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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%.
CHAPTER 226
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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
Particulars Number of Respondents % of respondents
I Strongly Agree 8 32
I Strongly Disagree 2 8
I Moderately Agree 12 48
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I Moderately Disagree 3 12
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
Particulars Number of Respondents % of respondents
I Strongly Agree 12 48
I Strongly Disagree 5 20
I Moderately Agree 6 24
I Moderately Disagree 2 8
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
Particulars Number of Respondents % of respondents
I Strongly Agree 10 40
I Strongly Disagree 5 20I Moderately Agree 10 40
I Moderately Disagree 0 0
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
Particulars Number of Respondents % of respondents
I Strongly Agree 9 36
I Strongly Disagree 4 16I Moderately Agree 9 36
I Moderately Disagree 3 12
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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Particulars Number of Respondents % of respondents
I Strongly Agree 10 40
I Strongly Disagree 9 36
Moderately Agree 4 16
I Moderately Disagree 2 8
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
Particulars Number of Respondents % of respondents
I Strongly Agree 14 56
I Strongly Disagree 2 8
I Moderately Agree 6 24
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I Moderately Disagree 3 12
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 Strongly Agree 0 12
I Strongly Disagree 3 32
I Moderately Agree 8 20
I Moderately Disagree 5 36
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 Strongly Agree 11 44
I Strongly Disagree 2 8
I Moderately Agree 4 16
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
Particulars Number of Respondents % of respondents
I Strongly Agree 5 20
I Strongly Disagree 2 8
I Moderately Agree 15 60
I Moderately Disagree 3 12
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
Particulars Number of Respondents % of respondents
I Strongly Agree 2 8
I Strongly Disagree 10 40
I Moderately Agree 3 12
I Moderately Disagree 4 16
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
Particulars Number of Respondents % of respondents
I Strongly Agree 17 68
I Strongly Disagree 5 20
I Moderately Agree 3 12
I Moderately Disagree 0 0
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
Particulars Number of Respondents % of respondents
I Strongly Agree 14 56
I Strongly Disagree 0 0
I Moderately Agree 6 24
I Moderately Disagree 2 8
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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
Particulars Number of Respondents % of respondents
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I Strongly Agree 4 16
I Strongly Disagree 5 24
I Moderately Agree 6 24
I Moderately Disagree 5 16
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
Particulars Number of Respondents % of respondents
I Strongly Agree 6 24
I Strongly Disagree 4 16
I Moderately Agree 10 40
I Moderately Disagree 0 0
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
Particulars Number of Respondents % of respondents
I Strongly Agree 0 0
I Strongly Disagree 3 12
I Moderately Agree 5 20
I Moderately Disagree 2 8
I Unaware 15 60
Total 25 100
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Particulars Number of Respondents % of respondents
I Strongly Agree 4 16
I Strongly Disagree 5 20
I Moderately Agree 6 24
I Moderately Disagree 5 20
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
Particulars Number of Respondents % of respondents
I Strongly Agree 3 12
I Strongly Disagree 10 40
I Moderately Agree 4 16
I Moderately Disagree 3 12
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
Particulars Number of Respondents % of respondents
I Strongly Agree 12 48
I Strongly Disagree 2 8
I Moderately Agree 8 32
I Moderately Disagree 3 12
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
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