A Study On Employee Welfare

A Study on Employee Welfare
1. INDUSTRY PROFILE
The history of the Indian oil industry extends back to the period of the British Raj, at a time when petroleum first became a primary global energy source.
Colonial rule, 1858-1947

The first oil deposits in India were discovered in 1889 near the town of Digboi in the state of Assam. This discovery came on the heels of industrial development. The Assam Railways and Trading Company (ARTC) had recently opened the area for trade by building a railway and later finding oil nearby. The first well was completed in 1890 and the Assam Oil Company was established in 1899 to oversee production. At its peak during the Second World War the Digboi oil fields were producing 7,000 barrels per day. At the turn of the century however as the best and most profitable uses for oil were still being debated, India was seen not as a producer but as a market, most notably for fuel oil for cooking. As the potential applications for oil shifted from domestic to industrial and military usage. This was no longer the case and apart from its small domestic production India was largely ignored in terms of oil diplomacy and even written off by some as hydrocarbon barren. Despite this however British colonial rule laid down much of the countrys infrastructure, most notably the railways.
Independence, 1947-1991
After India was granted independence in 1947, the new government naturally wanted to move away from the colonial experience which was regarded as exploitative. In terms of economic policy this meant a far bigger role for the state. This resulted in a focus on domestic industrial and agricultural production and consumption, a large public sector, economic protectionism, and central economic planning. The foreign companies continued to play a key role in the oil industry. Oil India Limited was still a joint venture involving the Indian government and the British owned Burmah Oil Company (presently, BP) whilst the Indo-Stanvac Petroleum project in West Bengal was between the Indian government and the American
company SOCONY-Vacuum (presently, ExxonMobil). This changed in 1956 when the

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government adopted an industrial policy that placed oil as a schedule A industry and put its future development in the hands of the state. In October 1959 an Act of Parliament was passed which gave the state owned Oil and Natural Gas Commission (ONGC) the powers to plan, organize, and implement programmes for the development of oil resources and the sale of petroleum products and also to perform plans sent down from central government. In order to find the expertise necessary to reach these goals foreign experts from West Germany, Romania, the US, and the Soviet Union were brought in. The Soviet experts were the most influential and they drew up detailed plans for further oil exploration which were to form part of the second five-year plan. India thus adopted the Soviet model of economic development and the state continues to implement five-year plans as part of its drive towards modernity. The increased focus on exploration resulted in the discovery of several new oil fields most notably the off-shore Bombay High field which remains by a long margin Indias most productive well.
Liberalization, 1991-present
The process of economic liberalization in India began in 1991 when India defaulted on her loans and asked for a $1.8 billion bailout from the IMF. This was a trickle-down effect of the culmination of the cold war era; marked by the 1991 collapse of the Soviet Union, Indias main trading partner. The bailout was done on the condition that the government initiates further reforms, thus paving the way for Indias emergence as a free market economy. For the ONGC this meant being reorganized into a public limited company (it is now called for Oil and Natural Gas Corporation) and around 2% of government held stocks were sold off. Despite this however the government still plays a pivotal role and ONGC is still responsible for 77% of oil and 81% of gas production while the Indian Oil Corporation (IOC) owns most of the refineries putting it within the top 20 oil companies in the world. The government also maintains subsidized prices. As a net importer of oil however India faces the problem of meeting the energy demands for its rapidly expanding population and economy and to this the ONGC has pursued drilling rights in

Iran and Kazakhstan and has acquired shares in exploration ventures in Indonesia, Libya, Nigeria, and Sudan. Indias choice of energy partners however, most notably Iran led to concerns radiating from the US. A key issue today is the proposed gas pipeline that will run from Turkmenistan to India through politically unstable Afghanistan and also through Pakistan. However despite Indias strong economic links with Iran, India voted with the US when Irans nuclear program was discussed by the International Atomic Energy Agency although there are still very real differences between the two countries when it comes to dealing with Iran. Coconut oil has been tested for use as a feedstock for biodiesel to be used as a diesel engine fuel. In this manner, it can be applied to power generators and transport using diesel engines. Since straight coconut oil has a high gelling temperature (2225 C), a high viscosity, and a minimum combustion chamber temperature of 500 C (932 F) (to avoid polymerization of the fuel), coconut oil is typically transesterified to make biodiesel. Use of B100 (100% biodiesel) is possible only in temperate climates, as the gel point is approximately 10 C (50 F). The oil must meet the Weihen Stephan standard better source needed] for pure vegetable oil used as a fuel, otherwise moderate to severe damage from carbonization and clogging will occur in an unmodified engine. The Philippines, Vanuatu, Samoa, and several other tropical island countries are using coconut oil as an alternative fuel source to run automobiles, trucks, and buses, and to power generators. Better source needed] Coconut oil is currently used as a fuel for transport in the Philippines. Further research into the oil's potential as a fuel for electricity generation is being carried out in the islands of the Pacific, though to date it appears it is not useful as a fuel source due to the cost of labour and supply constraints. Coconut oil has been tested for use as an engine lubricant and a transformer oil. Acids derived from coconut oil can be used as herbicides.Coconut oil (and derivatives, such as coconut fatty acid) are used as raw materials in the manufacture of surfactants such as cocamidopropyl betaine, cocamide MEA andcocamide DEA.
Coconut oil

Coconut oil is an edible oil extracted from the kernel or meat of
matured coconuts harvested from the coconut palm (Cocos nucifera). Throughout the tropical world, it has provided the primary source of fat in the diets of millions of people for generations. It has various applications in food, medicine, and industry. Because of its stability, it is slow to oxidize and, thus, resistant to rancidity, lasting up to two years owing to the high saturated fat content. Many health organizations advise against the consumption of high amounts of coconut oil due to its high levels of saturated fat.
Production
Coconut oil can be extracted through "dry" or "wet" processing. Dry processing requires the meat to be extracted from the shell and dried using fire, sunlight, or kilns to create copra The copra is pressed or dissolved with solvents, producing the coconut oil and a high-protein, high-fiber mash. The mash is of poor quality for human consumption and is instead fed to ruminants; there is no process to extract protein from the mash. The preparation and storage of copra often occurs in unhygienic conditions, yielding poor quality oil that requires refining. A portion of the oil extracted from copra is lost to the process of extraction.
RBD:
RBD stands for "refined, bleached, and deodorized." RBD oil is usually made from copra (dried coconut kernel). The dried copra is placed in a hydraulic press with added heat and the oil is extracted. This yields up practically all the oil present, amounting to more than 60% of the dry weight of the coconut. This "crude" coconut oil is not suitable for consumption because it contains contaminants and must be refined with further heating and filtering. Another method for extraction of a "high-quality" coconut oil involves the enzymatic action of alpha-amylase,
polygalacturonases, and proteases on diluted coconut paste. Unlike virgin coconut oil, refined coconut oil has no coconut taste or aroma. RBD oil is used for home cooking, commercial food processing, and cosmetic, industrial, and pharmaceutical purpose.

2. COMPANY PROFILE
2.a. Background and inception of the company:

Namratha Oil Refineries Pvt Ltd., Incepted in the year 1995, Namratha Oil Refineries Private Limited are a highly acclaimed name among manufacturers and exporters. The company is engaged in extraction and refinery activities of edible oils predominantly Coconut Oil. We procure quality raw material from Tiptur which is a major coconut growing area in India and thus have unbeatable quality advantage in this sector. With consistent and regular supply of quality products we are able to satisfy different industrial requirements from varied sectors.
INCEPTION:
Incepted in the year 1995, Namratha Oil Refineries Private Limited is a highly acclaimed name among manufacturers and exporters. The company is engaged in extraction and refinery activities of edible oils predominantly Coconut Oil. We procure quality raw material from Tiptur which is a major coconut growing area in India and thus have unbeatable quality advantage in this sector. With consistent and regular supply of quality products we are able to satisfy different industrial requirements from varied sectors. Apart from production and supply of Coconut Oil in bulk, company is also keen in developing a marketing network for consumer packed skus as a major direction of the industry.
2.b Nature of Business:

The companys natures of business carried are Manufacturers, Wholesalers and Retailer. Manufacturer:

Manufacturing is the production of goods for use or sale using labor and machines, tools, chemical and biological processing, or formulation. The term may refer to a range of human activity, from handicraft to high tech, but is most commonly applied to industrial production, in which raw materials are transformed into finished goods on a large scale. Such finished goods may be used for manufacturing other, more complex products, such as aircraft, household appliances or automobiles, or sold to wholesalers, who in turn sell them to retailers, who then sell them to end users the "consumers". Wholesaler: Wholesaling, jobbing, or distributing is the sale of goods or merchandise to retailers; to industrial, commercial, institutional, or other professional business users; or to other wholesalers and related subordinated services. In general, it is the sale of goods to anyone other than a standard consumer. In the United Kingdom, the Cash and Carry is a term used describes a wholesale warehouse, particularly those that are open to the general public on payment of a subscription. Retailer: Retail is the sale of goods and services from individuals or businesses to the end-user. Retailers are part of an integrated system called the supply chain. A retailer purchases goods or products in large quantities from manufacturers directly or through a wholesale, and then sells smaller quantities to the consumer for a profit. Retailing can be done in either fixed locations like stores or markets, door-to-door or by delivery. Retailing includes subordinated services, such as delivery. The term "retailer" is also applied where a service provider services the needs of a large number of individuals, such as a public. Shops may be on residential streets, streets with few or no houses or in a shopping mall. Shopping streets may be for pedestrians only. Sometimes a shopping street has a partial or full roof to protect customers from precipitation. Online retailing, a type of electronic commerce used for business-to-consumer (B2C) transactions and mail order, are forms of non-shop retailing.

2.c Vision, Mission and Quality Policy:
VISION To delight customers by timely with highest quality standard of the product and to become pioneer in the industry. MISSION Our prime mission is to lead in the national and international coconut market with transparent deals and qualitative coconut products. To accomplish our aim, we always strive to provide excellent quality coconut products and optimize clients satisfaction level at every cost. Quality Policy / Processes At Namratha Oil Refineries, we are committed towards offering superior value to customers and consumers with quality product and services across the food chain .When we talk of quality, we talk of delivered quality of our products & services. Delivered quality implies 'Quality' as received by the customer at the end of the supply chain. We also talk of the product safety & of meeting all the statutory compliances with respect to the product Holistic approach of quality
In order to ensure that the products offered by Namratha consistently meet the stated standards of quality, safety and statutory requirements, we embark upon a holistic approach of conscious improvement across all people related to different areas of supply chain.

2.d Product/Service Profile:
With efficient extracting capacity and continuous innovation in their product they are able to serve customers having highly diversified requirement of penguin pure and fresh coconut oil, refined coconut oil, coconut oil, copra, cake, pure coconut oil in pouches, refined coconut oil in pouches and coconut de oiled cakes. Namrathas product range has been largely accepted and appreciated by their wide database of clients because of the following features: 1. High utility 2. Purity and freshness 3. Hygienically packed The entire product range can be customized as per client specific requirement and needs. Coconut oil product:
NAMRATHA committed to offer their clients with finest quality coconut oil, copra and cakes. They will provide completely safe and hygienically approved varieties of product to their long database clients across the globe. A brief about all our products is listed below. Coconut oil in bulks:
Their unmodified and unadulterated coconut oil is freshly derived from copra which is manufactures without compromising slightly with the quality, their product undergoes RBD process which ensures the purity by refining, bleaching and deodorization. I manufacturing of the product thy follow either of the two following methods. Mechanically extracting coconut oil from dried coconut meat. The oil is enacted by screw pressing from copra which is formed naturally From drying and storing of mature coconut with hush. Refined coconut oil in bulk:
Their refined coconut oil undergoes RBD (refined, bleached and deodorized) process before being offered to their valued customers, the coconut oil is derived from dried coconut meat known as copra this copra can be made by smoke drying seen drying or kiln drying their product find its application in various areas.

Industrial uses: Mainly used in the manufacture of biscuits, chocolates and other confectionery items, ice creams pharmaceutical product and costly paints. Domestic purposes: commonly used in cooking as edible oil. Toiletry purposes Complete coconut oil penguins:
Namratha offers pure and fresh coconut oil named penguin for various application. Penguin coconut oil can be intensively used for hair care, toiletry and other domestic purpose. It has multiple human benefits as coconut oil is seed derived oil that can be used from head to toe as well as for cooking, their coconut poorest in its purest form can be customized as per clients requirements and specification, coconut oil is extremely beneficial for health and is good for the hair and skin. Coconut oil cake :

Coconut cake is the residue left after the extraction of oil from copra by solvent process; these cakes have 4 to 5% residual oil content. Namratha have the facility to offer them in custom packaging as per the weight and requirements of their clients, their foods are in strong demand all over the world adapting well to its numerous application. Refined coconut oil in pouches :
Namratha oil refineries offer refined coconut oil in pouches maintaining all the international quality standards to meet there needs and requirements of their esteemed clients, these products are thoroughly inspected by their quality inspectors before packing them in pouches to ensure that they deliver flawless products at customers site. Coconut de-oiled cake:
Namratha offers coconut de-oiled cake with a residual oil content of 0.5 to 1.5% the oil is enacted from the rough grounded products by chemical solvent to leave a residue, de oiled cake. They make use of n - humane as an interaction solvent

which readily removable from the extracted product to ensure that they deliver untainted and pure product.
2.e Area of Operation: The company is operating at National level. It is operating in states such as Maharashtra, Gujarat, Uttar Pradesh, Jharkhand, West Bengal, Andhra Pradesh and Tamil Nadu. 2.f Ownership Pattern: Namrata oil refineries Pvt ltd is a family owned business. In some countries, many of the largest publicly listed firms are family-owned. A firm is said to be family-owned if a person is the controlling shareholder; that is, a person (rather than a state, corporation, management trust, or mutual fund) can garner enough shares to assure at least 20% of the voting rights and the highest percentage of voting rights in comparison to other shareholders. Some of the world's largest family-run-businesses are Wal-Mart (United States), SamsungGroup (Korea), Tata Group (India) and Foxconn (Taiwan). The following are the promoters of the project B.S.Arun Kumar B.S. Shivaprasad B.S. Ravindra Mr. Shivaprasad, Managing Director of the company. He is over all in charge of all operations of the group with particular emphasis on the copra trading. He is also involved in building up an all India network for purchase and sales. Mr. Arun Kumar, Director is currently involved in managing and running of the oil expeller unit. He has rich experience and expertise and depth knowledge of copra and related products. He is also involved in the supplies of manufactured De-oiled cakes and De-oiled Barns. Mr. Ravindra, Director is actively involved in the trading of solvent extraction products and is actively involved in developing marketing strategies, sales networks, planning and

administration. He is also actively working on promoting local retail sales and developing branded products.
2.g Competitors information:

Competitors for Namratha Oil Refineries in Local market and National market:
Local Market:
1. Petrel plus Inc 2. Appro Lubes Pvt Ltd 3. Ahuja petroleum
National Market:
1. Parachute. 2. Ashwini Hair Oil. 3. Navaratna hair oil. 4. Vatika Hair oil.
2.h Infrastructural Facilities:

Namratha Oil Refineries is situated in Tiptur. Company had one plant in Tiptur. Infrastructure facilities like the basic requirement that the company should look after in order ensure free flow of activities. The company is providing following infrastructure facilities in order to satisfy its workers, distributors and customers. The company provides all facilities in order to satisfy its workers, distributors and customers.

Canteen Facility The Company provides good food with low price for company workers. Under this section canteen facility is obligatory on the part of every factory to provide canteen facility where in more than 150 employees are employed and hence NOF also provides canteen facility for its employees, which is well constructed, furnished with good furniture, equipments and also with good accommodation. First aid Facility Whenever there is an accident, the worker will be taken to the healthy centre which is inside the plan. All the minor and first aid is done here itself and when there is major accident first aid done in the health centre and then they are taken to the hospital. Every day an ambulance will be inside the plant, which will be kept ready to carry injured whenever there is a major accident. Storage Facility
Whenever there is supply of raw materials is more and the demand is less, company provides the facility to accommodate it. Even the final products are stored separately for the delivery for the retailers and wholesalers. Transport Facility The company has the collaboration with the private logistics firm for the transporting the products to the different places.
2.i ACHIEVEMENTS/AWARDS
1. ISO 14001 accreditation for environment and safety. 2.

Certified to ISO 9000 (1994 quality management systems).

2.j WORK FLOW MODEL (END TO END)
The production flow chart is given below: -
Copra, Copra Bits Coconut parings
Expeller Cake out Source import
Milling
Expeller Cake: Sale or processed
Solvent Extraction
Coconut Oil
Out Source Of Crude Oil
Coconut Oil
Coconut De-Oiled Cake
Refinery, Refinery or Solvent and Out sourced crude Coconut oil
Sale to animal feed manufacture
Consumer Packing or Bulk Sale
By product Acid oil, Sold for soap manufacturers
As can be seen above, the copra, copra bits and coconut peeling forms the basic raw materials for crushing/milling process. The first process is the crushing/ milling unit. Here the copra bits are crushed to produce oil. The yield will be about 58-60%. About 3538% will be in the form of cake which can be processed in the solvent process. About 3% will be waste.

The oil produced by crushing process can be sold without further processing or can be refined and sold. The solvent process produces and gives a 8-10% oil yield which is basically useful for industrial purposes. The balance is de-oiled cake which can be sold to poultry and cattle feed manufacturers. The raw material for this process will be the cakes which is a bye product or the crushing process. The capacity envisaged is about 100mt or raw material processing. 2.k Future growth and prospects: Enlarging the customer base, providing them with better quality of services and more value added products, Expand the new project in Tumkur. It is also planning for new product i.e. Vanaspathi.
3. APPLICATION OF MCKINSEYS 7S MODEL

Introduction to 7s Model: The 7S frame work has first appeared in the book The Art of Japanese Management by Richard Pascal and Antony Athos in 1981. The two authors were looking at how Japanese Industry had been so successful, at around the same time Tom Peter and Robert waterman were exploring what made a company excellent. The 7S model was born at a meeting of the four authors in 1978. It then appeared in the book In search of Excellence by Peters and Waterman in 1982. Subsequently, it was taken up as a basic tool by the global
The Model starts on the premise that an organization is not just Structure, but consists of 7 elements with a complex relationship between them.
FIGURE 3.1: McKINSEY 7S MODEL


For the successful implementation of Strategy large of small the management needs to take account of all seven factors. They are all interdependent, if one element changes then this will affect all the factors. For example, a change in HR Systems like internal career plans and management training will have an impact on organizational culture. The 7S model is better known as McKINSEY 7S model. This is because the person who developed this model, Tom Peters and Robert Waterman has been consultants at McKINSEY &Company. They published their articles Structure is not organization "(1980) in their books "The art of Japanese Management" (1981) and " In search of Excellence"(1982). The seven elements are distinguished and called as hard S's and soft S's. The hard elements are care feasible and easy to identify. They can be found in strategy statements, corporate plans, organization charts and other documentation. The four soft S's however, are hardly feasible. They are difficult to describe since capabilities, values and elements of corporate culture are continuously developing and changing. They are highly determined by the people at work in the organization. Therefore it is much difficult to plan or to influence the characteristics of the hard structure, strategies and system of the organization.
1. STRATEGY:
The strategy of Namratha oil refineries pvt Ltd is to satisfy its customers by providing better products and giving service to its customers. To improve its productivity, quality, efficiency and also increase moral of the employees so the company has undertaken the work of giving promotions to each and every employees based on the qualification and experience so as to contribute to the organization goals and objectives. To adopt advanced technology to beat its competitors and to produce of expected targets. Minimize the waste to a large extent
2. STRUCTURE
Namratha oil refineries follow FLAT structure. A structure is the hierarchy of authority and accountability in an organization. These relationships are frequently diagrammed in organizational charts. Most organizations use some mix structure pyramidal matrix or networked ones to accomplish their goals. A structure is the formalizing the relationship, roles and responsibility in order to organize and perform work. In simple terms structure is the pattern or components are interrelated or interconnected. So, organization structure is the pattern to relationships among various activities and positions because persons hold these positions, the structure is the relationship among people in the organization. Organization structure refers to the relatively more durable organizational arrangements and relationships. It prescribes the formal relationship among various positions and activities. Arrangements about reporting relationship how an organizational member is to communicate with other members. What roles he is to perform and what rules and procedures exist to guide the various activities performed by members are all part of the organizational structure.
Organization structure: Board of Directories
Managing Directors
Product manager
General Manager
Refineries
package
boilers
Finance
sales
admin
3 Dealer
2 Clerk
Supervision Accountants
Supervisor
Supervisor
3. SYSTEM
Systems in the 7s framework refer to all the rules, regulations and procedures both formal and informal that complement the organization structure. It includes all the processes and information flows that link the organization together, consisting of management information system, production planning and control systems, cost accounting procedures, capital budgeting systems, recruitment, training & development systems, planning & budgeting systems, performance evaluation systems.
Identifying, understanding and managing process as a system contributes to the organization effectiveness and efficiency achieving its objectives. An effort to achieve and maintain an ecological balance between the costs incurred and cost solved by holding material in stock is called an inventory. It includes procedures and routine processes, including how information moves around the unit. 4. STYLE It includes the characterization of how key managers behave in order to achieve the units goals. The style in an organization, according to McKinsey from work refers to the Reporting Relationship between the superiors and his subordinates. It also conveys the flow of communication between them. The organization follows Autocratic style of leadership. Referring to the organization structure of Namratha Oil refineries, it can be said that the company is following the type of Line and Staff organization. Report relationship at Namratha Oil refineries follows a formal channel. The communication follow the routes formally laid in the organization structure and deliberately associates with the status or the position of the sender and the receiver. Both downward and upward communication follows the path of formal channel. 5.
STAFF
Staffing is a process of acquiring human resources for the organization assuring that they have potential to contribute to the achievement of the organizational goal. Now it has Daily labours Administration IT operators Casual labours 75 20 25 60

Totally now it has 180 people.
6. SKILLS:
The term skill include those characteristics which are developed over a period of time and a results of the interaction of number of factors, performing certain tasks successfully over a period of time, the kind of people in the organization, the top management style, the organization structure etc. Table 6.1:
CATEGORIES
REQUIREMENTS
UNSKILLED office boys and helpers.
Preferably local candidates with at least 10th course completion.
SKILLED Mechanist, operator, fitters etc
Preferably ITI candidates, in case of Fitters job and literate
candidates.
Preferably graduate with English CLERKS and mathematics with sound
general knowledge.
7. SHARED VALUES
Super ordinate goals refers to set of values and aspirations that go beyond the conventional formal statement of corporate objectives, they are the fundamental ideas around which a business is built. The values that go beyond, but might well include simple goal statement in determining corporate destiny. To fit the concept, these values must be shared by most people in the organization. The significant meanings or guiding concepts that the unit imbues on its members. Company follows the below values: We are one integrated family."Our commitment to quality is one of our utmost values."Our people are our biggest strength. We encourage a culture of openness trust and synergy. Timely supplies, excellent quality are our motto. We focus on practices that encourage and sustain rising standards of performance and build on the pool of our talented members. We will stay abreast of the latest technology. To provide the best service to the customers. To maintain highest quality and standard of the product.
4. S.W.O.T. Analysis: S.W.O.T analysis means [Strength, weakness, opportunity, threats] provides a good overview of whether a firms business position in fundamentals healthy or unhealthy. It provides firms financial position. Strength: The company has a favorable brand name image. The name stands for quality, state of the art technology and good service and customers satisfaction. Employee participation programs make it possible for organization to gain valuable information from the bottom up. The raw materials are available in all the seasons. The location of the organization is very near to the availability of the raw material Continuous up gradation of products to meet customers requirements. Weakness: Speculating market prices of raw materials. Focus on local customers only. Realization of credits. Opportunities: The company will be able to utilize its good reputation and favorable image in new related products and service by diversifying into more products lines. As the company is already an ISO certified company it becomes easy for the company to bag orders or tenders.

The company can foray into various other untapped areas as it has sufficient infrastructure and thus can reduce the inventory.
Threats: Increased competition from low cost, high quality products from local manufactures. Economic recession
Compare to other Multinational companies, Namratha oil refineriess market

value is less.
5. ANALYSIS OF FINANCIAL STATEMENT:

CURRENT RATIO: CURRENT RATIO =
2012 ==1.603759168 2011==1.166628251
(Source: Annual Report of the Company)
This ratio is applied to test solvency as well as determining short term financial strength of the business. Compared to last year this year the company is having 1.60 of current ratio indicating efficiency of meeting its short-term obligations. From the above analysis we can say the current ratio is low, which indicates that sufficient cash is not available to pay current liabilities. Hence companies have to decrease their current liabilities to achieve ideal state of 2:1 ratio in the year 2012-2013.
QUICK RATIO: QUICK RATIO =
2012 ==0.91587886

2011==0.81559761 The Acid-test or quick ratio or liquid ratio measures the ability of a company to use its near cash or quick assets to extinguish or retire its current liabilities immediately. The quick ratio compared to last year of 0.8, its having 0.91 in the year 2011-12 hence the company has increased ability in the management of current liabilities. From the above analysis we can say the quick ratio is high, which indicates that the assets that can be quickly converted into cash are sufficient to cover current liabilities.
DEBT EQUITY RATIO:
2012 ==0.027827801 2011==0.053672034 From the above analysis we can say that the debt equity ratio is less than 1. Hence it is acceptable.
6. LEARNING EXPERIENCE
A Namratha Oil refinery is a small scale Industry with multifarious functions and activities. It is a firm which handles manufacturing Edible and non Edible oils, there are many intricacies involved in the running of the organization. In this regard it is notable that the situation that can be studied, observed and learnt in theoretical scenario is completely different than what it is in actual practice. The practical situation is much broader in nature and they are entirely different from one situation to another. In fact it is worth mentioning that the reality may make use of more than a single idea or a concept that we study in theory, practical application is much more involved and requires handson experience to acquire an in-depth knowledge. In the beginning of the induction, I went to different production sites where the manufacturing of the products taking place, there I understand as to how the production work is divided and how the responsibilities are allocated. I got a chance to visit the shop floor where they practiced the tact of excellent supply chain management and efficient techniques of production methodology. After the production site in the subsequent weeks I went to different departments like finance, quality, HR, planning etc. though they seem like performing the non-technical support function, these departments are pretty much the back bone of the entire organization. I was able to understand the importance of the company objectives. Without these functionalities the entire establishment can become inefficient and incompetent.

In this regard, I also learnt how the companies always try to feel the pulse of the customers, because are the purpose of the business. They are the most important stake holders of any corporation. Their satisfaction is imperative for the existence of any firm. More importantly, I was able to understand the different tactics of the companies to attract and retain the customers. This is very important because in this era of industrial competition, it is crucial for any company to maintain, and simultaneously increase, its market position, in terms of the market share it possesses. To retain the customers is an important as to reach out to more people. I had interactions with the each of the departmental heads and came to know the real situations, duties, responsibilities and functions of the departments. Employees from every concern of the department helped me in getting the required information for the successful completion of the project. They co-operated well when we had to disturb them with so many queries in our mind to be cleared from the concerned person during the visit to the respective departments. All in all, it was a lifetime experience to be at Namratha Oil refineries and I would personally classify this event among one of the most memorable events of my life so far. It has been a wonderful learning experience. Finally, I like to conclude that this is in-plant training provided me a greatest opportunity to understand the various functions that has been carried in the organization to meet the changing corporate trends. Hence I received a good corporate experience from this curriculum project work.
1. General introduction:
Human Resource management is a process of bringing people and organization together so that the goals of each are met. Human resource management means employing their resources, utilizing maintaining and compensating their services in their job and organization requirements. HRM is managing people as well as describing the work of those who are employee as specialists. It is that part of management which is concerned with people at work and their relationship within an enterprise. It applies not only to industry and commerce but to all field of employment. HRM is concerned with employees both as individual and as group in attaining goals. It is concerned with behavior, emotional and social aspects of personnel. It is resources concerned with the development of human resources i.e. knowledge capacity, skill, potentialities and attaining and achieving employee goals includes job satisfaction. Employees are treated as asset for human resources development.
HRM has developed as a field of human behavior in which managers plans, organize, staff and control human physical and financial resources in an organized effort in order to achieve designed individual and group objectives with optimum efficiency and effectiveness. HRM is defined as the art of procuring, development and maintaining competent workforce to achieve the goals of organization in an effective and efficient manner.

HRM aims at securing unreserved co-operation from all the employees in order to attain predetermined goals. An organizations success increasingly depends on the knowledge, skill and abilities of employees, particularly as they help establish a set of core competencies that distinguish an organization from its competitors.
This primary objective of human resource management is to ensure the availability of a competent and willing work force to an organization. Beyond this there are other objectives too. Human resource plays a crucial role in the development process of modern economics. Managing human resource effectively has become vital to organizations of the fact the 21st century, the heightened level of global competitiveness have attracted all firms to the fact that their resources must be utilized well then ever before. HRM has received much attention recently because of the recognition that much more could be gained from a better handling of human resource. The employee welfare measure in this project is carried out in Namratha oil refineries limited. In this project it states what are the facilities provided to the employees and what are the problems faced by them. A sincere effort has been made to capture the various aspects of employee welfare and expectations.
The Factories Act 1948

INTRODUCTION In common parlance, invariably factory and industry are understood as interchangeable. This is incorrect. The term industry refers to a steady and systematic activity in which a trade is organized, whereas a factory is the place where such activities are being carried on. The entire day-to-day administration of the factories is governed by the principal Act of 1948 amended Act, which is an improvement of 1934 Act. This Act extends to the whole of India, including Jammu and Kashmir. Unless otherwise provided, it also applies to factories belonging to the Central and State Governments. (Section 116) The Bhopal tragedy of 1984 has created awareness among the public for preventing pollution and this

has made the government to take steps in amending the present 1948 Act by incorporating Chapter IV A from Sections 41 A to 41 H, pertaining to provisions as regards hazardous processes. OBJECT OF THE ACT The object of the Factories Act of 1948 is: (a) To improve health, welfare and safety of the workmen. (b) (b) To regulate by imposing restriction as to hours of work including rest and provisions for availing of leave. (c) (c) To make stringent provisions as regards employment of women and young persons and duration of their work.
Introduction to Employee welfare

After employees have been hired, trained & remunerates, they need to be retained maintained to serve the organization better welfare facilities are to take care of the employees. They do not generally result is any monetary benefit to the employees, nor are these facilities provided by employees alone. Government & non-Government agencies & trade unions too, contribute toward employee welfare. On to rapid industrialization and economic growth result increase of number of industry, manpower and growth of an industrial society. The socio-economic changes coupled with other complications made the industrial labour to demand welfare as matter or right, now-a-days India has taken great interest in the welfare measures of industrial labour specially after Bhopal tragedy at the international level too, the welfare in the field of labour welfare and future of the same indicates challenging scenario. Humanitarian attitude of the national leading and legislation largely contributed to the labour welfare activities in India.
Meaning and definition of Employee welfare Meaning


Welfare schemes should be regarded as a Wise-Investment which should and usually does bring a profitable return in the form of greater efficiency. The planning commission has realized the important of labour welfare when it observed that it order to get the best of a worker in the context of production and working conditions requires to be improved from time to time. The workers should at least have the means and facilities to keep himself in state of health and efficiency. The working conditions should be such as to safeguards his health and protect him against occupational hazard. Labour Welfare means setting up of minimum desirable standards and provisions of facilities like health, food, clothing, housing, medical assistance, education, insurance, job security, recreation and so on. Definition According to committee on labour welfare All such facilities and amenities as adequate canteen, rest and recreation facilities, sanitary and medical facilities, arrangement for travel to and from and the accommodation of workers employed at distance from their home and social security measures are all known as labour welfare. ILO as its Asian Regional conference, defined labour welfare as a term which is understood to include such services, facilities and amenities as may be established in or in the vicinity of undertakings to enable the persons employed in them to perform their work in healths, congenial surroundings and to provide them with amenities conductive to good health and high moral. According to E.S.PROUD Labour welfare means a voluntary efforts on the part of the employers to improve the existing industrial systems and the conditions of employment in their own factories.
Scope of labour welfare

The scope of labour welfare needs to be considered pragmatically and both dynamic and elastic statutory welfare measures can also help in productivity. Thus it would be clear

that we are penciled to regard, extra and intra-moral as well statutory and non-statutory welfare measures. Government and trade union also fall within the scope of the term labour welfare. The comprehensive social security scheme can legitimately be considered as labour welfare. Labour welfare includes both Monetary as well as Non-Monetary benefits. Monetary benefits: such as loans through credit co-operative society, House building society. Leave travel concession scheme, Reimbursing medical expenses and the like. Non-monetary benefits : Like king treatment from the top authorities, workers participation in management, providing various facilities such as crche, canteen, sanitary, rest room, lunch room, gifts, safety measure, training and the like.
Objective of labour welfare:

To enable workers to live a richer and more satisfactory life. To increase moral of the workers. To increase productivity of the enterprise. To increase overall efficiency of the industry. To enhance the standard of living of workers by directly reducing the burden on their purse. To have sound employer and employee relationship. To make the workers fell security regarding their job and also regarding their family members life. To reduce labour turn over.
Features of labour welfare

These are voluntary acts on part of the employer. It includes facilities aimed at improvement and betterment of workers social, moral, economic and intellectual conditions.

Labour welfare measures are introduced by the employer, govt., employees or any social or charitable agency. Labour welfare measures are flexible and changing with new measures being added to the existing ones. The welfare measures are in addition to regular wages and other economic benefits for the workers.
Importance of labour welfare:

The need for labour welfare lies in the fact that industrial workers today constituted a very significant and important sector of the countrys population. The labour creates and transmits power, patterns raw materials in to finished goods of necessity as well as luxury. The social and economic aspects of the life of a worker have a direct influence on the social and economic development of nation. There is needed to take care of the worker to provide both statutory and non-statutory facilities to the worker. Another argument in favor of employee welfare is that the facilities help to motivate and retain employee. The welfare facilities are hygiene factors which according to Herzberg, create dissatisfaction if not provided welfare facilities, besides removing dissatisfaction help to develop loyalty in workers towards the organization. Welfare may help to minimize social evils, such as alcoholism, gambling, prostitution, drug addiction and the like. A worker is likely to fall a victim to any of these if he / she is dissatisfied or frustrated welfare facilities tend to make the worker happy cheerful and confident looking. This labour welfare programmers in collate the spirit of democratic participation in the workers.
Merits of welfare measures:

The main advantages of the welfare measures are. It helps to maintain employees loyalty by satisfying employees needs. Employees are become more loyal to the organization. If the organization provides welfare measures to the employees it increases employees commitment to the job. It is one of the ways to meet trade union demands. If an organization provides various fringe benefits to their employees it can easily avoid strike & lockouts etc. Welfare measures meets the criteria as a social security the employer has to provide various benefits like safety measures & compensation in case of involvement of worker in accident & medical facilities etc with a view to provide security to his employees. Human relations are maintained when the employees are satisfied economically socially & psychologically, fringe benefits satisfy these needs of employees by those (additional) proper human relations can be maintained. Welfare measures satisfy the needs of trade union & employees, so it reduce grievance & industrial disputes & helps to maintain good industrial relation.
De-merits of welfare measures: Cost to the employer As a matter of right Discrepancies and de-motivation.
Types of welfare activities Statutory Voluntary Mutual

Statutory welfare provisions: Employees in India are statutory required to commonly with the provisions of various welfare amenities under different labour legislations. Washing facilities: Bathing and washing facilities are provided by every employer where the factories act 1948, the coal mines act 1951, and plantation act 1951, are applicable. It is however the statutory responsibility of the employer. Moreover, separate and adequate facilities are to be provided for these of male and female workers at convenient points.
Storing and drying clothes: It is only the factories act which has incorporated such a provision under sec93 of the act, a state govt may make rule for the provision of suitable place for keeping clothes during working hours and for the drying of wet clothes. Facilities for sitting : Every factory has to provide necessary sitting arrangements, particularly who are obliged to work in a standing position. The factories act 1948 requires that suitable sitting arrangements are made. First aid box: Maintenance of the first aid box for every factory employing 150 workers is the minimum must, which shall not be allowed to be ignored by any occupier of a factory or establishment. Each first aid box is to be in charge of a separate responsible person who holds a certificate in first aid treatment recognized by state govt. Shelter, restrooms and lunchrooms: Factories act 1948 requires arrangement for suitable shelters, restrooms in a factory. These must kept neat and clean, well and ventilated and provided with adequate furniture and drinking water wherever necessary.
Canteen: In India, it is a statutory obligation to provide the facility of canteen where 250 or more workers in a factory. The factory act 1948 requires that every factory employing 150 or more. Workers should have restrooms with provisions for drinking water.
Crches: This is a welfare facility, which is provided for women workers. A crches defined as place where babies of working mother are taken care of while mothers are at work. The factory act 1948, requires that a crches must be maintained in all factories where more than 50 workers are ordinarily employees, that should be ventilated room adequately lightened, neat and children above 6 years shall be under the charge of a women trained in the care of children and infants. Non-statutory: Benefits, also called voluntary benefits, include loans for house building, education of children, leave travel concession, fair price shops, loans for purchasing personal conveyance and host of other facilities.
Voluntary welfare measures:

Voluntary welfare work includes those activates, which are undertaken by employers for their workers. Educational facilities:

The place economy and social progress of particular country largely depends upon. The quality of its work force, Education plays a very important party in motivating and enabling the working population for changes necessary for accelerated progress and for imparting necessary education to workers in India was emphasized by the industrial commission (1918) the Royal commission on labour (1931) and the national commission on or (1996) labour. Medical facilities: Employers whether in private or in public sectors have been provided medical facilities for their workers and their families, even before the introduction of ESI scheme the stage has assumed wider responsibilities with respect to medical services for the employees? However, the scheme has not come in large scale and as such the benefits under the scheme are still not available to employees in many areas. Transport facility: Transport facilities from and to the place of work are given to workers as one of the desirable welfare activities. This facility is gaining popularity because of growing urbanism, location of industries transports, roads and traffic congestion.
Statement of the problem:

The Employee Welfare measures are one of the key inputs to bring about the desired level of employee satisfaction, motivation and productivity in an organization. The basic objective of welfare measures is to ensure the physical and mental well being of an employee hence this project concentrates on identifying the issues related to employee welfare and benefits provided by an organization.

Objectives of the study:
To study the welfare provisions, benefits provided by the organization. To find out the satisfaction of the employees regarding benefits provided to them. To understand the workers needs and demand in the areas of welfare To arrive at conclusions and to give suggestions to the company for better welfare programs of the employees.
Scope of the study:

Each and every project study along with its certain objectives also has scope for future. And this scope in future gives to new researches a new need to research a new project with a new scope. Scope of the study not only consist one or two future business plan but sometime it also gives idea about a new business which becomes much more profitable for the researches then the older one. Scope of the study could give the projected scenario for new successful strategy with a proper implementation plan. Whatever scope I observed in my project are not exactly having all the features of the scope which I described above but also not lacking all the features. Research study could give an idea about the welfare activities followed in the organization. To understand the workers needs and demand in the areas of welfare.
Research Methodology
Research methodology is the basic plan which guides the data collection, analysis and phases of the project. Type of research: Descriptive Research Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how which facilitates my study and hence opted for a descriptive research.
Data collection methods:


The aim is to present a clear picture of the in welfare procedures followed in this study. Methodology is the concept of methods used in conducting the study. The methodology used for data collection is mainly through: 1. primary data 2. Primary data: In this research work the primary data have been collected through a)
b) c)
Secondary data.
Direct interviews. Questionnaire. Interactions with human resources manager and the other employees.
The primary data is collected by employees and the tools employed are observation and questionnaire method. As the employees were busy in the factory duty, investigator found it difficult to interview them personally and individually. So the questionnaires were distributed. Secondary data: The secondary data is collected from the following: 1) 2) 3) 4) 5) Publications. Records of the company. Journals and periodicals. Books. Reports of the company etc.
Sampling Technique: Random sampling

Sample size: A sample is some part of the population and the purpose of sampling is to estimate some characteristics of the population. The sampling unit consists of employees of Namratha oil refineries pvt ltd shop floor level employees. The total population is 85; the sample size is limited to 40. Department of Management Studies Page 41
Limitations of the study: The study has been conducted within TIPTUR unit. Due to time constraint the sample size was limited to 40. Time factor is the main constrain, as per time is allotted to complete project it was not possible to study in depth. Information was collected during the working hours of the company and hence due to time constraint, they could not spend much time with the interviewer
The analysis of data was purely taken from the questionnaire filled by the
respondents and informal interview on the assumption that honest information has given by the respondents.
Welfare Measures in Namratha, TIPTUR.

According to the International Labor organizational (I.L.O) employees welfare should be understood as facilities and amenities which should be provided to employees. It also emphasized that the state should safeguard the interest of then industrial workers. And should safeguard the interest by suitable legislation. Its all about a living wage, healthy conditions of work, limited hours of work, suitable machinery for settlement of disputes and protection against sickness and unemployment. After employees have retained and maintained to hired, trained and remunerated they need to be retained and maintained to serve the organization better. This study is conducted with special reference to the human resource department and other department of Namratha oil refineries, Tiptur. The main purpose of this study is to bring forth the importance of welfare measures followed by Namratha oil refineries, Tiptur towards its employees and how it has been implemented. Policy on excluding child labor A Namratha oil refinery, Tiptur is a progressive and fair employer. The company as a policy employs individuals who meet certain criteria in terms of educational

qualification, professional capacity and maturity. As a policy, it is ensured that no person under the age of 18 years is employed in the company. In order to ensure that this is being followed, the new candidate is required to submit a high school certificate which proves date of birth. In case the person is under age, he is not recruited. Benefits provided by the organization to the Employees: The Namratha oil refineries, Tiptur provides a number of benefits to the employees. They are as follows. 1. Medical Reimbursement scheme: The purpose of this scheme is to reimburse expenses incurred by the workers for medical treatment and purchase of medicines, hospitalization expenses for the alignments (injury, illness and confinements) 2. Provident fund: This is a kind fund which is a farced saving intended to provide a large lump sum amount at the time of retirement. Loans are provided against provident fund also to facilitate on employee to meet expenditure in purchasing of house, marriage in the family etc. An employee is eligible for PF from the date of joining. PF will cover all the workers of the organization.12% will be deducted from the salary of the employees as contribution to PF and the factory will contribute 12% to be given by the employer. The said amount will be deposited in insurance business. 3. Group Gratuity: Group gratuity is also called as master policy. Gratuity is intended to provide a lump sum benefit, on separation gratuity will be paid depending upon the salary (max 3, 00,000) 4. Group Insurance Scheme: All the employees together contribute towards the Group Insurance scheme. The premium is less when compared to their individual Life insurance premium. The

premium collected towards Group insurance will be deposited with insurance company. If a member of the group dies before retirement, immediately Rs.1,00,000 will be given to the family in which no deductions are to be made by the members of the family. 5. Workmen Compensation: It is providing compensation depending upon the injury caused to the worker and later compensation is calculated and is given to the worker. 6. Loans and Advances: Employees are also provided with loans and advances facilities, such as motorcycle loans. Cycle loan, and computer loan, advances and loans also provided for construction of house through LIC and banks of the other financial institutions.
7. Bonus Bonus is provided to the employees once in a year that is during Ugadi festival period. 8. ESI scheme: ESI Scheme is implemented in Namratha oil refineries, Tiptur 9. Infrastructure Facilities: It means the Basic requirement that the company should look after in order to ensure free flow of activities. In order to satisfy its workers, distributors and customers the company is providing the following infrastructural facilities, stated by the Factories Act of 1948.
10. First-aid appliances:

Whenever there is an accident, the worker will be taken to the OHC Occupational Health Centre which is inside the plant. All the minor and first aid is done here itself and when there is major accident first aid done in the health centre and then they are taken to the hospital. Every day an ambulance will be inside the plant, which will be kept ready to carry injured whenever there is a major accident 11. Canteen: The Company provides good food with low price & subsidy for company worker. Under this section canteen facility is obligatory on the part of every factory to provide canteen facility where in more than 500 employees are employed and hence also Namratha oil refineries, Tiptur provides canteen facility for its
employees, which is well constructed, furnished with good furniture, equipments and also with good accommodation. Here subsidy is provided for meals, coffee and tea, snacks.
12. Sports and Cultural activities: Sports and cultural activities are conducted every year on Kannada Rajyothsava Day for employees, their spouse and children. This is conducted in order to provide recreation facility to the employees and their family. 13. Providing uniform: The company is providing its employees with uniforms at periodic intervals.
Other Facilities: Drinking water facility:

At the entire working places provided safe hygienic drinking water. For supply of purified for drinking installed additional nine Aqua guards and procured a water purifier with hot, cold and normal water. Facilities for sitting: In the organization, suitable seating arrangements provided. Latrines and Urinals: A sufficient number of latrines and urinals are provided in the office and factory premises and also maintained in a neat and clean condition. Lighting: Proper and sufficient lights are provided for employees so that they can work safely during the nights shifts. Changing rooms: Adequate changing rooms provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings. Festival advance: Every year advance of rs.4 000 will be given to the employees and deducted from the salary in equal installments. Employees family benefit fund or group saving insurance scheme: In this Rs.60 to 80, Rs.120 will be deducted from their salary every month depending upon their pay scale. If there is any on duty accident Rs.60000, Rs.80000, Rs.120000 will be given depending upon their pay scale.
Leave Rules: 1. Casual Leave:

15 days of casual leave is allowed for an employee in a year. They can use only 7 days at a time. 2. Special Casual Leave: Special casual of 1 day is provided when the employee donates the blood. 3 days of special casual leave is also provided to an employee in case dog bites. 3. Earned Leave: Earned leave is sanctioned to an employee for 30days per year in two installments. Jan June 15days, July Dec 15days. 4. Probationary period leave: This type of leave is sanctioned only for new employees 2 days leave for each completed month in case of new employees and after two months days of leave rises from 27 days to 5 days. 5. Encashment of earned leave: Encashment of earned leave is sanctioned once in 2 years on block will be provided with 30days EL to en cash their earned leave. 6. Maternity Leave: The workers are eligible to 135days of maternity leave is sanctioned for the women employees of the organization. Retirement / Pension scheme: Employees retire at the age of 58years. Pension is provided to all the employees depending upon their salary scale. As per the table shown there are more non statuary benefits given than statuary benefits. By this it can be concluded that, the company attains a well, marked position in providing welfare activities to the workers to the workers at Namratha oil refineries, Tiptur
1.b Data analysis and interpretation:

1. Opinion about the medical benefits given to the employees
Table No.01: Table showing medical benefits given to the employees Response Highly satisfied Satisfied Average satisfied Dissatisfied Highly dissatisfied Total Source: Primary Data
No. of respondents 4 8 18 10 0 40
% of respondents 10 20 45 25 0 100

Chart No.01: chart showing medical benefits given to the employees
ANALYSIS:From an above table 10%of employees are satisfied with medical benefits but only 25%of employees are dissatisfied with medical benefits given by an organization INTERPRETATION The analysis shows that most of the employees are not satisfied with the medical facilities provided by the company
2. Opinion about the paternity leave provided by an organization
Table No.02: Table showing paternity leave provided by an organization
Response
No. of Respondents
% of respondents
Highly satisfied Satisfied Not aware Dissatisfied Highly dissatisfied 1 Total
00 00 35 3 2 40
00 00 87.5% 7.5% 5% 100%

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Department of Management Studies

Source: Primary Data
Chart No.02: chart showing paternity leave provided by an organization
7.50%
5% 0
Highly satisfied Satisfied Not aware Dissatisfied 87.50% Highly dissatisfied
ANALYSIS:From an above table 87.5%of employees are not aware with paternity leave but 5% of employees are highly dissatisfied with paternity leave given by an organization INTERPRETATION:From this we can infer that the employees in the organization are not aware about the concept of paternity leaves. 3. Opinion regarding the canteen facilities provided to the employees
Table No.03: Table showing canteen facilities provided to the employees
Response Very good Good Average Bad Very bad 2 Total
No. of Respondents 10 18 5 3 4 40
% of respondents 25% 45% 12.5% 7.5% 10% 100%

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Chart No.03: chart showing canteen facilities provided to the employees
7.50%
10% 25% Very good Good
12.50%
Average Bad Very bad 45%
ANALYSIS:From above table 45%of employees given good to canteen facility but 10%of employees given vary badly in their opinion in canteen facility given by an organization INTERPRETATION:- From this we can infer that the employees in the organization are happy with the canteen facilities.
4. OPINION ABOUT SATISFIED WITH COMPANY SALARIES/BENEFITS
Table No.04: Table showing about satisfaction level with regard to salary/benefits. Response YES NO TOTAL No. of Respondent % of respondents 18 42.50% 23 57.50% 40 100%

Chart No.04: chart showing about satisfaction level with regard to company salaries/benefits.
18
YES NO
23
ANALYSIS:- From an above table 57.5%of employ are not satisfied with company salary but 42.5% employ are satisfied with company salary.
INTERPRETATION:The analysis shows that many employees are not satisfied with the salary benefits and compensation package given by the company.
5. Opinion about Sick leave given to the employees.
Table No.05: Table showing Sick leave given to the employees.
Response Highly satisfied Satisfied Average satisfied Dissatisfied
No. of Respondents 22 11 7 ----
% of Respondents 55% 27.5% 17.5% -----

Highly dissatisfied 3 Total Source: Primary Data ----40 ----100%
Chart No.05: chart showing Sick leave given to the employees
00 17.50%
Highly satisfied Satisfied Average satisfied
27.50%
55%
Dissatisfied Highly dissatisfied
ANALYSIS:From an above table55% of employees was highly satisfied with sick leave but 17.5% of employees Average satisfied with sick leave given by an organization INTERPRETATION:None of the employees are dissatisfied with the sick leave given by an organization
6. Opinion regarding Rest room/changing room facilities given to the employees Table No.06: Table showing regarding Rest room/changing room facilities given to the employees
Response Highly satisfied Satisfied Average satisfied

No. of Respondents 7 10 2
% of respondents 17.5 25 5
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Dissatisfied Highly dissatisfied Total Source: Primary Data Chart No.06: chart showing regarding Rest room/changing room facilities given to the employees 13 8 40 32.5 20 100
ANALYSIS:From an above table only 17.5% of employees are highly satisfied rest room/changing facility given by an organization but 40% employees are highly dissatisfied with rest room facility given by an organization INTERPRETATION:From the observation majority of the women employees were not happy with the hygiene levels maintained in the changing room. 7 Opinion about Appreciation and recognition given to employees for their excellence in work and attendance
Table No.07: Table showing Appreciation and recognition given to employees for their excellence in work and attendance
% of respondents 7.5 17.5 17.5

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Dissatisfied Highly dissatisfied Total Source: Primary Data 11 12 40 27.5 30 100
Chart No.07: chart showing Appreciation and recognition given to employees for their excellence in work and attendance
ANALYSIS:From above table 20% of employees highly satisfied with Appreciation and recognition given to employees for their excellence in work and attendance but 55.5% of employ dissatisfied with Appreciation and recognition given to employees for their excellence in work and attendance given by an organization INTERPRETATION:- The analysis shows that many of the employees are not satisfied with the Appreciation and recognition given to employees for their excellence in work and attendance given by the company. They feel that their hard work and efforts are not recognized. 8.Opinion about night shift allowance given to employees.
Table No.08: Table showing night shift allowance given to employees.
% of respondents 75% 15% 10%

Dissatisfied Highly dissatisfied Total Source: Primary Data Chart No.08: chart showing night shift allowance given to ------40 --------100%
employees
10% 0 0 Highly satisfied 15% Satisfied Average satisfied 75% Dissatisfied Highly dissatisfied
ANALYSIS:From above table 75% of employees highly satisfied with night shift allowance given by an organization 10%of employees average satisfied with night shift allowance given by given by an organization
INTERPRETATION: - employees are highly satisfied with night shift allowance given by an organization
9.Opinion about Hygiene in latrines and urinals given by an organization
Table No.09: Table showing Hygiene in latrines and urinals given by an organization

Response Very good Good Average Bad Very bad Total Source: Primary Data chartNo.09: chart showing Hygiene in latrines and urinals given by an organization No. of Respondents 0 7 10 11 12 40 % of respondents 0 27.50% 30% 17.50% 25% 100%
ANALYSIS:From above table 25% of employees given average to Hygiene in latrines and urinals but 50%employees had given very bad to Hygiene in latrines and urinals given by an organization. INTERPRETATION:- The analysis shows that most of the employees find the cleanliness maintained in the urinals is not up to the mark. if cleanliness is not maintained, then it leads to health hazards. As a result Absenteeism increases.
10.Opinion about the drinking water facility given to employees.
T able No.10: Table showing drinking water facility given to employees.

Response Highly satisfied Satisfied Average satisfied Dissatisfied Highly dissatisfied Total Source: Primary Data 40 100% No. of Respondent 6 26 8 ------% of respondents 15% 65% 20% -------
Chart No.10: chart showing drinking water facility given to employees.
00 20% 15% Highly satisfied Satisfied Average satisfied Dissatisfied 65% Highly dissatisfied
ANALYSIS:From an above table 65% employees are satisfied with drinking water facility but 20%of employees averagely satisfied with drinking water satisfied given by an organization
INTERPRETATION:The employees in the organization provide them with clean drinking water facilities.
11.Opinion regarding Satisfaction on Uniform issued to employees.
Table No.11: Table showing regarding Satisfaction on Uniform issued to employees.

Response YES NO NO RESPONSE TOTAL
No. of Respondents 17 23 ---
% of respondents 42.50% 57.50% ----
40 Source: Primary Data
100%
Chart No.11: chart showing regarding Satisfaction on Uniform issued to employees.
17 YES NO 23
ANALYSIS:From above table 57.50% of employees satisfied with given Uniform but 42.5% of employees had not satisfied with given by an organization INTERPRETATION:The analysis shows that employees are not satisfied with Uniform the given by the company. The quality of the uniform given to all employees should be common. 12.Opinion regarding Festival advance /bonus given employees.
Table No.12: Table showing respondents opinion towards festival advance / bonus.

Response Highly satisfied Satisfied Average satisfied Dissatisfied Highly dissatisfied Total Source: Primary Data No. of Respondents 9 15 3 7 6 40 % of Respondents 22.5% 37.5% 7.5% 17.5% 15% 100%
Chart No.12: Chart showing respondents opinion towards festival advance / bonus
15% 22.50% 17.50% 37.50% 7.50%
Highly satisfied Satisfied Average satisfied Dissatisfied Highly dissatisfied
ANALYSIS:From an above table 37.5% employs are satisfied with Festival advance /bonus but 17.5% employs are dissatisfied with Festival advance /bonus given by an organization INTERPRETATION:The analysis shows that many employees are satisfied with the Festival advance /bonus provided by the company 13.Which of the following facility provided by the company?
Table No.13: Table showing following facility provided by the company?

FACILITY Housing Uniform Health insurance Transportation Source: Primary Data Respondent 00 40 40 00 Percentage 00% 100% 100% 00%
Chart No.13: chart showing following facility provided by the company?
120% 100% 80% 60% 40% 20% 0% HOUSING UNIFORM HEALTH INSURANCE TRANSPOTATION
ANALYSIS From above table employees given yes to uniform and health insurance but given no to housing and transportations. INTERPRETATION: The analysis shows that the employees are provided with uniform and health insurance given by an organization but organization doesnt provide housing and transportation facility.
Findings, suggestions and conclusions

Findings:

At Namratha oil refineries, Tiptur each individual employee plays a vital role for the success and continued existence of a company. Each individual take initiatives and assume responsibility for his own action, helping to ensure the success of the company. 1. Most of the employees are not satisfied with the Hygiene in latrines and urinals. Many of the women employees are of the opinion that the hygiene levels maintained in the changing room are not satisfactory. The main reason for the lack of hygiene is perceived as due to less number of women employees. 2. In company there is only one HR manager to look after the welfare activities. Most of the employees had good relationship with the HR manager but few employees had not maintained good relationship with HR due to lack of communication. 3. Most of the employees are satisfied with the Festival advance /bonus provided by the company as it is being provided for only festival in a year and the employees expect the advance for every festival. 4. Employees in the organization are not aware about the concept of paternity leaves. 5. Drinking water facility provided by company is most satisfied by the employees. 6. Transportation and housing facility is not provided by organization. In the company we can find that most of the workers are encouraged by welfare facility provided in the company, this helps to reduce the mental strain of the employees. 7. In the company we can find that the other benefits provided like holiday, paid vacation, rest period has been satisfied the employees but in case of paid vacation satisfaction level is low as compared to other two. 8. In the company, the expecting womens are forced to leave the company. The company is not providing maternity benefit for womens. 9. In the organization we can find that the level of health and safety measure provided has been agreed by most of the employees which helps in reducing fear and make them mentally and physically strong. 10. In the company we can find that regarding advances and loans given by company to its employees, they are highly satisfied and also increase the employee dedication towards the work.

11. In the company we can find that the working environment of the organization is excellent In the company we can find that the most of the workers are satisfied with the welfare program it helps in building up good relationship. 12. In the company we can find that the most of the employees are permanent employees than temporary employees.
Suggestions and Recommendations:

1. The company should provide a good working environment to increase employees comfort in work.
2. The company should provide satisfying the good quality of uniform and allowances should be paid by the employer for stitching the uniform.
3.
The company should conduct the training program by employer. Few employees are not satisfied with canteen facility provided by organization they feel that should be improved both in quantity and quality. This will solve many of workers problems.
4.
Management must look after problem of hygiene in latrines and urinals. Maintain hygiene in wash room and proper cleaning of wash room it solve the problem of employees.
5.
Most of employees are not aware about paternity leave. Management must give paternity leaves to employees. it help the employees to look after their family.
6. Transportation facilities can be provided to the employees so that they will attend the work at the right time and also this will decrease the absenteeism. 7. The housing facilities should be provided to employees. This will solve many of workers problems. 8. It is suggested that the management can give attractive bonus for the good performance of the workers. It may be financial or non-financial and statutory and non-statutory. This will motivate the workers to attend to work regularly.
1.c Conclusion:

As per the study it is found that the organization excellently practicing the set of labour welfare measures but still it is found the they are not adequate & need to prioritizes needs and requirement of the worker. The company sometime cannot undertake viable measure in compliance with the demands, needs of the employees. . Some of the employees are not aware of what the benefits of the company is providing
To conclude the study undertaken has helped us to understand whether the company is providing welfare measure or not which NAMRATHA OIL REFINARIES pvt ltd is certainly providing all essential labour welfare measure, on the other hand it helped us to understand whether employees are satisfied with the existing welfare measure provided, the employees are satisfied with the most of the welfare measure provided.

1.d ANNEXURE QUESTIONNAIRES
Dear Respondent,
I . studying MBA in , , as a part of my course a study on EMPLOYEE WELFARE is being conducted in your division. Hence you are requested to spare few minutes in completing the questionnaire. The information collected is kept confidential and is used for study purpose only.
a) Name(Optional) : b) Age c) Gender d) Qualification e) Department f) Experience : : : : :
1. Are you satisfied with medical benefits given to the respondents?
a) Highly satisfied b) Satisfied c) Average satisfied d) Dissatisfied e) Highly dissatisfied

2. Are you satisfied with the paternity leave provided to the male Respondents?
3. Are you satisfied with the canteen facilities provided by company?
a) Very good b) Good c) Average d) Bad e) Very bad
4. Does the company provide enough SALARIES/BENEFITS to you?
a) Yes b) No
5. Are you satisfied with the Sick leave given to you?

6. Your Opinion regarding Rest room/changing room facilities given to the employees?
a) Highly satisfied b) Satisfied c) Average satisfied d) Dissatisfied e) Highly dissatisfied 7. Does company Appreciate and recognize employees excellence work and attendance? a) Highly satisfied b) Satisfied c) Average satisfied d) Dissatisfied e) Highly dissatisfied
8. Are you satisfied with night shift allowance? a) Highly satisfied b) Satisfied c) Average satisfied d) Dissatisfied e) Highly dissatisfied
9. Does Company keeps wash rooms in hygiene manner? a) Very good b) Good c) Average d) Bad e) Very bad

10. Are you satisfied about the drinking water facility? a) Highly satisfied b) Satisfied c) Average satisfied d) Dissatisfied e) Highly dissatisfied
11. Are you satisfied with Uniform issued by organization a) Yes b) No 12. Are you satisfied with festival advance/bones
13. Which of the following facility provided by the company?
FACILITY Housing Uniform Health insurance Transportation
YES
NO
Balance sheet
PARTICULARS Equity and Liabilities 1. Shareholders fund Share capital Reserves & Surplus Money warrants received against share 1 2 39696360.00 89810458.00 19530000.00 56107603.00 SCHEDULE 2012 2011
2.
Share
Application
Money
Pending Allotment
3. Non Current Liabilities Long Term Borrowings Deferred Tax Liabilities Other Long Term liabilities Long Term Provision 3 4 5 6 349171.00 3254719.00 1443673.00 2615951.00
4. Current Liabilities Short term Liabilities Trade Payables Other Current Liabilities Short term Provisions 7 8 9 10 95596503.00 674852.00 10661516.00 16270310.00 56160230.00 1422952.00 22635382.00 17094112.00
Total Assets 1. Non Current Assets

256313889.00 177009903.00
Page 70

Fixed Assets i) Tangible Assets ii) Intangible Assets iii) Capital Work In progress iv) Intangible Assets under 12 181880.00 4936543.00 11 58193459.00 58017230.00
development Non Current Investment Deferred Tax Asset Long term Loans and Advances Other Non Current Assets 14 15 1432620.00 528413.00 13
2. Current Assets Current Investment Inventories Trade Receivables Cash and cash Equivalent Short term loans and advances Other current assets Total 16 17 18 19 20 21 256313889.00
177009903.00
83666742.00 25227941.00 51034171.00 36577077.00
34159731.00 49346782.00 8744352.00 21276852.00
WEEKLY REPORT
Name of the student USN Company/ Organization Project Title : Lavanya M S : 1JS11MBA24 : Namrata oil refineries pvt ltd , Tiptur : Employee WELFARE
Weeks 1st 2nd 3rd 4th 5th 6th
Task performed Introduction to the Manager Overview of the company profile Visited the plant layout Industry profile Company profile Mc Kinseys Model Sources of data collection Sampling design Tools and Techniques of Data collection Data Collection through Survey Information collected About HRM
Analysis and Interpretation Of data

7 -10
th th
Summary Of the Findings
Suggestions
Conclusion
Finalization Of the Project
1.e BIBLOGRAPHY
TEXT BOOKS
1. PERSONNEL MANAGEMENT MEMORIA 2. HUMAN RESOURCES MANAGEMENT K.ASHWATHAPPA 3. PRINCIPLE & PRCTICES OF MANAGEMENT T.N.CHABR
INTERNET WEBSITES:
1. www.wikipedia.com 2. www.citehr.com 3. www.namratha.in

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Colonial rule, 1858-1947

company SOCONY-Vacuum (presently, ExxonMobil). This changed in 1956 when the