shri siddhi vinayak institute of managemnt

Summer training project reportOnA study Of Training & development inNational fertilizers ltd.

Session 2011-12

Submitted ToSubmitted By Gaurav Tyagi Supriya Singh HR ManagerMBA Roll No: 1170370052

DECLARATION

I hereby that this submission in my own work and that to the best of my knowledge and belief,it contain no material person or written by another person nor material which to a accepted for the award of any another degree or diploma of the university or other institute of higher learning, except where due acknowledgement has been made in the text.

SHAKUN GAMGWARMBA IV SEMROLL NO.125667051

PERFACE

The HR JOB first we have to clear the meaning of JOB and HR separately.A British Foreign Office official looking back over a career spanning the first half of the twentieth century commented: Year after year the fretters and worriers would come to me with their awful predictions of the outbreak of war. I denied it each time. I was only wrong twice! Some would see this as the arrogant complacency to be associated with planners. Critics think of the inaccuracy and over-optimism of forecasting the hockey stick business growth projections. They regard JOB as too inflexible, slow to respond to change, too conservative in assumptions and risk averse. These points are made about any sort of JOB. When it concerns Job Satisfactions, there are the more specific criticisms that it is over-quantitative and neglects the qualitative aspects of contribution. The issue has become not how many people should be employed, but ensuring that all members of staff are making an effective contribution. And for the future, the questions are what are the skills that will be required, and how will they be acquired. SHAKUN GAMGWARMBA IV SEMROLL NO.125667051

AcknowledgementI believe that some stage a project always starts taking a life of its own. Once it does the just has to keen down. Claw at the earth, over tarn the soil and prey for the train.Acknowledgement is not a mere obligation but an epitome of humility and indebtness to all those who have helped I the compilation of this project and without. Whom my project would have been anything but presentable.My college RAJSHREE INSTITUTE OF MANAGEMENT & TECHNOLOGY a power house of my all energy and effort which has given me an opportunity to work and learn at prestigious organization that is true National Fertilizer Ltd.National Fertilizers Ltd., Panipath deform providing professional, target oriented, are practical corporate habitat. He also helped me in the documentation of my project thesis; and my thanks also go to all the employees of the National Fertilizers Ltd., Panipath who directly or indirectly extended their valuable support to the endeavor.

SHAKUN GAMGWARMBA IV SEMROLL NO.125667051

INDEX1. COMPANY PROFILE

2. AWARDS & RECOGNITION

3. PERFORMANCE

4. UNIT OF NFL

5. PRODUCTS OF NFL

6. HUMAN RESOURCE MANEGMENT

7. WELFARE

8. FINDING OF THE STUDY

9. TRAINING & DEVELOPMENT

9. RESEARCH METHODOLOGY

10. SWOT ANALYSIS

11. QUESTIONNAIRE

12. CONCLUSION

13. BIBLOGRAPHY

COMPANY PROFILENATIONAL FERTILIZERS LTD.Company has performed well during 2011-12. The Company has registered a profit before tax of Rs. 184.20 crore and a net profit of Rs. 126.73 crores.All plants put together have achieved a capacity utilization of 105.3% by producing 34.01 lakh tonnes of Urea. National Fertilizers Ltd. is a Schedule A and Mini Ratna Company, which was incorporated on 23rd August, 1974 for setting up of two Nitrogenous fertilizer plants, based ongasification technology of Feed Stock / LSHS at Bathinda (Punjab) and Panipat (Haryana) having an installed capacity of 5.11 lakh tonnes of Urea each. Thecommercial production from these plants commenced w.e.f. 1.10.1979 & 1.9.1979 respectively. Consequent upon reorganization of FCI in April 1978, the Nangal unit(including Nangal expansion project) of FCI was transferred to NATIONAL FERTILIZERS LTD..The Govt. of India, in 1984, entrusted the Company to execute the countrys first inland gas based fertilizer project of 7.26 lakh tonnes Urea capacity in DistrictGuna of Madhya Pradesh and commercial production started from 01-07-1988. Expansion of Vijaipur Plant was taken up in the year 1993 for doubling its annualproduction capacity. The commercial production from Vijaipur Expansion Plant commenced with effect from 31.3.97. The Department of Fertilizer subsequentlyre-assessed the annual installed capacity of Vijaipur Plants from 7.26 lakh tonnes of Urea to 8.64 lakh tonnes (each) with effect from 1st April 2000.Revamp of Urea plant at Nangal for increasing the production from 3.30 lakh tonnes to 4.78 lakh tonnes per annum was under taken and commercialproduction commenced from 1st February 2001 raising the total present annual installed production capacity of Urea at NATIONAL FERTILIZERS LTD. to 32.31 lakh tonnes (i.e. 14.86 lakhtonnes in terms of Nitrogen Fertilizer).The Company also produces various Industrial Products, like Nitric Acid,Ammonium Nitrate, Sodium Nitrite, Sodium Nitrate, Sulphur, Methanol, ArgonGas, Liquid Nitrogen, Liquid Oxygen etc besides Bio-fertilizers.Bio-Fertilizers plant at Vijaipur produces three strains of Bio-Fertilizer (Solid &Liquid) namely PSB, Rhizobium &Azotobacter. Company has also startedmarketing of special fungus based bio-fertilizer Mycorrhiza under the brandname of Kisan Mycorrhiza.The value-added Neem Coated Urea developed by NATIONAL FERTILIZERS LTD. & widely recognized forits effectiveness is being produced at its three units at Panipat, Bathinda &Vijaipur. NATIONAL FERTILIZERS LTD. is the first company in India to be permitted by the Government ofIndia to produce and market Neem Coated Urea.In order to make different agro products available to the Farmers under singlewindow concept, Company is presently undertaking trading of various agro-inputslike quality seeds, Compost Khad, insecticides & Herbicides, imported MoP(Murate of Potash) etc. Company has also taken initiative to add some moreproducts through trading such as Micro Nutrients (Zinc Sulphate), SSP (SingleSuper Phosphate), Bentonite Sulphur, imported DAP and Complex Fertilizers.Company is also selling BSNL products to the Farmers through its existingdealers network.The Companys Marketing Network comprises of CentralMarketing Office at NOIDA, three Zonal Offices at Bhopal, Lucknow &Chandigarh, 13 State Offices and about 39 Area Offices spread across thecountry.MANAGEMENT TEAM

BOARD LEVEL

Shri Satish ChandraChairman & Managing Director

Ms. Neeru AbrolDirector (Finance)

Shri R. K. AggarwalDirector (Technical)

Shri Deepak SinghalJoint Secy., Dept. of Fertilizers

V. K. SharmaChairman & Managing Director

Capt. Pavan Kumar KaulDirector (Marketing)

CORPORATE HEADS

VigilanceAjoy KumarChief Vigilance Officer

Finance & AccountsRakesh SahaiExecutive Director

Corporate Planning & TechnicalP.C. JainExecutive Director

Human Resource & Public RelationsS. N. MaheyChief General Manager (HR)

Materials ManagementRajiv JohriChief General Manager

Internal AuditP. K. KatariaGeneral Manager

MarketingS. K. GhaiGeneral Manager (Incharge)

Management ServicesN. R. SatyapalanGeneral Manager

Company Sectt. & LegalTek ChandCompany Secretary

UNIT HEADS

NangalB. G. SinghGeneral Manager (Incharge)

PanipatR.K.BhatiaExecutive Director

BathindaK.B. VermaExecutive Director

Vijaipur I & IIS.M.H. RizviExecutive Director

BANKERS

1. State Bank of India2. State Bank of Hyderabad 3. State Bank of Patiala 4. Bank of India5. Punjab National Bank 6. Union Bank of India 7. Oriental Bank of Commerce

AUDITORS

1. S. P. Chopra & Co., New Delhi 2. 2.KPMC & Associates, Ghaziabad

REGISTRAR & TRANSFER AGENTS

Mas Services Limited : T-34, IInd Floor, Okhla Industrial Area-II, New Delhi-110020

OBJECTIVE

To produce and market fertilizers and by products efficiently and economically besides achieving a reasonable and consistent growth.

To effectively manage the assets and resources of company to ensure a reasonable return on investment and maximize internal resources As part of diversification and maintenance soil health to market other fertilizers in addition to nitrogenous fertilizers

To maintain international quality of production and services as per ISO 9002 and aiming at achieving customer satisfaction and delight.

To carry out R&D activities for increasing plant availability energy savings, process improvement and utilizing efficiently in the application of chemicals and fertilizers associating networking with other companies.

To work out diversification expansion schemes to increase the profitability of the company and to promote development of ancillary industries consistent with the government policy.

VISION

A world classInnovativeCompetitiveProfitable Fertilizers Enterprise Providing total business solution.

MISSION

TO be leading Indian Fertilizers Enterprise providing quality product system and service in the field of transportation, infrastructure, electricity and other potential areas.

VALUES

Meeting commitment made to external and internal customer.Foster Learning creativity and speed of response.Respect for dignity and potential for individual.Loyalty and ride in the CompanyTeam Playing.

COMPANY ANALYSIS

Production PerformanceThe Company, during 2011-12, produced 34.01 lakh tonnes of Urea (105.3% ofinstalled capacity) as compared to 33.80 LMT in previous year. The companyregistered ever best production of 639568 tonnes of Neem Coated Urea during2011-12 against 120067 tonnes during 2010-11.

Financial PerformanceDuring 2011-12, the Company registered a turnover of 7286 crore (provisional)against5791 crore during 2010-11.The turnover is higher due to higher salesvolume & increase in subsidy due to increased prices of petroleum products &Natural Gas and accountal of sales above cut-off quantity at Vijaipur-II on ImportParity Price of Urea.

Sales & MarketingUreaCompanys prime business is production and sale of urea. It sold 33.89 lakh tonnes of Urea (including 6.4 lakh tonnes of Neem coated Urea) against 33.59 lakh tonnes (including Neem Coated Urea of 1.21 lakh tonnes) in the previous year.

Industrial Products

Sales performance in the Industrial Products segment, which include Nitric Acid, Ammonium Nitrate (Lumps & Melt) has been significant at `171 crore vis--vis `122 crore in the previous year, registering a growth of 40%. This included, sales worth `38 crore of Ammonium Nitrate (Melt), a new product marketed this year.

Bio-FertilizersDuring the year Bio-fertilizers (powder and liquid) worth `2.59 crore were sold against `0.87 crore in the previous year.

Agri-BusinessThe Company has been making foray into diverse agri-based business viz. Seeds, Compost, Micorhizza and Bentonite Sulphur. During the year, turnover of `22.72 crore was achieved compared to `10.28 crore in the previous year primarily on account of sale of seeds.

Promotion of balanced use of fertilizersDuring the last three decades, the Company has been working closely with farming community by ensuring supply of quality fertilizers and other agri-inputs. Company believes in marketing its products and services through extensive field demonstrations coupled with an effort to build elationships with the end users, the farmers. To promote Companys "Kisan Urea" as a household name, various promotional activities including 100 farmers education programmes, 40 dealers/retailers orientation programmes, 415 field days, 120 block and front line demonstrations were organized during the year. Company participated in 44 kisan melas in its marketing territory spread across 18 states.Company has four Mobile Soil Testing units attached to Nangal and Vijaipur Units andLucknow and Bhopal Zonal Offices. It also has five static Soil Testing Laboratories at Nangal, Panipat, Vijaipur, Bhopal and Barabanki. One more static Soil Testing Laboratory is being set up at Balasore in Odisha. Micro Nutrients Labs at Nangal, Vijaipur and Panipat Units are also being set-up. During the year, 48276 Samples for macro Natural Gas Pipeline at Bathinda Unit nutrients and 766 samples for micro nutrients were analyzed. 15 Trials on non-pressure Urea Ammonium Nitrate solution have been laid out at Punjab Agriculture University, Ludhiana. 33 Trials on use of Liquid Bio-Fertilizers were conducted at Kisan Vikas Kendras in the marketing territory of the Company.

AWARDS &RECOGNITION

Company excelled in performance in various areas, which got recognition fromvarious quarters during the year. The company has received Excellent rating for theMoU 2010-11 which is 11thexcellent rating in a row. Company has won the followingprestigious awards during2011-12:a) Two state level Safety Awards viz. WINNER for the year 2009 & RUNNERUPfor the year 2008 from Government of Haryana for Lowest Frequencyrate for Panipat Unit.b) First Award for excellence in Cost Management in the category of LargePublic sector Undertakings for 2010 from the Institute of Cost and WorksAccountants of India (ICWAI), New Delhi.c) Business Achiever Award in woman category by the Institute of CharteredAccountants of India to Director (Finance), Ms Neeru Abrol. The evaluation ofthe award was done by a Jury panel of eminent persons with Mr. N.R.Narayana Murthy, chief mentor, Infosys as chairman.d) Scope Excellence Award 2009-10 to Director (Finance), Ms Neeru Abrol forOutstanding Woman Manager among all the CPSEs from Honble PrimeMinister of India at Vigyan Bhawan, New Delhi.

PERFORMANCE

MOU RATING:

YEARRATING

2010-11Excellent

2009-10Excellent

2008-09Excellent

2007-08Excellent

2006-07Excellent

2005-06Excellent

2004-05Excellent

2003-04Excellent

2002-03Excellent

2001-02Excellent

2000-01Excellent

1999-00Very Good

1998-99Good

1997-98Very Good

1996-97Fair

1995-96Excellent

1994-95Excellent

1993-94Excellent

1992-93Excellent

1991-92Excellent

MANUFACTURING & Marketing Network

The complete farmer satisfaction through best services is the drawing force of NFLs marketing, strategy. The Company has expanded its programme from improving the crop productivity at farm level to the overall development of the farming community.

To provide to the farmers high quality products in the right time, NFL has an extensive and integrated marketing network.The Company provides a comprehensive capsule of various fertilizer promotion activities, which includes agronomical programmes, use of extension media, publicity and farmer development programmes.

CORPORATE SOCIAL RESPONSIBILITY AND AGRICULTURE EXTENSION ACTIVITIES:

During the year 2010-11 & 2011-12, company earmarked 3.0 crores & 3.25 croresrespectively on CSR, against which a total expenditure of 1.90 crores has beenincurred till 31-3-2012 (estimated) and 4.35 crores is being carried over to theyear 2012-13 as per DPE guidelines. The details of the work carried out under CSRby Units and Marketing division in various districts viz. Guna, Hoshangabad &Indore in M.P., Jalgoan in Maharashtra, Solan in H.P., Nangal & Bathinda inPunjab, Panipat in Haryana, Jhansi and Badayun in U.P. and Mayurganj&Balsore inOdisha are as under:a) Basic Amenities: Drinking water facility, Approach roads, Toilets, Water tank,Tube wells, Overhead tanks, Anganwadies, Compost structures like NADEP /Vermi Pits, training on low cost agriculture practices to the Farmers etc.b) Children education: Provided Kitchen shed, Boundary wall, Sportsinfrastructure, Force lift pump, furniture, computers, ceiling Fans to the primaryand middle schools in various villages situated in States of U.P, M.P, H.P &Haryana. 2245 beneficiaries were benefitted.c) Women Empowerment: Provided Multipurpose Women empowermentcenters, stitching & sewing machines, Floor and Masala Grinding Mill andtraining programs on stitching/Embroidery/Food processing/Beautician/Sanitarypad making/Soft toys making etc. under women empowerment initiative in theStates of U.P, M.P & H.P. 312 beneficiaries were benefitted.

d) Afforestation: Around 73000 saplings planted.e) Installation of Solar Lights: 45 Solar Lights were installed at 8 adoptedvillages in the States of U.P, M.P, H.P, Punjab& Haryana.f) Children & Women Health Camps: 20 Children and Women Health campswere organized at various villages in the states U.P, M.P, Himachal Pradesh,Haryana and Maharashtra. 5546 beneficiaries were benefited by these camps.g) Animal Health Camps: 20 Health camps were organized in various villages ofStates U.P, M.P, Himachal Pradesh, Haryana, Rajasthan and Maharashtra.7270 no. of beneficiaries were benefited by these camps.h) Water Harvesting / Ground water recharging: 7 Water harvesting structureswere constructed (4 stop dams in Bhopal zone, renovation of 2 ponds andconstruction of a water harvesting tank in Chandigarh zone)..

ENVIRONMENT MANAGEMENTThe company accords highest priority to industrial safety, Ecology & pollution controland has adopted 3Rs approach i.e reduce, reuse, recycle in an effort to have zeroeffulent discharge plants. Company has adopted an extensive Afforestation program.All the statutory standards are met by respective units.Silo system for collecting flyash from ESP Hoppers using dense phase pneumatic conveying system has beeninstalled at Panipat, Bathinda and Nangal Units for excavation of cash from theplants. This has helped to contain the ecological concerns in fly ash disposal.All the Units are ISO 9001-2000 certified for Quality Management System, ISO-14001 certified for Environment Management System and have received OHSAS-18001 certification for occupational health and safety management system.Companyis putting up a Carbon Dioxide Recovery plant of 450 MTPD capacity for recovery ofCO2 from Flue gases of Primary Reformer at Vijaipur. This will help in reduction ofdischarge of greenhouse gases.

HEALTH & HYGIENE 1. Health Camps have been organized in adopted villages2. Spreading awareness through Village Health Workers and Guest Doctors on health related issues like hygiene, sanitation, safe drinking water, communicable diseases, diarrhea, STDs / AIDS, immunization, family planning etc.

WOMEN EMPOWERMENT 1. Training programs on stitching, food processing, mushroom cultivation, Vermi composting. 2. Programs to give training on Self-employment. It aims at making women financially self-reliant

CHILDREN EDUCATION 1. Renovation and maintenance of school buildings. It will improve the safety & security of students. 2. Provision of essentials for students such as bags, books, furniture and clean drinking water in schools.3. Construction of toilets to improve sanitation facilities in schools.4. Providing IT infrastructure and books for library.

Modenization & ExpansionThe year 2009-10 was a landmark year for the Company. Consequent upon notification of remunerative investment policies by Government of India in Urea sector, the Company has undertaken a number of projects as follows:-Revamp of fuel-oil based plants at Panipat, Bathinda & Nangal Company has undertaken revamp of fuel-oil based plants at panipat, Bathinda & Nangal for change over of feedstock from FO/LSHS to a cheaper and environment friendly energy resource i.e. NG/RLNG. Zero date of these projects has been fixed as 29th January 2010. These projects involve a total investment of 4066 crore and gestation period of 36 months from the zero date i.e. 29th January 2010. Contract for revamp of Panipat and Bathinda units has been signed with M/s Larson & Toubro (L&T) on 10th March 2010 and for Nangal unit with consortium of M/s Tecnimont ICB (TICB) on 12th May 2010. M/s Project & Development India Limited (PDIL) has been engaged as Project Management Consultant for all the projects.These projects shall not only result in better environment but also result in savings on account of subsidy payoffs by GOI.Capacity Augmentation & Energy Saving Project (ESP) at Vijaipur Company has undertaken Capacity augmentation of urea plants at Vijaipur-I & II by 16% and 23% respectively including installation of Carbon Dioxide Recovery plant at an estimated investment of around 620 crore. The total urea capacity after completion of Energy Saving project at Vijaipur-I and Capacity Enhancement Project at Vijaipur-II is expected to be 6261 MTPD. Basic engineering for Ammonia-I, Ammonia-II, Urea-I and Urea-II has been completed. Procurement of equipment is in progress. The projects are expected to be commissioned by 2011-2012.With the commissioning of these capacity augmentation, the total capacity of the company shall be increased by 10%.

ConsultancyNFL has a proven track record of over two decades in the areas of Project Management, Plant operation and Maintenance etc. NFL provides its expertise in the areas of specialised services.Maintenance of Rotary EquipmentsHeavy Equipment Erection

NFL is well known for taking up assignments in India and abroad in the fields of: Commissioning Activities of Plant/ Equipments Heavy Equipment Erection supervision Complete operation of Chemical plants on a continuous basis Overall maintenance of plants; Specialised maintenance and repair services/shutdown/turn around jobs. Special maintenance & repair services for rotatory equipment, like pumps, compressors, turbines etc. Energy Audits leading to energy savings Safety Audit Services Design and monitoring of Environment Protection Systems NDT, Corrosion and RLA services Laboratory Services Training of technical manpower in Operation Maintenance and Safety Management Consultancy in Project ManagementAssignments Taken Abroad Assistance in checking the operatability and maintainability of PETROBRAS Fertilizer Plant in Brazil and training of Specialist Welders. Assistance in operation and maintenance of Ammonia and Methanol Complex of GulfPetrochemical Industries Co., Bahrain. Assistance in operation and maintenance of Ammonia Plant of NAPETCO, Libya through UNIDO.

UNITS OF NFL

panipat unit

National Fertilizers Limited,Gohana Road, Panipat,Haryana-132106,Tel :0180- 2652481 to 485 ,2655570 Fax :0180- 2652515Email : nflpanipat@nfl.co.in This e-mail address is being protected from spambots. You need JavaScript enabled to view it

Panipat, a district head-quarter is situated on National Highway No.1 at a distance of 90 km from Delhi. It is one of the oldest and ancient cities of India. The History of Panipat dates back to the Era of "The Mahabharata". Its old name was 'Paniprastha'. Panipat has witnessed three historic battles in the Past which changed face of India. The first battle (21st April 1526) was between the Mughal chief Babar, then ruler of Kabul, and Sultan Ibrahim Lodi of Delhi. Ibrahim was killed, and his army was defeated. This marked the beginning of the Mughal Empire in India. The second battle (20th January 1556) ended in a victory for Bayram Khan, the guardian of the young Mughal emperor Akbar, over Hemu. The third battle (14th January 1761) ended the Maratha attempt to succeed the Mughals as rulers of India. The Maratha army, under the Bhao Sahib was trapped and defeated by deceit by the Afghan chief Ahmad Shah.Panipat District of Haryana is spread over an area of 1268 Sq Km. It is famous for handloom, woollen carpets, blankets, khes and darris. The district comprises two Sub-Division, 3 Tehsils and 5 blocks having a population of 12,02,811 (as per 2011 census) with 32% of urban population. Panipat established its name on the industrial map of country with the setting up of National Fertilizers Limited Plant, State owned Thermal Power Plant, Co-operative Sugar Mill, and Rs.4000 crores Oil Refinery of Indian Oil Corporation. With over 12000 small-scale units and 49 medium & large scale Industrial Units, the city occupies a distinctive position among the Industrial Towns of the Country.SALIENT FEATURES OF PANIPAT UNIT

Installed Capacity:511500 MTPACapital Investment:338.27 CroresCommencement of Production:September 1, 1979PROCESS

Ammonia:Shell Gasification of Fuel Oil / LSHSUrea:Mitsu Toatsu Total recycle C Improved for PT and BT andTechnimont Total Recycle Process for NL TRaw material:Coal , Fuel-oil/LSHS, Power, WaterCaptive Power Plant :2 x 15 MW

PLANTS UNDER PANIPAT UNIT

AMMONIA UREA PLANT SMC OFFSITES

AMMONIA PLANT

The ammonia plant is based on fuel oil as feedstock and is designed to produce 900 MT/Day of Ammonia. The fuel is partially oxidized in the gasification reactor at 1,350 degree C by shell gasification process. The raw gas produced in the reactors mainly consists of H2, CO, CO2 and H2S. The heat generated in the process is recovered in the waste heat boilers to produce High-pressure steam at 100 Kg/Cm2.about 80% of the carbon produced in the Gasification Reactors, is recycled along with the feedstock.

Hydrogen Sulphide (H2s) in the raw gas is removed by absorption in cold methanol in desulphurisation Section of Rectisol. The Carbon monoxide (Co) in the desulphurised gas is converted to Carbon Di Oxide (CO2) by double stage H.T. Shift Convension. The CO2 is, process gas in Decarbonation Section of Rectisol. H2S and CO2 from the Raw Gas/ process gas are removed by low temperature Methanol in the Rectisol Section and both the gases are recovered by regeneration of Methanol at low pressure. H2S in the form of clause gas is sent to Sulhur Recovery Plant for recovery of Sulphur. The CO2 gas is sent to Urea Plant for synthesizing with Ammonia to manufacture Urea. An Absorption Refrigeration Unit (ARU) provides refrigeration in Rectisol Section.

AMMONIA PLANT

The process gas from Rectisol Section is sent to the Nitrogen Wash Unit (NWU) to remove the traces of impurities (CO, Methanol, and Methane) by liquid Nitrogen wash. Nitrogen is further added to the process gas (i.e. Hydrogen) to obtain a ratio of 3 : 1 of N2 & H2. This synthesis gas mixture is compressed to 230 Kg/Cm2 pressure and synthesis of N2 and H2 is carried out in the Haldor Topsoe loop in a radial flow Ammonia Convertor and Ammonia is produced.

Oxygen requirement (for partial oxidation of fuel oil) and Nitrogen requirement (for synthesis gas) is met by an Air Separation Unit of 900 MT/ Day capacity. In ASU, the atmospheric Air is compressed to 7 Kg/Cm2 and liquefied. Oxygen and Nitrogen are separated in HP and LP Distillation columns at cryogenic temperatures.later, removed from the Urea Plant is designed to produce 1,550 TPD based on Mitsui Toatsu Total Recycle C improved process. The Ammonia and Carbon Di-oxide, produced in Ammonia plant, are pressurized to about 250 Kg/cm2 pressure. Synthesis takes place in Urea Reactor, where Ammonia and CO2 react at 250 Kg/cm2 pressure and 200 degree C temperature to produce Urea. The Reactor outlet products are then decomposed. The Urea solution, produced in this process, is crystallized in the Vacuum Crystallizer. Crystal slurry is centrifuged to separate crystals, which are then dried in the dryer and pneumatically conveyed to the top of prilling tower. Urea crystals are melted in the melter and the molten Urea is sprayed through Acoustic Granulators from 68-meter high prilling tower. Urea in the form of prills is collected at the bottom of the prilling tower on CFD bed, where it is cooled by air. Products Urea is, then, sent to Bagging Plant and bagged in 50 kg bags.

SMC

S: - STEAM GENERATION PLANTM: - MATERIAL HANDLINGC: - CAPTIVE POWER PLANT

CAPTIVE POWER PLANT

The Captive Power Plant has been installed to meet the total power requirement of the plants. Two Turbo Generation of 15 MW each, generate power at 11 KV. The Power Plant can be run in parallel with the northern grid or in isolation. A Boiler of 210 t/hr. has been provided to supply steam to the Turbo Generators and meet part of the steam requirement of the process plants. The Boiler is designed to operate on coal with support oil or fully on fuel oil.

PROCESS OF MANUFACTURING UREA

For manufacturing urea, first of all fuel oil is burnt at 1350oC & we get Carbon monoxide (CO) & Hydrogen (H2). With the help of air separation unit Nitrogen gas is separated from air. Carbon monoxide is converted into Carbon dioxide. Then Nitrogen & Hydrogen is combined to get Ammonia & then by the reaction of Ammonia & Carbon dioxide we get Urea. This is the whole process of manufacturing Urea:-

Burning at 1350oCFuel OilCO + H2

ExtractingASU (Air separation unit) N2 (Nitrogen) + O2 (oxygen)

N2 + 3H22NH3

COCO2

NH3 + CO2UREA

PRODUCT MANUFACTURED AT NFL, PANIPATMAIN PRODUCT UREA

Kisan urea is highly concentrated, solid, nitrogenous fertilizer, containing 46.0% nitrogen. It is completely soluble in water hence nitrogen is easily available to crops. Kisan Urea is ideally suitable for all type of crops and for foliar spray, which instantly removes nitrogen deficiency. Kisan Urea also has a strong and long lasting effect on crop resulting in quality crops. Carbonic acid present in Kisan Urea helps in absorption of nutrients like phosphate and potash by roots of crop.

PRODUCTION PERFORMANCEPeaks in production scale are as follows:- RECORDS:

Highest production of ammonia on single day1041MT (against 900MT/Day rated capacity) on 02.1.1998

Highest production of urea on single day1918MT (against 1550MT/Day rated capacity) on 17.12.2000

Highest annual production of ammonia(97-98)316619MT (against 297000MT rated capacity)

Highest annual production of urea (97-98)562250MT (against 511500MT rated capacity)

Neem Coated Urea

INTRODUCTION

Agronomical trial on Paddy and Wheat crops with Neem coated Urea as

source of Nitrogen has produced significantly higher yield at research

and farm level. Looking into the potential of Neem Coated Urea and

its acceptance by the farmers, Ministry of Agriculture in July2004

, included the Neem Coated Urea in FCO. The use of Neem Coated

Urea has been found to improve the uptake of N, P and K significantly

. Since 2008 the, Ministry of Chemicals and Fertilizers allowed Neem Coated Urea manufacturer

to sell NCU at 5% above the MRP, to recover the cost of coating, however cost of Neem Oil and

production as such of Neem Coated Urea has increased significantly. As per GoI notification, a

company can produce and sell Neem Coated Urea equivalent to the maximum of 35% of its total

installed capacity of Urea. Efficient use of nutrient is one of the foremost concerns of the

agriculture scientist in increasing the farm output at farmer field level. Balanced use Nitrogen,

Phosphorous, Potassium along with the requirements of secondary and micronutrient increase

the yield at economic level. Of the three major Nutrients Nitrogen, Phosphorous and Potash,

nitrogen has received the maximum attention because of many reasons. Nitrogen gets easily converted to available forms from various types of fertilizers that are being applied for crop

nutrition. Also nitrogen in Nitrate form is highly mobile and get lost through the process of

leaching especially under irrigated conditions. Nitrogen is also lost in the process of

de-nitrification where the nitrate form is back converted into Nitrogen and Ammonia and lost to

atmosphere.There are many references available on Nitrogen that indicates that the recovery of

nitrogen under irrigated and submerged condition is hardly 35% due to various kind of loses it is

subjected to such as de-nitrification, ammonia volatilization and leaching. In the world 50% of

nitrogen is supplied through Urea and the scenarios in India are no different. In order to keep the

nitrogen losses at minimum level, agricultural scientist have come out with various agronomical

recommendations, to reduce these loses. The prevalent recommendations are split application,

band placement, and deep placement using the see drill. All these practices make available the

right quantities of requirement at the place of absorption. Application of bigger granules of urea

retards the dissolution.In addition to agronomical practices, various kind of nitrification inhibitors such as Nitrapyrin (N-Serve) and Terrazole (Dwett) were developed in USA. These Nitrification agents are very expensive and add to the already high cost of crop production in India.Keeping in view the low Nitrogen use efficiency it has been felt to find out the use of some indigenous use of material and coating process for reducing the nitrogen losses from Urea. Use of Neem oil in various form such as Neem oil cake, Neem oil and other Neem product have been found useful in reducing the release from Urea and increase its use efficiency. Neem oil contains various kind of bitter, especially the Meliacins that have been identified in retarding the process of nitrification of Urea.PRODUCTION OF NEEM COATED UREA AT NFLNational Fertilizers Limited, in the year 2002, standardized the techniques for production of Neem Coated Urea in situ, at its Panipat Unit. Since then many changes have been made in the process and applicant solution, to have a uniform and consistent coating of Neem oil on urea prills, to maintain the concentration of Neem oil content as per the specification prescribed in FCO. Based upon the results of extensive field trial where Neem Coated urea was found to be agronomical superior to normal prilled urea, NFL became the first company in India that was granted the permission to produce and market the Neem Coated Urea, vide Govt of India Notification No S.O.807 (E) dated 9 July 2004 .Today the company has facilities at all its 3 Units namely Bathinda, Panipat and Vijaipur, for production of Neem Coated Urea. Neem coated urea produced at these production facilities is marketed in all the 14 States where the company is marketing its Urea.

YEAR WISE UNIT WISE PRODUCTION OF NEEM COATED UREA(INMT)YearUnitTotal

BathindaPanipatVijaipur

2003-041262761090-73717

2004-051120041024769762224242

2005-06147677143018197400488095

2006-075608574603184575315263

2007-0838762618757820102769

2008-092355182937711914

2009-101216386731681237648

2010-11402834013739646120066

2011-1273829131570434169639568

2012-13 (up to June 2012)1763052872107563178065

Total51341562080810571242191347

FRONT LINE DEMONSTRATIONS Since 2004-05, NFL has been regularly conducting 200 to 250 front line demonstrations, at farmers field, in close collaborations of the respective State Agriculture Universities, in the states of Punjab, Haryana, Rajasthan, UP, MP Chattisgarh. The Yields in the treatment where Neem Coated Urea has been used, has increased from 6-11% depending upon crop and location.OTHER BENEFITS Apart from the increase in yield, Neem Coated Urea application has other use full effect in paddyand wheat crops. At one of the locations in the state of UP, farmers have observed that the menace of Neel Gai has reduced significantly in paddy crop. In yet another observation, at Panipat, farmers observed no incidence of leaf folder and,stemborer in paddy crop. stemborer in paddy crop. At Sangrur and Gurdaspur, in the States of Punjab, farmers observed that the incidence of white ant was reduced with the use of Neem coated Urea in wheat crop. This is because of fragrance of Neem oil that on dissolution was released in the standing water in the standing water and insecticidal properties of Neem.HUMAN RESOURCE MANAGEMENT

The Corner stone of NFL's meritorious track record is its human resource. At NFL, we firmly believe that our employees are our most valued resources.NFL has always been a forerunner in the fertilizer sector and this has been made possible through the company's thrust on human resources development.NFL offers a host of exciting career/opportunity to dynamic/young/qualified individuals in Production/Maintenance/Marketing/Finance and Human Relations. NFL has three induction levels Management Trainees/Technicians & Operator Apprentices & Commercial Apprentices. Developmental and functional programs based on training needs, as judged in the area of updation of technical supervisory and managerial skills alongwith specialized requirements from time to time.The services which have been developed in the area of Training and Development within the organization are readily available to other organizations within the laid policies and procedures of the Company.The Company's concern for its employees is reflected through its efforts in the area of health, safely and welfare of its employees. NFL not only meets the statutory obligations, but has undertaken numerous voluntary measures beyond the statutory requirements. The Company has well equipped hospitals, canteens recreation clubs, housing facilities, schools and safe working environment. The onus of NFL's high production levels lies on harmonious and cordial industrial relations at all its manufacturing Units. The Company has not lost even a single manday on this account.To cater to the needs of training and development, NFL has a well defined and well designed training plan. Major activities undertaken by HRD are:Recruitment and Training of Trainees at various levels viz. officers, supervisors and workers.Organizing of developmental and functional programs based on training needs, as judged in the area of updation of technical, supervisory and managerial skills long with specialized requirements from time to time.Imparting of training to people from other organizations within India and abroad.Formulate policies regarding manpower deployment on hire to other organizations within India and abroad.The services which have been developed in the area of Training and Development within the organization are readily available to other organizations within the laid policies and procedures of the Company.The company has always believed that human resource is its most important assetand continues to work for its development and realization of its potential. To achievegrowth and to foster motivational climate, several initiatives were taken up during theyear. Modified Performance Related Pay Scheme for Executives and Non-Executives has been implemented and Group Productivity Allowance Scheme hasalso been introduced. The company has introduced Employees Economic & SocialRehabilitation Scheme, which protects the welfare of the family in case ofdemise/permanent disablement of employee during service. A new pension schemefor the benefit of employees is in the process of implementation.During the year, to inculcate leadership qualities with high values, moral and ethicsin all supervisory staff and managerial cadre. Manpower strength of the company ason 31.03.2012 was 4515 comprising of 1942 Executives and 2573 Non-Executives.The Employer-Employee relationship continued to be harmonious during the year.There was no loss of production due to any adverse IR situation. The schemes foremployees participation in Management continue to function succeefully. There werecontinuous interactions between the Management and employees representativeson various issues keeping in view the best interest of employees and the company.The company continues to make efforts for improving employees health, well beingand welfare and has taken steps for providing recreation, education and generalwelfare of employees. MANPOWER STATUS AS ON 30-06-2012

Unit NameTotal EmployeesExecutivesNon-Executives

Nangal14293591070

Bathinda801327474

Panipat803357446

Vijaipur815408407

CMO439311128

C.O16513827

Total445219002552

Percentage42.6757.32

CORPORATE OBJECTIVE

NFL is an instrument to the society .To achieve this NFL must:-

Select capable people and improve their knowledge and skills on organized basis.

Motivate and enthuse the employees to achieve higher productivity with team spirit.

Lay down integrated objective, define individual goals and maintain an atmosphere conducive to achieve this goal.

MICRO OBJECTIVES To achieve higher productivity.

Conducting R & D.

To increase profitability.

To improve marketing and consumer services.

To maintain and develop proper organizational environment.

To work out diversification.

To promote development of ancillary industry.

FUNCTIONS OF HR DEPARTMENTAT N.F.L

1. ESTATE:- Estate means the part of land or the area that comes under the NFL. It also includes township and CISF colony of NFL .The houses are allocated to the employees on the basis of their post or seniority. Mr B.S. JANPANGI does proper utilization of land and building.

2. ADMINISTRATION:-Mr. JANPANGI is the head of administration .He solves various problems related to the administration of the organization. Under this role he also makes arrangements for various tasks time to time.

3. HORTICULTURE:-Horticulture is related with the maintenance of green grounds and to grow more &more trees in order to keep environment clean and pollution free .To maintain beauty & working environment inside the organization, employees are encouraged for growing trees & to maintain green grass parks.

4. FURNITURE AND FIXTURE:- Furniture & fixtures are required by every organization . At NFL Mr. JANPANGI makes proper arrangement of furniture & fixtures as & when required.

5. DISPATCH:- Dispatch means the various letters ,circulars & memos required by every organization for the proper maintenance of their records. Mr. JANPANGI makes arrangements for all these dispatch.

6. FAX /TELEPHONE:- fax /telephone is also required by every organizations for making contacts with different deptt. Inside organization also with other organizations. Mr. JANGPANGI makes arrangements for all these according to their requirements.

7. GUESTHOUSE:- As NFL is a big organization, so visitors & outsiders come to visit it. There is proper arrangement for their stay.

8. RECRUITMENT:-Whenever there is vacancy in the organization then it tries to attract more and more people to apply for that. Recruitment is not a process of selecting the candidates but it ends with the receipt of applications.

9. ESTABLISHMENT:-Once a candidate is selected for a particular post, then all his documents relating to qualification, age & other factors are verified in establishment department. Also the activities & performance of every employee including promotions are recorded in it. Mr. ALOK VERMA handles all these activities.

10. PUBLIC RELATIONS:- The public relations of an enterprise affects its profits to a large extent .Mr. ALOK VERMA tries to establish harmonious relations with the members of public to increase the profitability of the enterprise .

11. MEDICAL CLAIMS:- As NFL provides medical facilities to all of its employees .NFL gives fund to its employees against their proper medical claims. Mr. ALOK VERMA verifies all the documents relating to medical claim.

12. COMPUTERISATION:- In the present scenario the role of computers is very important in every organization. These stores huge amount of information relating to enterprise.

13. STATISTICAL CELL:- Various documents are required by the organization for the proper flow of information from one place to another. Mr. ALOK VERMA handles statistical document.

14. APPRENTICE:-There is a provision for the training of apprentice inside NFL. Mr. ALOK VERMA handles trade & technical apprentice.

15. INSURANCE:-Mr. ALOK VERMA handles the problems relating to the insurance of employees

16. LIAISONING:-Mr. ALOK VERMA also works as liaison officer .In the role of liaison officer he tries to establish harmonious relations with other departments & other organizations to improve the productivity of the organization.

SOME OTHER IMPORTANTFUNCTIONS OF HRD

Assessing training needs for Tech. apprentice employeesOrganizing house training programmes

FUNCTION OF PERSONNEL MANAGEMENT

The function of personnel management may be divided into three parts-

PlanningProcurement of personnelRules & regulations

OrganizingDevelopment of personnelLaws

StaffingCompensation to personnelDiscipline

DirectingEmployees benefit schemesCode of conduct

ControllingMaintaining good industrial relations

Record keeping

Personnel planning & Evaluations

Personnel audit & Research

MANAGERIAL OPERATIVE ADVISORY

P&A AS A CENTRAL SUB SYSTEM IN AN ORGANISATIONFINANCESUBSYSTEM

TECHNICAL SUBSYSTEM P&ASUB SYSTEM MATERIAL SUBSYSTEM

MARKETTINGSUBSYSTEM

OBJECTIVES OF P&A

The objective of P&A is to attain maximum individual development, desirable working relationship between employers & employees and employees & employees. So there must be effective molding of human resources as contrasted with physical resources. As a result there is an integration of interests of employees and management:

INTEGRATION OF INTERESTS

EMPLOYEES INTEREST MANAGEMENT INTEREST

Recognize as an individual. Lowest unit personnel cost

Opportunity for expression Maximum productivity

Economic security Availability and stability

Interest in work Co-operation of employees

Safety, healthy working conditions Loyalty of employees

Acceptable hours of work High org morale

Fair and efficient leadership Intelligent initiative of emp.

HUMAN RESOURCE DEVELOPMENTIN NFL

The company considers its employees as its greatest asset. It takes care of training needs of the individual employees. A separate HRD Department is established for the purpose.HRD Department, periodically organizes in house training programmes for the development of skills and updating the knowledge of the employees. The employees are also deputed for institutional training conducted by outside agencies.The managerial staff is exposed to the management programs like motivation, communication, team building, leadership etc.For the less qualified employees, there is a scheme to improve their qualification. Part time classes are conducted for advanced courses.HRD section organizes productivity week and the oil conservation week, in which the expert faculty on various aspects of the topics systematically educates the employees systematically educates employees.

WELFARE

MEANING OF WELFAREIndustrial progress depends on a satisfied labour force and in this connection the importance of Labour welfare measures were accepted as early as 1931, when the royal commission on Labour stated, the benefits, which go under these nomenclature are of great importance to the worker and which he is unable to secure by himself. The Schemes of Labour Welfare may be regarded as a Wise Investment which should and usually doing bring a profitable return in the form greater efficiency.The encyclopedia of social science has defined Labour welfare work as, the voluntary efforts of the employer to establish, within the existing Industrial system, working and sometimes living and cultural conditions of the Employers beyond what is required by Law, the custom of the country and the condition of the Market.In the broader sense, if any include not only the minimum standard of hygiene and safety laid down in general Labour legislation, but also such as aspects of working life as Social Insurance schemes, measures for the protections of women and young worker, Limitation of hours of work, paid vacation etc. In narrow sense welfare in addition to general Physical working conditions, is mainly concerned with the day-to-day problems of the workers and the social relationship at place of work.Welfare is the work, which is usually undertaken within the premises or in the vicinity of undertaking for the benefit of employee and the members of his family.The purpose of providing welfare amenities is to bring about development of the whole personality of the worker is social, psychological, economic, moral, cultural and intellectual development to make him a good worker a good citizen and a good member of the family. CONCEPT OF WELFARE

The concept of welfare means some amenities, other than the monetary benefits which are required to be provided to the workers by their employers. Such measures are required to maintain the standard of living of the workers to some extent. The central and the state government have made rules for the safety and welfare facilities for the workers. In this context so many Acts have been enacted under which certain provisions are statutorily required from the employers. These different Acts have covered almost all categories of workers. These Acts are as under: - FACTORIES ACT, 1948 MINES ACT, 1952 LABOUR PLANTATION ACT, 1951 MOTOR TRANSPORT WORKERS ACT, 1961 CONTRACT LABOUR REGULATION & ABOLITION ACT, 1970 INTER STATE MIGRANT WORKERS ACT, 1979All these acts provide some amenities, which are statutory required. But in practical viewpoint, it is the need of the time that there should be one piece of legislation which can protect the interest of almost all the workers. The introduction of all the provisions of these Acts is not satisfactory. Effective arrangements should be made for the introduction of all these Acts. Special staff should be recruited and maintained to watch the irregularities in the factories and establishments and to award suitable punishments to the defaulters.

SCOPE OF EMPLOYEES WELFARE

According to the committee on employees welfare, welfare services should mean such services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from the accommodation of workers employed at a distance from their homes and such other services, amenities and facilities including social security measures, which contribute to conditions under which workers are employed.Employee welfare includes both Statutory as well as non-statutory activities undertaken by any of the three Agencies: -

Employers

Trade Union

Government for the physical and mental development of workers.

SIGNIFICANCE OF EMPLOYEE WELFAREThe logic behind providing welfare facilities is to create efficient, healthy loyal and satisfied Labour force for the organization and also for the nation. In India, industrial workers get the benefit of various welfare facilities. The purpose is to provide them better life and also to make them happy and efficient. The other equally important purpose is to raise their productivity

EMPLOYEES WEFARE AT NFL, PANIPATThe Company is very conscious of the Welfare of its Employees. It provides a number of facilities to the employees at all the unit. At PANIPAT UNIT, there is a Modern Township, which is spread over an Area of 100 acres. There are 900 Dwellings in Township. Company has provided 30-Bed HOSPITAL in Heart of Township. Hospital is equipped with necessary Facilities like X-Ray, Clinical laboratory, operation theatre, E.C.G, Respiratory Equipment etc. Management Provides Canteen Facility to its Employees in Factory. Playground for all Outdoor games. A Community Hall to sit 600 Persons. School (Kendriya Vidyalaya) Shopping Center Members Club Bank and Post-Office. Facility of ATM in NFL Township AIMS AND OBJECTIVES OF WELFARE SCHEMES The aim and objectives of welfare schemes are as follows: - It is good since it enables the workers to enjoy a richer and fuller life by providing them those amenities and conveniences of life, which they themselves cannot provide.

It is partly economic since it improves the efficiency of labour, increases its availability where it is scarce or help to secure better class of workers by keeping them contended, it minimizes the chance of any industrial disharmony and establishes industrial peace. It develops a sense of responsibility and dignity among the workers and then makes them noble and civilized citizens.

It also keeps the efficiency and morale of workers high which creates a sense of honesty and integrity among workers.

Subsequent effect of all the above aims establishes a good labour management relation, which is essential for the smooth functioning of the industry.

It also encourages workers participation in management through suggestions received from the worker

HR DEPARTMENT HIERARCHY

G.M (HR)

Additional CMOSr.MANAGER HRD Chief. MANAGER, P&A

Dy.MGR (P&A)

MANAGER (P&A)

MANAGER (P&A)

WELFARE,SCHOOL,CISF.

CANTEEN,FURNITURE,BUDGET

P.RMEDICAL

ESTATE, CTV,SANITATION

STATISTICAL,COMPUTER,ACR/APPS/RECRUITMENT.ESTABLISHMENT

TEL, FAX , DAIR & DISPATCH/ HINDIGUESTHOUSE

EMPLOYEE DEVELOPMENT SCHEME

In welfare schemes, training and development programs for employees is also included. These programs are done to make employees more efficient.Incentive admissible to the employees on acquiring higher qualifications while in service of the company:-

S no.ExistingQualificationEligibility criteria for incrementsNo. of advance incrementsEligible Categories

a)TECHNICAL

1)Non Matric orMetric with ITIMatric/Pre basic1Up to the scale of Rs.5550-8910

2)Matric/Pre basicBasic course/ITI1Up to the scale of Rs.5550-8910

3)Matric+ITI/ ISC/basic courseB.Sc./Diploma in engineering/Adv. Course1Up to the scale of Rs.6550-11350

4)B.Sc./Diploma in engineering/ advance courseAMIE,AMI,Chem. Engg/AIC/Post graduate diploma in Prod/Project Mgt. of two years duration Awarded by the StatutoryUniv /Institutions

2Up to the scale ofRs.10750-16750

5)Engg. GraduatesM.Tech/MBA/P.G. DIP. in Project Mgt.awarded by StatutoryUniv/ Institutions2Up to the scale ofRs.10750-16750

b)NON TECHNICAL

1)Non MatricMatric /Pre basic1Below the scale of Rs.4650-6550

2)Matric/Pre basic /Basic/B.A part 1 InterGraduate/B.Com2Up to the scale of Rs.6100-9710

3)Graduate/ B.Coma)Master Degree M.A(pub Add)s2Up to the scale of Rs.10750-16750

b)M.A(economic)2Up to the scale of Rs.10750-16750

c) L.L.B2Up to the scale of Rs.10750-16750

d)M.Com/Business Admn.)2Up to the scale of Rs.10750-16750

e)M.Com/M.Com (Acc& Business static/C.A/ICWA/ Company Secretary2Up to the scale of Rs.10750-16750

f)M.B.A with Sr.liasonin Financial Mgmt.2Up to the scale of Rs.10750-16750

4)DIPLOMAa) P.G Diploma in pers. Mgt. & Ind. Relationb) P.G diploma in Officer Org. & procedures.c) P G Diploma in material mgt.d) P.G Diploma inJournalism/Diploma in Public Relatione) P.G Diploma in Marketing & Sales Mgt.1

1

1

1

1In case of employee up to the scale of Rs.6550-11300.Non technical side adv. Increment would be given only if they acquire any of these qualification which could become functional relevant to them as & when they start working.

5)Post graduatePh.D2Up to the scale ofRs.10750-16750

SCHOLARSHIPCHILDREN OF NFL EMPLOYEESThe salient features of the said scheme are as under:-ClassAmount of scholarship

I to IVRs.35/-

V to IXRs.60/-

X to XIRs.100/-

Children of NFL employees studying in schools who secure the first three position in Annual Examination out of the first five (for SC/ST, the first three position among SC/ST student) in the classes mentioned against each in the next class tenable for one year provided they continue their studies in the next class:

PositionBoard examinationUniversity examination

XXIIGraduatePostgraduate

1.Rs.3000/-Rs.3000/-Rs.4000/-Rs.4000/-

2.Rs.2500/-Rs.2500/-Rs.3000/-Rs.3000/-

Children of employee who secure first & second position would be awarded as under;

WELFARE EXCURSION SCHEME

A) Two Excursion Trips in a calendar year are arranged by the Club at Unit. However at Mktg. division & Corporate Office where there are no clubs, such excursion trips are arranged by the concerned welfare/industrial relations department. Under the scheme, the places to be visited during such Excursion trips are arranged within a distance of 400 km each way from the township/place of work. One night stay is also allowed for the said trip. However company does not bear any extra expenses on account of fooding or lodging. The employees make their own arrangement for night stay and avail their own leave.

B) Management provide hire charges for two buses trip at Unit & total three buses for two trips at C.O & CMO.C) A sum of Rs.25/- per member per year is also given to the respective clubs & where there are no clubs the amount @ Rs25/- per employee availing the facility is placed at such trips. All other expenses on such trips are however met through the contribution of employees availing this facilityThe above amount is credited to the Optional Provident Fund Amount of the concerned individual.

BLOOD DONATION CAMPSNFL time to time organizes Blood Donation Camps & Free Medical Camp to help the society. In the Free Medical Camp NFL provides transport facilities to the patient from nearby villages. Consultation, clinical test & medicines are also provided free of cost.NFL also organizes Baisakhi Mela & Diwali Mela for the welfare of the society. From the income of mela, it helps the needy & poor. WELFARE AND SPORTS FACILITIESFollowing grant/facilities are provided:-Sports Grant-Under this head, budget allocations are made for the following:-1) Annual Sport/Welfare grant.2) Grants for holding inter unit Tournaments.3) Sponsored Tournament. Two Excursion Trips in a calendar year are arranged by the Club at Unit. However at Mktg. division & Corporate Office where there are no clubs, such excursion trips are arranged by the concerned welfare/industrial relations department. Under the scheme, the places to be visited during such Excursion trips are arranged within a distance of 400 km each way from the township/place of work. One night stay is also allowed for the said trip. However company does not bear any extra expenses on account of fooding or lodging. The employees make their own arrangement for night stay and avail their own leave.

Management provide hire charges for two buses trip at Unit & total three buses for two trips at C.O & CMO. A sum of Rs.25/- per member per year is also given to the respective clubs & where there are no clubs the amount @ Rs25/- per employee availing the facility is placed at such trips. All other expenses on such trips are however met through the contribution of employees availing this facilityThe above amount is credited to the Optional Provident Fund Amount of the concerned individual.

RELEIF MEASURE TO THE FAMILIES OF THE DECEASED EMPLOYEE IN CASE OF DEATH/ PERMANENT TOTAL DISABLEMENT WHILE IN SERVICE

a) In the event of death of an employee at any place other than at the plant while on duty, the company will arrange for the transportation of the body.b) An amount of Rs.2500/- shall be payable to the family of the deceased employee as Funeral Expensesc) All dues will be paid nearly within 15 days from the date of death of the employee.

TOWNSHIPAt Panipat unit, there is a modern township, which spreads over an area of 100 acres. There are 900 dwellings in the township, which accommodate officers, workers. Company also gives liberal house building advance at nominal interest to the employees to construct their own houses.

HOSPITALCompany has provided a 30-bed hospital in the heart of the township. Hospital is equipped with necessary facilities like, X-Ray, clinical laboratory, operation theater, ECG, respiratory equipment etc. The first aid center is located within the factory premises with an ambulance kept in readiness. Medical facility is extended to all the employees and their dependents. If required, patients are sent to the approved outside hospitals and nursing homes for specialist treatment.

MEDICAL FACILITYIN FAMILY FOLLOWING ARE INCLUDED: -Family means Husband or Wife as the case may be parents, childrens step children &children taken as wards, subject to the following conditions: -Son: - till he starts earning or attains the age of 25 years.Daughter: - till she starts earning or gets married, whichever is earlier.The income limit of Rs. 1500 p.m for dependents would be inclusive of income from all sources including pension and pension equivalent of DCRG benefits and exclusive of the relief on pension sanctioned after Dec 1995.

There are following medical facilities are provided: - INDOOR TREATMENT FACILITY. OUTDOOR TREATMENT FACILITY.

INDOOR TREATMENT FACILITY: -Reimbursement towards Indoor Treatment will be restricted as under: For self, spouse and dependent children 100% For parents - 80%OUT DOOR TREATMENT FACILITY: -Maximum ceiling limit for a financial year on OPD Treatment: - 1.5-month salary.Reimbursement procedure: - 100% reimbursement will be made up to one-month salary.

50% reimbursement will be allowed in case the expenditure on account of OPD treatment exceeds one-month salary and is up to 2-month salary.

No reimbursement will be allowed towards OPD treatment in case the amount exceeds 2-month salary.The appointment to any regular post in the company is subjected to medical fitness. All employees working in the unit are required to undergo medical checkup annually from the companys hospital.Management provides canteen facility to its employees in the factory. Eatables are supplied to them at the place of work at regular intervals. Hygienic conditions are also maintained in all the canteen services.

The canteen is very neat and clean. It is being cleaned regularly 2 times a day and also washed with detergent once in a week. In canteen proper ventilation and light is provided. Canteen has a sitting capacity of 80 persons at a time. Ten fans, five desert coolers and one water cooler are provided for hot summers. Telephone facility is also given. There is a notice board and complaint book is also available.

Canteen runs on contract basis for which tenders are invited. A security of Rs.95000/- is to be deposited in the starting.

OBSERVATIONS1. PERSONNEL &ADMINISTRATION Dept. executives and all staff maintain an attitude of cooperation and assistance.2. Mobile camera is not allowed inside the company but with few exceptions.Maintaining safety provisions and safety level to the highest standard

MEDICAL FACILITYIN FAMILY FOLLOWING ARE INCLUDED: -Family means Husband or Wife as the case may be parents, childrens step children &children taken as wards, subject to the following conditions: -Son: - till he starts earning or attains the age of 25 years.Daughter: - till she starts earning or gets married, whichever is earlier.The income limit of Rs. 1500 p.m for dependents would be inclusive of income from all sources including pension and pension equivalent of DCRG benefits and exclusive of the relief on pension sanctioned after Dec 1995.

There are following medical facilities are provided: - INDOOR TREATMENT FACILITY. OUTDOOR TREATMENT FACILITY.

INDOOR TREATMENT FACILITY: -Reimbursement towards Indoor Treatment will be restricted as under: For self, spouse and dependent children 100% For parents - 80%OUT DOOR TREATMENT FACILITY: -Maximum ceiling limit for a financial year on OPD Treatment: - 1.5-month salary.Reimbursement procedure: -

100% reimbursement will be made up to one-month salary.

50% reimbursement will be allowed in case the expenditure on account of OPD treatment exceeds one-month salary and is up to 2-month salary.

No reimbursement will be allowed towards OPD treatment in case the amount exceeds 2-month salary.

PERIODICAL HEALTH CHECK UPThe appointment to any regular post in the company is subjected to medical fitness. All employees working in the unit are required to undergo medical checkup annually from the companys hospital.

CANTEENManagement provides canteen facility to its employees in the factory. Eatables are supplied to them at the place of work at regular intervals. Hygienic conditions are also maintained in all the canteen services.The canteen is very neat and clean. It is being cleaned regularly 2 times a day and also washed with detergent once in a week. In canteen proper ventilation and light is provided. Canteen has a sitting capacity of 80 persons at a time. Ten fans, five desert coolers and one water cooler are provided for hot summers. Telephone facility is also given. There is a notice board and complaint book is also available.Canteen runs on contract basis for which tenders are invited. A security of Rs.95000/- is to be deposited in the starting.OBSERVATIONSPERSONNEL &ADMINISTRATION Dept. executives and all staff maintain an attitude of cooperation and assistance.Mobile camera is not allowed inside the company but with few exceptions.Maintaining safety provisions and safety level to the highest standard. FACTS & FINDINGS1. Working environment-: Working environment is an important factor to keep the employees engages to the organization. Employees need different kind of working environment at different levels. HR people must keep this factor in mind.2. Performance appraisal-: Appraising performance should be done in such a way that it does not threat the employee that any point of time. Otherwise employee motivation and so employee engagement can come down dramatically.3. Recognition-: Recognition is important to keep employee motivated and committed to the organization. Different levels of hierarchy require different kind of recognition. 4. Communication-: Clear upwards and downwards communication is required for the employee involvement in the organization. Communication barriers can create high amount of dissatisfaction among the employees and some time it takes the form of rumors and affect the organization badly.5. Relationship-: Interpersonal bonding is essential for getting out of the employees coaching and mentoring system not only developed the employee but also builds a moral bonding for better engagement.6. Transparency-: Transparency in the organization is required at all the levels and it actually creates a good amount of enthusiasm especially among the middle and bottom level of management.7. Compensation-: Compensation is a major factor of motivation. Monetary and non- monetary compensation can be used wisely to motivate the employees and keep the engagement level higher.8. Motivation-: Overall motivation of the employee depends on numerous factors and it is a most important aspect of employee engagement.9. Learning and growing opportunities-: this factor is especially important for the bottom and middle level of management and it ensures long term employee organization orientation and employee commitmen10. Working environment-: Working environment is an important factor to keep the employees engages to the organization. Employees need different kind of working environment at different levels. HR people must keep this factor in mind.11. Performance appraisal-: Appraising performance should be done in such a way that it does not threat the employee that any point of time. Otherwise employee motivation and so employee engagement can come down dramatically.12. Recognition-: Recognition is important to keep employee motivated and committed to the organization. Different levels of hierarchy require different kind of recognition. 13. Communication-: Clear upwards and downwards communication is required for the employee involvement in the organization. Communication barriers can create high amount of dissatisfaction among the employees and some time it takes the form of rumors and affect the organization badly.14. Relationship-: Interpersonal bonding is essential for getting out of the employees coaching and mentoring system not only developed the employee but also builds a moral bonding for better engagement.15. Transparency-: Transparency in the organization is required at all the levels and it actually creates a good amount of enthusiasm especially among the middle and bottom level of management.16. Compensation-: Compensation is a major factor of motivation. Monetary and non- monetary compensation can be used wisely to motivate the employees and keep the engagement level higher.17. Motivation-: Overall motivation of the employee depends on numerous factors and it is a most important aspect of employee engagement

TRAINING& DEVELOPMENT

Training is concerned with imparting developing specific skills for a particular purpose.Training is the act of increasing the skills of an employees for doing a particular job. Trainingis the process of learning a sequence of programmed behaviour.

In earlier practice, training programme focused more on preparation for improved performance in particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other kinds of skilled workers. When the problems of supervision increased, the step were taken to train supervisors for better supervision.

DEVELOPMENT

Management development is all those activities and programme when recognized andcontrolled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments.

Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement.

Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements ismanagement development.

Training and developmentIn the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development.Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel and Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to be comfortable with. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources" an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an overgeneral and ambiguous name. Moreover, the field is still widely known by the other names.Training and development (T&D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the Irish Institute of Training and Development, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities. Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.The "stakeholders" in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others.The conflicts are the best part of career consequences are those that take place between employees and their bosses. The number one reason people leave their jobs is conflict with their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John Hoover points out, "Tempting as it is, nobody ever enhanced his or her career by making the boss look stupid." Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or customer.

Patterns of DevelopmentPatterns of development help us sort out information and shape paragraphs or essays. They can help organize an outline, or depending on the purpose they can determine the form that a paper will take. Remember that most paper will use a combination of methods, working together in function of each other. Given the topic "environmental issues," these are some examples of how the methods can help limiting the topic, developing a thesis statement, and writing an outline. 1. Narration means to tell a story: The history of the Love Canal A narration deals with people, places, events, dates, etc. 2. Description means to tell what something is like. Describe the damage done by pollution to a river, lake, forest, etc. A good description will revolve around a "dominant impression." 3. Illustration with examples means that a generalization is supported by specific instances. Food industries do not encourage consumers to produce less litter. 4. Definition means to explain what something is. Define "ozone layer" 5. Comparison means to identify the ways in which two "different" items are similar. Contrast means to identify the ways in which two "similar" items are different. This means that there is no purpose in comparing or contrasting two items that do not share some common characteristic (apples and books). Compare the environmental advantages of paper bags as opposed to plastic bags 6. Classification means to sort items in order to group together those with similar characteristics and to distinguish them from those with different characteristics. Provide examples of how we can reduce waste by reducing, reusing, recycling. 7. Causal analysis means to find the reasons that produced a certain result or to identify the results produced by a certain phenomenon. Effects of acid rain on vegetation 8. Argumentation means to provide enough reasons and proof to convince the reader that a certain opinion is valid. Industries do not receive enough incentives to reduce waste. 9. Process analysis means to explain how to do something. How to start a compost pile. Combining different methods: "Identifying plastic as a source of pollution" How plastic was developed (narration/process) Definition/description of plastic Different kinds of plastic (classification/illustration) Consequences of the use of plastic (effects) Alternative solutions offered (argumentation/comparison) More examples: Thesis statements Topic: food 1. Narration: Baking and sharing Christmas cookies is my favorite holiday tradition. 2. Description: The table at my grandmother's Thanksgiving dinner is covered with delicious, great smelling, and colorful holiday dishes. 3. Exemplification: Because they cannot easily prepare their own food, many college students who live in the dorms are on a diet of fast food, junk food, or snacks. 4. Definition: A pizza is a flat bread, which may be covered with tomato sauce, cheeses, and a variety of toppings. 5. Comparison: Real Italian food, the kind that is eaten in Italy, is very different from American Italian food. 6. Classification: Although traditionally pizza is an Italian dish, Greek pizza, Mexican pizza, and Hawaiian are becoming increasingly popular. 7. Cause and effect: Italian food in Italy is very different from American Italian food because of regional variations and because of availability of ingredients. 8. Process: Baking bread is a process which consists of three main steps: kneading, shaping, and baking.

BASIC STEPS IN THE TRAININGTHE FOUR PROCESSESTraining is one of the most profitable investments an organization can make. No matter what business or industry you are in the steps for an effective training process are the same and may be adapted anywhere.If you have ever thought about developing a training program within your organization consider the following four basic training steps. You will find that all four of these steps are mutually necessary for any training program to be effective and efficient.STEP 1: ESTABLISHING A NEEDS ANALYSIS.This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover.The objective in establishing a needs analysis is to find out the answers to the following questions:- Why is training needed?- What type of training is needed?- When is the training needed?- Where is the training needed?- Who needs the training? and "Who" will conduct the training?- How will the training be performed?By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employees performance in accordance with the companys standards. The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process.STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.STEP 3: DELIVER THE TRAINING PROGRAM.This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods. Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have:- A desire to teach the subject being taught.- A working knowledge of the subject being taught.- An ability to motivate participants to want to learn.- A good sense of humor.- A dynamic appearance and good posture.- A strong passion for their topic.- A strong compassion towards their participants.- Appropriate audio/visual equipment to enhance the training session.For a training program to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good communication skills, and trainee participation.STEP 4: EVALUATE THE TRAINING PROGRAM.This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.The reason for an evaluation system is simple. The evaluation of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer.There are several obvious benefits for evaluating a training program. First, evaluations will provide feedback on the trainers performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization.The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results.The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realties of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must be implemented by all members of the organization to be fully successful.Development Typical Reasons for Employee Training Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.,: When a performance appraisal indicates performance improvement is needed To "benchmark" the status of improvement so far in a performance improvement effort As part of an overall professional development program As part of succession planning to help an employee be eligible for a planned change in role in the organization To "pilot", or test, the operation of a new performance management system To train about a specific topic (see below) Typical Topics of Employee Training1. Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs.2. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.3. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers.4. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity5. Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace.6. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace.7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc.8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.9. Sexual harassment: Sexual harassment training usually includes careful description of the organization's policies about sexual harassment, especially about what are inappropriate behaviors.General Benefits from Employee Training and DevelopmentThere are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include: Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) Risk management, e.g., training about sexual harassment, diversity training

Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot programme butcontinues though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption thatthere, always existing a gape between an individuals performance and his potentialfor the performance.3. Management development seldom takes place in completely peaceful and relaxedatmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.Training Need Identification for a company

Introduction

Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: -

To pinpoint if training will make a difference in productivity and the bottom line.

To decide what specific training each employee needs and what will improve his orher job performance.

To differentiate between the need for training and organizational issues and bringabout a match between individual aspirations and organizational goals.

Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people's learning is important to them,and the reputation of the organization is also at stake.

Identification of training needs is important from both the organizational point of view aswell as from an individual's point of view. From an organizations point of view it is important because a