adani wilmar (employee’s satisfacation & h.r. funcation)
DESCRIPTION
summer training....TRANSCRIPT
APractical Training Report
On
“EMPLOYEE’S SATISFACATION & H.R. FUNCTION”
Undertake at
ADANI WILMAR L.T.D’S(fortune oil)PlantBundi
Submitted in partial fulfillment for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
2012-2013
SUBMITTED TO: SUBMITTED BY:Miss. Mr. Mohit shrada
M.B.A DEPARTMENTModi institution of management technology
INDEX Page no.
1. Acknowledgement 32. Preface 43. Executive Summary 6 4. Industry profile5. Company Profile 8
a. Company History 9b. The Beginning 12c. Major Milestones 14d. Awards & Recognitions 18e. Unit wise Structure 20f. Preview of Top Management 21g. Major Promoters of Leaders of Adani 22h. Product Line 25i. Manufacturing Facilities 33j. Distribution Network 35
6. Introduction to Human Resource Management 36a. Introduction 37b. Functions 38c. Human Research development 39d. Significance 40e. Objectives 40
7. HRD Functions In ADANI 41a. Hierarchy of HRD 43b. Process of Human Resource Planning 44
8. Questionnaire 45
9. Findings 48
10.Research Finding 49
a. Findings through Charts 50b. Major Findings 55
11.Conclusion suggestion 59 10. Bibliography 60
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DECLARATION
This is to certify that the work done on “An Overview of HR Processes & Attrition Analysis”
in Adani Wilmar Ltd. under the subject ‘PROJECT REPORT’ and a written report submitted
by me to MODI INSTITUTE OF MANAGEMENT AND TECHNOLOGY, KOTA, is in
partial fulfillment for the award of degree of MBA.
This work has not been submitted anywhere else for any other degree/diploma.
I further certify that I have no objection and grant the right to MODI INSTITUTE OF
MANAGEMENT AND TECHNOLOGY to publish any chapter of the project if they deem fit in
journals/Magazines and newspapers etc. without my permission.
Place : BUNDI
Name : Mohit sharda
Signature :
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PREFACE
Progress is the continuous process. It is relative and absolute. We can not stop at
certain destination and declare that target has achieved.
The summer training program is designed to give the manager of the future, a
feel of the corporate happening and work culture. These real life situations are
entirely different from the simulation exercise enacted in an artificial enviroment in
side of classroom..
It exactly in this context that I was privileged enough to join Adani Wilmer Ltd.
On 1 June 2012, as a summer trainee. This is one of the India’s top producer of
Soybean oil, and it is known not only in professional management, but also in
enlightened and progressive approach towards employee welfare and betterment of
society.
The experience that I got over the past 45 days has certainly provided me with an
orientation, which I believe will help me, shoulder any assignment successfully in
future.
During this project I was out of organization survey… pertaining to find out the
satisfaction level against their job in the employees. I have collected all the relevant
information through this survey. I have colleceted all the primary and secondary
data, which were available in Adani Wilmar ltd’s HR department to develop a
COMPETITIVE POLICY which could help the organization to improve the
satisfaction level in their employees.
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ACKNOWLEDGEMENT
This is to acknowledgement the valuable guidance of Mr. Rajnish Saini (HR
manager) of Adani Wilmar Ltd. Without which it would have been difficult to
carryout this project.
I also acknowledge the guidance received from the staff members of Adani Wilmar
Ltd.Bundi. During the project their vast experience in their respective department
also helps me for the successful completion of this project. My sincere thanks to all
those who are directly or indirectly helped me during this project.
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EXECUTIVE SUMMARY
Adani Wilmer Ltd. Is India’s foremost oil manufacturing company. It is
among the famous oil producing company. The company is recognized by its.
Brand name i.e. FORTUNE REFINED OIL.
In this project the prime objective of survey is to find out the satisfaction
level in the employees. The project objective is employee survey to identify
the satisfaction level in the employees
The secondary objective is to identify the employees, their concern towards
their work and other company policies which help the employees to work
better. The survey was conducted among 50 employees out of 75.
“PEOPLE” is the most important and valuable resource every organization
has in the form of its employee. Dynamic people can make dynamic
organization. Effective employees can contribute to the effective of the
organization. Competent and motivated people can make things happen and
enable an organization to achieve its goals.
HR can help deliver organizational excellence by focusing on learning,
quality, teamwork, and through various employee friendly strategies.
My project has been accomplished in Adani Wilmar Limited. This is one of
the best companies in manufacturing of Edible Oil.
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This project has been accomplished in two parts:
The first priority was to understand the working of an HR department and hence the first part of
the project report is about the HR Processes, Policies and Systems at ADANI WILMAR LTD.
Various processes like recruitment & selection, induction, training and development,
compensation & benefits etc. are explained as understood by me.
The second half of the project report is focused on analyzing the trends in attrition at AWL. The
report consists of a health mixture of qualitative as well as quantitative analysis of attrition at
AWL. After understanding which, measures for retaining the employees have been suggested.
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OBJECTIVE OF THE PROJECT
My objective of doing this project was:
For PART I
o To understand the function, working, various policies and processes
of HR Dept at Adani Wilmar Ltd
o To understand the difference in working of HR in manufacturing
industry as compared to the other industries.
For PART II
o To understand the reason for attrition at AWL
o To try finding solutions to the problems leading to attrition and
giving my suggestions to improve the same.
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INDUSTRY PROFILE
Overview of Edible Oil
Edible oil in the pulses, edible oil order, 1977 by
ministry of food says edible oil means any oil used directly
or after processing for human consumption and include
hydrogenated vegetable oil.
Indian vegetable oil economy is the 4th largest in the
world after USA, china and Brazil. Being the largest importer
and 3rd largest consumer of edible oil, India is a major player
in the international edible oil markets. Each year India
consumes over 10 million tones of edible oil. However the
per capita consumption of edible oil is around 10.4 kg per
year. This is considerably lower than most developed
countries. Palm oil & soyabean oil account for almost half of
the total edible oil consumption in India followed by mustard
& groundnut oil.
India - one of world’s leading producers of oil seeds
(9.3 %) and oil
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Technology Mission on oilseeds set up in 1996
Oilseeds have support price mechanisms
India - second largest importer of edible oils (2 million
MT)
Vanaspati - a substitute for ghee, formed by
hydrogenation of crude vegetable oil.
Free pricing in vanaspati since 1989; delicensed in
1992
Oil season - November to October.
Characteristics
Oils : primarily a commodity market :- price sensitive.
Effective distribution chain :- through a complex
network of C & F agents, wholesalers / stockists and
retailers (kirana shops, supermarkets).
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Oil sold in bulk (tin, HDPE containers) to institutions; in
retail packs (PET bottles, cans, jars, pouches) to small
customers.
Seasonal demand for oils & vanaspati :- September to
November (peak season).
Regulation :- Under the Edible Oils Packaging
(Regulation) Order, 1998, edible oils cannot be sold
loose’ but can be sold only in `packed’ form.
Oil consumption :- North is largest market, followed by
South, West & East zones.
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Importance of Edible Oils in the Country’s Economy
Oilseeds and edible oils are two of the most sensitive essential
commodities. India is one of the largest producers of oilseeds in the world
and this sector occupies an important position in the agricultural
economy and accounting for the estimated production of 28.21 million tones
of nine cultivated oilseeds during the year 2007-08. India contributes about
6-7% of the world oilseeds production. Export of oil meals, oilseeds and
minor oils has increased from 5.06 million Tones in the financial year 2005-
06 to 7.3 million tons in the financial year 2006-07. In terms of value,
realization has gone up from Rs. 5514 crores to Rs.7997 crores. India
accounted for about 6.4% of world oil meal export.
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Types of Edible Oils commonly in use in India
India is fortunate in having a wide range of oilseeds crops grown in its different agro climatic
zones. Groundnut, mustard/rapeseed, sesame, safflower, linseed, nigerseed/castor are the major
traditionally cultivated oilseeds. Soyabean and sunflower have also assumed importance in recent years.
Coconut is most important amongst the plantation crops. Efforts are being made to grow oil palm in
Andhra Pradesh, Karnataka, Tamil Nadu in addition to Kerala and Andaman & Nicobar Islands. Among
the non-conventional oils, ricebran oil and cottonseed oil are the most important. In addition, oilseeds of
tree and forest origin, which grow mostly in tribal inhabited areas, are also a significant source of oils.
There is a large variety of edible oil in India. Most of oil are used for cooking and also for salad dressing, condiments etc. The major edible oil in India like:
Sunflowers
Rapeseed Sesame Seed Cotton Seed Groundnut
Soya bean
Coconut
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COMPANY PROFILE
COMPANY PROFILE
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Name of the firm : AdaniWilmar Limited
Factory Address : Adani Wilmar Limited,
Kota-Jaipur Highway, Silor Road
Bundi, Rajasthan - 323001
Registered Office : Fortune House, Nr. Shikhar Complex,
Mithakhali Crossing Road,
Navrangpura, Ahmedabad – 380009.
Constitution : Company
Year of Incorporation: 1999-2000
Status of Industry : Large Scale Industry
Product : Edible Oil
Board of Directors : Mr. Gutam S. Adani (Chairman)
Mr. Rajesh S. Adani (Managing
Director)
Mr. Kuok Khoon Hong (Director)
Mr. ChauPhuayHee (Director)
Mr. Nico L. Hans (Alt. Director to Mr.
Kuok Khoon Hong)
Mr. T. K. Kannan (Alt. Director to
Mr.ChauPhuayHee )
Company Secretary : Mrs. Birva C. Patel
Vision Statement
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Corporate ProfileAdaniWilmar Limited (AWL), a Rs. 2600 Crore company; is a joint
venture between two global corporations.
1. The Adani Group of India - The leaders in international trading & private
infrastructure.
2. The Wilmar International Limited of Singapore - One of the World's
largest traders and refiners of edible oils.
Together Adani Group and Wilmar Group have set up India's first
port based refinery in 1999, at Mundra, Gujarat. Today the Mundra refinery
is one of India's largest and most sophisticated oil refineries. FORTUNE,
RAAGand JUBILEEare the brands under which AWL sells its range of
edible oil, vanaspati and bakery shortening.
In addition to Mundra refinery, AWL also owns refineries at Bundi
[Rajasthan], Haldia [West Bengal] and Mantralayam [Andhra Pradesh]. Its
cumulative refining capacity is more than 3200 Tones Per Day (TPD). The
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company also has packing operations at Chatral [Gujarat], Latur
[Maharashtra], Jaipur [Rajasthan], Dharwad [Karnataka], Dewas [Madhya
Pradesh] and Cochin [Kerala].
With 80 branches, 5000 distributors catering to 1 million outlets,
AWL’s products reach to 20 million households across India.
Since its launch in 2000, Fortune took just 20 months to become
India’s No.1 edible oil brand, and they are still at the top of the chart.
Following the success in India, AWL introduced branded Soya bean oil to
Middle East and is now exporting its products to more than 19 countries.
PROMOTERS
Adani Group
Adani Groupwith its turnover exceedingRs.20250 Crores(US $ 4.5
billion)in 2006, is one of the fastest growing corporate houses in India. Its
flagship company – Adani Enterprise Ltd [formerly known as Adani
Exports Ltd], is one of the largest trading companies in India with Five Star
Trading Housestatus (Highest status conferred by the Govt. of India).
Adani Exports trades in nearly 40 commodities in more than 55
countries around the world.
The Group owns a fully functional multi-purpose port at Mundra in
the Gulf of Kutch, Gujarat.
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The Group has also set up a BPO in Ahmedabad, iCall India Ltd.
which caters to both International and Domestic clients.
Adani Group is also involved in infrastructure development which
includes developing a Natural Gas distribution project, building a township
and an SEZ at Mundra.
Adani Group has emerged as an integrated and diversified group with
leadership in the areas of global trading, edible oil manufacturing and
infrastructure development.
Wilmar International
Wilmar International Limited is Asia’s leading agribusiness group
and is amongst the largest listed companies by market capitalization on the
Singapore Exchange.
Wilmar International's business activities include oil palm cultivation,
edible oils refining, oilseeds crushing, consumer pack edible oils processing
and merchandising, specialty fats, oleo chemicals and biodiesel
manufacturing, and grains processing and merchandising. Headquartered in
Singapore, Wilmar International's operations are located in more than 20
countries across four continents, with a primary focus on Indonesia,
Malaysia, China, India and Europe. Backed by a staff force of 60,000
people, over 160 processing plants and an extensive distribution network,
their products are delivered to more than 50 countries globally.
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Today Wilmar International is:
The largest global processor and merchandiser of palm and lauric oils
One of the largest plantation companies in Indonesia/Malaysia
The largest palm biodiesel manufacturer in the world
A leading consumer pack edible oils producer, oilseeds crusher,
edible oils refiner, specialty fats and oleochemicals manufacturer in
China
The largest edible oils refiner in Ukraine
The leading importer of edible oils into East and South Africa
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Companies under Adani group
Adani Willmar Ltd
Adani exports ltd
Gujarat Adani energy ltd
Gujarat Adani port Ltd
Mundra SEZ
Adani retail Ltd
I call India ltd
Adani agri fresh
Project Management Cell
Major Activities
The Group trades in nearly 40 commodities in more than 55 countries around the world.
Owns a multi-purpose port at Mundra in the Gulf of Kutch, Gujarat.
Has opened 52 super stores in Gujarat by the name of Adani. Supermarkets
through Adani Retail Ltd.
Has set up a BPO in Ahmedabad.
Actively involved in infrastructure development that includes a Natural Gas distribution project and a SEZ at Mundra.
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Adani group is the fastest growing corporate entities in India. This has only been
possible because of the excellence of many people who dedicate themselves daily and go
that extra mile to achieve.
ADANI WILMAR LIMITED
Vision
“To be globally competitive India Centric Organization, with Leadership in
Manufacturing and Integrated Businesses, committed to the delight of our Customers”
Mission
“To set a pattern of growth, distinct and unique, by being proactive on both the supply
and demand side of global trade and to promote development of world class
infrastructure facilities”
______________________________________________________________________
Adani Wilmar Limited (AWL) is the flagship company of Adani Group and is actively
involved in the business of Global Trading. Awl’s head office is situated in Ahmedabad,
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which is one of the mega cities of India.
AWL commenced its operations in 1988, driven by the desire “To become the leader in
trading business”, and it has achieved a 1000 fold growth from Rs.2.2 crore in 1988-89
to Rs. 2900 crore in 1999-2000.Adani Wilmar Limited (AWL) is a joint venture between
two global corporations the Rs. 17000 crore, Adani group of India - the leaders in
international trading & private infrastructure, and the US $ 5 billion Wilmar Holdings
pvt. Ltd of Singapore - one of the World's largest trader and refiner of edible oils. Adani
Wilmar has 70 branches all over India.
Together Adani Group and Wilmar Group have set up India’s first port based
refinery in 1999, at Mundra, Gujarat. Today the Mundra refinery is one of India’s largest
and most sophisticated oil refineries. FORTUNE, RAAG and JUBILEE are the brands
under which AWL sells its range of edible oil, vanaspati and bakery shortening.
In addition to Mundra refinery, AWL also owns refineries at Bundi [Rajasthan],
Haldia [West Bengal] and Mantralayam [Andhra Pradesh]. Its cumulative refining
capacity is more than 3200 Tones per Day (TPD).
The company also has packing operations at Chatral [Gujarat], Latur [Maharashtra],
Jaipur [Rajasthan], Dharwad [Karnataka] and Cochin [Kerala].
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Awl’s flagship brand Fortune has set a scorching pace in the Indian edible oil
market. It is ranked 30th among the top 50 FMCG brands. An achievement that is
commendable for a brand, which is just 3 years old.
The BEGINNING
1988 Started as partnership firm
Entrepreneurial vision
Limited capital, infrastructure
One market, one business focus
Customer centric approach
Global aspirations
Passion, hard work, will to succeed
1993 "Star Trading House"
Conversion in to a Public Limited Company
1994
“Super Star Trading House”
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IPO @ Rs.150/share. Over subscribed 25 times Overall value creation as mantra
1996 1 : 1 Bonus
1998
Mundra Port Operational
Coal business commenced
Sales touches USD 608 Mn
1999
Subsidiary in UAE
1 : 1 Bonus
2000
Castor Exports
Rice Exports
Sales touches USD 640 Mn.
2001 Edible Oil Refinery
Wheat Exports
Rice Imports
“Golden Super Star Trading House”
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2002
Subsidiary in Singapore
2004 Awarded “Five Star Export House” status
Sales Turnover crosses USD 2 Billion
2005
Sales Turnover crosses USD 3 Billion
Market Capitalization USD 327Mn
2006
Adani Agrifresh commences business
AEL commissions two floating crane barge
Work on setting up grain silos under Adani Agri Logistics started
Commencement of construction of 660 MW thermal power project at Mundra
Expansion of jetties at Mundra Port initiated.
HISTORY & MILESTONES
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2007: The Company has successfully completed foreign currency convertible bond
issue
USD 250 Mn for its business expansion plans.
2005: The Company has received prestigious reorganization of “Five Star Export
House” on account of valuable contribution in country’s overall exports.
Sales turnover has crossed Rs.13, 500 Crores during FY 2004-05. The company has
successfully completed foreign currency convertible bond issue of USD 38 Mn and
proved its global reach.
2004: The Company has crossed Rs.7155 Crores sales turnover mark. Successfully
disinvested its stake of Mundra Container Terminal to P & O Ports, Singapore.
Introduction of new products like Iron Ore, Power Trading, Maize, Sesame Seeds,
Sorghum, Barley etc.
2001 & 2003: Actual net worth at Rs 550 Crs. During FY 2002-2003 Company has
achieved turnover of Rs. 2873 Crs as against Rs.2188 crs for FY 1998-99 (a 30 %
growth). Becomes the top net foreign exchange (NFE) earner of the country. The largest
private sector player awarded with prestigious award of “Golden Super Star Trading
House”.
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1999 & 2000: Declares a 1:1 bonus. Market capitalization of the company rises beyond
Rs 1710 crs in wake of its scrip price touching Rs 775.60 per share (as on June 09,
2000), subscribers to the IPO see money growing by 1966 per cent in just 5 years.
During FY 1999-2000 Company has achieved all time high turnovers of Rs. 2853.11 crs
as against Rs.2188 crs for FY 1998-99 (a 30 % growth).
1998 and Beyond: Period
1998: Turnover leaps to Rs 2,418.6 crs for the FY 1997 - 98. Expands its trade basket, at
present trades in more than 40 commodities and in 28 countries. Becomes the top net
foreign exchange (NFE) earner of the country and the largest private sector Super Star
Trading House in India. Jetty at Mundra Port becomes operational.
1994 - 1997: Period of Growth
1997: Super Star Trading House status extended for another 3 years, upto 31st March,
2000, inspite qualification limits for this status being substantially enhanced.
1996: Turnover crosses the coveted Rs 1,000 cr level; at Rs 1,134.6 crs for the FY 1995
- 96. Declares a 1:1 bonus in November, 1996; paid up capital increases to Rs 11.02 crs.
1994: Hits the primary market in September 1994 with its initial public offering (IPO) of
12.50 lakh equity shares of Rs 10 each at a premium of Rs 140 per share aggregating Rs
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18.75 crs ; float oversubscribed by more than 25 times. Accorded the status of “Super
Star Trading House” on April 1, 1994 by the Ministry of Commerce, Government of
India; the youngest trading house and the only one from the State of Gujarat to have
been granted this status.
1988 - 1993: The Initial Years
1993: Converted into a public limited company on 2nd March 1993 with a paid up
capital of Rs 1 Crore. Accorded the status of “Star Trading House” on April 1, 1993 by
the Ministry of Commerce, Government of India.
1988: Conceived as a partnership firm by Gautam S Adani with an initial capital of Rs 5
lakhs, posts a modest turnover of Rs 2.20 crs in the first year of its operation.
Ability to identify and procure a wide range of products and commodities across
boundaries at competitive prices.
Focused policies and continuous realignment with an ever evolving market.
An impeccable record in schedules and consistency of supplies without
compromising on quality.
A highly motivated, trained and courteous works force that believes in learning
by doing.
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Awards & Recognition
Niryat Shree Gold Trophy (2004-05)
Niryat Shree Gold Trophy (2003-04)
Awarded as “Five Star Export House”.
ICSI award for Excellence in Corporate Governance, ‘04 among the Top 25
Companies
Awarded the “Golden Super Star Trading House”.
38th in BS 1000-India’s Corporate Giants 2003
SOPA Award, 2001-02, 2000-01, 1999-00
Gold Trophy, SRTEPC 1999-00 and 2000-01
FIEO’s Niryat Shree Gold Trophy, 1999-00
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UNITS OF ADANI
BUNDI (raj.) EDIBLE
OIL
MANTRALAYAM (Andhra Pradesh)
SPECIAL FATS
MUNDRA (Kutch)
VANASPATI
HALDIA (W. Bengal)
Organization Structure
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ADANI WILMAR
Manufacturing3 Packing units
Sales &Marketing
Formal 3-tiered governance structure Board of Directors Corporate Management Committee Executive Committee Value creation in businesses through EVA
Strategic business review meets Quarterly / Half yearly / Yearly basis
Quantified target setting & linking to rewards
Strong process orientation through SOPs
Investment in futuristic IT infrastructure
TOP MANAGEMENT at Adani Wilmar Ltd .
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Top Management at Adani Wilmar Ltd. Plant
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Rajesh Adani Managing Director
Pranav Adani Executive Director
Sudhir ProhitAsst.Manager
(Material)
T.K kananG.M
(Trading)
Kamal Moondra
GM (F&A)
Jayesh NaikManager
(HR&admin.
Biplab Pakvashi D.G.M
Angshu MallikAsst.Vice President
P.K BhargavaHead Internal
Audit
Pranav Adani Wilmar Ltd Executive Director
R.K SinghHead-Plant
Mundra
Vivek Pathak
Unit-Head
The LEADERS
Gautam S. Adani, Chairman
A man of tremendous foresight, the dynamic and enterprising Gautam S Adani has
over 24 years of varied experience in manufacturing and trading. He joined the family
business of trading in textiles in the early eighties while completing his education.
Ever since there has been no looking back for the 43 year old visionary. His
unparalleled expertise in international trade, solution oriented approaches, innovation
and endurance in an increasingly competitive and rapidly expanding trading market has
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Dominic GHead-Haldia(Operations)
seen the Adani group metamorphose itself from a trading house to an infrastructure
builder and basic utility provider.
Rajesh S. Adani, Managing Director
A Bachelor in Commerce, the 41 years old Rajesh S Adani has been a catalyst in
the rapid expansion of the Group. An expert when it comes to financial and
commercial intricacies, he is in charge of the day to day operations of the company. His
proactive and personalized approach to business and a competitive spirit has been
instrumental in AEL establishing business relationships and a wide network of contacts
with traders across the globe.
Vasant S. Adani, Whole time Director
Aged 50 years and a Bachelor in Arts, Vasant S Adani is actively looking into the
administrative aspects of the Adani group. With about 16 years of experience in real
estate development and general management, he lends an overall corporate
administrative touch to the operations of various Adani Group entities.
Mr. Pradeep Mittal, Whole time Director
Mr. Mittal has done his post graduate diploma in Marketing, and has over 30 years
experience in the global energy and minerals trade. He was chief General Manager of
Karamchand Thaper and Brothers (CS) Ltd. before joining the Adani Group in 1998.
Jay H. Shah, Director
Aged 45 years and a law graduate, Jay H Shah, has been with the company since its
inception. Acknowledged by one and all in the company to possess the acumen of an
artful trader, his connections and global sourcing skills have earned him a reputation in
the chemicals and petrochemicals business in Mumbai.
Dr. A. C. Shah, Director
Dr A C Shah, the erstwhile Chairman and Managing Director of Bank of Baroda has
more than thirty years of extensive banking experience. An M A and PhD in Economics,
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Dr Shah has served as a director on the Board of reputed companies like UTI Bank,
Reliance Capital, Jet Airways, NOCIL, Kopran and Gujarat Lease Finance. He has
chaired several committees on banking, the most recent one being the RBI Committee
for functioning of Non-Banking Financial Companies (NBFCs).
Dr. Pravin P. Shah, Director
Aged 54 years, Dr Pravin P Shah is a practicing Chartered Accountant and the sole
proprietor of the renowned Pravin P Shah & Associates, a firm of chartered Accountants.
He has about 25 years of experience in auditing, legal matters and taxation planning.
C. R. Shah, Director
Shri C. R. Shah obtained Master Degree in Arts with first position from Gujarat
University. He was a Gold Medalist having obtained first position in Master of Laws
examination with Distinction. Presently, he is president of Gujarat Chambers of
Commerce and Industry (GCCI).
Strong market recognition in Edible oil Numero uno in branded oil segment
o 22 % market share in all oils
o 53 % market share in soya oil
One of the fastest growing FMCG in 2004
30th rank among top 100 brands in India
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Product line
1. Fortune Refined Soya bean oil
Refined Sunflower oil
Refined Cottonseed oil
Refined groundnut oil
Kachi ghani mustard oil
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Pure groundnut oil
Pure mustard oil
Pure coconut oil
2. Raag Vanaspati
Refined Soya bean oil
Pure mustard oil
3. Jubilee Bakery Shortening
Refined cooking oil
1. Sunflowers
A sunflower seed extraction is widely used as protein material for animal
feed. Indian sunflower seed extractions contain about 30% crude protein with
30% fiber. Although sunflower protein is low in lysine, methionime & cystine
levels are favourable to meet poultry feed requirements. It is superior to most
vegetable proteins in digestibility. Sunflowerseed extractions is therefore supple-
mented with lysine, or fed with other high lusine proteine meals, like soybean
meal or fish meal. Recent development of various enzyme preparations which
can act upon fibre in sunflower meal, making it more digestible, can result in an
economical substitute for various protein sources.
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2. Rapeseed
Rapeseed meal has minimum 38% O & A and 12% maximum fibre. It has a
very low fat content (0.5%) and is very rich in proteins (37%). The digestibility of
the hull fraction is good. The erucic acid content of the meal is very low (0.25%
max.). Its extremely good amino acid composition, often compared to milk
protein, contributes to its high nutritive value. The amino acid profile showing
adequate lysine and methionine is very much favourable to the non-ruminent poultry
feed.
3. Sesame Seed
Sesame seed extraction is high protein feed meal. The protein has a high
content of methionine and cystine and it is also rich
in arginine and tryptophan but is deficient in lysine and to some
extent in isoleucine. The PER value of the sesame extraction can
be doubled by mixing it with an equal weight of soybean meal,
which has high lysine content. This can also be achieved by
supplementation with synthetic amino acids like lysine (0.2%)
and isoleucine (0.1%). It is being used as a valuable ingredient
upto 5% in well formulated poultry feed.
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4. Cotton Seed
Decorticated cotton seed meal is one of the best protein supplement for dairy
cows, buffaloes and sheep. It has been highly recommended for incorporation in the
formulated feed so as to function as a by-pass protein to raise the milk yield.
5. Groundnut
India is in a position to offer groundnut extraction having protein content
varying from 41% - 50% with aflatoxin content of less than 0.5% 0.2% or 0.05 ppm.
Groundnut extraction is a very good vegetable protein for poultry feed and can be
used up to the level of 25%.
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6. soybean
soybean extractions has a high profat content (49% - 50%) compared to a
44% profat content of China and other Western countries and is very well accepted
in the international market.
7. Coconut
Coconut meal is fed mostly to dairy cattle. Though it is comparatively a
moderate protein (20% - 22%) source, it is highly palatable and its protein has a very
high by-pass value. The copra meal produces firm butter of exceptional quality if it is
used in cattle feed preparations.
Figures pertaining to estimated production of major cultivated oilseeds,
availability of edible oils from all domestic sources and consumption of edible oils (from
Domestic and Import Sources) during the last few years are as under :-
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(In lakh Tone)
Oil Year
(Nov.-Oct.)
Production of
Oilseeds
Net availability of edible
oils from all domestic
sources
Consumption of Edible Oils
(from domestic and import
sources)
2000-2001 184.40 54.99 96.76
2001-2002 206.63 61.46 104.68
2002-2003 148.39 46.64 90.29
2003-2004 251.86 71.40 124.30
2004-2005 243.54 72.47 117.89
2005-2006 279.79 83.16 126.04
2006-2007 242.89 73.70 115.87
2007-2008(E) 282.08 84.27 121.91
Source : (i) Production of oil seeds : Ministry of Agriculture
(ii) Net availability of edible oils: Directorate of Vanaspati, Vegetable Oils &
Fat
2.4 PRODUCT PORTFOLIO
Fortune Brands
Fortune Refined Soyabean Oil
Fortune Refined Sunflower Oil
Fortune Refined Cottonseed Oil
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Fortune Refined Groundnut Oil
Fortune Kachi Ghani Mustard Oil
Fortune Pure Groundnut Oil
Fortune Pure Mustard Oil
Fortune Pure Coconut Oil
Fortune Fryola
Fortune Naturelle
Raag Brands
Raag Vanaspati
Raag Refined Soyabean Oil
Jubilee Brands
Jubilee Masterchef Bakery Shortening
Fortune Masterchef
Specialty Fats / Bakery Shortening
MANUFACTURING FACALITIES
The company has strategically located its refining and processing facilities to both cater to
different parts of the country as well as harness the potential of oilseed growing areas. The
locations are at Mundra (Gujarat), Mantralayam (Andhra Pradesh), Bundi (Rajasthan) and Haldia
(West Bengal).
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Mundra (Gujarat)
AWL's largest state-of-the-art refinery is based at Mundra in the Gulf of Kutch in
Gujarat. The technology has been imported from De Smet of Belgium and Alfa Laval of
Sweden. The quality of oil is at par with best in the world, meeting USFDA standards.
AWL refined oil goes through the strictest quality controlled and computerized
manufacturing process with online monitoring.
AWL's Mundra refinery was started with an initial refining capacity of the 600 Tonnes per Day
(TPD) and after the recent expansion; Mundra has a consolidated refining capacity of 2200
TPD and hydrogenation capacity of 350 TPD. The refining complex now also has a coal based
captive power plant of 4 MW.
In order to enhance quality and save cost, AWL has also set up an integrated packaging plant at
Mundra which includes HDPE blow molding facility, PET Preform blow molding facility and
Tin manufacturing facilities. AWL has also set up fully automated corrugated box manufacturing
facility at Mundra. We have also set up a plant to manufacture multi layer multi colored Film for
our pouch packing.
Mantralayam (A.P.)
This plant was acquired from ITC & is reputed to be one of the best plants in India for
sunflower oil production. The plant has a capacity to crush 450 TPD of seeds and refining
capacity of 180 TPD oil. Located in close proximity to the sunflower-growing belt of
Andhra Pradesh and Karnataka, this plant is also suitable for crushing and refining
Soyabean and Groundnut oil. It was strategically acquired to cater to South India's
demand for Refined Sunflower Oil.
Bundi (Rajasthan)
This plant was taken over from RICO industries. It has a capacity to crush 450 TPD of seeds
and refine 150 TPD of oil. The plant provides ideal location for processing both mustard and
soyabean.
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Apart from it there is also a processing facility at Jaipur, which produces the premium quality
pungent mustard oil packed as Fortune "Kachi Ghani", exclusively to cater to the taste of
pungent and pure mustard oil of eastern India
FAQs
Question: What are MUFA & PUFA? When an oil is said to be MUFA or PUFA based, does it mean that other compounds are absent?
Ans : MUFA & PUFA are the short forms of Mono Unsaturated Fatty Acids and Poly Unsaturated Fatty Acids, respectively. All edible oils contain both MUFA & PUFA, though one of these may be present in higher percentage than the other. However, all edible oils contain some Saturated Fatty Acids (SAFA) as also traces of non-oil compounds – some of which have important roles in nutrition and health, like Vitamin-E and Lecithin
Question: Is it true that some edible oils have cholesterol while some are cholesterol-free?
Ans : All edible vegetable oils are free from cholesterol. Cholesterol is only present in animal fats like butter and ghee.
Question: Are there any oils, which are saturated, fat-free?
Ans : Oils may be low on saturates, though there are no saturated fat free oils.
Question: What is Cholesterol and what is its relevance?
Ans :Cholesterols are made up of a fat (lipid) part and a protein part and hence are also called Lipoproteins. Total Cholesterol comprises of three types of Lipoproteins: High Density Lipoproteins (HDL), Low Density Lipoproteins (LDL) and very Low Density Lipoproteins (VLDL). Of these, HDL are called Good Cholesterol as they carry cholesterol - that can cause blockage in the arteries - from your cells back to your liver to be removed from your body. LDL and VLDL are called Bad Cholesterol as they form the plaque on artery walls that develops into a blockage that restricts blood flow to the heart – leading to atherosclerosis and coronary heart diseases. To look at the total cholesterol alone does not give an adequate reflection of cholesterol levels. What is important is the ratio between the good and bad. The optimum ratio of Total Cholesterol to LDL should be less than 3.5 to1 (For LDL ratio take the Total Cholesterol and divide by LDL). The ideal ratio of Total Cholesterol to HDL should be less than 3 to 1 (For HDL ratio take the Total Cholesterol and divide by HDL).
Question: Is it alright if I don't eat any fat?
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Ans : Fat is an essential nutrient required for health and growth, like protein, carbohydrate, vitamins and minerals. Fats supply essential fatty acids such as linoleic acid and alpha-linolenic acid, which our bodies cannot manufacture. Nutritionists suggest that, for adults, about 30% of the kilojoules consumed should be derived from fat. This translates to 50-60 grams of fat daily for a sedentary adult woman consuming 7500 kilojoules (1800 calories) a day. The type of fat is important - no more than 15 grams a day should be saturated fat.
Question: I have heard that fats don't give us anything except kilojoules(calories). Is it true? And what is the role of fats in our daily diet?
Ans : Fat serves many functions in nutrition. Fat:Provides insulation and "cushioning" for internal organs;"Spares" protein for its primary role of building; and Serves as a "carrier" of fat-soluble vitamins (vitamins A, D, E and K) and fat-soluble
antioxidants like beta-carotene and other carotenoids.
Question: In order to lose excess weight, is it necessary for me toeliminate all fat from my diet lose?
Ans : A recent study conducted by Harvard School of Public Health used a regression analysis of data from the Nurses Health Study (80,000 women for 14 years) suggests that replacing saturated fat and trans unsaturated fats with monounsaturated (MUFA)and polyunsaturated fats (PUFA) is more effective in preventing coronary heart disease in women than reducing overall fat intake.
Question: Is it true that canola oil is toxic/contains a poison?
Ans : This myth has been circulating on the internet with no substantiation. It probably arose from canola's association with its parent, rapeseed, which contains naturally high levels of erucic acid, but this characteristic has been bred out of canola.
Question: Do light oils keep my fat intake low?
Ans : Light or "lite" oils have exactly the same fat and kilojoule content as regular oils. They are simply light in flavour or lighter in colour.
Manpower strength at AWL:
The total strength of AWL is 899 employees. The details of Man Power status at
Manufacturing unit / Branches / Corporate Office is as mentioned below:
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H.O & BRANCHES - 440
MUNDRA - 243
MANTRALAYAM - 72
BUNDI - 63
HALDIYA - 88
-------
903
-------
Manufacturing facilities
The company has strategically located its refining and processing facilities to both cater
to different parts of the country as well as harness the potential of oilseed growing areas.
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The locations are at Mundra (Gujarat), Mantralayam (Andhra Pradesh), Bundi
(Rajasthan) and Haldia (West Bengal)
DISTRIBUTION NETWORK
The end-users of our products are: households and institutional buyers [catering /
hospitality / processed food / snacks] set-ups. AWL has set up a strong distribution
network of Company Distributors and Super Stockists for its retail operations. This chain
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helps to tap even the small retailers/traders and thus increasing our reach.
Today AWL has its distribution foot prints all across the country with
various stock-points catering to more than 5000 distributors, 600 Super Stockists and
numerous brokers and other trade associates. AWL's retail reach is more than 1,000,000
outlets and its consumer reach is more than 80 million Indians.
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INTRODUCTION
TOHUMAN
RESOURCES
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INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT
Management’s basic job is the effective utilization of Human resources for the
achievement of organizational objectives viz. profitable operations and growth through
the satisfaction of certain needs of the customers and society. It is through the combined
effort of human resources or personnel that technological, financial, physical and all
other resources are utilized. The effectiveness with which various kind of human
resources are co – effectiveness with which various kind of human resources are co –
originated and utilized is responsible for success or failure in achieving organizational
objectives.
“Every aspect of firm’s activities is determined by the competence, motivation
and general effectiveness of its human organization, of all the tasks of management
managing human components is the central and most important task because all depends
upon how well it is done,” Rensis Linkert.
According to the institution of personnel management ( U.K.), “Personnel
Management is an integral but distinctive part of management concerned with people at
work and their relationship with in the organization.”
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‘FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Functions:
Managerial → 1. Planning.
2. Organizing.
3. Directing.
4. Controlling.
5. Staffing.
Operative → 1. Employment.
2. Training &
Development.
3. Remuneration,
Working conditions.
4. Motivation.
5. Personnel Records.
6. Industrial Relations.
7. Separation.
Advisory → 1. Advice to top Mgt.
2. Advice to departmental heads.
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HUMAN RESOURCE DEVELOPMENT
An overview
The concept of HRD is comparatively of recent origin and is now used at both macro
and micro level. At the micro originations level, HRD is described as the core of all
development efforts in the sense of improvement of quality of life of people of a nation.
At the micro or organizational level, HRD connotes improvement in the quality of
managers and workers so as to achieve greater quality and higher levels of productivity.
HRD involves
Ways to better adjust the individual to his job, the environment.
The greatest involvement of an employee in various aspects of his work; and
The greatest concern for enhancing the capabilities of the individual.
Goals of HRD
Provide an opportunity and comprehensive framework for the development of
human resources in the organization for full expression of their talents and
manifest potentials.
Develop each individual’s capabilities to perform the present job and handle
future likely roles.
Develop the sense of team spirit, teamwork and inter- team collaboration.
Develop the organization health, culture and climate.
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SIGNIFICANCE OF HRD
No organization can grow and survive in the present-day environment without
the growth and development of its people. In the view of fast development changes, the
HRD must be viewed as the total system inter-related and interacting with other system
at work – the production, the finance, the marketing, with which a business system
function.
HRD facilitates the integrated growth of employees. It helps employees to know their
strengths and weakness and enable them to improve their performance and that of the
organization.
OBJECTIVES OF HRD
Assess future recruitment needs
Formulate training programs
Develop promotion and career development policies
Anticipate and, where possible, avoid redundancies
Develop a flexible workforce to meet changing requirements
Control staff costs whilst ensuring salaries remain competitive
Assess future requirements for capital equipment, technology and premises.
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Functions of HRD in Adani Wilmar Ltd.
1. Training and Development:
In Adani Wilmar a new selected person is trained for 30 days to 6 months according
to job profile. When new technology adopted by the company it is necessary to
impart knowledge about it to the employees so that they can adapt to it.
2. Performance appraisal:
Performance appraisal is systematic evaluation of the personality and performance of
each employee by his supervisor or some other person trained in the techniques for
comparing individual in a work group, in terms of personal quality or deficiencies and
the requirements of their respective jobs.
3. Clippings for soft board:
In adani Some important information which the department feels, can be valued to its
employees is sent to all department or the concerned department, so that they can pin it
up on their notice board.
4. Suggestion scheme:
Suggestion boxes are placed at different locations in the organization. Anybody &
everybody is welcomed to give suggestions which may help in brining improvement in
the policy matters of the company.
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5. Birthday Wishes:
Adani wilimar develop a sense of belongingness and closeness among the employees
and help in consolidating friendly relationship, the company greets each & every
employee on his birthday.
6. Induction:
The HRD department arranges induction programme for the new employee.
Each new employee has to visit each and every department to the company and know
about the function of the department and its members. The ranges of information that
may be covered under induction programme are:
Company history and philosophy
Products of the company
Company’s organization structure
Location of department and employee service
Personnel policies and practices
Employee activities
Rules & Regulations
At the end of the induction programme employees submits induction report to the HRD
department.
7. Summer training:
Aadani willimar provide better training for BBA/ BE/MCA/MBA/BCA etc.
8. Counseling of employees. :
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At adani employee’s problems are conceders
HIERARCHY
OF
HUMAN RESOURCE DEPARTMENT
(ADANI WILMAR LTD.)
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Manager (HR & ADMIN.)
(Dy. Manager (HR & ADMIN.)
(Jr Officer (HR & ADMIN.)
Supervisor HR & ADMIN.
(Sr. Officer (HR & ADMIN.)
Supervisor (HR & ADMIN.)
Receptionist
PROCESS OF HUMAN RESOURCES MANEGMENT
OBJECTIVES OF THE PROJECT
The objective of our study is to:
Identify general practices in the organizations which is used to
measure the satisfaction level in the employees.
Determine which companies’ policies are most effective.
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Assistant (HR & ADMIN.)
Corporate objective
Business unit objective
Control and Evaluation of implementation
H.R. objective
H.R. demand objective
H.R. supply forecasting
Net requirement nt
Action plan
Deficit H.R Recruitment Transfer Training
Surplus H.R Downsizing Transfer Training
QUESTIONNAIRE
Please take a few minutes to complete this survey. Based on your personal experience in
this organization, please fill this form to help us building our organization much better &
professional. Share your views by putting a mark in the boxes against each question.
To maintain confidentiality, please don’t mention your name anywhere in this form.
DepartmentAgeWorking in this organization since
A – STRONGLY AGREE B – AGREE C – DISAGREE D – STRONGLY DISAGREE
S.no Particulars A B C D
1.The standard of working and other facilities is comfortable.
2.The human resource planning in your organization is well organized.
3.Training and development programmes are regularly conducted in your organization.
4.You get an output from the training and development programme
5.You get an appraisal from your management according to your performance.
6.The human resource planning in your organization is successful in removing the inaccuracy.
7.This organization makes all efforts to keep employees happy.
8. The climate / working environment is satisfactory.
9.Senior management shows genuine interest in the well being of employees
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10. You are happy to be a part of this organization.
11. You are praised by your senior when you do a good job.
12.You can approach to your senior or top management without any difficulty to discuss your problems.
13.Weaknesses of employees are communicated to them in a non-threatening way.
14.Appraisal of the organization is growth and development oriented.
15. Most of the time you feel helpless and powerless.
16.The noise around your work place does not allow you to work properly.
17.Employees in your organization are discriminated here based on caste, region, language etc.
18.There is a kind of workers participation in management in your organization.
19. You are satisfied with your participation in management.
20.Management communicates its goals & strategies effectively to its employees.
Anything else you would like to share:-
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THE FINDINGS
During the Survey, it was found that :
1. Major part of Adani Employees are satisfied with the Security level in the
Organization whether Job Security or Personal Security, but still a significant
no.of employees are pretty dissatisfied with the Security level.
2. Major parts are satisfied with the working of Refinery.
RESEARCH FINDINGS
SATISFACTION LEVEL IN ADANI EMPLOYEES REGARDING
VARIOUS FUNCTIONS IN ADANI
1.HIGHLY SATISFIED 3. DISSATISFIED
2. SATISFIED 4.HIGHLY DISSATISFIED
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Name of Department:
1. The standard of working and other facilities is comfortabl.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied2. The human resource planning in your organization is well organized.
s1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
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3. Training and development programmers are regularly conducted in your
organization.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
4. You get an output from the training and development programmers.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
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5. You get an appraisal from your management according to your
performance.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
6. The human resource planning in your organization is successful in
removing the inaccuracy.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
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7. This organization makes all efforts to keep employees happy.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
8. The climate / working environment is satisfactory.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
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9. Senior management shows genuine interest in the well being of
employees.
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
10. You are happy to be a part of this organization.
s
1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied
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66%
34%
Satisfied
Unsatisfied
OVERALL LEVEL OF SATISFACTION IN
THE EMPLOYEES
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CONCLUSION&
SUGGESTIONS
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Conclusion:
From our study and personal interview on “Employee satisfaction” in Adani Wilmar Ltd.
we conclude that:
More then 70% of the employees think that the standard of working, other
facilities & human resource planning in Adani Wilmar ltd. is satisfactory.
The human resource planning in their organization is successful in removing the
inaccuracy.
Employees find their self comfortable while communicating to their HOD’s/
subordinates.
They are paid fairly according to their job.
Employees are not happy with the cafeteria in their organization.
Employees are also looking for some training & development programme
in Adani Wilmar.
Almost every employee is happy with their freedom and authority to perform the
responsibilities.
There is a good communication channel between the employees and the top
management.
Almost every employee’s are satisfied with the present reward system.
Team spirit is of high order in the organization.
Employees feel free to voice their opinions freely.
Employees receive prompt feedback to their queries from the manager of the
respective department.
The climate / working environment is very comfortable.
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Commercial, Packaging, Acid oil & Logistics department’s are not that much
satisfactory.
Suggestions:
Cash reward should be introduced in the organization.
Canteen/ Cafeteria need to be improved.
Training & development programme should be conducted more in the
organization.
Infrastructure facilities need to be improved.
Bibliography
1. htt://www.adaniwilmar.com/
2. htt://www.adanigroup.com/3. htt://www.googel.com/4. G.S suddha:-human resouresh develoment
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