FIELD OF THE DISCLOSURE
The present invention generally relates to the field of data analysis and more
particularly to systems and methods for implementing a framework for efficient
5 calculations of fees/premium for RUC framework that helps healthy employment
systems in catering to all claims while keeping into account unforeseen and
unaccounted costs.
BACKGROUND
10
This section is intended to provide information relating to field of the disclosure
and thus any approach or functionality described below should not be assumed
to be qualified as prior art merely by its inclusion in this section.
15 Unemployment is one of the major problems for the economy of developing
countries. In the last few years, unemployment is not only an issue amongst the
unskilled class of people but is now also common amongst the skilled and
educated class of people. Amongst the skilled and educated class,
unemployment is due to various reasons. For instance, employees are
20 sometimes unable to fit into the work culture of an organization, and
consequently decide to quit. Similarly, organizations often have to lay off or let
go off employees due to performance issues, financial constraints, demand &
supply challenges, wrong on-boarding, skill mismatch, opportunity (New
Business New Customer or New Business Existing Customers) pipeline closure
25 challenges, existing project closure, excessive supply with respect to business
demand, etc. Mergers and acquisition is yet another common cause for lay-offs
since the newly formed organizations tend to optimize their operational costs
thereby resulting in reduction of workforce OR have redundant employees to
perform the same tasks. Further, restructuring events due to changes in the

3
industries and/or technologies also is a common cause for lay-offs. For instance,
the rise of the IT industry resulted in a significant amount of unemployment
initially, since many tasks that were previously done manually by employees
could be done by computers in a much faster and more efficient manner.
5
Unemployment due to lay-offs adversely impacts the employees since it
suddenly stops the cash flow for the employee and also puts a halt to other
benefits such as medical insurance, etc. Unemployment not only impacts the
employees but also negatively impacts the brand image of the organization. To
10 cater to this problem statement of unemployment, systems are being developed
that provide an effective solution for both the employee and the employer
organizations. Such systems assist employees to re-assess and improve their skill
set and thereafter to be placed or employed. However, there still exists a need in
the art for such healthy employment platform to have efficient cash-flow for RUC
15 framework implementation that are beneficial for the system administrators,
employers as well as employees, and most importantly it will also help build
country level economy healthier.
Therefore, in view of the existing limitations of healthy employment platform/s,
20 there is an imperative need to provide a solution to overcome the limitations of
prior existing solutions and to provide a more efficient method and system for
implementing re-skilling, up-skilling and cross skilling (RUC) fee calculation
framework.
25 SUMMARY
This section is provided to introduce certain objects and aspects of the present
disclosure in a simplified form that are further described below in the detailed
description. This summary is not intended to identify the key features or the

4
scope of the claimed subject matter.
In order to overcome at least a few problems associated with the known
solutions, an object of the present disclosure is to provide a novel method and
5 system for implementing re-skilling, up-skilling and cross skilling (RUC) fee
calculation framework. It is another object of the present disclosure to
implement a fee calculation framework for a healthy employment platform’s
RUC framework that helps in catering to all claims while keeping into account
unforeseen costs/expenses. One other object of the present disclosure is to
10 reduce overall employee layoffs for lack of job opportunities and create a more
secure work environment.
Also, one more object of the present invention is to provide appropriate skilled
resources to the corporate at just in time and manage the company’s bench
15 benefitting corporate and employees. It is another object of the present
disclosure to create a sound, WIN-WIN solution for both corporate and
employees in various aspects with respect to professional family bonding. It is
yet another object of the invention to implement a fee calculation framework for
RUC framework for efficient calculations of fee/premium to be paid by
20 employers/ organizations or any third party.
In order to achieve the afore-mentioned objectives, one aspect of the present
disclosure relates to a method for implementing re-skilling, up-skilling and cross
skilling (RUC) fee calculation framework. The method encompasses capturing, via
25 a data capturing unit, at least one historical data and at least one real time data
of one or more organizations. The method thereafter comprises analysing, via a
processing unit, at least one change in one or more trends based on the at least
one historical data and the at least one real-time data. Thereafter the method
encompasses assigning, via the processing unit, a value to each of the at least

5
one change in the one or more trends. The method further calculates via the
processing unit, a probability of one or more claims based on the value assigned
to each of the at least one change in the one or more trends and a total
employee package. The method then leads to predicting, via the processing unit,
5 at least one claim amount associated with at least one claim. Further the method
comprises determining, via the processing unit, at least one premium rate based
on the predicted at least one claim amount and the total employee package.
Another aspect of the present disclosure relates to a system for implementing
10 re-skilling, up-skilling and cross skilling (RUC) fee calculation framework. The
system comprises a data capturing unit, configured to capture, at least one
historical data and at least one real time data of one or more organizations.
Thereafter, the system comprises a processing unit, configured to analyze, at
least one change in one or more trends based on the at least one historical data
15 and the at least one real-time data. The processing unit is further configured to
assign, a value to each of the at least one change in the one or more trends.
Thereafter, the processing unit is configured to calculate, a probability of one or
more claims based on the value assigned to each of the at least one change in
the one or more trends and a total employee package. Further the processing
20 unit is configured to predict, at least one claim amount associated with at least
one claim. The processing unit thereafter configured to determine, at least one
premium rate based on the predicted at least one claim amount and the total
employee package.
25 BRIEF DESCRIPTION OF THE DRAWINGS
The accompanying drawings, which are incorporated herein, and constitute a
part of this disclosure, illustrate exemplary embodiments of the disclosed
methods and systems in which like reference numerals refer to the same parts

6
throughout the different drawings. Components in the drawings are not
necessarily to scale, emphasis instead being placed upon clearly illustrating the
principles of the present disclosure. Some drawings may indicate the
components using block diagrams and may not represent the internal circuitry of
5 each component. It will be appreciated by those skilled in the art that disclosure
of such drawings includes disclosure of electrical components, electronic
components or circuitry commonly used to implement such components.
FIG.1 illustrates a block diagram of the system [100], for implementing re-skilling,
10 up-skilling and cross skilling (RUC) fee calculation framework, in accordance with
exemplary embodiments of the present disclosure.
FIG.2 illustrates an exemplary method flow diagram [200], depicting method of
implementing re-skilling, up-skilling and cross skilling (RUC) fee calculation
15 framework, in accordance with exemplary embodiments of the present
disclosure.
The foregoing shall be more apparent from the following more detailed
description of the present disclosure.
20
DETAILED DESCRIPTION
In the following description, for the purposes of explanation, various specific
details are set forth in order to provide a thorough understanding of
25 embodiments of the present disclosure. It will be apparent, however, that
embodiments of the present disclosure may be practiced without these specific
details. Several features described hereafter can each be used independently of
one another or with any combination of other features. An individual feature
may not address all of the problems discussed above or might address only some

7
of the problems discussed above.
The present disclosure works in conjunction with a healthy employment
platform/system deploying a re-skilling, up-skilling and cross skilling (RUC)
5 mechanism. The present disclosure includes methods and systems for
implementing RUC fee/premium calculation framework to enable efficient
fee/premium calculation. Different employers or organizations tie up with or
deploy the healthy employment platforms/systems such that any employees of
such member organizations or corporates are never laid-off. The associated
10 employee receives benefits from the healthy employment platform/s. Further,
such benefits include not only income protection benefits but also other benefits
such as training & career counselling from the healthy employment platform for
re-skilling, up-skilling and cross-skilling of the employee.
15 The healthy employment platform in order to provide such benefits requires
maintaining source of cash-flow for RUC framework that is efficient for the
healthy employment platform services, as well as for the proper return on
investment of employer/organizations/corporates. UCSA’s (UCS Academy’s)
healthy employment platform implements a RUC framework in accordance with
20 the present invention to efficiently calculate the optimum amount of
fees/premium that may be charged from the
employer/organizations/corporates.
The RUC framework in accordance with the present invention creates enough
25 corpus as to help pay all claims with regards to income protection (IPB) + RUC
cost and cover admin and operational expense + cost of acquisition or
unforeseen/unaccounted expenses, if any.
As used herein, “premium” refers to a financial sum that is charged by the

8
healthy employment platform from each of its member organizations or any
other third party to be able to provide benefits to their employees in case of
bench movement to avoid lay-offs etc.
5 As used herein, a “processing unit” or “processor” includes one or more
processors, wherein processor refers to any logic circuitry for processing
instructions. A processor may be a general-purpose processor, a special purpose
processor, a conventional processor, a digital signal processor, a plurality of
microprocessors, one or more microprocessors in association with a DSP core, a
10 controller, a microcontroller, Application Specific Integrated Circuits, Field
Programmable Gate Array circuits, any other type of integrated circuits, etc. The
processor may perform signal coding data processing, input/output processing,
and/or any other functionality that enables the working of the system according
to the present disclosure. More specifically, the processor or processing unit is a
15 hardware processor.
As used herein, a “data capturing unit” may be an intelligent unit having an
analysing, computing, detecting and collecting/capturing capability, and/or the
data capturing unit may be any other such similar unit configured to implement
20 the features of the present disclosure and is obvious to a person skilled in the
art.
The present disclosure is further explained in detail below with reference now to
the diagrams.
25
Referring to FIG. 1, an exemplary block diagram of the system [100], for
implementing re-skilling, up-skilling and cross skilling (RUC) fee calculation
framework, in accordance with exemplary embodiments of the present
disclosure is shown.

9
The system [100] comprises, at least one data capturing unit [102], at least one
processing unit [104] and at least one storage unit [106]. Also, in an instance the
system [100] may comprise any other such modules which are capable to
5 perform one or more functions in accordance with the present invention and is
obvious to a person skilled in the art. All of these components/ units/ modules
are assumed to be connected to each other unless otherwise indicated below.
Also, in Fig. 1 only few units are shown, however the system [100] may comprise
multiple such units or the system [100] may comprise any such numbers of the
10 units, obvious to a person skilled in the art or as required to implement the
features of the present disclosure.
The system [100] is configured for implementing re-skilling, up-skilling and cross
skilling (RUC) fee calculation framework with the help of the interconnection
15 between its components/ units.
The at least one data capturing unit [102] of the system [100] is configured to
capture, at least one historical data and at least one real time data of one or
more organizations. The historical data comprises at least one of a corporate
20 population (CP), a corporate churning probability (CCP), a training cost for reskilling, up-skilling and cross skilling (COG) of employees and a factor of
importance (X). Also, the data capturing unit [102] is further configured to
capture the at least one historical data periodically based on one of a predefined period and a user-defined period.
25
Further, the corporate population includes total number of employees of the one
or more organization along with corresponding details of the employees, such as
including but not limited to number of years of experience, technology area/s in
which such employees work, age group of the employees, salary details of the

10
employees and other benefits such as health insurance and the like.
The corporate churning probability is the probability or rate at which the
employees leave the one or more organizations, project to project transfer of the
5 employees, pipeline bench, active bench, passive bench, or the employees
tendency to leave the one or more organizations or being laid off from the one
or more organizations.
The training cost for re-skilling, up-skilling and cross skilling (COG) of the
10 employees includes overall costs/in-actual-amount being incurred for RUC of the
employees, by the healthy employment platform. For instance the COG may
include income protection (IPB), cost for re-skilling, up-skilling and cross skilling
(RUC cost), other benefits (OB) and UCS Academy Private Limited Handling
Charges (UCSAHC).
15
The other benefits (OB) are the benefits apart from the RUC cost and IPB and
may vary from time to time. Also, IPB is to be paid to at least one resource on
boarding with UCS Academy Private Limited (healthy employment platform)
from member corporate and the IPB may be as per a program guidelines. For
20 instance, IPB may be salary to be paid to the at least one resource as per the
program guidelines. Further the any other important factor/s (X) may be any
other factor of importance which may be obvious to a person skilled in the art. In
an instance the factor of importance may be any unnoticed or accounted factor
as an expense/cost to the program.
25
Furthermore, the at least one real time data of one or more organizations may
be any data categorized similar to the at least one historical data, wherein such
at least one real time data is captured via the data capturing unit [102] in real
time or near real-time. For instance the data capturing unit [102] may be

11
configured to capture a current/real time employee strength along with current
details of average CTC of the employees. Also in one other instance the data
capturing unit [102] in order to capture the at least one real time data, may be
configured to capture current/real time technology areas in which the
5 employees are working, wherein such employees may have prior experience of
working in other technology areas as well.
The at least one processing unit [104] is connected to the at least one data
capturing unit [102]. The processing unit [104] is configured to analyze, at least
10 one change in one or more trends based on the at least one historical data and
the at least one real-time data. For instance, the processing unit [104] is
configured to analyze the at least one historical data and the at least one realtime data to analyze the at least one change in the one or more trends based on
at least one comparison between at least one of experience of employees and
15 average salaries, tendency of the employees to leave or being laid off by the one
or more organization and the average salaries, tendency of the employees to
leave or being laid off by the one or more organization and the experience of the
employees, tendency of the employees to switch to another organization and
the average salaries and tendency of the employees to switch to another
20 organization and the experience of the employees.
Further, the processing unit [104] is configured to assign, a value to each of the
at least one change in the one or more trends. The processing unit [104] is
configured to assign the value to each of the at least one change in the one or
25 more trends based on at least one of one or more pre-defined rules and one or
more user-configured rules. For instance, the processing unit [104] is configured
to analyze the at least one change in one or more trends to ascertain one or
more changes in existing data over a certain period of time. For instance, average
salary of employees in an organization may change over a course of 2-3 years,

12
average experience of the employees may also change. Thereafter, the
processing unit [104] assigns values to said changes, wherein said value may be
assigned based on one or more pre-defined rules and/or user-configured rules.
5 Further the processing unit [104] is configured to calculate, a probability of one
or more claims based on the value assigned to each of the at least one change in
the one or more trends and a total employee package (TC_CTC). For instance, the
processing unit [104] is configured to calculate a probability of claims to the
healthy employment platform, based at least on an assigned value of one or
10 more changes in one or more trends of the healthy employment platform and a
total employee package or remuneration of the healthy employment platform. In
an example, the processing unit [104] in order to calculate the probability of one
or more claims, further configured to calculate a percentage of one or more
changes in one or more trends based on associated assigned value. The
15 processing unit [104] thereafter configured to multiply the calculated percentage
to the total employee package (TC_CTC) and calculates the probability of one or
more claims based on said multiplication.
Thereafter, the processing unit [104] is configured to predict or forecast, at least
20 one claim amount (TOG) associated with at least one claim. The processing unit
[104] is further configured to predict the at least one claim amount associated
with the at least one claim based on at least one of a training cost (COG), an
administrative cost (AC), a profit (IP), a risk allocation charges (RAC), a
procurement cost (PB) and an income protection (IPB). For example, in an
25 instance the processing unit [104] is configured to predict or forecast the amount
of claims, based on the following formula:
Forecast claim amount (TOG) = COG + IP + AC + RAC + PB

13
COG (in actual amount) = IPB (Income Protection (i.e. the salary drawn by the
employees in the organization/ salary as per the program guidelines)) + RUC
(RUC cost) + OB (Other Benefits) + UCSAHC (Handling charges)
5 Wherein,
TOG: Total Out Go (forecasted/predicted claim amount)
COG: Claims Out Go
IP: Gross profit of insurer on the said program
10 AC: Administrative Cost (in percentage)
RAC: Risk Allocation Charges (in percentage)
PB: Procurement Broker (in percentage)
The processing unit [104] thereafter configured to determine, at least one
15 premium rate (PRM) based on the predicted/forecasted at least one claim
amount (TOG) and the total employee package or remuneration (TC_CTC). In an
example, the premium may be calculated based on the following formula:
Premium Rate (PRM) = TOG/TC_CTC
20
Wherein,
TC_CTC: Total Corporate CTC Package for its scoped population.
Further, the at least one storage unit [106] of the system [100] is connected to
25 the at least one data capturing unit [102] and the at least one processing unit
[104]. The at least one storage unit [106] is configured to store the at least one
historical data and the at least one real time data of one or more organizations,
captured by the data capturing unit [102].

14
Furthermore, the system [100] of the present invention is capable of
communicating with one or more electronic devices via one or more wired or
wireless networks. In an example, the system [100] of the present invention is a
self-learning system.
5
Therefore, the system [100] for implementing a fee calculation framework for a
RUC framework in accordance with the present invention is able to calculate the
correct amount of premium to be paid by organizations and is also able to
efficiently maintain the cash flow that helps in paying all the claims with regard
10 to RUC framework i.e. income protection (salary), career counseling, training and
other benefits (such as accidental/health insurance, etc.), while also covering
administrative cost, operational expenses of the healthy employment platform
as well as unforeseen and unaccounted expenses.
15 Referring to Fig. 2, an exemplary method flow diagram [200], depicting method
for implementing re-skilling, up-skilling and cross skilling (RUC) fee calculation
framework, in accordance with exemplary embodiments of the present
disclosure, is shown. As shown in Fig. 2, the method begins at step [202].
20 At step [204], the method comprises capturing, via a data capturing unit [102], at
least one historical data and at least one real time data of one or more
organizations. The historical data comprises at least one of a corporate
population (CP), a corporate churning probability (CCP), a training cost for reskilling, up-skilling and cross skilling (COG) of employees and a factor of
25 importance (X).
Also, the method further encompasses capturing via the data capturing unit
[102], the at least one historical data periodically based on one of a pre-defined
period and a user-defined period. For instance, the method may comprise

15
automatically capturing of the at least one historical data over a pre-defined
period of 3 months. Also, in one instance the method may comprise
reconfiguration of capturing of the at least one historical data over a pre-defined
period of 6 months from the pre-defined period of 3 months, based on a user
5 input providing a user-defined period (i.e. 6 months) of data capturing.
Further, the corporate population includes total number of employees of the one
or more organization along with their corresponding details, such as including
but not limited to number of years of experience, technology area/s in which
10 such employees work, age group of the employees, salary details of the
employees and other benefits such as health insurance and the like. The
corporate churning probability is the probability or rate at which the employees
leave the one or more organizations, project to project transfer of the
employees, pipeline bench, active bench, passive bench, or the employees
15 tendency to leave the one or more organizations or being laid off from the one
or more organizations.
The training cost for re-skilling, up-skilling and cross skilling (COG) of the
employees includes overall costs/in-actual-amount being incurred for RUC of the
20 employees, by a healthy employment platform. For instance the COG may
include income protection (IPB), cost for re-skilling, up-skilling and cross skilling
(RUC cost), other benefits (OB) and UCS Academy Private Limited Handling
Charges (UCSAHC).
25 The other benefits (OB) are the benefits apart from the RUC cost and IPB and
may vary from time to time. Also, the income protection (IPB) is to be paid to at
least one resource on boarding with UCS Academy Private Limited (healthy
employment platform) from member corporate and the IPB may be as per a
program guidelines. For instance, IPB may be salary to be paid to the at least one

16
resource as per the program guidelines. Further, the any other important
factor/s (X) may be any other factor of importance which may be obvious to a
person skilled in the art. In an instance the factor of importance may be any
unnoticed or accounted factor as an expense/cost to the program.
5
Furthermore, the at least one real time data of one or more organizations may
be any data categorized similar to that of the at least one historical data, wherein
the method encompasses capturing of such at least one real time data via the
data capturing unit [102] in real time or near real-time. For instance the method
10 comprises capturing via the data capturing unit [102], a current/real time
employee strength along with current details of average CTC of the employees.
Also in one other instance the method may comprise capturing via the data
capturing unit [102], the at least one real time data, to capture current/real time
technology areas in which the employees are working, wherein such employees
15 may have prior experience of working in other technology areas as well.
Next, at step [206], the method comprises analyzing, via a processing unit [104],
at least one change in one or more trends based on the at least one historical
data and the at least one real-time data. For instance, the method encompasses
20 analysing via the processing unit [104], the at least one historical data and the at
least one real-time data to further analyze the at least one change in the one or
more trends based on at least one comparison between at least one of
experience of employees and average salaries, tendency of the employees to
leave or being laid off by the one or more organization and the average salaries,
25 tendency of the employees to leave or being laid off by the one or more
organization and the experience of the employees, tendency of the employees to
switch to another organization and the average salaries and tendency of the
employees to switch to another organization and the experience of the
employees.

17
Next, at step [208], the method comprises assigning, via the processing unit
[104], a value to each of the at least one change in the one or more trends. The
method comprises assigning, via the processing unit [104], the value to each of
5 the at least one change in the one or more trends based on at least one of one or
more pre-defined rules and one or more user-configured rules. For instance,
method encompasses analysing via the processing unit [104], the at least one
change in one or more trends to ascertain one or more changes in existing data
over a certain period of time. For instance, employee strength in an organization
10 may change over a course of 3-5 years, average salaries and experience of the
employees may also change. Thereafter, the method encompasses assigning via
the processing unit [104], values to said changes, wherein said value may be
assigned based on one or more pre-defined rules and/or user-configured rules.
15 Next, at step [210], the method comprises calculating, via the processing unit
[104], a probability of one or more claims based on the value assigned to each of
the at least one change in the one or more trends and a total employee package
(TC_CTC). For instance, the method comprises calculating via the processing unit
[104] a probability of claims to the healthy employment platform, based at least
20 on an assigned value of one or more changes in one or more trends of the
healthy employment platform and a total employee package or remuneration of
the healthy employment platform. In an example, the method encompasses
calculating via the processing unit [104], the probability of one or more claims,
by calculating a percentage of one or more changes in one or more trends based
25 on associated assigned value. The method thereafter comprises multiplying via
the processing unit [104], the calculated percentage to the total employee
package (TC_CTC) and thereafter the method calculates the probability of one or
more claims based on said multiplication.

18
Next, at step [212], the method comprises predicting/ forecasting, via the
processing unit [104], at least one claim amount associated with at least one
claim. The method encompasses predicting via the processing unit [104], the at
least one claim amount associated with the at least one claim based on at least
5 one of a training cost (COG), an administrative cost (AC), a profit (IP), a risk
allocation charges (RAC), a procurement cost (PB) and an income protection
(IPB). For example, in an instance the method predicts or forecasts via the
processing unit [104] the amount of claims, based on the following formula:
10 Forecast claim amount (TOG) = COG + IP + AC + RAC + PB
Next, at step [214], the method comprises determining, via the processing unit
[104], at least one premium rate (PRM) based on the predicted at least one claim
amount (TOG) and the total employee package (TC_CTC). In an example, the
15 premium may be calculated based on the following formula:
Premium Rate (PRM) = TOG/TC_CTC
Wherein,
TC_CTC: Total Corporate CTC Package for its scoped population.
20
Furthermore, the method also encompasses storing at, at least one storage unit
[106], the at least one historical data and the at least one real time data of one
or more organizations, captured by the data capturing unit [102].
25 After successfully implementing re-skilling, up-skilling and cross skilling (RUC) fee
calculation framework, the method further terminates at step [216].
As evident from the above disclosure, the present solution provides significant
technical advancement over the existing solutions by implementing re-skilling,

19
up-skilling and cross skilling (RUC) fee calculation framework.
While considerable emphasis has been placed herein on the disclosed
embodiments, it will be appreciated that many embodiments can be made and
5 that many changes can be made to the embodiments without departing from the
principles of the present disclosure. These and other changes in the
embodiments of the present disclosure will be apparent to those skilled in the
art, whereby it is to be understood that the foregoing descriptive matter to be
implemented is illustrative and non-limiting.

We Claim:

1. A method for implementing re-skilling, up-skilling and cross skilling (RUC)
fee calculation framework, the method comprising:
5 - capturing, via a data capturing unit [102], at least one historical data
and at least one real time data of one or more organizations;
- analyzing, via a processing unit [104], at least one change in one or
more trends based on the at least one historical data and the at least
one real-time data;
10 - assigning, via the processing unit [104], a value to each of the at least
one change in the one or more trends;
- calculating, via the processing unit [104], a probability of one or more
claims based on the value assigned to each of the at least one change
in the one or more trends and a total employee package;
15 - predicting, via the processing unit [104], at least one claim amount
associated with at least one claim; and
- determining, via the processing unit [104], at least one premium rate
based on the predicted at least one claim amount and the total
employee package.
20 2. The method as claimed in claim 1, wherein the historical data comprises
at least one of a corporate population, a corporate churning probability, a
training cost for re-skilling, up-skilling and cross skilling (RUC) of
employees and a factor of importance.
3. The method as claimed in claim 1, wherein the at least one historical data
25 is captured periodically via the data capturing unit [102] based on one of
a pre-defined period and a user-defined period.

21
4. The method as claimed in claim 1, wherein the at least one change in one
or more trends is further based on at least one comparison between at
least one of:
experience of employees and average salaries,
5 tendency of the employees to leave or being laid off by one or
more organization and the average salaries,
tendency of the employees to leave or being laid off by the one or
more organization and the experience of the employees,
tendency of the employees to switch to another organization and
10 the average salaries, and
tendency of the employees to switch to another organization and
the experience of the employees.
5. The method as claimed in claim 1, wherein the assigning, via the
processing unit [104], the value to each of the at least one change in the
15 one or more trends is based on at least one of one or more pre-defined
rules and one or more user-configured rules.
6. The method as claimed in claim 1, wherein the predicting, via the
processing unit [104], at least one claim amount associated with the at
least one claim is based on at least one of a training cost, an
20 administrative cost, a profit, a risk allocation charges, a procurement cost
and an income protection.
7. A system [100] for implementing re-skilling, up-skilling and cross skilling
(RUC) fee calculation framework, the system comprising:
- a data capturing unit [102], configured to capture, at least one
25 historical data and at least one real time data of one or more
organizations;

22
- a processing unit [104], configured to:
analyze, at least one change in one or more trends based on the
at least one historical data and the at least one real-time data,
assign, a value to each of the at least one change in the one or
5 more trends,
calculate, a probability of one or more claims based on the value
assigned to each of the at least one change in the one or more
trends and a total employee package,
predict, at least one claim amount associated with at least one
10 claim, and
determine, at least one premium rate based on the predicted at
least one claim amount and the total employee package.
8. The system as claimed in claim 7, wherein the historical data comprises at
least one of a corporate population, a corporate churning probability, a
15 training cost for re-skilling, up-skilling and cross skilling (RUC) of
employees and a factor of importance.
9. The system as claimed in claim 7, wherein the data capturing unit [102] is
further configured to capture the at least one historical data periodically
based on one of a pre-defined period and a user-defined period.
20 10. The system as claimed in claim 7, wherein the processing unit [104] is
further configured to analyze the at least one change in the one or more
trends based on at least one comparison between at least one of:
experience of employees and average salaries,
tendency of the employees to leave or being laid off by one or
25 more organization and the average salaries,
tendency of the employees to leave or being laid off by the one or

23
more organization and the experience of the employees,
tendency of the employees to switch to another organization and
the average salaries, and
tendency of the employees to switch to another organization and
5 the experience of the employees.
11. The system as claimed in claim 7, wherein the processing unit [104] is
further configured to assign value to each of the at least one change in
the one or more trends based on at least one of one or more pre-defined
rules and one or more user-configured rules.
10 12. The system as claimed in claim 7, wherein the processing unit [104] is
further configured to predict the at least one claim amount associated
with the at least one claim based on at least one of a training cost, an
administrative cost, a profit, a risk allocation charges, a procurement cost
and an income protection.