a study on employee welfare

A Study on Employee Welfare

1. INDUSTRY PROFILE

The history of the Indian oil industry extends back to the period of the British Raj, at a

time when petroleum first became a primary global energy source.

Colonial rule, 1858-1947

The first oil deposits in India were discovered in 1889 near the town of Digboi in the

state of Assam. This discovery came on the heels of industrial development. The Assam

Railways and Trading Company (ARTC) had recently opened the area for trade by

building a railway and later finding oil nearby. The first well was completed in 1890 and

the Assam Oil Company was established in 1899 to oversee production. At its peak

during the Second World War the Digboi oil fields were producing 7,000 barrels per day.

At the turn of the century however as the best and most profitable uses for oil were still

being debated, India was seen not as a producer but as a market, most notably for fuel oil

for cooking. As the potential applications for oil shifted from domestic to industrial and

military usage. This was no longer the case and apart from its small domestic production

India was largely ignored in terms of oil diplomacy and even written off by some as

hydrocarbon barren. Despite this however British colonial rule laid down much of the

country’s infrastructure, most notably the railways.

Independence, 1947-1991

After India was granted independence in 1947, the new government naturally wanted to

move away from the colonial experience which was regarded as exploitative. In terms of

economic policy this meant a far bigger role for the state. This resulted in a focus on

domestic industrial and agricultural production and consumption, a large public sector,

economic protectionism, and central economic planning.

The foreign companies continued to play a key role in the oil industry. Oil India

Limited was still a joint venture involving the Indian government and the British

owned Burmah Oil Company (presently, BP) whilst the Indo-Stanvac Petroleum project

in West Bengal was between the Indian government and the American

company SOCONY-Vacuum (presently, ExxonMobil). This changed in 1956 when the

Department of Management Studies

http://en.wikipedia.org/wiki/SOCONY-Vacuum

http://en.wikipedia.org/wiki/BP

http://en.wikipedia.org/wiki/Burmah_Oil_Company

http://en.wikipedia.org/wiki/Indian_government

http://en.wikipedia.org/wiki/Oil_India_Limited

http://en.wikipedia.org/wiki/Oil_India_Limited

http://en.wikipedia.org/wiki/Partition_of_India

http://en.wikipedia.org/wiki/Assam

http://en.wikipedia.org/wiki/Digboi


government adopted an industrial policy that placed oil as a “schedule A industry” and

put its future development in the hands of the state. In October 1959 an Act of Parliament

was passed which gave the state owned Oil and Natural Gas Commission (ONGC) the

powers to plan, organize, and implement programmes for the development of oil

resources and the sale of petroleum products and also to perform plans sent down from

central government.

In order to find the expertise necessary to reach these goals foreign experts from West

Germany, Romania, the US, and the Soviet Union were brought in. The Soviet experts

were the most influential and they drew up detailed plans for further oil exploration

which were to form part of the second five-year plan. India thus adopted the Soviet model

of economic development and the state continues to implement five-year plans as part of

its drive towards modernity. The increased focus on exploration resulted in the discovery

of several new oil fields most notably the off-shore Bombay High field which remains by

a long margin India’s most productive well.

Liberalization, 1991-present

The process of economic liberalization in India began in 1991 when India defaulted on

her loans and asked for a $1.8 billion bailout from the IMF. This was a trickle-down

effect of the culmination of the cold war era; marked by the 1991 collapse of the Soviet

Union, India’s main trading partner. The bailout was done on the condition that the

government initiates further reforms, thus paving the way for India’s emergence as a free

market economy.

For the ONGC this meant being reorganized into a public limited company (it is now

called for Oil and Natural Gas Corporation) and around 2% of government held stocks

were sold off. Despite this however the government still plays a pivotal role and ONGC

is still responsible for 77% of oil and 81% of gas production while the Indian Oil

Corporation (IOC) owns most of the refineries putting it within the top 20 oil companies

in the world. The government also maintains subsidized prices. As a net importer of oil

however India faces the problem of meeting the energy demands for its rapidly

expanding population and economy and to this the ONGC has pursued drilling rights in


http://en.wikipedia.org/wiki/Dissolution_of_the_Soviet_Union

http://en.wikipedia.org/wiki/The_Great_Game#Post_WW2_and_Cold_war_as_Great_Game_II

http://en.wikipedia.org/wiki/Trickle-down_economics

http://en.wikipedia.org/wiki/Trickle-down_economics

http://en.wikipedia.org/wiki/International_Monetary_Fund

http://en.wikipedia.org/wiki/Economic_liberalisation_in_India

http://en.wikipedia.org/wiki/Oil_and_Natural_Gas_Commission


Iran and Kazakhstan and has acquired shares in exploration ventures in Indonesia, Libya,

Nigeria, and Sudan.

India’s choice of energy partners however, most notably Iran led to concerns radiating

from the US. A key issue today is the proposed gas pipeline that will run from

Turkmenistan to India through politically unstable Afghanistan and also through

Pakistan. However despite India’s strong economic links with Iran, India voted with the

US when Iran’s nuclear program was discussed by the International Atomic Energy

Agency although there are still very real differences between the two countries when it

comes to dealing with Iran.

Coconut oil has been tested for use as a feedstock for biodiesel to be used as a diesel

engine fuel. In this manner, it can be applied to power generators and transport using

diesel engines. Since straight coconut oil has a high gelling temperature (22–25 °C), a

high viscosity, and a minimum combustion chamber temperature of 500 °C (932 °F) (to

avoid polymerization of the fuel), coconut oil is typically transesterified to make

biodiesel. Use of B100 (100% biodiesel) is possible only in temperate climates, as the gel

point is approximately 10 °C (50 °F). The oil must meet the Weihen Stephan standard

better source needed] for pure vegetable oil used as a fuel, otherwise moderate to severe

damage from carbonization and clogging will occur in an unmodified engine.

The Philippines, Vanuatu, Samoa, and several other tropical island countries are using

coconut oil as an alternative fuel source to run automobiles, trucks, and buses, and to

power generators. Better source needed] Coconut oil is currently used as a fuel for

transport in the Philippines. Further research into the oil's potential as a fuel for electricity

generation is being carried out in the islands of the Pacific, though to date it appears it is

not useful as a fuel source due to the cost of labour and supply constraints.

Coconut oil has been tested for use as an engine lubricant and a transformer oil.

Acids derived from coconut oil can be used as herbicides.Coconut oil (and derivatives,

such as coconut fatty acid) are used as raw materials in the manufacture of surfactants

such as cocamidopropyl betaine, cocamide MEA andcocamide DEA.

Coconut oil



Coconut oil is an edible oil extracted from the kernel or meat of

matured coconuts harvested from the coconut palm (Cocos nucifera). Throughout the

tropical world, it has provided the primary source of fat in the diets of millions of people

for generations. It has various applications in food, medicine, and industry. Because of its

stability, it is slow to oxidize and, thus, resistant to rancidity, lasting up to two years

owing to the high saturated fat content. Many health organizations advise against the

consumption of high amounts of coconut oil due to its high levels of saturated fat.

Production

Coconut oil can be extracted through "dry" or "wet" processing. Dry processing requires

the meat to be extracted from the shell and dried using fire, sunlight, or kilns to

create copra The copra is pressed or dissolved with solvents, producing the coconut oil

and a high-protein, high-fiber mash. The mash is of poor quality for human consumption

and is instead fed to ruminants; there is no process to extract protein from the mash. The

preparation and storage of copra often occurs in unhygienic conditions, yielding poor

quality oil that requires refining. A portion of the oil extracted from copra is lost to the

process of extraction.

RBD:

RBD stands for "refined, bleached, and deodorized." RBD oil is usually made from copra

(dried coconut kernel). The dried copra is placed in a hydraulic press with added heat and

the oil is extracted. This yields up practically all the oil present, amounting to more than

60% of the dry weight of the coconut.

This "crude" coconut oil is not suitable for consumption because it contains contaminants

and must be refined with further heating and filtering. Another method for extraction of a

"high-quality" coconut oil involves the enzymatic action of alpha-amylase,

polygalacturonases, and proteases on diluted coconut paste. Unlike virgin coconut oil,

refined coconut oil has no coconut taste or aroma. RBD oil is used for home cooking,

commercial food processing, and cosmetic, industrial, and pharmaceutical purpose.



2. COMPANY PROFILE

2.a. Background and inception of the company:

Namratha Oil Refineries Pvt Ltd., Incepted in the year 1995, Namratha Oil Refineries

Private Limited are a highly acclaimed name among manufacturers and exporters. The

company is engaged in extraction and refinery activities of edible oils predominantly

Coconut Oil. We procure quality raw material from Tiptur which is a major coconut

growing area in India and thus have unbeatable quality advantage in this sector. With

consistent and regular supply of quality products we are able to satisfy different industrial

requirements from varied sectors.

INCEPTION:

Incepted in the year 1995, Namratha Oil Refineries

Private Limited is a highly acclaimed name among

manufacturers and exporters. The company is engaged in

extraction and refinery activities of edible oils

predominantly Coconut Oil. We procure quality raw material from Tiptur which is a

major coconut growing area in India and thus have unbeatable quality advantage in this

sector. With consistent and regular supply of quality products we are able to satisfy

different industrial requirements from varied sectors. Apart from production and supply

of Coconut Oil in bulk, company is also keen in developing a marketing network for

consumer packed sku’s as a major direction of the industry.

2.b Nature of Business:

The company’s natures of business carried are Manufacturers, Wholesalers and Retailer.

Manufacturer:



Manufacturing is the production of goods for use or sale using labor and machines, tools,

chemical and biological processing, or formulation. The term may refer to a range of

human activity, from handicraft to high tech, but is most commonly applied to industrial

production, in which raw materials are transformed into finished goods on a large scale.

Such finished goods may be used for manufacturing other, more complex products, such

as aircraft, household appliances or automobiles, or sold to wholesalers, who in turn sell

them to retailers, who then sell them to end users – the "consumers".

Wholesaler:

Wholesaling, jobbing, or distributing is the sale of goods or merchandise to retailers;

to industrial, commercial, institutional, or other professional business users; or to other

wholesalers and related subordinated services. In general, it is the sale of goods to anyone

other than a standard consumer. In the United Kingdom, the Cash and Carry is a term

used describes a wholesale warehouse, particularly those that are open to the general

public on payment of a subscription.

Retailer:

Retail is the sale of goods and services from individuals or businesses to the end-user.

Retailers are part of an integrated system called the supply chain. A retailer purchases

goods or products in large quantities from manufacturers directly or through a wholesale,

and then sells smaller quantities to the consumer for a profit. Retailing can be done in

either fixed locations like stores or markets, door-to-door or by delivery. Retailing

includes subordinated services, such as delivery. The term "retailer" is also applied where

a service provider services the needs of a large number of individuals, such as a public.

Shops may be on residential streets, streets with few or no houses or in a shopping mall.

Shopping streets may be for pedestrians only. Sometimes a shopping street has a partial

or full roof to protect customers from precipitation. Online retailing, a type of electronic

commerce used for business-to-consumer (B2C) transactions and mail order, are forms of

non-shop retailing.



2.c Vision, Mission and Quality Policy:

VISION

To delight customers by timely with highest quality standard of the product and to

become pioneer in the industry.

MISSION

Our prime mission is to lead in the national and international coconut market with

transparent deals and qualitative coconut products. To accomplish our aim, we always

strive to provide excellent quality coconut products and optimize client’s satisfaction

level at every cost.

Quality Policy / Processes

At Namratha Oil Refineries, we are committed towards offering superior value to

customers and consumers with quality product and services across the food chain .When

we talk of quality, we talk of delivered quality of our products & services. Delivered

quality implies 'Quality' as received by the customer at the end of the supply chain. We

also talk of the product safety & of meeting all the statutory compliances with respect to

the product Holistic approach of quality

In order to ensure that the products offered by Namratha consistently meet the stated

standards of quality, safety and statutory requirements, we embark upon a holistic

approach of conscious improvement across all people related to different areas of supply

chain.



2.d Product/Service Profile:

With efficient extracting capacity and continuous innovation in their product they

are able to serve customers having highly diversified requirement of penguin pure and

fresh coconut oil, refined coconut oil, coconut oil, copra, cake, pure coconut oil in

pouches, refined coconut oil in pouches and coconut de oiled cakes.

Namratha’s product range has been largely accepted and appreciated by their

wide database of clients because of the following features:

1. High utility

2. Purity and freshness

3. Hygienically packed

The entire product range can be customized as per client specific requirement and

needs.

Coconut oil product:

NAMRATHA committed to offer their clients with finest quality coconut oil,

copra and cakes. They will provide completely safe and hygienically approved varieties

of product to their long database clients across the globe. A brief about all our products is

listed below.

Coconut oil in bulks:



Their unmodified and unadulterated coconut oil is freshly derived from copra

which is manufactures without compromising slightly with the quality, their product

undergoes RBD process which ensures the purity by refining, bleaching and

deodorization. I manufacturing of the product thy follow either of the two following

methods.

Mechanically extracting coconut oil from dried coconut meat.

The oil is enacted by screw pressing from copra which is formed naturally

From drying and storing of mature coconut with hush.

Refined coconut oil in bulk:

Their refined coconut oil undergoes RBD (refined, bleached and deodorized) process

before being offered to their valued customers, the coconut oil is derived from dried

coconut meat known as copra this copra can be made by smoke drying seen drying or

kiln drying their product find its application in various areas.



Industrial uses:

Mainly used in the manufacture of biscuits, chocolates and other confectionery items, ice

creams pharmaceutical product and costly paints.

Domestic purposes: commonly used in cooking as edible oil.

Toiletry purposes

Complete coconut oil – ‘penguins’:

Namratha offers pure and fresh coconut oil named penguin for various application.

Penguin coconut oil can be intensively used for hair care, toiletry and other domestic

purpose. It has multiple human benefits as coconut oil is seed derived oil that can be

used from head to toe as well as for cooking, their coconut poorest in its purest form

can be customized as per client’s requirements and specification, coconut oil is

extremely beneficial for health and is good for the hair and skin.

Coconut oil cake :



Coconut cake is the residue left after the extraction of oil from copra by solvent

process; these cakes have 4 to 5% residual oil content. Namratha have the facility

to offer them in custom packaging as per the weight and requirements of their

clients, their foods are in strong demand all over the world adapting well to its

numerous application.

Refined coconut oil in pouches :

Namratha oil refineries offer refined coconut oil in pouches maintaining all the

international quality standards to meet there needs and requirements of their

esteemed clients, these products are thoroughly inspected by their quality

inspectors before packing them in pouches to ensure that they deliver flawless

products at customer’s site.

Coconut de-oiled cake:

Namratha offers coconut de-oiled cake with a residual oil content of 0.5 to 1.5%

the oil is enacted from the rough grounded products by chemical solvent to leave

a residue, de – oiled cake. They make use of n - humane as an interaction solvent



which readily removable from the extracted product to ensure that they deliver

untainted and pure product.

2.e Area of Operation:

The company is operating at National level. It is operating in states such as Maharashtra,

Gujarat, Uttar Pradesh, Jharkhand, West Bengal, Andhra Pradesh and Tamil Nadu.

2.f Ownership Pattern:

Namrata oil refineries Pvt ltd is a family owned business. In some countries, many of the

largest publicly listed firms are family-owned. A firm is said to be family-owned if a

person is the controlling shareholder; that is, a person (rather than a state, corporation,

management trust, or mutual fund) can garner enough shares to assure at least 20% of the

voting rights and the highest percentage of voting rights in comparison to other

shareholders. Some of the world's largest family-run-businesses are Wal-Mart (United

States), SamsungGroup (Korea), Tata Group (India) and Foxconn (Taiwan).

The following are the promoters of the project

B.S.Arun Kumar

B.S. Shivaprasad

B.S. Ravindra

Mr. Shivaprasad, Managing Director of the company. He is over all in charge of all

operations of the group with particular emphasis on the copra trading. He is also involved

in building up an all India network for purchase and sales.

Mr. Arun Kumar, Director is currently involved in managing and running of the oil

expeller unit. He has rich experience and expertise and depth knowledge of copra and

related products. He is also involved in the supplies of manufactured De-oiled cakes and

De-oiled Barns.

Mr. Ravindra, Director is actively involved in the trading of solvent extraction products

and is actively involved in developing marketing strategies, sales networks, planning and


https://en.wikipedia.org/wiki/Foxconn

https://en.wikipedia.org/wiki/Tata_Group

https://en.wikipedia.org/wiki/Samsung_Group

https://en.wikipedia.org/wiki/Walmart


administration. He is also actively working on promoting local retail sales and developing

branded products.

2.g Competitors’ information:

Competitors for Namratha Oil Refineries in Local market and National market:

Local Market:

1. Petrel plus Inc

2. Appro Lubes Pvt Ltd

3. Ahuja petroleum

National Market:

1. Parachute.

2. Ashwini Hair Oil.

3. Navaratna hair oil.

4. Vatika Hair oil.

2.h Infrastructural Facilities:

Namratha Oil Refineries is situated in Tiptur. Company had one plant in Tiptur.

Infrastructure facilities like the basic requirement that the company should look after in

order ensure free flow of activities. The company is providing following infrastructure

facilities in order to satisfy its workers, distributors and customers. The company

provides all facilities in order to satisfy its workers, distributors and customers.



Canteen Facility

The Company provides good food with low price for company workers. Under this

section canteen facility is obligatory on the part of every factory to provide canteen

facility where in more than 150 employees are employed and hence NOF also

provides canteen facility for its employees, which is well constructed, furnished with

good furniture, equipments and also with good accommodation.

First aid Facility

Whenever there is an accident, the worker will be taken to the healthy centre which is

inside the plan. All the minor and first aid is done here itself and when there is major

accident first aid done in the health centre and then they are taken to the hospital. Every

day an ambulance will be inside the plant, which will be kept ready to carry injured

whenever there is a major accident.

Storage Facility

Whenever there is supply of raw materials is more and the demand is less, company

provides the facility to accommodate it. Even the final products are stored separately for

the delivery for the retailers and wholesalers.

Transport Facility

The company has the collaboration with the private logistics firm for the transporting the

products to the different places.

2.i ACHIEVEMENTS/AWARDS

1. ISO 14001 accreditation for environment and safety.

2. Certified to ISO 9000 (1994 quality management systems).



2.j WORK FLOW MODEL (END TO END)

The production flow chart is given below: -

As can be seen above, the copra, copra bits and coconut peeling forms the basic raw

materials for crushing/milling process. The first process is the crushing/ milling unit.

Here the copra bits are crushed to produce oil. The yield will be about 58-60%. About 35-

38% will be in the form of cake which can be processed in the solvent process. About 3%

will be waste.


Coconut Oil

Copra, Copra Bits

Coconut parings

Milling

Consumer Packing or Bulk Sale

Expeller Cake out Source import

Expeller Cake: Sale or processed

Solvent Extraction

Out Source Of Crude Oil Coconut Oil Coconut De-Oiled Cake

Refinery, Refinery or Solvent and Out sourced crude Coconut oil

Sale to animal feed manufacture

By product Acid oil, Sold for soap manufacturers


The oil produced by crushing process can be sold without further processing or

can be refined and sold.

The solvent process produces and gives a 8-10% oil yield which is basically

useful for industrial purposes. The balance is de-oiled cake which can be sold to poultry

and cattle feed manufacturers. The raw material for this process will be the cakes which

is a bye product or the crushing process. The capacity envisaged is about 100mt or raw

material processing.

2.k Future growth and prospects:

Enlarging the customer base, providing them with better quality of

services and more value added products,

Expand the new project in Tumkur.

It is also planning for new product i.e. Vanaspathi.



3. APPLICATION OF MCKINSEY’S 7S MODEL

Introduction to 7s Model:

The 7S frame work has first appeared in the book “The Art of Japanese Management” by

Richard Pascal and Antony Athos in 1981. The two authors were looking at how

Japanese Industry had been so successful, at around the same time Tom Peter and Robert

waterman were exploring what made a company excellent. The 7S model was born at a

meeting of the four authors in 1978. It then appeared in the book “In search of

Excellence” by Peters and Waterman in 1982. Subsequently, it was taken up as a basic

tool by the global

The Model starts on the premise that an organization is not just Structure, but consists of

7 elements with a complex relationship between them.

FIGURE 3.1: McKINSEY 7S MODEL



For the successful implementation of Strategy – large of small the management needs to

take account of all seven factors. They are all interdependent, if one element changes then

this will affect all the factors. For example, a change in HR – Systems like internal career

plans and management training will have an impact on organizational culture.

The 7S model is better known as McKINSEY 7S model. This is because the person who

developed this model, Tom Peters and Robert Waterman has been consultants at

McKINSEY &Company. They published their articles “Structure is not organization

"(1980) in their books "The art of Japanese Management" (1981) and " In search of

Excellence"(1982).

The seven elements are distinguished and called as hard S's and soft S's. The hard

elements are care feasible and easy to identify. They can be found in strategy statements,

corporate plans, organization charts and other documentation. The four soft S's however,

are hardly feasible. They are difficult to describe since capabilities, values and elements

of corporate culture are continuously developing and changing. They are highly

determined by the people at work in the organization. Therefore it is much difficult to

plan or to influence the characteristics of the hard structure, strategies and system of the

organization.

1. STRATEGY:

The strategy of Namratha oil refineries pvt Ltd is to satisfy its customers by providing

better products and giving service to its customers.

To improve its productivity, quality, efficiency and also increase moral of the employees

so the company has undertaken the work of giving promotions to each and every

employees based on the qualification and experience so as to contribute to the

organization goals and objectives. To adopt advanced technology to beat its competitors

and to produce of expected targets. Minimize the waste to a large extent



.

2. STRUCTURE

Namratha oil refineries follow FLAT structure.

A structure is the hierarchy of authority and accountability in an organization. These

relationships are frequently diagrammed in organizational charts. Most organizations use

some mix structure pyramidal matrix or networked ones to accomplish their goals. A

structure is the formalizing the relationship, roles and responsibility in order to organize

and perform work.

In simple terms structure is the pattern or components are interrelated or interconnected.

So, organization structure is the pattern to relationships among various activities and

positions because persons hold these positions, the structure is the relationship among

people in the organization.

Organization structure refers to the relatively more durable organizational arrangements

and relationships. It prescribes the formal relationship among various positions and

activities. Arrangements about reporting relationship how an organizational member is to

communicate with other members. What roles he is to perform and what rules and

procedures exist to guide the various activities performed by members are all part of the

organizational structure.



Organization structure:

Board of Directories

Managing Directors

Product manager General Manager

Refineries package boilers Finance sales admin

1 2 3 1 2 3 1 2 3 1 1 2 3 1 2

Supervision Supervisor Supervisor Dealer Clerk

Accountants

3. SYSTEM

Systems in the 7s framework refer to all the rules, regulations and procedures both

formal and informal that complement the organization structure.

It includes all the processes and information flows that link the organization together,

consisting of management information system, production planning and control systems,

cost accounting procedures, capital budgeting systems, recruitment, training &

development systems, planning & budgeting systems, performance evaluation systems.



Identifying, understanding and managing process as a system contributes to the

organization effectiveness and efficiency achieving its objectives. An effort to achieve

and maintain an ecological balance between the costs incurred and cost solved by holding

material in stock is called an inventory. It includes procedures and routine processes,

including how information moves around the unit.

4. STYLE

It includes the characterization of how key managers behave in order to achieve the

unit’s goals.

The style in an organization, according to McKinsey from work refers to the “Reporting

Relationship” between the superiors and his subordinates. It also conveys the flow of

communication between them. The organization follows Autocratic style of leadership.

Referring to the organization structure of Namratha Oil refineries, it can be said that the

company is following the type of “Line and Staff” organization.

Report relationship at Namratha Oil refineries follows a formal channel. The

communication follow the routes formally laid in the organization structure and

deliberately associates with the status or the position of the sender and the receiver. Both

downward and upward communication follows the path of formal channel.

5. STAFF

Staffing is a process of acquiring human resources for the organization assuring that they

have potential to contribute to the achievement of the organizational goal.

Now it has

Daily labours 75

Administration 20

IT operators 25

Casual labours 60



Totally now it has 180 people.

6. SKILLS:

The term skill include those characteristics which are developed over a period of time and

a results of the interaction of number of factors, performing certain tasks successfully

over a period of time, the kind of people in the organization, the top management style,

the organization structure etc.

Table 6.1:

CATEGORIES REQUIREMENTS

UNSKILLED

office boys and helpers.

Preferably local candidates with at

least 10th course completion.

SKILLED

Mechanist, operator, fitters etc

Preferably ITI candidates, in case

of Fitters job and literate

candidates.

CLERKS

Preferably graduate with English

and mathematics with sound

general knowledge.



7. SHARED VALUES

Super ordinate goals refers to set of values and aspirations that go beyond the

conventional formal statement of corporate objectives, they are the fundamental ideas

around which a business is built.

The values that go beyond, but might well include simple goal statement in determining

corporate destiny. To fit the concept, these values must be shared by most people in the

organization.

The significant meanings or guiding concepts that the unit imbues on its members.

Company follows the below values:

We are one integrated family."Our commitment to quality is one of our utmost

values."Our people are our biggest strength.

We encourage a culture of openness trust and synergy.

Timely supplies, excellent quality are our motto.

We focus on practices that encourage and sustain rising standards of performance

and build on the pool of our talented members.

We will stay abreast of the latest technology. To provide the best service to the

customers.

To maintain highest quality and standard of the product.



4. S.W.O.T. Analysis: -

S.W.O.T analysis means [Strength, weakness, opportunity, threats] provides a good

overview of whether a firms business position in fundamentals healthy or unhealthy. It

provides firms financial position.

Strength: -

The company has a favorable brand name image. The name stands for quality,

state of the art technology and good service and customer’s satisfaction.

Employee participation programs make it possible for organization to gain

valuable information from the “bottom up”.

The raw materials are available in all the seasons.

The location of the organization is very near to the availability of the raw material

Continuous up gradation of products to meet customer’s requirements.

Weakness: -

Speculating market prices of raw materials.

Focus on local customers only.

Realization of credits.

Opportunities: -

The company will be able to utilize its good reputation and favorable image in

new related products and service by diversifying into more products lines.

As the company is already an ISO certified company it becomes easy for the

company to bag orders or tenders.



The company can foray into various other untapped areas as it has sufficient

infrastructure and thus can reduce the inventory.

Threats: -

Increased competition from low cost, high quality products from local

manufactures.

Economic recession

Compare to other Multinational companies, Namratha oil refineries’s market

value is less.



5. ANALYSIS OF FINANCIAL STATEMENT:

CURRENT RATIO:

CURRENT RATIO = CURRENT ASSETS

CURRENT LIABILITIES

2012 ==1.603759168

2011==1.166628251

(Source: Annual Report of the Company)

This ratio is applied to test solvency as well as determining short term financial strength

of the business. Compared to last year this year the company is having 1.60 of current

ratio indicating efficiency of meeting its short-term obligations. From the above analysis

we can say the current ratio is low, which indicates that sufficient cash is not available to

pay current liabilities. Hence companies have to decrease their current liabilities to

achieve ideal state of 2:1 ratio in the year 2012-2013.

QUICK RATIO:

QUICK RATIO = CURRENT ASSETS−INVENTORY

CURRENT LIABILITIES

2012 ==0.91587886



2011==0.81559761

The Acid-test or quick ratio or liquid ratio measures the ability of a company to

use its near cash or quick assets to extinguish or retire its current liabilities

immediately. The quick ratio compared to last year of 0.8, it’s having 0.91 in the

year 2011-12 hence the company has increased ability in the management of

current liabilities. From the above analysis we can say the quick ratio is high,

which indicates that the assets that can be quickly converted into cash are

sufficient to cover current liabilities.

DEBT EQUITY RATIO :

2012 ==0.027827801

2011==0.053672034

From the above analysis we can say that the debt equity ratio is less than 1. Hence it is

acceptable.



6. LEARNING EXPERIENCE

A Namratha Oil refinery is a small scale Industry with multifarious functions and

activities. It is a firm which handles manufacturing Edible and non Edible oils, there are

many intricacies involved in the running of the organization. In this regard it is notable

that the situation that can be studied, observed and learnt in theoretical scenario is

completely different than what it is in actual practice. The practical situation is much

broader in nature and they are entirely different from one situation to another. In fact it is

worth mentioning that the reality may make use of more than a single idea or a concept

that we study in theory, practical application is much more involved and requires hands-

on experience to acquire an in-depth knowledge.

In the beginning of the induction, I went to different production sites where the

manufacturing of the products taking place, there I understand as to how the production

work is divided and how the responsibilities are allocated. I got a chance to visit the shop

floor where they practiced the tact of excellent supply chain management and efficient

techniques of production methodology.

After the production site in the subsequent weeks I went to different departments like

finance, quality, HR, planning etc. though they seem like performing the non-technical

support function, these departments are pretty much the back bone of the entire

organization. I was able to understand the importance of the company objectives. Without

these functionalities the entire establishment can become inefficient and incompetent.



In this regard, I also learnt how the companies always try to feel the pulse of the

customers, because are the purpose of the business. They are the most important stake

holders of any corporation. Their satisfaction is imperative for the existence of any firm.

More importantly, I was able to understand the different tactics of the companies to

attract and retain the customers. This is very important because in this era of industrial

competition, it is crucial for any company to maintain, and simultaneously increase, its

market position, in terms of the market share it possesses. To retain the customers is an

important as to reach out to more people.

I had interactions with the each of the departmental heads and came to know the real

situations, duties, responsibilities and functions of the departments. Employees from

every concern of the department helped me in getting the required information for the

successful completion of the project. They co-operated well when we had to disturb them

with so many queries in our mind to be cleared from the concerned person during the

visit to the respective departments.

All in all, it was a lifetime experience to be at Namratha Oil refineries and I would

personally classify this event among one of the most memorable events of my life so far.

It has been a wonderful learning experience.

Finally, I like to conclude that this is in-plant training provided me a greatest opportunity

to understand the various functions that has been carried in the organization to meet the

changing corporate trends.

Hence I received a good corporate experience from this curriculum project work.



1. General introduction:

Human Resource management is a process of bringing people and organization together

so that the goals of each are met. Human resource management means employing their

resources, utilizing maintaining and compensating their services in their job and

organization requirements. HRM is managing people as well as describing the work of

those who are employee as specialists. It is that part of management which is concerned

with people at work and their relationship within an enterprise. It applies not only to

industry and commerce but to all field of employment. HRM is concerned with

employees both as individual and as group in attaining goals. It is concerned with

behavior, emotional and social aspects of personnel. It is resources concerned with the

development of human resources i.e. knowledge capacity, skill, potentialities and

attaining and achieving employee goals includes job satisfaction. Employees are treated

as asset for human resources development.

HRM has developed as a field of human behavior in which managers plans, organize,

staff and control human physical and financial resources in an organized effort in order to

achieve designed individual and group objectives with optimum efficiency and

effectiveness. HRM is defined as the art of procuring, development and maintaining

competent workforce to achieve the goals of organization in an effective and efficient

manner.



HRM aims at securing unreserved co-operation from all the employees in order to attain

predetermined goals. An organization’s success increasingly depends on the knowledge,

skill and abilities of employees, particularly as they help establish a set of core

competencies that distinguish an organization from its competitors.

This primary objective of human resource management is to ensure the availability of a

competent and willing work force to an organization. Beyond this there are other

objectives too.

Human resource plays a crucial role in the development process of modern economics.

Managing human resource effectively has become vital to organizations of the fact the

21st century, the heightened level of global competitiveness have attracted all firms to the

fact that their resources must be utilized well then ever before. HRM has received much

attention recently because of the recognition that much more could be gained from a

better handling of human resource.

The employee welfare measure in this project is carried out in Namratha oil refineries

limited. In this project it states what are the facilities provided to the employees and what

are the problems faced by them. A sincere effort has been made to capture the various

aspects of employee welfare and expectations.

The Factories Act 1948

INTRODUCTION

In common parlance, invariably factory and industry are understood as interchangeable.

This is incorrect. The term industry refers to a steady and systematic activity in which a

trade is organized, whereas a factory is the place where such activities are being carried

on. The entire day-to-day administration of the factories is governed by the principal Act

of 1948 amended Act, which is an improvement of 1934 Act. This Act extends to the

whole of India, including Jammu and Kashmir. Unless otherwise provided, it also applies

to factories belonging to the Central and State Governments. (Section 116) The Bhopal

tragedy of 1984 has created awareness among the public for preventing pollution and this



has made the government to take steps in amending the present 1948 Act by

incorporating Chapter IV A from Sections 41 A to 41 H, pertaining to provisions as

regards hazardous processes.

OBJECT OF THE ACT

The object of the Factories Act of 1948 is:

(a) To improve health, welfare and safety of the workmen.

(b) (b) To regulate by imposing restriction as to hours of work including rest and

provisions for availing of leave.

(c) (c) To make stringent provisions as regards employment of women and young

persons and duration of their work.

Introduction to Employee welfare

After employees have been hired, trained & remunerates, they need to be retained

maintained to serve the organization better welfare facilities are to take care of the

employees. They do not generally result is any monetary benefit to the employees, nor

are these facilities provided by employees alone. Government & non-Government

agencies & trade unions too, contribute toward employee welfare.

On to rapid industrialization and economic growth result increase of number of industry,

manpower and growth of an industrial society. The socio-economic changes coupled with

other complications made the industrial labour to demand “welfare” as matter or right,

now-a-days India has taken great interest in the welfare measures of industrial labour

specially after Bhopal tragedy at the international level too, the welfare in the field of

labour welfare and future of the same indicates challenging scenario.

Humanitarian attitude of the national leading and legislation largely contributed to the

labour welfare activities in India.

Meaning and definition of Employee welfare

Meaning



Welfare schemes should be regarded as a ‘Wise-Investment’ which should and usually

does bring a profitable return in the form of greater efficiency. The planning commission

has realized the important of labour welfare when it observed that it order to get the best

of a worker in the context of production and working conditions requires to be improved

from time to time.

The workers should at least have the means and facilities to keep himself in state of

health and efficiency. The working conditions should be such as to safeguards his health

and protect him against occupational hazard.

“Labour Welfare means setting up of minimum desirable standards and provisions of

facilities like health, food, clothing, housing, medical assistance, education, insurance,

job security, recreation and so on”.

Definition

According to “committee on labour welfare” All such facilities and amenities as adequate

canteen, rest and recreation facilities, sanitary and medical facilities, arrangement for

travel to and from and the accommodation of workers employed at distance from their

home and social security measures are all known as labour welfare.

ILO as its Asian Regional conference, defined labour welfare as “a term which is

understood to include such services, facilities and amenities as may be established in or

in the vicinity of undertakings to enable the persons employed in them to perform their

work in health’s, congenial surroundings and to provide them with amenities conductive

to good health and high moral”.

According to “E.S.PROUD” Labour welfare means a voluntary efforts on the part of the

employers to improve the existing industrial systems and the conditions of employment

in their own factories.

Scope of labour welfare

The scope of labour welfare needs to be considered pragmatically and both dynamic and

elastic statutory welfare measures can also help in productivity. Thus it would be clear



that we are penciled to regard, extra and intra-moral as well statutory and non-statutory

welfare measures. Government and trade union also fall within the scope of the term

labour welfare. The comprehensive social security scheme can legitimately be considered

as labour welfare.

Labour welfare includes both Monetary as well as Non-Monetary benefits.

Monetary benefits: such as loans through credit co-operative society, House building

society. Leave travel concession scheme, Reimbursing medical expenses and the like.

Non-monetary benefits : Like king treatment from the top authorities, workers

participation in management, providing various facilities such as crèche, canteen,

sanitary, rest room, lunch room, gifts, safety measure, training and the like.

Objective of labour welfare:

To enable workers to live a richer and more satisfactory life.

To increase moral of the workers.

To increase productivity of the enterprise.

To increase overall efficiency of the industry.

To enhance the standard of living of workers by directly reducing the burden on

their purse.

To have sound employer and employee relationship.

To make the workers fell security regarding their job and also regarding their

family member’s life.

To reduce labour turn over.

Features of labour welfare

These are voluntary acts on part of the employer. It includes facilities aimed at

improvement and betterment of workers social, moral, economic and intellectual

conditions.



Labour welfare measures are introduced by the employer, govt., employees or any social

or charitable agency. Labour welfare measures are flexible and changing with new

measures being added to the existing ones.

The welfare measures are in addition to regular wages and other economic benefits for

the workers.

Importance of labour welfare:

The need for labour welfare lies in the fact that industrial workers today constituted a

very significant and important sector of the country’s population. The labour creates and

transmits power, patterns raw materials in to finished goods of necessity as well as

luxury.

The social and economic aspects of the life of a worker have a direct influence on the

social and economic development of nation. There is needed to take care of the worker to

provide both statutory and non-statutory facilities to the worker.

Another argument in favor of employee welfare is that the facilities help to motivate and

retain employee.

The welfare facilities are hygiene factors which according to Herzberg, create

dissatisfaction if not provided welfare facilities, besides removing dissatisfaction help to

develop loyalty in workers towards the organization.

Welfare may help to minimize social evils, such as alcoholism, gambling, prostitution,

drug addiction and the like. A worker is likely to fall a victim to any of these if he / she is

dissatisfied or frustrated welfare facilities tend to make the worker happy cheerful and

confident looking.

This labour welfare programmers in collate the spirit of democratic participation in the

workers.

Merits of welfare measures:

The main advantages of the welfare measures are.



It helps to maintain employee’s loyalty by satisfying employees needs.

Employees are become more loyal to the organization.

If the organization provides welfare measures to the employees it increases

employee’s commitment to the job.

It is one of the ways to meet trade union demands.

If an organization provides various fringe benefits to their employees it can easily

avoid strike & lockout’s etc.

Welfare measures meets the criteria as a social security the employer has to

provide various benefits like safety measures & compensation in case of

involvement of worker in accident & medical facilities etc with a view to provide

security to his employees.

Human relations are maintained when the employees are satisfied economically

socially & psychologically, fringe benefits satisfy these needs of employees by

those (additional) proper human relations can be maintained.

Welfare measures satisfy the needs of trade union & employees, so it reduce

grievance & industrial disputes & helps to maintain good industrial relation.

De-merits of welfare measures:

Cost to the employer

As a matter of right

Discrepancies and de-motivation.

Types of welfare activities

Statutory

Voluntary

Mutual

Statutory welfare provisions:



Employees in India are statutory required to commonly with the provisions of

various welfare amenities under different labour legislations.

Washing facilities:

Bathing and washing facilities are provided by every employer where the

factories act 1948, the coal mines act 1951, and plantation act 1951, are applicable.

It is however the statutory responsibility of the employer. Moreover, separate and

adequate facilities are to be provided for these of male and female workers at

convenient points.

Storing and drying clothes:

It is only the factories act which has incorporated such a provision under sec93 of

the act, a state govt may make rule for the provision of suitable place for keeping

clothes during working hours and for the drying of wet clothes.

Facilities for sitting :

Every factory has to provide necessary sitting arrangements, particularly who are

obliged to work in a standing position. The factories act 1948 requires that suitable

sitting arrangements are made.

First aid box:

Maintenance of the first aid box for every factory employing 150 workers is the

minimum must, which shall not be allowed to be ignored by any occupier of a

factory or establishment. Each first aid box is to be in charge of a separate

responsible person who holds a certificate in first aid treatment recognized by state

govt.

Shelter, restrooms and lunchrooms:

Factories act 1948 requires arrangement for suitable shelters, restrooms in a factory.

These must kept neat and clean, well and ventilated and provided with adequate

furniture and drinking water wherever necessary.



Canteen:

In India, it is a statutory obligation to provide the facility of canteen where 250 or

more workers in a factory. The factory act 1948 requires that every factory

employing 150 or more. Workers should have restrooms with provisions for

drinking water.

Crèches:

This is a welfare facility, which is provided for women workers. A crèches defined

as place where babies of working mother are taken care of while mothers are at

work.

The factory act 1948, requires that a crèches must be maintained in all factories

where more than 50 workers are ordinarily employees, that should be ventilated

room adequately lightened, neat and children above 6 years shall be under the

charge of a women trained in the care of children and infants.

Non-statutory:

Benefits, also called voluntary benefits, include loans for house building,

education of children, leave travel concession, fair price shops, loans for purchasing

personal conveyance and host of other facilities.

Voluntary welfare measures:

Voluntary welfare work includes those activates, which are undertaken by

employers for their workers.

Educational facilities:

The place economy and social progress of particular country largely depends

upon.



The quality of its work force, Education plays a very important party in motivating

and enabling the working population for changes necessary for accelerated progress

and for imparting necessary education to workers in India was emphasized by the

industrial commission (1918) the Royal commission on labour (1931) and the

national commission on or (1996) labour.

Medical facilities:

Employers whether in private or in public sectors have been provided medical

facilities for their workers and their families, even before the introduction of ESI

scheme the stage has assumed wider responsibilities with respect to medical

services for the employees? However, the scheme has not come in large scale and

as such the benefits under the scheme are still not available to employees in many

areas.

Transport facility:

Transport facilities from and to the place of work are given to workers as one of

the desirable welfare activities. This facility is gaining popularity because of

growing urbanism, location of industries transports, roads and traffic congestion.

Statement of the problem:

The Employee Welfare measures are one of the key inputs to bring about the

desired level of employee satisfaction, motivation and productivity in an

organization. The basic objective of welfare measures is to ensure the physical and

mental well being of an employee hence this project concentrates on identifying the

issues related to employee welfare and benefits provided by an organization.

Objectives of the study:

To study the welfare provisions, benefits provided by the organization.



To find out the satisfaction of the employees regarding benefits provided to them.

To understand the workers needs and demand in the areas of welfare

To arrive at conclusions and to give suggestions to the company for better welfare

programs of the employees.

Scope of the study:

Each and every project study along with its certain objectives also has scope for future.

And this scope in future gives to new researches a new need to research a new project

with a new scope. Scope of the study not only consist one or two future business plan but

sometime it also gives idea about a new business which becomes much more profitable

for the researches then the older one. Scope of the study could give the projected

scenario for new successful strategy with a proper implementation plan. Whatever scope

I observed in my project are not exactly having all the features of the scope which I

described above but also not lacking all the features.

Research study could give an idea about the welfare activities followed in the

organization.

To understand the workers needs and demand in the areas of welfare.

Research Methodology

Research methodology is the basic plan which guides the data collection, analysis and

phases of the project.

Type of research: Descriptive Research

Descriptive research, also known as statistical research, describes data and characteristics

about the population or phenomenon being studied. Descriptive research answers the

questions who, what, where, when and how which facilitates my study and hence opted

for a descriptive research.

Data collection methods:



The aim is to present a clear picture of the in welfare procedures followed in this study.

Methodology is the concept of methods used in conducting the study. The methodology

used for data collection is mainly through:

1. primary data

2. Secondary data.

Primary data: -

In this research work the primary data have been collected through

a) Direct interviews.

b) Questionnaire.

c) Interactions with human resources manager and the other employees.

The primary data is collected by employees and the tools employed are observation and

questionnaire method. As the employees were busy in the factory duty, investigator found

it difficult to interview them personally and individually. So the questionnaires were

distributed.

Secondary data: -

The secondary data is collected from the following:

1) Publications.

2) Records of the company.

3) Journals and periodicals.

4) Books.

5) Reports of the company etc.

Sampling Technique: Random sampling

Sample size: A sample is some part of the population and the purpose of sampling is to

estimate some characteristics of the population. The sampling unit consists of employees of

Namratha oil refineries pvt ltd shop floor level employees. The total population is 85; the sample

size is limited to 40.



Limitations of the study:-

The study has been conducted within TIPTUR unit.

Due to time constraint the sample size was limited to 40.

Time factor is the main constrain, as per time is allotted to complete project it was

not possible to study in depth.

Information was collected during the working hours of the company and hence

due to time constraint, they could not spend much time with the interviewer

The analysis of data was purely taken from the questionnaire filled by the

respondents and informal interview on the assumption that honest information has

given by the respondents.

Welfare Measures in Namratha, TIPTUR.

According to the International Labor organizational (I.L.O) employee’s welfare should be

understood as facilities and amenities which should be provided to employees. It also

emphasized that the state should safeguard the interest of then industrial workers. And

should safeguard the interest by suitable legislation. It’s all about a living wage, healthy

conditions of work, limited hours of work, suitable machinery for settlement of disputes

and protection against sickness and unemployment. After employees have retained and

maintained to hired, trained and remunerated they need to be retained and maintained to

serve the organization better.

This study is conducted with special reference to the human resource department and

other department of Namratha oil refineries, Tiptur. The main purpose of this study is to

bring forth the importance of welfare measures followed by Namratha oil refineries,

Tiptur towards its employees and how it has been implemented.

Policy on excluding child labor

A Namratha oil refinery, Tiptur is a progressive and fair employer. The company as a

policy employs individuals who meet certain criteria in terms of educational

qualification, professional capacity and maturity. As a policy, it is ensured that no person

under the age of 18 years is employed in the company.



In order to ensure that this is being followed, the new candidate is required to submit a

high school certificate which proves date of birth. In case the person is under age, he is

not recruited.

Benefits provided by the organization to the Employees:

The Namratha oil refineries, Tiptur provides a number of benefits to the employees. They

are as follows.

1. Medical Reimbursement scheme:

The purpose of this scheme is to reimburse expenses incurred by the workers for

medical treatment and purchase of medicines, hospitalization expenses for the

alignments (injury, illness and confinements)

2. Provident fund:

This is a kind fund which is a farced saving intended to provide a large lump sum

amount at the time of retirement. Loans are provided against provident fund also to

facilitate on employee to meet expenditure in purchasing of house, marriage in the

family etc. An employee is eligible for PF from the date of joining. PF will cover all

the workers of the organization.12% will be deducted from the salary of the

employees as contribution to PF and the factory will contribute 12% to be given by

the employer. The said amount will be deposited in insurance business.

3. Group Gratuity:

Group gratuity is also called as master policy. Gratuity is intended to provide a lump

sum benefit, on separation gratuity will be paid depending upon the salary (max 3,

00,000)

4. Group Insurance Scheme:

All the employees together contribute towards the Group Insurance scheme. The

premium is less when compared to their individual Life insurance premium. The

premium collected towards Group insurance will be deposited with insurance

company.



If a member of the group dies before retirement, immediately Rs.1,00,000 will be

given to the family in which no deductions are to be made by the members of the

family.

5. Workmen Compensation:

It is providing compensation depending upon the injury caused to the worker and

later compensation is calculated and is given to the worker.

6. Loans and Advances:

Employees are also provided with loans and advances facilities, such as motorcycle

loans. Cycle loan, and computer loan, advances and loans also provided for

construction of house through LIC and banks of the other financial institutions.

7. Bonus

Bonus is provided to the employees once in a year that is during Ugadi festival

period.

8. ESI scheme:

ESI Scheme is implemented in Namratha oil refineries, Tiptur

9. Infrastructure Facilities:

It means the Basic requirement that the company should look after in order to ensure

free flow of activities. In order to satisfy its workers, distributors and customers the

company is providing the following infrastructural facilities, stated by the Factories

Act of 1948.

10. First-aid appliances:

Whenever there is an accident, the worker will be taken to the OHC – Occupational

Health Centre which is inside the plant. All the minor and first aid is done here

itself and when there is major accident first aid done in the health centre and then



they are taken to the hospital. Every day an ambulance will be inside the plant,

which will be kept ready to carry injured whenever there is a major accident

11. Canteen:

The Company provides good food with low price & subsidy for company worker.

Under this section canteen facility is obligatory on the part of every factory to

provide canteen facility where in more than 500 employees are employed and

hence also Namratha oil refineries, Tiptur provides canteen facility for its

employees, which is well constructed, furnished with good furniture, equipments

and also with good accommodation. Here subsidy is provided for meals, coffee and

tea, snacks.

12. Sports and Cultural activities:

Sports and cultural activities are conducted every year on Kannada Rajyothsava

Day for employees, their spouse and children. This is conducted in order to provide

recreation facility to the employees and their family.

13. Providing uniform:

The company is providing its employees with uniforms at periodic intervals.

Other Facilities:

Drinking water facility:

At the entire working places provided safe hygienic drinking water. For supply of

purified for drinking installed additional nine Aqua guards and procured a water

purifier with hot, cold and normal water.

Facilities for sitting:

In the organization, suitable seating arrangements provided.



Latrines and Urinals:

A sufficient number of latrines and urinals are provided in the office and factory

premises and also maintained in a neat and clean condition.

Lighting:

Proper and sufficient lights are provided for employees so that they can work safely

during the night’s shifts.

Changing rooms:

Adequate changing rooms provided for workers to change their cloth in the factory

area and office premises. Adequate lockers are also provided to the workers to keep

their clothes and belongings.

Festival advance:

Every year advance of rs.4 000 will be given to the employees and deducted from the

salary in equal installments.

Employees’ family benefit fund or group saving insurance scheme:

In this Rs.60 to 80, Rs.120 will be deducted from their salary every month depending

upon their pay scale. If there is any on duty accident Rs.60000, Rs.80000, Rs.120000

will be given depending upon their pay scale.

Leave Rules:

1. Casual Leave:

15 days of casual leave is allowed for an employee in a year. They can use only 7

days at a time.

2. Special Casual Leave:

Special casual of 1 day is provided when the employee donates the blood. 3 days of

special casual leave is also provided to an employee in case dog bites.

3. Earned Leave:



Earned leave is sanctioned to an employee for 30days per year in two installments.

Jan – June 15days, July – Dec 15days.

4. Probationary period leave:

This type of leave is sanctioned only for new employees 2 ½ days leave for each

completed month in case of new employees and after two months days of leave rises

from 27 days to 5 days.

5. Encashment of earned leave:

Encashment of earned leave is sanctioned once in 2 years on block will be provided

with 30days EL to en cash their earned leave.

6. Maternity Leave:

The workers are eligible to 135days of maternity leave is sanctioned for the women

employees of the organization.

Retirement / Pension scheme:

Employees retire at the age of 58years. Pension is provided to all the employees

depending upon their salary scale. As per the table shown there are more non statuary

benefits given than statuary benefits. By this it can be concluded that, the company

attains a well, marked position in providing welfare activities to the workers to the

workers at Namratha oil refineries, Tiptur



1.b Data analysis and interpretation:

1. Opinion about the medical benefits given to the employees

Table No.01: Table showing medical benefits given to the employees

Response No. of respondents

% of respondents

Highly satisfied 4 10 Satisfied 8 20 Average satisfied 18 45 Dissatisfied 10 25 Highly dissatisfied 0 0 Total 40 100Source: Primary Data

Chart No.01: chart showing medical benefits given to the employees



ANALYSIS:-

From an above table 10%of employees are satisfied with medical benefits but only

25%of employees are dissatisfied with medical benefits given by an organization

INTERPRETATION

The analysis shows that most of the employees are not satisfied with the medical facilities

provided by the company

2. Opinion about the paternity leave provided by an organization

Table No.02: Table showing paternity leave provided by an organization

Response No. of Respondents % of respondents

Highly satisfied 00 00

Satisfied 00 00

Not aware 35 87.5%

Dissatisfied 3 7.5%

Highly dissatisfied 2 5%

1 Total 40 100%

Source: Primary Data



Chart No.02: chart showing paternity leave provided by an organization

0.875000000000007

0.0750000000000001

0.05

Highly satisfied Satisfied Not aware Dissatisfied Highly dissatisfied

ANALYSIS:-

From an above table 87.5%of employees are not aware with paternity leave but 5% of

employees are highly dissatisfied with paternity leave given by an organization

INTERPRETATION:-

From this we can infer that the employees in the organization are not aware about the

concept of paternity leaves.

3. Opinion regarding the canteen facilities provided to the employees

Table No.03: Table showing canteen facilities provided to the employees


Very good 10 25%

Good 18 45%

Average 5 12.5%

Bad 3 7.5%

Very bad 4 10%



2 Total 40 100%


Chart No.03: chart showing canteen facilities provided to the employees

25%

45%

13%

8%

10%

Very good Good Average Bad Very bad

ANALYSIS:-

From above table 45%of employees given good to canteen facility but 10%of employees

given vary badly in their opinion in canteen facility given by an organization

INTERPRETATION:- From this we can infer that the employees in the organization

are happy with the canteen facilities.

4. OPINION ABOUT SATISFIED WITH COMPANY SALARIES/BENEFITS

Table No.04: Table showing about satisfaction level with regard to salary/benefits.

Response No. of Respondent

% of respondents

YES 18 42.50% NO 23 57.50% TOTAL 40 100%




Chart No.04: chart showing about satisfaction level with regard to company

salaries/benefits.

18

23

YES NO

ANALYSIS:- From an above table 57.5%of employ are not satisfied with company

salary but 42.5% employ are satisfied with company salary.

INTERPRETATION:-

The analysis shows that many employees are not satisfied with the salary benefits and

compensation package given by the company.

5. Opinion about Sick leave given to the employees.

Table No.05: Table showing Sick leave given to the employees.

Response No. of Respondents % of Respondents

Highly satisfied 22 55%

Satisfied 11 27.5%

Average satisfied 7 17.5%

Dissatisfied ---- -----



Highly dissatisfied ----- -----

3 Total 40 100%


Chart No.05: chart showing Sick leave given to the employees

55.00%27.50%

17.50%

Highly satisfied Satisfied Average satisfied Dissatisfied Highly dissatisfied

ANALYSIS:-

From an above table55% of employees was highly satisfied with sick leave but 17.5% of

employees Average satisfied with sick leave given by an organization

INTERPRETATION:-

None of the employees are dissatisfied with the sick leave given by an organization

6. Opinion regarding ’Rest room/changing room facilities given to the employees

Table No.06: Table showing regarding ’Rest room/changing room facilities given to

the employees


Highly satisfied 7 17.5 Satisfied 10 25 Average satisfied 2 5



Dissatisfied 13 32.5 Highly dissatisfied 8 20 Total 40 100


Chart No.06: chart showing regarding ’Rest room/changing room facilities given to

the employees

ANALYSIS:-

From an above table only 17.5% of employees are highly satisfied rest room/changing

facility given by an organization but 40% employees are highly dissatisfied with rest

room facility given by an organization

INTERPRETATION:-

From the observation majority of the women employees were not happy with the hygiene

levels maintained in the changing room.

7 Opinion about Appreciation and recognition given to employees for their

excellence in work and attendance

Table No.07: Table showing Appreciation and recognition given to employees for

their excellence in work and attendance

Response No. of Respondents % of respondentsHighly satisfied 3 7.5 Satisfied 7 17.5 Average satisfied 7 17.5



Dissatisfied 11 27.5 Highly dissatisfied 12 30 Total 40 100Source: Primary Data

Chart No.07: chart showing Appreciation and recognition given to employees for

their excellence in work and attendance

ANALYSIS:-

From above table 20% of employees highly satisfied with Appreciation and recognition

given to employees for their excellence in work and attendance but 55.5% of employ

dissatisfied with Appreciation and recognition given to employees for their excellence in

work and attendance given by an organization

INTERPRETATION:- The analysis shows that many of the employees are not

satisfied with the Appreciation and recognition given to employees for their excellence in

work and attendance given by the company. They feel that their hard work and efforts are

not recognized.

8.Opinion about night shift allowance given to employees.

Table No.08: Table showing night shift allowance given to employees.



Satisfied 6 15%

Average satisfied 4 10%

Dissatisfied ---- -----



Highly dissatisfied ---- -----

Total 40 100%


Chart No.08: chart showing night shift allowance given to

employees

75%

15%

10%


ANALYSIS:-

From above table 75% of employees highly satisfied with night shift allowance given by

an organization 10%of employees average satisfied with night shift allowance given by

given by an organization

INTERPRETATION: - employees are highly satisfied with night shift allowance

given by an organization

9.Opinion about Hygiene in latrines and urinals given by an organization

Table No.09: Table showing Hygiene in latrines and urinals given by an

organization




chartNo.09: chart showing Hygiene in latrines and urinals given by an organization

ANALYSIS:-

From above table 25% of employees given average to Hygiene in latrines and

urinals but 50%employees had given very bad to Hygiene in latrines and urinals given by

an organization.

INTERPRETATION:- The analysis shows that most of the employees find the

cleanliness maintained in the urinals is not up to the mark. if cleanliness is not

maintained, then it leads to health hazards. As a result Absenteeism increases.

10.Opinion about the drinking water facility given to employees.

T able No.10: Table showing drinking water facility given to employees.



Very good 0 0

Good 7 27.50%

Average 10 30%

Bad 11 17.50%

Very bad 12 25%

Total 40 100%


Response No. of Respondent % of respondents


Satisfied 26 65%

Average satisfied 8 20%

Dissatisfied ---- ----

Highly

dissatisfie

d

---- ----

Total 40 100%


Chart No.10: chart showing drinking water facility given to employees.

15%

65%

20%Highly satisfied Satisfied Average satisfied Dissatisfied Highly dissatisfied

ANALYSIS:-

From an above table 65% employees are satisfied with drinking water facility but 20%of

employees averagely satisfied with drinking water satisfied given by an organization

INTERPRETATION:-

The employees in the organization provide them with clean drinking water facilities.

11.Opinion regarding Satisfaction on Uniform issued to employees.



Table No.11: Table showing regarding Satisfaction on Uniform issued to

employees.


YES 17 42.50%

NO 23 57.50%

NO RESPONSE --- ----

TOTAL

40

100%


Chart No.11: chart showing regarding Satisfaction on Uniform issued to employees.

17

23

YES NO

ANALYSIS:-

From above table 57.50% of employees satisfied with given Uniform but 42.5% of

employees had not satisfied with given by an organization

INTERPRETATION:-

The analysis shows that employees are not satisfied with Uniform the given by the

company. The quality of the uniform given to all employees should be common.

12.Opinion regarding Festival advance /bonus given employees.

Table No.12: Table showing respondents opinion towards festival advance / bonus.



Response No. of Respondents % of Respondents

Highly satisfied 9 22.5%

Satisfied 15 37.5%

Average satisfied 3 7.5%

Dissatisfied 7 17.5%

Highly dissatisfied 6 15%

Total 40 100%


Chart No.12: Chart showing respondents opinion towards festival advance / bonus

22.50%

37.50%7.50%

17.50%

15.00%


ANALYSIS:-

From an above table 37.5% employs are satisfied with Festival advance /bonus but

17.5% employs are dissatisfied with Festival advance /bonus given by an organization

INTERPRETATION:-

The analysis shows that many employees are satisfied with the Festival advance /bonus

provided by the company

13.Which of the following facility provided by the company?

Table No.13: Table showing following facility provided by the company?



FACILITY Respondent Percentage

Housing 00 00%

Uniform 40 100%

Health insurance 40 100%

Transportation 00 00%


Chart No.13: chart showing following facility provided by the company?

HOUSING UNIFORM HEALTH INSURANCE TRANSPOTATION

0%

20%

40%

60%

80%

100%

120%

ANALYSIS

From above table employees given yes to uniform and health insurance but given

no to housing and transportations.

INTERPRETATION:

The analysis shows that the employees are provided with uniform and health insurance

given by an organization but organization doesn’t provide housing and transportation

facility.

Findings, suggestions and conclusions



Findings:

At Namratha oil refineries, Tiptur each individual employee plays a vital role for the

success and continued existence of a company. Each individual take initiatives and

assume responsibility for his own action, helping to ensure the success of the company.

1. Most of the employees are not satisfied with the Hygiene in latrines and urinals.

Many of the women employees are of the opinion that the hygiene levels

maintained in the changing room are not satisfactory. The main reason for the lack

of hygiene is perceived as due to less number of women employees.

2. In company there is only one HR manager to look after the welfare activities. Most

of the employees had good relationship with the HR manager but few employees’

had not maintained good relationship with HR due to lack of communication.

3. Most of the employees are satisfied with the Festival advance /bonus provided by

the company as it is being provided for only festival in a year and the employees

expect the advance for every festival.

4. Employees in the organization are not aware about the concept of paternity leaves.

5. Drinking water facility provided by company is most satisfied by the employees.

6. Transportation and housing facility is not provided by organization.

In the company we can find that most of the workers are encouraged by welfare

facility provided in the company, this helps to reduce the mental strain of the

employee’s.

7. In the company we can find that the other benefits provided like holiday, paid

vacation, rest period has been satisfied the employees but in case of paid vacation

satisfaction level is low as compared to other two.

8. In the company, the expecting women’s are forced to leave the company. The

company is not providing maternity benefit for women’s.

9. In the organization we can find that the level of health and safety measure provided

has been agreed by most of the employees which helps in reducing fear and make

them mentally and physically strong.



10. In the company we can find that regarding advances and loans given by company to

its employees, they are highly satisfied and also increase the employee dedication

towards the work.

11. In the company we can find that the working environment of the organization is

excellent In the company we can find that the most of the workers are satisfied with

the welfare program it helps in building up good relationship.

12. In the company we can find that the most of the employees are permanent

employees than temporary employees.



Suggestions and Recommendations:

1. The company should provide a good working environment to increase employee’s

comfort in work.

2. The company should provide satisfying the good quality of uniform and allowances

should be paid by the employer for stitching the uniform.

3. The company should conduct the training program by employer. Few employees are

not satisfied with canteen facility provided by organization they feel that should be

improved both in quantity and quality. This will solve many of worker’s problems.

4. Management must look after problem of hygiene in latrines and urinals. Maintain

hygiene in wash room and proper cleaning of wash room it solve the problem of

employees.

5. Most of employees are not aware about paternity leave. Management must give

paternity leaves to employees. it help the employees to look after their family.

6. Transportation facilities can be provided to the employees so that they will attend the

work at the right time and also this will decrease the absenteeism.

7. The housing facilities should be provided to employees. This will solve many of

worker’s problems.

8. It is suggested that the management can give attractive bonus for the good

performance of the workers. It may be financial or non-financial and statutory and

non-statutory. This will motivate the workers to attend to work regularly.



1.c Conclusion:

As per the study it is found that the organization excellently practicing the set of labour

welfare measures but still it is found the they are not adequate & need to prioritizes needs

and requirement of the worker. The company sometime cannot undertake viable measure

in compliance with the demands, needs of the employees. . Some of the employees are

not aware of what the benefits of the company is providing

To conclude the study undertaken has helped us to understand whether the company is

providing welfare measure or not which NAMRATHA OIL REFINARIES pvt ltd is

certainly providing all essential labour welfare measure, on the other hand it helped us to

understand whether employees are satisfied with the existing welfare measure provided,

the employees are satisfied with the most of the welfare measure provided.



1.d ANNEXURE

QUESTIONNAIRES

Dear Respondent,

I …………………. studying MBA in ,………………… , as a part of my course a study on

‘EMPLOYEE WELFARE’ is being conducted in your division. Hence you are requested to

spare few minutes in completing the questionnaire. The information collected is kept

confidential and is used for study purpose only.

a) Name(Optional) :

b) Age :

c) Gender :

d) Qualification :

e) Department :

f) Experience :

1. Are you satisfied with medical benefits given to the respondents?

a) Highly satisfied

b) Satisfied

c) Average satisfied

d) Dissatisfied

e) Highly dissatisfied



2. Are you satisfied with the paternity leave provided to the male Respondents?

a) Highly satisfied

b) Satisfied


d) Dissatisfied


3. Are you satisfied with the canteen facilities provided by company?

a) Very good

b) Good

c) Average

d) Bad

e) Very bad

4. Does the company provide enough SALARIES/BENEFITS to you?

a) Yes

b) No

5. Are you satisfied with the Sick leave given to you?

a) Highly satisfied

b) Satisfied


d) Dissatisfied




6. Your Opinion regarding ’Rest room/changing room facilities given to the

employees?

a) Highly satisfied

b) Satisfied


d) Dissatisfied


7. Does company Appreciate and recognize employee’s excellence

work and attendance?

a) Highly satisfied

b) Satisfied


d) Dissatisfied


8. Are you satisfied with night shift allowance?

a) Highly satisfied

b) Satisfied


d) Dissatisfied


9. Does Company keeps wash rooms in hygiene manner?

a) Very good

b) Good

c) Average

d) Bad

e) Very bad



10. Are you satisfied about the drinking water facility?

a) Highly satisfied

b) Satisfied


d) Dissatisfied


11. Are you satisfied with Uniform issued by organization

a) Yes

b) No

12. Are you satisfied with festival advance/bones

a) Highly satisfied

b) Satisfied


d) Dissatisfied


13. Which of the following facility provided by the company?

FACILITY YES NO

Housing

Uniform

Health insurance

Transportation



Balance sheet

PARTICULARS SCHEDULE 2012 2011

Equity and Liabilities

1. Shareholders fund

Share capital 1 39696360.00 19530000.00

Reserves & Surplus 2 89810458.00 56107603.00

Money received against share

warrants

2. Share Application Money

Pending Allotment

3. Non Current Liabilities

Long Term Borrowings 3 1443673.00

Deferred Tax Liabilities 4 3254719.00 2615951.00

Other Long Term liabilities 5

Long Term Provision 6 349171.00

4. Current Liabilities

Short term Liabilities 7 95596503.00 56160230.00

Trade Payables 8 674852.00 1422952.00

Other Current Liabilities 9 10661516.00 22635382.00

Short term Provisions 10 16270310.00 17094112.00

Total 256313889.00 177009903.00

Assets

1. Non Current Assets

Fixed Assets

i) Tangible Assets 11 58193459.00 58017230.00



ii) Intangible Assets

iii) Capital Work In progress 12 181880.00 4936543.00

iv) Intangible Assets under

development

Non Current Investment 13

Deferred Tax Asset

Long term Loans and Advances 14 1432620.00 528413.00

Other Non Current Assets 15

2. Current Assets

Current Investment 16

Inventories 17 83666742.00 34159731.00

Trade Receivables 18 25227941.00 49346782.00

Cash and cash Equivalent 19 51034171.00 8744352.00

Short term loans and advances 20 36577077.00 21276852.00

Other current assets 21

Total 256313889.00 177009903.00



WEEKLY REPORT

Name of the student : Lavanya M S

USN : 1JS11MBA24

Company/ Organization : Namrata oil refineries pvt ltd , Tiptur

Project Title : Employee WELFARE

Weeks Task performed

1st Introduction to the Manager

Overview of the company profile

Visited the plant layout

2nd Industry profile

Company profile

3rd Mc Kinsey’s Model

Sources of data collection

Sampling design

4th Tools and Techniques of Data collection

Data Collection through Survey

5th Information collected About HRM

6th Analysis and Interpretation Of data

7th-10th

Summary Of the Findings

Suggestions

Conclusion

Finalization Of the Project



1.e BIBLOGRAPHY

TEXT BOOKS

1. PERSONNEL MANAGEMENT – MEMORIA

2. HUMAN RESOURCES MANAGEMENT – K.ASHWATHAPPA

3. PRINCIPLE & PRCTICES OF MANAGEMENT – T.N.CHABR

INTERNET WEBSITES:

1. www.wikipedia.com

2. www.citehr.com

3. www.namratha.in


http://www.wikipedia.com/

a study on employee welfare

Documents