“THE LEADING PRODUCER OF FERTILIZER”

(UREA)
 PREFACE

To make the student conversant with the practical knowledge and the
industrial atmosphere implant training is must. The training basically aims at
following:-
 To be familiar with the industrial environment.
 To be aware of what is happening in fast growing professional work.
 To visualize study text through practical happenings.
 To explore own fields of project.

IFFCO AONLA provided with ample opportunities to pursue above

mentioned goals. I am quite sure that the knowledge that I gain in my practical
training will prove to be very helpful in my future.
Labor welfare work is undertaken by various groups within and outside an
organization to improve the living conditions of workers. The objective is to
make the worker happy, healthy, committed and loyal. Employers with a
progressive outlook have always invested heavy amounts in enriching the life of
workers.
My humble endeavor and motive in presenting the project report is to
present a strategic overview of employee’s welfare at IFFCO which is an
important integral part of Personnel management.
It is hoped that this project will serve as a supportive document to research
workers as efforts has been tried to make this report an informative, stimulating
and self explanatory.
 ACKNOWLEDGEMENT

“NO MAN IS COMPLETE IN KNOWLEDGE BUT SINGLE RAY OF

KNOWLEDGE CAN BE HELPFUL TO MAN”.

Though it is customary to thanks all those who helped me in this project,

but since the report of my summer training as part of my course curriculum for
MASTER OF BUSINESS ADMINISTRATION (MBA) programmed so I take
this, opportunity to offer my gratitude to a number of helping hands for their co-
operations and advices to enable me to bring up this project report.
My training in IFFCO INDUSTRY has been a worth while experience
because of the help I received from a number of people here and I would like to take
this opportunity to extend my heart felt thanks to all those who made my training a
good learning process.
First of all, I express my overwhelming sense of gratitude and special thanks
to Mr. Arun Kumar Saxena, Assistant Manger (HR) (P& A Department)
IFFCO Aonla Bareilly for encouraging me to take this topic for research work and
providing the stimulus for putting my heart and soul into it.
I wish to record my appreciation to MR.D.KALIA (Senior training
manager) or giving me this opportunity to do my summer training in this esteemed
organization.
My sincere thanks also go to Mr. K.K. PANDEY, Training Officer, and
IFFCO AONLA who gave me his suggestions, invaluable time and criticism,
whenever needed.
I will be doing injustice if I didn’t thank the employees of IFFCO AONLA,
because with out their co-operation my project would not be possible.
“GUIDANCE IS THE BEST IN THE WAY PROGRESS”.
I am thankful to them for giving me their views and suggestions regarding
training and development at IFFCO AONLA.
Finally I would like to thank my teachers and parents for their guidance, and
friends who helped me in the completion of this project report.
 CONTENTS
PART-A

INTRODUCTION ABOUT IFFCO

 HISTROY OF IFFCO

 ORGANIZATION STUCTURE OF OFFCO

 ORGANIZATION CHART OF IFFCO

 OBJECTIVES OF IFFCO

 GROWING FOR STRENGTH TO STRENGTH

 VISION AND MISSION

 CORPORATE PLANNING

 VISION 2010

 IFFCO’S LOGO

 HUMAN RESOURCE MANAGEMENT SYSTEM (HRMS) LAUNCHED

PART-B

INTRODUCTION OF IFFCO AONLA UNIT

 HISTORY OF IFFCO AONLA UNIT

 ORGANIZATION STUCTURE OF IFFCON AONLA UNIT

 ORGANIZATION CHART OF IFFCO AONLA UNIT

 PERFORMANCE HIGHLIGHTS OF IFFCO (2004-05)

 SERVICES TO FARMERS

 SAILENT FEATURES OF IFFCO AONLA UNIT

 MOTTO OF IFFCO

 MAJOR AWARDS RECEIVED BY IFFCO

 NOTABLE ACHIEVEMENTS OF IFFCO AONLA

 PROBLEMS OF THE ORGANIZATION

 PART-C

PERSONNEL DEPARTMENT
 INTRODUCTION

 PRIMARY FUNCTIONS OF PERSONNELL DEPARTMENT

 ORGANIZATION STRUCTURE OF P&A DEPARTMENT

 VARIOUS SECTIONS UNDER P & A DEPARTMENT AT IFFCO

PART-D

CUSTOMER SATISFACTION

 LOANS

 MEDICAL BENEFITS

 TRANSPORT

PART-E

 CONCLUSION

 BIBLIOGRAPHY
 INDIAN FARMERS FERTILIZER COOPERATIVE LIMITED

During mid- sixties, the co-operative sector in India was

responsible for distribution of 70 per cent of fertilizers consumed
in the country. This Sector had adequate infrastructure to
distribute fertilizers but had no production facilities of its own
and hence dependent on public/private Sectors for supplies. To overcome this
lacuna and to bridge the demand supply gap in the country, a new cooperative
society was conceived to specifically cater to the requirements of farmers. It was a
unique venture in which the farmers of the country through their own co-operative
societies created this new institution to safeguard their interests. The number of co-
operative societies associated with IFFCO has risen from 57 in 1967 to more than
36,000.

Indian Farmers Fertilizer Co-operative Limited (IFFCO) was registered on

November 3, 1967 as a Multi-unit Co-operative Society. On the enactment of the
Multistate Cooperative Societies act 1984 & 2002, the Society is deemed to be
registered as a Multistate Cooperative Society. The Society is primarily engaged in
production and distribution of fertilizers. The byelaws of the Society provide a
broad framework for the activities of IFFCO as a Cooperative Society.

IFFCO commissioned an ammonia - urea complex at Kalol and the NPK/DAP plant
at Kandla both in the state of Gujarat in 1975. Another ammonia - urea complex
was set up at Phulpur in the state of Uttar Pradesh in 1981. The ammonia - urea unit
at Aonla was commissioned in 1988. The annual installed capacity of all the plants
was 1.62 million tones of Urea and NPK/DAP equivalent to 309 thousand tone of
phosphates.

The distribution of IFFCO's fertilizer is undertaken through over 36,000 co-

operative societies. The entire activities of Distribution, Sales and Promotion are co-
ordinate by Marketing Central Office (MKCO) at New Delhi assisted by the
Marketing offices in the field. In addition, essential agro-inputs for crop production
are made available to the farmers through a chain of 167 Farmers Service Centre
(FSC). IFFCO obsessively nurtures its relations with farmers and undertakes a large
number of agricultural extension activities for their benefit every year.

At IFFCO, the thirst for ever improving the services to farmers and member co-
operatives is insatiable, commitment to quality is insurmountable and harnessing of
mother earths' bounty to drive hunger away from India in an ecologically
sustainable manner is the prime mission. All that IFFCO cherishes in exchange is an
everlasting smile on the face of Indian Farmer who forms the moving spirit behind
this mission.

IFFCO, to day, is a leading player in India's fertilizer industry and is making

substantial contribution to the efforts of Indian Government to increase food grain
production in the country. IFFCO's mission is "to enable Indian farmers to prosper
through timely supply of reliable, high quality agricultural inputs and services in an
environmentally sustainable manner and to undertake other activities to improve
their welfare.
 ORGANISATION STRUCTURE OF IFFCO

The organization structure of IFFCO is such as to provide a high degree of

collaboration among the managerial personnel. This helps in attaining
organizational effectiveness. The structure consists of both line and staff managers
but there are a clear demarcation in their authorities and responsibilities. Though the
structure provides unlimited powers to the managers yet most of the managers
believe in benevolent leadership. This is the main reason behind the new records
made by IFFCO.
The Head Office of IFFCO is situated at New Delhi. It has cooperative staff
that plays a link pin role between cooperative office operating units of Kalol,
Kandla, Phulpur, and Aonla units. There are five zones i.e. North Zone, East Zone,
West Zone, Central Zone, and South Zone. Each zone has its own Headquarter. The
head-quarter of each zone is as follows:

Zone Headquarter
North Zone Chandigarh
East Zone Kolkata
West Zone Bhopal
North Central Zone Lucknow
South Zone Bangalore

Each head quarter has certain number of neighboring states under it and the
functioning of those states is controlled by that particular head quarter. Each state
has a State Office under each zone. Under each State Office there are Area Offices
and under each Area Office there are Service Sectors.
The organization structure of IFFCO consists of Board of Directors. The
Govt. of India nominates two members of the board. The members of the
Cooperative Societies nominate rest of the members. A Chairman heads the Board
of Directors. The Chairman is the Functional Head of the organization since he is an
elected member. There is also a Vice Chairman elected by the members of the
Board of Directors.
One of the members of the Board of Directors is the Managing Director
(MD). The MD is the Executive Head since he is an appointed member. The MD is
responsible for carrying out all the functions of the organization.
The Managing Director controls the functions of the following:

• Director Marketing
• Director Finance
• Executive Director (Personnel &Administration)
• Executive Director (Technical)
•Executive Director (Technical Service Deptt. / Planning & Development)

The Finance Director and the Marketing Director are also the members of
the Board of Directors but they do not have voting rights since they are not elected
members.
 Organization Chart Of IFFCO

Board of Directors

Chairman & Vice Chairman

Managing Director

Director Director Executive Executive Executive

Marketing Finance Dir. P&A Dir. Tech. Dir. P&D.
 OBJECTIVE OF THE COMPANY

During last 35 years of existence, IFFCO has taken a remarkable step

forward and has established itself as Asia’s largest fertilizer company.
The broad objectives of setting up this venture are as follows:

1) The main thrust of IFFCO’s activity is an increasing agricultural productivity

through balanced fertilization.

2) Some of the innovative endeavors of IFFCO in the pursuit of its commitment to

serve the farming community are village and district adoption programs, intensive
fertilizer - promotion campaigns and reclamation of problematic lands.

3) It aims to promote the activities for enriching the life of rural masses playing a
role of catalyst by village adoption.

4) To create a healthy social atmosphere by establishing some health care centers in

clusters of villages.

5) To create scientific awareness among the farmers.

6) To ensure availability of fertilizers at the farmers’ doorstep.

7) Other side of IFFCO is to provide relief to rural masses at time of contingencies

and to help them in the treatment of wasteland.

IFFCO has grown steadily since its inception today. It has emerged not only
as the largest fertilizer producing organization in India but also Asia’s largest
fertilizer co-operative.
 GROWING FOR STRENGTH TO STRENGTH

Channeling the power of the unity, IFFCO has become an unchallenged

frontrunner in India's initiatives. On the other hand, is its massive manufacture base
both working in tandem to serve the needs of millions of farming families,
nationwide?

On last count, IFFCO has membership of a whooping 36,000 member

societies separate across INDIA. This year's fertilizers production of 55.50 lakhs
tones in the highest ever by IFFCO, further increasing it's lead as the no. 1 fertilizers
organization in India. In 2004-2005, IFFCO'S pants contributed nearly a fifth to
nations total nitrogenous and phosphoric fertilizers production.

IFFCO production capacity not only offers the best quality product but also
enables production at the most competitive cost; constant improvement in energy
efficient has been a major focus area a part of optimization of operational cost.

At IFFCO, we are firmly on the track leading to farmer's service. A long

journey, perhaps w/o an end but with every action a matter of delight a satisfaction
for us economy.
 VISION & MISSION

VISION

To augment the incremental incomes of farmers by helping them to

increase their crop productivity through balance use of energy efficient fertilizers;
maintain the environmental health; and to make cooperative societies economically
and democratically strong for professionalized service to the farming community to
ensure an empowered rural India.

MISSION

1. To provide to farmers high quality fertilizers in right time and in adequate

quantities with an objective to increase crop productivity.

2. To make plant energy efficient continually reviews various schemes to conserve

energy.

3. Commitment to health, safety, environment and forestry development to enrich

the quality community of life.

4. Commitment to social responsibilities for a strong social fabric.

5. To institutionalize core values and create a culture of team building,

empowerment and innovation which would help incremental growth of employees
and enable achievement of strategic objectives.

6. Foster a culture of trust, openness and mutual concern to make working a

stimulating and challenging experience for stake holder.

7. Building a value organization with an improved and responsive customer focus.

A true commitment to transparency accountability and integrity principle and
practice.

8. Souring raw materials for production of phosphoric fertilizers at economical cost

by entering into Joint Ventures outside India.

9. To ensure core and non- core sector.

10. A true Cooperative Society committed for fostering cooperative movement in

the country.
 CORPORATE PLANNING

NITROGENOUS FERTILIZERS PROJECT OMAN

(OMIFCO):-

IFFCO along with other joint partners is setting up an ammonia urea

fertilizers project is OMAN with an annual capacity of 16.53 lakhs MT UREA and
2.5 lakhs MT AMMONIA. The project cost of US$ 969 million is being financed
with DEBT: Equity Ratio of 2:1. Against the total equity of US$ 320 million IFFCO
has contributed 25% equity amounting to US$ 80 million.

Natural gas as feed stock for the plant will be supplied by the govt. of
Oman under a long term gas supply agreement. The Govt. of India (GOI) will
purchase the entire urea production from OMIFCO under a 15 year urea off take
agreement .IFFCO will purchase the entire surplus Ammonia under 10 year
Ammonia off take agreement.

Implementation of the project commenced on August 15, 2002.The

project is expected to be commissioned with in schedule and the commercial
production is expected to start by 15 July 2005. We are happy to inform that trial
production of Ammonia started on March 28, 2005 and of April 12, 2005.
 VISION 2010

In order to maintain the sustained pace of remarkable growth being achieved

under the MISSION —2005, the Society is in the process of formulating another
growth plan “VISION 2010”.

The Fertilizer pricing policy environment in the country continues to be

uncertain. In order to sustain growth and ensure adequate return to the member
shareholders on the investment, IFFCO is exploring opportunities for diversification
into other areas of profitable business apart from investments in the fertilizer sector.
In its foray into other sectors, the Society strengthening cooperative infrastructure
and cooperative system with overall - emphasis on strengthening Rural India.
Accordingly, the following main objectives have been kept in view while
formulating the “VISION- 2010”.

1. Attaining an annual turnover of Rs. 15000 crore by 2010;

2. Installation of Ammonia and Urea plants including acquisition of fertilizer units;
3. Backward integration to meet feed-stock requirements such as phosphoric Acid
etc;
4. Generation of power;
5. Exploration / Distribution of Hydro-carbons;
6. Production and marketing of micro-nutrients, seeds, bio fertilizers, pesticides etc;
7. Value addition to Agro-products and marketing;
8. Manufacture of Petrochemicals;
9. .Banking and Financial Services;
10. Information Technology and IT enabled services.
 IFFCO’S LOGO

Logo's ratio is 1:2:5 and the color is green. The rectangle shows that the
Indian economy is depend upon the agriculture and green color shows the faith of
the farmers, they believe that after using the urea their fields will always be green,
the remaining white color shows that the quality of the IFFCO's product is very
good and oval shape is meant for the wealth and prosperity.

IFFCO's are four pants:

1. KALOL

2. KANDLA

3. PHULPUR

4. AONLA

Having the capacity of the production of 4.7 million tones of fertilizers.

IFFCO's all plant have been achieving the annual capacity utilization in the range of
122-120% in the critical condition of the limited supply of the natural gas.
 HUMAN RESOURCE MANAGEMENT
SYSTEM (HRMS) LAUNCHED

The ambitious FIRMS Package of IFFCO was formally launched on June 4,

2003 at New Delhi. In a simple but elegant function, the President of IFFCO’s
Employees Union, Mr. Bharadwaj, launched the software and reviewed one of the
modules after entering his personal number and password. Mr. S.C. Mittal (General
Manager, Management Services) gave an over view of the package and explained
the usefulness of the package to the organization. Mr. Rakesh Kapoor (Finance
Director) and Mr. S.K.Mishra (ED — Personnel & Administration) and other
dignitaries from Employees Union, Officers Association, production units,
marketing and corporate office graced the occasion.
The HRMS package is software of wide dimensions and touches almost all
aspects of employee related activities. It consists of about 35 modules and provides
an exhaustive MIS for managers at various levels for monitoring and also provides
an elaborate Employee Information System (EIS) to update employees on
information pertaining to them. Important modules include Payroll, Establishment,
and Time Office, Medical Reimbursement, Provident Fund, Loans & Advances and
a host of other modules that address all the requirements of all the employees of the
Society.
The launch of HRMS, in tandem with the IFFCO’s Wide Area Network,
heralds a new approach of wide ranging unified and integrated systems throughout
the organization that can result in a boost to employee productivity
 ABOUT AONLA UNIT
The IFCCO AONLA unit is located in genetic plants of Uttar Pradesh
Bareilly district about 28 km. South-west in Bareilly-Badaun-Aonla road. It was set
up on 08 January 1985 and started commercial urea production at 16 July 1988. The
infrastructure of Aonla unit is very big and constructed on 713 acres of land.

IFFCO AONLA unit is one of the most efficient and quality-wise as well
as environment oriented unit so that M/s KPMG Peat Marwick, a quality registrar
has certified it as ISO:9002 unit and M/s BVQI London has accredited it as
ISO:14001 unit. The Aonla unit, Ammonia -Urea complex is comprised of the two
phases:

AONLA-I
AONLA-II

AONLA-I was established in 1988 and it was digested to nation by

honorable prime minister of India late SHRI RAJEEV GANDHI on 17 May 1989.

AONLA-II was established in 1996 December. This unit was digested to

nation by honorable prime minister of India SHRI I.K.GUJRAL on 28 January
1997.

The total capacity of both the phases is 891000 million tones ad 145200
millions tones per annum of ammonia and urea respectively. There are two streams
of ammonia and four streams of urea.

The natural gas from H.B.J pipeline being supplied from Bombay
highway is the feed for the plant. AONLA I was commenced on May 1988 and
AONLA II were on December 1996. Both units are achieving the annual capacity
utilization 116%.
 ORGANIZATION STRUCTURE OF IFFCO AONLA UNIT
The organization structure of IFFCO —Aonla Unit is as follows:

Sr. General Manager Office:

SGM is the highest authority of Aonla Unit whose decision in the
Concern is final. Presently; Mr. N. C. NIGAM is Sr. GENERAL MANAGER.

General Manager:
The GM is the next higher authority of Aonla Unit. He assists the
Senior General Manager in taking all decisions.

Personnel & Administration Department:

The P&A Department is the heart of the organization. It is responsible for
formulating policies and procedures in the matter of Personal and Administration as
a whole. Under this all Personal functions like recruitment, training, welfare, time
office, etc. and all Administrative functions like liveries, security, hospital, etc. are
controlled.

Finance & Accounts Department:

It co-ordinates with all departments and complies the organization with all financial
results such as Profit & Loss Account, Balance Sheet, Budgeting, etc.

Systems Department:
This department is responsible for consolidation and integration of database.
Further, it provides services beyond the operation level requirements in application
of material management, production reports, financial management and personnel
management, etc.

Utility Department:
This department of Utilities controls the functioning of steel and power purification
of water for recycling.
Production Department:
Under this department, the production and all related activities of production of
ammonia and urea are carried on.
Maintenance Department:
Under this, the maintenance of all mechanical, electrical, telephone and mechanical
services are controlled.
 Organizational Chart at Aonla Unit

Unit Head

General Manager

Manager Manager Manager Manager Manager

Finance Production Maintenance (HR) Marketing

Manager Personnel Manager Administration

PERFORMANCE HIGHLIGHTS FOR THE YEAR 2004-05

The following are the performance highlights of IFFCO:-

Production of Fertilizers 61.54 LAHK TONNES

Production of Urea 37.14 LAKH TONNES

Production of NPK/DAP 24.40 LAKH TONNES

Highest sale of fertilizers 64.64 LAKH TONNES

Profit before Tax Rs.470.92 CRORE

Profit after Tax Rs.319.64 CRORE

Turnover Rs.7224 CRORE

Plant Productivity 1510 tone/head

Marketing Productivity 4042 tone/head

 SERVICES TO FARMERS

Agricultural Extension and fertilizer use promotion programs as an integral

part of the marketing activity. Programs are conducted at Area / State / Zonal
Offices under the guidance of agricultural scientists. Programs undertaken are:

• Balanced fertilization programs

• Adoption of villages for all round socio-economic development
• Farmers visit to various agricultural institutes and research farms
• Farmer’s Meetings, Field Days and Crop Seminars
• Mobile Soil Testing Laboratories with Audio-Visual aids

FARMERS BENEFIT PROGRAMS

IFFCO from its very inception has been alive to its responsibility of
increasing the agricultural productivity through promotion of scientific farming
among the farming community including balanced fertilization. IFFCO field staff
use the whole range of methods such as field demonstration, farmers’ meeting, soil
testing, crop seminars, field days, distribution of mini kits etc. to the weaker
sections of the community for effective transfer of improved agricultural
technology.

FARMERS SERVICE CENTER

IFFCO has established about 200 Farmers Service Centers where all
essential inputs like fertilizers, seeds, agro chemicals and guidance for their
judicious use are provided under one roof. The agricultural implements like seed
cum fertilizer drills, sprayers, dusters etc. are also provided to farmers on custom
hiring basis. Considering their popularity among the farming community, IFFCO in
collaboration with NCDC is presently engaged in developing 2500 co-operative
societies on the pattern of IFFCO Farmers Services Centers.

FARMERS INTEGRATION SCHEME

To fulfill its objectives of serving the farming community, the society has
drawn up a scheme of farmers’ integration under which the farmers from one part of
the country are taken to another part in small groups. The objective is to expose
them to modern agricultural heritage, social customs and lifestyle of different
regions of the country and thus to achieve the objective of national integration.

SOME FEATURES OF IFFCO AONLA UNIT

MANAGEMENT INFORMATION SYSTEM

In keeping pace with changing time, management information system has

been given due status at Aonla Unit. The unit has a campus wide computer network
using client-server technology. Fiber Optic Cable of about 7 Km length runs
throughout the plant and forms the nerve system of network. All networking
components like state of art switches and hubs have been provided by IBM The
network comprises of 200 No of clients and- 5 No. of servers. Most of the clients
are Pentium and Pentium MMX Computers. IBM Rs.6000 is the main server having
AIX and Oracle 8.0 on it. Rest is Windows NT and Netware Servers. All functional
areas of the Unit have been computerized. The network is connected to all Units,
Head Office and Marketing Offices via satellite through NICNET. Lotus Notes 4.5
on Windows NT facilitates e-mail within and outside the country.
Aonla Unit’s own website has been placed on Internet so as to enable others
to know about the success story of Aonla Unit.

ENVIRONMENT MANAGEMENT

IFFCO understands its responsibility towards the environment, therefore, to

maintain the ecological balance, Zero Effluent Technology has been selected for its
plants. The effluent from various plants undergoes extensive treatment and collected
in lagoons from where it is used for irrigation of: the green belt. A large 80 meters
wide green belt has been created around the plant. Some of the important
environment management facilities provided are, deducting system disc-oil
separator, hydrolyser, non-chromate cooling water treatment program and separate
effluent treatment plant. The air quality is also monitored continuously.
The environment parameters that are monitored are well below the MINAS
and other pollution standards. The logons area has become natural habitat for the
migratory birds during winter season and can excel as any picnic resort.

Quality Control
Being an ISO: 9002 Unit, IFFCO Aonla lays much emphasis on customer
satisfaction through quality objectives. To meet its quality objective, a full-fledged
laboratory has been established to monitor quality of production process at various
stages round the clock and as well as the inputs and final product Urea.
 Community Development

IFFCO being an institution is committed to work for the improvement of the

socio economic conditions of rural population around the plant. Aonla Unit has
adopted several villages under its village development scheme .Hand pumps, road
construction, school building and other amenities have been provided in the
surrounding villages. Medical camps, free distribution of medicines, polio and
diphtheria vaccines, family planning and social marketing are the few activities
undertaken in these villages. Subah Ladies Club of township also plays active part
in social welfare by running an education center for the education of poor children.

Human Resource Development

Employee development leads to the organizational development. IFFCO has

grasped this fundamental truth. A fully functional Training and Development
Section has been created to provide learning avenues to the employees. Most of the
employees are recruited as trainees and then required to undergo extensive off-the
job and on -the job training in various disciplines. Other managerial and
developmental training is also arranged in -house as well as at the other prestigious
institutions. The developmental activities do not end with employees but extended
to the families also.

Fire and Safety

Safety and fire prevention bring the primary factor of well being of an
organization. Therefore a well equipped fire and safety section has been established
in addition to various in built safety features of the plants and their technology. Fire
and Safety section has been provided with sophisticated and modern facilities like
fire fighting tenders , rapid intervention vehicle , fire proof clothing , personal
protective equipments , explosive meters, safety belts, air breathing apparatus , etc.
To inculcate safety habit in each of the employee, various safety seminars, training
and competitions are organized from time to time. A detailed on -site emergency
plan has been developed and practiced at regular intervals to maintain preparedness
to meet any eventuality.
 MOTTO OF IFFCO

1. EXCELLENCE IN ENERGY CONSERVATION.

2. COMMITMENT TO BETTER ENVIRONMENT.

3. OVERALL COMMUNITY AND RURAL DEVELOPMENT.

MAJOR AWARDS RECEIVED
 NSCI SAFETY AWARD- 2002 ( PRASHANSA PATRA)

IFFCO Aonla Unit has won the NSCI Safety Award- 2002 ( PRASHANSA
PATRA) from National safety Council of India. The awards committee under the
Chairmanship of Shri Anil D. Ambani has declared the results of the NSCI safety
awards for the year -2002. The achievement reflects the corporate culture on safety
and health built assiduously with commitment and leadership from the top.

The award was presented by Shri Sushil Kumar Shinde , Hon'ble Chief Minister of
Maharashtra at a function held at 10.00 AM on 27th December, 2003 at Walchand
Hirachand Hall ( 4th floor) , Indian Merchants Chamber , LNM IMC Building ,
Churchgate, Mumbai. Shri Anil D. Ambani , Chairman NSC presided over the
function.

The award was jointly received by Sh. V.K.Bali , Sr. Executive

Director(Technical) and Shri H.C.Dave , Sr. General Manager, Aonla Unit.

Above : Shri V.K.Bali , Sr.Executive Director(Tech.)-IFFCO & Shri H.C.Dave , Sr.General

Manager, Aonla receiving the award from Shri Sushil Kumar Shinde , Chief Minister
Maharashtra .

KALOL

 Seven Awards for overall, performance from FAI.

 Two Awards for Industrial safety from GOI.
 Award for Technical Innovation from FAI.
 Two Raj Bhasha Shields for performing Hindi.
  Award for Safety from National safety Council, Chicago.
 Indo German Greentech Environment Excellence Award.

PHULPUR

 Four Awards for Productivity from NPC.

 Six National Safety Awards from GOI.
 Two awards for Overall Performance from FAI.
 Two awards for Technical innovation from FAI.
 Three National Energy Conservation Awards.
 Three Awards for best Environment Protection from FAI.
 Best Environment Excellence Award from Indo-German Greentech
Foundation.
 Best technical Paper award by FAI.

KANDLA

 Twelve safety Award from National Safety Council, Bombay GOI.

 Twenty three Safety Awards from Gujarat Safety Council, Baroda.
 Nineteen Awards for Safety from National Safety Council, USA.
 Letter of Appreciation from CEB for Energy Conservation.
 Raj Bhasha Award for Promoting Hindi.
 Six Awards for Overall Performance from FAI.

OTHERS

 Three awards for Best Display in FAI Exhibitions.

 Two awards for Highly Commendable Accounts.
 Award in Appreciation of Initiative in Family Planning.
 Awards for Best House Journal.
 NOTABLE ACHIEVEMENTS OF IFFCO,AONLA

 Aonla Project “Mechanical” completion achieved within 36 months from

zero date.
 Commissioning of Ammonia Plant within 36 days from the process feed cut-
in into primary reformer.
 Commencement of commercial production in just 42 month from Zero date
inspire of delay in supply of natural gas by M/s GAIL and C02 compressors
by M/s BHEL.
 Implementation of Aonla Project has been taken as modal for future
projects by Govt. of India.
 IFFCO has bagged two prestigious National Awards- One for best project
implementation. (Second prize) by Ministry of Program Implementation,
Govt. of India and other for technical film new horizons- Aonla project
(Second prize) by FAI.
 ASCI, Hyderabad have adopted implementation of Aonla project as a model
case study for there general management level courses.
 The consumption of energy per tone of Urea produced at Aonla has been
record lowest in Indian fertilizer industries.
 The project was implemented with a saving of Rs. 30 Crore from the
original estimate of Rs.696 Crore.
 Doordarshan, Lucknow and Delhi in its National Network presented the
story of the Aonla project highlighting project completion and its other
social activities.
 Development of 50 meter inside green belt around the factory to keep the
environment cleans.
 National Energy Conservation Award —1995 (first prize) in the Fertilizer
Sector by Ministry of Power, Govt. of India.
 Certificate of Merit from NPC for performance in the year 1993-1994.
 PROBLEMS OF THE ORGANISATION

• IFFCO Aonla Unit is a natural gas based fertilizer plant set up on Hazeera –
Beejpur- Jagdishpur (HBJ) Pipeline. This pipeline is running through four states and
has become very old there by posing a threat for the IFFCO Aonla Unit.

• The IFFCO Phulpur Unit is a non- gas based plant running on Naphtha and Coal.
The problem faced by it is that the cost of Naphtha is very high thus increasing the
cost of production.

• The IFFCO Aonla Unit is a subsidized organization but the Government of India is
trying to finish this subsidy as soon as possible.

• The Aonla Unit is also facing a problem of shortage of gas; therefore, the cost of
production is growing higher.
 PERSONNEL DEPARTMENT

INTRODUCTION

The Personnel department is concerned with people at work and with their
relationships with each other. It may be defined as a set of programs, functions, and
activities designed to maximize both personal and organizational goals. It ensures
that the organization attracts and hires qualified, imaginative and competent people.
It involves the establishment of various policies to deal with employees and to retain
them. To this end, it lays rules regarding working conditions, designs appropriate
compensation plans, and strengthens employer-employee relations.

The primary functions of the personnel department are:

1) Organizational planning and development.

2) Staffing and development.
3) Training and development.
4) Compensation, Wages and Salary administration.
5) Motivation and incentives.
6) Employee services and benefits.
7) Employee records.
8) Labor and IR.
9) Personnel Research and personnel audit.
10) It is responsible for initiating and evolving sound personal policies, procedures
and practices.
11) It is responsible for laying uniform service conditions for all the employees.
12) It hold periodic meetings and discussions with representative of all recognized
unions for resolving issues of company wise nature and inter in to agreement in
respect of wages and allowances and allied matters.
 Organizations Structure of P&A Deptt.

Executive Director
(Head Office)

J G M (P&A)

Chief Manager

Senior Manager

Deputy Manager

Senior Personnel/Senior Administrative Officer

Personnel Officer/Administrative Officer

Jr. Personnel Officer/Jr. Administrative Officer

Sr. Assistant

Jr. Assistant
Various section under personnel Department at IFFCO

 HRD CELL
The cells have been created at divisional levels to ensure effective implementation
of HRD plan with special emphasis on Identification of development needs and
preparing manpower for future needs.
It carries out following activities:
a) Recruitment: For recruitment and selection both internal as well as external
sources are used.
b) Internal recruitment: Lower grade employees are promoted to higher grades
according to the eligibility criterion.
c) External Sources: No agencies are hired. Vacancies are notified in employment
Exchange, advertisement in News paper in also given. Usually, external recruitment
is resorted only when internal sources dry up.
2) Selection: After screening of application suitable applications are called for
psychological, personality physical tests and interview. Selection is done by a
selection committee. It consists of Head of concerned Department, Specialist and
member from Personal Department.
3) Training: Most of the employees are recruited as trainees and then required to
undergo extensive off the job and on the job training in various disciplines.

 Posting and Transfers:

Regardless of the post to which an employee is initially appointed and the station
where he is posted. IFFCO reserves the right to transfer him from one post to
another equivalent post and from one station to another, anywhere in India or
abroad.

 Promotion:
IFFCO has a fixed and written promotion policy which is based on both seniority
and merit. Usually it is based on both qualification as well as cadre.

 Termination :
An employee’s service may be terminated at any time on one month’s (but not less
than 30 days) notice on either side or by the emp1oye.
Industrial Relation :
The organization has set up healthy traditions in encouraging and fostering cordial
and, harmonious industrial relations in dealing with employees.

The main functions of IR section are as follows:

1) Compliance of statutory provisions.
2) Dealing with unions.
3) Participate Dispute.

 Welfare:
This sections deals with various welfare activities. (Like sport and cultural
programmed for employees, Canteen facility etc.)

 Time office:
Keep track of employee attendance. Employees are given electronic cards which are
to be electronically punched at the time of entering or leaving the office.

 Provident fund :
IFFCO has its Own Board of Employees Provident fund as per EPF and misc.
Provisions. Act, 1952 and PF benefits shall be as IFFCO EPF rules.

 Retirement:
Retirement and super annotation shall be at the age of 60 years.
 Various Section Under Administration Department:

 Estate Office:
Takes care of sanitation of plant and township, allotment of houses, shops etc.
Administration department also take care of indirect facilities like medical, HBL,
libraries etc.

 Horticulture:
Looks after the plantation in the whole IFFCO Unit including township.

 Guest house:
Proper maintenance of guest house is required for accommodation facility to people
like contractors, trainees etc.

 Sanitation:
Takes care of sanitation of plant and township.

 Transport:
Takes care of proper running of transport facility provided to the employees.

 General Administration:
It takes care of other things such as furniture and fixtures, stationery, stock and non
stock items.

 Hospital:
Attention is paid by Administration department for proper running of hospital,
responsible for appointment of doctors and hiring specialists.
 CUSTOMER

SATISFACTION
 CUSTOMER SATISFACTION

Customer satisfaction is the individual’s perception of the performance

of the products or service in relation to his or her exceptions. Customers

usually will have drastically different expectations.

The concept of customer satisfaction is the function of customer

expectations. A customer whose experience falls below expectations

will be dissatisfied and customer whose expectations are exceeded will

be highly satisfied or delighted.

The research indicates that there are rewards for having satisfied

customers which is depicted as below:

 SATISFIED CUSTOMERS

CUSTOMERS TO PURCHASE FROM YOU

(As long as nothing better comes along)

ARE LIKELY TO PROVIDE YOU WITH 3 TO 5 REFERRALS

OVER THEIR LIFETIME OR PURCHASING

UNDERSTANDING THE CONSUMER BASED ON VARIOUS

PERSONALITY TYPE :

Marketers are interested in understanding how a difference in

personality influences consumption behaviour because such knowledge

enables them to understand consumer and to segment and target those

consumers who are likely to respond positively to their product or

service communications.
ATTRACTING CUSTOMERS

Today’s customers are becoming harder to please. They are smarter,

more price conscious, more demanding, less forgiving and they are

approached by many more competitors with equal or better offers. The

challenge, according to is not to produce satisfied customers but to

produce delighted and loyal customers.

Companies seeking to expand their profits and sales have to spend

considerable time and resources searching for new customers. To

generate leads, the company develops ads and places them in media that

will reach new prospects; it sends direct mails and makes phone calls to

possible new prospects; its sales person participate in trade choice

where they might find new leads; and so on. All this activity products a

list of suspect. The next task is to identify which suspects are really

good prospects.

CUSTOMER RETENTION :

The over objective of providing value to customers continuously and

more effectively is because the competitors also to try to acquire highly

satisfied ( Even delighted) customers ; the organization’s strategy of

customer retention makes in the best interest of customer to stay with

the company rather than switch to another firm. In almost all business

situations it is more expensive to win new customers than to keep the

existing ones. Studies have shown that small reductions in customer

defections produce significant in profits because of the following

reasons.

1. Loyal customers buy more products

2. Loyal customer are less price sensitive and pay less attention to

competitors advertising

3. Servicing existing customers, who are familiar with the firms

offering and processes, is cheaper.

4. Loyal customers spread positive word or mouth and refer other

customer.

Further, more, marketing efforts involved in attracting new

customers is expensive, rather in saturated markets, it may be

impossible to find new customers.

RELEVANCE OF POST PURCHASE BEHAVIOR

After purchasing the product, the consumer will experience some

level of satisfaction or dissatisfaction. The marketer’s job does not once

the produce is sole. Marketers need to constantly monitory post

purchase satisfaction, post purchase actins an post purchase produce

uses.
POST PURCHASE SATISFACTION:

What determines whether the buyer will be highly satisfied, somewhat

satisfied, or dissatisfied with the purchase? The answer to this question

can be given as: buyer satisfaction is the function of the closeness

between the buyer’s expectation and the products perceived

performance.

Consumers from their expectation on the basis of messages received

from sellers, friends and other source that give information for instance

even a sales promotion offer. As the gap between the expectations and

performance becomes larger and larger the greater is the consumer

dissatisfaction. This is where the consumer’s coping style comes in to

play. Some consumers magnify the gap when the produce is not perfect,

and they are highly dissatisfied, others minimize the gap and are less

dissatisfied.

The importance of studying the post purchase satisfaction suggests that

the product names must truthfully represent the product’s likely

performance. Some seller’s might even understate performance levels,

so that consumers experience higher – than – expected satisfaction

with their product.

Customers Satisfaction is the critical strategic for any enterprise as we

move towards the 21st century. The message is simple:

Every company must regard each of its customers as a valuable,

irreplaceable asset and treat him or her as they themselves would wish

to be treated. The customers are the organization’s natural resources.

The organization will be doomed as a civilization in spite of all the

material accomplishment if its squanders its natural resources. The

organization will face an equally bleak future if it let its customer

resources depart without any conscious efforts to retain them.

Customer Satisfaction is so powerful that it can be quantified. Customer

satisfaction deals with data, nor theory, and there is a beauty of data:

If we can define it we can measure it

If we can measure it we can analyze it

If we can analyze it we can control it

If we can control it we can improve it

 CONCLUSION

Employee welfare is a systematic and objective way of increasing the

efficiency and effectiveness of the employees. It is an important aspect of factory
life. The added incentives enables the workers to lead a decent life in the midst of
urban congestion, rising inflation and poor living condition. The welfare measures
include services, facilities and amenities extended for the intellectual, physical,
moral and economic betterment of workers. It is a wise investment that helps a firm
attract, motivate and retain people both in times of prosperity and adversity.

In IFFCO proper attention and care has been taken for the welfare of
employees and employees here are very satisfied.

It is probably because of this reason that IFFCO has emerged as a pioneer

organization, the field of Co- operatives and is the leading producer of fertilizers.

The welfare measures at IFFCO whether inside the work place or outside the
work place, extramural or intramural welfare facilities are in compliance with the
Factories Act.

IFFCO has been doing a great job in recognizing the unique place of the
worker in the society and doing well for retaining and motivating employees.
In short IFFCO has been providing its employees the circle of care
as shown below:

Early recognition Avoidance of

and treatment of Stigma and
illness, Discrimination,
Medical Care, Full Social
Psychological Participation,
Support, Human Rights
Hospitalization,
Social support, Skills for care,
Education,
Vocational Support, Financial Support,
Day care, networking with
Long-term care Families.
 BIBILOGRAPHY

 C.B.GUPTA
(Human Resource Management)

 V.S.P RAO
(Human Resource Management)

 P.C. TRIPATHI
(Personnel Management)

 ANNUAL REPORT OF IFFCO

 www.iffco.nic.in

 SERVICES RULES OF IFFCO