Project reportOn

EMPLOYEE WELFARE

IIFFCO Aonla Unit Bareilly

MJP Rohilkhand University, Bareilly

Session 2011- 12

UNDER GUIDANCE OF SUBMITTED BY

Mr. K.K. Pandey Zaheen Beg MJP Rohilkhand University Course: MBABareilly 2nd Sem.

CONTENTS

Acknowledgement

Purpose of study

Meaning Of The Project

Preface

Organization Introduction

Logo Of IFFCO

Grading System Of Employees IFFCO in Aonla, Bareilly

Vision & Mission

Objective Of IFFCO

Main office of IFFCO

Diversification

IFFCO Performance

Organization structure

Aonla Unit

Aonla Plant

Research Methodology

Welfare Activities

Analysis

Finding & Interpretation

Limitation

Recommendation

Conclusion

Suggestion

Bibliography

Questionnaire

ACKNOWLEDGMENT

Any activity big or small is a result of collective efforts of several

individuals. From the very beginning of human civilization to this complex

network word, we are interdependent on each other for accomplishment of

our goals. So I feel myself to fortunate enough to have it done under

“IFFCO”

This project report is also the result of collective efforts of several

individual, who has given their valuable contribution in fulfillment of this

work.

At the very outset I would like to express my sincere gratitude to Mr.

K.K.Pandey IFFCO Aonla Bareilly for giving me opportunity.

My sincere thanks are also due to the various respondent, who whole

heartedly co-operated in this task.

I would like to make a special mention of my parents & friends, who

have been the guiding spirit and sources of inspiration in completing this

project & without whose support and inspiration the work, would have never

seen the light of day

Zaheen Beg

PURPOSE OF STUDY

Being student of MBA it is very essential for is to have a practical

knowledge in an organization. Only theoretical knowledge is not essential

for us. Only to study business administration course is not the solution of the

problem, which arises in a practical filed. There is no certain formula for

achieving practical knowledge but the problem is overcome by training

method. The aim of this is to develop the ability of decision making. A right

decision at right time at right place itself helps an organization to run in

smooth & satisfactory manner.

MEANING OF THE PROJECT

The word “project” has great specification in the field of management before

starting any we must an idea about its basic. The meaning of the alphabets of

the “Project” are as follows: -

“P” – The word ‘P’ signify the phenomenon of planning which deals

symbolization and proper arrangement of sensex and suggestion on

respectively in accordance with need.

“R” – It stand for associated with word resource with which guides to

promote planning.

“O” – This letter for stand overhead expenses on unestimated

expenses that occurs in manufactures designed or layout of the project.

“J” – This latter stand for joint effort i.e. project work which is

undertaking should be completed with a combined effort.

“E” – This stand for engineering i.e. worker undertaken is to be

employing technical processes.

“C”– This stand for the phenomenon of constriction which is more

essentially and basic form of work.

“T” – This stand for techniques unless techniques to work is not known.

INTRODUCTION OF IFFCO

During mid sixties the co-operative sectors in India was responsible

for distribution of 70% of fertilizers consumed in the country. This sector

had adequate infrastructure to distribute fertilizers but had no production

facilities of it’s own and hence dependent on public/private sectors for

supply. To over come this problem and bridge the demand supply gap in the

country, a new co-operative society was conceived to specifically center to

requirements of the farmers. It was unique rent rim, which the farmers of the

country through there own co-operative societies created this new institution

to safe guard their interest. The no. Of co-operative societies asst. with

IFFCO has risen from 57 in 1965 to 45,072 in march 2008.

“Indian farmers fertilizer co-operative LTD” was created on Nov. 3,

1967 as a multiunit co-operative society engage in production and

distribution of fertilizers. The by laws of the society provide a board

framework from the act of IFFCO as a co-operative society. The main

emphasis is on production and distribution of fertilizer.

It commissioned the ammonia – urea Kalol and NPK/DAP plant in

Kandla both in start of Gujrat in 1975. Another ammonia – urea COM was

setup at Phulpur in the state of UP in 1981. The other unit at Aonla was

commissioned in 1988.

The annually IFFCO plants have cumulatively produced 1037.35 lakh

MT fertilizer material comprising 631.02 lakh MT urea and 406.33 lakh MT

NPK/DAP up to March 31, 2008. During the year IFFCO produced 68.47

lakh tones fertilizers comprising 39.63 lakh tones urea and 28.84 lakh MT

NPK/DAP/NP.

In 1993 IFFCO had drawn up a major extension program of all the

four plants over ages of IFFCO vision 2000. The expansion project at Aonla,

Kalol, and Phulpur has been completed on schedule. The latest feature in the

cap of IFFCO was heralded realization of all the objectives so fourth vision

2000as more than two month before the schedules the result of the

expansion project’s IFFCO’S annual installed urea and NPK/DAP

equivalent to 519.7 thousand tones phosphates.

The distribution of IFFCO fertilizers is undertaken through over

39,000 co-operative societies. The entire activities of distribution sales and

assisted by marketing officer in the fields. In addition, essential agro-input

for crop production are made available to the farmers through a chair of 265-

service center (fsc).

At IFFCO thirst forever improving the service to the farmers and

harnessing of mother earth’s bounty to drive hunger away from India in an

ecologically sustainable manner is the prime mission. IFFCO, today is a

leading player in India fertilizer industry and is making substantial

contribution to the efforts of the Indian government to increase food-grain

production in the country.

LOGO OF IFFCO

The EMBLEM of any organization that is Logos very important by

which the company is known to every one or that is identity of the company.

After one year of establishment in 1968 the organization had decided

to make an EMBLEM of IFFCO. The executive of the company said that

which can easily fit any place or changeable according to the place & made

by simple geometrical method. So the EMBLEM is made by at last Mr. M.I.

Gupta chief visualizes davp is like that.

Logo’s ration is 1:2:5 and the color is green. The rectangle shows that

the Indian economy is depend upon the agriculture & green color shows the

faith of the farmers, they believe that after using the urea their fields will

always be green, the remaining white color shows the quality of the IFFCO

product is very good & oval shape is meant for the wealth & product .

GRADING SYSTEM OF EMPLOYEES AT IFFCO,

AONLA, BAREILLY

A. M.D. (Managing Director)

B. E.D. (Executive Director)

C. Sr. G.M. / G.M. (Senior general Mgr. / General Mgr.)

D. Jt. G.M. (Joint General Mgr.)

D1. C.M. (Chief Mgr.)

E. Sr. Mgr. (Senior Mgr.)

F. Mgr. (Manager)

F1. Dy. Mgr. (Deputy Mgr.)

G. Sr. Engg. (Senior Engineer)

G1. Engineer

G2. Asst. Engineer

H. Supervisor

I. Senior Operator

J. Operator

J1. Asst. Operator

K. Technician

L. Asst. Technician

M. Attendant

N. Mali

O. Mali

VISION & MISION

VISION

To augment the incremental income of farmers by helping them to

increase their crop productivity through balanced use of energy efficient

fertilizers; maintain the environment health; and to make co-operative

societies economically & democratically strong for professionalized services

to the farming community to ensure and empowered rural India.

MISSION

To provide to farmers high quality fertilizers in right time and in

adequate quantities with and objective to increase crop productivity.

To make plants energy efficient and continually review various

schemes to conserve energy.

Commitment to health, safety, environment and forestry development

to enrich the quality of community life.

To institutional core values and create a culture of team building,

empowerment and innovation which would help in incremental

growth of employees and enables achievement of strategic objective.

Fosters a culture of trust, openness and mutual concern to make

working a stimulating and challenging experience for stake holders.

VISION & MISSION OF A COMPANY

VISION 2010: -

In order to maintain the sustained pace of remarking growth being

achieved under mission – 2006 the society is in the process of formulating

another growth plan “VISION 2010” which aims at

1 – Attaining an annual turnover of Rs. 15,000 crore by 2010.

Installation of Ammonia and Urea plants including acquisition of fertilizers

units.

2 – Backwards integration to meet feedstock requirements such

phosphoric acid.

3 – Generation of power.

4 – Exploration/Distribution of marketing of Hydro – carbons.

5 – Value addition to agri-product and marketing.

6 – Manufacturing of petrochemical Banking and Financial services.

7 – Information technology and IT enabled services.

8 – Production and marketing of micro – nutrients seeds, bio-fertilizers,

pesticides etc.

OBJECTIVE OF IFFCO

The primary objective of IFFCO are –

1 – Producing quality fertilizers.

2 – Promoting the fertilizer distribution system in the co-operative.

3 – Insuring availability of fertilizer at the farmer doorstep.

4 – Improving agricultural productivity through balance fertilizer

application.

5 – Creating scientific awareness among worker.

6 – Promoting nation growth through modern farming techniques.

7 – To Be the largest co-operative in terms of production of fertilizer all the

world.

MAIN OFFICE OF IFFCO

REGISTERED OFFICE OF IFFCO; -

34 – Nehru place

New Delhi – 110019

Bankers; -

Indian Overseas Bank

State Bank Of India

Standard Chartered Bank

Bank Of Baroda

The Maharashtra State co-operative Bank Ltd.

The West Bengal State co-operative Bank Ltd.

Madhya Pradesh State co-operative Bank Ltd.

The Karnataka State co-operative Bank Ltd.

The Punjab State co-operative Bank Ltd.

DIVERSIFICATION

1 – IFFCO Tokyo general insurance company Ltd.

2 – National commodity & Derivative exchange Ltd.

3 – National Collateral management services Ltd.

4 – Indian farm forestry development co-operative Ltd.

5 – IFFCO foundation

6 – Kiran seva trust.

7 – Communication / Information company.

8 - IFFCO Chhattisgarh Power Limited, Chhattisgarh. (ICPL)

9 - Indo Egyptian Fertilizer Company, Egypt. (IEFC)

10 - Indian Potash Limited .(IPL)

.

IFFCO PERFORMANCE

Production

Since inception, IFFCO plants have cumulatively produced 1037.35

lakh MT fertilizer material comprising 631.02 lakh MT Urea and 406.33lakh

MT NPK/DAP up to March 31, 2008. During the year IFFCO Produced

68.47 lakh tones fertilizers comprising 39.63 lakh tones urea and 28.84 lakh

MT NPK/DAP/NP.

Urea plants had surpassed all previous records by producing 39.87

lakh tones Urea as compared to 37.87 lakh tones in the previous year,

achieving overall capacity utilization of 107.42 percent. However, there was

fall in production of phosphatic fertilizers due to acute shortage of raw

materials in international market as compared to last financial year. Our

Paradeep Unit produced 8.66lakh tones NP/DAP during the period,

registering an increase year. This was possible due to various improvement

carried out at Paradeep unit to enable the plant to operate at the optimum

capacity utilization level on a sustained basis. The Paradeep Unit is expected

to achieve optimal production load during 2008 – 09.

Energy conservation and capacity enhancement

IFFCO had embarked upon Energy Saving Schemes in all its five

Ammonia Plants at a total cost of Rs. 410 crore to reduce the overall energy

consumption. The schemes and successfully commissioned. For the year

2007 – 2008 was the lowest ever at 5.907 Geal/ MT as against 5.922 Geal/

MT in the previous year. Kalol and Phulpur – 1 Units achieved the lowest

ever energy consumption during the year 2007 – 08.

Implementation of Debottlenecking projects all Aonla and Phulpur

Units for capacity Enhancement of Ammonia estimated cost of Rs. 335 crore

are nearing completion of these projects, total urea production of the society

from all the five plants shall increase from present capacity of 36.9 lakh

tones to 42.4 lakh tones per annum.

Marketing Performance

Production is a continuous process and therefore, material has to go be

dispatched continuously to the field warehouse as silo capacity of plants is

limited. The volume of fertilizers handling has been increasing year after

year and it has touched a level of 86 lakh tones in 2007 – 08 including 15

lakh tones imported Urea and 2 lakh tones DAP fertilizers. This is no doubt

a Herculean task and call for proper logistics planning as well as intensive

marketing strategy.

The overview of various activities of marketing during 2007 – 08 is

given below: -

Warehousing

Warehousing is an essential function as production is a continues

process whereas consumption is highly seasonal. In order to make fertilizers

available at the doorstep of the farmers, IFFCO has hired warehouse space

of 8 lakh tones in about 1730 location. The warehousing space is hired from

co-operative, CWC and SWCs, of which share of co-operative is about 66

percent. The average storage space turnover during the year 2007 – 08 was

10.6 as against 9.2 in 2006 – 07. Strategic hiring of warehouse is critical for

optimum utilization and effective control of inventory and there by reduction

of marketing cost.

Sales

The sale of IFFCO fertilizers during the year 1999 – 2000 was only

51.72 lakh tones. It has increased to 81.95 lakh tones in 2005 – 06, 86.10

lakh MT in 2006 – 07 and to highest ever sales of 93.24 lakh tones during

2007 -08. Urea sales during 2007 – 08 was 54.29 lakh tones as compared to

2006 – 07. NPK/DAP sales during 2007 – 08 was 38.94 lakh tones

(inclusive of 16.299 tones MOP) as against 33.69 lakh tones (inclusive of

20.989 tones MOP) in 2006 – 07.

Marketing Productivity

The ‘Marketing Productivity’ per employee in Marketing Division

during 1999 -2000 was 2688 tones and it reached a level of 6158 tones in

2007 – 08.

Sales collection

The sale are made to the marketers on cash and credit basis. Sale is

not complete unless its realization is made in time. During the year 2007 –

08, the sale collection was Rs. crore as against Rs. 5593 crore in 2006 – 07.

The above achievement is really spectacular is analysed in the backdrop of

declining strength of marketing personnel from 1750 in 1999 – 2000 to 1514

in 2007 – 08.

Handling Of Imported Fertilizers

Handling of imported fertilizer is a very dynamic and time bound

activity and involves lot of documentation. This is more so in the case of

IFFCO, as the manpower required for supervision at various ports is taken

from State Officer/ Field Officer on rotation basis. The Vessel has to berthed

on allowed time to avoid demurrage. The material is stored in the port

warehouse for standardization, bagging etc and dispatched to different States

by Rail/Road at the earliest with a view to make these available to formers.

In case of imported Urea and DAP, lots of dues are receivable from GOL

and all these activities have to be completed in time.

During the year 2007 – 08, IFFCO handled 57 vessels carrying 17.3 lakh

MT imported Urea and DAP at Kandla, Pipavav, Vizag, New Mangalore,

Chennai and Kakinada Ports.

Opening Stocks Of Fertilizers

The opening stocks of IFFCO fertilizers in the field warehouse

including stock in transit as on 1 “April, 2008 was 2.57 lakh MT as against

10.03 lakh on the same date last year.

Product Movement

The volume of fertilizer dispatched in the year 1999 – 2000 was only

52.7 lakh tones and it has increased to a level of 86.0 lakh tones in 2007 – 08

lakh tones in 2007 – 08, which is inclusive of 15.1 lakh OMIFCO/ Imported

urea and 2.2 lakh MT DAP. This is, no doubt, a stupendous task which

involves meticulous planning and execution. During the year 2007 – 08,

about 3100 rakes were sent to different destination in different State i.c.

about 8.5 rakes per are on an average. Besides, movement by Rail, Road

movements are resorted to for servicing area within 250 Kms, from plants

and ports. In order to circumvent the constraints in conventional mode,

alternate mode by sea route has been taken up for dispatches of NP/DAP

ORGANIZATION STRUCTURE

Head office of IFFCO is situated at New Delhi. It has co-operative

staff far such as engineering division that plays a link pin between co-

operative office, Operating Unit of Kalol, Phulpur and Aonla in the same

way staff function as management Service decision, Finance and marketing

etc.

IFFCO consists of both line and staff manager but there is clear is

demarcation among their authorities and responsibility. The theme of

Organization Effectiveness is to have a high degree of collaboration among

the managerial personal through the structure provides unlimited.

Power to the manager yet of the manager be live in benevoit

leadership. This is the main reason behind the new records made by this

unit.

1 – GENERAL MANAGER OFFICE:- General manager the highest

authority of Aonla whose decision is final.

2 – FINANCE AND ACCOUNT DEPARTMENT:- The department co-

operative with all division and complies the organization financial result

such a profit and loss account and balance sheet, budgeting etc.

3 – PERSONAL & ADMINISTRATION DEPARTMENT:- It is

responsible for formulation policies procedures in personal and

administration as whole under this all personal function, welfare, time-

office, security and hospital related functioning are dealt.

4 – MAINTENACE DEPARTMENT:- Under which the maintenance of

all of mechanical, electrical maintenance, telephone and mechanical services

are included.

5 – PRODUCTION DEPARTMENT:- Here under the production and all

other related of production of Ammonia and Urea are considered.

6 – UTILIY DEPARTMENT:- The department of Utilities performs the

function of stream, power and in off site purification of water of recycling.

7 – TACHNICAL DEPARTMENT:- Here under technical services and

engineering service of fire and safety training research development, energy

conversion scheme, safety and population appliances take place and

programs conducted.

8 – MATARIAL DEPARTMENT:- All materials, purchasing included

under this department and are managed according to the need of the hour.

9 – CIVIL ENGINEERING:- Planning documentation civil factory, civil

engineering working and all changes regarding these to are controlled and

managed by this department.

10 – SYSTEM DEPARTMENT:- That is planned to considerable

consolidation and integrate the data base and further provide service beyond

the operation level requirements in application for material management,

production reporting, financial management, personal management etc.

11 – TRANSPORT DEPARTMENT:- It look after the facility to

employee and their families for organization on construct for the

organization.

ORGANIZATION CHART OF IFFCO

CHAIRMAN

BOARD OF DIRECTORS

MANAGING DIRECTOR

FINANCE MARKETING EXECUTIVE EXECUTIV

DIRECTOR DIRECTOR DIRECTOR DIRECTOR

(PROJECT) (GENERAL

MANAGER)

TRANSPORT

ADVISOR

GENERAL GENERAL GENERAL GENERAL

MANAGER MANAGER MANAGER MANAGER

(KALOL) (KANDLA) (AONLA) (PHOLPUR)

ORGANIZATION STRUCTURE OF P & A DEPARTMENT

Executive Director

(Head Office)

JGM (P & A)

Chief Manager

Senior Manager

Deputy Manager

Senior Personnel/Senior Administrative Office

Personnel Officer/ Administrative Office

Jr. Personnel/Jr. Administrative Office

Sr. Assistant

Jr. Assistant

VARIOUS SECTION UNDER PERSONNAL DEPARTMENT

IFFCO

1 – HAD CELL:- The HRD Cell ensure adequate supply proper

quantity and quality as well as effective of human resources. The Human

resources Management refers to the approach to the problem of selecting

training, motivating and retaining, personnel in any organization. An

organization will determine its manpower needs and their find out the

sources from the requirement will be met.

2 - It carries out following activities:-

a – Recruitment:- For recruitment and selecting both internal as well as

external sources are used.

b – Internal Recruitment:- Promotion of workers from the lower to upper

rank according to the eligibility criteria. The internal recruitment.

c – Sources External:- In IFFCO the External Recruitment is restored it is

happen only when internal sources dry up. Here is no agency and the

vacancies are not field in employment exchange not by advertisement in

news paper is also given in –

External Sources 40%

Internal Sources 60%

2 – SELECTION:- As regardless selection process the company has

laid the criteria for screening the application are screen out and the

application areare called for psychological and personality.

Selection is done by a selection committee consisting of head of concern

department and external specialist and there decision.

The ‘Review’ committee of managing director and fiancé director to review

all the recommendation for promotion and recruitment to the post of Grade F

& D.

3 – TRAINING:- Most of the employees are then required to undergo

extensive off the job and on the and on the job training in various

disciplines.

4 – POSTING & TRANSPER:- Regardless of the post to which the

employee is initially appointed and the station where he is posted IFFCO

reserves the right to transfer from one post to another post and from,s station

to another any where in INDIA OR ABORAD including transfer in new

Establishment that might be started in future.

5 – PROMOTION:- IFFCO has fixed and written promotion policy.

The policy is based seniority and merit.

Usually IFFCO give the promotion to the employee according their

qualification and cadre wise.

Generally merit is given weight age.

6 – TERMINATION:- An employee service mat be terminated at

any time on one month (but not less than 30 days) notice on either site or by

the employee.

7 – INDUSTRIAL RELATION:- IFFCO has setup healthy

relationship with other industry and it encourage this type of relationship

industry feel the proud with dealing IFFCO.

The main function of IR section are as follows:-

1. Compliance of Statutory provision.

2. Dealing with union.

3. Participate Dispute.

8 – WELFARE:- IFFCO deals with various welfare activities (like

sport and cultural programs for employees canteens etc.

9 – TIME OFFICE:- IFFCO keep track of employees attendance.

Employees are electronic cards which are to be electronically punched at the

time entering and leaving the office.

10 – PROVIDENT FUND:- IFFCO has its own board of employees

providence fund as per EFP and Mise. Provision Act 1952 and PF benefits

shall be as IFFCO EPS rules.

11 – RETIREMENT:- In the IFFCO the retirement and super

annuation shall be at the age of 58 years.

VARIOUS SECTION UNDER ADMINISTRATION

DEPARTMENT

1 – ESTATE OFFICE:- IFFCO has setup a planed township and

estate office take care of Sanitation of plant and township allotment of

house, shop etc.

2 – ADMINISTRATION DEPARTMENT:- Administration

department also take care of indirect facilities like medical, HBL, Liveries

etc.

3 – HORTICULTURE :- IFFCO has so beautiful garden in plant in

and township and they take care by the gardeners.

4 – GUEST HOUSE:- Proper maintenance of Guest house is required

for accommodation facility to people like contractors trainees etc.

5 – SANITATION:- Take care sanitation of plant and township by

the many super. They do always cleaning and dusting and do their work very

carefully.

6 – TRANSPORT:- IFFCO has so many buses for their employee.

The buses passes from every 30 minutes. The buses are luxurious, there are

comfortable seats and music facilities are provided also.

7 – GENERAL ADMINISTRATION:- It take care the other general

things which is related to the office work like furniture and fixtures

stationary, stock and non stock items, it take care always employees

facilities at working time.

8 – HOSPITAL:- Administration department paid attentions for

proper running of hospital they are responsible for appointment of good

Doctors and necessary medicine and hiring specialists.

9 – PUBLIC RELATION:- The role of this section is to project a

favorable image of the organization in the eyes of employee and public

through the media such as press activities, highlighting sports cultural

events. New development sat IFFCO achievement of financial targets

research and marketing etc. Also familiarizes the employee with the

company’s progress in terms of productivity training programs and future

prospects.

10 – HINDI IMPLEMENTATION:- IFFCO promote Hindi as

language employees are motivated to use Hindi in their daily working charts,

stickers and posters are distributed in various department to promote the

usages of Hindi for it IFFCO get Raj Bhasha Awared so many time.

AONLA UNIT

The flagship of IFFCO, Aonla unit is located in the Gangetic Plains of

Uttar Pradesh in Bareilly district about 28 km. south-west on Bareilly-Aonla

road. Aonla unit, on Ammonia-Urea complex, is comprised of two phases;

Aonla-I and Aonla-II. The total capacity of Aonla unit including both phases

is 8,91,000 MTPA for Ammonia and 14,52,000 MTPA for Urea having two

streams of Ammonia and four steams of Urea.

Aonla-I was commissioned in may, 1988 and Aonla-II in December,

1996. both Aonla-I & II units are achieving average annual capacity

utilization of 116%.

IFFCO Aonla unit is one of the most efficient and quality-wise as well

as environment oriented unit so that M/s KPMG Peat Marwick, a quality

registrar has certified it as ISO:9002 unit and M/s BVQI London has

accredited it as 180:14001 unit.

PERFORMANCE OF AONLA UNIT IN 2007 – 08

Production (in MTs)

Urea 18,64,809 tones

AMMONIA Production 10,77,246 tones

Capacity Utilization 107.2%

Highest monthly Urea prod 96183 tones by Aonla 1 in March

95778 tones by Aonla 2 in March

Yearly Urea dispatch 1865684 tones

Specific Energy Consumption

Urea (Aonla – 1) 5.706 Geal/tones

Urea (Aonla – 2) 5.517 Geal/tones

QUALITY POLICY

IFFCO Aonla unit is committed to achieve satisfaction of its

cooperative societies forming community and customers by manufacturing

and supply specified quality product by pursuing.

Improvement of technology for enhancing / maintaining productivity

and growth.

Creating safe & healthy working conditions and eco-friendly

environment.

Cooperation & team spirit.

Development of human resource.

Continual improvement at effectiveness of it’s quality management system.

AONLA UNIT AWARDS

IFFCO AONLA UNIT has been awarded Indo – Greentech

Environment Excellence Award (1st position for the year 1999 – 2000).

IFFCO AONLA UNIT has been awarded Indo – German

Greentech Environment Excellence Award ( 1st position for the year 2000 –

2001 ).

Fertilizers Association of India’s award for excellence in safety for the

year 2001 – 2002.

Fertilizer Association of India’s award for best article (3rd prize) for

the article “Maintenance and inspection of the modern fertilizer plant” by

Shri. R.P. Maheshwari and shri. R.K. Shrivastava.

Nation Safety Council of India’s safety award 2000 (Prashanasa

Puraskar) for developing and implementing very effective.

Occupational safety and healthy management system and procedures

and achieving very good performance.

National Safety Council of India’s safety 2002 (Prashanasa

Puraskar) for developing and implementing very effective occupational

safety and health management system and procedures and achieving very

good performance.

Nation Safety Council of India’s safety award 2004 (Prashanasa

Puraskar) for developing and implementing very effective.

National Safety Award 2005 by Ministry of Labour & Employment,

Gove of India, achieving outstanding performance in Industrial safety as

runner up for the year 2005

FAI award for Excellence in Safety National Safety Council Award

2006 – Prashansha Patra for developing & implementing effective

management systems & procedures and achieving good performance in

occupation Safety & Health.

AMMONIA PLANT

There are two streams of ammonia plants having the capacity to

produce 1350X 2 MTPD of ammonia. The technology is based on the

Halder Topose, Demark process with Natural Gas and Naphtha as main raw

material.

The production of ammonia requires Hydrogen and Nitrogen in the

ratio of 3:1. The source of Hydrogen is Natural Gas and Naphtha is sourced

from atmospheric air. Natural Gas is supplied by Gail through HBJ pipeline

from BOMBAY HIGH GAS field and Naphtha is supplied by IOC

MATHURA REFINERY. Both are used as feed stocks which contains

hydrocarbons. Small quantity of sulphur in the feed stocks is removed by

passing it through desulphurization unit. Sulphur free gas with gasified

Naphtha is then mixed with steem and sent to the primary reformer where

reforming reaction takes place in the presence of catalyst producing a

gaseous mixture of hydrogen and carbon compound. Further this mixture is

reformed in secondary reformer where air is added to provide the required

nitrogen for ammonia synthesis. After this reaction, the gases mixture is

cooled in heat recovery boilers and sent shift conversion where carbon are

converted in to carbon – dioxide.

Is separated from gaseous mixture and sent to urea plant as raw

material for urea production. To avoid the traces of carbon – dioxide. Which

is harmful in further process it is converted into Methane in methanator.

Pure synthesis gas from methanator outlet is compressed and sent to

ammonia converter where ammonia is formed. The final product of liquid

ammonia is sent to Urea plant as raw material for Urea production. A

common purge recovery unit with membrane technology has also been

installed to recover hydrogen for energy saving.

UREA PLANTS

There are four streams of Urea plant having the capacity to production

1100 x 4 MTPD of Urea fertilizer. The technology is based on

snamprogetti , Italy on ammonia stripping process.

Liquid ammonia and gaseous carbon – dioxide is made available by

ammonia plant, and sent to reactor after compression and pumping. In

reactor, ammonia and carbon – dioxide react to from ammonia carbonate

which is further dehydrate to from urea by the heat of reaction. The output of

reactor is sent to the stripper where urea is further concentrated by removing

un dehydrated ammonia the stripper still contains some ammonia carbonate

which is further purified in MP and LP section. Vapors containing ammonia

and carbon-dioxide obtained from these vessels are converted to ammonium

carbonate and recycled to the reactor.

Concentration of the urea solution is important because rise in the

temperature encourages burnet formation which is poisonous to the crops.

Therefore it is concentrated under vacuum evaporated concentration. After

final concentration urea melt (99%) is pumped to Urea peril tower where it

is sprayed by rotating peril bucket and fine droplets of Urea are solidified by

means of natural air draft. At the bottom of Peril Tower Urea peril are

collected and send to product handling plants by means of scrappers and belt

conveyors.

PRODUCT HANDLING PLANT

Product handling plants is composed of Urea storage known as SILO

and packaging and transport activities. Two silos of 45,000 and 30,000 MT

capacity have been provided to store urea product to ensure continuous urea

production even if it is not taken off due to non – availability of Rail wagons

or seasonal demand fluctuation. The packaging facilities where bagging,

stitching and loading operation take place are composed of 16 such stations.

Each station having two weighing, filling and one stitching machines. These

machines are electrically operation and fully computerized. The system is

equipped with data logging system which can record and display various

detailed fact figures for dispatch.

UTILITIES

A part from raw material, production of Ammonia and Urea requires

various utilities via: Power, Stream , Cooling, Water, Instrumental Air, Inert

Gas, Ammonia Storage facilities etc. For this purpose, various other plants

have been functioning.

STRAM AND POWER GENERATION PLANT

To meets the continuous power supply needs of main plants,

capacitive power plant and steam generation facilities have been provided.

In this plant, two turbines having capacity of 18 MW along with heat

recovery steam generation unit have been provided to cater the plant needs

of power and steam. Additionally , HRU unit of ammonia – 2 add to steam

supply of the complex.

RAIN WATER AND WATER TREATMENT

A chain of 15 bore wells has been created to meet the water

requirement of plant and township. Raw water from these bore wells is

collected in raw water reservoir having the capacity of 33,396 M. As steam

generation required water demineralization water, water treatment plants the

raw water demineralization and other dissolved salts. This demineralization

water is used for steam generation in boilers. Six unit of water treatment

plant each having the capacity to produced 140/hr of DM water have been

provided to supply of the DM water for all the complex. Six condensate

polishers unit of 120m/hr capacity each having also been provided to

conserve and recycle contaminated condensates.

COOLING TOWERS

The cooling water requirement of ammonia, urea and power plants

and offsite facilities is met by dour induced draft the type tower. Cooled

water is circulated from cooling tower to various heat exchange in the plant

and the returned hot water is cooling tower and gets cooled in directed

contact with cold air. This circulation type cooling water is eco – friendly as

non – chromate is used for this treatment.

COMPRESSED AIR SYSTEM

One centralized compressed air system has been established to meet

total compressed air requirement (both plant air and instrumental air) for

ammonia Urea and other off – site facilities. The compressed air system

comprise of 6 reciprocating compressor each the capacity of 1,200NM per

hour at 8Kg/cm. air drier unit has been provided to produce air at very low

drew point. Additionally one centrifugal compressor of 5000NM/hr capacity

has been installed to meet all the requirement of the plants.

INERTGAS PLANT

The equipment and vessels of ammonia ,urea and other plants

required to be purged to eliminate explosive and toxic gases before putting

for maintenance and catalysts are also to be kept under nitrogen atmosphere

for its protection when the plant is under shut down. For this purpose, inert

gas plant has been provided to 600NM/hr of high gaseous nitrogen at a

pressure of 7Kg. The process is based on fractional distillation of air at low

temperature.

AMMONIA STORAGE

A storage facility has been created to facilitate uninterrupted operation

of ammonia plant in case of urea plant shut down. Two refrigerated

ammonia storage tanks each of 10,000MT capacity have been provided to

store liquid ammonia at -33.c temperature and atmospheric pressure. The

storage facility comprises of safety system in its operational procedure.

MAINTENACE

To run a large complex of this magnitude at its peak efficiency and

productivity, Maintenance function comprising mechanical, electrical,

instrumentation, civil and telecommunication disciplines has been created.

Various types of equipment repair and keeping it operation worthy, is

carried out in-house

This large plant complex comprises of various mechanical equipments

supplied indigenously as well as from abroad, it requires high level of

preventive maintenance on turbines, pumps, compressors, rotors, vessels,

heat exchangers, reactors etc is carried out using internal resources.

A large power distribution network has been created and maintained

for uninterrupted operation of the plants. The network involves various

substation, transformation, controlled centers, emergency power supply etc.

This network is monitored and controlled by software called programmable

Logic Control (PLC).

For efficient operation of chemical process plants, effective

instrumentation and control with precision are essential. Our plants are

having most modern instrumentation is micro processor based using large

array of electronies.

TECHNICAL SERVICE

Our plant operation and maintenance is ably supported by technical

services. It’s main objective is to study the plant problems and provide

solutions for de-bottlenecking covering various aspects of the plants. Several

in-house schemes have been developed and implemented to improve the

efficiency and energy consumption. An intensive management reporting

system being practiced to keep all the function and head office abreast of

latest development and as decision support system. Beside this is technical

library has been provided to the next some demand of human supplement the

latest professional information. The library boasts of more than 3,000

volumes of books and standards and more than 10,000 plant related

documentation. Quality control laboratory and training center also from of a

part of technical services.

MANAGEMENTS INFORMATION SYSTEM

In keeping peace with changing times, MIS has been given due status

at AONLA Unit. The unit has a campus wide computer network using client

server technology. Fiber Optical Cable about 7Km length runs through out

the plants and forms the nerve system of network. All networking

components like state of art switches and have been the provided by IBM.

The network comprises of 200Nos. of clients and 5Nos. of servers. Most of

the clients are Pentium and Pentium MMX computers. IBM Rs. 60000 is the

main server having AIX and Oracle 8.0 on it. Rest is window NT and

Network servers. All functional areas of the unit have been computerized.

The connected to all units, head office and marketing offices via satellite

through NICNE. Lotus Notes 4.5 on window NT facilities E-Mail within

and outside world.

Aonla Units own website has been placed on internet so as other to

know about the success story of Aonla Unit.

ENVIRONMENT MANAGEMENT

IFFCO understands its responsibility towards the environment,

therefore to maintain the ecological balance, Zero-effluent from various

plants undergo extensive treatment are collected in lagoons from where it is

used for irrigation of the green belt. A large 80 meter wide green belt has

been created around the plant. Some of the important environment

management facilities provided de-dusting system, disc-oil separator,

hydrolyser, non – chromate cooling water treatment program and separate

effluent treatment plant. The air quality is also monitored continuously. The

environment parameters which are monitored are well below the MINAS

and other pollution standards.

The lagoons area has become natural habitat for the migratory birds

during the winter season and can excel as any picnic resort.

QUALITY CONTROL

Being an ISO:9002 unit, IFFCO Aonla lays much emphasis on

customer satisfaction through quality objective, a full fledged laboratory has

been established to monitor quality of production process at various stages

round the clock and as well as inputs and final product urea. A part from this

the laboratory also monitors the quality of liquid and gaseous effluents

discharged from the factory.

The laboratory is well equipped with state of art instrument based on

micro processor technology which have been found to be amply in

conducting difficult analysis with case and precision. Spectrophotometer,

Nitrogen analyzer, Moisture analyzer, Atomic absorption, Dissolved oxygen

analyzer, Flue Gas analyzer, Plasma emission, Data processors and gas

chromatograph are some of the important instruments provided in the

laboratory.

FIRE AND SAFETY

Safety and fire prevention being the primary factor of well being of an

organization. Therefore, a well equipped fire and safety has been established

in addition to various built in safety features of the plants and their

technology. Fire and safety section has been provided with sophisticated and

proof clothing, personal protective equipment, explosive meters, safety belts,

air breathing apparatus.

To inculcate safety habit in each of the employee, various safety

seminars, training and competition are organized from time to time. A

detailed on – site – emergency plan has been developed and practiced at

regular intervals to maintain pre – preparedness to meet any eventually.

HUMAN RESOURCES DEVELOPMENT

Employee development leads to the organization development. IFFCO

has grasped this fundamental truth. A fully functional training and

development section has been created to provide learning avenues to the

employees. Most of the employees are recruited as trainees and then

required to undergo extensive off the job training in various disciplines.

Other managerial and development.

Training is also arranged in house as well as at the other prestigious

institution. The development activities do not with employees but extended

to the families also.

COMMUNITY DEVELOPMENT

IFFCO being an institution, is committed to work for the

improvement of the socio-economic conditions of rural population around

the plant. Aonla unit has adopted several villages under its village

development scheme. Hand pump, roads construction, school building, other

amenities have been provided in the surrounding village, Medical camps,

free distribution of medicines, polio and diphtheria vaccines, family

planning and social marketing are the few activities undertaken in these

villages. Subah ladies club of township also play active part in social welfare

by running an education center the education has been established in village

Sainda near Aonla on unit which provide fertilizers, pesticides and seed to

the formers.

IFFCO TOWNSHIP

IFFCO township spread over an area of 560 acres having 1085 house

is situated at Bareilly-Aonla road in the front of factory. It provides all

modern facilities, amenities and recreational aspects to all employees

residing in the township. Township has its own shopping center, hospital,

recreation club, cable T V, community center, open air theater, swimming

pool, stadium temple and school for the children of the employees. A part

this, regular marketing bus facility has also been provided for the employees

and their dependents. Our township is miniature of India having people from

all corners of the country. All the festivals of India are celebrated with equal

zeal and enthusiasm.

The township is well maintained with planned row of houses, lush

green lawns, trees, parks and wide roads and second to none of the

settlement. Employees from all corners of country with different language

and cultures live in the township making it mini-India.

RESEARCH METHODOLOGY

This section deals with the methodology used in the present

investigation. It describes with the nature of study, details of samples and

statistical treatment though which data have been obtained and analysed.

1 – Research design; - Research design refers to pattern or outline of a

research project working. It comprises a series of prior decision that are

taken together and provide a plan for executing an project.

Present study is survey type in nature involves employees of at

IFFCO, Aonla unit are categorized in three categorized –

A – Management staff.

B – Technical staff

C – Non – technical staff

Employees were given a questionnaire to fill various level satisfaction

among employees due to place & procedure of management.

Their responses were analyzed using statistical techniques. The tool

used in study , the questionnaire is attached as a appendix.

2 – Population – Employees of IFFCO at Aonla unit.

3 – Sample – To work on whole population is done through a sample of

population considering that sample represent the characteristics of

population stratified random sampling sampling method to was used.

There strata made in population are : -

A – Management staff.

B – Technical staff / supervision

C – Non – technical staff /supervision

Random sample of 30 employees were selected from 1st & 2nd strata

and 36 from 3rd strata.

4 – Tools – To study various satisfaction level of employees a questionnaire

designed by me with the help of available literatures & project guide.

This contains both open and cleared ended questionnaire related to

service rates, work environment, approach of management and various

policies of managenment.

5 – Data collection – I personally visited all department to have information

selected samples. After observation and brief talks. I distributed

questionnaire among selected respondent. They were fill up general

information and then given answer to all the items mentioned. Then there

questionnaires were filled up by respondents I called them.

6 – Statistical technique – After collection of data. I adopted appropriate

statistical techniques to get the answers required.

1 – MENING OF LABOUR WELFARE

The term of ‘labour welfare’ ‘employee welfare’ and ‘worker welfare’

are used interchanged to denote various services provided by the employers

to the employees in addition to wages. According to Arthur James Todd,

“Labour welfare means anything done for the comfort and improvement,

intellectual or social, of the employee over and above the wages paid which

is not a necessity of the industry.” According to a publication of ILO,

“worker” welfare should be understood as meaning with services, facilities

and amenities which may be established in on in the vicinity of undertaking

to enable the persons employed.

Welfare measures may be introduced by the employers, government

and employees or by any social or charitable agency.

The purpose of labour welfare is to bring about the development of

whole personality of workers to make him a good citizen.

2 – SCOPE OF LABOUR WELFARE

The labour investigation committee preferred to include under ‘labour

welfare’ anything done for intellectual, physical, moral, and economic

betterment of the workers. Whether by employers, by government or by

other agencies, over and above what is laid down by or what is normally

accepted on the part of the contacted benefits for which worker may have

bargained.” According to the committee on labour welfare, welfare services

should mean such services and facilities and amenities as adequate canteens,

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

travel to and fro, the accommodation of workers employed at a distance

from their homes and such other services, amenities and facilities including

social security measures, which contribute to condition under which worker

are employed.

Labour welfare includes both statutory as well as non statutory

activities undertaken by any of the three agencies-employers, trade unions or

the government for the physical and mental development of workers, both as

a compensation for wear and tear that he undergoes as a part of production

process and also to enable him sustain and improve upon the basic capacity

of contribution to the process production. It is a very broad team covering

from social security to such activities medical aid, crèche, canteen,

recreation, housing, adult education, arrangement transport of labour to end

the place of residence.

3 – SIGNIFICANCE OF LABOR WELFARE

The logic behind providing welfare facilities is to create efficient,

healthy and satisfied labour force for the organization and also for the

nation. In India industrial worker, get the benefits of various welfare

facilities. The purpose is to provide them better life and also to make them

happy and efficient. The other important benefits of welfare the services are

given below: -

A welfare facilities provides better physical and mental health to the

work and makes them happy.

Such service facilities like housing scheme, medical benefits,

education and recreation facilities for the worker’s families helps

create contended workers families. This will help them to devote mind

towards their work. The gain terms of productivity and quality of

work with bee large indeed.

Employees services serve to maintain some degree of peace with the

employees union in as much as constitute a considerable part of the

bargaining package. The harmony and the good relation that results

are the king pin of higher productivity.

Employer get stable force due to the provision of welfare facilities

work active interest in their jobs and work with a feeling of

involvement and satisfaction. They also find their work interesting.

Employers secure the benefits of high affiance, cordial industrial

relation and law labour absenteeism and turnover ratio.

Labour welfare measures raise labour productivity and bring industrial

peace and cordial labour management relation.

An employer is able to attract talented workers from the labour market

by providing a attractive welfare facilities.

The social evils prevalent in the labour force such as gambling,

drinking etc are reduced. Welfare activities bring improvement in the

health of the worker and keep them cheerful through entertainment

facilities.

4 – CONSTITUENTS OF LABOUR WELFARE ACTIVITIES

Dr. Broughton, has divided labour welfare activities into two

categories as follows-

A – Intra – mural activities

In this category of labour welfare activities, those facilities are

included which are made available to the workers within organization. These

facilities include the following-

Scientific selection of appointment of worker for different jobs

Provisions of industrial training for different jobs.

Arrangement of proper working condition such as proper lighting,

fresh air, drinking water, ventilation etc

Arrangement for the prevention of accident. It includes the

arrangements protection against dangerous machine, fire and extreme

fluctuations of power etc.

Other activities for the welfare of worker, such as the facilities of

canteen, facilities of restrooms etc.

Facilities of health and medical care for the and employees and their

family members.

B – Extra – mural activities

These are the activities that are provided by an enterprise for the

welfare of their employees outside the enterprise. These activities include

the following-

Arrangement for the education and training for the worker and the

facilities of education for the children of the workers.

Arrangement of proper housing, accommodation for the rent that can

afford easily.

Provision of nourishing food to the employees at the price that they

can afford.

Facilities of recreation for this purpose, the arrangement can be made

for clubs, libraries reading – room, gymnasiumetc.

Provision for provident fund.

Provision for gratuity and pension.

Arrangement of co-operative societies from the employees may

purchase the good and service of daily use at reasonable prices.

Group insurance scheme.

Facilities of transportation to collect the employees from their home

and to drop back them.

5 – OBJECTIVE OF LABOUR WELFARE ACTIVITES

Important objective of labour welfare activities are as follows-

To provide proper working conditions to the workers so they may be

encouraged to stay in the enterprise.

Increase and maintain the efficiency of the workers.

To encouraged the feeling of integration among employees.

To establish harmonious relation between labour unions, employees

and the government.

6 – NEED/IMPOTANCE OF LABOUR WELFARE

ACTIVITES IN INDIA

In all the developed countries of the world, the employees are

providing best working conditions to their employees and they are

introducing all the possible labour welfare activities. The importance of

labour welfare activities is much greater in our country because there are

certain deficits in India Labour Force. Following are reasons why labour

welfare activities are important in India-

A – Establishment of industrial peace – Labour welfare activities helps in

establishing harmonious relations between employees and employers.

Employees relies that they are getting all the possible facilities and employer

take care of them. Such feeling among the employees is helpful in

establishing industrial peace

B – Increase in responsibilities of workers – Provision of labour welfare

activities in an enterprise increase the sense of responsibility among its

employees because they feel that should work to the best of their efficiency

and ability to justify the facilities they are getting.

C – Helpful in reading the ratio of absenteeism and labour turnover –

The rate of absenteeism and labour turnover is much higher in India

compared to that of the develoed countries the world. Provision of labour

welfare activities helps in reducing this rate because the worker feel

themselves well settled at one place.

D – Increase in Efficiency of Employees – Labour welfare activities

increase the efficiency of employees to work. These facilities help in

developing the feeling of dedicating among them. Due to the increase in

efficiency, the production and the productivity of the enterprise increase

considerable.

E – Helpful in maintaining Health and physical Ability of Employee –

Most of the Indian workers unhealthy and fed it reduces the production

capacity of the employees. Provision of nourishing food and medical

facilities help in maintaining health and physical ability of employees.

F – Helpful in reducing the state of poverty among employees – A great

problem in industrial development of our country is the extreme poverty of

Indian worker. Most of the worker in our country is unable in providing for

bare necessities for themselves and their family members. Provision of

labour welfare activities play an important role in reducing such poverty and

in providing essential plays an important role in reducing such poverty and

in providing essential to the worker.

G – Helpful in providing education and training to the worker - Most of

the Indian worker are illiterate and untrained. This situation causes a great

hindrance in adopting latest technology and in introducing changes.

Provisions of the facilities of education and training to them. It increase the

productive of worker and reduces the possibilities of industrial accident. It

minimizes the need of supervision also.

Above discussion makes it clear that if clear that if adequate and

suitable labour welfare activities are undertaken in the country, it will make

Indian worker more efficient and productive. It will improve their working

condition and their economic standard. It will increase the production and

productivity of the enterprise also. So the money spent by employees on

providing labour welfare activities to their employees is in their own benefit.

Labour welfare are help them to perform their health and bring high morals.

Labour welfare is a dynamic concept as new welfare measures are added to

the existing ones along with social change. It is also a comprehensive

concept. The modern concept of labour welfare entails all those activities of

employees, which are directed toward providing the employees with certain

facilities and service in addition to wages or salaries. These are not from of

employee’s good will or charity to the workers butt is objective of the

organization. It is not only in the interest of the employee to provide them

with necessary medical benefits, recreation facilities, retirement benefits etc.

but also in the interest of the organization itself. The employees feel satisfied

if are provided with such and they also feel committed to the organization.

That is why test are merely factors and not motivate, yet they are necessary

for the health of the organization since they bear closed connection with the

productivity of the employees.

The basic features of welfare measures are as follows –

A – Labour welfare includes various facilities, services and amenities

provided to workers for improving their health economic betterment and

social status.

B – Welfare measures are in addition to regular wages and other economic

benefits to workers due to legal provision and collective bargainihg.

C – Labour welfare measure is flexible and ever changing. Now welfare is

add to the existing ones from time to time.

7 – SCOPE OF WELFARE ACTIVITIES

Labour welfare activities include all services, amenities and facilities

provided by the employees other than wages. The international labour

conference at its 39th session enumerated the following facilities as labour

welfare activities-

A – Feeding facilities.

B – Rest and recreation facilities.

C – Transportation to and from the work place to their homes etc.

The labour Investigation committees stated, “For our part we prefer to

include welfare activities anything done for the intellectual, physical, moral

and economic betterment of the workers whether by employer, by

government or by other agencies over and above what is laid down by law”

8 – TYPES OF WELFARE ACTIVITIES

Welfare services relate to physical and social well being of the

employees both within and outside the organization. Within the

organization, these include provision of medical benefits, recreational

facilities, libraries, canteen, rest room etc. They may also include meals and

refreshments supplied free of cost or at subsidized rates to the employee. But

outside the organization, welfare arrangement include provision of housing

accommodation, education of children of employees, sports fields, medical

advice for the family etc.

On the whole, these services may be basically of three types :-

A – Economic.

B – Recreational

C – Facilitative

These are discussed below

A – ECONOMIC –

These provide some additional economic security over and wages of

salaries, such as pension, life insurance, credit facilities etc. Establishing a

proper pension program will reduce dissatisfaction in the area of economic

security. Pension is a kind of deferred payment to meet the need of

employees in their old age. Generally, the amount of pension is related to the

last pay drawn and the total number of year of service. Some organization

has a scheme of family pension, which provide for payment of pension to

family members in case of demise of employee. Similarly, the employer may

contribute towards the premium of life insurance of each employee. Some

organization has a scheme of family pension, which provides for payment of

pension to family members, in case of demise of employee. Similarly, the

employer may contribute towards the premium of life insurance of

employee. Some organization also helps the employees to start of the

employers or consumers co-operative stores to provide the workers with

customer’s goods at no profit no loss basis. The employee often needs

money for purchase of cycle, scooter, TV, sewing machine, fan etc to raise

their standard of living. In such case and at other time e.g. marriage and

other religious requirements. The employer may advance them the money,

which is paid back by the employees in the from of monthly installments to

be deducted from their salaries. The also be inducted to build up their own

fund for future contingencies.

B – RECREATIONAL SERVICES

The employees are in need of occasional diversion. Their attitude

improves when the routine of everyday living is broken occasionally. For the

purpose, management may provide for recreational facilities. More

agreeable informal atmosphere is promoted through the contacts and

relationships built up in the recreational event. The management may

provide for indoor games like Table tennis in the common room for

employees. In case of big organization, management may also arrange the

employees will increase. Management may also provide for reading rooms,

libraries, radio, TV etc for the recreation of the employees.

C – FACILITATIVE SERVICE

These are conveniences which the employees ordinarily require such

as-

1 – Canteen, Rest Room and lush Room –

Eating is naturally a very important thing for an employee to keep his

health and efficiency in working. Unless proper facilities for food, tea and

room are available, health and consequential efficiency of the worker will go

down. Hence almost all the factories are required to provide canteens whers

food can be obtained either at a fair price or at subsidized rates. Similarly

may be provided where workers may take their food that they bring from

their homes. Workers also need place or shelter for taking rest during leisure

hours. This is also a necessity for proper upkeep of health and efficiency.

There is a very large size canteen situated at main gate of the factory.

It provides tear, snacks, lunch and meals at very reasonable rate to the

employees.

There are shelters coach rooms, restrooms, reading rooms, there is

library (both at the plant and in the township) for the employees.

Fire section has been provided with fire fighting tenders rapid

intervention vehicles.

Fire proof clothing’s personal protective equipments explosive meters.

Safety belts.

Air breathing apparatus etc.

2 – Medical facilities –

Health is one of for the most things for the employees and it is natural

that there may be injuries because of accidents while working. So first aid

facilities must be provided for within the factory premises. In addition,

medical scheme is generally in operation under which reimbursement of

medical expenses actually incurred is allowed. The organization may also

prescribe doctors from whom the employees may get services in case of

need.

a – Dispensary:- There is proper arrangement of a dispensary at factory

area. They can start first aid treatment of the injured worker. The medicines,

the bandages etc. are provided to the dispensary by IFFCO.

b – Health Centre/Hospital:- In IFFCO there is a hospitals in the township

to take of the employees and their families too.

One Physicians.

One lady Doctors and one child specialist.

Besides there as 5 minutes, 2 Ayas, One sweeper, One administrative

Assistant and pathology technician.

c- Emergency air/First aid appliance:- There are well equipped first aid

boxes readily available during all working hours at all the plants and offices

respectively.

d – Ambulance;- IFFCO provide four Ambulance to there employees for

the emergency period.

3 – Housing facilities –

Some organization construct flats for their employees and provide the

same either free or at a nominal rent. In some cases, compensations are

while in other cases, loans are advanced to the employees to enable to

construct or purchase their own house of flats.

4 – House Building loan ;-

The house building loans are granted to employees for construction

/purchase of house & the loan is sanctioned on very liberal norms & on very

normal rates of interest.

This rates is realized in a span of 20 years. This span is reduced

according to the service of the employees concerned. This is a very liberal

benefit to the employees to the owner of the house to the owner of the house

during their tenure of service. House building loan 8 lakh with 5.5%.

a – The advance is granted to employees of IFFCO who have regularly been

appointed to the service of IFFCO and have completed three years services.

b – HBL may be granted for

1. Purchase of Plot/Land.

2. To buy flats.

3. For Construction of House.

4. For Maintenance.

c – The quant yam of loan will be such that carry that carry home pay after

deduction of loan installments shall not be less than 50% of salary or Rs.

4000/- (whoever is less).

5 – Washing Facilities –

It is necessary to provide washbasins and washing facilities to be

conveniently accessible to all worker should be clean, properly separated

and screened for the use male and female employees.

The employees who are supply with the protective clothing/uniform are

granted a working allowance at the rate of 5%of their basic pay.

6 – Educational Facilities –

Educational facilities may be provided by the organization to the

employees children by starting a school for them.

6 – Leave –

The employees are having the facilities of following types of leaves-

a – Casual Leave – This is a 14 day leave during one calendar year (for-new

employees pro-rate basis) but cannot be combined with any other leave

unarailed CL will lapse at the end of the year i. e. 31st December.

b – Earned Leave – 33 days after a completion of one year service (i.e. one

day every eleven day worked) can be accumulates up to 240 days only.

c – Medical Leave –20 day on a half pay in a year (leap year 18 days) This

half pay leave can be computed as full pay i. e. 10 days Medical leave

available only after completion of the 1 year service there leave are granted

for a period of sickness of 3 day (inclusive of intervening, preceding &

succeeding Sunday and holiday at a time) Supported by medical certificate

can be accumulates up to 120 days full pay.

Medical assistance : -

Number of family members Ceiling for routine medical

(including the employee himself) treatment per annum

For 2 family members Rs. 2250/-

For 3 family members Rs 4500/-

Two type which are vogues

i – Medical scheme A

ii – Medical scheme B

i – Medical scheme A – Under this employees are reimbursed with the

medical expenses not exceeding the amount stated in the previous page.

ii – Medical scheme B – The entitlement of routine medical treatment may

be reimbursed to the employee, without production of receipt, prescription

etc. Every month not exceeding 1/12th of the limits under the clause.

7 – Leave travel concession :-

Existing schemes of LTC and LTC encashment under both the

schemes i e ‘x’ and ‘y’ stand discontinued as on 31st dec,2007.

Effective from 1-1-2007, LTC shall be limited to certain % of basic

pay of an employee, to be based on such rules & regulations as notified from

time to time, with the approval of the M. D.

Many organization reimburse actual fares incurred by employee in

undertaking a tour along with his or her spouse and minor children once

during specified of years.

8 – Contribution provident fund and pension scheme: -

Provident fund 12%of basic & D A & out of this provident fund,

contribution of Rs. 4170/- is transferred to pension scheme.

9 – Reimbursement of fixed local traveling expenses: -

Reimbursement of fixed local traveling expenses is Reimbursed to the

employee @ 17% of their basic pay.

10 – Education allowances: -

An education allowance is respect of school/college going children of

employees paid @ 20% of their basic pay. This allowance is admissible for a

man for three children. This is paid at actual to subjects to a foresaid limits.

11 – Incentive for family planning operation: -

Appreciable amount is to be for employee.

Special casual leave-

a – 6 day CL in case of sterilization operation undergone by the employees.

b – 14 day CL (special) in case of sterilization operation undergone by the

female employee.

c – 7 day special CL if it is undergone by the male employee.

12 – Redemption scheme of House Building Loan: -

The employees who has taken House Building Loan, no recovery of

the house loan is made from the dependent family members of deceased

employees and the dependent family member can become the owner of the

house.

13 – Salary Advance: -

A permanent employee may be allowed to draw an advance equal to

one month’s salary (Basic + Dearness allowance) last drawn, once in a year

few of interest. The advance shall be recordable in not more than to equal

monthly installments commencing from the salary of the following month.

No further advance shall be granted unless the earlier advanced is fully repai

14 – Canteen subsidy –

With effect from 1st April 2008, canteen, subsidy will be paid to the

employees, on monthly basic @ 10% basic pay. And 12 Rs. per plat for any

employees and worker.

15 – Productivity linked incentive scheme for the employees of IFFCO.

16 – Conveyance Advance: -

Now any one can though his entitlement may be mobbed, cycle or

scooter.

Motor – car --- Actual cost on 90% of motor car for grade – 1 & above to

108 & equal monthly installments

Motor – cycle/scooter--- For 40,000 Rs. to motor-cycle & 30,000 for

scooter for grade – 2 employees and 72 equal monthly installments.

Moped – For 20,000 Rs. to moped to grade – 3 and 60 equal monthly

installments.

Bi-cycle--- 3,000 Rs. for cycle, for grade – 4 employees, and 30 equal

monthly installments.

17 – Elimination of dust, fumes, smoke and gases

In IFFCO take care and measures to removement of the dust, fumes and

gases from the workroom for the clean environment and good health, there is

proper arrangement to discharge the fumes, smoke and gases, it discharge at

a height of 96 meters and the content of NH3 and Urea in it is a low as a 6

ppm.

a – Humidity:- At IFFCO the humanity of air is not artificially, it increased

during the manufacturing process.

b – Overcrowding:- IFFCO Aonla plant is setup at a very large so there is

no question of overcrowding there is 15 cubic meter space for very workers.

c – Lighting:- At IFFCO there is sufficient and suitable arrangement of

artificial and natural lighting and every part of a factory.

d – Control of Effluents:- IFFCO understands its responsibility forwards

the environment. The effluent from various plants undergoes extensive

treatment in effluent treatment plant (ETP) and this water is then used for

irrigation.

e – Sitting Arrangement:- There is suitable arrangement for sitting in

IFFCO they provide a separate convert with comfortable seat and table and

some other facilities for officer and for other workers they provided the

comfortable seat and table. There are shelters, restroom and lunch room for

some purpose.

18 – Drinking Water:-

IFFCO provide the sufficient number of water coolers at different places in

the plants.

19 – Waste Disposal:-

The effluent from various plants undergoes extensive treatment in ET plant

and collected in lagoons from where they are used for irrigation of the green

belt.

The lagoons area has become natural habits for the migratory biros during

winter season and can excel as any picnic resort.

20 – Work men’s safety measures:-

At IFFCO there is proper maintenance of machines and tools used.

To provide protection against dangerous fumes and gases(which can

used up to 35 minutes)worker are provided with breathing apparatus.

Safety helmet, carpals or multy, goggles, dust mast, hand gloves to

avoid any sort of inhalation fans to remove accumulated from

workshop or from clothes of workers respectively.

9 – THEROTICAL ASPECT OF WELFARE

Labor welfare includes provision of various facilities and amenities in

and around the work place for better life of the worker. It is a part and parcel

of social welfare. The term ‘social welfare’ cannot the welfare of the entire

society whereas ‘labour welfare’ is a narrow concerned with the welfare of

workers. Labour welfare includes medical, sports, education cultural and

other facilities. In India, some welfare facilities are compulsory as per labour

laws, while other are purely voluntary in character. It should be noted that

expenditure on labour welfare is a profitable investment in the long run as it

motivates the worker for higher productivity.

Labour welfare measures have the following objective.

A – To provide better life and health to the workers.

B – To make workers happy, satisfied and efficient.

C – To relive worker from industrial fatigue and to improve intellect and

material condition of living of the workers.

10 – NECESSITY OF WELFARE WORK IN INDIA

Labour welfare activities in India are urgently needed because India is

an industrial backward country and the working conditions are not

satisfactorily Indian industries. The workers are poor and illiterate and

generally blamed for being irresponsible and lazy. Labour welfare activities

are necessary for improving their working conditions and their economic

standards.

11 – EVALUTION OF WELFARE MEASURES

Is labour welfare measure waste of money? There are two views about

this. According to the first view, held by most of the employees in India, the

amount spent on labour in welfare work is sheer waste of money of money.

Their arguments are as under.

Limited financial resources – negligible amount spent on welfare

activities does not yield good results.

The administrative machinery in industries is overburdened.

Workers do not contribute anything towards welfare founds

Suspicions by employees – employees take this welfare measure as

to undermine the influence of trade unions.

Welfare activities have not direct and immediate effect on labours

efficiency and productivity.

Labour policy and practices in India are quite unsatisfactory.

According to the second view, the welfare activity if well planned and

well organized repay the employer in the run because it increases efficiency

and productivity of workers in the following ways.

Worker real wages are increased.

Workers feel themselves satisfied with work.

Labour absenteeism and turnover ratio declines.

Welfare measures recognize the human values.

It ensures healthy and enlightened citizens.

Welfare measures recognize the human values.

A sense of responsibility is developed.

12 – CHARITABLE ORGANIZATIONS

Charitable organizations conduct social welfare activities, which are

useful to all section facilities, scholarships, etc. However, the contribution of

such organization in labour welfare is not so significant.

A PROVISION OF FACTORIES ACT, 1948

REGARDING LABOUR WELFARE

Section 42 to 49 of the factories act, 1948 contain specific provisions

relating to welfare of labour, sec. 42 to 45 apply to all factories irrespective

of the number of workers employed. Sec. 46 to 49 are applicable to factories

employing more than a specified number of worker. These provisions are

discussed below-

A – WASHING FACILITY (SEC.42)

In every factory (a) adequate and suitable facilities for washing shall

be provided and maintained for the use of worker there in, (b) separate and

adequately screened facilities shall be provided for of male and female

workers, (c) such facilities shall be conveniently and shall be kept clean.

B – FACILITIES FOR STORING AND DRYING CLOTHING

(SEC.43)

The state government may, inspect of any factory or class or

description of factories, make rules requiring the provisions there in of

suitable place for keeping clothing not worn during working hours and for

drying of wet clothing.

C – FACILITIES FOR SITTING (SEC.44)

In every factory, suitable arrangements for sitting shall be provided

and maintained for all workers obliged to work in a standing position, in

order that the take advantage of any opportunities for rest which may occur

in the course of their work.

D – FIRSTAID AND APPLIANCES (SEC.45)

There shall in every factory be provided and maintained so as to be

readily accessible during all working hours first aid box or cupboard to be

provided and maintained shall not be less than one hundred and fifty

workers ordinarily employed at one time in the factory.

E – CANTEENS (SEC.46)

The state government may make rules requiring that in any specified

factory where in more than two hundred and fifty shall be provided and

maintained by the occupied for the use of the workers. Such rules may

provide for –

The date by which such canteen shall be opened.

The standards in respect of construction, accommodation, furniture

and other equipments of the canteen.

The foodstuffs to be served therein and charge which may be made

therefore.

The constitution of managing committee for the canteen and

representative of the worker in the management of canteen.

The items of expenditure in running of canteens which are not to

be taken in to account in fixing the cost of good staffs and which

shall be borne by the employer.

F – SHELTERS, REST ROOM AND LUNCH ROOM(SEC.47)

In every factory where n more than one hundred and fifty worker are

ordinarily employed, adequate and suitable shelters of rest room and a

suitable in the lunch room, with provision of drinking water, where worker

can eat meals brought by them, shall be provided and maintained.

G – CRECHES(SEC.48)

In every factory where in more than 30 women workers are ordinarily

employed, there shall be provided and maintained a suitable room for the use

of children and under the age of six years of such women employees, such

room shall provide adequate accommodation, shall be adequately lighted

and ventilated, shall be maintained in a clear and sanitary condition and

shall be under the change of may make rules for providing additional

facilities for the care of children for washing and changing their clothing and

providing them free milk and to feed them by the mothers at the necessary

interval in any factory.

H – WELFARE OFFICERS (SEC.49)

In every factory where in five hundred or more workers are ordinary

employed, the occupied, the occupier shall employee in the factory such

number of welfare officers as may be prescribed.

SWOT ANALYSIS

Strength

1 – Cooperatives are voluntary organization pf farmers are the actual end

users with services with as than primenatto.

2 – Direct relation with customer that make their job to read their customers.

3 – High consumer a varness due to heavy promotion, former meeting,

black, semonspation.

4 – The strong capacity with cooperative is being steadily augmented with

the help of world loan finance.

5 – Cooperative enjoy a high serge of creditability & reputation among

farmer for the quality at the product distributed by them.

6 – As a matter of the policy, IFFCO has allwage allowed competitive term

& condition to its marketers like stale Apex Cooperative its marketing

federation the societies.

7 – Kandla, Kalol, Phulpur, & Aonla unit have been awarded 150-14001

certificates by M/s by Q1 London & Kalol & Aonla units also get the 150-

9002 certificates M/s Kpmg peat man width for most efficient & quality

wise as well as environment oriented unit.

8 – IFFCO enjoys the status of being the largest producer of the urea in the

word in a single country.

WEAKNESS

1 – More efforts have to be made in enhancing the allocation of urea & DAP

in southern & eastern parts of the country.

2 – IFFCO needs a unique selling proposition (USP) the current advertising

or exciting.

3 – Due to the induction of the state public sector agencies like agro

industries co-operative the distribution system of IFFCO has been affected.

4 – Adequate cash credit accommodation is not available to such primary

cooperative societies under where credit flow has been checked out to high

default rate & hence they have to resort to cash sale of fertilizer.

5 – Many a time the secretary of the cooperative security is not a village &

hence his identity with the local farmers community is not well established

and due to this reason some societies do not even have the services of a felt

time paid servitor.

6 – Law uniform policy has been involved for sharing of distribution margin

between the various item of cooperative network in each state to sustain the

vital retail function being performed by the primary operation lost in course

of time.

7 – Customer prefer HDPE page as packaging of fertilizer because of its

multiple user but due to pressure from government IFFCO is using both

HDPE page & jute bag for packaging purpose.

8 – As a matter of principle IFFCO has to market its active production

through the cooperative system the cooperative is not developing fast

enough in order to absorb all the additional volumes offered on likely to be

offered by IFFCO.

OPPORTUNITIES

1 – IFFCO thrust will continue to be on service to the farming community

by conducting need based area specific agricultural extension and

promotional the scheme for the benefits of farmer have to be further

strength.

2 – IFFCO has to modify/strengthen the cooperative so as to sale its

increased volumes fuel competition from the private travel serve the farming

community in more effective manner & make the cooperative strong enough

to cope with load of their responsibilities.

3 – It can enlarge its infrastructure by setting pesticide chemical unit and

hence can give rise to new cheaper & service to the formers.

4 – IFFCO could set up a cooperative unit for HDPE bag Manu fracturing

5 – It would play a of catalyst in promoting rural sports & equipper rural

limited

6 – In the event if control of urea IFFCO might enter in fertilizer export

market

7 – IFFCO has set up bio- fertilizer unit to increase the agriculture

production without affecting the environment which we can say is a part of

eco. Friendly strategy of IFFCO to increase the cooperative share to have an

edge over the completions.

THREATS

1 – Because of crop’s policy on eleconiral to phosphate drupe in NPK

fertilizer consumption and widen of NPK fertilizer ratio posing season

threats to the fertilizer in elusions.

2 – Government polices regarding subsiclicaseey reutilizes as such there is

all wage feel of declaring subsidy.

3 – Railway limited number of wagons production is increasing day by day

which hampered transportation

4 – The involvement of state public sector agencies which sell their fertilizer

threatened the market share of – operative.

5 – The time has come for the cooperative to adopt an aggressive marketing

strategy to notch the increasing competition as also the flexibility &

resilience of the private traceless.

6 – The future of the fertilizer industry will be development if the

government takes a policy to mark or by option, which is take about quite

after, in view of low international price.

FINDING & INTERPRETATION

Management Staff

There are various schemes on practice at IFFCO Aonla unit for the

satisfaction of employees and their involvements for more productivity. In

the present study 30% have shown to be very attractive, 50% of the major

have shown moderator satisfaction provided by IFFCO while only 10% are

fairly satisfied to their maximum in contract to there satisfactory level

surprisingly their 10% management staff showed disappointment.

Fringe benefits provided by the organization again induce lot of

involvement of the manager for their better productivity, in the present study

satisfaction was shown by 90% while 10% was of the opinion that fringe

benefits are not attractive and there is scope for further improvement.

Technical Staff

The survey about the schemes revealed that in opinion of 70% are

very attractive, while 30% had a view that they way attractive, satisfactory

response was felt by 50% of the staff 12.5% feels that not much attractive.

In view of winning the confidence of the employees, 30% staff

opinioned that they had always natural and important attitudes towards the

employees while 70% frankly that occasionally followed this trend.

In view of 80% staff there are good facilities of training for trainees &

apprentices similarly sports activities by 60% staff while 30 are not satisfied

& surprisingly 10% viewed that they are poor. In terms of entertainment

40% are satisfied while 60% are not satisfied.

In case of health care 90% stratified 10% not- satisfied. In case of

working conditions 30% satisfied & 50% are not.

In case of facilities, activities allowances and working condition

etc.71.5% staff is well satisfied 28.5% managers are not satisfied.

It is interesting to know that 100%is showing interest in the welfare of

the employees of the organization & also concern about their fly grievance.

The relationship is good in opinion of 30% manager & very good in

opinion of 50% manager and 20& managers have a view that the

relationship is trust fair.

Non – technical staff

Worker at grass root level in the organization or to say to be very

important for better development in the unit.

IFFCO Aonla unit has adopted welfare schemes, in view of 5.5% of

workers schemes are attractive 27.5% feels that schemes are not attractive

and poor response are shown by 5.5% 66% in favor of transfer, 27.7% in

satisfactory position with promotion scheme, and in programs are very poor

82.5% of workers are satisfied with fringe benefits

In case of responsiveness of managers to solve the disputes, in opinion

of, 55.55% it is poor, 27.7% it is just fair 16.55% are satisfied. In case

relationship between mangers and workers of IFFCO Aonla, it is fair 44.4%

it is good and very good , 11.1% it is the excellent 44.4% worker do not

agree with that the welfare scheme are satisfactory 33% disagree with this

view and 16.6% are completely agreed to such activity.

The worker also have positive attitude towards betterment and

development of good promotional polices redressed of grievance, fixation of

pay & decentralization of certain power.

LIMITATIONS

The project report was completed with in the project of 8 weeks

which was not the sufficient time to evaluate the hole scheme of

IFFCO

The guidance provided by guide was not quite complete because of

lack of time and their busy schedule.

The research was based on the subjective knowledge rather than the

objective one.

Most of the questionnaire was filled in the research, so the

employees might have faced some problem to fill the questionnaire.

The technical support was not satisfactory and the employees were

not aware about the computer knowledge also.

In some areas at lower lever level the workers are not participative

because mostly they are illiterate and didn’t understand the meaning

of research because of this collection data is a big problem for the

research.

People were not giving the actual data because of this the ambiguous

data has been collected & creates problem at the time of analysis &

interpretation.

Findings have been revealed by the researcher who are enthusiastic

but have little experience in the field of research.

All workers were concentrating yet there were few who varying

clinical about market survey and found that useless, some would for

the best known to them gave wrong data or would not give any

information at all.

RECOMMENDATION

Principle and strategies are related to labour must be as follows.

Support desired behavior at all style.

Provide flexibility with in reward frame work so that individual

business units can vary their programs based on their differing

business needs.

Be based on organization ability to pay and industry bench marking

study.

Be clearly on articulated and adaptable to changing business

condition.

Be regularly reviewed.

CONCLUSION

The most significant impact of IFFCO of ambitions plan for growth

and globalization will be on the employee welfare as well as human resource

of the organization being the single most critical resource which detainee the

effective utilization of all other resources or the organization in turn world

have ascending implementation for welfare function which by its role

definition is responsible for the effective acquisition, development and

utilization for the welfare to achieve organization goals.

With the changing business scenario the challenges for the employee

welfare function will be unused that the welfare polices remain will aligned

not only with the business polices of the company, but also with the

changing needs & expectation of its employees. It will also have to ensure

the development of the employee welfare in term empowering them with the

necessary knowledge. Skill, leadership, competencies and alive the

innovative capabilities for ganging competitiveness in the market. The

would demand from the employee where welfare a higher degree of

sensitivity to the environment and the scanning of the existing welfare

polices on the continues basis to keep them need based on the time.

Endeavourer will conclude in its true sprite during the years to come.

EMPHASIS ON :

1 – To make the welfare schemes more effective.

2 – To encourage participation culture.

3 – To make policies regarding wage structure, bones and other related to

the employees benefit.

4 – To promote harmonious relation between workers and management.

5 – To make representative to the authorities in regard to their services,

conditions, housing medical and other .

CONCLUSION

1 – The most significant impact of ambitions plan for growth and

globalization will be on the employee welfare as well as human resources of

the organization being the single most critical resources which determine the

effective utilization of all other resources of the organization.

2 – With the changing business scenario the challenges for the employees

welfare function will be ensured that the welfare polices remain will be

aligned only with the business policies of the company, but also with the

changing needs and expectation of its employees.

3 – It will also help to ensure the developing of the employees welfare in

terms of empowering them the necessary knowledge, skill, leadership,

competence.

SUGGESTION

1 – To make the welfare scheme more effective.

2 – To encourage participation culture.

3 – To promote harmonious relation between workers and management.

4 – Reducement in the voluntary workers.

5 – An organization is IFFCO should promote the education of workers.

6 – Employees should be fully explained about companies policies.

7 – Employees should be informed about objective and goals of company.

8 – Employees should be familiar with the working conditions, procedure

and policies, carrier grown rules. They should also be informed about status

as compared to any other organization.

9 – The quality of working life and other programs related to HRD may be

improved through proper training of the staff concerned.

10 – On earning profit loans schemes should be enhanced.

11 – Communication between management & worker should always be

fragment .

12 – Transparency regarding promotion issues of staff & other should be

kept .

13 – Award job punishment policy should also be implemented.

14 – Level of participation responsibility should be increased keeping in

mind the population belief on achievement.

15 – Training & development should not be conducted in manner, where as

the continuity to subject & duration should be maintained.

BIBLIOGRAPHY

1 – IFFCO monthly magazine

2 – IFFCO journal

3 – IFFCO Directors (HR) survey and research report

4 – www.IFFCO.com

5 – Business today

6 – All Indian Human Resource Association magaines

QUESTIONNAIRE

Name of Employee: --------------------------------------------------------

Age: --------------------------------Gender----------------------------------

Designation: -----------------------------------------------------------------

Department: ------------------------------------------------------------------

Period of service: ------------------------------------------------------------

NOTE: - Tick the correct answer

Q: 1 – Do Labour welfare play any role in the organization?

A- Yes B- No

C- Can not say

Q: 2 – Are you happy with your present wages and allowances?

A- Yes B- No

C- Can not say

Q: 3 – Whether you are satisfaction with welfare activities being arranged by

IFFCO?

A- Yes B- No

C- Can not say

Q: 4 - What type of labour welfare should be hers.

A- Monetary B- Non monetary

C- Both D- Partially above

Q: 6 - Does labour welfare achieve desired result?

A- Yes B- No

C- Can not say

Q: 7 - What are the objective of the welfare?

A- Motivation B- Satisfaction

C- Competition D- Need of employees

E- Compulsion

Q: 8 - Which area is affected by welfare?

A- Performance link B- Productivity link

C- Profitability link D- All of above

Q: 9 - Which type of labour welfare would you like to choose for yourself?

A- Monetary B- Non monetary

C- Both D- Can not say

Q: 10 - How should it be given to the employees?

A- Group B- Independently

C- Both E- Depend upon the labour welfare

Q: 11 - Should it be same for all level of executive or non executive in any

group?

A- should be B- Partially

C- Not D- Can not say

Q: 12 - Does employees satisfied for taking welfare?

A- Fully B- partially

C- Can not say

Q: 13 - How much extent do employees get satisfaction?

A- 100% B- 75%

C- 50% E- 25%

Q: 14 – Should it adopted by IFFCO continuously for a long period?

A- Yes B- No

C- Can not say