DECLARATION

I hereby that this submission in my own work and that to the best of my knowledge and belief,it
contain no material person or written by another person nor material which to a accepted for the
award of any another degree or diploma of the university or other institute of higher learning,
except where due acknowledgement has been made in the text.

NEERAJ SINGH

MBA IV SEM

ROLL NO.1375770029

1
 PERFACE

The HR JOB first we have to clear the meaning of JOB and HR separately.

“A British Foreign Office official looking back over a career spanning the first half of the
twentieth century commented: ‘Year after year the fretters and worriers would come to me with
their awful predictions of the outbreak of war.

I denied it each time. I was only wrong twice! ‘Some would see this as the arrogant
complacency to be associated with planners. Critics think of the inaccuracy and over-optimism
of forecasting — the ‘hockey stick’ business growth projections. They regard JOB as too
inflexible, slow to respond to change, too conservative in assumptions and risk averse. These
points are made about any sort of JOB.”

When it concerns Job Satisfactions, there are the more specific criticisms that it is over-
quantitative and neglects the qualitative aspects of contribution. The issue has become not how
many people should be employed, but ensuring that all members of staff are making an effective
contribution. And for the future, the questions are what are the skills that will be required, and
how will they be acquired.

NEERAJ SINGH

MBA IV SEM

ROLL NO. 1375770029

2
 Acknowledgement

I believe that some stage a project always starts taking a life of its own. Once it does the just has
to keen down. Claw at the earth, over tarn the soil and prey for the train.

Acknowledgement is not a mere obligation but an epitome of humility and indebtness to all those
who have helped I the compilation of this project and without. Whom my project would have
been anything but presentable.

My college UTKASH BUSINESS SCHOOL a power house of my all energy and effort which has
given me an opportunity to work and learn at prestigious organization that is true iffco aonla

IFFCO AONLA deform providing professional, target oriented, are practical corporate habitat.
He also helped me in the documentation of my project thesis; and my thanks also go to all the
employees of the National Fertilizers Ltd., Panipath who directly or indirectly extended their
valuable support to the endeavor.

NEERAJ SINGH

MBA IV SEM

ROLL NO. 1375770029

3
 INDEX

1. COMPANY PROFILE

2. AWARDS & RECOGNITION

3. PERFORMANCE

4. UNIT OF NFL

5. PRODUCTS OF NFL

6. HUMAN RESOURCE MANEGMENT

7. WELFARE

8. FINDING OF THE STUDY

9. TRAINING & DEVELOPMENT

9. RESEARCH METHODOLOGY

10. SWOT ANALYSIS

11. QUESTIONNAIRE

12. CONCLUSION

13. BIBLOGRAPHY

4
 COMPANY PROFILE
NATIONAL FERTILIZERS LTD.
Company has performed well during 2011-12. The Company has registered a profit before tax of

Rs. 184.20 crore and a net profit of Rs. 126.73 crores.All plants put together have achieved a

capacity utilization of 105.3% by producing 34.01 lakh tonnes of Urea.

National Fertilizers Ltd. is a Schedule ‘A’ and Mini Ratna Company, which was incorporated on

23rd August, 1974 for setting up of two Nitrogenous fertilizer plants, based on gasification

technology of Feed Stock / LSHS at Bathinda (Punjab) and Panipat (Haryana) having an

installed capacity of 5.11 lakh tonnes of Urea each. The commercial production from these plants

commenced w.e.f. 1.10.1979 & 1.9.1979 respectively. Consequent upon reorganization of FCI in

April 1978, the Nangal unit (including Nangal expansion project) of FCI was transferred to

NATIONAL FERTILIZERS LTD..

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

and commercial production started from 01-07-1988. Expansion of Vijaipur Plant was taken up

in the year 1993 for doubling its annual production capacity. The commercial production from

Vijaipur Expansion Plant commenced with effect from 31.3.97. The Department of Fertilizer

subsequently re-assessed the annual installed capacity of Vijaipur Plants from 7.26 lakh tonnes

of Urea to 8.64 lakh tonnes (each) with effect from 1st April 2000.

Revamp of Urea plant at Nangal for increasing the production from 3.30 lakh tonnes to 4.78 lakh

tonnes per annum was under taken and commercial production commenced from 1st February

5
2001 raising the total present annual installed production capacity of Urea at NATIONAL

FERTILIZERS LTD. to 32.31 lakh tonnes (i.e. 14.86 lakh tonnes in terms of Nitrogen Fertilizer).

The Company also produces various Industrial Products, like Nitric Acid, Ammonium Nitrate,

Sodium Nitrite, Sodium Nitrate, Sulphur, Methanol, Argon Gas, Liquid Nitrogen, Liquid

Oxygen etc besides Bio-fertilizers. Bio-Fertilizers plant at Vijaipur produces three strains of Bio-

Fertilizer (Solid & Liquid) namely PSB, Rhizobium &Azotobacter. Company has also

started marketing of special fungus based bio-fertilizer “Mycorrhiza” under the brand name of

‘Kisan Mycorrhiza’.

The value-added Neem Coated Urea developed by NATIONAL FERTILIZERS LTD. & widely

recognized for its effectiveness is being produced at its three units at Panipat, Bathinda

& Vijaipur. NATIONAL FERTILIZERS LTD. is the first company in India to be permitted by

the Government of India to produce and market Neem Coated Urea.

In order to make different agro products available to the Farmers under single window concept,

Company is presently undertaking trading of various agro-inputs like quality seeds, Compost

Khad, insecticides & Herbicides, imported MoP (Murate of Potash) etc. Company has also taken

initiative to add some more products through trading such as Micro Nutrients (Zinc Sulphate),

SSP (Single Super Phosphate), Bentonite Sulphur, imported DAP and Complex

Fertilizers. Company is also selling BSNL products to the Farmers through its existing dealer’s

network.The Company’s Marketing Network comprises of Central Marketing Office at NOIDA,

three Zonal Offices at Bhopal, Lucknow & Chandigarh, 13 State Offices and about 39 Area

Offices spread across the country.

6
 MANAGEMENT TEAM

BOARD LEVEL

Shri Satish Chandra Chairman & Managing Director

Ms. Neeru Abrol Director (Finance)

Shri R. K. Aggarwal Director (Technical)

Shri Deepak Singhal Joint Secy., Dept. of Fertilizers

V. K. Sharma Chairman & Managing Director

Capt. Pavan Kumar Kaul Director (Marketing)

CORPORATE HEADS

Vigilance Ajoy Kumar Chief Vigilance Officer

Finance & Accounts Rakesh Sahai Executive Director

Corporate Planning &
P.C. Jain Executive Director
Technical
Human Resource & Public
S. N. Mahey Chief General Manager (HR)
Relations
Materials Management Rajiv Johri Chief General Manager

Internal Audit P. K. Kataria General Manager

Marketing S. K. Ghai General Manager (Incharge)

Management Services N. R. Satyapalan General Manager

Company Sectt. & Legal Tek Chand Company Secretary

7
UNIT HEADS

Nangal B. G. Singh General Manager (Incharge)

Panipat R.K.Bhatia Executive Director
Bathinda K.B. Verma Executive Director
Vijaipur I & II S.M.H. Rizvi Executive Director

BANKERS

1. State Bank of India

2. State Bank of Hyderabad
3. State Bank of Patiala
4. Bank of India
5. Punjab National Bank
6. Union Bank of India
7. Oriental Bank of Commerce

AUDITORS

1. S. P. Chopra & Co., New Delhi

2. 2.KPMC & Associates, Ghaziabad

REGISTRAR & TRANSFER AGENTS

Mas Services Limited : T-34, IInd Floor, Okhla Industrial Area-II, New Delhi-110020

8
 OBJECTIVE

 To produce and market fertilizers and by products efficiently and economically besides
achieving a reasonable and consistent growth.

 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 carry out R&D activities for increasing plant availability energy savings, process
improvement and utilizing efficiently in the application of chemicals and fertilizers
associating networking with other companies.

 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.

9
 VISION

A world class
Innovative
Competitive
Profitable Fertilizers Enterprise Providing total business solution.

MISSION

TO be leading Indian Fertilizers Enterprise providing quality product system and service in
the field of transportation, infrastructure, electricity and other potential areas.

VALUES

Meeting commitment made to external and internal customer.

Foster Learning creativity and speed of response.
Respect for dignity and potential for individual.
Loyalty and ride in the Company
Team Playing.

10
 COMPANY ANALYSIS

Production Performance

The Company, during 2011-12, produced 34.01 lakh tonnes of Urea (105.3% of installed

capacity) as compared to 33.80 LMT in previous year. The company registered ever best

production of 639568 tonnes of Neem Coated Urea during 2011-12 against 120067 tonnes

during 2010-11.

Financial Performance

During 2011-12, the Company registered a turnover of 7286 crore (provisional) against 5791

crore during 2010-11.The turnover is higher due to higher sales volume & increase in subsidy

due to increased prices of petroleum products & Natural Gas and accountal of sales above cut-off

quantity at Vijaipur-II on Import Parity Price of Urea.

Sales & Marketing

Urea

Company’s prime business is production and sale of urea. It sold 33.89 lakh tonnes of Urea

(including 6.4 lakh tonnes of Neem coated Urea) against 33.59 lakh tonnes (including Neem

Coated Urea of 1.21 lakh tonnes) in the previous year.

11
Industrial Products

Sales performance in the Industrial Products segment, which include Nitric Acid, Ammonium

Nitrate (Lumps & Melt) has been significant at `171 crore vis-à-vis `122 crore in the previous

year, registering a growth of 40%. This included, sales worth `38 crore of Ammonium Nitrate

(Melt), a new product marketed this year.

Bio-Fertilizers

During the year Bio-fertilizers (powder and liquid) worth `2.59 crore were sold against `0.87

crore in the previous year.

Agri-Business

The Company has been making foray into diverse agri-based business viz. Seeds, Compost,

Micorhizza and Bentonite Sulphur. During the year, turnover of `22.72 crore was achieved

compared to `10.28 crore in the previous year primarily on account of sale of seeds.

Promotion of balanced use of fertilizers

During the last three decades, the Company has been working closely with farming community

by ensuring supply of quality fertilizers and other agri-inputs. Company believes in marketing its

products and services through extensive field demonstrations coupled with an effort to build

elationships with the end users, the farmers. To promote Company’s "Kisan Urea" as a

household name, various promotional activities including 100 farmers education programmes, 40

dealers/retailers orientation programmes, 415 field days, 120 block and front line demonstrations

12
were organized during the year. Company participated in 44 kisan melas in its marketing

territory spread across 18 states.

Company has four Mobile Soil Testing units attached to Nangal and Vijaipur Units and

Lucknow and Bhopal Zonal Offices. It also has five static Soil Testing Laboratories at Nangal,

Panipat, Vijaipur, Bhopal and Barabanki. One more static Soil Testing Laboratory is being set up

at Balasore in Odisha. Micro Nutrient’s Labs at Nangal, Vijaipur and Panipat Units are also

being set-up. During the year, 48276 Samples for macro Natural Gas Pipeline at Bathinda Unit

nutrients and 766 samples for micro nutrients were analyzed.

15 Trials on non-pressure Urea Ammonium Nitrate solution have been laid out at Punjab

Agriculture University, Ludhiana. 33 Trials on use of Liquid Bio-Fertilizers were conducted at

Kisan Vikas Kendras in the marketing territory of the Company.

13
 AWARDS
&
RECOGNITION

Company excelled in performance in various areas, which got recognition from various quarters
during the year. The company has received “Excellent” rating for the MoU 2010-11 which is
11thexcellent rating in a row. Company has won the following prestigious awards during2011-
12:

a) Two state level Safety Awards viz. ‘WINNER’ for the year 2009 & ‘RUNNERUP’ for

the year 2008 from Government of Haryana for “Lowest Frequency rate” for Panipat

Unit.

b) First Award for excellence in ‘Cost Management’ in the category of Large Public sector

Undertakings for 2010 from the Institute of Cost and Works Accountants of India

(ICWAI), New Delhi.

c) “Business Achiever” Award in woman category by the Institute of

Chartered Accountants of India to Director (Finance), Ms Neeru Abrol. The evaluation

of the award was done by a Jury panel of eminent persons with Mr. N.R. Narayana

Murthy, chief mentor, Infosys as chairman.

d) Scope Excellence Award 2009-10 to Director (Finance), Ms Neeru Abrol

for “Outstanding Woman Manager” among all the CPSEs from Hon’ble Prime Minister

of India at Vigyan Bhawan, New Delhi.

14
PERFORMANCE

15
16
17
 MOU RATING:

YEAR RATING
2010-11 Excellent
2009-10 Excellent
2008-09 Excellent
2007-08 Excellent
2006-07 Excellent
2005-06 Excellent
2004-05 Excellent
2003-04 Excellent
2002-03 Excellent
2001-02 Excellent
2000-01 Excellent
1999-00 Very Good
1998-99 Good
1997-98 Very Good
1996-97 Fair
1995-96 Excellent
1994-95 Excellent
1993-94 Excellent
1992-93 Excellent
1991-92 Excellent

18
MANUFACTURING & MARKETING NETWORK

19
The complete farmer satisfaction through best services is the drawing force of NFL’s marketing,

strategy. The Company has expanded its programme from improving the crop productivity at

farm level to the overall development of the farming community.

To provide to the farmers high quality products in the right time, NFL has an extensive and

integrated marketing network.

The Company provides a comprehensive capsule of various fertilizer promotion activities, which

includes agronomical programmes, use of extension media, publicity and farmer development

programmes.

20
CORPORATE SOCIAL RESPONSIBILITY AND
AGRICULTURE EXTENSION ACTIVITIES:

During the year 2010-11 & 2011-12, company earmarked 3.0 crores & 3.25

crores respectively on CSR, against which a total expenditure of 1.90 crores has been incurred

till 31-3-2012 (estimated) and 4.35 crores is being carried over to the year 2012-13 as per DPE

guidelines. The details of the work carried out under CSR by Units and Marketing division in

various districts viz. Guna, Hoshangabad & Indore in M.P., Jalgoan in Maharashtra, Solan in

H.P., Nangal & Bathinda in Punjab, Panipat in Haryana, Jhansi and Badayun in U.P. and

Mayurganj&Balsore in Odisha are as under:

a) Basic Amenities: Drinking water facility, Approach roads, Toilets, Water tank, Tube wells,

Overhead tanks, Anganwadies, Compost structures like NADEP / Vermi Pits, training on low

cost agriculture practices to the Farmers etc.

b) Children education: Provided Kitchen shed, Boundary wall, Sports infrastructure, Force lift

pump, furniture, computers, ceiling Fans to the primary and middle schools in various villages

situated in States of U.P, M.P, H.P & Haryana. 2245 beneficiaries were benefitted.

c) Women Empowerment: Provided Multipurpose Women empowerment centers, stitching &

sewing machines, Floor and Masala Grinding Mill and training programs on

stitching/Embroidery/Food processing/Beautician/Sanitary pad making/Soft toys making etc.

under women empowerment initiative in the States of U.P, M.P & H.P. 312 beneficiaries were

benefitted.

21
d) Afforestation: Around 73000 saplings planted.

e) Installation of Solar Lights: 45 Solar Lights were installed at 8 adopted villages in the States

of U.P, M.P, H.P, Punjab& Haryana.

f) Children & Women Health Camps: 20 Children and Women Health camps were organized at

various villages in the states U.P, M.P, Himachal Pradesh, Haryana and Maharashtra. 5546

beneficiaries were benefited by these camps.

g) Animal Health Camps: 20 Health camps were organized in various villages of States U.P,

M.P, Himachal Pradesh, Haryana, Rajasthan and Maharashtra. 7270 no. of beneficiaries were

benefited by these camps.

h) Water Harvesting / Ground water recharging: 7 Water harvesting structures were constructed

(4 stop dams in Bhopal zone, renovation of 2 ponds and construction of a water harvesting tank

in Chandigarh zone)..

ENVIRONMENT MANAGEMENT

The company accords highest priority to industrial safety, Ecology & pollution control and has

adopted 3R’s approach i.e reduce, reuse, recycle in an effort to have zero effulent discharge

plants. Company has adopted an extensive Afforestation program. All the statutory standards are

met by respective units.Silo system for collecting fly ash from ESP Hoppers using dense phase

pneumatic conveying system has been installed at Panipat, Bathinda and Nangal Units for

22
excavation of cash from the plants. This has helped to contain the ecological concerns in fly ash

disposal.

All the Units are ISO 9001-2000 certified for Quality Management System, ISO- 14001 certified

for Environment Management System and have received OHSAS- 18001 certification for

occupational health and safety management system.Company is putting up a Carbon Dioxide

Recovery plant of 450 MTPD capacity for recovery of CO2 from Flue gases of Primary

Reformer at Vijaipur. This will help in reduction of discharge of greenhouse gases.

HEALTH & HYGIENE

1. Health Camps have been organized in adopted villages

2. Spreading awareness through Village Health Workers and Guest Doctors on health

related issues like hygiene, sanitation, safe drinking water, communicable diseases,

diarrhea, STDs / AIDS, immunization, family planning etc.

WOMEN EMPOWERMENT

1. Training programs on stitching, food processing, mushroom cultivation, Vermi

composting.

2. Programs to give training on Self-employment. It aims at making women financially self-

reliant

23
CHILDREN EDUCATION

1. Renovation and maintenance of school buildings. It will improve the safety & security of

students.

2. Provision of essentials for students such as bags, books, furniture and clean drinking

water in schools.

3. Construction of toilets to improve sanitation facilities in schools.

4. Providing IT infrastructure and books for library.

24
 MODENIZATION & EXPANSION

The year 2009-10 was a landmark year for the Company. Consequent upon notification of

remunerative investment policies by Government of India in Urea sector, the Company has

undertaken a number of projects as follows:-

Revamp of fuel-oil based plants at Panipat, Bathinda & Nangal Company has undertaken revamp

of fuel-oil based plants at panipat, Bathinda & Nangal for change over of feedstock from

FO/LSHS to a cheaper and environment friendly energy resource i.e. NG/RLNG. Zero date of

these projects has been fixed as 29th January 2010. These projects involve a total investment of

4066 crore and gestation period of 36 months from the zero date i.e. 29th January 2010.

Contract for revamp of Panipat and Bathinda units has been signed with M/s Larson & Toubro

(L&T) on 10th March 2010 and for Nangal unit with consortium of M/s Tecnimont ICB (TICB)

on 12th May 2010. M/s Project & Development India Limited (PDIL) has been engaged as

Project Management Consultant for all the projects.These projects shall not only result in better

environment but also result in savings on account of subsidy payoffs by GOI.

Capacity Augmentation & Energy Saving Project (ESP) at Vijaipur Company has undertaken

Capacity augmentation of urea plants at Vijaipur-I & II by 16% and 23% respectively including

installation of Carbon Dioxide Recovery plant at an estimated investment of around 620 crore.

The total urea capacity after completion of Energy Saving project at Vijaipur-I and Capacity

Enhancement Project at Vijaipur-II is expected to be 6261 MTPD. Basic engineering for

Ammonia-I, Ammonia-II, Urea-I and Urea-II has been completed. Procurement of equipment is

in progress. The projects are expected to be commissioned by 2011-2012.With the

25
commissioning of these capacity augmentation, the total capacity of the company shall be

increased by 10%.

Consultancy

NFL has a proven track record of over two decades in the areas of Project Management, Plant
operation and Maintenance etc. NFL provides its expertise in the areas of specialised services.

Maintenance of Rotary Equipments

Heavy Equipment Erection

NFL is well known for taking up assignments in India and abroad in the fields of:

 Commissioning Activities of Plant/ Equipments

 Heavy Equipment Erection supervision

 Complete operation of Chemical plants on a continuous basis

 Overall maintenance of plants; Specialised maintenance and repair

services/shutdown/turn around jobs.

 Special maintenance & repair services for rotatory equipment, like pumps, compressors,

turbines etc.

26
  Energy Audits leading to energy savings

 Safety Audit Services

 Design and monitoring of Environment Protection Systems

 NDT, Corrosion and RLA services

 Laboratory Services

 Training of technical manpower in Operation Maintenance and Safety Management

 Consultancy in Project Management

Assignments Taken Abroad

 Assistance in checking the operatability and maintainability of PETROBRAS

Fertilizer Plant in Brazil and training of Specialist Welders.

 Assistance in operation and maintenance of Ammonia and Methanol Complex of Gulf

Petrochemical Industries Co., Bahrain.

 Assistance in operation and maintenance of Ammonia Plant of NAPETCO, Libya

through UNIDO.

27
 UNITS OF NFL

PANIPAT UNIT

National Fertilizers Limited,

Gohana Road, Panipat,

Haryana-132106,

Tel :0180- 2652481 to 485 ,2655570

Fax :0180- 2652515

Email : nflpanipat@nfl.co.in

Panipat, a district head-quarter is situated on National Highway No.1 at a distance of 90 km

from Delhi. It is one of the oldest and ancient cities of India. The History of Panipat dates back

to the Era of "The Mahabharata". Its old name was 'Paniprastha'. Panipat has witnessed three

historic battles in the Past which changed face of India. The first battle (21st April 1526) was

between the Mughal chief Babar, then ruler of Kabul, and Sultan Ibrahim Lodi of Delhi. Ibrahim

was killed, and his army was defeated. This marked the beginning of the Mughal Empire in

India. The second battle (20th January 1556) ended in a victory for Bayram Khan, the guardian

of the young Mughal emperor Akbar, over Hemu. The third battle (14th January 1761) ended the

Maratha attempt to succeed the Mughals as rulers of India. The Maratha army, under the Bhao

Sahib was trapped and defeated by deceit by the Afghan chief Ahmad Shah.

28
Panipat District of Haryana is spread over an area of 1268 Sq Km. It is famous for handloom,

woollen carpets, blankets, khes and darris. The district comprises two Sub-Division, 3 Tehsils

and 5 blocks having a population of 12,02,811 (as per 2011 census) with 32% of urban

population. Panipat established its name on the industrial map of country with the setting up of

National Fertilizers Limited Plant, State owned Thermal Power Plant, Co-operative Sugar Mill,

and Rs.4000 crores Oil Refinery of Indian Oil Corporation. With over 12000 small-scale units

and 49 medium & large scale Industrial Units, the city occupies a distinctive position among the

Industrial Towns of the Country.

SALIENT FEATURES OF PANIPAT UNIT

Installed Capacity: 511500 MTPA

Capital Investment: 338.27 Crores

Commencement of Production: September 1, 1979

PROCESS

Ammonia: Shell Gasification of Fuel Oil / LSHS

Urea: Mitsu Toatsu Total recycle C Improved for PT and BT and

Technimont Total Recycle Process for NL T

Raw material: Coal , Fuel-oil/LSHS, Power,

WaterCaptive Power Plant : 2 x 15 MW

29
PLANTS UNDER PANIPAT UNIT

30
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. The fuel is partially oxidized in the gasification reactor at 1,350 degree C by shell

gasification process. The raw gas produced in the reactors mainly consists of H2, CO, CO2 and

H2S. The heat generated in the process is recovered in the waste heat boilers to produce High-

pressure steam at 100 Kg/Cm2.about 80% of the carbon produced in the Gasification Reactors,

is recycled along with the feedstock.

Hydrogen Sulphide (H2s) in the raw gas is removed by absorption in cold methanol in
desulphurisation Section of Rectisol. The Carbon monoxide (Co) in the desulphurised gas is
converted to Carbon Di Oxide (CO2) by double stage H.T. Shift Convension. The CO2 is,
process
gas in Decarbonation Section of Rectisol. 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. H2S in the form of clause gas is sent to
Sulhur Recovery Plant for recovery of Sulphur. The CO2 gas is sent to Urea Plant for
synthesizing
with Ammonia to manufacture Urea. An Absorption Refrigeration Unit (ARU) provides
refrigeration in Rectisol Section.

31
 AMMONIA PLANT

The process gas from Rectisol Section is sent to the Nitrogen Wash Unit (NWU) to remove the

traces of impurities (CO, Methanol, and Methane) by liquid Nitrogen wash. Nitrogen is further

added to the process gas (i.e. Hydrogen) to obtain a ratio of 3 : 1 of N2 & H2. 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.

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. In ASU, the atmospheric Air is

compressed to 7 Kg/Cm2 and liquefied. Oxygen and Nitrogen are separated in HP and LP

Distillation columns at cryogenic temperatures.later, removed from the Urea Plant is designed

to produce 1,550 TPD based on Mitsui Toatsu Total Recycle ‘C’ improved process. The
Ammonia

and Carbon Di-oxide, produced in Ammonia plant, are pressurized to about 250 Kg/cm2

pressure. Synthesis takes place in Urea Reactor, where Ammonia and CO2 react at 250 Kg/cm2

32
pressure and 200 degree C temperature to produce Urea. The Reactor outlet products are then

decomposed. The Urea solution, produced in this process, is crystallized in the Vacuum

Crystallizer. Crystal slurry is centrifuged to separate crystals, which are then dried in the dryer

and pneumatically conveyed to the top of prilling tower. Urea crystals are melted in the melter

and the molten Urea is sprayed through Acoustic Granulators from 68-meter high prilling

tower. Urea in the form of prills is collected at the bottom of the prilling tower on CFD bed,

where it is cooled by air. Products Urea is, then, sent to Bagging Plant and bagged in 50 kg bags.

SMC

S: - STEAM GENERATION PLANT

M: - MATERIAL HANDLING

C: - CAPTIVE POWER PLANT

CAPTIVE POWER PLANT

The Captive Power Plant has been installed to meet the total power requirement of
33
the plants. Two Turbo Generation of 15 MW each, generate power at 11 KV. The

Power Plant can be run in parallel with the northern grid or in isolation. A Boiler of

210 t/hr. has been provided to supply steam to the Turbo Generators and meet part

of the steam requirement of the process plants. The Boiler is designed to operate on

coal with support oil or fully on fuel oil.

PROCESS OF MANUFACTURING UREA

For manufacturing urea, first of all fuel oil is burnt at 1350 oC & we get Carbon monoxide (CO)
&

Hydrogen (H2). With the help of air separation unit Nitrogen gas is separated from air. Carbon

monoxide is converted into Carbon dioxide. Then Nitrogen & Hydrogen is combined to get

Ammonia & then by the reaction of Ammonia & Carbon dioxide we get Urea. This is the whole

process of manufacturing Urea:-

Burning at 1350oC

Fuel Oil CO + H2

Extracting

ASU (Air separation unit) N2 (Nitrogen) + O2 (oxygen)

N2 + 3H2 2NH3

CO CO2

34
NH3 + CO2 UREA

PRODUCT MANUFACTURED AT NFL, PANIPAT

MAIN PRODUCT –UREA

Kisan urea is highly concentrated, solid, nitrogenous fertilizer, containing 46.0% nitrogen. It is

completely soluble in water hence nitrogen is easily available to crops. Kisan Urea is ideally

suitable for all type of crops and for foliar spray, which instantly removes nitrogen deficiency.

Kisan Urea also has a strong and long lasting effect on crop resulting in quality crops. Carbonic

acid present in Kisan Urea helps in absorption of nutrients like phosphate and potash by roots

of crop.

PRODUCTION PERFORMANCE
Peaks in production scale are as follows:-

RECORDS:

35
 Highest production of ammonia on single 1041MT (against 900MT/Day rated
day capacity) on 02.1.1998

Highest production of urea on single day 1918MT (against 1550MT/Day rated

capacity) on 17.12.2000

Highest annual production of ammonia 316619MT (against 297000MT rated

capacity)
(97-98)

Highest annual production of urea 562250MT (against 511500MT rated

(97-98) capacity)

NEEM COATED UREA

INTRODUCTION

Agronomical trial on Paddy and Wheat crops with Neem coated Urea as

source of Nitrogen has produced significantly higher yield at research

and farm level. Looking into the potential of Neem Coated Urea and

its acceptance by the farmers, Ministry of Agriculture in July2004

, included the Neem Coated Urea in FCO. The use of Neem Coated

Urea has been found to improve the uptake of N, P and K significantly

. Since 2008 the, Ministry of Chemicals and Fertilizers allowed Neem Coated Urea manufacturer

to sell NCU at 5% above the MRP, to recover the cost of coating, however cost of Neem Oil and

production as such of Neem Coated Urea has increased significantly. As per GoI notification, a

company can produce and sell Neem Coated Urea equivalent to the maximum of 35% of its total

installed capacity of Urea. Efficient use of nutrient is one of the foremost concerns of the

agriculture scientist in increasing the farm output at farmer field level. Balanced use Nitrogen,

36
Phosphorous, Potassium along with the requirements of secondary and micronutrient increase

the yield at economic level. Of the three major Nutrients Nitrogen, Phosphorous and Potash,

nitrogen has received the maximum attention because of many reasons. Nitrogen gets easily
converted to available forms from various types of fertilizers that are being applied for crop

nutrition. Also nitrogen in Nitrate form is highly mobile and get lost through the process of

leaching especially under irrigated conditions. Nitrogen is also lost in the process of

de-nitrification where the nitrate form is back converted into Nitrogen and Ammonia and lost to

atmosphere.There are many references available on Nitrogen that indicates that the recovery of

nitrogen under irrigated and submerged condition is hardly 35% due to various kind of loses it is

subjected to such as de-nitrification, ammonia volatilization and leaching. In the world 50% of

nitrogen is supplied through Urea and the scenarios in India are no different. In order to keep the

nitrogen losses at minimum level, agricultural scientist have come out with various agronomical

recommendations, to reduce these loses. The prevalent recommendations are split application,

band placement, and deep placement using the see drill. All these practices make available the

right quantities of requirement at the place of absorption. Application of bigger granules of urea

retards the dissolution.

In addition to agronomical practices, various kind of nitrification inhibitors such as Nitrapyrin

(N-Serve) and Terrazole (Dwett) were developed in USA. These Nitrification agents are very

expensive and add to the already high cost of crop production in India.Keeping in view the low

Nitrogen use efficiency it has been felt to find out the use of some indigenous use of material and

coating process for reducing the nitrogen losses from Urea. Use of Neem oil in various form

such as Neem oil cake, Neem oil and other Neem product have been found useful in reducing the

release from Urea and increase its use efficiency. Neem oil contains various kind of bitter,

especially the Meliacins that have been identified in retarding the process of nitrification of Urea.

37
PRODUCTION OF NEEM COATED UREA AT NFL

National Fertilizers Limited, in the year 2002, standardized the techniques for production of

Neem Coated Urea in situ, at its Panipat Unit. Since then many changes have been made in the

process and applicant solution, to have a uniform and consistent coating of Neem oil on urea

prills, to maintain the concentration of Neem oil content as per the specification prescribed in

FCO. Based upon the results of extensive field trial where Neem Coated urea was found to be

agronomical superior to normal prilled urea, NFL became the first company in India that was

granted the permission to produce and market the Neem Coated Urea, vide Govt of India

Notification No S.O.807 (E) dated 9 July 2004 .Today the company has facilities at all its 3 Units

namely Bathinda, Panipat and Vijaipur, for production of Neem Coated Urea. Neem coated urea

produced at these production facilities is marketed in all the 14 States where the company is

marketing its Urea.

YEAR WISE UNIT WISE PRODUCTION OF NEEM COATED

UREA(INMT)

Unit
Year Total
Bathinda Panipat Vijaipur
2003-04 12627 61090 - 73717
2004-05 112004 102476 9762 224242

38
 2005-06 147677 143018 197400 488095
2006-07 56085 74603 184575 315263
2007-08 38762 6187 57820 102769
2008-09 2355 182 9377 11914
2009-10 12163 8673 16812 37648
2010-11 40283 40137 39646 120066
2011-12 73829 131570 434169 639568
2012-13
17630 52872 107563 178065
(up to June 2012)
Total 513415 620808 1057124 2191347

FRONT LINE DEMONSTRATIONS

Since 2004-05, NFL has been regularly conducting 200 to 250 front line

demonstrations, at farmers’ field, in close collaborations of the respective State Agriculture

Universities, in the states of Punjab, Haryana, Rajasthan, UP, MP Chattisgarh. The Yields in the

treatment where Neem Coated Urea has been used, has increased from 6-11% depending upon

crop and location.

OTHER BENEFITS

Apart from the increase in yield, Neem Coated Urea application has other use full effect in

paddyand wheat crops. At one of the locations in the state of UP, farmers have observed that the

menace of Neel Gai has reduced significantly in paddy crop. In yet another observation, at

Panipat, farmers observed no incidence of leaf folder and,stemborer in paddy crop.

stemborer in paddy crop. At Sangrur and Gurdaspur, in the States of Punjab, farmers

observed that the incidence of white ant was reduced with the use of Neem coated Urea in wheat

crop. This is because of fragrance of Neem oil that on dissolution was released in the standing

water in the standing water and insecticidal properties of Neem.

39
HUMAN RESOURCE MANAGEMENT

The Corner stone of NFL's meritorious track record is its human resource. At NFL, we firmly

believe that our employees are our most valued resources.

NFL has always been a forerunner in the fertilizer sector and this has been made possible

through the company's thrust on human resources development.

NFL offers a host of exciting career/opportunity to dynamic/young/qualified individuals in

Production/Maintenance/Marketing/Finance and Human Relations. NFL has three induction

levels Management Trainees/Technicians & Operator Apprentices & Commercial Apprentices.

Developmental and functional programs based on training needs, as judged in the area of

updation of technical supervisory and managerial skills alongwith specialized requirements from

time to time.

The services which have been developed in the area of Training and Development within the

organization are readily available to other organizations within the laid policies and procedures

of the Company.

40
The Company's concern for its employees is reflected through its efforts in the area of health,

safely and welfare of its employees. NFL not only meets the statutory obligations, but has

undertaken numerous voluntary measures beyond the statutory requirements. The Company has

well equipped hospitals, canteens recreation clubs, housing facilities, schools and safe working

environment. The onus of NFL's high production levels lies on harmonious and cordial industrial

relations at all its manufacturing Units. The Company has not lost even a single manday on this

account.

To cater to the needs of training and development, NFL has a well defined and well designed

training plan. Major activities undertaken by HRD are:

Recruitment and Training of Trainees at various levels viz. officers, supervisors and workers.

Organizing of developmental and functional programs based on training needs, as judged in the

area of updation of technical, supervisory and managerial skills long with specialized

requirements from time to time.

Imparting of training to people from other organizations within India and abroad.Formulate

policies regarding manpower deployment on hire to other organizations within India and abroad.

The services which have been developed in the area of Training and Development within the

organization are readily available to other organizations within the laid policies and procedures

of the Company.

The company has always believed that human resource is its most important asset and continues

to work for its development and realization of its potential. To achieve growth and to foster

41
motivational climate, several initiatives were taken up during the year. Modified Performance

Related Pay Scheme for Executives and Non- Executives has been implemented and Group

Productivity Allowance Scheme has also been introduced. The company has introduced

Employees Economic & Social Rehabilitation Scheme, which protects the welfare of the family

in case of demise/permanent disablement of employee during service. A new pension scheme for

the benefit of employees is in the process of implementation.

During the year, to inculcate leadership qualities with high values, moral and ethics in all

supervisory staff and managerial cadre. Manpower strength of the company as on 31.03.2012

was 4515 comprising of 1942 Executives and 2573 Non-Executives.

The Employer-Employee relationship continued to be harmonious during the year. There was no

loss of production due to any adverse IR situation. The schemes for employees participation in

Management continue to function succeefully. There were continuous interactions between the

Management and employees representatives on various issues keeping in view the best interest

of employees and the company.

The company continues to make efforts for improving employees health, well being and welfare

and has taken steps for providing recreation, education and general welfare of employees.

MANPOWER STATUS AS ON
30-06-2012

Unit Name Total Employees Executives Non-Executives

Nangal 1429 359 1070

42
 Bathinda 801 327 474

Panipat 803 357 446

Vijaipur 815 408 407

CMO 439 311 128

C.O 165 138 27

Total 4452 1900 2552

Percentage 42.67 57.32

CORPORATE OBJECTIVE

 NFL is an instrument to the society .To achieve this NFL must:-

 Select capable people and improve their knowledge and skills on organized basis.

 Motivate and enthuse the employees to achieve higher productivity with team spirit.

 Lay down integrated objective, define individual goals and maintain an atmosphere
conducive to achieve this goal.

MICRO OBJECTIVES

 To achieve higher productivity.

 Conducting R & D.

43
 To increase profitability.

 To improve marketing and consumer services.

 To maintain and develop proper organizational environment.

 To work out diversification.

 To promote development of ancillary industry.

FUNCTIONS OF HR DEPARTMENT
AT N.F.L

1. ESTATE:- Estate means the part of land or the area that comes under the NFL. It
also includes township and CISF colony of NFL .The houses are allocated to the
employees on the basis of their post or seniority. Mr B.S. JANPANGI does proper
utilization of land and building.

2. ADMINISTRATION:-Mr. JANPANGI is the head of administration .He solves

various problems related to the administration of the organization. Under this role he
also makes arrangements for various tasks time to time.

44
3. 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 .To maintain beauty & working environment inside the organization, employees
are encouraged for growing trees & to maintain green grass parks.

4. FURNITURE AND FIXTURE:- Furniture & fixtures are required by every

organization . At NFL Mr. JANPANGI makes proper arrangement of furniture &
fixtures as & when required.

5. DISPATCH:- Dispatch means the various letters ,circulars & memos required by
every organization for the proper maintenance of their records. Mr. JANPANGI
makes arrangements for all these dispatch.

6. FAX /TELEPHONE:- fax /telephone is also required by every organizations for

making contacts with different deptt. Inside organization also with other
organizations. Mr. JANGPANGI makes arrangements for all these according to their
requirements.

7. GUESTHOUSE:- As NFL is a big organization, so visitors & outsiders come to visit

it. There is proper arrangement for their stay.

8. RECRUITMENT:-Whenever there is vacancy in the organization then it tries to

attract more and more people to apply for that. Recruitment is not a process of
selecting the candidates but it ends with the receipt of applications.

9. ESTABLISHMENT:-Once a candidate is selected for a particular post, then all his

documents relating to qualification, age & other factors are verified in establishment

45
 department. Also the activities & performance of every employee including
promotions are recorded in it. Mr. ALOK VERMA handles all these activities.

10. PUBLIC RELATIONS:- The public relations of an enterprise affects its profits to a
large extent .Mr. ALOK VERMA tries to establish harmonious relations with the
members of public to increase the profitability of the enterprise .

11. MEDICAL CLAIMS:- As NFL provides medical facilities to all of its

employees .NFL gives fund to its employees against their proper medical claims. Mr.
ALOK VERMA verifies all the documents relating to medical claim.

12. COMPUTERISATION:- In the present scenario the role of computers is very

important in every organization. These stores huge amount of information relating to
enterprise.

13. STATISTICAL CELL:- Various documents are required by the organization for the
proper flow of information from one place to another. Mr. ALOK VERMA handles
statistical document.

14. APPRENTICE:-There is a provision for the training of apprentice inside NFL. Mr.
ALOK VERMA handles trade & technical apprentice.

15. INSURANCE:-Mr. ALOK VERMA handles the problems relating to the insurance of
employees

16. LIAISONING:-Mr. ALOK VERMA also works as liaison officer .In the role of
liaison officer he tries to establish harmonious relations with other departments &
other organizations to improve the productivity of the organization.

46
 SOME OTHER IMPORTANT
FUNCTIONS OF HRD

Assessing training

needs for Tech. apprentice employees

Organizing house training programmes

FUNCTION OF PERSONNEL MANAGEMENT

The function of personnel management may be divided into three parts-

47
Planning Procurement of personnel Rules & regulations

Organizing Development of personnel Laws

Staffing Compensation to personnel Discipline

Directing Employees benefit schemes Code of conduct

Controlling Maintaining good industrial

relations

Record keeping

Personnel planning & Evaluations

Personnel audit & Research

MANAGERIAL OPERATIVE ADVISORY

P&A AS A CENTRAL SUB SYSTEM IN AN ORGANISATION

FINANCE
SUBSYSTEM

48
 TECHNICAL
MATERIAL P&A
SUBSYSTEM
SUBSYSTEM SUB SYSTEM

MARKETTING

SUBSYSTEM

OBJECTIVES OF P&A

The objective of P&A is to attain maximum individual development, desirable working

relationship between employers & employees and employees & employees. So there must be
effective molding of human resources as contrasted with physical resources. As a result there is
an integration of interests of employees and management:

49
 INTEGRATION OF INTERESTS

EMPLOYEES INTEREST MANAGEMENT INTEREST

Recognize as an individual. Lowest unit personnel cost

Opportunity for expression Maximum productivity

Economic security Availability and stability

Interest in work Co-operation of employees

Safety, healthy working conditions Loyalty of employees

Acceptable hours of work High org morale

Fair and efficient leadership Intelligent initiative of emp.

HUMAN RESOURCE DEVELOPMENT

IN NFL

The company considers its employees as its greatest asset. It takes care of training needs of the

individual employees. A separate HRD Department is established for the purpose.

50
HRD Department, periodically organizes in house training programmes for the development of

skills and updating the knowledge of the employees. The employees are also deputed for

institutional training conducted by outside agencies.The managerial staff is exposed to the

management programs like motivation, communication, team building, leadership etc.

For the less qualified employees, there is a scheme to improve their qualification. Part time

classes are conducted for advanced courses.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.

51
WELFARE

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, when the royal

commission on Labour stated, the benefits, which go under these nomenclature are of great

importance to the worker and which he is unable to secure by himself. 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.

The encyclopedia of social science has defined Labour welfare work as, the voluntary efforts of

the employer to establish, within the existing Industrial system, working and sometimes living

52
and cultural conditions of the Employers beyond what is required by Law, the custom of the

country and the condition of the Market.

In the broader sense, if any include not only the minimum standard of hygiene and safety

laid down in general Labour legislation, but also such as aspects of working life as Social

Insurance schemes, measures for the protections of women and young worker, Limitation of

hours of work, paid vacation etc. In narrow sense welfare in addition to general Physical working

conditions, is mainly concerned with the day-to-day problems of the workers and the social

relationship at place of work.

Welfare is the work, which is usually undertaken within the premises or in the vicinity of

undertaking for the benefit of employee and the members of his family.

The purpose of providing welfare amenities is to bring about development of the whole

personality of the worker is social, psychological, economic, moral, cultural and intellectual

development to make him a good worker a good citizen and a good member of the family.

CONCEPT OF WELFARE

The concept of welfare means some amenities, other than the monetary benefits which
are required to be provided to the workers by their employers. Such measures are required to
maintain the standard of living of the workers to some extent. The central and the state
government have made rules for the safety and welfare facilities for the workers. In this context
so many Acts have been enacted under which certain provisions are statutorily required from the
employers. These different Acts have covered almost all categories of workers. These Acts are as
under: -

 FACTORIES ACT, 1948

53
  MINES ACT, 1952
 LABOUR PLANTATION ACT, 1951
 MOTOR TRANSPORT WORKERS ACT, 1961
 CONTRACT LABOUR REGULATION & ABOLITION ACT, 1970
 INTER STATE MIGRANT WORKERS ACT, 1979
All these acts provide some amenities, which are statutory required. But in practical
viewpoint, 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. The introduction of all the provisions of these Acts
is not satisfactory. Effective arrangements should be made for the introduction of all these Acts.
Special staff should be recruited and maintained to watch the irregularities in the factories and
establishments and to award suitable punishments to the defaulters.

SCOPE OF EMPLOYEES WELFARE

According to the committee on employees welfare, welfare services should mean such

services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and

medical facilities, arrangements for travel to and from the accommodation of workers employed

at a distance from their homes and such other services, amenities and facilities including social

security measures, which contribute to conditions under which workers are employed.

Employee welfare includes both Statutory as well as non-statutory activities undertaken by any

of the three Agencies: -

54
  Employers

 Trade Union

 Government for the physical and mental development of workers.

SIGNIFICANCE OF EMPLOYEE WELFARE

The logic behind providing welfare facilities is to create efficient, healthy loyal and satisfied

Labour force for the organization and also for the nation. In India, industrial workers get the

benefit of various welfare facilities. The purpose is to provide them better life and also to make

them happy and efficient. The other equally important purpose is to raise their productivity

EMPLOYEES WEFARE AT NFL, PANIPAT

The Company is very conscious of the Welfare of its Employees. It provides a number of

facilities to the employees at all the unit.

 At PANIPAT UNIT, there is a Modern Township, which is spread over an Area of 100

acres. There are 900 Dwellings in Township.

55
 Company has provided 30-Bed HOSPITAL in Heart of Township. Hospital is equipped

with necessary Facilities like X-Ray, Clinical laboratory, operation theatre, E.C.G,

Respiratory Equipment etc.

 Management Provides Canteen Facility to its Employees in Factory.

 Playground for all Outdoor games.

 A Community Hall to sit 600 Persons.

 School (Kendriya Vidyalaya)

 Shopping Center

 Members Club

 Bank and Post-Office.

 Facility of ATM in NFL Township

AIMS AND OBJECTIVES OF WELFARE SCHEMES

The aim and objectives of welfare schemes are as follows: -

 It is good since it enables the workers to enjoy a richer and fuller life by providing them

those amenities and conveniences of life, which they themselves cannot provide.

 It is partly economic since it improves the efficiency of labour, increases its availability

where it is scarce or help to secure better class of workers by keeping them contended, it

minimizes the chance of any industrial disharmony and establishes industrial peace.

56
  It develops a sense of responsibility and dignity among the workers and then makes them

noble and civilized citizens.

 It also keeps the efficiency and morale of workers high which creates a sense of honesty

and integrity among workers.

 Subsequent effect of all the above aims establishes a good labour management relation,

which is essential for the smooth functioning of the industry.

 It also encourages worker’s participation in management through suggestions received

from the worker

HR DEPARTMENT HIERARCHY

G.M (HR)

Sr.MANAGER Chief. MANAGER, Additional

HRD P&A CMO

Dy.MGR

(P&A) MANAGER 57

(P&A)
 MANAGER

(P&A)
WELFARE,

SCHOOL,CISF.
CANTEEN,FURNITURE,

BUDGET
MEDICAL P.R

ESTATE, CTV,
STATISTICAL, ESTABLISHMENT
SANITATION
COMPUTER,

ACR/APPS/
GUEST
RECRUITMENT TEL, FAX , DAIR &
HOUSE
.
DISPATCH/ HINDI

EMPLOYEE DEVELOPMENT SCHEME

In welfare schemes, training and development programs for employees is also included.

These programs are done to make employees more efficient.

Incentive admissible to the employees on acquiring higher qualifications while in service of the

company:-

58
S Existing Eligibility criteria for No. of Eligible Categories

no. increments advance

Qualification
increments

a) TECHNICAL

1) Non Matric or Matric/Pre basic 1 Up to the scale of

Rs.5550-8910
Metric with ITI

2) Matric/Pre basic Basic course/ITI 1 Up to the scale of

Rs.5550-8910

3) Matric+ITI/ B.Sc./Diploma in 1 Up to the scale of

ISC/basic engineering/ Rs.6550-11350

course
Adv. Course

4) B.Sc./Diploma AMIE,AMI, 2 Up to the scale of

in engineering/
Chem. Engg/AIC/Post Rs.10750-16750
advance course
graduate diploma in

Prod/Project Mgt. of

two years duration

Awarded by the

Statutory

Univ /Institutions

59
5) Engg. Graduates M.Tech/MBA/P.G. DIP. 2 Up to the scale of

in Project Mgt.
Rs.10750-16750

awarded by Statutory

Univ/ Institutions

b) NON

TECHNICAL

1) Non Matric Matric /Pre basic 1 Below the scale of

Rs.4650-6550

2) Matric/Pre basic Graduate/B.Com 2 Up to the scale of

/Basic/B.A part Rs.6100-9710

1 Inter

3) Graduate/ B.Com a)Master Degree M.A s2 Up to the scale of

Rs.10750-16750
(pub Add)

b)M.A(economic) 2 Up to the scale of

Rs.10750-16750

c) L.L.B 2 Up to the scale of

Rs.10750-16750

60
 d)M.Com/Business 2 Up to the scale of

Admn.) Rs.10750-16750

e)M.Com/M.Com 2 Up to the scale of

(Acc& Business Rs.10750-16750

static/C.A/ICWA/

Company Secretary

f)M.B.A with Sr.liason 2 Up to the scale of

Rs.10750-16750
in Financial Mgmt.

4) DIPLOMA a) P.G Diploma in pers. 1 In case of employee up

Mgt. & Ind. Relation to the scale of

Rs.6550-11300.
b) P.G diploma in
1
Officer Org. & Non technical side

procedures. adv. Increment would

be given only if they

c) P G Diploma in
acquire any of these
material mgt. 1
qualification which
d) P.G Diploma in
could become

Journalism/Diploma in 1 functional relevant to

Public Relation them as & when they

start working.
e) P.G Diploma in

Marketing & Sales

61
 Mgt. 1

5) Post graduate Ph.D 2 Up to the scale of

Rs.10750-16750

SCHOLARSHIP

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, the first three position among SC/ST student) in the

classes mentioned
Class Amount of scholarship

I to IV Rs.35/-

V to IX Rs.60/-
62

X to XI Rs.100/-
against each in the next class tenable for one year provided they continue their studies in the next

class:

Children of employee who secure first & second position would be awarded as under;

Position Board examination University examination

X XII Graduate Postgraduate

1. Rs.3000/- Rs.3000/- Rs.4000/- Rs.4000/-

2. Rs.2500/- Rs.2500/- Rs.3000/- Rs.3000/-

WELFARE EXCURSION SCHEME

A) Two Excursion Trips in a calendar year are arranged by the Club at Unit. However at Mktg.

division & Corporate Office where there are no clubs, such excursion trips are arranged by the

concerned welfare/industrial relations department. Under the scheme, the places to be visited

63
during such Excursion trips are arranged within a distance of 400 km each way from the

township/place of work. One night stay is also allowed for the said trip. However company does

not bear any extra expenses on account of fooding or lodging. The employees make their own

arrangement for night stay and avail their own leave.

B) Management provide hire charges for two buses trip at Unit & total three buses for two trips at

C.O & CMO.

C) A sum of Rs.25/- per member per year is also given to the respective clubs & where there are

no clubs the amount @ Rs25/- per employee availing the facility is placed at such trips. All other

expenses on such trips are however met through the contribution of employees availing this

facility

The above amount is credited to the Optional Provident Fund Amount of the concerned

individual.

BLOOD DONATION CAMPS

NFL time to time organizes Blood Donation Camps & Free Medical Camp to help the society. In

the Free Medical Camp NFL provides transport facilities to the patient from nearby villages.

Consultation, clinical test & medicines are also provided free of cost.

64
NFL also organizes Baisakhi Mela & Diwali Mela for the welfare of the society. From the

income of mela, it helps the needy & poor.

WELFARE AND SPORTS FACILITIES

Following grant/facilities are provided:-

Sports Grant-

Under this head, budget allocations are made for the following:-

1) Annual Sport/Welfare grant.

2) Grants for holding inter – unit Tournaments.

3) Sponsored Tournament.

Two Excursion Trips in a calendar year are arranged by the Club at Unit. However at Mktg.

division & Corporate Office where there are no clubs, such excursion trips are arranged by the

concerned welfare/industrial relations department. Under the scheme, 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. One night stay is also allowed for the said trip. However company does

not bear any extra expenses on account of fooding or lodging. The employees make their own

arrangement for night stay and avail their own leave.

Management provide hire charges for two buses trip at Unit & total three buses for two trips at

C.O & CMO. A sum of Rs.25/- per member per year is also given to the respective clubs & where

there are no clubs the amount @ Rs25/- per employee availing the facility is placed at such trips.

65
All other expenses on such trips are however met through the contribution of employees availing

this facility

The above amount is credited to the Optional Provident Fund Amount of the concerned

individual.

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, the

company will arrange for the transportation of the body.

b) An amount of Rs.2500/- 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.

TOWNSHIP

At Panipat unit, there is a modern township, which spreads over an area of 100 acres. There are

900 dwellings in the township, which accommodate officers, workers. Company also gives

66
liberal house building advance at nominal interest to the employees to construct their own

houses.

HOSPITAL

Company has provided a 30-bed hospital in the heart of the township. Hospital is equipped with

necessary facilities like, X-Ray, clinical laboratory, operation theater, ECG, respiratory

equipment etc. The first aid center is located within the factory premises with an ambulance kept

in readiness. Medical facility is extended to all the employees and their dependents. If required,

patients are sent to the approved outside hospitals and nursing homes for specialist treatment.

MEDICAL FACILITY

IN FAMILY FOLLOWING ARE INCLUDED: -

Family mean’s Husband or Wife as the case may be parents, children’s step children &children

taken as wards, subject to the following conditions: -

Son: - till he starts earning or attains the age of 25 years.

Daughter: - till she starts earning or gets married, whichever is earlier.

The income limit of Rs. 1500 p.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.

67
There are following medical facilities are provided: -

 INDOOR TREATMENT FACILITY.

 OUTDOOR TREATMENT FACILITY.

INDOOR TREATMENT FACILITY: -

Reimbursement towards Indoor Treatment will be restricted as under:

 For self, spouse and dependent children – 100%

 For parents - 80%

OUT DOOR TREATMENT FACILITY: -

Maximum ceiling limit for a financial year on OPD Treatment: - 1.5-month salary.

Reimbursement procedure: -

 100% reimbursement will be made up to one-month salary.

 50% reimbursement will be allowed in case the expenditure on account of OPD treatment

exceeds one-month salary and is up to 2-month salary.

 No reimbursement will be allowed towards OPD treatment in case the amount exceeds 2-

month salary.

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The appointment to any regular post in the company is subjected to medical fitness. All

employees working in the unit are required to undergo medical checkup annually from the

company’s hospital.Management provides canteen facility to its employees in the factory.

Eatables are supplied to them at the place of work at regular intervals. Hygienic conditions are

also maintained in all the canteen services.

The canteen is very neat and clean. It is being cleaned regularly 2 times a day and also

washed with detergent once in a week. In canteen proper ventilation and light is provided.

Canteen has a sitting capacity of 80 persons at a time. Ten fans, five desert coolers and one water

cooler are provided for hot summers. Telephone facility is also given. There is a notice board and

complaint book is also available.

Canteen runs on contract basis for which tenders are invited. A security of Rs.95000/- is to be

deposited in the starting.

OBSERVATIONS

1. PERSONNEL &ADMINISTRATION Dept. executives and all staff maintain an attitude

of cooperation and assistance.

2. Mobile camera is not allowed inside the company but with few exceptions.

69
Maintaining safety provisions and safety level to the highest standard

MEDICAL FACILITY

IN FAMILY FOLLOWING ARE INCLUDED: -

Family mean’s Husband or Wife as the case may be parents, children’s step children &children

taken as wards, subject to the following conditions: -

Son: - till he starts earning or attains the age of 25 years.

Daughter: - till she starts earning or gets married, whichever is earlier.

The income limit of Rs. 1500 p.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.

There are following medical facilities are provided: -

 INDOOR TREATMENT FACILITY.

 OUTDOOR TREATMENT FACILITY.

INDOOR TREATMENT FACILITY: -

Reimbursement towards Indoor Treatment will be restricted as under:

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  For self, spouse and dependent children – 100%

 For parents - 80%

OUT DOOR TREATMENT FACILITY: -

Maximum ceiling limit for a financial year on OPD Treatment: - 1.5-month salary.

Reimbursement procedure: -

 100% reimbursement will be made up to one-month salary.

 50% reimbursement will be allowed in case the expenditure on account of OPD treatment

exceeds one-month salary and is up to 2-month salary.

 No reimbursement will be allowed towards OPD treatment in case the amount exceeds 2-

month salary.

PERIODICAL HEALTH CHECK UP

71
The appointment to any regular post in the company is subjected to medical fitness. All

employees working in the unit are required to undergo medical checkup annually from the

company’s hospital.

CANTEEN

Management provides canteen facility to its employees in the factory. Eatables are supplied to

them at the place of work at regular intervals. Hygienic conditions are also maintained in all the

canteen services.

The canteen is very neat and clean. It is being cleaned regularly 2 times a day and also

washed with detergent once in a week. In canteen proper ventilation and light is provided.

Canteen has a sitting capacity of 80 persons at a time. Ten fans, five desert coolers and one water

cooler are provided for hot summers. Telephone facility is also given. There is a notice board and

complaint book is also available.

Canteen runs on contract basis for which tenders are invited. A security of Rs.95000/- is to be

deposited in the starting.

OBSERVATIONS

PERSONNEL &ADMINISTRATION Dept. executives and all staff maintain an attitude of

cooperation and assistance.Mobile camera is not allowed inside the company but with few

exceptions.Maintaining safety provisions and safety level to the highest standard.

FACTS & FINDINGS

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1. Working environment-: Working environment is an important factor to keep the employees

engages to the organization. Employees need different kind of working environment at

different levels. HR people must keep this factor in mind.

2. Performance appraisal-: Appraising performance should be done in such a way that it does

not threat the employee that any point of time. Otherwise employee motivation and so

employee engagement can come down dramatically.

3. Recognition-: Recognition is important to keep employee motivated and committed to the

organization. Different levels of hierarchy require different kind of recognition.

4. Communication-: Clear upwards and downwards communication is required for the

employee involvement in the organization. Communication barriers can create high amount

of dissatisfaction among the employees and some time it takes the form of rumors and affect

the organization badly.

5. Relationship-: Interpersonal bonding is essential for getting out of the employees coaching

and mentoring system not only developed the employee but also builds a moral bonding for

better engagement.

6. Transparency-: Transparency in the organization is required at all the levels and it actually

creates a good amount of enthusiasm especially among the middle and bottom level of

management.

7. Compensation-: Compensation is a major factor of motivation. Monetary and non- monetary

compensation can be used wisely to motivate the employees and keep the engagement level

higher.

8. Motivation-: Overall motivation of the employee depends on numerous factors and it is a

most important aspect of employee engagement.

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9. Learning and growing opportunities-: this factor is especially important for the bottom and

middle level of management and it ensures long term employee organization orientation and

employee commitmen

10. Working environment-: Working environment is an important factor to keep the employees

engages to the organization. Employees need different kind of working environment at

different levels. HR people must keep this factor in mind.

11. Performance appraisal-: Appraising performance should be done in such a way that it does

not threat the employee that any point of time. Otherwise employee motivation and so

employee engagement can come down dramatically.

12. Recognition-: Recognition is important to keep employee motivated and committed to the

organization. Different levels of hierarchy require different kind of recognition.

13. Communication-: Clear upwards and downwards communication is required for the

employee involvement in the organization. Communication barriers can create high amount

of dissatisfaction among the employees and some time it takes the form of rumors and affect

the organization badly.

14. Relationship-: Interpersonal bonding is essential for getting out of the employees coaching

and mentoring system not only developed the employee but also builds a moral bonding for

better engagement.

15. Transparency-: Transparency in the organization is required at all the levels and it actually

creates a good amount of enthusiasm especially among the middle and bottom level of

management.

74
16. Compensation-: Compensation is a major factor of motivation. Monetary and non- monetary

compensation can be used wisely to motivate the employees and keep the engagement level

higher.

17. Motivation-: Overall motivation of the employee depends on numerous factors and it is a

most important aspect of employee engagement

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 TRAINING& DEVELOPMENT

Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job.
Trainingis the process of learning a sequence of programmed behaviour.

In earlier practice, training programme focused more on preparation for improved performance
in particular job. Most of the trainees used to be from operative levels like mechanics, machines
operators and other kinds of skilled workers. When the problems of supervision increased, the
step were taken to train supervisors for better supervision.

DEVELOPMENT

Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.

Thus, management development is a combination of various training programme, though some

kind of training is necessary, it is the overall development of the competency of managerial
personal in the light of the present requirement as well as the future requirement.

Development an activity designed to improve the performance of existing managers and to

provide for a planned growth of managers to meet future organizational requirements
ismanagement development.

Training and development

In the field of human resource management, training and development is the field which is
concerned with organizational activity aimed at bettering the performance of individuals and
groups in organizational settings. It has been known by several names, including human
resource development, and learning and development.

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Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel
and Development during its review of professional standards in 1999/2000. "Employee
Development" was seen as too evocative of the master-slave relationship between employer and
employee for those who refer to their employees as "partners" or "associates" to be comfortable
with. "Human Resource Development" was rejected by academics, who objected to the idea that
people were "resources" — an idea that they felt to be demeaning to the individual. Eventually,
the CIPD settled upon "Learning and Development", although that was itself not free from
problems, "learning" being an overgeneral and ambiguous name. Moreover, the field is still
widely known by the other names.
Training and development (T&D) encompasses three main activities: training, education, and
development. Garavan, Costine, and Heraty, of the Irish Institute of Training and Development,
note that these ideas are often considered to be synonymous. However, to practitioners, they
encompass three separate, although interrelated, activities.
 Training: This activity is both focused upon, and evaluated against, the job that an
individual currently holds.
 Education: This activity focuses upon the jobs that an individual may potentially hold in
the future, and is evaluated against those jobs.
 Development: This activity focuses upon the activities that the organization employing
the individual, or that the individual is part of, may partake in the future, and is almost
impossible to evaluate.
The "stakeholders" in training and development are categorized into several classes. The
sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources, and
performance. The participants are those who actually undergo the processes. The facilitators are
Human Resource Management staff. And the providers are specialists in the field. Each of these
groups has its own agenda and motivations, which sometimes conflict with the agendas and
motivations of the others.
The conflicts are the best part of career consequences are those that take place between
employees and their bosses. The number one reason people leave their jobs is conflict with their
bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John
Hoover points out, "Tempting as it is, nobody ever enhanced his or her career by making the

77
boss look stupid." Training an employee to get along well with authority and with people who
entertain diverse points of view is one of the best guarantees of long-term success. Talent,
knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or
customer.

Patterns of Development

Patterns of development help us sort out information and shape paragraphs or essays. They can
help organize an outline, or depending on the purpose they can determine the form that a paper
will take. Remember that most paper will use a combination of methods, working together in
function of each other.

Given the topic "environmental issues," these are some examples of how the methods can help
limiting the topic, developing a thesis statement, and writing an outline.

1. Narration means to tell a story: The history of the Love Canal A narration deals with people,
places, events, dates, etc.
2. Description means to tell what something is like.
Describe the damage done by pollution to a river, lake, forest, etc. A good description will
revolve around a "dominant impression."
3. Illustration with examples means that a generalization is supported by specific instances.
Food industries do not encourage consumers to produce less litter.
4. Definition means to explain what something is.
Define "ozone layer"
5. Comparison means to identify the ways in which two "different" items are similar. Contrast
means to identify the ways in which two "similar" items are different. This means that there is no
purpose in comparing or contrasting two items that do not share some common characteristic
(apples and books). Compare the environmental advantages of paper bags as opposed to plastic
bags
6. Classification means to sort items in order to group together those with similar characteristics
and to distinguish them from those with different characteristics.

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Provide examples of how we can reduce waste by reducing, reusing, recycling.
7. Causal analysis means to find the reasons that produced a certain result or to identify the
results produced by a certain phenomenon.
Effects of acid rain on vegetation
8. Argumentation means to provide enough reasons and proof to convince the reader that a
certain opinion is valid.
Industries do not receive enough incentives to reduce waste.
9. Process analysis means to explain how to do something.
How to start a compost pile.

Combining different methods: "Identifying plastic as a source of pollution"

How plastic was developed (narration/process)

Definition/description of plastic
Different kinds of plastic (classification/illustration)
Consequences of the use of plastic (effects)
Alternative solutions offered (argumentation/comparison)

More examples:
Thesis statements
Topic: food
1. Narration: Baking and sharing Christmas cookies is my favorite holiday tradition.
2. Description: The table at my grandmother's Thanksgiving dinner is covered with delicious,
great smelling, and colorful holiday dishes.
3. Exemplification: Because they cannot easily prepare their own food, many college students
who live in the dorms are on a diet of fast food, junk food, or snacks.
4. Definition: A pizza is a flat bread, which may be covered with tomato sauce, cheeses, and a
variety of toppings.
5. Comparison: Real Italian food, the kind that is eaten in Italy, is very different from American
Italian food.
6. Classification: Although traditionally pizza is an Italian dish, Greek pizza, Mexican pizza,
and Hawaiian are becoming increasingly popular.

79
7. Cause and effect: Italian food in Italy is very different from American Italian food because of
regional variations and because of availability of ingredients.
8. Process: Baking bread is a process which consists of three main steps: kneading, shaping, and
baking.

BASIC STEPS IN THE TRAINING

THE FOUR PROCESSES

Training is one of the most profitable investments an organization can make. No matter what
business or industry you are in the steps for an effective training process are the same and may
be adapted anywhere.

If you have ever thought about developing a training program within your organization consider
the following four basic training steps. You will find that all four of these steps are mutually
necessary for any training program to be effective and efficient.

STEP 1: ESTABLISHING A NEEDS ANALYSIS.

This step identifies activities to justify an investment for training. The techniques necessary for
the data collection are surveys, observations, interviews, and customer comment cards. Several
examples of an analysis outlining specific training needs are customer dissatisfaction, low
morale, low productivity, and high turnover.

The objective in establishing a needs analysis is to find out the answers to the following
questions:

- “Why” is training needed?

- “What” type of training is needed?
- “When” is the training needed?
- “Where” is the training needed?

80
- “Who” needs the training? and "Who" will conduct the training?
- “How” will the training be performed?

By determining training needs, an organization can decide what specific knowledge, skills, and
attitudes are needed to improve the employee’s performance in accordance with the company’s
standards.

The needs analysis is the starting point for all training. The primary objective of all training is to
improve individual and organizational performance. Establishing a needs analysis is, and should
always be the first step of the training process.

STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.

This step establishes the development of current job descriptions and standards and procedures.
Job descriptions should be clear and concise and may serve as a major training tool for the
identification of guidelines. Once the job description is completed, a complete list of standards
and procedures should be established from each responsibility outlined in the job description.
This will standardize the necessary guidelines for any future training.

STEP 3: DELIVER THE TRAINING PROGRAM.

This step is responsible for the instruction and delivery of the training program. Once you have
designated your trainers, the training technique must be decided. One-on-one training, on-the-job
training, group training, seminars, and workshops are the most popular methods.

Before presenting a training session, make sure you have a thorough understanding of the
following characteristics of an effective trainer. The trainer should have:

- A desire to teach the subject being taught.

- A working knowledge of the subject being taught.

- An ability to motivate participants to “want” to learn.

- A good sense of humor.

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- A dynamic appearance and good posture.

- A strong passion for their topic.

- A strong compassion towards their participants.

- Appropriate audio/visual equipment to enhance the training session.

For a training program to be successful, the trainer should be conscious of several essential
elements, including a controlled environment, good planning, the use of various training
methods, good communication skills, and trainee participation.

STEP 4: EVALUATE THE TRAINING PROGRAM.

This step will determine how effective and profitable your training program has been. Methods
for evaluation are pre-and post- surveys of customer comments cards, the establishment of a
cost/benefit analysis outlining your expenses and returns, and an increase in customer
satisfaction and profits.

The reason for an evaluation system is simple. The evaluation of training programs are without a
doubt the most important step in the training process. It is this step that will indicate the
effectiveness of both the training as well as the trainer.

There are several obvious benefits for evaluating a training program. First, evaluations will
provide feedback on the trainer’s performance, allowing them to improve themselves for future
programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an
efficient way to determine the overall effectiveness of the training program for the employees as
well as the organization.

The importance of the evaluation process after the training is critical. Without it, the trainer does
not have a true indication of the effectiveness of the training. Consider this information the next
time you need to evaluate your training program. You will be amazed with the results.

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The need for training your employees has never been greater. As business and industry continues
to grow, more jobs will become created and available. Customer demands, employee morale,
employee productivity, and employee turnover as well as the current economic realties of a
highly competitive workforce are just some of the reasons for establishing and implementing
training in an organization. To be successful, all training must receive support from the top
management as well as from the middle and supervisory levels of management. It is a team effort
and must be implemented by all members of the organization to be fully successful.

Development Typical Reasons for Employee Training

Training and development can be initiated for a variety of reasons for an employee or group of
employees, e.g.,:

 When a performance appraisal indicates performance improvement is needed

 To "benchmark" the status of improvement so far in a performance improvement effort
 As part of an overall professional development program
 As part of succession planning to help an employee be eligible for a planned change in
role in the organization
 To "pilot", or test, the operation of a new performance management system
 To train about a specific topic (see below)

Typical Topics of Employee Training

1. Communications: The increasing diversity of today's workforce brings a wide variety of

languages and customs.
2. Computer skills: Computer skills are becoming a necessity for conducting
administrative and office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical
that employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about how people have
different perspectives and views, and includes techniques to value diversity

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 5. Ethics: Today's society has increasing expectations about corporate social responsibility.
Also, today's diverse workforce brings a wide variety of values and morals to the
workplace.
6. Human relations: The increased stresses of today's workplace can include
misunderstandings and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles,
benchmarking, etc., require basic training about quality concepts, guidelines and
standards for quality, etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous
chemicals, repetitive activities, etc., but can also be useful with practical advice for
avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of
the organization's policies about sexual harassment, especially about what are
inappropriate behaviors.

General Benefits from Employee Training and Development

There are numerous sources of online information about training and development. Several of
these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:

 Increased job satisfaction and morale among employees

 Increased employee motivation
 Increased efficiencies in processes, resulting in financial gain
 Increased capacity to adopt new technologies and methods
 Increased innovation in strategies and products
 Reduced employee turnover
 Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
 Risk management, e.g., training about sexual harassment, diversity training

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Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot programme but

continues though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that

there, always existing a gape between an individual’s performance and his potential
for the performance
.
3. Management development seldom takes place in completely peaceful and relaxed
atmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.

Training Need Identification for a company

Introduction

Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should be
placed on needs as opposed to desires of the employees for a constructive outcome. In order to
emphasize the importance of training need identification we can focus on the following areas: -

To pinpoint if training will make a difference in productivity and the bottom line.

To decide what specific training each employee needs and what will improve his or
her job performance.

To differentiate between the need for training and organizational issues and bring

85
about a match between individual aspirations and organizational goals.

Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a process
that needs to be carried out with sensitivity as people's learning is important to them,and the
reputation of the organization is also at stake.

Identification of training needs is important from both the organizational point of view as
well as from an individual's point of view. From an organization’s point of view it is important
because an organization has objectives that it wants to achieve for the benefit of all stakeholders
or members, including owners, employees, customers, suppliers, and neighbors’. These
objectives can be achieved only through harnessing the abilities of its people, releasing potential
and maximizing opportunities for development. Therefore people must know what they need to
learn in order to achieve organizational goals.

Similarly if seen from an individual's point of view, people have aspirations, they want to
develop and in order to learn and use new abilities, people need appropriate opportunities,
resources, and conditions. Therefore, to meet people's aspirations, the organization must provide
effective and attractive learning resources and conditions. And it is also important to see that
there is a suitable match between achieving organizational goals and providing attractive
Identification of training needs is important from both the organizational point of view as well as
from an individual's point of view. From an organization’s point of view it is important because
an organization has objectives that it wants to achieve for the benefit of all stakeholders or
members, including owners, employees, customers, suppliers, and neighbors’. These objectives
can be achieved only through harnessing the abilities of its people, releasing potential and
maximizing opportunities for development. Therefore people must know what they need to learn
in order to achieve organizational goals. Similarly if seen from an individual's point of view,
people have aspirations, they want to develop and in order to learn and use new abilities, people
need appropriate opportunities, resources, and Conditions. Therefore, to meet people's
aspirations, the organization must provide effective and attractive learning resources and

86
conditions. And it is also important to see that there is a suitable match between achieving
organizational goals and providing attractive learning opportunities.

Steps in the Organization of a Management Development Program

The following are the important steps in the organization of a management development
program:

Analysis of organizational development needs: After deciding to launch a management

development program a close and critical examination of the present and future development
needs of the organization has to be made. We should know how many and what type of
managers are required to meet the present and future requirements.

A comparison of the already existing talents with those that are required to meet the projected
needs will help the top management to take a policy decision as to whether it wishes to fill those
positions from within the organizations or from outside sources.

Appraisal of present management talents: In order to make the above suggested comparison, a
qualitative assessment of the existing executive talents should be made and an estimate of their
potential for development should be added to that. Only then can it compare with the projected
required talents.

Inventory of management manpower: this is prepared to have a complete set of information

about each executive in each position. For each members of the executive team, a card is
prepared listing such data as name age, length of service, education, work experience, health
record, psychological test results and performance appraisal data etc. The selection of individuals
for a management development program is made on the basis of the kind of background they
possess. Such information, when analyzed discloses the strengths as well as weaknesses or
deficiencies of managers in certain functions relating to the future needs of the organization.

87
Planning of individual development program: Guided by the results of the performance
appraisals that indicate the strengths and weaknesses of each of the executives this activity of
planning of individual development program can be performed.

Establishment of development programs: It is the duty of the HR department to establish

development opportunities. The HR department has to identify the existing levels of skills,
knowledge etc of various executives and compare them with their respective job requirements.
Thus, it identifies development needs and requirements and establishes specific development
programs, like leadership courses, management games, sensitivity training etc.

Evaluation of results: executive development programs consume a lot of time, money and effort.
It is therefore, essential to find out whether the program has been on track or not. Program
evaluation will cover the areas where changes need to be undertaken so that the participants
would find the same relevant and useful or enriching their knowledge and experience in future.
Opinion surveys, tests, interviews, observation of trainee reactions, rating of the various
components of training etc would be used to evaluate executive development programs.

Methods / Techniques of management development programs:

Management development programs help in acquiring and developing different types of

managerial skills and knowledge. Different types of techniques are used to acquire and develop
various types of managerial skills and knowledge. They are

Methods of Developing

Decision making skills

1) in basket
2) Business game
3) Case study

Interpersonal skills

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1) Role play
2) Sensitivity training
3) Behavior Modeling

Job knowledge
1) On the job experiences
2) Coaching
3) Understudy

Organizational knowledge
1) Job rotation
2) Multiple management

General knowledge

1) Special courses
2) Special meetings
3) Specific readings

Specific individuals

1) Special projects
2) Committee assignments

Decision making skills:

The main job of manager is to make both strategic and routine decisions, his ability to take
effective decisions can be enhanced by developing decision making skills through various
techniques.

89
Training methods:

Once the training needs are recognized the method in which the training program is conducted is
decided.

The training programmes commonly used to train operative and supervisory personnel re as
follows:

Training Methods

On-the-Job-Methods Off-the-Job-Methods

 Job Rotation  Role Playing

 Coaching  Lecture Methods
 Job instruction or  Conference or Discussions
 Training through Step-by-  Programmed Instructions
step
 Committee Assignments

On the job Methods:

This type of training, also known as job instruction training, is the most commonly used method.
Under this method, the individual is placed on a regular job and taught the skills necessary to
perform the job.

 Job Rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments
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 Coaching: The trainee is placed under a particular supervisor, who functions as a coach
in training the individual. The supervisor provides feedback to the trainee on his
performance and offers him some suggestions for improvement
 Job Instruction: This method is also known as training through step by step. Under this
method, trainer explains the trainee the way of doing the job
 Committee Assignments: Under this the committee assignment, group of trainees are
given and asked to solve an actual organizational problem. It helps in developing
teamwork.

Off-the-Job Methods:

Under this method of training, trainee is separated from the job situation and his attention is
focused upon learning the material related to his future job performance.

 Role Playing: It is defined as a method of human interaction that involves realistic

behavior in imaginary situations. This method involves action, doing and practice
 Lecture methods: The lecture is a traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of a talk.
 Conference or Discussion: This method involves a group of people who pose ideas, examine
and share facts, ideas and data, test assumptions, and draw conclusions, all of which contribute
to the improvement of job performance.
 Programmed Instruction: The subject matter learned is presented in a series of carefully
planned sequential units. The trainee goes through these units by answering questions or filling
the blanks.

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The Training Procedure

The training procedure generally followed is:

 Needs analysis
 Choosing the right instructor (faculty or trainer)
 Preparing the trainee
 Planning the training sessions
 Presenting the operation
 Follow-up (feedback)

TRAINING CALENDAR: Training calendar is the basis on which any type of training and
development program is conducted

 Purpose
 Scope
 Definitions
 Training needs
 Methods of imparting
 Evaluation and impact of training... feed back

DOCUMENTATION

Need basis
The employee is given counseling before the training programme. After the training program is
over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.

The training need format is distributed to the employees. The employees fill the required data
and send it to the department head. The department head then checks all the forms and forwards

92
it to the HRD department; he signs the forms and forwards it to the HRD department. All the
forms are segregated according to the similarities. The training needs are further analyzed to
formulate a definite program to satisfy all the employee needs. This analysis thus becomes
fundamental in identifying needs.

The training needs format is also included in the annual appraisal forms, which are distributed to
the employees. The employees fill these forms and send them to their respective department
heads. They further check the forms and hand them over o the HRD department.

In this any employee not able to fill or who missed the needs format form is sent the form during
the annual appraisal.

If the training programs do not satisfy the employees, then the training needs are formulated
based on the performance appraisal of the employees.

Annual employee appraisal:

This is the appraisal form of the employees, filled by the superiors. Two people are involved in
the evaluation of an employee, the unit chief and the HR & OD head. The employee is evaluated
on the following dimensions:

 Work output
 Quality of work
 Attendance and punctuality
 Planning and organizing skills
 Decision-making
 Evaluation and impact of training... feed back

Documentation

Need basis
The employee is given counseling before the training programme. After the training program is
over another counseling session is conducted so as to note the views of the employee and
motivate him for further work.The training need format is distributed to the employees. The

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employees fill the required data and send it to the department head. The department head then
checks all the forms and forwards it to the HRD department; he signs the forms and forwards it
to the HRD department. All the forms are segregated according to the similarities. The training
needs are further analyzed to formulate a definite program to satisfy all the employee needs.
This analysis thus becomes fundamental in identifying needs.

The training needs format is also included in the annual appraisal forms, which are distributed to
the employees. The employees fill these forms and send them to their respective department
heads. They further check the forms and hand them over o the HRD department.In this any
employee not able to fill or who missed the needs format form is sent the form during the annual
appraisal.If the training programs do not satisfy the employees, then the training needs are
formulated based on the performance appraisal of the employees.

The annual appraisal form also includes a self-appraisal form, which is filled by the employee
himself. This gives an opportunity to the employee to assess himself and put forward his
positive and negative points. Here the employee is required to write down his achievements, any
problems if faced, factors which contributed to his growth etc. as an employee is the best judge
of himself he is also required to identify the regions in which he would want any training.

Hence with the help of the appraisal forms filled by the supervisors and the employees, a
complete picture of the areas in which training programmed is to be conducted is known. A
similar procedure is followed in all the departments. All the forms are then further analyzed and
a common program satisfying all the requirements is conducted for the benefit of the employees.

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The Factors – Purpose relationship training is as follows:

FACTORS PURPOSES

Technological Advances

Improved Productivity

Organizational Complexity

Prevention of

Obsolescence Job Requirement

Preparation of Higher Jobs

Level

Human Relations

Top Management Support

Learning Principles
Improved Morale
Personal Functions

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Training program is conducted every month on an average.

When a new employee is recruited into the company, he is given on-the-job training, followed by
off-the-job training in the form of lectures and seminars doubt.

Training is not something that is done once to new employees; it is used continuously in every
well-run establishment. Further, technological changes, automation, require up-dating the skills
and knowledge. Training need arises due to the following reasons:

1) To match the employee specifications with the job requirements and organizational needs

2) Organizational viability and transformation process

3) Technological advances

4) Organizational complexity

5) Human relations

6) Change in job assignments

Training Need Analysis(TNA)

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 Training Need arises at three levels:

An analysis of training need is an essential requirement to the design of effective

training. The purpose of training need analysis is to determine whether there is a gap

between What is required for effective performance and present level of performance.

Training need analysis is conducted to determine whether resources required are available or
not.

It helps to plan the budget of the company, areas where training is required, and also
highlights

The occasions where training might not be appropriate

Corporate need and training need are interdependent because the organization performance
ultimately depends on the performance of its individual employee and its sub group.

Organizational Level – Training need analysis at organizational level focuses on strategic

planning,

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 business need, and goals. It starts with the assessment of internal environment of the
organization

such as, procedures, structures, policies, strengths, and weaknesses and external environment
such

as opportunities and threats.

After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while

strengths can further be strengthened with continued training. Threats can be reduced by
identifying

the areas where training is required. And, opportunities can be exploited by balancing it against
costs.

For this approach to be successful, the HR department of the company requires to be involved in

strategic planning. In this planning, HR develops strategies to be sure that the employees in the

organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future
KSAs

requirements at each level.

Individual Level – Training need analysis at individual level focuses on each and every
individual in the

organization. At this level, the organization checks whether an employee is performing at

desired level

or the performance is below expectation. If the difference between the expected performance
and actual

performance comes out to be positive, then certainly there is a need of training.

However, individual competence can also be linked to individual need. The methods that are
used to analyze the individual need are:

 Appraisal and performance review

 Peer appraisal
 Competency assessments

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  Subordinate appraisal
 Client feedback
 Customer feedback
 Self-assessment or self-appraisal

Operational Level – Training Need analysis at operational level focuses on the work that is being

assigned to the employees. The job analyst gathers the information on whether the job is clearly

understood by an employee or not. He gathers this information through technical interview,

observation

, psychological test; questionnaires asking the closed ended as well as open ended questions, etc.
Today

, jobs are dynamic and keep changing over the time. Employees need to prepare for these
changes. The

job analyst also gathers information on the tasks needs to be done plus the tasks that will be
required in

the future.Based on the information collected, training Need analysis (TNA) is done.

Models of Training

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Training is a sub-system of the organization because the departments such as, marketing & sales HR,
production, finance, etc depends on training for its survival. Training is a transforming

Organization
process are working
that requires in open
some input andenvironment i.e. there
in turn it produces are some
output in theinternal
form ofand external skills,
knowledge,

and attitudes
forces, (KSAs).
that poses threats and opportunities, therefore, trainers need to be aware of these forces

which may impact on the content, form, and conduct of the training efforts. The internal forces are
THE TRAINING SYSTEM

the various demands of the organization for a better learning environment; need to be up to date with
A System is a combination of things or parts that must work together to perform a particular function.
An organization is a system and training is a sub system of the organization.
the latest technologies.

The System Approach views training as a sub system of an organization. System Approach can be used

to examine broad issues like objectives, functions, and aim. It establishes a logical relationship

between the sequential stages in the process of training need analysis (TNA), formulating, delivering,
and evaluating.

There are 4 necessary inputs i.e. technology, man, material, time required in every system to

produce products or services. And every system must have some output from these inputs in

order to survive. The output can be tangible or intangible depending upon the organization’s

requirement. A system approach to training is planned creation of training program. This

approach uses step-by-step procedures to solve the problems. Under systematic approach,

training is undertaken on planned basis. Out of this planned effort, one such basic model of

five steps is system model that is explained below.

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RESEARCH METHODOLOGY

Methodology can be defined as a systemic way of approaching a problem to identify the truth

and for this certain step should be taken in a systematic order and these steps are called methods.

“Research methodology is a process of planning, acquiring, analyzing and disseminating relevant

data and information”.

The use of right methodology is necessary because if the right methods are not adopted and

thoughts are not arrange in a logical order the exact truth might not be expressed. Thus the

methodology means correct arrangement of thoughts and knowledge.

Types of Research

1. Reporting

2. Descriptive

3. Explanatory

4. Predictive

5. Pure

6. Applied

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Reporting Research: To provide an account or summation of some data or to generate

simple statistics (mean). The data is generally easily available and does not require

detailed analysis or drawing inferences and conclusions. It also involves identifying

sources of information e.g counting no. of employees, customers, no. of employees

present/ absent

Descriptive Research: Describing the characteristics/ profile of individuals i.e who,

what, when etc A descriptive study only describes certain characteristics, but it does not

provide an explanation for the event or the phenomenon under study e.g. a study may

describe what the consumer is buying and who is buying the products in terms of their

demographic profile, but it does not explain as to why the consumer is buying those

products i.e. the underlying reasons, attitudes, perceptions etc

Explanatory: The research attempts to explain the reasons for an event/ observation e.g.

why the consumer prefers a certain product. The researcher uses theories and hypothesis

to explain the causes/ reasons for an event and then undertakes testing of hypothesis.

Predictive : This type of research not only provides an explanation but also predicts the

occurrence of events. Prediction would lead to control over events i.e. if you can predict

events you can also control them. It involves establishing a cause and effect relationship

between events e.g. if you increase incentives to employees, they will perform better.

This type of research involves detailed analysis and drawing of inferences.

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 Applied Research : This type of research aims at finding a solution to an immediate

and practical problem facing the organisation or for taking a decision e.g. declining sales

in an organisation, increasing employee turnover. It may not always be negative e.g. a

company wants to find out how to increase sales/ market share.

WHY RESEARCH IS REQUIRED

Conceptually, the purpose of research is to discover the answers for the questions through

application of scientific procedures. The main aim of the research is to find out the truth which is

hidden and which has not been discovered yet. Through each research study has its own specific

purpose, but generally researchers are done:

a) To gain familiarities with a phenomenon or to achieve new insights into it.

b) To determine the frequency with which something occurs or with which associated with

something else.

c) To test the hypothesis of casual relationship between variables.

d) To take appropriate decisions.

Research is a careful and systematic effort of gaining new knowledge. Research is an original

contribute on to the existing stock of knowledge making for its advancement; it is pursuit of true

with the help of study, observation, comparison and experiment. In short the search of

knowledge through objectives and systematic method of finding solution to problem is research.

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 STUDY DESIGN AND METHODOLOGY

Two types of data are collected, one is primary data and second one is secondary data. The

primary data were collected from the Department of finance, NATIONAL FERTILIZERS LTD.

The secondary data were collected from the Annual Report of NATIONAL FERTILIZERS

LTD., NATIONAL FERTILIZERS LTD.’S website, etc.

TYPES OF RESEARCH:-

1. Demographic/Socioeconomic: Age, Sex, Income, Marital Status, Occupation

2. Psychological/Lifestyle:- Activities, Interests, Personality Traits

3. Attitudes/Opinions:- Preferences, Views, Feelings, Inclinations

4. Awareness/Knowledge:- Facts about product, features, price, uses

5. Intentions:- Planned or Anticipated Behavior

6. Motivations:- Why People Buy (Needs, Wants, Wishes, Ideal-

Self)

7. Behavior:- Purchase, Use, Timing, Traffic Flow

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 LIMITATIONS

There may be limitations to this study because the study duration (summer training) is very short

and it’s not possible to observe every aspect of Human Resource practices.

SWOT ANALYSIS

STRENGTHS: The main strength of NFL Panipat is their employees. The total no. of

employees is 900 approximately.

 Right people at right place

 Good working conditions

 Social security

 Financially sound company

WEAKNESSES:

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  Willing people are overloaded

 Staff’s much more involvement in work

 Industrial pollution

OPPURTUNITIES:

 Growth in fertilizer consumption in eastern market of the company.

 Marketing of agricultural input services under one roof.

 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.

 Increase in competition.

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 QUESTIONNAIRE

Section I
Q1. Please mention your age:
20-25
25-30
Above 30

Q2. Gender:
Male
Female

Q3. Marital Status:

Single
Married
Divorced

Q4. Is this your first organization?

Yes
No

Section II

Q1. Has your company organizes a training and development programme?

Yes
No

Q2. your organization identifies the training needs for the employees?
Yes
No

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Q3. On an average, how much time did it used to take for training and development
Programe?
One Month
Two Month
Three Month

Q4. How much training programs has been made in the past one year?
One
Two
Three

Q5. Do you have any training programs in the coming financial year?
Yes
No

Q6. Do your top management take feed back?

Yes
No

Q7. What do you think the training programs will be run in future?
Yes
No

Q8. Do employee development programs raise unrealistic expectations about promotions?

Yes
No

Q 9. Does the Executive Director engage development activities for him/herself?

Yes
No

Q10. Do you feel trust in your supervisors?

Yes
No

Limitations:

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  In view of the limited time available for the study, only the Training and Development
process could be studied.

 The sample size is too small to reflect the opinion of the whole organization.

 The answers given by the respondents have to be believed and have to be taken for
granted as truly reflecting their perception.

CONCLUSION

From the findings and analysis it was seen that most of the employees are having the opinion that

training & development means employee development.

Research has shown that most of the employees are satisfied with the training & developmemt

facilitated by the company N.F.L and they are getting all the facilities in time and also according

to their needs, which ultimately and automatically help company & employees to achieve

common goal. Thus management should take care of their workers by providing them different

trainings so that they feel contented.

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 BIBLIOGRAPH

 Vani (National Fertilizer Ltd. , corporate office, New Delhi

 Human resource Management by CB.Gupta.

 National fertilizers.com

 Matter and references from NFL library.

 Alta vista goggle and other search engines

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