Wage and Salary Sudha Agro Neelima

Wage & Salary Administration
CHAPTER-I
INTRODUCTION NEED FOR THE STUDY OBJECTIVES OF THE STUDY METHODOLOGY SCOPE OF THE STUDY LIMITATIONS OF THE STUDY
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 $rain oil and stearic acid or last %&years.
It is undisputed act that the marketing mi' places very dominate role in the progress o the company. (nless the marketing mi' is not maintained in a proper #ay it is di icult to improve the turnover and pro ita$ility o the company. )ence the company process the per ect 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 $usiness since then. +he company is situation in an area o 2.16 acres. +he cost o the prospect #as %01 lakhs 7in %1238 no. o #orking day or the company are 344 days and shi ts per are 3 shirts. +here are 30% peoples are #orking in the administration unction o the company out o the technical sta * are skilled and remaining are unskilled.
+he daily la$our #orking in the company a$out #orkers. In this organi9ation the ollo#ing are the di erent products and their production commencement data respectively. 34 administrations 014 technical %44 la$our initially the promoters $rought in &3.33lakhs as e:uity capital out o #hich ,s. ..&4 lakhs #as su$scri$ed $y !"IC.
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 $y modeling #orkers into a productive* e icient and committed la$our orce. It is an important actor o industrial relations. ;age and salary administration must #ell planned and organi9ed $y :uali ied 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.
SCOPE OF THE STUDY

+he study #as made on #age and salary administration in <S(D)! !G,O OIL !=D C)E>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
OBJECTIVES
%. +o revie# #hether the #age and salary are per ectly administration in the organi9ation 0. +o kno# the various $ene its provided to the employees in the organi9ation 3. +o study the ormulation o #age policies in the organi9ation 5. +o study ho# -o$ 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.
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 <S(D)! !G,O OIL !=D C)E>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 OC G!+)E,I=G I=CO,>!+IO= Duestionnaire #as prepared according to the needs and priorities o the company. +his :uestionnaire has to collect all the in ormation 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.
+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 pre erred* #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. Eie# due to tension* an'iety and other things they did not give more in ormation ?ecause o the con identiality* they did not given much in ormation.
CHAPTER-II
Industry pr !"#$
INDUSTRY PROFILE
,ole o oils 7individual and edita$le8 in India economy oils have come to play a vita role in the country. +hese oils not only or human diet $ut also used as ra# materials or industrial products like soaps* paints* varnished and lu$ricants. +here are many reasons or ever/gro#ing demand or oils.
+he main reason id due to various actors such as increase in population* rapid industriali9ation o the country and improved standard o living etc.* #ith the recent
li$erali9ation o licensing and trade control practices o the Government the demand o the oils are going $ecause the industry entered in the pro$lem o strange o oils availa$le to the common people o the nation. +he pro$lem o strange o oils availa$le ot the common people o the nation. +he pro$lem is $ecause o groundnut* mustard* sesame* sun lo#er* linseed and costar seed. +he producers are not much interested to produce the oils rom the most availa$le rice $ran and there vegeta$le seeds like kusmum seed* cotton seed and mai9e seed $ecause o high e'penses in seed production.
+he presently availa$le sources o oils in India can $e divided as ollo#s. %. "erennial oil plants like coconut and palm
0. !nnual oil seeds like groundnut* rape seed* mustard* sea same* =iger* Sun lo#er soya$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&G to 34G o the availa$le the sources. Even though the industry is #orking hard to meet the demand in the oils there is some de ect 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 su iciency in the oils should $e achieve #ith in the shortest possi$le span o time.
+he ollo#ing ta$le gives the average yield o oils per unit area or various oil seeds.
AVERAGE YIELD OF OIL PER UNIT AREA.
Oil Seed "alm Coconut Caster Sesame >ustered Lin seed Ground nut
!verage oil yield per hectares 3044/3&44 %144/0444 044/00& 344/30& 3&4/3.& 544/5&4 644/60&
In India most o the production comes rom rain all areas* and hence there are #ide luctuations in production o#ing to monsoons/progress in the evaluation and introduction o
high yielding hy$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 signi icant 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 $ran as ra# material is .1*35*%44 mts and the no o plants in this type industry is %3&.
In vie# o the gro#ing demand or oils and or cattle eed solvent e'traction industry is very important and it plays important role in Indian economy. +he present gro#th rate o the industry is around &G.
"reviously the oils o$tained $e solvent e'traction process are used in the manu acture o soap and detergents. ?ut #ith the recent developments in the e'traction technology and in the e'traction process the solvent e'traction plants are a$le to produce re ined cooking grades oils* #hich is scale commodity in India and the various grades o static acids #hich are use ul in various Industrial development.
+he activities o this industry are nominated $y the solvent e'traction association o India located at >um$ai.
AN OVER VIEW OF BY PRODUCTS

=on/ traditional oil can play important role in the achievement o oil sel su iciency 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 e icient 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 di erent 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 $ecame more serious o the stagnancy in the
production o traditional oil seeds mainly ground nut* mustered on one in e iciency utili9ation o the vast availa$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.
! con erence organi9ed $y solvent e'traction association o India in %1.. on rice $ran oil. ! ter this con erence the signi icant trails or #ere taken up $y our industrial organi9ation in the ield o oils made in the oils made in the oil industry in India. >any learned and eminent industries technologies and manu acturers spoke a$out moderni9ation o rice $ran processing to produce rice $ran oil #ith :uality and lo# C.C.!. contant $y installing moderni9ed machinery and re ineries 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 C.C.! in rice $ran de# a'ing* neutrali9ation* $leaching and physical re ining 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$lems acing itsel .
CHAPTER-III
C %p&ny Pr !"#$
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 $usiness since then. +hen company is situated in an area o 2.16 acres. +he cost o the5 prospect #as %01 lakhs 7 in %123 8 no. o #orking day or the company are 344 days and shi ts per are 3 shi ts. +here are 30% peoples are #orking in the administration unction o the company out o the technical sta * are skilled and remaining are unskilled. +he daily la$our #orking in the company an out #orkers. In this organi9ation the ollo#ing are the di erent 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 pro it 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
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. 5.314 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 %4G 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. ,!I! ,!O chairman cum managing director Sri E. ,!>!F,IS)=! e'ecutive director Sri >. S(??!,!O director Sri G. >.F >O)!= ,!O director Sri >.EE=F!==! director Sri ?.E. ",!F!S) ,!O director Sri E. ?)!L! >O)!= D!S director
Sri E. ra-a rao is the chairman and managing director o the company he looks a ter 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 a ter the procurement o ra# material and selling o re ined oil de iled meals* stearic acids etc. Sri L. a$$ulu cho#dary* he looks a ter the entire production activity in all plants. Sri S. meera* he looks a ter the account o the company. Sri !.E. rama reddy* he has $een serving this company or the past 2 years. Sri G.?. ,aveendra* he looks a ter the sales o stearic acids.
AUDITORS :
>Js. ?,!)>!AA! K CO.* Charted !ccountants 3/%6C/54J%* 2th ,oad* Ga9ette O icers Colony* Shanty =agar* Fakinada.
BANKERS :State $ank o India Commercial ?ranch Fakinada
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 Sri.!.=arendra Sri +. =arasimha ,ao Sri. S. >eera
!ge 54 5& &0
Duali ication Engineering Graduate Oil +echnologist Commerce Graduate
Service %4 Aears 03 years 06 Aears
Cunction ,a# materials and oils sales "roduction !ctivity !ccounts o Company the
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 $elo#.
=!>E OC +)E I=S+!LL
LED C!"!CI +A +"!
Date o commence
"L!=+ +"D Solvent e'traction %&4 plant )ydrogenation "lant Chemical ,e inery Catty !cids plant Glycerin O'ygen ?ottling "o#er "lant 7>;8 &4 54 54 0 %66. 5
5&*444 %&*444 %0*444 %0*444 644 &*44*444 %*244
ment o production >ay* %123 >ay* %16 Ce$ruary* %115 Septem$er* %115 !pril * %116 Ce$ruary.%11. 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 shi ting o -o$ #ork processing the operating capacity o the plant came do#n rom 25G to 66G. =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 !"SCC 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
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 re inery and 04 +"D atty acid palnt in %115. In the year %11& the company #ent or urther e'pansion and diversi ication 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 di erent 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 $oth earning the pro it and declaring the divided to its share holder. +he turnover in %110/13 and %11&/16 #ere lo# due to reason that unit under took -o$ #orks or I+C Limited and Essar Gu-arat Limited. +he turnover started increasing rom %116/1. on #ords due to diversi ication o the activities in a phased manner. +he company could not sho# a net pro it in %112/11 as it changed the method o depreciation rom straight lime method
to #ritten do#n value method. Due to availa$ility o surplus in pro it and loss account the company declared divedend o %&G 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
+he oil contents is ra# rice $ran is %6G and in case o $oiled rice $ran it is %1G the purchase price o rice $ran in i'ed on the $asis o oil content. !ccordingly o oil content is less that %6G the price #ill $e reduced proportionately* and i oil content is more than %6G a premium #ill $e paid proportionately. Similarly in the case o $oiled $ran re$ate o premium is considered on the $asis o %1G oil content.
+he $ran is usually procured through agents appointed $y company or directly rom the rice mills. +he a ter arrival is tested in the la$oratory or its oil content and CC! 7 ree aulty acid8. ?ased on this la$oratory results the payment #ill $e made. In the case o $oiled $ran the CC! content in it 3 #ill $earound 5G to .G i it is processed #ith in 3 days rom the day o production $y the rice mills. +he CC! content in rice $ran increased to ma'imum 64G i they are stored $eyond %4 days. +he advantage o processing lo# CC oil 7that is 5& to %&G 8 is that it can $e used or manu acture o re ined rice $ran oil.
THE RAW MATERIAL CONSUMEND LAST THREE YEARS
S.=o %.
"articulars ,ice ?ran Oil !8. Duantity 7>.+.8
0442/044. 02*5&2 33*%&*%&*0&2 5.*1%0
044./0446 %2*.02 %2*5%*&6*3%3 30*.42
0446/044& %5*333 1*6&*.1*500 36*561
0.
?8. Ealve 7,S8 ,ice ?ran
!8. Duantity 7>.+.8 ?8. Ealve 7,S8
%2*%.*%5*3&0
%3*2.*44*26%
%5*%4*.0*0.5
HYDROGENATION PLANT FLOW CHART
CO>>E,CI!L G,!DE ,ICE ?,!= OIL
=ICFLE C!+!LAS+
!(+O CL!EE OIL )AD,OGE=!+IO=
)AD,OGE= G!S
?LE!C)I=G
COOLI=G +O 244C
CIL+,!+IO=
)AD,OGE=!+ED OIL
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.
CHART -2 FATTY ACIDS PLANT FLOW CHART FATTY PLANT FLOW CHART
,ICE ?,!= OIL
",E +,E!+>E=+
C!+ 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= ,ECI=I=G
S+!,IC !CID CL!FI=G
,ECI=ED GLACE,I=
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
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 re ines the5 crude glycerin. +he re ined glycerin i 14G purely is then stored in drum or sale.
REFINERY PLANT FLOW CHART

EDI?LE G,!DE 7LO; C.C.!. ,.?. OIL8
",E/+,E!+>E=+ K ;!+E, ;!S)
=E(+,!LIL!+IO=
SO!" S+OCF
?LE!C)I=G
S(L")(,IC !CID +,E!+>E=+
CIL+,I=G
;!+E, ;!S)
DEODO,IL!+IO=
!CID OIL
CIL+E,I=G
,ECI=ED OIL CO, S!LE
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 $leached to remove colour
and other impurities. +he oil is then cooled to temperatures o 24G C. the cooled oil is than iltered and the inal oil is stored or sale.
+he soap stock 7Catty acids o$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,
EM+,!C+IO= ?A )EM!=E
>ISCELL! DO? N )EM!=E 7)EM!=E N ,.?.OIL8
D,IE, +O !S+E,
EE!"O,!+IO= ",OCESS
)EM!=E CO, ,ECI,C(L!+IO=
)EM!=E CO, ,ECI,C(L!+IO=
DO? CO, S!LE
,.?.OIL +O S+O,!GE +!=FS
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
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 #el are activities or these personnel is look a ter $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.
MARKETING PROFILE
>arketing activities in Sudha agro oil and chemical industries ltd.* looks a ter $y the sales department. +he sales department is #orking under the guidance o >.D o the company and the e'ecutive director o the company. )ead o the sales department is sales o icer and the is assisted y the sales in charge.
+he company is en-oying good demand or their products in the market* due to this the company is not interested to promote their products. +he prices o the products are generally depends and or the product and the market rate in >um$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 $ooks the order only a ter negotiating #ith the parties and also take care o e'ecution o the contact* reali9ation o de$tors and collection o statuary ta'es i.e.* sales ta' e'cise ta' etc.
!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 a ter 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 satis ied* the satis action acts as a driving orce $y #hich the #orkers put their ma'imum e ort on #ork* #hich in turn helps in increasing the company productivity.
In this analysis more num$er o employees are #orking* only a responsi$le no o employees are consider rom di erent 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$mitted to the company. +his helps the company to ind out their #ages and salaries are receiving the employees to #hich they are designed and make them satis ied.
CHAPTER-IV
T'$ r$t"(&# Fr&%$) r*
WAGE & SALARY ADMINISTRATION A THEORETICAL APPROACH
;age and salary administration re ers 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* pro it 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$le #age and salary structure.
+he #age and salary administration is concerned #ith the inancial aspects o needs* motivation and re#ards.
OBJECTIVES :
+o gather in ormation relating to -o$ description* -o$ speci ication and employee speci ications o various -o$s in an organi9ation. ! #age is the remuneration paid* or the service o la$our in production* periodically to an employee <;age < usually re er to the hourly rate paid to such groups as production and maintaince o employees. On the other hand* @salary@ normally re er to the #eekly or monthly rates paid to clerically* administrative and pro essional employees.
M"#$% &'()*+$(,
!pproval or recommendation to management on -o$ evaluation methods and indings. ,evie# and recommends o $asic #age and salary structure. )elp in the ormulation o #age policies Co/ordination and revie# o relative departmental rates to ensure con ormity. +o kno# a$out $udget estimates or #age and salry ad-ustments and increases.
PRINCIPLES OF WAGE AND SALARY ADMINISTRATION +he generally accepted principles governing the i'ation o #age and salary areH
+here should $e a de inite plan to ensure that di erences in pay o -o$s are $ased up on variations in -o$ re:uirements* such as skill* e ort* 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 care ully 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 di iculty* the pay should $e the same regardless o #ho ills them. E:uita$le practices should $e adopted or the reorgani9ation o individual di erences in a$ility ad contri$ution. Cor 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 $e in ormed a$out the procedure used to esta$lish #age rages. Every employee should $e in ormed 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 $e su icient to ensure or the #orker and his amily reasona$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.
Cor revision o #ages* a #age committee should al#ays $e pre erred to the individual -udgment* ho#ever un$iased* or a manager. +he #age and salary payments must ul ill 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* there ore * analy9e and interpret the needs o their employees so that re#ard can $e individually designed to satis ied these needs.
CO>"E=S!+IO=* ;!GEKS!L!,A Compensation may $e de ined as money received in the per ormance o #ork* plus many kinds o $ene its and services that organi9ations provide their employees. >oney is included under direct compensation* and may consist o li e accidents and health insurance. CO=CE"+S OC ;!GES ;hile evolving* #age policy 3 concepts o #ages namely %8 08 38 minimum #ages air #ages living #ages
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 li e* also or the preservation o the e iciency o the #orker. Cor 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$s and so on* are also considered. C!I, ;!GES Is understood in 0 #ays in a narro# sense* #age air i it is e:ual to the rate prevailing in the same trade and in the neigh$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.
LIECI=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 himsel Jhersel and hisJher amily not only the $ase essentials o li e like ood** clothing and shelter* $ut a measure o rugal com ort including
education or children* protection against ill health* re:uirements o essential social needs* andJor measure o insure against the more important mis ortunes including old age. ! living #age must
$e i'ed considering the general economic conditions o the general economic conditions o the country. +he concept o living #age* there ore* varies rom country. In inida* minimum is determined mainly or s#eated. C!C+O,S I=CL(E=CI=G ;!GE S!L!,A S+,(C+(,E %. 0. 3. 5. &. 6. .. 2. 1. %4. organi9ationBs a$ility to pay supply and demand o la$our the prevailing market rate the cost o living living #age productivity -o$ re:uirements managerial attitudes trade unionBs $argaining po#er psychological and sociological actors.
+A"ES OC ;!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@ %. 0. it is simple* or the amount earned $y a #orker can $e easily calculated. as all the #orkmen employed or doing a particular kind o #ork receive the same #ages*
it #ill and -ealously among them are avoided.
"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 scienti ic $asis.
WAGE DIFFERENTIALS
;ages di er in di erent 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 di erentials* inter O industry* inter irm* area or geographical di erentials and personal di erentials. ;age di erentialsB have $een classi ied in to three categories.
Cirst* the di erentials that can $e attri$uted to imper ections 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.
E'amples o such #age di erentials are inter industry* inter irm* and geographical inter area #age di erentials.
Second* the #age di erentials* #hich originate in social values and pre-udices and #hich* are deeper and more persistent than economic actors. ;age di erentials $y se'* age* status or ethnic orgin $elong to this category. +hird* occupational #age di erentials* #hich #ould e'ist even i employment markers #ere per ect and social pre-udices* #ere a$sent. In other #ords* #age di erentials may $e H %. 0. 3. 5. &. occupational di erentials or di erentials $ased on skills@ inter O irm di erentials @ inter O area or regional di erentials @ inter O industry di erentials @ di erentials $ased on se'.
;!GE DICCE,E=+I!LS I= I=DI! Due to paucity o relevant data on #age di erentials* it is not possi$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 di erentials $ecause o -o$ 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.
+he tendency appears to $et to#ards the elimination o #age di erentials $ecause o government inter erence through the i'ation o the minimum #ages and* o late* through the appointment o #age $oards and pressures rom trade unions. ;age di erentials $y se' are :uite common. ?oth economic and social reasons account or this phenomenon. Despite the act the constitution o India en-oins upon the state to direct its policy to#ards securing e:ual pay or e:ual #ork or men and #omen* a#ards o some industrial tri$unals provided or di erent 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 di erentials 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 di erentials. +he orces* #hich tend to eliminate inter/ personal di erentials in the country* operate in this case as #ell.
EMEC(+IEE CO>"E=S!+IO= "L!=S Cor the higher management* salaries are in luenced $y the si9e o company* $y the speci ic 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* li e 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 pro it sharing are used to compensate ma-or e'ecutives. O these* the straight salary is the most common method the salary is determined $y
mutual agreement $et#een the individual and employer. +he sales a ected* the cost o production* reduction in e'penses and the pro its made are also taken into account. ?onuses are also aid to e'ecutives at a certain percentage o the pro its. +he $onuses may average orm 34 G &4 G o the $asic salary. +he $onuses operate most e ectively in increasing motivation #hen the ollo#ing conditions e'ist. %. 0. 3. 5. the paid is closely related to the level o individual per ormance the amount paid a ter ta'es represents a clearly noticea$le rise a$ove the $ase salary level the amount paid is closely related to the level o company per ormance 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 per ormance e ectiveness. 6. the amount paid is $ased on an easily understanda$le system o allocation* and the
individual is provided #ith complete in ormation on the relationship $et#een $onuses and per ormance.
>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 O 7a8 7$8 7c8 7d8 medical care @ counsel and accountants to assist in legal* ta' and inancial pro$lems@ acilities or entertaining customers and or dinning out @ company recreational are 7 s#imming pool and gymnasium8@
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 O urnished accommodation conveyance and servants* all these go under the
head o per:uisite
WAGE POLICY IN INDIA

;age policy re ers to all systematic e orts 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 %. 0. 3. to o$tain or the #orkers a -ust share o the ruits o economic development. to set minimum #ages or #orkers #hose $argaining position is #eakP to $ring a$out a more e icient allocation K utili9ation o human resources through #age
K salary di erentials. 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$le development that leads to the evolution o age policy #as the
enactment o the minimum as act* %152. the purpose o the act is the i'ation o minimum rates o #ages to #orkers in s#eated industries such as #oolen* carpet making* loor mills* to$acco manu acturing* oil mills* plantations* :uarrying* micas agriculture and the like. +he act #as amended several times to make it applica$le to more and more industries. +hese come the e:ual remuneration act %1.6* #hich prohi$its discrimination in matters relating to remuneration on the $ars o religion* region* or se'.
CHAPTER-V
D&t& An&#ys"s + Int$rpr$t&t" n
Data analysis and interpretation %. opinion regarding present #age and salaries administration +a$leH Sl. =o. % 0 3 Opinion Aes =o +o Some E'tent +otal =um$er o respondents 2 31 3 &4 !ggregate percentage %6G .1G &G %44G
GraphH
INTERPRETATION :
Crom the a$ove analysis I have ound that .4G o the employees are not satis ied %6G are satis ied. &G are satis ied to some e'tent.
0. Employees opinions regarding minimum #ages and salaries Sl.=o % 0 3 5 Opinion ?ad "oor Good E'cellent +otal =o. o respondents %& 33 40 4 &4 !ggregate prercentage 34G 66G 5Q 4G %44G
Crom the a$ove analysis I have ound the that 66G o the employees are not satis ied 5G eel good* none eel e'cellent and $y all only 34G o the employees is satis ied $y the minimum #ages given $y the organi9ation. E'cellent good* $ad* poor. Crom the a$ove analysis* I have ound that* 66G o the employees eel that the #ages K salaries are poor* 34G o the employees eel $ad* 5G eel good* none eel e'cellent. 3. Aour opinions on night allo#ances given $y orgn Sl. =o % 0 3 5 Opinion ?ad "oor Good E'cellent +otal =o. o respondents 00 04 & 3 &4 !ggregate percentage 55G 54G %4G 6G %44G
Interpretation H Crom the a$ove analysis* I ound that 54G o the employees eel that might allo#ances are poor* 55G eel $ad* %4G eel good and 6G o the employees eel that might allo#ances are e'cellent
5. Employee opinion o attendance allo#ance Sl.=o % 0 3 5 Opinion Satis ied =ot/ satis ied Good E'cellent +otal =o. o respondents 34 4 %& & &4 !ggregate prercentage 64G 4G %&G %4G %44G
Interpretation H Crom the a$ove analysis I have ound that none o the employees are un satis ied* 34G eel good* %4G eel e'cellent any $y all 64G o the employees are satis y $y the attendance allo#ances provided $y the organi9ation.
&. Employees opinion e:uita$le #age and salaries Sl.=o % 0 Opinion Aes =o +otal =o. o respondents 5& & &4 !ggregate prercentage 14G %4G %44G
Interpretation H Crom the a$ove analysis I have ound that %4G o the employees are not satis ied and 14G o the employees are satis ied $y the e:uita$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 satis ied #ith e:uita$le salaries to its employees. I they satis ied #ith e:uita$le salaries then there is a chance to minimi9e the internal con licts among the employees
6. Opinions regarding -o$ evaluation techni:ues Sl.=o % 0 Opinion Aes =o +otal =o. o respondents &4 4 &4 !ggregate prercentage %44G 4G %44G
Crom the a$ove analysis it is o$served that employees are unsatis ied and %44G employees are satis ied $y the -o$ 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 $e satis ied #ith the -o$ evaluation techni:ues. Other #ise they may not concentrate on #ork. .. Employees satis action polices and "ractices +a$le H Sl. =o % 0 3 5 Opinion Satis ied =ot Satis ied Good E'cellent +otal =o. o respondents %4 3& & 4 &4 !ggregate percentage 04G 3&G %4G 4 %44G
Graph H
Crom the a$ove analysis a $rie over vie# is o$served that .4G o the employees are not satis ied* %4G eel good* none eel e'cellent and 04G o the employees are satis ied $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 satis ied #ith polices and practices ollo#ed $y the organi9ation* they get motivated and the satis action acts as a driving orce $y #hich the employees put ma'imum e ort to#ards the #ork. >ost o the employees are not satis ied #ith policies and practices o #ages ollo#ed $y the organi9ation .
2. Employee satis action on "ension ?ene its Sl. =o % 0 3 5 Opinion Satis ied =ot Satis ied Good E'cellent +otal =o. o ,espondents 0& & & %& &4 !ggregate "ercentage &4G %4G %4G 34G %44G
+he a$ove ta$le gives a $rie over that %4G o the employees are not satis ied* %4G eel good* %4G eel e'cellent and $y all &4G o the employees are satis ied $y the pension $ene its provided $y the oragni9atio.
Interpretation H !ny company must do good e'ercise in ormulating good pension $ene its o #age and salaries. I the employee satis ied #ith pension $ene its ollo#ed $y the organi9ation* they get motivated and the satis action acts as a driving orce $y #hich the employees put ma'imum e ort to#ards the #ork. >ost o the employees are not satis ied #ith pension $ene its o #ages ollo#ed $y the organi9ation
1. Employee opinions insurance $ene its
Sl. =o % 0 3 5
Opinion Aes =o Good E'cellent +otal
=o. o ,espondents 33 4 %& & &4
!ggregate "ercentage 66G 4G 34G %4G %44G
Crom the a$ove analysis* I o$served that the employees are not satis ied* 34G eel good* %4G eel e'cellent and $y all 64G o the employees are satis ied $y the insurance $ene its provided $y the organi9ation
Interpretation H !ny company must provide the insurance $ene it 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 $ene it as or the ESI !ct.
%4. Employee opinions on share o the pro it Sl. =o % 0 Opinion Aes =o +otal =o. o ,espondents 33 %. &4 !ggregate "ercentage 66G 35G %44G
Crom the a$ove analysis I o$served that 35G o the employees are not satis ied and 66G o the employees are satis ied and 66G o the employees are satis ied $y the pice rate given $y the organi9ation. Interpretation H Sharing o pro its #ith their #orkers #ill leads more satis action in S!COL sharing o pro its only #ith the administrative sta . ?ut* the #orkers get piece rate and most o the #orkers. %%. Opinion a$out inancial position o the company Sl. =o % 0 3 5 Opinion Good E'cellent ?ad "oor +otal =o. o ,espondents & 0& & %& &4 !ggregate "ercentage %4G &4G %4G 34G %44G
Crom the a$ove analysis* it is o$served that %4G o employees eel the inancial position o the company is good* &4G o employees eel e'cellent* 0&G employees eel $ad and %4G eel poor
%0. Opinion o the a$out e:ual pay or e:ual #ork
Sl. =o % 0
Opinion Aes =o +otal
=o. o ,espondents 0& 0& &4
!ggregate "ercentage &4G &4G %44G
Crom the a$ove analysis* it is o$served that &4G o employees are satis ied K &4G o employees are not satis ied #ith e:uita$le #ages
%3. Employee K trade unions opinions on in orming a$out the procedure o #age rates
Sl. =o % 0
Opinion Aes =o +o Some E'tent +otal
=o. o ,espondents 33 %. 4 &4
!ggregate "ercentage 66G 35G 4G %44G
Crom the a$ove analysis* it is o$served that 66G o employees K trade unions are in ormed a$out the #age rates and 35G are not in ormed.
CHAPTER-VI
F"nd"n,s Su,,$st" ns + ( n(#us" n
FINDINGS
%. >a-ority o the employees are not satis ied #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.
3. It #as ound that employees are provided #ith inancial $ene its in the oldage* insurance $ene its are provided to cover the loss in the accident at the #ork place. 5. >ost o the employees are not satis ied in the #age polices implemented in the organi9ation. &. It is ound that most o the employees are satis ied #ith -o$ 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
3. +he various $ene it provided $y the orgn are to $e increased* so that employees get motivated K satis ication acts as a driving orce to increase productivity. 5. ;age polices and practices should $e strictly ollo#ed $y the orgn. &. it is suggested that improvement in piece rate satis ies an indurations K e ectient #orkers* or the inds that his e iciency is ade:uately re#arded this gives him a direct stimulus to increase his production.
CONCLUSION
S(D)! !G,O OIL !=D C)E>IC!L I=D(S+,IES Ltd is located in samalkot. >ost o the present #age and salary administration. ?ecause the salaries are not meeting the needs o the employees.
+hey are satis ied #ith the non/statutory measures providing $y the management like attendance allo#ance* night allo#ance* -o$ evaluation techni:ues* e:uita$le #ages etc. #hile taking account the survey o the sample si9e o &4 employees* ma-ority o employees are not satis ied #ith the present #age and salary administration. Due to the e iciency o personnel department* no pro$lem arising in the industry they are looking very #ell a$out their daily pro$lems.
S!OCL management must make very e ort to improve the :uality o #ork li e* :uality management and total personality management.
BIBLIOGRAPHY
S.=o % 0. !uthor "ro . +.E.,ao !run >onappa ?ook )uman ,esource Devolvement "ersonnel management Edition %0th edition 6th Edition "u$lication )imalaya "u$lication )imalaya "u$lication Aears 0440 0445
C.?. >amoria
"ersonal K )uman ,esource >anagement
3rd Edition
)imalaya "u$lication
044.
JOURNALS :
Economic +imes ?usiness India
-UESTIONNAIRE
=ame Designation H H
%. !re you satis ied #ith present #ages and salary administrationP Aes =o +o Some e'tent
0. !re you satis ied the e:uita$le #age and salary structure ollo#ed $y the organi9ationP Aes =o +o Some e'tent
3. )o# do you eel a$out the -o$ evaluation process ollo#ed $y the organi9ation P Satis ied =ot/Satis ied Good E'cellent
5. ;hat are your opinions a$out allocation and utili9ation o )uman resourcesP Satis ied =ot/Satis ied Good E'cellent
&. )o# #ould you think a$out sound polices and practices or #age and salary administrationP Satis ied =ot/Satis ied Good E'cellent
6. Aour opinions a$out minimum #ags provided $y the organi9ation P Satis ied =ot/Satis ied Good E'cellent
.. Did you satis ied #ith minimum price rate provided $y the organi9ationP Aes =o
2. )o# #ould you eel #ith pension and insurance scheme provided $y the organi9ationP Aes =o
1. Did you satis ied #ith the share o the pro it P Satis ied =ot/Satis ied Good E'cellent
%4. ;hat is the inancial position o the companyP Good E'cellent ?ad "oor
%%. Did all the employees have e:ual pay or e:ual #orkP Aes =o +o Some e'tent
%0. Did all the employees and trade unions are in ormed a$out the procedure o #age ratesP
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>! A. >urali >ohana ,ao Cemale 0% %&/4%/%122
CatherBs =ameH General !ge H @
Date o $irth H
,eligion =ationality Language
H H H
)indu Indian +elugu >arried >?! Cinal
>arital Status H Education H
S. =o % 0 3 5
Duali ication SSC Intermediate ?SC. >?!
CollegeJ (niversity Go#tham Eidyalay )ydera$ad Fakathiya !cademy* )ydera$ad !ditya Degree College* Fakinada !ditya Institute o "G Studies* Fakinada
Aear 0443 044& 0442 "ursuing
"ercentage G .2G 61G 65G

Wage and Salary Sudha Agro Neelima

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Wage and Salary Sudha Agro Neelima

Uploaded by

Copyright:

Available Formats

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

NEED OF THE STUDY

Wage & Salary Administration

SCOPE OF THE STUDY

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

AVERAGE YIELD OF OIL PER UNIT AREA.

Wage & Salary Administration

SOLVENT EXTRACTION INDUSTRY IN INDIA

Wage & Salary Administration

Wage & Salary Administration

AN OVER VIEW OF BY PRODUCTS

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

Wage & Salary Administration

PROMOTERS OF THE COMPANY:

Wage & Salary Administration

BANKERS :State $ank o India Commercial ?ranch Fakinada

Wage & Salary Administration

=ame Sri.!.=arendra Sri +. =arasimha ,ao Sri. S. >eera

!ge 54 5& &0

Duali ication Engineering Graduate Oil +echnologist Commerce Graduate

Service %4 Aears 03 years 06 Aears

=!>E OC +)E I=S+!LL

LED C!"!CI +A +"!

Wage & Salary Administration

5&*444 %&*444 %0*444 %0*444 644 &*44*444 %*244

Wage & Salary Administration

Wage & Salary Administration

%. ra# rice $ran 0. $oiled rice $ran

Wage & Salary Administration

THE RAW MATERIAL CONSUMEND LAST THREE YEARS

"articulars ,ice ?ran Oil !8. Duantity 7>.+.8

0442/044. 02*5&2 33*%&*%&*0&2 5.*1%0

044./0446 %2*.02 %2*5%*&6*3%3 30*.42

0446/044& %5*333 1*6&*.1*500 36*561

?8. Ealve 7,S8 ,ice ?ran

Wage & Salary Administration

!8. Duantity 7>.+.8 ?8. Ealve 7,S8

HYDROGENATION PLANT FLOW CHART

CO>>E,CI!L G,!DE ,ICE ?,!= OIL

!(+O CL!EE OIL )AD,OGE=!+IO=

Wage & Salary Administration

DESCRIPTION OF THE CHAPT -1

Wage & Salary Administration

Wage & Salary Administration

S;EE+ ;!+E, +,E!+E>E=+

S+!,IC !CID CL!FI=G

Wage & Salary Administration

REFINERY PLANT FLOW CHART

",E/+,E!+>E=+ K ;!+E, ;!S)

Wage & Salary Administration

S(L")(,IC !CID +,E!+>E=+

,ECI=ED OIL CO, S!LE

Wage & Salary Administration

5&444 %&444 %0444 %0444 644 &44444 %*244

0442/044. 025&2 33%&%&0&2 5.*1%0

044./0446 %2.02 %25%&63%3 30*.42

0446/044& %5333 16&.1500 36*561