wage and salary sudha agro neelima

8/13/2019 Wage and Salary Sudha Agro Neelima

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Wage & Salary Administration

CHAPTER-I INTRODUCTION

NEED FOR THE STUDY

OBJECTIVES OF THE STUDY

METHODOLOGY

SCOPE OF THE STUDY

LIMITATIONS OF THE STUDY


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INTRODUCTION

Sudha agro Oil Chemical Industries Limited is a company located at samalkot in East

Godavari District. It is one o the companies in !ndhra "radesh #hich has $een producing rice

$rain oil and stearic acid or last %&years.

It is undisputed act that the marketing mi' places very dominate role in the progress o

the company. (nless the marketing mi' is not maintained in a proper #ay it is diicult to

improve the turnover and proita$ility o the company. )ence the company process the perect

and comprehensive marketing system #hich ena$les to promote the sales* this study is a latest

attempt to understand the procedure adopted in marketing #hich i sel stands as on important

activity o the company. +here is every need to e'amine the a$ove aspects in detail and ine and

the intimate issues #hich have to $rought to light.

+he company #as promoted $y Sri E. ,a-a ,ao #ho has vast e'perience the same line.

+he company #as incorporated on /%0/%12% as a private limited company and $ecame deemed

pu$lic ltd.* company on %3/42/%122. +he company put up a %&4mts per day solvent e'traction

plant in may %125 and is $usiness since then. +he company is situation in an area o 2.16 acres.

+he cost o the prospect #as %01 lakhs 7in %1238 no. o #orking day or the company are 344

days and shits per are 3 shirts. +here are 30% peoples are #orking in the administration unction

o the company out o the technical sta* are skilled and remaining are unskilled.


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+he daily la$our #orking in the company a$out #orkers. In this organi9ation the

ollo#ing are the dierent products and their production commencement data respectively. 34

administrations 014 technical %44 la$our initially the promoters $rought in &3.33lakhs as e:uity

capital out o #hich ,s. .&4 lakhs #as su$scri$ed $y !"IC.


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NEED OF THE STUDY

+he provision o #age and salaries $eyond the statutory re:uirement can make the

employees eel that they are cared $y the management. +his positive eeling can help to dra# a

$etter commitment and co/ordination rom them.

;ages and salaries contri$ute the economic development $y modeling #orkers into a

productive* eicient and committed la$our orce. It is an important actor o industrial relations.

;age and salary administration must #ell planned and organi9ed $y :ualiied leadership aimed

at meting minimum needs o the employees. So* in a long #ay promoting sound industrial

relations and $uilding up a strong national economy.


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SCOPE OF THE STUDY

+he study #as made on #age and salary administration in IC!L I=?D(S+,IES LI>+ED@ includes statutory measures covers payment o #ages

act %136* minimum #ages act %152* employees state insurance act %152 and employees

provident und act %1&0. non/statuary measures cover attendance allo#ance* night allo#ance*

-o$ evaluation evaluation techni:ues* e:uita$le #ages* polices and practices o #age and salary

administration


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OBJECTIVES

%. +o revie# #hether the #age and salary are perectly administration in the organi9ation

0. +o kno# the various $eneits provided to the employees in the organi9ation

3. +o study the ormulation o #age policies in the organi9ation

5. +o study ho# -o$ evaluation techni:ues are ollo#ed in the organi9ation

&. +o kno# that the e:uita$le #ages and salaries are provided to the employees in the

organi9ation.


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METHODOLOGY

Data is collected through primary data and secondary data.

",I>!,A D!+!

"rimary data is the data* #hich is collected or the irst time $y investigator through

:uestionnaire and intervie#s or the management o IC!L

I=D(S+,IESB $y visiting various departments and o$serving employees and their attitude

to#ards the #ages and salaries provided $y the organi9ation.

",OCES O G!+)E,I=G I=O,>!+IO=

uestionnaire #as prepared according to the needs and priorities o the company.

+his :uestionnaire has to collect all the inormation regarding the :uestions.

+he survey has to $e conducted on this* #hich consists o sample si9e o &4 employees #ithin

the S!OCL.

;hile surveying the opinions o the people are taken into records.

SECO=D!,A D!+!

Secondary data is the data* #hich is already collected $y some person* internet* -ournals etc.


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+hrough simple random sampling o the primary data* there is no e:ual chance o including each

and every employee o the organi9ation. +he sample si9e is &4 #here in there and e:ual chance

o each and every employee to e'press their opinion regarding provision o #ages and salaries

$y the management o the company.

LIMITATIONS

+he pro-ect #as made only or t#o months and as the time #as very less it #as not

possi$le to conduct a in/depth study

+he sample si9e* #hich I had preerred* #as only &4. this may not represent the #hole class o

the employees.@

! num$er o $iases may creep into the study $ecause o the employeeBs uncertainty a$out their

o#n.

ie# due to tension* an'iety and other things they did not give more inormation

?ecause o the conidentiality* they did not given much inormation.


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CHAPTER-II

Industry pr!"#$


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0. !nnual oil seeds like groundnut* rape seed* mustard* sea same* =iger* Sunlo#er

soya$ean and tin seed. Out o these custard and tin seed are no edita$le types.

3. >inor oil seeds like salseed* neem ka ranga* Fusum* mahura etc.

5. Oil su$tend through technology process such as e'tractions rom rice $ran* cotton seeds.

;e are at present tapping the potential a$out 0& to 34 o the availa$le the sources.

Even though the industry is #orking hard to meet the demand in the oils there is some

deect in the production to meet the demand oils. ?ecause o the Government has to import oil

orm the other oil producing countries.

Due to this #e are loosing lot o oreign currency $ecause o this #e have to increase oil

production and sel suiciency in the oils should $e achieve #ith in the shortest possi$le span o

time.

+he ollo#ing ta$le gives the average yield o oils per unit area or various oil seeds.

AVERAGE YIELD OF OIL PER UNIT AREA.

Oil Seed !verage oil yield per hectares

"alm 3044/3&44

Coconut %144/0444Caster 044/00&

Sesame 344/30&

>ustered 3&4/3&

Lin seed 544/5&4

Ground nut 644/60&

In India most o the production comes rom rainall areas* and hence there are #ide

luctuations in production o#ing to monsoons/progress in the evaluation and introduction o


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high yielding hy$rid varieties are poor #hen compared to #hen rice and cotton etc. o#ing to

these actors* yield pro-ector is very lo#.

!s seen rom the a$ove ta$le palm oil gives highest yield in terms o the output

generation rom on hectare o land used or it. ;hile considera$le contri$ution is also done $y

coconut other products yield is very lo# compared to palm and coconut. Aet suita$ility o lands

is an important actor in decinding up on the cultivation. Custer sesame lin seed can $e cultivated

on use less land #ith least #ater acility. +hus there is no opportunity cost o using them.

SOLVENT EXTRACTION INDUSTRY IN INDIA

Solvent e'traction industry is purely an agriculture $ased industry. Solvent e'traction is

done rom the various agriculture products* i.e.* rice $ran soya $ean* salseed* neemseed*

decordicate oil cakes etc.*

+he e'traction can $e done #ithout changing the properties o the ra# material. In vie#

o the agriculture dependence* this industry occupies a signiicant role in Indian economy

$ecause the most o the Indian population depends on the agriculture.

+he overall installed capacity o the industry in India is 0*66*%4*44 mts. "er year and the

total num$er o solvent e'traction plenty in India is 5.0% most o the solvent e'traction is done

rom the rice $ran in India. India installed capacity o the e'tracting units using rice $ran as ra#

material is 1*35*%44 mts and the no o plants in this type industry is %3&.


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In vie# o the gro#ing demand or oils and or cattle eed solvent e'traction industry is

very important and it plays important role in Indian economy. +he present gro#th rate o the

industry is around &.

"reviously the oils o$tained $e solvent e'traction process are used in the manuacture o

soap and detergents. ?ut #ith the recent developments in the e'traction technology and in the

e'traction process the solvent e'traction plants are a$le to produce reined cooking grades oils*

#hich is scale commodity in India and the various grades o static acids #hich are useul in

various Industrial development.

+he activities o this industry are nominated $y the solvent e'traction association o India

located at >um$ai.


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AN OVER VIEW OF BY PRODUCTS

=on/ traditional oil can play important role in the achievement o oil sel suiciency in

our country. Cotton seen has already esta$lished i sel as an important. Oil source. ,ice $ran is

ast catching up #ith cotton seed. ,ice $ran has great potential in the uture. +he minor oil seeds

are slo#ly graining importance mainly $ecause o their lo# cost. I the policy makers can

encourage or orce the industries to e'ploit the vast :ualities i minor seeds. +he edita$le as #ell

as non edita$le oil demand can $e met in an eicient manner. Oils rom $y products.

+here are several $y products agro $ased industries #hich are utili9ed to o$tained oil

either or industrial or edita$le process. Cotton seed* ground nut cake* rice $ran are the important

sources at present.

+he picture scarcity o oils has $een hunting our nation economy in dierent degrees

ever since the $eginning o seventies. Lately since %1 huge imports o oil have $ecame a

necessity o prevent the raise in prices and e:uali9e the demand the supply gape $y spending a

huge amount o oreign e'change. +he crises has $ecame more serious o the stagnancy in the

production o traditional oil seeds mainly ground nut* mustered on one in eiciency utili9ation o

the vast availa$le rice $ran and manor oil seeds on other hand. In act the rice $ran oil can

augment su$stantial :uality oil in many !sian countries oil can augement su$stantial :uality oil

in many !sian countries like -apan* ?urma* +hailand #here the rice $ran has come to stay as a

cooking medium and also industrial purpose.


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! conerence organi9ed $y solvent e'traction association o India in %1 on rice $ran

oil. !ter this conerence the signiicant trails or #ere taken up $y our industrial organi9ation in

the ield o oils made in the oils made in the oil industry in India. >any learned and eminent

industries technologies and manuacturers spoke a$out moderni9ation o rice $ran processing to

produce rice $ran oil #ith :uality and lo# ..!. contant $y installing moderni9ed machinery

and reineries to produce good :uality rice $ran oil.

In India the availa$ility o rice $ran is very heavy in :uality. ?ut the pro$lems aced $y

rice mills solvent ..! in rice $ran de# a'ing* neutrali9ation* $leaching and physical reining

etc. present shortage o oils production in India is not enough to meet the demand in the

domestic market.

+he rice $ran oil produced in the year 0444/044% is 60&13 metric tons 7540&&3 mt

edita$le and 00&454 industrial8. Even though the industry is doing #ell there are some pro$lems

acing itsel.


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CHAPTER-III

C%p&ny Pr!"#$


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COMPANY PROFILE

+he company selected or this study is sudha agro oil and chemical limited. "ost $o' no

1* samalkot. +he company #as promoted $y sri E. ra-a rao #ho has vast e'perience in the same

line. +he company #as incorporated on /%0/%12% as a private limited company and $ecause and

$ecame deemed pu$lic ltd.* company on %3424%122. the company out up a %&4mts per day

solvent e'traction plant in may %125 and is $usiness since then. +hen company is situated in an

area o 2.16 acres. +he cost o the5 prospect #as %01 lakhs 7 in %123 8 no. o #orking day or the

company are 344 days and shits per are 3 shits. +here are 30% peoples are #orking in the

administration unction o the company out o the technical sta* are skilled and remaining are

unskilled. +he daily la$our #orking in the company an out #orkers. In this organi9ation the

ollo#ing are the dierent products and their production commencement data respectively. 34

admini1stration 014 technical %44 la$our initially the promoters $rought in rs.&3.33lakhs as

e:uity capital out o #hich rs..&4lakhs #as su$scri$ed $y !"IC.

Sudha agro oil and chemicals industries ltd.* 7S!O!CIL8 and e'isting proit marketing

and divided paying company* #as promoted $y sri E. ra-a rao #ho has vast e'perience in the

same line. +he company #as incorporated on /%0/%12% as a private limited company and

$vecame deemed pu$lic ltd. Company on %3/2/%122. initially the promoters $rought in

rs.&3.&&%lakhs as e:uity capital out o #hich rs..&4lakhs a e:uity capital out o #hich

rs..&4lakhs su$scri$ed $y S"IC. Su$se:uently &444 shares in the year %12 and 0&44 shares in

%110 #ere $ought $ack $y the promoters in the year %113/15 the company issued a $onus shares


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a 50254 shares at rs.%44 paid at a ratio o &H5. out o the reserves o rs.%.6%lakhs $y

su$scri$ing 06& shares per and &55& shares at a premium o rs.&4 per share o rs.%44 paid up.

In the year %116/1 the e:uity capital #as urther increased to rs.00&.44lakhs $y su$scri$ing.

5314 shares at per $y the e'isting promoters. +hus the e:uity capital o company stood up at

rs.%%3.6% on 3%/3/%11.

+he company paid %4 dividend on e#uity in the irst year itsel and is continuously paying

dividend or the past eight years.

PROMOTERS OF THE COMPANY:

+he chie promoters o the company is Sri. E.,a-a ,ao* ?.!.* #ho #as earlier associated

#ith the promotion o Go#thami Solvent Oil Ltd.* !s an E'ecutive Director* he has aged a$ove

64 years and has 0& years o e'perience in the oil and ats $usiness.

BOARD OF DIRECTORS

Sri E. ,!! ,!O chairman cum managing director

Sri E. ,!>!F,IS)=! e'ecutive director

Sri >. S(??!,!O director

Sri G. >.F >O)!= ,!O director

Sri >.E=F!==! director

Sri ?.. ",!F!S) ,!O director

Sri . ?)!L! >O)!= D!S director


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Sri E. ra-a rao is the chairman and managing director o the company he looks ater the daily

transaction o the company. )e is assisted $y his son sri E. rama Frishna e'ecutive director* #ho

looks the ra# material procurement and oil sales.

Sri !. =agendra* he is also loks ater the procurement o ra# material and selling o reined oil

deiled meals* stearic acids etc.

Sri L. a$$ulu cho#dary* he looks ater the entire production activity in all plants.

Sri S. meera* he looks ater the account o the company.

Sri !.. rama reddy* he has $een serving this company or the past 2 years.

Sri G.?. ,aveendra* he looks ater the sales o stearic acids.

AUDITORS :

>Js. ?,!)>!AA! K CO.*

Charted !ccountants

3/%6C/54J%* 2th,oad*

Ga9ette Oicers Colony*

Shanty =agar*

Fakinada.

BANKERS :-

State $ank o India

Commercial ?ranch

Fakinada


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FACTORY & REGD. OFFICE:-

%1/%/500* G.,agampeta*

"ost ?o' =o.1

Samalkot/&33554

East Godavari District*

!ndhra "radesh.

MANAGEMENT :

+he ollo#ing inancial e'ecutives #ho have good amount o e'perience in the oils and

chemicals ield urther assist the >anaging Director and E'ecutive Director.

=ame !ge ualiication Service unction

Sri.!.=arendra 54 Engineering

Graduate

%4 Aears ,a# materials

and oils sales

Sri +. =arasimha ,ao 5& Oil

+echnologist

03 years "roduction

!ctivity

Sri. S. >eera &0 Commerce

Graduate

06 Aears !ccounts o the

Company

PRODUCTION FACILITIES :

+he company initially started #ith a %&4 +"D rice $ran solvent e'traction plant in %120

and su$se:uently e'pended its acids* glycerin and o'ygen. +he particulars o the various plants

installed in the companyBs e'isting premises given $elo#.

=!>E O +)E I=S+!LL LED C!"!CI +A +"! Date o commence


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"L!=+ +"D ment o production

Solvent e'traction

plant

%&4 5&*444 >ay* %123

)ydrogenation

"lant

&4 %&*444 >ay* %16

Chemical ,einery 54 %0*444 e$ruary* %115

atty !cids plant 54 %0*444 Septem$er* %115

Glycerin 0 644 !pril * %116

O'ygen ?ottling %66 &*44*444 e$ruary.%11

"o#er "lant 7>;8 5 %*244 Decem$er*0444

+he company had started the solvent e'traction plant on its o#n ill in %121/14 and it ran

this on -o$ #ork $asis #ith minimum :uantity guarantee to I+C limited. !nd Essar Gu-arath

Limited rom Septem$er %114. Due to shiting o -o$ #ork processing the operating capacity o

the plant came do#n rom 25 to 66. =o# this plants running on its o#n.

+he company has entered a processing agreement or its hydrogenation plan #ith Colgate

"amolive 7%8. Ltd. +he process a minimum :uantity o 0*544 >t. per year and the agreement is

rene#a$le every year. Colgate "almolive 7%8 Ltd also supplied electrolysis e:uipment on hire

purchase $asis or the period o three years commencing rom year %11& =ovem$er.

EXPANSION SCHEME EXECUTED :

Company commended its %&4 +"D solvent e'traction plan in >ay %126 at a cost o %35

lakh and the pro-ect #as partly inanced $y !"SC and !"IDC $y sanctioning a term loan o 34

lakhs and 36.4 lakhs respectively. +his term loan repaid in scheduled time. In >ay %126 it

commenced a 34 "+; hydrogenation "lant to harden commercial rice $ran oil or soap at a cost

o 66 lakhs. !"IDC partly inanced this pro-ect $y sanctioning the term loan o 31.65 lakhs. +his


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laon #as also repaid in the scheduled time. In %126 the company took a loan o ,s. &.24 lakhs

rom !"+S or purchasing a generator. In %110 they took a term laon o ,s. %1.64 Lakhs rom

!"IDC or purchase o a $oiler. +hese t#o term loans also repaid in time. In %113 company

added seed prepatory system at a cost o ,s.%6.04 Lakhs a its o#n unds.

In %113 the company took an e'pansion and diversion programme in a phased manner $y

o$taining the inancial assistance rom ID?I. In %113 it took loan o ,s. 5%4 Lakhs to part

inance its 34 +"D chemical reinery and 04 +"D atty acid palnt in %115. In the year %11& the

company #ent or urther e'pansion and diversiication it took ,S. 364 Lakhs rom ID?I and

increased capacity rom 34 +"D to &4 +"D.

+he company is $anking #ith state $ank o India "eddapuram $ranch since inception and

it presently en-oying #orking capital und $ased limit o ,s. 644 Lakhs. =on und $ased limit o

,s &4 Lakhs. +he company is maintain good inancial relationship #ith dierent inancial

institution. ;ich are e'tending loan acility. +he repayment o loan is made in time.

Dealing #ith inancial institutions and $anks as on 3%st!ugust* %11 is given in the

ollo#ing ta$le.

PERFORMANCE

+he company is regular in $oth earning the proit and declaring the divided to its share

holder. +he turnover in %110/13 and %11&/16 #ere lo# due to reason that unit under took -o$

#orks or I+C Limited and Essar Gu-arat Limited. +he turnover started increasing rom %116/1

on #ords due to diversiication o the activities in a phased manner. +he company could not

sho# a net proit in %112/11 as it changed the method o depreciation rom straight lime method


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to #ritten do#n value method. Due to availa$ility o surplus in proit and loss account the

company declared divedend o %& on its e:uity capital on proportionate $asis.

RAW MATERIALS :

+he main ra# material o this unit is rice $ran and rice $ran oil. +he unit re:uires a

:uantity o %&4 >t. o rice $ran per day and %44 >t. o rice $ran oil per day. +he company is

located in the center o East Godavari District surrounded $y huge num$er o rice mills. Since

the company is %& years old it esta$lished a strong net#ork or procurement o rice $ran. +he

re:uired rice $ran is produced through urgently $rokers #ho collect rice $ran orm mills at the

price indicated $y the company depending on the marketing luctuations. +he company has 34

$ran agents in Godavari District* Srikakulam and Southern Orissa.

Out o the %44 >t. o rice $ran oil around %& tones per day availa$le rom the solvent

e'traction plant o the company.

+he chemical such as nickel catalyst* caustic soda* sulphuric acid* phosphoric acid

$leaching earth etc.* are availa$le in the re:uired capacities to run the plan at envisaged

capacities.

PRODUCTION PROFILE

THE RAW MATERIAL

+he ra# material the solvent e'traction or is rice $ran. +here are t#o varieties o rice $ran.

%. ra# rice $ran

0. $oiled rice $ran


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+he oil contents is ra# rice $ran is %6 and in case o $oiled rice $ran it is %1 the

purchase price o rice $ran in i'ed on the $asis o oil content. !ccordingly o oil content is less

that %6 the price #ill $e reduced proportionately* and i oil content is more than %6 a

premium #ill $e paid proportionately. Similarly in the case o $oiled $ran re$ate o premium is

considered on the $asis o %1 oil content.

+he $ran is usually procured through agents appointed $y company or directly rom the

rice mills. +he ater arrival is tested in the la$oratory or its oil content and ! 7ree aulty

acid8. ?ased on this la$oratory results the payment #ill $e made. In the case o $oiled $ran the

! content in it 3 #ill $earound 5 to i it is processed #ith in 3 days rom the day o

production $y the rice mills. +he ! content in rice $ran increased to ma'imum 64 i they are

stored $eyond %4 days. +he advantage o processing lo# oil 7that is 5& to %& 8 is that it can

$e used or manuacture o reined rice $ran oil.

THE RAW MATERIAL CONSUMEND LAST THREE YEARS

S.=o "articulars 0442/044 044/0446 0446/044&

%. ,ice ?ran Oil

!8. uantity 7>.+.8

?8. alve 7,S8

02*5&2

33*%&*%&*0&2

%2*02

%2*5%*&6*3%3

%5*333

1*6&*1*500

0. ,ice ?ran 5*1%0 30*42 36*561


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!8. uantity 7>.+.8

?8. alve 7,S8

%2*%*%5*3&0 %3*2*44*26% %5*%4*0*05

HYDROGENATION PLANT FLOW CHART

CO>>E,CI!L G,!DE

,ICE ?,!= OIL

)AD,OGE= G!S!(+O CL!E OIL

)AD,OGE=!+IO==ICFLE C!+!LAS+


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DESCRIPTION OF THE CHAPT -1

+he commercial grade rice $ran oil is taken in to an autoclave. )ydrogen and nickel

catalysts are than put into autoclave and than stirred. In the process the oil a$sor$s the hydrogen

gas. +he hydrogenated oil then $leached to remove color and other impurities. +he oil is then

cooled to temperatures o 24 degree centigrade. +he cooled oil is then iltered and the inal oil is

stored or scale.

?LE!C)I=G

COOLI=G +O 244C

IL+,!+IO=

)AD,OGE=!+ED OIL


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CHART -2

FATTY ACIDS PLANT FLOW CHART

FATTY PLANT FLOW CHART

,ICE ?,!= OIL

",E +,E!+>E=+


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DESCRIPTION OF CHART 2

+he commercial grade rice $ran oil is ist pretreated to remove impurities and oreign

maters. !ter pre treatment the oil is run through splitting to#er to separate the atty acids. +he

oil is then cooled and distilled at a high temperature o 0& degrees centigrade o heat. +he

!+ S"LI+I=G

COOLI=G

S;EE+ ;!+E,

+,E!+E>E=+

DIS+ILL!+IO=

",OCESS

C,(DE GLACE,I= )AD,OGE=!+IO=

GLACE,I= ,EI=I=G

,EI=ED GLACE,I=

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


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distilled atty acids are then hydrogenated and run through a lakers. +he stearic acids thus

lakers are $agged and stored or scale.

+he s#eet #ater o$tained at the splitting to#er contain glycerin. )eating process in the

glycerin/relined unit reines the5 crude glycerin. +he reined glycerin i 14 purely is then

stored in drum or sale.

REFINERY PLANT FLOW CHART

EDI?LE G,!DE 7LO;

..!. ,.?. OIL8

",E/+,E!+>E=+ K

;!+E, ;!S)


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DESCRIPTION

+he commercial grade rice $ran oil is taken into an auto clave. )ydrogen

and nickel catalysis are then put into auto clave and then stireed. In the process oil

a$sor$s the hydrogen gas. +he hydrogenated oil then $leached to remove colour

=E(+,!LI!+IO=

?LE!C)I=G

IL+,I=G

DEODO,I!+IO=

IL+E,I=G

,EI=ED OIL O, S!LE

SO!" S+OCF

S(L")(,IC !CID

+,E!+>E=+

;!+E, ;!S)

!CID OIL


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and other impurities. +he oil is then cooled to temperatures o 24 C. the cooled

oil is than iltered and the inal oil is stored or sale.

+he soap stock 7atty acids o$tained rom the neutrali9ation process is

treated #ith sulphuric acid and then #ashed8. +he oil thus o$tained is called as

acid and is stored or sale or or urther use in the atty acid plant.

CHART -!

SOLVENT EXTRACTION PLANT FLOW CHART

,ICE ?,!= OIL

"ELLE,ISE,


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DESCRIPTION OF CHART-!

+he rice $ran received rom various rice millers is irst ed into a "elletier machine to

convent the $ran. ;hich is in po#der rom into pellets. +hese pellets #hich are run through a

pellet cooler to reduce the heat in the pellets. +hese pellets are ed into the e'traction conveyor

through conveyors. +he e'traction $ed he'ane is poured on to the $ran pellets. +he he'ane

#hile passing through the $ran pellets* a$sor$s the oil content in the $ran. +his mi'ture o oil

EM+,!C+IO= ?A

)EM!=E

DO? N )EM!=E>ISCELL!

7)EM!=E N ,.?.OIL8

D,IE, +O !S+E,E!"O,!+IO=

",OCESS

)EM!=E O,

,ECI,C(L!+IO=)EM!=E O,

,ECI,C(L!+IO=

,.?.OIL +O

S+O,!GE +!=FS

DO? O, S!LE


33/73


and he'ane is called as miscella. +he he'ane in oil is then separated $y condensation process.

+he oil thus o$tained is stored in storage tanks or sale or or urther use in other plants.

+he de/oiled $ran. ;hich still contains traces o he'ane* is run through direct to aster to

recover the he'ane. +he de/oiled $ran 7DO?8 #hich is ree rom he'ane is $agged or sale.

+he he'ane recovered $y condensation process is recalculated or use in the e'traction

$ed.

PERSONAL PROFILE

Sudha agro oil and chemical industries ltd. Is manned #ith nearly 544 personnel

categori9es into supervision* administration. "lant #ork shop* la$oratory stores* godo#n etc.*

administration. "lant #ork shop* la$oratory sto1res* godo#n etc.* the #elare activities or these

personnel is look ater $y the e'ecutive director. +his $eing an agri/$ased actory there is

demand or the la$our during the session. +he relation ship $et#een the management and

employees is very cordial.


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MARKETING PROFILE

>arketing activities in Sudha agro oil and chemical industries ltd.* looks ater $y the

sales department. +he sales department is #orking under the guidance o >.D o the company

and the e'ecutive director o the company. )ead o the sales department is sales oicer and the

is assisted y the sales in charge.

+he company is en-oying good demand or their products in the market* due to this the

company is not interested to promote their products. +he prices o the products are generally

depends and or the product and the market rate in >um$ai. Due to there the company is not

much their $etter a$out the promotion and place. +he company in paying much importance o

their products and place.

+he company is producing a #ide range o products. >any products produced $y the

S!O!CIL are industrial goods. +hese goods are using as ra# material in some industries. +his

is the reason #hy the company is en-oying god demand or their products.

+he company adopts a good distri$ution channel net#ork to sell their products. +he

company appointed agents and esta$lished sales depots to sell their commercial grade rice $ran

oil and satiric acids. +he sales department $ooks the order only ater negotiating #ith the parties

and also take care o e'ecution o the contact* reali9ation o de$tors and collection o statuary

ta'es i.e.* sales ta' e'cise ta' etc.


35/73


!nalysis and interpretation

In S(D)! !G,O OIL C)E>IC!L I=D(S+,IES* 544 "eople are #orking in it at present

according to the company status. !s it is a oil processing unit it is the sole responsi$ility o the

company to look ater the #ages and salaries according to the need o the employees. It also has

to consider the pro and cons o the #ages o the #orkers so that they get motivated. I the

#orkers needs are satisied* the satisaction acts as a driving orce $y #hich the #orkers put their

ma'imum eort on #ork* #hich in turn helps in increasing the company productivity.


36/73


In this analysis more num$er o employees are #orking* only a responsi$le no o employees are

consider rom dierent departments $y #hich #e can a$le to come across all the crucial persons

i the organi9ation so that their vie#s are recorded and are su$mitted to the company. +his helps

the company to ind out their #ages and salaries are receiving the employees to #hich they are

designed and make them satisied.

CHAPTER-IV

T'$r$t"(

Fr&%$)r*


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WAGE & SALARY ADMINISTRATION

A THEORETICAL APPROACH

;age and salary administration reers to the esta$lishment and

implementation o sound policies and practices o employee compensation. It

includes that areas as -o$ evaluation* surveys o #ages and salaries* analysis o

relevant organi9ational pro$lems* development o maintenance o #age structure.

;age payment* incentives* proit sharing* controlling o compensation costs and

other related items.

+he $asic purpose #age and salary administration is to esta$lish and

maintain and e:uita$le #age and salary structure. +he #age and salary

administration is to esta$lish and maintain and e:uita$le #age and salary structure.


38/73


+he #age and salary administration is concerned #ith the inancial aspects o

needs* motivation and re#ards.

OBJECTIVES :

+o gather inormation relating to -o$ description* -o$ speciication and employee

speciications o various -o$s in an organi9ation. ! #age is the remuneration paid* or the service

o la$our in production* periodically to an employee


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+here should $e a deinite plan to ensure that dierences in pay o -o$s are $ased up on

variations in -o$ re:uirements* such as skill* eort* responsi$ility or -o$ or #orking

conditions and mental and physical re:uirements

+he general level o #ages and salaries should $e reasona$ly in line #ith that prevailing

in the la$our market.

! plan should careully distinguish $et#een -o$s and employees. ! -o$ carries a certain

#age rate* and person is assign to ill it at that rate.

E:ual pay or e:ual #ork that is i t#o -o$s have e:ual diiculty* the pay should $e the

same regardless o #ho ills them.

E:uita$le practices should $e adopted or the reorgani9ation o individual dierences in

a$ility ad contri$ution. or some units* this may take the orm or rate ranger. ;ith in

grade increases* in other* it may $e a #age incentive plan* in still othersH it may take the

orm o closely integrated se:uences o -o$ promotions.

+here should $e clearly esta$lish procedure or hearing and ad-usting #age complaints

+he employees and trade unions* one should $e inormed a$out the procedure used to

esta$lish #age rages. Every employee should $e inormed o his o#n position and o the

#ages and salaries structures. Secrecy in #age matters should not $e used as a cover/up

or unreasona$le #age programme.

+he #age should $e suicient to ensure or the #orker and his amily reasona$le

standard o living. ;orker should receive a guaranteed minimum #age to protect them

against condition $eyond their control.

+he #age and salary structure should $e le'i$le so that changing conditions can $e

easily met.


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or revision o #ages* a #age committee should al#ays $e preerred to the individual

-udgment* ho#ever un$iased* or a manager.

+he #age and salary payments must ulill a #ide variety o human needs* including the

need or sel/actuali9ation.

=ature and purpose.

+he $asic purpose o #age and salary administration Is to esta$lish and maintain

an e:uita$le #age and salary structure. ItBs second o$a-cetive is the esta$lishment

and maintenance o an e:uita$le la$our cost structure. +he #age and salary

administration is concerned #ith the inancial aspects o needs* motivation and

re#ards. >anagers* thereore * analy9e and interpret the needs o their employees

so that re#ard can $e individually designed to satisied these needs.

CO>"E=S!+IO=* ;!GEKS!L!,A

Compensation may $e deined as money received in the perormance o #ork* plus many kinds

o $eneits and services that organi9ations provide their employees. >oney is included under

direct compensation* and may consist o lie accidents and health insurance.

CO=CE"+S O ;!GES

;hile evolving* #age policy 3 concepts o #ages namely

%8 minimum #ages

08 air #ages

38 living #ages


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these are $roadly $ased on the needs o the #orkers* capacity o the employees is pay K the

several economic conditions prevailing in a country.

>I=I>(> ;!GE

>inimum #age is the one* #hich provide not merely or $ase su$stance o lie* also or the

preservation o the eiciency o the #orker. or this purpose* the minimum #age must also

provide or some measure o education* medical re:uirements and amenities. >inimum #age

may $e ed $y an agreement $et#een the management and #orkers. ?ut is usually determined

through legislation. In the i'ation o minimum #ages* $esides the needs o #orkers* other

actors like a$ility o the concern to pay* nature o the -o$s and so on* are also considered.

!I, ;!GES

Is understood in 0 #ays in a narro# sense* #age air i it is e:ual to the rate prevailing in the

same trade and in the neigh$orhood or similar #ork in a #ider sense it #ill $e air i it is e:ual

to the predominant rate or similar #ork throughout the country and or trades in general air

#ages can $e i'ed only $y comparison #ith an standard #ages.

LICI=G ;!GES

Living #age is a step o higher than air #age.. living #age may $e descri$ed as one #hich

should ena$le the earner to provide or himselJhersel and hisJher amily not only the $ase

essentials o lie like ood** clothing and shelter* $ut a measure o rugal comort including

education or children* protection against ill health* re:uirements o essential social needs* andJor

measure o insure against the more important misortunes including old age. ! living #age must


42/73


$e i'ed considering the general economic conditions o the general economic conditions o the

country. +he concept o living #age* thereore* varies rom country. In inida* minimum is

determined mainly or s#eated.

!C+O,S I=L(E=CI=G ;!GE S!L!,A S+,(C+(,E

%. organi9ationBs a$ility to pay

0. supply and demand o la$our

3. the prevailing market rate

5. the cost o living

&. living #age

6. productivity

. -o$ re:uirements

2. managerial attitudes

1. trade unionBs $argaining po#er

%4. psychological and sociological actors.

+A"ES O ;!GES

+ime #age H this is a oldest and common method o i'ing o #ages. (nder this system* #orkers

are paid according to the #ork done during a certain period o time.

>erits@

%. it is simple* or the amount earned $y a #orker can $e easily calculated.

0. as all the #orkmen employed or doing a particular kind o #ork receive the same #ages*

it #ill and -ealously among them are avoided.


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"iece #ageH under this system* #orkers are paid according to the amount o #ork done or the no

o units completed* the rate o each unit $eing settled in advance* irrespective o the time taken to

do to the task. ?alance or de$t methodH

+his is a com$ination o time and piece rate. +he #orker is guaranteed an hourly or a day rate

#ith an alternative piece rate. I the earnings o a #orker calculated at the piece rate e'ceeded

the amount* #hich he #ould have earned i paid on time $asis* he gets credit or the $alance i.e.*

the e'cess piece rate earnings over the time rate earnings. Is his piece rate earnings are e:ual to

his time rate earningsH the :uestion o e'cess payment does not arise. ;here piece rate earnings

are less than time rate earnings* he is paid on the $ases o the time rateH $ut the e'cess* #hich he

is played* is carried or#ard as a de$t against him to $e recovered rom my uture $alance o

piece #ork earnings over time #ork earnings. +he system presupposes the i'ation o time and

piece rate on a scientiic $asis.

WAGE DIFFERENTIALS

;ages dier in dierent employmentBs or occupations* industries and localities* and also

$et#een persons in the same employment or grade. One there ore comes across such times

occupational age dierentials* inter industry* inter irm* area or geographical dierentials and

personal dierentials. ;age dierentialsB have $een classiied in to three categories.

irst* the dierentials that can $e attri$uted to imperections in the employment markets* such as

the limited kno#ledge o #orkers in regard to alternative -o$ opportunities availa$le else #here@

o$stacles to geographical* occupational or inter irm mo$ility o #orkers H or time lags in the

ad-ustment o resource distri$ution and changes in the scope and structure o economic activities.


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E'amples o such #age dierentials are inter industry* inter irm* and geographical inter area

#age dierentials.

Second* the #age dierentials* #hich originate in social values and pre-udices and #hich* are

deeper and more persistent than economic actors. ;age dierentials $y se'* age* status or

ethnic orgin $elong to this category.

+hird* occupational #age dierentials* #hich #ould e'ist even i employment markers #ere

perect and social pre-udices* #ere a$sent.

In other #ords* #age dierentials may $e H

%. occupational dierentials or dierentials $ased on skills@

0. inter irm dierentials @

3. inter area or regional dierentials @

5. inter industry dierentials @

&. dierentials $ased on se'.

;!GE DIE,E=+I!LS I= I=DI!

Due to paucity o relevant data on #age dierentials* it is not possi$le to analy9e them in India H

yet the main eatures o the Indian #age structure may $e stated thus H as a characteristic o

unorgani9ed la$our marke* personal dierentials $ecause o -o$ selling* individual $argaining

and #age discrimination have tendered to persist in India* especially in the organi9ation sector o

the economy* and even in the organi9ed and unorgani9ed sections in industry.


45/73


+he tendency appears to $et to#ards the elimination o #age dierentials $ecause o government

intererence through the i'ation o the minimum #ages and* o late* through the appointment o

#age $oards and pressures rom trade unions. ;age dierentials $y se' are :uite common. ?oth

economic and social reasons account or this phenomenon. Despite the act the constitution o

India en-oins upon the state to direct its policy to#ards securing e:ual pay or e:ual #ork or

men and #omen* a#ards o some industrial tri$unals provided or dierent ground that the o

#omen #orkers support a smaller amily that the cost o employing #omen #orkers is higher.

!s regards inter irm and inter industry dierentials in india* the ormers #ere :uite important

and re:uent in the past particularly in the -ute mill industry. O late* ho# ever* there has $een a

tendency to#ards the elimination o inter irm dierentials. +he orces* #hich tend to eliminate

inter/ personal dierentials in the country* operate in this case as #ell.

EMEC(+IE CO>"E=S!+IO= "L!=S

or the higher management* salaries are inluenced $y the si9e o company* $y the speciic

industry* and in part $y the contri$ution o the incum$ent to the process o decision/making. +he

$igger the irm the greater is the compensation paid to the e'ecutives. +he industries that are

more highly constrained $y governmental regulation 7$anks* lie insurance* air transport* rail

roads* pu$lic utilities8 pay relatively less than those that are more ree to carry on their $usiness 7

private irms 8.

Straight salaries* $onuses* stock purchase plans and proit sharing are used to compensate ma-or

e'ecutives. O these* the straight salary is the most common method the salary is determined $y


46/73


mutual agreement $et#een the individual and employer. +he sales aected* the cost o

production* reduction in e'penses and the proits made are also taken into account.

?onuses are also aid to e'ecutives at a certain percentage o the proits. +he $onuses may

average orm 34 &4 o the $asic salary. +he $onuses operate most eectively in increasing

motivation #hen the ollo#ing conditions e'ist.

%. the paid is closely related to the level o individual perormance

0. the amount paid ater ta'es represents a clearly noticea$le rise a$ove the $ase salary level

3. the amount paid is closely related to the level o company perormance

5. the amount paid is tied into the $ase salary in such a #ay that the com$ined earnings are

e:uita$le $oth in relation to internal and e'ternal standards

&. the amount paid is reduce drastically #hen ever an individual e'periences a real and

continuing decrease in perormance eectiveness.

6. the amount paid is $ased on an easily understanda$le system o allocation* and the

individual is provided #ith complete inormation on the relationship $et#een $onuses and

perormance.

>ore over* e'ecutives are compensated or various e'penses incurred $y them* or ta'ation takes

a#ay a ma-or portion o their salary. Such payments are in the orm o

7a8 medical care @

7$8 counsel and accountants to assist in legal* ta' and inancial pro$lems@

7c8 acilities or entertaining customers and or dinning out @

7d8 company recreational are 7 s#imming pool and gymnasium8@


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7e8 the cost o education and training o e'ecutives* scholarships or their children* and

allo#ances or $usiness maga9ines and $ooks@ and

78 ree #ell urnished accommodation conveyance and servants* all these go under the

head o per:uisite

WAGE POLICY IN INDIA

;age policy reers to all systematic eorts o the government in relation to national #age K

salary system. It includes orders* legislations and so on to regulate the levels or structure o #age

K salary #ith a vie# to achieving economic K social o$-ectives o the government.

Especially the o$-ectives o #age policy are H

%. to o$tain or the #orkers a -ust share o the ruits o economic development.

0. to set minimum #ages or #orkers #hose $argaining position is #eakP

3. to $ring a$out a more eicient allocation K utili9ation o human resources through #age

K salary dierentials.

5. to a$olish malpractice and a $uses in #age K salary payments.

+he irst strep to#ards the evolution o #age policy #as the enactment o the payment o #age

act* %136. the main o$-ective o the act is to prohi$it delay or #ith holding o #ages legitimately

due to employees.

+he ne't step #as the passing o the industrial dispute act* %15 authori9ing all the state

governments to setup industrial tri$unals* #hich #ould look into disputes relating to

remuneration. !nother nota$le development that leads to the evolution o age policy #as the


48/73


enactment o the minimum as act* %152. the purpose o the act is the i'ation o minimum rates

o #ages to #orkers in s#eated industries such as #oolen* carpet making* loor mills* to$acco

manuacturing* oil mills* plantations* :uarrying* micas agriculture and the like. +he act #as

amended several times to make it applica$le to more and more industries. +hese come the e:ual

remuneration act %16* #hich prohi$its discrimination in matters relating to remuneration on the

$ars o religion* region* or se'.

CHAPTER-V


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D&t& Anys"s +Int$rpr$t&t"n

Data analysis and interpretation

%. opinion regarding present #age and salaries administration

+a$leH

Sl. =o. Opinion =um$er o respondents !ggregate percentage

% Aes 2 %6

0 =o 31 1

3 +o Some E'tent 3 &

+otal &4 %44

GraphH


50/73


INTERPRETATION :

rom the a$ove analysis I have ound that 4 o the employees are not satisied %6

are satisied. & are satisied to some e'tent.

0. Employees opinions regarding minimum #ages and salaries

Sl.=o Opinion =o. o respondents !ggregate prercentage

% ?ad %& 34

0 "oor 33 66

3 Good 40 5Q

5 E'cellent 4 4

+otal &4 %44


51/73


rom the a$ove analysis I have ound the that 66 o the employees are not satisied 5 eel good* none

eel e'cellent and $y all only 34 o the employees is satisied $y the minimum #ages given $y the

organi9ation.

E'cellent good* $ad* poor. rom the a$ove analysis* I have ound that* 66 o the employees eel that the

#ages K salaries are poor* 34 o the employees eel $ad* 5 eel good* none eel e'cellent.

3. Aour opinions on night allo#ances given $y orgn

Sl. =o Opinion =o. o respondents !ggregate percentage

% ?ad 00 55

0 "oor 04 54

3 Good & %4

5 E'cellent 3 6+otal &4 %44


52/73


Interpretation H

rom the a$ove analysis* I ound that 54 o the employees eel that might allo#ances are poor* 55 eel

$ad* %4 eel good and 6 o the employees eel that might allo#ances are e'cellent

5. Employee opinion o attendance allo#ance


% Satisied 34 64

0 =ot/ satisied 4 4

3 Good %& %&

5 E'cellent & %4

+otal &4 %44


53/73


Interpretation H

rom the a$ove analysis I have ound that none o the employees are un satisied* 34 eel good*

%4 eel e'cellent any $y all 64 o the employees are satisy $y the attendance allo#ances provided $y

the organi9ation.

&. Employees opinion e:uita$le #age and salaries


% Aes 5& 14

0 =o & %4

+otal &4 %44


54/73


Interpretation H

rom the a$ove analysis I have ound that %4 o the employees are not satisied and 14 o the

employees are satisied $y the e:uita$le #ages and salaries given $y the organi9ation.

It is good to any company to give e:uita$le #ages and salaries to its employees. I they satisied #ith

e:uita$le salaries to its employees. I they satisied #ith e:uita$le salaries then there is a chance to

minimi9e the internal conlicts among the employees

6. Opinions regarding -o$ evaluation techni:ues


% Aes &4 %44

0 =o 4 4

+otal &4 %44


55/73


rom the a$ove analysis it is o$served that employees are unsatisied and %44 employees are

satisied $y the -o$ evaluation techni:ues ollo#ed $y the organi9ation

Interpretation H

!ny company must #ork hard to#ards setting o the -o$ evaluation techni:ues. Employees must

$e satisied #ith the -o$ evaluation techni:ues. Other #ise they may not concentrate on #ork.

. Employees satisaction polices and "ractices

+a$le H

Sl. =o Opinion =o. o respondents !ggregate percentage

% Satisied %4 04

0 =ot Satisied 3& 3&

3 Good & %4

5 E'cellent 4 4

+otal &4 %44


56/73


Graph H

rom the a$ove analysis a $rie over vie# is o$served that 4 o the employees are not

satisied* %4 eel good* none eel e'cellent and 04 o the employees are satisied $y the

policies and practices o #ages and salaries ollo#ed $y the organi9ation..

Interpretation H

!ny company must do good e'ercise in ormulating sound polices and practices o #age and

salaries. I the employees satisied #ith polices and practices ollo#ed $y the organi9ation* they

get motivated and the satisaction acts as a driving orce $y #hich the employees put ma'imum

eort to#ards the #ork. >ost o the employees are not satisied #ith policies and practices o

#ages ollo#ed $y the organi9ation .


57/73


2. Employee satisaction on "ension ?eneits

Sl. =o Opinion =o. o ,espondents !ggregate "ercentage

% Satisied 0& &4

0 =ot Satisied & %4

3 Good & %4

5 E'cellent %& 34

+otal &4 %44


58/73


+he a$ove ta$le gives a $rie over that %4 o the employees are not satisied* %4 eel good*

%4 eel e'cellent and $y all &4 o the employees are satisied $y the pension $eneits

provided $y the oragni9atio.

Interpretation H

!ny company must do good e'ercise in ormulating good pension $eneits o #age and salaries.

I the employee satisied #ith pension $eneits ollo#ed $y the organi9ation* they get motivated

and the satisaction acts as a driving orce $y #hich the employees put ma'imum eort to#ards

the #ork. >ost o the employees are not satisied #ith pension $eneits o #ages ollo#ed $y the

organi9ation


59/73


1. Employee opinions insurance $eneits


% Aes 33 66

0 =o 4 4

3 Good %& 34

5 E'cellent & %4

+otal &4 %44


60/73


rom the a$ove analysis* I o$served that the employees are not satisied* 34 eel good* %4

eel e'cellent and $y all 64 o the employees are satisied $y the insurance $eneits provided

$y the organi9ation

Interpretation H

!ny company must provide the insurance $eneit according employee State Insurance

7ESI8 %152. I the company provide monetory to lives o #orkers* they #ill get more interest on

#ork. S!OCL providing insurance $eneit as or the ESI !ct.


61/73


%4. Employee opinions on share o the proit


% Aes 33 66

0 =o % 35

+otal &4 %44


62/73


rom the a$ove analysis I o$served that 35 o the employees are not satisied and 66

o the employees are satisied and 66 o the employees are satisied $y the pice rate

given $y the organi9ation.

Interpretation H

Sharing o proits #ith their #orkers #ill leads more satisaction in S!COL

sharing o proits only #ith the administrative sta. ?ut* the #orkers get piece rate and

most o the #orkers.

%%. Opinion a$out inancial position o the company


% Good & %4

0 E'cellent 0& &4

3 ?ad & %4

5 "oor %& 34

+otal &4 %44


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rom the a$ove analysis* it is o$served that %4 o employees eel the inancial position o the

company is good* &4 o employees eel e'cellent* 0& employees eel $ad and %4 eel poor

%0. Opinion o the a$out e:ual pay or e:ual #ork


% Aes 0& &4

0 =o 0& &4

+otal &4 %44


64/73


rom the a$ove analysis* it is o$served that &4 o employees are satisied K &4 o

employees are not satisied #ith e:uita$le #ages

%3. Employee K trade unions opinions on inorming a$out the procedure o #age rates


% Aes 33 66

0 =o % 35

+o Some E'tent 4 4

+otal &4 %44


65/73


rom the a$ove analysis* it is o$served that 66 o employees K trade unions are inormed

a$out the #age rates and 35 are not inormed.


66/73


CHAPTER-VIF"nd"n,s

Su,,$st"ns

+ (n(#us"n

FINDINGS

%. >a-ority o the employees are not satisied #ith the present #age and salary

administration o the sudha !gro oil and chemical industries limited

0. It is o$served that* i #e take the present economic conditions o our country* the sudha

agro oil and chemical industries limitedB* employeeBs salaries are not enough to meet the

needs o the employees.


67/73


3. It #as ound that employees are provided #ith inancial $eneits in the oldage* insurance

$eneits are provided to cover the loss in the accident at the #ork place.

5. >ost o the employees are not satisied in the #age polices implemented in the

organi9ation.

&. It is ound that most o the employees are satisied #ith -o$ evaluation techni:ues

ollo#ed $y the organi9ation

6. S!OCL is giving e:uita$le #ages and salaries to all #orkmen employed or doing a

particular in o #ork receive same #ages.

SUGGESSIONS

%. It is suggested that* #hile taking into consideration o the recent cost o living* salaries

should $e increased to the standards.

0. >ost o the employees #ant to increase their salaries* so it its $etter to improve present

#age K salary administration


68/73


69/73


+hey are satisied #ith the non/statutory measures providing $y the management like

attendance allo#ance* night allo#ance* -o$ evaluation techni:ues* e:uita$le #ages etc. #hile

taking account the survey o the sample si9e o &4 employees* ma-ority o employees are not

satisied #ith the present #age and salary administration.

Due to the eiciency o personnel department* no pro$lem arising in the industry they are

looking very #ell a$out their daily pro$lems.

S!OCL management must make very eort to improve the :uality o #ork lie* :uality

management and total personality management.

BIBLIOGRAPHY

S.=o !uthor ?ook Edition "u$lication Aears

% "ro. +..,ao )uman ,esource

Devolvement

%0thedition )imalaya

"u$lication

0440

0. !run >onappa "ersonnel management 6thEdition )imalaya

"u$lication

0445


70/73


3 C.?. >amoria "ersonal K )uman

,esource >anagement

3rdEdition )imalaya

"u$lication

044

JOURNALS :

Economic +imes

?usiness India

UESTIONNAIRE

=ame H

Designation H

%. !re you satisied #ith present #ages and salary administrationP

Aes =o +o Some e'tent

0. !re you satisied the e:uita$le #age and salary structure ollo#ed $y the organi9ationP



71/73


3. )o# do you eel a$out the -o$ evaluation process ollo#ed $y the organi9ation P

Satisied =ot/Satisied Good E'cellent

5. ;hat are your opinions a$out allocation and utili9ation o )uman resourcesP


&. )o# #ould you think a$out sound polices and practices or #age and salary

administrationP


6. Aour opinions a$out minimum #ags provided $y the organi9ation P


. Did you satisied #ith minimum price rate provided $y the organi9ationP

Aes =o

2. )o# #ould you eel #ith pension and insurance scheme provided $y the organi9ationP

Aes =o

1. Did you satisied #ith the share o the proit P


%4. ;hat is the inancial position o the companyP

Good E'cellent ?ad "oor

%%. Did all the employees have e:ual pay or e:ual #orkP


%0. Did all the employees and trade unions are inormed a$out the procedure o #age ratesP


72/73



%3. ;hat are your opinions a$out light allo#ancesP

E'cellent Good ?ad "oor

CURRICULUM VITAE

=ame H A. =EELI>!

atherBs =ameH A. >urali >ohana ,ao

General H emale

!ge @ 0%

Date o $irth H %&/4%/%122


73/73


,eligion H )indu

=ationality H Indian

Language H +elugu

>arital Status H >arried

Education H >?! inal

S. =o ualiication CollegeJ (niversity Aear "ercentage

% SSC Go#tham idyalay )ydera$ad 0443 20 Intermediate Fakathiya !cademy*

)ydera$ad

044& 61

3 ?SC. !ditya Degree College*

Fakinada

0442 65

5 >?! !ditya Institute o "G Studies*

Fakinada

"ursuing

wage and salary sudha agro neelima

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