Académique Documents
Professionnel Documents
Culture Documents
IN
EMAMI PAPER MILLS LTD. AT BALASORE
Submitted By
ALOK KUMAR PALAI
Roll No: - 13201FM094023
Roll.No 13201FM094023
Preface
The HR is very common thing with uncommon attitude in
every organization because managing human resources is one of the top
job in present scenario of this globalised world. In India the trend of HR
practices is changing very fast as per the changing the changing business
scenario.
Chapter-1
Introduction
Objective
Scope
Limitation
Chapter-2
Company Profile
Chapter-3
Theoretical Framework
Chapter-4
Chapter-6
Conclusion, Bibliography
Chapter-1
Introduction
Introduction:
The organizations goals are achieved by human resources who use the machineries
and materials to achieve the goals of any organizations. A sound manpower
management will make an organization successful. For any organization, its
employees are its most valuable assets and the management will always by to retain
its employees. Unless emphasis is given on giving the employees the healthiest
working atmosphere it will be difficult to retain them and it retained the
management can not get the desired result from the employees.
Today, the progress of any nation is measured from the extent of its
industrialization.On the other hand,industrialization gives the birth to many hazards,
which pose danger to the safety of persons working in the industry and to the people
living in the vicinity.In the after month of Bhopal Tragedy,Govt.of India, brought a
number of regulation, in so far as safety,health and environment with special
reference to chemical industries.In the above context, it has become obligataroy on
the part of the industries especially that are hazardous in nature to formulate their
own emergency preparedness plan.
M/s.E.P.M. has taken all possible measures to prevent occurrence
of any incidence leading to an emergent situation. In spite of the care taken, this
document sets forth for prompt action to minimize the damage and protect the
environment in the event of such an occurrence. The manufacturer have envisaged
in SHE policy to protect the workers for hazards encumbered due to with
manufacturing process.
Objective of study:
• The process activities and the fuctions in Emami paper mills are so vast it was
not possible to cover all the activities in detail in such a short time.
• Some executives could not give time because they are busy in official works.
***
Chapter-II
Organizational
Background
Organizational Background:
M/s. Emami paper Mills Ltd.was established in the year 1982 and
commercial production started in 1983 at Balgopalpur in the district of
balasore,Orissa.Balgopalpur is the village in Tahasil of Remuna.It is the industrial
estate of Balgopalpur where factory is situated. The factory has obtained the license
No. BL121.A no objection certificate for manufacture of the papers with respective
quantities has obtained from the Ministry of Environment & Forest.
A.Location
B.REGD.& H.O:
The factory has its own cogeneration plant to fulfill the rises of
power production. There are two power plants in the factory i.e.(CPP-1 &CPP-
2).The capacity of power generation of Cpp-1 is 5MW & of Cpp-2 is 15MW.The
factory is situated in the industrial estate of Balgopalpur,towards the north of the
factory is M/s.Appolo Electrodes(p) Ltd. And the refugee colony.On its north-east
direction is M/s.Modern Renin India(p)Ltd.,M/s.Nilgiri Ceramics(p) Ltd.On the east
of the factory is Balasore Alloys Ltd.,in the south-east direction is costal synthetic
Ltd .&Universal vita Ltd.On the south direction of the factory is the factory’s
colony. The cost of factory is approximately 450crores as per present assessment.
Physiography:
The Balasore district consists of a long strip of alluvial land b. The elevation
of the factory is 56.3m above the mean sea level (MSL).The Nilgiri Hills, which rise
to a height of more than 300m is situated to the south-west side of the factory. The
general slope of the area is from north to south.Suvarnarekha and Budhabalanga are
the major rivers passing through the district of Balasore.
Soil Quality:
The soil of the factory area is alluvial, red loamy and sandy loamy type.
The red loamy soils are very fertile and reddish brown in some area. These soils
contain profuse highly angular fragments of late rites and limonatised iron ores. The
general consistency of this soil is like Murom.
The soils are moderately plastic have granular to crème lecture and
contain a significant amount of 1-2 mm sized ferragenised modules.
Metrological Information:
A 6 am to 2 pm 95
B 2 pm to 10 pm 95
C 10 pm to 6 am 95
General 8 am to 5 pm 125
The maximum no.of persons in the factory any point of time is between 8.30
am to 5.30 pm ie.general shift.Out of this the maximum no. of persons are
engazed at the raw materials site.
Strength Of Permanent Workers Department Wise:
1. Electrical 50
2. Mechanical 70
3. Heavy Gang 6
4. Carpentary 2
5. Boiler/Power plant 54
8. Rewinder 27
9. Cutter 23
10. Finishing 37
11. Cleaning 6
12. Digester 6
15. Instrumentation 6
Starch 800
Caustic 560
Alum 1100
Hydrochloric Acid 2
Lime 786
Sulphuric Acid 4
Major Applications:
News papers
Magazines
Books
Exercise Books
Account Books
Posters
Group Companies:
Emami Group
Balasore Pondichery
kolkata Kolkata
Gwahati
CRI Ltd.
AMRI Hospital
Here the raw materials used are 100% waste paper and generally
80-85% imported waste paper with 15-20% indigenous waste paper are used in
the process. There are two numbers of high consistency pulpers with reject
screens.The deinking chemicals are added in the pulper and then taken to
retention to were.The pulp is then cleaned in high density cleaners, screened in
spectro screen ink removed in floatation deinking cell and again fine cleaning in
centric cleaners and screen ring by 0.2mm slot screens. The pulp is washed and
thickened in washer and paper making chemicals (Alum Rosen and other
chemicals) are added in the blending chest. All the operation is controlled by
PLC.
Paper Making:
The product of the factory is wricling paper, Printing paper and the news
printing papers. The total quantity of the products produced is 1, 36,600MT per
annum.
By Product of the Factory:
The factory has no byproducts but the factory products are huge amount
of waste and effluents.
Introduction:
EMP Ltd. Is a continuous process industry with complex
techonology.To operate this industry,EPM needs highly skilled personal and
competent managers and administrator in order to meet the present and future
manpower needs in diverse discipline, multiple skills and different work areas,EPM
is committed to a system of selection and ensure induction of the nest and most
competent person to take up changing assignment in the company.The selection
system seeks to emphasis evolution of individual capabilities in terms of their
potentials for fulfillment of company’s objective.
Source Of Recruitment:
Process Of Recruitment:
Objective:
Every year the organization is losing skilled employees in different
departments from time to time by way of resignation/retirement etc.Besides due
to modernization/expansion of the plants, the required number of suitable
employees against positional vacancies at skilled and high skilled worker level
and supervisor/engineer (technical/non technical) staff level are not available
from within.
Responsibility:
All activity pertaining to recruitment will be centrally
coordinated and managed by the recruitment section or corporate office as the
case may be.
Mode of Selection:
However, with the end of induction program, the new recruiter is placed
in the suitable job. The recruiter serves in the post for probation of one year.
After the probation period, if the work of the person is found to be satisfactory
then he is confirmed in the post.
For executives induction programs are carried out various unit levels.
They make visit to plant under concerned company and get acquainted with the
functioning and work procedures in different areas. After one year of training,
posting in a certain scale of day is done if found satisfactory and suitable to the
concern.
Promotion in EPM Ltd. takes place only when there is any vacancy or
requirement in the higher posts (clusters). There is no time limit to get a
promotion in EPM Ltd.
The recommendation of promotion is made by departmental promotion
committee after scrutinizing the relevant records to ascertain that the employees
fulfill the criteria prescribed for the purpose. Personal department obtain
clearance from vigilance department and issue the promotion orders with the
approval of competent authority.
Selection Procedure:
Demotion:
Paper Machine:
Finishing:
Rewinder / Cutter:
Scope of Training
Age: The employees to be recruited as per the aforesaid norms should be above 18
years of age.
Training Facilities:
Retirement:
All employees have to retire from the job at the age of 58 years
and he/she will be liable to get all benefits.
There are five rating factors for workers P.A.system. These are as
#: Knowledge
#: Quality of work
#: Volume of work
#: Behavior
#: Punctuality
The gradation of P.A. is assigned such as exceptional, very good, average,
meager and inadequate. This P.A. is first recommended by departmental head
and then by area manager.
A: Knowledge
B: Initiative and drive
C: Volume of work
D: Quality of work
E: Reliability
F: Behavior
G: Cost consciousness
H: Punctuality
I: Leave record
J: Leadership
***
Chapter-3
Theoretical Framework
LITERATURE REVIEW
Meaning of compensation:-
Compensation refers to a wide range of financial
& non-financial rewards to employees for their
service rendered to the oraganization.It is paid
in the form of wages, salaries & employee
benefits such as paid vacation insurance ,
maternity leave ,free travel facility, retirement
benefits etc. Monetary payments are a direct
form of compensating the employees and have
a great impact in motivating employees’ .The
system of compensation should be so designed
that it achieves mainly 3 things.
(1) Capable employees are attracted towards
the organization
(2) The employees are motivated for better
performance.
(3) The employees do not leave the employer
frequently.
MOTIVATION
Compensation
RETENTION ATTRACTION
ELEMENTS OF COMPENSATION
In organization workers are compensated in following ways
• MONTHLY wages and salary or total pay including
basic wage, house rent allowance, dearness
allowance, city compensated.
• Bonus at the end of the year.
• Economic benefits such as paid holidays leave &
travel concession.
• Supplementary compensation
Base Compensation: Wage and salary
Base compensation is the monetary benefits given to the employees in
the form of wage or salary.
Wage
Wages may be defined as aggregate earning of an employee for a given
period of time such as day or a week or a month. Wages are basically
price paid for the labor in the process of production. Payment made to
the labor is generally referred to as wages. It is composed of two parts-
the basic wage and the other allowances. The allowance includes
dearness allowance, city compensatory, overtime pay, and medical
allowance etc.
Salary
It is compensation to an employee for services rendered on a weekly,
monthly or annual leaves. It is annually associated with office staff,
super-visors, researchers, managers etc. whose performance cannot be
measured directly.
ADMINISTRATION OF WAGE/SALARY
Wages and salaries represent a substantial part of total costs
in most of the organizations. The responsibility of wage and salary
administration usually lies with the top management ( i.e board of
directors) or the CEO. The personnel manager plays an important role
in delivering the wage policies and procedures. The general objective
of the wage and salary administration is as follows.
• Control of the costs.
• Establishment of fair equitable remuneration
• Utilization of wage and salaries as an incentive to
greater employee productivity.
• Maintenance of a satisfactory public relation image.
Basic Wage
The basic wage in India corresponds with what has been recommended
by the fair wage committee (1948) and 15th Indian labor conference
(1957). The various awards by wage tribunal, wage board, pay
commission reports serve as guiding principle in determine basic wage.
While deciding basic wage following criteria may be considered.
(1) Skill need of the job.
(2) Experience need.
(3) Difficulty of work (material as well as physical).
(4) Training need.
(5) Responsibility needed.
(6) Hazardous nature of the job.
Dearness allowance (DA)
It is the allowance paid to the employees in order to enable them to
face with the increasing dearness of essential commodities. Instead of
increasing the wage every time, if there is a rise in price levels DA is
paid to neutralize the effects of inflation. When prices go down DA
can also be cut down.
DA is linked to India to three factors: The index factor, the time factor,
and point factor.
Other Allowance
Because of increasing competition in the job market and growing
awareness on the part of the employees the list of other allowances
granted by employees is expanding.
A list of the other allowance is given.
• Attendance
• Books
• Car
• City compensatory
• Club membership
• Computer
• Driver
• Education
• Family
• Group insurance
• Lease travel
• Lunch
• Medical
• Nightshift
• Overtime
• Provident fund
• Servant
• Tiffin
• Transport
• Telephone
• Uniform
***
Chapter-4
Data Interpretation and
Analysis
Employees
Staff 540
Workers 480
Contract Workers 1080
Total 2100
2500
2000
1500
1000
500
0
1999 2000
2001 2002
2003 2004
2005 2006
2007 2008
2009
Basic Wages:
Generally two types of contract workers are there at Emami Paper Mills;
Total 1080
Every old worker is entitled to get Rs 124 per day and every new worker
is getting Rs 70 per day.
Ray diagram shows the basic wages given in last three years.
7000
6000
5000
4000 Series1
3000 Series2
2000 Series3
1000
0
2007 2008 2009
[Series-1corresponds to high skilled,series-2 corresponds to skilled and
series-3 corresponds to semiskilled workers]
The above graph shows that there has been over 30% increase in basic
salary in 2009 from the year 2008 for high skilled and skilled workers.
For semi skilled the increase is over 20%.
Allowances
The Worker gets 12% HRA +other allowance like welfare +fuel and
petrol allowance +production allowance +education+Washing allowance.
For high skilled Rs. 1550/- to1650/-
For skilled Rs. 1450/- to 1495/-
For semi skilled Rs. 1388/- to 1248/-
Other Allowances
12% of basic salary was paid by employer from which 3.67 of basic goes
to the employees provident fund and 8.33% goes to employees pension
fund.
Pension Fund
1. 8.33% of basic salary is paid by the employer towards pension fund.
2. 1.1% of administrative charges of basic go to pension fund.
3. 0.5% of basic E.D.L.I (employees deposit linked insurance) goes to
pension fund.
4. 0.01% E.D.L.I administrative charges go to pension fund.
Gratuity
The employees who have been working for at least 5 years are entitled to
get gratuity. It is calculated as
• Sickness benefit
• Medical benefit
• Maternity
• Permanent disablement benefit
• Funeral benefit
***
Chapter-5
Questionnaire
Question Analysis
1. Do you think, compensation is the only way that helps in boosting the morale
and motivating the employee?
A. Yes B. No
7. Looking at the provident fund and pension fund, do you feel your future is
secured?
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?
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
Analysis of the questions
Analysis-1
Do you think, better salary is the only way that helps in boosting the morale and
motivating the employees?
Findings- During the study it was found that 70% employees said good salary is
not the only way that helps in boosting morale of the employees. Just 25% vote
in fevered of this.
80%
70%
70%
60%
50%
40%
30% 25%
20%
10% 5%
0%
No Yes Can't say
Suggestion- As 70% of employees says good salary is not the only way
to boost the morale and motivate the employees, apart from giving better
salary management need to add other facilities to have a well motivated
group of employees.
Analysis-2
Analysis-3
Have you thought of leaving the company, in case company refuses to
hike the salary in near future?
Analysis-6
Looking at the provident fund and pension fund, do you feel that your
future is secured?
Findings:
80% 63%
60%
40%
20% 19%
0% 11%
Yes 7%
No
Partly
Can't say
Suggestion: 63% says their future is secured, Company need to keep their
faith in future.
Analysis-7
Analysis-8
Analysis-9
Is there any impact of global recession on the salary being paid to you?
Findings: 90% said against this and 10% could not able to answer about
this.
Suggestion: It has been found in the study that there has been no impact
of global recession on the company.
Analysis-10
Majority of employees said company should not cut down the salary.
They told quoted as “we are performing better now, in future if we don’t
perform our salary will be cut down, this is not be fair”
***
Chapter-6
Conclusion
Bibliography
Conclusion
During my study, analyzing the compensation system of the company and
interrogation to employees following conclusion has been drawn.
• When an employee does not get remuneration
according to his service rendered to the company,
next time his performance level may decline so there
should be proper pay to proper work.
Bibliography
***