STUDENT DECLARATION

I hereby declare that the project Report Entitled A STUDY ON WELFARE

SCHEMES IN UNITED NDIA INSURANCE COMPANY Ltd., CHITTOR
Submitted in partial fulfillment for the award of Degree in Master of Bus!ess
Ad"!strato! to Sri Venkateswara ni!ersity" #irupati is a record of independent
research work carried out by me under the guidance of $ro% Dr. SARADAR
#U#LOTH, Dept of &anagement studies" S%V%ni!ersity" #irupati%
$lace '
Dated ' S$!ature of Stude!t
CERTIFICATE
I hereby declare that the project Report Entitled A STUDY ON WELFARE
SCHEMES IN UNITED NDIA INSURANCE COMPANY Ltd., CHITTOR
Submitted in partial fulfillment for the award of Degree in Master of Bus!ess
Ad"!strato! to Sri Venkateswara ni!ersity" #irupati is a record bonafied research
work carried out by me under the guidance of $ro% Dr. SARADAR #U#LOTH, Dept
of &anagement studies" S%V%ni!ersity" #irupati%
$lace '
Dated ' S$!ature of Stude!t
AC%NOWLED#EMENT
I acknowledge my deep sense of gratitude to Pro. Dr. SARDAR
GUGLOTH Project guide, under whose contact guidance this project
was undertaken and without his immense help this project work would
not have materialized.
I would like to express my sincere thanks to the Director of
Distance Education , Sri Venakteswara University, Tirupati who has
given me the opportunity to do the project work. I would like to thanks
all those who lent support to me during my project and have been
instrumental in preparation of this project work.
Dr. SARDAR GUGLOTH
$RE()*E
#his project study entitled A STUDY ON WELFARE SCHEMES IN
UNITED NDIA INSURANCE COMPANY Ltd., CHITTOR+ was done with a !iew
to understand the !arious welfare schemes e,tended by the organi-ation% (or the study" I
ha!e considered the Di!isions and .ranches falling under *hittoor district% I ha!e met
the respecti!e di!isional manager and branch managers and other rele!ant personnel to
obtain information for the study% .ased on the analysis and findings" I ha!e gi!en some
suggestions and conclusions for my study%
CONTENTS
CHAPTER Title Page
No. No.
1 INTRODUCTION 1-3
The Organization
Objectives of Study
Scope and Limitations of Study
II COMPANY PROFILE 4-10
Post Nationals Scenario Present Scenario
Company's Business Performance
Board of Directors
Organization Chart
III LITERATURE REVIEW 11-21
Need for Labour Welfare Objectives Principles
Statutory and Non statutory Welfare Schemes
Labour Welfare Measures in United India Insurance
company Limited.
Amounts spent by the company on Welfare Benefts
IV METHODOLOGY 22-23
Need for the study
Sources of Data
Research Instrument
Sample Size
Sampling Method
Tools of Analysis
Software Used for data Analysis
V DATA ANALYSIS AND INTERPRETATION 24-51
VI FINDINGS 52-69
Ranking and Analysis of Beneft Based on Opinion
Score
Scale of Factor Weightage allocation
Ranking and Analysis of Benefts based on overall
factor weightage
Grouping of factors based on factor weightage
Findings based on overall factor weightage
VII SUGGESTIONS & CONCLUSION 70-72
ANNEXURE - QUESTIONNAIRE 73-76
BIBLIOGRAPHY 77
LIST OF TABLES AND ILLUSTRATIONS
Table Title Page
No. No.
/%0%0 Adequacy of Leave 25
/%0%1 Five day week 26
/%0%2 Provision for late permission 26
/%0%3 Leave to pursue higher studies 27
/%0%/ Maternity Leave beneft 27
/%0%4 Facility of Leave encashment 28
/%0%5 Leave Travel Concession 28
/%1%0 Drought / Flood advance 29
/%1%1 Festival Advance 29
/%1%2 Housing Loan 30
/%1%3 Vehicle Loan 30
/%1%/ PFLoan 31
/%1%4 Thrift and Welfare Society Loan 31
/%2%0 Lumpsum Medical beneft 32
/%2%1 Group Mediclain 32
/%2%2 Beneft for employees meeting with accident while on 33
duty
/%2%3 Exgratia reimbursement of medical expenses for high 33
cost / protracted treatment
/%3%0 Conveyance allowance 34
/%3%1 Graduation Allowance 34
/%3%2 City Compensatory Allowance 35
/%3%3 Hindi Exam allowance 35
5.4.5Allowance for passing Insurance Exam 36
5.5.1Promotional Transfer 36
/%/%1 Consideration of Request Transfer 37
/%/%2 Compulsory Transfer 37
/%/%3 Transfer Grant Provision 38
/%/%/ Leased Accommodation 38
/%/%4 Disturbance of Allowance 39
/%4%0 Promotion for youngsters 39
/%4%1 Promotion for seniors 40
/%4%2 Pay rise linked to promotion 40
/%4%3 Hike in fringe benefts 41
/%5%0 Pension Beneft 41
/%5%1 Gratuity 42
/%5%2 PF Beneft 42
/%5%3 Medical beneft for retired employees 43
/%6%0 Recruitment on compassionate grounds 43
/%6%1 Newspaper / magazine provision 44
/%6%2 Recreation room 44
/%6%3 Canteen facility 45
/%6%/ Organizing Seminars / Workshops 45
/%7%0 Seating arrangements 46
/%7%1 Lighting and ventilation 46
/%7%2 Provision for drinking water 47
/%7%3 Rest room 47
/%7%/ Separate Ladies rest room 48
/%7%4 Ofce cleanliness 48
/%7%5 Interior decoration 49
/%08 Overall efect of welfare scheme on various issues 50
/%00 List of Welfare beneft based on opinion score and 56
overall factor weightage
LIST OF GRAPHS
Graph
No.
Title Page
No.
1. Bar Diagram showing factors with weight 1 58
2. Bar Diagram showing factors with weight 2 59
3. Bar Diagram showing factors with weight 4 60
4. Bar Diagram factors with weight 5 61
5. Bar Diagram showing factors with weight 6 62
6. Bar Diagram showing factors with weight 7 63
7. Bar Diagram showing factors with weight 8 64
8. Bar Diagram showing factors with weight 9 65
9. Bar Diagram showing factors with weight 10 66
*9)$#ER:0
INTRODUCTION
Management is the art of getting things done through people. The
word management is split up in to manage-men-t. This means for the
most part management is managing men. The tail't' represents 'other
things', the most logical things being materials and money. Hence
management is essential ingredient of all Human Endeavour.
During the early years, human being was seen as a factor of
production like any other factor of production. The approach to
managing people focussed mainly on improving output obtained from
them. It was believed that human beings are basically lazy but would be
stimulated by self-interest and therefore it was assumed that they
would respond positively to fnancial and other incentives. These beliefs
gave rise to introduction of incentives like recreational facilitates,
improvement in working conditions like ventilation, lighting and
temperature. Towards the late 1920's. USA was to witness some epoch
making studies in management which came to be known as Hawthorne
studies.
Elton mayo and his colleagues conducted extensive studies at the
Hawthorne plant of the Western Electric Co. in USA to ascertain the
efect of physical aspects like light, ventilation and temperature on the
output of workers. It was seen that more than physical environment,
social and emotional factors infuence productivity.
Management had initially owned no responsibility towards the
labour it employed except to pay them such wages as was contracted.
The terms of contract were weighing heavily in favour of management
because of its superior bargaining position. Due to the fact that labour
was unorganized and plentiful and had hardly any economic capacity to
hold back its contribution in the expectation of a better deal, as also in
view of the limited scope of employment then available, labour was
ruthlessly exploited. Progressively, however labour has been able to
stake a reasonable claim to several rights and prerogatives.
The rights won by labour include the right to a reasonable wage
and satisfactory working conditions such as not - too - long a working
day and working week, a right to collective bargaining and fringe
benefts like housing and privilege, medical, maternity and other kinds
of leave, bonus, reasonable retirement benefts in the shape of provident
funds, gratuity and pension schemes. Now, many employers are
providing facilities to their workers to enable them to have promotional
opportunities like various in house training facilities, career planning
and counselling schemes, provision of transport and educational
facilities, recreational facilities on project sites and in company
premises and holiday facilities with company maintained guest houses.
To ensure that a fair deal is give to workers, grievance procedures
and disciplinary action procedures have been voluntarily provided or
legally stipulated. Workers representatives have been inducted at
various levels aimed at bringing about sense of belonging and
participation in the work force about the enterprise and its objective. By
and large these welfare measures improve morale of workers which in
turn improves productivity and proftability.
THE ORGANIZATION: United India Insurance Company Limited is
one of the Leading Non-life Insurance companies in India. It is one of
the four public sector Insurance Co's in India with its corporate ofce at
Chennai. The United India Insurance Co. Ltd. Spans the Country with a
network of a Head Ofce, 24 Regional Ofces, one regional Cell, 3 Large
corporate & Brokers' cell, 361 Divisional ofces, 685 Branch ofces &
287 Micro Ofces with a total manpower strength of 17488 whose
class-wise breakup is as follows:
Class No.of Employees
I 4,451
II Marketing 1,387
Administration 626
III 8,508
IV Inc.PTS 2,516
Total 17,488
Work force includes trained and technically qualifed risk managers
and engineering professionals with experience. Besides its
acknowledged standing in areas of industrial and personal insurance,
United India Insurance has pioneered many innovative rural insurance
covers with its large human resource reserve, the organization also
keeps employees well rewarded through various economic non economic
and welfare schemes and measures.
Objectives
The main objectives of the Project are:
; To study and analyse the diferent welfare measures provided by
the United India Insurance company to its employees.
; To know the satisfaction level among the employees about the
present benefts provided by the Co.
; To assess impact of labour welfare measures implemented by the
corporation on its workers.
To bring out policy implication and suggestions wherever possible.
Scope and Limitations
; The Study is limited to one District i.e., Chittoor district in A.P.
although UIIC is having network and operations all over India.
; As the research is limited to Division and Branches in Chittoor
District alone, the results cannot be generalized for the whole of the
country.
The understanding, knowledge and perception may vary from
person to person which is normal to social, science research.
CHAPTER-2 COMPANY PROFILE
Early beginning
In March 1906, Sri Vijendra Rao, a young enthusiastic Man played
a signifcant role in the event which led to the foating of 'United India
Life Insurance Company' by Lingam Brothers. It had a humble
objective. 'Providing poorer and Middle class people, life Insurance at
Moderate Cost'. On Vijendras Premature death, Management of the
company was taken over by Sri. M.Ct.M. Muthaiah Chettiar and later by
his son, M.Ct.M.Chidambaram Chettiar. The Co. progressed by leaps
and bounds and by 1930, the annual business rose to Rs.1.5 Crs.
With the reputation, it has acquired in life insurance business, the
Management thought it ft to foat a sister concern, United India fre &
General Insurance Co. Ltd. in February 1938. The company emerged
with an authorized share capital of Rs.50 lacs and an issued,
subscribed and paid up capital of Rs.3,15,848/-
Post-nationalization Scenario
Sri P.C. Sekhar was the frst custodian of United India Insurance
company immediately after Nationalisation. The company faced the
stupendous task of having to integrate the 23 companies with diverse
business culture into one unit. The revised Organisational pattern came
into operation only in 1975 and the subsidiaries were able to settle
down to normal working only in 1976.
Present Scenario
United India's Customer Oriented resources include its country
wide network of more than 1361 ofces and personnel strength of
17488 employees. The organizational structure comprises.
< 24 Regional Others
< 1 Regional Cell
< 3 Large corporate & Brokers' Cell
< 361 Divisional Ofces
< 685 Branch Ofces
< 287 Micro Ofces
The work force includes fully trained and technically qualifed risk
managers and engineering professionals. Quite a number of them have
had training with reputed insurers and reinsurers in UK and Europe.
The benefciaries range from high risk Mega projects and plants, to
people and their personal assets.
The products ofered by United India Insurance Co. Ltd.
Personal policies ofered include:
< Personal Accident
< Unimedicare
< Mediclaim
< Householders
>Commercial Policies Ofered Include. Marine
Insurance : includes cargo & Hull Insurance Fire
Insurance : includes SFSP & LOP Insurance. Industrial
Insurance : Includes IAR, CPM, BPP& MB
>Motor Insurance
>Liability Insurance : includes public, products, Professional and
workmen compensation.
Miscellaneous Policies Ofered:
< Mediclaim
< Rural
< Travel
< Package
< Business
< Social
< Universal Health Insurance
< New Additions Ofered
; Universal Health Insurance. Scheme aids to Provide health
Insurance benefts to economically, weaker sections of society. Central
Govt. Provides subsidy in premium for BPL population.
; Co. Launched Uttarkhand Sarva Bhomik Swastiya Bhima Yojana
Policy formally with Government of Uttarkhand for welfare of BPL by
covering 35000 BPL families.
; Co. evolved community based Health Insurance support titled
'Vazhndu Kaattuvom', an empowerment & poverty alleviation project
implemented by Government of Tamil Nadu with world Bank
Assistance.
; Rashtriya Swasthya Bhima Yojana is a major Health Insurance
for below poverty line population (Unorganized section) of country
conceived & implemented by Monthly Labour & employment,
Government of India & State Governments.
; Government of India with help of State Government launched
National livestock insurance to cover cattle with subsidy of 50% in
selected District.
; PA cover for fshermen welfare fund Board, - 2.5 lac fsherman an
5,50,000 allied work force covered.
; PA cover under Kissan Sree Scheme - 10 lac Small and Marginal
Farmer Covered.
; Dairy worker welfare fund Board -1.5 lac Dairy workers covered.
; Social Eradiation of Rural poverty initiative of Government of
Andhra Pradesh 25 lac women Self Help Group worker covered.
; Tsunami Jan Bima Yojana - Health & PA cover to Tsumani afected
population of 26 District in Tsumani afected states.
Company's Business Performance
The company achieved a total business of Rs.4277.76 Crs,
registering a growth rate of 14.39% and an impressive accretion of Rs.
538.20 Crs. Over the previous years accretion of Rs. 240.79 crs. The
growth rate has been achieved against the backdrop of drastic fall in
premium rates consequent upon detarifng of major contributing port
folios.
< The accretion was the highest among all Non-life Insurers
< The growth rate was highest among all the non-life insurers in
the country with a premium income of more than 1000 crs.
< Growth was achieved across Regions in diferent parte of the
country and across various portfolios.
Rs. In Crores
Target Completio
n
Realization
%
Free 506.91 572.79 113.00
Marene (C) 158.53 221.60 139.75
Marene (H) 114.05 115.33 101.12
Motor 1666.79 1563.48 93.80
Engg. 218.17 249.86 114.52
Other Misc. 1435.55 1554.71 108.30
Total 4100.00 4277.77 104.34
Department wise premium target & realization for year 2008-09
Despite the stress & turbulence in the market the Co. recorded one
of its best performance. It grew at 14.39%, a head of the Industry
growth. It become the frst public sector insurer in non life segment to
increase the market share after opening up of market. United India
could record a net-proft after tax of Rs.476.05 Crs. in the fallowing
investment climate through better claims management and U/W.
The company has focused on a target of Rs.4700 Crs. of Premium
for the year 2009-10 with the new challenge of reduction in premium,
the Co. embarking on new specialized eforts at corporate business.
Large scale retail interventions, micro insurance and Govt. Sponsored
schemes are also planned to be rolled out
The company is entering into new verticals managements approach
to strengthen the marketing and service delivery eforts. The existing
edge of United India in Bancassurance is planned to be further
strengthened to increase the yield. Intense Agency - Oriented initiatives
with specialized sales management skills are expected to fortify the
growth in retail segment.
The major achievement of United India Insurance Co. Ltd.,
UII Co. Ltd. Has been awarded 'i AAA' rating This award was given
for its Insurance claims paying ability by ICRA for the 3
rd
consecutive
year. The full form of ICRA is Investment Information and credit Rating
Agency.
As against required solvency margin under IRDA regulations of
928.66 crs. available solvency margin is 3086.14 crs. This increase in
solvency ratio from 3.24 5o 3.32 refects sound fundamentals of Co.
Information Technology
; Core Insurance solution - The Co. is in the process of implementing
CORE (Comprehensive Online Real Time Environment), a state of
the art online integrated Business technology solution to replace
the presently deployed 'GENISYS'. CORE insurance being a web
based solution, provides good access to all stake holders like
customers, intermediaries, business associates such as
Advocates / Surveyors and regulatory bodies through the internet
when the implementation is completed.
; Enterprise level transformation project (UNISURGE) - the Co. has
initiated on Enterprise Level Transformation Project to equip it to
meet challenges in liberalized and open market with 20 other non-
life insurer competing in space of non-life Insurance by engaging
Boston consulting group as consultants to address on various
initiative and hand hold during the implementation company has
taken up business processes and measures aimed at increasing the
top line, hiking the market share, improving customer services,
streamline internal business and other processes reduce losses and
improve the product portfolio. The various initiatives taken up
include co's presence in bancassurance and motor dealer business,
empowering our agency force, creating claim settlement hubs at
important location for faster processing, setting up elaborate
processes for improving ID card deliver to customer and monitoring
of TP As and Health Claim processing.
Shri.G. Srinivasan has been appointed as chairman - cum -
Managing Director with efect from 18-10-2007.
Shri V. Sekar, A.V. Ratnam, Abhijit Bandyopadhyay, M.S. Sundara
Raj an, and Sanjeev Kumar Jindal Have been appointed as Directors of
the company. Milind. A. Kharat A. Asthana and Sukriti Likhi.
CHAPTER&'
LITERATURE REVIEW
INTRODUCTION
Although in the present day economy, machines/ computers have
to a large extent replaced human labour, skilled labour force remains an
inevitable and vital element in any Industry. Gone are the days when
employees were looked upon only as a means of producing goods and
services just like any other factors of production. Now people are the
most important asset of any organization.
With the development of the philosophy of 'Human Resource
Management', the importance of this manpower has been recognized.
HRM believes that every person is endowed with potential to perform
and achieve results. It would be in the interest of the organization to tap
this potential and channelise it towards its growth. Human Resources
are the only assets which do not depreciate which is the unique
attribute of human resource. With the evolution of this philosophy,
people are looked upon as resources and opportunities rather than as
problems, costs and threats.
Keeping in view the above aspects, welfare measures have been
introduced in every Organisation to satisfy the human element and
extract the best out of them. The need for providing such services and
facilities arises from the social responsibility of industry, a desire for
upholding democratic values and a concern for employees.
The report of the committee on labour welfare set up by the
Government of India in 1969 refers to welfare as a broad concept, a
condition of well being, it speaks of measures which promote 'the
physical, psychological and general well being of the working
population'.
Labour welfare implies better working conditions such as proper
lighting, heat control, cleanliness, low noise level, toilet & drinking
water facilities, canteen and rest room, health & safety measures,
reasonable hours of work and holidays and welfare services such as
housing, education, recreation, transportation and counselling.
Defnition
In the encyclopedia of Social sciences, welfare is defned as "The
voluntary eforts of the employers to establish within the existing
industrial system, working and sometimes living and cultural
conditions of the employees beyond what is required by law, the
customs of the industry and the conditions of the market".
"Such services, facihties and amenities, which may be established
in or in the vicinity of, undertakings to enable persons employed therein
to perform their work in healthy and congenial surroundings and to
provide them with amenities conductive to good health and good
morale" is another defnition. E.S. proud defnes labour welfare "eforts
to make life worth living for workers".
According to R.R. Hopkins - Welfare work is "Voluntary eforts on
the part of the employers to improve the existing industrial systems and
conditions of employment in their own factories".
What is defnite is that Labour Welfare promotes the well being of
workers in a variety of ways.
Need for Labour Welfare
Labour welfare has become essential because of the very nature of
the industrial systems. The approach to this problem or movement
difers from country to country, according to the degree of development
in particular country. However these measures have been implemented
all over the world owing to the socio-economic conditions and problems
faced by industrial society.
Objectives
Initially, humanitarianism or social awareness motivated Labour
welfare activities driven by the desire for greater efciency and
output from workers, employers ofer extra incentive in the form of
Labour welfare schemes.
; Labour welfare measures are often undertaken with a view to avoid
payment of tax on surplus and simultaneously building up better
relations with the employees.
; The motives that lie behind Labour welfare and therefore, often
complex, for human nature varies from person to person. Certain
motivating characteristics, however dominate in each successive
period of the development of labour welfare movement and this is
clearly seen in the broad historical perspective of industrial welfare.
Principles
Labour welfare is dependent on certain basic principles, which
must be kept in mind and properly followed to achieve a successful
implementation of welfare programmes:
; Principle of adequacy of wages: Labour welfare Measures cannot be
substitute for wages. Workers have a right to adequate wages. A
combination of social welfare, emotional welfare and economic
welfare together would achieve good results.
; Principle of social responsibility of industry: According to this
principle the Industry has an obligation towards its employees to
look after their welfare. The constitution of India in the Directive
principles of state policy also emphasizes this aspect of labour
welfare.
Principles of efciency : This plays an important role in welfare
services and is based on the relationships between welfare and
efciency, though it is difcult to measure this relationship whether one
accepts the social responsibility of industry or not, the employer quite
often accepts responsibility for implementing such labour welfare
measures as would increase efciency. For example programmes for
housing, education and training are some of the important programs of
labour welfare, which increases the efciency of the workers, especially
in under developed and developing countries.
Principles of coordination or integration : From this angle,
coordinated approach will promote a healthy development of the worker
in his work, home and community.
Principles of responsibility: This principle recognizes the fact that
both employers and workers are responsible for labour welfare. Further
when diferent groups share responsibility, labour welfare becomes
simple and easier. Accordingly various committees are elected or
nominated and various power and responsibilities in the welfare feld
are delegated to them for safety committee and canteen committee
organiations provide welfare facilities to their employees to keep their
motivation levels high. The employee welfare schemes can be classifed
into 2 categories. Statutory and Non-statutory welfare schemes.
Statutory schemes are those schemes that are compulsorily to provided
by an Organisation as compliance to the laws governing employee
health and safety. These include provisions provided in Industrial Acts
like Factories Act 1948; Dock workers Act (Safety, health and Welfare)
1986; Mines Act, 1962. The non-statutory schemes difer from
Organisation to Organisation and from industry to industry.
A. Statutory Welfare Schemes
1.Drinking water: At all working places, safe hygienic drinking water
should be provided.
2.Facilities for sitting: In every organization suitable seating
arrangements are to be provided.
3.First aid appliance : First aid appliances are to be provided and
should be readily assessable so that in case of any minor accident,
initial medication can be provided to the needed employee.
4.Latrines and Urinals : A sufcient no. of latrines and Urinals are to
be provided in ofce and they are to be maintained in neat and clean
condition.
5.Canteen facilities : Cafeteria or canteens are to be provided by
employees so as to provide hygienic and nutritious food to employees.
6.Spittoons : In every work place, spittoons, are to be provided in
convenient places and some are to be maintained in hygienic
condition.
7.Lighting : Proper and sufcient lights are to be provided for employees
to work safely.
8.Washing Places: Adequate washing places such as bathrooms, wash
basins with tap on the stand pipe are provided in the vicinity of work
places.
9.Changing rooms: Adequate changing rooms to be provided for workers
to change their cloth in the factory area and ofce premises. Adequate
lockers are also provided to keep their clothes and belongings.
10. Rest Rooms : Adequate number of rest rooms are provided to
workers with provision of water supply, wash basins, toilets and
bathrooms etc.
11. Maternity and adoption leave : Employees can avail maternity and
adoption leave. Paternity leave policies have also been introduced in
certain companies.
Non-statutory welfare schemes
0% Personal health care : Some companies provide facility for extensive
regular health check up.
1% Flexi-time : The main objective of fexi-time is to provide opportunity
to work with fexible working hours and schedules. Flexible work
schedules initiated by employees and approved by management to
meet business commitments while supporting employee personal life
needs.
2% Employee Assistance Programmes : Various assistance programmes
are arranged like external counselling service so that employee or
members of their immediate family can get counselling on various
matters
3% Harassment Policy: To protect an employee from harassments of any
kind, guidelines are provided for proper action and also for protecting
the aggrieved employee.
/% Mediclaim Insurance Schemes : This scheme provides adequate
insurance coverage of employees for expenses related to
hospitalization due to illness, disease or injury or pregnancy.
4% Employee Referral Scheme : Schemes implemented to encourage
employees to refer friends and relatives for employment in
Organisation.
Achievement of Welfare measures
The main result of introducing various welfare measures in the
building up of morale of workers. Morale may be defned as the
attitudes of individuals and groups towards work environment and
towards voluntary cooperation to the full extent of their ability in the
best interest of the organization.
Generally high level of morale results in high productivity. High
morale of employees depends on the various facilities provided to them
to satisfy their physiological and psychological needs. However,
management should attempt to measure employees morale and if the
morale level is low, the factor should be analysed and proper action
taken.
There is a positive correlation between morale and productivity.
Productivity is a function of four factors : Organisational factors,
individual factors, attitudes and morale. Attitudes and morale are
determined by satisfaction of individuals which is again afected by
organizational and individual factory. Thus productivity is a function of
several variables of which morale is the most vital element.
It is said that high productivity is as much a cause for high morale
as it is the result of high morale.
Labour Welfare Measures in United India Insurance Co. Ltd.
The various labour welfare measures in United India Insurance
Company Limited are discussed below:
1, Conveyance Allowance: Cost of conveyance is granted to
employees in the form of Allowance. For others, Interest free loan
not exceeding purchase price is granted for purchase of cars of
approved make and various expenses arising out of use of cars
like
running expenses, replacement of tyres, tubes and batteries,
Insc.
Registration, garaging and taxes etc., are borne by Co. upto
certain
limits class 1: 5000 Rs. P.M., Class 3 & 4 - 150 Rs. P.M physically
handicapped -1.8% of Basic subject to max 200 P.M.
2. Overtime Allowance when an employee reports to work for more
than half an hour in excess of his normal working hours on any
day,
he/ she shall be paid an overtime, allowance for the period
beyond
his/her normal working hours at rates prescribed for diferent
class
of employees.
Ofciating Allowance: Sometimes, when the circumstances so warrant,
an ofcer holding a substantive post may be required to hold charge of
a post in higher cadre and is consequently required to shoulder higher
responsibilities. Under such circumstances, Ofcer concerned may be
paid ofciating allowance for the period he/she ofciates in the higher
post.
Washing Allowance: This allowances extended to substaf and part time
employees to maintain their uniforms clean and dirt free @ Rs. 90 P.M.
Uniforms: Substaf /Drivers of this organization are supplied terri
cotton / heavy woolen uniforms depending on their place of posting
together with woolen overcoat, pair of shoes & Socks and umbrella/
raincoat.
Festival Advance : Each employee can avail this interest free advance on
the eve of any festival of his choice subject to limits fxed for diferent
cadres @ Rs. 13000/- or 1 month : Gross salary whichever is less for
class I and 11,000/- or lmonth Gross salary which ever is less for class
3 & 4.
Leave Travel subsidy : This facility is admissible to confrmed employees
of the Co. who may travel to a place upto 4000 kms each way by the
entitled mode & class. However, travel to hometown is allowed for the
actual distance from place of posting to hometown by shortest route.
Class 12007-08 Basic < 8055 H Class; >8055 H AC Class II2008-
09 Basic < 5375II Class; > 5375II AC Class f 2008-09 Basic <
8055 H Class; > 8055II AC Encashment of leave : Any employee may
encash earned leave during service, provided he avails earned leave for
a continuous period of not less than 15 days once in a block
of two years.
Leave facility : Employees are ofered a variety of leave to be availed at
their convenience with the permission of ofcer in charge like casual
leave, Restricted Holidays, Sick leave, Earned leave.
CL - 12 days/ year
RH-2 days /year
EL - 30 days / year
SL - 30 days/ year. Five day week: To enable employees to take
week end rest and attend to their household duty, the employees are
required to work for only fve days per week thus enjoying 2 days every
week end.
Stagnation Increment : As a step to provide incentive to those employees
who have reached the maximum scale of pay, stagnation increment
given. Assistants are given 6 such increments once in every 2 years, Sr.
Assistants 5 increments once in 3 years and ofcers 2 increments once
in 3 years.
Graduation Allowance: Employees in the scale of Assistant of Record
clerk who is graduate of a recognized university and has reached the
maximum of the scale shall be paid Graduation Allowance.
RC - Rs.135 P.M. after 1
st
year
Asst. - Rs. 200 P.M. for 1
st
year & Rs. 350 for 2
nd
year
Insurance exam : Employees who pass the various exams conducted by
Insurance Institute of India are eligible for allowances asunder.
Licentiate Exam : Rs. 115 P.M.
Associate ship Exam : Rs. 325 P.M.
Fellowship Exam Rs. 545 P.M.
Hindi Exam : Employees who pass various Hindi Exam like prabodh,
Praveen & Pragya are eligible for allowances as per scales fxed. The
allowances ofer incentive to learn our ofcial language for all cadres.
Probodh-250 P.M., Praveen Rs. 350 P.M, Pragya : Rs. 450 P.M.
Lumpsum Medical Payment : All employees are eligible to get a
lumpsum payment for domiciliary treatment. Class I paid Rs. 6,000/-
class 11 l/TV Rs. 2,000 and PTE Max. Rs. 800/- P.M.
Group Mediclaim : All employees are covered under Group Mediclain
policy which reimburses the Hospitalization expenses. The premium for
this coverage is partially borne by the Organisation and partially by the
employee. For class I employees 1/3"
1
by employee 2/3"
1
by Co. for other
classes 1/4* by employee 3/4* by Co. Sum Insured is Rs.70,000 for
employees with basic upto Rs.14,730, Rs.l lac for basic 14731 to
18,670; and Rs. 1,55,000/- for basic above 18,671/-
Holiday Homes : Holiday Homes of the company are available in all
major cities. The employees who go on tour can avail this facility at
low / nominal rates.
Hill Station Allowance : Employees whose place of posting is in a Hilly
area, are eligible for this allowance as per scales fxed.
Leased Accommodation : Ofcers who do not own a house or are posted
on promotion outside hometown are eligible to avail of the company
leased or co-owned accommodation depending on salary and the type of
city in which posted.
Transfer grant: When an employee is transferred to another place, he is
allowed a fxed amount i.e. one month Basic Salary as Grant.
10% Disturbance Allowance : An employee who is transferred from
place of posting under the Transfer and Mobility Policy is eligible
for this allowance @ Rs.400 P.M.
11% Halting Allowance and Hotel Charges : An employee on ofcial
tour is eligible for Halting Allowance and Hotel charges as per
standards fxed.
12% GPA Cover : All employees are covered on a 24 hour basis
against risk of Death due to accident for an amount of Rs. 3 lacs
on 36 times basic salary whichever is less.
A"ou!t S(e!t )* u!ted I!da I!sura!+e Co. o! ,e-fare )e!efts ! I!da .I! Ru(ees/
Current year Previous Year
1.Employees remuneration &
welfare benefts
8,04,53,92,000 7,12,30,91,000
2.Travel, Conveyance and
vehicle running expenses
33,64,30,000 27,91,29,000
3.Training expenses 1,51,03,000 1,91,24,000
Total 8,39,69,25,000 7,42,13,44,000
CHAPTER&0
METHODOLOGY
NEED FOR THE STUDY
The present study entitled 'Impact of welfare measures on
Employees in United India Insurance - Co. Ltd.' , has been carried out
to know awareness among employees of the benefts extended by
organization and know the satisfaction level in them also the extent to
which they afect the morale & productivity of employees which
ultimately strengthen the organization.
Sources of Data: Data has been collected from both primary and
secondary sources for the Research work.
Primary Sources : Structured Questionnaire was used to collect data
required towards the objective of study. Questionnaire was responded
by them who represented the sample of research.
Secondary Sources : Secondary Data was collected from Manual of
United India Insurance Co. Ltd. and websites.
Research Instrument
The research Instrument used in the project is a structured
questionnaire for the purpose of collecting primary Data. The
questionnaire was tested with a group of employees before it was
adniinistered to the regular sample respondents.
Sample Size
To analyse the Data, a sample of 70 employees is taken into
consideration. Employees belonging to Division & Branches in Chittoor
Region form sample elements.
Sampling Method
The sample method used in the project is convenience sampling. A
convenience sample is obtained by selecting convenient population
units. The method of convenient samples is also called the chunk. A
Chunk refer to that fraction of the population being investigated which
is selected neither by probability nor by judgment but by convenience.
Convenience samples prove to be biased by their very nature selecting
population elements which are convenient to choose almost always
maker them special or diferent from the rest of elements in the
population in the same way. Hence results obtained by following
convenience sampling method are more representative of the population
though it is not very accurate.
Tools of Analysis : To analyse the response of employees, there is
requirement of using simple statistical tools to have better analysis and
+ interpretation of data. For this purpose, weighted Arithmetic Mean
has been used. Weights have been allotted to the various factors and
hence more representative and exact Arithmetic mean been arrived at.
Software used for data Analysis: Microsoft word and Microsoft Excel
has been used as software for analysis of data. These software packages
have been used to present the data in the form of tables and graphs.
CHAPTER-5
DATA ANALYSIS AND INTERPRETATION
Sample Respondents:
Designation
No. of Respondents
Male Female
Record clerks 5 3
Assistants 24 5
Senior Assistants 8 3
Ofcers 19 3
Total 56 14
Respondents
Age
Number of
Respondents
Upto 25 Nil
26-35 4
36-45 53
46-55 6
56-65 7
Total 70
Educational Qualifcation of
Respondents
Number of
Respondents
Upto Xth Standard 8
Intermediate 2
Degree 51
PG 9
Total 70
Individual opinion on each welfare measure is marked on a scale
of one to fve, the higher the score, higher is the favourableness.
When the combined scores of all the respondents are tabulated, the
score for each factor ranges from one to fve, the breakup of the opinion
judgment along with the score is given below.
Allotment of Weights
Excellent Good Fair Poor Very
Poor
5 4 3 2 1
Scale of Analysis
Opinion
Score
1-1.8 1.81-2.6 2.61-3.4 3.41-4.24.21 - 5
Judgement
opinion
Very
poor
Poor Fair Good Excellent
I. LEAVE FACILITIES
a) Adequacy of number of various leave (CLs, ELs & SLs, RHs)
provided in a year
Table No.5.1.1:
No. of
respondents
Response
Weight
Excellent
21 105
Good
24 96
Fan-
15 45
Poor
9 18
Very poor
2 0
69 264
Non
Respondent
1
Total
70
Opinion Score : 264 / 69 - 3.82
The leave facilities as per the scale of analysis are good.
No employee is completely dissatisfed with the adequacy of leave.
b) Five day week facility Table
No.5.1.2:
No. of
respondents
Response
Weight
Excellent 38 190
Good 12 48
Fan- 20 60
Poor 0 0
Very poor 0 0
Total 70 298
Opinion Score : 298/70 = 4.26
The fve day week facility is excellent.
Majority of the employees are highly satisfed in this regard. They
have ample time to concentrate on their private chore at weekends and
come back to work with full enthusiasm, thus resulting in good work
atmosphere.
c) Provision for Late permission Table
No.5.1.3:
No. of
respondents
Response
observation
Excellent 12 60
Good 15 60
Fair 25 75
Poor 18 36
Very poor 0 0
Total
70 231
Opinion Score : 231/70 = 3.3
The provision for late permission is fair in the organization.
The facility of late permission helps the employee to attend to their
personal work without applying for leave. The ofce work is also
attended to in the process. If there is scope for lenient permissions, the
ofce work will be afected but on the other hand they can have
satisfed staf.
d) Leave to pursue higher studies Table
No.5.1.4:
No. of
respondents
Response
Weight
Excellent 0 0
Good 0 0
Fair 12 36
Poor 0 0
Very poor 55
j
55
67 91
Non
Respondents
3
Total 70 91
Opinion Score : 91/67 = 136
The facility to avail leave for pursiiing higher studies is very poor.
Very few respondents have rated this fair. The facility is not availed
by most of them. The company is not encouraging the employees to
pursue higher studies as evident from leave provision which is not
satisfactory.
e) Maternity leave Beneft
Table No.5.1.5:
No. of
respondents
Response
Weight
Excellent 9 45
Good 24 96
Fair 19 57
Poor 16 32
Very poor 0 0
68
230
Non
Respondent
2
Total 70
Opinion Score : 230 / 68 = 3.38
The beneft is considered a fair provision.
Except for a small section of employees all the others feel it is a
good provision. The facility takes care of the needs of Lady employees
thus winning their good will and loyalty.
f) Facility of Leave Encashment Table No.5.1.6:
No. of
respondents
Response
Weight
Excellent 53 265
Good 17 68
Fair 0 0
Poor 0 0
Very poor 0 0
Total
70
333
Opinion score: 333 / 70 = 4.76
It is an excellent provision.
As this facility enables the employees to encash the Accrued leave
to their credit, the employees will take care to save the leave and avail it
at a time in a block of two years. While the company is benefted by
reduced frequent absenteeism, the individual is given monetary beneft.
g) Leave Travel Concession Table No.5.1.7:
No. of
respondents
Response
Weight
Excellent 36 180
Good 19 76
Fair 9 27
Poor 6 12
Very poor 0 0
Total
70 295
Opinion Score : 295 / 70 = 4.21
This beneft is considered to be an excellent provision Majority of the
employees are very happy with this facility which helps them to go on
tour with their families at company's cost.
H. LOANS / ADVANCES a. Drought/ Flood Advance Table No.5.2.1:
No. of
respondents
Response
Weight
Excellent 33 165
Good 22 88
Fan- 14 42
Poor 0 0
Very poor 0 0
69 295
Non Respondent 1
Total 70
Opinion Score : 295 / 69 = 4.28
The Provision is treated to be an excellent one.
Majority of the employees are happy with this interest free advance
which comes to the rescue of the employees in distress and helps them
tide over the fnancial strain.
b) Festival Advance Table No.5.2.2:
No. of
respondents
Response
Weight
Excellent 44 220
Good 13 52
Fan- 11 33
Poor 2 4
Very poor 0 0
Total 70 309
Opinion Score: 4.41
This is an excellent provision
Majority of the employees feel it is excellent As this advance ofered,
helps the employees to celebrate the festival of their choice. It shows
that company takes care of the welfare of the employees and respects
the human sentiments and cultural tradition of over country. This goes
a long way in increasing their respect for the company and their output
in the company.
c) Housing Loan Table No.5.2.3:
No. of
respondents
Response
Weight
Excellent 16 80
Good 15 60
Fan- 17 51
Poor 20 40
Very poor 2 2
Total 70
233
Opinion Score: 333
This loan facility is a fair provision.
The housing loan provision is an efort to take care of housing &
shelter needs of employees. Owning a House is a dream of every man.
This dream is realized through this provision. Majority of them are
satisfed and hence variously rated them as excellent good and fair.
d) Vehicle Loan Table No.5.2.4:
No. of
respondents
Response
Weight
Excellent 58 290
Good 9 36
Fan- 3 9
Poor - 0
Very poor - 0
Total 70
335
Opinion Score: 4.79
This loan facility is really excellent.
This facility helps employees to purchase a vehicle for their
conveyance purpose to and from ofce at nominal rate of interest.
Owning a vehicle is a status symbol and helps to raise the standard of
living of employees. Majority of the employees are happy with this loan.
III. MEDICAL BENEFITS
a) Lumpsum Medical Beneft Table No.5.3.1
No. of respondents Response
Weight
Excellent 12 60
Good 23 92
Fan- 24 72
Poor 8 16
Very poor 0 0
67 240
Non Respondent 3 0
Total 70 240
Opinion Score : 3.58
This is a good facility available to the employees.
This lumpsum medical beneft is extended by the company to take
care of their medical needs other than hospitalization. Many of them
feel it is a good provision. It may be improved to make it excellent.
b) Group Mediclain Table No.5.3.2:
No. of
respondents
Response
Weight
Excellent 19 95
Good 25 100
Fair 18 54
Poor 8 16
Very poor 0 0
Total 70 265
Opinion Score: 3.79
This is a good provision.
Majority of the employees feel this is a good beneft. This provides
coverage to employee, spouse and children at reduced premium for
hospitalization upto specifed limits. Healthy employees are assets of an
organization. Nobody is dissatisfed with this beneft.
c) Beneft for employees meeting with accident whilst on duty
Table No.5.3.3:
No. of
respondents
Response
Weight
Excellent 22 110
Good 18 72
Fair 23 69
Poor 7 14
Very poor 0 0
Total
70 265
Opinion Score: 3.79
This is a good provision.
This facility takes care of employees who meet with accident while
on duty. It is an act on humanitarian grounds. Company comes to the
rescue of employees in distress thus winning their loyalty.
e) Ex-gratia reimbursement of medical expenses to employees for
high cost/ protracted treatment
Table No.5.3.4:
No. of respondents Response
Weight
Excellent 18 90
Good 22 88
Fair 19 57
Poor 6 12
Very poor 5 5
Total
70
252
Opinion Score: 3.6.
This is considered to be a good beneft.
This scheme takes care of the fnancial burden of the employees
due to medical expenses exceeding the reimbursement available under
group mediclaim for costly treatment. Again by virtue of this provision,
the fnancial burden of employees is taken over by the company. The
employees feel secured irrespective of the cost incurred for treatment.
IV. VARIOUS ALLOWANCES / BENEFITS a) Conveyance Allowance Table No.5.4.1:
No. of
respondents
Response
Weight
Excellent 0 0
Good 4 16
Fair 11 33
Poor 19 38
Very poor 36 36
Total
70 123
Opinion Score: 1.76
This allowance is considered poor.
Owing to the fact the allowance amount is meagre, the employees
don't feel satisfed and hence viewed as a poor provision.
b) Graduation Allowance Table No.5.4.2:
No. of
respondents
Response
Weight
Excellent 0 0
Good 12 48
Fair 14 42
Poor 16 32
Very poor 28 28
Total
70 150
Opinion Score: 2.14
This provision is considered low.
The fact that the amount is nominal is the cause of dissatisfaction.
As majority of the employees are graduates, no further allowance is paid
to them. This allowance is given to employees who reach maximum
scale @ Rs.200/-for frst year and Rs.350/- per month from second year
onwards.
c) City compensation allowance Table No.5.4.3:
No. of
respondents
Response
Weight
Excellent 0 0
Good 16 64
Fair
19 57
Poor 16 32
Very poor 19 19
Total
70 172
Opinion Score: 2.46.
This is again a poor allowance.
To help employees match their incomes to the expenditure incurred
in cities, this allowance is provided depending upto the category of city.
Due to infation, nobody is content with this beneft and hence viewed
as poor. The allowance is Rs.335/- for class one and Rs.100/- to
Rs.270/- for month for class 3 and 4 employees in C class city,
d) Hindi Exam Allowance Table No.5.4.4:
No. of
respondents
Response
Weight
Excellent 2 10
Good 21 84
Fair 9 27
Poor 12 24
Very poor 24 24
68 169
Non respondent
2
Total
70 169
Opinion Score: 2.49
This is a poor provision.
This allowance is given as an incentive to improve working
knowledge of our ofcial language Hindi. By virtue of this allowance,
employees are induced to learn the language. However large section of
employees feel the incentive is not adequate to make them enthusiastic.
The allowance for passing Hindi Praboth is Rs.250/-, Rs.350/- for
Praveen and Rs.450/- for Pragya. This viewed as very low.
e) Allowance for passing Insurance Exam Table No.5.4.5:
No. of
respondents
Response
Weight
Excellent
3 15
Good 23 92
Fan- 17 51
Poor 13 26
Very poor 14 14
Total
70
198
Opinion Score: 2.83
This is a fair incentive.
Again the Incentive to pass the Insurance Exams appears to be
nominal, hence a small section of employees feel it is excellent. By
virtue of this provision, the employees are able to obtain and update
insurance knowledge for improving upon their performance. Rs.540/-
per month is paid on passing all the insurance exams.
V. TRANSFER
(a) Promotional Transfer Policy Table No.5.5.1:
No. of
respondents
Response
Weight
Excellent 2 10
Good 8 32
Fair 8 24
Poor 18 36
Very poor 34 34
Total
70
136
Opinion Score: 1.94
This is considered a poor provision.
As the company insists on compulsory transfer on promotion,
employees do not favour promotion as it involves disturbance form the
present place of posting. At times transfer on account of promotion
results in losing really worth employees leading to disturbance at work
place. Hence this is viewed as a poor provision.
b) Consideration of Request transfer Table No.5.5.2:
No. of
respondents
Response
Weight
Excellent 12 60
Good 2 8
Fair 23 69
Poor 28 56
Very poor 5 5
Total 70 198
Opinion Score: 2.83
This is a fair provision.
This is one area where the employees feel disgusted if not
accommodated adequately. A majority of employees feel the same is fair
in the company. When the request transfers are delayed, the employees
output is indirectly afected and hence the company sufers on account
of this.
c) Compulsory transfer Table No.5.5.3:
No. of
respondents
Response
Weight
Excellent 2 10
Good 10 40
Fair 8 24
Poor 22 44
Very poor 28 28
Total 70 146
Opinion Score: 2.09.
This is considered to be a poor provision.
This compulsory transfer implemented by the company to shift the
long standing employees to the work places of defcit strength is a great
blow to the employees. So most of the employees are against the same
and express their disgust over this policy.
c) Transfer Grant Provision Table No.5.5.4:
No. of
respondents
Response
Weight
Excellent 26 130
Good 18 72
Fan- 12 36
Poor 11 22
Very poor 3 3
Total
70
263
Opinion Score: 3.76.
This is a good provision.
The lumpsum grant amount given to the Transferred employees to
meet the various expenses is quite satisfactory to most employees. Very
few people feel they are not properly compensated. One basic salary is
paid as transfer grant
e) Leased Accommodation Table No. 5.5.5:
No. of
respondents
Response
Weight
Excellent 18 90
Good 4 16
Fan-
7
21
Poor 18 36
Very poor 23 23
Total
70 186
Opinion Score: 2.66.
This is a fair provision.
The leased accommodation provision to the transferred employees
rids them of necessity to search for new houses suiting their rental
budget. However, very few employees sdem to avail this facility. A large
number of them do not feel this facility is favourable.
i) Disturbance Allowance to Transferred employees Table No.5.5.6:
No. of
respondents
Response
Weight
Excellent 0 0
Good
7
28
Fair 6 18
Poor 18 36
Very poor 39 39
Total 70 121
Opinion Score: 1.73
This a very poor provision.
As per company's transfer and mobility polices, long standing
employees are shifted to other ofces. However, the compensatory
allowance is not to the satisfaction of majority of employees. An amount
of Rs.400/- for month is paid to the disturbed employees.
VI. PROMOTION
a) Promotion for youngsters Table No.5.6.1:
No. of
respondents
Response
Weight
Excellent 8 40
Good 8 32
Fair 18 54
Poor 12 24
Very poor 22 22
Non
Respondent
68 172
2
Total 70 172
Opinion Score: 2.46.
This is a poor provision.
The promotion channel for youngsters involves examinations and
interview and hence majority feel the process as difcult and
cumbersome. The number of vacancies declared are few and hence the
competition is really tough so it is viewed as poor.
b) Promotion for seniors Table No.5.6.2:
No. of
respondents
Response
Weight
Excellent 15 75
Good 9 36
Fan- 32 96
Poor 4 8
Very poor 10 10
Total 70 225
Opinion Score: 3.21.
This is fair provision.
By virtue of seniority and experience, company favours them for
promotion. This is an efort to retain the best employees within the
company by giving them promotion and using their service &
capabilities for the growth of company.
c) Pay rise linked to promotion Table
No.5.6.3:
No. of
respondents
Response
Weight
Excellent 6 30
Good
9
36
Fan- 12 36
Poor 28 56
Very poor 15 15
Total 70 173
Opinion Score :2.47.
This is poor provision.
The pay rise linked to promotion is very meagre hence the
motivation for promotion for fnancial gains is poor.
d. Hike in Fringe benefts Table No.5.6.4:
No. of respondents Response
Weight
Excellent
7
35
Good
9
36
Fair 14 42
Poor 26 52
Very poor 14 14
Total
70 179
Opinion Score: 2.56.
This provision is considered to be poor.
The company ofers very less fringe benefts on promotion hence
the employees are not satisfed with this. So the employees are not
enthusiastic in taking promotion.
VII. RETIREMENT a) Pension beneft Table No.5.7.1:
No. of respondents Response
Weight
Excellent 38 190
Good 22 88
Fair 8 24
Poor 2 4
Very poor 0 0
Total 70 306
Opinion Score: 4.37.
This is an excellent beneft.
Pension beneft is one of the most sought after beneft in a secured
job. Hence the presence of pension beneft itself makes the employees
happy and assured of a secured retired life. This improves the loyalty of
employees even after retirement.
b) Gratuity Beneft Table No.5.7.2:
No. of
respondents
Response
Weight
Excellent
32
160
Good 19 76
Fair 15 45
Poor 4 8
Very poor 0 0
Total
70
289
Opinion Score: 4.13.
This is a good provision.
Like pension, Gratuity beneft is one of the most sought for beneft
in a secured job. Employees feel rest assured if employed in a Co. with
this beneft. This increases the loyalty of employees towards the
company.
c) PF Beneft Table No.5.7.3:
No. of
respondents
Response
Weight
Excellent
22
110
Good 19 76
Fair 18 54
Poor 7 14
Very poor 4 4
Total
70
258
Opinion Score: 3.69
This provision is considered to be a good one.
Pf beneft is a scheme whereby the amount deposited into the fund
is refunded to employee on his/her retirement. It is a source of savings.
The existence of this beneft is favoured by any employee. It means
company is interested in welfare of employee.
d) Medical Beneft for retired employees Table No.5.7.4:
No. of
respondents
Response
Weight
Excellent 18 90
Good 15 60
Fan- 17 51
Poor 18 36
Very poor
2 2
Total 70
239
Opinion Score: 3.41
This is a good provision.
By virtue of this scheme, company takes care of the medical needs
of employees even after their retirement. Hence employees live their rest
of their life with gratitude for the company.
VIII. WELFARE MEASURE
a) Recruitment an Compassionate ground
Table No.5.8.1:
No. of
Respondents
Response
Weight
Excellent 8 40
Good 16 64
Fair 39 117
Poor 5 10
Very Poor
2 2
70 233
Opinion Score: 3.33.
This is a fair beneft.
By this scheme, the company takes care of the family of the
deceased employee by providing a suitable employment. This is viewed
as a fair provision.
b) Newspaper on magazine provision Table
No.5.8.2:
No. of
Respondents
Response
Weight
Excellent 32 160
Good 12 48
Fair 18 54
Poor 3 6
Very Poor 5 5
Total 70 273
Opinion Score: 3.9.3
This is a good provision.
The provision of magazines and newspapers helps the employees
refresh themselves and update their overall knowledge. Refreshing helps
the employees improve their work output which benefts the company.
c) The Recreation Room Table No.5.8.3:
No. of
Respondents
Response
Weight
Excellent 0 0
Good 6 24
Fan- 4 12
Poor 31 62
Very Poor 29 29
Total 70 127
Opinion Score: 1.81.
The provision is considered a poor one.
The presence of recreation room helps employees to relax after
ofce hours or during lunch recess. The absence of their facility will
have negative impact on the employees. Employees will be induced to
leave ofce immediately after ofce hours. The facility is not available in
the ofce under survey and hence it is viewed as poor.
d) Canteen facilities Table No.5.8.4:
No. of
Respondents
Response
Weight
Excellent 4 20
Good 3 12
Fair 7 21
Poor 27 54
Very Poor 29 29
Total
70
136
Opinion Score: 1.94
This is a poor provision.
The company by providing canteen facilities makes it easier for the
employees to have lunch and Tifn in ofce at reduced rates. However
the facility is not in existence in the ofce under survey. Hence it is
viewed as poor.
e) Organizing Seminars / Workshops Table No.5.8.5:
No. of
Respondents
Response
Weight
Excellent 18 90
Good 22 88
Fair 18 54
Poor 6 12
Very Poor 6 6
70 250
Opinion Score: 3.57
This is a good provision.
Companies organize such workshops and seminars to renovate the
employees and refresh them thus helping them update their knowledge
of the latest developments. This helps the company to get the maximum
from the quality employees.
IX. GENERAL HOUSE KEEPING & MAINTENANCE a)
Seating arrangement Table No.5.9.1:
No. of
Respondent
Response
Weight
Excellent 33 165
Good 18 72
Fair 12 36
Poor
4
8
Very poor 3 3
Total 70 284
Opinion Score: 4.06.
This is an excellent beneft.
For any good ofce, seating arrangements decides the climate of
organization. A neatly arranged ofce give a good impression, good
atmosphere and a healthy working mood. The arrangements of excellent
in the ofce under survey.
b) Lighting and Ventilation Table No.5.9.2:
No. of
Respondents
Response
Weight
Excellent 35 165
Good 19 76
Fair 16 48
Poor 0 0
Very poor
0 0
Total 70
289
Opinion Score: 4.25
This is an excellent beneft.
A well ventilated premises with good lighting is a must to create
good work atmosphere. It creates a positive impact on the mood &
physical output of employees. The same is excellent in the ofce under
survey.
c). Provision for Drinking Water Table No.5.9.3:
No. of
Respondents
Response
Weight
Excellent 44 220
Good 18 72
Fan- 8 24
Poor 0 0
Very poor 0 0
Total
70
316
Opinion Score: 4.51
This is an excellent provision.
Drinking Water presence is mandatory for any ofce. It satisfes the
minimum requirement as per rules & Regulations of any ofce. This
provision is excellent in the ofce under survey.
d). Rest Room Provision Table No.5.9.4:
No. of
Respondents
Response
Weight
Excellent 18 90
Good 12 48
Fan- 17 51
Poor 11 22
Very poor 12 12
Total
70
223
Opinion Score: 3.19
This provision is considered to be fair.
For any ofce, a separate Rest Room is a must. The presence of a
rest room helps the employees to relax if they are sick or require
privacy.
e) Separate Ladies Rest Room Table No.5.9.5
No. of
Respondents
Response
Weight
Excellent 0 0
Good 0 0
Fair 5 15
Poor 18 36
Very poor 47 47
Total 70 98
Opinion Score: 1.4
This is a very poor provision.
The presence of ladies rest room is of utmost importance especially
in a ofce where both gents & ladies work. But the provision seems to
be absent in the ofce under survey hence the employees have rated it
as poor.
f) Ofce Cleanliness Table No.5.9.6:
No. of
Respondents
Response
Weight
Excellent 28 140
Good 18 72
Fair 12 36
Poor 9 18
Very poor 3 3
Total
70
269
Opinion Score: 3.84
This is a good provision.
Clean surrounding is one of the most important element of any
good ofce. This ofce is maintained quite clean which adds to the
image of the company.
g) Interior decoration Table No.5.9.7:
No. of
Respondents
Response
Weight
Excellent 28 140
Good 12 48
Fair 13 39
Poor 9 18
Very poor
6 6
68 251
Non 2
Respondents
Total 70 251
Opinion Score: 3.59
This is a good provision.
As interior decoration adds to the looks and image of the ofce, it
should given top priority. The same is good in the ofce under the
survey.
X, OVERALL EFFECT OF WELFARE SCHEMES ON VARIOUS
ISSUES
Table No.5.10
Excell
ent
Goo
d
FairPoor
Very
Poor
Your Opinion
Regarding
Superior peer
relationship
28 18 1210 2
Extent to which
welfare schemes
afect the
efciency &
Performance of
employees
23 31 12 2 2
Extent to which
the Scheme
afects the morale
& Self Confdence
of employees
32 19 105 4
Extent to which
Schemes afect
std of living of
employees
30 20 105 5
Extent to which
schemes afect to
loyalty of
employees
18 22 205 5
Extent to which
schemes
guarantee
secured life to
employees
32 18 128 0
Analysis
The highest number (28) of employees feel that superior peer
relation
is excellent
The highest number of employees (31) that opine that the
schemes efect on the efciency and performance is good.
The highest number of employees (45%) feel that the efect of
schemes on morale and self confdence is excellent.
The highest number of employees, (30/70) opine that the efect of
schemes on the standard of living of employees is excellent.
The highest number of employees (22/70) feel that the schemes
efect on the loyalty of employees is good.
Majority (32) of the employees opine that the schemes guarantee
secured life.
Interpretation
The Welfare Schemes have a favourable impact in bringing about all
round development of individual and company as a whole.
CHAPTER&1 FINDINGS
Ranking the welfare benefts based on the OPINION SCALE
in increasing order.
SI.No. Welfare Benefts Opinion
Score
1. Higher Study Leave 1.36
2. Separate Ladies Rest-Room 1.40
3. Disturbance allowance 1.73
4. Conveyance Allowance 1.76
5. Recreation Room 1.81
6. Canteen facilities 1.94
7. Promotional Transfer 1.94
8. Compulsory Transfer 2.09
9. Graduation Allowance 2.14
10. City Compensatory Allowance 2.46
11. Promotion for Youngsters 2.46
12. Payrise link to promotion 2.47
13. Hindi Exam Allowance 2.49
14. Hike in fringe beneft 2.56
15. Leased accommodations 2.66
16. Request Transfer 2.83
17. Insurance Exam 2.83
18. Rest Room 3.19
19. Promotion for Senior 3.21
20. Late permission 3.30
21. Housing Loan 3.33
22. Recruitment on compassionate
Grounds
3.33
23. Thrift and Welfare Society Loan 3.36
24. Maternity Leave 3.38
25. Medical Beneft for Retired
employees
3.41
26. Organizing Seminar or workshop 3.57
27. Lumpsum Medical beneft 3.58
28. Interior Decoration 3.59
29. Exgratia Reimbursement of Medical 3.60
Expenses
30. PF Beneft 3.69
31. Transfer Grant Provision 3.76
32. Group Mediclaim 3.79
33. Medical beneft for Employees
Meeting with accident while on
duty
3.79
34. Adequacy of leave 3.82
35. Ofce Cleanliness 3.84
36. Newspaper / Magazine provision 3.90
37. Seating arrangement 4.06
38. Gratuity beneft 4.13
39. Leave Travel Concession 4.21
40. PFLoan 4.21
41. Lighting and Ventilation 4.25
42. Five day week 4.26
43. Drought / Flood Advance 4.28
44. Pension Beneft 4.37
45. Festival Advance 4.41
46. Drinking water 4.51
47. Leave Encashment 4.76
48. Vehicle Loan 4.79
ANALYSIS
1) Very poor benefts (1 to 4)
The employees have opined that higher study leave, separate ladies
rest room, disturbance allowance and conveyance allowance are very
poor benefts. Higher studies leave is availed by very few employees.
Separate ladies rest room is absent in the ofce under survey.
Disturbance and conveyance allowance being nominal are considered
very poor benefts. They may be revised and improved upon to make
them favourable.
2) Poor Benefts (5 to 14)
Recreation room, canteen facilities, promotional transfer,
compulsory transfer, graduation allowance, CCA, promotion for
youngsters, pay rise and fringe benefts linked to promotion and Hindi
Exam allowance are viewed as poor benefts. Recreation room and
canteen facilities are absent in the ofce under survey. Promotion
process involves examinations and interview and disturbance from the
work place without much pay rise and hike in fringe benefts and hence
regarded poor benefts. CCA and graduation allowance are nominal and
hence viewed poor. Any transfer whether promotional or compulsory is
viewed with discontent. These may be reviewed.
3) Fair benefts (15 to 24)
Leased Accommodation, Request transfer, insurance exam
allowance, Rest room, Promotion for seniors, late permission, housing
loan, compassionate recruitment, society loan and ML are opined to be
fair benefts. Slight improvements will make them very good benefts.
4) Good benefts (25 to 38)
Employees have opined that medical beneft for retired employees,
organizing seminars, lumpsum medical beneft, interior decoration,
exgratia reimbursement of medical expense, PF, transfer grant, group
medicain, medical beneft employees meeting with accident while on
duty, leave adequacy, ofce cleanliness, newspapers or magazine
provisions, seating arrangements and gratuity benefts are good
benefts ofered by the company which induce them to stay with the
company.
5) Excellent Benefts (39 to 48)
As per the employees the excellent benefts ofered by the company
are LTC, PF Loan, Lighting and ventilation, 5 day week, drought / food
advance, pension beneft, drinking water, leave encashment and vehicle
loan.
Scale of Factor Weightage Allocation
< 10 Promotion, Pay rise and hike in fringe benefts
< 9 Loans and Advances
< 8 Medical Benefts
< 7 Leave Benefts
< 6 Retirement Benefts and compassionate appointment
< 5 Transfer, leased accommodation and disturbance allowance
< 4 Allowances
< 3 Organizing Seminars / Workshops
< 2 Newspapers, canteen, recreation, rest room
< 1 General House keeping, Lighting & Ventilation, Drinking water,
Cleanliness, Interior Decoration.
Lst of We-fare Be!efts Based o! t2e O(!o! S+ore as ,e-- as o3era-- fa+tor ,e$2ta$e
Ta)-e No.4.556
SI.
No
.
List of Welfare Benefts
Opinion
Score
Factor
Weight
Overall
Factor
Weightage
1.Adequacy of Leave 3.82 7 26.74
2.5 Day week 4.26 7 29.82
3.Late permission 3.3 7 23.10
4.Higher Study leave 1.36 7 9.52
5.Maternity Leave 3.38 7 23.66
6.Leave Encashment 4.76 7 33.32
7.Leave Travel Concession 4.21 7 29.47
8.Drought / Flood Advance 4.28 9 38.52
9.Festival Advance 4.41 9 39.69
10.Housing Loan 3.33 9 29.97
11.Vehicle Loan 4.79 9 43.11
12.PFLoan 4.21 9 37.89
13.Thrift & Welfare Society Loan 3.36 9 30.24
14.Lumpsum Medical Beneft 3.58 8 28.64
15.Group Mediclaim 3.79 8 30.32
16.Employees Meeting with
Accident while on duty
3.79 8 30.32
17.Exgratia reimbursement of
medical expenses
3.6 8 28.8
18.Conveyance Allowance 1.76 4 7.04
19.Graduation Allowance 2.14 4 8.56
20.City Compensatory Allowance2.46 4 9.84
21.Hindi Exam Allowance 2.49 4 9.96
22.Insurance Exam Allowance 2.83 4 11.32
23.Promotional Transfer 1.94 5 9.70
24.Request Transfer 2.83 5 14.15
25.Compulsory Transfer 2.09 5 10.45
26.Transfer Grant provision 3.76 5 18.80
27.Leased Accommodation 2.66 5 13.30
28.Disturbance Allowance 1.73 5 8.65
29.Promotion for Youngsters 2.46 10 24.6
30.Promotion for Seniors 3.21 10 32.1
31.Pay rise linked to promotion 2.47 10 24.7
32.Hike in fringe benefts due to 2.56 10 25.6
promotion
33.Pension Beneft 4.37 6 26.22
34.Gratuity Beneft 4.13 6 24.78
35.PF Beneft 3.69 6 22.14
36.Medical Beneft for Retired
Employees
3.41 6 20.46
37.Recruitment on
compassionate ground
3.33 6 19.98
38.News paper / Magazine 3.9 2 7.8
39.Recreation 1.81 2 3.62
40.Canteen facilities 1.94 2 3.88
41.Organizing Seminar /
Workshop
3.57 3 10.71
42.Seating arrangements 4.06 1 4.06
43.Lighting and Ventilation 4.25 1 4.25
44.Drinking Water 4.51 1 4.51
45.Rest Room 3.19 1 3.19
46.Separate Ladies Rest Room 1.4 1 1.4
47.Ofce cleanliness 3.84 1 3.84
48.Interior Decoration 3.59 1 3.59
Grouping of Factors on the basis of allotted factor weights in
increasing orders
Factor Factor Overall Factor
Weight Weightage
1. Separate Ladies Rest room 1.4
Rest Room 3.19
Interior Decoration 3.59
Ofce Cleanlines 3.84
Seating Arragements 4.06
Lighting and Ventilation 4.25
Drinking water 4.51
Graph.l: The above Factors carry the least factor weight. They
are the least attractive factors.
Factor Factors Overall Factor
Weight Weightage
2. Recreation Room 3.62
Canteen Facilities 3.88
Newspaper / Magazine 7.80
Graph Showing with weight 2
Recreation Canteen facilities Newpaper / Magzine
Factors
Graph.2: These Factors are allotted weight 2 as it acquires more
importance than factors with weight (1)
Factor Factors Overall Factor
Weight Weightage
3. Organizing Seminars and Workshops 10.71
This Factor relating to workshop / seminars is rated next by
allotting a weight 3
Factor Factors Overall Factor
Weight Weightage
4. Conveyance Allowance 7.04
Graduation Allowance 8.56
City Compensatory Allowance 9.84
Hindi Exam Allowance 9.96
Insurance Exam Allowance 11.32
Graph Showing factors with weight4
Factors
#ra(2.'6 A--o,a!+es )e!$ t2e !e7t "(orta!t fa+tor are a--otted ,e$2t 0
Factor Factors Overall Factor
Weight Weightage
5. Disturbance Allowance 8.65
Promotional Transfer 9.70
Compulsory Transfer 10.45
Leased Accommodation 13.30
Request Transfer 14.15
Transfer Grant Provision 18.80
Graph.4: These factors pertaining to transfer occupies next place
of importance and hence wight of 5 is allotted
Factor Factors
Overall Factor
Weight Weightage
6. Recrutment on compassionat ground 19.98
Medical Beneft for Retired Employees 20.46
PF Beneft 22.14
Gratuity Beneft 24.78
Pension Beneft 26.22
#he =raph shewing factors with
weight 5
17%35
17%61
14%5
3
22%2
1
9igher Study >ate &aternity )de?uacy of >ea!e #ra!el
(i!e Day >ea!e >ea!e $ermission Rate >ea!e
*oncession @eek Encashment
Factor Factors Overall Factor
Weight Weightage
7. Higher Study Level 9.52
Late Permission 23.1
Maternity Rate 23.66
Adequacy of Leave 26.74
Leave Travel Concession 29.47
Five Day Week 29.82
Leave Encashment 33.32
Graph.6: Leave related factors occupy higher position with weight 7
Factor Factors Overall Factor
Weight Weightage
8. Lumpsum medical beneft 28.64
Excretion of Reimbursement of medical 28.8
expense
Group Mediclain 30.32
Employees meeting with accident while 30.32
on duty
Factor Factors Overall Factor
Weight Weightage
9. Housing Loan 29.97
Thrift and Welfare Society Lan 30.24
PF Loan 37.89
Drought/Flood Advance 38.52
Festival Advance 39.69
Vehicle Loan 43.11
Factor Factors Overall Factor
Weight Weightage
10. Promotion for Youngster 24.60
Pay rise Linked for promotion 24.70
Hike in fringe benefts 25.60
Promotion for seniors 32.10
Findings Based on Overall Factor Weightage
Degree of favorableness and attraction analysed based on the
following scale.
Overall Factor Degree of Favourableness
Weightage and Importance
1-10 Normal Beneft
10.1-20 Fair Beneft
20.1-30 Good Beneft
30.1-40 Excellent Beneft
40.1-50 Outstanding Beneft
1. Normal Benefts
Normal Benefts Overall Factor
Weightage (1 -10)
Separate Ladies Rest - Room 1.4
Rest - Room 3.19
Interior Decoration 3.59
Recreation Room 3.62
Ofce Cleanliness 3.84
Canteen Facilities 3.88
Seating Arrangements 4.06
Lighting and Ventilation 4.25
Drinking Water 4.51
Conveyance Allowance 7.04
Newspaper / Magazine Provision 7.8
Graduation Allowance 8.56
Disturbance Allowance 8.65
Higher Study Leave 9.52
Promotional Transfer 9.7
City Compensatory 9.84
Hindi Exam Allowance 9.96
The above benefts are the least favourable / attractive and
hence considered to be normal benefts.
2. Fair Benefts
Fair Benefts Overall Factor
Weightage 10.1 - 20
Compulsory Transfer 10.45
Organizing Seminar / Workshop 10.71
Insurance Exam 11.33
Leased Accommodation 13.30
Request Transfer 14.15
Transfer Grant Provision 18.80
Recruitment on Compassionate
Grounds
19.98
3. Good Benefts
Good Benefts
Overall Factor
Weightage 20.1 - 30
Medical Beneft for Retired Employees 20.46
PF Beneft 22.14
Late Permission 23.10
Maternity Late 23.66
Promotion for Youngstars 24.60
Pay rise linked to promotion 24.70
Gratuity Beneft 24.78
Hike in fringe benefts 25.60
Pension Beneft 26.22
Adequacy of Leave 26.74
Lumpsum medical beneft 28.64
Exgratia Reimbursement of medical
expenses
28.8
Leave Travel Concession 29.47
Five day week 29.82
Housing Loan 29.97
The above benefts are good benefts.
4. Excellent Benefts
Excellent Benefts
Overall Factor
Weightage (30.1-
40)
Thrift and Welfare Society Loan 30.24
Group Mediclain 30.32
Employees Meeting with
accident while on duty
30.32
Promotion for seniors 32.10
Leave Encashment 33.32
PFLoan 37.89
Drought / Flood Advance 38.52
Festival Advance 39.69
The above are the excellent benefts ofered by the company.
5. Outstanding Benefts
Outstanding Benefts
Overall Factor
Weightage (40.1
and above)
Vehicle Loan 43.11
This is the outstanding beneft availed by all class of employees
Hence the various factors have been assessed frst based upon the
opinion score. The employees have opined that LTC, PF Loan, Lighting
and ventilation, Five day week, drought / food advance, pension
beneft, drinking water, leave encashment and vehicle loan are excellent
benefts while higher study leave, separate ladies rest room, disturbance
and conveyance allowance are very poor benefts which require
improvements.
Further the various factors have been allotted weights to make the
results more representative. The overall factor weightage arrived at thus
has been analysed based on degree of favourableness and Importance.
Vehicle loan has proved to be outstanding beneft.
CHAPTER&8 SUGGESTIONS
< Absence of separate ladies rest room is a cause of anxiety for female
employees. The same may be provided where female employees are
working.
< Separate Rest room should be made available to enable employees to
relax during lunch recess or when sick.
< Recreation room and canteen facilities may be provided to motivate
employees.
< Disturbance allowance of Rs.400/- per month to the employees
transferred is viewed as meagre and hence may be revised to
Rs.1,000/-
< Higher study leave is not availed by many. Hence employees may be
encourage to utilize this facility.
> Promotional transfer is a disgusting factor. Promotion with retentions
may be considered.
< The amount pertaining to Hindi exam allowance and city
compensatory allowance may be revised for better satisfaction of the
employees.
< Compulsory transfer is a cause of frustration to employees and hence
may be reviewed seriously.
< The insurance exam allowance may be hiked.
< request transfer may be considered and granted at the earliest.
< Pay rise linked to promotion is viewed inadequate and hence this may
be focused at the time of wage revision.
< Hike in fringe benefts on promotion may be considered to boost the
employees.
< Though thrift and welfare society loans are excellent benefts, they
carry exorbitant rates of interest and so the interest rates may be
reduced.
< A thorough study pertaining to housing loan provision as against the
present cost of construction may be made to review the housing loan
structure to make it an attractive beneft.
CONCLUSIONS
The company is one of the leading public sector General
Insurance companies. After the entry of private insurers, the company
has introduced various reforms both technological and structural at all
levels to withstand the competition and threat. They have successfully
struggled to hold their fag high. As for any company's success a
motivated strong satisfed work force is a predominant requirement, the
company may make suitable modifcations in certain areas which are
sources of grievance of employees. Apart from the few lacunae which
can be easily solved by management, organization is well established
and has full potential to continue to be a leading public sector unit.
A STUDY OF WELFARE MEASURES IN UNITED INDIA INSURANCE CO.
LTD.,
9UESTIONNAIRE
Name : Age : Sex(M/F)
(If you choose)
Qualifcation : Designation : Department
Welfare Measures
Your Opinion on the measures
Excellent Good Fair Poor Very
Poor
5 4 3 2 1
I. LEAVE FACILITIES
1. Adequacy of leave
2. Five day week
3. Provision for late
permission
4. Leave to pursue higher
studies
5. Maternity Leave Beneft
6. Leave Encashment
II. LOANS / ADVANCES
7. Flood / Drought Advance
8. Festival Advance
9. Housing Loan
10. Vehicle Loan
11. PFLoan
12. Thrift & Welfare Society
loan
Welfare Measures
Your Opinion on the
measures Excellent
Good Fair Poor Very Poor
5 4 3 2 1
III. MEDICAL BENEFITS
13. Lumpsum Medical Beneft
14. Group Mediclaim
15. Beneft to employees meeting with
accident while on duty.
16. Exgratia reimbursement of medical
expenses for high cost / protracted
treatment.
IV. ALLOWANCES
17. Conveyance Allowance
18. Graduation Allowance
19. City compensatory Allowance
20. Hindi Exam Allowance
21. Allowance for Passing Insc. Exam
V. TRANSFER
22. Promotional Tr. Policy
23. Consideration of Request Transfer
24. Compulsory Transfer
25. Transfer Grant Provision
26. Leased Accommodation
27. Disturbance Allowance to
Transferred employees.
Welfare Measures
Your Opinion on the measures
Excellent Good Fair Poor
Very Poor
5 4 3 2 1
VI. PROMOTION
28. Promotion for Youngsters
29. Promotion for seniors
30. Pay rise linked to promotion
31. Hike in fringe beneftion
promotion
VII. Retirement
32. Pension Beneft
33. Gratuity Beneft
34. PF Beneft
3 5. Medical Beneft for retired
employees other
VIII. Welfare measures
36. Recruitment on
compassionate ground
37. Newspaper or magazine
provision
38. Recreation Room
39. Canteen facilities.
40. Organising Seminar /
Workshop
IX. GENERAL HOUSE KEEPING &
MAINTENANCE
41. Seating arrangement
42. Lighting & Ventilation
43. Drinking water provision
Welfare Measures
Your Opinion on the
measures Excellent
Good Fair Poor Very Poor
5 4 3 2 1
44. Rest Room facility
45. Separate ladies Room facility
46. Ofce Cleanliness
47. Interior Decoration
X. OVERALL EFFECT OF
WELFARE MEASURES ON
VARIOUS ISSUES
a. Opinion regarding superior peer
relationship.
b. Extent to which the scheme
efect the efciency &
Performance of employees.
c. Extent to which the
schemes afect morale & Self
confdence of employees.
d. Extent of which schemes efect
standard of living of employees
e. Extent to which schemes afect
loyalty of employees
f. Extent to which schemes
guarantee Secured life to
employees.
S$!ature of e"(-o*ee .If *ou +2oose/
BIBLIOGRAPHY
1.Dr. C.B. Mamoria, S.V.Sankar, Personnel managements,
Himalaya a publishing House, Mumbai, 21
st
Edition, 2001.
2.Aran Morappa, Mrza. S.Saryadain, Welfare and Creating
conditions. Personnel Management, Tata MC Graw Hill, New
Delhi, 1996, 2
nd
edition.
3.Human Resource & Personnel mgf, K.Aswathappa.
4.Annual Report of United India Insurance Company Limited.
5.Personnel Manual of United India Insurance Company Limited.
6.Website: www.uiic.coin, www.google.com