Township TEL, FAX (GPAI) DLIS Facilities STATISTICAL, Training GSLIEdu.

Higher CANTEEN, DAIRY ESTATE, Group Personnel Provident Pension linked & Medical, NFL Loan Security COMPUTER, WELFARE, MANAGER MANAGER Additional MANAGER Chief. G.M BenevolentDeath Social STATUTORYGUESTP.R Dy.MGRSr.MANAGER MEDICAL & &Incentive MOpromoting small familyFURNITURE, (P&A)HRD (HR) Promotion for MOTIMOTIVATIONALHOUSE (P&A) Gratuity WelfareSTATUTORY ESTABLISHMENT Family for Incentive Scheme Saving WELFARE SCHEMES CTV, Production Group NON OTHERS ACR/APPS/ SCHOOL, P&A policy norms (P&A) Canteen Fundcenter, CMO Accident Scheme Advances Insurance Shopping Scheme DISPATCH/ CISF. BUDGET SANITATION SchemeEmployees. MARKETTING MATERIAL TECHNICAL P&ALinked Insurance FINANCE Development NATIONAL RECRUITMENT. HINDI Insurance Scheme Scheme EducationSUBSYSTEM SUBSYSTEM SUB SYSTEM SUBSYSTEM SUBSYSTEM al facility etc. FERTILIZER LIMITED
(A Govt. of India Undertaking)

(PANIPAT) HARYANA

Obj100

SUMMER TRANING REPORT Submitted in partial fulfillment of the requirement of the syllabus in M.B.A HUMAN RESOURCE BATCH: 2007-2009

D.A.V INSTITUTE OF MANAGEMENT, FARIDABAD
(AFFILIATED TO MAHRISHI DAYANAND UNIVERSITY) APPROVED BY A.I.C.T.E & GOVRNMENT OF HARYANA

FARIDAB

P&A, NFL, PANIPAT PRIYA GUPTA M.B.A (HR)

PREFACE

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D.A.V INSTITUTE OF MANAGEMENT, FARIDABAD runs the programme Master of Business Administration. As a student of it I got great opportunity to take practical training in a company that is M/s NATIONAL FERTILIZER LIMITED, PANIPAT. This institute’s ultimate goal is to give the best to its students and there by to the nation. So, by conducting this practical programme students get practical knowledge during their eight Weeks training programme, that is in various departments of the company. I have included here in this project information about HUMAN RESOUCRE DEPARTMENT. First of all I include history and development stage of the company. It consists of past, present and some ideas about future also.

PRIYA

2

ACKNOWLEDGEMENT
It gives me a Great pleasure to present this Report. It indeed goes without saying that the success of my summer training programme at M/s NATIONAL FERTILIZER LIMITED, Panipat (Haryana) is because of direct or indirect guidance of every body at the company and college. I take this opportunity to acknowledge their help and valuable guidance in providing technical know how & reviewing the report. I here by express my gratitude towards the management of NFL for giving me an opportunity of training in their esteemed organization. First of all I am very thankful to Mr. V.K. HIRA Mgr. (P&A). I am deeply thankful to: 1. Mr. B.S.JANPANGI 2. Mr. S.C.SAINI 3. Mr. S.K.SAMBHARIA 4. Mr. P.JAYRAJAN 5. Mr. RAMESH KUMAR Sr. Mgr. (HRD) Dy. Mgr. (P&A) Dy. Mgr. (HRD) Asstt. Mgr. (P&A) P.O. (P&A)

Obj103 Obj102

I respectfully thank to the management and all employees of NFL for their valuable assistance, suggestions and their valuable guidance in completing my project report. Indeed without the help and coordination of the abovementioned people this report might not have reached to its fruitful completion. PRIYA GUPTA M.B.A D.A.V INSTITUTE OF MANAGEMENT FARIDABAD

STATUTORY SCHEMES 8. OTHER WELFARE SCHEMES 11. SWOT ANALYSIS 12. WELFARE SCHEMES 7. INDUSTRIAL RELATIONS 6. BIBLOGRAPHY 4 . 4. CONCLUSION 13.INDEX Obj104 1. NON STATUTORY SCHEMES 9. HUMAN RESOURCE MANEGMENT 5. ABOUT THE COMPANY 2. MOTIVATIONAL SCHEMES 10. AWARDS & RECOGNITION . ABOUT THE UNIT 3.

COMPANY PROFILE

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NATIONAL FERTILIZERS LIMITED
Incorporation NFL, schedule’A’and a Mini Ratna Category 1 Company was incorporated on 23rd AUG 1974 for implementation of two Fertilizer Plants, based on gasification technology. Of feed stock/LSHSat Bathinda in Punjab and Panipat in Haryana having an installed capacity of 5.11 lakh tones of Urea .In April 1978, the Nangal group of Plants of Fertilizer Corporation of India (FCI) were transferred to NFL consequent upon reorganization of FCI .The govt of India, in 1984, entrusted the Company to execute the country’s first inland gas based Fertilizer project of 7.26 lakh tonnes Urea capacity in district Guna of Madhya Pradesh, This project on completion, received the first prize for “excellence in project management “ from the Ministry of Program Implementation, Govt of India. Expansion of Vijaipur plant was initiated in 1993 for doubling its annual production capacity. The deppt. Of Fertilizers has received the annual installed capacity of Vijaipur Plant from 7.26 lakh tonnes of Urea to 8.26 lakh tonnes with effect from 1stApril 2000. In order to sustain and enhance the Company’s growth, NFL successfully completed the revamping of Urea Plant at Nangal. with the re-rating of installed capacities of Vijaipur Plant and revamping of Urea Plant at Nangal, the total installed capacity of Urea of NFL has increased to 32.20 lakh tonnes.

YEAR

PROFIT & TURNOVER

PANIPAT UNIT NFL Net Turnover(Cro Net Profit(crore) urnover(cror T Profit(Crore) re) e) 2007-08 22.33 943.33 152.82 4140.64 2006-07 20.37 2005-06 30.37 2004-05 27.03 2003-04 11.65 799.42 744.84 660.62 698.71
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176.10 116.40 160.91 85.04

3865.68 3590.52 3474.06 3387.62

6

PRODUCTION PERFORMANCE
NFL is the second largest producer of nitrogenous fertilizers in India. The company ‘s contribution towards Urea production in the country during 2006-07 is estimated at 16.53% against 16.4% last year. NFL has been making profit consistently. The Company recorded pre-tax profit of Rs.48.33 crores during 2001-02. However, the increase in profit during the year is on account of past periods arrears of subsidy pertaining to 7th & 8th pricing period The Company during 2006-07, produced 33.51 lakh tonnes of Urea, thereby achieving a capacity utilization of 103.7% based on the reassessed capacity

INFORMATION TECHNOLOGY
NFL has brought in latest information technology for its day-to-day use. The Company has a satellite-based communication system installed with the assistance of NIC at its office complex in NOIDA, units and zonal Marketing office. All the locations have Local Area network. The company has its Internet Website WWW.nationalfertilizers.com and intranet website for providing information to all employees.

SPECIALISED SERVICES
The company assesses its human resources as its most valuable assets. NFL, for a long time, has been providing specialized services to outside Companies both in India and abroad. These services include project commissioning, plant operations, maintenance and trouble-shooting. The company, recently provided training to the engineers of m/s petro vietnam, Vietnam at NFL vijapur.

in search of improving accountability and giving higher autonomy to Public Sector Undertakings. of fertilizers for the year 1991-92.Obj107 IMPLEMENTAITON OF OFFICIAL LANGUAGE With a view to promote the use of Hindi as official language and to meet its provisions. The company received “Excellent” rating under MOU system for the year 2006-07. Cash incentive Scheme has been implemented to provide encouragement to the employees for workings in Hindi. Various competitions and programmes are organized to propagate the use of official language. of India. introduced the concept of MOU from the early nineties. The MOU rating for the year 2007-08 based on the audited data is expected to remain as “Excellent”. Of Public Enterprises. Govt. rules made there under and for compliance of related statutory obligations. MEMORANDUM OF UNDERSTANDING The Deptt. MARKETING NETWORK NOIDA BHOPAL LUCKNOW CHANDIGARH These three Zonal offices are coordinating the company’s marketing network: 1) BHOPAL 2) LUCKNOW 3) CHANDIGARH 8 . the company has been making efforts consistently. NFL signed first MOU with Deptt.

Bhatinda. Obj108  The Panipat unit has developed Neem Coated Urea. Panipat.  N. is planning to market Neem Oil Coated Urea also. National Fertilizer units at a glance :The total production capacity of all the four units (Nangal .L is the first Co.  The company has also established single window shop at Solan and Panipat where all agri-inputs are made available at one place. vijaipur) is 9550 MT Per Day & other product and By-products are present in the Following: Obj109 .  The company is also marketing Bio-fertilizers in the states of Punjab and Haryana in order to increase its consumption. recorded the ever best sales of 53. of India to produce and market Neem Oil Coated Urea. which enhance crop yield by an average of 4% to 5%.F.The company during the year 2006-07. in India to be permitted by the Govt.91 lakh tones of fertilizers. The co. Its central marketing office is at NOIDA.

Obj110 PANIPAT UNIT PROFILE The Panipat Unit of NFL. 1 and Delhi-Amritsar railway trunk route.is situated on National Highway No. Panipat city is about 90 km from Delhi and is covered in National Capital Region. Panipat is a historical 10 .

11. It has won number of awards and recognitions in the field of production. environment protection. Performance of the Unit in all areas of its performance has also been acknowledged. Annual Requirement of Raw Materials: • Fuel-oil/LSHS : 3.88 crores Rs.000 M.500 MT 2. 56. engineering. it hosts a number of distinguished guests and visitors from with and outside the country.18.W. The Unit is well known for its commitment towards environment protection and social welfare in the region.H • Water : 5. The visitors show keen interest in the functioning of the plant and appreciate the progress made by the fertilizers industry in the country.4.000 M.33 crores. Capacities of the Plant : • Ammonia • Urea Obj111 : : : : Rs. Starting from the zero-date 30.79. The total cost of the project was rs.221.290 MT in terms of Nit. skills etc. welfare. productivity. The Unit being near to national capital. the feed in was achieved on 1. • Power : 2.45.T.45 crores 900 M.630 Million Gallon 3. Annual Capacity : In terms of Urea 5. • Coal : 5.35. The Govt. Panipat is also famous for its handloom industry. erection and commissioning of the plant were M/s Toyo engineering corporation of Japan and M/s engineers India Ltd. 182.550 M.00. Estimated Cost 4. within 40 months of the zero –date. which was the scene of three historical battles. 2.city.000 M.9. innovation.9.T. The Unit went in commercial production from 1. Panipat Unit is considered the show window of the company.75. of India approved the Panipat project on 10th February 1975 for implementation.78 ie. 1 boiler of 210 MT/hr Steam Generation : Captive Power Plant : 2 Turbo generation of 15 *2 =30 • • . Foreign Exchange 5. safety.T. per day 1.per day 3 boilers each of 150 MT/hr.T. SALIENT FEATURES OF THE PLANT 1. Prime consultants for design.

MWH 6. Govt. Company has been performing at high level of capacity utilization. H2S in the form of clause gas is sent to Sulhur Recovery Plant for recovery of Sulphur. The heat generated in the process is recovered in the waste heat boilers to produce High-pressure steam at 100 Kg/Cm2. H2S and CO2 from the Raw Gas/ process gas are removed by low temperature Methanol in the Rectisol Section and both the gases are recovered by regeneration of Methanol at low pressure. CO2 and H2S. removed from the process gas in Decarbonation Section of Rectisol. An 12 . All the years. The raw gas produced in the reactors mainly consists of H2. is recycled along with the feedstock. ie Kisan Urea. The CO2 gas is sent to Urea Plant for synthesizing with Ammonia to manufacture Urea.350 degree C by shell gasification process. The Carbon monoxide (Co) in the desulphurised gas is converted to Carbon Di Oxide (CO2) by double stage H. CO. later. Hydrogen Sulphide (H2s) in the raw gas is removed by absorption in cold methanol in desulphurisation Section of Rectisol.Township NFL produces two popular brands of chemical Fertilizers. Shift Convension.T. The fuel is partially oxidized in the gasification reactor at 1.about 80% of the carbon produced in the Gasification Reactors. &Kisan Khad. after signing the MOU.NFL has signed a memorandum of understanding with the govt. The CO2 is. has rated the performance of the company as ‘excellent’.Plant 131 acres. of India in 1991-92. PLANTS UNDER PANIPAT UNIT AMMONIA UREA PLANT SMC OFFSITES AMMONIA PLANT The ammonia plant is based on fuel oil as feedstock and is designed to produce 900 MT/Day of Ammonia. Land : 442Acres.

Oxygen requirement (for partial oxidation of fuel oil) and Nitrogen requirement (for synthesis gas) is met by an Air Separation Unit of 900 MT/ Day capacity.550 TPD based on Mitsui Toatsu Total Recycle ‘C’ improved process. Oxygen and Nitrogen are separated in HP and LP Distillation columns at cryogenic temperatures. Obj112 AMMONIA PLANT The process gas from Rectisol Section is sent to the Nitrogen Wash Unit (NWU) to remove the traces of impurities (CO. Nitrogen is further added to the process gas (i.Absorption Refrigeration Unit (ARU) provides refrigeration in Rectisol Section. The Ammonia and Carbon Di-oxide. In ASU. the atmospheric Air is compressed to 7 Kg/Cm2 and liquefied. This synthesis gas mixture is compressed to 230 Kg/Cm2 pressure and synthesis of N2 and H2 is carried out in the Haldor Topsoe loop in a radial flow Ammonia Convertor and Ammonia is produced. The Reactor outlet products are then decomposed. and Methane) by liquid Nitrogen wash.e. produced in Ammonia plant. Methanol. UREA PLANT Urea Plant is designed to produce 1. The . Synthesis takes place in Urea Reactor. Hydrogen) to obtain a ratio of 3 : 1 of N2 & H2. are pressurized to about 250 Kg/cm2 pressure. where Ammonia and CO2 react at 250 Kg/cm2 pressure and 200 degree C temperature to produce Urea.

Urea in the form of prills is collected at the bottom of the prilling tower on CFD bed. first of all fuel oil is burnt at 1350oC & we get Carbon monoxide (CO) & Hydrogen (H2). produced in this process. Urea crystals are melted in the melter and the molten Urea is sprayed through Acoustic Granulators from 68-meter high prilling tower. This is the whole process of manufacturing Urea:Burning at 1350oC Fuel Oil Extracting CO + H2 N2 (Nitrogen) + O2 (oxygen) ASU (Air separation unit) 14 . which are then dried in the dryer and pneumatically conveyed to the top of prilling tower. sent to Bagging Plant and bagged in 50 kg bags.Urea solution. Products Urea is. Then Nitrogen & Hydrogen is combined to get Ammonia & then by the reaction of Ammonia & Carbon dioxide we get Urea. then. With the help of air separation unit Nitrogen gas is separated from air. Crystal slurry is centrifuged to separate crystals. Carbon monoxide is converted into Carbon dioxide. where it is cooled by air. Obj113 UREA PLANT PROCESS OF MANUFACTURING UREA For manufacturing urea. is crystallized in the Vacuum Crystallizer.

Kisan Urea also has a strong and long lasting effect on crop resulting in quality crops.1.1998 1918MT (against 1550MT/Day rated capacity) on 17. solid. PANIPAT MAIN PRODUCT –UREA Kisan urea is highly concentrated. Kisan Urea is ideally suitable for all type of crops and for foliar spray. It is completely soluble in water hence nitrogen is easily available to crops. Carbonic acid present in Kisan Urea helps in absorption of nutrients like phosphate and potash by roots of crop.2000 316619MT (against 297000MT rated capacity) 562250MT (against rated capacity) 511500MT . nitrogenous fertilizer.N2 + 3H2 2NH3 Obj114 CO NH3 + CO2 CO2 UREA PRODUCT MANUFACTURED AT NFL. containing 46.12. PRODUCTION PERFORMANCEPeaks in production scale are as follows:- RECORDS: Highest production of ammonia on single day Highest production of urea on single day Highest annual production of ammonia (97-98) Highest annual production of urea (97-98) 1041MT (against 900MT/Day rated capacity) on 02. which instantly removes nitrogen deficiency.0% nitrogen.

of crushed coal to three Steam Generation Plant Boilers and 200MT/hr. each of 1. 16 . /hr.of demineralized water and to polish 100 M3/hr. The filtration plant is of 2. of condensate. Cooling Tower: Four cooling towers for Ammonia. each at 105 kg/cm2 pressure and 495 degree C temperature.420 NM3/hr. Captive Power and Urea Plants. Coal Handling: To supply 150 MT/hr.400 M3/hr. Steam Generation Plant: Three pulverized coal fired boiler of 150 T. Obj116 Instrument and Plant Air: Four Instrument Air Compressors and one Service Air Compressor. to Captive Power Plant Boiler.Obj115 PERCENTAGE SHARE OF NFL IN COUNTRY’S UREA PRODUCTION OFF SITES & UTILITIES The Off Sites and Utilities consist of following facilities: Raw Water Reservoirs &Filtration Plant: To store 85 million gallon of water to meet 7 days requirement. Demineralized Water: To supply 400 M3/hr.capacity.

Caustic and Methanol.G. set of 1.500 KW capacities. .000 KL capacity.MATERIAL HANDLING C: . To load bagged urea. Emergency Power: D. Fuel Oil. Two Turbo Generation of 15 MW each. Railway Siding: To unload Coal.Fuel Oil Handling and Storage: Three tanks for storage of fuel oil. LPG. Methanol.STEAM GENERATION PLANT M: . Facility for unloading a rake of railway tank wagons of fuel oil/LSHS. SMC S: .CAPTIVE POWER PLANT CAPTIVE POWER PLANT The Captive Power Plant has been installed to meet the total power requirement of the plants. LDO and Caustic Handling: Facility for unloading and storage. each of 10. To load unload liquid Ammonia.

The Power Plant can be run in parallel with the northern grid or in isolation.generate power at 11 KV. The Boiler is designed to operate on coal with support oil or fully on fuel oil. has been provided to supply steam to the Turbo Generators and meet part of the steam requirement of the process plants. 18 . A Boiler of 210 t/hr.

energy conservation & environment. The company bagged a no. Green Tech Safety Award-2005 & Green Tech Environment Excellence Silver Award . of awards during 2006-07 & 2007-08 (up to Sep-2007). The Vijaipur unit has received National Prashansa Patra Safety Award-2005 from National Safety Council for outstanding safety management.AWARDS & RECOGNITION Obj117 AWARDS NFL plants have all along remained recipients of several prestigious awards based on improvements in productivity. safety.

Type of Award Productivity award Awarding agency Year st Fertilizer Association of 1 in 2005 India. 2005 Award on innovation of New Delhi Neem coated Urea 20 . & Haryana Pollution 2004 Conservation Award Control board PM’s ShramVir Award Govn. 2005 Award for best Pollution Land Society Control measure Environment Mgmt.. Govn.2002 & conservation Govn. Of india Golden Peacock Innov. Of Haryana Jawaharlal Memorial International Green 2001-02. Chennai. Of India 2nd in 2006 3rdin 2007 Environment Protection Haryana Pollution Board 1999. Vijaypur II unit has also won 2nd prize & certificate for Energy efficient unit in the national awards for excellence in Energy management conducted by CII.-2006 & 2007 for outstanding achievement in environment management in Fertilizer sector. Govn. Institute of recognition. Of India 2005 to four technician Tech innovation Fertilizer Association of 1st in 2005-06 India. Sohrabji Godrej Green Business Centre.

Ltd. Utmost care is taken to ensure that no harmful gases are discharged to the atmosphere. The unit is fully conscious of its responsibility towards pollution control &environmental protection. NFL PANIPAT Panipat unit is acknowledged for its environmental friendliness. Ltd. exhibitions. Period of Recognition Jan 2007 Jan 2007 Jan 2007 ENVIRONMENTAL CONTROL & ECOLOGICAL BALANCE AT. in and around the factory and township. Unit has received number of awards. Ltd. The unit is regularly monitoring the level of emission for various stacks before letting down to atmosphere. for safety performance.18001 Recognizing Agency International Certification Services Pvt. with well-qualified and experienced safety engineers. SAFETY & FIRE Management is always conscious about the safety of employees. from national and international organizations. Safety Department. National Safety Council of . slogans bulletins. safety competitions and good house keeping contests. a dense green belt has been provided and about 3 lakh trees have been planted within the factory and township premises . International Certification Services Pvt.Obj118 RECOGNITION Type of recognition ISO—9001 ISO—14001 ISO-. ensure that working conditions are safe. International Certification Services Pvt. Practical training is also given to the employees. Safety procedures are followed by all and sundry. In order to maintain ecological balance. Safety department increases the awareness about safety amongst the employees by way of seminars.

 To develop and maintain organization environment for encouraging individual and group initiative innovation and productivity and by improving employee’s skills through specialized training. .Chicago has awarded the unit in 2004 for 6 millions man days without occupational injury.  To effectively manage the assets and resources of company to ensure a reasonable return on investment and maximize internal resources As part of diversification and maintenance soil health to market other fertilizers in addition to nitrogenous fertilizers  To maintain international quality of production and services as per ISO –9002 and aiming at achieving customer satisfaction and delight.  To achieve international standards of excellence in plant and operational safety and maintaining environment as per international standard ISO-14001.  To provide services to the farming community by organizing technical training. soil-testing facilities etc. process improvement and utilizing efficiently in the application of chemicals and fertilizers associating networking with other company’s.  To work out diversification expansion schemes to increase the profitability of the company and to promote development of ancillary industries consistent with the government policy. Obj119 OBJECTIVE  To produce and market fertilizers and by products efficiently and economically besides achieving a reasonable and consistent growth.  To carry out R&D activities for increasing plant availability energy savings.

Respect for dignity and potential for individual. Loyalty and ride in the Company Team Playing. MISSION TO be leading Indian Fertilizers Enterprise providing quality product system and service in the field of transportation. VALUES Meeting commitment made to external and internal customer. electricity and other potential areas. Foster Learning creativity and speed of response. . infrastructure.Obj120 VISION A world class Innovative Competitive Profitable Fertilizers Enterprise Providing total business solution.

R MANAGEMENT Obj121 CORPORATE OBJECTIVE .H.

 To maintain and develop proper organizational environment. rules.  To increase profitability.  To improve marketing and consumer services. procedure or guidelines. HUMAN RESOURCE MANAGEMENT An organization is a human grouping in which work is done for the accomplishment of some specific goals or mission . regulations. programmes. define individual goals and maintain an atmosphere conducive to achieve this goal.  Conducting R & D.  Motivate and enthuse the employees to achieve higher productivity with team spirit.  To work out diversification. These are designed not to restrict creativity but to assist its members in accomplishment of the organizational goals. FUTURE PLANS  The company has made plans to rewamp its fuel oil based Panipat & Bathinda plants. The revamp aimed to make the fuel oil based plants more energy efficient is awaiting the disinvestments of the company. MICRO OBJECTIVES  To achieve higher productivity. NFL is an instrument to the society .  Lay down integrated objective.In order to achieve the goal a well run organization works out a set of rules sometimes called polices. Obj122 .To achieve this NFL must: Select capable people and improve their knowledge and skills on organized basis.  To promote development of ancillary industry.

Each individual who works has his own set of needs.This is possible only by the combined efforts of people the most important resources . technical or economical. Those among the managerial personnel. technical or economical. Human Resources comprise a large number of individuals of different sex. There musty be proper co-ordination of money. drives. which is of paramount importance in the success of any organizational because most of the problems in organizational settings are human and social rather than physical.Managing the human components the central and most important task.To look after the various functions set for the organization adequate resources in men and material s have to arranged but individuals who serve as managers or supervisors with in organizations. which is of paramount importance in the success of any organization. machinery. because most of the problems in organizational setting are human and social rather than physical. age. The resources by themselves will not help the organization to accomplish the objectives . material and men. • Obj123 . It is the Human Resource. These among different members of the organization and the community. . unless there is an effective co-ordination and utilization of these human resources . Workers themselves. socio-religious groups and different education or literacy standards. because all else depends on how well it is done . goals and experiences. so the management must therefore be aware not only of the organization but also employees and self needs. No one of these can be ignored so it’s the duty of manager to develop four dimensional relationships these are:- • • • Between management and workers. Human Resource.

HORTICULTURE:-Horticulture is related with the maintenance of green grounds and to grow more &more trees in order to keep environment clean and pollution free . DISPATCH:. ESTATE:.FUNCTIONS OF HR DEPARTMENT AT N. Obj124 .F. JANGPANGI makes arrangements for all these according to their requirements. FAX /TELEPHONE:. At NFL Panipat Mr. ADMINISTRATION:-Mr.To maintain beauty & working environment inside the organization.fax /telephone is also required by every organizations for making contacts with different deptt. JANPANGI makes proper arrangement of furniture & fixtures as & when required.Estate means the part of land or the area that comes under the NFL unit PANIPAT . JANPANGI does proper utilization of land and building. Inside organization also with other organizations. 3.Dispatch means the various letters . 5. FURNITURE AND FIXTURE:. Mr.He solves various problems related to the administration of the organization. 4.S. Under this role he also makes arrangements for various tasks time to time.circulars & memos required by every organization for the proper maintenance of their records.The houses are allocated to the employees on the basis of their post or seniority . employees are encouraged for growing trees & to maintain green grass parks. 2. Mr B.It also includes township and CISF colony of NFL .Furniture & fixtures are required by every organization . JANPANGI makes arrangements for all these dispatch. Mr. JANPANGI is the head of administration .L PANIPAT 1. 6.

ALOK VERMA handles the problems relating to the insurance of employees Obj125 . then all his documents relating to qualification. Mr. 12. PUBLIC RELATIONS:.The public relations of an enterprise affects its profits to a large extent . Mr.7. STATISTICAL CELL:. GUESTHOUSE:. ESTABLISHMENT:-Once a candidate is selected for a particular post. 10. ALOK VERMA handles statistical document. ALOK VERMA tries to establish harmonious relations with the members of public to increase the profitability of the enterprise . There is proper arrangement for their stay. APPRENTICE:-There is a provision for the training of apprentice inside NFL. 8.NFL gives fund to its employees against their proper medical claims. 15. 11.Various documents are required by the organization for the proper flow of information from one place to another. INSURANCE:-Mr. RECRUITMENT:-Whenever there is vacancy in the organization then it tries to attract more and more people to apply for that. Mr.As NFL provides medical facilities to all of its employees . age & other factors are verified in establishment department. ALOK VERMA handles all these activities. so visitors & outsiders come to visit it.Mr.As NFL unit Panipat is a big organization. 9. Recruitment is not a process of selecting the candidates but it ends with the receipt of applications. MEDICAL CLAIMS:. ALOK VERMA handles trade & technical apprentice. Mr. 13. 14.In the present scenario the role of computers is very important in every organization. These stores huge amount of information relating to enterprise. COMPUTERISATION:. Also the activities & performance of every employee including promotions are recorded in it. ALOK VERMA verifies all the documents relating to medical claim.

In the role of liaison officer he tries to establish harmonious relations with other departments & other organizations to improve the productivity of the organization. 17. ALOK VERMA also works as liaison officer . WELFARE:. 18. Dy. Mgr handles all the legal problems.Every organization has some welfare policies.16. LEGAL:-An organization may face many legal problems relating to organization & employee. LIAISONING:-Mr. apprentice Organizing house training programmes FUNCTION OF PERSONNEL MANAGEMENT The function of personnel management may be divided into three parts- MANAGERIAL OPERATIVE ADVISORY Planning Procurement of personnel Rules & regulations . SOME OTHER IMPORTANT FUNCTIONS OF HRD Assessing training needs for employees Tech. These policies may relate to performance & promotion of employees.

Organizing Staffing Directing Controlling Development of personnel Compensation to personnel Employees benefit schemes Maintaining good relations Record keeping industrial Laws Discipline Code of conduct Personnel planning & Evaluations Personnel audit & Research P&A AS A CENTRAL SUB SYSTEM IN AN ORGANISATION Obj126 OBJECTIVES OF P&A .

The employees are also deputed for institutional training conducted by outside agencies. periodically organizes in house training programmes for the development of skills and updating the knowledge of the employees. desirable working relationship between employers & employees and employees & employees. As a result there is an integration of interests of employees and management: INTEGRATION OF INTERESTS EMPLOYEES INTEREST Recognize as an individual.The objective of P&A is to attain maximum individual development. It takes care of training needs of the individual employees. HRD Department. So there must be effective molding of human resources as contrasted with physical resources. healthy working conditions Acceptable hours of work Fair and efficient leadership MANAGEMENT INTEREST Lowest unit personnel cost Maximum productivity Availability and stability Co-operation of employees Loyalty of employees High org morale Intelligent initiative of emp. HUMAN RESOURCE DEVELOPMENT AT PANIPAT UNIT The company considers its employees as its greatest asset. Opportunity for expression Economic security Interest in work Safety. A separate HRD Department is established for the purpose. .

there is a scheme to improve their qualification. Part time classes are conducted for advanced courses. communication. leadership etc. HRD section organizes productivity week and the oil conservation week. in which the expert faculty on various aspects of the topics systematically educates the employees systematically educates employees. team building. For the less qualified employees.Obj The managerial staff is exposed to the management programs like motivation. H R D D is c ip linFeie ld o f P ra c tic e – S w a n s o n & H o lto n M c C le a n  T ra in in g  T & D  E m p lo y e e d e v e lo p m e n t  T e c h n ic a l tra in in g  M anagem ent d e v e lo p m e n t  E x e c u tiv e a n d le a d e rs h ip d e v e lo p m e n t  H u m a n p e rfo rm a n c e te c h n o lo g y  O rg a n iz a tio n d e v e lo p m e n t  O rg a n iz a tio n a l le a rn in g .

HR DEPARTMENT HIERARCHY Obj128 .

These are:  Work committee  Canteen advisory committee  Township Welfare Committee  Special Welfare Fund Committee  Grievance Redressal Committee  Livery Committee  Managing Committee of Manoranjan Kendra  Sports committee .e.a web much more complex then the simple concept PF labour-capital conflict”. Under this scheme a Plant level committee and six shop councils are functioning satisfactorily. The scheme of workers participation is operated at Unit level. At panipat unit there is only one registered and recognized workers union i. NFEU.INDUSTRIAL RELATIONS Obj129 “Industrial relations “refer to a dynamic and developing concept which is not limited to “the complex of relations between trade union and management but also refers to the general web of relationship normally obtaining between employer and employee. The union is affiliated to FWFI. There is always a communal harmony and all the festivals are celebrated together by all the communities. Industrial relations at Panipat Unit have always been cordial.

6. 7. Approaches.8 Collective Bargaining. Industrial Relations 1 3.Contents Page No.3 Voluntary Approach. 4. 3 3. Conclusion. 8. 1 2. 4.2. Industrial Disputes Act. 6. 8. 3. Effects of Best Industrial Relations 10. 3.4 Joint Management Councils.DEVELIONEBTS OF INDUSTRIAL RELATIONS – IN INDIA.10 Worker’s Participation in Mgt.1 Works Committee. 3 1. Legislative Approach. 1. 3. 5.2. 11.9 National Commission On Labour. 3. (Standing Order) Act.7 Voluntary Arbitration.5 Voluntary Arbitration. 3. 3. . 9. 3 2. Introduction. 7.NO.2 Industrial Employment 4. S1. 9. 3. 3.6 Joint Consultation. 3.

(2) Harmonious industrial relation within an organization is essential for its efficient running. the condition of labour was rather appalling and there was no regulation in respect of working conditions and hours of works. It is impossible to introduce any innovation or effect any productivity improvement exclusively through the various industrial engineering techniques. how does the management feel about the labour and vice. Industrial Relations. Not only that the labour was often physically mal-treated. In the early days of industrialization. Industrial Relations generally mean the relationship between the management and the organized labour in an industrial organization of within an industry. climate has to be created which will encourage investment and attract the enterprise. over a period. therefore. be grown overnight. However. Looking at industrial relations. Introduction. 2. The history of industrial Relations ins incomplete without an account of the rise of the organized labour movement in the country. Among the various important factors which determine and regulate this relationship are the industrial relation policy of the organization. however. Industrialization will create more employment opportunities and will help in achieving better standard of living. . though prior to that some attempts were made here and there to organize the labour in unions. it is an important pre. the Government eventually had to do come thing for the conditions of the labour.e. un-rests. i. No nation can take up a programmer of industrialist ion unless the proper climate prevails. Strafes. trade unions now have a significant role in the industrial life of the country. an attempt is made to describe the rise and growth of the trade union movements in India. strength if the labour unions multiplicity of unions. It is only through an attitude of mutual trust and respect that harmonious and cordial industrial relation can develop in an organization of industry. but has to be developed by both the parties. joint consultation and labour legislations.DEVELIONEBTS OF INDUSTRIAL RELATIONS – IN INDIA. No organization can function effectively and produce the goods and services if there are constant strafes and turmoil between the management and the labour.requisite for national and economic growth of the country. 1. One of the major actors which attracts investment is the state of industrial peace. However. is primarily a matter of attitudes. In this section.. from a broader national and economic view point. Because of this success in organizing labour in important industries. One of the major problems of developing countries is to increase the per capita income of the population through rapid industrialization as well as through improvement in agricultural field. Good relationship can not . attitudes of both the management and the labour. For raid industrialization. and lock – outs only lead to loss of man – days in i9ndustries and consequent monetary loss to the nation in terms of lost production. inspite of the fact that the number of workers organized in industry in the country really start after the first World War. There was very little effort on the part of the Government to do away with these practices. Industrial Relations. The result of such efforts brought about the introduction of Factories Act to regulate to hours of work and the working condition of labour employed in the Factories. child labour was also employed. due to various reasons and pressures.

Some of the causes of the disputes may be well beyond his authority to remove and may be requiring the action of the higher management. favouritism. 1923 in respect of the former and the Indian Trade union Act of 1926 and the trade disputes Act. In the year immediately following independence. this means. Frictions and strifes are very often results of unresolved minor day-to – day grievances. Historiqlly. Earlier it was mentioned that good industrial relations is primarily a matter of attitude between the management and the workers and has to be constantly nurtured by both the parties. but it is the responsibility of every member of the organistation. 1929 in respect of the latter. joint consultation etc. To meet this urgent need. the workmen’s Compensation Act. though by industrial relations we primarily mean the relationship between the management and the organised labour. when organised labour movement started to take shape. Legislative Approach The Government plays a dominant role in shaping the pattern of industrial relations in the country. 1. his role is stressed because of his unique position in the organization. Justice and prompt handling of grievances that such a spirit of mutual confidence and trust can be built up between the supervisor and his men It should. The most salient feature of this act is that in the case of an industrial dispute between two parties in an industrial establishment. His role. bad human relation and numerous other reasons which the supervisor may be in a position to take care of. if he is to carry – out his role effectively to promote good important labour legislations and agencies to settle desputes. 1947. the dispute is subjected to compulsory adjudication if there is a failure in conciliation proceedings. the task before the national Government was to meet the problem of rapid industrialization. 3. 3.2 Industrial Disputes Act. 1923. adjudications etc. In other words. the Government or Stateplays an important role in regulating this relationship either through intervention or influence. therefore can be of immense value in promoting good industrial relations in the organization. Nevertheless. it was considered necessary by the Government to continue the practice of regulating industrial relations through legislations. that when two parties can not resolve their dispute or can not . Among the legislations passed during the 1920’ (s mention can be made of the amendment to the factories Act in 1922. As a member of a management team. Conditions of labour also have an important bearing on industrial relations. which made a great impact on the industrial relations in the country. the supervisor is in the fortunate position of being in direct contact with workmen. and the Mines Act.Everyone whether he is a member of the management or a worker has the responsibility for improving the situation. As well as through voluntary efforts like collective bargaining. Approaches Industrial Relations in India today is regulated through compulsory measures such as-s. Beginning in the twenties. The result was the introductions of an important piece of legislation the industrial disputes Act. however. be thought that it is only the Supervisor in the organistion who is responsible for promoting good industrial relations. different legislations were passed from time to time aiming to improve the donditions of labour as well to regulate the relationship between the employer and the employee. It is through daily dealing. this had been mainly through various labour legislations. The supervisor. legislations.

was passed immediately before the coming of the national government. and as well as in the undertaking in matters like wages.2. as has been prescribed under the Act. The duties of such works committees. as to whether it is correct on the part of the government to force parties to for compulsory adjudication. The formation of works committee is a statutory attempt to foster a spirit of joint consultation between the employer and the workmen.2. a certain number of workers.2. Under the circumstances. where 100 or More workmen are employed. Works committee should contain equal number of representatives from management and workmen. is another important piece of legislation. hours of work. then the government compels both the parties to go to a labour qourt. which also has profound impact on the industrial relations. The main features of the Act are that it is obligatory on the part of the employer of Industrial undertaking to prepare standing orders when it employs. there had been often friction between supervisors and workmen. (5) It has been observed that the cause of poor industrial relations in many cases was due to the fact that the conditions of service were not properly defined. The other notable features of the Act are the provisions relating to the formation of the works committee. The Act stipulates the formation of works committees in industrial establishments. between the management and the labour both on the shop floor. this feature of compulsory adjudication was incorporated and in spite of sever criticism. nevertheless it was the great use in the past independence period. In framing the Industrial disputes Act. it has often been questioned. Legal proceedings are always expensive. is being retained. The genesis for the provision of this section in the Act can be treated to defense of India rules during the Second World War. conciliation and adjudication machinery. Because the conditions were ill defined. 3. the Act . though of late some attempts have been made to revive the activities of the works committee and to rectify earlier mistakes. 3. (4) Thus the resolution of a dispute by legal means.1. are to promote mea-sores for securing and preserving amity and good relations between the Employers and workmen and to that end to comment upon matters of their common interest or concern and endeavourer to compose any material difference of opinion in respect of such matters.arrive at a settlement in spite of the efforts of conciliation officer or a board. Works committee. time consuming and mostly unsatisfactory. 1946. procedures for arbitration etc. Industrial employment (standing orders) Ac The industrial employment (standing orders) Act. which prohibited strikes and lock-outs and reference of disputes to adjudication was compulsory. which the employer wishes to adopt for his organization. Here. they have not achieved their purpose very largely due to the fact they have not been able to dispel some of the misconceptions about them and such have not taken deep roots in our industrial the adequate backing of the trade-unions and their areas and functions backing of the properly demarcated. discipline etc. Though the Act. The Act lays down the procedures to be adopted for certification of the standing orders. Though works committees have been functioning over a considerable period. more often than not fails to bring about satisfactory results. or a tribunal to have their disputes resolved thorugh the process of law.

has laid down when and how the draft standing orders are to be submitted to the certifying officer for the certification of the draft. Certair conditions have to be fulfilled before the standing orders are finally certifying officer, before certification officers or the appellate authority are empowered to determine the fairies or reasonableness of the provisions of any standing orders. The certifying officer, before certification of the draft standing orders gives opportunity to be heard and finally decides if any additions or modifications are necessary. The Act has also provisions for appeal to appellate authority. The appellate authority, whose decisions are final, can confirm or amend the standing orders, if necessary. Standing orders after certification have to be posted prominently in gates for the benefit of workers. Unfortunately, though the display of standing orders is a legal obligation and may be posted prominently, as well as should be taken to remedy this state of affair, because the whole purpose of having standing orders in an obligation gets defeated if the employees and they other personnel in the organization are not aware of the various matters provided therein. Standing orders once certified can not be modified can not be modified until the expirty of six(6) months of from the date of the last modification, except of course when both the employer and theworkemen desire such change through an agreement. There are occasions when disputes of disagreement arises as to the application or interpretation of standing order. In such cases, the Industrial Disputes Act.1947, for giving a verdict on the matter. The Act also lays down prescribed penalities for an employer for failure to have standing orders for this establishment as well as for commissioning any act in contravention to the certified standing orders. 2. Voluntary Approach. The other approach to the shaping of industrial relations is through voluntarism. The thinking behind this approach is that while the legislations will introduce the element of compulsion in industrial relations, opportunities for consultation among the parties should also be considered, to regulate their relationship. If consensus is arrived at through voluntary discussion and mutual consultations, the element of more obligation prevails to honour the commitments. While this object in view a tripartite body on an all India basis comprising of representatives of the Employers, Labour and Government Known as the Indian Labour Conference was set-up in 1942 to have mutal consultation on matters affecting the labour. The conference is held annually and various issues are discusses and the conclusion and the recommendation become morally binding to the Parties. Among the important conclusions arrived at so far, mention can be made to the recommendations on the workers participation in Management, Model Grievance procedure, code of discipline in Industry, Criteria for recognition of Trade Union etc, 3.4 Joint Management Councils.

Arising in the Indian Labour Conference 1957 was the recommendations for the formation of JMC’s in Industrial undertaking . The idea underlined the formation of JMS was it give the workers a sense of participation on the voluntary basis and the associate the labour for higher productivity, affording the workers an opportunity to express themselves and to make then appreciate their role for better industrial relations. Accordingly a scheme of JMS was introduce in 1958. In such councils, it was envisaged that matter of mutual interest may be discussed between the representatives of employers and the workers who will be

equally represented. The matter, which should be excluded form, such discussion are those relating to wages, bonus etc. JMS, however, did not succeed because of various reasons among which it may be mentioned that the workers did not appreciate of understand their roles in the council appreciate of understand their roles in the council. There was either a good degree off apathy and lack of interest on one hand and on the other hand there was challenge to management prerogatives and functions from worker’s representatives. The reason ascribed by the labour for the functioning of the J.MCS are tha5t there was an unwillingness on the part of Management to share information as well as to go for genuine consultation. The experiments however, have been carried out in many of the public sector undertakings like Hindustan Machine Tools and NCDC etc. In places where JMCs have functioned successfully, it has been observed that productivity has increased, the labour forces have been established, a reduction in waste and by and large, better industrial relation prevailed. “ACCORDING TO Indian Labour Year Book of 1968, JMCS functioning in 89 establishments- 34 in the scheme till the beginning of 1969.” 3.5 Grievance Procedure. Since grievances on the plant level are one of the sources which can affect harmonious industrial relations, it was considered necessary in one of the Indian Labour conferences to lay-down a system of grievance procedure by speedy settlement of grievances. Accordingly model grievance procedures were evolved and these have been adopted by a number of industrial undertakings in settling the grievances of the employees. 3.6 Joint Consultation The process of joint consultation is an essential requirement for harmonious industrial relations in industry as well as in the individual industrial undertakings. The machinery set-up for consultation between the management labour and the Government standing Labour committee, wages Boards etc. are come of the other committees of tripartite character, At the plant level, the works committee and JMCS are machinery for joint consultation. The role of these bodies have been discusses earlier. Wage boards have been created as a tripartite body with representatives of the management, labour and Govt.and theater function had been the fixation of wages on an industry-wise basis. Wage boards have been set – up in many industries such as engineering. Plantation, Chemicals, iron and steel, coal mining etc. Many of them have submitted their recommendation industry-wise wage scales, but unfortunately in many cases there had been a delay in the implementation of the

recommendation of the wage Boards. Wage boards, however, have also been criticized for the time taken by them in recommendation of wage scales. One of the major difficulties in respect of the recommendations of the wage boards was that their adoption was not obligatory and as a result of which there arose a number of disputes in respect of their implementation. There is a thinking now to make these recommendations obligatory. 3.7 Voluntary Arbitration. It has been mentioned earlier that in the event of an industrial dispute, which could nor be settled through the process of conciliation the industrial Disuses act provides for the compulsory adjudication i.e the parties involved in the disputes are forced to go to a labour court of a Tribunal. Lateran, a provision has been introduced in the industrial Disputes Act for arbitration . This makes that between the time when a fuller report is given by the conciliation machinery to the Government and the time it is deferred to the adjudication machinery, the parties by joint agreement can go for voluntary arbitration. Voluntary Arbitration makes that bot the parties agree to have their disputes resolved by an arbitrator mutually agreed upon shoes decision they are agreeable by. In other words, arbitration offers the opportunity for a voluntary solution of the disputes. The process of arbitration, therefore, can save expenditure and time for both the parties. Arbitration in this country unfortunately has not gained much ground, mainly because of two reasons. One is that there is no appeal against the arbitration’s award and the other is dearth of suitable persons to act as arbitrators. In the case of adjudication both the parties have the opportunity fo0r appeal to the higher counts if the award is not favorable to them and can even go up to the Supreme Court. This is one of the reasons which arbitration has not found favour in the country. In the western countries, arbitrators can be selected from the panels maintained with considerable experience in the industry in which the dispute arises. The position is not similar here. From the point of vies of the industrial Relations, an arbitrator’s award is often more satisfactory than an adjudication award, since both the parties agree to go for arbitration. However, the success of voluntary arbitration would very much depend on the state of relationship between the parties. 3.8 Collective Bargaining. Collective Bargaining is an important feature in industrial Relations . The main meaning of collecting Bargaining is that management and the labour directly negotiate the terms and conditions of employment of other related issues and in that process backing with each other and arrive at mutually acceptable agreements for a period time. There can be collective bargaining both for an industrial unit of an industry.

The commission which submitted its final report on the basis of the studies carried out on specific subject and labour problems of industries. The attitude of the management and the union towards each other. As has been mentioned d\earlier that through the process of collective bargaining.10 Worker’s Participation in Management. Some countries have used voluntarily while some have been forced by law. He liked to establish with village democracy and industrial democracy.9 National Commission on Labour. however. the parties are bound by honor to above by such agreements. made important recommendations in respect of industrial relations. 3. That means that there must be recognized union or union to negotiate the terms and conditions of the agreement with the management. The commission to be formed at the center will be a National commission . collective agreements are arrived at either for a period of time in the case of a short term agreement which can be for one year of for long term agreements which can be for the period between 3 to 5 years. Such agreements contain specific terms and conditions which are arrived at through the process of collective bargaining. All these mean to increase production and productivity. The commission recommended the formation of industrial Relations commission to deal with conciliation and adjudication of industrial disputes such commissions have been recommended to be formed at the center and a well as in the states. which deal with all disputes of national importance. National commission on labour was appointed in the year 1966 to investigate into the various aspects of labour problems. Skill of the negotiators in collective bargaining. Unless there is a sense of mutual trust and confidence. International Labour conference 13th session . Mahatma Gandhi has accepted both labour and capital as member of the same family. depends on the following important factors:There must be an acceptable and recognized bargaining agent. Respecting the rights of the unions and the prerogatives at the management by both the parties . 3. This is also a new to India. It is understood by the parties that during the period the operation of the agreement neither of the parties will bring up issues which are likely of collective bargaining adjudication is avoided and it stabiles industrial peace. Collective bargaining is the best means by which harmonious industrial relations can be achieved both at the plant and industry level. collective bargaining is unlikely to work.The merits of collecting bargaining lies on the fact that since agreements are arrived at through mutual voluntary negotiations. The success of collective bargaining.

It needs maximum cooperation.  Suggestion Progremme of plans. the two main parties as equal co. Improvement in wages.considered democracy.functioning. From of participative management.      Growth in worked’s unity. It is a mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals of objectives and share responsibilities. Effects of Best Industrial Relations. Because industry is now considered as a social institution.  Employee Directors.  Consultative supervision or Management  Worker’s Associaition.ordination and understanding. Labour Minister of France accepting accepting the proposal said. Enactment of labour laws. Improvement in working conditions. We need openers and explicitness in discussion. All labour problems are solved mutually. thus they do not give birth to labour dispute without any reason. playing one’s part in an integrative unity contributing all that one is capable of to the good of the organization. “Labour cooperation can be had only when their honour is safe. So the idea of labour partnership in management is an important idea as it is an essential step to improve labour relations.  Joint Consultative committee  Co-partnership. better decisions. Decision are taken by employers and employees.  Democratize supervision of Management.” Participation means co. Between labour and management. The management employees and the community have the equal interests in the survival and prosperity of industry. Workers Participation in management encourages workers to accept responsibility. Participation rests on two foundation stones. By participation in management. It is naturally opposed to the master servant relationship as well as to labour legislation. team etc.co.  Bipartite Associations. . 4. workers become a part of management.eperat partners.  Multiple Management (Committee System)  Labour Management Cooperation. Progress of labour unions. change.

Further. Lack of external control Increase In worabillty of workers. It reduces absentism. End of industrial struggles. It develops many incentives schemes. New development schemes are promoted. It may. Increase in mutual good feeling. Development of collective bargaining and acceptance of joint consultation as the means for promoting better industrial relations in the country. Increase the production. Improves the quality. Reduces per unit production cost.it. From that point of view legislative measures do not really encourage harmonious industrial relations which can have a lasting value. It reduces strikes ] Estalblishment of industrial democracy. Improves the efficiency of the workman. It reduces accidents. Workers get job satisfaction. should get greater consideration than had been given hitherto. It gives a place of honour to workers. Too much protection or having disputes resolved through adjudication mostly to do satisfy parties. It creats motivation. Over dependence on legislative measures has been severely criticised on the ground that such measure tend to take away the initiative from both the parties to forge their relationship on the basis of mutual understanding and respect. It will be evident that the problems of industrial relations in the country have been approached in which compulsive measures have been emphasised on onehand and on the other the voluntary approach has been encouraged. therefore. 5. conclusion.                     Improvement in industrialists treatment. Development of collective bargaining and acceptance of joint consultations as the means for promoting better industrial relations. Though there are many obstacles in the process still they are the means though which more lasting industrial peace is likely .tends to inhibit the growth of collective bargaining so necessary for healthy growth of industrial relations. Growth of collective bargaining. require some re-thinking on the part of the state to determine how for further legislations should be introduced to regulate industrial relations in the country. Increase the morale of the workers. Problem is solved by mutual consent.

INTRODUCTION TO WELFARE . wherever possible. collective bargaining in its true sense should be encouraged to develop both at the plant and industry level.to come. Therefore.

cultural and intellectual development to make him a good worker a good citizen and a good member of the family . which is usually undertaken within the premises or in the vicinity of undertaking for the benefit of employee and the members of his family. which go under these nomenclature are of great importance to the worker and which he is unable to secure by himself. In the broader sense. moral. the custom of the country and the condition of the Market. The encyclopedia of social science has defined Labour welfare work as. when the royal commission on Labour stated. the benefits. if any include not only the minimum standard of hygiene and safety laid down in general Labour legislation. paid vacation etc. Limitation of hours of work. the voluntary efforts of the employer to establish.Obj130 MEANING OF WELFARE Industrial progress depends on a satisfied labour force and in this connection the importance of Labour welfare measures were accepted as early as 1931. economic. psychological. The Schemes of Labour Welfare may be regarded as a ‘Wise Investment’ which should and usually doing bring a profitable return in the form greater efficiency. is mainly concerned with the day-to-day problems of the workers and the social relationship at place of work. In narrow sense welfare in addition to general Physical working conditions. The purpose of providing welfare amenities is to bring about development of the whole personality of the worker is social. . within the existing Industrial system. but also such as aspects of working life as Social Insurance schemes. measures for the protections of women and young worker. Welfare is the work. working and sometimes living and cultural conditions of the Employers beyond what is required by Law.

These provisions are given in chapter (5) of the Act. Effective arrangements should be made for the introduction of all these Acts. which are statutory required. other than the monetary benefits which are required to be provided to the workers by their employers. 1979 All these acts provide some amenities. 1951  MOTOR TRANSPORT WORKERS ACT. In this context so many Acts have been enacted under which certain provisions are statutorily required from the employers. Each and every organization covered under the Factory Act-1948 has to apply these measures. WELFARE MEASURES GIVEN IN FACTORIES ACT-1948 Factories act provides some measures for welfare of employees. The introduction of all the provisions of these Acts is not satisfactory. 1961  CONTRACT LABOUR REGULATION & ABOLITION ACT. Special staff should be recruited and maintained to watch the irregularities in the factories and establishments and to award suitable punishments to the defaulters. 1952  LABOUR PLANTATION ACT. The central and the state government have made rules for the safety and welfare facilities for the workers. These Acts are as under: Obj131  FACTORIES ACT. 1970  INTER STATE MIGRANT WORKERS ACT. Such measures are required to maintain the standard of living of the workers to some extent. These different Acts have covered almost all categories of workers.THE CONCEPT OF WELFARE The concept of welfare means some amenities. These can be enumerated as Follows: - . But in practical viewpoint. 1948  MINES ACT. it is the need of the time that there should be one piece of legislation which can protect the interest of almost all the workers.

This not only affects the health of a worker but his efficiency also. WASHING FACILITY (Sec-42): Section 42 provides that every factory should provide and maintain adequate and suitable washing facilities for its workers. every factory shall provide and maintain suitable facilities for sitting. and (ii) for drying of wet clothing. subject to following conditions.Following Provisions relate to the measures to be taken for the Welfare of Workers. for every 150 workers ordinarily employed at any one time in the factory. b) It should be equipped with prescribed contents and nothing else should be stored in it. The state Government is empowered to make rules prescribing standards of adequate and suitable washing facility. for those who work in the standing position so that they may take advantage of any opportunity for rest. their in of (i) suitable places for keeping clothing not worn during working hours.such Facilities should be separate and adequately screened. 4. For the use of male and female . 3. FACILITIES FOR STORING AND DRYING CLOTHING (Sec-43): Section-43 empowers the state government in respect of any factory or class or description of factories to make rules requiring the provisions. which may occur in the course of their work. FACILITIES FOR SITTING (Sec –44): There are certain operations. Obj132 2. According to section 44(1). Such facilities should be conveniently accessible for all workers and be kept in the state of Cleanliness. which are performed by the workers only in a standing position. . FIRST-AID APPLIANCES (Sec 45): The following arrangement should be made in every factory in respect of first-aid facilities. a) Provision of at least first-aid box or cupboard. 1.

(iv) The item of expenditure in the running of the canteen.aid treatment. b) Such rule may relate to any of the following matter: (i) The data by which canteen shall be provided. d) A responsible person who holds a certificate in first-aid treatment. (iii) The foodstuff to be served and the price to be charged.c) It should be personally maintained and readily accessible during all working hours. . Such room should be of prescribed size containing prescribed equipments and is in the charge of such medical and nursing staff as may be prescribed. e) Where more then 500 workers are ordinarily employed in a factory. Where there are different shifts in the factory. accommodation. a canteen or canteens shall be provided and maintained by the occupier for the use of workers. which are not to be taken into account in fixing in the cost of foodstuffs and which shall be born by the employer. Such a person should be readily available during working hours of the factory. provided he is responsible person and trained in first. (v) The constitution of a managing committee for the canteen and representation of thes workers in the management of the canteen. (ii) The standard in respect of construction. a separate person may be appointed for each shift. furniture and other equipment of the canteen. an ambulance should be provided and maintained by every such factory. CANTEENS (Sec-46): a) The state government may make rules requiring that in any specified factory where more than 250 workers are ordinarily employed. Obj133 5. recognized by the state government should be made the in-charge of first -aid box or cupboard.

subject to such conditions as may be prescribed. if any.(vi) The delegation. SHELTERS. (ii) There should be adequate accommodation in such rooms (iii)This place should be sufficiently lightened and ventilated and kept in clean and sanitary conditions. to the Chief inspector. . where the workers can take their meals brought by them during rest interval. The following provisions have been made in this respect: (i) In every factory where more then 150 workers are ordinarily employed. CRECHES (Sec -48): Following provisions have been made in respect of crèches in the factories: (i) In every factory where there are more than 30 women workers ordinarily employed. laid down by the state government. water. Obj134 (ii) Such places should be equipped with the facility of drinking (iii)Such places should be sufficiently lightened. 7. ventilated and kept in cool and clean conditions. the occupier should make adequate and suitable arrangement for shelters or rest rooms and lunch room with provision of drinking water where the workers can take rest or eat meals brought by them. the state government may accept any factory from the compliance of these provisions. furniture and equipment of such places should confirm the standards. the facility of suitable room or rooms should be provided and maintained for the use of children under the age of six years of such women. 6. (iv) The construction and accommodation. REST ROOMS AND LUNCH ROOMS (Sec-47): The provision of some sort of shelter is must. By a notification in the official gazette. of the power to make rules under clause (iii).

provided after native arrangements for workers welfare have been made to the satisfaction of the authorities. Obj136 Obj135 CLASSIFICATION OF WELFARE MEASURES Welfare work may be classified in various ways: Firstly. 8. WELFARE OFFICERS (Sec-49): In every factory where in 500 or more workers are ordinarily employed. The state government is empowered to prescribe the duties. Voluntary Welfare Work: this category includes all those activities conducive to the welfare of the workers. 9. . Some social organizations also undertake this type of work. The provisions of section -49 also applied to seasonal factories like sugar factories etc. Such rules may require that workers representative shall be associated with the management of the welfare arrangement of the workers. which are undertaken by the employers themselves of their own free will. POWER TO MAKE RULES (Sec-50): The state Government is empowered to make rules exempting and factory or class or description of factories from the compliance of provisions of this chapter.(iv) Women trained in the case of children and infants should be made in-charge of such rooms. the occupier should employ such number or welfare officers as may be prescribed. qualification and conditions of service of such welfare officers. it may be classified into the following three categories: Statutory Welfare Work: Some welfare work may be distinguished from the categories in that. it comprise of those provisions of welfare work whose observance is binding on employers under various enactments.

cleanliness and sanitation. transport. games and sports. which contribute to conditions under which workers are employed. sanitary and medical facilities. etc. provision of drinking water. Employee welfare includes both Statutory as well as non-statutory activities undertaken by any of the three Agencies:  Employers  Trade Union . arrangements for travel to and from the accommodation of workers employed at a distance from their homes and such other services. Welfare Work outside the factory: This is called extra. welfare services should mean such services.g.Mutual Welfare Work: it means a corporate enterprise of the workers with a view to make improvement in their lot. first aid appliances etc. facilities and amenities as adequate canteens. Obj137 SCOPE OF EMPLOYEES WELFARE According to the committee on employees welfare. medical facilities. Activities of the trade unions. amenities and facilities including social security measures. crèches. canteens. provision of educational and recreational facilities. are included in this category. Further welfare measures may be classified into two categories: Welfare Work inside the factory: this is the intra – mural welfare work including various facilities and amenities provided to the workers inside the factory e.mural welfare work including the provisions of facilities outside the factory e. amusements.g. which are conducive to the welfare of their members. rest and recreation facilities. housing and medical facilities.

 A Community Hall to sit 600 Persons.G. SIGNIFICANCE OF EMPLOYEE WELFARE The logic behind providing welfare facilities is to create efficient. Clinical laboratory. E. There are 900 Dwellings in Township. Respiratory Equipment etc. In India. Hospital is equipped with necessary Facilities like X-Ray. healthy loyal and satisfied Labour force for the organization and also for the nation. The other equally important purpose is to raise their productivity EMPLOYEES WEFARE AT NFL .  At PANIPAT UNIT.  School (Kendriya Vidyalaya)  Shopping Center  Members Club  Bank and Post-Office. there is a Modern Township. which is spread over an Area of 100 acres. industrial workers get the benefit of various welfare facilities. operation theatre.C. It provides a number of facilities to the employees at all the unit. Obj138  Management Provides Canteen Facility to its Employees in Factory.  Company has provided 30-Bed HOSPITAL in Heart of Township. . Government for the physical and mental development of workers. The purpose is to provide them better life and also to make them happy and efficient.PANIPAT The Company is very conscious of the Welfare of its Employees.  Playground for all Outdoor games.

 Facility of ATM in NFL Township. .

WELFARE SCHEMES AIMS AND OBJECTIVES OF WELFARE SCHEMES Obj139 The aim and objectives of welfare schemes are as follows: - .

 Subsequent effect of all the above aims establishes a good labour management relation. which they themselves cannot provide. it minimizes the chance of any industrial disharmony and establishes industrial peace.  It is partly economic since it improves the efficiency of labour.  It also keeps the efficiency and morale of workers high which creates a sense of honesty and integrity among workers. increases its availability where it is scarce or help to secure better class of workers by keeping them contended. which is essential for the smooth functioning of the industry.  It develops a sense of responsibility and dignity among the workers and then makes them noble and civilized citizens. It is good since it enables the workers to enjoy a richer and fuller life by providing them those amenities and conveniences of life.  It also encourages worker’s participation in management through suggestions received from the workers. .

Obj140 .

STATUTORY WELFARE SCHEMES .

marriage of children/near relatives.on salary of all employees. EMPLOYEES PENSION SCHEME 1995 All the employees who were the members of Family Pension Fund 1971 including new entrants are covered under the employees Pension Scheme 1995 under the Employees Provident Fund and Misc. disablement. (as amended in 1996) which provides pension to the members on superannuating. children/orphans pension in addition to widow pension. family pension cover for widow/widower. provisions Act. servants on loan on foreign service terms) any person employed by or through contractors in connection with the work of the company. In EPS there is a ceiling of 6.5% interest is given. The rate of contribution towards EPS is @ 8. The employees are allowed refundable/non-refundable loans to meet contingencies such as higher education for children. The rate of contribution is equal to 12% of the salary with matching contribution from employer side. On the accumulated amount 8.33 % of the pay and it is to be diverted from employer’s share of PF. pension to nominee in case of unmarried members or those having no family and provision of the capital return also exist on option.PROVIDENT FUND SCHEME Obj141 Every employee of the company including trainees (except Apprentices engaged under the Apprentices Act and Govt. PENSION = Pensionable salary*Pensionable service /70 . retirement.F rules. shall be entitled and required to become member of the fund from the date of appointment.500/. 1952. subject to the condition to be met as provided in P. house construction and to meet other social obligations etc.

Death-cum-Retirement Gratuity Scheme no more remains in operation however. Each employee is covered for a uniform fixed amount which at present is Rs.25 lakh. The entire premium under the scheme is borne by the employer and the employee is not required to make any contribution towards premium payable to LIC. 3. either under the Payment of Gratuity Act.5. . 1972or under the Death-cum-Retirement Gratuity Scheme. for the purpose of calculation of gratuity. 1972.94 all employees irrespective of their salary are covered under the Payment of Gratuity Act. As a result thereof. The benefits available under the Act and the scheme are as under: RATE OF GRATUITY PAYABLE 15 days wages for every completed year of service or part thereof in excess of 6 months By taking a month of 26days subject to A max. the sum assured is payable to the nominee. which ever is more beneficial to them. Salient features of the scheme are as under: 1. Upon the death of the member while in service.Obj142 DEATH LINKED INSURANCE SCHEME All employees who are the member of provident fund are covered under this scheme. GRATUITY With effect from 24. Payment of insurance amount is exempted from tax. employees or their nominees are at option to choose any set of benefits. of Rs.5 lakh. 4.1. 2.3.

Monthly emoluments for each PAYABLE completed 6 months of the qualifying service or Part there of subject to a max.3. Death after completion of 5 12 months yrs of qualifying service but emolument before 20 yrs of qualifying service.RATE OF GRATUITY IN CASE OF DEATH PAYMENT OF GRATUITY ACT Same as above Obj143 DEATH-CUM RETIREMENT GRATUITY SCHEME RATE OF GRATUITY 1/4th of EPF. emolument Death after the 1st year but 6 months before 5 yrs of qualifying emolument service.1/2 times monthly emolument or Rs. emolument . Death after 20 yrs of service ½month or more. RATE OF GRATUITY Death during the 1st year of 2 months IN CASE OF DEATH qualifying service.5 lakh whichever is less by taking a month of 26 days. of 16.

NON STATUTORY WELFARE SCHEMES .

f 11. The scheme w.Obj144 NFL SOCIAL SECURITY SCHEME OBJECTIVE OF THE SCHEME: To provide financial benefits to an employee /nominee of the deceased as the case may be in the event of death/permanent total disablement/ retirement on medical grounds. Minimum amount payable is Rs.00. whichever is less to be released in a phased manner.1998. BENEFITS UNDER THE SCHEME Under this scheme the employee’s dependent family members shall be provided lump sum benefit equivalent to Basic pay+DA (restricted to Rs 15000/-pm) for 50%of the left over service limited to 60 months pay. on or after the date of implementation of the scheme.1.000/- RELEASE OF PAYMENTS The payment under the scheme/ shall be released in a phased manner as indicated below: 1st year 2nd year 3rd year 40% of admissible amount 20% of admissible amount 20% of admissible amount .12. ELIGIBILITY: All regular employees including company Trainees appointed against regular posts who died while in service or suffered permanent total disablement or retired on medical grounds.e. It is subject to tax deduction under the Income Tax Law.

if allotted has not been vacated. taken by the Employees from the company have not been repaid/settled. GROUP SAVING LINKED INSURANCE SCHEME The Group Saving Linked Insurance Scheme (GSLI) of the LIC has been introduced in all units/office of the company providing coverage of insurance amount ranging from Rs. if any. 1961. The contributions are payable on monthly basis through deduction from employees salary. iii) Company quarter. .20 lakh in the event of death of an employee. There is however no contribution from the management side. all employees of the company contribute an amount of Rs.f 1st November 1994.each from their salary and the total amount so collected is paid to the nominee of the deceased employee. in the event of death of an employee of NFL under any circumstances during service.000 to Rs1. The contributions paid under the scheme are eligible for exemption under the Income Tax Act. In terms of the Benevolent Scheme. The scheme provides for a monthly contribution @ 1% of the total sum insured.25/. ii) Outstanding loans/advances and other dues.A. BENEVOLENT SCHEME This Scheme was introduced in w. The maturity proceeds or claimed amount are also free from Income Tax.e. Out of which 35 % is appropriated towards risk for insurance cover and 65 % is credited to Saving Portion. The saving portion earns interest @ 11% P.4th year 20% of admissible amount CONDITIONS FOR BEING BENEFICIARY UNDER THE SCHEME The benefits shall not be extended in the following circumstances: - Obj145 i) Employee whose spouse is in the employment.30.

500/.In the event of unfortunate death of a member covered under the scheme. AIMS AND OBJECTS: .per head.p.2/. In case of survival up to the normal retirement date or early withdrawal by resignation or termination of the service. the nominee becomes entitled for the life insurance benefit as applicable to the member’s category plus the amount accumulated with interest in the saving fund account of the member. SUBSCRIPTION: The fund shall comprise of: Contribution of Rs.The object of this fund is to undertake welfare projects in the neighborhood of the company’s office or for giving relief to the hard cases inside the establishment. provided it doesn’t exceed the matching contribution of the members. Obj146 SPECIAL WELFARE FUND SCHEME SCOPE: .The fund known as “NFL employee special welfare fund ’’ will cover all workers in the unionized categories. the total amount accumulated in the savings portion with interest lying to the credit of the member in the saving fund account becomes payable. a committee of 6 persons shall be constituted in each unit and at central marketing office and head office of the company there will be a chairman of the committee who .m each in case of marketing division and head office.m by the management in case of each unit and Rs.1000 p. Grant of Rs. ESTABLISHMENT OF THE COMMITTEE TO MANAGE THE FUND: For the purpose of administration of the fund.

02 In order to provide better security & to inculcate a sense of brotherhood amongst the employee of FCI-NFL group of companies in the event of death of any employee due to any reason during service.1/. on medical grounds. misfortunes.f 1. OPERATION OF THE FUND: The fund shall be utilized in the following way: For providing relief to the hard cases inside the establishment e. For undertaking the welfare projects in the neighborhood. unforeseen calamities. contribute an amount of Rs. . NFL Panipat has also donated ceiling fans in Sanjay Gandhi Eye Hospital. INTER COMPANY DEATH BENEFIT SCHEME-DISCONTINUED IN e.each from their salary & the total amount so collected is paid to the nominee of the deceased employee.04. prolonged illness of the employees Obj147 necessitating his/her absence on extra-ordinary leave without pay. The total amount under the scheme payable to the nominee works out to Rs.g.26500/approximately. NFL Panipat has also donated Fridge in Mother Teresa Charity Home etc. The company shall provide the facility for the internal audit of the fund. UTILISATION OF THE FUND BY THE COMPANY: The company has made road many times in Vikas Nagar which is the near by attachment to the NFL Township Panipat.shall be the nominee of the management.

000 3.35.) Fatal 5.000 10301/to 1.90.approximately.000 Total (Rs.to 10300/.000 4.80. In case of temporary disablement 1% of capital sum insured per week is given subjected to maximum 104 weeks.000 Death or Total disablement 4.1. or on deputation all are covered. In this scheme risk cover is for 24 hours.25.10.25.000 .to above 2. disablement Up to 7850/1.The above scheme was introduced as a result of wages settlement signed with the recognized Union of FCI-NFL Group of Companies & was made applicable w.25.000 6.e.4500/.to 8910/.30.000 7851/.60.1983 FAMILY WELFARE SCHEME Under this scheme every employee of the unit NFL Panipat contributes Rs.5/.25.25.000 12500/12501/.000 5.1. apprentices. trainees.each from their salary & the total amount so collected is paid to the nominee of the deceased employee.The total amount payable to the nominee works out to Rs.25. GPAI = percentage of loss*relevant factor Slab(BP+DA) Usual cover for Temp.85.55.000 4.00.000 8911/.000 4.85. Obj148 GROUP PERSONAL ACCIDENTAL INSURANCE Under this scheme all the employees of NFL whether they may be workmen.000 6.000 5.f 30.

MOTIVATIONAL SCHEMES .

to those who have three children and they or their spouse undergo this operation.Obj149 INCENTIVE SCHEME FOR PROMOTION OF SMALL FAMILY NORMS CASH INCENTIVE • Rs.250/.500/. Rs.to those who have more than 3 children and they or their spouse undergo this operation.125/.to those who have 2 or less children and they or their spouse undergo vasectomy / Tubectomy operation. • • Reimbursement of all medical expenses incurred in connection with sterilization operation on production of requisite certificate and money receipts from any organized Hospital. Rs. SPECIAL CASUAL LEAVE .

Existing qualification Eligibility criteria No. Sunday & weekly offs falling in between the special casual leave are ignored. of Eligible Categories for increments advance increments a) 1) 2) 3) 4) TECHNICAL Non Matric or Metric with ITI Matric/Pre basic Matric+ITI/ ISC/basic course B.5550-8910 Up to the scale of Rs. SPECIAL INCREMENT The employee who themselves or their spouse undergo sterilization operation after having three or less serving children shall be granted a special increment in the form of special pay not to be absorbed in future increase in pay either in same post or on promotion to higher post.puerperal tubectomy operation. b) Special casual leave not exceeding 14 working days to female who undergo non. Incentive admissible to the employees on acquiring higher qualifications while in service of the company:S no.Sc. 1 1 in 1 2 Up to the scale of Rs. The increment would be allowed from the first of the month following the date of sterilization.6550-11350 Up to the scale of .Sc.5550-8910 Up to the scale of Rs.a) Special casual leave not exceeding 6 working days to male employees who undergo sterilization operation (Vasectomy). Obj150 EMPLOYEE DEVELOPMENT SCHEME In welfare schemes. These programs are done to make employees more efficient. course AMIE./Diplom Matric/Pre basic Basic course/ITI B. training and development programs for employees is also included.AMI./Diploma engineering/ Adv.

Com/Business Admn.10750-16750 Up to the scale of Rs.6100-9710 Up to the scale of Rs.L. & Ind.10750-16750 Up to the scale of Rs.Com/M.B d)M.A part 1 Inter Graduate/ B.G Diploma in pers.10750-16750 Up to the scale of Rs.4650-6550 Up to the scale of Rs.10750-16750 In case of employee up to the scale of Rs.655011300.10750-16750 b) 1) 2) NON TECHNICAL Non Matric Matric/Pre basic /Basic/B. Non technical side 3) a)Master Degree s2 M.B.10750-16750 Up to the scale of Rs.Tech/MBA/P. Mgt. awarded by Statutory Univ/ Institutions Matric /Pre basic Graduate/B.Com 1 2 Rs.A (pub Add) b)M.a in engineering/ advance course Chem.Com Below the scale of Rs. a) P. Graduates Up to the scale of Rs.G. in Project Mgt. Engg/AIC/Post graduate diploma in Prod/Project Mgt.A with Sr. 2 DIP.A/ICWA/ Company Secretary f)M.liason in Financial Mgmt.Com (Acc& Business static/C. of two years duration Awarded by the Statutory Univ /Institutions M.A(economic) 2 c) L. Relation b) P.G diploma in Officer Org. & 2 2 2 2 1 1 4) DIPLOMA .10750-16750 Up to the scale of Rs.) e)M.10750-16750 5) Engg.

5) 6) Post graduate MBBS/BDS procedures. Ph. 2 Masters Degree in Medicine surgery.G Diploma in Journalism/Diploma in Public Relation e) P. OTHER WELFARE SCHEMES . Increment would be given only if they acquire any of these qualification which could become functional relevant to them as & when they start working.D 1 1 1 adv. c) P G Diploma in material mgt.10750-16750 2 1 Diploma in 2 medicine Surgery.G Diploma in Marketing & Sales Mgt. Up to the scale of Rs.10750-16750 Up to the scale of Rs. d) P.

35/Rs.100/- . the first three position among SC/ST student) in the classes mentioned against each in the next class tenable for one year provided they continue their studies in the next class: Class I to IV V to IX X to XI Amount of scholarship Rs.60/Rs.Obj151 SCHOLARSHIP TO THE MERITORIOUS CHILDREN OF NFL EMPLOYEES The salient features of the said scheme are as under:Children of NFL employees studying in schools who secure the first three position in Annual Examination out of the first five (for SC/ST.

2.per member per year is also given to the respective clubs & where there are no clubs the amount @ Rs25/. the places to be visited during such Excursion trips are arranged within a distance of 400 km each way from the township/place of work.4000/Rs.4000/Rs. LONG SERVICE AWARD SCHEME In terms of company’s policy regarding grant of long service award. However at Mktg. Under the scheme. All other expenses on such trips are however met through the contribution of employees availing this facility. C) A sum of Rs. Board examination X Rs.3000/Rs.2500/- University examination Graduate Rs. The employees make their own arrangement for night stay and avail their own leave.3000/Rs.per employee availing the facility is placed at such trips. However company does not bear any extra expenses on account of fooding or lodging.2500/XII Rs. One night stay is also allowed for the said trip.Children of employee who secure first & second position in Board / University examination would be awarded as under: Position 1. division & Corporate Office where there are no clubs. employees are given an award on completing specified length of service of 10/15/20/25/30 & 35 year as per details given below: .25/. Obj152 B) Management provide hire charges for two buses trip at Unit & total three buses for two trips at C. such excursion trips are arranged by the concerned welfare/industrial relations department.O & CMO.3000/- WELFARE EXCURSION SCHEME A) Two Excursion Trips in a calendar year are arranged by the Club at Unit.3000/Postgraduate Rs.

2200/- The above amount is credited to the Optional Provident Fund Amount of the concerned individual. In the Free Medical Camp NFL provides transport facilities to the patient from nearby villages. NFL also organizes Baisakhi Mela & Diwali Mela for the welfare of the society. Consultation. 3) Sponsored Tournament. Given below are break up of grants for sport activities:Unit Annual Grant For Sports Budget For Inter Unit Tournament Major Minor Sponsored Tournament TA/DA . On completion of 10 years On completion of 15 years On completion of 20 years On completion of 25 years On completion of 30 years On completion of 35 years Amount of award Rs. Obj153 WELFARE AND SPORTS FACILITIES Following grant/facilities are provided:- Sports GrantUnder this head. BLOOD DONATION CAMPS NFL time to time organizes Blood Donation Camps & Free Medical Camp to help the society.1150/Rs1250/Rs. no. of year of service in Co.900/Rs. From the income of mela. 1) 2) 3) 4) 5) 6) No.Sr. clinical test & medicines are also provided free of cost.1500/Rs. it helps the needy & poor. 2) Grants for holding inter – unit Tournaments.1800/Rs. budget allocations are made for the following:1) Annual Sport/Welfare grant.

f.e.2/. which is recoverable in 12 equal monthly installments from the salary of employee. of players deputed etc. e) The said scheme was introduced in the company w. d) The fund is managed by a governing body comprising of representative there of Management Officer’s Association & recognized unions.000/- 30. c)For matching contribution on behalf of company necessary accounting adjustment are carried out at Corporate Office at the time of death of an employee with regard to the outstanding amount of HBA along with interest thereon by debiting Company’s share to the respective unit office.Games Games Nangal 80.2000 on the amount of HBA outstanding and interest due thereon in her/his name as on 1 April of each financial year.000/60.000//Panipat CO/CMO 30.000/- __ __ __ __ 35.000/All units /Offices Actual be complied by Taking into account no.000/- Vijaypur 60.000/- __ __ __ __ 15.000/- 25.f 1. SELF INSURANCE OF OUTSTANDING HOUSE BUILDING ADVANCE A self insurance scheme for the purpose of providing insurance cover for outstanding HBA & interest due thereon is in vague in the company within the following parameters:a)Employee who have taken HBA from the company contribute Rs.e. of games. no.1/4/1992 .000/30.4.per one thousand per annum w. Obj154 b) The fund so generated is utilized to meet the liability of deceased employee towards repayment of HBA & interest accrued thereon.000/25.000/25.000/Bhatinda 60.

insurance Group insurance Nil scheme of LIC in lieu of DLIS Inter Cos.Relief Measure/Benefits admissible in case of Death/Total Disablement & Retirement on Superannuation .per employee of NFL The sum insured Same as on + 65% of natural death employees contribution The liability of Same as on deceased natural death employee toward Obj155 .5/. Insurance scheme One time benefit Same as in the Payable to the case of natural nominee death Amount Same as in the Equivalent to total case of natural no. Premature Retirement Benefit under On On premature the scheme superannuation Retirement Provident Fund Gratuity Full employees & employer’s contribution As per Act Full employees & employer’s contribution Same as on Superannuation Cum retirement On natural death while in service Full employees & employer’s contribution Same as on Superannuation Or death gratuity Scheme which ever is more As per the provision of EPS 1995 Nil On death/total Disablement due to accident Pension As per the As per the provision of EPS provision of 1995 EPS 1995 Group personal Nil Nil acc.1 Payable to the nominee An amount Same as in the equivalent to case of natural Contribution @ death Rs. Nil Death benefit scheme Nil Nil Benevolent scheme of NFL Nil Nil Group saving 65% of the total linked insurance contribution of scheme the employees + interest Self insurance Nil Of outstanding amount of Same as in the case of superannuation Nil Full employees & employer’s contribution Same as on Superannuation Or death gratuity Scheme which ever is more As per the provision of EPS 1995 As per group Personal acc. @ Rs. of employees in FCI-NFL group death Of cos.

& interest thereon is met out of the accumulation in the self ins.A rules for Home town Self & spouse To the extent Available in Co’s hospital on payment of Prescribed subscription Same as on superannuation HBA taken from the co. fund Same as on Same as on superannuation superannuation Same as on superannuation Medical facility Nil Concession Same as on available natural death To family members As per T. of Six month from the date of death. Obj156 . Accommodation by such dependents Subject to a max. hospital for the dependent family members of the deceased employee during the period of Retention of comp.HBA EL/HPL encashment Traveling allowance Subject to the Condition that encashment of EL & HPL together shall not pay full of Which HPL component would not exceed 120 day Full pay For self & family as per T.A rules for home town To the extent Same as on available in natural death comp.

clinical laboratory. Hospital is equipped with necessary facilities like. TOWNSHIP At Panipat unit. respiratory equipment etc. patients are sent to the approved outside hospitals and nursing homes for specialist treatment. Medical facility is extended to all the employees and their dependents. which accommodate officers. There are 900 dwellings in the township. The first aid center is located within the factory premises with an ambulance kept in readiness. there is a modern township. X-Ray. MEDICAL FACILITY IN FAMILY FOLLOWING ARE INCLUDED: - . b) An amount of Rs. If required.shall be payable to the family of the deceased employee as Funeral Expenses c) All dues will be paid nearly within 15 days from the date of death of the employee.RELEIF MEASURE TO THE FAMILIES OF THE DECEASED EMPLOYEE IN CASE OF DEATH/ PERMANENT TOTAL DISABLEMENT WHILE IN SERVICE a) In the event of death of an employee at any place other than at the plant while on duty. Obj157 HOSPITAL Company has provided a 30-bed hospital in the heart of the township. which spreads over an area of 100 acres. ECG.2500/. the company will arrange for the transportation of the body. workers. operation theater. Company also gives liberal house building advance at nominal interest to the employees to construct their own houses.

There are following medical facilities are provided:  INDOOR TREATMENT FACILITY. INDOOR TREATMENT FACILITY: Reimbursement towards Indoor Treatment will be restricted as under: • • For self. subject to the following conditions: Son: .till she starts earning or gets married. • .5-month salary. No reimbursement will be allowed towards OPD treatment in case the amount exceeds 2-month salary. spouse and dependent children – 100% For parents .Family mean’s Husband or Wife as the case may be parents. Daughter: .m for dependents would be inclusive of income from all sources including pension and pension equivalent of DCRG benefits and exclusive of the relief on pension sanctioned after Dec 1995. 50% reimbursement will be allowed in case the expenditure on account of OPD treatment exceeds one-month salary and is up to 2month salary.till he starts earning or attains the age of 25 years.  OUTDOOR TREATMENT FACILITY. 1500 p. whichever is earlier. children’s step children &children taken as wards.80% Obj158 OUT DOOR TREATMENT FACILITY: Maximum ceiling limit for a financial year on OPD Treatment: 1. The income limit of Rs. Reimbursement procedure: • • 100% reimbursement will be made up to one-month salary.

Ten fans. Hygienic conditions are also maintained in all the canteen services. Eatables are supplied to them at the place of work at regular intervals. All employees working in the unit are required to undergo medical checkup annually from the company’s hospital.95000/. A security of Rs. Canteen has a sitting capacity of 80 persons at a time.PERIODICAL HEALTH CHECK UP The appointment to any regular post in the company is subjected to medical fitness. five desert coolers and one water cooler are provided for hot summers. CANTEEN Management provides canteen facility to its employees in the factory. There is a notice board and complaint book is also available. In canteen proper ventilation and light is provided. It is being cleaned regularly 2 times a day and also washed with detergent once in a week. Telephone facility is also given. . The canteen is very neat and clean.is to be deposited in the starting. Canteen runs on contract basis for which tenders are invited.

Obj159 NFL canteen RECREATION CENTERS  Company has provided recreation centers for employees and officers these are: FERTILIZERS CLUB  MANORANJAN KENDRA These two recreation centers are situated with in the township. There are two playgrounds also for all out door games. By participating in various kinds of activities the employees feel refreshed and energetic. LOAN AND ADVANCES . Various activities & competitions are organized at these places. These are very useful for the overall development of the employees.

marriages and other parties. It is a useful concept for employee welfare POST OFFICE .All the regular and confirmed employees of the company are eligible for taking following loans and advances: Obj160  Payment of salary advance  Advance for purchase of conveyance  Advance for initial setting up of household  House building advance loan etc. EDUCATION FACILITY Company has provided a school KENDRIYA VIDYALAYA which is up to 12th standard. meetings. 700 persons can gather there at a time. services of shopping center pay much. As township is situated 4 km away from the city. COMMUNITY HALL Company has a community hall in township for conferences. SHOPPING CENTRE Shopping center is also located in the township. Various cultural programmes of school are also organized in this hall. The studies in the school are really very good. There are many shops in the shopping center. In community hall there is a stage which has a very good sitting capacity. Good quality product are provided here at reasonable rates. In this school ward of both workmen and officer study together. Management organizes various activities & programmes in this hall. All things of daily use are available at shopping center.

One need not to go to city for letters.parcels or money orders.One Post office is also situated in the township. Now it’s very easy for the employees to withdraw money at any time. ATM service is also available in the township. EVALUATION Of SCHEMES .

The employees are highly productive because they are satisfied with the welfare benefits. . By adopting various welfare measures by the company there is job satisfaction among employees that increases peace in industry and no dispute arises. MINIMUM LABOUR TURNOVER Due to welfare activities in the factory and in the township the employees are satisfied.Obj161 IMPORTANT BENEFITS OF WELFARE SCHEMES An employee devotes his one fourth of life in the work place. INDUSTRIAL PEACE There is a high degree of industrial peace in the unit. Working conditions in the factory are also very good. Therefore it is the social and moral duty of the employer to provide him proper atmosphere and facilities. The company is wining the trust of employees by providing welfare measures. If the problem is serious proper action is taken immediately as a result the employees feel satisfied and the tendency of labour turnover is reduced. As a result the employees feel that company is doing its duty. here is summary of benefit of these schemes: - HIGHER PRODUCTIVITY The employees in NFL Panipat are highly productive. These facilities gives economic benefits too because these efforts increase productivity and moral of the employees. Various committees are there in the factory for listening to the employee’s problem. now it’s there duty to work efficiently and by doing this there efficiency will increase. After studying all welfare schemes of NFL Panipat.

Obj162 LOWER ABSENTEEISM Good working condition reduces the absenteeism. As a result the employees feel themselves as an important part of the management and this creates a feeling of satisfaction among employees. In Panipat unit there is proper participation by the workers in management decisions. Such service facilities like housing scheme. medical benefits. • • • . Employee welfare measures raise lobour productivity and bring Industrial peace and cordial labour. Employers get stable labor force due to the provision of welfare facilities.management relations. The working conditions in the unit are really very good & all the facilities are provided to the employees as a result they are totally satisfied which lowers the absenteeism. They also find their work interesting. workers take active interest in their jobs and work with a feeling of involvement and satisfaction. Education and recreation facilities for the workers. OTHER BENEFITS ARE AS FOLLOWS: • Welfare facilities provide better physical and mental health to the workers and make them happy. families help create contented workers families. SATIESFIED WORK FORCE If welfare measures are proper the workers feel satisfied.

OBSERVATIONS 1. Pension calculation. Obj163 The social evils prevalent in the lobour force such as gambling.• An employer is able to attract talented workers from the lobour market by providing attractive welfare facilities. Study and observation about labour laws. Learning about working of PF. Learning about HRD training procedure. Study about function of Vigilance. Study and observation of service record maintained. PERSONNEL &ADMINISTRATION Dept. Observation procedure regarding promotion. Study and maintaining employee’s record. . executives and all staff maintain an attitude of cooperation and assistance. Mobile camera is not allowed inside the company but with few exceptions. Pay fixation. Study of the function and working of time office. Study about reservation policy. Observation and Maintaining canteen. Maintaining leave records Study about Administrative department function. AREA OF PRACTICAL EXPERIENCE • • • • • • • • • • • • • • • • • • • Study and observation of personnel department. transfer etc. Study about recruitment and selection procedure. 2. Study about Welfare scheme. etc are reduced. drinking. Study about disciplinary actions. Welfare activities by the employer bring improvement in the health of the workers and keep the cheerful. Section. Study and observation of PR (Public Relation) Department.

SWOT ANALYSIS .3. Maintaining safety provisions and safety level to the highest standard.

• • • • Right people at right place Good working conditions Social security Financially sound company WEAKNESSES: • • • Willing people are overloaded Staff’s much more involvement in work Industrial pollution OPPURTUNITIES: • • • • Growth in fertilizer consumption in eastern market of the company. The total no. of employees is 900 approximately.Obj164 SWOT ANALYSIS STRENGTHS: The main strength of NFL Panipat is their employees. • Increase in competition. • . Marketing /production of seed pesticides. Marketing of the engineering services and association in joint ventures in India /abroad THREATS: Declining trends in consumption of nitrogenous fertilizers in predominant market areas. Marketing of agricultural input services under one roof.

CONCLUSION Obj165 .

CONCLUSION From the findings and analysis it was seen that most of the employees are having the opinion that welfare schemes means job satisfaction. which ultimately and automatically help company &employees to achieve common goal. security and development.F.L and they are getting all the facilities in time and also according to their needs. Thus management should take care of their workers by providing them different schemes so that they feel contented. Research has shown that most of the employees are satisfied with the welfare schemes facilitated by the company N. .

CASE STUDY .

GSLI 10.12. EDLI 5.A 13851@71. clerk. Parul. Santosh was the nominee . Benevolent scheme 9. & Nitin.07. He worked sincerely for 28 yrs &10 months.2014 but in between he died due to severe illness . It includes: 1.19.His wife namely Mrs.07.78 as a sr. We have to calculate the total fund received by the bereaved family. provident Fund 2.F. His due date of retirement was 31. Gratuity 4.08. pension 3. Family welfare scheme 8. CASE An NFL employee named SUBHASH CHAND joined N.200 + D. At that time he was enjoying the post of SENIOR MANAGER (Finance & Administration) having basic pay of Rs. Leave Encashment .Obj166 CASE STUDY This case study is about the welfare schemes prevalent in NATIONAL FERTILIZERS LTD. It is an NFL employees’s case and here we will calculate the total benefits provided to the family of deceased. He expired on 05. Social security 7.L on 17.1%. GPAI 6.He also had three children named Shikha.

49.F N P.983/SUBHASH CHAND Net bal.06.471 (with interest @8.87.5%) PERSONAL LOAN 2. Kmr. 10. of years of service Therefore Gratuity = 32851.6500/-) Widow pension ( Mrs.F 82/6059 4. A/C CONTRIBUTE ORIGINAL CO. santosh) = 2051/Children pension 1). Parul =501/( III ) GRATUITY Total service = 28 yrs 10 months 8 days Last pay drawn = 32851 /Gratuity =( B P + D. shikha = 501/2). (ceiling for calculating pension is Rs.84 . Kmr.81.57.000/- ( II ) PENSION As per guidelines monthly child pension for each child should be equal to 25%of the amount admissible to the widow provided that the monthly child pension is for two children.588/41.20 *15 * 29/26 =Rs.A ) * 15/26 * no.900/7.CONTRIBUTIO D P.625.5.Obj167 SOLUTION ( I ) PROVIDENT FUND EPS NO.

85. (V)GPAI This is not applicable in the case of Sh.85.85.000*40/100 =2.e. 5.000 /5. to this scheme restricted amount is 15000/Left over service = 6 yrs 6 months 26 days so total left over service =78 months 50% left over service =78*50/100 = 39 months Total amount = 15000*39 = 5.25 lkh is given to the nominee of deceased.000*20/100 =1.17.85. because it is only provided in case of accidental death. to DLIS Act.000/But total amount under social security is given in four instalments i. (VI)Social security scheme Although his salary was 32851/-but acc.85. 1976 approximately sum of Rs. Subhash Chand.000 /5.000*20/100 =1.34000 /5.17. 40:20:20:20 INSTALMENTS Ist IInd IIIrd IVth GIVEN AMT.000*20/100 =1.1.Obj168 (IV) EDLI Acc.17.000 /PERIOD Just after death After 1 yr After 2 yrs After 3 yrs .

8+26988+120000= 176674.p.25/Total amount = 4890 * 25 =1.Obj169 ( VII ) Family welfare scheme Total no.250/- (IX) GSLI Subhash Chand’s contribution =120/. of employees =900 Each employees contribution =Rs.22.m Total Service =28 years & 10 months Amount accumulated =41520/Interest @ 11% = 29686.8 65% of the amount accumulated= 26988 Basic amount= 120000 Total GSLI= 29686.E = 303240/- (XI)Funeral charges = 2500/- .A =32851 Leave encashment =240*32851/26 L.5 /Total amount =900* 5 = 4500/- ( VIII ) Benevolent Fund Total strength of company = 4890 Each employees contribution =Rs.8/- (X) Leave Encashment Total leave =240 days Basic pay +D.

m BIBLIOGRAPHY .6/.261.Total amount given to the nominee of the deceased= 28.75.+ Pension of 3053/p.

 National fertilizers.BIBLIOGRAPHY Obj170  Factories Act. corporate office. . social security and industrial peace in India by Mamoria & Mamoria.  Alta vista goggle and other search engines . 1948  Labour welfare.Gupta.com  Matter and references from NFL library.  Vani (National Fertilizer Ltd. New Delhi  Human resource Management by CB.

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