INTRODUCTION

TO
THE COMPANY
1
BALLARPUR INDUSTRIES LIMITED
COMPANY HISTORY AND BACKGROUND
BILT is the largest paper company in India. It is also the only Indian Company to rank
amongst the top 200 pulp and paper companies worldwide. It has a strong presence in all
segments of the usage spectrum that includes Writing !rinting !aper" Industrial #pecialty
!aper. Complementing this is a di$ersified production infrastructure with si% manufacturing
units spread across the country.
In recent years" BILT has e$ol$ed as a more dynamic" knowledge dri$en organi&ation
focused towards creation of stakeholder $alue. In the process" it has also transformed the paper
industry from a traditional 'commodity market( mindset to a )randed one. * concerted
program of inno$ation and technological e%cellence helps it proacti$ely respond to the needs
of each indi$idual segment. Today" BILT not only has the range" )ut also a well entrenched
"distri)ution net work that ena)les it to reach customers" any time" any place.
+alue at BILT comes from a tradition of leadership spread across ,0 years and three
generations. Its genesis lies in the dream of a single man - Lala .aram Chand Thapar. /$er
the years" entrepreneurial family $alues" nursed )y 0r. L.0. Thapar" ha$e now e$ol$ed into a
culture of e%cellence across the organi&ation. This is now e$ol$ed into a culture of e%cellence
across the organi&ation. This is now )eing dri$en )y a professional team led )y 0r. 1autam
Thapar.
/$er the years" BILT has e$ol$ed from )eing a di$ersified conglomerate to focusing on its
core competence - !aper. The redefining of the Corporate identity from 2Ballarpur Industries3
to BILT3 is a significant step in our intent to shift from a traditional 2company market3 mindset
to a proacti$e" customer oriented one and a singular focus on growing #hareholder +alue.
*s the industry leader" BILT is committed to de$eloping its )usiness towards ecological" social
and economic sustaina)ility. Community de$elopment and upliftment of the marginali&ed class
ha$e )een identified as focus areas. BILT has 4oined hands with !ratham" an 51/ that runs
primary education programs all o$er the country. * key initiati$e in en$ironment
accounta)ility is the BILT 6arm forestry program that has co$ered more than 7800 farmers
since 2001.
2
Manufacturing facilitie!
9 :nit *shti ;0aharashtra<
9 :nit Ballarshah ;0aharashtra<
9 :nit Bhigwan ;0aharashtra<
9 :nit #ewa ;/rissa<
9 :nit #hree 1opal ;=aryana<
9 :nit .amalapuram ;*ndra !radesh<
BILT has a network of o$er hundred distri)utors spread across more than 82 locations
across the Indian su)continent. The network is assisted )y four >egional #ales /ffice located
at 0um)ai" Chennai" Calcutta and ?elhi looking after the West" #outh" @ast and 5orth Aones
respecti$ely.
B
OUR "ISION!
/ur aspiration is to )ecome a leading creator of #hareholder +alue in the !aper Industry. To
achie$e this we will use the @5@>1C of our people" de$elop and implement L@*?I51
@?1@ technologies and draw on )oth to deli$er @66@CTI+@ world class solutions to our
customers.
OUR MISSION!
To consistently outperform and deli$er superior +*L:@ to )oth our Customers and
#takeholders. To achie$e this we will @5@>1I#@ our people with a positi$e culture that
rewards I55/+*TI/5" )reeds I5ITI*TI+@ and encourages I5T@LL@1@5T risk taking.
OUR "ALUES!
'BILT is reflection of si% decades and three generations of leadership. This enduring legacy
has )een )uilt on certain $alues.
#hri.1autam Thapar ;+C 0?<
H#net$! We will )e principled" straight - forward and fair in all our dealings.
Integrit$! We will maintain the highest standards of professionalism.
%le&i'ilit$! We will adapt oursel$es to always stay a step ahead of change.
Re(ect f#r In)i*i)ual! We will gi$e each person room to contri)ute and grow.
Re(ect f#r Kn#+le)ge! We will acDuire and apply leading edge e%pertise in all aspects of
our )usiness.
Tea, Perf#r,ance! The team comes first" none of us is as good as all of us.
E
EN"IRONMENTAL POLICY
BILT )elie$es in synergi&ing )usiness interests with en$ironmental accounta)ility. We
the #hree 1opal :nit follow stringent en$ironment management systems and are mo$ing towards
I#/ 1E001 certification. 6urthering its dri$e towards protecting the en$ironment and reducing
pollution" the :nit has in place the following guidelinesFG
#et and periodically re$iew sound en$ironmental o)4ecti$es and target
Install" maintain and operate facilities to comply with all applica)le
en$ironmental laws and other regulations.
Conser$e natural resources and energy )y through consistently reducing
consumption and wastage.
!romote farm forestry for sustaina)le a$aila)ility of fi)rous raw material.
Introduced cleaner and energy efficient processes in a phased manner.
?e$elop an 'en$ironmental conscious approach( amongst all employees.
-UALITY POLICY
We are the manufacturers and suppliers of $arious grades of paper and coated papers and
)oards. It will )e our endea$or to continuously impro$ing our system" practice and
performance.
We shall )e committed to comply with the reDuirements of international standards on
Huality 0anagement #ystem and continuously impro$e its effecti$eness in its true spirit
through in$ol$ement of employees and training.
CORPORATE SOCIAL RESPONSIBILITY POLICY
BILT is responsi)le to continuously enhance shareholders wealthI it is also committed to
its stakeholders to conduct its )usiness in a responsi)le manner that creates a sustained positi$e
impact. 6or BILT )eing a responsi)le Corporate will meanFG
:sing en$ironment friendly and safe process in production.
0aking sustained effort in preser$ing the en$ironment.
!romoting the well )eing and de$elopment of employees and their families through an
inspiring corporate culture that engenders good $alues.
Building acti$e and long term partnership with communities in which we operate to
significantly impro$e condition of the most disad$antaged amongst them
/)ser$e good )usiness practice with other stakeholders i.e. )usiness partnersF
customers" distri)utors" suppliers and contractors.
8
TOP ORGANISATION STRUCTURE
,
CGM

HEAD PR SECRETARY
HEAD PAPER
PROD.
HEAD PRO
CHEM.
HEAD
ENGG. /
SER".
HEAD
R0 D
HEAD
MEDICAL
HEAD
COMM. RM.
HEAD
PDC

ORGANI1ATION
STRUCTURE O% UNIT SHREE GOPAL 2YAMUNANAGAR
UNIT SHREE GOPAL 2 YAMUNA NAGAR
Camunanagar is 2B0 km away from ?elhi J0 km from Chandigarh. The city is well connected
with Chandigarh" ?elhi and #aharanpur )y >ail >oad.
:nit #hree 1opal is at Camunanagar in =aryana which is contri)uting B0K towards total
production of paper )y BILT. This mill was taken )y Thapar3s in 1JB7" o$er years with the process
of re)uilding" e%pansion and di$ersification.
The unit employee BB00 people and manufactures the wide $ariety of paper like writing" printing
and coated paper. The unit has , paper machines with the capacity of producing 228 tones of
paper. The unit also has two paper coating machines with the capacity of producing 17000 tones of
coated paper.
In the recent years market demand for the paper Duality is )ecoming more more stringent. =igh
speed of printing machine reDuires paper high strength" )rightness and uniform Duality. With the
li)erali&ation the competition has )ecome e$en stiffer. In the $iew of this new !ulp 0ill has )een
installed with the targeted )rightness le$el of LL degree I#/.
PRODUCT !
/ur product range largely includesFG
Coated Wood 6ree !aper
Business #tationery - >oyal @%ecuti$e Bond and #unlit Bond.
!ackaging Boards.
#pecialty 6ine !aper.
:ncoated =iG)right !aper ;0ap litho<.
Copy !aper.
!ackaging !aper.
PLANT CAPACITY!
*t present this unit is running , machines plus specialty coating plant :nit #hree 1opal is the
most integrated pulp and paper mill with state of art technology - specialty Coating !lant.
7
?aily !ulp !roduction is around 17L tones
?aily !aper !roduction of this plant is 220 tones.
RA3 MATERIAL!
:nit #hree 1opal consumes ,80 tones of raw material e$ery day. This includes around BJ0 tones
of wood" 1L0 tones $eneer waste" L0 tones of )am)oo. Wood in the form of !opular Trees
+eneer Waste we are getting from the local farmers and #urrounding !ly Wood Industries. >est the
)am)oos comes from @astern :.!.
MANPO3ER!
Total manpower of the plant is around 1700" among them B00 are in the 0anagementM/fficer
grade.
MARKET!
BILT follows the centrali&ed marketing policy with its head office at 1urgaon and E Aonal offices
at .olkata" Chennai" 0um)ai ?elhi. We sell our products through the dealers appointed )y the
company.
We are the market leader in the segment of high Duality papers ;specialty paper< with a market
share of around 17 percent. /ur market growth rate is round J percent.

OGRANISATION STRUCTURE

L
V.P. and M.D.
GROUP II HEAD
CHIEF GENERAL
MANAGER
COMMERCIAL &
RAW MATERIAL
RESEARCH AND
DEVELOPMENT
PAPER
PRODUCTION
ENGG.
SERVICES
MEDICAL
PEOPLE
DEVELOPMENT &
COMMUNICATION
FINANCE
%INANCE DEPARTMENT STRUCTURE
J
D.M
(COSTING)
D.M
(ACCOUNTS)
D.M
(SALE TAX)
A.M
B/P Se.
A.M
B/R Se.
A.M
FINANCE
A.M
ESTABLISHMENT
D.G.M / M!".
(FINANCE)
A.M
BILL MATCHING
%UTURISTIC OUTLOOK
It has )een e%pected )y BILT to increae t4e (r#)ucti#n t# 5.6 la74 MT (er annu, '$
8669:56 in #hree 1opal :nit.
0ore and more range #f (r#)uct will )e further a))e) t# t4e (reent line of products to
satisfy the customers need and add $alue to them.
#teps ha$e )een taken to introduce the a)*ance effluent treat,ent an) )i(#a'le
$te, to make ecoGfriendly en$ironment.
In the coming years it has )een planned to locate corporate Training ?e$elopment
;T0D</ >esearch ?e$elopment ;R0D< and Information Technology ;I.T< at S4ree
G#(al Unit.
10
INTRODUCTION
O%
THE STUDY
11
INTRODUCTION O% THE STUDY
*n important feature of all )usiness organi&ation is that it employs people and makes a
workforce. The workforce consists of people of wide range of skills as manual" technical and
managerial. The common factor of the entire workforce is their demand to )e paid for their efforts
!ayroll management is the most important function of staff management at the moment the
work is done for the proper functioning of the industryI we ha$e to pay a satisfactory amount or
salary to the employee. * su)stantial part of the company3s finance is committed which affect cash
flow position of the company. In the large companies there is an administrationMaccounts
department and responsi)ility for all remuneration matters.
The payroll system maintains all the records computeri&ed. In order to pro$ide payGslips to
each employee" the essential data recei$ed from time office is operated upon in IT department.
*fter inputting the data in to the computer" different types of programs are de$eloped and
efficiently run on the computer to compute the salaryMwages of the employees. The data related to
the pay roll is store in to computer memory. !ayGslips are printed group" department and token
wise. *t each department" the control details are printed for each head likeI )asic" ?*" 5et #alary
paya)le etc.
There are lots of works" which are to )e done or which should )e kept in mind )y the account
department.
1. Basic salary estimation.
2. *llowance calculation.
B. Calculation of gross salary.
E. ?eduction like !6" 1I#" Loan.
8. ?eductions like income ta% etc.
,. Calculation of net salary paya)le.
5. BASIC SALARY ESTIMATION!
In the present system" the )asic salary is estimated as per designation. The salary is gi$en from
?C. 0anager to the workers. The )asic salary of the staff is set on )ehalf of their e%perience.
2 . ALLO3ANCES CALCULATION!
/n this )asic salary" the allowance" con$eyance allowance" medical allowance" special allowance
etc are gi$en. These are calculated manually.
=. CALCULATION O% GROSS SALARY !
In the )asic salary if all a)o$e allowances are added and then this gross salary is calculated.
12
>. DEDUCTION LIKE P%/HR/LOANS!
*s per a fi% schedule" from this gross salary" amount for pro$ident fund" group insurance schemes"
and the installments for loans a$ailed )y the employee will )e deducted.
OB?ECTI"E O%
THE STUDY
1B
OB?ECTI"E O% STUDY
!ayG>oll system is one of the most important reDuirements of the )usiness organi&ation. The
organi&ation )ig or small inclines towards the necessity of a refined and amica)le payGroll system.
@$ery )usiness organi&ation consists of people with knowledge and skills and the payGroll system
accounts for the money" which is to )e distri)uted among the employees of the organi&ation as the
result of their hard work. The payGroll system consists of three partsF G
a< Calculation of each employee3s gross earnings.
'< Calculation of each employee3s net income.
c< Calculation of all the deduction and allowances.

The o)4ecti$e of taking this research is firstly to study the system used for managing
employee3s payments and to find out if there is any pro)lem in the e%isting system" also to gi$e
solution for the pro)lem.
5ot only this )ut to sur$ey if the employees are satisfied with the payroll system" their salary and
with other facilities that are pro$ided )y the company.
To study the management of employees payments
This is managed with a computeri&ed system called payroll system. @mployees are paid
salary after ad4usting for deductions and allowances. 0ode of payment is )ank. *ttendance
for complete month is calculated on 28 of e$ery month with left days attendance is
assumed.
To find out the pro)lem
The pro)lem in the e%isting system is the preparation of re$ised attendance due to assumed
attendance.
To gi$e solution for the pro)lem
Instead of calculating attendance for assumed days it can )e calculated for full month.
1E
RESEARCH METHODOLOGY
18
RESEARCH METHODOLOGY
>esearch methodology has many dimensions" it includes not only the research methods )ut also
considers the logic )ehind the methods used in the conte%t of the study and e%plains why only a
particular method or techniDue had )een used so that search lend themsel$es to proper e$aluation.
Thus in a way it is a written game plan for concluding research. Therefore in order to sol$e our
research pro)lem it is necessary to design a research methodology for the pro)lem as the same
may differ from pro)lem to pro)lem.
RESEARCH DESIGN
To analy&e the satisfaction in regard to salaries and wages" of the employees of BILT Camuna
5agar" sample sur$ey has )een employed. Though other methods are also important" this method
is gi$en prime significance in modern research )ecause of its e%tensi$e use to study the
relationship of different factors" attitudes and practices of society and to e%plore the pro)lems that
cannot )e treated )y e%perimental methods.
SELECTION O% SAMPLE
#ocial phenomenon )eing $ery $ast" it )ecomes impossi)le to contact each and e$ery
indi$idual of population due to certain limitations like time. Therefore" the study is prefera)ly
narrowed down to a representati$e sample to make the study more managea)le. .eeping in $iew
the o)4ecti$es and resources limitation of the study" a sample of 80 respondents was considered.
SAMPLING PLAN
The following factors ha$e to )e decided within the sampling plan.
1. Sa,(ling unitF It defines the target population that will )e sampled i.e. it answers who is
to )e sur$eyed.
2. Sa,(ling i@e F It indicates the num)er of people to )e sur$eyed. Though large sample gi$e
more relia)le results than small sample )ut due to constraints of time the sample si&e was
restricted to 80.
B. Sa,(ling (r#ce)ure F This refers to the procedure )y which the respondents should )e
chosen in order to o)tain a representati$e sample of the population was drawn. #ampling
can )e of two types pro)a)ility ;simple random sampling" cluster sampling" stratified
sampling< and non pro)a)ility sampling ;4udgement sampling" con$enient sampling<.
In this case con$enient sampling was done since the respondents were selected as per the
con$enience.
DATA COLLECTION
*fter the research pro)lem has )een defined and the research design has )een chalked out"
the talk of data collection )egins. The data can )e collected from primary and secondary
sources. The )asic premises of my study are primary data )ut at the same time it is
1,
supplemented with the secondary data. The respondents were contacted personally and the
research instrument use of gathering data was the Duestionnaire.
EMPLOYEE PAYMENTS
@mployee payments refer to all 6orms of pay or rewards going to employees and arising from
their employment and it ha$e two main components. There are direct financial payments in the
form of wages" salaries" incenti$es" commissions" and )onuses" and there are indirect payments in
the form of financial )enefits like employerGpaid insurance and $acations.
In turn" there are essentially two ways to )ase direct financial payments to employeesF on
increment of time and on performance ;piecework is an e%ample<. In BILT employees are paid
)ased on the time they put in on the 4o).
Wages and salaries ha$e at least two connotations from standpoints of employers and
employees in organi&ational settings. 6irst" the employers percei$e them as a cost and are keen to
reduce la)our cost. @%plicitly" wages form largest cost factor for the enterprise. #econd" employees
consider wages as a means for satisfying their needs in terms of an e%pected standard.
Wages of the workers are determined )y the agreement )etween management and union" so
different sla)s are defined for skilled" unskilled and clerical workers" which are re$ised from time
to time.
#alaries of management staffs are determined according to pre$ailing industry rate" 4o)
responsi)ility" position in the hierarchy" knowledge" e%perience" Dualifications" and fi%ed during
the appointment of the concerned person with pre determined fi%ed allowances" which include
)asic and perks.
There is an increment e$ery year on salary and wages on 13st *pril for clerical staffs and 13st
Nuly for management staffs" which is performance related.
?eductions are also there from salaries and wages as for !6 which is 12K )oth the employee
and employer contri)utes" employee family pension L.BBK" @#I contri)ution 1.78K )y the
employee and employer contri)utes E.78K of gross wages includes )asic and allowances.
#alaries and wages form an important part of profit and loss account of any company. 6inance
department arranges money for paying to employees as their salaries. #alaries are prepared )y
using the data from time office which is further processed in IT department and finally printed
salary slips are send in accounts department. Two soft copies of salary slips are send in finance
department from where one is send to )ank.
17
TIME O%%ICE
It ,ain functi#n i c#ncern +it4 F
G To maintain attendance" lea$e" o$ertime duty" records of all employees" consolidating the
working days at the end of the month and ad$ice accounts department for payment of salary.
G ?eployment of casual la)or.
G Comply with statutory reDuirement under the *ct.
Atten)ance rule - J min grace period is allowed to )oth clerical and management staff at the start
of the shift and also during shift )reaks. If a person is late )y more than J min" he has to su)mit a
short lea$e" which is allowed for 2hrs after that O day a)sent is worked.
#=I6T#F B
*. 12 p.m to L a.m
a. L a.m to E p.m
B. E p.m to 12 a.m
1eneral - 7.B0a.m to E.B0p.m
Lunch )reak 12a.m to 1p.m
O*erti,e 2 ?ou)le the actual amount paid after Lhrs of work to worker and clerical staffs.
/$ertime is allowed against *)sentee
+acancies
#hut
Casual
5ew 4o)
!aid holiday
*s soon as a worker is engaged on o$ertime )y the department" the department will send an
o$ertime slip to the time office for information. *fter finishing the o$ertime the department will
send the duplicate copy confirming the no. of hours engaged )y the dept. duly appro$ed )y
department manager. Time office confirms the no. of hours from the memo and punching hours.
6rom punching card and memo information whiche$er time is less that will )e considered.
Lea*e ruleF 6or clerical staffs - Lea$e year 13st Nan to B13st ?ec.
0anagement staff CL !L 0L
@ntitlement 10 2E.8 7
*ccumulation G 1L0 ?*C# 1L0 ?*C#
1L
6or management staffs - Lea$e year 13st *pril to B13st march
CL !L 0L
@ntitlement 10 B0 11
*ccumulation G 1L0 ?*C# 1L0 ?*C#
:na$ailed lea$es can )e encashed at the end of the year with minimum no. /f 10 days in a year.
/fficer staff CL !L 0L
@ntitlement 10 B0 11
*ccumulation G ,0 ?*C# 1L0 ?*C#
0anagement staff CL !L 0L
@ntitlement 10 2B 7
*ccumulation G 1L0 ?*C# 1L0 ?*C#
PB full days special lea$e which is gi$en to all the #ikh employees.
?ifferent lea$e forms are for different groupsG
Re) for management staff
Yell#+ for clerical staff
34ite for workers
#anctioned lea$e is scrutini&ed in the time office and serial no. is marked on all the lea$e
application.
Pr#ce)ure f#r (a$r#ll
1. Computation of working days" lea$es" rest" a)sent.
2. *ttendance data keying into computer )y C#? according to the ad$ice gi$en )y the time office.
B. >eceipt of attendance sheet from C?#. *d$ising correction data to C?# in case of less or
e%cess paid
1J
ESTABLISHMENT
This department )asically deals with employee personal records" sa$ing schemes" insurance
schemes" and social security schemes and after retirement schemes and etc.
Per#nal rec#r) ! This record is maintained for e$ery employee of the unit from management
staff to worker. It includes all the information regarding the employee from personal to
professional and its gets updated from his day of 4oining till to his retirement or end of his
association with the company. The age of retirement followed )y the co. is ,0 years as per go$t.
rules.
It 'aicall$ inclu)e 2
*pplication form
*ppointment letter
0edical certificate
#alary status
0emorandums" circulars related to his issued during his ser$ice.
>ecord if any disciplinary action taken against him" domestic enDuiry" details of charge
sheet" seeking e%planation" action taken.
!articulars of increments.
?etails of promotions" etc.
"ari#u a*ing an) inurance c4e,e inclu)e!
ESI - @0!L/C@@ #T*T@ I5#:>*5C@F G
:nder @#I *ct"
@mployees entitled under this scheme whose gross wages is up to RS AB66 a)o$e this they are
treated as nonG@#I mem)ers.
Gr# +age include Q Basic R ?* R =>* R@ducational allowance Rproducti$ity gain R
production )onus RIncenti$e amount R /T
Gr#u( inurance
@mployee entitled under this those who are entitled to !6. ;from LIC<
E,(l#$ee )e(#it lin7 inurance
6rom LIC
/n death LIC of >#,2000 makes payment.
20
This scheme is )one )y the employer" so Duarterly premium is paid )y the co. with calendar year
13st Nan.
S#cial ecurit$ c4e,e
6or management staffs - 1roup medical e%penses are paid )y the co. Myear.

Gr#u( (Per#nal acci)ent c4e,e
/fficers are entitled
*ccident )enefits are gi$en for any time anywhere it occurred.
Benefit Q =ospital e%penses R#alary on lea$e.
Gr#u( ter, inurance
In case of death ma%imum claim is up to ># 1" 00"000" )one )y the co. ;)ut it is not in operations
as death rate is low and premium rate is high comparati$ely<
CALLO3ANCESD
!ayments in cash made )y employer to his employees monthly" other than salary" are called an
allowance. It is paid for the purpose of meeting some particular reDuirements connected with the
ser$ices rendered )y an employee.
1. DEARNESS ALLO3ANCES
This is a $ery common allowance these days on account of high prices. It is included in the
income from salary and is ta%a)le in full. ?* is $aria)le and calculated Duarterly.
8. HOUSE RENT ALLO3ANCE
*n allowance granted to an assessee )y his employer to meet e%penditure incurred on payment of
rent in respect of residential accommodation occupied )y him is e%empt from ta% to certain limit.
=>* gi$en to those employees who are not pro$ided house facility. The rate of =>* is 12.8K of
21
L@+@L C*T@1/>C B@5@6IT *0/:5T 0@0B@>#
C/+@>@?
LG1 T/ LGE ;B< 2E0M0@0B@>MC@*> TILL E !@>#/5#
;@0!L/C@@" WI6@
*5? 2 C=IL?>@5<
LG8 T/ 7 ;*< 2L8M0@0B@>MC@*> G ?/ G
10 *5?
*B/+@
#!@CI*L 1128M0@0B@>MC@*> G ?/ G
the )asic salary.
If is fi%ed in the union arrangement with the employer. The permanent and electrical workers
who are li$ing outside of the mills colony are getting >s. 108MG pm. the mem)er of staff are getting
=>* according to their grades.
>s. 800 for )asic salary up to >s.1800
>s. 1000 for )asic salary )etween rs1800 and >s. B800.
>s. 2000 for the )asic salary more than >s.B800
=owe$er" no house rent allowance is paya)le if the employee is pro$ided a house )y the
company.
=. CON"EYANCE ALLO3ANCE
The allowance granted to meet the e%penditure incurred on con$eyance in the performance of
duties of an office or employment of profit .
Those who get only )asic salary get 8K of the )asic as C* and those employees who get )asic
R?* gets 2.8K of the )asic salary as C*.
G18K of )asic salary for )asic salary upto 2"000.
G28K of )asic salary for )asic salary more than ># 2000.
>. ENTERTAINMENT ALLO3ANCE
G5il for nonGe%ecuti$e employees.
G>s. 200 for all e%ecuti$es3 employees.
%i&e) '#nu!
Company announced )onus in his first annual general meeting. They pro$ided )onus facilities to
all employees. Company is lia)le to pay the fi%ed )onus to their employees either company is
going in profit or not.
Pr#)ucti#n '#nu
This is calculated on the )asis of paper production e$ery on machine no 1" 2" and E paya)le to all
permanent employees.
!ercent of this )ased on the )asis !ay R?*. It declares on the )asis of the production incenti$e
amount.
This is also production )ones on the production or machine no. 8" , 7 in specially department.
* pooled amount is distri)uted on the )asis of )asic pay R ?* ;employeeSs state insurance
Perf#r,ance '#nu
This type of )onus depends upon rating which is done )y immediate superior.
Me)ical All#+ance ;MA<!
0edical allowances gi$en to only those employees who get gross salary more than >s. ,800 they
get 8K of their )asic.
22
CDEDUCTIOND
5. HOUSE RENT
:Nil/ if t4e e,(l#$ee i n#t (r#*i)e) a 4#ue '$ t4e c#,(an$.
GLK of the )asic salary su)4ect to ma%imum of ># B00"if the employee is pro$ided a house )y
the company.
8. PRO"IDENT %UND
Company deducts some part of employee3s salary as a pro$ident fund. When the employee retired
from the company" company returns hisMher pro$ident fund with interest.
12K !6 is deducted from employees salary deducted amount is deposited up to 18
th
of ne%t month
and the !6 is transferred to the trust.
=. EMPLOYEE SA%ETY INSURANCE %ACILITY
The company pro$ides the hospital facility to its employee. It deducts the following amount from
the salary of each employee for pro$iding this facilityG
If salary of employee is less than or eDual to 7800 then 2.28K of total salary is deducted E.78K
is paid )y employer the amount to @#I is send )y the company.
>. DEDUCTIONS O% LOANS
If any employee has taken loan from company" company deducts some part of hisMher salary as
loan installment with interest.
Company also deducts electricity chargesI guest house charges" clu) dues etc.
B. COMMON %UND!
This fund is created )y the deduction at >s.BMGpm for all permanent workers. This pro$ides interest
free loan at the rate of >s. 1000MG. It emergent cases like treatment of wife" child" domestic
pro)lems etc. in case of death at workers to gi$e relief for financial meet >s. 1280MG is paya)le on
the time of retirement. 0oney is also spent on )lood )anks and sports from this fund.
A. INCOME TAE!
0anagement deducts income ta% from employeeSs salaries and gi$es to go$t. Income ta% is
deducted on the )asis of income ta% clauses whiche$er is applica)le.
Income ta% rules for male employees
Salar$ in R. Per $ear
1 lac to 1.8 lac 10K
1.8 lac to 2.8 lac 20K
*)o$e 2.8 lac B0K
2B
%#r fe,ale
1.B8 Lac to 1.80 lac 10K
1.80 lac to 2.80 lac 20K
a)o$e 2.80 B0K
%#r eni#r citi@en 1.L8 lac to 2.80 lac 20K
Surc4arge 10K if salary a)o$e 10 lac
E)ucati#n ce 2 K
F. MEDICAL %UND!
*t the rate of >s. 8pm. it is deducted from all the employees3 salary. The fund created is used for
the employeeSs phaseS chronic diseases.
Ot4er facilitie (r#*i)e)
Gratuit$!
When 8 years are o$er in a company for a particular person" that person )ecomes eligi)le for
gratuity. =e gets the gratuity when he lea$es the company.
%#r,ula f#r calculating gratuit$
6or mgt"
1ratuity Q )asic T18M2,Tcomplete year of ser$ices
6or clerical"
1ratuity Q ?*R )asic T18M2,Tcomplete year of ser$ices
Lea*e enca4,ent !
>ule 6or group 1 group 2
6or e$ery month an employee gets 2 and half paid lea$e or earned lea$e i.e. B0 for a year. *n
employee can get these lea$es encashed. 80K will )e encashed that means employee will get
amount for 18 days. 0inimum B0 days holidays are must to )e reser$ed )ut not more than ,0
lea$es can )e kept as reser$ed. If more than ,0 paid lea$es kept" then the amount will )e
lapsed. These lea$es are due from 1
st
*pril to B1
st
march
>ule for group B" E8
They will get B0 paid lea$es and amount will not lapsed they can reser$e as much they want.
2E
ANALYSIS
AND
INTERPRETATION
28
ANALYSIS AND INTERPRETATION
ASSUMPTIONS
It was assumed that 0G2 is not satisfied" BG8 are partially satisfied and ,GL are completely satisfied.
EEPERIENCE
@U!@>I@5C@ 5/. /6 >@#!/5?@5T# !@>C@5T*1@
0G10 1B 2,K
10G20 10 20K
20GB0 1L B,K
*B/+@ B0 J 1LK
T/T*L 80 100.00K
C#,,ent
* sample of 80 respondents with adeDuate e%perience in the organi&ation was randomly selected.
=owe$er all the respondents were classified into E categories )ased on years of e%perience i.e. 0G
10" 10G20" 20GB0" a)o$e B0 years.
O"ERTIME
2,
5=
56
5G
9
6
8
>
A
G
56
58
5>
5A
5G
N
#
.

#
f

R
e

(
#
n
)
e
n
t

6:56 56:86 86:=6 A'#*e =6

E&(eri ence
E&(erience
W/>.@># 1@T 6/> 5/. /6 >@#!/5?@5T# !@>C@5T*1@
/+@>TI0@
@UT>* 0/5@C 1L ,0K
L@*+@ , 20K
!>*I#@ , 20K
T/T*L B0 100K
C#,,ent
The analysis of the o$ertime in the office re$ealed that e%tra money paid for o$ertime was
helpedMencouraged the workers. =owe$er the lea$e and appreciation don3t encourage the
employees )ecause no financial help was gi$en to them and hence only e%tra money encourages
the employees.
27
5G
A
A
6
8
>
A
G
56
58
5>
5A
5G
N
#
.

#
f

R
e

(
#
n
)
e
n
t

E&tra M#ne$ Lea*e Praie

O*erti ,e
O*erti,e
SALARY
#*L*>C 5/. /6 >@#!/5?@5T# !@>C@5T*1@
1000GB000 L 1,K
B000G,000 L 1,K
,000GJ000 , 12K
J000G12000 20 E0K
*B/+@12000 L 1,K
T/T*L 80 100.00K
C#,,ent
The salary structure is also studied. The analysis of data re$eals that ma%imum respondents ;E0K<
selected falling )etween >s. J000 to 12000 salary. 6urther percentage of respondents falling
)etween 1000GB000" B000G,000and a)o$e 12000 is same i.e. 1,K.
2L
G
G
A
86
G
6
8
>
A
G
56
58
5>
5A
5G
86
N
#
.

#
f

R
e

(
#
n
)
e
n
t

5666:=666 =666:A666 A666:9666 9666:58666 A'#*e 58666

Salar$
Salar$
3ORKING
CONDITIONS
L@+@L /6
#*TI#6*CTI/5 5/. /6 >@#!/5?@5T# !@>C@5T*1@
0 0 0K
1 0 0K
2 2 EK
B B ,K
E 8 10K
8 12 2EK
, L 1,K
7 12 2EK
L L 1,K
T/TL 80 100K
C#,,ent
The analysis of working conditions re$eals that EK respondents are not satisfied with the working
conditions while E0K are partially satisfied and 8,K are completely satisfied. *nalysis of the data
re$eals that working conditions played critical role on employee3s performance and in BILT
working conditions are satisfactory.
RELATION 3ITH SENIORS
L@+@L /6 5/. /6 >@#!/5?@5T# !@>C@5T*1@
2J
8
=
B B
58
G
58
G
6
8
>
A
G
56
58
N
#
.

#
f

R
e

(
#
n
)
e
n
t

5 8 = > B A F G
Le*el #f Satifacti#n
3#r7ing C#n)iti#n
#*TI#6*CTI/5
0 0 0K
1 2 EK
2 E LK
B E LK
E E LK
8 2 EK
, 1, B2K
7 12 2EK
L , 12K
T/T*L 80 100K
C#,,ent
The analysis of the data collected re$eals that 12K of the respondents are not ha$ing satisfactory
relations with their seniors" 20K of respondents are partially satisfied and ,LK are completely
satisfied. #o we find that ma4ority of the respondents are satisfied with the relations with their
seniors and only few respondents are not satisfied with their relations with their seniors.
B0
8
>
> >
8
5A
58
A
6
8
>
A
G
56
58
5>
5A
N
#
.

#
f

R
e

(
#
n
)
e
n
t

5 8 = > B A F G
Le*el #f Sati facti#n
Relati#n 3it4 Seni#r
SATIS%ACTION 3ITH
SALARY
L@+@L /6
#*TI#6*CTI/5 5/. /6 >@#!/5?@5T# !@>C@5T*1@
0 0 0K
1 B ,K
2 8 10K
B B ,K
E B ,K
8 12 2EK
, 17 BEK
7 , 12K
L 1 2K
T/T*L 80 100K
C#,,ent
The analysis of data re$eals that a)out 1,K of the respondents are not satisfied with their salary
)ut B,K of the respondents are partially satisfied.ELK of respondents are completely satisfied.
#ome of the respondents are of the $iews that in other company3s employees recei$e more at the
same position than what they are getting in BILT.
"IE3 ABOUT ALLO3ANCES AND DEDUCTIONS
L@+@L /6 #*TI#6*CTI/5 5/. /6 !@>C@5T*1@
B1
=
B
= =
58
5F
A
5
6
8
>
A
G
56
58
5>
5A
5G
N
#
.

#
f

R
e

(
#
n
)
e
n
t

5 8 = > B A F G
Le*el #f Sati facti#n
Satifacti#n 3it4 Salar$
>@#!/5?@5T#
0 0 0K
1 E LK
2 2 EK
B 10 20K
E 20 E0K
8 2 EK
, , 12K
7 E LK
L 2 EK
T/T*L 80 100K
C#,,ent
The allowances and deductions ha$e also )een studied. The analysis of data re$eals that mainly
those who are not satisfied with their salary are also not satisfied with the allowances gi$en to
them.12K of respondents are not satisfied with the allowances gi$en to them" ,EK are partially
satisfied and 2EK are completely satisfied.
SATIS%ACTION 3ITH PAYMENT "IA BANK
L@+@L /6 #*TI#6*CTI/5
5/. /6
>@#!/5?@5T# !@>C@5T*1@
0 0 0K
1 0 0K
B2
>
8
56
86
8
A
>
8
6
8
>
A
G
56
58
5>
5A
5G
86
N
#
.

#
f

R
e

(
#
n
)
e
n
t

5 8 = > B A F G
Le*el #f Sati facti#n
"ie+ A'#ut All#+ance an) De)ucti#n
2 B ,K
B 0 0K
E 7 1EK
8 J 1LK
, 10 20K
7 18 B0K
L , 12K
T/T*L 80 100K
C#,,ent
The employees are paid salary and wages through )ank. The analysis of data re$eals that only ,K
of respondents are not satisfied )y this mode of payment" B2K are partially satisfied and ,2K are
completely satisfied. 6rom this we find that ma%imum of the employees are satisfied with this
mode of payment.
SATIS%ACTION 3ITH PAYROLL SYSTEM
L@+@L /6 #*TI#6*CTI/5
5/. /6
>@#!/5?@5T# !@>C@5T*1@
0 0 0K
1 0 0K
2 0 0K
B 1 2K
BB
6
=
6
F
9
56
5B
A
6
8
>
A
G
56
58
5>
5A
N
#
.

#
f

R
e

(
#
n
)
e
n
t

5 8 = > B A F G
Le*el #f Sati facti #n
Satifacti#n 3it4 Pa$,ent "ia Ban7
E , 12K
8 7 1EK
, 10 20K
7 20 E0K
L , 12K
T/T*L 80 100K
C#,,ent
The data re$eals that no respondent is unsatisfied with the payroll system of company while 2LK
are partially satisfied and 72K are completely satisfied.
BE
6 6
5
A
F
56
86
A
6
8
>
A
G
56
58
5>
5A
5G
86
N
#
.

#
f

R
e

(
#
n
)
e
n
t

5 8 = > B A F G
Le*el #f Sati facti #n
Satifacti#n 3it4 Pa$r#ll S$te,
OPINION SUR"EY
The detailed in$estigation from employees regarding their opinion re$ealed the followingF
#ome respondents opined that payroll department should )ring latest amendments in
income ta% regarding income from salaries into their notice.
6urther some other respondents are of the $iew that salary payments should )e done timely.
Those respondents who are not satisfied with the working conditions $iewed that the
en$ironment is not as of a professional company and the working en$ironment is not
conduci$e.
0any other respondents e%pressed that salaries are less as compared to other companies
like T*T*" >eliance.
#ome respondents suggested showing employee3s dues like )alance allowances in pay
slips.
=owe$er some respondents reported that there is a need to impro$e *T0 facility with clear
instructions to the concerned )ank as sometimes there is no money in *T0.
Interest on the contri)ution of employees should also )e shown separately in monthly
ledger of pro$ident fund.
To sum up there is a need to impro$e employee payments so that employees confidence could
)e )uild up which will help in impro$ing the efficiency of the total organi&ational system.
B8
%INDINGS AND CONCLUSION
/n the )asis of analysis the main reDuirement of the company is to change the e%isting
system. *s there was increased workload due to the facts like that company has to prepare re$ised
attendance of the following month to check the measures of )asic pay" o$ertime" loans etc due to
assumed attendance.
@mployees feel that they were not pro$ided with adeDuate knowledge of the working. *lso
some employees feel that training pro$ided to them s useless )ecause it is e%tra )urden on them.
#alary policies f the company needs to )e re$ised.
In the conclusion we can say that
Working conditions in the BILT are satisfactory.
#alaries and wages pro$ided to employees through )ank are also satisfactory.
@mployees are also pro$ided on the 4o) training.
/rgani&ation organi&es $arious personality de$elopment and cultural acti$ities for the
employees.
B,
SUGGESTIONS
6or calculating employees payments attendance is taken of assumed month that creates some
pro)lems in the system delay in payments of o$ertime" reproducing of re$ised attendance. To
o$ercome this pro)lem attendance can )e taken for full month. But e$en this system will also
ha$e some merits and demerits.
MERITS
6or clerical department" if the attendance is taken for full month instead of assumed month"
reDuirement of organi&ation is to make the full attendance processing daily with relia)ility
and adeDuacy.
It will )e an ad$antage for I.T. department that there is no need for reproducing re$ised
attendance.
The o$er)urden of calculation ;in case of assumed days< will )e reduced.
The employees will not ha$e to wait for the payment of o$ertime.
The procedure for claims can )e remo$ed )ecause if attendance is taken as of full month
then no lea$es would )e there for claims.
Calculations of allowances and deductions could )e made accordingly i.e. 4o) of carry
forward for these 4o)s would )e restricted.
B7
DEMERITS
The calculations of attendance of full month may cause delay in payments to employees.
?ifficulty will )e there in presenting the payroll )efore the management on 1
st
of e$ery
month )ecause for this purpose each and e$ery calculation is to )e made )efore 1
st
of e$ery
month. This is not possi)le as the records of attendance completes on B1
st
of the following
month.
If the processing is e%tended to last working day it will cause delay in the processing of
payroll.
It will lead to delay in the working of accounts office thus there may )e delay in dispersion
of salary from the scheduled date.
*s the closing of the accounts is done monthly" if the schedules are changed to last
working day" in that case monthly pay cannot )e calculated properly.
BL
LIMITATIONS

In spites of the hurdles training period was a good time for learning e%perience and e%posure to
industrials atmosphere and culture )ut there are certain limitations that e$ery researcher ha$e to
face during the research period. I had find thatF
1. The study has )een completed during a short span of , weeks. #o it was not possi)le to
study the pro)lems well in details.
2. >espondents were not serious a)out filling the Duestionnaire.
B. >espondents were lacking in education a)out Duestionnaire )ecause of which they took
time
E. It is also $ery hard to pursue an employee to share his feelings a)out their company.
8. To contact senior officers was also difficult as they were always )usy. #o we had to wait
for them.
,. #ome respondents did not responded and some did not filled the Duestionnaire completely
)ut finally I should say that I thoroughly en4oyed the research work.
BJ

ANNEEURE
E0
-UESTIONNAIRE : 5
Na,e!
Age!
A))re!
E&(erience!
De(art,ent!
Deignati#n!
E)ucati#nal Hualificati#n!
Illiterate
Pri,ar$
Mi))le
Metric
Gra)uate
P#t gra)uate
An$ tec4nical Hualificati#n!
Nature #f I#'!
Per,anent
Caual #r te,(#rar$
M#nt4l$ alar$!
E1
-UESTIONNAIRE : 8
H#+ t# an+er t4e Hueti#n! Jgi*e t4e c#re fr#, 6 t# G in increaing #r)er a $#ur
atifacti#n le*el.
5. 34at t$(e #f feeling )# $#u 4a*e '$ +#r7ing in BILTK
8. H#+ ,an$ 4#ur )# $#u +#r7K
L.............................................................................................
=. At +4ic4 4ift $#u +#r7K
A 58 (., t# G a.,
B G a., t# > (.,
C > (., t# 58 a.,
D General 2 F.=6a., t# >.=6(.,
>. D# $#u )# #*erti,eK
Ye N#
B. 34at $#u get f#r #*erti,eK
E&tra ,#ne$
Lea*e
Praie
A. D# $#u 4a*e an$ (r#'le, +it4 #*erti,eK
Ye N#
If $e (ecif$
LLLLLLLLLLLLLLLLLL......................................................................................
...................................................................................................................................
If u 4a*e t# face an$ t$(e #f (r#'le, #n $#ur I#'K If $e/ (ecif$.
Ye N#
LLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLL
LLL
F. Are $#u atifie) +it4 t4e +#r7ing c#n)iti#n #f BILTK
G. Are $#u atifie) +it4 $#ur alar$K
S(ecif$ t4e rea#n
LLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLL
LLL
E2
9. 34at i $#ur *ie+ a'#ut all#+ance an) )e)ucti#n in t4e net alar$K
56. 34at $#u feel a'#ut facilitie (r#*i)e) '$ c#,(an$K
55. 34at i $#ur *ie+ a'#ut $#ur relati#n +it4 $#ur eni#rK
58. 34at i $#ur *ie+ a'#ut (a$r#ll $te, #f BILTK
5=. Y#ur uggeti#n t# 'ring an$ c4ange in t4e (reent (a$r#ll $te,K
LLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLL
LLLLLLLLLLLLLLLLLLLLLLLL
5>. 34at i $#ur *ie+ a'#ut t4e (a$,ent #f alarie an) +age *ia 'an7K
5B. D# $#u 4a*e an$ uggeti#n t# i,(r#*e t4e ,#)e #f e,(l#$ee (a$,entK
LLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLLL
LLLLLLLLLLLLLLLLLLLLL
EB
BIBLIOGRAPHY
=uman resource management )y 1ary ?essler
0anaging human resources and personal management )y >.#.?wi$edi
Income ta% law and accounts )y ?r. =.C. 0ehrotra
.othari"C.>."Research Methodology,2
nd
ed"5ew ?elhi"
www.)ilt.com
EE