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EMPLOYEE WELFARE INTRODUCTION: The study on welfare measures is more relevant in today’s business scenario characterized by very tough competition. This situation had led to a stage where organizations are more worried about survival; this led welfare to take a back seat. The employees themselves are looking for the bare minimum and not making any demands for welfare. In such a situation, a study on welfare measures and their effectiveness goes a long way in determining how relevant these concepts are in the changed scenario. Therefore a study is required. The study was also required because implementation of welfare measures in India has become nominal. It has been so neglected in the implementation part that there are very few takers for welfare because of which the basic objective of having welfare measures being implemented is lost. This study was therefore aimed at telling the management areas where they need to tighten up to make welfare really meaningful in the organization. Keeping in view the importance of fertilizers, the following integrated polymers plants with foreign collaborations were set up. The real need for welfare arises from the two basic conditions generally known as the long arm of the job and the ‘social invasion of the factory’. The working environment of any job in a factory or mine or a workshop imposes some adverse effect on the workers because of the heat, noise, and order, fumes etc. involved in the manufacturing process. EMPLOYEE WELFARE Employee is the important factor of Industrial Production. Management seeks to cooperation of work force by providing welfare in terms of provisions for better working conditions, adequate lighting and ventilation etc., Employee Welfare work aim at providing such service facilities and amenities which enable the Employee employed in industrial to perform their work in healthy congenial surrounding conducive to good health and high morale. OBJECTIVES OF THE STUDY Primary Objective: To study the level of satisfaction of employees regarding welfare measures at C.I.L.

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Secondary Objective: To study the perception of the employees regarding the welfare measures provided to them. • To analyze if the level of satisfaction is different among the various categories of employees and departments. • To suggest provision of more welfare measures to improve the performance of the employees. HYPOTHESIS: • • Employee welfare measures provided by the plant influences the productivity Employee welfare measures provided by the plant leads to job satisfaction of the employees PROBLEM OF THE STUDY: A Project titled “A Study On Employee welfares Measure With Special Reference to COROMANDEL INTERNATIONAL LIMITED,VISAKAPATNAM “.This project is for to know the labour welfare measures provide in the coromandel international limited, and to study the various dimensions of employee welfare measures that perceived by the worker and the perception of the respondents regarding the various labour welfare provided to them and to suggest suitable measures to enhance HRD intervention used in improve the welfare facilities. SCOPE OF THE STUDY: During the World War II certain non-monetary benefits were extended to employee as means of neutralizing the effect of inflationary condition. These benefits, which include housing, health, education, recreation, credit, canteen etc., have been increased from time to time as a result of the demands and pressures from trade union, it has been recognized that these benefits help employee in meeting some of their life’s contingencies and to meet the social obligation of employee. 1. Employee demands: Employees demands more and varied types of welfare measure rather than pay hike because of reduction in tax burden on their part of employees and in view of the galloping price index and cost of living:

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2. Trade union demands: Trade union competes with each other for getting more and a new variety of welfare measure to their members such as life insurance, beauty clinics. If one union succeeds in getting one benefit, the other union persuades management to provide a new model fringe. Thus, the competition among trade union within an organization results in more and varied benefits. 3. Employee’s preference: Employee also prefers welfare measure to pay-hike, as welfare measure motivate the employee for better contribution to the organization. It improves morale and works as an effective advertisement. 4. As a social security. Social security that society furnishes through appropriate organization against certain risks to which it members are exposed These risks are contingencies of life like accidents and occupational diseases. Employee has to provide various benefits like safety measure, compensation in case of involvement of workers in accidents, medical facilities etc RESEARCH METHODOLOGY: The information pertaining to various labour welfare philosophies has been collected mainly from various books however the information pertaining to Coromandel International Limited has been obtained from the following two sources. PRIMARY DATA: This is done by personal discussion with various officials in employee relation department and human resource development. Questionnaires were prepared by keeping in view of the objective of the study. The first one is being management questionnaire covering management data on participation of workers in welfare work. The second one was the canvass among the sampled employers to find out their opinion on welfare measures. The questionnaire was distributed to 150 and the response were limited to 100. The study is confined to a sample of 100 only.

. So they could not afford give full information. Some of the limitations of the study are as follows.  Time was a constraint for the study.  During the project period most of the staff members are busy with auditing and other works. executives and others were busy the study was primarily focused on secondary data. LIMITATIONS OF THE STUDY Every study is conducted under some limitations.4 SECONDARY DATA: The secondary data is from various publications on personal management labour welfare and annual reports of Coromandel International Limited.  Some of the information was not available due to the confidential matters.  Since officials.

5 CHAPTER-II REVIEW OF LITERATURE REVIEW OF LITERATURE .

2. When all basic facilities are provided and employees obtain satisfaction then the productivity can be increased and development of the organization will be possible CONDITIONS OF WORK ENVIRONMENT 1) Working conditions • • • • • • • • • • Temperature Ventilation Lighting Dust Smoke Fumes and gases Noise Humidity Posture – simple Hazard and safety complex devices 2) Factory Sanitation and Cleanliness: • • • • • Provision of urinals in factories Provision of spittoons Provision for the disposal of waste and rubbish Provision for water disposal (drainage) Provision of proper bathing and washing facilities . and controlling human resources for effective achievement of organizational goals.6 Human Resource Management is the process of procuring. This project is focused on employee welfare measure and employee morale.1 EMPLOYEE WELFARE – DEFINITION Employee welfare means “the effort to make life worth living for workmen”. developing. maintaining.

washing and repair of buildings and workshops Care and maintenance of open spaces. roads. gardens. games. drama.7 • • Cleanliness. gymnastics. etc) Social and cultural recreation (music. audio visual education. dancing.1 EMPLOYEES’ HEALTH SERVICES 1) Factory health services • • • • • Medical examination of employees Factory dispensary and clinic treatment First aid and ambulance room Treatment of accidents and Health education and research 2) Recreation • • Playgrounds for physical recreation (athletics.1. lecture programmes and Workers educational scheme and its working 4) Economic Services • • Employees’ co-operative societies Grain shops and fair price shops and . etc) 3) Workers education • • • • Education to improve skills and earning capacity Literacy Library. etc 3) Welfare Amenities • • • • • • • Provision and care of drinking water Canteen services Lunch Rest room Crèches Cloak rooms Other amenities 2. white. singing.

8 • Housing co-operatives 5) Housing for employees and community services .

1. and a willingness to co-operate with others in the accomplishment of an organization’s objectives. enthusiasm or zeal.1. the important factors which have a bearing on morale are • • • The attitude of the executives and managers towards their subordinates. hours of work. Good morale is evidenced by employee enthusiasm.9 6) Study of the working of welfare Acts • • • Factories Act Employees state insurance act Minimum wages act 7) Social Work in industrial Setting • • Family Planning Employee counseling 2. They include 1) Safety provision inside the workshop 2) Employee counseling 3) The medical services 4) The recreational and other welfare facilities 5) Fringe benefits and supplementary items 2. somewhat related to esprit de corps. and safety rules effective leadership and an intelligent distribution of authority and responsibility in the organization . working conditions. 2. including pay.2 EMPLOYEE SERVICES AND BENEFITS These are concerned with the process of sustaining and maintaining the work force in an organization.3 EMPLOYEE MORALE .4 FACTORS AFFECTING MORALE According to McFarland. voluntary conformance with regulations and orders.Fippo has described morale “As a mental condition or attitude of individuals and groups which determines their willingness to co-operate.1.DEFINITION According to Yoder “morale is a feeling.

one’s job. dependability and resistance to frustration. disobedience of the orders of the leaders. fighting. 2.10 • • the design of the organization’s structure which facilities the flow of work and The size of the organization. or lack of interest in. According to McFarland. pessimism.1. .1. there are some who assert that high satisfaction leads to high performance.1. The “Hawthorne” studies of 1930s seem to support this view. “high morale exists when employee attitudes are favorable to the total situation of a group and to the attainment of its objectives low morale exists when attitudes inhibit the willingness and ability of an organization to attain its objectives High morale is represented by the use of such term spirit. dislike of. bickering.6 TYPES OF MORALE Morale is generally referred to as high morale. 2.7 MORALE AND PERFORMANCE It has been pointed that “there is a little evidence in the available literature that employee attitudes bear any relationship to performance on the job. enthusiasm. is described by such words and phrases as apathy. loyalty. such as • • • • • • • • The organization itself The nature of the work The level of satisfaction The supervision received The perception of the self Workers perception of the past awards and future opportunities for rewards The employees age The employee’s educational level and occupational level. Low morale. First. jealously. disloyalty to the organization. as do findings of other studies. and laziness.5 CRITERIA THAT DETERMINES MORALE Several criteria seem important in the determination of levels of workers morale. on the other hand. 2. zest.

like building a radio.1. others take an opposite view. Second. For example. Lyman Porter and Lawler say that satisfaction results from high performance. and they may have contempt for one who refuses to admit his mistakes. because most people experience satisfaction by accomplishing more tasks. Employees do not lose their respect for the boss who admits his mistakes but they cannot respect one who makes too many.9 IMPROVING MORALE A three-fold action may be initiated.1. Third. and the correct position should be explained to the employees. or clinching a sale. Third. .8 WARNING SIGNS OF LOW MORALE Among the more significant of the warning signals of low morale are • • • • • • High rate absenteeism Tardiness High Labour turnover Strike and sabotage Lack of pride in work and Wastage and spoilage. Vroom found significant relationship between morale and performance in only 5 out of 22 studies undertaken by him.11 Second. 2. a reasonable attempt should be made to educate and convince the employees. misconceptions should be removed. still others claim that there is no consistent relationship between morale and performance. 2. it is essential to change the policy or to correct it immediately. In the first place.

local and national press. Vol. Gretchen M. winter 1998.12 2. is the most important. 2. . laid-off employees. gleaned from interviews and surveys that will retain workers' trust and sense of empowerment. pp. • • • • • • • Treat employees with respect Show interest in your employees' personal lives Allow your employees to gain ownership of their jobs by being part of the decision-making process Create a pleasant work environment Establish an employee recognition program Give clear direction and set priorities. Mishra Topic: Human Resource Management and Industrial Relations Reprint 3927. the community. The company should consider all stakeholders' needs — survivors. and any affected government agencies. Mishra. Be their greatest advocate. Management should communicate frequently and be open and honest. 2006 The following are the ways to boost the employee morale. No. How to Boost Employee Morale By Betsy Gallup April 9. 39. 83–95 Mishra propose a four-stage approach to downsizing.2 REVIEW OF LITERATURE FROM JOURNALS AND ARTICLES Preserving Employee Morale during Downsizing Karen E. The implementation of all the above. Spreitzer and Aneil K. Stand behind your employees.

The company should still be very much hands-on with the whole employee incentive program to ensure that the outcome of the employee incentive program will be good. It is essential that your incentive program will actually inspire and motivate them to work efficiently and not just be competitive with each other.13 Boost Employee Morale with an Employee Incentive Program By: Trevor Marshall Good managers know from their own observations that employee attitude affects their work and eventually the company’s output. Employee Welfare By Regina Barr Employee Welfare program is based on the management policy which is aimed shaping perfect employees. Increase in basic salaries and pension as adjustment to the needs providing all work units and their officials with vehicles to help support smooth mobility. Employee insurance program to provide the employee with better security. . Therefore the concept of employee welfare includes to aspects namely physical and mental welfares 1. 2. 5. Providing the retired employees with the old age allowance. 3. Healthy competition among the company’s employees is good but too much of it may also cause the company to disintegrate. Applications of merit system or work performance system as the basis for employee rewarding. Improvement in health security for the employees and their families so that they can work confidently and productively. 4.

3 DIAGRAMATIC REPRESENTATION OF THE STUDY CANTEEN FACILITY MEDICAL FACILITY MOTIVATION Effect of welfare measure on morale JOB SATISFACTION SAFETY WELFARE MEASURES EMPLOYEE MORALE INFRA STRUCTURE CREDIT FACILITY INTER RELATIOSHIP WORK ENVIRONMENT .14 2.

15 CHAPTER-III INDUSTRY PROFILE AND COMPANY PROFILE Coromandel Internationals Limited .

98 120. 29 of these 57 units are engaged in the manufacturing of urea.69 . private and co-operative.27 100.94 34. At present there are 57 large scale fertilizer units. The dramatic development of the fertilizer industry and the rise in its production capacity has largely been attributed to the favorable policies. The Indian government has devised policies conducive to the manufacture and consumption of fertilizers.0 Cooperative Sector 31. while 13 of them produce Calcium Ammonium Nitrate and Ammonium Sulphate. The large scale use of chemical fertilizers has been instrumental in bringing about the green revolution in India.59 Percentage Share 44. public.61 P 35. There are also a number of medium and small scale industries in operation. The Indian Fertilizer Industry is one of the allied sectors of the agricultural sphere. nitrogenous and complex fertilizers. The following table elucidates the installed capacity of each sector. Numerous committees have been formed by the Indian government to formulate and determine fertilizer policies. In fact production has gone up to an extent that there is scope for the export of food grains. Sl.73 29. The remaining 20 fertilizer plants manufacture complex fertilizers and DAP.13 56. The agricultural sector and its other associated spheres provide employment to a large section of the country's population and contribute about 25% to the GDP.0 62.33 17. Bihar and the Fertilizer & Chemicals Travancore of India Ltd in Cochin.65 30.0 26. In the pre and post independence era a couple of large scale fertilizer units were established namely the Fertilizer Corporation of India in Sindri. No N 1 2 3 Sector P Private Sector Public Sector Total Capacity (LMT) N 53. about 72 of them.13 4.16 INDIAN FERTILIZER INDUSTRY PROFILE India is primarily an agriculture based economy. The fertilizer industry in India began its journey way back in 1906. These manufacture an extensive range of phosphatic. This surplus has been facilitated by the use of chemical fertilizers. During this period the first Single Super Phosphate (SSP) factory was established in Ranipet in Chennai.08 7. India has emerged as the third largest producer of nitrogenous fertilizers. It had a capacity of producing 6000 MT annually.27 100. This has resulted in large scale investments in all three sectors viz. Kerala. The adoption of back to back Five Year plans has paved the way for self sufficiency in the production of food grains.

01. With the formulation and implementation of investor friendly policies.17 The Department of Fertilizers is responsible for the planning. Today. it lacks chief plant nutrients like potassium. The installed capacity of urea in India is estimated to be 207. There are four main divisions of the department. This was during the forties and the fifties. It makes an assessment of the individual requirements of the states and union territories and then lays out an elaborate supply plan. complex and phosphatic fertilizers. (FACT) in Kerala and the Fertilizers Corporation of India (FCI) in Bihar.Fertilizer & Chemicals Travancore of India Ltd. promotion and development of the Fertilizer industry. Though the soil in India is rich in silt. One of the major factors that have led to the rapid increase in the production capacity of fertilizers in India is the policy environment. .11 million MT of nitrogen and 5. As per Government of India records on 31.2007. the Indian fertilizer industry is the 3rd largest producer in the world. By 2003. These successes in the production by the fertilizer companies of India have crowned India the 3rd largest fertilizer producer in the world. public and co-operative sectors and this propelled the growth of the Indian fertilizer industry.52 LMT. It also takes into account the import and distribution of fertilizers and also the financial aspect. with 57 large sized fertilizer plants manufacturing a wide variety of the nitrogenous. The aim was to create an industrial base that would provide India with self reliability in food grains. India witnessed significant growth of the fertilizer industry during the sixties and the seventies. Fertilizers Projects and Planning and Administration and Vigilance. large investments poured into the private. The Indian fertilizer industry has come a long way since the setting up of the manufacturing unit of Single Super phosphate (SSP) near Chennai in 1906 A new impetus to the growth of Indian Fertilizer industry was provided by the set up the two fertilizer plants. These include Fertilizer Imports. the Indian fertilizer industry has made a production of 120. India had an installed capacity of 12. Movement and Distribution.36 million MT of phosphate.59 LMT of phosphatic (P) nutrient. nitrogen and phosphate. The increase in the production of fertilizers and its consumption acts as a major contributor to overall agricultural development. Finance and Accounts.61 LMT of nitrogen (N) and 56.

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with 57 large sized fertilizer plants manufacturing a wide variety of the nitrogenous.11 million MT of nitrogen and 5. the Indian fertilizer industry is the 3rd largest producer in the world. COMPANY PROFILE . India had an installed capacity of 12. With the formulation and implementation of investor friendly policies. (FACT) in Kerala and the Fertilizers Corporation of India (FCI) in Bihar. Today.Fertilizer & Chemicals Travancore of India Ltd. By 2003. large investments poured into the private. India witnessed significant growth of the fertilizer industry during the sixties and the seventies. This was during the forties and the fifties. The aim was to create an industrial base that would provide India with self reliability in food grains.20 GROWTH OF INDIAN FERTILIZER INDUSTRY The Indian fertilizer industry has come a long way since the setting up of the manufacturing unit of Single Super phosphate (SSP) near Chennai in 1906 A new impetus to the growth of Indian Fertilizer industry was provided by the set up the two fertilizer plants. complex and phosphatic fertilizers. public and co-operative sectors and this propelled the growth of the Indian fertilizer industry.36 million MT of phosphate. One of the major factors that have led to the rapid increase in the production capacity of fertilizers in India is the policy environment.

Coromandel was ranked among the top 20 best companies to work for by Business Today and was also voted as one of the ten greenest companies in India by TERI.21 INTRODUCTION: Coromandel International Limited is in the business segments of Fertilisers.9668 crores (USD 2.15. customers.2 billion) in 2008-09. cost effective and energy efficient manufacturing facility 3. Coromandel has also introduced a range of Specialty Nutrient products including Organic Fertilisers. Profitable operations 4. innovativeness and creativity. High quality products and brand image 2. It should have: 1. ProvideValue for money to customers through quality products and services. recognize and reward initiative. fungicides and herbicides and markets these products in India and across the globe. TreatOur people with respect and concern provide opportunities to learn. .9 million tons making it a leader in its addressable markets and the second largest phosphatic fertiliser player in India. Coromandel is the second largest manufacturer of Malathion and only the second manufacturer of Phenthoate.907 crore (USD 3. In its endeavour to be a complete plant nutrition solutions company. High level of satisfaction to stake holders. Specialty Nutrients. suppliers.14 billion) Murugappa Group. financial institutions and government. Coromandel has also ventured into the retail business setting up more than 425 rural retail centers in the agri and lifestyle segments. contribute and advance. The Company clocked a turnover of Rs. Coromandel is a part of the Rs. The Crop Protection business produces insecticides. reflecting its commitment to the environment and society. AdhereTo ethical norms in all dealings with shareholders. Coromandel manufactures a wide range of fertilisers and markets around 2. employees. Crop Protection and Retail. Modern.

benefiting our size. open communication and team spirit a style of operation. . consistent with values and benefits. GrowIn an accelerated manner. but reflecting moderation and humility. ManageEnvironment effectively for harnessing opportunities.22 MaintainAn organizational climate conducive to trust. by continuous organization renewal. DischargeResponsibilities to various sections of society thereby preserve environment.

23 THE SPIRIT OF THE MURUGAPPA GROUP: .

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RESPONSIBILITY: We are responsible corporate citizens. every minute of every day. We will do this in a manner that befits our size and also reflects our humidity. We have a healthy desire to stretch. We take pride in excellence. We unfailingly meet high standard of quality in both what we do and the way we do it. . We believe we can help make a difference to our environment and change lives for the better. We provide everyone equal opportunities to progress and grow.26 INTEGRITY: We value professional and personal integrity above all else. We earn trust with every action. achieve personal goals and accelerate business growth. We strive constantly to improve and be energetic in everything that we do. We achieve our goals by being honest and straightforward with all our stakeholders. RESPECT: We respect the dignity of every individual. QUALITY: We take ownership of our work. PASSION: We play to win. We are open and transparent with each other. We inspired and enable people to achieve high standard and challenging goals.

SWOT ANALYSIS STRENGTHS: • Very long experience in the field of producing and selling fertilizers. • Up-to-date technology and continuous up gradation. • investment. Import of major raw materials . Marketing by intermediaries Poor availability of product. the efficiency of both the men and machinery through To satisfy shareholders by giving them handsome returns on their nutritious complex fertilizers at minimum cost. • continuous up gradation of technology and providing training investment.27 OBJECTIVES OF COROMANDEL • To enable the farmers “grow more” by producing and supplying highly To maximize. • Niche Marketing • Strong promotional attractive • Widespread sales network • Minimum Labour problem • Well-trained employees and good work culture. • Financially strong and firm. WEAKNESS o o o o Neglecting study based on sales promotion of retail outlets. • Optimum capacity utilization • Enjoying great brand and corporate image • Dealer and farmer loyalty.

in the market.28 OPPORTUNITIES • • • • • Increasing trend in using complex fertilizer areas. . Frequent/subsequent changes in government policies. THREATS • • • • The heavy competition in fertilizer market. Large areas under each and oil seed crops Growling awareness and education among farmer’s community Modern farming practices Government subsidy reduction on urea for facilitating the use of complex fertilizer. • Over the years. Coromandel has received a number of awards and recognitions including the British Council 'Five Star' rating for Safety Management Systems and being adjudged one of the 'Ten Greenest Companies in India' by a joint survey of TERI and Business Today magazine. Shifting of demand from the company’s products to competitor’s DAP Huge consumption of urea cover complex that is offered at lessor cost Temperance of the Agricultural sector by the present government.

The process involved a rigorous assessment of Coromandel's HR processes and practices including site visits by a team of CII assessors. This recognition was conferred at the CII HR Conclave 2010 by Mr Hari S Bhartia.2010 at New Delhi. President of CII on 23rd July. Most Engaged Workforce.Erehwon National Award for Innovation in HR. .29 Some of the recent awards and recognitions received by Coromandel include: Coromandel was awarded "Significant Achievement in HR Excellence" by the Confederation of Indian Industries (CII). Coromandel in the past has achieved "Strong Commitment to HR Excellence" CII EXIM-BANK CNBC Award for Business Excellence Award for 'Strong Commitment to Excel' for Vizag & Kakinada Plants. DMA .

National Energy Conservation in Energy Conservation from Ministry of Power. received for the Award for efforts . for Kakinada Plant. New Delhi. International Award for The VOICE magazine. FAI Environment Protection Award for Complex (P2O2) Plant. received for the 4th time. FAI Best Video Film Award 6th time. FAI Best Production Performance Award for Complex (P2O2)Fertilisers for Kakinada Plant. Coromandel's in-house magazine.30 Public Relations Society of India National Award (1st Prize) for The VOICE. Vizag. Ranked among the Top 20 Best Employers to work for by Business Today. FAI Best Production Performance Award for the Phosphoric Acid Plant at Vizag received for the 9th time.

5 acres site was identified at Visakhapatnam along the “Coromandel” coast (India’s east coast). Prime Minister Jawaharlal Nehru invited the Ford Foundation to carry out a comprehensive study of Indian agriculture and give its recommendations.I.31 COMPANY HISTORY 1959: Independent India realized that its largely agrarian economy needed a thrust in the right direction for its people to benefit and prosper. V K Rao and Raja Rameswar Rao. The study revealed a crucial need to produce indigenous chemical fertilizers to increase agricultural output to meet the country’s ever-increasing food demand. A W Horton. Dr L Bharat Ram. Parry was appointed COROMANDEL principal sales agent in India for our product aptly name “GROMOR” epitomizing the idea of Growing More food for the nation.Parry (India) Limited (India’s largest private fertilizer producer with 60 years’ standing) – to set up a giant chemical fertilizer complex. Others on the Board included J Q Cope. taken under a 50-year lease from Visakhapatnam Port Trust. L L Powell and P J Davies were the first Managing Director and Dy. with H V R Iengar as its Chairman. E.D. The first Board of Directors was constituted on October 16. Donald I Meikle was the first Company Secretary.I. Lumus Company undertook construction of the plant. The land. . J K John. S C Dholakia. 1962 Market development commence in the form of a “seeding programme”. With a capital investment of Rs. Charles Dennison.D. 1961 : An industrial license was granted to three companies – IMC (the world’s largest producer of fertilizers then). from where the Company derived its name. Managing Direct respectively. has a private jetty just 5 km from the plant site. Chevron Chemical Company (a major American player in fertilizers / industrial chemicals) and E.50 crores. J T Gibson. A 483.

towering against the skyline. instituted in honor of Nobel Laureate Dr Norman Borlaug (father of the wheat revolution). economists. farmer households across our addressable markets identify COROMANDEL brand by this symbol. a local farmer. to set up a one million tonne cement plant. 1977 : COROMANDEL completed a decade of participation in augmenting agricultural production for the nation. Mr. bigger profits”. it still presents a formidable sight. 1971: The “Coromandel Lecture” was instituted to provide a forum for thinkers. The fully . social and agricultural research scientists around the world to share their thoughts on issues of global concern such as food security. dedicated the fertilizer plant to the nation. recalling old memories for those who were associated with its operation. Today. 1980 – 90: Plans to diversify were afoot. This reflects COROMENDEL concern to develop a symbiotic interaction between agriculture. The 245 ft high Urea prill tower was one of the tallest industrial structures in India then. environment and extension activity. supporting agricultural education and rewarding research – all of which had progressively grown in width and depth during the decade. Though not operational today. in the presence of Mr. 1976: Our fertilizer retail outlet at Secunderabad got a boost with garden lovers fervently seeking small quantities of fertilizers for bigger and richer blooms and fruit. Kasu Brahmananda Reddy. honors eminent men of science and industry for their distinctive contribution to the cause of agriculture. the then Deputy Prime Minister of India. A “groundbreaking” ceremony was performed in November 1980 at Chilamkur (Andhra Pradesh). was given the honour of cutting the ribbon.32 1967: On December 10. the Chief Minister of Andhra Pradesh. which is rich in limestone deposits. The “Borlaug Award”. Grandhi Ramamurthy. sharing agronomic expertise. 1970: The “GROMOR farmer” was developed as a marketing symbol and introduced on our bags to spread the message of “higher yields. industry and academia. Its vital role covered soil nourishment. Korari Desai.

the then Chief Minister of Andhra Pradesh.000 MT.Vellayan took over as Chairman on September 1.D. Phosphoric Acid and Complex Granulation plants were debottlenecked. COROMANDEL consolidated its business by acquiring controlling stake in Godavari Fertilisers & Chemicals Limited (GFCL).000 MT.M. Mr. J. On September 29. when the Sulphuric Acid.D Parry (I) Limited was merged with COROMANDEL on December 1.I. S. Mr. Mr. 2000 COROMANDEL growth over the years has been punctuated with several path-breaking modernisation / upgradation programmes. inaugurated a new complex granulation train. K.I. To optimise synergy of operations in the Group.000 MT to 400. Production capacity wend up from the original 247. V.Parry (I) Limited in 1995. Mr. D. It was later sold to India Cements in 19903 1995 – 99 Chevron Chemical Company divested its stake in favour of E. Mr. South Africa. Organizational Structure: The supervisory board of Murugappa group supervises the organization of Coromandel International Limited.D.Murugappan. Mr.Viswanathan and Mr. a boon to the entire farming community.Tandon. the programme gathered momentum in 1992-95.M. The top most authority of the whole Coromandel International Limited is administered and controlled by the . a highly reputed industrial conglomerate.Udwadia. Other Directors on the Board are Mr. Parry (I) Limited acquired majority shareholding in COROMANDEL making it a part of the Murugappa Group. Ravichandran took over as President & WTD on January 22. This further augmented capacity to 600. 2005: COROMANDEL signs a Business Assistance Agreement with Foskor Limited. M.M. A. the Farm Inputs Division of E.Jayaraman. 2004 :Mr.33 computerized plant (designed by world-renowned cement manufacturer Krupp Polysius of West Germany) was commissioned in 1984.M Nambiar . 2003: On July 12.I. Begun in 1975. followed by IMC in 1999. T.A.K.E. N Chandrababu Naidu. Mr. The first post-merger AGM of the Company was held on July 15. E.Nair.

34 president and managing director.Ravichandran. The main registered office of Coromandel International Limited is located at Hyderabad. AGM Operations: Asst. N. Sr. internal audit secretarial functions. The Visakhapatnam Plant is headed by the vice president who at present is Mr. Functions: The vice president manufacturing and projects is overall in charge of manufacturing Fertilizers at plant and in implementation of all the projects in time with a workforce of around 175 officers and 425 technicians. General Manager of operations is responsible for efficient running of Bagging & Product Handling Plants in addition to Management Information System of all Operations Department about 8 Executives and 100 workmen report to him. A work force of around 30 Executives and 35 officers are under his control. The vice president finance is in charge of overall fund management. The Sr. Vice President marketing is in charge of overall marketing of Coromandel International Limited finished products as well as the by-products like gypsum. Seetharam who undertakes the in charge of all the levels of departments in the organization. One AGM & other process plant Heads will directly report to him. Manager – Accounts:- . fluorine etc. The Present Managing Director of Coromandel International Limited is Mr. The functions of other executives are: General Manager – Operations: General Manager – Operations is responsible for smooth running of all process plants including operations.V.

10 officers and 36 office assistants assist him. General Manager of IT is responsible in building skill gap of all the human resources of the organization by requisite training and development. 8 officers and 40 workmen assist him. health and environment: . 30 officers and 165 technicians assist him. AGM – Purchase and Stores: Asst. raw material purchases and maintenance of stores at an optimum level. AGM & RH – HR AGM & RH – HR is responsible for recruitment of technicians and office assistants. He is also responsible for execution of all welfare measures and for security arrangement of plant and machinery. 5 officers and 20 assistants who look after the effective distribution of finished products and by-products assist him. 3 officers assist him and 2 workmen who execute all HR philosophies and administer officers wage administration. Asst. AGM – Maintenance: Asst. General Manager – Safety. General Manager – Maintenance is responsible for preventive maintenance of plant and machinery and buildings. AGM – IT: Asst. General Manager – Purchase & Stores is responsible for all purchase activities.35 Sr. He looks after the timely executives of all the capital projects at the plant. Manager of accounts is responsible for maintaining statutory accounts and other fund records.

health and environment is responsible for identification of hazardous areas and in suggesting remedial safety measures and its effective compliance. They are: 1. at the port. Clerical. Thus according to the ranks the employees of Coromandel Fertilizers limited are graded and the company runs round the clock. C2 for junior assistant and C3 for senior assistant. Managerial – The management staff is graded into CI1 to CI 3 and from MG3 to MG 10 grades. 2. Coromandel International Limited operates its own bulk freight raw material unloading berth. Technical staff is graded into S1 to S7 ranks. The clerical staff mainly looks after the office work. The labour comes under unskilled workmen. Location: The plant is situated in 500 acres of site about 5 km from the harbour. Thus the employees working under all the shift timings receive all the welfare facilities like canteen.36 AGM – safety. The employees of the organization are divided into three grades. which is an added advantage as they import many for Coromandel International Limited Company. 4 officers and 3 assistants assist him. 3. He also arranges medical checkups etc. The timings of the three shifts are. 0700 hrs to 1500 hrs 1500 hrs to 2300 hrs 2300 hrs to 0700 hrs The general shift is from 0800 hrs to 1630 hrs. . transport. The employees work in shift timings. drinking water etc. semi skilled and unskilled people.The clerical staff is graded into C1 to C3 ranks where C1 grade is for assistant. Technical—the technical employees are again sub divided into highly skilled. The site is located on the east coast of Visakhapatnam and has been leased from Visakhapatnam port trust for a period of 50 years with renewal options.

Darr Oliver of USA is used in manufacturing of cement. Sulphuric acid plant-This plant is designed and constructed by M/s. Simon Carves India Limited. which is a good source of income by sales. Plants: Coromandel International limited has mainly three plants. The urea prill is coated with ammonia phosphate to form the urea ammonia phosphate. Africa and Australia and is still looking for other sources. which is a Fertilizer. 3. Complex Fertilizer plant-Complex Fertilizer plant has rated capacity of 1400 million tonnes per day. Filtering separates gypsum and it is a by-product. Phosphoric acid plant-This plant is designed and constructed by M/s. Rock phosphate and sulphuric acid are reacted to give phosphoric acid and gypsum. It has a rated capacity of 400 million tonnes per day. Rock phosphate a mineral from foreign countries such as USA. It has a rated capacity of 1200 million tonnes per day. Ammonia and phosphoric acid are reacted in a reactor to form ammonium phosphate and urea is added to this mixture. Sulphur is the raw material. 2. They are: 1. which is imported from abroad from countries like USA. Japan and Gulf.37 The plant uses a lot of seawater in the process for cooling purpose Vizag being a seacoast provides the facility. Coromandel International Limited is serving the farming community of India for the past 3 decades by producing around 1 million tonnes of complex Fertilizers per annum and catering to the needs of agricultural society. Achievements: Coromandel International limited a reputed Fertilizer company in India stood first in achieving the following: .

3. They buy naphtha to make ammonia from HPCL.7 lakh tones per annum. which is urea ammonium phosphate 28:28:0 with high nitrogen and phosphate content in 1:1 ratio. 2. Functional Areas Coromandel International limited comprises of four functional areas. Finance 4. The basic raw materials used for manufacturing are phosphoric acid. .38 1. Rock phosphate is imported from USA and Sulphur is imported from USA and gulf countries. Manufacturing and production 2. First in India achieved to install a large sulphuric acid plant based on First in India achieved successfully to implement total recycling of DCDA technology to control sulphur dioxide emission. Manufacturing and Production: The main objectives of manufacturing unit of Coromandel International Limited are 1 To be a low cost Fertilizer manufacturer 2 Emphasis on safety and environment improvement 3 Trust on energy conservation The plant has planned to undertake manufacturing of single super phosphate with estimated production volume of 0. They are: 1. urea and ammonia. seawater for its effluent recirculation system attached to phosphoric acid plant. Human Resources 1. Marketing 3. First in India achieved to commercially manufacture high analysis complex fertilizer.

Npk is a scientific Fertilizer with the highest nutrient content of 63% among NPK complex available in India.39 Products: 1. Orissa. Coromandel International Limited sells its product under the brand name “GROMOR’. Orissa. RANGE OF PRODUCTS & CUSTOMERS: Top Key Customers Product/ service 28-28-0 14-35-14 20-20-0 10-26-26 Cement Industries –As a Retarder in Cement manufacture. and West Bengal use Complex Fertilizers these products for soil application.West Bengal. Segment Gypsum By-products Hydrofluosilistic By-products Acid Gromor Bentonite Sulphur . west Bengal and Madhya Pradesh. Gromor (14:35:14) ammonium phosphate potash. Orissa. Gromor (20:20:0) and parampos (16:20:0) ammonium phosphate sulphate gives 15% sulphur for the soil apart from their ammonia and phosphate content. Farmers in AP. The products of Coromandel International limited are sold in Andhra Pradesh. Gromor (28:28:0) urea ammonium phosphate is one of the best products of Coromandel International Limited .Orissa. and MadyaPradesh use this product as a soil conditioner in lowering PH of soils and to bring down alkalinity Farmers by Government Institution High Analysis in AP. 1.MadyaPradesh use this product as a neutralizer for Acidic Soils M/s Alufluoride Ltd-use this product for the manufcture of Aluminium Fluoride which in turn is used for the manufacture of Aluminium. 2. 3. West Bengal. Farmers in AP.

are imported from US and Gulf. which are useful for the production. Provide meaningful information to management in time. and MadyaPradesh use this product for Drip irrigation. Its marketing centers are mainly Andhra Pradesh. Explore new markets and crop areas 2. the state electricity board Marketing: Relating to the field of marketing the objectives are: 1. In Andhra Pradesh the Secunderabad branch concentrates on marketing. Orissa and West Bengal. Orissa. rest is taken from APSEB. The major products of CIL are complex Fertilizers marketed in the trade in brand name of "GROMOR" where most of the trade is done through railways. The raw materials like rock phosphate and sulphur. Orissa. Gromor Spray 19:19:19 Gromor Power 19:19:19 Power: Since the plant functions continuously the company consumes 24 mg watts of electric power each day. which altogether produces 7. Farmers in AP.5 mg watts. for better absorption of nutrient from leaves and to counteract adverse soil conditions. Minimum distribution cost and lead time 3. It has its own source of generating power through its two thermal power stations and one diesel power. West Bengal. Ensure quality and timely positioning of products as per market needs.40 in Saline/calcareous soils. Speciality Nutrients Farmers in AP. and MadyaPradesh use this product for foliar application. West Bengal. 4. The best product of Coromandel International Limited GROMOR 28:28:0 .

Sale of Fertilizer raw material such as sulphur. Quality Policy: Coromandel International Limited is committed in supplying phosphoric Fertilizers and related products. Sale of by-products like gypsum and fluorine. rock phosphate. Ensuring employee’s participation in continuous improvement measures. which is used for cooling purposes. 3. implementing and maintaining quality management systems to international standards. Finance: Coromandel International limited laid its foundation stone in 1964 with an investment of 50 crore and leading presently with a turnover of about 613 crores and yields 10% growth rate on turnover and 27-30% of returns per year and spends around 20 to 30 lakh per month as salaries to the employees. Imparting requisite knowledge. 2. . which satisfy the requirements of customers and comply with applicable specifications. Sale of intermediate such as sulphuric acid. Further it is committed to continual improvement of quality management systems and processes with the objectives of improving the product quality. 3. phosphoric acid. Developing. They strive to achieve the quality objectives and customer satisfaction by 1. They have a canal from sea to salt water. potash etc. Non-Fertilizer Activities: 1. 2. skills and competency to employees and 3.41 which is urea ammonium phosphate is marked in 50kg bags and stored in a tank area known as tank bund area.

Urea plant: Urea plant which has an operating capacity of 400 tones per day. has gained a net profit of around 46.42 The main objectives of finance department are: 1. Ammonia phosphate 28:28:0. These activities have helped Gromor to establish itself as a leader and pioneer beard. which is the backbone of the Indian economy. based on the CPJ Allied. Except for a couple of years Coromandel International Limited is being continuously a profit based company. Nunmate of USA. Tax planning As per the balance sheet stated on 31st March 2001 the fixed assets of the company cost around 250 crores and. Thus the company's emphasis has been on extension and development involving constant updating of improved agricultural practices. It is titled as the farness friend. The urea pills then send to complex plant for manufacture of urea. Effective funds and foreign exchange management 2. Visakhapatnam. The Urea plant has been shut down due to the shutdown of Ammonia plant.87 crores for the year 1998-99. The basic raw material is Naphtha which is obtained from Hindustan Petroleum refinery. the process. Controls cost including reduction in interest cost 3. . PLANTS OF COROMANDAL INTERNATIONAL LIMITED: Ammonia Plant: Ammonia plant of 357 tones per day capacity was designed and constructed by M/S Kellogg of USA. The company is of vital importance to the economy as it supplies Fertilizers to agriculture. the design and construction were done by M/s Nucamin.

The plant is now producing on an average above 350 tones of phosphate. Alternate arrangements are in place. phosphoric acid. mixed with the outer feed stocks in the complex plant. Objectives: The main objectives of personnel department in Coromandel International Limited are: . Ammonia and liquid sulphur are being imported at an economical rate. Phosphoric Acid Plant: The plant was designed and constructed by M/s DorrOliver. which is a bought out raw material. which was increased to 325 tones per day during revamp in 1975. Due to increase in prices of Hydrocarbons. In case of manufacture of 16:10:0. Operations of Urea and Ammonia production facilities have been suspended. This was designed and constructed by M/s Simon Carves (India). Presently the company comprises of about 600 employees among whom about 425 employees are non managerial and about 175 employees are managerial. The original designed capacity of the plant was 255 tones per day. USA. Urea too is being imported.43 Sulphuric Acid Plant: Sulphuric Acid plant of CFL has an operating capacity of 1300 tones per day. The production material is bagged in 50 kg and dispatched by rail/road. ammonia and phosphoric acid are used along with Potash. Complex plant: The complex plant utilizes ammonia. 20:20:0 Ammonia phosphoric acid and sulphuric acid are used as feeds. Whereas for manufacturing complex NPK 14:35: 14. urea to make Ammonia phosphate 28:28:0. PERSONNEL DEPARTMENT OF COROMANDAL INTERNATIONAL LIMITED: Coromandel International limited gives importance to human resources and it lays emphasis on human safety and welfare.

Andhra Pradesh.HR who looks after the matters like recruitment. A total of 40 non-managerial staff is working in this Department. and Chattisgarh. Organizational restructure through re-skilling and re-deployment 2. Training in core competency areas 3. Vice president in consultation with HRD and ERD reviews carefully and finalizes the manpower planning. West Bengal. To facilitate and provide an environment congenial for continual learning aimed at increasing proactively.44 1. Human Resource Department: This department deals with the matters pertaining to managerial staff and is headed by Asst. 2. Assam. Personnel department at Coromandel International Limited is classified into two departments. General Manager & Regional Head . They are: 1. . performance appraisal and smooth administration of remuneration and policies of all categories of employees of Visakhapatnam Plant as well as Marketing Branches of in the States Le. Madhya Pradesh. career planning. 1. creativity and adaptability. Orissa.. HR Policy: This human resource policy was drafted in the year 2000 in May and it IS considered to be the corporate commitment. Employee cost reduction through manpower rationalization and optimum utilization. To create and nurture an organization culture committed to multi disciplined teamwork in order to meet the customer's needs with high quality products and services. training and development.

2. Direct interviews from colleges. Coromandel International Limited also complies with the statutory requirement of informing employment exchange vide form ER-1 under the Employment Exchange Act 1959. Conducting written examination and its critical evaluation 2. To devise and sustain an appraisal and reward system based on performance and merit. Advertisements in local press. Recruitment: The company has a policy that the new employee should be carefully chosen as he has to handle the job not only for his ability but also for his suitability of future advancement. The main manpower sources of the organization are: 1. Local employment exchange.45 3. Resumes or the applications received in personal or by mail. The requirements of the job shall be the determining factor in the selection and placement of the applicants and employees who satisfy the required qualifications and requirements of the job shall be preferred. universities and poly technical colleges. 3. Personal interview by the selection panel and its appraisal . 4. The process of selection at Coromandel International Limited is done as follows: 1. Selection: The received applications will be reviewed by the ERD and HRD in consultation with the concerned head of the department and suitable applicants will be invited to meet the preliminary evaluation panel at employee relations department or the human resource department.

46 3. Appointment order will be issued to the candidate and it contains the placement, commencement of service, remuneration, benefits, compensation review, age of retirement, notice of termination etc. Thus when the person is selected for a particular job he is sent for training to know the work correctly so that he performs the job effectively. Training and Development: Training and Development at CIL is being given much importance. It is a systematic approach and its objectives are to: 1. Upgrade and maintain the technical and functional skill levels of employees 2. To match the company's present as well as envisaged requirements. 3. Improve the understanding commitment and general effectiveness of employees through appropriate workers education, supervisory development and management development programmes. Normally organization will try to achieve the training man days up to a maximum of 7 days that is considered to be the best. As against the normal standard, CIL already achieved 9.28 and 5.57 man days for their managerial and non-managerial staff. Presently training is being done at the rate of 6.75mandays/employee/year. The training policy of Coromandel International Limited is to facilitate and provide an environment congenial for continual learning aimed at increasing proactivity, creativity and adaptability. THE MAIN FUNCTIONS OF TRAINING DEPARTMENT ARE: 1. Effective coordination with various departments aiming at alignment of

training needs and training activity. 2. Preparation of training calendars and obtaining sufficient budget from

the top management.

47 3. 4. Organizing the training effectively in line with the training calendar. Collection of feedback from the participant about the effectiveness.

Thus training and development at Coromandel International Limited is playing an important role on the employees by upgrading their skills and knowledge. PERFORMANCE APPRAISAL: When an employee's performance is excellent it is the result of a number of circumstances that work together to make his excellence possible. The level of performance of an employee is influenced by six factors. They are:
o o o o o o

Aptitude Degree of effort Level of skill Motivation Understanding the task Other factors

Performance appraisal systems at Coromandel International Limited are at 180° and 90° in cases of managerial staff and non-managerial staff. Performance appraisal is mainly used as tools to access the individual's competency, potential and performance and based on these factors increments; compensation reviews and promotions are affected. It improves the performance of the employee so that he performs well in future. Coromandel International Limited has a very good performance appraisal system through which their performance is evaluated and compensation is awarded. MANPOWER PROFILE Grade / Band Mg08 ( VP ) BAND – 1 Fertilizers 1 1

48 Mg06 (AGMs) Mg05 ( Sr.Mgrs) Mg04 (Mgrs) BAND – 2 Mg039( Dy. Mgrs) CF3 ( Asst. Mgrs) CF2 (Sr. Officers) Cf1 ( Officers) BAND - 3 Total MS MT / FT’S Exec Tr NMS / SS Total 11 10 34 55 53 33 6 4 96 152 1 1 424 578

WELFARE FACILITIES: Management makes the welfare policies at the plant and the welfare programmes are executed to the workers through their union. The union nominates its members and negotiates about modalities of execution of welfare programmes. The following are some of the welfare facilities provided to the employees: 1. Drinking Water: Drinking water facilities is provided to the employees in and around the plant. There are about 20 drinking water points at suitable places for supply of wholesome cool drinking water.

First aid: Coromandel International Limited provides first aid and medical facilities to the employees. 30 first aid boxes are located at various locations and around 33 numbers of managerial and non-managerial employees are trained in first aid in the factory during the year. 5. Mobile and non-mobile canteen services are provided round the clock. He . These are some other important welfare facilities provided by the company. Company operates almost 6 routes of Vizag in all the shift timings. The clubs organize various cultural and entertainment programmes for recreation of its members and their members. maternity leave. consumer stores.for CC per month. which are Coromandel recreation centre for non-managerial staff. and sick leave and bathroom facilities. educational allowance for employee children. Every month company spends 4. SAFETY AND ENVIRONMENTAL FACTORS: Coromandel International Limited has given safety as the prime importance.for CRC and RS. Canteen: Canteen facility is also provided and in each shift at a time 60 to 70 persons can be accommodated. 40/. 3.49 2.is recovered by the management per month from the employees salary. 5/. The subscriptions of the clubs are Rs. Senior manager takes care of the implementation of safety measures in the plant. and Coromandel club for managerial staff.5 lacks approximately on canteen and the food is ordered on subsidized rates. Ambulance rooms' works around the clock and a full pledged medical officer is provided by the management. Recreational facilities: Recreational facilities at Coromandel International Limited are organized through two clubs. 4. Transport: Coromandel International Limited provides subsidized home transport to the employees. Rs. 15/. The company also provides facility for house loan.

slogans. two consecutive safe million man hours 8 times. The company spends nearly Rs. .50 imparts safety education through posters. All the employees at Coromandel International Limited are provided with personal protective equipment like safety shoes. health and environment and is named as SHE department. contractors and neighboring communities. 40 lacks per year for providing safety measures. WARN others of unsafe conditions. fire protective clothing etc. FOLLOW safety procedure. The company has so far achieved one million safe working man hours record 28 times. The company has formed a separate department for safety. Management has the responsibility to conduct its activities in a manner to ensure the above objectives and maintain a safe and healthy work environment. three consecutive safe million man hours 4 times. and safety training on continual basis. helmet. The following is the safety policy at Coromandel International Limited Safety policy: It is the policy of the company to achieve high standards for professional safety and create healthy work environment for its employees. Coromandel International Limited adopted a policy of "safety to take precedence over expediency of jobs". PERFORM his or her task to ENSURE total safety. The company maintains an excellent safety records and achieved many national and international awards. REACT positively to emergency property. mask. It is the obligation of every employee to KNOW safety rules.

Coromandel International Limited has only one trade union. 90% of the non-managerial staff is the members of the union. • Creating employee awareness for making environmental protection an Continually improving our environmental performance. The following is the environment policy of Coromandel International limited. Increasing greenery in and around the plan Conserving resources through minimized waste generation and compliance with good business practices and legislative requirements. • • • through promoting recovery recycle and reuse. Its corporate responsibility does not stop with merely . integral part of work culture and • Thus the company provides safety and environmental factors to the employees and it also maintains good relations with the workers hence there is no union problem in the company.000 trees have been planted so far covering an area of 20 hectares at a cost of 20 lacks approximately.51 Coromandel International Limited has also exhibited a keen concern towards the control of environmental pollution. Environment policy: It is committed to optimizing the interests of the stakeholders in our business while simultaneously protecting the environment by prevention of pollution and by. • Establishing and maintaining an environmental management system in Achieving a high degree of efficiency in consumption of inputs and Reducing dust emission into atmosphere. • energy. and it has no political interference but the leader of the union is a political party member who is an outsider and others are the employees of the company. Nearly 60. which is CITU. The total money spent on pollution control related to equipment till recent times amount to 28 Crores approximately. SR activities: Coromandel International Limited’s business interest is not limited to commercial profit alone.

expenses. when covered by foreign exchange contracts and at year end rates in other assets. such as providing drinking water to villages. based on a valuation by an approved value. veterinary camps for cattle. furniture fitting. it associates with various community development activities in the villages around its facilities. 3. The significant accounting polities followed by the company are stated below. 1. free notebooks. scholarships to meritorious students. helping in the government's mid-day meal scheme. Displaying conspicuous social responsibility. and has contributed generously to several social causes. equipment. if any used are not stated in the valuation. The company constantly seeks out avenues where it can help the community. indices. Leasehold hold is being amortized over the lease period. Depreciation on assets revalued as at 31st March 1991 is provided on the basis of the residual technical life as ascertained by the value. construction of additional classrooms for poor schools. . Assets and Liabilities related to foreign currency transactions remaining unsettled at the year end are translated at contract rates. Fixed Assets: Fixed Assets are shown at cost or valuation less Cost comprises the purchases price and other attribute Office The depreciation. 2. pulse polio programmes for children. The company has a stakeholder base that goes far beyond its shareholders. free health / blood donation camps for villagers.52 increasing shareholder value. etc. ACCOUNTING POLICIES The accounts have been prepared primarily on the historical cost convention and in accordance with the mandatory accounting standards. Foreign Currency Transactions: Transactions made during the years in foreign currency are recorded at the exchange rate prevailing at the time of transactions. fans and computers to government schools. Depreciation on Fixed Assets: Depreciation has been provided on straight-line method. Fixed assets other than leasehold land/improvement. certain vehicles and roads had been revalued on 31st March 1991.

'80. Other inventories are valued at lower of cost and net realized value.53 4. direct wages and appropriate overheads.38. The modern programs undertaken by the company during the year '75. 7. RECORDS Coromandel has constantly taken up modernization and up gradation programs. Inventories: Stores and spares are valued at monthly weighed average cost. Subsidies: Credit for Government subsidies has been taken on the basis actual sales made by the company. Cost includes purchase cost and attributable expenses. Finished goods and work – in – process – Weighted average cost of production which comprises of direct material costs. The various projects include primary reformer revamp phosphoric acid plant de bottle necking molten sulphur for loading facilities at berth and atmospheric storage tank ammonia handling etc. 6.000 Mt per annum to the current level of 3.000 Mt per annum with a considerable gain in energy and material usage efficiently over the years.50. Goods for resale – Weighted average cost. Dividend income from investments is accounted for when declared. Sundry Debtors and Advances: Specific debts and advances identified as irrecoverable and doubtful are written off or provided for respectively. and '92 has helped to increase the volume of production form the original level of 2. . Revenue Recognition: Sale of goods recognized at the point dispatch to customers. Investments: Investments are valued at cost of acquisition and related expenses. 5. Sales exclude amount recovered excise duty and sales tax. The method of determination of cost of various categories of inventory is as follows: Raw Material – First in first out method..

Gromor in a short span of time established itself as a popular brand where and entire generation of farmers has grown up with it in a number of sates using it wide variety of crops. which is a high analysis NP complex fertilizer. This was implemented when most of the fertilizer products available in India were not balanced in nutrient contents. It has unique granule configuration where in a urea prill at the centre is coated with ammonia phosphate. Coromandel International limited gives importance to human resources and it lays emphasis on human safety and welfare. Coromandel introduced a branded product Gromor. Coromandel vision had started playing a vital role in the resurgence of Indian Agriculture. Coromandel has been an active partner of the Indian farmer in the field. energy and environment since inception largely due to progressive policies of the company with regard to Labour management. helping him in his efforts to produce more from small land holdings and played a crucial role in assisting India achieve selfsufficiency in food grain production. Ever since the production commenced in 1967. ROLE OF CIL IN INDIAN AGRICULTURE: From the very beginning Coromandel proved to be a boon to the Indian farmers. FINANCIAL STATEMENTS COROMANDEL MAJOR COMPETITORS .54 Coromandel has enjoyed excellent track records in production and industrial relations. which ensure nitrogen availability to the crop over a longer duration of time. Gromor 28:28:0 is one of the best of its kind in the world. It brought to India the world-class production facilities with a new generation of fertilizer products. It is the first in the world to produce high analysis NP complex fertilizers in the highest 1: 1 ratio. Presently the company comprises of about 600 employees among whom about 425 employees are non managerial and about 175 employees are managerial.

. • FAI award for ‘Environmental Protection in NP/NPK Fertiliser Plant Category’ for 1995-96. (HLL) Indian Farmers Fertilizers Co-operation Ltd (IFFCO) Madras Fertilizers Ltd... • received • Conservation Day. New Delhi received by Marketing Department (Fertilizers ) for the film “Cheetah” (Helping Hand) • British Council ‘Five Star’ rating for Safety Management System in First prize for safety.. • National Award (2nd Prize) for Video Film – 2006 from The Public Relations Society of India... . National Energy Acid Plant at Vizag. (OCFL) Awards & Accolades: • The FAI Best Production Performance Award – 2006 for the Phosphoric Award for 2005-06 Best Energy Conservation in the Fertiliser sector by Vizag Plant on December 14 2006. received for ‘The Voice’ ( house journal ) for the 2nd consecutive year. (RCF) Southern Petrochemical Industries Corp Ltd. (SPIC) Zuari Agrochemicals Ltd. Gujarat Narmada Valleys Fertilizers & Chemicals Ltd. (GFCL). • International Fertilizer Industries Sectional Contest. • Relations Society of India.... (MFL) Pyrites and Phosphates Ltd.55 o o o o o o o o o o o o The Fertilizers and Chemicals Travancore Ltd (FACT). (ZAL) Osklal Chemicals and Fertilizers Ltd. • Minimization at Source and Adopting Cleaner Technologies’ for 2001-02. (GNFCL) Gujarat State Fertilizers Company Ltd.. Godavari Fertilizers and Chemicals Ltd. The FAI Best Video Film Award – 2006 for the film on ‘Gromor Sulphur’ National Award (1st Prize) for House Journal – 2006 from The Public for the 5th time. (GSFCL) Hindustan Lever Ltd. among the 162 fertilizer companies in the Andhra Pradesh Pollution Control Board’s award for ‘Waste 1998. (PPL) Rastriya Chemical and Fertilizers ltd. New Delhi.

MURUGAPPA GROUP The Murugappa Group is one of the largest family-promoted. Jawaharlal Nehru Award for Pollution Control and Energy Conservation. "The fundamental principle of economic activity is that no man you transact with will lose. • other institutions like AP Pollution Control Board. The group has. over the decades.56 • Adjudged one of the ‘Ten Greenest Companies in India’ by a joint Several other awards from the Central and State Government and survey of Tata Energy Research Institute and Business Today magazine. professionally managed conglomerates in India. • Received a Commendation Certificate for "Strong Commitment to HR Excellence" from the Confederation of Indian Industries (CII). then you shall not." . maintained its salience with leadership in its chosen lines of business. The group has always been discharging its responsibilities to the satisfaction of all its stakeholders as summed up in its guiding philosophy.Arthashastra .

57 CHAPTER-IV THEORETICAL FRAME WORK .

FEATURES OF EMPLOYEE WELFARE MEASURES: • • • • • Employee welfare includes various facilities. facilities. which may be established in. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining Employee welfare schemes are flexible and ever-changing. services and amenities provided to workers for improving their health. efficiency. OBJECTIVES OF EMPLOYEE WELFARE: • • • To provide better life and health to the workers To make the workers happy and satisfied To relieve workers from industrial fatigue and to improve intellectual. and amenities. government.58 DEFINITION: Employee welfare has been defined in various ways. economic betterment and social status. though unfortunately no single definition has found universal acceptance.” The ILO report refers to labour welfare as “such services. employees or by any social or charitable agency. enjoyment of health. The Oxford Dictionary defines labour welfare as “efforts to make life worth living for worker” Chamber’s Dictionary defines welfare as “a state of faring or doing well. freedom from calamity. New welfare measures are added to the existing ones from time to time. The purpose of Employee welfare is to bring about the development of the whole personality of the workers to make a better workforce. or in the vicinity of undertakings to enable persons employed therein to perform their work in healthy and congenial surroundings and provided with amenities conducive to good health and high morale”. Welfare measures may be introduced by the employers. prosperity. cultural and material conditions of living of the workers. .

The important benefits of welfare measures can be summarized as follows: • • They provide better physical and mental health to workers and thus promote a healthy work environment Facilities like housing schemes. The social evils prevalent among the labors such as substance abuse.  The funds were utililsed to meet the funeral expenses in case of an employee’s death while in service . Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace. and education and recreation facilities for workers’ families help in raising their standards of living. etc are reduced to a greater extent by the welfare policies. loyal and satisfied labor force for the organization.  Initially each employee used to contribute an amount of rs. medical benefits. Workers take active interest in their jobs and work with a feeling of involvement and participation.management also grants a matching grant to this fund every month. healthy.59 BENEFITS OF EMPLOYEE WELFARE: The very logic behind providing welfare schemes is to create efficient. • • Employers get stable employee force by providing welfare facilities.30/-. EMPLOYEE WELFARE FACILITIES Benevolent fund society  The coromandel employees benevolent fund society was formed with the representation of both employees and employer. This makes workers to pay more attention towards work and thus increases their productivity. The purpose of providing such facilities is to make their work life better and also to raise their standard of living.5/-per month and now the contributions enhanced to rs.

Secretary.10.01. Treasurer  The president.60  The management also giving matching grant of rs. Vice-president.10. to render financial assistance to the bereaved family in the event of death of any member and to sanction loans towards educational expenses to members children who are pursuing certain specified courses to the tune of rs.towards financial assistance to the nominee of the deceased along with funeral expenses of rs.to the nominee of the employee who dies while in service towards financial assistance.1000/-  The society also extends financial assistance to the nominee of the member who dies while in service by way of a monthly of Rs.15.25. the society pays an amount of rs.000/. 500/.towards financial assistance to the nominee of the deceases along with funeral expenses of rs.1000/-  The management makes a matching grant of rs. vice-resident and treasurer of the society are nominated by the company and the secretary and joint secretaries (2nos) are nominated by the employees’ union.000/.  The total members of this society are around 350.000/-each for two children per member recoverable in 24 installments.per month.2001 with the objectives of promoting mutual help among the members.  This society was restricted with effect from 01.The term of the managing committee is for 2 years. 2.  The society is being administered by a managing committee consisting of President.  In the event of death.000/. . Joint secretaries – 2 no‘s.

50.00lakhs and the total members availed loans are 72 members.3000/.  Financial assistance to 4 death cases. 15 retirement cases are during 2007-2008.  Company provided all infrastructures with computer within the premises of the company. provided C.crore  Society grants the following loans  Medium term loans of rs.L EMPLOYEES CO-OPERATIVE CREDIT SOCIETY:  The executive body of the co-operative society consists of representatives from both nm and m-employees  Society executive body consists of president.10/-  The total turnover is Rs 1.recovery in 72 installments . The turnover of the society at present is rs. 3 directors.@ Rs. treasurer. secretary.61  In case of retirement of a member. the society pays rs.as retirement gift to the member. vice-president.000/.  Society started in the year 1971and the total members at present is 416  The admission fee of any employee ( member) is Rs.I. 10/-  The minimum shares of any member is rs.1.50/.11.

2007 onwards.1000/. the society sanctioned 335 (short term and medium term) loans to its members amounting to rs.60. FESTIVAL ADVANCE – NON MANAGEMENT STAFF:  The scheme was introduced during 1983.0 lakhs.per annum  Rs. 500/. 300/.  The advance is free of interest and will be recoverable in 10 monthly installments.per annum  Rs.  From time to time under various long term settlements the advance was being revised as follows: Amount year  Rs.62  Short term loan of 2 basics recoverable in 18 monthly installments  The recovery of the loans is effected through salary deduction  Society pays 8% of interest on thrift amount and dividends every year to its members  From April.  This scheme was introduced mainly to meet the expenses in connection with any festival falling during the calendar year.per annum - 1983 1986 1989 .

2000/. GROUP PERSONAL ACCIDENT POLICY:  Employees who have been excluded by virtue of their salary are eligible under this policy.1500/.  Entire premium (0. .10lakhs.per annum  Rs.per annum 1995 1998 2001 to as of now  Festival advances given to the employees during the year 2007-2008 are 219  Total expenditure incurred during the year 2007-2008 is rs.  Policy coverage  Leave salary during accident period  24 months salary in case of accidental death  Employee who met with an accident outside has to submit a intimation form to hr p & w section under intimation to factory medical officer for.  Covers accidents round the clock whether on duty or off-duty. Onward transmission of the same to insurance company. employee has to submit claim which will be forwarded through accounts department to insurance company.63  Rs.per annum  Rs.  After resuming the duty.5000/.04% of employee salary) borne by the company.10.

employee leave will be credited back to his account.  The amount payable to the member as under: o o For normal delivery For cesarean : rs.4800/-  The settlements during the year-08 – 12 nos.  The member can avail this facility only after 10 months from the date of admission into the scheme. The no.hr department.000/. NON MANAGEMENT EMPLOYEES-MATERNITY BENEFIT SCHEME  The scheme was introduced during 1991with the special discounts obtained from insurance policy.  For waiters and drivers an addition white uniform of 2 pairs will be provide.  3 pairs of uniforms being issued to all employees every year during march/april. The total members covered under this scheme are 90.per year.  The expenditure on this account will be around Rs. .64  On settlement of the claim by the insurance company.per annum WELFARE AMENITIES –UNIFORMS & SHOES:  Common uniform to all employees of the plant.  The membership fee is rs. which will be deducted from the salaries of the members every year during April or as and when application is submitted to. of gap claims settled during the year 2007-2008 is 15.3900/: rs.120/.45.  For welders and wharf employee’s full slaves cloth will be provided.  The scheme is applicable to nm employees only.  A member can avail this facility two times in his service.

700/. . Per pair.00 lakhs GROUP SAVINGS LINKED INSURANCE SCHEME:  The scheme was introduced in 1991 for coverage of nm employees under an insurance policy with life insurance Corporation of India.  Total no. SHOES:  Employees working in administration will be provided one pair of executive shoe worth rs.per 3 pairs was reimbursed.  Total expenditure during the year2007-08 is rs. of pairs issued during the year2007-08 are 96 pairs.  Total cost per employee on uniforms & reimbursement of stitching charges to around rs.11.1000/-. Visakhapatnam branch. For the year 2008.65  Aprons 3 nos.4.  All other employees working in field/process plants will be provided with two pairs of safety shoes which costs around rs. an amount of rs.2100/-.50 lakhs.  Reimbursement of stitching charges in line with market rates.and one soft towel per year will be provided to all employees of cafeteria.1000/-.  Total expenditure during the year2007-08 are rs.

an amount of rs.will be for savings and rs.  Subsequently the scheme was modified and the amount was paid based on the phosphoric acid production. PRODUCTION INCENTIVE SCHEME:  The production gift was introduced during 1989 for achieving 3. the savings amount with interest thereon will be paid to the employees.27.25.10/.  All the confirmed non-management employees are covered under the policy. In case of withdrawal from the policy due to resignations and retirements.  The new joining will be added during December of every year into the policy.rs.25/. life insurance Corporation of India settled 29 claims in respect of retirements / resignations / death.30.000 tones of production. .and it was revised to rs. 000/.  During the year 2007-08.for life policy.  Company will prefer claim with LIC for those who have completed five years of service and the proceedings of the claims will be given to the employees.66  Initially the monthly premium per employee was rs.50.+ savings + interest thereon will be paid to the nominee of the deceased.50 during 1995  The entire premium is borne by the company  From the premium of rs.  In case of death of the employee while in service.27.15/.

105% . . WELFARE AMENITY – STAFF BUS TRANSPORT:  Company is running 8 buses with a seating capacity of 260 in all viz. management entered into an agreement with the union for a period of 5 years. The main features are as follows: o o o o o o o 5 year settlement .prorate . 2008.91.nil . Prospective settlement Tripartite settlement Direct linkage to business plans Directly proportional to attendance Accelerated attendance incentive Ineligibility for individual & collective disciplinary record Predetermined pay dates  The percentage of incentive will be linked to attendance of the employee in the preceding calendar year as follows: o o o o o o o 149 and below days 150 to 230 days 231 to 240 days 241 to 250 days 251 to 260 days 261 to 270 days 271 & above days .120%  For the year ending 2007-08 the incentive was paid on 25th April.100% .115% .67  During the year 2003.. In addition to this one trucker with a seating capacity of 12 seats used for transshipment of employees.  The total amount paid towards production incentive is rs.10 lakhs.110% . four buses in general shift and four buses in rotating shifts through contractor.

68  All put together these buses travel around 1200 km per day.  Total expenditure is around rs.00 lakhs per annum  About 330 employees are utilizing bus transport facility.  The buses also being utilized for schools/ market trips/ movie trips for residents of the colony as well as for other company organized functions such as picnic. FAMILY PLANNING INCENTIVE:  The scheme was introduced in 1985. The farthest pickup / dropping point is around 35 kms away from the plant. welfare officer and one engineer from garage section) inspects these buses once in three months for suggesting improvements / rectifications if any.15/.72. get-togethers.  Bus inspection committee (comprising of safety officer. dedication day celebrations etc.per month only from employees who are utilizing company bus transport. Independence Day celebrations.1000/- .  All employees of the company are eligible  Employees with one child will be given a lump sum amount of rs.   Management staff Non-management staff - 70 260  Company charges Rs.

.69  Employees with two children will be given a lump sum of rs.00 lakhs and any excess coverage’s will be deducted through salaries in four monthly installments.  The average expenditure per annum will be around rs.750/-  Apart from the above 4 days special leave will be granted to the employee who under goes the family planning operation.  This scheme is renewed during December every year The premium eligibilities are as under: .of persons covered ( employees & their family members) during the policy period 2007 –08 are 2063  Total premium was directly paid by the company on behalf of the employees to the new India assurance company during the year 2007-08 is 18. spouse and dependent children up to 3 nos)  Total no.  The maximum policies allowed per employee are 5 ( self.  Married son / daughter is not entitled to avail this facility but they cannot include their dependent parents subject to overall premium eligibility and premium in respect of parents will be borne by the concerned employee. 7000/-  Total employees availed during the year 2007-08 – 12 nos. Welfare amenities – Health insurance:  Mediclaim facility is provided by the company to all NM employees as per its terms.

600/.each and they have to take Policies equivalent to premium. the employee should take a higher coverage of mediclaim for Self than his spouse/children.  For employees and their spouses who are 56 and above years of age. .  The above premier eligibilities are calculated after 10% family discount and adding 5% surcharges. and dependent children ( maximum of 3)there is no restriction towards minimum Policy coverage and the premium eligibility is Rs.1260/. but below 55 years.1110/.  For employee’s spouses below the age of 45Years..  Management at its sole discretion may reimburse medical assistance to employees undergoing treatment for major ailments such as heart surgery.70  For employees below the age of 45 years the Premium eligibility is rs.each and they have to take policies equivalent to premium. the premium Eligibility is rs.600/-. the management extended financial assistance to the following members. cancer etc. in terms of clause 12(b) of lts-1995.each. the premium eligibility is rs.  For employees and their spouses above the age Of 45 years. kidney transplantation.  All management staff members are covered under group mediclaim policy.  However.  This year (2008). in the above two cases.

71 o o o Mr.j.rambabu, Mr.g.yesudas Mr.p.sanjay - heart surgery - heart treatment - kidney transplantation

SERVICE EMBLEMS FOR NON MANAGEMENT-STAFF:

 The company introduced a scheme during 1981 with a view to recognize and appreciate the long service with the company.

 3 grams gold coin will be presented to an employee on completion of every 5 years of service. The gold coins will be procured from Tanishq. However, for employees who have joined on or after 1st January, 1996 the first gold coin will be presented only after completion of ten years.

 A relaxation of 6 months period for below 30 years service and one year service for above 30 years service will be given in case of retirements.

 During the financial year 80 gold coins were presented to the employees through their head of departments.

LONG SERVICE AWARDS FOR MANAGEMENT-STAFF:

 Effective 10th December 2003, long service awards were introduced for management staff.

 Completed service will be reckoned as on 30th June every year,

 Silver item will be presented to the management staff as per the following:

72

o o o

On completion of 25 years On completion of 30 years On completion of 35 years

- 250 grams silver item - 375 grams silver item - 500 grams silver item

WORKMEN’S FURTHER EDUCATION:

 The company introduced a scheme in April 1998 to encourage the employees to equip themselves with a professional degree/post-graduation to improve their knowledge further.

 According to this, if any employee pursues a professional course in engineering, i.e., BE/ B.TECH / AMIE after joining the company, he will be awarded two additional, increments in his grade, after submitting the necessary pass certificate from the university.

 While continuing to grant two additional increments in the respective grade, the company made certain improvements in the above scheme in February 2002. They are:

SPORTS ENCOURAGEMENT

Apart from granting special leave to the employees who represent the company in the state level tournaments or murugappa group tournaments, the company introduced cash awards as a sort of encouragement to the talented sports personnel of the company during February 2002. The winners are given cash awards as follows.

Single/ Double events - Rs.1, 000/- per each title

73

Team events
Championship Winners

- Rs.250/- per each participant

- Rs. 250/- each to all participants

Similarly, the employees who participated in cultural events and represent the company are given special leave for the days of his absence from duty.

SPECIAL LEAVE FOR THE ACTUAL EXAMINATION DAYS:

 Reimbursement of examination fee and tuition fee up to a maximum of rs.2,500/- for each academic year after production of fee receipt after passing the examination.

 Total employees availed under the above scheme from April, 2007 onwards, 8 employees availed the grant @ rs.2500/- each.

MEDICAL REIMBURSEMENT:

 Medical reimbursement facility is provided by the company to all the non management employees per year as under:  S1 to s4 and c1  S5 and c2  S6 to s7 and c3  Cf1 to mg6 - Rs.12,500/- Rs.13,150/- Rs.13,500/- Rs.15,000/-

HOUSING LOAN:

@ 5% and rs.75 lakhs)  VEHICLE LOAN:  Vehicle loan of rs.2.is provided to nm staff.  For rs.60 lakhs)  Up to rs.  26 employees availed this scheme from april-2007 (amount sanctioned rs. .interest chargeable is 6%.25% and above rs.00.  The second time vehicle loan of rs.1.000/.000/.16.  Good dining hall with a seating capacity of 224 with music system and centrally air conditioned.  Any employee who wishes to obtain a loan of rs.  3 employees availed this scheme from april-2007 (amount sanctioned rs.6.000/.will be given to all nm employees.@ 6% will be provide by the company to the nm employees. the company will provide a differential rate of interest.000/.25.interest chargeable is 4.1.74  An amount of rs.25.75.25.16.000/.000/. CAFETERIA:  Highly subsidized canteen facility to all employees.000/.30.from any financial institution.  22 permanent employees are working in cafeteria.will also be given to all the nm employees between the gap of 6 years.000/.6.

15 to 12.to those employees who don’t avail lunch with sweet thought the month.9/-.with prior reservation.30 pm for dinner.  Canteen managing committee consists of 4 persons from management side and 4 persons from employee’s side meet once in a month to review the quality.75  350 to 400 employees are availing lunch / dinner facility at cafeteria. salad. chapatti. will be served in lunch and dinner.13/.  Biryani (veg + nv) with ice-cream is being served on monthly once..  Sweet will be served (except holidays and Sundays) to all employees with lunch @ rs.30 to 1.  Idly / vada / semiya bath are being served in breakfast. etc.  Dining hall timings are 11.for m staff and rs.  Lunch benefit allowance @ rs.1/.  Rice. one gravy curry or dall sambar / rasam. . one fry curry. Management contribution on sweet is rs.8/. curd and pappad. menu. butter milk.00 for lunch and 7.for nm staff and @rs. from time to time. hygiene.and total cost per sweet is rs.  Mutton / chicken / fish / egg curries are served throughout the week except Saturday.20/.10/.  Pakoda / mixture & biscuits are being served in evening shift. chutney / pickle.00 pm to 7.15 & 12.

5.00 96% 96.MEAL NON-VEG MEAL OT BREAK FAST 2. 10.6.00 1.40% 98.15 0.15 0.00 12.85 8.00 0.00 46.00 8.65 0. 8.00 7.00 5.50 24.5% 97% 95.70% 97.25 12.6.25% 97.NO .0. 4.15 0.35 5.50 25.88% 88.13 lakhs per month (2%). 2.85 3.10 0. 6.  Employees staying for overtime work will be served break-fast / snacks / meals / coffee / tea without any charges.  Employees working in the process plants.75 0.  Employer share of subsidy is rs.00 6.50 6. 3.00 2.40 3. 9.37 lakhs per month (98%) and employees share is rs.15 1.50 4.76  Total expenditure on food to the employee’s approx rs.00 0.35 45.50% 88.50 lakhs per month.85 5. all cafeteria items will be served at the work places SL. 11 COFFEE / TEA IDLY (2 NOS) VADA (2 NOS) UPMA SNACKS BISCUITS SWEET ICE-CREAM VEG.85 4. 7.00 9.40% 100% CONTRACT WORKMEN CANTEEN: .00 3. ITEM ITEM COST CHARGED TO EMPLOYEE COST TO COMPA NY SUBSIDY % 1.25% 97.15 0.

chutney / pickle.50 lakhs per month. .45 pm for dinner (only bagging contract workmen).  Power.15 for 1st shift workmen & 12.30 to 12.30 to 1. one gravy curry or dall sambar / rasam.15 pm ti 7.  Good dining hall with a seating capacity of 100 nos maximum. Rice. 40% share born by the contract workmen and remaining 10% share borne by the contractor.77  Highly subsidized canteen facility to the contract workmen.  Act workmen canteen shares: 50% subsidy borne by the company. shed for cooking food and stocking of vegetables and gas will be provided to the vendor.  Contractors / management visit time to time for check the quality of food and hygiene.  Dining hall timings are 11.00 for general shift workmen lunch and 7. water.2. and curd will be served in lunch and dinner.  Idly / poori are being serviced in breakfast menu.  450 to 500 contract workmen are availing lunch / dinner facility at cafeteria only bagging contract workmen are availing dinner facility.  Total expenditure on contract workmen canteen approx rs. Presently we are receiving services from M/S BALAJEE CATERERS.  Contract canteen run thru a private vendor.

pf no.Jagadish-trustee  Mr.26 65.64 6283420 6 7484876 60.60 74. G.L.v.78 CANTEEN CANTEEN) BUDGET VS.1 Under this C. G.50 60.7 640071.1 2007-08 2008-09 (upto aug08) 2094473 368887.1.85 expenditur e 5653913 5515345 6125892 6540842 Budget sanctioned 73.I.will be covered. K.trustee  Mr.4 830780.srinivasau-trustee The above trustees are responsible to government pf authorities and also responsible in maintaining day to day transactions.000/. .48 68. the employees whose basic salary is below Rs.5 1201456.sreedhar. CIL pension fund no.raju – chairman  Mr.18. ACTUAL (CAFETERIA + CONTRACT Total Contract Year 2003-04 2004-05 2005-06 2006-07 Cafeteria 5007618 4875274 5341233 5710061 canteen 646294.r.L.I.k.54 55.46 2463361 78.95 Actual 56.3 784659. The trustees under PF no.45 24.M.vamshi-trustee  Mr.16 61.00 51. P.1 are  Mr.41 CIL PENSION PLANS There are two pension fund trusts managed by C. The above trustees adhere to the rules framed by rpfc authorities. K.

P.  The total fund amount of m-staff will be deposited in LIC.  Remaining amount will be paid as pension to the retired employee every month up to 10 years through LIC.  The above trustees adhere to the rules framed by rpfc authorities. Bhadram-trustee.Seetaram.000/.67% will be contributed members provident fund. 8.Gv.trustee. option will be given to the retired employee to continue the pension/return of the capital. Out of 12 % . A member can contribute 12 % on basic salary to provident fund.L. murty –trustee The above trustees are responsible to government pf authorities and also responsible in maintaining day to day transactions. .N. Mr.1/3 commutation will be given to the retired employee. N. Mr. A l george – chairman. And there after. the employees whose basic salary is above rs.will be covered. CIL pension fund for M –staff  Under this pension fund 15% of the basic salary of m-staff will be deposited in the pension fund by the company.79 CIL PF Under this CIL pf.33% will be contributed to fpf and remaining 3.  Company will also contribute matching grant 12% to the members account.18.  On superannuation of the employee. The trustees under pf are:  Mr.  Mr.

 The trustees under nm-staff pension fund are  Mr. Shanker subramanyam  Mr.Raghavan  Mr.G.l.trustee .sharma  Mr. option will be given to the retired employee/nominee to continue the pension or return of capital. H.K.chairman .chairman .trustee .george  Mr.80 The trustees under M-staff pension fund are :  Mr.N.s.1/3 commutation will be given to the retired employee. P.M.trustee .T.  welfare amenity – staff bus transport : .V.trustee.  Remaining amount will be paid as pension to the retired employee every month up to 10 years through LIC.trustee  The total members covered under provident fund scheme are 613 employees. And there after.  On superannuation of the employee. . A.R.prasad  Mr. K. Kumar .Nagarajan  Mr.sreedhar  Mr.trustee CIL PENSION FUND FOR NM –STAFF :  Under this pension fund 10% of the basic salary of nm-staff will be deposited in the pension fund by the company.trustee .  The total fund amount of nm-staff will be deposited in lic.Ganesh .

In addition to this one trucker with a seating capacity of 12 seats used for transshipment of employees.  All put together these buses travel around 1200 km per day. .  management staff  non-management staff - - 70 nos 260 nos  Company charges rs. The farthest pickup / dropping point is around 35 kms away from the plant.per month only from employees who are utilizing company bus transport.72.81  Company is running 8 buses with a seating capacity of 260 in all viz.15/.. four buses in general shift and four buses in rotating shifts through contractor.  Total expenditure is around rs.  Bus inspection committee (comprising of safety officer. welfare officer and one engineer from garage section) inspects these buses once in three months for suggesting improvements / rectifications if any.00 lakhs per annum  About 330 employees are utilizing bus transport facility.

82 CHAPTER-V DATE ANALYSIS AND INTERPRETATION .

SUGGESTIONS AND CONCLUSION .83 CHAPTER-VI FINDINGS.

The organization has good communication system. 14. The organization provides health insurance schemes to the employees. 4. 17. 7. 13. Majority of the respondents felt happy with their canteen facility The organization provides sufficient urinals and toilets to the employers Appropriate sanitary facilities are provided by the organization The working conditions and work timings are according to the statutory provisions Most of the employees are happy with the hygienic environment at the work place . 9. 18. 16. The organization is maintain appropriate working conditions Most of the employees (90%) are happy with the safety measures in the organization. Drinking water is not a problem in the organization. 80 percent of the respondents felt happy with their hygienic food facilities The welfare officer is taking lot of interest on employees The doctors and medical staff are timely attended for their duties during the emergencies 15. SUGGESTIONS AND CONCLUSION FINDINGS 1. 5. 3. 19. The organization provides the suitable shelters. Employees are happy with the educational facilities provided by the organization. 2. Among 90 percent of the employers are happy with the welfare facilities in the organization. 8. 12. 11. 10. 6. restrooms and lunch rooms for the employees. Employees are happy with their washing facilities Employees full happy with their leave facility in the organization. 90 percent of the respondents are happy with their transport facilities.84 FINDINGS.

The management can provide water purifier of with every water cooler and common drinking water taps. especially the employees are not willing to wear to safety measures 3. which influents the satisfaction of employees towards welfare facilities. simple random sampling was a technique used for drawing sampling. The welfare facilities such as canteen facility. aim and objectives and also time-tested procedures and practices managed by variable competent and enlightened leadership of top executive and other officers assisted by sincere delighted and honest staff work force. The sample size consisted of 99 respondents. There is need for improvement in the canteen facilities for workmen CONCLUSION: Having studied the organizational set up and functioning of various in general and working of the personnel department in particular I am pleased to place on record that the Coromandal is well organized. Visakhapatnam the employees are provided with many welfare benefits. better administered and well managed organization with properly defined policies. washing facility. In Coromandal. Over all from the survey it is found that most of the employees in the organization are satisfied with the welfare facilities provided by the management. uniform. Employee can have better water 2. I have used a well-structured questionary comprising 20 questions. The process of study includes a detailed study on the welfare activities in Coromandal.85 SUGGESTIONS: 1. It includes both statutory and non-statutory measures. nose guards and ear . There is need for improvement in the safety measures. The Study was conducted to find out the welfare facilities provided in the organization.

The organization has provided an excellent medical. transport. cooperative and housing facilities to motivate the employees and improve their performance. .86 clips also medical expense reimbursement has been appreciated by most of the employees in the organization. recreation. canteen facility and washing facility provided by the organization are good. The drinking water facility.

.87 ANNEXURE – I BIBLIOGRAPHY BIBLIOGRAPHY 1. Boley. A guide to Effective Industrial Safety.W. J. Gulf Pub Publishing .

1997 8. Bombay. Chatterjee. 1974. 3.C. 1967 5. 1966 6. 1996 7. Rastogi Publications. Aspects of Labour Welfare and Social Security. Delhi.Subba Rao. Meerut. M.N. Sarma. Allahabad. A. N. Dynamics of Social Security. Social Work and Social Work Education.. Gupta Printing Press. Calcutta. Gore. Management of Personnel in India Enterprisers. R..88 2. Mamoria. Kitab Mahal. 1980. Himalaya Publishing House. 1965 4.. Allied Book Agency. Mumbai. Mumbai. Labour Problems and Social Welfare in India. G.M.C. Labour Problems and Social Welfare. P.B.S. . G.. Saxena. Essential of Human Resources Management & Industrial Relations. Himalaya Publishing House. Asia Publishing House. Hallen...

89 ANNEXURE – II QUESTIONNAIRES .

Are you satisfied with the working facilities provided by the Coromandel. Your opinion on the Transport facilities in the Coromandel. (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] 7.90 QUESTIONNAIRE ON LABOUR WELFARE MEASURES AT CIL NAME GENDER AGE EDUCATIONAL QUALIFICATIONS DESIGNATION : : : : : 1. (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] 6. (a) Satisfied (b) Average 2. Are you satisfied about the Hygienic conditions of working place (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] 5. Are you happy with the canteen facilities a) Strongly agree b) Agree c) Disagreed d) Strongly disagree [ ] . (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] 4. Opinion about the Medical facilities in the Coromandel. How do you feel about the Sanitary facilities in the Coromandel. (c) Dissatisfied (d) Can’t Say [ ] Adequate drinking water facilities are provided by the management. (a)Strongly agree (b)Agree (c) Some what agree (d) Disagree [ ] 3.

Adequate importance given to provide the safety measures at the work place (a)Strongly agree (b) Agree (c) Some what agree (d) Disagree.The Coromandel provides leave facility according to statutory provisions. Opinion about the washing facilities in the Coromandel. [ ] 17.Are you satisfied about the work timings of the Coromandel. a) Strongly agree b) Agree c) Disagreed d) Strongly disagree 15. (a)Agree (b) Some what agree (c) Disagree (d) Can’t say [ ] 9. (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] [ ] 16. The canteen items are provided to the employees with subsidy price.The Management provides health insurance and accidents benefits to the employees a) Strongly agree b) Agree c) Disagreed d) Strongly disagree [ ] 18.The medical facilities provides good services to the employees during emergences a) Strongly agree b) Agree c) Disagreed d) Strongly disagree [ ] 12.The Educational allowance provided to the employees are adequate. rest rooms and lunch rooms provided by the management a) Strongly agree b) Agree c) Disagreed d) Strongly disagree [ ] 14.Adequate importance given to first-aid facilities in the Coromandel. (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] 10. .91 8. (a) Strongly agree (b) Agree (c) Some what agree (d) Disagree [ ] 11.Are you satisfied with Shelters. The Doctors and the nursing staff are available at medical center for service to the employees at any point of time and during emergency a) Strongly agree b) Agree c) Disagreed d) Strongly disagree [ ] 13.

Opinion about the communication process followed in the Coromandel. (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] 21.Are there provided with adequate urinals and toilets for the employees? a) Strongly agree b) Agree c) Disagreed d) Strongly disagree 23.Are you satisfied the pattern of attendance followed in the Coromandel.How Effectively welfare officer taking care of your welfare a) Strongly agree b) Agree c) Disagreed d) Strongly disagree [ ] 22.Your perception on the total welfare amenities in the Coromandel.92 (a) Agree (b)Some what agree (c) Disagree (d) Can’t Say [ ] 19. (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] [ ] . (a) Satisfied (b) Average (c) Dissatisfied (d) Can’t Say [ ] 20.

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