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An

Industrial Report
On
KRISHAK BHARATI CO-OPERATIVE LTD. HAZIRA
KRIBHCO

Prepared by

Guided by

Jivani Dhara H.

Mr. Jaldeep Chauhan


Submitted To
Gujarat Technological University
College
S.P.Patel MBA college
DECLARATION

I the undersigned JivaniDhara H. admit that, this project report with KRISHAK BHARTI CO-OPERETIVE
LTD is the result of my study which carried out during 1 st June, 2010 to 15 June, 2010 and has not been previously
submitted to any other university or institute for any other examination and for any other purpose by any other
person.

Place: Junagadh

Jivani Dhara H.

Date:

PREFACE

Industrial growth is the measure of the health of any economy. The technological
development backed by globalization has helped India to make a mark in the industrial world.
The growth in the economy generates a demand for skilled managers. Management is a
science as well as an art. The theoretical knowledge gained in the classroom is not complete
without having practical exposure. Thus practical study forms and important part of the MBA
course. The
MBA course has an edge over other courses due to the emphasis laid on practical training
and the reports made there from. The students go for industrial visits and make reports on them.
Moreover the students have to make a report on a product which will help them to know how a
unit is being set up. This actually helps them to know how the theories they learn are actually
implemented in the working premises.

ACKNOWLEDGEMENT

I am glad to express my profound sentiments of gratitude to all who rendered their valuable help for the
successful completion of this project report titled, EMPLOYEE WELFARE MEASURE IN KRIBHCO
I record my deep sense of gratitude to Mr. N.K.SAHOO(Chief Manager) who had given me a chance to do a
project under this roof of KRIBHCO and given opportunity to know the functions of HUMAN RESOURCE.
3

Im also thankful and would like to show our special gratitude to Mr. N.K.Sahoo(Chief Manager),
Mr.Raviaiyar(Officer) would like to thank sincerely from the deep of my heart as they were the persons who
constantly guided me and gave me the practical knowledge of the subject.
My genuine sense of gratitude goes to the respective university that gave me a chance to brighten my
academic qualification that provided me this opportunity to have a practical knowledge of relevant fields

EXECUTIVE SUMMARY

The study undertaken by the student is mainly focused on the management as well as
the getting exposure of all the department of the organization and the analysis of
welfaremeasures of employee welfare of the company.
The organization is a large-scale successful player in urea sector n chemical sector. The management of the
organization does the utilization of assets and funds effectively and efficiently.

The study undertaken with aims of following objectives,


To determine the various techniques for employees safety and security regarding the job.
4

To determine the employee welfare during their job


To determine the marketing distribution channel, financial position of the company,production capacity of the
product.

Thus, this report contains the Production dept., marketing dept., HRD dept. finance dept. of the organization.

CONTENTS
SR.

PARTICULAR

No.

PAGE
No.

Executive summary

Overview of the company

Production department

15

Human resource department

21

Marketing department

38

Finance department

44

Welfare measure

50

SWOT analysis

Future plan

60

Literature review

62

10

5
7

58

11

Research methodology

65

12

Research finding

89

13

Recommendation

91

14

Conclusion

93

15

bibliography

95

INTRODUCTION OF FERTILIZER INDUSTRIES

Agriculture accounts for nearly 1/4th of India's GDP and more importantly, about 2/3rd of the country's
population is dependent on agriculture and allied activities for their livelihood. As per statistics nearly 175 lakh MT
of fertilizer nutrients are required every year in this country.
The demand of fertilizers was so high that India had to import almost 30% of its requirement from other
countries. Therefore, to achieve the economic growth, agriculture base of the country must be strengthened. To attain
this objective, agriculture practices have to be improved from their traditional pattern to a higher technological track
involving better irrigation and use of better quality seeds, fertilizers, insecticides & pesticides. Therefore, chemical
fertilizers are key player in this process and fertilizer industries plays quite a major role in increasing food production
in the country and also helps to modernize the out look of the common farmers and make them innovative and
respective to the new technology change.
Fertilizer is the material, which supplies the chemicals elements required for plant growth. Primary nutrients
like nitrogen, phosphates and potassium (required for fertilizer land) are supplied through chemical fertilizer.
Fertilizer production is of permanent importance for this country because fertilizer increases agriculture
productivity. One hand population increasing but on the other the supply of land is totally fixed. So we have to
produce more without any increase in arable land area. This can be done if productivity goes up. And fertilizer plays
a major role in productivity escalation.
With this twin objective, Retention Price Scheme (RPS) for fertilizers came into picture. In this scheme
government has brought the fertilizer under the preview of Essential Commodities Act (ECA) in which the retail
price of fertilizer to the farmer is notified by the Government of India from time to time. This retail price to the
farmer is uniform throughout the country and is subject to local taxes applicable under the respective States.The
7

work of administering the Retention Price Scheme (RPS) is entrusted to Fertilizer Industry Co-ordination Committee
(FICC) which works under the control of department of chemicals and fertilizers.

GENERAL INFORMATION

Organization:-

KrishakBharati Co-Operative Ltd.

Registered office:-

Red Rose house, 49-50,


Nehru place,
New Delhi-110019

Corporate office: -

A 8-10, Sector-1,
Noida-201 301,
Distt.GautamBudhNagar (U.P)

Fertilizer complex:-

P.O.KRIBHCO Nagar,
Surat-394515
Gujarat.

Date of Establishment:

April 1980

Core business:-

Manufacture & Marketing of Urea, Bio-fertilizers, seeds.

Legal status:-

Multi State Co-operative Society

Chairman:-

VaghjibhaiR.Patel (from Rajkot)

PROMOTERS

GRAMIN VIKAS TRUST

GVT is a separate legal entity promoted by KRIBHCO. The project is now being implemented by GVT with
the assistance of department for international development, U.K.

INTRODUCTION OF KRIBHCO
KRIBHCO the worlds premier fertilizer producing co-operative has an outstanding track record to its
credit in all spheres of its act ivies. Since 17th April 1980 as a rational level Co-operative society to manufacturing
and distribute. Chemical fertilizer and allied farm imputes KRIBHCO imbibed the co-operative philosophy
fulfilling its commitment to strengthening and promoting the cause of agriculture development and co-operative
movements in the country.
KrishakBharati co-operative limited popularly known as KRIBHCO has been registered as national level
co-operative society under the provision of the multi-state co-operative societies act, 1984.
TheKRIBHCO hazira unit is located around 15 kms, west of Surat and lies on the north of river Tapti. An
all weather road from Surat to hazira connects the plant site with the city. The cannel belonging to irrigation
department is running on the plant site and is feeding water from Ukai. A railway feeder line apporx. 55 kms. Long
has connected the site with Bombay Ahmadabad main line.

KRIBHCO Network: -

Head office: - fertilizer plant, Noida, Delhi

(I) Plant:- Surat Gujarat


9

(II) Bio fertilizer plant: - Surat (Gujarat)


(III) Seed processing plant: - Andhra Pradesh, Gujarat, Haryana,

M.P. , Punjab, Rajasthan, U.P. (For Punjab &

Haryana)

Zonal offices: - Bhopal, Bangalore, Lucknow and Chandigarh.


State mktg. offices: - Jaipur, Ahmadabad, Chennai, Mumbai, Bangalore, Patna, Lucknow, Chandigarh,
Bhopal, Hyderabad, Guwahati, Dehurdun, Kolkata

Besides marketing its products KRIBHCO carries out various other programmed like farmers benefit
programmed, sanket Haran bimayojana, marketing of BVFCL (Brahmputra valley fertilizer corporation limited) vred
seed multiplication programmer, graminvikas trust (rural development trust)

MEMBERSHIP

10

A cooperative thrives on the trust of, its members. The total Membership in KRIBHCO is open to government of
India, national state and district and village level cooperative society. At the initial stage, way back in June, 1981 the
total membership in KRIBHCO was only 221 cooperative societies which rose significantly to 6306 cooperative
societies as on march 31,2007 as against 6242 as on march 31 2006. Phenomenal progress made by the society
becomes a testimony to the ever-increasing membership over the years.
The total paid up share capital as on March 31, 2007 was Rs.396.05 crores, as against Rs.394.62 Crores in the
previous year. During the current financial year, the society has refunded share capital of Rs2.20 Crores to
government of India respectively.

MISSION

A)

To contribute to agriculture &rural development in the regins.

B)

Services to members of cooperatives society by selecting financing

11

C)

Managing society desirable and commercial profitable investment opportunity preferable at multiple
locations.

VISION

They want to be a world class organization that represents the farmer community and maximizes returns to
them through specialization in agricultural inputs

and products and other diversified

businesses

that

maximize stakeholder value.

DEPARTMENT & MANPOWERS OF KRIBHCO

Financing & Accounting

62

Personnel & administration

82

HRD

09

Security

101

Material

55
12

Medical

32

Mechanical

210

Transportation

29

Fire safety

45

Purchase & store

56

Instrument

90

Electrical & civil

101

Ms System

13

Laboratory

54

Production (HEAP Plant)

440

Total

1379

Contract labor

1600

Total manpower

2979

13

INTRODUCTION OF PRODUCTION

Production is the process by which, raw materials and other inputs are converted into finished products. It
involves many functions such as manufacturing process, product and process design, plant layout, inventory control,
plant maintenance, etc.
KRIBHCO has the Production Department in the Plant Premises and it works in harmony with the Marketing
Department and Transportation Department as well as all other departments. It also includes Stores and Purchase
Department which take care of all the materials used in the production process.

INTRODUCTION TO PLANT

14

The KIBHCO Hazira Plant in two phases produces a total of 1.45 million tones of Urea per annum. The main
plants consists of two Ammonia plants, each of 1350 MTD capacity and four Urea streams of 1100 MTD capacity.
Another necessary supporting facility include Raw material storage, water pretreatment plant, D.M water
plant, Steam & power generation plant, plant-air & inert gas plant, ETP, urea storage & product handling plant.
The Hazira plant consists of Urea Complex, Ammonia Complex and Offsite Plants which includes supporting
facilities.

PLANT DETAIL
AMONIA PLANT

Process description Ammonia plant


The steam reforming Ammonia process involves the following basic steps:
15

I.
II.
III.
IV.
V.
VI.
VII.

Desulphurization
Steam reforming
Shift conversion
Carbon Dioxide removal
Methanation
Ammonia synthesis
Refrigeration system

UREA PLANT

PROCESS DESCRIPTION

I.
II.
III.
IV.

Main Sections
Synthesis
Purification and Recirculation
Concentration and Prilling

16

OFFSITE PLANT

OFFSITES is the Off the Site plant. All those plants, which are not within battery limit of main process
plants, are called Offsite facilities. All the supporting plants of Urea & Ammonia plants are called offsite plants.
The major offsite plants at KIBHCO Hazira Complex are:
I.
II.
III.
IV.
V.
VI.
VII.
VIII.
IX.
X.
XI.
XII.

Raw Water Canal, Kakarapar Pump House & Reservoirs


Water Pretreatment Plant
D. M. Plant
Cooling Towers
Inert Gas Plant
Air Compressor House
Ammonia Storage & Handling
Effluent Treatment & Disposal System
Drinking Water Supply System
Sewage Treatment Plant
Emergency Power Generator Sets
Centralized Chemical Storage & Handling

Operations of all the sections including procurement of chemical, procurement of Raw Water and disposal of
effluent is monitored round the clock by a team of Executives and Operatives including Sr. Manager (Offsite).

17

Offsite has to coordinate with Irrigation Department to get timely water supply and also reasonable billing for the
supplied water. Offsite earns revenue by selling Liquid Nitrogen & Liquid Ammonia for non-fertilizer uses. Offsite
has to keep liaison with Maintenance department to get sections maintained in good health.
Thus, the chain of the responsibilities remains endless, but a small team of 61 persons including Sr. Manager is
fulfilling all these tasks, Managers, Dy. Managers, Sr. Engineers, Engineers, Asst. Engineers, Ch. Operators, Sr.
Operators, Operators and Asst. Operators. This is possible obviously with the sweet and cordial relations among the
members of the team.

18

HUMAN RESOURCE MANAGEMENT

Human Resource Management is that part of management which is concerned with people at work & their
relationship within the organization. The term Human Resource Management refers to the management of personnel
in the organization of any company to achieve the predetermined goals. The duty of the personnel manager is to look
after the personnel department and various functions of the personnel like recruitment, selection, promotion, transfer,
etc.

19

In KRIBHCO, there is Personnel & Administration Department to carryout the functions of Human Resource
Management. Here, the term Personnel & Administrations refers to the administration of personnel.
The objective of this department is as below:
(1) To ensure satisfaction to the workers so that they are freely ready to work.
(2) To attain maximum individual development.
(3) To improve efficiency of the human resources.

EMPLOYEES ARE ITS GREATEST ASSETS

KRIBHCO from its very inception has been striving to build up a sound & transparent organizational culture
to inclusive to sense of belonging among its employees.

Personnel & Administration department mainly deal with:


I.
II.
III.
IV.
V.
VI.
VII.

Manpower Need Why? Where? How? And When?


Recruitment & Establishment functions
Performance Appraisal
Welfare & other services
Loans & Claims
Industrial Relations and
Other miscellaneous functions.
20

HUMAN RESOURCE DEPARTMENT

KRIBHCO consider its human resources as the greatest assets. It invests time and money to develop
its employees through various HRD mechanisms. Regular in-house training programs sponsorship to outside training
institution, brainstorming, problem solving workshops etc. are conducted for employees at all level.
Structure:Chief Manager
Senior Manager
Manager
Deputy Manager
Sr. Assistant Manager
Assistant Manager
Junior Manager
21

HRD Activities:
In our endeavor to facilities KRIBHCO employees towards their growth and development the activities have
been continuing at reasonable fair pace.
I.

An exclusive in-house training program has been designed to upgrade the technical knowledge of our

II.

operators.
Self-awareness and inter personnel relationship play a vital role in brining about a sea change in the
functioning of any system comprising human and hence they have been organizing these programs on a

III.
IV.

continues basis to give exposure to all employees in a planned and phased manner.
Technical and non-technical programs.
Orientation training programs for new employees.

HR planning:-

HR planning includes estimation of how many qualified people are necessary to carry out the assigned
activities, how many people will be available and what if anything, must be done to ensure that personnel supply
equals personnel demand at appropriate point in future. It is the foundation for all personnel functions.
In KRIBHCO, forecast of manpower is based on expected promotion and retirement. In KRIBHCO,
bottom-up approach is used i.e. manager or department head submit their departmental proposal to Establishment
Section, which is forwarded to corporate office.

22

TRAINING AND DEVELOPMENT

Organizations become dynamic and grow through zeal, caliber and vision of their Human Recourses.
KRIBHCO has always considered development of Human Resources as its most important responsibility because
this alone ensures the well being and growth of the origination. Training and development activities of society from a
part of continuous process in integrating the organizational needs and the needs of individuals, willingness to
change for betterment is the pre-requisite for moving towards excellence.
Training forms the most important function in the development of the human resources training is giving at
there different phases:

Individual Phase
Management Development Phase
Organization Development Phase

The objectives of training program at KRIBHCO have a very wide scope, which is as follows:
I.
II.
III.

To minimize the time gap in learning new development.


To equip the participants with requisition ability so that they can work with minimum supervision.
To enable employees to update their knowledge and increase the level of performance on their present job

IV.

assignment as well as canalize their inherent potential, in order to make him Holistic Person.
To foster initiative, self confidence and to overcome manpower obsolescence occurring due to age,

V.
VI.

temperament, lack of motivation or inability of person to adapt to changes.


To impart training to new entrants to enable them to take up their assignment effectively.
To create an environment of We feeling and enhance accountability of people.

Identification of Training Needs


23

A committee has been constituted at Head Office for identification and assessment of training needs of each
employee posted at HO/ CMO/ SMOs. On the basis of specific recommendation of Head of departments, employees
the committee would nominate employees for various seminar / Training Programs / Conferences etc, either in India
or abroad to meet the development needs.
Training Program:HRD Department at KRIBHCO is conducting various programs for two categories of persons.

Non-Employees
Employees of KRIBHCO

(1) Non-Employees:HRD Department of KRIBHCO is dealing with training apprentices under Apprentice Act, 1926 for the
categories such as ITI and Diploma, Graduate Engineers and Science Graduate in the following Trades:

Fitter
Turner
Machinist
Wireman
Electrician
Tool and Dye
mechanic
Draughtsman
Electronics
Computer Applications

(2) Employee:To sustain the healthy work culture and maximize the utilization of human potential in achieving organizational
objectives, KRIBHCO management has been giving continuous thrust on the following HRD sub-system.
In-house training
After the identification of the training needs of employee and keeping in view the requirement of the society,
the in-house training programs are organized. In such training programs, faculties are drawn from within the
organization and from outside also.
The infrastructure facilities for in-house training at Hazira plant include:
24

A qualification with a capacity for 500 persons.


Two air-condition lecture hales to accommodate 50 persons each.
Full fledged library.

Induction training:New appointees are imparted Induction training covering KRIBHCO`s aim objective and achievement, work
culture, office. Normally internal faculty is drawn for such training. New appointees are put on the job only after
necessary induction training.Similarly, special programs are being designed and the employees who have been
provided to officer category from the workmen category in the recent past.

PERSONNEL & ADMINISTRATION

Personnel Department is that part of management, which is concerned with people at work 7 their
relationship within the organization. The term personnel management refers to the management of personnel in the
organization of any company to achieve the predetermined goals. The duty of the personnel manager is to look after
the personnel department and various functions of the personnel like recruitment, selection, promotion, transfer, etc.
As there is so much important of the heart in the human being so much as there is also importance of person in any
organization. Person working in the organization are considered as the blood and heart of the organization. The
success of unit mainly depends upon the personnel function in any organization. As in the organization there must be
maintain good relation between personnel of different department. Personnel manager plays very important role
between employers and employees.
The objective of this department is as below:

25

To ensure satisfaction to the workers so that they are freely ready to work.
To attain maximum individual development.
To improve efficiency of the human resources.
Realizing that employees are its greatest assets, KRIBHCO from its very inception has been striving to

build up a sound and transparent organizational culture to inclusive to sense of belonging among its employees.

Personnel & Administration department is divided into two major departments.


I.
II.

Personnel Department
Administration Department

The personnel department is further sub divided into four sub-division:


A.
B.
C.
D.

Recruitment and Establishment cell


Tine office and Wage & Salary Administration cell
Industrial Relations cell
Contract cell

The Administration Department look after the following matters:


A.
B.
C.
D.
E.

Canteen
Transportation
Township
Horticulture
Guest house/ temple/ garden maintenance etc

26

GRADE SYSTEM IN KRIBHCO

Managing Director

Director [Operations/ Marketing/ finance]

B1

Executive Director

Senior general manager/ General Manager

Joint general manager / Chief Manager

Senior manager/ CMO

Manager

F1

Deputy Manager/ senior M.O.

Sr. Assistant manager/ Sr. area manager/ Sr. engineer/ foreman

G1

Assistant manager/ Engineer/ Assistant foreman

G2

Assistant Engineer/ Assistant manager

Joint manager/ P.S.

27

RECRUITMENT & SELECTION

Organizations are dynamic, organic ongoing systems consisting of many individual. A successful
management focuses on the individual and then attempts to relate the individual to the group and different groups to
the organization. Individuals join organization to fulfill their goal and aspirations within the framework of the
organization. It is one of the major functions of management to convert the goals and aspirations of the individuals
into the goals of the organization.
KRIBHCO in the formative stages inherited miles and practices from IFFCO. Subsequently, need was felt to
streamline and standardized the existing practices and to evolve R&P guidelines for KRIBHCO.
In line with the above, R&P guideline were formed and revised from time to time. There are only guideline
for the management and do not contain the detailed procedure to implement the same.

28

Sources of Recruitment:-

Vacant positions are filled up through internal or external sources of recruitment.


(1)

Internal Sources of Recruitment:


Promotion
Lateral Transfers
Amongst Trainees/ Apprentices

(2)

External Sources of Recruitment


Open Advertisement
Employment Exchange
Campus Interview
On deputation from Government/ Other organization
On contract for specific period

All recruitment to H1 grade and below is done on local unit basis. For G2 grade and above, it is done at all
India bases. For grade D and above, as per the selection post and management specification.

INCREMENT

29

Employees shall be entitled to annual increment in accordance with the increment rates specified in various
pay scales.
The first increment shall be awarded to KRIBHCO employees on initial appointment subject to satisfactory
completion of probation period in the following manner:

FOR EMPLOYEES JOINING BETWEEN

DATE OF INCREMENT

a) 1st January to 30th June

1st January

b) 1st July to 31st December

1st July

In case of promotion to the next higher grade, the date of increment of an employee arrived at on his initial
appointment in KRIBHCO shall remain unaltered throughout his service career in KRIBHCO unless otherwise
specifically ordered by the Management to take care of the anomaly in pay fixation and Leave Without Pay/ Absence
from Duty.
If an employee remain absent from duty on account of leave Without Pay, Unauthorized Absence, the date of
award of next annual increment shall be postponed by the corresponding period for which he remained on LWP/
unauthorized absence.

WAGE & SALARY ADMINISTRATION

30

Wage & Salary Administration refers to the establishment and implementation of sound policies and practices
of employee compensation. Generally, the remuneration paid to the workers known as wage while the payment made
to office staff known as salary.
Wage is the remuneration paid for service of labour in production, skilled and unskilled person or employer,
worker technicians. Salary refers to the monthly paid to clerical administrative and professional employees.

A sound wage & salary administration tries to achieve these objectives:


(1)

For employees:
Employees are paid according to requirement of their job. This eliminates inequalities.
The changes of favoritism are greatly minimized.
Employees morale & motivation are increased because wage program can be explained & based upon facts.

(2) To Employer:
A wage & salary Administration reduces the likelihood of friction & grievance over wage inequities.
It enhances an employees morale & motivation because adequate and fairly administered wage are basic to

his wants and needs.


It attracts qualified employees ensuring an adequate payment for all the jobs.

The information about employees, presentation and absence provided by the tine keeping system is directly
linked with computer section. Then after pay slip is preferred with the Master-Date. Finally after all additions and
deductions, pay is paid to the employees. The productivity linked bonus and incentive schemes also introduced by
the KRIBHCO. The employees of KRIBHCO have been paid bonus linked with productivity i.e. annual capacity
utilization of the plant and materials.
In KRIBHCO calculation of wage and salary is done by establishment section in Finance & Account Department.
In this section, wage and salary is calculated on computers. It is the responsibility of personnel department which has
to handle wages and salary distribution together with account department.
Salary are payable on the last but on working day of every month. In this organization for the wage and salary
administration, first prepared the Master-Date under the personnel department. In this Master-Date there are various
31

column like grade, employee number, pay scale, code, P.P. Account, number, name, basic-pay, living-pay, house rent,
over-time pay, medical allowance and other facilities rate etc.

Demotion:Demotion in any organization is very rare. The same is the case in KRIBHCO. Demotion in the
company occurs only in case of major indiscipline. This action is taken after much inspection of the fault made. A
special committee is formed for the inspection of the whole matter and then finally a report in generated whether the
employee is found guilty or innocent. It even involves legal and police formalities many times. Provisions of this
indiscipline are available under certified standing order. Some of the Major Indiscipline is as follows:

I.

Breach or habitual breach of the provisions provided in the service rules framed or instructions or orders

II.
III.
IV.

issued by the management from time to time and in force.


Insubordination or refusal to obey.
Violation of any condition or term contract or employment.
Any big loss suffered by the company due to any employees disregard of operation or carelessness in

V.

operation or maintenance.
Acting in a manner prejudicial to the interest or reputation of the organization.

32

VI.

International non-submission/ late submission of immovable property return in the manner prescribe rules of
complete account of movable or immovable properties acquired by the employee or concealment of any
material fact relating to acquisition of such properties.

33

INTRODUCTION OF MARKETING

Marketing is the process of planning & executing the conception, pricing, promotion and distribution of
ideas, goods and services to create exchanges that satisfy individual and organization goals.
In simple sense marketing is concerned with selling. But now days the concept has enlarged its meaning. We
know that a product is provided with the aim of sale. Marketing management covers marketing research, new
product development and so many other important functions.
The important responsibilities of the marketing departments are: I.
II.
III.

Volume sales: - total production to be sold in each season.


Price realization: - selling price at level to the consumer (farmer) at MRP.
Cost of marketing: - discounts, credit, distribution expenses, traveling and communication &warehousing
expenses, advertising& sales promotion expenses, etc should be minimal.

34

MARKETING IN KRIBHCO

In KRIBHCO marketing management has the task of regulation of level, liming and character of demand in a
way that will help the organization to achieve its objectives. The aims of producer totally depend on marketing,
without marketing not a single unit can run.
KRIBHCO marketing philosophy aims not to sell fertilizer but to help farmers by education them the
modern farming technology and the use of fertilizer for optimum crop out. KRIBHCO sold urea mainly through cooperative societies. KRIBHCO has been making celebrate arrangements for dispatch of urea from plant site to
various destinations as per requirement by optimum use of rail & road.
In KRIBHCO marketing is done by head office at Delhi. KRIBHCO has nationwide marketing network and
has covered all major stated in the countries. Presently it is operating in the Uttar Pradesh, Himachal Pradesh, Delhi,
Madhya Pradesh, Maharashtra, Karnataka, Tamilnadu, Punjab, Haryana, Gujarat, Rajasthan, Andhra Pradesh, West
Bengal and Bihar. (Chart) &marketing act ivies.
Marketing Activities:

Farmers Benefits programmes.


Marketing of BVFCL urea,
ISO 90001-2000
Seed multiplication programme
GraminVikas Trust. (Rural Development Trust)

35

Being in the co-operative sectors, the society has been marketing its product only through co-operative and
institutional agencies. Besides providing its products to Apex level co-operative federation/ institutions in most of
states, it has also been supplying its product grass-roof-level societies in the states of Uttar Pradesh, Andhra Pradesh,
rajasthan, and the focal points in Punjab, apart from Krishakbhartisewakendras (KBSKS). The direct supplies to
primary Agriculture co-operative societies (PACs)/ focal points not any only helps in timely availability, and increase
in fertilizer consumption, but also provides maximum benefits to the societies for making the financially strong.
During the year under review, the society was given an allocation under ECA in almost al the major states in
the country. The society marketed its product in t5he states of Uttar Pradesh, Uttranchal, Punjab, Himachal Pradesh
Karnataka, Tamilnadu, Bihar and west Bengal. The society sold 98% of its ECA allocation against the national
average of 92%.
Mode of Distribution: Proper planning and close monitoring enabled the society to dispatch it urea as per ECA allocation from plant
site to various destinations by optimal use of rail and road mix.
Railway: - major part of fertilizer almost 79% is transported through railway line to the states like Maharashtra,
Madhya Pradesh, Punjab, Haryana and Uttar Pradesh.
Roadways: - the dispatch of fertilizer through roadway is limited to the state like Gujarat, Rajasthan, Madhya
Pradesh, and many other states is round around 21%. Pie chart.

Road; 19%
Rail

Rail;Road
81%

Pricing policies: 36

Profit of company mainly depends upon cost of production and price of the products manufactured. KRIBHCO
as a manufacturer of fertilizer has very limited role to play in declaring the prices of fertilizer as the price of fertilizer
is decided by the government under the Essential Commodities Act (ECA).
When pricing of the fertilizer is regulated by government following points are taken into consideration: I.
II.
III.
IV.

Cost of production
Transportation cost
Profit margin
Taxation rate

Although the fertilizer manufacturing cost is high, the prices are fixed by Govt. in the form of subsidy to the
manufacturer.

COMPETITORS
KRIBHCO generally dose not face any stiff competition as the government decides the major parts of
its marketing activities. Chemicals and fertilizer ministry of India decides the ratio of sales of fertilizer and chemical
in the industry. Generally competition exists in free trade. Some of the competitors of KRIBHCO are:

Sr. no

Name

GNFC

Gujarat Narmada Fertilizer Corporation

GSFC

Gujarat State Fertilizer Corporation

IFFCO

Indian farmer Fertilizer Corporation

RCF

Rashtriya Chemical Fertilizer

NFL

National fertilizer Ltd

HFC

Hindustan Fertilizer Corporation

FCL

Fertilizer Corporation of India

Nagarjuna

37

Chambal

38

INTRODUCTION OF FINANCE

Finance is the blood of the business. Finance Management is that managerial activity which is concerned
with the planning and controlling of the firms financial resources. Finance management is the most important
activity of the firm and it means that the firm secures capital, if needs and employees it.
Finance management is mainly concerned with raising fund in the suitable manner using the funds as
profitably as possible, planning future operations and controlling current performances and future developments
through financial accounting, cost accounting, budgeting and other functions.

ABOUT KRIBHCO

The Finance and Accounts Department of KRIBHCO plant is located in the Administration Building, which
is situated outside the Plant factory gate. The Finance & Accounts (F & A) Department is a service department and
its name function is to co-ordinate the financial activities at Plant Site. The F & A department maintain the records as
required under various statute and get the same audited by Statutory Auditors under the functional supervision and
guidance of KRIBHCO CO-OPERATE OFFICE at NOIDA.

39

FINANCIAL PLANNING

Planning is the design of a desired future state of an entity and of the effective way of bringing it about. Also
it involves the determination of the future causes or action for accomplishing the objective of the enterprise.
Financial planning is essentially concerned with economical procurement & profitable use of funds. It is used
for determined by realistic investment decisions. Financial planning should estimate the resources that will be
required to carry out the operation of the firm and determine how for these resources can be generated by the firm
itself and how far they will have to be attained externally.
KRIBHCO has a fixed policy for financial planning and it depends upon the requirements of the fund
whichever they use. Then a report is prepared by the finance manager including total requirements. He collects the
information and prepares the report and submits it to the Managing Director.

FINANCIAL POLICY

Basis of preparation
40

The financial statements of the society are prepared under historical cost basis and in accordance with the generally
accepted accounting principles applicable in India and provisions of multi state cooperative societies Act, 2002.
Investments
Long term investments are valued at cost. Provision for diminution in the value of such investments is made only if
such a decline is, other than temporary, on individual investment basis.
Inventory valuations
I.

Stores spares & packing materials are valued at weighted average cost. Spares, which are, repaired either
departmentally or through outside agencies, are taken into inventory at a nominal cost of Rs.1/- each. Items of
stores & spares, which are surplus, slow & Non-moving, are valued at lower of cost or net realizable value

II.
III.
IV.

based on technical estimates.


Stock-in-process at the close of the year is valued at lower of cost or net realizable value.
Finished stocks are valued at lower of cost or net realizable value.
Stocks of seeds, chemicals, Dap and damaged good are valued at lower of the cost or net realizable value.

Assets
Fixed assets are stated are historical cost less accumulated depreciation.
Depreciation
Depreciation on fixed assets is charged on straight line methods as follows:
I.

On the assets added up to March 31, 1991, at the rates derived from the rates provided for the corresponding
assets under the income tax rules in force at the time of purchase or acquisition of assets. In respect of plant

II.

and machinery, they are based on normal rates even where the rules provide for higher rates.
On the assets added from April 1, 1991, at the rates prescribed under schedule XIV to the companies Act,

III.

1956.
With effect from April 1, 2001, additions during the year are depreciated on pro-rata basis. Similarly,

IV.
V.
VI.

depreciation on the pro-rata basis is provided on assets sold/discarded during the year.
Assets individually costing up to Rs. 5,000/- are fully depreciation in the year of acquisition.
Leasehold land is amortized over the period of lease.
Intangible assets representing computer software is amortized on straight line method over 3 years on prorata basis.

Retirement Benefits

41

I.

In respect of accruing liability for gratuity, the societies makes contribution to the gratuity fund trust on the
basis of advice received from the life insurance corporation of India. The trust has taken a group gratuity
policy under cash accumulation scheme from life insurance Corporation of India to cover the gratuity

II.
III.

liability.
Encashment of earned leave and medical leave is being provided for on actuarial basis.
The society has been depositing provident fund and pension contribution with KRIBHCO employees
provident fund trust and provident fund Authorities respectively.

Sales
Sales are accounted for on the basis of Released orders issued to customers. Sales in the state of Gujarat are
accounted for on dispatch basis and sales through KrishakBharatiSewaKendras are accounted for on cash and carry
basis.

Subsidy from government under retention price scheme


The subsidy from the Government of India under Retention price scheme as notified from time to time on
account of retention price and Equated fright is accounted for as income on the basis of movement of stocks from the
factory.
Increase/decrease in subsidy on account of changes in the Retention price/equated fright, are accounted for in
the Financial Year in which notification for it is issued by Department of Fertilisers.
Prior period income/expenditure
Income/expenditure relating to prior period(s), which does not exceed Rs.5000 in each case, is treated as
income/expenditure for the current year.
Prepaid expenses
Expenditure up to Rs.5000/- in each case, incurred in advance relating to the following year is accounted for in
the year in which the same is incurred.
Taxation

42

Provision for current income tax is made on the basis of assessable income as per Income Tax Act, 1961
Deferred Tax is determined in accordance with Accounting Standard 22 of the Institute of Chartered Accounts on
India. Deferred Tax is recognised, on timing differences, being the differences resulting from the recognition of items
in the financial statements and in estimating its current income tax provision. Deferred Tax assets and liabilities are
measured using the Tax rates and the tax laws that have been enacted or substantively enacted on the balance sheet
date.

43

INTRODUCTION OF WELFARE

Welfare includes anything that is done for the comfort and improvement of employees and is provided over
and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the
employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms.
Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure
for health, industrial relations and insurance against disease, accident and unemployment for the workers and their
families.
Labor welfare entails all those activities of employer which are directed towards providing the employees
with certain facilities and services in addition to wages or salaries.
Labor welfare has the following objectives:

To provide better life and health to the workers


To make the workers happy and satisfied
To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of
living of the workers.

Features of welfare:

44

Labor welfare includes various facilities, services and amenities provided to workers for improving their

health, efficiency, economic betterment and social status.


Welfare measures are in addition to regular wages and other economic benefits available to workers due to

legal provisions and collective bargaining


Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones

from time to time.


Welfare measures may be introduced by the employers, government, employees or by any social or charitable

agency.
The purpose of labor welfare is to bring about the development of the whole personality of the workers to
make a better workforce.

The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for
the organization. The purpose of providing such facilities is to make their work life better and also to raise their
standard of living. The important benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work environment
Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families
help in raising their standards of living. This makes workers to pay more attention towards work and thus

increases their productivity.


Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and

work with a feeling of involvement and participation.


Employee welfare measures increase the productivity of organization and promote healthy industrial relations

thereby maintaining industrial peace.


The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the
welfare policies.

Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee
welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The
statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws
governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948,
Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from
organization to organization and from industry to industry.

WELFARE MEASURE IN KRIBHCO


45

Considering to the Statutory Provisions KRIBHCO provides following welfare measures:The Factories Act, 1984, is one of the Acts, which enumerates a good number of welfare measures to be
provided by and employer of the factory. KRIBHCO provides following welfare measures under Factories Act:-

Cleanliness: KRIBHCO keeps clean both outside and inside factory areas. Housekeeping both in Plant and
Townships is given due importance and proper attention. Even KRIBHCO won Prizes under good

housekeeping many times. Plant premises and Houses in Township are painted or colour washed periodically.
Disposal of Wasted& effluents effective arrangements are being made in KRIBHCO for proper disposal of

wastes & effluents both in plant & Township.


Ventilation and Temperature: Proper actions are being taken for adequate ventilation in work place and

temperatures is maintained for comfort and prevent injury to health.


Dust & Fume: Proper attention is given to prevent harmfulness of dust & fumes, which is injurious or

offensive to the workers employed in factory premises.


As regard to artificial humidification, overcrowding, lighting, drinking water, latrines and urinals, spittoons,

proper actions are taken to provide the aforesaid facilities for proper working of employees inside the Plant.
Safety measures are strictly adhered to provide the safety and security while working tin the plant.
Washing facilities, sitting facilities are provided wherever required.
First Aid Counter is maintained so as to be readily accessible during all working hours with First Aid Boxes
which contains prescribed items and sufficient numbers of Boxes are provided in different locations. First Aid
Counter is also providing inside the Factory premises round the clock in order to meet any eventuality while

working in case of any employee.


Industrial Canteen is provided with subsidized eatables with an objective to provide balanced and clean food.

The industrial Canteen also used by workers as a Lunch Room during working hours.
KRIBHCO has employed Welfare Office who is in charge of Welfare Services provided by KRIBHCO. He

is supervising for proper implementation of welfare activities of KRIBHCO.


Working Hours, Compensatory Off, and Interval for Rest, Spread over, Night Shift and Prohibition of
Overlapping Shift, Extra Wage for Overtime as provided under the Factories Act, 1948 are implemented in

true spirit in KRIBHCO.


As regard to annual leave with wages, wages during leave period, payment of wages in advance is also

implemented in KRIBHCO as per the provision of Factories Act.


Safety and Occupational Health Surveys are done annually to provide proper safety inside the factory
premises and to diagnose any occupational disease and providing treatment for its cure. Surveys are also
conducted to prevent occupational health hazards.
46

(I)Housing:-

Townships facility to the extend of 99% of requirement of employees is provided by KRIBHCO. KRIBHCO
provided semi furnished accommodation with proper housekeeping, security arrangements, repair and maintenance
of houses in Township, cable connection, electrical maintenance in the township for its employees. Park facilities
with equipments for playing of children, sitting arrangement in the garden, lawn maintenance, plantation and
maintenance of trees, maintenance of flower plants for beautification are also being provided. Shopping canters in
the township are provided to cater to the need and requirement of residents of the township. Post Office, Bank and
PCO facility are provided in the township. Township of KRIBHCO, in overall provides facilities for modern life.
(II) Educational Facilities:-

KRIBHCO has provided two schools namely Sunflower School in Gujarati Medium and Central School in
Hindi / English medium. Theses two school are situated inside the township and are having facilities up to 12 th
standard. Both pre-primary and pre-nursery educational facilities are also provided in township. Apart from this,
KRIBHCO provides transport facilities and arrangement for the children of township to avail educational facilities
available outside township i.e. in Surat city or in other nearby areas. Coaching classes and Entrance examination
preparatory classes are also run by KRIBHCO provides grants to Officers Club and Staff Club to maintain Library
and Reading Room in the township. Officers Club and Staff Club arrange Computer-learning classes.

(III) Medical Facilities:-

KRIBHCO provides free medical facilities to its employees, their spouses, dependent members of his family,
be eligible for reimbursement of:

Fees paid by him to an authorized medical attendant for consultation whether at is cleaning or at he

employees residence.
Fees paid for injection, dressing or minor surgery,
Fees paid for X-ray and pathological test etc.
47

Expenses of treatment for chronic or any specialized treatment or incase of hospitalization, at actual.
Reimbursement of medical expenses for routine treatment Rs. 4500/- per annum (2250/- for Township
Residents)

In addition to above KRIBHCO is having its own hospital having both in-patient and outpatient facility.
Specialists from Reputed hospitals /practioners visit KRIBHCO visit KRIBHCO Hospital for Township Residents. In
case of specialized and chronic diseases cases are referred from KRIBHCO hospital to Empanelled Doctor/Hospital
in Surat or outside Surat.

(IV) Recreational Facilities:

Outdoor game facilities are provided like Cricket, Football, Volleyball, Lawn tennis and swimming. Coaching
camps are conducted for these games during summer vacations and sports and games meet are organized in

regular intervals. Even State level and National level facilities are organized for such games.
Annual Athletic meets are organized for employees and their dependant family members.
KRIBHCO contributes grant for KRIBHCO Officers Club and KRIBHCO Staff Club situated in township.
Badminton courts are provided in both the above clubs. Club organizes various cultural and sports & games

activities for their members.


Cable TV connections are provided in each house of the township free of cost.
Marketing Bus facilities for employees and their dependant family member are provided at subsidized cost.
Celebration of Republic Day, Independence Day, May Day, Holi, and Gujarati New Year are being celebrated
with much fanfare and cultural programs.

(V) Other welfare Facilities:

Employees Cooperative Society is there which is managing distribution of Milk, LPG Gas, dealership,

Provision Stores and credit facilities.


Ashirvad Old age home for Township residents.
Workers Education Scheme is prevalent in KRIBHCO.

Employees Relations
48

The Employee relations in KRIBHCO have been very cordial. The work culture in KRIBHCO is of
belongingness wherein there is a sense of caring, security and participation by all. This has been possible only
because of better understanding amongst. Management and Employees Representatives.
The well trained and motivated strength of 2600 employees are organized and represented through single
Union and Association having 100% internal leadership and maintaining independent character, not affiliated with
any Central Trade Union Organizations. It had always preferred to resolve all employees relations since inception.
Annual elections are conducted in a democratic manner and intra union group has ever emerged.

Management has also given a thrust on employees welfare schemes which include a self contained township
having facilities like Health Care Center., two Schools, Clubs, Bank, Post Office, Shopping Center, Cable TC
Network, Games and Sports activities, Cultural activities etc. On the job working conditions and off jobs welfare
facilities have raised the moral and belongingness of KRIBCO employees, which is reflected by the statistics of less
then 1% employees turnover in past 16 years.
It is however unfortunate that KRIBHCO, in spite of its consistently good performance, professional
management, experienced manpower and harmonious industrial relations has not been able to diversify for the last
several years. KRIBHCO would therefore be looking forward to receiving valuable assistance from the Government
of India and other agencies for clearing the KRIBHCOs project proposals on fast track basis.

49

SWOT ANALYSIS

Strength
Kribhco is having Sound financial position.
The Management of Kribhco is very professional.
Kribhco has long standing reputation in the Indian Fertilizer Market.
Staff of Kribhco is very co-operative and hard working.
Kribhco is having skilled employees staff.

50

Weaknesses
Government interference in the management is more comparatively private units.
Kribhco is having overstaffing.
Kribhco is having no debt capital so the advantage leverage can not be taken.

Opportunities
Investment in Oman Project will raise the profit of Kribhco.
Expansion of existing plant at Hazira.
Look for newer Market with diversified product.
Diversifying the business.

Threats
The price of the Row material, i.e. Natural Gas, is increasing continuously.
There is a chance of sharp reduction in Government subsidy in near future.
Kribhco is having very little market share.
In the era of Free Trade, the import of fertilizers may affect the business of the Kribhco.

51

FUTURE PLAN

A joint venture fertilizer project in Oman:


Society has invested US$ 80 million as equity in Oman India Fertilizer plant which has achieved commercial
production on 14th July 2005. The Project has annual capacity of 16.52 lakhs MT Urea and 2.50 lakhs MT surplus
ammonia and has been built at a cost of US$ 969 million. Marketing of Urea produced by this plant has since been
commenced by the society.
Society is in the process of setting up a state of the art mega size ammonia plant of capacity of 1850 MTDP
and urea plant of capacity of 3250 MTDP at existing fertilizer complex at Hazira. Existing infrastructure Facilities
will be utilized resulting in saving of cost. Plant will be based on natural gas and we have energy consumption.
Gujarat state energy generation limited (GSEGL)

52

Society has diversified to power sector and has invested Rs. 48.75 Crores being 30% equity in Gujarat State
Energy Generation Limited, a joint venture company promoted by government of Gujarat, GSEG is operating 156
MW Power Plant at Mora, District Surat.
KRIBHCOs Hazira plant is also going to be expanded. The society is also exploring the possibilities to set
up a 200 MW liquid fuel based power project at Jhunjhunu, Rajasthan. Society has deposited a development security
of Rs.25 lakhs with Rajasthan State Electricity Board (RSEB). Minister of power has given No Objection Certificate
(NOC).

53

LITERATURE REVIEW
The promotion of employee welfare and motivation seems to follow the economic cycle. In the fullemployment 1960s the most requested Harvard Business Review reprint was the article 'So, once again, how do you
motivate staff?' But by the recession of the 1990s and the wave of downsizing, the chilling phrase 'Don't automate,
obliterate' captured the essence of the then leadership fad.
Corporate myth-makers seem to generate the idea that treating employees mean is the surest route to profits
but that occasionally, when labour is in short supply, you might have to toss them a few extra bones to keep them
quiet.
Only when skilled labour is scarce should such 'soft' matters as motivation, prospects and welfare occupy the
attention of senior executives, the theory runs.Not a single research study has supported this view, and hundreds have
questioned it, but it continues to shape opinion. Cynicism, no matter how unsubstantiated in reality, always seems to
sound more business-like than the concepts of empowerment and motivation.
So while corporations have retreated markedly from the absurd excesses of the business process reengineering craze in the 1990s, the worry is that the conversion is only skin deep. Harsh, short-termist attitudes may
resurface if a bout of higher unemployment increases the flow of willing labour.Are there grounds for optimism that
some of the recent lessons learnt on the importance of employee engagement will 'stick' this time around, through all
stages of the economic cycle?

54

There are certainly some grounds for hope. The newer fast-growth companies, notably Google, place a high
priority on creating a motivational atmosphere; the increasing popularity of 'Great Places to Work' lists encourage
employers to take the matter seriously, and the body of literature around emotional intelligence has helped prompt
most organisations to have at least some leadership development initiatives put in place.
Companies with a reputation for efficiency and cost-control, such as the Royal Bank of Scotland and Tesco,
actually place at least as much emphasis on employee development. They are members of the Corporate Research
Forum, a network of leading employers engaged in exploring the links between people strategies and business
success.Indeed it is interesting that the cult of cynicism makes crude caricatures of organisations, such that
attribution of success is always centred on a handful of ruthless actions rather than a more rounded assessment.
The broader lesson is that making people the first priority doesn't mean being nice all the time - although it is
extraordinary the extent to which people on both sides of the argument believe this.
The case is not: 'Let's pretend that the interests of shareholders and employees always coincide; let's never
make redundancies, and we'll all live happily ever after.' Rather it is: 'Let's stop pretending that the interests always
clash; let's recognise that companies consist of people, let's create a motivating atmosphere with prospects, and be
honest when we have to make cuts.'
The companies that adopt this approach are consistently more successful than others, but such is the plethora
of measures and indicators that it is possible not to see this, and to select one or two indicators in isolation to justify
the extremely cynical or extremely idealistic standpoint.Slowly, the message may be getting through, and it may be
that the likes of Tesco and RBS are more telling. After all, it is easy to categorise a company like Google as being for
young, funky people and that motivation only matters to them. When mainstream, grown-up organisations take the
matter seriously there may be more scope for disseminating the lesson.
Many employees may be more sophisticated in their approaches than is generally credited. A curious finding
from a recent survey by Sheppard Moscow was that the UK employees interviewed rated 'having a clear vision of
where the organisation is heading' as the most important leadership attribute. The quality 'putting people before
profit' was the least well rated.
Employees would appear to understand perfectly well that there is little point in 'putting people first' in such
ways that organisational security, and hence job security, are jeopardised. Done in an intelligent way and both people
and profits can be jointly prioritised.According to the Moscow survey, the British working population is savvy
enough to maintain commercial good sense through good and bad economic times. The test is whether their
managers do, too.

55

56

INTRODUCTION OF RESEARCH

ALL PROGRESS IS BORN OF INQUIRY


The research methodology has gone through which path to solve the research problem and which tools have
been adopted to achieve the desired objective and more importantly it tells why only that path or tools have been
chosen and not other?
Many marketing writers confuse the term 'market research' with the term 'marketing research', and
sometimes these two terms are used interchangeably. Thus, it is important to differentiate between the two terms.
Marketing research is defined as "the function that brings the consumer, customer and public to the market through
information - information used to identify and define marketing objectives and problems; generate, refine and
evaluate marketing actions, monitor marketing performance; and improve understanding of the marketing process".
This clearly shows that marketing research is wide ranging in its concerns. The term 'market research' according to
Adcock et al, is "used to define the specialist activities involved in collecting information directly through the use of
questionnaires and other associated techniques". They then emphasize that "it is useful to consider market research
as a specialist activity which is within the scope of the marketing research function" and that it is "concerned with
collecting primary information".

TITLE OF THE STUDY


To conduct study on welfare measure of KRIBHCO

57

(a) Research Objective


Any activity done without any objective in a mind cannot turn fruitful. An objective provides a specific
direction to an activity. Objectives may range form very general to very specific, but they should be clear enough to
point out with reasonable accuracy what researcher wants to achieve through the study and how it will be helpful to
the decision maker in solving problem.
In context of this project study

Primary Objective:
To conduct study on welfare measure of employee in KRIBHCO
Secondary Objective:
Satisfaction of employees in job

(b) Research methodology

(A) RESERCH DESIGN


A research design is pattern or an outline of a research projects working. It is a statement of only the essential
elements of a study, those that provide the basic guidelines for the details of the project. It comprises a series of prior
decisions that taken together provide a master plan for executing a research project.
A research design serves as a bridge between what has been established i.e. the research objective and what is to
be done, in conduct of the study to realize those objectives. If there were no research design, the research would have
only foggy notion about what is to be done. There are numerous specific designs, which can be classified into three
broad categories.
Research design is the conceptual structure within which the research would be conducted.
In fact, it is the general blueprint for the collection, measurement and analysis of data.

58

In context of this project study

The object of study is to gain familiarity with a phenomenon or to achieve new insights into it. So, the research
design is EXPLORATORY type.

SOURCES OF DATA

Collecting the required information from the right source is very important. Sources from which the data are
collected differ as per the required of researcher.
Basically there are two types of data collection sources:

Primary data source


This data is gathering for the first time for the problem solution. Primary data has to be collected through
well-equipped instruments, as they are first hand information collected for the research.

Secondary data source


It refers to already gathered and collected data. These may be internal sources within the clients firms.
Externally, these sources may include books or periodicals, data services, reports and computer data banks.

In context of this project study


Primary data about employee welfare have been collected from the survey of various respondents.

59

(B) UNIT OF ANALYSIS


Collecting the required information from the right source is very important. Sources from which the data are
collected differ as per the required of researcher.
Basically there are two types of data collection sources:

Sampling Unit:
The sampling unit consists of employee of various departments in the company
Sample Size:
Here I have collected the data from 30 employee of the compnay
Sampling Method:
Random sampling method of choosing the samples has been adopted.
(C) SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or
the procedure the researcher would adopt in selecting items for the sample. Sample design may as well lay down the
number of items to be included in the sample i.e. the size of sample. Sample design is determined before the data are
collected. There are many sample designs from which a researcher can choose. Some designs are relatively more
precise and easier to apply than others. Researcher must select the sample design, which should be reliable and
appropriate for his research study.
There are different types of sample design based on two factors namely: the representation basis and element
selection technique. On the representation basic, the PROBABILITY SAMPLING OR NON PROBABILITY
SAMPLING.

In context of this project study


A random sample gives every unit of the population a known and non-zero probability of being selected. Since
random sampling equal probability to every unit in the population, it is necessary that the selection of the sample
must be free from human judgment.
60

So the sampling procedure that selected for research is PROBABILITY sampling.

(D) DATA COLLECTION METHOD

Data, which is required for any research, is to be collected very systematically. Data collection procedure is
carried out into order to know the exact information for the research work. Data collection is done through
questionnaire.

Limitation of the study

Sample size is 30 that are not enough to study of the topic

As a sampling technique convenient sampling it may result in personal bias.

Respondent may had given the bias answer in the form.

Time is main constraint of the research as we have been given training period of six weeks in short for such studies.

61

Questionnaire
Date:
Dear Respondent,
I am student of S.P.Patel MBA college. In which I have to do project report on IMPACT OF EMPLOYEE
WELFARE ON JOB SATISFACTION. I would like to inform that, you are the member of sample size of my
survey. I expect that you are co-operate in my study.
This data use only for survey report and it will be kept confidential.

Personal Information
1. Name
2. Age
3. Sex

:
:
:

Male

Married

Female
4. Marital Status
Unmarried
5. Education

6. No. of children

7. No. of dependent

General Information
62

1. Grade

2. Designation

3. Department

4. Total length of service

5. Why did you choose the job at Kribhco?


[ Please tick mark your answer]
A.
B.
C.
D.

No.

For earning good income


Earn livelihood
Not getting satisfactory job in any other company.
If any other than specify : _______________________________________________
____________________________________________________________________

Questions

Type of work allotted to you is

With help of welfare facilities your living


standard become

The housing provided to you is

The education facility is

10

The cultural and recreation activity is

11

The library facility is

12

The quality of food available in canteen is

13
14
15
16
17
18

Excellen
t

Good

Average

Poor

Welfare officer give response as your


requirement is
Welfare provided in various law properly
followed by Kribhco is
With the help of welfare your social status is
For growth and development of employee
welfare provided in Kribhco is
To attract and retain efficient employee
welfare facilities are
Employee welfare facilities at job place is
63

19

In comparison of other organizations welfare


facilities done by Kribhco is

20

Your satisfaction level is

21. Does welfare provide you satisfaction while on the job?


1. Yes

2. No

22. Does welfare help your family member for enrichment of their life?
1. Yes

2. No

23. Suggestions for betterment of welfare facilities.


_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________

Thank you,

signature of respondents,

64

(5) Why did you choose the job at KRIBHCO?

Sr.no

particular

value

percentage

For earning good income

17%

Earn livelihood

27%

Not getting satisfactory job in any

13

43%

other company
Other reason

13%

Series 1
50%
45%
40%
35%
30%

Series 1

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

Interpretation:From the above table we can say that, the employees are choose job for not getting satisfactory job at other.

(6) Type of work allotted to you is


65

Particular

value

percentage

Excellent

26

87%

Good

10%

Average

3%

Poor

Percentage
100%
90%
80%
70%
60%

Percentage

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

Good

Average

Poor

Interpretation:From the above table we can say that, the employees are given satisfactory work n they are happy with their work.

(7) With help of welfare facilities your living standard become

Particular

value

percentage

66

Excellent

29

97%

Good

3%

Average

Poor

Percentage
100%
90%
80%
70%
60%

Percentage

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

Good

Average

Poor

Interpretation:From the above table we can say that, the employees living standard is high through welfare facility provide by
company.

(8) Welfare facilities of KRIBHCO

particular

Excellent

Good

Average

Poor

Housing

100%

67

Education

80%

13%

7%

Cultural & recreation

90%

4%

3%

3%

Library

90%

10%

Canteen

43%

33%

17%

7%

120%
100%
80%

Housing
Education

60%

Cultural & recreation


Library

40%

canteen

20%
0%
Excellent

Good

Average

Poor

Interpretation:From the above table we can say that, facilities provided by KRIBHCO are excellent.

(13) Welfare officer give response as your requirement is

Particular

value

percentage

Excellent

20

67%

Good

17%

68

Average

16%

Poor

Percentage
80%
70%
60%
50%

Percentage

40%
30%
20%
10%
0%
Excellent

Good

Average

Poor

Interpretation:From the above table we can say that, response of welfare officer is excellent.

(14) Welfare provided in various law properly followed by KRIBHCO is

Particular

value

percentage

Excellent

27

90%

Good

7%

Average

3%

69

Poor

Percentage
100%
90%
80%
70%
60%

Percentage

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

Good

Average

Poor

Interpretation:From the above table we can say that. All the government law is followed by the company.

(15)with the help of welfare your social status is

Particular

value

percentage

Excellent

30

100%

Good

Average

Poor

70

Percentage
120%
100%
80%
Percentage
60%
40%
20%
0%
Excellent

Good

Average

Poor

Interpretation:From the above table we can say that. The statuses of employee are high through welfare facility.

(16)For growth & development of employee welfare provided in KRIBHCO is

Particular

value

percentage

Excellent

30

100%

Good

Average

Poor

71

Percentage
120%
100%
80%
Percentage
60%
40%
20%
0%
Excellent

Good

Average

Poor

Interpretation:From the above table we can say that. The status of employee are high and their growth and development is also
high.

(17) To attract and retain efficient employee welfare facilities done by KRIBHCO is
Particular

value

percentage

Excellent

28

97%

Good

3%

Average

Poor

72

Percentage
100%
90%
80%
70%
60%

Percentage

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

Good

Average

Poor

Interpretation:From the above table we can say that. Employee retention and attraction are high through welfare measure.

(18) Employee welfare facilities at job place is

Particular

value

percentage

Excellent

29

97%

Good

3%

Average

Poor

73

Percentage
120%
100%
80%
Percentage
60%
40%
20%
0%
Excellent

Good

Average

Poor

Interpretation:From the above table we can say that. Employee are very satisfied with the welfare facility provide at job place.

(19) In comparison of other organizations welfare facilities done by KRIBHCO is

Particular

value

percentage

Excellent

30

100%

Good

Average

Poor

74

Percentage
120%
100%
80%
Percentage
60%
40%
20%
0%
Excellent

Good

Average

Poor

Interpretation:From the above table we can say that, welfare facility provided by KRIBHCO is excellent than other company.

(20) Your satisfaction level is


Particular

value

percentage

Excellent

26

93%

Good

7%

Average

Poor

75

Percentage
100%
90%
80%
70%
60%

Percentage

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

Good

Average

Poor

Interpretation:From the above table we can say that, employees satisfaction level is so high because of welfare facility.

(21) Does welfare provide you satisfaction while on the job?


Particular

value

percentage

Yes

30

100%

No

0%

76

Percentage
120%
100%
80%
Percentage
60%
40%
20%
0%
Yes

No

Interpretation:From the above table we can say that, welfare is increase the satisfaction during the job.

(22) Does welfare help your family member for enrichment of their life?
Particular

value

percentage

Yes

26

87%

No

13%

77

Percentage
100%
90%
80%
70%
60%

Percentage

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

No

Interpretation:From the above table we can say that, welfare can create enrichment in the life of family member of employee.

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RESEARCH FINDINGS

Research is done on the various aspects. For the better result analysis of research is good. These all the
aspects have their own identity. Research is totally depending on the respondents reply. Respondents reply is not
properly or accurately the research result is useless.
In this report my topic is WELFARE MEASURES OF KRIBHCO. I have select 30 respondents for the
research. Every respondent are from the various departments.
From my research, the welfare of KRIBHCO is very good from the other company so all the employees are
very satisfied. All welfare facility like housing facility, recreation & cultural facility, welfare facility at job place,
library & education facility are very efficiently provided by KRIBHCO.
79

80

RECOMMANDATION

My topic is WELFARE MEASURE of the company from my research finding. I can conclude that

Facility provided by KRIBHCO is excellent.


Employees are very satisfied with the welfare facility.
They are believe that their social status is become increase.
They get job satisfaction.
Employee retention ratio is also law.
All the laws are followed by the company so there is no complain about the law.

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82

CONCLUSION

After having completed our general training in Krishak Bharati Co-operative Limited, Hazira, we
have come to know its working and understand various departments therein. The training makes us
able to understand the various aspects of management.
After having a detailed study of the various departments of KRIBHCO, we are giving our
conclusion.
By looking at various financial ratio of the KRIBHCO, we are able to conclude that the
company is having a sound financial position with a good liquidity but KRIBHCO is not having longterm debt which is necessary for leverage. In other words the KRIBHCO is not using it capacity to
raise long term debts.
Personnel in the KRIBHCO are treated very well. KRIBHCO is having proper manpower
planning and a good policy of Recruitment & Establishment with a good training opportunity for its
employees as well as for students from different disciplines. It is also running various cultural
activities for the total development of its employees. At last, KRIBHCO is having a very low man
power turnover ratio from last few years.
The company is also having good marketing channels to promote its products. The
KRIBHCO is promoting its products through train the farmers, launching campaigns, releasing jingles
on Radio, TV, etc.
The KRIBHCO is achieving more production capacity than installed. On an average, the
KRIBHCO is running on 108 % capacity utilization. It is having a skilled staff to running the plant. The
KRIBHCO is also implementing the good Inventory Control Techniques to control the stocks of
materials with a good purchasing policy.

83

Finally, KRIBHCO is having a professional management to control all the activities


carried out therein. So, we would like to conclude that KRIBHCO is having a bright future to expand
and diversify.

84

BIBLIOGRAPHY

www.kribhco.com
www.google.com
KRIBHCO employee welfare manual
1.

KRIBHCO at Glance

2. KRIBHCO Pragati
3. KRIBHCO Dairy

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