APractical Training Report

On

“EMPLOYEE’S SATISFACATION & H.R. FUNCTION”

Undertake at

ADANI WILMAR L.T.D’S(fortune oil)PlantBundi

Submitted in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

2012-2013

SUBMITTED TO: SUBMITTED BY:Miss. Mr. Mohit shrada

M.B.A DEPARTMENTModi institution of management technology

INDEX Page no.

1. Acknowledgement 32. Preface 43. Executive Summary 6 4. Industry profile5. Company Profile 8

a. Company History 9b. The Beginning 12c. Major Milestones 14d. Awards & Recognitions 18e. Unit wise Structure 20f. Preview of Top Management 21g. Major Promoters of Leaders of Adani 22h. Product Line 25i. Manufacturing Facilities 33j. Distribution Network 35

6. Introduction to Human Resource Management 36a. Introduction 37b. Functions 38c. Human Research development 39d. Significance 40e. Objectives 40

7. HRD Functions In ADANI 41a. Hierarchy of HRD 43b. Process of Human Resource Planning 44

8. Questionnaire 45

9. Findings 48

10.Research Finding 49

a. Findings through Charts 50b. Major Findings 55

11.Conclusion suggestion 59 10. Bibliography 60

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DECLARATION

This is to certify that the work done on “An Overview of HR Processes & Attrition Analysis”

in Adani Wilmar Ltd. under the subject ‘PROJECT REPORT’ and a written report submitted

by me to MODI INSTITUTE OF MANAGEMENT AND TECHNOLOGY, KOTA, is in

partial fulfillment for the award of degree of MBA.

This work has not been submitted anywhere else for any other degree/diploma.

I further certify that I have no objection and grant the right to MODI INSTITUTE OF

MANAGEMENT AND TECHNOLOGY to publish any chapter of the project if they deem fit in

journals/Magazines and newspapers etc. without my permission.

Place : BUNDI

Name : Mohit sharda

Signature :

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PREFACE

Progress is the continuous process. It is relative and absolute. We can not stop at

certain destination and declare that target has achieved.

The summer training program is designed to give the manager of the future, a

feel of the corporate happening and work culture. These real life situations are

entirely different from the simulation exercise enacted in an artificial enviroment in

side of classroom..

It exactly in this context that I was privileged enough to join Adani Wilmer Ltd.

On 1 June 2012, as a summer trainee. This is one of the India’s top producer of

Soybean oil, and it is known not only in professional management, but also in

enlightened and progressive approach towards employee welfare and betterment of

society.

The experience that I got over the past 45 days has certainly provided me with an

orientation, which I believe will help me, shoulder any assignment successfully in

future.

During this project I was out of organization survey… pertaining to find out the

satisfaction level against their job in the employees. I have collected all the relevant

information through this survey. I have colleceted all the primary and secondary

data, which were available in Adani Wilmar ltd’s HR department to develop a

COMPETITIVE POLICY which could help the organization to improve the

satisfaction level in their employees.

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ACKNOWLEDGEMENT

This is to acknowledgement the valuable guidance of Mr. Rajnish Saini (HR

manager) of Adani Wilmar Ltd. Without which it would have been difficult to

carryout this project.

I also acknowledge the guidance received from the staff members of Adani Wilmar

Ltd.Bundi. During the project their vast experience in their respective department

also helps me for the successful completion of this project. My sincere thanks to all

those who are directly or indirectly helped me during this project.

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EXECUTIVE SUMMARY

Adani Wilmer Ltd. Is India’s foremost oil manufacturing company. It is

among the famous oil producing company. The company is recognized by its.

Brand name i.e. FORTUNE REFINED OIL.

In this project the prime objective of survey is to find out the satisfaction

level in the employees. The project objective is employee survey to identify

the satisfaction level in the employees

The secondary objective is to identify the employees, their concern towards

their work and other company policies which help the employees to work

better. The survey was conducted among 50 employees out of 75.

“PEOPLE” is the most important and valuable resource every organization

has in the form of its employee. Dynamic people can make dynamic

organization. Effective employees can contribute to the effective of the

organization. Competent and motivated people can make things happen and

enable an organization to achieve its goals.

HR can help deliver organizational excellence by focusing on learning,

quality, teamwork, and through various employee friendly strategies.

My project has been accomplished in Adani Wilmar Limited. This is one of

the best companies in manufacturing of Edible Oil.

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This project has been accomplished in two parts:

The first priority was to understand the working of an HR department and hence the first part of

the project report is about the HR Processes, Policies and Systems at ADANI WILMAR LTD.

Various processes like recruitment & selection, induction, training and development,

compensation & benefits etc. are explained as understood by me.

The second half of the project report is focused on analyzing the trends in attrition at AWL. The

report consists of a health mixture of qualitative as well as quantitative analysis of attrition at

AWL. After understanding which, measures for retaining the employees have been suggested.

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OBJECTIVE OF THE PROJECT

My objective of doing this project was:

For PART I

o To understand the function, working, various policies and processes

of HR Dept at Adani Wilmar Ltd

o To understand the difference in working of HR in manufacturing

industry as compared to the other industries.

For PART II

o To understand the reason for attrition at AWL

o To try finding solutions to the problems leading to attrition and

giving my suggestions to improve the same.

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INDUSTRY PROFILE

Overview of Edible Oil

Edible oil in the pulses, edible oil order, 1977 by

ministry of food says edible oil means any oil used directly

or after processing for human consumption and include

hydrogenated vegetable oil.

Indian vegetable oil economy is the 4th largest in the

world after USA, china and Brazil. Being the largest importer

and 3rd largest consumer of edible oil, India is a major player

in the international edible oil markets. Each year India

consumes over 10 million tones of edible oil. However the

per capita consumption of edible oil is around 10.4 kg per

year. This is considerably lower than most developed

countries. Palm oil & soyabean oil account for almost half of

the total edible oil consumption in India followed by mustard

& groundnut oil.

India - one of world’s leading producers of oil seeds

(9.3 %) and oil

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Technology Mission on oilseeds set up in 1996

Oilseeds have support price mechanisms

India - second largest importer of edible oils (2 million

MT)

Vanaspati - a substitute for ghee, formed by

hydrogenation of crude vegetable oil.

Free pricing in vanaspati since 1989; delicensed in

1992

Oil season - November to October.

Characteristics

Oils : primarily a commodity market :- price sensitive.

Effective distribution chain :- through a complex

network of C & F agents, wholesalers / stockists and

retailers (kirana shops, supermarkets).

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Oil sold in bulk (tin, HDPE containers) to institutions; in

retail packs (PET bottles, cans, jars, pouches) to small

customers.

Seasonal demand for oils & vanaspati :- September to

November (peak season).

Regulation :- Under the Edible Oils Packaging

(Regulation) Order, 1998,  edible oils cannot be sold

loose’ but can be sold only in `packed’ form.

Oil consumption :- North is largest market, followed by

South, West & East zones.

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Importance of Edible Oils in the Country’s Economy

Oilseeds and edible oils are two of the most sensitive essential

commodities. India is one of the largest producers of oilseeds in the world

and this sector occupies an important position in the agricultural

economy and accounting for the estimated production of 28.21 million tones

of nine cultivated oilseeds during the year 2007-08. India contributes about

6-7% of the world oilseeds production. Export of oil meals, oilseeds and

minor oils has increased from 5.06 million Tones in the financial year 2005-

06 to 7.3 million tons in the financial year 2006-07. In terms of value,

realization has gone up from Rs. 5514 crores to Rs.7997 crores. India

accounted for about 6.4% of world oil meal export. 

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Types of Edible Oils commonly in use in India

India is fortunate in having a wide range of oilseeds crops grown in its different agro climatic

zones. Groundnut, mustard/rapeseed, sesame, safflower, linseed, nigerseed/castor are the major

traditionally cultivated oilseeds. Soyabean and sunflower have also assumed importance in recent years.

Coconut is most important amongst the plantation crops. Efforts are being made to grow oil palm in

Andhra Pradesh, Karnataka, Tamil Nadu in addition to Kerala and Andaman & Nicobar Islands. Among

the non-conventional oils, ricebran oil and cottonseed oil are the most important. In addition, oilseeds of

tree and forest origin, which grow mostly in tribal inhabited areas, are also a significant source of oils.

There is a large variety of edible oil in India. Most of oil are used for cooking and also for salad dressing, condiments etc. The major edible oil in India like:

Sunflowers

Rapeseed Sesame Seed Cotton Seed Groundnut

Soya bean

Coconut

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COMPANY PROFILE

COMPANY PROFILE

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Name of the firm : AdaniWilmar Limited

Factory Address : Adani Wilmar Limited,

Kota-Jaipur Highway, Silor Road

Bundi, Rajasthan - 323001

Registered Office : Fortune House, Nr. Shikhar Complex,

Mithakhali Crossing Road,

Navrangpura, Ahmedabad – 380009.

Constitution : Company

Year of Incorporation: 1999-2000

Status of Industry : Large Scale Industry

Product : Edible Oil

Board of Directors : Mr. Gutam S. Adani (Chairman)

Mr. Rajesh S. Adani (Managing

Director)

Mr. Kuok Khoon Hong (Director)

Mr. ChauPhuayHee (Director)

Mr. Nico L. Hans (Alt. Director to Mr.

Kuok Khoon Hong)

Mr. T. K. Kannan (Alt. Director to

Mr.ChauPhuayHee )

Company Secretary : Mrs. Birva C. Patel

Vision Statement

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Corporate ProfileAdaniWilmar Limited (AWL), a Rs. 2600 Crore company; is a joint

venture between two global corporations.

1. The Adani Group of India - The leaders in international trading & private

infrastructure.

2. The Wilmar International Limited of Singapore - One of the World's

largest traders and refiners of edible oils.

Together Adani Group and Wilmar Group have set up India's first

port based refinery in 1999, at Mundra, Gujarat. Today the Mundra refinery

is one of India's largest and most sophisticated oil refineries. FORTUNE,

RAAGand JUBILEEare the brands under which AWL sells its range of

edible oil, vanaspati and bakery shortening.

In addition to Mundra refinery, AWL also owns refineries at Bundi

[Rajasthan], Haldia [West Bengal] and Mantralayam [Andhra Pradesh]. Its

cumulative refining capacity is more than 3200 Tones Per Day (TPD). The

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company also has packing operations at Chatral [Gujarat], Latur

[Maharashtra], Jaipur [Rajasthan], Dharwad [Karnataka], Dewas [Madhya

Pradesh] and Cochin [Kerala].

With 80 branches, 5000 distributors catering to 1 million outlets,

AWL’s products reach to 20 million households across India.

Since its launch in 2000, Fortune took just 20 months to become

India’s No.1 edible oil brand, and they are still at the top of the chart.

Following the success in India, AWL introduced branded Soya bean oil to

Middle East and is now exporting its products to more than 19 countries.

PROMOTERS

Adani Group

Adani Groupwith its turnover exceedingRs.20250 Crores(US $ 4.5

billion)in 2006, is one of the fastest growing corporate houses in India. Its

flagship company – Adani Enterprise Ltd [formerly known as Adani

Exports Ltd], is one of the largest trading companies in India with Five Star

Trading Housestatus (Highest status conferred by the Govt. of India).

Adani Exports trades in nearly 40 commodities in more than 55

countries around the world.

The Group owns a fully functional multi-purpose port at Mundra in

the Gulf of Kutch, Gujarat.

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The Group has also set up a BPO in Ahmedabad, iCall India Ltd.

which caters to both International and Domestic clients.

Adani Group is also involved in infrastructure development which

includes developing a Natural Gas distribution project, building a township

and an SEZ at Mundra.

Adani Group has emerged as an integrated and diversified group with

leadership in the areas of global trading, edible oil manufacturing and

infrastructure development.

Wilmar International

Wilmar International Limited is Asia’s leading agribusiness group

and is amongst the largest listed companies by market capitalization on the

Singapore Exchange.

Wilmar International's business activities include oil palm cultivation,

edible oils refining, oilseeds crushing, consumer pack edible oils processing

and merchandising, specialty fats, oleo chemicals and biodiesel

manufacturing, and grains processing and merchandising. Headquartered in

Singapore, Wilmar International's operations are located in more than 20

countries across four continents, with a primary focus on Indonesia,

Malaysia, China, India and Europe. Backed by a staff force of 60,000

people, over 160 processing plants and an extensive distribution network,

their products are delivered to more than 50 countries globally.

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Today Wilmar International is:

The largest global processor and merchandiser of palm and lauric oils

One of the largest plantation companies in Indonesia/Malaysia

The largest palm biodiesel manufacturer in the world

A leading consumer pack edible oils producer, oilseeds crusher,

edible oils refiner, specialty fats and oleochemicals manufacturer in

China

The largest edible oils refiner in Ukraine

The leading importer of edible oils into East and South Africa

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Companies under Adani group

Adani Willmar Ltd

Adani exports ltd

Gujarat Adani energy ltd

Gujarat Adani port Ltd

Mundra SEZ

Adani retail Ltd

I call India ltd

Adani agri fresh

Project Management Cell

Major Activities

The Group trades in nearly 40 commodities in more than 55 countries around the world.

Owns a multi-purpose port at Mundra in the Gulf of Kutch, Gujarat.

Has opened 52 super stores in Gujarat by the name of Adani. Supermarkets

through Adani Retail Ltd.

Has set up a BPO in Ahmedabad.

Actively involved in infrastructure development that includes a Natural Gas distribution project and a SEZ at Mundra.

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Adani group is the fastest growing corporate entities in India. This has only been

possible because of the excellence of many people who dedicate themselves daily and go

that extra mile to achieve.

ADANI WILMAR LIMITED

Vision

“To be globally competitive India Centric Organization, with Leadership in

Manufacturing and Integrated Businesses, committed to the delight of our Customers”

Mission

“To set a pattern of growth, distinct and unique, by being proactive on both the supply

and demand side of global trade and to promote development of world class

infrastructure facilities”

______________________________________________________________________

Adani Wilmar Limited (AWL) is the flagship company of Adani Group and is actively

involved in the business of Global Trading. Awl’s head office is situated in Ahmedabad,

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which is one of the mega cities of India.

AWL commenced its operations in 1988, driven by the desire “To become the leader in

trading business”, and it has achieved a 1000 fold growth from Rs.2.2 crore in 1988-89

to Rs. 2900 crore in 1999-2000.Adani Wilmar Limited (AWL) is a joint venture between

two global corporations the Rs. 17000 crore, Adani group of India - the leaders in

international trading & private infrastructure, and the US $ 5 billion Wilmar Holdings

pvt. Ltd of Singapore - one of the World's largest trader and refiner of edible oils. Adani

Wilmar has 70 branches all over India.

Together Adani Group and Wilmar Group have set up India’s first port based

refinery in 1999, at Mundra, Gujarat. Today the Mundra refinery is one of India’s largest

and most sophisticated oil refineries. FORTUNE, RAAG and JUBILEE are the brands

under which AWL sells its range of edible oil, vanaspati and bakery shortening.

In addition to Mundra refinery, AWL also owns refineries at Bundi [Rajasthan],

Haldia [West Bengal] and Mantralayam [Andhra Pradesh]. Its cumulative refining

capacity is more than 3200 Tones per Day (TPD).

The company also has packing operations at Chatral [Gujarat], Latur [Maharashtra],

Jaipur [Rajasthan], Dharwad [Karnataka] and Cochin [Kerala].

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Awl’s flagship brand Fortune has set a scorching pace in the Indian edible oil

market. It is ranked 30th among the top 50 FMCG brands. An achievement that is

commendable for a brand, which is just 3 years old.

The BEGINNING

    1988 Started as partnership firm

Entrepreneurial vision

Limited capital, infrastructure

One market, one business focus

Customer centric approach

Global aspirations

Passion, hard work, will to succeed

    1993 "Star Trading House"

Conversion in to a Public Limited Company

1994

“Super Star Trading House”

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IPO @ Rs.150/share. Over subscribed 25 times Overall value creation as mantra

    1996 1 : 1 Bonus

      1998

Mundra Port Operational

Coal business commenced

Sales touches USD 608 Mn

    1999

Subsidiary in UAE

1 : 1 Bonus

    2000

Castor Exports

Rice Exports

Sales touches USD 640 Mn.

2001 Edible Oil Refinery

Wheat Exports

Rice Imports

“Golden Super Star Trading House”

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    2002

Subsidiary in Singapore

2004 Awarded “Five Star Export House” status

Sales Turnover crosses USD 2 Billion

        2005

Sales Turnover crosses USD 3 Billion

Market Capitalization USD 327Mn

    2006

Adani Agrifresh commences business

AEL commissions two floating crane barge

Work on setting up grain silos under Adani Agri Logistics started

Commencement of construction of 660 MW thermal power project at Mundra

Expansion of jetties at Mundra Port initiated.

 

HISTORY & MILESTONES      

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2007: The Company has successfully completed foreign currency convertible bond

issue

USD 250 Mn for its business expansion plans.

2005: The Company has received prestigious reorganization of “Five Star Export

House” on account of valuable contribution in country’s overall exports.

    Sales turnover has crossed Rs.13, 500 Crores during FY 2004-05.     The company has

successfully completed foreign currency convertible bond issue of USD 38 Mn and

proved its global reach.

2004: The Company has crossed Rs.7155 Crores sales turnover mark.     Successfully

disinvested its stake of Mundra Container Terminal to P & O Ports, Singapore.

Introduction of new products like Iron Ore, Power Trading, Maize, Sesame Seeds,

Sorghum, Barley etc.

 

2001 & 2003: Actual net worth at Rs 550 Crs. During FY 2002-2003 Company has

achieved turnover of Rs. 2873 Crs as against Rs.2188 crs for FY 1998-99 (a 30 %

growth). Becomes the top net foreign exchange (NFE) earner of the country. The largest

private sector player awarded with prestigious award of “Golden Super Star Trading

House”.

       

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1999 & 2000: Declares a 1:1 bonus. Market capitalization of the company rises beyond

Rs 1710 crs in wake of its scrip price touching Rs 775.60 per share (as on June 09,

2000), subscribers to the IPO see money growing by 1966 per cent in just 5 years.

During FY 1999-2000 Company has achieved all time high turnovers of Rs. 2853.11 crs

as against Rs.2188 crs for FY 1998-99 (a 30 % growth).        

1998 and Beyond: Period

1998: Turnover leaps to Rs 2,418.6 crs for the FY 1997 - 98. Expands its trade basket, at

present trades in more than 40 commodities and in 28 countries. Becomes the top net

foreign exchange (NFE) earner of the country and the largest private sector Super Star

Trading House in India.     Jetty at Mundra Port becomes operational.        

1994 - 1997: Period of Growth        

1997: Super Star Trading House status extended for another 3 years, upto 31st March,

2000, inspite qualification limits for this status being substantially enhanced.        

1996: Turnover crosses the coveted Rs 1,000 cr level; at Rs 1,134.6 crs for the FY 1995

- 96. Declares a 1:1 bonus in November, 1996; paid up capital increases to Rs 11.02 crs.

1994: Hits the primary market in September 1994 with its initial public offering (IPO) of

12.50 lakh equity shares of Rs 10 each at a premium of Rs 140 per share aggregating Rs

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18.75 crs ; float oversubscribed by more than 25 times. Accorded the status of “Super

Star Trading House” on April 1, 1994 by the Ministry of Commerce, Government of

India; the youngest trading house and the only one from the State of Gujarat to have

been granted this status.        

1988 - 1993: The Initial Years      

 1993: Converted into a public limited company on 2nd March 1993 with a paid up

capital of Rs 1 Crore. Accorded the status of “Star Trading House” on April 1, 1993 by

the Ministry of Commerce, Government of India.  

     

1988: Conceived as a partnership firm by Gautam S Adani with an initial capital of Rs 5

lakhs, posts a modest turnover of Rs 2.20 crs in the first year of its operation.

Ability to identify and procure a wide range of products and commodities across

boundaries at competitive prices.

Focused policies and continuous realignment with an ever evolving market.

An impeccable record in schedules and consistency of supplies without

compromising on quality.

A highly motivated, trained and courteous works force that believes in learning

by doing.

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Awards & Recognition

Niryat Shree Gold Trophy (2004-05)

Niryat Shree Gold Trophy (2003-04)

Awarded as “Five Star Export House”.

ICSI award for Excellence in Corporate Governance, ‘04 among the Top 25

Companies

Awarded the “Golden Super Star Trading House”.

38th in BS 1000-India’s Corporate Giants 2003

SOPA Award, 2001-02, 2000-01, 1999-00

Gold Trophy, SRTEPC 1999-00 and 2000-01

FIEO’s Niryat Shree Gold Trophy, 1999-00

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UNITS OF ADANI

BUNDI (raj.) EDIBLE

OIL

MANTRALAYAM (Andhra Pradesh)

SPECIAL FATS

MUNDRA (Kutch)

VANASPATI

HALDIA (W. Bengal)

Organization Structure

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ADANI WILMAR

Manufacturing3 Packing units

Sales &Marketing

Formal 3-tiered governance structure Board of Directors Corporate Management Committee Executive Committee Value creation in businesses through EVA

Strategic business review meets Quarterly / Half yearly / Yearly basis

Quantified target setting & linking to rewards

Strong process orientation through SOPs

Investment in futuristic IT infrastructure

TOP MANAGEMENT at Adani Wilmar Ltd .

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Top Management at Adani Wilmar Ltd. Plant

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Rajesh Adani Managing Director

Pranav Adani Executive Director

Sudhir ProhitAsst.Manager

(Material)

T.K kananG.M

(Trading)

Kamal Moondra

GM (F&A)

Jayesh NaikManager

(HR&admin.

Biplab Pakvashi D.G.M

Angshu MallikAsst.Vice President

P.K BhargavaHead Internal

Audit

Pranav Adani Wilmar Ltd Executive Director

R.K SinghHead-Plant

Mundra

Vivek Pathak

Unit-Head

The LEADERS

Gautam S. Adani, Chairman

A man of tremendous foresight, the dynamic and enterprising Gautam S Adani has

over 24 years of varied experience in manufacturing and trading. He joined the family

business of trading in textiles in the early eighties while completing his education.

Ever since there has been no looking back for the 43 year old visionary. His

unparalleled expertise in international trade, solution oriented approaches, innovation

and endurance in an increasingly competitive and rapidly expanding trading market has

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Dominic GHead-Haldia(Operations)

seen the Adani group metamorphose itself from a trading house to an infrastructure

builder and basic utility provider.

      Rajesh S. Adani, Managing Director

A Bachelor in Commerce, the 41 years old Rajesh S Adani has been a catalyst in

the rapid expansion of the Group. An expert when it comes to financial and

commercial intricacies, he is in charge of the day to day operations of the company. His

proactive and personalized approach to business and a competitive spirit has been

instrumental in AEL establishing business relationships and a wide network of contacts

with traders across the globe.

Vasant S. Adani, Whole time Director

Aged 50 years and a Bachelor in Arts, Vasant S Adani is actively looking into the

administrative aspects of the Adani group. With about 16 years of experience in real

estate development and general management, he lends an overall corporate

administrative touch to the operations of various Adani Group entities.    

Mr. Pradeep Mittal, Whole time Director

Mr. Mittal has done his post graduate diploma in Marketing, and has over 30 years

experience in the global energy and minerals trade. He was chief General Manager of

Karamchand Thaper and Brothers (CS) Ltd. before joining the Adani Group in 1998.      

Jay H. Shah, Director

Aged 45 years and a law graduate, Jay H Shah, has been with the company since its

inception. Acknowledged by one and all in the company to possess the acumen of an

artful trader, his connections and global sourcing skills have earned him a reputation in

the chemicals and petrochemicals business in Mumbai.      

Dr. A. C. Shah, Director

Dr A C Shah, the erstwhile Chairman and Managing Director of Bank of Baroda has

more than thirty years of extensive banking experience. An M A and PhD in Economics,

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Dr Shah has served as a director on the Board of reputed companies like UTI Bank,

Reliance Capital, Jet Airways, NOCIL, Kopran and Gujarat Lease Finance. He has

chaired several committees on banking, the most recent one being the RBI Committee

for functioning of Non-Banking Financial Companies (NBFCs).      

Dr. Pravin P. Shah, Director

Aged 54 years, Dr Pravin P Shah is a practicing Chartered Accountant and the sole

proprietor of the renowned Pravin P Shah & Associates, a firm of chartered Accountants.

He has about 25 years of experience in auditing, legal matters and taxation planning.      

C. R. Shah, Director

Shri C. R. Shah obtained Master Degree in Arts with first position from Gujarat

University. He was a Gold Medalist having obtained first position in Master of Laws

examination with Distinction. Presently, he is president of Gujarat Chambers of

Commerce and Industry (GCCI).

Strong market recognition in Edible oil Numero uno in branded oil segment

o 22 % market share in all oils

o 53 % market share in soya oil

One of the fastest growing FMCG in 2004

30th rank among top 100 brands in India

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Product line

1. Fortune Refined Soya bean oil

Refined Sunflower oil

Refined Cottonseed oil

Refined groundnut oil

Kachi ghani mustard oil

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Pure groundnut oil

Pure mustard oil

Pure coconut oil

2. Raag Vanaspati

Refined Soya bean oil

Pure mustard oil

3. Jubilee Bakery Shortening

Refined cooking oil

1. Sunflowers

A sunflower seed extraction is widely used as protein material for animal

feed. Indian sunflower seed extractions contain about 30% crude protein with

30% fiber. Although sunflower protein is low in lysine, methionime & cystine

levels are favourable to meet poultry feed requirements. It is superior to most

vegetable proteins in digestibility. Sunflowerseed extractions is therefore supple-

mented with lysine, or fed with other high  lusine proteine meals, like soybean

meal or fish meal. Recent development of various enzyme preparations which

can act upon fibre in sunflower meal, making it more digestible, can result in an

economical substitute for various protein sources.

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2. Rapeseed

Rapeseed meal has minimum 38% O & A and 12% maximum fibre. It has a

very low fat content (0.5%) and is very rich in proteins (37%). The digestibility of

the hull fraction is good. The erucic acid content of the meal is very low (0.25%

max.). Its extremely good amino acid composition, often compared to milk

protein, contributes to its high nutritive value. The amino acid profile showing

adequate lysine and methionine is very much favourable to the non-ruminent poultry

feed.

3. Sesame Seed

Sesame seed extraction is high protein feed meal. The protein has a high

content of methionine and cystine and it is also rich

in arginine and tryptophan but is deficient in lysine and to some

extent in isoleucine. The PER value of the sesame extraction can

be doubled by mixing it with an equal weight of soybean meal,

which has high lysine content. This can also be achieved by

supplementation with synthetic amino acids like lysine (0.2%)

and isoleucine (0.1%). It is being used as a valuable ingredient

upto 5% in well formulated poultry feed.

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4. Cotton Seed

Decorticated cotton seed meal is one of the best protein supplement for dairy

cows, buffaloes and sheep. It has been highly recommended for incorporation in the

formulated feed so as to function as a by-pass protein to raise the milk yield.

5. Groundnut

India is in a position to offer groundnut extraction having protein content

varying from 41% - 50% with aflatoxin content of less than 0.5% 0.2% or 0.05 ppm.

Groundnut extraction is a very good vegetable protein for poultry feed and can be

used up to the level of 25%.

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6. soybean

soybean extractions has a high profat content (49% - 50%) compared to a

44% profat content of China and other Western countries and is very well accepted

in the international market.

7. Coconut

Coconut meal is fed mostly to dairy cattle.  Though it is comparatively a

moderate protein (20% - 22%) source, it is highly palatable and its protein has a very

high by-pass value. The copra meal produces firm butter of exceptional quality if it is

used in cattle feed preparations.

Figures pertaining to estimated production of major cultivated oilseeds,

availability of edible oils from all domestic sources and consumption of edible oils (from

Domestic and Import Sources) during the last few years are as under :-

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(In lakh Tone)

Oil Year

(Nov.-Oct.)

Production of

Oilseeds

Net availability of edible

oils from all domestic

sources

Consumption of Edible Oils

(from domestic and import

sources)

2000-2001 184.40 54.99 96.76

2001-2002 206.63 61.46 104.68

2002-2003 148.39 46.64 90.29

2003-2004 251.86 71.40 124.30

2004-2005 243.54 72.47 117.89

2005-2006 279.79 83.16 126.04

2006-2007 242.89 73.70 115.87

2007-2008(E) 282.08 84.27 121.91

Source : (i)   Production of oil seeds : Ministry of Agriculture

(ii) Net availability of edible oils: Directorate of Vanaspati, Vegetable Oils &

Fat

2.4 PRODUCT PORTFOLIO

Fortune Brands

Fortune Refined Soyabean Oil

Fortune Refined Sunflower Oil

Fortune Refined Cottonseed Oil

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Fortune Refined Groundnut Oil

Fortune Kachi Ghani Mustard Oil

Fortune Pure Groundnut Oil

Fortune Pure Mustard Oil

Fortune Pure Coconut Oil

Fortune Fryola

Fortune Naturelle

Raag Brands

Raag Vanaspati

Raag Refined Soyabean Oil

Jubilee Brands

Jubilee Masterchef Bakery Shortening

Fortune Masterchef

Specialty Fats / Bakery Shortening

MANUFACTURING FACALITIES

The company has strategically located its refining and processing facilities to both cater to

different parts of the country as well as harness the potential of oilseed growing areas. The

locations are at Mundra (Gujarat), Mantralayam (Andhra Pradesh), Bundi (Rajasthan) and Haldia

(West Bengal).

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Mundra (Gujarat)

AWL's largest state-of-the-art refinery is based at Mundra in the Gulf of Kutch in

Gujarat. The technology has been imported from De Smet of Belgium and Alfa Laval of

Sweden. The quality of oil is at par with best in the world, meeting USFDA standards.

AWL refined oil goes through the strictest quality controlled and computerized

manufacturing process with online monitoring.

AWL's Mundra refinery was started with an initial refining capacity of the 600 Tonnes per Day

(TPD) and after the recent expansion; Mundra has a consolidated refining capacity of 2200

TPD and hydrogenation capacity of 350 TPD. The refining complex now also has a coal based

captive power plant of 4 MW.

In order to enhance quality and save cost, AWL has also set up an integrated packaging plant at

Mundra which includes HDPE blow molding facility, PET Preform blow molding facility and

Tin manufacturing facilities. AWL has also set up fully automated corrugated box manufacturing

facility at Mundra. We have also set up a plant to manufacture multi layer multi colored Film for

our pouch packing.

Mantralayam (A.P.)

This plant was acquired from ITC & is reputed to be one of the best plants in India for

sunflower oil production. The plant has a capacity to crush 450 TPD of seeds and refining

capacity of 180 TPD oil. Located in close proximity to the sunflower-growing belt of

Andhra Pradesh and Karnataka, this plant is also suitable for crushing and refining

Soyabean and Groundnut oil. It was strategically acquired to cater to South India's

demand for Refined Sunflower Oil.

Bundi (Rajasthan)

This plant was taken over from RICO industries. It has a capacity to crush 450 TPD of seeds

and refine 150 TPD of oil. The plant provides ideal location for processing both mustard and

soyabean.

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Apart from it there is also a processing facility at Jaipur, which produces the premium quality

pungent mustard oil packed as Fortune "Kachi Ghani", exclusively to cater to the taste of

pungent and pure mustard oil of eastern India

FAQs

Question: What are MUFA & PUFA? When an oil is said to be MUFA or PUFA based, does it mean that other compounds are absent?

Ans : MUFA & PUFA are the short forms of Mono Unsaturated Fatty Acids and Poly Unsaturated Fatty Acids, respectively. All edible oils contain both MUFA & PUFA, though one of these may be present in higher percentage than the other. However, all edible oils contain some Saturated Fatty Acids (SAFA) as also traces of non-oil compounds – some of which have important roles in nutrition and health, like Vitamin-E and Lecithin

Question: Is it true that some edible oils have cholesterol while some are cholesterol-free?

Ans : All edible vegetable oils are free from cholesterol. Cholesterol is only present in animal fats like butter and ghee.

Question: Are there any oils, which are saturated, fat-free?

Ans : Oils may be low on saturates, though there are no saturated fat free oils.

Question: What is Cholesterol and what is its relevance?

Ans :Cholesterols are made up of a fat (lipid) part and a protein part and hence are also called Lipoproteins. Total Cholesterol comprises of three types of Lipoproteins: High Density Lipoproteins (HDL), Low Density Lipoproteins (LDL) and very Low Density Lipoproteins (VLDL). Of these, HDL are called Good Cholesterol as they carry cholesterol -  that can cause blockage in the arteries - from your cells back to your liver to be removed from your body. LDL and VLDL are called Bad Cholesterol as they form the plaque on artery walls that develops into a blockage that restricts blood flow to the heart – leading to atherosclerosis and coronary heart diseases. To look at the total cholesterol alone does not give an adequate reflection of cholesterol levels.  What is important is the ratio between the good and bad. The optimum ratio of Total Cholesterol to LDL should be less than 3.5 to1 (For LDL ratio take the Total Cholesterol and divide by LDL). The ideal ratio of Total Cholesterol to HDL should be less than 3 to 1 (For HDL ratio take the Total Cholesterol and divide by HDL).

Question: Is it alright if I don't eat any fat?

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Ans : Fat is an essential nutrient required for health and growth, like protein, carbohydrate, vitamins and minerals. Fats supply essential fatty acids such as linoleic acid and alpha-linolenic acid, which our bodies cannot manufacture. Nutritionists suggest that, for adults, about 30% of the kilojoules consumed should be derived from fat. This translates to 50-60 grams of fat daily for a sedentary adult woman consuming 7500 kilojoules (1800 calories) a day. The type of fat is important - no more than 15 grams a day should be saturated fat.

Question: I have heard that fats don't give us anything except kilojoules(calories). Is it true? And what is the role of fats in our daily diet?

Ans : Fat serves many functions in nutrition. Fat:Provides insulation and "cushioning" for internal organs;"Spares" protein for its primary role of building; and Serves as a "carrier" of fat-soluble vitamins (vitamins A, D, E and K) and fat-soluble

antioxidants like beta-carotene and other carotenoids.

Question: In order to lose excess weight, is it necessary for me toeliminate all fat from my diet lose?

Ans : A recent study conducted by Harvard School of Public Health used a regression analysis of data from the Nurses Health Study (80,000 women for 14 years) suggests that replacing saturated fat and trans unsaturated fats with monounsaturated (MUFA)and polyunsaturated fats (PUFA) is more effective in preventing coronary heart disease in women than reducing overall fat intake.

Question: Is it true that canola oil is toxic/contains a poison?

Ans : This myth has been circulating on the internet with no substantiation. It probably arose from canola's association with its parent, rapeseed, which contains naturally high levels of erucic acid, but this characteristic has been bred out of canola.

Question: Do light oils keep my fat intake low?

Ans : Light or "lite" oils have exactly the same fat and kilojoule content as regular oils. They are simply light in flavour or lighter in colour.

Manpower strength at AWL:

The total strength of AWL is 899 employees. The details of Man Power status at

Manufacturing unit / Branches / Corporate Office is as mentioned below:

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H.O & BRANCHES - 440

MUNDRA - 243

MANTRALAYAM - 72

BUNDI - 63

HALDIYA - 88

-------

903

-------

Manufacturing facilities

The company has strategically located its refining and processing facilities to both cater

to different parts of the country as well as harness the potential of oilseed growing areas.

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The locations are at Mundra (Gujarat), Mantralayam (Andhra Pradesh), Bundi

(Rajasthan) and Haldia (West Bengal)

DISTRIBUTION NETWORK

The end-users of our products are: households and institutional buyers [catering /

hospitality / processed food / snacks] set-ups. AWL has set up a strong distribution

network of Company Distributors and Super Stockists for its retail operations. This chain

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helps to tap even the small retailers/traders and thus increasing our reach.

Today AWL has its distribution foot prints all across the country with

various stock-points catering to more than 5000 distributors, 600 Super Stockists and

numerous brokers and other trade associates. AWL's retail reach is more than 1,000,000

outlets and its consumer reach is more than 80 million Indians.

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INTRODUCTION

TOHUMAN

RESOURCES

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INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT

Management’s basic job is the effective utilization of Human resources for the

achievement of organizational objectives viz. profitable operations and growth through

the satisfaction of certain needs of the customers and society. It is through the combined

effort of human resources or personnel that technological, financial, physical and all

other resources are utilized. The effectiveness with which various kind of human

resources are co – effectiveness with which various kind of human resources are co –

originated and utilized is responsible for success or failure in achieving organizational

objectives.

“Every aspect of firm’s activities is determined by the competence, motivation

and general effectiveness of its human organization, of all the tasks of management

managing human components is the central and most important task because all depends

upon how well it is done,” Rensis Linkert.

According to the institution of personnel management ( U.K.), “Personnel

Management is an integral but distinctive part of management concerned with people at

work and their relationship with in the organization.”

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‘FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Functions:

Managerial → 1. Planning.

2. Organizing.

3. Directing.

4. Controlling.

5. Staffing.

Operative → 1. Employment.

2. Training &

Development.

3. Remuneration,

Working conditions.

4. Motivation.

5. Personnel Records.

6. Industrial Relations.

7. Separation.

Advisory → 1. Advice to top Mgt.

2. Advice to departmental heads.

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HUMAN RESOURCE DEVELOPMENT

An overview

The concept of HRD is comparatively of recent origin and is now used at both macro

and micro level. At the micro originations level, HRD is described as the core of all

development efforts in the sense of improvement of quality of life of people of a nation.

At the micro or organizational level, HRD connotes improvement in the quality of

managers and workers so as to achieve greater quality and higher levels of productivity.

HRD involves

Ways to better adjust the individual to his job, the environment.

The greatest involvement of an employee in various aspects of his work; and

The greatest concern for enhancing the capabilities of the individual.

Goals of HRD

Provide an opportunity and comprehensive framework for the development of

human resources in the organization for full expression of their talents and

manifest potentials.

Develop each individual’s capabilities to perform the present job and handle

future likely roles.

Develop the sense of team spirit, teamwork and inter- team collaboration.

Develop the organization health, culture and climate.

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SIGNIFICANCE OF HRD

No organization can grow and survive in the present-day environment without

the growth and development of its people. In the view of fast development changes, the

HRD must be viewed as the total system inter-related and interacting with other system

at work – the production, the finance, the marketing, with which a business system

function.

HRD facilitates the integrated growth of employees. It helps employees to know their

strengths and weakness and enable them to improve their performance and that of the

organization.

OBJECTIVES OF HRD

Assess future recruitment needs

Formulate training programs

Develop promotion and career development policies

Anticipate and, where possible, avoid redundancies

Develop a flexible workforce to meet changing requirements

Control staff costs whilst ensuring salaries remain competitive

Assess future requirements for capital equipment, technology and premises.

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Functions of HRD in Adani Wilmar Ltd.

1. Training and Development:

In Adani Wilmar a new selected person is trained for 30 days to 6 months according

to job profile. When new technology adopted by the company it is necessary to

impart knowledge about it to the employees so that they can adapt to it.

2. Performance appraisal:

Performance appraisal is systematic evaluation of the personality and performance of

each employee by his supervisor or some other person trained in the techniques for

comparing individual in a work group, in terms of personal quality or deficiencies and

the requirements of their respective jobs.

3. Clippings for soft board:

In adani Some important information which the department feels, can be valued to its

employees is sent to all department or the concerned department, so that they can pin it

up on their notice board.

4. Suggestion scheme:

Suggestion boxes are placed at different locations in the organization. Anybody &

everybody is welcomed to give suggestions which may help in brining improvement in

the policy matters of the company.

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5. Birthday Wishes:

Adani wilimar develop a sense of belongingness and closeness among the employees

and help in consolidating friendly relationship, the company greets each & every

employee on his birthday.

6. Induction:

The HRD department arranges induction programme for the new employee.

Each new employee has to visit each and every department to the company and know

about the function of the department and its members. The ranges of information that

may be covered under induction programme are:

Company history and philosophy

Products of the company

Company’s organization structure

Location of department and employee service

Personnel policies and practices

Employee activities

Rules & Regulations

At the end of the induction programme employees submits induction report to the HRD

department.

7. Summer training:

Aadani willimar provide better training for BBA/ BE/MCA/MBA/BCA etc.

8. Counseling of employees. :

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At adani employee’s problems are conceders

HIERARCHY

OF

HUMAN RESOURCE DEPARTMENT

(ADANI WILMAR LTD.)

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Manager (HR & ADMIN.)

(Dy. Manager (HR & ADMIN.)

(Jr Officer (HR & ADMIN.)

Supervisor HR & ADMIN.

(Sr. Officer (HR & ADMIN.)

Supervisor (HR & ADMIN.)

Receptionist

PROCESS OF HUMAN RESOURCES MANEGMENT

OBJECTIVES OF THE PROJECT

The objective of our study is to:

Identify general practices in the organizations which is used to

measure the satisfaction level in the employees.

Determine which companies’ policies are most effective.

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Assistant (HR & ADMIN.)

Corporate objective

Business unit objective

Control and Evaluation of implementation

H.R. objective

H.R. demand objective

H.R. supply forecasting

Net requirement nt

Action plan

Deficit H.R Recruitment Transfer Training

Surplus H.R Downsizing Transfer Training

QUESTIONNAIRE

Please take a few minutes to complete this survey. Based on your personal experience in

this organization, please fill this form to help us building our organization much better &

professional. Share your views by putting a mark in the boxes against each question.

To maintain confidentiality, please don’t mention your name anywhere in this form.

DepartmentAgeWorking in this organization since

A – STRONGLY AGREE B – AGREE C – DISAGREE D – STRONGLY DISAGREE

S.no Particulars A B C D

1.The standard of working and other facilities is comfortable.

2.The human resource planning in your organization is well organized.

3.Training and development programmes are regularly conducted in your organization.

4.You get an output from the training and development programme

5.You get an appraisal from your management according to your performance.

6.The human resource planning in your organization is successful in removing the inaccuracy.

7.This organization makes all efforts to keep employees happy.

8. The climate / working environment is satisfactory.

9.Senior management shows genuine interest in the well being of employees

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10. You are happy to be a part of this organization.

11. You are praised by your senior when you do a good job.

12.You can approach to your senior or top management without any difficulty to discuss your problems.

13.Weaknesses of employees are communicated to them in a non-threatening way.

14.Appraisal of the organization is growth and development oriented.

15. Most of the time you feel helpless and powerless.

16.The noise around your work place does not allow you to work properly.

17.Employees in your organization are discriminated here based on caste, region, language etc.

18.There is a kind of workers participation in management in your organization.

19. You are satisfied with your participation in management.

20.Management communicates its goals & strategies effectively to its employees.

Anything else you would like to share:-

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THE FINDINGS

During the Survey, it was found that :

1. Major part of Adani Employees are satisfied with the Security level in the

Organization whether Job Security or Personal Security, but still a significant

no.of employees are pretty dissatisfied with the Security level.

2. Major parts are satisfied with the working of Refinery.

RESEARCH FINDINGS

SATISFACTION LEVEL IN ADANI EMPLOYEES REGARDING

VARIOUS FUNCTIONS IN ADANI

1.HIGHLY SATISFIED 3. DISSATISFIED

2. SATISFIED 4.HIGHLY DISSATISFIED

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Name of Department:

1. The standard of working and other facilities is comfortabl.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied2. The human resource planning in your organization is well organized.

s1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

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3. Training and development programmers are regularly conducted in your

organization.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

4. You get an output from the training and development programmers.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

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5. You get an appraisal from your management according to your

performance.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

6. The human resource planning in your organization is successful in

removing the inaccuracy.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

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7. This organization makes all efforts to keep employees happy.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

8. The climate / working environment is satisfactory.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

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9. Senior management shows genuine interest in the well being of

employees.

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

10. You are happy to be a part of this organization.

s

1. Highly Satisfied 2.Satisfied3. Dissatisfied 4.Highly Dissatisfied

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66%

34%

Satisfied

Unsatisfied

OVERALL LEVEL OF SATISFACTION IN

THE EMPLOYEES

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CONCLUSION&

SUGGESTIONS

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Conclusion:

From our study and personal interview on “Employee satisfaction” in Adani Wilmar Ltd.

we conclude that:

More then 70% of the employees think that the standard of working, other

facilities & human resource planning in Adani Wilmar ltd. is satisfactory.

The human resource planning in their organization is successful in removing the

inaccuracy.

Employees find their self comfortable while communicating to their HOD’s/

subordinates.

They are paid fairly according to their job.

Employees are not happy with the cafeteria in their organization.

Employees are also looking for some training & development programme

in Adani Wilmar.

Almost every employee is happy with their freedom and authority to perform the

responsibilities.

There is a good communication channel between the employees and the top

management.

Almost every employee’s are satisfied with the present reward system.

Team spirit is of high order in the organization.

Employees feel free to voice their opinions freely.

Employees receive prompt feedback to their queries from the manager of the

respective department.

The climate / working environment is very comfortable.

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Commercial, Packaging, Acid oil & Logistics department’s are not that much

satisfactory.

Suggestions:

Cash reward should be introduced in the organization.

Canteen/ Cafeteria need to be improved.

Training & development programme should be conducted more in the

organization.

Infrastructure facilities need to be improved.

Bibliography

1. htt://www.adaniwilmar.com/

2. htt://www.adanigroup.com/3. htt://www.googel.com/4. G.S suddha:-human resouresh develoment

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