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MNREGA

2.3
based on 31 Reviews

Working at MNREGA

Company Summary

MNREGA is dedicated to enhancing rural development by increasing livelihood opportunities and implementing social welfare programs aimed at alleviating poverty in rural India.

Overall Rating

2.3/5
based on 31 reviews
highly rated categories
43% below
industry average
highly rated categories
Critically rated for

Work satisfaction, Promotions, Job security

Work Policy
Monday to Saturday
Monday to Saturday
96% employees reported
Flexible timing
Flexible timing
64% employees reported
Within city
Within city
52% employees reported
Day shift
Day shift
100% employees reported
View detailed work policy
Top Employees Benefits
Job/Soft skill training
Job/Soft skill training
2 employees reported
Professional degree assistance
Professional degree assistance
1 employee reported
Health insurance
Health insurance
1 employee reported
View detailed benefits

About MNREGA

Founded in2005 (20 yrs old)
India Employee Count5k-10k
Global Employee Count1 Lakh+
India HeadquartersNew Delhi, India
Office Locations
--
Websitenrega.nic.in
Primary Industry
Other Industries
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Being the nodal Ministry for most of the development and welfare activities in the rural areas, the Ministry of Rural Development plays a pivotal role in the overall development strategy of the country. The vision and mission of the Ministry is sustainable and inclusive growth of rural India through a multipronged strategy for eradication of poverty by increasing livelihoods opportunities, providing social safety net and developing infrastructure for growth. This is expected to improve quality of life in rural India and to correct the developmental imbalances, aiming in the process, to reach out to most disadvantaged sections of the society. The Ministry of Rural Development consists of two Departments, viz., -Department of Rural Development, -Department of Land Resources. Broadly, the aims of the Ministry of Rural Development are: -Providing livelihood opportunities to those in need including women and other vulnerable sections with focus on Below Poverty Line (BPL) households. -Providing for the enhancement of livelihood security of households in rural areas by providing at least 100 days of guaranteed wage employment in every financial year to every household demanding it. -Provision of all weather rural connectivity to unconnected rural habitations and upgradation of existing roads to provide market access. -Providing basic housing and homestead to BPL household in rural areas. -Providing social assistance to the elderly, widow and disabled persons. -Providing urban amenities in rural areas for improvement of quality of rural life. -Capacity development and training of rural development functionaries. -Promoting involvement of voluntary agencies and individuals for rural development. -Restoring lost or depleted productivity of the land. This is done through watershed development programmes and initiating effective land reform measures for providing land to the landless rural poor. Rural development implies both the economic betterment of people as well as greater social transformation. Increased participation of people in the rural development programmes, decentralization of planning, better enforcement of land reforms and greater access to credit are envisaged for providing the rural people with better prospects. Initially, main thrust for development was laid on agriculture, industry, communication, education, health and allied sectors. Later on, realizing that accelerated development can be provided only if governmental efforts are adequately supplemented by direct and indirect involvement of people at the grass root level, the thrust shifted. Accordingly, on 31st March 1952, an organization known as Community Projects Administration was set up under the Planning Commission to administer the programmes relating to community development. The community development programme, inaugurated on October 2, 1952, was an important landmark in the history of the rural development. This programme underwent many changes and was handled by different Ministries. In October 1974, the Department of Rural Development came into existence as a part of Ministry of Food and Agriculture. On 18th August 1979, the Department of Rural Development was elevated to the status of a new Ministry of Rural Reconstruction. It was renamed as Ministry of Rural Development on 23rd January 1982. In January 1985, the Ministry of Rural Development was again converted into a Department under the Ministry of Agriculture and Rural Development which was later rechristened as Ministry of Agriculture in September 1985. On July 5, 1991 the Department was upgraded as Ministry of Rural Development. Another Department viz. Department of Wasteland Development was created under this Ministry on 2nd July 1992. In March 1995, the Ministry was renamed as the Ministry of Rural Areas and Employment with three departments namely Department of Rural Employment and Poverty Alleviation, Rural Development and Wasteland Development. Again, in 1999 Ministry of Rural Areas and Employment was renamed as Ministry of Rural Development. This Ministry has been acting as a catalyst effecting the change in rural areas through the implementation of wide spectrum of programmes which are aimed at poverty alleviation, employment generation, infrastructure development and social security. Over the years, with the experience gained, in the implementation of the programmes and in response to the felt needs of the poor, several programmes have been modified and new programmes have been introduced. The Ministry's main objective is to alleviate rural poverty and ensure improved quality of life for the rural population especially those below the poverty line. These objectives are achieved through formulation, development and implementation of programmes relating to various spheres of rural life and activities, from income generation to environmental replenishment. In order to ensure that the fruits of economic reform are shared by all sections of societies five elements of social and economic infrastructure, critical to the quality of life in rural areas, were identified. These are health, education, drinking water, housing and roads. To impart greater momentum to the efforts in these sectors the Government launched the Pradhan Mantri Gramdoya Yojana (PMGY) and the Ministry of Rural Development was entrusted with the responsibility of implementing drinking water, housing and rural roads component of PMGY. During the Ninth Plan period, several anti-poverty Programmes have been restructured to enhance the efficiency of the Programmes for providing increased benefits to the rural poor. Self Employment Programmes were revamped by merging the Integrated Rural Development Programme (IRDP), the Development of Women and Children in Rural Areas (DWCRA), the Supply of Improved Tool-Kits to Rural Artisans (SITRA), the Training of Rural Youth for Self Employment (TRYSEM), the Ganga Kalyan Yojana (GKY) and the Million Wells Scheme (MWS) into a holistic self-employment scheme called Swarnjayanti Gram Swarozgar Yojana (SGSY). Keeping in view the needs and aspirations of the local people, Panchayati Raj Institutions(PRIs) have been involved in the programme implementation and these institutions constitute the core of decentralized development of planning and its implementation. The Ministry vigorously pursue with the State Governments for expeditious devolution of requisite administrative and financial powers to PRIs as envisaged under 73rd Amendment Act of the Constitution of India. On 25th December 2002, under Drinking Water Sector, a new initiative 'Swajal Dhara' empowering the Panchayats to formulate, implement, operate and maintain drinking water Projects was launched. In order to further involve PRIs in the development process, a new initiative 'Hariyali' was launched by Hon'ble Prime Minister on 27th January, 2003. Hariyali was launched to strengthen and involve Panchayati Raj Institutions in the implementation of watershed development programmes namely IWDP, DPAP and DDP. Realising that empowerment of rural women is crucial for the development of rural India, a women's component is introduced in the programmes for poverty alleviation to ensure flow of adequate funds to this section. The Constitutional Amendment (73rd), Act 1992 provides for reservation of selective posts for women. The Constitution has placed enormous responsibility on the Panchayats to formulate and execute various programmes of economic development and social justice, and a number of Centrally Sponsored Schemes are being implemented through Panchayats. Thus, women Members and Chairpersons of Panchayats, who are basically new entrants in Panchayats, have to acquire the required skill and be given appropriate orientation to assume their rightful roles as leaders and decision makers. Imparting training to elected representatives of PRIs is primarily the responsibility of the State Governments/Union territory Administrations. Ministry of Rural Development also extends some financial assistance to the States/UTs with a view to improve the quality of training programmes and to catalyze capacity building initiatives for the elected members and functionaries of PRIs. The Eleventh Plan saw injection of huge resources from the Union Budget to the rural and farm sector. This thrust formed the substance of the Bharat Nirman Programme. The Mahatma Gandhi National Rural Employment Guarantee Act has provided a major foundational support. Department of Drinking Water and Sanitation has been separated from the Ministry of Rural Development from 13th July, 2011 and renamed as Ministry of Drinking Water and Sanitation.
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MNREGA Ratings

based on 31 reviews

Overall Rating

2.3/5
How AmbitionBox ratings work?
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11
4
10
3
5
2
3
1
2

Category Ratings

2.3

Salary

2.3

Skill development

2.2

Work-life balance

2.1

Company culture

2.0

Job security

2.0

Promotions

1.9

Work satisfaction

MNREGA is rated 2.3 out of 5 stars on AmbitionBox, based on 31 company reviews.This rating reflects a below average employee experience, indicating poor satisfaction with the company’s work culture, benefits, and career growth opportunities. AmbitionBox gathers authentic employee reviews and ratings, making it a trusted platform for job seekers and employees in India.
Read more

MNREGA Reviews

Top mentions in MNREGA Reviews

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Overall Rating
2.3/5
based on 31 reviews
4.2/5
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Highly Rated for
No highly rated category
Skill development
Work satisfaction
Work-life balance
Company culture
Skill development
Work-life balance
Work-life balance
Critically Rated for
Work satisfaction
Job security
Promotions
Promotions
Job security
Promotions
Job security
Job security
Rating by Women Employees
4.0
Good
rated by 3 women
4.6
Excellent
rated by 6 women
4.0
Good
rated by 2 women
3.7
Good
rated by 6 women
Rating by Men Employees
2.0
Poor
rated by 22 men
4.1
Good
rated by 49 men
4.1
Good
rated by 13 men
4.2
Good
rated by 27 men
Job security
2.0
Poor
3.0
Average
3.3
Average
3.1
Average
View more

MNREGA Salaries

MNREGA salaries have received with an average score of 2.3 out of 5 by 31 employees.

Technical Assistant

(5 salaries)
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â‚ą1.4 L/yr - â‚ą3.6 L/yr

Junior Engineer Civil

(4 salaries)
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â‚ą2.2 L/yr - â‚ą3.8 L/yr

Additional Programme Officer

(3 salaries)
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â‚ą2.4 L/yr - â‚ą4.2 L/yr

Supervisor

(3 salaries)
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â‚ą1.2 L/yr - â‚ą1.8 L/yr

Accountant

(3 salaries)
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â‚ą3.8 L/yr - â‚ą4 L/yr

Computer Operator and Accounts Assistant

(3 salaries)
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â‚ą0.8 L/yr - â‚ą1.5 L/yr

Block Data Manager

(2 salaries)
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â‚ą1.3 L/yr - â‚ą1.6 L/yr

Computer Operator

(2 salaries)
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â‚ą1.4 L/yr - â‚ą2.6 L/yr

Field Assistant

(2 salaries)
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â‚ą0.5 L/yr - â‚ą1.2 L/yr

Data Entry Operator

(2 salaries)
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â‚ą2.9 L/yr - â‚ą3.7 L/yr

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MNREGA FAQs

When was MNREGA founded?
MNREGA was founded in 2005. The company has been operating for 20 years primarily in the Government sector.
Where is the MNREGA headquarters located?
MNREGA is headquartered in New Delhi.
How many employees does MNREGA have in India?
MNREGA currently has approximately 7,500+ employees in India.
Does MNREGA have good work-life balance?
MNREGA has a work-life balance rating of 2.2 out of 5 based on 30+ employee reviews on AmbitionBox. 32% employees rated MNREGA 3 or below for work-life balance. This rating reflects a negative sentiment among employees for work-life balance. We encourage you to read MNREGA reviews for more details
Is MNREGA good for career growth?
Career growth at MNREGA is rated as poor, with a promotions and appraisal rating of 2.0. 32% employees rated MNREGA 3 or below on promotions/appraisal. This rating reflects a negative sentiment among employees for career growth. We recommend reading MNREGA reviews for more detailed insights.
What are the cons of working in MNREGA?
Working at MNREGA does have some drawbacks that potential employees should consider. The company is poorly rated for work satisfaction, promotions / appraisal and job security, based on 30+ employee reviews on AmbitionBox.
MNREGA Overview
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