisfactory lives;

Contributing to the productivity of labour and efficiency of the enterprise;

Enhancing the standard of living of workers by indirectly reducing the burden on

their work theypurse;

Enabling workers to live in tune and harmony with services for workers obtaining

in the neighbourhood community where similar enterprises are situated;

Based on an intelligent prediction of the future needs of the industrial workers,

designing policies to cushion off and absorb the shocks of industrialization and

urbanization to workers;

Fostering administratively viable and essentially developmental outlook among

the workforce; and Discharging social responsibilities

EMPLOYEE PROTECTION AND WELFARE

STATUTORY WELFARE MEASURES:

The preamble to our Indian Constitution promises justice - social, economic and

political. It also stresses Equality of status and of opportunity. Article 23 of the

Constitution prohibits traffic in human beings and forced labour. Article 24

prohibits employment of children in factories. The article 38 and 39 spelt under

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Directive Principles of State Policy are now enforceable as per the dictums laid by

our Supreme Court.

Constitution of India, Article 38: State to secure a social order for the promotion of

welfare of the people:

The State shall strive to promote the welfare of the people by securing and

protecting as effectively as it may a social order in which justice, social, economic

and political, shall inform all the institutions of the national life.

The State shall, in particular, strive to minimize the inequalities in income, and

endeavour to eliminate inequalities in status, facilities and opportunities, not only

amongst individuals but also amongst groups of people residing in different areas

or engaged in different vocations.

Constitution of India, Article 39: Certain principles of policy to be followed by the

State. -

The State shall, in particular, direct its policy towards securing -

That the citizens, men and women equally, have the right to an adequate means to

livelihood;

That the ownership and control of the material resources of the community are so

distributed as best to sub serve the common good;

That the operation of the economic system does not result in the concentration ofwealth and means of production to the common detriment ;

That there is equal pay for equal work for both men and women;

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That the health and strength of workers, men and women, and the tender age of

children are not abused and that citizens are not forced by economic necessity to

enter avocations unsuited to their age or strength

Those children are given opportunities and facilities to develop in a healthy

manner and in conditions of freedom and dignity and that childhood and youth are

protected against exploitation and against moral and material abandonment.

Through social security and social justice are spelt in our Constitution, they are

never put into practice thanks to our Executives who only pretend to implement

the programmes of the State. Some of the important Statutory Welfare measures

given by the government are as follows:

(i) The Factories Act of 1948

(ii) The Employees State Insurance Act 1948

(iii) The payment of Wages Act 1936

(iv) The Workmen's Compensation Act 1923

(v) The Employees' Provident Funds and Miscellaneous Provisions Act 1952.

(vi) The Payment of Gratuity Act, 1962

(vii) The Maternity Benefit Act, 1961

FACTORIES ACT OF 1948

Purpose of this Act: An act to consolidate and amend the law regulating labour in

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factories. The Factories Act is meant to provide protection to the workers from

being exploited by the greedy business employments and provides for the

improvement of working conditions within the factory premises. The main

function of this act is to look after the welfare of the workers, to protect the

workers from exploitations and unhygienic working conditions, to provide safety

measures and to ensure social justice.

THE WORKMEN'S COMPENSATION ACT 1923

Purpose of the Act: An Act to provide for the payment of certain classes of

employers to their workmen of compensation for injury by accident. The

workmen's compensation Act 1923 is one of the earliest pieces of labour

legislation. This act encompasses all cases of accidents arising out of and in course

of employment. The rate of Compensation to be paid in a lump sum is determined

by a schedule provided in the act proportionate to the extent of injury and the loss

of earning capacity. The younger the age of the worker and higher the wage the

greater is the compensation. The Act provides the formula for calculating the

compensation. The injured person can claim compensation and in the case of

death, the compensation is claimed by dependents of the deceased. This law

applies to the organized as well as unorganized sectors that are not covered by the

E.S.I. scheme. The following definitions and the sections of law are presented for

the students to take note of them.

Administration: The act is administered by the State Governments which appoint

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Commissioners for this purpose under Sec.20 of the Act.

Benefits: Under the Act, compensation is payable by the employer to workman for

all personal injuries caused to him by accident arising out of and in the course of

his employment which disable him for more than 3 days. If the workman dies, the

compensation is to be paid to his dependants. The Act distinguishes among three

types of injuries: permanent total disablement, permanent partialdisablement and

temporary disablement. The amount of compensation to be paid on the death or

disablement of workman is given in Fourth Schedule of the Act and varies

according to his wages, the type of injury and age. It is an obligation upon the

employer to make the payment of compensation within one month from the date

on which it falls due.

Sources of Funds: All compensation under the act is payable by the employer.

THE PAYMENT OF WAGES ACT:

The Payment of Wages Act was enacted as early as 1936 during the colonial rule.

The purpose of this act is to regulate payment of wages. This insists on the

payment of wages by the seventh day or the tenth day of the succeeding month and

in case of weekly payment the last day of the week.

Section 3: Responsibility for payment of wages. - Every employer shall be

responsible for the payment to person employed by him of all wages required to be

paid under this Act. Provided that, in the case of persons employed (otherwise than

by a contractor) -

In factories, if a person has been named as the manager of the factory under clause

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of sub-section (1) of section 7 of the Factories Act, 1948 (63 of 1948)

In industrial or other establishments, if there is a person responsible to the

employer for the supervision and control of the industrial or other establishments

upon railways (otherwise that in factories), if the employer is the railway

administration and the railway administration has nominated a person in this

behalf for the local area concerned, the person so named, the person so responsible

to the employer, or the person so nominated, as the case may be (shall also be

responsible) for such payment.

Section 4: Fixation of wage-periods:

Every person responsible for the payment of wages under section 3 shall fix

periods (in this Act referred to as wage-periods) in respect of which such wages

shall be payable.

No wage-period shall exceed one month.

Section 5: Time of payment of wages.

The wages of every person employed upon or in

Any railway, factory or {industrial or other establishment} upon or in which less

than one thousand persons are employed, shall be paid before the expiry of the

seventh day.

Any other railway, factory or {industrial or other establishment}, shall be paid

before the expiry of the tenth day, after the last day of the wage-period in respect

of which the wages are payable:

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(2) Where the employment of any person is terminated by or on behalf of the

employer, the wages, earned by him shall be paid before the expiry of the second

working day from the day on which his employment is terminated.

(3) The State Government may, by general or special order, exempt, to such extent

and subject to such conditions as may be specified in the order, the person

responsible for the payment of wages to persons employed upon any railway

(otherwise than in a factory) from the operation of this section in respect of the

wages of any such persons or class of such persons.

(4) Save as otherwise provided in sub-section (2), all payments of wages shall be

made on a working day.

THE EMPLOYEES PROVIDENT FUND ACT 1952

The purpose of this Act: An Act to provide for the institution of Provident Funds,

pension funds and deposit linked fund for employees in factories and other

establishments. Contributions of 10% of the wages are paid by the employer and

another 10% by the employees. This amount is deposited with the government

which pays an interest. This Act also now has provisions for pension scheme.

Administration: The employees Provident Funds, Pension and Insurance Schemes

framed under the Act are administered by a tripartite Central Board of trustee,

consisting of representatives of employers and employees and persons nominated

by the Central and State Governments.

Benefits: The act has made schemes for 3 types of benefits, provident fund, family

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pension and deposit linked insurance. Family pension is payable to the widow or

widower up to the date of death or re-marriage whichever is earlier. In the absence

of the widow or the widower it is payable to the eldest surviving unmarried

daughter until she attains the age of 21 years or marries whichever is earlier. The

dependents of the employee also receive an additional amount known as the

deposit linked insurance which is equivalent to the average balance lying to the

credit of the employee on his provident fund during the preceding 3 years, subject

to a maximum of Rs.10000 provided that such employee has kept a minimumaverage balance of Rs.1000 in the provident fund.

Source of Funds: Here both the employer and the employee are required to

contribute the provident fund every month at 8.33% of the basic wages, dearness

allowance and retaining allowance. An employee can make a larger contribution

up to 10% but there is no compulsion for the employer to make a matching

contribution.

THE PAYMENT OF GRATUITY ACT, 1972

Purpose of the Act: An act to provide for scheme for the payment of gratuity to

employees engaged in factories, mines, oil fields, plantations, ports, railway

companies, shops or other establishments and matters connected therewith or

incidental thereto. Gratuity shall be payable to an employee on the termination of

his employment after he has rendered continuous service for not less than five

years.

(a) On his superannuation

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(b) On his retirement or resignation

(c) On his death or disablement

For every completed year of service or part thereof in excess of six months the

employer shall pay gratuity to an employee at the rate of 15 days wages based on

the rate of wages last drawn by the employee concerned.

Section 4: Payment of gratuity.

(1) Gratuity shall be payable to an employee on the termination of his employment

after he has rendered continuous service for not less than five years:

(a) On his superannuation, or

(b) On his retirement or resignation, or

(c) On his death or disablement due to accident or disease;

Provided that the completion of continuous service of five years shall not be

necessary where the termination of the employment of any employee is due to

death or disablement; provided further that in the case of death of the employee,

gratuity payable to him shall be paid to his nominee or, if no nomination has been

made, to his heirs, and where any such nominees or heirs is a minor, the share of

such minor, shall be deposited with the controlling authority who shall invest the

same for the benefit of such minor in suchAEGON RELIGARE or other financial

institution, as may be prescribed, until such minor attains majority.

(2) For every completed year of service or part thereof in excess of six months, the

employer shall pay gratuity to an employee at the rate of fifteen days' wages based

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on the rate of wages last drawn by the employee concerned; provided that in the

case of a piece-rated employee, daily wages shall be computed on the average of

the total wages received by him for a period of three months immediately

preceding the termination of his employment, and, for the purpose, the wages paid

for any overtime work shall not be taken into account; provided further that that in

the case of {an employee who is employed in a seasonal establishment and who is

not so employed throughout the year} the employer shall pay the gratuity at the

rate of seven days' wages for each season.

(3) The amount of gratuity payable to an employee shall not exceed {three lakhs

and fifty thousand} rupees.

(4) For the purpose of computing the gratuity payable to an employee who is

employed, after his disablement, on reduced wages, his wages for the period

preceding his disablement shall be taken to be the wages received by him during

that period, and his wages for the period subsequent to his disablement shall betaken to be the wages as so reduced.

(5) Nothing in this section shall affect the right of an employee to receive better

terms of gratuity under any award or agreement or contract with the employer.

(6) Notwithstanding anything contained in sub-section

(a) The gratuity of an employee, whose services have been terminated for any act,

wilful omission or negligence causing any damage or loss to, or destruction of,

property belonging to the employer' shall be forfeited to the extent of the damage

or loss so caused.

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(b) The gratuity payable to an employee {may be wholly or partially forfeited} -

(i) If the services of such employee have been terminated for his riotous or

disorderly conduct or any other act of violence on his part, or

(ii) If the services of such employee have been terminated for any act which

constitutes an offence involving moral turpitude, provided that such offence is

committed by him in the course of his employment.

THE MATERNITY BENEFIT ACT, 1961

Purpose of the Act: An Act to regulate the employment of women in certain

establishments for certain period before and after child-birth and to provide for

maternity benefit and certain other benefits.

Section 4: Employment of or work by, women, prohibited during certain periods

(1) No employer shall knowingly employ a woman in any establishment during

the six weeks immediately following the day of her delivery, (miscarriage ormedical termination of pregnancy).

(2) No women shall work in any establishment during the six weeks immediately

following the day of her delivery (miscarriage or medical termination of

pregnancy).

(3) Without prejudice to the provisions of section 6, no pregnant women hall, on a

request being made by her in his behalf, is required by her employer to do duringthe period specified in subsection

(4) Any work which is of an arduous nature or which involves long hours of

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standing, or which in any way is likely to interfere with her pregnancy or the

normal development of the foetus, or is likely to cause her miscarriage or

otherwise to adversely after her health.

(4) The period referred to in sub-section (3) shall be -

(a) The period of one month immediately proceeding the period of six weeks,

before the date of her expected delivery;

(b) Any period during the said period of six weeks for which the pregnant woman

does not avail of leave of absence under section 6.

Section 5: Right to payment of maternity benefits:

(1) Subject to the provisions of this Act, every woman shall be entitled to, and her

employer shall be liable for, the payment of maternity benefit at the rate of the

average daily wage for the period of her actual absence, that is to say, the period

immediately preceding the day of her delivery, the actual day of her delivery and

any period immediately following that day.

(2) No woman shall be entitled to maternity benefit unless she has actually worked

in an establishment of the employer from whom she claims maternity benefit, for a

period of not less than {eighty days} in the twelve months immediately preceding

the date of her expected delivery. Provided that the qualifying period of {eighty

days} aforesaid shall not apply to a woman who has immigrated into the State of

Assam and was pregnant at the time of the immigration.

(3) The maximum period for which any woman shall be entitled to maternity

benefit shall be twelve weeks of which not more than six weeks shall precede the

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date of her expected delivery. Provided that where a woman dies during this

period, the maternity benefit shall be payable only for the days up to and including

the day of her death ; Provided further that where a woman, having been delivered

of a child, dies during her delivery or during the period immediately following the

date of her delivery for which she is entitled for the maternity benefit, leaving

behind in either case the child, the employer shall be liable for the maternity

benefit for that entire period but if the child also dies during the said period, then,

for the days up to and including the date of the death of the child.

EMPLOYEES STATE INSURANCE ACT 1948

PURPOSE OF THE ACT: This Act covers all workers whose wages do not

exceed Rs.1600 per month and who are working in factories, other than seasonal

factories, run with power and employing 20 or more workers. The coverage can be

extended by the State Government with the approval of the Central Government.

ADMINISTRATION: The Act is administered by the E.S.I Corporation, an

autonomous body consisting of representatives of the Central and State

Governments, employers, employees, medical profession and Parliament.

BENEFITS: The Act, which provides for a system of compulsory insurance, is a

landmark in the history of social security legislation in India. An insured person is

entitled to receive the following types of benefits:

Medical Benefit

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Sickness Benefit

Maternity Benefit

Disablement benefit

Dependants Benefit

Funeral benefit

SOURCES OF FUNDS: the Act provides for the setting up of the Employees State

Insurance fund from the contributors received from employers and employees and

various grants, donations and gifts received from Central or State Governments,

local authorities and individuals. The rate of employers contribution is 5% of the

wage bill and that of the employees contribution is 2.25%.

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RESEARCH DESIGN

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INTRODUCTION

Welfare of the employee is the welfare of the industry. They rise or sink together;

the countrys progress is bound up with the progress of industry and of employee.

A workers wellbeing inside as well as outside the factory is mainly out of

employers concern, because it has a direct bearing on the efficiency of his work

and job satisfaction. It is the right of the worker as a human being to get the

minimum amenities, which in turn contributes to a very large extent towards

production efficiency.

Employee Welfare is a comprehensive term including various services, benefits

and facilities offered to employees by the employer. Welfare measures may also

be provided by the government, trade unions and non-government agencies in

addition to the employer. The welfare amenities are extended in addition to normal

wages and other economic rewards available to employees as per the legal

provisions. The basic purpose of employee welfare is to enrich the life of

employees and keep them happy and contented. A study of employee welfare

would benefit an organisation to improve its productivity.

They are also the best kind of investment for employees as they promote industrial

efficiency and provide the workers facilities and amenities, which enable the

workers employed to perform their work in healthy and congenial climate.

STATEMENT OF THE PROBLEM

The liberalization, privatization and globalization of Indian economy in the last

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few years have presented unprecedented challenges to the decision makers in

government, industry and service sectors to compete in the global market with

competitive edge necessitates the industry to improve its productivity and quality

of products.

This objective cannot be achieved unless and until the workers are highly satisfied

with the working environment and welfare facilities, which have an important

impact in industrial relations.

AEGON RELIGARE is very eager to find out whether the present welfare

facilities given to the employee is satisfactory and is it affecting their performance

in the organization.

The study will help them to find out if they are fulfilling the needs of employees

and if they are following the legal provisions.

Hence, this project is undertaken to know the present welfare facilities at AEGON

RELIGARE and an assessment on their performance with reference to the welfare

measures adopted and to suggest suitable measures to further enhance them.

Unfortunately workers needs are high but employers will and capabilities are low.

There should be a balance between the two.

In this aspect, not only the statutory provision should be compiled with but the

employers must also strive to provide certain voluntary and mutual welfare

measures to ensure employee satisfaction. Therefore a study of the statutory, non-

statutory and mutual measures provided by the organization and the satisfaction

level of employees towards these welfare measures and its impact on job

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satisfaction, but also to draw suggestions and conclusions which would enable the

organization to make improvements in its welfare measure if necessary

OBJECTIVES OF THE STUDY

In this study an attempt has been made to examine the welfare measures offered

by AEGON RELIGARE to its employees and its impact on job satisfaction. The

specific objectives of the study are:

1. To assess the welfare measures adopted by AEGON RELIGARE

2. To analyse the effect of welfare on employee performance

3. To assess the employee satisfaction with regard to welfare facilities

4. To make suitable suggestions and recommendations with a view to improve the

existing welfare measures.

SCOPE OF THE STUDY

The scope of the study is to understand the present welfare measures adopted in

the organization and how AEGON RELIGARE can enhance the performance of

employees by adopting better welfare measures. The study is extended only to the

respondents working in the AEGON RELIGARE,at Bangalore.It does not cover

all the employees working in AEGON RELIGARE. The study covers only some

of the levels in the organization. The welfare measures studied includes both

statutory, non-statutory measures and mutual welfare measures. This study alsohelps the organization to make necessary changes in their welfare programs

SAMPLING DESIGN:

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Sampling is the process of selecting a sufficient number of elements from the

population, so that a study of the sample and an understanding of its properties or

characteristics would make it possible for us to generalize such properties or

characteristics to the population elements.

DESCRIPTIVE RESEARCH DESIGN:

It provides description of something. It is undertaken in order to ascertain and

describe the characteristics of variables of interest in a particular situation. It is a

pre-planned and structured design

DESCRIPTIVE RESEARCH DESIGN WAS USED FOR THE STUUDY

CONDUCTED ON WELFARE AMENITIES OF EMPLOYEES

METHOD OF SAMPLING USED IN THE STUDY

Probability

SIMPLE RANDOM SAMPLING

Simple Random Sampling is the foundation of probability sampling. Its a special

case of probability sampling in which every unit in the population has an equal

chance of being included in a sample. Simple random sampling also makes the

selection of every possible combination of the desired number of units likely.

Sampling may be done with or without replacement simple random sampling was

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used to collect the dada from the employees.

SAMPLE UNIT:

A Person who works in AEGON RELIGARE at Bangalore. Smallest non-divisible

part of the population is called a unit. A unit should be well defined and should not

be ambiguous.

SAMPLE SIZE:

A Sample of 25 was taken from the workers.

A finite subset of a population is a sample and the number of units in a sample is

called its sample size.

TOPIC OF STUDY

A study on welfare amenities of employee at AEGON RELIGARE was

conducted in Bangalore city

AREA OF THE STUDY

The area of study of the topic A study on welfare amenities of employee at

AEGON RELIGARE was conducted at Bangalore city only

Method of data collection (primary/secondary)

PRIMARY DATA:

Primary data was collected by meeting the official staff and personal interview of

the staff regarding the welfare amenities that are provided to them through

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Questionnaire. The research involved a survey of 25 staff from different sections.

SECONDARY DATA:

Secondary data was collected from the journals of AEGON RELIGARE, Books,

Website, Magazines, Cds, Newspaper, Internet, and Booklets.

TOOLS USED FOR DATA COLLECTION

Questionnaire was the specific data collection instrument used for obtaining

primary data. The questionnaire contained a well-defined set of questions of an

objective nature; without leading to any ambiguity and suggestively arranged in

categories to ensure easy and accurate responses. It collected both quantitative and

qualitative information on labour welfare. The Questionnaire consisted of both

open ended and closed ended Questions.

TOOLS USED FOR ANALYSIS

LIMITATIONS OF THE STUDY

1. The study is limited to AEGON RELIGARE at Bangalore

2. Inter-firm comparisons are not undertaken.

3. Certain information vital to the study was confidential and hence was not

divulged to the investigator by the AEGON RELIGARE.

4. This study was inclusive of both in-house research work and collection of data

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through questionnaire.25 people at random were served with questionnaire.

CHAPTER SCHEME (teacher)

CHAPTER1:

This is the general introduction and also includes the birds eye view of labour

Welfare measures extended to AEGON RELIGARE employees, which are

enacted by the various labour legislations and the role of the Indian Constitution

on Labour Welfare.

CHAPTER-2:

This chapter outlines the Research Design adopted, Title of the study, Research

Methodology, objectives, scope and significance of the study, sources of data, data

collection instrument and the limitations of the study.

CHAPTER 3:

This chapter studies the organizational profile of the AEGON RELIGARE, its

mission & objectives, their heritage, tradition & culture, various branches and

offices both in India & abroad, their motto & services, their subsidiaries. It also

depicts the organizational structure of the AEGON RELIGARE.

CHAPTER 4:

This chapter is about the analysis of relevant data over the study period and

interpretation of the same.

CHAPTER 5:

This is the last chapter of the study, which gives the finding of analysis and

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conclusions drawn from the above analysis. It also provides suggestions for

making the labour welfare schemes more attractive and adequately encouraging

for the employees in AEGON RELIGARE and also to enhance their image and

create the management and the employees.

COMPANY PROFILE

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About Aegon Religare Life Insurance

ABOUT COMPANY

AEGON RELIGARE LIFE INSURANCE COMPANY

AEGON, an international life insurance, pension and investment company,

Religare, a global financial services group and Bennett, Coleman & company,

Indias largest media house, have come together to launch AEGON Religare Life

Insurance Company Limited (ARLI). This venture is dedicated to build a

profitable customer-centric business with scale, providing a work environment that

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fosters excellence and innovation. This joint venture will balance a local approach

with thepower of an expanding global operation all around the globe.

ARLI launched its pan-India operations in July, 2008 following a multi-channel

distribution strategy with a vision to help people plan their life better. The

fulfilment of this vision is based upon having a complete product suite, providing

customised advice and enhancing the overall customer experience through

superior service.

ARLI has launched a suite of products that are focused on providing the customer

with the means to meeting their long-term financial goals. At the same time

product development has been founded on the tenet of providing the customer

with great value. ARLI products such as AEGON Religare iTerm Plan and

AEGON Religare Invest Maximiser Plan have been ranked among the best in

terms of value and have attracted many external accolades.

ABOUT AEGON

As an international life insurance, pension and investment company, AEGON has

businesses in over twenty markets in the Americas, Europe and Asia. With

headquarters in The Hague, the Netherlands, AEGON companies employ

approximately 28,000 people and serve some 40 million customers across the

globe. The companys common shares are listed on three stock exchanges:

Amsterdam, New York and London. AEGON has more than 160 years of

experience with its roots going back to 1844. AEGON holds 26% equity in ARLI.

ABOUT RELIGARE ENTERPRISES LIMITED

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Religare Enterprises Limited (REL) is a global financial services group with a

presence across Asia, Africa, Middle East, Europe and the Americas. In India,

Religares largest market, the group offers a wide array of products and services

ranging from insurance, asset management, broking and lending solutions to

investment companying and wealth management. The group has also pioneered

the concept of investments in alternative asset classes such as arts and films. With

over 10,000 employees across multiple geographies, Religare serves over a million

clients, including corporates and institutions, high net worth families andindividuals, and retail investors. REL hold 44% equity in ARLI.

ABOUT BENNETT, COLEMAN & COMPANY LIMITED

Bennett, Coleman & Company Limited (BCCL), part of the mammoth Times

Group, is Indias largest media house. It reaches out to 2468 cities and towns all

over India. The group owns and manages powerful media brands like The Times

of India, The Economic Times, Maharashtra Times, Navbharat Times, Femina,

Film fare, Grazia, Top Gear, Radio Mirchi, Zoom, Times Now, Times Music,

Times OOH, Private Treaties and indiatimes.com. All of its brands are

multinational in outlook, traditional at heart and national in spirit. From the very

first edition on November 3, 1838 the mammoth BCCL Group has come a long

way. By way of the innovative venture of Times Private Treaties the BCCL Group

holds 30% equity in ARLI.

STRONG PARENTAGE

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Aegon

Life insurance/ pension/ investments

Presence in over 20 markets throughout the Americas,Europe and Asia

5th largest life insurance company in the world based on revenue.

Ranked 103 on the fortune 500 list.

More than 5 crore customers worldwide.

More than 31,500 employees worldwide.

Religare

Value that bind

One of Indias leading integrated financial services group

Services in retail, wealth & institutional spectrums

Presence in more than 460 cities and towns and more than 1550 locations across

India

The Opportunity

Population of India -103 crores (in 2008)

78% of households are aware of insurance products

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Growth in no. of policies from 2006 -2007 was 149%

Despite such growth 70% of population is still under-insured

Insurance ownership is as low as 24%

(Source-the survey by NCEAR on How India earns, spends and saves, Max

NCEAR India financial protection survey)

1. INSURANCE IN INDIA

The Britishers opened general insurance in India around the year 1700.

The first company, known as the Sun Insurance Office Ltd. was set up in Calcutta

in the year 1710.

An insurance company like Bombay Insurance Company Ltd was established in

1793.

In 1818 it was conceived as a means to provide for English Widows.

The Bombay Mutual Life Insurance Society started its business in 1870.

It was the first company to charge same premium for both Indian and non-Indian

lives.

The Oriental Assurance Company was established in 1880.

Till the end of nineteenth century insurance business was almost entirely in the

hands of overseas companies.

Insurance regulation formally began in India with the passing of the Life Insurance

Companies Act of 1912 and the provident fund Act of 1912.

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Several frauds during 20's and 30's sullied insurance business in India.

By 1938 there were 176 insurance companies.

The first comprehensive legislation was introduced with the Insurance Act of 1938

that provided strict State Control over insurance business.

The insurance business grew at a faster pace after independence.

The Government of India in 1956, brought together over 240 private life insurers

and provident societies under one nationalized monopoly corporation and Life

Insurance Corporation (LIC) was born.

Nationalization was justified on the grounds that it would create much needed

funds for rapid industrialization.

LITERATURE REVIEW

ARTICLES

Aegon Religare Life enters health insurance

P.V.Sivakumar

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Mr Yateesh Srivastava(right), Chief Marketing Officer, Aegon Religare Life

Insurance, and Mr Pradeep Pandey, Vice-President (Health), at the launch of the

health plan in Hyderabad on Tuesday.

Hyderabad, Aug. 17, 2010

Aegon Religare Life Insurance (ARLI) has entered into health insurance segment

by launching a fixed benefit health plan.

The Aegon Religare Health Plan will provide for room and medical expenses,

intensive care unit charges and reimbursement for the cover agreed upon even if

the actual cost is lesser, Mr Yateesh Srivastava, Chief Marketing Officer, ARLI,

told newspersons here on Tuesday.

We have already soft-launched the plan and could sell 5,000 policies in four

weeks. We are targeting over 50,000 policies with a combined premium of Rs 20

crore from this product, during the current fiscal year, he said.

Available in four categories, the plan will provide a total benefit of Rs.4.90 lakh to

Rs.12.25 lakh with an annual premium of approximately Rs.1,000 for a Rs.1 lakhcover for a person, he added. On the product pipeline, Mr Srivastava said that the

company was awaiting approval from the Insurance Regulatory and Development

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Authority for three unit-linked insurance plans and one traditional product.

The ULIP products have been re-designed in tune with IRDA's recent norms.

Though the products carry the old brand names, the substance will be different,

he added. As announced earlier, Rs.450 crore of capital will be infused to the

existing Rs.660-crore capital base of the company, during the year. We have

already infused Rs.90 crore in this, he said. Aegon Religare is aiming to close

2010-11 with R. 500 crore received premium (as against Rs.166 crore last year),

he added.

Aegon Religare eyes Web to sell health insurance

Kolkata, May 28

Encouraged by good customer response to the online term insurance delivery

model, Aegon Religare Life Insurance is looking at selling health insurance on the

Web, according to its Managing Director and Chief Executive, Mr Rajiv

Jamkhedkar.

The company, which started operations in 2008, is planning to launch its first

health insurance product in two months. Looking at the response for our online

term insurance product iTerm, we are now exploring possibilities of making other

upcoming policies like health insurance available on the Web, Mr Jamkhedkar

said. He however maintained that the company would need to get IRDA's approval

before taking a call on this. ITerm, which claims to be the cheapest term insurance

policy in the country, has so far collected about Rs.4.5 crore premium from more

than 4,000 customers. The total premium underwritten by the company in 2009-10

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was Rs.166 crore. The premium charge of iTerm is about 30 per cent lower than

term policies sold in the agency model as it discounts the commission charges.

The average investment kitty in this policy is about Rs.12,000 and it is bought by

customers who are thoroughly aware of the market, Mr Jamkhedkar said. The

proposed health policy, however, would have to be customised for the online

version, he added.

The company was also looking at launching annuity products this year, he said,

adding that it was open to coming out with variable annuity if the regulator

permits the same. Our foreign partner Aegon has a strong presence in this

segment in the world market and we expect the product to come up in India in one

year, he said.

AEGON RELIGARE LIFE INSURANCE : E-SALES

A unique e-Sales channel was developed by this insurance company enabling

customers to plan & buy policies online

Tuesday, June 01, 2010

In this era of cut throat

competition insurance companies are finding innovative ways of reaching more

customers and simplifying processes. ARLI developed an online distribution

channel to sell life insurance policies online where a customer can complete all

steps from enquiry to purchase in one-go at a time & place of his choice. Customer

can come to e-Sales portal and determine ideal insurance amount needed by him,

compare it with other insurance products of the same category, fill some basic

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information about him and his family, make payment and get secure. In the

background e-Sales portal interacts real-time with various core systems like policy

administration system, customer relationship management system, and workflow

system to ensure information about customer and policy is tracked online and

served back to customer if required online. E-Sales portal is designed to do

automate underwriting with the help of a rules engine. It's also integrated with a

payment gateway to enable payment using credit card and Internet companying.

Its automated workflow directs users to various steps depending on data enteredby them in previous steps. Post deployment the online sales has crossed 3000

policies in the last 4 months with more than 3 crore rupees in premium collection.

Bangalore: AEGON RELIGARE LIFE INSURANCE (ARLI)

LAUNCHED ITS NEW FIXED-BENEFIT HEALTH INSURANCE

PLAN, AEGON

The plan offers coverage of all surgeries, guaranteed payment in case of claims

and a cashless facility at over 3,000 hospitals, a press release issued here stated.

"Medical expenses are increasing, making health insurance a must. However, it is

critical to have certainty of payout. A comprehensive fixed benefit plan plays a

very important role as this tends to remove the surprise element from claims. Our

plan is designed such to provide comprehensive coverage and fixed benefits,"

ARLI Chief Marketing Officer Yateesh Srivastava said.

The plan would be distributed through the company's regular channels and would

also be available online, the release said.

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The plan covers all kinds of surgeries, including 240 day care treatments and 10

critical illnesses, and guarantees a fixed amount of money, irrespective of the

actual hospital bill, the release said.

Under the health insurance plan, the company guarantees a fixed premium rate for

three years, which means in case of a claim in the first or second year, the

premium will not increase.

The benefit amount under the plan would increase by 10 per cent for every no

claim year (the maximum increase will be capped at 50 per cent) and can berenewed till the age of 85.

RELIGARE

One of Indians leading integrated financial services groups and

Bennett, Coleman & company

Indialargest media house, have come together to launch

AEGON RELIGARE Life Insurance Company Limited.

This venture is dedicated to build a firm future, both for customers and employees

and will continue to balance a local approach with the power of an expanding

global operation. We launched our pan-India multi-channel operations in July,

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2008 with over 30branches spread across India. Our business philosophy is to help

people plan their life better. We provide high quality advice to our customers and

offer superior customer service. In an industry first, AEGON Religare Life

Insurance offers policy servicing on the phone via Interactive Voice Response

System (IVR) by issuing the customer a T-Pin for authentication. It is also the first

company to include the customers medical report in the policy kit.

AEGONs

Businesses serve over 40 million customers in over 20markets throughout the

Americas, Europe and Asia, with major operation in the United States, the

Netherlands and the United Kingdom. with the headhunters in the huge , the

Netherlands ,AEGON companies empl0y almost 32000,wordwide.the company

common shares are listed on four stock exchange: Amsterdam, London ,new york

and Tokyo . it manage euro 351 billion in revenue generating investment

.AEGON has more than 160 years of experience with its roots going back to

1844.it hold 26% equity in our company.

ABOUT AEGON RELIGARE ENTRERPRISE LTD.

Religare is diversified financial services group of India a multitude of investment

option, financial services witch Religare offers can be broadly clubbed across

three key verticals retails institutional and wealth spectrum .Religare has also

venture in to the alternative investment spheres through its holistic arts and

initiative and film fund. With the view to expand, diversify introduced offering

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benchmark again global best practice ,Religare operates in the wealth

management space under the brand name Religare Macquarie privet wealth

Religare has pan India presence 1837 location at across 498 cities and town . It

also currently operates in nine international locations following its acquisition of

London brokerage & investment firm, Hitchens,Harrison & co plc. (Now Religare

Hitchens,Harrison plc.)

Bennett, Coleman & Co. Ltd. (BCCL)

Part of the mammoth Times Group, is Indias largest media house. It reaches out

to2468 cities and towns all over India. The group owns and

Managespowerful media brands like The Times of India, The Economic Times,

Maharashtra Times, Navbharat Times, Femina,Film fare, Grazia, Top Gear, Radio

Mir chi, Zoom, Times Now, Times Music, Times OOH, Private Treaties and India

times. Com .All of its brands is multinational in outlook, traditional at heart and

national in spirit. From the very first edition on November 3, 1838 the mammoth

BCCL Group has come a long way. By way of the innovative venture of Times

Private Treaties the BCCL Group holds30% equity in our company.

MILESTONES IN THE HISTORY

Religare is a diversified financial services group of India offering a multitude of

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investment options.

Religare has a pan India presence, 1837* locations across498* cities and towns. It

also currently operates from nine international locations following its acquisition

of Londons brokerage& investment firm, Hichens, Harrison & Co. plc. (Now

Religare Hichens, Harrison Plc).AEGON Religare Life Insurance launched its

pan-India multi-channel operations in July, 2008 with over 30 branches spread

across India in day 1.

Aegon religare is the first company to include customers medicals report in policy

kit.

ROLE OF IT AEGON RELIGARE LIFE INSURANSE

1) INTER OFFICE CONNECTIVETY

All their Branch / Area and Regional offices will be interconnected to their DataCentre with a 24x7 access to Core Applications like Lotus Mail, Life-Asia and

Internet Applications. This will enable their associates to work faster and better

with high-speed Internet connectivity and also ensure faster Turnaround Time for

their customers.

2) CUSTOMER CARE CENTRE: -

They will host a centralized Customer Care Centre at NaviMumbai, which caterservices to internal and external queries and complications. A customer

Relationship Management Tool (CRM) and Lead Management System (LMS) are

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in progress.

3) WEB PORTAL: -

This portal will be an interface between both internal employees and their external

users. Some of the functions included in their portal are Policy Tracking Systems,

Corporate News, Quality Checking System, Under Writing Medical System, and

Agent Management System etc.

4) S ALERTS: -

SMS Alerts will be provided to their Sales Managers about the latest happenings

like Contests and Campaigns, Employee Alerts will include Company News and

Welcome/Birthday/Anniversary message etc. Customers includes

Welcome/Birthday/Anniversary message, policy dispatch details policy services

sums like premium receipt and renewal premium remainders etc.

5) DOCUMENT MANAGEMENT SYSTEM

DMS will enable both policy issuance and contract servicing through an

automated workflow, which yields a faster Turnaround Time to both internal and

external users. This application will enable them to have a paperless office and

thus mitigate the risk of losing vital records/papers.

6) CORE VALUES

Aegon Religare Life Insurance Company Limited has some core values which arelisted as follows:

1) Result Oriented

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2) Performance Driven

3) Customer Focused

4) Learning and Development Oriented

5) Employee Centric

6) Informal and Fun

7. SUBSIDIARY COMPANIES:

Religare Securities Limited

Equity Broking

Online Investment Portal

Portfolio Management Services

Depository Services

Religare Commodities Limited

Commodity Broking

Religare Capital Markets Limited

InvestmentAEGON RELIGARE Proposed Institutional Broking

Religare Realty Limited

In house Real Estate Management Company

Religare Hichens Harrison

Corporate Broking

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Institutional Broking

Derivatives Sales

Corporate Finance

Religare Finevest Limited

Lending and Distribution business

Proposed Custodial business

Religare Insurance Broking Limited

Life Insurance

General Insurance

Reinsurance

Religare Arts Initiative Limited

Business of Art

Gallery launched - arts-i

Religare Venture Capital Limited

Private Equity and Investment Manager

Religare Asset Management

Religare Asset Management Company (P) Limited is a wholly owned subsidiaryof Religare Securities Limited (RSL), which in turn is a 100% subsidiary of

Religare Enterprises Limited. Religare Hichens, Harrison plc. (RHH) is a part of

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ReligareEnterprises Limited (REL) a leading integrated financialservices group of

India. Hichens, Harrison & Co. plc. (HH), established in 1803 is Londons oldest

brokerage and investmentfirm with a global footprint. Post its acquisition through

RELIGARE indirect subsidiary - Religare Capital Markets International (UK)

Limited, HH has been rechristened as Religare Hichens Harrisonplc.

ASSOCIATE COMPANIES:

Fortis Healthcare Limited

Super Religare Laboratories Limited (Formerly SRL Ranbaxy)

Religare Wellness Limited (Formerly Fortis Health world)

Religare Technova Limited

Religare Voyages Limited

RELIGARE JOINT VENTURES:Head office and branches. There are 50 branches in 19 states throughout India

CORPORATE AND REGISTERED OFFICE:

AEGON Religare Life Insurance,2nd Floor, Paranjpe B Scheme,Subhash Road, Near

Garware House,Vile Parle (E),Mumbai - 400 057.

Other Branches:

1. Ahmedabad

2. Amritsar

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3. Bengaluru- Brigade

4. Bhopal

5. Bhubaneswar

6. Chandigarh

7. Chennai- Mount Road

8. Coimbatore

9. Dehradun

10.Faridabad

11.Gurgaon

12.Guwahati

13.Hubli

14.Hyderabad- Paniagut

15.Hyderabad- Secunderabad

16.Indore

17.Jaipur

18.Jalandhar

19.Jamshedpur

20.Kanpur

21.Kochi

22.Kolkata- Dalhousie

23.Kolkata- Garihat

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24.Bengaluru- Korama

25.Lucknow- Sikander Bad

26.Lucknow- Vidhan sabha Road

27.Ludhiana

28.Managalore

29.Mumbai- Dadar.

30.Mumbai- Belapur

31.Mumbai- Kandivali

32.Nagpur

33.Nashik

34.New Delhi- Kailash Colony

35.New Delhi- Pitampura

36.Noida

37.Panipat

38.Panjim

39.Pune- Koregaon Road.

40.Pune- Schapiro Street

41.Raipur

42.Rajkot

43.Ranchi

44.Salem

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45.Surat

46..Thiruvananthapuram

47.Trissur

48..Vadodara

49.Varanasi

50.Patna

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CHAPTER 4ANALYSIS & INTERPRETATION

TABLE 1

1)Welfare as prime objective of the company

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Particulars Number of Respondents % of respondents

I Strongly Agree 2 8

I Strongly Disagree 12 48

I Moderately Agree 5 20

I Moderately Disagree 6 24

I Unaware 0 0

Total 25 100

INTERPRETATION:

It is evident from the above table that is 8% of the respondents have strong opinion

to accept welfare as the prime objective of the company. 20% of the respondents

have a satisfactory opinion. While 48% of them have completely denied and 24 %

of the respondents have partial agreements towards the same.

GRAPH 1

Welfare as prime objective of the company

TABLE 2

2) Prominencegiven by Company for welfare activities





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I Unaware 0 0

Total 25 100

INTERPRETATION:

The table depicts 32% of the total respondents have strong opinion, while 08% of

the respondents have strong disagreement towards the prominence given by

Company for welfare activities. 48% of the respondents have satisfactorily agreed

and 12% of the respondents have partial disagreement towards the same.

GRAPH 2

Prominence given by Company for welfare activities

TABLE 3

3) Provision of drinking water facilities in company






I Unaware 0 0

Total 25 100

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INTERPRETATION:

The table exhibits 48% of the total respondents have positive agreement where as

20% of the respondents have denied with the provision of drinking water facility.

24% and 8% of the respondents have partial agreement and partial disagreement

towards the same respectively.

GRAPH 3

Provision of drinking water facilities in company

TABLE 4

4) Adequacy of spacious working area in company



I Strongly Disagree 5 20I Moderately Agree 10 40


I Unaware 0 0

Total 25 100

INTERPRETATION:

The table proves 20% of the total respondents are strongly disagree with the

convinced towards the adequacy of working area in ban, While 80% of therespondents have equally shared between positive and negative responses.

GRAPH 4

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Adequacy of spacious working area in company

TABLE 5

5) Cleanliness of working area in company



I Strongly Disagree 4 16I Moderately Agree 9 36


I Unaware 0 0

Total 25 100

INTERPRETATION:

The table clearly depicts that 62% of the total respondents have equally shared

between the positive and satisfactory response. 16% of the total respondents have

completely denied & 12% of the respondents have partially denied as to the

cleanliness of the working area.

GRAPH 5

Cleanliness of working area in company

TABLE 6

6) Provision of adequate lighting & ventilation in company

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Moderately Agree 4 16


I Unaware 0 0

Total 25 100

INTERPRETATION:

It is clearly visible that 40% of the total respondents have strongly convinced and

36% of the respondents have opposed for the provision of adequate lighting

facility & ventilation. 16% and 8% of the respondents have partially agreed &

denied respectively for the same.

GRAPH 6

Provision of adequate lighting & ventilation in company

TABLE 7

7) Availability of canteen in the company





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I Unaware 0 0

Total 25 100

INTERPRETATION:

It is indicated in the table 56% of the total respondents support the availability of

canteen in the company where as 8% of the respondents strongly disagree as 24%

of the employee moderately agree and 12% of the respondents partial dissentient

towards the same.

GRAPH 7

Availability of canteen in the company

TABLE 8

8) Quality & taste of food provided in the canteen

Particulars Number of Respondent % of respondents





I Unaware 9 0

Total 25 100

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INTERPRETATION:

It appears from the table that 32% of the respondents strongly disagree with the canteen food as

20% of then moderately agree. 20% of the respondents completely deny & 12% of them are not

aware of the same.

GRAPH 8

Quality & taste of food provided in the canteen

TABLE 9

9) Provision of medical scheme in company

Particulars NumberofRespondent

s

% of respondents




I Moderately

Disagree

5 20

I Unaware 3 12

Total 25 100

INTERPRETATION:

The table emphasizes that 44% of the respondents support the provision of

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medical scheme in company. 8% of the respondents have strongly disagree and

16% and 20% of the respondents moderately agree and moderately disagree

Respectively.12% respondents are unaware of such provisions.

GRAPH 9

Provision of medical scheme in company

TABLE 10

10) Reimbursement of medical expenses in company






I Unaware 0 0

Total 25 100

INTERPRETATION:

The table shows that 60% of the total respondents have partial consent and 20% of

the respondents have strong support for the reimbursement of medical facility by

the company. 8% and 12% of the respondents have complete denial & partial

denial towards the same

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GRAPH 10

Reimbursement of medical expenses in company

TABLE 11

11) Company employees covered with medical insurance scheme






I Unaware 6 24

Total 25 100

INTERPRETATION:

The table exhibits that 40% of the respondents totally disagree with the medical

insurance scheme where as 24% of them are unaware of such provision. 8% of the

respondents have strongly agreed where 12% of the respondents have moderately

agree and 16% of the employee have moderately disagree.

GRAPH 11

Company employees covered with medical insurance scheme

TABLE 12

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12) Availability of housing loans to the employees






I Unaware 0 0

Total 25 100

INTERPRETATION:

It is clearly stated in the table that 68% of the total respondents strongly agree to

the availability of housing loan. 20% of the respondents strongly disagree and 12%

of the respondents moderately agree for the same.

GRAPH 12

Availability of housing loans to the employees

TABLE 13

13) Formation of co-operative society by the employees with the aid of company






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I Unaware 3 12

Total 25 100

INTERPRETATION:

In the table, 56% of the respondents have totally supported to the formation of the

co-operative society with the aid of company. 24% and 8% of the respondents

partially support and partially deny respectively. 12% of the respondents are

unaware of this aid

GRAPH 13

Formation of co-operative society by the employees with the aid of company

TABLE 14

14) Allotment of sites to employees in special layouts of company


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I Unaware 5 20

Total 25 100

INTERPRETATION:

The table depicts that 32% of the respondents have been equally shared their

opinion between complete agreement and partial disagreement for the allotment of

sites to the employees in special layouts of companys. 48% of the respondents

have shared their opinion equally for complete dissentient and partial agreement,

while 20% of the respondents are not aware of the same.

GRAPH 14

Allotment of sites to employees in special layouts of company

TABLE 15

15) Appointment of sportsmen to represent companys sports club

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INTERPRETATION:

The table clearly states that 40% of the respondents partially agree as to the

appointment of sportsmen to represent companys sports club. 24% and 16% of

them entirely agree and entirely disagree respectively. 20% of them are not aware

of the same.

GRAPH 15

Appointment of sportsmen to represent companys sports club

TABLE 16

16) Achievement of companys sports club in state and national level

70






I Unaware 5 20

Total 25 100


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INTERPRETATION:

It is evident from the table that 60% of them have shared their opinion between

complete denial, partial denial and unawareness of the achievement of companys

sports club. 24% and 16% of the respondents have partial support and entire

support to the same.

GRAPH 16

Achievement of companys sports club in state and national level

TABLE 17

17) Facility of fine arts club in company






I Unaware 15 60

Total 25 100

71






I Unaware 5 20

Total 25 100


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INTERPRETATION:

The table exhibits that 60% of the respondents are totally unaware of the fine arts

club in companys. 12% of them completely disagree, while 20% & 8% of them

have partial agreement and partial disagreement respectively in this regard.

GRAPH 17

Facility of fine arts club in company

TABLE 18

18) Sponsorship for continuation of higher education provided to the employees






I Unaware 5 20

Total 25 100

INTERPRETATION:

The table states that 40% of the respondents have negative consent for this

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sponsorship. 24% of the respondents have shared their consent to complete

support and partial denial. 16% and 20% of them have partial positive responses

and are not aware of the sponsorship respectively.

GRAPH 18

Sponsorship for continuation of higher education provided to the employees

TABLE 19

19) Provision of Leave Travel Concession facility to company employees






I Unaware 0 0

Total 25 100

INTERPRETATION:

The table depicts that 48% of the respondents completely support to the

availability of Leave Travel Concession facility. 32% of them partially support the

Project of employee amenities welfare

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