A COMPREHENSIVE PROJECT REPORT ON A STUDY ON EMPLOYEE

ASSISTANCE PROGRAMMES WITH REFERENCE TO IFFCO, KANDLA

Project Report submitted in partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Of

BENGALURU CENTRAL UNIVERSITY

By

ROHAN A. MISHRA

Reg. No. MB188255

Under the guidance of

Prof. ARUN B N

Visiting Professor

GLOBAL INSTITUTE OF BUSINESS STUDIES

Bengaluru Central University

SATISH KAKANI (Training Manager)

2019-2020
 DECLARATION

I hereby declare that “A STUDY ON EMPLOYEE ASSISTANCE PROGRAMMES WITH REFERENCE

TO IFFCO, KANDLA” is the result of the project work carried out by me under the guidance of Prof. ARUN
B.N and MR. SATISH KAKANI in partial fulfillment for the award of Master’s Degree in Business
Administration by Bengaluru Central University.
I also declare that this project is the outcome of my efforts and that it has not been submitted to any other
University or Institute for the award of any other degree or Diploma or Certificate.

Place: Bangalore Name: ROHAN A. MISHRA

Date: Register Number: MB188255

 GUIDE CERTIFICATE

This is to certify that A STUDY ON EMPLOYEE ASSISTANCE PROGRAMMES WITH

REFERENCE TO IFFCO, KANDLA Submitted by (ROHAN A. MISHRA and R.G NO:- MB188255) to
Bengaluru Central University, Bangalore for the award of Degree of MASTER OF BUSINESS
ADMINISTRATION is a record of work carried out by he/her under my guidance.

Place: Bangalore

Date: Signature
COMPANY CERTIFICATE BY EXTERNAL MENTOR
 CERTIFICATE OF ORIGINALITY

Date: 30/11/2019

This is to certify that the Project report entitled “A COMPREHENSIVE PROJECT REPORT ON A
STUDY ON EMPLOYEE ASSISTANCE PROGRAMMES WITH REFERENCE TO IFFCO,
KANDLA” is an original work of Mr. ROHAN A. MISHRA bearing University Register Number
MB188255 and is being submitted in partial fulfillment for the award of the Master’s Degree in Business
Administration of Bengaluru Central University. The report has not been submitted earlier either to this
University / Institution for the fulfillment of the requirement of any course of study, as per the regulations
of Bengaluru Central University.

SIGNATURE OF PRINCIPAL
 ACKNOWLEDGEMENT

A successful completion of the work is based on the chain of factors that combine to achieve an
overall result. The collaboration of factors together with a sincere effort can lead to better
performance. Even our project is no exception. Therefore, it is necessary to mention it before starting
the study report.

I take this opportunity to express my deep sense of gratitude to all those who have contributed
significantly by sharing their knowledge and experience in completing the work of this project.

I wish to express my sincere thanks to Ram Jaiswal (Senior Officer, HRD), Satish Kakani (Training
Manager), Rajesh Singh Sisodiya (Chief Manager, P&A) and Nidhi Sathiyamoorthy (Chief Human
Resources Manager) to provide support, guidance and opportunity to realize my great project with
IFFCO, Kandla, respectively.

I would like to thank and show my greatest gratitude and sincere thanks to all the IFFCO Human
Resources staff, Kandla. Everyone has always given me their precious time of their commitments
during this program and the design of our training program and helped me to successfully complete
my great project. Without your encouragement and your guidelines, this great project would not have
materialized.

Last but not least, my sincere thanks to all those agents, supervisors with whom I interacted, who
indirectly or indirectly helped me complete my project.

Thanks to my guide to the institute, Professor Nithyananda Patel (Assistant professor) and Professor
Arun BN. (Visiting professor) guided me in my project and in my GIBS University, Bangalore, which
gave me the opportunity to become familiar with the corporate world.
 EXCECUTIVE SUMMARY

As a student of M.B.A., it is part of the curriculum of the course to prepare a complete project of organizational
study aimed at the inter-organizational comparison with reference to a particular sector. It is fortunate that the
human resources department of a very respectable fertilizer manufacturing industry, namely. IFFCO gave me the
opportunity to receive training in its facilities to prepare my integral project.

I studied the IFFCO employee assistance programs, Kandla. Because fertilizer production is a very dangerous
process, employees have more problems related to stress and work. So I studied the current assistance program
for the organization's employees. My research goals are

 Know the various activities carried out within the IFFCO Employee Assistance Program.
 Know the effectiveness of EAP in the fertilizer industry employees.
 Perform comparative analyzes of the PEAs of both companies.
 Provide suggestions to companies for the necessary improvement of PEAs, if applicable.

I completed my project with the help of secondary data available on the Internet, as well as books and magazines.
The organization provided me with your company's documentation. I also conducted unstructured interviews with
human resources staff and other employees there. Some data are also the result of my direct observation.

From my study I discovered that:

 The Indian fertilizer industry is growing at a faster rate and demand is much more than supply. The offer
can be increased by the effective use of labor in the sector. If employees are served effectively and if their
potential is used at the optimum level, productivity would certainly increase. Therefore, EAP is very
crucial in the fertilizer industry.
 The management of the employee assistance program is effective.
 In IFFCO, an essential component of counseling has been ignored; it is not a positive sign.
 CONTENTS

SR TITLE PAGE
NO. NO.
1. ACKNOWLEDGEMENT

2. EXECUTIVE SUMMARY

3. COMPANIES’ INTRODUCTION 1

4. VISION 2

5. MISSION 2

6. UNITS OF IFFCO IN INDIA 3

7. FIRE AND SAFETY 4

8. INFORMATION TECHNOLOGY 4

9. CHAPTER 1 – INTRODUCTION TO EMPLOYEE ASSISTANCE PROGRAMMES 5

10. 1.4. STATEMENT OF THE PROBLEM 18

11. 1.5. OBJECTIVE OF THE STUDY 19

12. 1.6. NEED AND RELEVANCE OF THE STUDY 20

13. CHAPTER 2 – EXPLORATION APPROACH 21

14. CHAPTER 3 – EAP AT IFFCO 24

15. CHAPTER 4 – OUTCOME OF THE STUDY 26

16. CHAPTER 5 – EXPERIENCE, LEARNING AND CONCLUSION 27

17. SUGGESTIONS AND RECOMMENDATION 28

18. BIBLIOGRAPHY 29

19. WORK DONE DIARY 30

20. ANNEXURE – PLAGIARISM REPORT 32

 COMPANIES’ INTRODUCTION

FERTILIZER PRODUCTIVENESS IN INDIA:-

 The fertilizer productiveness now India is composed of three main players: government-owned public sector
companies, cooperative companies such as IFFCO, KRIBHCO and private sector units. There are 33 foremost
NPK fertilizer currently manufacturers trendy the nation. The nourishment diligence now India devises made
constructive use of fertilizers which is can be given by the Indian supervision to make sure that the nation
achieves a reasonable identity-satisfactoriness in cereal fabrication.

The word "cooperation" comes from the Latin word Cooperate, which means working together, working
together, fighting for a common purpose.
Initially, IFFCO established its plants in Kalol and Kandla in Gujarat, which were commissioned in 1975.
Subsequently, it commissioned the plant in Phulpur and Anola to U.P in 1981 and 1988, respectively.

IFFCO recorded a record sale of 81.95 tons of fertilizing material including 50.13 tons of urea and 31.82
tons of NPK / DAP, during the year witnessing a growth of 27% compared to the 64.64 tons of last year.
Even the best marketing productivity has risen to 5,566 tons / head.

 IFFCO is registered under the Cooperative Societies Act of several States in 1984, which was amended in
2002. Starting with a membership of 57 companies, it grew to around 40,000 at 31 Protest 2008. The
personalize wealth of Rs 6, 00,000 rose to Rs 423.93 rupees. Numerous prestigious awards attest that
company is guided by its principles and motivational of its workers. More than 40 years ago, the government
and the farming community came together with one goal: to strengthen life.

P a g e 1 | 34
VISION
Keep in mind intervening position in Indian Fertilizer Sector, humanizing its position further by achieving
justifiable and viable growth through brilliance in all its activities and gearing itself to realize the diverse
prospects to stake holders, customers, underlings and society. To enlarge the wages of agriculturalists by plateful
them to intensification their crop productive concluded well-adjusted custom of get-up-and-go efficient
fertilizers; keep up the environment well-being; and to rich accommodating society frugally and endowed country
side Indian.
Having proficient the objectives predicted in ‘Vision 2000’ and ‘Mission 2005’. The society embarked on ‘Vision
2010’ which focuses on future growth in development of society and aims at:
 Installing ammonia and urea plants and acquiring fertilizer units.
 Meeting feedstock requirements.
 Generation power.
 Producing and publicizing micro-nutrients, kernels, bio-fertilizers and insecticides.
 Offering IT-empowered amenities.

MISSION
To make available to agriculturalists from top to bottom superiority fertilizer in accurate phase and in tolerable
quantity with an unprejudiced to intensification garner efficiency.

 Towards variety undergrowth get-up-and-go effectual and persistently review numerous scheme in the
direction of contrary a dynamism.
 Pledge in the direction of well-being, protection, and surroundings and forestry enlargement towards
enhance the superiority of unrestricted natural life expectancy.
 Pledge to societal obligation to robust social drapery.
 Edifice a value driven association with a better-quality besides approachable purchaser single-mindedness.
 To certify development in core and non-core segment.

P a g e 2 | 34
 UNITS OF IFFCO IN INDIA

1. Kandla 2. Phulpur

3. Kalol 4. ANOLA

5. PARADIP

P a g e 3 | 34
 FIRE AND SAFETY

 Preserving and nursing security at work in the plant.

 Monitoring and control of all the facilities where ever hazards is involved as per fire rules for handling of
hazardous chemicals.
 Steady servicing/nursing of all fire and security equipment’s in and everywhere plant.
 Leading and synchronizing annual security review.
 Mock drill practice for emergency preparedness.
 Regular informing of On-site and Offsite disaster strategy.
 Leading various opposition events to intensification cognizance of programs.
 Leading various competition activities to increase awareness of safety.
 Compliance of condition relating to safety includes the Factories Act.

INFORMATION TECHNOLOGY

IFFCO has introduced modern decision support system to improve and support the management at the
head office, pant, marketing offices and field offices. A number of software applications have been developed for
enlarging the managerial control and improving operational efficiency. It has been done through a well-knit
computer network linked through NICNET Satellite communication. Local Area Network (LAN) has also been
introduced at all zonal offices for better coordination and monitoring of a multitude of activities. The Wide Area
Network (WAN) has also been introduced in the Society providing the users with the facilities of E-mail,
Electronic workflow, and access to Internet and IFFCO’s own Intranet called IFFCO-NET. All these systems will
prepare the organization to combat any competition in a Liberalization environment.

P a g e 4 | 34
 CHAPTER 1 – INTRODUCTION TO EMPLOYEE ASSSITANCE
PROGRAMMES

1.1. INTRODUCTION
An Employee Assistance Program (EAP) is a price in effect, trustworthy, primary involvement classification.
The database is deliberate to contribution personnel by means of particular conditions that if left unaddressed have
the prospective to interfere with their well-being and/or capability to accomplish their profession duties.

1.1.1. WELFARES OF AN EAP

Studies have shown that a well-publicized and effectively run EAP can:
 Nonappearance
 Sick leave and Disability claims
 Affords funding intended for executives in big business with problematic underling disputes
 Unique learning described that 87% of sample defendants held that they would effort durable for a corporation
that is enthusiastic to support them arrangement with individual difficulties.

1.1.2. EAP COMPONENTS

 Training and Development
 Employee Welfare and health promotion programs
 Stress management
 Employee counselling

1.1.3. Employees Welfare and Health Promotion Programs

"Employee welfare is an integral term that includes various services, benefits and facilities offered to
employees and employees. Thanks to such a generous margin, the staff benefits ". The well-being includes,
regardless of what is finished, intended for aid, in addition to improving staff, and provides completed results directly
above revenue. Support for well-being now has self-confidence and the enthusiasm of great staff to remind
employees of a prolonged interval. Welfare procedures must not only be in fiscal terms, but of any type / form.
Employee welfare requires all employer events focused on the extent to which employees with structures and

P a g e 5 | 34
services convinced of the accumulation of wages or income. The real lucidity at the base, as long as the welfare
measures must generate an efficient, healthy, fair and complete workforce for the association. The purpose of these
structures is to improve their working life and also to promote their standard of living.

1.1.4. Objectives:
2. Guarantee a better life and well-being at work
3. Make work happy and done
4. Download the work of industrialized fatigue and progress in the intellectual, cultural and material
situations of working life.

1.1.5. Basic Features:

 The well-being of manual labor includes numerous accommodations, services and facilities that provide
workers with the opportunity to cultivate their health, efficiency, economic improvement and social status.
 Social security procedures accumulate in regular salaries and other economic benefits offered to workers due
to legal requirements and collective bargaining.
 The provisions on the welfare of manual labor are flexible and constantly evolving. From time to time,
innovative wellness procedures are added to the rest.
 Employees, government, employees or any social or open agency can become familiar with welfare
procedures.
 The purpose of work welfare is to achieve the development of the whole personality of the workers to create
a better workforce.

1.1.6. Major Benefits:

 They are responsible for better body and brain health for work and, therefore, support a healthy work
environment.
 Facilities such as housing, medical assistance and facilities for construction and recreational activities for
workers' families help to float the ethics of their lives. This means that workers pay more attention to work
and, therefore, increase their productivity.
 Employees get a stable workforce provided with care facilities. Workers are interested in their work and
work with a feeling of fascination and participation.

P a g e 6 | 34
  Employee welfare procedures increase the efficiency of the organization and thus promote healthy industrial
relations while maintaining industrial peace.
 The social problems that prevail between jobs, such as the abuse of ingredients, etc., are concentrated to a
greater extent by welfare strategies.

1.1.7. Stress Management

1.1.7.1. Work content:
Work content
 Monotonous, uninspiring and insignificant tasks.
 Lack of variation
 disagreeable tasks
 Opponent tasks

Workload and work rate

 Consume as well much or as well little to fix
 Work under phase burden.

Working time
 Rigorous and inflexible work programs.
 Long and non-social hours
 Impulsive working hours.
 Badly deliberate exchange systems

Involvement and control

 Nonexistence of involvement.
 Nonexistence of controller (for example, on working methods, work rate, hours of work and work
environment)

P a g e 7 | 34
1.1.7.2. Work context:
Professional development, status and payment
 Profession diffidence
 Lack of prospects for promotion.

 Under advancement or finished preferment

 Effort of "low societal significance"
 Payment by piecework
 Unclear or unfair performance evaluation systems.
 Have too many skills or poor ability to work.

Role in the association

 Undecided role
 Roles in struggle within the same job
 People's accountability.
 Endless fabrication with other people and their difficulties.

Relational relationships
 Insufficient, inconsiderate or unfounded supervision.
 Bad relationship with colleagues.
 Mistreatment, provocation and forcefulness.

 Out-of-the-way or unsociable work

 There are no established techniques to assign difficulties or else objections

Organizational culture
 Bad communication
 Poor leadership
 Lack of clarity regarding the organization's objectives and structures.

P a g e 8 | 34
Project crossing point
 Absence of maintenance due to national difficulties in the effort.
 Absence of supply due to difficulties at homebased.

1.2. EAP AT IFFCO

1.2.1. Motivational Training Programmes
“Motivation and creativity to increase productivity and efficiency at shop floor level”

Growth With Care

 G – Growth  W – Wealth
 C – Career
 R – Rational  I – Insight
 A – Ability
 O – Optimum  T – Technology
 R – Reputation
 W – Wage and Means  H – Health
 E – Economics
 T – Time Bound
 H – Heights

Under Direct Leadership

 U – Universal  D – Dreams
 N – Nation  I – Intelligence
 D – Determination  R – Resolution
 E – Education  E – Efficiency
 R – Responsibility  C – Character
 T – Trust
 L – Learning
 E – Excellent
 A – Achievement
 D – Distinct
 E – Exploration
 R – Relationship
 S – Society
 H – Human Resource
 I – Individuality
 P – Progress

P a g e 9 | 34
1.2.2. 5’s
IFFCO is also giving 5’s related training because that it is must to maintain discipline in the organization. As we all
know that without any standard and discipline organization cannot shine. It is too tough to maintain discipline in a
big plant of this 700 employees, and for this they have adapted this Japanese technique and giving training for that.

WHAT TO TEACH IN 5’s TRAINING?

It means separating unnecessary elements from the
workplace and then eliminating them in such a way as not

1st S to damage society, the environment and even animals.

Things that do not belong to that area should be removed
from that data. If repair is necessary, separate them and
request them. If the item is fine and not in use and you
SEIRI = ORGANIZATION can't sell it, you owe it to another department that needs
it. Use the red label for unnecessary items and use the
yellow labels for additional items to be sent to the stores.

Put things right. Everything must have a specific

2nd S habitation and the whole enchilada must be in the right

habitation. Plump on the place and mark the place and
label it. Organize the items so that they can be easily
collected for use. And it will advantage us in our
SEITION = NEATNESS
quotidian functioning.

P a g e 10 | 34
 It is easy to apply 1’s, 2’s and 3’s but think that why it
happen? For example why things are not in proper

4th S place? Why area becomes dirty, What different

cleaning style and what new equipment we have to
apply? So doing brainstorming find out and get the
solution and standardize the system. This will happen
SEIKETSU = mainly at management level.
STANDARDIZATION

Clean your entire workplace so that there is no dust on

3rd S Flore, walls, frames, writing desk, tables, machinery, etc.

First of all, scrubbing must be performed in macro and
then in micro level. In 3 they must apply 1 and 2
simultaneously.
SEISO = CLEANING

This means that any system we have or develop under the

age of 4 must be followed in such a way that standard

5th S practices become part of our lives. This will help

maintain a high level of workplace organization at all
times.

SHITSUKE =
DISCIPLINE

P a g e 11 | 34
1.2.3. Discipline
 Shop floor disciplines a tool to improve productivity
1. Better housekeeping results in avoid waste
2. Accommodation of inventory
3. Avoid buying unwanted material and duplication

4. Enable exercise frequency and better control possible

5. A better layout enables quick and efficiency handling
6. Punctuality boosting production
7. Avoid delay and stoppages due to ambiguity
8. Better and easy maintenance
9. Good work practice resulting in zero defects
10. Nil industrial accidents
11. Good atmosphere resulting in better customer recognition
12. Better per employee productivity

 Behavioral Discipline
1. To fully concentrate on the work function
2. To follow instruction and ensure its full compliance
3. To exchange pleasantries to superiors and to visitors
4. To ensure personal hygiene and work place up keeping

 Work Discipline
1. Work discipline decides the quality of produce
2. Following instruction and total compliance despite familiarity repetitiveness of work
3. Adherence to minor maintenance
4. Work maintenance and ownership
5. Personal hygiene and following of safety instruction

P a g e 12 | 34
1.2.4. Assemblage Cohesiveness
Assemblage cohesiveness is alternative imperative aspect, beside group norms. Cohesiveness means the
degree of attachment of the member to their group. If group cohesion is height, the interaction between members
of the group is high and the degree of agreement in group option is high. A cohesive group usually has the
following feature.

1. Share the assemblage goal mouth and have communal interest and upbringings.
2. The quantity of member is insignificant.

3. The members interact among themselves quit frequently and interpersonal communication is very effective.

 Dynamics distressing assembly cohesiveness

1. Degree of dependency
2. Group size
3. Similarity besides steady affiliation
4. Location of the group
5. Group status
6. Outside pressure
7. Competition
If above your head dynamics be situated there than they may lead to sophisticated assembly cohesiveness

1.2.5. Award:
Token award:
In order to enhance the participation level, encourage creatively amongst employee, token award of Rs. 25 may
be given for all suggestions at the sole discretion of the member secretary concerned for those suggestions after
ensuring the conformity with the objective of the scheme.

Implementation Award: The evaluation committee after appropriate evaluation of suggestions received on the
basis of the above criteria will recommend for award those meritorious suggestions, in any of the following
categories to the appropriate sectioning authority as indicated against each:

P a g e 13 | 34
 Table1.2.5. Awards
Amount of Suggestion Area Sanctioning Authority
Awards (Rs.)
Awards up to Head office Director (HRD)
Rs.10,000 Marketing Div. Marketing Director
Plants Plant Head
Awards up to All Areas Managing Director
Rs.10,000

I. Only successfully implemented Suggestion will be considered for award. The evaluation committee will
decide the award based on the various factors.
II. All the Suggestion Awards will be distributed along with a certificate, signed by sanctioning authority.

III. The evaluation committee will send its recommendations to the sanctioning authority, in the giving
prescribed pro forma included in Suggestion Form.
IV. All the awarded suggestions will be communicated by the member secretary to the suggestors giving
details of the award sanctioned as given
Such suggestions which are rejected by the evaluation committee will be return to the employee concerned, clearly
stating the reason for not processing the same.

P a g e 14 | 34
1.3. IFFCO’S Welfare activities

IFFCO has done a lot for its employees. Actuality a cooperative it continuously believes in sharing its
assistance with its employees. Any person would be satisfied if he gets good pay and good facility to live his/her
life. If the personnel are socially protected then the operative would put in his full prospective to carry out his
duties and he feels obligated to the association and gives in his preeminent.

1.3.1. Statutory Facilities:

IFFCO delivers all the statutory welfare procedures to its personnel as per the Factory Act 1948 like:
 Accommodations intended for putting away and exposure to air clothing
 Laundry accommodations
 Sitting accommodations intended for rest for workers
 Foremost – relief utilizations
- There is an initial – aid center with all competence permitting to Factory Act 1948
- Ambulance facility
- One hospital at the factory site and one dispensary is in Township
- Medical service is provided by Chief Medical Officer and other visiting doctors like eye specialist,
gynecologists etc.

1.3.2. Canteen:
Canteen facility is one of most important service offered this plant. If the workmen were satisfied with the
quality of food then would be refreshment to do their job. Canteen contracted renewed every day.
IFFCO has total five canteens to adequately serve its employees.
1. Admin. Building canteen
2. Maintenance (K – 1) canteen
3. NPK (K – 1) canteen
4. NPK (K – 2) canteen

P a g e 15 | 34
For canteen all infrastructure are provided by IFFCO like Gas, Utensils, accessories and many more. The
preparation of foodstuff and service in canteen will be subject to supervision and guidance of the Authorized
offices of the company.

The quality and quantity of the raw material to be used for the aforesaid purpose will be subject to check by the
member of the canteen management committee.

Catering service will be required to serve the item during official meeting, training, conference and seminars. For
the suppliers of the items for official purpose a separate bill has to be raised on the basis of vouchers signed by
the appropriate authority.

Then there is daily inspection of the canteen and an inspection register is maintained so if any corrective measures
are required they can be taken in right direction.
Canteen subsidy:
 5% of straightforward reimbursement to workmen every single month.
 7% of straightforward reimbursement to officers every single month.

The shelter, rest room, lunch room are provided with ventilation, lighted, cool and clean condition. In every
department there are water coolers for cold water. There is separate Welfare Department

1.3.3. Liveries:
Liveries means identical, at this juncture the element under liveries are right from the cranium to the
bottom. They are given to all employee of IFFCO free of cost. Liveries are procured and distributed by the
Welfare Section. First of all required quantity of different liveries is prepared, then according to it MPR is raised
and selection of samples is done through committee consisting of Union and management representatives. When
the item is received the samples are inspected to check any defect. Then eligibility list is prepared, only those
having attendance of 2/3 or more are eligible. All the records pertaining to procurement and disbursement of
liveries are computerized.

Individually employee in IFFCO is given 3 pairs of unvarying, which embraces pant and chemise cloth for male
employees and sari and blouse for womanly personnel, one braces of shoes, 2 pair of socks to all employees is given
P a g e 16 | 34
every 6 month, then raincoat, pullover is given every three years, 2 pair of safety shoes are issued every year for
plant staff.

1.3.4. Staff Buses:

IFFCO provides staff cars to its employees to come on duty in the fixed schedules/shifts and reach back to their
homes without facing any hardship of the public transport.

Additional facilities like Household building loan, LTC/ LTE, Travelling allowance, transportation loan,
laundry allowance etc. are providing by IFFCO.

1.3.5. Security:
Security show business an imperative starring role in the protection of the society, there are following
grades in this section, security guard, security naik, security officer and chief security officer. To apprentice a
security officer he must be an ex-service male at a JCO rank at the Territorial Army. These security officials
make an arrangement so that have of society’s product or even a small belonging to the society goes out of the
boundary of the society.

1.3.6. Guest house and Estate

This section looks after the guest’s resting their facilities their lodging and boarding, their transportation
to the plant and various place related to the plant and their meeting arrangement for the overhead declared
meeting with the GM and the Head administrative center. Estate is related with the housing and boarding of the
employees of the IFFCO co-operatives and this deal with improvement with the facilities given to the employees
according to their grades in their designation and this section does not directly play in the productivity of the
plant but indirectly have an effect on the performance and their productivity.

1.3.7. Occupation Health Centre

IFFCO is the company which is in production of fertilizer. And the production of the fertilizer is quite
hazardous and changes of accidents are also high. So there is one dispensary at IFFCO. It is known as
“Occupational Health Centre”.
The facilities provided at dispensary are as below:

P a g e 17 | 34
  Full time medical officer
 Full time round the clock pharmacist in general shift
 All type of primary medical services are available
 Emergency ward with two bad with availability of first aid treatment
 Lifesaving medicines are available
 Company is having one private ambulance
 Two types of activities are done
- Routine OPD
- Outdoor patients treatment
 All type of emergency facilities
 Medical check-up
- Pre-emplacement checkup
- Periodical check-up (6 monthly) (including canteen workers)
There is facility of township dispensary at IFFCO. Two doctors are available over there with first aid facility.

1.4. STATEMENT OF THE PROBLEM

 Almost half of the customers reported that the problems that led them to the EAP influenced their work
performance. About 17 percent reported problems with work relationships with colleagues or supervisors, 13
percent reported a reduction in work performance; 11 percent reported absenteeism / late work problems and
9 percent reported inappropriate behavior / misconduct problems. Some customers have reported an
occupational health problem or stated that a security breach or an accident has occurred. One customer out of
three indicated work-related problems as presentation problems, while another third mentioned marriage
/ relationship / family problems.
 The EAP consultants also evaluated the main problems of each client. Consultants reported that about 60%
of clients had mental health problems (such as depression or anxiety), 15% had family / relationship
problems, 15% had work problems and about 10% had problems with alcohol or drugs.

P a g e 18 | 34
1.5. OBJECTIVE OF THE STUDY:

 To know about the various activities carried out under Employee Assistance Programmes in IFFCO.
 To learn the effectiveness of EAPs on employees in Fertilizer industry.
 To provide suggestions to the firm for the improvement needed in EAPs if any
 To motivate employees to give meaningful and useful Suggestion, which should improve overall
performance of IFFCO.
 To promote the culture of Employee Involvement and making employees.
 To provide an opportunity for creative and constructive thinking.
 To ensure Proper Reward and Recognition for the Creativity and innovativeness amongst employees of
IFFCO.
 To utilize the hidden employee potential for enhanced customer satisfaction and increases business
opportunities.

P a g e 19 | 34
1.6. NEED AND RELEVANCE OF THE STUDY

The Plan will cover all permanent IFFCO employees from grade "R" to "E", including those on probation.
The suggestion can be of a single employee or a group of employees that includes a maximum of four employees
per suggestion.

I. Cost reduction.
II. Reduction of cycle time for various processes through simplified methods / procedures.
III. Improvement of plant and machinery maintenance.
IV. Waste reduction / recycling.
V. Improving / ensuring a safe work environment.
VI. Important replacement / achievement of self-sufficiency.
VII. Quality improvement.
VIII. Energy saving / Pollution control / Environmental protection.
IX. Standardization / reduction of varieties.
X. Overall improvement in productivity and efficiency.
XI. Improvement of the IFFCO corporate image.
XII. Improvement of recoveries and realization of sales proceeds and their rapid transfer.
XIII. Better methods of handling fertilizers in the rake and at other points and minimizing handling operations.
XIV. Improvement of teamwork, communication, coordination within the organization.
XV. Growth rate of sales and increase in market share.
XVI. Any other suggestion, not covered above but which may contribute towards overall Growth of IFFCO
and help in achieving Mission/Objective of IFFCO.

P a g e 20 | 34
 CHAPTER 2 – RESEARCH METHODOLOGY

2.1. METHODOLOGY:

Lectures, Movies Clipping, PPT Presentation, Case Studies, Discussion, Question Answer Session,
Supervised Physical Exercise, Yoga and Meditation for Mind Control Techniques and Anger Management
Sharing and receiving feedback.

2.1.1. DATA COLLECTION

2.1.2. SECONDARY DATA:

 Internet, Books, Company literature

2.1.3. PRIMARY DATA:

 I have undertaken training at the organization and personally observed the EAP activities.
 I have also taken some unstructured interviews of the employees of HR department and plant level
employees.

2.1.4. LIMITATIONS:
 My project is based upon secondary data.
 Only one organization are taken for study.
 Only one plant of organization- IFFCO, Kandla has covered under study.
 The data collected is not exhaustive one.
 The data regarding training and development is collected for 4 years.

P a g e 21 | 34
 DATA ANALYSIS

Employees satisfied working at IFFCO

10

30

60

Satisfied Neutral Disstisfied

Interpretation:
From this graph, we can understand the level of satisfaction of the employees in IFFCO. 60% of the employees
are satisfied, 30% of the employees are neutral and 10% are dissatisfied by the company. So, majority of the
employees are satisfied with the company.

P a g e 22 | 34
 Occurrence of conflicts at IFFCO
70 65

60

50

40

30 25

20
10
10

0
Always Sometime Never

Occurrence of conflicts at
IFFCO

Interpretation:
From the graph, we can understand the conflict occurrence in IFFCO Company. 25% employees always have
conflict, 65% employees sometime have conflict and 10% employees never have conflict in the company. So
sometimes conflict arises in the company.

P a g e 23 | 34
 CHAPTER 3 – SWOC ANALYSIS

3.1. Workshop on SWOC ANALYSIS.

SWOC analysis is an apparatus for reviewing yourself as a professional or personal and it is also used to
audit association and its surroundings. The aforementioned is the foremost platform of arrangement and supports
individuals or organization to emphasis on crucial problems.

SWOC Stands:-

- S – Strength
- W – Weakness
- O – Opportunity
- C – Challenges

Key Points:-

 SWOC analysis is a framework for analyzing your strength and weakness and the opportunity and threats
you face.
 Resonant out an individual SWOC analysis is an essential step in outcome life and occupation direction.

STRENGTH:-

 Fertilizer are important raw materials for the cultivation purpose. No government body has the right to
make policies against the farmers.
 The production capacity of the country is less than the demand of fertilizers. So the things which are being
produced has been sold.
 Reasonable price is being set by the government for the availability of raw materials.
 IFFCO uses of co-functioning channel for selling’s its product.

P a g e 24 | 34
WEAKNESS:-

 IFFCO only provides fertilizers to its customers.

 Many factor depends upon sales of fertilizers like rain and irrigation facilities.
 The customers demand changes frequently so it sometimes becomes difficult for the concern to fulfill the
needs of customers.

OPPORTUNITIES:-

 Fertilizers are important raw materials for cultivation. No government agency has the right to formulate
policies against farmers.
 The country's production capacity is lower than the demand for fertilizers. So the things that are produced
have been sold.
 The government sets a reasonable price for the availability of raw materials.
 IFFCO uses the cooperative channel to sell its product.

CHALLENGES:-

 Sequestered corporations
 Influence of the Indian management.
 Management policies on fertilizer imports.

P a g e 25 | 34
 CHAPTER-4 OUTCOME OF THE STUDY
Through this study I came to know:

• What were the welfare activities organize by IFFCO for their Employees.
• IFFCO gave high importance for the safety of employees, for this the company provides fire and safety
training to its workers.
• The attrition at IFFCO was very low as the employees were very satisfied working at IFFCO.
• The occurrence of conflict were neutral at IFFCO.

• IFFCO identifies the importance of RNR, so it made sure that the performing employees gets recognized
by everyone.

• Indian Fertilizer Industry is growing at a faster pace, and demand is far more than the supply. The supply
can be increased through effective utilization of manpower in the industry. If employees are taken care of
effectively, and if their potential is utilized at optimum level, the productivity would definitely increase. So
EAP is very crucial in Fertilizer Industry.

• This firm is major player in fertilizer industry.

• The management of Employee Assistance programmes is effective in this.

• At IFFCO, an essential component of counselling has been ignored; it is not a positive sign.

P a g e 26 | 34
 CHAPTER 5 – EXPERIENCE, LEARNING AND CONCLUSION

While working at IFFCO, I learnt:

• The employee engagement activities at IFFCO.
• How the training is being provided at IFFCO.
• How the company had handled the industrial relations.
• How the employees interacted with its clients for sales.
• How the recruitment happened at IFFCO (through IFFCO YUVA and IFFCO TOKYO)

CONCLUSION
This firm have recognized the importance of EAP. But there is always a scope for improvement. EAPs
in western countries can provide better inputs for improvement. To meet the demand – supply gap in fertilizer
production, EAP is crucial. “Deprived of change there is no origination, inventiveness, or encouragement for
improvement. Those who recruit change will have a better prospect to accomplish the change that is predictable”.
The councils can do a great deal in choosing employees so that they have better control over their lives, wisely
take their persistence and take responsibility, reduce stress and anxiety. Employee counselling can have desirable
consequences for the organization. It supports the association when employees know that the association takes
care of them and creates a sense of obligation towards them. It can be transcendental support to change employee
performance and further enhance expected behavior and improve and increase employee performance.

P a g e 27 | 34
 SUGGESTIONS AND RECOMMENDATIONS:

 Counselling is very essential for satisfaction and motivation. Proper counselling should be done on
timely basis. And proper steps should be taken to increase employee involvement in counselling.
 At IFFCO, Kaizen is applied, but it is not up to mark, there is a scope of improvement. There should
be weighted points for appraisal and some kind of titles should be awarded like ‘Star of the Month’ or
‘Star of the Quality’.
 Some measures taken by the organizations in western countries should be followed for better EAPs.
 An evaluation committee will be appointed for evaluating the suggestions and recommending the
award for the suggestion to sanctioning authority.
 The committee will be separately appointed for plans/Head office/Marketing Central Offices/Zones.
 The evaluation committee will meet whenever there are 25 suggestions or at regular intervals (period
can be decided), which is less.

P a g e 28 | 34
 BIBLIOGRAPHY

 Werner, DeSimone “Human Resource Development: Underpinning, Context and Applications”, Cengage
Knowledge
 Work Organization and Stress by World Health Organization
 http://www.iffco.nic.in
 http://www.caregiveresourcecenter.com/employee_assistance_programs.html

P a g e 29 | 34
 WORK DONE DIARY

WEEK DATE WORK CARRIED OUT INITIALS SIGNATURE

OF CO - OF
GUIDE FACULTY
GUIDE
1 2-08-19 to In my first week of internship in Indian farmers
12-08-19 fertilizer co-operative limited. In this I first met
to the DGM of vocational training department
Shri Ram Jaiswal sir who has given few inputs
about the IFFCO, Kandla unit. Also he briefed
us about the schedule which I am going to
follow in next five weeks. In my first week I
first visit to fire and safety department and In
this I learn about fire and safety and safety is
very important.
2 13-08-19 As a week passed by I became familiar and
to 19-08 known in the firm though I carried the work
19 and work and learn about the companies
introduction in which the fertilizer has
organized itself to coordinate with the
government of India and also I became very
familiar to the general managers and all the
managers of the IFFCO plant.
3 20-08-19 On the third week of my internship there was
to 26-08- change in my job to the Information
19 Technology that how IFFCO has introduced
modern decision support system to improve
and support the management at the head office,

P a g e 30 | 34
 plant, and offices and also know how IT works
and helps in the company and in township.
4–5 27-08-19 On the fourth and fifth week of my internship I
to 11-09- visit the P and A department in which I learned
19 there about the Employee Assistance Employee
program which is cost effective, confidential,
early intervention system and also learned
about the benefits of EAP, components. In this
I also learned about the Training and
Development and also know about the
Employees welfare and Health Promotion
programs and also study about the Employee
Counselling.

P a g e 31 | 34
ANNEXURE – PLAGIARISM REPORT

P a g e 32 | 34
P a g e 33 | 34
P a g e 34 | 34