I Want to know about employee welfare, what is mean employee welfare, what type of activities of employee welfare,
From India, Hyderabad
1From India, Hyderabad
Dear Latha,
As per Factories ACt :--
Organization should provide
1. Canteen 2. Rest rooms 3. Creches 4. Uniform etc.
Below mentioned are additional based on organization interest:--
1. Housing 2. Education Loan 3. Child welfare 4. Leave travel facilities, 5. Interest free loans etc..
Regards
Narayan
From India, Hyderabad
As per Factories ACt :--
Organization should provide
1. Canteen 2. Rest rooms 3. Creches 4. Uniform etc.
Below mentioned are additional based on organization interest:--
1. Housing 2. Education Loan 3. Child welfare 4. Leave travel facilities, 5. Interest free loans etc..
Regards
Narayan
From India, Hyderabad
Employees welfare is dependent on certain basic principles. The following are the principles on which successful implementation of welfare programmes depends :
1.Adequacy of Wages
Employees welfare measures cannot be a substitute for wages. Workers have a right to adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring about a sense of commitment on the part of workers. A combination of social welfare, emotional welfare and economic welfare together would achieve good results.
2.Social Liability of Industry:
Industry, according to this principle, has an obligation or duty towards its employees to look after their welfare. The constitution of India also emphasizes this aspect of Employees welfare.
3.Impact on Efficiency:
This plays an important role in welfare services, and is based on the relationship between welfare and efficiency, though it is difficult to measure this relationship. Programmes for housing, education and training, the provision of balanced diet and family planning measures are some of the important programmes of Employees welfare which increases the efficiency of the workers, especially in underdeveloped or developing countries.
4.Increase in Personality:
The development of the human personality is given here as the goal of industrial welfare which, according to this principle, should counteract the baneful effects of the industrial system. Therefore, it is necessary to implement Employees welfare services. Both inside and outside the factory, that is, provide intra-mural and extra-mural Employees welfare services.
5.Totality of Welfare:
This emphasizes that the concept of Employees welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of Employees welfare programme will never really get off the ground.
6.Co-ordination or Integration:
This plays an important role in the success of welfare services. From this angle, a co-ordinated approach will promote a healthy development of the worker in his work, home and community. This is essential for the sake of harmony and continuity in Employees welfare services.
7.Democratic Values:
The co-operation of the worker is the basis of this principle. Consultation with, and the agreement of workers in, the formulation and implementation of Employees welfare services are very necessary for their success. This principle is based on the assumption that the worker is "a mature and rational individual." Industrial democracy is the driving force here. Workers also develop a sense of pride when they are made to feel that Employees welfare programmes are created by them and for them.
8.Responsibility:
This recognizes the fact that both employers and workers are responsible for Employees welfare. Trade unions, too, are involved in these programmes in healthy manner, for basically Employees welfare belongs to the domain of trade union activity. Further, when responsibility is shared by different groups, Employees welfare work becomes simpler and easier.
9.Accountability:
This may also be called the Principle of Evaluation. Here, one responsible person gives an assessment or evaluation of existing welfare services on a periodical basis to a higher authority. This is very necessary, for then one can judge and analyze the success of Employees welfare programmes.
10.Timely:
The timeliness of any service helps in its success. To identify the Employees problem and to discover what kind of help is necessary to solve it and when to provide this help are all very necessary in planning Employees welfare programmes. Timely action in the proper direction is essential in any kind of social work.
From India, Nagercoil
1.Adequacy of Wages
Employees welfare measures cannot be a substitute for wages. Workers have a right to adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring about a sense of commitment on the part of workers. A combination of social welfare, emotional welfare and economic welfare together would achieve good results.
2.Social Liability of Industry:
Industry, according to this principle, has an obligation or duty towards its employees to look after their welfare. The constitution of India also emphasizes this aspect of Employees welfare.
3.Impact on Efficiency:
This plays an important role in welfare services, and is based on the relationship between welfare and efficiency, though it is difficult to measure this relationship. Programmes for housing, education and training, the provision of balanced diet and family planning measures are some of the important programmes of Employees welfare which increases the efficiency of the workers, especially in underdeveloped or developing countries.
4.Increase in Personality:
The development of the human personality is given here as the goal of industrial welfare which, according to this principle, should counteract the baneful effects of the industrial system. Therefore, it is necessary to implement Employees welfare services. Both inside and outside the factory, that is, provide intra-mural and extra-mural Employees welfare services.
5.Totality of Welfare:
This emphasizes that the concept of Employees welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of Employees welfare programme will never really get off the ground.
6.Co-ordination or Integration:
This plays an important role in the success of welfare services. From this angle, a co-ordinated approach will promote a healthy development of the worker in his work, home and community. This is essential for the sake of harmony and continuity in Employees welfare services.
7.Democratic Values:
The co-operation of the worker is the basis of this principle. Consultation with, and the agreement of workers in, the formulation and implementation of Employees welfare services are very necessary for their success. This principle is based on the assumption that the worker is "a mature and rational individual." Industrial democracy is the driving force here. Workers also develop a sense of pride when they are made to feel that Employees welfare programmes are created by them and for them.
8.Responsibility:
This recognizes the fact that both employers and workers are responsible for Employees welfare. Trade unions, too, are involved in these programmes in healthy manner, for basically Employees welfare belongs to the domain of trade union activity. Further, when responsibility is shared by different groups, Employees welfare work becomes simpler and easier.
9.Accountability:
This may also be called the Principle of Evaluation. Here, one responsible person gives an assessment or evaluation of existing welfare services on a periodical basis to a higher authority. This is very necessary, for then one can judge and analyze the success of Employees welfare programmes.
10.Timely:
The timeliness of any service helps in its success. To identify the Employees problem and to discover what kind of help is necessary to solve it and when to provide this help are all very necessary in planning Employees welfare programmes. Timely action in the proper direction is essential in any kind of social work.
From India, Nagercoil
Please find enclosed herewith the statutory welfare schemes and Non -Statutory welfare schemes for the welfare of the employees . Regards, Lakshmi Narayanan P Deputy Manager(HR)
From India, Nagercoil
From India, Nagercoil
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Employee welfare questionnaire.d oc