DECLARATION I,Kavita,Registration No 35084050 ,MBA programme,SRM University, batch of 20082010 do here by solemnly declare that this dissertation is an original work of mine and this has not been submitted to any other institute /university towards any other degree/diploma.
Kavita 10 may 2010
No work is considered complete unless due indebtedness is expressed to all those, who made the work successful. Concentration, dedication, hard work & application are essential but not the only factors to achieve the desired goal. There must be supplemented by guidance, assistance and co-operation of people to make it a success. Every complete successful assignment is the result of many hands joined together. A formal statement of acknowledgement is hardly sufficient to express my gratitude towards the personalities who have helped me to undertake this training. I am highly indebted to cooperative staff of IFFCO phulpur allahabad who gave me weighty guidance in the study. It was really nice experience to work in their guidance and helping me in knowing practical things, which was my main objective, before entering the corporate world. They have provided me an unconditional support during the project work. I am highly thankful to Mr. Sharat Sharma for his Guidance. He has been a constant source of inspiration and his critical evaluation during our course in the institute has helped me to complete this project properly Through this acknowledgment I would like to grab the opportunity to thank all those who helped me from the start of my training, to its end. It is warmth and efforts of my teachers, friends and well wishers who has been a source of strength and confidence for me in the endeavour. Finally, yet importantly, we would like to thank almighty for blessing me to do and complete this project. Kavita MBA(IVth Sem)
CERTIFICATE FROM THE GUIDE This is to certify that the project work titled “INDUSRIAL RELATION OPERATION AND EMPLOYEE SATISFACTION LEVEL IN IFFCO Phulpur Allahabad ” is a bonafide work of Kavita, University Registration No- 35084050 is carried out in partial fulfillment for the award of M.B.A. from SRM University,NCR Campus under my guidance. This project has not been submitted earlier for the award of any degree/diploma of any other Institution/University.
This project is about the industrial relation operating in IFFCO phulpur allahabad,in which I was mainly focussing on the “Operation and satisfaction level of the employee”. Industrial Relations is a dynamic socio-economic process. It a “designation of a whole field of relationship that exists because of the necessary collaboration of men and women in the employment process of industry”. It is not the cause but an effect of social, political and economic forces. Components of IR system an IR system is made up of three actors,ie Employer ,Union ,Government Evolution of IR,the various stages through which the system progressed were as follows: a) The agrarian economy stage. b) Handicraft stage. c) Cottage or putting-out stage. d) Factory or the industrial capital stage. After 1991With liberalization policy, the things looked different. Both the employer & employee realized that they could not take the customer for granted. For the customer had a choice. The Indian economy was thrown open to international players. The union started loosing its bargaining strength because of outsourcing policy. More & more knowledgeable workers replaced manual workers. During mid- 60’s the Co-operative sector in India was responsible for distribution of 70 per cent of fertilisers consumed in the country. This Sector had adequate infrastructure to distribute fertilisers but had no production facilities of its own and hence dependent on public/private Sectors for supplies. To overcome this lacuna and to bridge the demand supply gap in the country, a new cooperative society was conceived to specifically cater to the requirements of farmers. It was a unique venture in which the farmers of the country through their own Co-operative Societies created this new institution to safeguard their interests. The numbers of co-operative societies associated with IFFCO have risen from 57 in 1967 to more than 36,000 now.
IFFCO commissioned the ammonia - urea complex at Kalol and the NPK/DAP plant at Kandla both in the state of Gujarat in 1975. Ammonia - urea complex was set up at Phulpur in the state of Uttar Pradesh in 1981. The ammonia - urea unit at Aonla was commissioned in 1988. The annual installed capacity of all the plants was 1.62 million tonne of Urea and NPK/DAP equivalent to 309 thousand tonne of phosphates. Objectives of the study is to observe the industrial relation operation and satisfaction level ,working condition,welfare schemes,grievance handling procedure,remuneration & incrementsof the employees in the IFFCO Phulpur Allahabad . Industrial relation at IFFCO being a cooperative institution, there is certain unique feature about IFFCO organisation, its structure, its constitution and its method of working. The expert team has enumerated that efficient and continued good management responsible for IFFCO’s success .The excellent working result achieved by IFFCO have been almost other primarily due to complete industrial pease,harmony understanding between management and worker. Management always tries to good and healthy relation with worker and workers to cooperative in this direction .This is why year 1981-82 to year 1989-90 only 240 hours works is lost due to some problem relating industrial relation which causes complete shutdown of the plant. This was in year 1984-85.But after there was no such conflict and this is clearly depicted in the graph showing plant capacity, utilisation and plant performance which represents regular increase. To have better relation, management thinks upon workers participants in management and a joint management committee and joint management council are formed to analyses and find out a base to increase productivity. To study various problems related with operation and production, to create industrial Pease and harmony .Management always invites innovation, novel ideas from the employees for these purposes an “employer suggestion scheme”
Sampling plan, Sample Size were taken of 40 employees, Simple randam sampling method of sampling selected, Primary & secondary data collection were taken and Descriptive Design used. Data interpretation were done by asking question like are you satisfied with the Working Condition , aware of all the Welfare schemes, satisfied with the wages and incentives provided, provision of canteen, provision of toilets , Drinking Water facility, compensation provided, medical benefits, retirement benefits, recreation facilities, transport facilities by IFFCO Phulpur Allahabad. Limitations are that the sample collected is very small compared to the population of the company. Thus it may not bring out the exact analysis. Some of the respondents do not react favorably to the questionnaires. It is possible that respondents might have tried to maintain consistency in terms of their responses.Time of 4-6 weeks are also very less for the study. Conclusion is thatIFFCO phulpur allahabad is growing at a very good place .As from graphs it is clear that the industrial relation operation in IFFCO phulpur allahabad is effective one. There are different kind of welfare schemes like weekly rest ,medical allowance, death relief fund are provided by the company to the employees to maintain the industrial relation better one . Instead of all that there is also a effective Grievance handling machinery for maintaning it. Suggestions is that ,If the employees are in good condition then it drives their capability to give maximum output to the company IFFCO phulpur allahabad had successfully accomplished their target to uplift the standards of the people but somewhere they lag behind to give proper insight into the true benefits availed to the people. In this context I want to suggest some points that are more or less based on my findings. Implementation of the Code of Discipline.I also found that there is no medical Officer. This is needed to provide quick action in case of any accident.There should be need of improvement in recreation facilities provided by IFFCO phulpur allahabad.There should
need to increase the retirement benefits provided by the IFFCO phulpur allahabad. Both management and unions should develop constructive attitudes towards each other.
INTRODUCTION: ABOUT INDUSTRIAL RELATIONS
Industrial Relations is a dynamic socio-economic process. It a “designation of a whole field of relationship that exists because of the necessary collaboration of men and women in the employment process of industry”. It is not the cause but an effect of social, political and economic forces. Economists have traditionally identified four factors of production, viz.,land labour, capital and organization. The role of labour as a factor of production is becoming increasingly important in the modern society. Capital and natural resource endowments, no doubt, are vital elements in the production process but it is labour which contributes most to the wealth of a company. “Human beings are the active agents who accumulate capital, exploit natural resources, build social, economic and political organizations and carry forward national development”. Growing industrialization and the rapid expansion of the services sector resulted in the galloping demand for skilled labour after 50s. The emergence of the concept of human relations, human resource management (HRM) and human resource development (HRD) contributed to the growing importance of labour. The issue of INDUSTRIAL RELATIONS arose from the issue of divorce of the workers from the ownership and management of the production process. This has brought about a sense of deprivation and loss of independence on the part of workers and is probably the primary cause of industrial disputes. Industrial work has drastically reduced the independence of workers and made them mere cogs in the machine – a kind of ‘second class citizens’. The disciplinary rules for work have become quite harsh and arbitrary. The heterogeneous nature of workers, illiteracy and politicization of trade unions made it impossible for the workers to bargain for their rights unitedly.
DEFINITION OF IR:
The term ‘INDUSTRIAL RELATIONS’ refers to relationship between Management and Labour or among Employees and their Organizations that characterize or grow out of employment. Theoretically speaking, there are two parties in the ‘employment’ relationship – labour and management. Both parties need to work in a spirit of cooperation, adjustment and accommodation. In their own mutual interest certain rules for co-existence are formed and adhered to. Over the years, the State has also come to play a major role in INDUSTRIAL RELATIONS – one, as an initiator of policies and the other, as an employer by setting up an extremely large public sector. There are points to examination of the Industrial Relations: EMPLOYER-EMPLOYEE INTERACTIONS: Industrial Relations arise out of employeremployee interactions. These relations cannot exist without the basic building blocks, i.e., the employer and on one side and the employees on the other side. Web of rules: Industrial Relations are a ‘web of rules’ formed by the interaction of the government, the industry and the labour. They include the relations between employer and employees and between employers` associations, trade union as well as the State. MULTIDIMENSIONAL: Industrial Relations are fairly multi-dimensional in nature as they are influenced, by a complex set of institutional, economic and technological factors. DYNAMIC AND CHANGING: Industrial Relations change with the times, generally keeping pace with the expectations of employees, trade union, employers` associations, and other economic and social institution in a society.
SPIRIT OF COMPROMISE AND ACCOMMODATION: The Industrial Relations system is characterized by forces of conflict and compromise on either side. In the large interests of society, both the employer and the employees must put out fires amicably and get along with each other in a spirits of compromise and accommodation. The individual differences and disagreements must be dissolved through persuasion and even pressure. The factors responsible for conflictful situations need to be resolved through constructive means. GOVERNMENT’S ROLE: The government influences and shapes Industrial Relations with the help of laws, rules, agreements, awards of courts and emphasis on usages, customs, traditions, as well as the implementation of its policies and interference through executive and judicial machinery. WIDE COVERAGE: The scope of Industrial Relations is wide enough to cover a vast territory comprising of grievances, disciplinary measures, ethics, standing orders, collective bargaining, participatory schemes, dispute settlement mechanisms etc. INTERACTIVE AND CONSULTATIVE IN NATURE: Industrial Relations include individual relations and joint consultation between labour, management.
COMPONENTS OF IR SYSTEM 1) An IR system is made up of three actors
a) Employer b) Union c) Government 2) These actors jointly determine the output of the system, which largely consists of rules / regulations relating to terms & conditions of employment role of these actors: 3) Workers & their organization: a) The relations between the workers is impersonal & dehumanized. b) Work in alienated monotonous unhygienic work environment.
c) Their activities are regulated & controlled . d) The union main activity becomes safeguarding workers interest both within & outside the organization. e) The union represents & protect the interests of their members through collective bargaining, & often they use pressure tactics or threats of strikes & gheraos. 4) The Management: a) They are the key actor in the system. b) The relationship between the parties depends upon the leadership styles exhibited by the employer which could be any one of the following: 5) The Government: a) Act as judge & regulator. b) Has vested interest. c) Model employer. Exploitative authoritative. Benevolent authoritative . Consultative. Participative.
FACTORS AFFECTING IR:
1)INSTITUTIONAL a) Includes state policy, labour laws, union, employer’s organization. 2)ECONOMIC a) Includes type of Ownership. b) Nature & composition of workforce. c) Source of labour supply. d) Disparity of wages. 3)SOCIAL a) Includes social values, caste, community. 4)TECHNOLOGICAL a) Includes types of technology.
b) Development of new machines. 5)PSYCHOLOGICAL a) Includes owners attitudes, workers attitudes towards work, their motivation, morale, interest. 6)POLITICAL a) Includes system of government, political philosophy, attitude of government, ruling elite & opposition towards labour problems. 7)ENTERPRISE RELATED a) Includes styles of management, its philosophy, value system, organizational climate, organizational health, extent of competition, adaptability to change & various HRM policies. 8)GLOBAL a. Includes international relations, global conflicts, global cultural issues, economic & trading policies, international trade agreements & relations, international labour agreements.
EVOLUTION OF IR:
INTRODUCTION: 1) Labour management became an important subject of study only when large aggregations of people came to work together under one roof in an organization. 2) The various stages through which the system progressed were as follows: e) The agrarian economy stage. f) Handicraft stage. g) Cottage or putting-out stage. h) Factory or the industrial capital stage.
THE AGRARIAN STAGE:
a) In tribal society, property was common & collective asset of the group. b) In Middle Ages property was viewed as personal property of the landlord. c) This gave rise to propertied individuals & property less workers. d) The employees were treated as slaves.
e) The employer-employee relationship was that of master-servant type. f) The slaves were required to do all types of work. and in turn the master paid them in kind [basics likes: food / cloth / shelter] & not in cash. g) The government did not yield any power over the employment relationship.
THE HANDICRAFT STAGE:
a) Handicraft system grew because of the growth of towns & cities, increase in trade & commerce & a decline in the power of feudal lords. b) This system introduced an important innovation in the careers of workers, viz. movement from employees to employers. c) The workers / craftsmen owned factors of production, worked with their own tools & within the help of the members of their family & often worked in their own homes / workshops & performed the hand tasks. d) They sold their products directly to the customers. e) Separate craftsmen existed for separate works, like: cobbler, blacksmith, carpentry, pottery, cloth weaving etc. f) Sometimes the master craftsman also undertook to teach his craft to some young men. These artisans began their careers as apprentices & were bound to work for the master craftsman for specified period during which they could learn the craft. They got no wages. Lodging, boarding were provided. g) These artisans after their training settled as independent journeymen. h) The master-craftsman held the highest status in the society for he had the skill & the ownership. The journeyman held the second position in the society on account of their mobility. The apprentice held the low status.
COTTAGE OR PUTTING-OUT STAGE:
a) Handicraft system catered only to the local market. The journeyman realised the potential of market. Ihey undertook to buy raw materials & supply these as well as finances to the craftsman. The craftsman worked at his home along with the members of his family. They were paid on a piece rate basis for the work.
b) The journeyman knew the demand of the various markets. He also knew the suppliers well. He provided the raw materials & the finances & collected his commission in the process.
FACTORY OR THE INDUSTRIAL CAPITALISM STAGE:
a) With the passage of time & gaining experience, the trader capitalist realised that economies in production, maintaining quality, & delivery to the customer could be achieved by centralization. b) He installed machinery, provided tools, raw material & offered employment in newly built workshops or factories. c) This made it easy for him to supervise. d) With the invention & manufacturing of power driven machinery the process developed further. In course of time factory system came to stand on sound footing & machines replaced human labour. e) It gave rise to employment opportunities for women & children f) Work was simplified by machinery. Slowly the workers were reduced from skill to manual operators. g) By means of factory system, workers were brought together under one roof, & strict discipline was maintained. The quality & quantity of the product was guaranteed. h) The employer owned the factors of production. The demand-supply of people determined the wages. Once the wages were paid, the employer had no obligation towards the employees. i) The employer produced goods with the sole aim of selling them at profits, while workers worked to satisfy their economics needs.
PASSING OF FACTORIES ACT:
a) The workers were continued be exploited by the employers. The government were a silent spectator because of their laissez-friar policy.
b) With the passing of the factories act in 1881, things started improving. Restrictions were brought on the working hours, employment of children, working conditions, etc. c) The world war I created a boom for employers. With the rising prices, their profits went up enormously. The wages of the workers did not keep in pace with the rise in cost of living. The workers resorted to strikes. d) During the world war II, The employers again made enormous profits. The workers demanded a share in it. Bonus & dearness allowance was granted to them. The money wages did not keep in pace with rise in cost of living. Government tried prohibition of strikes under the emergency rules. It provided for the adjudication of disputes .
INDEPENDENCE & AFTER:
a) Immediately after the independence, in the interest of the national economy, it was considered to put a stop to strikes / lockouts & have uninterrupted production. b) In the year 1948 the following laws were enacted: a. The factories act b. The minimum wages act c. The employee state insurance act c) It has always been a show of strength between employer & employee. d) The government followed closed economy policy. the customer / consumer suffered for they had no choices. e) The employer & employee continued to hold the customer to ransom.
a) With liberalization policy, the things looked different. Both the employer & employee realized that they could not take the customer for granted. For the customer had a choice. The indian economy was thrown open to international players. The union started loosing its bargaining strength because of outsourcing
policy. More & more knowledgeable workers replaced manual workers. opportunities increased. The service sector boomed. Opportunities to work abroad & earn a good salary became the dream of all the employees.
FACTORIES ACTS AND INDUSTRIAL RELATIONS
Factories Act of 1946 is a culmination of a series of earlier acts for Industrial Relations. The act makes extensive provisions for healthy relations in various areas in the workplace. S.NO. Year EHS (Environment, REGULATION, Acts Health, & Safety)
01. 02. 03. 04. 05.
1974/1998 1977/1992/2003 1981/1987 1982 1986
The Water (prevention & control of pollution) Act, including amendments. The Water (prevention & control of pollution) Act, including amendments. The Air (prevention & control of pollution) Act, including amendments. The Air (prevention & control of pollution) Rules Environment (protection) Act 1986 including amendments of 1991, Environment (protection) Act 1986 including amendments of Rules The Hazardous wastes (mgt. and handling) rules, including amendments 2000/2003 Manufacture, storage and import of Hazardous chemical rules, including amendments rules
1989 The Central Motor Vehicle rules (under motor vehicle Act, 1988)
Ozone depleting substances (regulation)rules,2004 The battery (Mgt. and handling) rules, 2004 The factories Act (As amended fill 1987) Punjab state factory rules Indian Electricity rules The petroleum Act (as amendment till 1997) Gas cylinder rules, including amendment rules, 1993/2004 The DG rules, 2000 with amendment 2002 The Explosive Act Energy conservation Act, 2001 The Explosive rules, including amendment rules, 1989 The contract labour regulation & control Act, 1970 and rules 1971 The Punjab welfare officer recruitment & condition of services rules The Bio medical waste (Mgt. and handling) rules The Child labour (prohibition and regulation) Act
THIS COVER SECTION 11-20 AND 42-49 & THE ITEMS COVERED ARE RELATED TO:
Sec 11:- General cleanliness Sec 12:- Disposal of wastes and affluent Sec 13:- Ventilation and temperature Sec 14:- Free from dust and fumes Sec 15:- Artificial humidification Sec 16:- Overcrowding and congestion Sec 17:- Lighting Sec 18:- Drinking water Sec 19:- Kamotes and urinal Sec 20:- Provision for spittoons Sec 42:- Washing facility Sec 43:- Keeping clothing not worn during working hours and for drying of wet clothes Sec 44:- Sitting for workers who are obliged to work standing Sec 45:- Maintenance of first aid box with prescribed contents for every employees Sec 46:- Canteen facility for more than 250 workers Sec 47:- Suitable rest rooms or lunch room with provision for drinking water and should be provided in factory employing more than 150 workers and for more than 500 workers ambulance room of prescribed size, prescribed equipments and in charge of qualified medical and nursing staff Sec 48:- Crèches for women, workers more than 30 Sec 49:- Appointments of welfare office for more than 500 employees
INDIAN FARMERS FERTILISER COOPERATIVE LIMITED PHULPUR,ALLAHABAD
During mid- 60’s the Co-operative sector in India was responsible for distribution of 70 per cent of fertilisers consumed in the country. This Sector had adequate infrastructure to distribute fertilisers but had no production facilities of its own and hence dependent on public/private Sectors for supplies. To overcome this lacuna and to bridge the demand supply gap in the country, a new cooperative society was conceived to specifically cater to the requirements of farmers. It was a unique venture in which the farmers of the country through their own Co-operative Societies created this new institution to safeguard their interests. The numbers of co-operative societies associated with IFFCO have risen from 57 in 1967 to more than 36,000 now. IFFCO commissioned the ammonia - urea complex at Kalol and the NPK/DAP plant at Kandla both in the state of Gujarat in 1975. Ammonia - urea complex was set up at Phulpur in the state of Uttar Pradesh in 1981. The ammonia - urea unit at Aonla was commissioned in 1988. The annual installed capacity of all the plants was 1.62 million tonne of Urea and NPK/DAP equivalent to 309 thousand tonne of phosphates. In 1993 IFFCO had drawn up a major expansion programme of all the four plants under overall aegis of IFFCO VISION 2000. The expansion projects at Aonla, Kalol and Phulpur have been completed on schedule. The latest feather in the cap of IFFCO was completion of Kandla Phase-II on 5th August 1999 which has heralded realisation of all the objectives set forth under VISION - 2000. As per the tradition of IFFCO the project was completed more than two months ahead of schedule. As a result of these expansion projects IFFCO's annual capacity has been increased to 3.69 million tonne of Urea and NPK/DAP equivalent to 825 thousand tonne of phosphates.
The distribution of IFFCO's fertiliser is undertaken through over 36,000 co-operative societies. The entire activities of Distribution, Sales and Promotion are co-ordinated by Marketing Central Office (MKCO) at New Delhi assisted by the Marketing offices in the field. In addition, essential agro-inputs for crop production are made available to the farmers through a chain of 166 Farmers Service Centre (FSC). IFFCO obsessively nurtures its relations with farmers and undertakes a large number of agricultural extension activities for their benefit every year. At IFFCO, the thirst for ever improving the services to farmers and member cooperatives is insatiable, commitment to quality is insurmountable and harnessing of mother earths' bounty to drive hunger away from India in an ecologically sustainable manner is the prime mission. IFFCO, today, is a leading player in India's fertiliser industry and is making substantial contribution to the efforts of Indian Government to increase food grain production in the country.
ORIGIN OF IFFCO:
a) Till mid sixties cooperatives in India had no production facility despite marketing nearly 70% of fertilizers. b) IFFCO was established as the farmers’ own initiative in Cooperative Sector on 3rd Nov. 1967 with the proposed plants at Kalol & Kandla. c) With the enactment of Multi State Co-operative Societies Act 2002, the Society is deemed to be registered as a Multi State Co-operative Society. The Society is fully owned by Cooperatives.
Only Fertilizers Institution in the country to produce 68.47 lakh MT of fertilizers and 93.24 lakh MT of sales during 2007-08 Contributed about 20% to the total ‘N’ and 25% to the total “P2O5” produced in the country during the year 2007-08 Fertilizers marketed through 39564 Cooperative Societies and 158 Farmers Service Centers.
Situated near Allahabad in Uttar Pradesh, IFFCO Phulpur complex has two production units – Phulpur unit-I and Phulpur unit-II and is the world’s largest fertiliser complex based on naphtha as feed stock. Phulpur unit- I comprising of one 900 Te/day Ammonia Plant and a 1500 Te/day Urea Plant along with associated off sites facilities like Steam generation plant, Power generation plant, DM water plant, Inert gas plant etc. was commissioned way back in 1981. Page 20
Due to increasing demand-supply gap of Urea in the country, Govt. of India has given approval for expansion project at Phulpur site since basic infrastructure facilities were available at Phulpur. Phulpur-II was commissioned in December 1997 and consists of 1350 MTPD Ammonia plant and 2200 MTPD Urea plant along with associated offsite facilities based on latest state of art technologies.
ENERGY CONSERVATION ACHIEVEMENTS:
Phulpur unit has always been a leader in adopting new developments in the field of fertilizer production and numbers of modifications / revamp have been carried out over the years which have resulted in substantial improvement in energy consumption. Major modifications carried out in Phulpur-I are listed as below:
1. Purge Gas recovery unit in Ammonia-I plant Net Improvement in energy saving: 0.1108 Gcal/Mt of Ammonia 2. Synthesis Converter Retrofit Net Improvement in energy saving : 0.117 Gcal/Mt of Ammonia 3. Lo - Heat Benfield retrofit in CO2 removal system Net Improvement in energy saving : 0.096 Gcal/Mt of Ammonia 4. Modified CO2 Compressor Turbine in Urea plant Net Improvement in energy saving : 0.16 MT Steam / MTof Urea 5. Installation of Pre- Concentrator in Urea plant (In Year 2001-02) Net Improvement in energy saving : 0.08 Gcal/Mt of Urea Similarly in Phulpur-II some of the energy saving features which have been incorporated in the new plant since design stage are as follows :
- Gas turbine drive, with Naphtha as fuel, for process air compressor. - Heat recovery unit connected to the gas turbine for generating high pressure steams to meet the requirement of Ammonia and Urea Plant. - Medium pressure process condensate stripper. Purge Gas recovery unit based on Membrane Separation Technique has been installed in Dec. 2001 which has resulted in energy saving by 0.11 Gcal/MT of ammonia. There has been a steady decline in specific electrical and thermal energy consumption. Energy consumption in Phulpur-I has been brought down from the level of 12.5 Gcal/MT in initial years to the current level of 7.5 Gcal/MT i.e. a reduction of about 40%. Similarly in Phulpur – II the energy consumption is improving day by day and it is at a level of 6.0 Gcal/MT of urea which is lowest among the contemporary naphtha based plants in the country. Following table shows the energy consumption pattern & savings achieved in energy during last three years which shows a remarkable reduction.
PRODUCTIVITY (Production Units):
1669 1510 1367
a) IFFCO Tokio general insurance company ltd. b) Indo Egyptian fertilizers company, sae c) Jordan India fertilizer company llc d) IFFCO Chhattisgarh power ltd. e) Kisan International trading fze f) IFFCO Tokio insurance services ltd. g) IFFCO Kisan bazar ltd. h) IFFCO Kisan sanchar ltd. i) IFFCO Kisan sez ltd. j) Indian farm forestry development coop. ltd
a) Industries chimiques du senegal b) Oman india fertilizer company S.A.O.C. c) Indian potash ltd. d) National commodity & derivatives exchange ltd. e) National collateral management services ltd. f) Cooperative rural development trust g) Kisan sewa trust h) IFFCO foundation
To achieve our mission, IFFCO as a cooperative society, undertakes several activities covering a broad spectrum of areas to promote welfare of member cooperatives and farmers. The activities envisaged to be covered are exhaustively defined in IFFCO’s Bye-laws.
The objective of IFFCO shall be to promote the economic interest of the members by undertaking manufacturing, production ,development of chemical fertilizers ,bio fertilizers their inputs and technologies and allied products by products and conversion ,storage ,transportation and marketing ,processing ,conversion including sugar cane ,derived products ,pesticides and their storage and under take trading shipping transportation ,communication and telecommunication power generation and distribution from conventional or non conventional energy sources .undertake such other activities which are conductive and incidental there to. In furtherance of above objects, IFFCO may undertake one is more of the following activities which are indicative but not led to: a) To set up plant for manufacturing of chemical fertilizers and allied products. To undertake production, processing and manufacturing of insecticides ,pesticides ,seeds ,agricultural machinery and implements and other agricultural production requisites’ by selling up or taking on lease manufacturing units either directly or in collaboration with or as a joint venture with other cooperative institution or public sector or any agency. b) To acquire ,establish ,construct ,provides and maintain and administer factories ,township ,estates ,railways sliding ,build yards ,wells ,pumping installation ,purification plants,pipelines,cam age,atorage,sheds and accommodation of all description for facilitating the business of IFFCO c) to manufacture, maintain ,store by repair ,alter, exchange let on hire ,export for the purpose of any of the business of IFFCO or are commonly supplied or deal in by
persons engaged in any such business oe which may seem capable or being profitable dealt in connection which any of the business of IFFCO d) To act as warehousing agency under the housing act and own construct ,its own goods man or hire goodness to the storage of fertilizers and other goods. e) To set up storage units for storing fertilizers and others goods by itself or in collaborations with any other cooperatives institution or any other agency. f) To maintain transport units of its own or in collaboration with any other organisation in India or abroad for movements of goods by land and sea etc g) To establish branch office and sales depot. h) To take up such other activities which are incidental and conductive to the agricultural and rural development. i) To provide and arrange for the training of employee of the cooperative societies to promote and develop the sales of fertilizers and other agriculture production in which IFFCO is interested. j) To set up institution for providing training to the farmers and others in their modern and improved agricultural technology and other areas of human resource development. k) To set up agricultural farms by purchasing ,acquiring and taking on lease of land from govt institute and private agency for research and development of agriculture. l) To provide technical constancy and other service to member societies and other agencies. m) To promote and organise other cooperative societies in the field of manufacturing reduction requites and rural development. n) To carry on agency business of every kind and description connected with the business of IFFCO. o) To undertake research and such other activities as per incidental and conductive to the development of the industry as well as IFFCO p) To set up forestry and undertake processing and marketing of forestry products q) To undertake setting up of industries having national importance of growth potential r) To organise manufacture and marketing of implements tools and machinery.
s) To organised biotechnology based industry. To acquire real estates in rural and urban areas and also promote cooperative housing for employees and members.
OBJECTIVES OF THE STUDY
1) To observe the industrial relation operation and satisfaction level of the employees in the IFFCO Phulpur Allahabad . 2) To observe the working conditions inside the IFFCO Phulpur Allahabad . 3) To observe the different welfare schemes provided by the IFFCO Phulpur Allahabad. 4) To observe the grievance handling procedure inside the IFFCO Phulpur Allahabad. 5) To observe the Remuneration and increments inside the IFFCO Phulpur Allahabad.
INDUSTRIAL RELATION AT IFFCO:
Being a cooperative institution, there is certain unique feature about IFFCO organisation, its structure, its constitution and its method of working. The expert team has enumerated that efficient and continued good management responsible for IFFCO’s success .The excellent working result achieved by IFFCO have been almost other primarily due to complete industrial pease,harmony understanding between management and worker. Management always tries to good and healthy relation with worker and workers to cooperative in this direction .This is why year 1981-82 to year 1989-90 only 240 hours works is lost due to some problem relating industrial relation which causes complete shutdown of the plant. This was in year 1984-85.But after there was no such conflict and this is clearly depicted in the graph showing plant capacity, utilisation and plant performance which represents regular increase. To have better relation, management thinks upon workers participants in management and a joint management committee and joint management council are formed to analyses and find out a base to increase productivity. To study various problems related with operation and production, to create industrial Pease and harmony .Management always invites innovation, novel ideas from the employees for these purposes an “employer suggestion scheme” Is performed which utilises employees creativity and potential for improving your performance organisation .These suggestion are either given individually or an group Page 28
basis and monetary awards is also given for suitable implement suggestion .But in this scheme employees engaged in HRD is the process of improving ,moulding ,changing and developing the skills knowledge,creatibility,aptitude ,values ,commitment etc.Based present and future job and organisational requirement. HRD is said to be the core of a larger system known as Human Resource. The individual is provided with learning experiences not in isolation but we share out learning experience also. Such learning experience is provided with the objective of developing human being for their advantage and hamessing their physical mental and intellectual endowments and abilities far the growth of the organisation .In the broader and intellectual endowment and abilities for the growth of the organisation .In border sense the term HRD means those learning experience which are organised for the specific time designed to bring about the possibility of behavioural change.
INDUSTRIAL RELATIONS OPERATING IN IFFCO PHULPUR ALLAHABAD: LABOUR WELFARE MEASURES ADOPTED IN IFFCO:
Labour has an important role in the industrial production of the country. Therefore is very necessary to seek the Cupertino of the labour force in increasing the production and in earning higher profits .The cooperation of employee is possible when they are fully satisfied with their employers and working condition on the jobs. IFFCO is known as one of the best employers in the country. Not only are its pay rates for different jobs better than these prevailing in the areas where is plans are suited but also comparable to the best in the fertilizers industry apart from this, the range of fringe benefit available to the IFFCO employees are so varned and numerous to make IFFCO a very unique employers, besides the statutory requirement extensive welfare amenities have been extended to the employees. On the one hand it does not spares may effort towards achieving excellence in performance and on the other adopts a highly liberal approach to employee benefit. STATUARY AMENITIES: According to sec 42 of factory employment act who have protective clothing get 100/as washing allowances besides one shop and towel every month. CANTEEN FACILITY:
According to sec 16 of factory act the state Govt may make cordially employed a canteen shall be provided and maintained by the October for the use of worker. With a view assist the employees in their day to day expenditure towards tea and snacks a scheme for payment of canteen subsidy Rs 436/-per month to all employee irrespective of their grade has been implement in IFFCO.
FIRST AID FACILITY: There is a well equipped first aids post with a doctors and commander on duty round the clock .Two ambulance cars have been provided in the first and centre first aid boxes equipped with prescribed contents have been provided in every section of factory. HOLIDAY AND LEAVE: All permanent employees are entitled to a total of 14 holidays in a calendar year .The following kind of leave is admissible to the employees. A) CASUAL LEAVE: It is admissible to the employee to the extent of 14 days in a year. B) EARNED LEAVE: An employee is eligible for 33 days earned leave in a year i.e. at threat of one day for every 11 days of theses leave 50% leave can be encased twice in a calendar year. MEDICAL LEAVE: An employment is eligible for 20 days on half pay which may at the option of the employee that can be changed into 20 days on full pay. Sunday, holiday and off days falling before, during and after the leave are not counted as part of the leave. SPECIAL CASUAL LEAVE: This may be granted to the employee at the discretion of the management for the following purchase. FAMILY PLANNING:
a) For vasectomy employee can get leave for six days but it his wife b) Undergoes operation he is entitled for seven days leave including holidays falling in between .Female employee will get leave of 14 days if she undergoes tubectomy .But to avail this facility the employee should take prior permission of the competent authority. c) For employees participating in sporting event of national or international importance in a respective capacity. d) For employee participating in inter until or inter departmental tournaments. e) For employees who donate blood on working day for one day. f) For employee who are ex-services man when called by ministry of defence to participate in the Republic day parade. MATERNITY LEAVE: This is granted to female employee as per the provision of maternity benefit act 1961,the number of days is 90 inclusive of all holidays occurring in that duration .But this leave is shortened to 45 days in case of miscarriage or medical termination of pregnancy. PROCEDURE FOR AVAILING LEAVE: a) Leave cannot be claimed as right and sanctioning authority has the discretion to refuse or curtail the leave at any even after sanctioning the leave depending on the situation b) The authority for sanctioning leave is department Head of officer appointed by him. c) Special casual leave can be sanctioned by unit head or other officer empowered for this purpose. d) Employee must state the reason for taking and should proceed on leave after getting approval mere submission of application is not enough. e) Except in emergency, application must be submitted in two days advanced for leave period up to three days and seven days advanced if the leave periodic more than three days.
f) If the leave is due to sickness than the leave application should supported by the medical certificate by attending doctor with the cause and period for which employee is likely to remain unfit g) If the employee wants to get his leave extended he should make application in writing to departmental head sufficiently in advanced so that he can get reply before expiry of leave originally sanctioned. h) If an employee application for leave is not sanctioned and still the absent from duty, he will be treated as absent without leave and no wages shall be paid to him for days of such absence.
PROVIDENT FUND: All regular employee of IFFCO as entitled and are required to become member of IFFCO employment fund after completion of 60 days continuous services.thr rate of contribution of the employee is 10%of basis pay, DA, Matching contribution of equal amount is made by the society towards the provident fund of each employee. In addition to this compulsory contribution the employee can contribute further amount to his provident fund subject to the limitation that his total provident fund contribution does not exceed 25% of his emoluments. IFFCO Employment Benevolent Scheme Under this scheme in case of unfortunate death of an employee a sum of Rs 10/- is contributed by each employee (of all units including head office) and paid of the nominee of the discuss employee Rs 2000/- is paid immediately and balance of the total contribution is pays within one month. “Family pension seva scheme” is formulated for the purpose of the providing pension to the family members and life assurance benefit to the employee. GENERAL AMENITIES: a) Transport subsidy for school /college going children employee get Rs 75/-per person /daughter subject to a maximum for these children who are studying in recognised school/college.
b) Children education allowances, employees get Rs 85/- PM per child to a maximum of 2 children. GROUP INSURANCE: It is scheme covering accident life insurance and gratuity is in operation .the insurance premium is being paid by the company, employee are not required to pay any premium a) All permanent employees including trainee are covered in this scheme for maximum of his 45 month mean basic salary. b) Life insurance for 15 month salary for employee in case of death while in service subject to a minimum of Rs 1000/-and a maximum of Rs 100000 /c) The amount of gratuity insurance in case of premature death is equivalent to what an employee would have set, if he had retrieved from the service in normal course, at the age of 58 years. MEDICAL BENEFIT: There are two scheme namely medical schemes “A” “B”.Under scheme A the ceiling medical assistance for routine person medical treatment is Rs 250/- (unrelieved) or Rs500 (revised) Per person / family member ,subject to a minimum of Rs 500(unrelieved) or Rs 700 (relieved) and a maximum of Rs 1000/-( unrelieved)or Rs 140 /- (relieved) per employee per year. Under scheme “B” for routine medical treatment the reimbursement ,is being every month not exceeding 1/12 of the above total limits. For the treatment of chronic and long lasting disease and hospitalisation and special sanction over and above the ceiling is given under scheme “A”. If the within a year the employee has already claimed reimbursement up to the Rs 5000/-. LEAVE TRAVEL CONCESSION (LTC): It is made applicable to the entire regular employee after completion of one year service. The class of entitlement in railway for different acetones of employees as follows.
Class of entitlement
Vehicle by which entitled to travel .during journey by road Public bus or rickshaw Public bus or rickshaw Public bus or rickshaw Public tax /own car
Employment drawing basic II Class in railway pay of Rs 1294 /- and below Employment drawing basic II Class in railway pay of Rs 1295 /- to 1493 /Employment drawing basic II Class in railway pay of Rs1494 /- and above Employee in grade F1 / F 1ST Class in railway Drawing basis pay of less than Rs 5300 /- and G /G1 Employee in grade ABCDE By air or A.C class and other. Drawing basis pay of Rs 5300 /- and above .in grade F1/F FAMILY PLANNING INCENTIVES:
Public tax/own car
With a view to encourage family planning IFFCO has introduces following incentives schemes for the benefit of employee. If an employee or his wife gets sterilization operation done, the employees are being paid a cash incentives is employee or spouse undergoes operation before having a two children then gets 1000 /-and gets 750 /-if operation is done when he is having more than two children and in both cases cost of operation is met by IFFCO. SALARY ADVANCED: An employee is entitled to and interest tree advanced not exceeding his one month basis pay plus DA recoverable not more than equal monthly instalments .Such an advance can be drawn once in a year only after an employee has completed his probation. CONVEYANCE ADVANCED:
This is granted to the employee who has been appointed .Employee do not travel long distance to procure their daily requirement. COMMUNITY HALL: This is provided for social function employee can avail this get together, marriage etc free of charges.
BANK AND POST OFFICE: A branch of India overseas bank with lockers facility is functioning if township arisen a post officer with telegraph facility is also working from at long period. DAILY SHIPPING TRIOS: At normal charges from township to the city and bank. RECREATION FACILITIES: IFFCO Recreation club, feature film, cultural programme. EDUCATIONAL FACILITY: Nursery school centre school up to 12th class children study in various educational institutes in the city are provided free transport from township to city and bank. HOSPITAL: 12 bedded hospital with well equipped, pathological laboratory and qualified doctors.
1. WEAKLY REST: a) Weakly rest is given to those employee who attend their duty three days availed leave with pay at least for three days. However leave without pay will not be counted in three days. b) Newly appointed employees lose their first weekly rest in the case they jointed their duty and don’t complete above conditions of rest. c) Compensatory leave should be availed in 30 days against his weekly rest working. 2. SALARY AND WAGES: a) HRA paid to every entitled employee who is not absent more than seven days at full rate. If he absence for more than seven days than HRA is given on prorata basis. HRA to filed staff is given according to posting station. As per present practice there are some edited where they get 60% extra HRA in addition to HRA as per grade. Full HRA is given on leave without pay also b) Basic , DA, CA ,CEA ,LTA, Medical ,WA , special allowance are being paid on basis on payable days 3. MEDICAL ALLOWNCE: Medical is maximum up to Rs 15000 PA or Rs1250 PM. Page 37
4. OVER TIME: Double OT is paid to all workers and other entitled employees against working on national/ festival holidays on basic +DA (DA if applicable). DEATH RELIEF FUND: Rs 70000 are paid to dependent of decreased of permanent employee. An amount has been fixed accordingly to grades and workers contribute at Rs 60 at the time of such mishappening. A some of Rs 35000 is contributed by the management and Rs 35000 by the employees. 5. MARRIAGE ANNIVESARY: Marriage anniversary for all head of departments and their respective 2 IC are also celebrated in IFFCO employee club. A parity and gift is given to the concerned employees.
GRIEVANCE HANDLING PROCEDURE IN IFFCO PHULPUR ALLAHABAD :
In the language of labour relation also from the management angle a grievance is complaint which has been formally presented in writing to a, management representative or a union official by an employee. And whenever there is any discount among employee it is bound to result in a turmoil which may affect the interest of the management very adversaly.So a personnel administrator should see that grievance are redressed at the earliest possible moment for this purpose .Grievance redressal procedure is planned and it covers all employees of an organisation, in IFFCO it is multilevel system and they attempt to settle the grievance at the possible lowest level. Generally observed reason in IFFCO redressal authorities are a) payment of wages and other dues b) implement of any working condition of employee in any individual case
c) Recovery of dues d) Working condition e) Grant of leaves f) Allotment of quarters g) Medicals facility h) Transfer
The objective of the procedure is to redress and settle the grievance as early as possible to its point of origin by creating an environment which share festal a culture of candidate and faith so that employees can vent their grievance without any fear of victimization and reprisal. In order to achieve the above said objective the following principles shall be followed – • Be given a fair hearing by their immediate superiors concerning any grievance they may wish to raise. • They can free to appeal to a more senior manager against the decision made by immediate superior. • May be accompanied by a fellow employee of their own choice when raising the grievance or appealing against a decision.
• Aggrieved employee shall first present his grievance verbally to his immediate superior .An answer shall be given by his immediate superior with in 48 hours of
presentation of the complaint .Employ may bring along with him a fellow employee • If employee is not satisfied with the redressal from immediate superior with in the prescribed time .He or she can walk his or her grievance in writing .His or her complaint shall be redressal with in three days by his HOD . In case employee does not get any response from his or her HOD with in three days of presenting of complaint or he is not satisfied with the redressal given to him then he may bring forward his grievance to a grievance committee which may consist of three head of departments .This shall consist of personnel head ,concerned department head of employee and other related department’s HOD the committee shall make recommendations with in seven days to management regarding his or her grievance in case of any difference of opinion amongst members of committee the grievance can be placed before top management for final decision .the top management has to take decision on any case regarding grievance presented to it in three days .Top management can make any amendments to the decision of the committee. • This grievance handling procedure shall be reviewed on half yearly basis by a committee consisting of are heads of department.
REMUNERATION AND INCREMENTS:
As stated earlier, in IFFCO there are 21 grades from A to M and each grade have different pay scale as given in annexure .Monthly pay is distributed on the last but one working day of each month. Each employee has an account in Indian overseas bank .Phulpur and monthly pay are directly deposited in their bank account and pay slip is dispatched to the employee Pay slip shows following details: Earning Basic salary Dearness allowances House rent allowances City allowances Night shift allowances LOCAL TRAVELLING ALLOWANCES : for board level executives in grade A& B and non unionised category of employee:officiers in grade A &B and non unionised category of employee shall be paid Dearness allowances on industrial pattern which is
linked with All India Consumer Price index (AICP) for industrial worker ( base 1960 =100) . The payment of D.A will be renewed quarterly. FOR WORKMAN CATEGORY OF EMPLOYEE: Workman shall be paid industrial dearness allowances in two components viz. fixed dearness allowances and variable dearness allowances. I) Fixed dearness allowances fixed DA shall be payable with reference to the basis pay II)Variable D.A :The variable industrial D.A will be payable with depending upon all India consumer price index for industrial workers (AICP) (Base 1960-100) the payment of variable D.A will be reviewed quarterly. House rent allowance: payment of house rent allowances is payable at the following rates. CLASS OF CITY RATE OF C.C.A A 6% OF BASIS PAYS B1 4.5 OF BASIS PAY B2 RS 29 PER MONTH C NIL Besides phulpur unit ,this is also applicable in all other units and everywhere employee of single grade get similar pay .But in Kandla unit employee an maximum of Rs 75/- per month. After every five years these pay scale are revised. For this unpartite agreement is done between labour commissioner management and trade union and if on getting any results the matters is that dealt by industrial tribunal. get Kandla special allowances @ 7.5 of basic pay actually received by them ,subject to minimum of Rs 40/-
A research methodology is a sample framework or a plan for study that is used as a guide for conducting research . It is a blueprint that is followed in processing research work. Thus in good research methodology the line of action has to be chosen carefully from various alternatives.
A research design is the arrangement of conditions for the collection of data and anaylsis of data. Infact reseach design is the conceptual structure within which reseach is conducted. Descriptive Research Design has been used by me to solve each and every factor of given task.In the descriptive research study, the main purpose is that of formulating a problem for more precise investigation or of developing the working hypothesis forms an operational point of view.The major emphasis is on the discovery of ideas and in sights.
DATA COLLECTION METHOD
According to the needed research for the project is both Primary and Secondary data collection methods. We have used company website,some publications on the net and information related to broacher for secondary data collection. To ensure the accuracy of the primary data collection used is the structured interview method.
Sample Size: Method of sampling: Method of data collection: Research design : 40 employees Simple randam sampling Primary & secondary Descriptive Design
DATA ANALYSIS AND INTERPERTATION:
TOTAL NO OF RESPONDENTS =40 Q1:Are you satisfied with the Working Condition in IFFCO Phulpur Allahabad?
I. R. Rating SATISFIED DISSATISFIED
Total Respondents 15 25
% of Respondents 37.5 62.5
70 60 50 40 30 20 10 0 s fied atis dis atis s fied
Q2) Are you aware of all the Welfare schemes provided by IFFCO Phulpur Allahabad? I. R. Rating YES NO 5 Total Respondents 35 % of Respondents 87.5 12.5
Q11) Are you satisfied with the transport facilities provided in IFFCO Phulpur Allahabad?
I. R. Rating SATISFIED
Total Respondents 24
% of Respondents 60
60 50 40 30 20 10 0 s is ats fied dis atis s fied
Q12) Is there any kind of grievance handling procedure in IFFCO Phulpur Allahabad?
I. R. Rating
% of Respondents
YES NO 0
100 80 60 40 20 0 satsisfied dissatis fied
Q13) Are you satisfied with the grievance handling process of the company? I. R. Rating SATISFIED DISSATISFIED Total Respondents 24 16 % of Respondents 60 40
60 50 40 30 20 10 0 satsisfied dis satisfied
1) 37.5% Employees are satisfied, and 62.5% dissatisfied with the working condition provided by the IFFCO Phulpur Allahabad 2) Majority of Employees are aware about the welfare schemes provided by the IFFCO Phulpur Allahabad.
3) Majority of Employees are satisfied with the salary and incentives provided by the IFFCO Phulpur Allahabad. 4) 62.5% Employees are satisfied, with the rest room facility provided by IFFCO Phulpur Allahabad. 5) Majority of Employees are satisfied with the drinking water facility provided by the IFFCO Phulpur Allahabad. 6) Majority of Employees are satisfied with their job profile. 7) 42.5% of Employees are satisfied, 57.5% are dissatisfied with the compensation provided by the IFFCO Phulpur Allahabad. 8) Majority of Employees are dissatisfied with the medical benefits provided by the IFFCO Phulpur Allahabad. 9) Majority of employees are dissatisfied with the retirement benefits provided by the IFFCO Phulpur Allahabad. 10) Majority of employees are dissatisfied with the recreation facilities provided by the IFFCO Phulpur Allahabad. 11) 60% satisfied and remaining employees are dissatisfied with the transport facilities provided by the IFFCO Phulpur Allahabad. 12) 40% are dissatisfied with the grievance handling procedure of the company.
1) The sample collected is very small compared to the population of the company. Thus it may not bring out the exact analysis. 2) Some of the respondents do not react favorably to the questionnaires. 3) It is possible that respondents might have tried to maintain consistency in terms of their responses.
4) Time of 4-6 weeks are also very less for the study.
IFFCO Phulpur Allahabad is growing at a very good place .As from graphs it is clear that the industrial relation operation in IFFCO Phulpur Allahabad is effective one. There are different kind of welfare schemes like weekly rest ,medical allowance, death relief fund are provided by the company to the employees to maintain the
industrial relation better one . Instead of all that there is also a effective Grievance handling machinery for maintaning it.
1) If the employees are in good condition then it drives their capability to give maximum output to the company IFFCO Phulpur Allahabad had successfully accomplished their target to uplift the standards of the people but somewhere they lag behind to give proper insight into the true benefits availed to the people. In
this context I want to suggest some points that are more or less based on my findings. 2) Implementation of the Code of Discipline. 3) I also found that there is no medical Officer. This is needed to provide quick action in case of any accident. 4) There should be need of improvement in recreation facilities provided by IFFCO Phulpur Allahabad. 5) 4)There should need to increase the retirement benefits provided by the IFFCO Phulpur Allahabad. Both management and unions should develop constructive attitudes towards each other. 6) All basic policies and procedures relating to Industrial Relation should be clear to everybody in the organization and to the union leader. The personnel manager must make certain that line people will understand and agree with these policies.
Employee Name: _______________ Designation: ___________ 1) Are you satisfied with the Working Condition in IFFCO Phulpur Allahabad? a)Yes b)No
2) Are you aware of all the Welfare Activities in IFFCO Phulpur Allahabad? a)Yes b)No
3) Are you satisfied with the wages and incentives provided by IFFCO Phulpur Allahabad? a)Yes b) No
4) Are you satisfied with the provision of toilets at your workplace? a)Yes b)No 5) Are you satisfied the Drinking Water facility in IFFCO Phulpur Allahabad? a)Yes b) No
6) Are you satisfied with the compensation provided by, IFFCO Phulpur Allahabad? a)Yes b)No
7) Are you satisfied with the medical benefits provided by IFFCO Phulpur Allahabad? a)Yes b)No
8) Are you satisfied retirement benefits provided by IFFCO Phulpur Allahabad? a)Yes b)No
9) Are you satisfied with the recreation facilities provided by the company? a)Yes b)No 10)Are you satisfied with the transport facility provided to you by the IFFCO Phulpur Allahabad? a)yes b)No
11)Is there any kind of grievance handling procedure provided to you by the IFFCO Phulpur Allahabad? a)yes b)No
12)Are you satisfied with the grievance handling procedure provided to you by the company? a)yes c)No
13Iif there any suggestion regarding to improve the industrial relation operation in IFFCO Phulpur Allahabad?.Please mention here ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
1) Economic times 2) Business standard 3) The financial express
1) Industrial Relations & Labour laws (fourth edition) by S C Srivastava 2) Personnel Management by S.K. Gupta 3) Human Resource Management (second edition) by V.S.P. Rao
1) 2) IFFCO web site: www.iffco.nic.in Other websites: www.dogpile.com,www.icar.ac.in,www.google.com.