Professional Documents
Culture Documents
2012-2013
SUBMITTED BY: Mr. Mohit shrada M.B.A DEPARTMENT Modi institution of management technology
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10.Research Finding
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10. Bibliography
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DECLARATION
This is to certify that the work done on An Overview of HR Processes & Attrition Analysis in Adani Wilmar Ltd. under the subject PROJECT REPORT and a written report submitted by me to MODI INSTITUTE OF MANAGEMENT AND TECHNOLOGY, KOTA, is in partial fulfillment for the award of degree of MBA. This work has not been submitted anywhere else for any other degree/diploma. I further certify that I have no objection and grant the right to MODI INSTITUTE OF MANAGEMENT AND TECHNOLOGY to publish any chapter of the project if they deem fit in journals/Magazines and newspapers etc. without my permission.
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PREFACE
Progress is the continuous process. It is relative and absolute. We can not stop at certain destination and declare that target has achieved. The summer training program is designed to give the manager of the future, a feel of the corporate happening and work culture. These real life situations are entirely different from the simulation exercise enacted in an artificial enviroment in side of classroom.. It exactly in this context that I was privileged enough to join Adani Wilmer Ltd. On 1 June 2012, as a summer trainee. This is one of the Indias top producer of Soybean oil, and it is known not only in professional management, but also in enlightened and progressive approach towards employee welfare and betterment of society. The experience that I got over the past 45 days has certainly provided me with an orientation, which I believe will help me, shoulder any assignment successfully in future.
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5 During this project I was out of organization survey pertaining to find out the satisfaction level against their job in the employees. I have collected all the relevant information through this survey. I have colleceted all the primary and secondary data, which were available in Adani Wilmar ltds HR department to develop a COMPETITIVE POLICY which could help the organization to improve the satisfaction level in their employees.
ACKNOWLEDGEMENT
This is to acknowledgement the valuable guidance of Mr. Rajnish Saini (HR manager) of Adani Wilmar Ltd. Without which it would have been difficult to carryout this project.
I also acknowledge the guidance received from the staff members of Adani Wilmar Ltd.Bundi. During the project their vast experience in their respective department also helps me for the successful completion of this project. My sincere thanks to all those who are directly or indirectly helped me during this project.
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EXECUTIVE SUMMARY
Adani Wilmer Ltd. Is Indias foremost oil manufacturing company. It is among the famous oil producing company. The company is recognized by its. Brand name i.e. FORTUNE REFINED OIL. In this project the prime objective of survey is to find out the satisfaction level in the employees. The project objective is employee survey to identify the satisfaction level in the employees The secondary objective is to identify the employees, their concern towards their work and other company policies which help the employees to work better. The survey was conducted among 50 employees out of 75.
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7 PEOPLE is the most important and valuable resource every organization has in the form of its employee. Dynamic people can
make dynamic organization. Effective employees can contribute to the effective of the organization. Competent and motivated people can make things happen and enable an organization to achieve its goals. HR can help deliver organizational excellence by focusing on learning, quality, teamwork, and through various employee friendly strategies. My project has been accomplished in Adani Wilmar Limited. This is one of the best companies in manufacturing of Edible Oil.
This project has been accomplished in two parts: The first priority was to understand the working of an HR department and hence the first part of the project report is about the HR Processes, Policies and Systems at ADANI WILMAR LTD. Various processes like recruitment & selection, induction, training and development, compensation & benefits etc. are explained as understood by me. The second half of the project report is focused on analyzing the trends in attrition at AWL. The report consists of a health mixture of qualitative as well as quantitative analysis of attrition at AWL. After understanding which, measures for retaining the employees have been suggested.
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For PART I o To understand the function, working, various policies and processes of HR Dept at Adani Wilmar Ltd
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HR in
For PART II o To understand the reason for attrition at AWL o To try finding solutions to the problems leading to attrition and giving my suggestions to improve the same.
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Edible oil in the pulses, edible oil order, 1977 by ministry of food says edible oil means any oil used directly or after processing for human consumption and include hydrogenated vegetable oil. Indian vegetable oil economy is the 4th largest in the world after USA, china and Brazil. Being the largest importer and 3rd largest consumer of edible oil, India is a major player in the international edible oil markets. Each year India consumes over 10 million tones of edible oil. However the per capita consumption of edible oil is around 10.4 kg per year. This is considerably lower than most developed countries. Palm oil & soyabean oil account oil.
for
almost
half
of
the
total
edible
oil
India - one of worlds leading producers of oil seeds (9.3 %) and oil
Technology Mission on oilseeds set up in 1996 Oilseeds have support price mechanisms India - second largest importer of edible oils (2 million MT)
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Characteristics
Effective distribution chain :- through a complex network of C & F agents, wholesalers / stockists and retailers (kirana shops, supermarkets).
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Oil
sold
in
bulk
(tin,
HDPE
containers)
to
institutions; in retail packs (PET bottles, cans, jars, pouches) to small customers.
Seasonal demand for oils & vanaspati :- September to November (peak season).
Regulation :- Under the Edible Oils Packaging (Regulation) Order, 1998, edible oils cannot be
Oil consumption :- North is largest market, followed by South, West & East zones.
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COMPANY PROFILE
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COMPANY PROFILE
Name of the firm Factory Address : AdaniWilmar Limited : Adani Wilmar Limited, Kota-Jaipur Highway, Silor Road Bundi, Rajasthan - 323001 Registered Office : Fortune House, Nr. Shikhar Complex, Mithakhali Crossing Road, Navrangpura, Ahmedabad 380009. Constitution Status of Industry Product Board of Directors : Company : Large Scale Industry : Edible Oil : Mr. Gutam S. Adani (Chairman) Mr. Rajesh S. Adani (Managing Director) Mr. Kuok Khoon Hong (Director)
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Mr. ChauPhuayHee (Director) Mr. Nico L. Hans (Alt. Director to Mr. Kuok Khoon Hong) Mr. T. K. Kannan (Alt. Director to Mr.ChauPhuayHee ) Company Secretary : Mrs. Birva C. Patel
Vision Statement
Corporate Profile AdaniWilmar Limited (AWL), a Rs. 2600 Crore company; is a joint venture between two global corporations. 1. The Adani Group of India - The leaders in international trading & private infrastructure. 2. The Wilmar International Limited of Singapore - One of the World's largest traders and refiners of edible oils.
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Together Adani Group and Wilmar Group have set up India's first port based refinery in 1999, at Mundra, Gujarat. Today the Mundra refinery is one of India's largest and most sophisticated oil refineries. FORTUNE, RAAGand JUBILEEare the brands under which AWL sells its range of edible oil, vanaspati and bakery shortening. In addition to Mundra refinery, AWL also owns refineries at Bundi [Rajasthan], Haldia [West Bengal] and Mantralayam [Andhra Pradesh]. Its cumulative refining capacity is more than 3200 Tones Per Day (TPD). The company also has packing operations at Chatral [Gujarat], Latur [Maharashtra], Jaipur [Rajasthan], Dharwad [Karnataka], Dewas [Madhya Pradesh] and Cochin [Kerala]. With 80 branches, 5000 distributors catering to 1 million outlets, AWLs products reach to 20 million households across India. Since its launch in 2000, Fortune took just 20 months to become Indias No.1 edible oil brand, and they are still at the top of the chart. Following the success in India, AWL introduced branded Soya bean oil to Middle East and is now exporting its products to more than 19 countries. PROMOTERS
Adani Group
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Adani Groupwith its turnover exceedingRs.20250 Crores(US $ 4.5 billion)in 2006, is one of the fastest growing corporate houses in India. Its flagship company Adani Enterprise Ltd [formerly known as Adani Exports Ltd], is one of the largest trading companies in India with Five Star Trading Housestatus (Highest status conferred by the Govt. of India). Adani Exports trades in nearly 40 commodities in more than 55 countries around the world. The Group owns a fully functional multi-purpose port at Mundra in the Gulf of Kutch, Gujarat. The Group has also set up a BPO in Ahmedabad, iCall India Ltd. which caters to both International and Domestic clients. Adani Group is also involved in infrastructure development which includes developing a Natural Gas distribution project, building a township and an SEZ at Mundra. Adani Group has emerged as an integrated and diversified group with leadership in the areas of global trading, edible oil manufacturing and infrastructure development. Wilmar International
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Wilmar International Limited is Asias leading agribusiness group and is amongst the largest listed companies by market capitalization on the Singapore Exchange. Wilmar International's business activities include oil palm cultivation, edible oils refining, oilseeds crushing, consumer pack edible oils processing and merchandising, specialty fats, oleo chemicals and biodiesel manufacturing, and grains processing and merchandising. Headquartered in Singapore, Wilmar International's operations are located in more than 20 countries across four continents, with a primary focus on Indonesia, Malaysia, China, India and Europe. Backed by a staff force of 60,000 people, over 160 processing plants and an extensive distribution network, their products are delivered to more than 50 countries globally.
Today Wilmar International is: The largest global processor and merchandiser of palm and lauric oils
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One of the largest plantation companies in Indonesia/Malaysia The largest palm biodiesel manufacturer in the world A leading consumer pack edible oils producer, oilseeds crusher, edible oils refiner, specialty fats and oleochemicals manufacturer in China The largest edible oils refiner in Ukraine The leading importer of edible oils into East and South Africa
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Major Activities
The Group trades in nearly 40 commodities in more than 55 countries around the world.
Owns a multi-purpose port at Mundra in the Gulf of Kutch, Gujarat. Has opened 52 super stores in Gujarat by the name of Adani. Supermarkets through Adani Retail Ltd.
Has set up a BPO in Ahmedabad. Actively involved in infrastructure development that includes a Natural Gas distribution project and a SEZ at Mundra.
Adani group is the fastest growing corporate entities in India. This has only been possible because of the excellence of many people who dedicate themselves daily and go that extra mile to achieve.
Vision
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To be globally competitive India Centric Organization, with Leadership in Manufacturing and Integrated Businesses, committed to the delight of our Customers
Mission
To set a pattern of growth, distinct and unique, by being proactive on both the supply and demand side of global trade and to promote development of world class infrastructure facilities ___________________________________________________________________ ___
Adani Wilmar Limited (AWL) is the flagship company of Adani Group and is actively involved in the business of Global Trading. Awls head office is situated in Ahmedabad,
which is one of the mega cities of India. AWL commenced its operations in 1988, driven by the desire To become the leader in trading business, and it has achieved a 1000 fold growth from Rs.2.2 crore in 1988-89 to Rs. 2900 crore in 1999-2000.Adani Wilmar Limited (AWL) is a joint venture between two global corporations the Rs. 17000 crore, Adani group of MIMT
24 India - the leaders in international trading & private infrastructure, and the US $ 5 billion Wilmar Holdings pvt. Ltd of Singapore - one of the World's largest trader and refiner of edible oils. Adani Wilmar has 70 branches all over India.
Together Adani Group and Wilmar Group have set up Indias first port based refinery in 1999, at Mundra, Gujarat. Today the Mundra refinery is one of Indias largest and most sophisticated oil refineries. FORTUNE, RAAG and JUBILEE are the brands under which AWL sells its range of edible oil, vanaspati and bakery shortening. In addition to Mundra refinery, AWL also owns refineries at Bundi [Rajasthan], Haldia [West Bengal] and Mantralayam [Andhra Pradesh]. Its cumulative refining capacity is more than 3200 Tones per Day (TPD). The company also has packing operations at Chatral [Gujarat], Latur [Maharashtra], Jaipur [Rajasthan], Dharwad [Karnataka] and Cochin [Kerala]. Awls flagship brand Fortune has set a scorching pace in the Indian edible oil market. It is ranked 30th among the top 50 FMCG brands. An achievement that is commendable for a brand, which is just 3 years old.
The BEGINNING
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25
1988
Started as partnership firm Entrepreneurial vision Limited capital, infrastructure One market, one business focus Customer centric approach Global aspirations Passion, hard work, will to succeed
1993
1994
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1996
1 : 1 Bonus
1998
Mundra Port Operational Coal business commenced Sales touches USD 608 Mn
1999
2000
2001
Edible Oil Refinery Wheat Exports Rice Imports Golden Super Star Trading House
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2002
Subsidiary in Singapore
2004
Awarded Five Star Export House status Sales Turnover crosses USD 2 Billion
2005
2006
Adani Agrifresh commences business AEL commissions two floating crane barge Work on setting up grain silos under Adani Agri Logistics started Commencement of construction of 660 MW thermal power project at Mundra
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2005: The Company has received prestigious reorganization of Five Star Export House on account of valuable contribution in countrys overall exports. Sales turnover has crossed Rs.13, 500 Crores during FY 2004-05. The
company has successfully completed foreign currency convertible bond issue of USD 38 Mn and proved its global reach.
2004: The Company has crossed Rs.7155 Crores sales turnover mark. Successfully disinvested its stake of Mundra Container Terminal to P & O Ports, Singapore. Introduction of new products like Iron Ore, Power Trading, Maize, Sesame Seeds, Sorghum, Barley etc.
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29 2001 & 2003: Actual net worth at Rs 550 Crs. During FY 2002-2003 Company has achieved turnover of Rs. 2873 Crs as against Rs.2188 crs for FY 1998-99 (a 30 % growth). Becomes the top net foreign exchange (NFE) earner of the country. The largest private sector player awarded with prestigious award of Golden Super Star Trading House.
1999 & 2000: Declares a 1:1 bonus. Market capitalization of the company rises beyond Rs 1710 crs in wake of its scrip price touching Rs 775.60 per share (as on June 09, 2000), subscribers to the IPO see money growing by 1966 per cent in just 5 years. During FY 1999-2000 Company has achieved all time high turnovers of Rs. 2853.11 crs as against Rs.2188 crs for FY 1998-99 (a 30 % growth).
1998: Turnover leaps to Rs 2,418.6 crs for the FY 1997 - 98. Expands its trade basket, at present trades in more than 40 commodities and in 28 countries. Becomes the top net foreign exchange (NFE) earner of the country and the largest private sector Super Star Trading House in India. operational. Jetty at Mundra Port becomes
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30 1997: Super Star Trading House status extended for another 3 years, upto 31st March, 2000, inspite qualification limits for this status being substantially enhanced.
1996: Turnover crosses the coveted Rs 1,000 cr level; at Rs 1,134.6 crs for the FY 1995 - 96. Declares a 1:1 bonus in November, 1996; paid up capital increases to Rs 11.02 crs.
1994: Hits the primary market in September 1994 with its initial public offering (IPO) of 12.50 lakh equity shares of Rs 10 each at a premium of Rs 140 per share aggregating Rs 18.75 crs ; float oversubscribed by more than 25 times. Accorded the status of Super Star Trading House on April 1, 1994 by the Ministry of Commerce, Government of India; the youngest trading house and the only one from the State of Gujarat to have been granted this status.
1988 - 1993: The Initial Years 1993: Converted into a public limited company on 2nd March 1993 with a paid up capital of Rs 1 Crore. Accorded the status of Star Trading House on April 1, 1993 by the Ministry of Commerce, Government of India.
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31 1988: Conceived as a partnership firm by Gautam S Adani with an initial capital of Rs 5 lakhs, posts a modest turnover of Rs 2.20 crs in the first year of its operation. Ability to identify and procure a wide range of products and commodities across boundaries at competitive prices.
Focused policies and continuous realignment with an ever evolving market. An impeccable record in schedules and consistency of supplies without compromising on quality.
A highly motivated, trained and courteous works force that believes in learning by doing.
Niryat Shree Gold Trophy (2004-05) Niryat Shree Gold Trophy (2003-04) Awarded as Five Star Export House. ICSI award for Excellence in Corporate Governance, 04 among the Top 25 Companies
Awarded the Golden Super Star Trading House. 38th in BS 1000-Indias Corporate Giants 2003 SOPA Award, 2001-02, 2000-01, 1999-00 Gold Trophy, SRTEPC 1999-00 and 2000-01
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UNITS OF ADANI
ADANI WILMAR
3 Packing units
Manufacturing
Sales &Marketing
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33 BUNDI (raj.) EDIBLE OIL MANTRALAYAM (Andhra Pradesh) SPECIAL FATS MUNDRA (Kutch) VANASPATI HALDIA (W. Bengal)
Organization Structure
Formal 3-tiered governance structure
Board of Directors Corporate Management Committee Executive Committee Value creation in businesses through EVA
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Quantified target setting & linking to rewards Strong process orientation through SOPs
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Pranav Adani Wilmar Ltd Executive Director R.K Singh Head-Plant Mundra R.P Singh S.M-Plant Mantralya Dominic G Head-Haldia (Operations) Vivek Pathak Unit-Head
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The LEADERS
Gautam S. Adani, Chairman
A man of tremendous foresight, the dynamic and enterprising Gautam S Adani has over 24 years of varied experience in manufacturing and trading. He joined the family business of trading in textiles in the early eighties while completing his education. Ever since there has been no looking back for the 43 year old visionary. His unparalleled expertise in international trade, solution oriented approaches, innovation and endurance in an increasingly competitive and rapidly expanding trading market has seen the Adani group metamorphose itself from a trading house to an infrastructure builder and basic utility provider.
37 His proactive and personalized approach to business and a competitive spirit has been instrumental in AEL establishing business relationships and a wide network of contacts with traders across the globe.
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C. R. Shah, Director
Shri C. R. Shah obtained Master Degree in Arts with first position from Gujarat University. He was a Gold Medalist having obtained first position in Master of Laws examination with Distinction. Presently, he is president of Gujarat Chambers of Commerce and Industry (GCCI).
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Product line
1. Fortune
Refined Soya bean oil Refined Sunflower oil Refined Cottonseed oil
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40 Refined groundnut oil Kachi ghani mustard oil Pure groundnut oil Pure mustard oil Pure coconut oil
2. Raag
3. Jubilee
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Sunflowers
A sunflower seed extraction is widely used as protein material for animal feed. Indian sunflower seed extractions contain about 30% crude protein with 30% fiber. Although sunflower protein is low in lysine, methionime & cystine levels are favourable to meet poultry feed requirements. It is superior to most vegetable proteins in digestibility. Sunflowerseed extractions is therefore supple- mented with lysine, or fed with other high lusine proteine meals, like soybean meal or fish meal. Recent development of various enzyme preparations which can act upon fibre in sunflower meal, making it more digestible, can result in an economical substitute for various protein sources.
Rapeseed
Rapeseed meal has minimum 38% O & A and 12% maximum fibre. It has a very low fat content (0.5%) and is very rich in proteins (37%). The digestibility of the hull fraction is good. The erucic acid content of the meal is very low (0.25% max.). Its extremely good amino acid composition, often compared to milk protein, contributes to its high nutritive value. The amino acid profile showing adequate lysine and methionine is very much favourable to the non-ruminent poultry feed.
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1. Sesame Seed
Sesame seed extraction is high protein feed meal. The protein has a high content of methionine and cystine and it is also rich in arginine and tryptophan but is deficient in lysine and to some extent in isoleucine. The PER value of the sesame extraction can be doubled by mixing it with an equal weight of soybean meal, which has high lysine content. This can also be achieved by supplementation with synthetic amino acids like lysine (0.2%) and isoleucine (0.1%). It is being used as a valuable ingredient upto 5% in well formulated poultry feed.
Cotton Seed
Decorticated cotton seed meal is one of the best protein supplement for dairy cows, buffaloes and sheep. It has been highly recommended for incorporation in the formulated feed so as to function as a by-pass protein to raise the milk yield.
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5. Groundnut
India is in a position to offer groundnut extraction having protein content varying from 41% - 50% with aflatoxin content of less than 0.5% 0.2% or 0.05 ppm. Groundnut extraction is a very good vegetable protein for poultry feed and can be used up to the level of 25%.
6. soybean soybean extractions has a high profat content (49% - 50%) compared to a 44% profat content of China and other Western countries and is very well accepted in the international market.
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7. Coconut
Coconut meal is fed mostly to dairy cattle. Though it is comparatively a moderate protein (20% - 22%) source, it is highly palatable and its protein has a very high by-pass value. The copra meal produces firm butter of exceptional quality if it is used in cattle feed preparations.
Figures pertaining to estimated production of major cultivated oilseeds, availability of edible oils from all domestic sources and consumption of edible oils (from Domestic and Import Sources) during the last few years are as under :-
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Source : (i) Production of oil seeds : Ministry of Agriculture (ii) Net availability of edible oils: Directorate of Vanaspati, Vegetable Oils & Fat
Fortune Refined Soyabean Oil Fortune Refined Sunflower Oil Fortune Refined Cottonseed Oil Fortune Refined Groundnut Oil Fortune Kachi Ghani Mustard Oil Fortune Pure Groundnut Oil Fortune Pure Mustard Oil Fortune Pure Coconut Oil Fortune Fryola Fortune Naturelle
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MANUFACTURING FACALITIES
The company has strategically located its refining and processing facilities to both cater to different parts of the country as well as harness the potential of oilseed growing areas. The locations are at Mundra (Gujarat), Mantralayam (Andhra Pradesh), Bundi (Rajasthan) and Haldia (West Bengal). Mundra (Gujarat)
AWL's largest state-of-the-art refinery is based at Mundra in the Gulf of Kutch in Gujarat. The technology has been imported from De Smet of Belgium and Alfa Laval of Sweden. The quality of oil is at par with best in the world, meeting USFDA standards. AWL refined oil goes through the strictest quality controlled and computerized manufacturing process with online monitoring.
AWL's Mundra refinery was started with an initial refining capacity of the 600 Tonnes per Day (TPD) and after the recent expansion; Mundra has a consolidated refining capacity of 2200 TPD and hydrogenation capacity of 350 TPD. The refining complex now also has a coal based captive power plant of 4 MW.
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In order to enhance quality and save cost, AWL has also set up an integrated packaging plant at Mundra which includes HDPE blow molding facility, PET Preform blow molding facility and Tin manufacturing facilities. AWL has also set up fully automated corrugated box manufacturing facility at Mundra. We have also set up a plant to manufacture multi layer multi colored Film for our pouch packing. Mantralayam (A.P.)
This plant was acquired from ITC & is reputed to be one of the best plants in India for sunflower oil production. The plant has a capacity to crush 450 TPD of seeds and
refining capacity of 180 TPD oil. Located in close proximity to the sunflower-
growing belt of Andhra Pradesh and Karnataka, this plant is also suitable for crushing and refining Soyabean and Groundnut oil. It was strategically acquired to cater to South India's demand for Refined Sunflower Oil.
Bundi (Rajasthan) This plant was taken over from RICO industries. It has a capacity to crush 450 TPD of seeds and refine 150 TPD of oil. The plant provides ideal location for processing both mustard and soyabean. Apart from it there is also a processing facility at Jaipur, which produces the premium quality pungent mustard oil packed as Fortune "Kachi Ghani", exclusively to cater to the taste of pungent and pure mustard oil of eastern India
FAQs Question: What are MUFA & PUFA? When an oil is said to be MUFA or PUFA based, does it mean that other compounds are absent? Ans : MUFA & PUFA are the short forms of Mono Unsaturated Fatty Acids and Poly Unsaturated Fatty Acids, respectively. All edible oils contain both MUFA & PUFA, though one of these may be present in higher percentage than the other. However, all edible oils contain some Saturated Fatty Acids (SAFA) as also traces of non-oil compounds some of which have important roles in nutrition and health, like Vitamin-E and Lecithin
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48 Question: Is it true that some edible cholesterol while some are cholesterol-free? oils have
Ans : All edible vegetable oils are free from cholesterol. Cholesterol is only present in animal fats like butter and ghee. Question: Are there any oils, which are saturated, fatfree? Ans : Oils may be low on saturates, though there are no saturated fat free oils. Question: What is Cholesterol and what is its relevance? Ans :Cholesterols are made up of a fat (lipid) part and a protein part and hence are also called Lipoproteins. Total Cholesterol comprises of three types of Lipoproteins: High Density Lipoproteins (HDL), Low Density Lipoproteins (LDL) and very Low Density Lipoproteins (VLDL). Of these, HDL are called Good Cholesterol as they carry cholesterol - that can cause blockage in the arteries - from your cells back to your liver to be removed from your body. LDL and VLDL are called Bad Cholesterol as they form the plaque on artery walls that develops into a blockage that restricts blood flow to the heart leading to atherosclerosis and coronary heart diseases. To look at the total cholesterol alone does not give an adequate reflection of cholesterol levels. What is important is the ratio between the good and bad. The optimum ratio of Total Cholesterol to LDL should be less than 3.5 to1 (For LDL ratio take the Total Cholesterol and divide by LDL). The ideal ratio of Total Cholesterol to HDL should be less than 3 to 1 (For HDL ratio take the Total Cholesterol and divide by HDL). Question: Is it alright if I don't eat any fat
?
Ans : Fat is an essential nutrient required for health and growth, like protein, carbohydrate, vitamins and minerals. Fats supply essential fatty acids such as linoleic acid and alpha-linolenic acid, which our bodies cannot manufacture. Nutritionists suggest that, for adults, about 30% of the kilojoules consumed should be derived from fat. This translates to 50-60 grams of fat daily for a sedentary adult woman consuming 7500 kilojoules (1800 calories) a day. The type of fat is important - no more than 15 grams a day should be saturated fat. Question: I have heard that fats don't give us anything except kilojoules(calories). Is it true? And what is the role of fats in our daily diet? Ans : Provides MIMT Fat serves many functions in insulation and "cushioning" for nutrition. Fat: internal organs;
49 "Spares" protein for its primary role of building; and Serves as a "carrier" of fat-soluble vitamins (vitamins A, D, E and K) and fatsoluble antioxidants like beta-carotene and other carotenoids. Question: In order to lose excess weight, is it necessary for me toeliminate all fat from my diet lose? Ans : A recent study conducted by Harvard School of Public Health used a regression analysis of data from the Nurses Health Study (80,000 women for 14 years) suggests that replacing saturated fat and trans unsaturated fats with monounsaturated (MUFA)and polyunsaturated fats (PUFA) is more effective in preventing coronary heart disease in women than reducing overall fat intake. Question: Is it true that canola oil is toxic/contains a poison? Ans : This myth has been circulating on the internet with no substantiation. It probably arose from canola's association with its parent, rapeseed, which contains naturally high levels of erucic acid, but this characteristic has been bred out of canola. Question: Do light oils keep my fat intake low? Ans : Light or "lite" oils have exactly the same fat and kilojoule content as regular oils. They are simply light in flavour or lighter in colour.
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Manufacturing facilities
The company has strategically located its refining and processing facilities to both cater to different parts of the country as well as harness the potential of oilseed growing areas. The locations are at Mundra (Gujarat), Mantralayam (Andhra Pradesh), Bundi (Rajasthan) and Haldia (West Bengal)
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DISTRIBUTION NETWORK
The end-users of our products are: households and institutional buyers [catering / hospitality / processed food / snacks] set-ups. AWL has set up a strong distribution network of Company Distributors and Super Stockists for its retail operations. This chain helps to tap even the small retailers/traders and thus
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Today AWL has its distribution foot prints all across the country with various stock-points catering to more than 5000 distributors, 600 Super Stockists and numerous brokers and other trade associates. AWL's retail reach is more than 1,000,000 outlets and its consumer reach is more than 80 million Indians.
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Every aspect of firms activities is determined by the competence, motivation and general effectiveness of its human organization, of all the tasks of management managing human components is the central and most important task because all depends upon how well it is done, Rensis Linkert.
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55 According to the institution of personnel management ( U.K.), Personnel Management is an integral but distinctive part of management concerned with people at work and their relationship with in the organization.
Functions:
Managerial
Operative
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Advisory
HRD involves
Ways to better adjust the individual to his job, the environment. The greatest involvement of an employee in various aspects of his work; and The greatest concern for enhancing the capabilities of the individual.
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Goals of HRD
Provide an opportunity and comprehensive framework for the development of human resources in the organization for full expression of their talents and manifest potentials. Develop each individuals capabilities to perform the present job and handle future likely roles. Develop the sense of team spirit, teamwork and inter- team collaboration. Develop the organization health, culture and climate.
SIGNIFICANCE OF HRD
No organization can grow and survive in the present-day environment without the growth and development of its people. In the view of fast development changes, the HRD must be viewed as the total system inter-related and interacting with other system at work the production, the finance, the marketing, with which a business system function.
HRD facilitates the integrated growth of employees. It helps employees to know their strengths and weakness and enable them to improve their performance and that of the organization.
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OBJECTIVES OF HRD
Assess future recruitment needs Formulate training programs Develop promotion and career development policies Anticipate and, where possible, avoid redundancies Develop a flexible workforce to meet changing requirements Control staff costs whilst ensuring salaries remain competitive Assess future requirements for capital equipment, technology and premises.
2. Performance appraisal:
Performance appraisal is systematic evaluation of the personality and performance of each employee by his supervisor or some other person trained in the techniques MIMT
59 for comparing individual in a work group, in terms of personal quality or deficiencies and the requirements of their respective jobs.
4. Suggestion scheme:
Suggestion boxes are placed at different locations in the organization. Anybody & everybody is welcomed to give suggestions which may help in brining improvement in the policy matters of the company.
5. Birthday Wishes:
Adani wilimar develop a sense of belongingness and closeness among the employees and help in consolidating friendly relationship, the company greets each & every employee on his birthday.
6. Induction:
The HRD department arranges induction programme for the new employee.
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60 Each new employee has to visit each and every department to the company and know about the function of the department and its members. The ranges of information that may be covered under induction programme are: Company history and philosophy Products of the company Companys organization structure Location of department and employee service Personnel policies and practices Employee activities Rules & Regulations At the end of the induction programme employees submits induction report to the HRD department.
7. Summer training:
Aadani willimar provide better training for BBA/ BE/MCA/MBA/BCA etc.
8. Counseling of employees. :
At adani employees problems are conceders
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61
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62
Corporate objective
Net requirement nt
to measure the satisfaction level in the employees. Surplus H.R Determine which companies policies are most Downsizing effective.
Transfer Training
QUESTIONNAIRE
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63 Please take a few minutes to complete this survey. Based on your personal experience in this organization, please fill this form to help us building our organization much better & professional. Share your views by putting a mark in the boxes against each question. To maintain confidentiality, please dont mention your name anywhere in this form. Department Age Working in this organization since A STRONGLY AGREE C DISAGREE S.no 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. MIMT B AGREE D STRONGLY DISAGREE Particulars The standard of working and other facilities is comfortable. The human resource planning in your organization is well organized. Training and development programmes are regularly conducted in your organization. You get an output from the training and development programme You get an appraisal from your management according to your performance. The human resource planning in your organization is successful in removing the inaccuracy. This organization makes all efforts to keep employees happy. The climate / working environment is satisfactory. Senior management shows genuine interest in the well being of employees You are happy to be a part of this organization. You are praised by your senior when you do a good job. You can approach to your senior or top management without any difficulty to discuss your problems. Weaknesses of employees are communicated to them in a non-threatening way. Appraisal of the organization is growth and development A B C D
64 oriented. Most of the time you feel helpless and powerless. The noise around your work place does not allow you to work properly. Employees in your organization are discriminated here based on caste, region, language etc. There is a kind of workers participation in management in your organization. You are satisfied with your participation in management. Management communicates its goals & strategies effectively to its employees.
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65
THE FINDINGS
During the Survey, it was found that :
1. Major part of Adani Employees are satisfied with the Security level in the Organization whether Job Security or Personal Security, but still a significant no.of employees are pretty dissatisfied with the Security level. 2. Major parts are satisfied with the working of Refinery.
RESEARCH FINDINGS
SATISFACTION LEVEL IN ADANI EMPLOYEES REGARDING VARIOUS FUNCTIONS IN ADANI 1.HIGHLY SATISFIED 2. SATISFIED DISSATISFIED 3. DISSATISFIED 4.HIGHLY
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66
MIMT
67
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68
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69
6. The human resource planning in your organization is successful in removing the inaccuracy.
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70
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71
s
1. Highly Satisfied 3. Dissatisfied 2.Satisfied 4.Highly Dissatisfied
34%
Satisfied Unsatisfied
66%
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72
CONCLUSI ON &
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73
SUGGESTI ONS
Conclusion:
From our study and personal interview on Employee satisfaction in Adani Wilmar Ltd. we conclude that: More then 70% of the employees think that the standard of working, other facilities & human resource planning in Adani Wilmar ltd. is satisfactory. The human resource planning in their organization is successful in removing the inaccuracy. Employees find their self comfortable while communicating to their HODs/ subordinates. MIMT
74 They are paid fairly according to their job. Employees are not happy with the cafeteria in their organization. Employees are also looking for some training & development programme in Adani Wilmar. Almost every employee is happy with their freedom and authority to perform the responsibilities. There is a good communication channel between the employees and the top management. Almost every employees are satisfied with the present reward system. Team spirit is of high order in the organization. Employees feel free to voice their opinions freely. Employees receive prompt feedback to their queries from the manager of the respective department. The climate / working environment is very comfortable. Commercial, Packaging, Acid oil & Logistics departments are not that much satisfactory. Suggestions: Cash reward should be introduced in the organization. Canteen/ Cafeteria need to be improved. Training & development programme should be conducted more in the organization. Infrastructure facilities need to be improved. Bibliography 1. htt://www.adaniwilmar.com/ 2. htt://www.adanigroup.com/ 3. htt://www.googel.com/ 4. G.S suddha:-human resouresh develoment
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