Essar Oil Ltd

INTRODUCTION ESSAR OIL LIMITED

Essar Oil Ltd. was started in the year 1994 and it is currently India’s largest corporate houses manufacturing and service sector playing vital role in the economic growth of our country. The project is progressing with ABB (Asian Brown Bovery) Lummus Crest with a contract of US $32 billion. The Project Management are done by Essar Projects, Engineers India Limited & Tata Consulting Engineers.

Essar Oil Limited at Vadinar is headed by B.K.MUKHERJEE. It has about 777 highly efficient and dynamic team of employees by positively affecting the society.

STUDY ON PERFORMANCE APPRAISAL- 70 -

ABOUT ESSAR GROUP

The Essar Group is one of India’s largest corporate houses with interests spanning the manufacturing and service sectors in both Old and New Economies: STEEL, POWER, SHIPPING, CONSTRUCTIONS, OIL & GAS, and TELECOM.

The Group has an asset base of US$ 4.4 bn (Rs 200 billion) and a turnover of over US$ 2.08 bn (Rs 95 billion).Strategic investments made by the group over the past decade have resulted in the creation of tangible and intangible assets that are at the Heart of Indian Economy.

The group takes pride in being a high performance multinational organization providing world class services and products. Manned by a highly efficient and dynamic team of employees, the group is growing stronger everyday. A committed corporate citizen, the group provides unwavering support to the community as well as initiates various social and ecological drives that have “POSITIVE ATTITUDE” on society.

ESSAR PHILOSOPHY


The success of “ESSAR GROUP” is dependent on the development and

realization of potential of each one who is in direct contact or indirect contacts.

The mindset of Yesterday’s managers was to accept compromise and keep things neat & orderly which leads to complacency. We should not be afraid to go against today’s currents because we know that tomorrow is ours and we must work on a vision of what business can become.

ESSAR MISSION


The mission of this company is to create enduring value for customers and

stakeholders in core manufacturing and service businesses, through world class operating standards, state of art technology and “POSITIVE ATTITUDE” of our people.

ESSAR LEADERSHIP VALUES


1. Integrity of all times.

2. Satisfaction to Internal & External Customers.

3. Facilitate all round excellence.

4. Promote Quality.

5. Continuously innovate and create.

6. Explore growth opportunities in New Technologies.

7. Constantly focus on Cost reduction.

8. Work with “POSITIVE ATTITUDE”.

HRD MISSION

To transform human resources from employee, to management partner in achieving business goal. Proactively create environment


and work with people to provide competitive edge to the business for

continuous growth.

Create a finest learning, which would facilitate the acquisition of the request knowledge, skills and attitudes or competencies that will bring about the best among our employees, towards organizational effectiveness.

WORLD CLASS STANDARDS

The ESSAR GROUP insists on setting and surpassing world class benchmarks in everything that they do. No wonder they have the world’s largest gas based sponge iron plant and are one of the world’s largest integrated sea logistics companies that owns India’s


largest double hull, double bottom VLCC. All their businesses to stay strong and agile.

They have invested several billion dollars on exclusive state of art technology because they believe that it confers strong strategic advantage.

CORPORATE OFFICE AND REGIONAL OFFICE ADDRESS

Corporate Office:-

ESSAR OIL LIMITEDMAHALAXMI,ESSAR HOUSE, 11 K.K. MARGMAHALAXMI, MUMBAI – 4000134TEL :- (+91022) 66601100/40011100


Regional Office:-

ESSAR OIL LIMITEDESSAR HOUSE,12, SWASTIK SOCIETY, JAMNAGAR – 361008TEL :- (0288-2556480/81/82/83)

Refinery:-

ESSAR OIL LIMITEDREFINERY SITE, P.O.BOX. NO. 2440 KM, JAMNAGAR – OKHA HIGHWAY P.O. KHAMBHALIA – 361305DIST JAMNAGAR, GUJARATPH :- (O2833-241444)FAX: - 02833 – 241818/241414

1

MANAGEMENT TEAM OF ESSAR GROUP

SHRI SHASHI RUIA – CHAIRMAN

SHRI RAVI RUIA – VICE CHAIMAN

SHRI PRASHANT RUIA – DIRECTOR

SHRI ANSHUMAN RUIA – DIRECTOR


CORPORATE FUNCTIONSMUMBAI

MR SURESH SUNDARAM – DIRECTOR CORPORATE AVIATION

MR S.V. VENKATESAN – RESIDENT DIRECTOR, CHENNAI

MR J MEHRA – RESIDENT DIRECTOR, NEW DELHI

LATE MR HARSH SHAH – RESIDENT DIRECTOR, GUJARAT

MR MADHUR S VAPPULURI – RESIDENT DIRECTOR, NEW YORK

MR SUNIL BAJAJ – PRESIDENT CORPORATE AFFAIRS

MR V KRISHNAN – HEAD CORPORATE COMMUNICATION

MR Y M SHIVAMURTHY – HEAD LEGAL


MR N S PARAMASIVAM – HEAD FOREX &

TREASURYMR DINYAR M JIVAASHA – HEAD CORP. RISK

& INSURANCE MGT.

MANAGEMENT TEAM ESSAR OIL LIMITED JAMNAGAR

MR AWADHESH SINHA – MANAGING DIRECTOR

MR HARI L MUNDRA – DY MANAGING DIRECTOR & DIRECTOR FINANCE

MR B K MUKHERJEE – HEAD REFINERY

MR RAJ K VARMA – CEO MARKETING

MR S R AGRAWAL – EXECUTIVE DIRECTOR EXPLORATION & PRODUCTION

MR V K DHARIA – CEO EXPLORATION & PRODUCTION


MR G R BELLAR – SR VICE PRESIDENT BUSINESS

DEVELOPMENT MR S S BAGRODIA – SR VICE PRESIDENT

COMMERCIAL MR SHAFFI SHEIKH – COMPANY SECRETARY

MR C MOHAN KUMAR – HEAD HUMAN RESOURCES

LEVELS OF MANAGEMENT AT ESSAR OIL LIMITED

JAMNAGAR

LEVEL DESIGNATIONM – 01 DIRECTORM – 02 SENIOR VICE PRESIDENT

M – 03 VICE PRESIDENTM – 04 GENERAL MANAGERM – 05 JOINT GENERAL

MANAGERM – 06 DEPUTY GENERAL

MANAGERM – 07 MANAGERM – 08 DEPUTY MANAGER


M – 09 SENIOR OFFICERM – 10 OFFICER

M – 11 JUNIOR OFFICERT – 1 MANAGEMENT TRAINEET -2 GRADUATE ENGINEER

TRAINEE

TABLE-2

ORGANISATION STRUCTURE ESSAR OIL LIMITED

JAMNAGAR

TECHNICAL SERVICES & PROCESSK BALASUBRAMANIAN-SENIOR VICE PRESIDENT

TECHNICAL SERVICESMR S S DAS-SENIOR VICE PRESIDENT

COMMISSIONING IN CHARGEEION TURNBULL

OPERATIONMR N VENKATRAMANI

HSE & FIRE FIGHTININGMR PRAKASH PAI-VICE PRESIDENT


ACCOUNTSMR P R ASHOK-VICE PRESIDENT

COMMERCIALMR S L RAVI-VICE PRESIDENT

PUBLIC RELATION & CDCMR PRASHANT PANDYA-VICE PRESIDENT

ORGANISATION FLOWCHART- 3

ESSAR OIL LIMITEDJAMNAGAR

OFFICE TIMINGS :-

GENERAL SHIFT: 8:30 A.M. TO 5:30 P.M.SHIFT A: 6:00 A.M. TO 2:00 P.M.SHIFT B: 2:00 P.M. TO 10:00 P.M.SHIFT C: 10:00 P.M. TO 6:00 A.M.

THE A, B & C SHIFT IS CURRENTLY TO OPERATIONS DEPARTMENT.

MOBILE PHONES:-

THE FACILITY OF MOBILE PHONES TO THE EMPLOYEES IS TOTALLY NEED BASED AND DEPENDS ON THE NATURE OF JOB RESPONSIBILITY ENTRUSTED TO THE


EMPLOYEE AND WILL BE DECIDED BY THE RESPECTED HEAD OF

DEPARTMENT AND APPROVED BY THE HEAD.

CANTEEN FACILITY :-

THERE ARE 3 CANTEENS FUNCTIONING AT SITE, WHERE BREAKFAST/SNACKS ARE AVAILABLE IN THE MORNING BETWEEN 8:00 A.M. TO 9:00 A.M. FOR LUNCH FROM 12:00 P.M. TO 2:00 P.M. AT FIXED CHARGES. TEA COFFEE IS SERVED IN THE OFFICE 2 TIMES IN THE MORNING AND 1 TIME IN THE AFTERNOON.FOR THE DINNER THE TIME IS FROM 9:00 P.M. TO 10:00 P.M.

TRANSPORT FACILITY

THE COMPANY PROVIDES FREE BUS SERVIES TO COMMUTE TO AND FRO ALL CORNERS OF JAMNAGAR, SIKKA AND KHAMBHALIA.THIS FACILITY IS PROVIDED UPTO M-6 (DY GENERAL MANAGER) AND M-5 AND ABOVE ARE TO MAKE THEIR OWN ARRANGEMENTS. EMPLOYEE SITTING BEYOND 19:30 HRS CAN REQUEST FOR VEHICLE FROM TRANSPORT DEPARTMENT.


ATTENDANCE :-

ALL EMPLOYEES ARE EXPECTED TO REACH THE PLACE OF THE WORK AT LEAST 5 MINUTES BEFORE THE COMMENCEMENT OF WORKING HOURS AND ALL EMPLOYEES HAVE TO SIGN IN THE ATTENDANCE MUSTER.

REGULATORY ENVIRONMENT :-

ESSAR OIL LIMITED follows a proper rules and regulations laid down by the Government of India and jointly with Gujarat Government. It has been certified by the following acts :● THE INDIAN CONTRACT ACT, 1872● THE INDIAN FACTORY ACT, 1948 & 1987● ENVIRONMENTAL PROTECTION ACT● PETROLEUM ACT● PAYMENT OF WAGES ACT, 1936 & MINIMUM

WAGES ACT, 1948● WORKMEN COMPENSATION ACT, 1923● NEC- CERTIFIED CLASSIFICATION OF

HAZARDEOUS AND DANGERIOUS CHEMICALS

BANKS:-

● HOUSING DEVELOPMENT FINANCE CORPORATION (HDFC)

● INDUSTRIAL CREDIT AND INVESTMENT CORPORATION OF INDIA (ICICI)


● STATE BANK OF SAURASHTRA (SBS)

● PUNJAB NATIONAL BANK (PNB)● RESERVE BANK OF INDIA (RBI)

Product & services

Products SteelHot briquette sponge ironIron ore pelletsHot rolled productsCold rolled productsGalvanized productsOil and gasPower

ServicesTelecom and business process outsourcingShipping servicesConstruction servicesCellular servicesEnterprise solutionApplication and infrastructureE-business solutions


Market coverage & Target marketing

ESSAR OIL LIMITED is shinning like star in the sky through it working in various fields and it has achieved many laurels in all its activities in very short period it has got name and fame nationally as well as internationally. The future is very bright of this company as it meets all the requirements for the development of company and country at large and contributes in the economy and increase the exports of the country and thus in very many ways can prove beneficial by increasing the standard of living of the people and many more achievements can be achieved. It will provide employment to lots of people to the localities as well will recruit from outside and will be competing RELIANCE INDUSTRIES in healthy manner. The development and establishment of SEZ’s here in JAMNAGAR by ESSAR and RELIANCE will make our place shine in the corporate world with its name and fame due to which better and highly technical development will take place and will be very fruitful.

Essar Oil Limited Strategy


■ Provides all the crucial company information required for business

and competitor intelligence needs. ■ Covers all the major features of the company, including

in depth business descriptions, products and services revenue breakdowns and key suppliers, clients and competitors.

■ Includes detailed strategic analysis covering business strategy, SWOT analysis and value chain analysis.

■ A financial and operational overview is supplied, including industry specific ratios, (where applicable).

■ Obtain up to date company information.• Support sales activities by understanding your customers’ business better.• Qualify prospective partners and suppliers.• Understand and respond to your competitors’ business structure, strategy and prospects.

■ Insightful company information, which addresses business and competitor intelligence needs.

■ In-depth analysis of the operational aspects of the business including business descriptions, product lines and services revenue splits, and key competitors.

■ Detailed financial and operational overview including key performance specific ratios.

■ Strategic analysis of the company using SWOT and Value Chain analysis.

COMPETITORS:-

● RELIANCE PETROLEUM LIMITED (RPL)STUDY ON PERFORMANCE APPRAISAL- 70 -

● INDIAN OIL CORPORATION (IOC)

● INDIAN PETRO CHEMICALS LIMITED (IPCL)● GUJARAT STATE PETROLEUM CORPORATION

(GSPC)● CHENNAI PETROLEUM CORPORATION LIMITED

(CPCL)● HINDUSTAN PETROLEUM CORPORATION LIMITED

(HPCL)● BHARAT PETROLEUM CORPORATION LIMITED

(BPCL)● GUJARAT GAS CORPORATION (GGC)● GAS AUTHORITY OF INDIA LIMITED (GAIL)● OIL AND NATURAL GAS CORPORATION (ONGC)● TATA CHEMICALS (TC)

Promotional tools

1. Honest and Ethical conduct The Officers shall deal on behalf of the company with professionalism, honesty and integrity.2. Compliance with law The Officers shall, in their business conduct, ensure compliance with all applicable laws, rules and regulations, in all


the territories in which the Company operates and ad here to the reporting

system there under.3. Loyalty in employment In consideration of employment with the Company, Executives have to devote their full attention to the business interests of the Company. Executives are prohibited from engaging in any activity that interferes with their performance or responsibility to the Company or is otherwise in conflict with or prejudicial to the Company.4. Other Directorships The Company feels that serving on the Boards of other direct competitor companies may raise substantial concerns about potential conflict or interest. All Officers must report /disclose their relationship with other companies to the Board and as and when there is a change therein.5. Conflict of interest The Officers shall not engage in any business, relationship or activity, which may detrimentally conflict with the interest of company or the Essar group. The Directors disclosure of interest under section 299 of the Companies Act shall be treated as sufficient compliance under this clause. 6. Insider Trading The Officers shall have to comply with the Code of Conduct for Prevention of Insider Trading adopted by the Company.

7. Equal opportunities within the Company The Officers shall ensure that equal opportunities are provided to all employees of the Company and all qualified applicants for employment, without regard to their race, caste, religion, colour, ancestry, marital status, sex, age & nationality and that no discrimination or exploitation is done in this regard.

8. Health, safety and environment


The Officers shall strive to provide a safe and healthy working environment,

both within the organization and as part of the society and comply, in the conduct of its business affairs, with all regulations regarding the preservation of the environment of the territory the company operates in.

9. Use of the Essar brand The Officers shall manage the use of the “ESSAR” trademark and brand in the manner authorized and in the best interest of the Company and the Essar Group.

10. Protection of Assets The assets of the company should be employed for the purpose of conducting the business for which they are duly authorized and they should not be misused.

11. Confidentiality The Officers shall maintain confidentiality of information entrusted to them by the Company or any other information about the Company that comes to them except when disclosure is duly authorized or required by any law or regulation.

12. Reporting concerns The Officers shall promptly report to the management any actual or possible violation of this Code, or an event he or she becomes aware of that could affect the business or reputation of his/her or any Essar Group company.

ORGANISATION CHART

CHAIRMAN

VICE CHAIRMANSTUDY ON PERFORMANCE APPRAISAL- 70 -

DIRECTORS

RESIDENT DIRECTORS

CHENNAI NEW DELHI GUJARAT NEW YORK

PRESIDENTCORPORATE AFFAIRS

HEADCORPORATE COMMUNICATION

HEADLEGAL

HEADFOREX & TREASURY

HEADCORP RISK & INSURANCE MANAGEMENT

INTRODUCTION

OF

VARIOUS AREAS


ON

HUMAN RESOURCE

MANAGEMENT

AT

ESSAR OIL LIMITED

OVERVIEW OF DIFFERENT AREAS OF HUMAN RESOURCE MANAGEMENT

Organizations are made up of people and functions through people. Without people organization cannot exist. “Human Resource is regarded as the assets for any company.” This resource by themselves cannot fulfill the objectives of an organization. There is need to unite them into a team. It is


through the combined efforts of people that material and monetary resources are

effectively utilized for the attainment of common objectives without these joint efforts the end goals cannot be achieved. All the activities of an organization are initiated and completed by the persons who make up the organization therefore people are the most significant resource of an organization. This resource is called HUMAN RESOURCE.

According to L. F. URWICK :-

“Business houses are made or broken in the long run not by markets or capital, patents or equipments; but by MEN of all resource manpower is the only resource which does not depreciate with the passage of time.”

According to FLIPPO, Personnel Management or Human Resource Management is;

“The Planning, Organizing, Directing and Controlling of Procurement, Development, Compensation, Integration, Retention of Human Resource to the end that individual & societal objectives are accomplished.”

ESSAR OIL LIMITED has efficient and effective human resource management committee that functions for various activities like manpower planning, job analysis, recruitment, selection, placements, induction, career planning, training & development, evaluation of job, determining wage & salary, performance appraisal, maintenance, integration and control.


FUNCTIONS OF HUMAN RESOURCE MANAGER

MANAGERIAL OPERATIVEFUNCTIONS FUNCTIONS

1. PLANNING 1. PROCUREMENT 2. ORGANISING 2. DEVELOPMENT

3. DIRECTING 3. COMPENSATION

4. CONTROLLING 4. INTREGATION

5. RETAINTION

DIAGRAM-4

Human Resource Planning has been defined as the process by which management determines how an organization should move from its current position to its desired manpower position.In the words of STAINER,

“ Manpower Planning is the strategy for the Acquisition, Utilization, Improvement and Preservation of an Organization’s Human Resource which is aimed at coordinating the requirements


for and making availability of different types of employees.”

Human resource planning is the first and important role of Manager at ESSAR OIL LIMITED and unless there is strong manpower, to carry various activities is not possible. Here Planning is based on various parameters like:-

● Size of Organization● Turnover of company● Technology involved● Automation● Areas to be outsourced● Non – Core activities outsourced

The planning is based on the demand for and supply of manpower available to the company. The planning functions are carried out in various departments for the operations and

maintenance activities and are required at each and every level. The manpower currently is 780 highly efficient and dynamic group and is planning to expand by touching 1000 to 1500.

After planning of the manpower, the company goes for searching the job requirement. Detailed knowledge of the nature and

requirements of jobs to be filled is essential for determining the kind or quality of personnel’s required. Such knowledge can be obtained through the process of JOB ANALYSIS.

Job Analysis is scientific and systematic process of determining by observation and studies the tasks, which comprise the job, the methods and equipments used and the skills, attitudes required for

successful performance of the job. STUDY ON PERFORMANCE APPRAISAL- 70 -

Job Analysis is carried out here at ESSAR OIL LIMITED. It is beneficial to all companies as managers can know which place is to be filled by which person and it takes place by proving various benefits to the organization which are as follows :-

● For Planning ● Recruitment & Selection ● Placement & Orientation● Training & Development ● Performance Appraisal● Career Planning● Job Evaluation● Employee Relation ● Health & Safety purpose

After the required number and kind of human resource are determined, the next step in the procurement function is to locate the source where from the required human resource can be available and to attract them towards the organization. This is known as “RECRUITMENT”.

According to FLIPPO :-

“Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.

At ESSAR OIL LIMITED, Recruitment is a process to discover the source of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of


an efficient working force. Recruitment needs are of three types :

● PLANNED● ANTICIPATED● UNEXPECTED

Planned needs arise from changes in organization structure and policy.Resignations, deaths, accidents & illness give rise to Unexpected needs.Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external environment.Recruitment being carried out at ESSAR OIL LIMITED is done through either Internal Sources or External sources.

RECRITMENT

INTERNAL EXTERNALSOURCES SOURCES

DIAGRAM-5

SOURCES OF RECRUITMENT

INTERNAL SOURCE EXTERNAL SOURCE


TRANSFERS

ADVERTISEMENTS

PROMOTIONS EMPLOYMENT EXCHANGES

PRESENT EMPLOYEES CAMPUS RECRUITMENTEMPLOYEE REFERRALS CONSULTANTSFORMAR EMPLOYEES CONTRACTORSPREVIOUS APPLICANTS PLACEMENT AGENCIES

RECOMMENDATIONSCOMPETITORSMERGERS & ACQUISATION

TABLE-6

The potential applicants send their resume generally through e-mail that contains personal details, professional details, objective of joining and their expectation from organization. Thus recruitment is an important process to attract potential applicants for proper job and after the recruitment is done the next step is of selection out of those applicants who have applied for the position.

Selection is the process of choosing the most suitable persons out of all the applicants. In the process, relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. Selection is a process of matching the qualifications of applicants with the job requirements.


“Selection is the process of differentiating between those with greater likelihood of

success for job. In short it is Right Person for Right Job on Right Time.”

The Selection procedure is done by the management group at ESSAR OIL LIMITED which is affected by the internal or external environment. The following is the process of selection carried here:-

1. PRELIMINARY INTERVIEW2. EMPLOYMENT INTERVIEW3. REFERENCE & BACKGROUND4. SELECTION DECISION 5. JOB OFFER6. PHYSICAL EXAMINATION7. EVALUATION

At each level the applicants may be selected or rejected depending upon the qualifications and potentials to work and thus selection of right person for the right job is made in a manner that proves beneficial for the working of the company.

Once an employee has been selected, he should be placed on a suitable job. A misplaced employee remains dissatisfied and frustrated. After placing the selected candidates on proper jobs, it is necessary to make them familiar with the job, the company and other employees so that they can feel at home and can concentrate on their work.

“Placement is the process of assigning a specific job to each one of the selected candidates. It involves assigning a specific rank


and responsibility to an individual. It implies matching the requirements of job

with the qualifications of a candidate.”

Placement at ESSAR OIL LIMITED is done by the management team on the basis of required work and skills available from the candidates acquired. The objective is to place right person for the right job so as to make the organization work more effectively and efficiently. Placement is matching of what the supervisor has reason to think he can do with the job demands. It is a matching of what he imposes in strain, working conditions and what he offers in the form of form of payroll, companionship with others, promotional possibilities etc.

Proper placement helps to improve employee morale. It also helps to reduce employee turnover, absenteeism and accidents rates. If a candidate adjusts himself to the job and continuous to perform as per expectations, it might mean that the candidate is properly placed. However, if the candidate has problems in adjusting himself to the job and he continues to perform below expectations, he might be misplaced. Supervisors/Executives

should review all such cases to find out cases of misplacement. Such candidates should be assigned some other more suitable jobs. Alternately, they may be given further trained to make them fit for job. This method is carried out at ESSAR OIL LIMITED.

When a new employee joins an organization, he is completely a stranger to the people, work place and the work environment. Therefore he is likely to feel insure, shy and nervous. He may undergo reality shock caused by a gap between his expectations and the real situation. Induction or Orientation can overcome these problems.


“Once an employee is selected and placed on appropriate job, the process of

familiarizing him with the job and organization begins. This process is called INDUCTION or ORIENTATION.”

Induction takes place here at ESSAR OIL LIMITED for making the employees familiar with how the working of the company takes place. The induction program is of 15 days either organized at the REFINERY SITE or at ESSAR OIL CLUB. All facilities like accommodation, transport and all kinds of refreshments are provided by company on the its cost. It covers all the major areas of management made familiar and all other departments and units working in the company, from where they procure it till the dispatch of the final product; all activities that are carried on by the company is described during the induction process.

In short, it describes everything in detail how the organization works and how does it contributes in the development of its people and company at large on whole develops the country.There are not only live presentations given, but the employees are also taken at the refinery sites where different units through which the products will be processed are shown and its process is

explained by the task assigned to the officer. During this process the employees are taken for the JETTY VISIT at VADINAR.

Normally, employees want to advance and grow in their careers. Most individuals develop quite early in life an idea or a mental image of what career they would like to pursue. Unless organization meets these desires and aspirations of its employees it cannot make optimum use of its human resource. Changing expectations of employees and the organization creates conflicts and by this the organization cannot attain higher level of efficiency and effectiveness


Career Planning is the systematic process by which one selects career goals and the path to these goals. It means helping the employees to plan their career in terms of their capacities within the context of organization’s need.

At ESSAR OIL LIMITED Career Planning is done for the development of their employees and to widen the scope of working of them. It is carried out with the respect of people to perform well by focusing more on training programs and give them more opportunities for growth and gets exposed to all the different areas of the refinery and its working and to be more competitive and have better career and growth opportunities.

Training is the process of increasing the knowledge and skills for doing a particular job. It is organized procedure by which people learn knowledge and skill for definite purpose. The purpose is to bridge the gap between job requirement and present competence of an employee.

Training may be defined as any process by which the aptitude, skill and ability of employees to perform specific job are increased. Training helps the employees to do their job well,

avoid wastage of resources, improve by quality and quantity and reduce the chances of accidents by taking proper steps.

Training of employees takes place at ESSAR OIL LIMITED with the objective to improve the performance of its employees so that they can contribute better working of the company. It is carried with respect of people to perform well, by focused training programs that give opportunity to expose to different areas and its workings and get maximum benefits by such programs in order to face the competitive corporate world.


There are different training methods that are carried on to improve the efficiency,

productivity, increase the skills so that they can get promotion and can develop potentialities. Some of the methods are as follows:-

● INDUCTION TRAINING● ON THE JOB TRAINING● PROMOTION TRAINING● REFRESHER TRAINING● VESTIBULE TRAINING● APPRENTICESHIP TRAINING● CLASS ROOM TRAINING● INTERNSHIP TRAINING● CROSS FUNCTIONAL TRAINING● HEALTH SAFETY ENVIRONMENT & FIRE (HSEF)

Here at ESSAR all of these methods are carried as per the requirement and the purpose to be fulfilled. Making the employees aware about the internal as well as global changes. Programs to develop the skills of the employees are also done.

There cannot be training for the top level executives or managers, so for them there are development programs. The success and growth of an organization depends largely upon the caliber and performance of its executives. It is essential to train and develop executives who can succeed the managers of today.Management Development includes the process by which managers and executives acquire not only skills and competency in their present jobs but also capabilities for future managerial tasks of increasing difficulty and scope. Thus, executive development is any planned effort to improve current and future managerial performance.


ESSAR has effective system for succession planning and management development programs that covers both executive and senior management succession and development. The board reviews the outcomes annually and actions arriving from the review are implemented as part of management development agenda. It helps the managers to develop the skills on:-

● Idea about the production process to have innovation and creativity in work.

● For developing managerial skills to achieve the goals and targets set by the company

● To develop the personality by organizing personality development programs and to over come the problems those come on the way and develop so as to contribute in making feel proud.

A sound wage and salary structure is one of the pre-requisites of good employer-employee relations. In order to develop such a structure, it is essential that pay related with the nature and worth of the job. It is also essential to maintain proper differentials between compensation for various jobs. Pay differentials need to be related with differentials in the value of different jobs. The

relative worth of a job can be judged with the help of job evaluation.

According to International Labor Office :-

“Job Evaluation is an attempt to determine and compare the demands which the normal performance of a particular job makes


on normal workers, without taking into account the individual abilities or

performance of workers concerned.”

The British Institute of Management defines:-

“Job Evaluation as the process of analysis and assessment of jobs to ascertain reliably their relative worth using the assessment as the basis for a balanced wage structure.”

Job Evaluation at ESSAR OIL LIMITED is based on the different levels or positions that are required for various departments which is in terms of number of the vacancies available at which position of what kind, the nature of work to be assigned to whom in which manner, the level of competencies required for the different positions. As yet there is no method adopted by the management but there is evaluation done on the basis of certain point rating system like grading the efficient and effective working of the employee and to reward in some manner so as to increase the efficiency to perform even more better every time.

The payment of salary is an important activity of any organization to make the employee more efficiently and to motivate them through monetary benefits so as to increase the

performance in better way. It is not the only monetary benefit to be given but non monetary benefits are also give to improve the employees performance.

“Salary may be defined as the monthly benefit to the clerical, administration and professional employees.”

At ESSAR, payroll administration is handled very efficiently and is effective in nature. The payment of the salary is according to the designation or the level which is given to each employee that


is from M-1 to T-2. At each of this level the payroll is different as the assigned

work and ask differ and every level has fixed payroll. The minimum or maximum salary is decided by the management. For each employee there is separate file prepared by the company that contains all the details regarding the employee all personal details, his qualifications, medical reports, confirmation letter by the company. One of the most important is the payroll slip and its letter which is called C.T.C.(COST TO COMPANY)

CTC are the expenses incurred by the company on the employee either for training or development that includes the salary expenses, traveling expenses, hotel accommodations and food expenses that are incurred on employee for any reason. The CTC changes with the level of responsibility assigned to an employee and as the person moves up by getting promotions. It also includes medical reimbursements if any which is given with the salary. It also has a fixed level of mobile charges given to the employees according the level and requirements certain amount is deducted from the salary for that purpose also it deducts certain fixed amount for the “SODEX HO” pass. It is facility provided for the payments where they are accepted at different provision stores or hotels or departmental stores.The CTC contains the following details in it :-

● Basic Salary● HRA (House Rent Allowances)● Special Allowances● Medical Allowances● Oil & Petrol Allowances● Food Coupons● Telephone Expenses● Entertainment Expenses● Conveyance, Car operating● LTA


● PF● SA

● FBT

For the employees working over time there is no provision of extra salary but they are provided by some refreshments. Salary administration is highly complicated area and utmost care is to be taken for the payments. They are all recorded in form of file and are also stored in the computer, there are reductions whenever the employee is given advances for special purposes and in case of emergency and reimbursements are given. The salary is also based on the attendance of the employees for which attendance muster is kept and also recorded and stored in computer. The salary gets credited in the account of the employees at the end of month and before the 7th day of next month and thus the functioning is going on very smooth and on regular basis that proves beneficial for the employees and company at large.

Then goes the Performance Appraisal which is described in detail in the report. After acquiring the required number of employees and providing them with their respective roles to worked out it is essential to keep them working with the organization that is to maintain them so that they do not leave the organization and go away.

Here at ESSAR the employee’s needs are taken care of in very better way. To maintain employee with the organization is very difficult task as the nature of its employees keeps changing, but here for the purpose of maintaining is done by RETAINTION which is based on the engagement level of employee that is ensured well in advance if the level found high then in terms of basic necessities that are required to perform the job is provided but also periodical recognitions and rewards are given and if the level is found to be low then for that periodical learning and development is done by cross functional methods, job attentions


is made by the superiors and the head of the departments and thus by this the

employees are kept with the company and all refreshment facilities are provided like for the housing employees are accommodated at ESSAR TOWNSHIP while some at JAMNAGAR. All the basic facilities are provided also leaves are granted to refresh themselves, parties and carnivals are made in order to have get together and enjoy themselves. Recently they had organized ESSAR CARNIVAL dine and dance party at SUMMAIR CLUB that was for the employees and their families also ESSAR LADIES CLUB has been started for the spouses of the employees so that they too can have better time spending with each other and can have fun and enjoy and various other activities are carried by them.

The efficiency of employees depends, to a great extent on the environment in which they are working. Work environment consists of all the factors which act and react on the body and mind of an employee. Under industrial psychology the physical, mental and social conditions in which the people work are analyzed to suggest improvements in them. The aim behind is to create an environment which ensures the greatest ease of work and removes all the causes of annoyance, anxiety and worry. If the work environment is congenial, fatigue, monotony and

boredom are minimized and work performance can be maximized.

GRIEVANCE


Grievance means any real or imaginary feeling of dissatisfaction and injustice

which an employee has about his employment relationship.“Grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of management.”Here at ESSAR the grievance that is handled is and open handed that anyone can easily come and convey their problems which is brought to the attention of the management and is tried to be resolved while it is at its minimum level.

COLLECTIVE BARGAINING

When any dispute that may arise due to any reason the representatives of employer and of the employees meet and negotiate a contract governing the employer – employee union relationship.Here at ESSAR there is nothing like collective bargaining taking place as yet.

INDUSTRIAL RELATION

Industrial relations mean the relationships between employers and employees in industrial organization. The term refers to the whole field of relationships among people, human relations that

exists because of the necessary collaboration of men and women in the employment process of modern industry. Here at ESSAR the atmosphere is very friendly and homely where the employees are interactive with each other even with the managers the relation is very friendly. Industrial relations are not only with the employees but also with government, employment associations, trade unions, courts and tribunals which is quite good in the matter where ESSAR is concerned.


INDUSTRIAL DISPUTES

For any business unit working it has to have better industrial relations of that between employer-employee, employee-employee, and employee-workers.

Here at ESSAR there are no such industrial disputes and they are to be avoided so as no chaos taking place to have better and positive functioning of all managerial as well as operating activities

Maintaining control over the operations is an important function of every manager. It is the duty of the personnel manager to evaluate periodically how effectively the human resource are being utilized for exercising personnel control personnel records, reports, research and audit are required. This is the main tools of personal control.

Here at ESSAR personnel control is part of recruitment process and planning of the manpower required that is being carried out. There should not be any vacancy or gap in the positions nor there overflow for which personnel control is managed by the management. Personnel records are stored in computers and in form of files here, research does not take place and the audit is done internally.


Thus we can state in short that following are the activities that are undertaken at

ESSAR OIL LIMITED, JAMNAGAR which goes in proper sequence which is as follows :-

1. HUMAN RESOURCE PLANNING2. JOB ANALYSIS3. RECRUITMENT4. SELECTION5. PLACEMENT6. INDUCTION7. CAREER PLANNING8. TRAINING & DEVELOPMENT9. JOB EVALUATION10. WAGE & SALARY ADMINISTRATION11. PERFORMANCE APPRAISAL12. RETAINTION13. INTREGRATION14. PERSONNEL CONTROL


APPRAISAL OF

PERFORMANCE APPRAISAL

Appraisal of performance is widely used in today’s corporate world. Early appraisal system was called merit rating. Performance appraisal techniques began to be used for technical, professional and managerial personnel. Since then tremendous changes have taken place in the concept, techniques and philosophy of employee appraisal.

An organization’s goals can be achieved only when people put in their best efforts. Now how to ascertain whether an employee has shown his or her best performance on a given job? The answer is Performance Appraisal. Employee assessment is one of the fundamental jobs of HRM, but not an easy one so we shall know the detailed discussion of the nature and process of conducting performance appraisal.

MEANING & DEFINITION :-


In simple terms, performance appraisal may be understood as the assessment of

an individual’s performance in a systematic way, the performance being measured against such factors as job knowledge, quality, and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must be assessed.

Performance Appraisal is an objective assessment of an individual’s performance against well defined benchmarks.

“Performance Appraisal is the systematic, periodic and an impartial rating of an employee’s appraisal excellence in matters pertaining to his present job and his potential for a better job.”

RELATIONSHIP OF PERFORMANCE APPRAISAL AND JOB ANALYSIS

JOB ANALYSIS PERFORMANCE APPRAISAL


PERFORMANCE STANDARDS

DIAGRAM-7

Employee assessment is as old as the concept of management, and, in an informal sense, it is probably as old as mankind. Nor performance appraisal is done in isolation. It is linked to job analysis as the diagram states.

Job analysis describes work and personnel requirement of a particular job. Performance appraisal describes the job-relevant

strengths and weakness of each individual and it is connected with performance standards that translate jobs requirements into level of acceptable or unacceptable performances.

Performance appraisal aims at:-

● To effect promotions based on competence and performance● To confirm the services of probationary employees upon their completing the probationary period satisfactorily● To decide upon the pay rise where regular pay scales have not been fixed.● To assess the training and development needs of employees.● To let the employees know where they stand in so far as their performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development● To improve communication between supervisor-subordinate and have better understanding of achieving of personal goals and


concerns thus increase the trust between the rater and the ratee

● To provide feedback to the employees● To provide a valid data base for personnel decisions● To diagnose the strengths and weakness of individuals ● To provide coaching, counseling, career planning and motivation.● To develop positive superior subordinate relations● To test the effectiveness of recruitment, selection, training, transfers, placement and induction programs.Broadly, performance appraisal serves four objectives:-

1. Developmental uses :

● Identification of individual needs● Performance feedback● Determining transfers and job assignments● Identification of individual strength and development needs

2. Administrative Uses/Decisions :

● Salary● Promotion● Retention or termination● Recognition of individual performance● Lay-offs● Identification of poor performance

3. Organizational Maintenance/Objectives :

● HR PlanningSTUDY ON PERFORMANCE APPRAISAL- 70 -

● Determining training needs● Evaluation of organizational goal

achievement● Information of goal identification● Evaluation of HR systems● Reinforcement of organizational development needs

4. Documentation :

● Criteria for validation research● Documentation of HR decisions● Helping to meet legal requirements

Thus the data relating to performance assessment of employees are recorded, stored and used for several purposes. Here, at ESSAR OIL LIMITED the performance appraisal is carried on in a systematic way and proves fruitful for the growth and development of its employees. The information are recorded and stored in the computers as and when an employee wants to check he/she can go through it and get necessary information and is very safe and effective as compared to keeping all details filed in form of reports of papers or files.


PERFORMANCE APPRAISAL AND COMPETITIVE ADVANTAGE

The objective of performance appraisal points out the purposes which such an exercise seeks to meet. What needs emphasis is that performance evaluation contributes to firm’s competitive strength. Besides encouraging high levels of performance, the evaluation system helps identify employees with potential, reward performance equitably and determine employee’s need for training. Specifically, performance appraisal helps an organization gain competitive edge in:-

● Improving Performances

● Making Correct Decision

● Ensuring Legal Compliance

● Minimizing Job Dissatisfaction and Turnover

● Consistency Between Organizational Strategy and Behaviuor

● Organizational Values and BehaviuorSTUDY ON PERFORMANCE APPRAISAL- 70 -

Performance Appraisal offers competitive advantage to a firm by improving performance, helping make correct decisions, ensuring legal compliance, minimizing job dissatisfaction and employee turnover and ensuring consistency between organizational strategy and behaviuor.

APPRAISAL PROCESS

The performance appraisal process follows a set pattern and it consists of the following steps:-

1. ESTABLISHING PERFORMANCE STANDARDS. :-The process starts with the setting up of criteria to be used for appraising the performance of the employees. The criteria are specified with the help of job analysis which revels the contents which should be clear, objective and in writing. The personal characteristics which contribute to employee performance must be determined. In addition, who is to do the appraisal and how frequently is to be done should be decided thus the performance standards will depend upon objectives of appraisal.

2. COMMUNICATING STANDARDS :- The performance standards specified in the first step are communicated and explained to the employees so that they come to know what is expected from them and if required feedback is taken into consideration and it is revised and modified.

3. MEASURING THE PERFORMANCES :-


When the standards are specified and accepted, the next stage is the

measurement of actual performance this requires choosing the right technique of measurement, identifying the external and internal factors influencing performance and collecting information on results achieved which should be in written and personal observations should also be considered.

4. COMPARING THE ACTUAL WITH THE STANDARDS :-Actual performance is compared with the predetermined performance standards. The optimum level of comparison should be made with the standards.

5. DISCUSSING THE APPRAISAL :- The results of the appraisal are communicated and discussed with the employees.

6. TAKING CORRECTIVE ACTIONS :- Through mutual discussion with employees, the steps required to improve performance are identified and initiated. Training, coaching, counseling are examples of corrective actions that help to improve performance.

WHOSE PERFORMANCE SHOULD BE RATED??

Here at ESSAR OIL LIMITED the very obvious answer that the employees are rated it can be individual or team.


WHO ARE RATERS??

Here at ESSAR OIL LIMITED the raters are immediate supervisors, specialists from HR department, subordinates, peers, committees, clients, self-appraisals or a combination of several type.

WHAT SHOULD BE RATED??

Here at ESSAR OIL LIMITED, one of the steps in designing an appraisal programme is to determine the evaluation criteria which should be related with the job which are :-

1. QUALITY

2. QUANTITY

3. TIMELINESS

4. COST OF EFFECTIVENESS

5. NEED FOR SUPERVISION

6. INTERPERSONAL IMPACT


PROBLEMS IN PERFORMANCE APPRAISAL AT

ESSAR OIL LIMITED

1. ERRORS IN RATING

● HALO EFFECT● STEREOTYPING● CENTRAL TENDENCY● CONSTANT ERROR● PERSONAL BIAS● SPILL OVER EFFECT

2. LACK OF RELIABILITY

3. INCOMPETENCE

4. NEGATIVE APPROACH

5. MULTIPLE OBJECTIVE

6. RESISTANCE


7. LACK OF KNOWLEDGE

ESSENTIALS OF AN EFFECTIVE PERFORMANCE APPRAISAL SYSTEM

To be effective, a performance appraisal system should satisfy the following requirements:-

1. MUTUAL TRUST

2. CLEAR OBJECTIVES

3. STANDARDISATION

4. TRAINING

5. JOB RELATEDNESS

6. DOCUMENTATION

7. FEEDBACK & PARTICIPATION

8. INDIVIDUAL DIFFERENCES

9. POST APPRAISAL INTERVIEW

10. REVIEW AND APPEAL


METHODS OF PERFORMANCE APPRAISAL

Several methods and techniques are used for evaluating the performance of the employee which is classified into two broad categories which are :-

● Past Oriented Methods

● Future Oriented Methods

Past Oriented Methods includes the following :-

1. RATING SCALE2. CHECKLIST 3. FORCED CHOICE METHOD

4. FORCED DISTRIBUTION METHOD 5. CRITICAL INCIDENTS METHOD 6. BEHAVIOURALLY ANCHORED RATING SCALES 7. FIELD REVIEW METHOD 8. PERFORMANCE TESTS AND OBSERVATIONS 9. CONFIDENTIAL RECORDS 10. ESSAY METHOD11. COST ACCOUNTING METHOD 12. COMPARATIVE EVALUATION APPROACHES 13. RANKING METHODS


14. PAIRED COMPARISON METHOD

Future Oriented Methods includes the following :

1. PSYCHOLOGICAL APPRAISAL

2. ASSESSMENT CENTRES

3. 360-DEGREE FEEDBACK

4. MANAGEMENT BY OBJECTIVES


MANAGEMENT BY OBJECTIVES

Peter F. Drucker gave the concept of M.B.O. first to the world way back in 1954 when his The Practice of Management was first published. It reflects a management philosophy which values and utilizes employee contributions. M.B.O. in performance appraisal is recent thinking. It involves four steps that are to be followed but this method is also criticized. It is not applicable to all jobs in organization, keeps changing, useful for managerial functions only.

This is the newly developed method of performance appraisal and it covers all aspects. As the name suggests the appraising is based on the objectives set with the performance outsourced.


M.B.O. PROCESS

The process of MBO is carried out in the following manner:-

A. SET GOALS :- Superior & Subordinate managers jointly identify its common goals.

B. DEFINE TARGETS :- Here individuals major role or areas of responsibility in terms of results expected from him is done.

C. REVIEW :- Here for assessing the contribution of each one is done.

D. FEEDBACK :- After all the assessment is done it is necessary to provide the feedback to the employee as to how is the performance done and to appraise it.


PROCESS OF PERFORMANCE

APPRAISAL THROUGH M.B.O AT ESSAR OIL LIMITED

1. NATURE OF GOALS :- a. Clear & measurableb. Clear linkage between organizational goals and performance targets for an employee.c. Goal/targets determined before appraisal period beginsd. Checkpoints set up to measure processe. Focus on results to be achieved rather than on activities

2. EVALUATION PROCESS :- a. Periodic reviews of performance rather than yearly reviewb. Focus of review on performance or results achieved

3. ROLE OF EMPLOYEE :- a. An employee active participate in goal setting and performance appraisal process rather than a passive observerb. Plays a key role in all job related decisions

4. NATURE OF CONTROL :- a. Focus on future rather than on post or presentb. Appraisal interview has problem solving approachc. Frequent feedback for self control


5. ROLE OF EVALUATOR :- a. Serves as a coach and counseller

b. Supportive rather than judgmental rolec. Seeks development of an employee rather than faults.

Here at ESSAR OIL LIMITED the performance appraisal that takes place is done by the management or business head or department. The process takes place at different level. The objective is to have an over all development of employees keeping in mind the standards set beforehand. The method that is carried out for the purpose of performance appraisal is done by MANAGEMENT BY OBJECTIVES (MBO) the performance appraisal is based on the qualitative and quantitative approach. The process is an on going process that is continuous in nature and the method is not fixed it changes with the changes in time. There is no specific time required to carry out the process and the energy spend on it. The goals that are set are of SMART nature.

S = SPECIFICM = MEASURABLEA = ACHIEVABLER = REALISTICT = TIME BOUND

The goals are set in order to fulfill them for the business objectives. The goals that are set which defines the role that is to be performed by the employees is structured and made clear towards attaining the end results. The objectives of the department as well as that of the employees are integrated for the fulfillment of organization objectives. The involvement level of the employees is very high though this method. The appraising done up to the level M – 1 to M – 7 is done individually where as


from M – 8 and above have to perform in team and are appraised in team. The

appraisal is carried out in mid year that is every six months and by this the relation with the employees is sound and effective which strengthens the working of employees and contributes at large for the development and success of company.


CHALLENGES OF APPRAISAL FACED BY

MANAGER AT

ESSAR OIL LIMITED

With the development and continuous changes in the corporate world there are many challenges in front of manager that are to be faced strongly. For Manager of HR many such challenges are to be faced and an important one is that of challenges in performance appraisal of the employees of company. Taking into present position and situation and future scope the following are the challenges being faced by manager while rating the performance of its employees :-

● Create a culture of excellence that inspires every employees to improve and lend himself or herself to be assessed● Align organizational objectives to individual aspirations● Clear growth paths for talented individuals● Provide new challenges to rejuvenate careers that have reached the plateau stage● Forge a partnership with people for managing their careers● Empower employees to make decision without the fear of failing● Embed teamwork in all operational processes● Debureaucratise the organization structure for ease of flow of information


HOW IS ESSAR AHEAD OF OTHERS

ESSAR OIL LIMITED is emerging in various fields like STEEL, POWER, OIL, CONSTRUCTION, SHIPPING, TELECOM thus by this we can say that the future of this company is very bright and with its “POSITIVE ATTITUDE” it will definitely progress in which ever fields it will work out its activities.

The Black Gold has already entered in the field and is being produced on large quantity and is ready for the dispatch in the world market by its retailers and whole sellers and all its units are started and makes it a grand success for the company for its commissioning.

COMPETITORS :

Among its competitors there is RELIANCE PETROLEUM LIMITED, INDIAN OIL CORPORATION, INDIAN PETRO CHEMICALS LIMITED, GAS AUTHORITY OF INDIA LIMITED, OIL & NATURAL GAS CORPORATION, HINDUSTAN PETROLEUM, BHARAT PETROLEUM etc. that are doing the same type of business as that of ESSAR OIL LIMITED but there is a thing that makes it different from others and that is the work culture which consists of mastering fundamentals, continuing education & learning, empowerment of knowledge, skills, attitudes, trust, initiative & innovations, team work, integrity and most importantly its “POSITIVE ATTITUDE”.


It adopts the latest methods of planning, recruiting, selecting, imparting training and development, appraise the performance of its employees, control over personals etc. which is not found suitable and successful in all such gaint companies, to maintain the quality, name and fame in the corporate world within a short span of time. These are some areas that make “ESSAR OIL LIMITED AHEAD OF OTHERS”.


CONCLUSION

Last but not the least the training period was a golden time that we spend successfully by being a part of such of giant group there was a point of time when ESSAR was under many bad circumstances but now, today, when we look back we find that with a little firm determination, hard work and of course “POSITIVE ATTITUDE” nothing is impossible. Struggle is part and parcel of life it is how we over come it with our strengths and courage and face all circumstances and fight against wrong. We would like to conclude the project by describing that “Winners do not do different things but they do things differently” the best example is ESSAR OIL LIMITED and the ESSAR GROUP at large who follows of doing things differently and be a winner in whatever they do and we wish all the best and success to the company for its better progress and to keep up the POSITIVE ATTITUDE and work in order to contribute to the development of its people, society and country at large.


RECOMMENDATIONS FOR THE COMPANY

As such the company has just recently started with its commissioning of its units but for its better and bright future we would like to give my feedback and suggestions to the company so that it can also shine like RELIANCE INDUSTRIES one of its biggest and strongest competitors and to develop and expand more of it worldwide :-

● To develop better infrastructure of the refinery site● There should be computerized attendance system so it saves

time and energy of its employees● Computerized Identity Card system● Camera system to be installed in each and every department

to keep and eye on the movements of employees, workers, transportation etc.

● Induction for non technical employees over and above GET’S

● Induction should be more of practical knowledge than theoretical lectures.

● Induction and Training period for longer time.● Job Rotation should be made possible so as the employee

does not get tedious of same work yet get knowledge in all other fields and get specialized

● Shift work for non technical employees not only for the people of operation department

● Regular health and medical check up of all employees and family members free of cost

● Clubs and Refreshment Centers for the children of employees● Develop and Introduce Special Economic Zone● Proper jetty site to be developed

●


● No pressurizing of employees for the work which he/she is not able to

perform● Get more recruitment of young and talented women.● Make more of exports and minimize the imports of crude and

try to get it made available from India● Contribute in the growth of near by areas by more

employment generation● Develop other sectors where company is involved● Contribute in the economic growth by increasing the national

income and per capita income of country● Be successful in what ever activities are being carried out

● If some of the above mentioned suggestions are undertaken then the company will definitely shine out like the Reliance did and will set an example for others to develop in this sector with healthy competition and to keep up its “POSITIVE ATTITUDE” always alive.


APPENDIX

SR. NO. PARTICULARS PAGE NO.

1 LEVELS OF MANAGEMENT(TABLE- 2)

12

2 ORGANISATION STRUCTURE(FLOW CHAT-3)

13

3 ORGANISATION CHART(FLOW CHART-1)

23

4 FUNCTIONS OF HUMAN RESOURCE MANAGER

(DIAGRAM-4)

26

5 TYPES OF RECRUITMENT(DIAGRAM-5)

29

6 SOURCES OF RECRUITMENT(TABLE-6)

30

7 RELATIONSHIP OF PERFORMANCE APPRAISAL & JOB

ANALYSIS(DIAGRAM-7)

46

BIBLIOGRAPHY


There were many useful books which has helped us to prepare the this project some

of the theoretical knowledge is imparted by these books which are useful even at the M.B.A. levels along with the practical knowledge acquired at the company and the names of the books are :-

1. ASHWATHAPPA K. – HUMAN RESOURCES & PERSONNEL MANAGEMENT, TEXT AND CASES – 3RD

EDITION – 6TH PRINT, REPRINT 2004, PUBLISHED BY TATA MC. HILL

2. DR. GUPTA C. B. – HUMAN RESOURCES MANAGEMENT, 6TH EDITION, REPRINT 2005, PUBLISHED BY SULTAN CHAND & SONS.

3. INTERNETwww.essar.com


Documents

Essar Oil Ltd