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INTRODUCTION

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Introduction of HRM:

Management is basically concerned with the performance of planning,

organizing, directing, co-ordinating and controlling, which, in fact, are its main

functions. Management is also regarding as the art of getting things done through

others. It is not possible for any individual to do all the work himself. The work is

always shared with others. In a household, for example, the head of the house – the

father earns for the family maintenance. The lady of the house manages the kitchen

and so on. Similarly, in a bank there are different individuals to look after cash,

savings bank account, fixed deposit, current account, recurring deposit account and so

on. The overall control lies with the bank manager. Thus, it becomes clear that the

work is assigned to many in any work place and responsibilities are fixed on them.

The person assigning the work, i.e., the manager, knows how to get things done

through others, i.e., subordinates. A manager who is unable to make his subordinates

work cannot be a successful manager.

The human resources of an organization consist of all people who perform its

activities. Human resource management (HRM) is concerned with the personnel

policies and managerial practices and systems that influence the workforce. In broader

terms, all decisions that affect the workforce of the organization concern the HRM

function.

The activities involved in HRM function are pervasive throughout the organization.

Line managers, typically spend more than 50 percent of their time for human resource

activities such as hiring, evaluating, disciplining, and scheduling employees. Human

resource management specialists in the HRM department help organizations with all

activities related to staffing and maintaining an effective workforce. Major HRM

responsibilities include work design and job analysis, training and development,

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recruiting, compensation, team-building, performance management and appraisal,

worker health and safety issues, as well as identifying or developing valid methods for

selecting staff. HRM department provides the tools, data and processes that are used

by line managers in their human resource management component of their job.

Definitions of the terms ‘Management’:

A few definitions of the term ‘Management’, offered by experts, have been given

below:

To manage is to forecast and plan, to organise, to command, to co-ordinate, and

to control - Henry Fayol.

Management is what a manager does – Louis Allen

Management is the art of knowing exactly you want your men to do and then

seeing that they do it in the best and the cheapest way – F.W.Taylor.

WHAT IS THE FOCUS OF HRM DEPARTMENT?

“The HRM focus should always be maintaining and, ideally, expanding the customer

base while maintaining, and ideally, maximizing profit. HRM has a whole lot to do

with this focus regardless of the size of the business, or the products or services you

are trying to sell.” (Dr. James Spina, former head of Executive Development at the

Tribune Company). HRM is involved in managing the human resources with a focus

on expanding customer base that gives profit to the company. The bottom line of the

company is the focus of the HRM department as well as the function.

A growing body research shows that progressive HRM practices have a significant

effect on corporate bottom-line and middle-line performance. The positive effect on

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financial performance, productivity, product and service quality, and cost control are

documented by researchers.

High-performance work systems (HPWS) is a term used to describe a collection of

HR practices or characteristics of HR systems designed to enhance employees’

competencies so that employees can be a reliable source of competitive advantage. A

summary of the research on HPWS indicated that a one standard deviation of

improved assessment on a HPWS measurement tool increased sales per employee in

excess of $15,000 per employee, an 8 percent gain in labor productivity.

THE ACTIVITIES OF HUMAN RESOURCES MANAGEMENT

The activities performed by HRM professionals fall under five major domains:

(1) Organizational design,

(2) Staffing,

(3) Performance Management and Appraisal,

(4) Employee and Organizational Development, and

(5) Reward Systems, Benefits and Compliance

Acquiring human resource capability should begin with organizational design and

analysis. Organizational design involves the arrangement of work tasks based on the

interaction of people, technology and the tasks to be performed in the context of the

objectives, goals and the strategic plan of the organization. HRM activities such as

human resources planning, job and work analysis, organizational restructuring, job

design, team building, computerization, and worker-machine interfaces fall under this

domain.

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Recruitment, employee orientation, selection, promotion, and termination are among

the activities that fit into the staffing domain. The performance management domain

includes assessments of individuals and teams to measure, and to improve work

performance. Employee training and development programs are concerned with

establishing, fostering, and maintaining employee skills based on organizational and

employee needs.

Reward systems, benefits and compliance have to do with any type of reward or

benefit that may be available to employees. Labour law, health and safety issues and

unemployment policy fall under compliance component.

MAJOR TRENDS AFFECTING HRM

The following trends have an effect on human resource management function and

department. The importance of HRM increases due to some of them and the practices

of HRM are affected to some extent due to some of them.

1. Increased globalization of the economy.

2. Technological changes and environmental changes.

3. The need to be flexible in response to business changes.

4. Increase in litigation related to HRM.

5. Changing characteristics of the workforce.

THE IMPORTANCE OF HRM MEASUREMENT

Many HRM systems and activities are not subjected to systematic measurement.

Many organizations do not assess either the short- or long-term consequences of their

HRM programs or activities. A recurring theme of the book is that measurement and

accountability are key components to organizational effectiveness and competitive

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advantage. Good measurement, allied with business strategies, will help organizations

select and improve all of their HRM activities and provide a much stronger

connection between HRM activities and organizational effectiveness.

Stanford University professor Jeffrey Petter considers measurement to be one of the

keys to competitive advantage. His book Competitive Advantage through People cites

measurement as one of the 16 HRM practices that contribute the most to competitive

advantage.

A new book entitled The Workforce Scorecard by Professors Mark Huselid, Brian

Becker, and Dick Beatty extends research on the "balanced scorecard" to a

comprehensive management and measurement system to maximize workforce

potential.

COMPETITIVE ADVANTAGE AND HRM

Competitive Advantage refers to the ability of an organization to formulate strategies

that place it at favorable position relative to other companies in the industry. Two

major principles, namely customer value and uniqueness, are relevant for gaining

competitive advantage.

Competitive advantage occurs if customers perceive that they receive more value

form their transaction or relationship with an organization than from its competitors.

HRM needs to make efforts to ensure that all employees are focused on understanding

customer needs and expectations.

The second principle of competitive advantage derives from offering a product or

service that your competitor cannot easily imitate or copy.

The status of HRM is improving relative to other potential sources of competitive

advantage for an organization. Professor Pfeffer notes that "traditional sources of

success (e.g., speed to market, financial, technological) can still provide competitive

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leverage, but to a lesser degree now than in the past, leaving organizational culture

and capabilities, derived from how people are managed, as comparatively more vital."

For success in 21st century, HRM activities must be (1) responsive to a highly

competitive marketplace and global business structures, (2) closely linked to business

strategic plans, (3) jointly conceived and implemented by line and HR managers, and

(4) focused on quality, customer service, productivity, employee involvement,

teamwork, and workforce flexibility.

HRM in the New Millennium

Human Resources have never been more indispensable than today. The competitive

forces that we face today will continue to face in the future demanding organizational

excellence. In order to achieve this extended quality, organization’s need to focus on

learning, quality development, teamwork, and reengineering. These factors are driven

by the way organizations implement things and how employees are treated.

1. HR can help in Dispensing Organizational Excellence: To achieve this paradigm

shift in the organization excellence there is a need for organizations to reform the way

in which work is carried out by the Human Resource Department. By designing an

entirely new role and agenda that results in enriching the organization’s value to

customers, investors and employees, HR can help in delivering organizational

excellence. This can be carried out by helping line managers and senior managers in

moving planning from the conference room to the market place and by becoming an

expert in the way work is organized and executed.

HR should be a representative of the employees and should help the organization in

improving its capacity for change. HR will help the organizations in facing the

competitive challenges such as globalization, profitability through growth,

technology, intellectual capital, and other competitive challenges that the companies

are facing while adjusting to uncontrollably challenging changes in business

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environment. The novel role of HR is to rapidly turn strategy into action; to manage

processes intelligently and efficiently; to maximize employee contribution and

commitment and to construct favorable conditions for flawless change.

2. Human Resource should be a Strategy Partner: HR should also become a partner in

strategy executions by propelling and directing serious discussions of how the

company should be organized to carry out its strategy.

Creating the conditions for this discussion involves four steps. First HR need to define

an organizational architecture by identifying the company’s way of doing business.

Second, HR must be held responsible for conducting an organizational audit. Third,

HR as a strategic partner needs to identify methods for restoring the parts of the

organizational architecture that need it. Fourth and finally, HR must take stock of its

own work and set clear priorities. In their new role as administrative experts they will

need to shed their traditional image and still make sure all routine work for the

company is done well.

3. HR Accountability Should be Fixed to Ensure Employee Commitment: HR must be

held accountable for ensuring that employees feel committed to the organization and

contribute fully. They must take responsibility for orienting and training line

management about the importance of high employee morale and how to achieve it.

The new HR should be the voice of employees in management discussions.

The new role for HR might also involve suggesting that more teams be used on some

projects or that employees be given more control over their own work schedules. 4.

The New HR Must Become a Change Agent: The new HR must become a change

agent, which is building the organization’s capacity to embrace and capitalize on

change. Even though they are not primarily responsible for executing change it is the

duty of the HR manager to make sure that the organization carries out the changes

framed for implementation.

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5. Improving the Quality of HR: The most important thing that managers can do to

drive the new mandate for HR is to improve the quality of the HR staff itself. Senior

executives must get beyond the stereotypes of HR professionals as incompetent

support staff and unleash HR’s full potential

6. Change in Employment Practices: The balance sheet of an organization shows

human resource as an expense and not as a capital. In the information age, it is

perceived that the machines can do the work more efficiently than most people

however; technology to work is dependent on people.

The challenges for Employment Practice in the New Millennium will require that

there should be strategic involvement of the people and labour-management

partnerships as they both have to take organization ahead.

7. Benchmarking Tool must be mastered by HR Professionals: HR professionals must

master benchmarking, which is a tool for continuous improvement- directing the

human side associated with the strategic path adopted by the organization. Through

this, HR department will start appreciating the changes happening within and outside

the environment while expanding the knowledge about how to add value to decision

making at the highest level of the organization.

8. Aligning Human Resources to Better Meet Strategic Objectives: Too often

organizations craft their strategy in a vacuum. Some organizations don’t even include

key people during strategy formulation resulting in lacunae between the actual

problems and the solutions implemented- as critical inputs are not sought from those

individuals who are supposed to implement the new strategies.

Introduction to recruitment and selection

Recruitment and selection are two different activities. The meaning of recruitment is

the mechanism of making interest for the people to apply for work and selection is the

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final decision of a specific candidate for the particular position. For any organization

it is important that the people who are going to be hire must have abilities, talent and

perspective that you need. In long term phase organization needs those types of

employees who have the abilities to face the challenges and can continue learning. So

like this there are more chances for the organization to get the competitive edge. Also

for the long term aspect approach, proclivity and competency is more important than

present command and knowledge.

While in the process of selection on judgment the individuals is used to forecast in

assuring favourable outcomes on the job. As these are all assumptions and there is no

guarantee that these predictions are unmistakable so there are always chances of

misjudgments. There are basically two kinds of decision error which may happen in

any electing process which are defined as follows. False positive or mistaken

acceptance: where candidate are elected but prove to be incompetent.

False negative or mistaken rejections: where candidate who were competent and

capable and could perform better are refused.

Organizations while employing the individuals are more worried about false positives

because as a result it causes inadequate performance and costly misjudgment. In these

type of organizations it can be said that if they increase their level of entry condition

so that to decrease the possibility of false positives. As a result of this standard the

candidates who are actually competent will be selected and the applicants who do not

fulfill the requirement will be refused.

The Selection judgments play a major role for success in any organization. As taking

the wrong decisions while selecting are always subject to huge loss for the

organization. It is necessary for the organization that it has a higher quality of

selection process so that it could accomplish more suitable results in all. As the

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demand for the multi proficiency variable work force and joint effort is rising,

selection has come to be a lesser element for hiring those applicants who are fully

specialized in one area. Immediate aptitude and empiricism may be lesser

considerable than intending to learn, adaptability and potential to work in a team.

There are basically two types of recruitment. These are called internal recruitment and

external recruitment. Internal recruitment is basically when recruitment takes place

from the present employees and when recruitment takes place from excluding present

employees, it is known as External Recruitment.

Informal Methods:

Advantages:

The existing employees have already the information for the organization.

That's why it is very easy for them to adjust in the organizational culture

because they are already part of the organization but new candidates will take

time to adjust in the new environment. It means that organization has to arrange

training session for the new clients which result increase the extra cost for the

organization.

The positions will be occupied quickly. This helps to fill the positions promptly

and to run the operations smoothly.

Candidates will be also well known with the organization, it is relief for the

organization to save time and spend less for then starting phase which is

induction.

Bring new ideas and views.

Less employee training and development especially if they have been learned

elsewhere.

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Employee can illustrate a novelty for the business look while hiring them from

outside.

When you hire an employee through informal method of recruitment and

selection then coordination and team work becomes more vital because the

person you are going to hire is familiar to the organization, co-workers or the

employees who referred him. This will result positively against any given task

or assignment.

Disadvantages:

Make use of internal channels only which restricts the option to hire from

outside their may be better employees options available in the outside market.

Some times it is really important to take new blood to spread present ideas,

information and devotion but through informal method it becomes difficult for

the potential candidates to get information about such particular positions and

as a result we may not hire the best candidate having rigorous qualifications,

skills and expertise. Many potential candidates are unable to apply against such

kind of positions because these positions are not publicly advertised.

For many organizations this typical manner caused to create professional

jealously among the co workers on the promotion of one individual.

In informal methods organization usually rely on employee's links and

references and they do not properly judge their needs and their personal

objectives. So there can be a miss match between the objectives of the

individual and the firm. This clash of objectives would result as a long term

loss for the organization.

There is no certainty about the employee to whom the organization is going to

choose for the services will be best fit in the environment and can prove its

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abilities and skills in the organization because the individual who is selected

not assessed in a structured way.

Recruitment Agencies and their Advantages and Disadvantages:

There are many private employment agencies doing outsourcing and who are

registering for employment, short listing the candidates by their skills and

qualifications. But the final decision is taken by the representative of the organization.

In few cases the representative also sits on the panel for the final selection of the

employee. In the process of outsourcing while there is already a processing and short

listing by the employment agencies helps the organization to save time and it is

cheaper because while recruiting the employee by the indirect method there are more

expenditures as the organization do this by their selves. To some extent it can be said

that the identity of the organization will not be disclosed which helps to be saved by

the unnecessary applications. On the other hand it is also important that organization

may loose those persons in the short listing who are capable and the organization

representative would like to meet with them.

There is collection of large pool of applications and candidates will be chosen among

them. It means that all talent will be gathered at one place. On the basis of

competence, the employees can be short listed which then be pass through in the final

process and unnecessary applicants will be eliminated. These candidates are those

how can contribute a lot for the effectiveness and efficiency of the organization. These

people who are running these agencies are experts in the human resource field and

better know the ideal candidate through the process of recruitment and selection. The

candidates which they refer to the organization, the organization more rely on these

candidates because organization realizes that these are the best pool of candidates

which make their organization more competitive. The recruitment agencies are very

effective in hiring the top position.

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The recruitment industry has four main types of agencies: Head hunters for

professional and executive recruitment, employment agencies, and recruitment

websites and in house recruitment but we will discuss only the hiring through

recruitment agencies.

The recruitment agencies increased the extra cost of organization which badly affect

on the overall profitability of the organization because the advertising agency has to

go through in all processes, every process has its own cost and all cost has to bear by

the company. That's why this method is as such not suitable for the organization

because it affect the financial sustainability of the organization. So, it can be said that

this method is not cost effective.

At the end, it can be concluded that recruitment and selection through informal

method and through recruitment agencies can be used by the organization in the

different situation to fulfill its human resource requirement. The informal methods are

very useful for hiring the clerks because in this way organization can save its cost

which can be used at somewhere else at more productive purpose. The organization

has not to make much effort on it because it has not to pass though the whole human

resource recruitment and selection processes. On the other way, the hiring through

recruitment agency will be very helpful for hiring large pool with quality and

effectiveness. Shorty, the organization used both methods in different situation for

hiring the quality candidates.

RECRUITMENT AND INTRODUCTION

The overall aim of the recruitment and selections process is to obtain the right number

and quality of employee’s required to satisfy the human resources need of the

organization.

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The four stages of recruitment and selection are:

1.Defining requirements: preparing job descriptions and specification, deciding

terms and conditions of employment,

2.Attracting candidates: reviewing and evaluating alternative sources for applicants,

inside and outside the organisation, advertising, possibly using agencies and

consultants.

3.Selecting candidates: sifting applications, interviewing, testing, assessing

candidates, employment,taking references, employment contract

4.Introduction- induction: Introduction to the work and the colleagues, to the

organisation and its main objectives, to terms of employment.

Managing People - Introduction to Recruitment

Author: Jim Riley Last updated: Sunday 23 September, 2012

People management - Recruitment (introduction)

Recruitment and selection is the process of identifying the need for a job, defining the

requirements of the position and the job holder, advertising the position and choosing

the most appropriate person for the job. Retention means ensuring that once the best

person has been recruited, they stay with the business and are not “poached” by rival

companies.

Undertaking this process is one of the main objectives of management. Indeed, the

success of any business depends to a large extent on the quality of its staff. Recruiting

employees with the correct skills can add value to a business and recruiting workers at

a wage or salary that the business can afford, will reduce costs.

Employees should therefore be carefully selected, managed and retained, just like any

other resource

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Introduction said by J.Jayasankar:

Certain organizations may have difficulty in finding efficient persons for various

jobs. On the hand, there are organizations with which many candidates would like to

be associated. It is devoted to the discussion of various aspects relating to the

recruitment of candidates. Once a decision is taken on the source of recruitment –

whether it is internal or external, the next step is to proceed with selection process.

Meaning and definition of recruitment:

“Recruitment is the process of finding suitable candidates for the various post in an

organization.

According to Edin B.Flippo, “Recruitment is the process of searching for

prospective employees and stimulating them to apply for job in the organization”.

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Definition of selection:

According to Dale Yoder, “Selection is the process in which candidates for

employment are divided into two classes, those who are to be offered employment and

those who are not to be”.

Sources of recruitment:

Internal source

External source

Internal source:

Transfer

Promotion

Recommendation by existing employees

External source:

Advertisements

Employment exchanges

Private employment consultants

Campus interview

Rival firms

Unsolicited applicants,etc.

Factors determining recruitment:

Reputation of concern

Salary and other monetary benefits offered

Terms and conditions of service

Nature of the vacancy

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Government reservation norms

Stages involved in selection of candidates:

Receiving application forms

Scrutiny

Preliminary interview

Tests

Final interview

Checking references

Medical examination

Appointment

Probation

Confirmation of service

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OBJECTIVES:

To undergo in-depth study about the recruitment and

selection made in the company.

To find out the different kinds of recruitment and selection

done among the employees of different age groups.

To study about the effects of recruiting more numbers of

employees in the company

To learn the ways the organization deals to handle selection

and recruitment of employees.

To study how women are selected in this concern

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COMPANY PROFILE

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INDIAN AUTO GAS COMPANY LTD.

EXECUTIVE SUMMERY FOR INVESTORS

Date: 31/05/2014

1. INTRODUCTION:

Liquefied petroleum gas, also called LPG, simply propane or butane, is a flammable

mixture of hydrocarbon gases used as a fuel in heating appliances and vehicles. It is

increasingly used as an aerosol propellant and a refrigerant, replacing chlorofluorocarbons in an

effort to reduce damage to the ozone layer. When specifically used as a vehicle fuel it is often

referred to as autogas.

Predominantly in Europe and rural parts of many countries, LPG can provide an alternative to

electricity and heating oil (kerosene). LPG is most often used where there is no access to piped

natural gas. LPG can be used as a power source for combined heat and power technologies

(CHP). CHP is the process of generating both electrical power and useful heat from a single fuel

source. This technology has allowed LPG to be used not just as fuel for heating and cooking, but

also for de-centralised generation of electricity. LPG can be stored in a variety of ways. LPG, as

with other fossil fuels, can be combined with renewable power sources to provide greater

reliability while still achieving some reduction in CO2 emissions.

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Auto LPG

When LPG is used to fuel internal combustion engines, it is often referred to as autogas or auto propane.

In some countries, it has been used since the 1940s as a petrol alternative for spark ignition engines. In

some countries, there are additives in the liquid that extend engine life and the ratio of butane to

propane is kept quite precise in fuel LPG. Two recent studies have examined LPG-fuel-oil fuel mixes and

found that smoke emissions and fuel consumption are reduced. Its advantage is that it is non-toxic, non-

corrosive and free of tetraethyl lead or any additives, and has a high octane rating (102-108 RON

depending on local specifications). It burns more cleanly than petrol or fuel-oil and is especially free of

the particulates from the latter. LPG has a lower energy density than either petrol or fuel-oil, so the

equivalent fuel consumption is higher.

Autogas enjoys great popularity in numerous countries and territories, including: Australia, Croatia,

Lithuania, the European Union, Hong Kong, India, the Philippines, the Republic of Macedonia, South

Korea, Serbia, and Turkey. It is also available at larger petrol stations in several countries. In the Republic

of Armenia, for example, the transport ministry estimates as many as 20 to 30% of vehicles use autogas,

because it offers a very cheap alternative to both diesel and petrol, being less than half the price of petrol

and some 40% cheaper than diesel. The recent rises in oil-derived fuel prices has significantly increased

the difference.

LPG’s domestic uses can never be ignored. It has played a revolutionary role when it comes to changing

the face of domestic fuels used for heating and cooking.

1. There are still many rural areas where they have no access to a central gas pipeline or a

gas network. These areas and even many in the urban sectors are using LPG as an alternative

source of fuel. The main reason behind this is easy accessibility, low cost per unit and the

environment friendly properties of LPG.

2. The main domestic uses of LPG are with respect to lighting, refrigeration, cooking and

most of all heating. It is as good for powering standalone stoves and huge cooking stoves. It has

been found to be cost effective and hence is used in large scale cooking also.

3. LPG is also used as a backup at places where people rely on solar energy. It has so

happened that at times, due to lack of sunlight or during the cold season, renewable sources of

energy like sunlight have not been helpful. In these cases, LPG is used as a standby or secondary

source of fuel.

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4. Other household or domestic uses of LPG include water heaters, dishwashers, space

heaters and even incinerators.

5. Since it is considered to be eco-friendly, LPG is also used to run generators. It is

considered safe enough to be used even in closed spaces.

6. One main reason behind LPG being a popular choice of fuel in domestic uses is that it

promises a low level of fuel consumption. LPG equipments do not demand high maintenance and

it also has a narrow range with respect to flammability.

7. With multiple advantages, LPG has seen a wide growth when it comes to domestic uses.

With time, there have been more in-depth studies as to how the use of LPG gas can be increased

with respect to domestic purposes.

2.Company Profile

Suppliers and exporters of die castings components such as pressure die castings components, zinc

pressure die castings components, stainless steel die castings, alloy steel die castings, metallic die casting,

automotive casting, pressure die casting and casting products, etc.

3.BRIEF PROFILE

Indian Autogas Company Ltd. was incorporated in July 1995 with an authorized capital of Rs. 100

lakhs with the object of manufacturing and trading in LPG (Liquefied Petroleum Gas) and other

allied activities and now the authorized capital is Rs 400 lacs.The Chief Controller of Explosives

(GOI) as an LPG operator has licensed it.

Admin Office

Auto LPG Bhavan,

3/88, Mount Poonamallee Road,

Ramavaram, Chennai – 600089

with branches at Andhra Pradesh, Karnataka, Maharashtra and Pondi.

Factory

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(i) Blending Plant

S.No 1128/1

Ernakupam Village,

UthukottaiTaluk

Tiruvalore Dist.

(ii) LPG Bottling Plant.

S.No 1128/2,3

Ernakupam Village,

UthukottaiTaluk

Tiruvalore Dist.

1. OBJECTS: -

The main object of Indian Autogas Company Ltd is to promote LPGand other fuels in India.

2. APPROVALS:

Company was promoted in the year 1995.

Manufactured the first LPG Conversion system for Indian Auto Rickshaws in 1997.

Received trial approval for Auto LPG business from Ministry in 1998.

Designed the First Auto LPG Dispensing station in 2002.

Got the approval from Govt as the first Auto LPG Dispensing station in 2003.

Entered in the Auto LPG Business in 2005.

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Signed MOU with Caltex Gas for the supply of Auto LPG in 2005.

The erection of first Auto LPG Dispensing station is completed at Nizamabad in March 2006

Company got operator approval from CCoE

Commissioned the first company owned station in 2008.

Project VISION 1000 lounged on 19-08-09

Company is rated as 2 – SATISFACTORY on 02.04.2010

Signed MOU to import LPG in Finolex LPG Terminal on 20.08.2010

Cutting Gas Test succeeded on 19.04.2012

LPG manufacturing approval by Govt on 06.07.2012

Proposal to enter in LPG Packed cylinder in a big way on 1.06.2012.

As a achievement Company is rated as 1 – GOOD for Autogas business and 2- satisfactory for

packed LPG business on 10.07.2012.

The LPG manufacturing plant was commissioned on 04.05.2013.

The LPG bottling was commissioned on 04.05.2013.

3. MANAGEMENT

The company is managed by a Board of Directors comprising three Directors. The Managing Director

and CEO is Mr.S.M. Antony Thomas. He is a member of world LPG Forum, the authority on effective

use of LPG internationally and has vast base training and experience in the field of petroleum gas.

4. PRODUCTS: -

The present products are:

Auto LPG

Packed Commercial LPG in cylinders

Bulk Industrial LPG

Products proposed for future

Piped LPG

Lubricants

Cutting Gas

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City gas

Petrol and diesel

Hydrogen.

Auto LPG:

AutoGas (LPG) is a clean, high octane, abundant and eco-friendly fuel. It is obtained from

natural gas through fractionation and from crude oil through refining. It is a mixture of petroleum

gases like propane and butane. The higher energy content in this fuel results in a 10% reduction

of CO2 emission as compared to MS.

AutoGas is a gas at atmospheric pressure and normal temperatures, but it can be liquefied when

moderate pressure is applied or when the temperature is sufficiently reduced. This property

makes the fuel an ideal energy source for a wide range of applications, as it can be easily

condensed, packaged, stored and utilised. When the pressure is released, the liquid makes up

about 250 times its volume as gas, so large amounts of energy can be stored and transported

compactly.

The use of LPG as an automotive fuel has become legal in India with effect from April 24, 2000,

albeit within the prescribed safety terms and conditions. Hitherto, the thousands of LPG vehicles

running in various cities have been doing so illegally by using domestic LPG cylinders, a very

unsafe practice. Using domestic LPG cylinders in automobiles is still illegal.

AutoGas impacts greenhouse emissions less than any other fossil fuel when measured through

the total fuel cycle. Conversion of petrol to AutoGas helps substantially reduce air pollution

caused by vehicular emissions.

The saving on account of conversion to AutoGas in comparison to petrol is about 35-40%. Low

filling times and the 35-40% saving is a reason enough for a consumer to convert his vehicle to

AutoGas.

Packed LPG Cylinders:

Confidence Petroleum India Limited is a reputed BSE listed company. The group is among the

largest manufacturers of LPG/CNG cylinders in India and also has a cylinder manufacturing unit

in Indonesia. Our vision is to become the largest player in LPG/CNG related business by 2015.

We are India’s leading private sector bottler with 51 bottling plants across 21 states with a vision

to commission many more plants in near future.

“Go Gas” is the brand name of LPG supplied and marketed by Confidence Petroleum all over

India. As the name signifies, you can GO to everyplace by means of GAS as fuel. Go Gas has a

network of 100 auto LPG dispensing stations in 10 different states and we aim to setup 250

additional stations in the near future all over India.

27

At present, we are launching Go Gas LPG in 12kg, 15kg, and 17kg cylinders for domestic,

commercial and industrial use across India as we are having sufficient infrastructure to provide

quality service to our customers.

LPG: LPG Stands for Liquefied Petroleum Gas and

it’s a mixture of propane and butane gas.

Liquefied Petroleum Gas (LPG) is an environmentally friendly inexpensive fuel. LPG is the

generic name for Propane and Butane. There are hydrocarbon products produced by the oil and

gas industries. Commercial Propane predominantly consists of hydrocarbons containing three

carbon atoms and its chemical formula is C3H8.

Packed Cylinder: It refers to those cylinders that have been filled with designated quantity of

LPG and is ready to use at home, hotel or any other commercial outfit. The process of

transferring/filling a cylinder with LPG is called Bottling.

Depending upon the desired usage it can be termed as Domestic Packed Cylinder and

Commercial Packed Cylinder. Although the gas inside both the cylinders remain the same but

the pricing and applicable taxes change depending upon the domestic or commercial usage.

Another difference in Domestic Packed Cylinder & Commercial Packed Cylinder is the color of

cylinder itself with the red painted cylinder denoting domestic usage and blue painted cylinder

denoting commercial usage.

BULK INDUSTRIAL LPG:

28

IndianOil is selling Bulk Industrial LPG as

per IS 4576 (latest edition). The Bulk

Industrial LPG is sold as Commercial

Butane, Commercial Propane and

Commercial LPG.

Based on Customer's specific requirement

LPG is also supplied in various mixes of

Propane and Butane.

Demands of Customers who require

Propane rich LPG are met through

IndianOil's Import Terminals.

PIPED LPG GAS:

29

LUBRICANTS:

1.Automotive Engine Oil

2.Automotive Gear Oil

3.Compressor Oil

4.Grease

5.Hydraulic Oil

30

6.Industrial Gear Oil

7.Motorcycle Engine Oil

8.Open Gear Oil

9.Rail Curve Grease

10.Transmission Fluid

11.Turbine Oil

CUTTING GAS:

OXY FUEL CUTTING AND WELDING. INFORMATION ON

Acetylene - Natural Gas - Propane - Propylene - Mapp -

Gasolene.

31

Gasoline for Cutting Steels.

32

CITY GAS:

HDB

Cooking Heating Drying

The City Gas clothes dryer has features to tackle every load in a shorter time. With our gas

clothes dryer, you need not worry about whether it rains or shines.

33

Condominium

Cooking Heating Drying

With the convenience of our continuous gas supply, City Gas brings you a variety of

professional hobs to suit your cooking needs. Visit us at our Gallery to view the full range of

hobs available.

Landed Property

Cooking Heating Drying Laundry Barbeque Pool Heating

With the convenience of our continuous gas supply, City Gas brings you a variety of

professional hobs to suit your cooking needs. Visit us at our Gallery to view the full range of

hobs available

Promotions

34

City Gas Triple Delights

Gas Clothes Dryer (RD-600CG) + HDB Series Gas Water Heaters (Choose from Ferroli, Macro or Rinnai models) at special combination prices!

Water Heaters PROMO specially tailored for HDB homes

Gas Clothes Dryer (RD-600CG) at S$790*! (UP: S$1,120)

Petrol and diesel:

35

Petrol and diesel are likely to remain the most widely used transport fuels for years to come.

Burning them to produce energy creates local pollution and emissions that contribute to climate

change. At Shell we are working to provide customers with cleaner, more energy-efficient fuels

that can help them lower their emissions.

Making petrol and diesel

After oil is removed from the ground, it is sent to a refinery by pipeline or tanker.

At the refinery heat is used to separate out different products at different boiling points.

Some of these products, such as liquefied petroleum gas (LPG) and kerosene, are ready for use

as heating or transport fuels.

Others pass through a distillation column where heat and pressure cause a chemical reaction that

transforms them into higher value fuel products.

In a final stage, we may blend these products with additives to improve the quality of the fuel.

We could also add gas-to-liquids (GTL) gasoil, for example, to make fuels more efficient, or

biofuels which can result in lower total CO2 emissions from production to use.

Shell fuels

Many of our customers want more efficient fuels. Others want to improve the performance of

their car.

We offer fuels that help meet these customer expectations across the world.

We have developed Shell FuelSave Regular Unleaded, which is designed to help customers save

fuel – at no extra cost.

Working closely with the Ferrari team in Formula One we have developed Shell V-Power and

Shell V-Power Diesel.

36

These fuels are designed to enhance engine performance and are available to customers in over

60 countries.

We also offer Nitrogen Enriched Gasolines in the USA and Canada.

These help to better clean engines and protect against the build-up of deposits, improving engine

efficiency.

Petrol and diesel are petroleum-derived liquid mixtures used as fuels. Though both

have similar base product but have different properties and usage.

Comparison chart

Diesel Petrol

Uses In diesel engines, heating systems In petrol engines

Made from Petroleum/ Crude oil Petroleum/ Crude

Oil

Energy content 38.6 MJ/litre 34.6 MJ/litre

Made by Fractional distillation Fractional

distillation

Torque (for 10L

engine) 1000 Nm @ 2000 rpm

300Nm @ 4000

rpm

Power (for 10L

engine)

490Hp @ 3500 rpm 600Hp @ 5500 rpm

Power =

torque*RPM

More torque at low speeds Runs at higher RPM

Auto-ignition

temperature

210°C 246°C

37

Diesel Petrol

CO2 emission

More than gasoline(petrol). Diesel fuel produces

approximately 13% more CO2 gas per gallon of fuel burned,

compared to gas (petrol) engines.

Lower than diesel.

Viscosity increase at lower temperatures No change

US Consumption

(2006)

50 Billion gallons 148 Billion gallons

Types of ignition Direct ( by compression ) Spark

HYDROGEN:

Data Zone:

Classification Hydrogen is a nonmetal. It can become metallic at very high

pressures.

Color colorless

Atomic weight 1.0079

State gas

Melting point -259.14 oC, 14.01 K

Boiling point -252.87 oC, 20.28 K

Electrons: 1

Protons: 1

Neutrons in most abundant 0

38

isotope:

Electron shells 1

Electron configuration 1s1

Density @ 20oC 0.0000899 g/cm3

Theophrastus Paracelsus - The first person to generate hydrogen: "Air arises and breaks forth

like a wind."

Interiors of Jupiter and Saturn, with liquid metallic hydrogen.

Courtesy NASA/JPL-Caltech.

39

Nasa: The Space Shuttle’s external fuel tank (orange) filled with liquid hydrogen and oxygen.

Hydrogen cars emit water rather than pollutants.

40

Laboratory electrolysis of water. Electrical energy is used to split water. Hydrogen gathers in one

test-tube, oxygen in the other.

Hydrogen

1H

-

↑

H

↓

Li

- ← hydrogen → helium

Hydrogen in the periodic table

Appearance

colorless gas

41

Purple glow in its plasma state

Spectral lines of hydrogen

General properties

Name, symbol, number hydrogen, H, 1

Pronunciation /ˈhaɪdrədʒən/ HY-drə-jən[1]

Element category diatomic nonmetal

Group, period, block 1, 1, s

Standard atomic weight 1.008(1)

Electron configuration

1s1

1

Physical properties

Color Colorless

Phase gas

Density

(0 °C, 101.325 kPa)

0.08988 g/L

Liquid density at m.p. 0.07 (0.0763 solid)[2]

g·cm−3

Liquid density at b.p. 0.07099 g·cm−3

Melting point 13.99 K−434.49 °F −259.16 °C, ,

Boiling point −423.182 °F −252.879 °C, 20.271 K,

Triple point 13.8033 K, 7.041 kPa

42

Critical point 32.938 K, 1.2858 MPa

Heat of fusion (H2) 0.117 kJ·mol

−1

Heat of vaporization (H2) 0.904 kJ·mol

−1

Molar heat capacity (H2) 28.836 J·mol

−1·K

−1

Vapor pressure

P (Pa) 1 10 100 1 k 10 k 100 k

at T (K)

15 20

Atomic properties

Oxidation states

1, −1

(amphoteric oxide)

Electronegativity 2.20 (Pauling scale)

Ionization energies 1st: 1312.0 kJ·mol

−1

Covalent radius 31±5 pm

Van der Waals radius 120 pm

Miscellanea

Crystal structure

hexagonal

Magnetic ordering diamagnetic

[3]

Thermal conductivity 0.1805 W·m

−1·K

−1

Speed of sound (gas, 27 °C) 1310 m·s

−1

CAS registry number 1333-74-0

43

History

Discovery Henry Cavendish

[4][5] (1766)

Named by Antoine Lavoisier[6]

(1783)

Most stable isotopes

Main article: Isotopes of hydrogen

iso NA half-life DM DE (MeV) DP

1H 99.985%

1H is stable with 0 neutrons

2H 0.015%

2H is stable with 1 neutron

3H trace 12.32 y β

− 0.01861

3He

v

t

e

· references

Hydrogen is a chemical element with chemical symbol H and atomic number 1. With an atomic weight

of 1.00794 u, hydrogen is the

6.PRESENT STATUS OF OPERATION ON ALDS

To promote the sale of Auto LPG, the company is setting up ALDS (Auto LPG Dispensing Stations).

The CCOE approved installers are constructing the ALDS for Indian Autogas Company. The ALDS may

be either company owned or dealer owned. The company has a plan to set up a few company owned

ALDS in metropolitan and big cities/towns. The vast majority of ALDS will be dealer- owned for which

the company enters into a Franchisee Agreement with the dealers.

These stations are in Tamilnadu, Andhra Pradesh,Karnataka andKerala and Maharashtra

We have commissioned 24 ALDS in Tamilnadu, 2 ALDS in Pondicherry, 9 ALDS in Andhra Pradesh, 1

ALDS at Karnataka and 1 ALDS at Maharashtra. In this 4 ALDS are company owned and balance are

Dealer Owned.

44

In the commissioned ALDS 5 Nos were closed and the agreement were cancelled.

3ALDS in Tamilnadu and 1 in Andhra Pradesh are under construction.

We have signed further Franchisee agreements45 No in Tamil Nadu, 9 in AP 4 in Karnataka and 4 in

Maharashtra.

7.PRESENT STATUS OF OPERATION ON LPG IN CYLINDERS.

Our bottling capacity is 3000 cylinders of various cylinders per day.We are ding filling of around 13 MT

per month. The market needs more but lack of working capital not allowed us to do more.

8.REQUIREMENT OF LPG

The company isnow running with32 ALDS and so the company will require around 600 tons of

LPG per month. The proposed cylinder business will fetch around 500 MT within next 6 months

time. Hence we need around 1000 MT per monthwithin next 6 months time.

9.MANUFACTURING FACILITY OF LPG

Our LPG manufacturing capacity is 36000 MTPA. With the help of our R&D team we manufacture

different type of LPG with different calorific value as per the need of consumer. We manufacture LPG in

all BIS standards. For our own marketing we need 12000 MT per annum and the balance will be sold in

bulk to other Industrial and Auto LPG customers.

10.SUPPLIERS OF LPG AND RAW MATERIALS.

We are buying LPG from the local importers also. They are

Indian Oil Petronas Pvt Ltd

CPCL

GAIL

Kothari Fertilizers

Cetex and

SHV Energy.

11.PROJECTS AND MARKET: -

The company proposed to start 300 LPG Dispensing stations in the First phase all over India,

500 Nos. in the second phase and 1000 Nos. in the third phase.

The cost of constructing one ALDS is ranging from Rs.55 Lakhs to Rs. 90Lakhs, excluding the land cost

and depending upon the size. For setting up company owned ALDS, the company will invest this money

45

and for Dealer owned stations Dealer will invest. If we just take 30 MT sale in one station the business by

end of Ist phase is 90000 X 1500 MT = 13,50,00,000 ie 13.5 Cr per month and 162 Cr per annum.

Packed LPG sector company proposed to create a net work with 1 distributor per district and one dealer in

every Town of Tamil Nadu. Andhra Pradesh, Karnataka and Kerala start with and the same will extended

to other states also.

The market in Tamil Nadu is 60000 MT per month. We proposed to take 2% of the packed cylinder

market, which is 1200 MT per month. The present value of this business is 10.80 per month and 129.6 Cr

per annum. This is the business of one state.

The other states will also have the business in the same line. Total business in south India itself will be

around 300 + 162 = 462 Cr in 3 years time. If the finance is available as working capital these business

will be achieved within next 3 years time with 5% to 8% net profit.

New products will give more profitability in the market.

12.PROPOSED BUSINESS

Further to the existing LPG business we propose the following business for the next years.

Trading of Diesel to actual consumers.

Add Petrol and diesel in the existing and new retail outlets.

13.BANK FACILITIES

Cash Credit Limit : 450 Lakhs

Term Loan 1 : 200 Lakhs

Term Loan 2 : 225 Lakhs.

Total : 875 Lakhs.

SME CARE : 80 Lacs

Total : 955 Lacs

14.ASSETS AND LIABILITIES

46

ASSETS & LIABILITY

(as on 31-5-2014)

ASSETS

Tangable assets Nos Value Total

Factory 1 7.5 7.5

CODO ALDS 4 1 4

Total

11.5

nonTangable assets

Branding

1

Factory license & NOC

1

Net work 40 0.01 0.4

ALDS License, NOC, Agreement for 33 years 40 0.219 8.76

Operator agreement 6 0.5 3

Office building 3000 sft

4

0

Total

18.16

Grand Total

29.66

LIABILITIES

Bank

10.5

47

Private

1.7

SIDBI

0.11

ICICI mortage

0.45

Dealers

0.1

Jewel Loan

0.3

Statutory

0.1

IT

0.3

13.56

Shatre Capital

4

The calculation for Non Tangable assets

Branding

The indianAutogas and its logo are well developed

in the market

Factory License and NOC

The liscense is issued after 4years continous work and expense

with the department and it is the 2nd one in India with

in line blending facility to manufacture LPG.

The NOC is availed with great dificulty and expenses

Net work

48

Creation of network is great task. We have done it when

companies like SHV Energy or Total or others were failed.

ALDS License, NOC & Agreement

approximate sales per ALDS per day 1000 liters

(as a min 1000 l per day sale is considered)

Profit per liter average 2

Total profit per day 2000

Profit per annum 7.3 lacs

profit for 3 years 21.9

Operator Agreement

This is for the leased land for 29 years

The lease rent is only rs 10 per month

for the total land.

Office Building 3000 sft

The land is in main road and we got the

order from supream court to allot the land

in our favour. The land cost is 5 cr per ground.

The payable to Govt will be around 70 lacs.

49

15.THE PRESENT ISSUES.

When our account was took over by SBI we enjoyed 5 Cr facility with Dhanlakshmi Bank and SBI

enhanced from 3 Cr CC to 4.5 Cr and dispersed additional T.L of Rs 2.25 for the construction of LPG

manufacturing facility.And committed that they will sanction and release additional CC for the working

capital to run the plant.

In the meanwhile Oct 2012 GOI introduced reduction on subsidy to LPG, which made us to plan to do

packed cylinder business in the commercial sector. We approached SBI and they were happy by seeing

our proposals and asked us to proceed but the sanction will be done only during the renewal in the month

of May 2014. We agreed and invested our money into the construction of LPG bottling plant along with

the manufacturing plant.

In the meanwhile for construction of LPG Bottling plant as interim loan they dispersed us Rs 0.8 Cr at

Feb 2013 against our proposal of 6 Cr CC and 4 Cr TL.

But after completion of the plant SBI refused to sanction W.C because of some internal issues in the

dispersment of Rs 0.8 Cr to us as interim loan.

Since we invest our money in the LPG bottling plant cost 3.4 Cr and invest 0.4 Cr in cylinders, our cash

flow struck up and were unable to pay the dues from Oct 2013.

The company became NPA in the month of Oct 2013 and we are in a compulsion to pay around 2.37 Cr

as on 10-2-2014 to SBI to regularise our account. After regularisation the out flow per month to Bank will

be around 15 lacs. We have filed appeal in DRT.

There are some pendency in statutory payment also to the tune of 25 lacs.

We have taken some loan upto 1.9 Cr in heavy interest from local financiers also.

16.SWOT ANALYSIS

STRENGTH

We are premiers in Auto LPG and we are the major Auto LPG Company in South India from

private sector. Now our packed cylinder business made our company as a LPG company with all

LPG business. The promoters have good knowledge in LPG industry. Since the industry is a fuel

50

industry always there is the chance of growth only. The company is the largest Auto LPG

Company in South India. Auto LPG market is good in South and Western India.

Our technical team is so sound enabling to design the plant in one tenth of other design company; we

were able to reduce the cost of construction of plants.

Our satisfied customers are always doing repeated orders for new ALDS, which nobody in the industry

got.

WEAKNESS

There is no import facility available with the company and the investment is restricted to for a

Port facility or facilities proposed. The company is struggling without working capital to run the

business.

OPPORTUNITY

The Govt of India wants Auto LPG is to be populated in all the places even to buses and trucks

as in Delhi and Mumbai. All the OEMs have started manufacturing of LPG vehicles. These vary

from basic models like Maruti to the higher end Mitsubishi Cedia or Hyundai Sonata. The supply

of CNG is not possible at present in Southern states.

Since the Govt of India announced the cap on the subsidised cylinders, illegal business of

diverting the subsidised domestic cylinders stopped, gated communities are going for pipe line

LPG connections, a new business area is opened for the private players in the commercial packed

cylinder business. The threat of CNG also will take as an opportunity by retailing CNG in our

ALDS when CNG comes to our market area.

The proposed business of diesel to the actual users will fetch good margins to the company.

The weakness of lac of working capital will be made positive by your investment in the company

THREAT

The CNG is competing as alternative fuel in Western region. The competition of other

companies may affect the business of Indian Auto gas partly if we do not invest in the

infrastructures

17.THE PRESENT REQUIREMENT.

51

The immediate requirement is to settle the bank and private financiers and infuse some funds in the

company for working capital. We may need 4.75 Cr to settle the pressing issues and another 5 Cr for

working capital immediately.

18.ADVANTAGES IN INVESTING IN INDIAN AUTOGAS

Since thebusiness is a prestigious petroleum business, your group’s image will be increased as

you are in nitch business.

The business is in the Roads to sell fuel, and licensed to do all over India, and so you will be well

known and very popular in India.

The turnover and the profits can be increased in folds based on our investments.

The profitability is around 8% if we do manufacturing of LPG and the W.C can be turn around 3

times in two months and once in two months during import where our margins will be 15 to 20%

as per the present situation.

Business:

52

LPG is the prime business of our company, as promoters we are well experienced and

competent in LPG business.

We are appointing Franchises and Operators to our AutoLPG business all over India. We are

constructing our Company Owned Company Operated Retail Auto LPG Dispensing Stations

(ALDS) also in certain areas.

For packed LPG cylinders which are used for all applications like domestic, Industrial,

commercial and cutting gas, we are appointing District Distributors and Area Wise Dealers.

AutoLPG is one of the prime business of the company. We are looking for the following as to

be part in the AutoLPG business.

53

Auto LPG

Autogas is one of the prime business of our company. We are looking for the following to part

in Autogas business.

ALDS Franchisee.

ALDS Operators.

Packed Cylinder Business

District Distributors

Local Area Dealers

Auto LPG Dispensing Station (ALDS)

Company is setting up AutoLPG Dispensing Station in north India. With every ALDS in north India

company will also establish retro fitment centers, where the existing 4/3/2 wheeler vehicles will be

converted to LPG. This will help in adding to the income of respective dealer.

54

There are three schemes currently, on which company is working, namely

Company Owned Dealer Operated (CODO)

Dealer Owned Dealer Operated (DODO)

Company Owned Company Operated (COCO)

LPG CYLINDER

LPG’s domestic uses can never be ignored. It has played a revolutionary role when it

comes to changing the face of domestic fuels used for heating and cooking.

55

1. There are still many rural areas where they have no access to a central gas

pipeline or a gas network. These areas and even many in the urban sectors are using LPG

as an alternative source of fuel. The main reason behind this is easy accessibility, low

cost per unit and the environment friendly properties of LPG.

2. The main domestic uses of LPG are with respect to lighting, refrigeration,

cooking and most of all heating. It is as good for powering standalone stoves and huge

cooking stoves. It has been found to be cost effective and hence is used in large scale

cooking also.

3. LPG is also used as a backup at places where people rely on solar energy. It has

so happened that at times, due to lack of sunlight or during the cold season, renewable

sources of energy like sunlight have not been helpful. In these cases, LPG is used as a

standby or secondary source of fuel.

4. Other household or domestic uses of LPG include water heaters, dishwashers,

space heaters and even incinerators.

5. Since it is considered to be eco-friendly, LPG is also used to run generators. It is

considered safe enough to be used even in closed spaces.

6. One main reason behind LPG being a popular choice of fuel in domestic uses is

that it promises a low level of fuel consumption. LPG equipments do not demand high

maintenance and it also has a narrow range with respect to flammability.

7. With multiple advantages, LPG has seen a wide growth when it comes to

domestic uses. With time, there have been more in-depth studies as to how the use of

LPG gas can be increased with respect to domestic purposes.

Company Profile

Machining Parts

56

Indian Autogas Company Ltd is a Public Ltd Company having its registered office at Chennai Tamil

Nadu, working on Auto Gas Industry since 1993 directly and indirectly. The Company has started with an

authorised Capital of 10 Million INR with professionals and technocrats with a view to amalgamate the

operations for the manufacture, distribution, fabrication, erection, commissioning Operations,

Maintenance, Safety Engineering,handling and service

the Petroleum products like LPG, CNG, Production, Bottling, Blending and processing Plants,

Equipments , Gas conversion system for automobiles, tanks and Engineering. And interested in

construction, real estate, natural and herbal products, home links, insurance and publishing.

LPG IS USED:

Commercial establishments such as Hotels, Restaurants, Caterers, Resorts, Clubs,

Cafes, Sweet Shops, Canteens, etc and other institutions such as Hospitals and

Hostels choose Super Gas because of its products and services.

INDIAN AUTO Gas meets commericial LPG energy needs not only for cooking but

other applications as well to make their businesses more cost-effective, the ambience

clean and customers smiling.

Cooking

57

INDIAN AUTO Gas offers immense value as cooking

fuel due to its various benefits and versatility. Different

types of cooking are effectively performed using Indian

autogas:

Boiling, Stewing, Frying, Grilling, Toasting, Broiling,

Roasting, Baking, etc.

Water Heating

Hotels and Inns need to provide hot water for

bathrooms, spas and swimming pools for comfort of

their guests.

INDIAN AUTO Gas has been proven to be a cost

effective and clean pollution free alternative to liquid

fuels in Hot Water generators.

Laundry

Hotels, Hospitals and other such establishments require

steam and hot-water for laundry.

INDIAN AUTO Gas has been proven to be a cost

effective and clean pollution free alternative to liquid

fuels in boiler units and hot water generators.

Air Conditioning

Surprised? A heating fuel like Super Gas used for air

conditioning. Well it is true.

INDIAN AUTO Gas can be used in Vapour absorption

chillers (used for air-conditioning) to save on huge

electricity costs required for running traditional air

conditioners.

Incineration

58

Hospitals and Laboratories generate hazardous bio-

medical waste which needs to be incinerated for safe

disposal.

INDIAN AUTOGas is used in incinerators to provide

high temperature for complete burning of the bio-

medical waste without any harmful emissions.

Indian Oil Corporation

From Wikipedia, the free encyclopedia

For the America-based oil company, see Indian Refining Company.

Indian Oil Corporation Limited

Bringing Energy to Life

Type Public

Traded as

BSE: 530965

NSE: IOC

Industry Oil and gas

Founded 1964

Headquarters New Delhi, India

59

Area served India

Key people Dr. R.K.MALHOTRA (Chairman)

Products Fuels, lubricants, petrochemicals

Revenue US$ 76.05 billion (2012)[1]

Operating income US$ 3.30 billion (2012)[1]

Profit US$ 786 million (2012)[1]

Total assets US$ 40.88 billion (2012)[1]

Total equity US$ 11.59 billion (2012)[1]

Owner(s) Government of India

Employees 36,198 (2012)[1]

Website www.iocl.com

Indian Oil Corporation Limited, or IndianOil, is an Indian state-owned oil and gas

corporation with its headquarters in New Delhi, India. It is the world's 83rd largest corporation,

according to the Fortune Global 500 list, and the largest public corporation in India when ranked

by revenue.[2]

IndianOil and its subsidiaries account for a 49% share in the petroleum products market, 31%

share in refining capacity and 67% downstream sector pipelines capacity in India. The IndianOil

Group of companies owns and operates 10 of India's 22 refineries with a combined refining

capacity of 65.7 million metric tonnes per year. In FY 2012 IOCL sold 75.66 million tonnes of

petroleum products and reported a PBT of 37.54 billion, and the Government of India earned an

excise duty of 232.53 billion and tax of 10.68 billion.

The company is mainly controlled by Government of India which owns approx. 79% shares in

the company.[3]

It is one of the seven Maharatna status companies of India, apart from Coal India

Limited, NTPC Limited, Oil and Natural Gas Corporation, Steel Authority of India Limited,

Bharat Heavy Electricals Limited and Gas Authority of India Limited.[4]

Contents

1 History 2 Products and services 3 Operations

60

4 International rankings 5 Employees 6 Concerns 7 Listing and shareholding 8 Competitors 9 Oil Industry Development Board

History

IndianOil began operations in 1959 as Indian Oil Company Ltd. The Indian Oil Corporation was

formed in 1964, with the merger of Indian Refineries Ltd.

Recently IndianOil Corp (IOC) has raised $500 million by selling 10-year dollar-denominated

bonds, its fourth such issue overseas in the last three and a half years.[5]

In 2003, its Gujarat Refinery was awarded the "Best of all" Rajiv Gandhi National Quality Award.[6]

Products and services

The main products of IndianOil are petrol, diesel, LPG, auto LPG, aviation turbine fuel,

lubricants and petrochemicals: naphtha, bitumen, kerosene etc.

IndianOil operates the largest and the widest network of fuel stations in the country, numbering

about 20,575 (16,350 regular ROs & 4,225 Kisan Seva Kendra). It has also started Auto LPG

Dispensing Stations (ALDS). It supplies Indane cooking gas to over 66.8 million households

through a network of 5,934 Indane distributors.

Brands:

Indane Gas - Domestic and Industrial Gas AutoGas - Automotive Natural Gas Xtra Premium - Automotive Premium Petrol Xtra Mile - Automotive Premium Diesel Servo - Lubricants and Greases Propel - Petrochemicals IndianOil Aviation - Aviation fuel LNG at Doorstep - LNG by cryogenic transportation

The main services offered by IndianOil are Refining, Marketing, Pipelines, R&D and Training.

IndianOil's Research and Development Center (R&D) at Faridabad supports, develops and

provides the necessary technology solutions to the operating divisions of the corporation and its

customers within the country and abroad.

Loyalty programs XTRAPOWER Fleet Card Program is aimed at large fleet operators. Currently it has 1 million

61

customer base. XTRAREWARDS is a recently launched loyalty program for retail customers

where customers can earn reward points on their purchases.[citation needed]

Operations

Refineries: IOCL has various refineries across India.

In Assam

Digboi Refinery is India's oldest refinery and was commissioned in 1901. Originally a part of Assam Oil Company, it became part of IndianOil in 1981. Its original refining capacity had been 0.5 MMTPA since 1901. Modernisation project of this refinery was completed by 1996 and the refinery now has an enhanced capacity of 0.65 MMTPA. UOP licensed the technology for the Coking process in this refinery.

Guwahati Refinery, the first public sector refinery of the country, was built with Romanian collaboration and was inaugurated on 1 January 1962. Its capacity is 1 MMTPA.

Bongaigaon Refinery became the eighth refinery of IndianOil after merger of Bongaigaon Refinery & Petrochemicals Limited w.e.f. 25 March 2009. It is located at Dhaligaon in Chirang district of Assam, 200 km west of Guwahati.

In Bihar: Barauni Refinery, in Bihar, was built in collaboration with Russia and Romania. It was

commissioned in 1964 with a capacity of 1 MMTPA. Its current capacity is 6 MMTPA.

In Gujarat: Gujarat Refinery, at Koyali (near Vadodara) in Gujarat, is IndianOil’s second largest

refinery. The refinery was commissioned in 1965. It also houses the first hydrocracking unit of

the country. Its present capacity is 13.70 MMTPA.

In West Bengal: Haldia Refinery is the only coastal refinery of the Corporation, situated 136 km

downstream of Kolkata in the Purba Medinipur (East Midnapore) district. It was commissioned

in 1975 with a capacity of 2.5 MMTPA, which has since been increased to 7.5 MMTPA.

In Uttar Pradesh: Mathura Refinery was commissioned in 1982 as the sixth refinery in the fold

of IndianOil and with an original capacity of 6.0 MMTPA. Located strategically between Delhi

and Agra, the capacity of Mathura refinery has been increased to 8.8 MMTPA.

In Haryana: Panipat Refinery is the seventh and largest refinery of IndianOil. The original

refinery with 6 MMTPA capacity was built and commissioned in 1998. Panipat Refinery has

since expanded its refining capacity to 12 MMTPA. There are plans to further expand the

capacity to 21 MMTPA.[7]

In Odisha (Orissa): Paradip Refinery - The commissioning of 15 million tonnes per annum

refinery in November 2012 has been delayed and is now expected to be operational only in

September 2013.[8]

62

Group companies and joint ventures

IndianOil (Mauritius) Ltd. Lanka IOC PLC – Group company for retail and storage operations in Sri Lanka. It is listed in the

Colombo Stock Exchange. It was locked into a bitter subsidy payment dispute with Sri Lanka's Government which has since been resolved.[citation needed]

IOC Middle East FZE Chennai Petroleum Corporation Limited

Green Gas Ltd. – a joint venture with Gas Authority of India Ltd. for city-wide gas distribution networks.

Indo Cat Pvt. Ltd., with Intercat, USA, for manufacturing 15,000 tonnes per annum of FCC (fluidised catalytic cracking) catalysts & additives in India.

IndianOil – CREDA Biofuels Ltd., a joint venture with Chhattisgarh government for production and marketing of Bio-fuels.

Numerous exploration and production ventures with Oil India Ltd., Oil and Natural Gas Corporation

India Synthetic Rubber Ltd - A joint venture between IOCL, Taiwan Synthetic Rubber Corporation(Taiwan) and Marubeni(Japan)

Petronas (Malaysia) Ltd

International rankings

IndianOil is the highest ranked Indian company in the Fortune Global 500 listing, at the 88th position in 2013. It is also the 18th largest petroleum company in the world and the No. 1 petroleum trading company among the national oil companies in the Asia-Pacific region.

IOCL was featured on the 2011 Forbes Global 2000 at position 243. It is the fifth most valued brand in India according to an annual survey conducted by Brand

Finance and The Economic Times in 2010.[9]

Employees

As on 31 March 2013, the company had 34,084 employees, out of which 2643 were women

(7.8%). Its workforce includes 14,981 officers.[10]

The attrition rate in IndianOil is around

1.5%.[11]

The company incurred INR 78 billion on employee benefits during the FY 2012-13.[10]

Concerns

Indian Oil Corporation Limited, by virtue of being the largest Public sector Oil company has

borne the largest share of subsidy burden due to Govt restriction on Pricing of common fuels like

Diesel Oil, Kerosene and LPG.

The current formula of making the marketing company share 1/3rd of the subsidy burden ( the up

stream and the Government share the rest equally) forces the corporation to cross subsidize price

regulated fuels with other fuels that are not regulated like Gasoline, Fuel oil, Aviation Turbine

Fuel and Lubricants. This has rendered the corporation's fuels and Lubricant segments

63

uncompetitive with respect to private marketeers who are delving into the open priced fuel/

Lubricants markets in an aggressive way.

The subsidy burden which went over Rs. 300 Billion in 2011 has thereby handicapped the public

sector oil companies as a whole and IndianOil in particular, by virtue of its large share of the

energy market.

IndianOil has tried to come out of the disadvantageous position it finds itself vis-a-vis the private

companies like Total Oil India Limited and Reliance Industries, by taking the fight to newer

sectors where private players are dominant like Petrochemicals and Alternative Fuels.

Petrochemicals is IndianOil's most profitable revenue division currently and massive investments

in the recent years have been made in Petrochemical complexes at Panipat refinery and the

upcoming Paradip refinery.

Despite substantial well directed efforts, the corporation still faces significant challenges in

maintaining its current dominance once the imminent free pricing is introduced, although the

corporation's vast infrastructure shall also play to its advantage in such a scenario.

Listing and shareholding

IndianOil's equity shares are listed on the Bombay Stock Exchange and National Stock Exchange

of India.[12]

As on 31 December 2013, the promoters Government of India held approx. 79% of the shares in

IndianOil. ONGC held approx. 9% of the shares. Remaining 12% of the shares are held by

others.[3]

Shareholders (as on 31-Dec-2013) Shareholding[3]

Promoter Group (Government of India) 78.92%

private single body 20.13%

Insurance Companies 01.50%

Individual shareholders 0.83%

Trusts 0.42%

Foreign Institutional Investors (FII) 0.13%

Others 0.07%

64

Total 100.0%

Competitors

Indian Oil Corporation has two major domestic competitors, Bharat Petroleum and Hindustan

Petroleum. Both are state-controlled, like Indian Oil Corporation. There are two private

competitors: Reliance Industries and Essar Oil.

Oil Industry Development Board

India has begun the development of a strategic crude oil reserve sized at 37.4 million barrels

(5,950,000 m3), enough for two weeks of consumption.

[13] Petroleum stocks have been

transferred from the Indian Oil Corporation (IndianOil) to the Oil Industry Development Board

(OIDB).[14]

The OIDB then created the Indian Strategic Petroleum Reserves Ltd (ISPRL) to

serve as the controlling government agency for the strategic reserve.[15]

INDIAN AUTOGAS SYMBOL:

65

Indian Autogas to set up 1,000 pumps by 2013

66

Indian Autogas Company Ltd, a private energy company that is engaged in distributing LPG for

automobiles has plans of setting up 1,000 gas filling stations across the nation. The company has

plans of investing around Rs. 1,500 Crore to achieve the target within the next three to four

years.

As per an official, the company presently supports 30 outlets in and around Chennai and will add

970 more outlets by 2013. Out of these, 90 per cent will be franchised and rest will be company

owned. The official further said that the company is in talks with few land owners in Tamil

Nadu, Andhra Pradesh, Maharashtra, Karnataka and Kerala to set up these stations.

With the Government enacting laws and rules to promote green fuel, the consumption of auto

LPG will witness a tremendous increase in future. Moreover, the rising awareness among the

people of India has given a momentum to the usage of the low cost and eco-friendly auto LPG.

Even many automobile companies have also commenced production of auto LPG/CNG-operated

vehicles.

ORGANISATIONAL CHART:

67

CONCLUSION:

The investment in IACL is one of the best business proposals in Today’s Industry. Hence we request you,

the investor to take some fast decision and capture the opportunity for developing over business in our

industrial area. With the government enacting laws and rules to promote green fuel, the comsumption of

auto LPG ill itness

SUMMARY Indian Autogas Company Ltd, a leading private energy company engaged in trading of auto

liquefied petroleum gas, on Wednesday announced that the company is planning to set up 1,000 auto

LPG dispensing stations across the country with an estimated investment of Rs 1,500 crore over a period

of next three to four years.

Indian Autogas Company Ltd (IACL), a leading private energy company engaged in trading of auto

liquefied petroleum gas (ALPG), on Wednesday announced that the company is planning to set up 1,000

auto LPG dispensing stations across the country with an estimated investment of Rs 1,500 crore over a

period of next three to four years.

CEO

HR Manager

Finance Manager

Marketing Manager (Packed

LPG)

Marketing

Co-Ordinator

Sales Manager

Marketing Manager

(ALDS)

Marketing

Co-Ordinator

Business Developme

nt Executive

Purchase Manager

Plant Manager

Maintainence

Manager

Technician

Production Manager

Filling Supervisor

Store Keeper

Chemist

Secretry to

CEO

68

SM Anthony Thomas, promoter and director of the company, said at a press conference in Chennai that

the company was in advanced talks with land owners across major states including Tamil Nadu, Andhra

Pradesh, Maharashtra, Karnataka and Kerala to set up these stations. Thomas said while part of the

investment would be made from internal accruals, the remaining would be raised from loans and from

private investors in tranches.

The company, the second largest player of LPG gas distribution in India, was already running 28 stations

across southern states, mainly through the franchise route, he added.

To a question, he said: "We have arranged funds to the tune of close to Rs 200 crore, including around Rs

90 crore from internal accruals, for the first two years." For the third and fourth year, the company would

look at raising funds from investors, private equity partners or from the market, Thomas said. Of the

proposed Rs 1,500-crore investment, close to Rs 785 crore would be spent on stations and the remaining

on storage tanks, he said.

According to him, with the government enacting laws and rules to promote green fuels, the consumption

of auto LPG will witness a tremendous increase in future. Awareness about auto LPG as a low-cost, eco-

friendly fuel is also gaining momentum in India. In addition, automobile companies have also

commenced production of auto LPG/CNG-operated nnaivehicles. "There is a great opportunity for growth

for the Indian auto gas industry. As an early entrant in the industry, we see a huge growth potential,"

Thomas said.

Elaborating on Vision 1,000, Thomas said IACL would be setting up 565 ALDS in Tamil Nadu, 261 in

Andhra Pradesh, Karnataka and Maharashtra and 195 in Kerala. These stations will be company-owned.

This means that IACL would invest in civil works, plant & machinery and the operator has to provide

land on lease to the company

Indian Autogas Company Limited (IACL), a Chennai-basied company engaged in trading of auto liquefied

petroleum gas (ALPG), is planning to raise Rs 750 crore from private equity partners to fund its proposed

expansion of setting up over 1,000 company-owned ALPG dispensing stations across five states by 2013.

The expansion envisages an investment of Rs 1,500 crore.

“We have already arranged funds to the tune of Rs 786 crore through internal accruals and from

promoters. This would be sufficient for going ahead with our expansion over the next two years.

We will be raising the rest from private equity partners,” SM Anthony Thomas, chief executive

of IACL, said here on Friday.

69

Thomas said the company, which currently has 27 dispensing stations in Andhra Pradesh and

Tamil Nadu, would be setting up 565 in Tamil Nadu, 261 in Andhra Pradesh, Karnataka and

Maharashtra, and 195 in Kerala. “The proposed expansion will take our total sales volumes to

25,000 tonne per month by 2013 from the present 1,000 tonne,” he added.

He said there were over 2 million LPG-operated cars already running on the Indian roads.

However, while the country needs 5,000 ALPG dispensing stations to cater to these vehicles,

there are only 640 at present. “Automobile makers are rolling out close to 900,000 four-wheelers

every year, of which one-third are LPG-converted.

70

REVIEW OF LITERATURE

71

REVIEW ON LITERATURE

Hiltrop (1996) was successful in demonstrating the relationship between the HRM

practices, HRM-organizational strategies as well as organizational performance.

He conducted his research on HR manager and company officials of 319

companies in Europe regarding HR practices and policies of their respective

companies and discovered that employment security, training and development

programs, recruitment and selection, teamwork, employee participation, and lastly,

personnel planning are the most essential practices (Hiltrop 1999). As a matter of

fact, the primary role of HR is to develop, control, manage, incite, and achieve the

commitment of the employees. Hence, Hiltrop (1996) suggests the managers need

to develop HR practices that are more focused on training in order to achieve

competitive benefits.

Taylor, P. (1998). Seven staff selection myths, This article outlines seven

commonly held misconceptions about recruitment and selection practices. Areas

discussed include the validity of various recruitment and selection measures (e.g.,

interviewing, reference checks), the conditions necessary to maximize the

effectiveness of these practices, and common mistaken perceptions of the interview

process. This article is most useful for readers interested in workforce development

theory and research.

Bratton and Gold (1999):

Work of Bratton & Gold (1999) suggest that organizations are now developing

models of the kind of employees they desire to recruit, and to recognize how far

applicants correspond to their models by means of reliable and valid techniques of

selection. Nonetheless, the researchers have also seen that such models, largely

derived from competency frameworks, foster strength in companies by generating

the appropriate knowledge against which the job seekers can be assessed.

However, recruitment and selection are also the initial stages of a dialogue among

applications and the company that shapes the employment relationship (Bratton &

Gold 1999).

72

Taher et al. (2000):Any organization is encouraged to development real-time

recruitment strategies that must attempt to generate a pool of appropriately

qualified and well-experienced individuals so as to effectively initiate the selection

strategies and decisions. In essence, the potential applications are encouraged to

apply for the open vacancies and also the relevant departments can engage in

recruiting the best candidates to upgrade the department’s performance (Taher et

al. 2000)

Korsten (2003) and Jones et al. (2006), Human Resource Management theories

emphasize on techniques of recruitment and selection and outline the benefits of

interviews, assessment and psychometric examinations as employee selection

process. They further stated that recruitment process may be internal or external or

may also be conducted online. Typically, this process is based on the levels of

recruitment policies, job postings and details, advertising, job application and

interviewing process, assessment, decision making, formal selection and training.

Alan Price (2007), in his work Human Resource Management in a Business

Context, formally defines recruitment and selection as the process of retrieving and

attracting able applications for the purpose of employment. He states that the

process of recruitment is not a simple selection process, while it needs

management decision making and broad planning in order to appoint the most

appropriate manpower. This would reflect the fact that the management would

particularly shortlist able candidates who are well equipped with the requirements

of the position they are applying for, including team work. Since possessing

qualities of being a team player would be essential in any management position

(Price 2007).

Jackson et al. (2009) and Bratton and Gold (1999):

As discussed by Jackson et al. (2009), Human resource management approaches in

any business organization are developed to meet corporate objectives and

materialization of strategic plans via training and development of personnel to

attain the ultimate goal of improving organizational performance as well as profits.

The nature of recruitment and selection for a company that is pursuing HRM

approach is influenced by the state of the labour market and their strength within it.

Furthermore, it is necessary for such companies to monitor how the state of labour

market connects with potential recruits via the projection of an image which will

have an effect on and reinforce applicant expectations.

73

Silzer et al (2010):

The process of recruitment does not cease with application of candidature and

selection of the appropriate candidates, but involves sustaining and retaining the

employees that are selected, as stated by Silzer et al. (2010).

David A De Cenzo, The recruitment needs are of three types which are as follow:

(a) First one is Planned Needs: These are the needs that arise from the changes in

the organization and retirement policy creating vacancy for new jobs.

(b).Second one is Anticipated Needs: These are those movements in personal

which an organization can predict by studying trends both in external as well as

internal environment.

(c) Last one is Unexpected Needs: These needs arise due to various reasons like

deaths, resignations, accidents, illness, relocation etc.

Edwin B Flippo, Recruitment is nothing but the process of searching the

candidates for employment and then stimulating them for jobs in the organization.

It is the activity that links the employees and the jobseekers. It is also defined as

the process of finding and attracting capable applicants for employment. It is the

pool of applicants from which the new employees are selected. It can also be

defined as a process to discover sources of manpower to meet the requirement of

the staffing schedule and to employ effective measures for attracting the manpower

in adequate numbers in order to facilitate the effective selection of an efficient

working force.

74

INTERPRATATION

& ANALYSIS

75

TABLE: 1

SEX:

SEX NO. OF RESPONDENTs PERCENTAGE

MALE 27 54

FEMALE 23 46

TOTAL 50 100

Inference

From the above table, it is found that 54% of the respondents are male

and 46% of respondents are female

76

42%

44%

46%

48%

50%

52%

54%

MALE FEMALE

77

TABLE: 2

AGE:

AGE NO OF RESPONDENTS PERCENTAGE

15-35 years 19 38

36-55 years 23 46

56-75 years 8 16

TOTAL 50 100

Inference

From the above table, it is found that 38% of the respondents are in the age

group of 15-35, 46% in the age group of 36- 55 years, 16% in the age group of 56-

75 years.

78

0% 10% 20% 30% 40% 50%

15-35 years

36-55 years

56-75 years

79

TABLE: 3

Selection method

Particular NO OF RESPONDENTS PERCENTAGE

Personal interview 17 34

Telephonic interview 15 30

Hr interview 18 36

TOTAL 50 100

Inference

For selection method 34% of the respondents are in need of personal

interview 30% of the respondents are in need of telephonic interview and 36% of

the respondents are in need of Hr interview

80

27% 28% 29% 30% 31% 32% 33% 34% 35% 36%

Personal interview

Telephonic interview

Hr interview

81

TABLE: 4

Recruitment and Selection of employee’s

Particular NO OF RESPONDENTS PERCENTAGE

Age 14 28

Qualification 24 48

Experience 12 24

TOTAL 50 100

Inference

28% of employee respondents recruitment and selection is based on age 48%

of employee respondents recruitment and selection is based on qualification and

24% of employee respondents recruitment and selection is based on experience

82

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Age Qualification Experience

83

TABLE: 5

Recruitment

Particular NO OF RESPONDENTS PERCENTAGE

Vacancy 17 34

Retirement 15 30

Disable Of Employee 18 36

TOTAL 50 100

Inference

34% of the respondents says that recruitment takes place during vacancy

30% of the respondents says during retirement of the employee and 36% of the

respondents says that due to disable of employee

84

27% 28% 29% 30% 31% 32% 33% 34% 35% 36%

Vacancy

Retirement

Disable Of Employee

85

TABLE: 6

Internal source

Particular NO OF RESPONDENTS PERCENTAGE

Transfer 57 47

Promotion 22 22

Recommendation by

existing employee

21 21

TOTAL 50 100

Inference

From above table 47% of the respondents are in need of transfer 22% of the

respondents are in need of promotion and 21% of the respondents are in need of

recommendation in internal source

86

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

Transfer Promotion Recommendation by existing employee

87

TABLE: 7

Motivation

Particular NO OF RESPONDENTS PERCENTAGE

Good 27 54

Satisfactory 17 34

Bad 6 12

TOTAL 50 100

Inference

54% of the respondent says motivation level is good 34% of the respondents

says motivation level is satisfactory and 12% of the respondents says motivation

level is bad

88

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

Good Satisfactory Bad Category 4

89

TABLE: 8

External sources

Particular NO OF RESPONDENTS PERCENTAGE

Advertisement 14 28

employee exchange 0 0

private employment

consultants

22 44

campus interview 14 28

TOTAL 50 100

Inference

In case of external sources 28% of the respondents are need of more

advertisement 44% of the respondents are need of private employment consultants

and 28% of the respondents are need of campus interview

90

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Advertisement employee exchange

private employment consultants

campus interview

91

TABLE: 9

Test

Particular NO OF RESPONDENTS PERCENTAGE

Aptitude, Intelligence, Proficiency 14 28

Intelligence, Proficiency, Interest 12 24

Proficiency, Interest, Personality 14 28

Interest, Personality, Aptitude 10 20

TOTAL 50 100

Inference

28% of the respondents are in need of Aptitude, Intelligence, Proficiency and

Proficiency, Interest, Personality, 24% of the respondents are in need of

Intelligence, Proficiency, Interest and 20% of the respondents are need of Interest,

Personality, Aptitude

92

0%

5%

10%

15%

20%

25%

30%

Aptitude, Intelligence, Proficiency

Intelligence, Proficiency,

Interest

Proficiency, Interest,

Personality

Interest, Personality,

Aptitude

93

TABLE: 10

Interview

Particular NO OF RESPONDENTS PERCENTAGE

Structured 4 8

Unstructured 2 4

Depth 14 28

Stress 10 20

Board 4 8

Group 20 40

TOTAL 50 100

Inference

From above table 8% of the respondents are based on structured interview

4% of the respondents are based on unstructured interview 28% of the respondents

are based on depth interview 20% of the respondents are based on stress interview

8% of the respondents are based on board interview and 40% of the respondents

are based on group interview

94

0% 5% 10% 15% 20% 25% 30% 35% 40%

Structured

Unstructured

Depth

Stress

Board

Group

95

Table: 11

Recruitment

Particular NO OF RESPONDENTS PERCENTAGE

Employee referrals

10 10

advertisement in local/national

papers

4 8

government employment

exchange

12 24

professional journals 10 20

professional bodies 4 4

recruitment consultants 10 20

TOTAL 50 100

Inference

From above table 10% of the respondents are employee referrals 8% of the

respondents are advertisement in local/national papers 24% of the respondents are

government employment exchange 20% of the respondents are professional

journals 4% of the respondents are professional bodies and 20% of the respondents

are recruitment consultants

96

0% 5% 10% 15% 20% 25%

Employee referrals

advertisement in local/national papers

government employment exchange

professional journals

97

Table: 12

Constraints

Particular NO OF RESPONDENTS PERCENTAGE

Stress 6 12

Anger 30 60

Irritation 14 28

TOTAL 50 100

Inference

12% of the respondents are stressed 60% of the respondents are anger and

28% of the respondents are irritation are the constraints faced during recruitment

0%

10%

20%

30%

40%

50%

60%

70%

Stress Anger Irritation

98

Table 13

Weighted Average Method

Details LOS

Aptitude, intelligence, proficiency 12

Intelligence, proficiency 18

Proficiency, interest, personality 15

Interest, personality, aptitude 5

LOS: Level of Satisfaction

Rank 1

Weight 1

Net Score = Weights for Column * Number of Respondents/ Total Weight

Weighted average = Net score in the row / total weight

Details LOS Total Average Rank

Aptitude, intelligence,

proficiency

12 50 12 3

Intelligence, proficiency 18 50 18 1

Proficiency, interest,

personality

15 50 15 2

Interest, personality, aptitude 5 50 5 4

Inference

The above table reveals that the respondents had given 1st rank to the

intelligence, proficiency.

99

Table14

The constraints

Particular NO OF RESPONDENTS PERCENTAGE

Stress 10 20

Anger 27 54

Irritation 13 26

TOTAL 50 100

Inference

20% of the respondents are in stress 54% of the respondents are in anger and

26% of the respondents are in irritation. These are the constraints faced by the

employee while selecting the candidates

100

0%

10%

20%

30%

40%

50%

60%

Stress Anger Irritation

101

Table 15

Responds from company

Particular NO OF RESPONDENTS PERCENTAGE

less than 5days 10 20

5-10days 17 34

10-15days 15 30

more than 20days 8 16

TOTAL 50 100

Inference

20% of the responds received from less than 5days 34% of the responds

received from 5-10days 30% of the responds received from 10-15days and 16% of

the responds received from more than 20days.

102

0% 5% 10% 15% 20% 25% 30% 35%

less than 5days

5-10days

10-15days

more than 20days

103

Table 16

Requirement process of organization

Particular NO OF RESPONDENTS PERCENTAGE

Yes 25 50

No 25 50

TOTAL 50 100

Inference

The requirement process of organization is 50% of the respondents says

“YES” and 50% of the respondents says “NO”

104

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

YES NO

105

Table 17

Selection process

Particular NO OF RESPONDENTS PERCENTAGE

poor 0 0

adequate 27 54

excellent 23 46

TOTAL 50 100

Inference

The organization affirmative action needs clarified and supported in

selection process 0% of the respondents are poor 54% of the respondents are

adequate and 46% of the respondents are excellent

106

0% 5% 10% 15% 20% 25% 30%

poor

adequate

excellent

107

Table 16

Recruitment and selection process

Particular NO OF RESPONDENTS PERCENTAGE

Yes 35 70

No 15 30

TOTAL 50 100

Inference

In recruitment and selection process 70% of the respondents says “YES” and

30% of the respondents says “NO”

108

0% 10% 20% 30% 40% 50% 60% 70% 80%

Yes

No

109

Table19

Adequate pool of quality applicants

Particular NO OF RESPONDENTS PERCENTAGE

Yes 23 46

No 27 54

TOTAL 50 100

Inference

HR provides an adequate pool of quality applicants 46% of the

respondents says “YES” and 54% of the respondents says “NO”

110

42%

44%

46%

48%

50%

52%

54%

YES

NO

111

Table20

Interview Process and Other Selection Instruments

Particular NO OF RESPONDENTS PERCENTAGE

poor 3 6

adequate 27 54

excellent 20 40

TOTAL 50 100

Inference

From above table 6% of the respondent says that interview process and other

selection instruments are poor 54% of the respondent says that interview process

and other selection instruments are adequate and 40% of the respondent says that

interview process and other selection instruments are excellent

112

0% 10% 20% 30% 40% 50% 60%

poor

adequate

excellent

113

Table 21

Women employee

Particular NO OF RESPONDENTS PERCENTAGE

Experience 17 34

Talent 27 54

job securers 6 12

TOTAL 50 100

Inference

34% of the women respondents are selected based on experience 54% of the

respondents are selected based on talent and 12% of the respondents are selected

based on job securers

114

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Experience Talent Talent

115

FINDINGS

116

Finding:

1. From the above table, it is found that 54% of the respondents are male and

46% of respondents are female

2. From the above table, it is found that 38% of the respondents are in the age

group of 15-35, 46% in the age group of 36- 55 years, 16% in the age group

of 56-75 years.

3. For selection method 34% of the respondents are in need of personal

interview 30% of the respondents are in need of telephonic interview and

36% of the respondents are in need of Hr interview

4. 28% of employee respondents recruitment and selection is based on age 48%

of employee respondents recruitment and selection is based on qualification

and 24% of employee respondents recruitment and selection is based on

experience

5. 34% of the respondents says that recruitment takes place during vacancy

30% of the respondents says during retirement of the employee and 36% of

the respondents says that due to disable of employee

6. From above table 47% of the respondents are in need of transfer 22% of the

respondents are in need of promotion and 21% of the respondents are in

need of recommendation in internal source

7. 54% of the respondent says motivation level is good 34% of the respondents

says motivation level is satisfactory and 12% of the respondents says

motivation level is bad

8. In case of external sources 28% of the respondents are need of more

advertisement 44% of the respondents are need of private employment

consultants and 28% of the respondents are need of campus interview

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9. 28% of the respondents are in need of Aptitude, Intelligence, Proficiency

and Proficiency, Interest, Personality, 24% of the respondents are in need of

Intelligence, Proficiency, Interest and 20% of the respondents are need of

Interest, Personality, Aptitude

10. From above table 8% of the respondents are based on structured interview

4% of the respondents are based on unstructured interview 28% of the

respondents are based on depth interview 20% of the respondents are based

on stress interview 8% of the respondents are based on board interview and

40% of the respondents are based on group interview

11. From above table 10% of the respondents are employee referrals 8% of the

respondents are advertisement in local/national papers 24% of the

respondents are government employment exchange 20% of the respondents

are professional journals 4% of the respondents are professional bodies and

20% of the respondents are recruitment consultants

12. 12% of the respondents are stressed 60% of the respondents are anger and

28% of the respondents are irritation are the constraints faced during

recruitment

13. The above table reveals that the respondents had given 1st rank to the

intelligence, proficiency.

14. 20% of the respondents are in stress 54% of the respondents are in anger and

26% of the respondents are in irritation. These are the constraints faced by

the employee while selecting the candidates

15. 20% of the responds received from less than 5days 34% of the responds

received from 5-10days 30% of the responds received from 10-15days and

16% of the responds received from more than 20days.

16. The requirement process of organization is 50% of the respondents says

“YES” and 50% of the respondents says “NO”

17. The organization affirmative action needs clarified and supported in

selection process 0% of the respondents are poor 54% of the respondents are

adequate and 46% of the respondents are excellent

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18. In recruitment and selection process 70% of the respondents says “YES” and

30% of the respondents says “NO”

19. HR provides an adequate pool of quality applicants 46% of the respondents

says “YES” and 54% of the respondents says “NO”

20. From above table 6% of the respondent says that interview process and other

selection instruments are poor 54% of the respondent says that interview

process and other selection instruments are adequate and 40% of the

respondent says that interview process and other selection instruments are

excellent

21. 34% of the women respondents are selected based on experience 54% of the

respondents are selected based on talent and 12% of the respondents are

selected based on job securers

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SUGGESTION

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SUGEGESTION:

1. Tests done by the organization can be continued even though it is not satisfied b

employee

2. Reference check can be made by the organization also for upcoming fresher’s and

employee coming for recruitment process.

3. Recruitment and selection policy can be changed with accordance to employee choice.

4. Working environment can be made better.

5. The procedure should be under the framework of recruitment and selection policies

6. The recruitment and selection programmers should be evaluated periodically.

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CONCULSION

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Conclusion:

Recruitment and selection is the first and foremost process which plays a vital role in

each and every organization. It has been found that most of the employees are satisfied with the

recruitment and selection process carried out in the organization.

Recruitment and selection is a continuous process. The organization is recruiting and

selection the right people at right time at the lower cost. The procedure of the organization is

under the framework of recruitment and selection policies. The recruitment and selection

programmers are evaluated periodically.

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BIBILOGRAPHY

&

APPENDIX

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BIBLIOGRAPHY

WEBSITE:

www.google.com

www.wikipedia.org

www.imperialgranites.com

www.indian autogas.com

www.autogas india.com

BOOKS:

Human Resource Management- J. Jayasankar

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QUESTIONNARIES

A STUDY ON SELECTION AND RECRUITMENT PROCESS

ON INDIAN AUTO GAS LIMITED

NAME:

AGE:

SEX:

DESTINATION:

1. How does an interview done for a selection of employee?

a. Personal interview b .Telephonic interview c. Hr interview

2. Recruitment and selection of employee’s based on

a. Age b. Qualification c. Experience

3. When does recruitment takes place

a. vacancy b. retirement c. disable of employee

4. Selection of candidates through internal source?

a. Transfer b. Promotion c. recommendation by existing employee

5. Internal source of recruitment how far they motivate employee?

a. Good b. satisfactory c. bad

6. How candidates are selected through external sources?

a. Advertisement b. employee exchange c. private employment

consultants d. campus interview

7. Which type of test you attended n interview?

a. Aptitude, intelligence, proficiency

b. Intelligence, proficiency, interest

c. proficiency, interest, personality

d. interest, personality, aptitude

8. Type of interview attended?

a. Structured b. unstructured c. depth d. stress e. board

f. group

126

9. Which of the following recruitment method & procedures is followed in

your company?

a. Employee referrals b. advertisement in local/national papers c.

government employment exchange d. professional journals e.

professional bodies f. recruitment consultants

10. What are the constraints do you face during recruitment?

a. Stress b. anger c. irritation

11. What is the percentage of weightage do you give to the following factors?

a. Aptitude, intelligence, proficiency

b. intelligence, proficiency, interest

c. proficiency, interest, personality

d. interest, personality, aptitude

12. What are the constraints do you face while selecting candidates?

a. stress b. anger c. irritation

13. How much time did the company take to respond to your application

a. less than 5days b. 5-10days c. 10-15days d. 15-20days e. more

than 20days

14. How many years of work experience?

a. 0-5years b. 5-10years c. 10-15years d.more than 15years

15. Does the organization clearly define the position objectives, requirements

and candidates specifications in the requirement process

a. yes b. No

16. How well are the organization affirmative action needs clarified and

supported in selection process?

a. poor b. adequate c. excellent

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17. Is the organization doing timeliness recruitment and selection process

a. yes b. No

18. Does HR provides an adequate pool of quality applicants?

a. Yes b. No

19. Rate the effectiveness of interview process and other selection

instruments, such as testing?

a. poor b. adequate c. excellent

20. How women are selected for this concern?

a. experience b. talent c. job securers

21. Qualification of women in the concern

a. schooling b. ug c. pg