real bayer

8/13/2019 Real Bayer

1/106


2/106

BACKGROUND OF THE COMPANY

Bayer i s a g loba l en te rp r i se w i th co re competenc ies in the

f ie lds o f hea l th care , nut r i t ion and h igh- tech mater ia ls .

Our p roduc ts and se rv ices a re des igned to bene f i t peop le

and improve the i r qua l i t y o f l i f e . A t the same t ime we wan t

to c reate va lue through innovat ion, growth and h igh earn ing

power .

The company was awarded IO !""" and IO #$"""

%er t i f i ca t ions. Thereby capabi l i t ies were ra ised to

&eet customer e'pecta t ions and requ i rements .

As wi th a l l Bayer s i te and businesses , An( leshwar too

cons iders susta inab le deve lopment as a core pr inc ip le .

Over the year , Bayer in An( leshwar has under ta(en var ious

pro )ec ts to he lp enhance the qua l i t y o f l i f e in ne ighborhood

of the fac tory s i te .

om e o f t hi s i nc lu de p ro vi di ng b oo (s a nd c om pu te r i n

p ri ma ry s ch oo l, a s w el l a s e ss en ti al i te ms f or m id d ay

meals in the cer ta in schoo ls .

The p lan ta t i on and ra i n w a te r ha rves t i ng a re some o f t he

other (ey areas in which the company prov ides suppor t .

2


3/106

19th Century

186 3 Bayer is fo rme by Fr !e"r !#h B$yer % $ Mer#h$nt and

&'h$nn Fr !e"r !#h ( e)#'t t % $"yer .

189 6 The passage o f Bayer to Ind ia .

1899 * Asp i r in is o f f ic ia l ly reg is tered on the t rademar( l is t o f the

imper ia l patent o f f ice . Thus, a w inn ing t rademar( is

born.

*+ t h Century

1913 * +i th in " years o f i ts fo rmat ion, Bayer has #","""

employees, $$ sa les o f f ices and # agenc ies around

the wor ld ma( ing i t among the la rgest chemica l

company in /ermany.

19* 9 The Bayer c ross is in t roduced.

19,8 * Bayer es tab l ishes Bayer Agrochem 0r iva te 1 imi ted in

Ind ia .

1963 * The name of Bayer Agrochem change to Bayer 2 Ind ia 3

1 imi ted.

1981 * The Bayer tower b io logy sys tem is ins ta l led in Ind ia the

f i rs t t ime outs ide /ermany.

198- * An inc inera t ion p lant ins ta l led . 4et another s tep by Bayer

towards a c leaner env i ronment .

1991 * Bayer commiss ions an agro-chemica l p lant a t

5 immatnagar , /u)ara t .

3


4/106

*1. t Century

*++* * Acqu is i t ion o f Avent is %rop c ience by Bayer , wor ldwide.

An( leshwar p lant came in to the Bayer fo ld .

*++/ * The name of Bayer 2 Ind ia3 l imi ted change to Bayer %rop

cience 1 imi ted.

*++- * 6ov. sees the launch o f the in tegra ted, /roup-wide

Bayer % l imate 0rogram. The a ims o f th is program

Inc lude reduc ing the company 7s %O emiss ions.

*++9 * In 6ov, Bayer %ropcience comple tes the acqu is i t ion

Of Athen i' %rop. , a pr iva te ly he ld 8. b io technology

company.

*+11 In 9ebruary , Bayer s tar ts up the :;ream product ion

N' N$e OF 7r'"u#t Ty7e) ' Pr'"u#t1 Tria?ophos Insecticide

* O'adiarrgya 5erbicide

3 Bfuresate 5erbicide

/ Aclonifen 5erbicide

, @thoprophos Insecticide

6 6emacur Insecticide

- ;eltamethrin Insecticide

8 9lumethrin Insecticide9 0remethrin Insecticide

1:/;

C'7et!t!


25/106

G'2$ C'7et!t'r)

N': N$e ' the #'7$ny

1 BA9

* ;ow %hemical

3 Total

/Air 1iquids

, ABI%

6 olvay

- Borealis

8 yngenta

Re0!'n$ C'7et!t'r

1:,;

O


26/106

Tal(ing about the culture of Bayer %rop cience7s An(leshwar plant being

the offspring of Bayer family has the quality K attributes of its parent group

i.e. quality consciousness, innovation, creativity and commitment.

The culture of Bayer %ropcience An(leshwar unit which is built by its

human resource is very rich and unique.

.tr$te0!e) F'r Future Gr'?th De


27/106

CHAPTER *

2%


28/106

De7$rtent$ )tru#ture

2&

Lice 0residentAn(leshwar

Lice 0residentAn(leshwar

A%- IA%- IA% IIA% II A% IIIA% III A% ILA% IL

A.I &anufacturingA.I &anufacturing

hift &anagers"$ nos.

hift &anagers"$ nos.

Officers#$ nos.

Officers#$ nos.

hift &anagers" nos

hift &anagers" nos

Operators$ nos.

Operators$ nos.

&anager- 0roduction&anager- 0roduction

hift &angers"$ nos.

hift &angers"$ nos.

Operators# nos.

Operators

# nos.

&anager0roduction&anager

0roduction

hift managers"$ nos.

hift managers"$ nos.

Operators#C nos.

Operators#C nos.


29/106

1:,;

A#t!

Brea(down maintenance of equipments and instruments.

0reventive maintenance of equipments and instruments.

;esign, installation and commissioning of equipments and

instruments. %alibration of instruments legal validation of equipments M

instruments.

Ty7e) ' Pr'"u#t)

Aclonifen

9luopicolide

Benfuresate

O'adiargyl

;eltamethrin

0ermethrin

9lumethrin

@thoprophos

6emacur

2'


30/106

R$? $ter!$ u)e"

&@T5A6O1 ;I IO0FO041A&I6@ 2;I0A3

&IN@; N41@6@ )*+,E-E

&O6O%51OFOB@6@6@ O;I8& %46I;@ A%@TI%A654;FI;@

PH*SPH*.*,S

*/0CH+*.$E

;I%51OFO-O-6ITFO-A6I1I6@

81058FI% A%I; %80FO8%51OFI;@

H0$.*E-

PE.*/$E

54;FO%51OFI% A%I; T5IO641%51OFI;@

05T5A1I%A654;FI;@

S*$,M B

C".B*-")E

54;FO%51OFI% A%I; @T541@6@ ;I

%51OFI;@ 2@;%3

0OTAI8&

%51OFI;@

- P.*P0+

ME.C"P)"-

05@6O1 IO0FO0A6O12I0A3

O;I8&BOFO54;FI;@

S*$,M

H0P*CH+*.)E

O;I8& 54;FONI;@-

O;I8&%AFBO6AT@%O&&@F%IA1

-

- - TFI@T541A&I6@

-

1:6;

3(


31/106

F=5O( CHARTPr'"u#tDet$ethr!n

31

F!tr$t!'n

B:A#!" I .'#*Ch'r!n$t!'n

=n


32/106

1:6;

Pr'"u#t!'n 7r'#e))

;eltamethrin is manufactured by reacting phenocy and withBecistheonly chloride in solvent ethylene ;ichloride in reactor.

The estor is made free of @;% and isomeric inversion is carriedout in solvent Iso = propyl alcohol is presents of ;iisopropyl

Amine in reactor "".

The product is crystallied at acidic p5 and centrifuge.

The dried under vacuum in dryer ".

The dried deltametherin is filled in 5;0@ liners placed in &drums directly from the dryer using the auto filling system.

The drums are then scaled and labeled.

Output of deltametherin is in the range "" P- (g.

6OT@* The process test* a sample of deltametherin technical istested for compliance as per quality plan for finished product.

Ty7e) ' $ter!$ h$n"!n0 eu!7ent) u)e"

9or( lift

5ydraulic pallet trolley

32

Dryer

P$#!n0 Dry!n0Un'$"!n0

?$)h!n0/WL


33/106

C''r"!n$t!'n 2et?een

2A3tores and 0roduction*

The coordination between the production department and store department,is whenever need of product are require raw material than they sendintimation or requisition note or list to store department.

After then finished goods are produced it will be send to stores departmentfor storage purpose.

2B3 0urchased and 0roduction*

The coordination between this both departments are needed when the rawmaterial is not in the stoc(, then the purchased department would placedthe order as per requirement.

The purchased order approved by the authori?ed person, then the supplierof raw material for the requirement.

2c3 0roduction and ;ispatch*

The coordination between both departments is needed when the customerneed arises in the mar(et.

The dispatch department will place the order to the production department.

After receiving the order, if the goods are in stoc( the dispatch departmentwill send those goods to the customers.

And if the goods are not there then the production department will producethose goods according to the customer needs and specification, then goodswill be send to the customer.

2;3 0roduction and @ngineering*

33


34/106

The coordination between both departments emerged when the productiondepartment has a problem regarding their machine an other things, they willplace an order to the engineering department.

T' )tu"y the "et$!) ' $ny )!n0e eu!7ent)

$#h!ne '7er$t'r $n" #'ent) 'n re$te" !#r'

't!'n $)7e#t)*

501%* 25igh performance 1iquid %hromatography3

501% is one of technique which is use for separation, identification, andqualification of different components of analytical mi'ture.

M!#r' 't!'n .tu"y

&achines wor(s on micro procedure controls.

&achine has got very specific, precious, critical, and specific parts ofcomponents those help for operation of machine.

&achine has got specification application.

&achine has to undergo different qualification process till its for real functionapplication.

#3 ;esign qualification3 Installation qualification3 Operational qualification$3 0erformance qualification

pecific standardi?e validated analytical method are used for the productson a machine.

Ch$r$#ter!)t!#) 'r .7e#!!#$t!'n ' F!n!)he" G''")

Det$ethr!n

34


35/106

%haracteristic pecification;escription2character3 +hite to beige %rystalline powder

Identification by 501% hould be positive

Identification by T1% hould be positive

Appearance of the test olution2$Q Toluene3

%lear K colorless to slight yellow

&elting point !." to #"#"%

Optical Fotation2$QToluene3 P . to .;eltamethrin 2A@ 9"C$" 3%ontent

&in. !."Q

1:-;

CHAPTER 3

35


36/106

De7$rtent$ .tru#ture $n" $ $#t!

M$n$0erA"3!n

HR .en!'rM$n$0er

M$n$0erP A

M$n$0erOHC

M$n$0erA"3!n

M$n$0erECC

@!#e Pre)!"entAn8e)h?$r

M$n$0erP A

1:-;

36


37/106

Fun#t!'n) O T!e O!#e

In Bayer %ropcience 1td., the main function of the time office is to see

whether the employees come and leave the organi?ation at the right time

and get their remuneration according to the wor( performed.

Time Office (eeps the records of all the employees including

;ept. 5ead, @'ecutives, Operators, technicians and contract

employees.

Deeps the record of daily attendance.

Transfer of attendance record into through punching into thesystem.

Det$!) =n E7'yee) Per)'n$ F!e

3%


38/106

1:8;

Hu$n Re)'ur#e P$nn!n0 %Re#ru!tent $n" )ee#t!'n

Re#ru!tent

1: M$n7'?er P$nn!n0

5uman Fesources is considered as the assets in the

organi?ation. That is why necessary to ma(e plan for 5umanFesources and this leads to ma(e 5uman ;evelopment andsimultaneously organi?ational development too.

&anpower planning Bayer %ropcience is carried out generally

on need or requirement basis.

/enerally from doing &00 the management came to (now

about the e'cess or deficit of manpower requirement.

The right (ind and proper number of people required only the

basis of assessment process. If the recruitment procedure isdone successful then we can say that the manpower planning isdone correctly.

.r:N': Per)'n$ F!e A#t!


39/106

After ma(ing proper planning it is also necessary for

management approval. &anpower hire requisition is been filledfor new as well as replacement positions.

*: &'2 De)#r!7t!'n

&'2 "e)#r!7t!'n !) n'th!n0 2ut ?r!tten )t$teent) th$t "e)#r!2ethe

;uties,

Fesponsibilities,

&ost important contributions and outcomes needed from a

position,

Fequired qualification of candidates, and

Feporting relationship and cowor(ers of a particular )ob.

3: &'2 .7e#!!#$t!'n Job pecification which tells that what the wor(er is responsible

for doing, how it is done and how it relates to other positionswithin and outside the wor( unit.

The position specification should accurately and completely

describe the permanent duties and responsibilities that areassigned and performed.

/: Re#ru!tent 7r'#e"ure

In Bayer %ropcience the recruitment is done on the basis of

manpower planning.

The company uses two type sources of recruitment.

=: =ntern$ .'ur#eInternal sources refers to the sources, which the recruitment of acandidate ta(es place within the organi?ation itself.

5ear the internal recruitment for both the levels i.e., manageriallevels as well as non managerial level. uppose if there is aninternal recruitment ta(es place then the competent employeebased on his s(ills, e'perience, qualification, etc. are promoted tohigher position.9or internal recruitment information is passed for recruitment ofan employee via, @-mail.

==: E>tern$ .'ur#e

3'


40/106

@'ternal sources refer to the sources, which the recruitment ofcandidates ta(es outside the organi?ation.9or e'ternal recruitment of the candidates the company contactwith many consultancy or employment e'change. also go withthe reference chec(s.

.ee#t!'n Pr'#e))

B% has a systematic procedure for selection of employees. Thefollowing are the procedure for selecting a candidate in B% theyare*-

1: A77!#$t!'n B$n

A candidate is as(ed to fill the application form in his ownhandwriting. In these application blan( it contains manyquestion related to applicants personal bio-data. It includes*

0ersonal Information* 5eight, weight, name, age,marital status, gender, religion, address, contact no,email address, etc.

@'perience

Rualification

9amily bac(ground

Fesume

Fecent photograph

*: (r!tten te)t

+ritten test is administered for few candidates. In written testthere are some questions is to be given related to maths,logical questions, etc. which is to be answered correctly and ifthose candidates whose score above the target set it to beselected.

3: Per)'n$ =nter

%ompany conducts panel interview for applicants who appliesfor the position. A special panel is formed which consists of0ersonnel &anager and Fespective ;epartmental 5eads.

/: F!n$ =nter

A special committee is formed for conducting a final interview.

4(


41/106

The committee includes 5ead of ;epartment, 0ersonnel &anage, and functional department.

,: Pre e7'yent e"!#$ E>$!n$t!'n Te)t

&anagerial chec(up for both managerial K non managerial@mployees. But specially for technical staff wor(ing inproduction department. A candidate must be fit both mentally as

well as physically. In case if any candidate is found unfit heMsheis to be re)ected.

&edical test is ta(en from outside the company and generally ista(en by :;r. 6arendra hah 26av)ivan 5ospital3!2!!ty

+or(s on more than one tas( at a time-shows interestto ta(e more responsibility in his wor( areas.

Ability to ad)ust from one department to the other andability to acquaint with new changes.

Atten"e"$n#e Phy)!#$ F!tne))

Fegularity of Attendance

Feadiness to wor( e'tra if required

9it to wor( any where in the plant

R$t!n0 .#$e ey 'r '

Fee"2$# Pr'#e))

Training is provided in the following ways* In house training by internal faculty is arranged as per the plan.

In house training by e'ternal faculty is arranged as per the suitability and

availability of e'ternal faculty.

@'ternal training is arranged as per the suitability and availability of e'ternal

programs.

43


44/106

On the )ob training is provided to employees of related areas.

Technical training can be e'ternal or internal as per the requirement.

6on-technical and motivational training are mostly e'ternal.

Fecently training related to U5ealth7 was imparted to employees.

Fee" 2$# Pr'#e))

After completing the training program, participate will fill up the action planM

training effectiveness form in duplicate K one copy will be submitted to 5.F

department and participants will (eep one copy for his own reference.

0articipant will write minimum two action plan for implementation*

On implementation of learning7s in the wor( place, a post training

review after three months of the program, the participants will report

the action ta(en for implementation of training and his report will beverify and assessed by his departmental 5ead.

There should have the visible outcome of the program and it7s

impacts on the functioning of the individual M department M

organi?ation. In case of functional training program, the departmental

5ead will ma(e and assessment of how useful the program was for

the department M organi?ation during the post training review.

Ty7e) O Tr$!n!n0 Pr'0r$e) F'r E7'yee) An"

@'#$t!'n$ Tr$!nee)

In order to enrich K develop the (nowledge of its staff, company

underta(es various training K development activities.

Training is generally divided into four types.

#. 9unctional Training K %ross = 9unctional Training* ;epartmental Ob)ectives training

44


45/106

;epartmental O07s Training

%ommon ystem 0rocedure training

A0 operation = RA &odules training

0roblem solving using analytical, logical training

+arehouse management

@'cise Fule and Fegulations training

*: H.E u$!ty He$th .$ety En

&aterial afety ;ata heet training

/: Beh$


46/106

Pr''t!'n 7'!#y

At Bayer %ropcience 1td. promotion decisions are ta(en on the basisof following*

0erformance reviews

Authority K responsibility

Rualification and e'perience required in particular )ob

(e$re A#t!

+elfare activities means provision of various facilities and amenities to

the employees to improve their morale, wor(ing condition, living standard,

)ob satisfaction, productivity and to decrease absenteeism, turnover an

grievance.

46


47/106

9ollowing are the welfare facilities provided to the employees*

r.no. Item @mployees1 8niform taff

e'ecutive

* afety shoes All employees3 Fainy wear All employees/ +inter wear Optr M tech

e'ecutives, Towel Optr M tech

e'ecutives6 oap Optr M tech

e'ecutives- ;iwali weet All employees

8 9amily ;ay All employees9 ports All employees

1+ 1ong ervice Award All employees

*:+;

($0e An" .$$ry .tru#ture

rno.

%FIT@FIA &A6A/&@6T TA99

# 0robation period i' month i' month

6otice period Two month One month

;A 2;earness Allowances3 6ot eligible @ligible

4%


48/106

$ 0roduction Incentive @ligible Bonus

Attendance allowances 6ot eligible @ligible

C 1TA 21eave Travel Allowance 3 ;epends up ongrade

Basic P ;A of lastyear of march

&edical Feimbursement - -

01 2 0rivileges 1eave3 ;ays ;ays

! %1 2%asual 1eave3 ;ays ! ;ays

#" 05 20aid holyday3 ## ;ays ## ;ays## 01 @ncashment @ligible On basis P;A2if

more than "3

# %1 @ncashment 6ot allowed @ligible

# Bonus 6ot eligible eligible

#$ 1 2ic( 1eave3 #" days # ;ays

*:1;

Industrial Felation tructure

Industrial Felation is the relation among the employee of theorgani?ation and the employer, between the employer K tradeunion K govt., etc.

It involves both the internal relation of organi?ation and other

e'ternal relations.

The IF environment of the company is cordial, peaceful K co-

operative. 6o conflicts, stri(es have been observed in the historyof organi?ation.

A#t!

5igher education provided to employees for the organi?ationdevelopment

A"!n!)tr$t!


49/106

Transport

%anteen

ecurity

+ashing the uniform

%ourier service

C'7uter A77!#$t!'n !n HR $n" )'t?$reJ) u)e" t'$))!)t !n HR M$n$0eent un#t!'n

A0

1OT8 version

Training card

4'


50/106

CHAPTER /

Departmental Structure

5(


51/106

1:8;

Bu"0et$ry #'ntr' .y)te Pr'#e))

Budget &anual*

51


52/106

I. He$" #'unt In head count we are consign actual 5.% withbudget 5.% and find out the gap.

a3 8nfilled positionb3 Feplacementc3 Transfer K reorgani?ationd3 6ew position

==: =n


53/106

Budget centers*

Budget centers are either department-wise or product-wise. 5ere, inBayer %ropcience it is ta(en as department-wise and hence plant-wise.

A##'unt!n0 Meth'" .y)te

;ouble entry ystem

F!n$n#!$ .t$teent An$y)!) =n#u"!n0 An$y)!)

=nter7ret$t!'n Thr'u0h R$t!' ' 5$)t * F!n$n#!$ ye$r)

ACCOUNT=NG RAT=O R): =n !!'n;

1; CURRENT RAT=O CURRENT A..ET. CURRENT 5=AB=5=T=E.

*++9 ,$#,!$C M $,"C,# V 1:331

*+1+ ,C"!,C M ,, V 1:,91

=nter7ret$t!'n

5ere we can see that in the year *++9, the ratio was 1:331, while in the year

*+1+ it was 1:,91. 5ence there is a considerable difference between both

years. 5ence in year "#", company is having more liquidity than in ""!. The

increase in %urrent Fatio was due to the fact that there was considerable

decline of #.Q in %urrent liabilities.

*; U=CK A..ET RAT=O CURRENT A..ET. =N@ENTORY DEBTOR.

CURRENT 5=AB=5=T=E.

53


54/106

*++9 ,$#,!$C = ,C," - #,!!,C M $,"C,#

+:+/,1

*+1+ ,C"!,C = ,$!,!! = #,!C,"#$ M ,,

+:+/31

=nter7ret$t!'n

5ere we can see the Ruic( asset ratio of the company for the year ""! and

year "#", in year *++9the ratio was +:+/,1, but it decreased to +:+/31 in

the year *+1+: The decrease was due to decline in %ash K Ban( balance by

#C.Q in the year "#". Though there is huge decline in %ash K Ban(

balance, reduction in Ruic( asset ratio was marginal due to the fact that there

was also decline in %urrent 1iabilities by #.Q in "#".

3;=N@ENTORY TURNO@ER RAT=O CO.T OF GOOD. .O5D

A@ERAGE =N@ENTORY

54


55/106

*++9 ,$," M $$,"" 1*:*, T!e)

*+1+ C,C,## M C",$# 11:8* T!e)

CO.T OF GOOD. .O5D OPEN=NG .TOCK I PURCHA.E. I

- C5O.=NG .TOCK

*++9 C#,!C P ,C$C,!C = ,C"! ,%/-,%+83

*+1+ ,C"! P C,C,! = ,$ 6%6*-%11,

A@ERAGE =N@ENTORY OPEN=NG .TOCK I C5O.=NG .TOCK *

*++9 C#,!C P ,C"! M //-%++3

*+1+,C"! P ,$ M ,6+%,/1

=N@ENTORY HO5D=NG PER=OD 36+ DAY. =n


56/106

*++9 ,$#,!$C = $,"C,# 1%3,+%6-,

*+1+*- ,C"!,C = ,, *%+86%6-3

=nter7ret$t!'n

+e can find that in the year ""!, the net +or(ing %apital was #,",C,

while in year "#" it was ,"C,C, an increase of $."Q. The increase in6et +or(ing %apital was due to increase in investment in Inventories by

.#Q and decrease in %urrent liabilities by #.Q in "#".

,;PROPR=ETORY RAT=O PROPR=ETORY FUND. TOTA5 TANG=B5E

A..ET.

*++9 $,"!,CC M ,"", V +:,61

*+1+,!,! M ,",## V +:-+1

Pr'7r!et$ry un")V hare %apital P Feserve K urplus

*++9- !$,! P $,##$,C! V /%,+9%6*6

*+1+!$,! P ,",! V ,%,9-%9*,

T't$ T$n0!2e A))et)V All fi'ed K current assets = Intangible assets

*++9- ,##C,$$ = #",! V 8%++-%8,,

*+1+,#,!# = ##",C$ V 8%-+-%11-

=nter7ret$t!'n The above ratio shows that there is increase in proprietary

ratio from ".C*# in ""! to "."*# in "#". The increase can be attributed to

increase in Feserves K urplus by almost $.#Q in the year "#".

6;DEBT EU=TY RAT=O ELTERNA5 EU=T=E. =NTERNA5 EU=T=E.

*++9 $,C,C! M $!,CC V+:981

*+1+ ,!,"" M C,"C",! V +:8/1

56


57/106

E>tern$ Eu!t!e)V ecured K 8nsecured loans P %urrent 1iabilities K

0rovisions

*++9 $C,!$C P $,$, V /%86*%698

*+1+ #,#!,$! P ,!,$# V ,%+9-%*++

=ntern$ Eu!t!e)V hare %apital P Feserves K urplus

*++9- ,! P $,##$,C! V /%9-*%6*6

*+1+,! P ,",! V 6%+6+%9*,

=nter7ret$t!'n The above ratio shows that there is decline in ;ebt-equity

ratio from ".! to ".$. The marginal decline is due to in increase in Feserves

K urplus by almost $.#Q in the year "#". K also subsequent increase in

@'ternal equities by .#Q.

-; G:P R$t!' G:P Net .$e) 1++

*++9 !,#$,""! M #,!$","$! W#"" 6-

*+1+ #",, M #C,$,C#! W#"" 63

G:P .$e) C:G:.

*++9 #$,!,"! = ,$," 9%31/%++9

*+1+ #C,!",C! = C,C,## 1+%*-8%,83

Net .$e)

*++9 13% 9/+%+/9

*+1+ 16% */-%61

=nter7ret$t!'n The above ratio shows that there is decline in /ross 0rofit Fatio to

CQ in "#". The decline was due to in increase in 6et ales by #C.Q as

compared to increase in /ross profit only by #".Q.

%osting of the main 0roduct

5%


58/106

CO.T=NG R$? $ter!$ #')t

I M$n7'?er 7$#$0!n0 #')t

I D!re#t $2'ur

Pr!e #')t

Over head* %%0% = conversion cost and pac(ing cost

0robability

&achine activity

0ersonal cost

Ruality o7 head

@nvironment o7 head

ite o7 head

%ompany o7 head

T$>e)

Types of Ta'es*

D!re#t t$>e) income ta', corporate ta' etcX

=n"!re#t t$>e) @'cise ta', sales ta', LAT etcX

R$te) ' T$>e) T!e) ' P$yent

5&


59/106

R$te) T!e '

P$yent

Pen$t!e)

!ntere)t;

Re$r

B$)!# E"u#$t!'n .e#'n"$ry

E"u#$t!'n

!n

Gu$r$t;

E>#!)e "uty #" Q Q # Q th of

subsequent

month

#Q @'cise is levied on

manufacture of fina

product but is

collected on

removed of final

product.

.er #" Q Q # Q th of

subsequent

month

#Q ervice ta' levied

on services

provided.@AT $Q P

#Q 2Add.

rate3

- - nd of

subsequent

month

# Q It is levied by state

govt. if sales are

within the state.

C.T Q of

LAT rate

as

applicabl

e in state

- -

nd

subsequent

month

#Q If sales are outside

the state then %T

is applicable.

*:*;

C'7uter )'t?$re u)e" t' $))!)t !n F!n$n#!$

M$n$0eent

.AP

5'


60/106

CHAPTER ,

De7$rtent$ .tru#ture

6(


61/106

1:9;

A A#t!

All activity technically procurement

Site Procurement

P1 Site Procurement

P2 Site Procurement

61


62/106

0ro)ects

ervices 2facility management, house (eeping, car rental etcX3

&FO 2 maintenance, repairs K operations3

@quipments, machine etcX

Faw material K pac(aging activities are done in powai 2&umbai3

Pur#h$)e Pr'#e"ure

Fequirement 2 specification which is technically approved3

8ser department sends 0F to purchase department.

Fequest for quotation

%ommercial discussion

Internal approval

0O 2purchased Order3

;elivery

/ood receives Technically o( M not o( 2 o( * accept, not o(* re)ect3

payments

@en"'r .ee#t!'n

Lendors are selected on the basis of specification*

;epend up on item

Based on past history Based on own e'perience

Lendor are sent a vendor questionnaires and based on the informationprovided, the vendor are included the list of the approved the vendors.

A visit to the vendor premises may be done to educate the vendor andunderstand M evaluate his capability.

Then it is a continuous process.

Ty7e) ' .t're)

62


63/106

Faw material store

0ac(ing material store

9inished goods material stores

/&0 2 goods manufacturing practice 3 store

Technical store 2@ngineering store3

1inen store

M$ter!$ H$n"!n0 !n )t're)

5ydraulic pallet trolley

mall carrying trolley

%rane

Folling 2 between two pac(s approach rolling case3

&aterial handling tools in warehousing

5igh reach

$ Foad truc( 2 for(lift 3

;oc( leveler

.t're) 7r'#e"ure

.TORE. PROCEDURE

I8@ F@%@I0T 9I6I5@;

/OO;

=..UE PROCEDURE

63


64/106

Bills of material

Feservation through system = Fequisition is informed one day earlier

through system.

Operators receive the information.

Operators will chec( in register whether the material required is in stoc( and

whether it has been approved by Ruality Assurance ;ept.

If it is approved, operator will give shifting order K the material will be

removed from rac(s.

Then material is issued K operator will record how much physical issue will

be made. Issue note is prepared in form of control note.

This note is send to office for further records.

I8@ 9OF&AT

BAT%5 F@L6. IT@& F@R;. 8@; TO%D R1T4. RT4.

RECE=PT PROCEDURE

ecurity chec(s the consignment to (now for which company it has been

brought. Then delivery challan is passed on to office.

0urchase order is then chec(ed in the system.

Then truc(s are ta(en inside and trac(ing number K consignment number

will be serial wise while there will be separate number for raw material K

finished goods.

These consignments are handed over to operator and the unloading dept.

then palleti?e and put pallet number. They chec( the quality, number of bo'es and then random chec(.

64


65/106

This information is entered in registers.

The material is placed in rac(s and also rac( number entry is put in register.

This challan is handed over to time office and the information is entered in

system.

Ruality dept. will chec( from systems what material has come.

Then samples are ta(en.

The parameters are chec(ed and all parameters are chec(ed.

If it meets standard then it is approved.

- If samples are re)ected then Ruality dept. will prepare non-

conformance report.

- tores in charge will stic( tag as Ure)ected7.

- upplier is then contacted and problem is informed.- upplier comes and ta(es bac( re)ected material.

F=N=.HED GOOD. PROCEDURE

0lants place issue note in system.

Allocation of goods is done in system through TO 2toc( Transfer Order3

@veryday there is monitoring.

@ntry in loading sheet is made because before ma(ing final entry in systems

if there is any changes, correction can be done.

1OA;I6/ 5@@T

0FO;8%T BAT%5 6O. R8A6TIT4

Operator receives loading sheet and records the information.

Then loading will be done and later on gate pass is given.

65


66/106

M$ter!$ #'"!n0 )y)te

The material coding system of this industry is machine wise andalphanumerical wise. It means to say that the following e'ample are asfollowed which e'plain it*

E


67/106

CHAPTER 6

6%


68/106

Departmental Structure

*:+;

HOD

M$n$0er E>e#ut!


69/106

All Activities

Faw material analysis

The product should be analysis on the basis of specification *

I. Testing the raw materialII. %ertifying the raw materialIII. In process sample *

@ach K every department has their own criteria

based on their e'periences.

To verify this criterion they submit sample to R.A

department.

Based on this result, they proceed to ne't stage

or otherwise ta(e further action as required.

IL. 9inished goods

After analy?ing the perfect quality of raw material should beshifted to the plant for the further process.

Then completing production process the analy?ing on thebasis of specification the product should be )udge.

And then after it reaches to the customer.

Types of instrument used

501% 2 5igher 0erformance 1iquid %hromatography3

/% 2 /as chromatography3

8L pectra scan

IF 2infra spectra photo meter3

&elting 0oint Apparatus* To find out melting point of solid

product.

Boiling 0oint Apparatus

9lash 0oint Apparatus

Darl fisher* To chec( the water content of material

05 meter* To find out 05 level of material.

Liscometer

6'


70/106

Method of Caliration

In the quality assurance process the method ofcalibration is ta(en (nown component with primary standard.

!arameters Tested in the La

%omponent purity analy?ing

Impurity profile analy?ing

&elting point

Appearance

Boiling Fange

9lash 0oint

%(


71/106

CHAPTER -

%1


72/106

Departmental Structure And All Activities

*:1;

%2


73/106

M'"e O D!)7$t#h 5'0!)t!#

/oods will be loaded into truc(s

Through road ways it will be send to &umbai poat

Then it will be transported through ea ways and Air ways

.'ur#e) O M'"e D!)7$t#h

In the Bayer %ropcience the product should be dispatch through Truc(s.And the name of the transports company*

IF9% 2 Indian Foad 9right %areer3

BOF8D@

+estern AF4A

D!)7$t#h Pr'#e"ure An" F'r$t

+e get e'port order from 5ead office powai in &umbai.

+e sent the detail to the foreign trade department.

They sent to documents to the customers.

Then the detailed of the document will be sent by the customer to us.+hich included information about document, material, and truc( willbe dispatch.

F'r$t

0ac(ing list

@'port invoice

@'port pac(ing list format

@'port invoice certificate

@'cise invoice

AF@ # 2 Application for Femoval of @'cisable goods for invoice3

;elivery challan cum gate pass

1orry receipt

Trem card ecurity gate pass

%ertificate on analysis

Transport chec( list

9orm $"

;ocuments sent to be central e'cise duty for signature.

ealing the container

dispatching

%3


74/106

%4


75/106

TRAINING

&

DEVELOPMENT

%5


76/106

=NTRODUCT=ON OF TRA=N=NG

The efficiency of an organi?ation depends directly on the capability and talent of its

personnel, and how motivated they are. %apability of a person depends on his

ability to wor( and the type of training he receives. +hile his personal capability is

evaluated through proper selection procedure, his training is ta(en care of by the

organi?ation after he has been employed by the organi?ation. ince training

inputs may vary from on-the-)ob e'perience to off-the-)ob training, most of the

organi?ation underta(es some (ind of training for their employees. In Indian

organi?ations, training and development activities have assumed high importance

in recent years because of their contributions to the achievement of organi?ational

ob)ectives.

Training is the process of increasing the (nowledge and s(ills for doing a particular

)ob. It is an organi?ed procedure by which people learn (nowledge and s(ill for a

definite purpose. Training is aimed at improving the behavior and performance of

a person. It is never ending or continuous process.

DEF=N=T=ON OF TRA=N=NG AND DE@E5OPMENT

Training can be defined as the process of bringing the manpower of an

organi?ation to the desired level of performance, behavior and attitude from the

e'isting level or performance, behavior and attitude.

%6


77/106

AD@ANTAGE. OF TRA=N=NG

The advantages of training 0rogramme are numerous. The ma)or ones areas follows*

A trained wor(er gives improved performance. It results into an

increase both in quantity and quality of output. It also adds to the

earnings of the wor(ers because of increase in production.

Training leads to an increase in the s(ills and efficiency of the wor(ers.

It helps them up to develop their potential capabilities.

Trained wor(ers handle machines and equipments much more carefully

Trained wor(ers feel that they are properly cared for and the employer is

sincere to them.

A trained wor(er shows a high degree of self = discipline and self =

supervision. This reduces supervision costs.

Trained wor(ers can ta(e necessary precaution to avoid accidents.

It induces in the minds of the wor(ers a feeling of security and )ob

satisfaction. It raises the morale of the wor(ers.

In case of vacancy arises, it is possible to fill it up, because a trained

employee is already available.

%%


78/106

OB&ECT=@E OF THE .TUDY

To learn more about :Training 0rogrammes K ;evelopment activitiestern$ Tr$!n!n0 Pr'0r$e) $re#'n"u#te" $) 2e'?

MONTH

=NTERNA5 ELTERNA5

Tr$!n!n0

Pr'0r$e)

P$rt!#!7$nt

)

Tr$!n!n0

Pr'0r$e)

P$rt!#!7$nt)

&$n $

Fe2 # #

M$r#h # #

A7r! # M$y #! t't$ 19 /1+ +8 1*

&2


83/106

Re)e$r#h Meth'"''0y

Re)e$r#h P$n

Types of training Training programme

Training needs identificationFesponse of the employees

.'ur#e ' "$t$

0rimary data* Ruestionnaire econdary data* )ournals, annual reports, maga?ines, intranet etc..

D$t$ C'e#t!'n Meth'"

urvey &ethod

P'7u$t!'n ' the )tu"y

# employees

.$7e )!e

" employees

&3


84/106


85/106

*: COMPANY un"er)t$n") the tr$!n!n0 nee") ' y'u

.r: N': P$rt!#u$r N': 're)7'n"ent)

Per#ent$0e;

a3 trongly agree "

b3 Agree # "c3 6eutral "# "

d3 trongly disagree - -

e3 ;isagree "C "

Total " #""

=NTERPRETAT=ON

As the above graph indicates that the "Q of employees thin(s that the %ompany

understands the training needs of employees. +hile "Q of employees disagree

with the statement.

&5

,"

"

"

"

,

#"

#,

"

,

"

,

$"

$,

,"

9N;

trongly

agree

Agree 6eutral trongly

disagree

;isagree

eries#


86/106

3: D' y'u h$


87/106

/: On $n $


88/106

,: =n y'ur ?'r% y'u !n" !t e$)y t' 7r$#t!#e !7eent the tr$!n!n0 y'uh$


89/106

=NTERPRETAT=ON

As the above graph indicates that the .Q of employees agree to find it

easy to practice K implement the training they have received. +hile #"Q

employees are disagree.

6: (h$t '"e ' tr$!n!n0 eth'" "' y'u 7reer 'r u!# ee#t!


90/106

=NTERPRETAT=ON

As the above graph indicates that the "Q of employees thin(s that the

@'ternal training is more useful in quic( K effective learning in the

organi?ation. +hile .C!Q employees prefer internal training over e'ternal

training.

-: The tr$!n!n0 )e))!'n) #'n"u#te" !n y'ur 'r0$n!$t!'n !) u)eu !nenh$n#!n0 y'ur Kn'?e"0e% .!)% $n" Att!tu"e: D' y'u $0ree ?!ththe )t$teent


Per#ent$0e;

a3 trongly agree #" .

b3 Agree # "

c3 6eutral "# .


e3 ;isagree "$ #.Total " #""

'(

.

,"

.

"

#.

"

,

#"

#,

"

,

"

,

$"

$,

,"

9;

trongly

agree


disagree

;isagree

eries#


91/106

=NTERPRETAT=ON

As the above graph indicates that the " Q of employees agree with thetraining sessions conducted in the organi?ation is useful in enhancingemployees Dnowledge, (ills, and Attitude. +hile #.Q employees disagreewith the statement.

8: T' 7er'r 'ther '2) !n y'ur 'r0$n!$t!'n% ?h$t tr$!n!n0 're>7er!en#e ?'u" y'u reu!re


Per#ent$0e;

a3 afety awareness " ".$

b3 6egotiation s(ills " ".$

c3 &achineoperation

" #."$

d3 Behavioral s(ill "C C."!

Total #""

Other An)?er)

5uman resource or I0F

/eneral management

Job specific training

5igher study of training related to )ob description

'1


92/106

%hemical engg. 6 unit operators M (nowledge on A0 system M engg.

%onservation in chem. Industries M presentation s(ills

0iping design

1eadership s(ills

=NTERPRETAT=ON As the above graph indicates that at the same level,

employees required training on safety awareness, negotiation s(ills. And others

required training on specify as above.

9: H'? ?e !) the !nr$)tru#ture ' the Or0$n!$t!'n t' )u77'rt Tr$!n!n0 De

c3 /ood # $"

d3 Average " #"

e3 0oor - -

Total " #""

'2

".$ ".$

#."$

C."!

"

,

#"

#,

"

,

"

,

9N;

afety

awareness

6egotiation

s(ills

&achine

operation

Behavioral

s(ill

eries#


93/106

=NTERPRETAT=ON

As the above graph indicates that the $"Q of employees thin(s thatinfrastructure of the Organi?ation to support Training K ;evelopment

Activities is good. +hile #"Q thin(s that it is average.

1+:A )$ "!)#u))!'n 7re)ent$t!'n t' y'ur #'e$0ue) he7 !n ret$!n!n0 )'!"!y!n0 the e$rn!n0 r' Tr$!n!n0 Pr'0r$e $tten"e" 2y y'u

.r: N': P$rt!#u$r N': '

re)7'n"ent)Per#ent$0e;

a3 trongly agree "

b3 Agree

c3 6eutral - -


e3 ;isagree - -

Total " #""

'3

B

$"

#"

""

,

#"

#,

"

,

"

,

$"

9;

@'cellent Lery /ood /ood Average 0oor

eries#


94/106

=NTERPRETAT=ON

As the above graph indicates that the Q of employees agree with this statement.And Q of employees strongly agree with the statement which indicates thestrong need of introducing K implementing a well built program for those who comeafter receiving e'ternal trainings K their colleagues.

11:(h$t $re the 0ener$ #'7$!nt) $2'ut the tr$!n!n0 )e))!'n


Per#ent$0e;

a3 Ta(e away precioustime of employees

"# .

b3 Too many gapsbetween the sessions

" #"

c3 Training sessions areunplanned

" #"

d3 Boring and not useful "$ #.

'4

BB

" " ""

#"

"

"

$"

,"

C"

B"

"

9;

trongly

agree


disagree

;isagree

eries#


95/106

e3 6one #! C.

Total " #""

=NTERPRETAT=ON

As the above graph indicates that the C.Q of the employees thin( that there isno general complains about the training season while #Q of the employees find itboring K less useful.

1*:(h$t $re the #'n"!t!'n) th$t h$


96/106

Other An)?er)

&onitoring effectiveness of training

%ontents, methodology and location

;epends may includes one or more of above base on nature and sub)ect oftraining

=NTERPRETAT=ON

As the above graph indicates that the $.#Q of employees thin( that trainingmaterial should be upgraded and interferences during the training session shouldbe removed for more effective training programmes.


Per#ent$0e;

a3 Fe-design the )ob " .$#

b3 Femove interference #" ."

c3 Fe-organi?e the wor( place " .$#

d3 8pgrade the information ofthe material given during

training

# $.#

Total #""

'6

B.$#

B."

B.$#

$.#,

"

,

#"

#,

"

,"

,

$"

$,

,"

9;

a3 b3 c3 d3

eries#


97/106

13: (h$t $re the )!) th$t the tr$!ner )h'u" 7'))e)) t' $e the tr$!n!n0ee#t!


98/106

13:O


99/106

Re)ut) F!n"!n0

;uring my course of study I found the Training K ;evelopment system ofBayer An(leshwar good K effective. There are no ma)or things to beimproved but mentioned below are some of the findings of my study.

%ompany understands the training needs of its employees.

As company has a well built Annual training plan for current year, it mayfocus on sharing the same with the employees for better access andparticipation.

On an average employees have attended #" training programs in a yearwhich may be increased by encouraging innovativeness and participation atwor( place.

&ost of the employees implement their learning from the training programto their wor( and self development.

&ost of the employees prefer e'ternal training for effective learning.

&ost of the employees showed their concern and willingness to attend moretraining K e'perience in safety awareness and negotiation s(ills.

Infrastructure of the organi?ation is found to be very good K supporting forthe training activities.

In general most of the employees are satisfied with the training programmesthey receive.

&ost of the employees agreed that the training materialMinformation shouldbe upgraded.

&ost of the employees thought that more training on presentation s(ills Ktechnical s(ills should be give to the trainer

''


100/106

.u00e)t!'n)

As I got an opportunity to study the Training K development functions of thiscompany, I would li(e to contribute some suggestions from my findings ofthe study.

%ompany may consider the designing of Training programmes a little moreeffective K interesting.

%ompany may consider the upgradation of the training material and itsinformation given to the employees during the training session to improvetheir wor( efficiency and (nowledge in their sub)ect area as well as otherareas.

%ompany may do some interesting e'ternal training programmes and alsomotivate the employees to attend the same K also consider some e'trainnovative activities for the internal training programmes as well.

%ompany may encourage the internal trainers to enhance K enrich their(nowledge about the presentation s(ills and technical s(ills.

1((


101/106

C'n#u)!'n

In Bayer %ropcience, I spent wee(s for my summer training. Those daysare my best memorable days in life. In Bayer %ompany I learned about thedifferent departments and their functioning. Bayer %ompany has given megood practical (nowledge for my future wor( life.

In my period of study I also got to attend one in-house group trainingprogram on :9irst Aid K health awareness< which was well structured Kdelivered to the participants.

5ence with the help of my mini pro)ect study K survey, it found that the

Training programmes are necessary K important requirement for acompany. It helps the employee to upgrade their e'isting s(ills and developnew s(ills K abilities. It not only helps them to perform their current )obseffectively but also prepares them for their future avenues.

In Bayer An(leshwar, most of employees are happy with trainingprogramme which are held on a continuous basis. And also the goodinfrastructure provides K supports the training programs to be carried outmore efficiently. Overall the environment K culture of B% is good as almosteveryone is supportive and coordinative.

1(1


102/106

1(2


103/106

"uestionnaire on Training # Development

I, Dhara Jitalia, B.B.A 2nd year Student from Narmada College of Science &

Commerce, Bharuchis undergoing a generalized Summer Training Project. Your

c-operation will help us to complete this study successfully.

All the information given y you shall e used only for Academic purpose.

$% &our 'rgani(ation considers training as a part of organi(ational strategy% Do

you agree with this statement

a) Stronly aree d)Stronly #isaree

) "ree e)$isaree

c)-eutral

*%C'M!A+& understands the training needs of you,

c) Stronly aree d)Stronly #isaree

d) "ree e)$isaree

c) -eutral

-% Do you have easy access to Annual Training !lan / Training calendar made on

yearly asis,

a) Stronly aree d)Stronly #isaree

)"ree e)$isaree

c)-eutral

.% 'n an average how many training programms do you attend in a year,

a) +ess than 1( c)2(4(

)1(2( d)More than 4(

% 0n your wor12 you find it easy to practice # implement the training you havereceived,

a)Stronly aree c)-eutral e)$isaree

)"ree d)stronly #isaree

1(3


104/106

3% What mode of training method do you prefer for 4uic1 # effective learning in

your organi(ation,

a)7ob rotation c)Con8erence 9 #iscussion

)E:ternal trainin d)nternal trainin

e)"ny other! speci8y ;;;;;;;;;;;;;;;

5% The training sessions conducted in your organi(ation is useful in enhancing your

6nowledge2 S1ills2 and Attitude% Do you agree with this statement,

a)Stronly aree c)$isaree e)-eutral

)"ree d)Stronly #isaree

7% To perform other 8os in your organi(ation2 what training or e9perience would you

re4uire,

a)Sa8ety a


105/106

$$% What are the general complaints aout the training session,

a) )a=e a


106/106

B=B5=OGRAPHY

Information ta(en from internet, intranet

%ompany7s maga?ines, annual report, etc.

www.google.com

www.yahoo.com

www,wee(ipedia.com

Feferring others earlier pro)ects as a secondary data.
http://www.google.com/http://www.yahoo.com/http://www.google.com/http://www.yahoo.com/

real bayer

Documents