INPLANT-TRAINING ON PERSONNEL

MANAGEMENT FUNCTIONS

IN

AUDCO INDIA LIMITED

Manapakkam, Chennai.

A study on major HR practices which is undergone under

the reporting of
Mr. V.GOWRISANKAR (Assistant Manager–IR).

From the candidate of

VELAMMAL COLLEGE OF MANAGEMENT AND
COMPUTER STUDIES.
2009-2011

Submitted by,
SURYA RM
MBA B - SEC.

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CONTENTS

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 CONTENTS
• PROFILE OF THE COMPANY

• PRODUCT RANGE

• DEPARTMENTS

• FUNCTIONS OF PEOPLE SUPPORT DEPARTMENTS

 TIME OFFICE & WAGES

ADMINISTRATION.

 PERSONNEL FUNCTION.

 RECRUITMENT.

 TRAINING & DEVELOPMENT.

 PERFORMANCE APPRAISAL.

 INDUSTRIAL RELATIONS.

 WELFARE MEASURES.

 INDUSTRIAL HEALTH, HYGIENE&

SAFETY.

 CORPORATE SOCIAL
RESPONSIBILITY.

• AWARDS

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 ACKNOWLEDGEMENT

At the outset, I would like to submit my sincere

gratitude to my Director Ms. CHRISTIAN PALANI, for
providing an opportunity to undergo this intern-ship.

I extend my sincere thanks to Ms.GEETHA, for there

valuable guidance in completing this report for fulfillment of the
norms of the University.

I place and record my sincere thanks to

Mr.S.KUMARALINGAM, (SR.DGM-Human Resource) of
AUDCO INDIA LTD, for allowing me to do my internship in
there esteemed concern. I thank Mr.V.GOWRISANKAR
(Assistant Manager-IR), Ms.B.GAJALAKSHMI, Ms.RANJINI
GOPINATH, Ms.INNONCENTIA VANITHA, Ms.
H.SANTHANA LAKSHMI, who took a lot of effort for me to
complete this inplant training successfully.

I thank each and everyone who helped me to

complete my internship in an effective manner.

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INTRODUCTION

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 INTRODUCTION

Managing the materials, money or machines are not

difficult task. In globalize managing men is very difficult task. So
the manager must be well aware of the latest trends and techniques
in management.

The objective of having this inplant training is to

expose students to the practical aspects of the personnel HR/IR
Administration. It was designed to familiarize students with
complete practical aspects in an organization so as to stimulate
students desire to face problems and challenges. Training aims at
including the students in learning, developing themselves for
stepping out as effective and successful managers in the near
future.

I have undertaken my internship in “AUDCO INDIA

LTD” at Manapakkam. This internship increases my knowledge in
the personnel management, social security, Labour welfare aspects,
etc.

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 PROFILE OF THE COMPANY

AUDCO INDIA LIMITED (AIL) is a joint venture

company with equal equity holding by Larsen &Toubro Limited,
India and Flowserve Corporation, USA.

Established in 1962, AIL is India’s leading

manufacture of industrial valves. The products of Audco India
Limited are marketed by Larsen & Toubro Limited.

Valves are components which are used to control flow

of fluids. There is more need for valves in world market. Since a
small problem in a single valve bring down the efforts of
petroleum industry. So it is necessary to produce a valve with good
quality.

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 AUDCO INDIA LTD is an associate company of
L&T Ltd. Audco India Ltd is a Public Limited Company. The AIL
has three plants, which are situated at

Manapakkam plant - 1968

Maraimalai Nagar plant - 1985
Kancheepuram plant - 1993

VISION

 A world class manufacturer of flow control products.

 A leader in India.

 A global player in some of the products.

MISSION

 Customer focus

 Employee involvement

 Innovative technology

 Profitable operations.

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BRANCHES

Audco India Limited has 3 plants.

 Manappakkam plant ( Corporate Office)

 Maraimalai Nagar plant

 Kancheepuram plant

EXPORTERS

Audco India Ltd exports 45% of their products to

the developed countries. The valves are regularly exported to the
following countries.

 USA,

 EUROPE,

 SOUTH AFRICA,

 AUSTRALIA,

 CHINA.

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CUSTOMERS

Some of the customers of this company are as follows:-

 Neyveli Lignite Corporation

 Oil & Natural Gas Corporation

 Hindustan Fertilizer Corporation

 Tamilnadu Petro products Ltd,

 Indian Oil Corporation

COMPETITORS

Some of the competitors of this company are as

follows:-

 Bharat Heavy Electricals Ltd

 FORES

 ECONO VALVES etc.

WORKFORCE

• Staff - 215
• Workmen - 184
• Apprentice - 38
• Casual Labour - 13

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 • Contract Labour - 195

PRODUCT RANGE

AUDCO INDIA LTD manufactures the following things:

 Customized Valves Gate, Globe& Check

valves,

 High pressure Gate, Globe & Check

Valves,

 Process Ball Valves

 Trunnion-mounted Ball Valves,

 Flanged Butterfly Valves.

 Super –H pressure-balanced plug valves.

 Lubricated taper plug valves.

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 Water type rubber mounted-Butterfly
valves.

 High performance butterfly valves.

 Customized valves.

 Pneumatic valves.

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ORGANISATION STRUCTURE

BOARD OF DIRECTORS

CHIEF EXECUTIVE

PLANT HEAD

DEPARTMENT HEAD

MANAGERS

EXECUTIVES

SUPERVISORS

SHOPFLOOR
EMPLOYEES

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DEPARTMENTS

 Production Department
 Marketing Sales Coordination Department(MSD)
 Plant Engineering Department(PED)
 Information System Department(ISD)
 Finance Department
 Research &Development(R&D)
 People Support Department(PSD)

Production Department

AUDCO INDIA LIMITED three modern manufacturing plants in

Manappakkam Chennai, Maraimalai Nagar, Kancheepuram in
Tamilnadu, India.

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Manufacturing facilities:

 CNC machine,
 Special Purpose machines,
 Machining centers
 Specializes welding machines,
 Heat treatment furnaces.

Marketing Sales coordination Department

• Audco is committed to offer for reliable flow control

solutions effectively and for complete satisfaction.

• Audco valves are marked through L&T’s worldwide network

of offices, supported by over 90 stockiest, distributors and
agents located in major valve markets.

• AIL manufacturing and marketing operations of AIL and

L&T’s valves Business Unit are integrated on the SAP R/3
platform for smooth order execution.

Research & Development

 In Audco India limited, R&D employs the latest

technology in continuing quest for newer, better
solutions.

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  Audco high-caliber design team works on state-of-
the-art 3D design, simulation and analysis
software like Pro/Engineer and Pro/mechanica to
develop new generation flow control products-
products that are optimized and highly reliable.

 AIL all, new designs are proven by extensive in-

house testing and evaluation.

Test & Qualification Facilities

 Endurance test

 Fire test

 Cryogenic test

 Fugitive emission test

 Natural frequency test

 Pipe-end reaction test

 Static load simulation

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 QUALITY CONTROL DEPARTMENT

In AIL , each stage of manufacture is controlled by a meticulously

implemented Quality Assurance Programme.
The Quality Management System of AIL has been certified to
comply with:

• ISO 9001:2000
• API Spec. Q1 and
• TUV

QUALITY POLICY

Audco India Ltd is committed to total customer satisfaction.

We achieve this by;

 Maintaining a high standard of quality consistent

with the customer requirements.

 Complying with codes, standards, and customer

specifications, statutory and regulatory
requirements as applicable to our products.

 Continually improving the effectiveness of quality

management system to add value to our products.

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HUMAN RESOURCE

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 PEOPLE SUPPORT DEPARTMENT (PSD)

In AIL, the HR Department is called as People

Support Department (PSD).

Functions of People Support Department:

In AIL; HR performs the following functions,

• Time office & Security Administration

• Personnel Functions
• Training Development
• Performance Appraisal
• Wage & Salary Administration
• Providing Welfare Measures
• Health & Safety
• Providing Social Security Measures, etc

TIME OFFICE & SECURITY ADMINISTRATION

TIME OFFICE:

On joining Audco India Ltd, every employee is registering their

thumb impression (bio-metric technology) for their attendance
while entering and leaving the factory premises and leave card at
his respective department.

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 This bio-metric recorder will register the time when an employee
entered and left out of his work place.

WORKING HOURS

MONDAY TO SATURDAY

SHIFT TIMING No. of Days LUNCH

1ST 6.00a.m to 6 10.30a.m to
2.30p.m 11.00a.m
2ND 2.30p.m to 6 7.00p.m to
10.30p.m 7.30p.m
General(shop) 8.30a.m to 6 12.15p.m to
5.00p.m 12.45p.m
General(office) 8.30a.m to 6 1.00p.m to
5.00p.m 1.30p.m

TYPES OF LEAVE

• CASUAL LEAVE
• SICK LEAVE
• PREVILEGE LEAVE

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CASUAL LEAVE

 The shop floor employees are eligible for 8 days CL

leave per Annum
 Maximum 3 days
 Full days of unavailed CL will be added to PL in the
following year.

SICK LEAVE

• Permanent employees who are not covered by ESI Scheme

will continue to get 15 days SL on full day per year

• Unconsumed SL will be added with PL.

PRIVILEGE LEAVE

• All shop floor employees are for 26 days per

annum.
• *20 days (1 day for every 14 days worked)- for
the first 280 days worked.
• *5days (1day PL for every 4 days worked) –
from 286 to 300 days worked.
• 1day – for the days worked in excess of 300
days.

WAGE STRUCTURE:

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 • Basic wage
• Dearness allowance
• Fixed dearness allowance
• Fixed additional dearness allowance
• Adhoc allowance
• House rent allowance

Other allowance for daily rated employees:

• Transport allowance
• Night shift allowance
• Washing allowance
• Education allowance
• Service allowance
• Special allowance
• Allowance for working on factory

The amounts of these allowances are based on the settlement of the

company.

PERSONNEL FUNCTIONS

FORECASTING:

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 • Forecasting is an operational research technique
used as a basis for management planning and
decision making. Common types of forecasting
include Trend analysis, Regression, Delphi
technique, Time series analysis, Correlation,
exponential smoothing and input-output analysis.

• Forecasting is key function of the Personnel

department. Forecasting is the process of analyzing
historical trends and current factors as a basis for
anticipating Market trends. It is the process for
projecting future trends, demand and performance.

JOB ANALYSIS:

• A Job analysis is the process used to collect

information about the duties, responsibilities,
necessary skills, outcomes and work environment
of a particular job.

• Job analysis involves a systematic investigation of

jobs using a variety of methods to determine
essential duties, tasks and responsibilities.

• Job analysis is crucial to the identification of

relevant skills and competencies. It involves
obtaining objective and verifiable information about
the actual requirements of a job, and the skills and
competencies required to meet the local area and
University’s needs.

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JOB DESCRIPTION:

• Job descriptions are written statements that describe

the duties, responsibilities, required qualifications
and reporting relationships of a particular job.

• Job descriptions clearly identify and spell out the

responsibilities of a specific job. Job descriptions
also include information about working conditions,
tools, equipments used, knowledge and skills
needed and relationships with other positions.

RECRUITMENT

In Audco India Limited the employees are recruited in 5 types;

They are mentioned below.

1. Graduate engineer trainee(GET)
2. Diploma engineer trainee(DET)
3. Staff
• Covenanted
• Executive
• Supervisor
4. Act apprentice
5. Casual Helpers

Recruitment Policy:

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 • A written test is conducted

• Personal interviews are conducted

• Medical test are conducted fort the candidates

INDUCTION

Induction plays a vital role in acquainting the new

Employee to the new environment company rules and regulations.

At Audco they spend one week for induction for their

new employees.

TRAINING AND DEVELOPMENT

Training forms acts as very important aspects of

an organization. Training is valuable to employees because it will
give them greater job security and an opportunity for
advancement. The employees of AUDCO INDIA LTD are given
on-the-job training whenever the need arises.

Some of the aspects for which training given are:

• Quality orientation for shop operatives,

• Multi skill development programs,

• Mission vision updates,

• Managing personal finance,

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 • Refresher training etc.,

GENERAL IDENTIFIED TRAINING NEEDS (Guidelines):

SL.NO AREAS OF FREQUENCY RESPONSIBLE

TRAINING DEPARTMENT
TO PROVIDE
TRAINING
1 Quality system When new Quality assurance
indoctrination(ISO joinees
9001/API spec. including
Q1) GET/DET
joined
2 Product design When design Product design
standards standards
undergo
changes
3 Indoctrination Based on need PSD/Personnel,
about AIL, product Head/
product ranges, Department Head
shop visit
4 Departmental When Department
procedures/ Roles/ departmental Heads
Responsibilities. procedures
undergo
changes.
5 On the job Once in a year Department
training. Heads
6 Indoctrination to Once in a year Marketing service
AIL/ product department
familiarization/to
stockist/L&T

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 sales/Service
Engineers
7 NDE qualification Based on need Department heads
8 Welding Based on need Department heads
qualification
9 Visual inspection Based on need QA
of welds
10 Welding/ Heat- Based on need QA
treatment
11 Computer system Based on need Information
service
department
12 Behavioral, Based on need
management.
13 Safety/ Based on need Department heads
infrastructure and
environment
14 Functional Based on need Department heads
15 Awareness of Based on need IS,IEC,MSD,SCD
customer
requirement

PERFORMANCE APPRAISAL:

Performance appraisal means the employees are

appraised or merit rated by the management. It is the systematic
evaluation of the personality and performance of each employee

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 It is the process to identify the employee’s strength and
weakness. The performance appraisal is carried out for both the
workmen and the staff.

For the workmen

The appraisal form of workmen is first sent to their corresponding

department and evaluated by the immediate supervisor, it then
forwarded to the next supervisor and later sent to the department
head and finally the personnel department scrutinizes it.

For the staff

The appraisal form of the staff is scrutinized and the

management gives final result. On the following criteria the
performance appraisal of the staff conducted through online (SAP),
The performance management system (PMS) for the staff level
people having a program named PODP (performance oriented
development plan) is identifying the training needs. The appraisal
and the training needs are fully modernized in AUDCO INDIA
LTD.

• Quality of work
• Volume of work
• Attitude towards work
• Job knowledge
• Attendance and time keeping
• Behavior.

Promotion:

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The employees are promoted by Merit basis. The merit of the
employees is retained through Performance Appraisal, which is
conducted once in a year.

Transfer:

Employees are transferred to other units of Audco based

on their needs.

Retirement:

Retirement age of Audco employees is 58 years, this is

common for all the employees of the organization.

INDUSTRIAL RELATIONS

• Settlement

• Grievance handling

• Trade union

SETTLEMENT

This settlement is reached Under Section 12(3) of the

Industrial Disputes Act 1947 before the Joint Commissioner of
Labour (Chennai), Chennai-600006.

The purpose of this settlement is to provide orderly,

effective and harmonious industrial relations through collective
bargaining, to maintain cordial and meaningful relations between
the company and the Employees, to maintain fair wages and

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service conditions, to prevent strikes, lock-outs and go-slow and to
improve employees’ discipline in the premises of the work.

TRADE UNION

At AUDCO India Limited, there is only Trade Union. It was

started in 1970. The name of the union is Audco India Employees
Union which is registered and recognized. This trade union is
affiliated by CITU. The President is elected from outside. All other
persons are elected from the worker themselves. The members
subscription an amount of Rs.5/- towards the trade union.

Structure of the Trade Union

President

Vice President

General Secretary

Joint Secretary

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 Treasurer

GRIEVANCE HANDLING PROCEDURE

Any grievance of the employee can be heard by way of “open

door policy” to resolve their grievance.

WELFARE MEASURES

CANTEEN

In AUDCO INDIA LTD, The canteen is a co-

operative canteen, i.e., the canteen operates under the rules framed
by the Government. The state government provides the raw
materials at subsidized rates and also assures regular supply of raw
materials.

The canteen caters around 800 employees daily.

Canteen committee

The body of the cooperatives canted consists of

the President and 6 members with equal representation from the
employers and the employees.

FIRST AID

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 As per the requirements of Factories Act, 1948 first aid box
is provided for the employees. In case of emergency, these first aid
applicants are used, thus the safety of the employee is ensured.

MEDICAL CENTRE

• Medical centre has a visiting doctor who is available 3

days in a week. He is present between 2.00p.m to
3.00p.m on Monday, Wednesday and Friday.

• Here they have a Ambulance for any emergency of the

employees and incase of any Accident.

• The medicines for common illness are available in PSD.

NON STATUTORY WELFARE MEASURES

MEDICAL INSURANCE:

AUDCO has taken initiative all its shop floor

employees with Sri Ramachandra Hospital in porur, which is close
to the plant and most of the employees, are living in and around
this area.
The entire family is employees is covered under
this policy and each employee is insured for Rs. 45,000/-.

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LOCKERS:
The management provides lockers to their
employees in welfare center for keeping their personal belongings.
Apart from in the welfare center depending on the nature of the
work the employees are also provided with lockers in their
respective departments to keep their tools.

SPORTS CLUB:

The sports club was started in the year 1972 with

an object of encouraging sports activities promote social contacts
among its members and provide rest and relaxation to its members.
A subscription amount of Rs 25 is collected from their members.
The subscriptions are controlled by the sports committee.

The sports club provides facilities such as table

tennis, chess, carom board, badminton, etc. the club also provides
gymnasium, library, television, computer, magazines, newspapers
and reading room. It organizes film shows, picnics and other
entertainments for the members and their families.

THRIFT AND CREDIT SOCIETY:

The AUDCO INDIA employee’s thrift and

credit society started in 1972, inculcates the habit of saving s and
extends long and short-term loans for employees in need. Monthly
Rs 25 is collected from the employees as subscription.

LIBRARY:

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 They have two libraries, one for technical books at
Research & Development Department and another for books on
general management at the Personnel Department (PSD).

OTHERS:

PRIZE FOR ACADEMIC PERFORMANCE

ACADEMIC YEAR 2008-2009

1. ELIGIBILITY
1.1 Children of permanent employees of Audco India Limited, in
all cadres will be eligible.

The children of employees who have retired after January 1, 2009

will also be eligible to apply for the prizes.

The children of deceased employees irrespective of the year of the

death of the employees are eligible to apply for the prizes.

1.2 The child should not have completed the age of 25 years on
the first day of the said academic year i.e. 1st June, 2008.

PERFORMANCE PRIZES:

The prizes will be as follows:

2.1 SSC or Equivalent examination:

a) Passing with marks of 90%& above in the 1st

attempt: Rs. 1500.

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 b) Passing with marks of 80%& above but less than
90% in the 1st attempt: Rs. 1200.
c) Passing with marks of 70%&above but less than
80% in the 1st attempt: Rs. 600.

2.2 HSC or Equivalent examination:

a) Passing with marks of 90%&above in the 1st

attempt :Rs. 2100
b) Passing with marks of 80%&above but less than
90% in the 1st attempt: Rs. 1800.
c) Passing with marks of 70%&above but less than
80% in the 1st attempt: Rs. 1200.

2.3 Final Year examination of any degree/* diploma/post

graduate degree:

a) Passing with marks of 80%&above in the 1st attempt:

Rs. 3000
b) Passing with marks of 70%&above in the 1st attempt:
Rs. 2400
c) Passing with marks of 60%&above in the 1st attempt:
Rs. 1800

2.4 Professional memberships for CA, ACS, ICWA

Achieving a #rank in the merit list: Rs.3000

(# First fifty rank in all India merit list in the 1st attempt)

SOCIAL SECURITY MEASURES:

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 • The Employees’ State Insurance Act, 1948

• The Employees’ Provident Fund and Miscellaneous Provisions

Act,1952

• The Payment of Gratuity, 1972

• The Maternity Benefit Act, 1961

The Employees’ State Insurance Act, 1948

• The E.S.I Act, 1948 provides for certain

benefits to employees in Case of sickness, maternity and
employment injury and for certain other sickness. The wage limit
for coverage under this Act, 1948 as on date is below Rs.15,000/-.
This Act, 1948 provides for payment of contribution by Employers
and Employees at the rates of 4.75% and 1.75% respectively.

• In AUDCO, only the casual workers are

below the ceiling limit of E.S.I and therefore they are only eligible
to get the benefits of E.S.I. for other workers Medical allowance is
given.

The Employees’ Provident Fund and Miscellaneous Provisions

Act, 1952

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 The objective of the Act, 1952 is to the institution
of Provident Fund, Family Pension Fund and Deposit Linked
Insurance Schemes for employees in the Factories.

Contribution

• For the employees 12% on the Basic and D.A

• For the employers 12% on the Basic and D.A

The Payment of Gratuity Act, 1972

Gratuity is a lump sum amount given to

employees in the event of Superannuation, Retirement,
Resignation and Death. The employees should have a Continuous
service of at least 5 Years as per the Payment of Gratuity Act,
1972.

Calculation

GRATUITY = Last drawn monthly salary * 15* No. of year service

26

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The Maternity Benefit Act, 1961

The Female employees are entitled to receive maternity

benefit in case of,
• Confinement
• Miscarriage
• Sickness arising out of pregnancy, confinement,
premature birth of a child or miscarriage.

In AUDCO, The female employees are entitled to receive the

Maternity benefit as per the Maternity Benefit Act, 1961.

INDUSTRIAL HEALTH, HYGEINE & SAFETY

HEALTH

The health of the employees is ensured by providing them

effective working conditions like proper lighting, ventilation,
drinking facilities etc

SAFETY

The company given top priority for the safety of the

employees. To ensure safety to the organization adopts certain
principles such as providing uniforms with stitching charges and
safety equipment like safety shoes, goggles, gloves to protect the
employees from acid, oil, heat, shock, abrasion etc.

38
 Apart from this company also conducts vision tests for
the employees once in a year. Based on these tests the employees
will be prescribed safety goggles if needed.

SAFETY COMMITTEE

There is a safety committee at Audco. The safety committee

conducts inspection once in month. The main function of the safety

Committee is to ensure that all the safety measure is followed in

the company.

SAFETY POLICY

AUDCO INDIA LTD, a leading industrial

valve manufacturing company is committed to,

• Provide a healthy, safe and good environment for our

employees,

• Comply with applicable legal/statutory regulations,

• Continually improve to minimize occupational health &

safety hazards,

• Train, create and sustain awareness amongst the

employees, communicate this OH&S policy to all
employees.

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ENVIRONMENT POLICY

AIL, a premier industrial valve manufacturing company

with company global reputation for technical excellence and
quality, is committed to,

• Minimize the detrimental impact on environment in its

operations.

• Comply with applicable legal and other environment

requirements.

• Conserve resources like power and consumables,

minimize waste and promote recycling by monitoring
objective and targets.

• Create awareness for an eco-friendly culture among

persons working for or on the behalf of the organization

• Maintain and continually improve out Environment

Management System.

CORPORATE HUMAN RESOURCES POLICY

We believe that the people are our most valuable resources and
play a pivotal role in helping us realize our vision. We are
committed to;

 Acquiring, developing and retaining a pool of high caliber

talent

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  Enabling and empowering our employees to be creative &
innovative.

 Establishing systems and practices for maintaining

transparency, equity and fairness.

 Creating a culture of continuous learning, competitiveness

and excellence through change management.

 Respecting ethics, values and good governance.

CORPORATE SOCIAL RESPONSIBILITY

CSR stands for “Corporate Social Responsibility”. The term

sounds new to the corporate world. But the activities are carried
out in long term perspective focusing on the social causes which
intern improved the good will for the company.

“Corporate Social Responsibility is the continuing commitment

by business to behave ethically and contribute to economic
development while improving the quality of life of the
workforce and their families as well as of the local community
and society at large”

Social responsibility becomes an integral part of the wealth

creation process - which if managed properly should enhance the
competitiveness of business and maximize the value of wealth
creation to society.

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Models of CSR
According to “Altered Images: the 2001 State of
Corporate Responsibility in India Poll”, a survey conducted by
Tata Energy Research Institute (TERI), the evolution of CSR in
India has followed a chronological evolution of 4 thinking
approaches:

Ethical Model (1930 –1950):

One significant aspect of this model is the promotion of

“trusteeship” that was revived and Reinterpreted by Gandhi. Under
this notion the businesses were motivated to manage their business
entity as a trust held in the interest of the community. The idea
prompted many Family run businesses to contribute towards
socioeconomic development. The efforts of Tata group directed
towards the well being of the society are also worth mentioning in
this model.

Statistic Model (1950 –1970s):

Under the aegis of Jawaharlal Nehru, this model came into being
in the post independence era. The era was driven by a mixed and
socialist kind of economy. The important feature of this model was
that the state ownership and legal requirements decided the
corporate responsibilities.

Liberal Model (1970s –1990s):

The model was encapsulated by Milton Friedman. As per this
model, corporate responsibility is confined to its economic bottom
line. This implies that it is sufficient for business to obey the law
and generate wealth, which through taxation and private charitable
choices can be directed to social ends.

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Stakeholder Model (1990s – Present):
The model came into existence during 1990s as a consequence of
realization that with growing economic profits, businesses also
have certain societal roles to fulfill. The model expects companies
to perform according to “triple bottom line” approach. The
businesses are also focusing on accountability and transparency
through several mechanisms.

Role of CSR in Corporate:

Companies need to answer with two aspects of their operations.

1. The quality of their management - both in terms of people and

processes (the inner circle).

2. The nature and the quantity of their impact on society in the

various areas

Outside stakeholders are taking an increasing interest in the

activity of the company. Most look to the outer circle - what the
company has actually done, good or bad, in terms of its products
and services, in terms of its impact on the environment and on
local communities, or in how it treats and develops its workforce.
Out of the various stakeholders, it is financial analysts who are
predominantly focused - as well as past financial performance - on
quality of management as an indicator of likely future
performance

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 CSR- Activities in AUDCO
Though the team CSR new for the corporate world, AUDCO is
being followed social activities through committees within the
organization and also separately outside to the organization. The
term CSR focused mainly on 2007 and it is now practiced in a
team consisting of employees and other local community members.

Prayas
Ladies club formed by employee’s spouses

Fund provided by L&T

Started in 3 rd July 2009, Manapakkam

MEMBERS:
71 – Maraimalai Nagar

63- Manapakkam

CSR Sectors at AUDCO

AUDCO’s CSR activities focused on four major sectors via

Health, Education, Environment and Volunteering.

Health

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 AUDCO conducts “World Health Day” every year with the
motive of bringing awareness about Health and Hygiene to the
employees, casuals and the apprentices in the company. Many
hospitals in and around the plant location have been participated in
the program. Some of the hospitals are SRMC, St.Thomas hospital,
Apollo, SRM Dental and Chettinad hospital.

AUDCO also conducts classes to the employees in the

following

• De-addiction on drug abuse

• Heart diseases
• AIDS awareness
• Human hygiene
• Alcoholism
• Diabetology
• Eye-vision check up

Education
• Every year AUDCO conducts “Career guidance program” to
the employee’s children. Around 55 children participating
every year and the children are getting advices from the
experts in the various fields of education.
• AUDCO provided 25 Personal computers with Pentium III
processors for Government Girls higher secondary school,
Porur in the year 2007
• The company also provided 20 Personal computers with full
accessories to Government elementary school at
Manapakkam village in the year 2006
• Sponsored interested women and children of AIL/Contract
employees’ to Govt. run Tailoring and stitching classes at
Porur
• Provided Act Apprenticeship Training for 40-50 ITI students
through Guindy RI center and other it is

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 In plant training / projects

Volunteering
AUDCO conducts Blood donation camp and employees from all
the plants donated blood to various hospitals. Here is a table
showing the number of employees from different plants who
donated blood in the year 2007.

• In December 2005, employees donated their one day salary

for the Tsunami affected people.
• In 2007, during Bihar flood one day’s salary/wages has been
donated by all employees of AIL.
• During the flood at Chennai, in the year 2008 lunch was
prepared at AIL Manapakkam for 600 flood affected people
of Ramapuram village and distributed at two centers.

Environment
• Tree plantation has been done every year during the “World
Environment day”. In the last 2 years company has been
planted in the following places.

 Government RI center - 10 no’s

 ESI Nandambakkam - 10 no’s
 S4 Nandambakkam Police Station - 15 no’s
 JCP office, St.Thomas Mount - 10 no’s
 To all Police stations under JCP, St. Thomas Mount - 20 no’s
 To AIL employees and others to plant in their house 154no’s

• AUDCO conducts General and Fire safety Awareness to

families of employees through “Nam Kudu bam”

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 AWARDS RECEIVED BY AUDCO

External Recognition

CII-EXIM Bank Commendation certificate for strong commitment

to Excellence’
A selected range of AIL products were qualified for very stringent
fugitive emission services at CETIM, a third party laboratory
located at France and approved by Oil majors such as ‘TOTAL’
and ‘Shell’. With this qualification AIL would be able to supply
valves for future “Green” requirements with stringent fugitive
emission controls.

Because of its technical competency, AIL actively participates in

various national and international forums and conferences such as
Valve World – Netherlands, ACHEMA - Germany, etc. Two
papers from R&D have been selected for a technical presentation
during the current year valve world conference 2010.

AIL also actively participates in the review of many international

Valve standards and customer’s specification. A few of them
includes API (American Petroleum Institute), ‘Saudi Aramco
Material System’ and ‘Shell’ specifications. The Table

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 below shows the list of papers that were presented in recent years

TABLE

Forums Papers Presented from R&D

Valve world ‘04  Valves for High pressure/High temperature

 Optimization of Gas Column length for cryogenic valves

Valve World ‘06  Design Approach for LNG Valves - Way Ahead
 Flow analysis in Valves - Theoretical vs. Experimental
 Design Validation of High Pressure Globe & Check Valves

Valve world ‘08  Fugitive Emission compliance - Challenges faced by Valve

manufacturers
 Valve Packing Systems For High Temperature Applications
 Casting Simulation as a tool in Valve Design

Valve World ‘10  Safety in Pressure Testing of Valves,

 Sizing and selection of swing check valves – Focus on end-
user application

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Pressure Vessel & Piping  Design of High Pressure Valves- The Challenges
OPE ‘06

Flotek Global Conference ‘07  Analyzing flow through valve – CFD Vs Experimental
validation

CONCLUSION

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CONCLUSION

This intern-ship programme enabled me to

undergo the training, which made me to understand the functions,
rules and responsibilities of Personnel department. I am very
grateful to AUDCO INDIA LTD, which gave me an opportunity
to gain the practical knowledge about the personnel department.

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