Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Last but not the least; I would also like to express my things to my
faculty Mrs. Rutupurna Dash, for giving their valuable suggestion and
helping me in putting my best effort for the preparation of the
dissertation.
MANASHI MAJHI
ROLL NO-16-MBA/36
REGD NO-1606225050
1
DECLARATION
MANASHI MAJHI
ROLL NO-16-MBA/36
REGD NO-1606225050
4TH SEMESTAR
2
CERTIFICATE ON THE INSTITUTION GUIDE
This is project has not been submitted earlier anywhere for any
propose. His project report is forwarded to controller of examination
BALASORE COLLEGE OF ENGEERING AND TECHNOLOGY,
SERGARH after evaluation.
ASST.PROF.
FACULTY IN HR BCET,
BALASORE
3
Chapter-I………………
Introduction
Scope of the study
Methodology
Chapter-II…………………
4
Introduction
Purpose of the study
Scope of the study
Methodology
Limitations
Growth and paper industry
5
INTRODUCTION
6
PURPOSE OF THE STUDY
7
SCOPE OF THE STUDY
METHODOLOGY
All relevant information and data were collected and gathered during
my interaction with HR head and other officers of the department. During my
visit to the plant I was given free access to interact with different persons
dealing in different matters and through these observations I could complete
the project and learn the intricacies and the process activities which are
required to run any industry.
LIMITATIONS
The process activities and the functions in Emami paper mills are so
vast it was not possible to cover all the activities in detail in such a short time.
8
GROWTH OF PAPER INDUSTRY
The paper industry is the one of the oldest industry established before
the advent of machine made paper manufacture flourished in India.
9
LIST OF STATE WISE INDIAN PAPER INDUSTRIES
Andhra Pradesh 23
Assam 02
Bihar 04
Gujarat 69
Haryana 15
Himachal Pradesh 06
Jammu and Kashmir 01
Karnataka 14
K e r la 05
Madhya Pradesh 22
Maharashtra 72
Nagaland 01
Odisha 05
Pond cherry 01
Panjab 38
Rajasthan 07
Tamilnadu 39
Uttar Pradesh 16
West Bengal 27
Total 367
10
Company profile and History
Production and operation departments in EPM
Functional departments at EPM, Balasore
Industrial Relation
11
COMPANY PROFILE AND HISTORY
In the year 2000 Emami had co missing 5MW power plant and 15MW
cogeneration power plant. The third machine was installing in 2007
producing 260 tons paper per day.
12
within its means, to the people belonging to the local vicinity. Social welfare
activities are taken up for peripheral development on a routine basis.
BRAND CELIBRITY
EMAMI have a very strong brand celebrity which focus directly to the
customers which help to create a popularity and goodwill of the company
among public and help to fight against the competition. So EMAMI is
spending lakes of money for associating popular film and crick personality as
its brand ambassador like
1. Amitabh Bachan
2. Sharukh khan
3. Karina kapoor
13
PRODUCTION AND OPERATION DEPARTMENTS IN
EMAMI PAPER MILLS LTD.
PULP MILLS
The basic purpose of pulp mill is to convert the raw material i.e. wastage
paper straw sabai grass etc in to pulp by various process for final paper
making and about so many persons are working in pulp mill areas on various
job.
PAPER MACHINE
After the pulp is prepared by the pulp section the same is feed supplies
to the paper machine the starting point is called wire part where the pulp is
spread over a synthetic endless over cloth , which moves like a belts on rolls.
The pulp is evenly spread on the full with of wire. Then there are flat volume
boxes under the wire, which help to remove the excess water from pulp. Then
this sheet of pulp is passed through various heated cylinder and ultimately
final product is produced.
FINISHING DEPARTMENT
After the paper is rolled the same is cut in to two types as for market
requirement (1) rills (2) sheet. Then the rills are packed after rolling the
ribinder of the specific counted manually by the workers.
14
POWER PLANT AND MAINTENANCE DEPARTMENT
The factory has its own captive power plant generating the capacity of
5mod total electrical energy requirement is met by this power plant.
15
PRODUCTION PROCESS
DEINKING SYSTEM
ADVANTAGES
16
PAPER FORMING
ADVANTAGES
Good formation
Good CD profile
No two sidedness
17
PAPER PRESSING ZONE
The paper machine has most advanced pressing zone equipped with.
Three Nip press with Nippco zone control rolls and ceramic central roll from
Voith sulzer, Germany.
ADVANTAGES
Best control on cross moisture profile of the paper means best possible
dimensional stability i.e. comparable to best Newsprint of International
quality.
18
PAPER DRYING
The paper machine has latest drying system from Kadant Inc, Uk for
steam and condensate system for uniform drying of paper.
ADVANTAGES
19
PAPER CALENDARING
ADVANTAGES
20
PAPER MACHINE AUTOMATION
The paper machine has latest online Automation from Honey well,
USA for cross Directional Control (CD) of basis weight, caliper, Ash and
Moisture.
ADVANTAGES
21
NEWSPRINT REEL PACKING
ADVANTAGES
Automated reel wrapping with bar coding and labeling facility shall give
a neat, tight and cleanly packed reel that will avoid any possible damage
during transportation and unloading.
22
FUNCTIONAL DEPARTMENTS AT EMAMI PAPER MILL LTD.
BALASORE
(11)Electrical maintenance
(12)Instrumentation
23
The respective managers are supported by Asst. Managers, in
charges, Shift in charges, Engineers, supervisors and for commercial
departments like Asst. managers, officers in charges, Assistants etc.
OFFICE TIMING
There are three shifts to run the process for whole day. The timing
are as below:
STRENGTH OF COMPANY
24
INDUSTRIAL RELATION
Safety Committee
Canteen Committee
Welfare Committee
25
Introduction
Concept of Human Resource Management
Objectives of HR Management
Scope And Activities of HRM
Man Power Planning
Recruitment
Selection
Placement
Induction
Performance Appraisal
Promotion
Training and developments
Wage a Salary Administration
Retirement or termination of job
26
INTRODUCTION
Management’s basic job is the effective utilization of human
resources for the achievement of organizational objectives. i.e. Profitable
operations growth through the Satisfaction of certain needs of the
customers & Society. It is through the Combined efforts of human
resources that technological, financial, physical & all other resources are
utilized. Without human effort no Organization can achieve its
objectives. Therefore, Motivation of human resources is of almost
importance, everywhere. The effectiveness with which various kinds of
human responsible are Co-ordinate utilized is responsible for success or
failure in achieving Organizational objectives.
27
employees. Each of these functions is necessary to some degree
irrespective of nature & size of the organization.
During and after 1970s several changes took place in many countries
which led to the use of the term “Human Resources Management” in place of
which led to the use of the term “personnel Management”. These changes
include technological changes, declining importance of trade unionism, shift
from industrial employment to service sector employment, growing
competition, deregulation and globalization of economics etc. As a result,
three important roles of human resources have emerged as started below:
28
Milkovich and Boudreau defined Human Resources Management as a
series of integrated decisions that from the employment relationship; their
quality contributing to the ability of the organization and the employees to
achieve their objectives. Human resource management is a major component
of managerial process and has its roots and branches extending through the
organization. It is concerned with creating good relationships in the
organization.
29
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
30
SCOPE & ACTIVITIES OF HRM :-
31
HUMAN RESOURCE PLANNING:-
MEANING:-
OBJECTIVES:-
32
IMPORTANCE:-
33
efficiency & accountability gets diluted besides on the
organization.
RECRUITMENT:-
MEANING:-
SOURCES OF RECRUITMENT:-
Internal Sources
External Sources
INTERNAL SOURCES:-
(I) Transfer
(II) Promotion
34
EXTERNAL SOURCES:-
OBJECTIVES:-
SELECTION:-
36
SIGNIFICANCE:-
PLACEMENT:-
Placement is a process of assigning a specific job to each of the
selected candidates. It involves assigning a specific rank and responsibility to
an individual. It implies matching the requirements of a job with the
qualifications of the candidate. It is the duty of personnel department to send
the new employee to the department and job for which he is better suited. The
placement arrangement should be ready before the joining date of the newly
selected person.
37
SIGNIFICANCE OF PLACEMENT:-
The significance of placement are as follows:
It improves employee morale.
It helps in reducing employee turnover.
It helps in reducing absenteeism.
It helps in reducing accident rates.
It avoids misfit between the candidate and the job.
It helps the candidate to work as per the predetermined objectives of
the organization.
INDUCTION:-
OBJECTIVES:-
38
To bring about agreement between the organizational goals and
personal goals of the new employee.
39
The EPM gives seven days induction training programme to
the newly appointed employees. The HR department makes a schedule
for induction programme of the new employees. The 1 st step is that, the
needs of employees after their joining in the organization, the HR
department provides necessary information to them such as regarding
organization, different department/work units of organization, duties of
new employees and their specific department / work units. Then after
they are sent to the head of the specific work unit / department where the
employee will go through several steps to know about his work, duties,
rules and regulations and etc. as per schedule programme. After the
completion of induction programme they should report to HR
department through the head of his specific department that they had got
sufficient knowledge regarding his work unit / department during the
programme and same is recorded on the HR department.
PERFORMANCE APPRAISAL:-
40
According to Dale Yoder, “performance appraisal includes all
formal procedures used to evaluate personalities & contributions &
potentials of group members in a working organization.”
OBJECTIVES:-
(I) Administrative
(II) Self – improvement
(I)ADMINISTRATIVE OBJECTIVES:-
Promotion:-
Transfer:-
(II)SELF IMPROVEMENT:-
IMPORTANCE:-
42
Appraisal system used as a tool to increase the performance
which increases the productivity. In Emami Paper Mill it’s used in case
of promotion & appraise the performance of the person who are
appointed as management trainee.
PROMOTION:-
43
PROMOTION POLICY:-
44
& vacancy for up gradation. Such cases are called “personal grade
promotions”. While implementing such promotions it must be
noted that in the case of workers that he has reached the age of 50
years or if the promotion is given at a young age his future
expectations may be a negative factor frustration diminishing his
work performance.
TRAINING:-
45
DEVELOPMENT:-
OBJECTIVES OF TRAINING:-
TRAINING NEEDS:-
46
TRAINING FACILITIES:-
WAGES:-
SALARY:-
47
OBJECTIVES:-
Control of costs
Establishment of fair & equitable remuneration
Maintenance of a satisfactory public relations image.
48
RETIREMENT:-
49
Introduction
Objective of Industrial relation
Code of discipline
Collective Bargaining process
Grievance
Trade union
Worker’s participation in management
Social Security
Industrial dispute
Welfare facilities
50
INTRODUCTION
51
DEFINATION:-
OBJECTIVES:-
52
To find out the IR functions conducted by the organization for a
peaceful & harmonious organizational environment.
To find out the facilities which are provided to the workers to their
satisfaction.
To find out the attitude of workers towards their job &
management policies.
To facilities production.
Providing reasonable wage, working & living conditions.
CODE OF DISCIPLINE:-
PRINCIPLES:-
53
OBJECTIVES OF THE CODE:-
It prohibits strikes & lock – outs without prior notice & also
intimidation & the adoption of ‘go slow’ tactics by workers.
No one – sided action can be taken by either party in any industrial
relation matter.
All disputes are to be settled through the existing machinery
provided for this purpose by the Govt.
The employers will not increase work – load without prior
agreement with the workers.
54
COLLECTIVE BARGAINING:-
MEANING:-
FEATURES:-
55
FUNCTIONS:-
Social Change
Industrial Peace
Industrial Democracy
Conjunctive bargaining
Co-operative bargaining
Productivity bargaining
Composite bargaining
56
GRIEVANCE:-
SOURCES OF GRIEVANCES:-
57
GRIEVANCES RESULTING FROM WORKING CONDITIONS:-
Unrealistic
Non availability of proper tools, machines & equipments for doing
the job.
Tight collection target
Bad physical condition of work place
Poor relationship with the supervisor
Negative approach to discipline.
Narrow attitude
Over-ambition
Egoistic personality
58
In Emami Paper Mill the grievances are discussed & settled
through the works committee many times the appointing. Authority
disposed of the grievances on its merit.
TRADE UNION:-
59
OBJECTIVES OF TRADE UNION:-
Steady employment
Rationalization of personnel policies
Recognition & participation
Gaining legislative enactments
Voice in decisions affecting workers
Militant functions
Fraternal functions
Political functions
60
Emami Paper Mill has two union :
EPM Majdoor union affiliated to CITU.
o Regd. No. 1501/1983
EPM employee union affiliated to INTUC.
Regd. No. 1620/1985
These two unions are functioning within frame work of cordial
industrial relations since their registration various settlements have been
signed with them for the workers as regard staff every year the
management decides about their salary increments & as per the rules &
regulations of the company other benefits are provided to them staff are
not members of any union.
61
By utilizing the latches in law ( i.e. any 7 workers can form a union ) the
3rd union as above got the registration. It is apprehended that such
registration would jeopardize the peaceful industrial environment at
Emami Paper Mills Limited & formet industrial strike. This same union
/ group of workers with vested interest created such a situation in 1994
whereby the management has to declare lockout & after much difficulty
& intervention by govt. the factory could be started after 52 days. This
happened for the following reasons :
62
OBJECTIVES:-
There are two representatives one management side & one workers
side 6 members of workers side & equal no. of management side.
SAFETY COMMITTEE:-
WORKS COMMITTEE:-
WELFARE COMMITTEE:-
64
SOCIAL SECURITY:-
65
(III) The benefits of services are provided in three ways i.e. social
insurance, social assistance or public service.
1. Sickness benefit
2. Medical benefit
3. Maternity benefit
4. Disablement benefit
5. Dependants’ benefit
6. Funeral benefit
7. 4.5% collected from couspasy & deposited at E.S.I. office.
INDUSTRIAL DISPUTE:-
66
STRIKE:-
Economic Strike
Sympathetic strike
General Strike
LOCK-OUT:-
67
GHERAOS:-
PICKETING:-
Economic causes
Non economic causes
ECONOMIC CAUSES:-
Wages
Bonus
Dearness allowance
Conditions of work & employment
Working hours
Leave & holiday with pay
Retrenchments
68
NON-ECONOMIC CAUSES:-
Recognition of T.V.
Victimisation of workers
Ill-treatment by supervisory staff
Sympathetic strikes
Political causes
Industrial disputes
69
WELFARE FACILITIES:-
70
OBJECTIVES:-
Economic Services
Recreational Services
Facilitatives services
FACILITATIVES SERVICES
71
SIGNIFICANCE:-
CANTEEN:-
EPM Ltd. has provided to workers for taking their break fast
& launch. There are two types of canteen in side the plant one
canteen for workers & another canteen for staff & officer.
The canteen of EPM balasore is managed by a canteen
committee consisting of equal number of representatives of both
employees & management.
72
The canteen has given some facilities for running the
canteen smoothly like a well finished building where lunch room,
office room, kitchen room & others are available.
The company has also sanctioned some amount for the
canteen doe each month which is other wise known as frozen
amount.
There are waiters to serve Tiffin & meal only. There are
facilities of cold water for drinking purpose.
The canteen is made for workers only. The workers purchase
a token before taking Tiffin & meal.
The item rate of both Tiffin & meal are given below :
Worker:- Lunch is Rs. 3.50/-, Tea – 30 paisa, Tiffin – Rs.
1.50/-
Staff :-Lunch is Rs. 4.50/- , Tiffin – Rs. 1.50/- , Tea – free
Similarly the company provided vegetarian meal at the rate of 3.50
Rs/per meal the above vegetable meal contains Rice, Dal, Curry,
Bhujia, Chatani, Onion, Lemon, Papad, Cucumber & Chili.
SHELTER REST ROOM AND LUNCH ROOM:-
The management has provided lunch room in the canteen
building for taking break fast & by the workers. At the place of
hazardious work there are some small rest room & by which the
workers can rest some times to rest his body.
73
DRINKING WATER FACILITIES:-
Drinking water facilities are unique in EPM. There are
water coolers in canteen as well as in each department of the plant.
15 nos of water cooling are available.
LATRINES & URINALS:-
The management has provided latrines & urinals for the
workers. These latrines & urinals are kept clean regularly. The
management has also provided latrines & urinals separately for
male & female workers.
WASHING FACILITIES:-
There are bath rooms at EPM plant area. There are also
water taps near the place of work to enable the workers to wash
their hand & face.
CRECHE:-
There are no crèche in EPM there are not more female
workers SWhich is essential for a crèche. A crèche will be
provided for female worker’s where the minimum 2 female works
are posted in an organization.
COMMUNITY HALL IN THE STAFF COLONY:-
EPM an opportunity to inaugurate the newly
constructed community hall in the colony, which will be used for
recreational activities & social function.
74
FIRST AID APPLIANCE:-
The management has paid attention in providing first
aid box in each dept. of the plant. In medical centre
(I) Homeopathy doctor (II) Ayurvedic doctor
SAFETY PROVISION:-
EPM has made elaborate arrangement for ensuring safety of
workers in plants. For this purpose the safety committee has made
by the representative of both management & workers side.
75
Facts finding
Suggestion
Conclusion
Bibliography
76
FACT FINDING
On selection & recruitment they should concentrate on the campus
selection from the source, i.e. from different university & B.
Schools.
In case of salary & wages the strategy adopted by EPM is
acceptable which is based on grade.
Collective bargaining & industrial relation in EPM is very good i.e.
trade unions are given importance & they participate in decision
making which relates to workers & their wages.
Performance appraisal as a tool of HRM should not be merely used
as a promotional tool for the employees. It should be used to
develop & manage the performance of the employees.
Labour welfare techniques in EPM is very dynamic because here
every need & requirement of labour is given importance.
Trade union plays a very active role in dealing with every aspect of
workers problem. It is marked that trade union is given much
importance that single employees problem is not considered so
effectively.
The employee get retirement benefit but the benefit related to the
night shift must be increased.
77
Employ security scheme is very acceptable i.e. they get all types of
securities as the employee of EPM.
Training program is regularly conducted to keep abreast with the
new concepts & techniques in training, work culture &
productivity. Faculties from the central board of work education
are regularly invited for different programs. Besides this, on the
job training is also being imparted, based on the training need.
The communication system is a success to some extent because
information on business plans is not regularly provided.
78
QUESTIONNAIRE
Data analysis:-
35
30
25
20
SIMPLE SIZE(40)
15
10
0
YES NO SOME EXTENT
79
2. Is there any particular policy or method of placement of employees
on different jobs? If yes, then are you satisfied with the policy ?
(a) Yes (b) No (c) some extent
SIMPLE SIZE(40)
30
25
20
SIMPLE SIZE(40)
15
10
0
YES NO SOME EXTENT
80
(3) Are you satisfy by the employees selection criteria for
different jobs in the company?
(a) Yes (b) No (c) Some extent
Data Analysis:-
30
25
20
10
0
YES NO SOME EXTENT
81
(4) Which training program you feel effective that you have
attended?
(a) IN HOUSE TRAINING
(b) EXTERNAL TRAINING
(c)ON – THE - JOB
Data Analysis:-
14
12
10
8
SIMPLE SIZE (40)
6
0
IN HOUSING EXTERNAL ON-THE-JOB
TRAINING TRAINING
82
(5) Are you satisfy by the salary, wages & remuneration given to
the employees?
(a) Yes (b) No (c) Some extent
Data Analysis:-
25
20
15
SIMPLE SIZE (40)
10
0
YES NO SOME EXTENT
83
(6) Does the company give any incentive and fringe benefits to
the employee? Are you Satisfied with that?
(a) Yes (b) No (c) Some extent
Data Analysis:-
20
18
16
14
12
SIMPLE SIZE (40)
10
8
6
4
2
0
YES NO SOME EXTENT
84
(7) Are you Satisfied by the promotion policy of the company ?
(a) Yes (b) No (c) Some extent
Data Analysis:-
25
20
15
SIMPLE SIZE (40)
10
0
YES NO SOME EXTENT
85
(8) Are you satisfied with the recreation facilities canteen
service an quality of food for the employees ?
(a) Yes (b) No (c) Some extent
Data Analysis:-
20
15
10
SIMPLE SIZE (40)
5
0
YES SIMPLE SIZE (40)
NO
SOME EXTENT
86
(9)
How is the relationship
between management & No. of Respondents % of Respondents
worker
Very good 16 80%
Good 4 20%
Average 0 0%
Poor 0 0%
Very Poor 0 0%
Total 20 100%
Data Analysis:-
87
(10)
Do u feel WPM is
healthy provision for
bringing harmonious No. of Responds V of Responds
relationship with in
industry
Yes 10 50%
No 10 50%
Total 20 100%
Data Analysis:-
25
20
15 V of Responds
No. of Responds
10
0
YES NO TOTAL
88
(11)
Data Analysis:-
25
20 100% 100%
15
10 20 20
0 0%
0
BIPARTITE INFERENCE OF THIRD PARTY TOTAL
89
(12)
In our opinion how No. of respondent % of Respondent
is ur management
Very good 2 10%
Good 14 70%
Very bad 4 0%
Bad 0 20%
Total 20 100%
Data Analysis:-
20
15
10
0
VERY GOOD GOOD VERY BAD BAD TOTAL
90
(13)
Are u satisfied with No. of Respondents % of Respondents
ur salary
Yes 10 50%
No 10 50%
Total 20 100%
Data Analysis:-
25
20
15 % OF RESPONDENTS
NO. OF RESPONDENTS
10
0
YES NO TOTAL
91
SUGGESTION
It has been evident from the analysis that 100% of respondent views that
there exist a good relationship between the management & workers. But
for the growth of the company it is required to maintain more healthy
relationship to enrich the growth and development of EMAMI PAPER
MILLS LTD.
92
Some of the employees in EMAMI PAPER MILLS LTD. feel
that the wage system should be revised such that it ensures for
the workers and family reasonable standard of living.
Clear targets are to be fixed for both executives and non
executives.
Reward schemes should be more intensive in EMAMI PAPER
MILLS LTD. to further boost up their morale.
EMAMI PAPER MILLS LTD. should improve much better
working conditions for the employees.
Assignment of duties and responsibilities among the workers
which should be backed by accountability to improve
performance and efficiency.
To boost morale of workers, various incentive schemes
performance related promotion policy may be adopted so that
workers should feel their accelerated career growth.
93
CONCLUSION
It is a time bound activity for every researcher to draw
conclusion at the end of the research work. It is found that all the HRM
and IR practices which is being adopted by EPM is dynamic nature.
These HRM & IR practices followed by EPM, motivated employees and
also increase the productivity of employees which in turn results to
organizational effectiveness.
94
BIBLIOGRAPHY
Human resource management & Industrial Relation:- by
T.N. Chhabra
Human resource management :- by V.S.P. Rao
Industrial Relation :- By Sinha & Sinha
Website :- WWW.google.com
95
QUESTIONNAIRE
A number of questions were asked to various employees from
various departments. It includes executive and non –executive. The
questionnaire is as follows.
96
7. Looking at the provident fund and pension fund, do you feel your
future is secured?
A. Yes B. No C. Can’t say
8. Taking into consideration of your experience and expertise, do you
feel that had you been joined another company in the industry, you
would have get more salary than the present one?
A. More B. Comparatively more C. Not really D. Don’t know
9. Should the concept of flexi timing be introduced in the company?
A. At the emergency case B. Every time C. No not at all
10. Is there any impact of global slowdown/recession on your job?
A. Not really B. A little bit C. Can’t say
11. In case someone didn’t perform up to the expectation, company
reduced its salary. How would you look into this issue?
A. Company did the right thing B. It should not have done
97