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CHAPTER-I INTRODUCTION
NEED FOR THE STUDY
OBJECTIVES OF THE STUDY
METHODOLOGY
SCOPE OF THE STUDY
LIMITATIONS OF THE STUDY
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INTRODUCTION
Sudha agro Oil Chemical Industries Limited is a company located at samalkot in East
Godavari District. It is one o the companies in !ndhra "radesh #hich has $een producing rice
$rain oil and stearic acid or last %&years.
It is undisputed act that the marketing mi' places very dominate role in the progress o
the company. (nless the marketing mi' is not maintained in a proper #ay it is diicult to
improve the turnover and proita$ility o the company. )ence the company process the perect
and comprehensive marketing system #hich ena$les to promote the sales* this study is a latest
attempt to understand the procedure adopted in marketing #hich i sel stands as on important
activity o the company. +here is every need to e'amine the a$ove aspects in detail and ine and
the intimate issues #hich have to $rought to light.
+he company #as promoted $y Sri E. ,a-a ,ao #ho has vast e'perience the same line.
+he company #as incorporated on /%0/%12% as a private limited company and $ecame deemed
pu$lic ltd.* company on %3/42/%122. +he company put up a %&4mts per day solvent e'traction
plant in may %125 and is $usiness since then. +he company is situation in an area o 2.16 acres.
+he cost o the prospect #as %01 lakhs 7in %1238 no. o #orking day or the company are 344
days and shits per are 3 shirts. +here are 30% peoples are #orking in the administration unction
o the company out o the technical sta* are skilled and remaining are unskilled.
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+he daily la$our #orking in the company a$out #orkers. In this organi9ation the
ollo#ing are the dierent products and their production commencement data respectively. 34
administrations 014 technical %44 la$our initially the promoters $rought in &3.33lakhs as e:uity
capital out o #hich ,s. .&4 lakhs #as su$scri$ed $y !"IC.
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NEED OF THE STUDY
+he provision o #age and salaries $eyond the statutory re:uirement can make the
employees eel that they are cared $y the management. +his positive eeling can help to dra# a
$etter commitment and co/ordination rom them.
;ages and salaries contri$ute the economic development $y modeling #orkers into a
productive* eicient and committed la$our orce. It is an important actor o industrial relations.
;age and salary administration must #ell planned and organi9ed $y :ualiied leadership aimed
at meting minimum needs o the employees. So* in a long #ay promoting sound industrial
relations and $uilding up a strong national economy.
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SCOPE OF THE STUDY
+he study #as made on #age and salary administration in IC!L I=?D(S+,IES LI>+ED@ includes statutory measures covers payment o #ages
act %136* minimum #ages act %152* employees state insurance act %152 and employees
provident und act %1&0. non/statuary measures cover attendance allo#ance* night allo#ance*
-o$ evaluation evaluation techni:ues* e:uita$le #ages* polices and practices o #age and salary
administration
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OBJECTIVES
%. +o revie# #hether the #age and salary are perectly administration in the organi9ation
0. +o kno# the various $eneits provided to the employees in the organi9ation
3. +o study the ormulation o #age policies in the organi9ation
5. +o study ho# -o$ evaluation techni:ues are ollo#ed in the organi9ation
&. +o kno# that the e:uita$le #ages and salaries are provided to the employees in the
organi9ation.
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METHODOLOGY
Data is collected through primary data and secondary data.
",I>!,A D!+!
"rimary data is the data* #hich is collected or the irst time $y investigator through
:uestionnaire and intervie#s or the management o IC!L
I=D(S+,IESB $y visiting various departments and o$serving employees and their attitude
to#ards the #ages and salaries provided $y the organi9ation.
",OCES O G!+)E,I=G I=O,>!+IO=
uestionnaire #as prepared according to the needs and priorities o the company.
+his :uestionnaire has to collect all the inormation regarding the :uestions.
+he survey has to $e conducted on this* #hich consists o sample si9e o &4 employees #ithin
the S!OCL.
;hile surveying the opinions o the people are taken into records.
SECO=D!,A D!+!
Secondary data is the data* #hich is already collected $y some person* internet* -ournals etc.
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+hrough simple random sampling o the primary data* there is no e:ual chance o including each
and every employee o the organi9ation. +he sample si9e is &4 #here in there and e:ual chance
o each and every employee to e'press their opinion regarding provision o #ages and salaries
$y the management o the company.
LIMITATIONS
+he pro-ect #as made only or t#o months and as the time #as very less it #as not
possi$le to conduct a in/depth study
+he sample si9e* #hich I had preerred* #as only &4. this may not represent the #hole class o
the employees.@
! num$er o $iases may creep into the study $ecause o the employeeBs uncertainty a$out their
o#n.
ie# due to tension* an'iety and other things they did not give more inormation
?ecause o the conidentiality* they did not given much inormation.
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CHAPTER-II
Industry pr!"#$
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0. !nnual oil seeds like groundnut* rape seed* mustard* sea same* =iger* Sunlo#er
soya$ean and tin seed. Out o these custard and tin seed are no edita$le types.
3. >inor oil seeds like salseed* neem ka ranga* Fusum* mahura etc.
5. Oil su$tend through technology process such as e'tractions rom rice $ran* cotton seeds.
;e are at present tapping the potential a$out 0& to 34 o the availa$le the sources.
Even though the industry is #orking hard to meet the demand in the oils there is some
deect in the production to meet the demand oils. ?ecause o the Government has to import oil
orm the other oil producing countries.
Due to this #e are loosing lot o oreign currency $ecause o this #e have to increase oil
production and sel suiciency in the oils should $e achieve #ith in the shortest possi$le span o
time.
+he ollo#ing ta$le gives the average yield o oils per unit area or various oil seeds.
AVERAGE YIELD OF OIL PER UNIT AREA.
Oil Seed !verage oil yield per hectares
"alm 3044/3&44
Coconut %144/0444Caster 044/00&
Sesame 344/30&
>ustered 3&4/3&
Lin seed 544/5&4
Ground nut 644/60&
In India most o the production comes rom rainall areas* and hence there are #ide
luctuations in production o#ing to monsoons/progress in the evaluation and introduction o
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high yielding hy$rid varieties are poor #hen compared to #hen rice and cotton etc. o#ing to
these actors* yield pro-ector is very lo#.
!s seen rom the a$ove ta$le palm oil gives highest yield in terms o the output
generation rom on hectare o land used or it. ;hile considera$le contri$ution is also done $y
coconut other products yield is very lo# compared to palm and coconut. Aet suita$ility o lands
is an important actor in decinding up on the cultivation. Custer sesame lin seed can $e cultivated
on use less land #ith least #ater acility. +hus there is no opportunity cost o using them.
SOLVENT EXTRACTION INDUSTRY IN INDIA
Solvent e'traction industry is purely an agriculture $ased industry. Solvent e'traction is
done rom the various agriculture products* i.e.* rice $ran soya $ean* salseed* neemseed*
decordicate oil cakes etc.*
+he e'traction can $e done #ithout changing the properties o the ra# material. In vie#
o the agriculture dependence* this industry occupies a signiicant role in Indian economy
$ecause the most o the Indian population depends on the agriculture.
+he overall installed capacity o the industry in India is 0*66*%4*44 mts. "er year and the
total num$er o solvent e'traction plenty in India is 5.0% most o the solvent e'traction is done
rom the rice $ran in India. India installed capacity o the e'tracting units using rice $ran as ra#
material is 1*35*%44 mts and the no o plants in this type industry is %3&.
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In vie# o the gro#ing demand or oils and or cattle eed solvent e'traction industry is
very important and it plays important role in Indian economy. +he present gro#th rate o the
industry is around &.
"reviously the oils o$tained $e solvent e'traction process are used in the manuacture o
soap and detergents. ?ut #ith the recent developments in the e'traction technology and in the
e'traction process the solvent e'traction plants are a$le to produce reined cooking grades oils*
#hich is scale commodity in India and the various grades o static acids #hich are useul in
various Industrial development.
+he activities o this industry are nominated $y the solvent e'traction association o India
located at >um$ai.
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AN OVER VIEW OF BY PRODUCTS
=on/ traditional oil can play important role in the achievement o oil sel suiciency in
our country. Cotton seen has already esta$lished i sel as an important. Oil source. ,ice $ran is
ast catching up #ith cotton seed. ,ice $ran has great potential in the uture. +he minor oil seeds
are slo#ly graining importance mainly $ecause o their lo# cost. I the policy makers can
encourage or orce the industries to e'ploit the vast :ualities i minor seeds. +he edita$le as #ell
as non edita$le oil demand can $e met in an eicient manner. Oils rom $y products.
+here are several $y products agro $ased industries #hich are utili9ed to o$tained oil
either or industrial or edita$le process. Cotton seed* ground nut cake* rice $ran are the important
sources at present.
+he picture scarcity o oils has $een hunting our nation economy in dierent degrees
ever since the $eginning o seventies. Lately since %1 huge imports o oil have $ecame a
necessity o prevent the raise in prices and e:uali9e the demand the supply gape $y spending a
huge amount o oreign e'change. +he crises has $ecame more serious o the stagnancy in the
production o traditional oil seeds mainly ground nut* mustered on one in eiciency utili9ation o
the vast availa$le rice $ran and manor oil seeds on other hand. In act the rice $ran oil can
augment su$stantial :uality oil in many !sian countries oil can augement su$stantial :uality oil
in many !sian countries like -apan* ?urma* +hailand #here the rice $ran has come to stay as a
cooking medium and also industrial purpose.
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! conerence organi9ed $y solvent e'traction association o India in %1 on rice $ran
oil. !ter this conerence the signiicant trails or #ere taken up $y our industrial organi9ation in
the ield o oils made in the oils made in the oil industry in India. >any learned and eminent
industries technologies and manuacturers spoke a$out moderni9ation o rice $ran processing to
produce rice $ran oil #ith :uality and lo# ..!. contant $y installing moderni9ed machinery
and reineries to produce good :uality rice $ran oil.
In India the availa$ility o rice $ran is very heavy in :uality. ?ut the pro$lems aced $y
rice mills solvent ..! in rice $ran de# a'ing* neutrali9ation* $leaching and physical reining
etc. present shortage o oils production in India is not enough to meet the demand in the
domestic market.
+he rice $ran oil produced in the year 0444/044% is 60&13 metric tons 7540&&3 mt
edita$le and 00&454 industrial8. Even though the industry is doing #ell there are some pro$lems
acing itsel.
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CHAPTER-III
C%p&ny Pr!"#$
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COMPANY PROFILE
+he company selected or this study is sudha agro oil and chemical limited. "ost $o' no
1* samalkot. +he company #as promoted $y sri E. ra-a rao #ho has vast e'perience in the same
line. +he company #as incorporated on /%0/%12% as a private limited company and $ecause and
$ecame deemed pu$lic ltd.* company on %3424%122. the company out up a %&4mts per day
solvent e'traction plant in may %125 and is $usiness since then. +hen company is situated in an
area o 2.16 acres. +he cost o the5 prospect #as %01 lakhs 7 in %123 8 no. o #orking day or the
company are 344 days and shits per are 3 shits. +here are 30% peoples are #orking in the
administration unction o the company out o the technical sta* are skilled and remaining are
unskilled. +he daily la$our #orking in the company an out #orkers. In this organi9ation the
ollo#ing are the dierent products and their production commencement data respectively. 34
admini1stration 014 technical %44 la$our initially the promoters $rought in rs.&3.33lakhs as
e:uity capital out o #hich rs..&4lakhs #as su$scri$ed $y !"IC.
Sudha agro oil and chemicals industries ltd.* 7S!O!CIL8 and e'isting proit marketing
and divided paying company* #as promoted $y sri E. ra-a rao #ho has vast e'perience in the
same line. +he company #as incorporated on /%0/%12% as a private limited company and
$vecame deemed pu$lic ltd. Company on %3/2/%122. initially the promoters $rought in
rs.&3.&&%lakhs as e:uity capital out o #hich rs..&4lakhs a e:uity capital out o #hich
rs..&4lakhs su$scri$ed $y S"IC. Su$se:uently &444 shares in the year %12 and 0&44 shares in
%110 #ere $ought $ack $y the promoters in the year %113/15 the company issued a $onus shares
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a 50254 shares at rs.%44 paid at a ratio o &H5. out o the reserves o rs.%.6%lakhs $y
su$scri$ing 06& shares per and &55& shares at a premium o rs.&4 per share o rs.%44 paid up.
In the year %116/1 the e:uity capital #as urther increased to rs.00&.44lakhs $y su$scri$ing.
5314 shares at per $y the e'isting promoters. +hus the e:uity capital o company stood up at
rs.%%3.6% on 3%/3/%11.
+he company paid %4 dividend on e#uity in the irst year itsel and is continuously paying
dividend or the past eight years.
PROMOTERS OF THE COMPANY:
+he chie promoters o the company is Sri. E.,a-a ,ao* ?.!.* #ho #as earlier associated
#ith the promotion o Go#thami Solvent Oil Ltd.* !s an E'ecutive Director* he has aged a$ove
64 years and has 0& years o e'perience in the oil and ats $usiness.
BOARD OF DIRECTORS
Sri E. ,!! ,!O chairman cum managing director
Sri E. ,!>!F,IS)=! e'ecutive director
Sri >. S(??!,!O director
Sri G. >.F >O)!= ,!O director
Sri >.E=F!==! director
Sri ?.. ",!F!S) ,!O director
Sri . ?)!L! >O)!= D!S director
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Sri E. ra-a rao is the chairman and managing director o the company he looks ater the daily
transaction o the company. )e is assisted $y his son sri E. rama Frishna e'ecutive director* #ho
looks the ra# material procurement and oil sales.
Sri !. =agendra* he is also loks ater the procurement o ra# material and selling o reined oil
deiled meals* stearic acids etc.
Sri L. a$$ulu cho#dary* he looks ater the entire production activity in all plants.
Sri S. meera* he looks ater the account o the company.
Sri !.. rama reddy* he has $een serving this company or the past 2 years.
Sri G.?. ,aveendra* he looks ater the sales o stearic acids.
AUDITORS :
>Js. ?,!)>!AA! K CO.*
Charted !ccountants
3/%6C/54J%* 2th,oad*
Ga9ette Oicers Colony*
Shanty =agar*
Fakinada.
BANKERS :-
State $ank o India
Commercial ?ranch
Fakinada
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FACTORY & REGD. OFFICE:-
%1/%/500* G.,agampeta*
"ost ?o' =o.1
Samalkot/&33554
East Godavari District*
!ndhra "radesh.
MANAGEMENT :
+he ollo#ing inancial e'ecutives #ho have good amount o e'perience in the oils and
chemicals ield urther assist the >anaging Director and E'ecutive Director.
=ame !ge ualiication Service unction
Sri.!.=arendra 54 Engineering
Graduate
%4 Aears ,a# materials
and oils sales
Sri +. =arasimha ,ao 5& Oil
+echnologist
03 years "roduction
!ctivity
Sri. S. >eera &0 Commerce
Graduate
06 Aears !ccounts o the
Company
PRODUCTION FACILITIES :
+he company initially started #ith a %&4 +"D rice $ran solvent e'traction plant in %120
and su$se:uently e'pended its acids* glycerin and o'ygen. +he particulars o the various plants
installed in the companyBs e'isting premises given $elo#.
=!>E O +)E I=S+!LL LED C!"!CI +A +"! Date o commence
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"L!=+ +"D ment o production
Solvent e'traction
plant
%&4 5&*444 >ay* %123
)ydrogenation
"lant
&4 %&*444 >ay* %16
Chemical ,einery 54 %0*444 e$ruary* %115
atty !cids plant 54 %0*444 Septem$er* %115
Glycerin 0 644 !pril * %116
O'ygen ?ottling %66 &*44*444 e$ruary.%11
"o#er "lant 7>;8 5 %*244 Decem$er*0444
+he company had started the solvent e'traction plant on its o#n ill in %121/14 and it ran
this on -o$ #ork $asis #ith minimum :uantity guarantee to I+C limited. !nd Essar Gu-arath
Limited rom Septem$er %114. Due to shiting o -o$ #ork processing the operating capacity o
the plant came do#n rom 25 to 66. =o# this plants running on its o#n.
+he company has entered a processing agreement or its hydrogenation plan #ith Colgate
"amolive 7%8. Ltd. +he process a minimum :uantity o 0*544 >t. per year and the agreement is
rene#a$le every year. Colgate "almolive 7%8 Ltd also supplied electrolysis e:uipment on hire
purchase $asis or the period o three years commencing rom year %11& =ovem$er.
EXPANSION SCHEME EXECUTED :
Company commended its %&4 +"D solvent e'traction plan in >ay %126 at a cost o %35
lakh and the pro-ect #as partly inanced $y !"SC and !"IDC $y sanctioning a term loan o 34
lakhs and 36.4 lakhs respectively. +his term loan repaid in scheduled time. In >ay %126 it
commenced a 34 "+; hydrogenation "lant to harden commercial rice $ran oil or soap at a cost
o 66 lakhs. !"IDC partly inanced this pro-ect $y sanctioning the term loan o 31.65 lakhs. +his
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laon #as also repaid in the scheduled time. In %126 the company took a loan o ,s. &.24 lakhs
rom !"+S or purchasing a generator. In %110 they took a term laon o ,s. %1.64 Lakhs rom
!"IDC or purchase o a $oiler. +hese t#o term loans also repaid in time. In %113 company
added seed prepatory system at a cost o ,s.%6.04 Lakhs a its o#n unds.
In %113 the company took an e'pansion and diversion programme in a phased manner $y
o$taining the inancial assistance rom ID?I. In %113 it took loan o ,s. 5%4 Lakhs to part
inance its 34 +"D chemical reinery and 04 +"D atty acid palnt in %115. In the year %11& the
company #ent or urther e'pansion and diversiication it took ,S. 364 Lakhs rom ID?I and
increased capacity rom 34 +"D to &4 +"D.
+he company is $anking #ith state $ank o India "eddapuram $ranch since inception and
it presently en-oying #orking capital und $ased limit o ,s. 644 Lakhs. =on und $ased limit o
,s &4 Lakhs. +he company is maintain good inancial relationship #ith dierent inancial
institution. ;ich are e'tending loan acility. +he repayment o loan is made in time.
Dealing #ith inancial institutions and $anks as on 3%st!ugust* %11 is given in the
ollo#ing ta$le.
PERFORMANCE
+he company is regular in $oth earning the proit and declaring the divided to its share
holder. +he turnover in %110/13 and %11&/16 #ere lo# due to reason that unit under took -o$
#orks or I+C Limited and Essar Gu-arat Limited. +he turnover started increasing rom %116/1
on #ords due to diversiication o the activities in a phased manner. +he company could not
sho# a net proit in %112/11 as it changed the method o depreciation rom straight lime method
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to #ritten do#n value method. Due to availa$ility o surplus in proit and loss account the
company declared divedend o %& on its e:uity capital on proportionate $asis.
RAW MATERIALS :
+he main ra# material o this unit is rice $ran and rice $ran oil. +he unit re:uires a
:uantity o %&4 >t. o rice $ran per day and %44 >t. o rice $ran oil per day. +he company is
located in the center o East Godavari District surrounded $y huge num$er o rice mills. Since
the company is %& years old it esta$lished a strong net#ork or procurement o rice $ran. +he
re:uired rice $ran is produced through urgently $rokers #ho collect rice $ran orm mills at the
price indicated $y the company depending on the marketing luctuations. +he company has 34
$ran agents in Godavari District* Srikakulam and Southern Orissa.
Out o the %44 >t. o rice $ran oil around %& tones per day availa$le rom the solvent
e'traction plant o the company.
+he chemical such as nickel catalyst* caustic soda* sulphuric acid* phosphoric acid
$leaching earth etc.* are availa$le in the re:uired capacities to run the plan at envisaged
capacities.
PRODUCTION PROFILE
THE RAW MATERIAL
+he ra# material the solvent e'traction or is rice $ran. +here are t#o varieties o rice $ran.
%. ra# rice $ran
0. $oiled rice $ran
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+he oil contents is ra# rice $ran is %6 and in case o $oiled rice $ran it is %1 the
purchase price o rice $ran in i'ed on the $asis o oil content. !ccordingly o oil content is less
that %6 the price #ill $e reduced proportionately* and i oil content is more than %6 a
premium #ill $e paid proportionately. Similarly in the case o $oiled $ran re$ate o premium is
considered on the $asis o %1 oil content.
+he $ran is usually procured through agents appointed $y company or directly rom the
rice mills. +he ater arrival is tested in the la$oratory or its oil content and ! 7ree aulty
acid8. ?ased on this la$oratory results the payment #ill $e made. In the case o $oiled $ran the
! content in it 3 #ill $earound 5 to i it is processed #ith in 3 days rom the day o
production $y the rice mills. +he ! content in rice $ran increased to ma'imum 64 i they are
stored $eyond %4 days. +he advantage o processing lo# oil 7that is 5& to %& 8 is that it can
$e used or manuacture o reined rice $ran oil.
THE RAW MATERIAL CONSUMEND LAST THREE YEARS
S.=o "articulars 0442/044 044/0446 0446/044&
%. ,ice ?ran Oil
!8. uantity 7>.+.8
?8. alve 7,S8
02*5&2
33*%&*%&*0&2
%2*02
%2*5%*&6*3%3
%5*333
1*6&*1*500
0. ,ice ?ran 5*1%0 30*42 36*561
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!8. uantity 7>.+.8
?8. alve 7,S8
%2*%*%5*3&0 %3*2*44*26% %5*%4*0*05
HYDROGENATION PLANT FLOW CHART
CO>>E,CI!L G,!DE
,ICE ?,!= OIL
)AD,OGE= G!S!(+O CL!E OIL
)AD,OGE=!+IO==ICFLE C!+!LAS+
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DESCRIPTION OF THE CHAPT -1
+he commercial grade rice $ran oil is taken in to an autoclave. )ydrogen and nickel
catalysts are than put into autoclave and than stirred. In the process the oil a$sor$s the hydrogen
gas. +he hydrogenated oil then $leached to remove color and other impurities. +he oil is then
cooled to temperatures o 24 degree centigrade. +he cooled oil is then iltered and the inal oil is
stored or scale.
?LE!C)I=G
COOLI=G +O 244C
IL+,!+IO=
)AD,OGE=!+ED OIL
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CHART -2
FATTY ACIDS PLANT FLOW CHART
FATTY PLANT FLOW CHART
,ICE ?,!= OIL
",E +,E!+>E=+
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DESCRIPTION OF CHART 2
+he commercial grade rice $ran oil is ist pretreated to remove impurities and oreign
maters. !ter pre treatment the oil is run through splitting to#er to separate the atty acids. +he
oil is then cooled and distilled at a high temperature o 0& degrees centigrade o heat. +he
!+ S"LI+I=G
COOLI=G
S;EE+ ;!+E,
+,E!+E>E=+
DIS+ILL!+IO=
",OCESS
C,(DE GLACE,I= )AD,OGE=!+IO=
GLACE,I= ,EI=I=G
,EI=ED GLACE,I=
S+!,IC !CID L!FI=G
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distilled atty acids are then hydrogenated and run through a lakers. +he stearic acids thus
lakers are $agged and stored or scale.
+he s#eet #ater o$tained at the splitting to#er contain glycerin. )eating process in the
glycerin/relined unit reines the5 crude glycerin. +he reined glycerin i 14 purely is then
stored in drum or sale.
REFINERY PLANT FLOW CHART
EDI?LE G,!DE 7LO;
..!. ,.?. OIL8
",E/+,E!+>E=+ K
;!+E, ;!S)
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DESCRIPTION
+he commercial grade rice $ran oil is taken into an auto clave. )ydrogen
and nickel catalysis are then put into auto clave and then stireed. In the process oil
a$sor$s the hydrogen gas. +he hydrogenated oil then $leached to remove colour
=E(+,!LI!+IO=
?LE!C)I=G
IL+,I=G
DEODO,I!+IO=
IL+E,I=G
,EI=ED OIL O, S!LE
SO!" S+OCF
S(L")(,IC !CID
+,E!+>E=+
;!+E, ;!S)
!CID OIL
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and other impurities. +he oil is then cooled to temperatures o 24 C. the cooled
oil is than iltered and the inal oil is stored or sale.
+he soap stock 7atty acids o$tained rom the neutrali9ation process is
treated #ith sulphuric acid and then #ashed8. +he oil thus o$tained is called as
acid and is stored or sale or or urther use in the atty acid plant.
CHART -!
SOLVENT EXTRACTION PLANT FLOW CHART
,ICE ?,!= OIL
"ELLE,ISE,
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DESCRIPTION OF CHART-!
+he rice $ran received rom various rice millers is irst ed into a "elletier machine to
convent the $ran. ;hich is in po#der rom into pellets. +hese pellets #hich are run through a
pellet cooler to reduce the heat in the pellets. +hese pellets are ed into the e'traction conveyor
through conveyors. +he e'traction $ed he'ane is poured on to the $ran pellets. +he he'ane
#hile passing through the $ran pellets* a$sor$s the oil content in the $ran. +his mi'ture o oil
EM+,!C+IO= ?A
)EM!=E
DO? N )EM!=E>ISCELL!
7)EM!=E N ,.?.OIL8
D,IE, +O !S+E,E!"O,!+IO=
",OCESS
)EM!=E O,
,ECI,C(L!+IO=)EM!=E O,
,ECI,C(L!+IO=
,.?.OIL +O
S+O,!GE +!=FS
DO? O, S!LE
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and he'ane is called as miscella. +he he'ane in oil is then separated $y condensation process.
+he oil thus o$tained is stored in storage tanks or sale or or urther use in other plants.
+he de/oiled $ran. ;hich still contains traces o he'ane* is run through direct to aster to
recover the he'ane. +he de/oiled $ran 7DO?8 #hich is ree rom he'ane is $agged or sale.
+he he'ane recovered $y condensation process is recalculated or use in the e'traction
$ed.
PERSONAL PROFILE
Sudha agro oil and chemical industries ltd. Is manned #ith nearly 544 personnel
categori9es into supervision* administration. "lant #ork shop* la$oratory stores* godo#n etc.*
administration. "lant #ork shop* la$oratory sto1res* godo#n etc.* the #elare activities or these
personnel is look ater $y the e'ecutive director. +his $eing an agri/$ased actory there is
demand or the la$our during the session. +he relation ship $et#een the management and
employees is very cordial.
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MARKETING PROFILE
>arketing activities in Sudha agro oil and chemical industries ltd.* looks ater $y the
sales department. +he sales department is #orking under the guidance o >.D o the company
and the e'ecutive director o the company. )ead o the sales department is sales oicer and the
is assisted y the sales in charge.
+he company is en-oying good demand or their products in the market* due to this the
company is not interested to promote their products. +he prices o the products are generally
depends and or the product and the market rate in >um$ai. Due to there the company is not
much their $etter a$out the promotion and place. +he company in paying much importance o
their products and place.
+he company is producing a #ide range o products. >any products produced $y the
S!O!CIL are industrial goods. +hese goods are using as ra# material in some industries. +his
is the reason #hy the company is en-oying god demand or their products.
+he company adopts a good distri$ution channel net#ork to sell their products. +he
company appointed agents and esta$lished sales depots to sell their commercial grade rice $ran
oil and satiric acids. +he sales department $ooks the order only ater negotiating #ith the parties
and also take care o e'ecution o the contact* reali9ation o de$tors and collection o statuary
ta'es i.e.* sales ta' e'cise ta' etc.
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!nalysis and interpretation
In S(D)! !G,O OIL C)E>IC!L I=D(S+,IES* 544 "eople are #orking in it at present
according to the company status. !s it is a oil processing unit it is the sole responsi$ility o the
company to look ater the #ages and salaries according to the need o the employees. It also has
to consider the pro and cons o the #ages o the #orkers so that they get motivated. I the
#orkers needs are satisied* the satisaction acts as a driving orce $y #hich the #orkers put their
ma'imum eort on #ork* #hich in turn helps in increasing the company productivity.
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In this analysis more num$er o employees are #orking* only a responsi$le no o employees are
consider rom dierent departments $y #hich #e can a$le to come across all the crucial persons
i the organi9ation so that their vie#s are recorded and are su$mitted to the company. +his helps
the company to ind out their #ages and salaries are receiving the employees to #hich they are
designed and make them satisied.
CHAPTER-IV
T'$r$t"(
Fr&%$)r*
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WAGE & SALARY ADMINISTRATION
A THEORETICAL APPROACH
;age and salary administration reers to the esta$lishment and
implementation o sound policies and practices o employee compensation. It
includes that areas as -o$ evaluation* surveys o #ages and salaries* analysis o
relevant organi9ational pro$lems* development o maintenance o #age structure.
;age payment* incentives* proit sharing* controlling o compensation costs and
other related items.
+he $asic purpose #age and salary administration is to esta$lish and
maintain and e:uita$le #age and salary structure. +he #age and salary
administration is to esta$lish and maintain and e:uita$le #age and salary structure.
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+he #age and salary administration is concerned #ith the inancial aspects o
needs* motivation and re#ards.
OBJECTIVES :
+o gather inormation relating to -o$ description* -o$ speciication and employee
speciications o various -o$s in an organi9ation. ! #age is the remuneration paid* or the service
o la$our in production* periodically to an employee
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+here should $e a deinite plan to ensure that dierences in pay o -o$s are $ased up on
variations in -o$ re:uirements* such as skill* eort* responsi$ility or -o$ or #orking
conditions and mental and physical re:uirements
+he general level o #ages and salaries should $e reasona$ly in line #ith that prevailing
in the la$our market.
! plan should careully distinguish $et#een -o$s and employees. ! -o$ carries a certain
#age rate* and person is assign to ill it at that rate.
E:ual pay or e:ual #ork that is i t#o -o$s have e:ual diiculty* the pay should $e the
same regardless o #ho ills them.
E:uita$le practices should $e adopted or the reorgani9ation o individual dierences in
a$ility ad contri$ution. or some units* this may take the orm or rate ranger. ;ith in
grade increases* in other* it may $e a #age incentive plan* in still othersH it may take the
orm o closely integrated se:uences o -o$ promotions.
+here should $e clearly esta$lish procedure or hearing and ad-usting #age complaints
+he employees and trade unions* one should $e inormed a$out the procedure used to
esta$lish #age rages. Every employee should $e inormed o his o#n position and o the
#ages and salaries structures. Secrecy in #age matters should not $e used as a cover/up
or unreasona$le #age programme.
+he #age should $e suicient to ensure or the #orker and his amily reasona$le
standard o living. ;orker should receive a guaranteed minimum #age to protect them
against condition $eyond their control.
+he #age and salary structure should $e le'i$le so that changing conditions can $e
easily met.
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or revision o #ages* a #age committee should al#ays $e preerred to the individual
-udgment* ho#ever un$iased* or a manager.
+he #age and salary payments must ulill a #ide variety o human needs* including the
need or sel/actuali9ation.
=ature and purpose.
+he $asic purpose o #age and salary administration Is to esta$lish and maintain
an e:uita$le #age and salary structure. ItBs second o$a-cetive is the esta$lishment
and maintenance o an e:uita$le la$our cost structure. +he #age and salary
administration is concerned #ith the inancial aspects o needs* motivation and
re#ards. >anagers* thereore * analy9e and interpret the needs o their employees
so that re#ard can $e individually designed to satisied these needs.
CO>"E=S!+IO=* ;!GEKS!L!,A
Compensation may $e deined as money received in the perormance o #ork* plus many kinds
o $eneits and services that organi9ations provide their employees. >oney is included under
direct compensation* and may consist o lie accidents and health insurance.
CO=CE"+S O ;!GES
;hile evolving* #age policy 3 concepts o #ages namely
%8 minimum #ages
08 air #ages
38 living #ages
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these are $roadly $ased on the needs o the #orkers* capacity o the employees is pay K the
several economic conditions prevailing in a country.
>I=I>(> ;!GE
>inimum #age is the one* #hich provide not merely or $ase su$stance o lie* also or the
preservation o the eiciency o the #orker. or this purpose* the minimum #age must also
provide or some measure o education* medical re:uirements and amenities. >inimum #age
may $e ed $y an agreement $et#een the management and #orkers. ?ut is usually determined
through legislation. In the i'ation o minimum #ages* $esides the needs o #orkers* other
actors like a$ility o the concern to pay* nature o the -o$s and so on* are also considered.
!I, ;!GES
Is understood in 0 #ays in a narro# sense* #age air i it is e:ual to the rate prevailing in the
same trade and in the neigh$orhood or similar #ork in a #ider sense it #ill $e air i it is e:ual
to the predominant rate or similar #ork throughout the country and or trades in general air
#ages can $e i'ed only $y comparison #ith an standard #ages.
LICI=G ;!GES
Living #age is a step o higher than air #age.. living #age may $e descri$ed as one #hich
should ena$le the earner to provide or himselJhersel and hisJher amily not only the $ase
essentials o lie like ood** clothing and shelter* $ut a measure o rugal comort including
education or children* protection against ill health* re:uirements o essential social needs* andJor
measure o insure against the more important misortunes including old age. ! living #age must
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$e i'ed considering the general economic conditions o the general economic conditions o the
country. +he concept o living #age* thereore* varies rom country. In inida* minimum is
determined mainly or s#eated.
!C+O,S I=L(E=CI=G ;!GE S!L!,A S+,(C+(,E
%. organi9ationBs a$ility to pay
0. supply and demand o la$our
3. the prevailing market rate
5. the cost o living
&. living #age
6. productivity
. -o$ re:uirements
2. managerial attitudes
1. trade unionBs $argaining po#er
%4. psychological and sociological actors.
+A"ES O ;!GES
+ime #age H this is a oldest and common method o i'ing o #ages. (nder this system* #orkers
are paid according to the #ork done during a certain period o time.
>erits@
%. it is simple* or the amount earned $y a #orker can $e easily calculated.
0. as all the #orkmen employed or doing a particular kind o #ork receive the same #ages*
it #ill and -ealously among them are avoided.
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"iece #ageH under this system* #orkers are paid according to the amount o #ork done or the no
o units completed* the rate o each unit $eing settled in advance* irrespective o the time taken to
do to the task. ?alance or de$t methodH
+his is a com$ination o time and piece rate. +he #orker is guaranteed an hourly or a day rate
#ith an alternative piece rate. I the earnings o a #orker calculated at the piece rate e'ceeded
the amount* #hich he #ould have earned i paid on time $asis* he gets credit or the $alance i.e.*
the e'cess piece rate earnings over the time rate earnings. Is his piece rate earnings are e:ual to
his time rate earningsH the :uestion o e'cess payment does not arise. ;here piece rate earnings
are less than time rate earnings* he is paid on the $ases o the time rateH $ut the e'cess* #hich he
is played* is carried or#ard as a de$t against him to $e recovered rom my uture $alance o
piece #ork earnings over time #ork earnings. +he system presupposes the i'ation o time and
piece rate on a scientiic $asis.
WAGE DIFFERENTIALS
;ages dier in dierent employmentBs or occupations* industries and localities* and also
$et#een persons in the same employment or grade. One there ore comes across such times
occupational age dierentials* inter industry* inter irm* area or geographical dierentials and
personal dierentials. ;age dierentialsB have $een classiied in to three categories.
irst* the dierentials that can $e attri$uted to imperections in the employment markets* such as
the limited kno#ledge o #orkers in regard to alternative -o$ opportunities availa$le else #here@
o$stacles to geographical* occupational or inter irm mo$ility o #orkers H or time lags in the
ad-ustment o resource distri$ution and changes in the scope and structure o economic activities.
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E'amples o such #age dierentials are inter industry* inter irm* and geographical inter area
#age dierentials.
Second* the #age dierentials* #hich originate in social values and pre-udices and #hich* are
deeper and more persistent than economic actors. ;age dierentials $y se'* age* status or
ethnic orgin $elong to this category.
+hird* occupational #age dierentials* #hich #ould e'ist even i employment markers #ere
perect and social pre-udices* #ere a$sent.
In other #ords* #age dierentials may $e H
%. occupational dierentials or dierentials $ased on skills@
0. inter irm dierentials @
3. inter area or regional dierentials @
5. inter industry dierentials @
&. dierentials $ased on se'.
;!GE DIE,E=+I!LS I= I=DI!
Due to paucity o relevant data on #age dierentials* it is not possi$le to analy9e them in India H
yet the main eatures o the Indian #age structure may $e stated thus H as a characteristic o
unorgani9ed la$our marke* personal dierentials $ecause o -o$ selling* individual $argaining
and #age discrimination have tendered to persist in India* especially in the organi9ation sector o
the economy* and even in the organi9ed and unorgani9ed sections in industry.
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+he tendency appears to $et to#ards the elimination o #age dierentials $ecause o government
intererence through the i'ation o the minimum #ages and* o late* through the appointment o
#age $oards and pressures rom trade unions. ;age dierentials $y se' are :uite common. ?oth
economic and social reasons account or this phenomenon. Despite the act the constitution o
India en-oins upon the state to direct its policy to#ards securing e:ual pay or e:ual #ork or
men and #omen* a#ards o some industrial tri$unals provided or dierent ground that the o
#omen #orkers support a smaller amily that the cost o employing #omen #orkers is higher.
!s regards inter irm and inter industry dierentials in india* the ormers #ere :uite important
and re:uent in the past particularly in the -ute mill industry. O late* ho# ever* there has $een a
tendency to#ards the elimination o inter irm dierentials. +he orces* #hich tend to eliminate
inter/ personal dierentials in the country* operate in this case as #ell.
EMEC(+IE CO>"E=S!+IO= "L!=S
or the higher management* salaries are inluenced $y the si9e o company* $y the speciic
industry* and in part $y the contri$ution o the incum$ent to the process o decision/making. +he
$igger the irm the greater is the compensation paid to the e'ecutives. +he industries that are
more highly constrained $y governmental regulation 7$anks* lie insurance* air transport* rail
roads* pu$lic utilities8 pay relatively less than those that are more ree to carry on their $usiness 7
private irms 8.
Straight salaries* $onuses* stock purchase plans and proit sharing are used to compensate ma-or
e'ecutives. O these* the straight salary is the most common method the salary is determined $y
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mutual agreement $et#een the individual and employer. +he sales aected* the cost o
production* reduction in e'penses and the proits made are also taken into account.
?onuses are also aid to e'ecutives at a certain percentage o the proits. +he $onuses may
average orm 34 &4 o the $asic salary. +he $onuses operate most eectively in increasing
motivation #hen the ollo#ing conditions e'ist.
%. the paid is closely related to the level o individual perormance
0. the amount paid ater ta'es represents a clearly noticea$le rise a$ove the $ase salary level
3. the amount paid is closely related to the level o company perormance
5. the amount paid is tied into the $ase salary in such a #ay that the com$ined earnings are
e:uita$le $oth in relation to internal and e'ternal standards
&. the amount paid is reduce drastically #hen ever an individual e'periences a real and
continuing decrease in perormance eectiveness.
6. the amount paid is $ased on an easily understanda$le system o allocation* and the
individual is provided #ith complete inormation on the relationship $et#een $onuses and
perormance.
>ore over* e'ecutives are compensated or various e'penses incurred $y them* or ta'ation takes
a#ay a ma-or portion o their salary. Such payments are in the orm o
7a8 medical care @
7$8 counsel and accountants to assist in legal* ta' and inancial pro$lems@
7c8 acilities or entertaining customers and or dinning out @
7d8 company recreational are 7 s#imming pool and gymnasium8@
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7e8 the cost o education and training o e'ecutives* scholarships or their children* and
allo#ances or $usiness maga9ines and $ooks@ and
78 ree #ell urnished accommodation conveyance and servants* all these go under the
head o per:uisite
WAGE POLICY IN INDIA
;age policy reers to all systematic eorts o the government in relation to national #age K
salary system. It includes orders* legislations and so on to regulate the levels or structure o #age
K salary #ith a vie# to achieving economic K social o$-ectives o the government.
Especially the o$-ectives o #age policy are H
%. to o$tain or the #orkers a -ust share o the ruits o economic development.
0. to set minimum #ages or #orkers #hose $argaining position is #eakP
3. to $ring a$out a more eicient allocation K utili9ation o human resources through #age
K salary dierentials.
5. to a$olish malpractice and a $uses in #age K salary payments.
+he irst strep to#ards the evolution o #age policy #as the enactment o the payment o #age
act* %136. the main o$-ective o the act is to prohi$it delay or #ith holding o #ages legitimately
due to employees.
+he ne't step #as the passing o the industrial dispute act* %15 authori9ing all the state
governments to setup industrial tri$unals* #hich #ould look into disputes relating to
remuneration. !nother nota$le development that leads to the evolution o age policy #as the
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enactment o the minimum as act* %152. the purpose o the act is the i'ation o minimum rates
o #ages to #orkers in s#eated industries such as #oolen* carpet making* loor mills* to$acco
manuacturing* oil mills* plantations* :uarrying* micas agriculture and the like. +he act #as
amended several times to make it applica$le to more and more industries. +hese come the e:ual
remuneration act %16* #hich prohi$its discrimination in matters relating to remuneration on the
$ars o religion* region* or se'.
CHAPTER-V
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D&t& Anys"s +Int$rpr$t&t"n
Data analysis and interpretation
%. opinion regarding present #age and salaries administration
+a$leH
Sl. =o. Opinion =um$er o respondents !ggregate percentage
% Aes 2 %6
0 =o 31 1
3 +o Some E'tent 3 &
+otal &4 %44
GraphH
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INTERPRETATION :
rom the a$ove analysis I have ound that 4 o the employees are not satisied %6
are satisied. & are satisied to some e'tent.
0. Employees opinions regarding minimum #ages and salaries
Sl.=o Opinion =o. o respondents !ggregate prercentage
% ?ad %& 34
0 "oor 33 66
3 Good 40 5Q
5 E'cellent 4 4
+otal &4 %44
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rom the a$ove analysis I have ound the that 66 o the employees are not satisied 5 eel good* none
eel e'cellent and $y all only 34 o the employees is satisied $y the minimum #ages given $y the
organi9ation.
E'cellent good* $ad* poor. rom the a$ove analysis* I have ound that* 66 o the employees eel that the
#ages K salaries are poor* 34 o the employees eel $ad* 5 eel good* none eel e'cellent.
3. Aour opinions on night allo#ances given $y orgn
Sl. =o Opinion =o. o respondents !ggregate percentage
% ?ad 00 55
0 "oor 04 54
3 Good & %4
5 E'cellent 3 6+otal &4 %44
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Interpretation H
rom the a$ove analysis* I ound that 54 o the employees eel that might allo#ances are poor* 55 eel
$ad* %4 eel good and 6 o the employees eel that might allo#ances are e'cellent
5. Employee opinion o attendance allo#ance
Sl.=o Opinion =o. o respondents !ggregate prercentage
% Satisied 34 64
0 =ot/ satisied 4 4
3 Good %& %&
5 E'cellent & %4
+otal &4 %44
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Interpretation H
rom the a$ove analysis I have ound that none o the employees are un satisied* 34 eel good*
%4 eel e'cellent any $y all 64 o the employees are satisy $y the attendance allo#ances provided $y
the organi9ation.
&. Employees opinion e:uita$le #age and salaries
Sl.=o Opinion =o. o respondents !ggregate prercentage
% Aes 5& 14
0 =o & %4
+otal &4 %44
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Interpretation H
rom the a$ove analysis I have ound that %4 o the employees are not satisied and 14 o the
employees are satisied $y the e:uita$le #ages and salaries given $y the organi9ation.
It is good to any company to give e:uita$le #ages and salaries to its employees. I they satisied #ith
e:uita$le salaries to its employees. I they satisied #ith e:uita$le salaries then there is a chance to
minimi9e the internal conlicts among the employees
6. Opinions regarding -o$ evaluation techni:ues
Sl.=o Opinion =o. o respondents !ggregate prercentage
% Aes &4 %44
0 =o 4 4
+otal &4 %44
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rom the a$ove analysis it is o$served that employees are unsatisied and %44 employees are
satisied $y the -o$ evaluation techni:ues ollo#ed $y the organi9ation
Interpretation H
!ny company must #ork hard to#ards setting o the -o$ evaluation techni:ues. Employees must
$e satisied #ith the -o$ evaluation techni:ues. Other #ise they may not concentrate on #ork.
. Employees satisaction polices and "ractices
+a$le H
Sl. =o Opinion =o. o respondents !ggregate percentage
% Satisied %4 04
0 =ot Satisied 3& 3&
3 Good & %4
5 E'cellent 4 4
+otal &4 %44
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Graph H
rom the a$ove analysis a $rie over vie# is o$served that 4 o the employees are not
satisied* %4 eel good* none eel e'cellent and 04 o the employees are satisied $y the
policies and practices o #ages and salaries ollo#ed $y the organi9ation..
Interpretation H
!ny company must do good e'ercise in ormulating sound polices and practices o #age and
salaries. I the employees satisied #ith polices and practices ollo#ed $y the organi9ation* they
get motivated and the satisaction acts as a driving orce $y #hich the employees put ma'imum
eort to#ards the #ork. >ost o the employees are not satisied #ith policies and practices o
#ages ollo#ed $y the organi9ation .
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2. Employee satisaction on "ension ?eneits
Sl. =o Opinion =o. o ,espondents !ggregate "ercentage
% Satisied 0& &4
0 =ot Satisied & %4
3 Good & %4
5 E'cellent %& 34
+otal &4 %44
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+he a$ove ta$le gives a $rie over that %4 o the employees are not satisied* %4 eel good*
%4 eel e'cellent and $y all &4 o the employees are satisied $y the pension $eneits
provided $y the oragni9atio.
Interpretation H
!ny company must do good e'ercise in ormulating good pension $eneits o #age and salaries.
I the employee satisied #ith pension $eneits ollo#ed $y the organi9ation* they get motivated
and the satisaction acts as a driving orce $y #hich the employees put ma'imum eort to#ards
the #ork. >ost o the employees are not satisied #ith pension $eneits o #ages ollo#ed $y the
organi9ation
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1. Employee opinions insurance $eneits
Sl. =o Opinion =o. o ,espondents !ggregate "ercentage
% Aes 33 66
0 =o 4 4
3 Good %& 34
5 E'cellent & %4
+otal &4 %44
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rom the a$ove analysis* I o$served that the employees are not satisied* 34 eel good* %4
eel e'cellent and $y all 64 o the employees are satisied $y the insurance $eneits provided
$y the organi9ation
Interpretation H
!ny company must provide the insurance $eneit according employee State Insurance
7ESI8 %152. I the company provide monetory to lives o #orkers* they #ill get more interest on
#ork. S!OCL providing insurance $eneit as or the ESI !ct.
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%4. Employee opinions on share o the proit
Sl. =o Opinion =o. o ,espondents !ggregate "ercentage
% Aes 33 66
0 =o % 35
+otal &4 %44
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rom the a$ove analysis I o$served that 35 o the employees are not satisied and 66
o the employees are satisied and 66 o the employees are satisied $y the pice rate
given $y the organi9ation.
Interpretation H
Sharing o proits #ith their #orkers #ill leads more satisaction in S!COL
sharing o proits only #ith the administrative sta. ?ut* the #orkers get piece rate and
most o the #orkers.
%%. Opinion a$out inancial position o the company
Sl. =o Opinion =o. o ,espondents !ggregate "ercentage
% Good & %4
0 E'cellent 0& &4
3 ?ad & %4
5 "oor %& 34
+otal &4 %44
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rom the a$ove analysis* it is o$served that %4 o employees eel the inancial position o the
company is good* &4 o employees eel e'cellent* 0& employees eel $ad and %4 eel poor
%0. Opinion o the a$out e:ual pay or e:ual #ork
Sl. =o Opinion =o. o ,espondents !ggregate "ercentage
% Aes 0& &4
0 =o 0& &4
+otal &4 %44
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rom the a$ove analysis* it is o$served that &4 o employees are satisied K &4 o
employees are not satisied #ith e:uita$le #ages
%3. Employee K trade unions opinions on inorming a$out the procedure o #age rates
Sl. =o Opinion =o. o ,espondents !ggregate "ercentage
% Aes 33 66
0 =o % 35
+o Some E'tent 4 4
+otal &4 %44
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rom the a$ove analysis* it is o$served that 66 o employees K trade unions are inormed
a$out the #age rates and 35 are not inormed.
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CHAPTER-VIF"nd"n,s
Su,,$st"ns
+ (n(#us"n
FINDINGS
%. >a-ority o the employees are not satisied #ith the present #age and salary
administration o the sudha !gro oil and chemical industries limited
0. It is o$served that* i #e take the present economic conditions o our country* the sudha
agro oil and chemical industries limitedB* employeeBs salaries are not enough to meet the
needs o the employees.
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3. It #as ound that employees are provided #ith inancial $eneits in the oldage* insurance
$eneits are provided to cover the loss in the accident at the #ork place.
5. >ost o the employees are not satisied in the #age polices implemented in the
organi9ation.
&. It is ound that most o the employees are satisied #ith -o$ evaluation techni:ues
ollo#ed $y the organi9ation
6. S!OCL is giving e:uita$le #ages and salaries to all #orkmen employed or doing a
particular in o #ork receive same #ages.
SUGGESSIONS
%. It is suggested that* #hile taking into consideration o the recent cost o living* salaries
should $e increased to the standards.
0. >ost o the employees #ant to increase their salaries* so it its $etter to improve present
#age K salary administration
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+hey are satisied #ith the non/statutory measures providing $y the management like
attendance allo#ance* night allo#ance* -o$ evaluation techni:ues* e:uita$le #ages etc. #hile
taking account the survey o the sample si9e o &4 employees* ma-ority o employees are not
satisied #ith the present #age and salary administration.
Due to the eiciency o personnel department* no pro$lem arising in the industry they are
looking very #ell a$out their daily pro$lems.
S!OCL management must make very eort to improve the :uality o #ork lie* :uality
management and total personality management.
BIBLIOGRAPHY
S.=o !uthor ?ook Edition "u$lication Aears
% "ro. +..,ao )uman ,esource
Devolvement
%0thedition )imalaya
"u$lication
0440
0. !run >onappa "ersonnel management 6thEdition )imalaya
"u$lication
0445
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3 C.?. >amoria "ersonal K )uman
,esource >anagement
3rdEdition )imalaya
"u$lication
044
JOURNALS :
Economic +imes
?usiness India
UESTIONNAIRE
=ame H
Designation H
%. !re you satisied #ith present #ages and salary administrationP
Aes =o +o Some e'tent
0. !re you satisied the e:uita$le #age and salary structure ollo#ed $y the organi9ationP
Aes =o +o Some e'tent
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3. )o# do you eel a$out the -o$ evaluation process ollo#ed $y the organi9ation P
Satisied =ot/Satisied Good E'cellent
5. ;hat are your opinions a$out allocation and utili9ation o )uman resourcesP
Satisied =ot/Satisied Good E'cellent
&. )o# #ould you think a$out sound polices and practices or #age and salary
administrationP
Satisied =ot/Satisied Good E'cellent
6. Aour opinions a$out minimum #ags provided $y the organi9ation P
Satisied =ot/Satisied Good E'cellent
. Did you satisied #ith minimum price rate provided $y the organi9ationP
Aes =o
2. )o# #ould you eel #ith pension and insurance scheme provided $y the organi9ationP
Aes =o
1. Did you satisied #ith the share o the proit P
Satisied =ot/Satisied Good E'cellent
%4. ;hat is the inancial position o the companyP
Good E'cellent ?ad "oor
%%. Did all the employees have e:ual pay or e:ual #orkP
Aes =o +o Some e'tent
%0. Did all the employees and trade unions are inormed a$out the procedure o #age ratesP
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Aes =o +o Some e'tent
%3. ;hat are your opinions a$out light allo#ancesP
E'cellent Good ?ad "oor
CURRICULUM VITAE
=ame H A. =EELI>!
atherBs =ameH A. >urali >ohana ,ao
General H emale
!ge @ 0%
Date o $irth H %&/4%/%122
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,eligion H )indu
=ationality H Indian
Language H +elugu
>arital Status H >arried
Education H >?! inal
S. =o ualiication CollegeJ (niversity Aear "ercentage
% SSC Go#tham idyalay )ydera$ad 0443 20 Intermediate Fakathiya !cademy*
)ydera$ad
044& 61
3 ?SC. !ditya Degree College*
Fakinada
0442 65
5 >?! !ditya Institute o "G Studies*
Fakinada
"ursuing