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Preface
Industrial training is practical knowledge given to students. This practical training is to develop the ability and knowledge about the industrial environment. It helps the students in the matter when placed before them. By such training, they get to know what is happening in the industry. Not only theoretical, but also practical knowledge inevitable for the today and tomorrow managers. It provide technical knowledge. we are granted for training programme by our dean sir. we present our practical knowledge by this report. My self along with my friend took the training in godrej industries ltd,valia. A chemical processing unit of godrej company. We have collected all possible information about the company.

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Acknowledgement
In our view industrial training will be very helpful in building our career. It will enhance the practical knowledge of the students. We are very thankful to Respected Dear.MR G.S.SHAH sir, who gave us a chance to learn new things & who made our training possible. We are also thankful to professor JANI sir, for co-operative during our training. We are obliged to get their guidance in preparing this report. Finally, we thank godrej industries ltd, p&a head MR. R.A.MITHAIWALA sir and MRS. KAILASH madam to give us training in their company & for explaining & giving all possible information about the company. Thanks to all concerned

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General information
1.Name of the company:-

Godrej industries l.t.d

2.Registered office: Pirojshanagar, Eastern Express Highway, Vikhroli(East), Mumbai 400 079. Phone:- 022-25188010,2518 8020, 2518 8030 Fax:- 022-2518 8074, 2518 8066 Web site:- www.godrejinds.com

3.Factories:Vikhroli: Pirojshanagar, Eastern Express Highway, Vikhroli(East), Mumbai 400 079. Phone:- 022-25188010,2518 8020, 2518 8030 Fax:- 022-2518 8066, 2518 8064 Valia:
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Burjorjinagar,
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(DTA & EOU)

plot no. 3, Village Kanearo Taluka Valia, District Bharuch Gujarat 393 135 Phone:- 02643-270756 to 270760 Fax:- 02643-270018

Wadala:

L.M. Nadkarni Marg, Near M.P.T Hospital Wadala (East), Mumbai 400 037 Phone:- 022-24154816, 24148770 Fax:- 022-2414 6204

4.Branches:Delhi: 4th floor, Delite Theatre Building, 4/1, Asaf Ali Road, new Delhi, 110 002 Phone: 011 2326 1066 Fax: 011 2326 1088 Kolkata: Block GN, sector V, Salt lake City, Kolkata 700 091 Phone: 033 2357 3555 Fax: 033-2357 3945
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London: 284A, Chase Road, Southgate, London N14 6HF, UK Phone: (004420) 88860145 Fax: (004420) 88869424 5.Bankers:Central Bank of India State Bank of India Bank of India HDFC Bank Ltd Citibank N.A. Hong Kong and Shanghai Banking Corp. Ltd. DBS Bank Ltd. IDBI Bank Ltd.

6.Registrars & Transfer Agent:Computech Sharecap Ltd. 147, Mahatma Gandhi Road, Opp. Jehangir Art Gallery, Fort, Mumbai 400 001, Phone: 022 2263 5000 to 2263 5002
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Fax: 022- 2263 5001 E-mail: helpdesk@computechsharecap.com

7.Board of director:Board Of Directors

Chairman Director Managing Director

A B Godrej J N Godrej N B Godrej S.A.Ahmadullah V.M.Crishna K.K.Dastur K.N.Petigara F.P.Sarkari T.A.Dubash M.Eipe V.Srinivasan J.S.Bilimoria N.D.Forbes Amit Biren Choudhary

Director

President & Executive Director Company Secretary Director Additional Director

8.History of GODREJ INDUSTRIES Ltd. : The Chemicals division continues to be the market leader in India in Oleo chemicals and Surfactants. In Q1 FY 2008-09, the chemicals division witnessed a revenue growth of 40% with revenues at Rs.213 Crore versus Rs.152 Crore during the same quarter in the previous year.

Despite scheduled maintenance shut down expenditure, forex fluctuation and high raw material and energy costs, Profit before Interest and

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Taxes (PBIT) grew similarly registering a growth of 41% at Rs. 9 Crore compared to Rs.7 Crore during Q1 in FY 2007-08. Exports, comprising 48% of the divisions revenues, grew by 56% over the same period in the previous fiscal. The chemicals division exports to over 60 countries globally. Company exports its products in global market: JAPAN INDONESIA DUBAI LONDON IRAQ

9.Vision & Mission:Vision: We are in the business of providing a safe, healthy environment.To become a global force in field of Oleo-chemicals and surfactants, growing profitability through customize solution and innovation through out the value chain. Mission: Our objective is to become No. 1 in Pest Management Services by 2009 end. We shall achieve this objective by Developing obsession for customer centricity and excellence in execution Continuously improving quality of service and offer superior value proposition. Promoting empowerment, trust, transparency & teamwork

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10.Number of employees:Manpower status as on June 1, 2009 Category Number of employees Management staff -106 Non management staff -321 Total- 427 11.Present Products:-

Fatty Acid Fatty Alcohol Alpha Olefin Sulphonate Stearic Acid Glycerin
12.Overall Organization Culture:-

Organization is a group of individual coming together with a view to fulfil the Organizational as well as the individual Objectives. All the employees of GIL share common values. GIL believes that excellence is not produced by machines but by people. Employees grievence is zero at GIL, which is an achievement for the company. The company is continuously working on improvement of human skills and ampowerment of employees. The organization frame work is designed in a way that can train people quickly and effectively. It helps to ampower the employees to take bold and independent decision.

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13.Strategies

for BenchMArking:-

future

Growth,

Development

and

Strategic planning to develop new product Value addition in product Forward integration Upgradation of the skill of the employees The benchmarking of company includes getting a notable place in world market.

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HUMAN RESOURCE MANAGEMENT

Human beings are considered to be the resources, as through the efforts and abilities of human beings, the activities of an organization smoothens. Human Resource Management is an organizational function that deals with the issues related to - Recruitment and Selection - Induction and Orientation - Training and Development - Promotion and Transfer - Performance Appraisal - Wage and Salary - Grievance Handling - Employee Agreement and Contract - Personal development plan - Welfare activities

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HUMAN RESOURCE PLANNING

Human resource planning is done to increase the working efficiency of the employees.also to reduce the labour turnover, absenteesm, improve the productivity through : - Recruitment - Selection - Performance appraisal - Trainig and Development - Promotion and Transfer policies - Employee welfare activities

RECRUITMENT
Recruitment is a process of inviting and encouraging the prospective candidates, suitable for the job requirements. GIL uses two sources of recruitment: - Internal sources - External sources Internal sources: These sources are mostly used for filling the management position in the company.it includes its present workforce who is
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already

on

payroll.

Whenever

any

vacancy

arises

for

management cadre, somebody from within the organization is promoted and transferred. This source also includes those persons who were employs previously. External sources: This source is mostly used for non-management positions. This source contains advertisements in newspapers, consulting management and other agencies that supplies good personnel. They are recruited by personal interview.

TYPES OF INTERVIEW & TEST

INTERVIEW: Personal interview Non-personal interview

TEST: General test Aptitude test Verbal test(English knowledge) I.Q. test Personality test

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SELECTION

Selection is the process of selecting the appropriate candidate for the suitable work from the pool of prospective candidates. Manpower requisition by Head Of Department This requisition may be for replacement, temporary post or additional vacancy Applications are invited through an advertisement in local newspapers Applications short listing Short listed candidates are called for interview During the interview candidates are required to clear subject test, IQ test and English language test Candidates scoring less than 50% marks in subject test are rejected Candidates scoring more than 50% marks are called for verbal interview Candidates short listed from verbal interview are advised to go for medichal checkup Salary and terms are negotiated by personnel & administration Copy of certificates and documents are verified by P & A with the originals

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 Offer letter to selected Candidates on receipt of medical fitness certificate from company doctor On joining selected candidates are required to produce copy of service certificate of the last employer Reference check by P & A Induction Quarterly, half yearly reviewls, confirmation etc. Selection of management staff/personnel is finalized by corporate HR Department Selection of non-management staff is finalized by VP- Valia Factory

SEPARATION
The process where the candidates are being separated through following ways: 1.Resignation 2.Termination 3.Superannuation 4.Retrenchment 5.Transfer 6.Death

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INDUCTION
Induction means to aware new employee regarding organization. When new employees enter in the organization he is aware about the companys rules and regulations. When you appoint new employee it is important that will give benefit to him and organization. An induction should be given at beginning of employment and may strech for several weeks and months. During this time the quality of the induction will have an effect on how the visualizes your business and how well integrate into it. If induction is not given to employee it will create problem for him to adjust in a company.

EDUCATION & TRAINING

Types of training: Training by superior at work place or Internal Training Common Training for all departments External Training. Behavioral Cross function

STATUS FOR THE YEAR 2002-2003 External Training 5801.00 hrs Internal Training - 1547.75 hrs Total Training 7348.75 hrs
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Training methodology
personnel
Purpose of training:-

for operational

GIL has put in lots of efforts in technology up gradation and skill development of employees working in factory through various developmental activities like TQM, TPM ISO etc As part of such initiatives the management has decided to give stage wise cross functional training to have the multi skilled work force. During this financial year all employees will be covered under cross functional basic training. The topics like organogram of the department, roll of department , etc. work will be covered under this training. After this training the test for effectiveness of training will be conducted by each department. The participants will have to score minimum marks to clear the training otherwise they are required to attend the training again to get it through. Next year cross functional elementary and intermediate training/s will be conducted in the same manner. There after in subsequent year need based employees will be send for advanced training.

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PERFORMANCE APPRAISAL SYSTEM

GIL has developed package called B2Z portal for performance appraisal of management staff. It is a computer based system in which employee have to fill up information. This information goes to corporate HR for assessing the performance. While for non management employees, performance appraisal form is developed by company, in which all the information has to be filed manually. There are seven factors to judge the performance of employees as follows: Customer / suppliers orientation Commitment to quality Team work and leadership abilities Knowledge and skills Job performance and discipline Personal attributes Improvement over past performance

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METHODOLOGY OF PERFORMANCE REVIEW

All the 7 factors are being judged through statement and each statements has to be rated on five point scale which is as given below.

VERY HIGH 5

HIGH 4

AVERAGE 3

LOW 2

VERY LOW 1

The ratings given to each of the statements are to be added to give the total score on each factor. This total score is to be divided by the maximum score obtainable on that factor. The results are to be multiplied by the weight assigned to that particular category of appraise.

PROMOTION AND TRANSFER POLICY

The promotion of GIL is given subjected to availability of vacancy in the next higher grade, suitability and the organization. At GIL promotion decision are taken carefully after keeping in mind the career development of the employees on the following basis:
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 Performance reviews Merits and seniority in terms of qualification and experience

statutory compliance

Factoris Act, 1948 Apprentice Act Industrial Dispute Act Payment of Gratuity Act Employees Provident Fund and Misc.Provisions Act Payment of Bonus Act Payment of Wages Act Contract Labour Regulation & Abolition Act Employment Exchange Act Model Standing Orders Workmen Compensation Act

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EMPLOYEES PERSONAL FILE

In Godrej industrial limited the following terms are including in employees personal files: Resume of the person Two passport size photographs of the employee Date of Birth certificate Educational Documents: S.S.c mark sheet & certificate H.S.c mark sheet & certificate etc. Graduation & master degree certificate Any special course certificates. PAN card/income tax proof Employees appointment letter & relieving letter issue to him. Salary bank account number Godrej application blank/employment form All written test paper with result Evaluation sheet Salary negotiation sheet Medical certificate
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 Reference details Any memos given to him Training details

WAGE AND SALARY STRUCTURE

Wage and salary are the compensation which is given to the workers and the employees as a reward for the contribution made by them. There are following criteria to measure salry and wages: Arrangement between candidates and head office According to the rates bearing in market The management of GIL fixes the basic and fixed perks Temporary workers are paid on daily basis The salary and monthly wages are paid before 1st . The components of salary are : Basic salary Dearness allowance Utility allowance Conveyance allowance Education allowance Medical allowance L.T.C(yearly)
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Personnel policies: Employee Referrals Policy Flexi Time policy Internal Job Posting Policy Code of conduct International travel Policy Leave Policy Maternity Policy Medical benefit scheme Mobile telephone Policy PLVR- Performance Link Variable Reward Sexual harassment Policy Whistle blower Policy Spot award

Industrial Relation
GCIL encourages a culture that develops and empowers people,promotes team building, nurtures new ideas and uses information technology to support HR processes and initiatives.Your Company has always emphasized on quality and its employees are encouraged to get involved in the neverending process of improving quality through Total Quality Management and quality circles
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Industrial

relations

at

all

plant

locations

remained

harmonious.Regular structured safety meetings were held with employees and safety programmes were conducted for them throughout the year. Information management by keeping the watch in day to day administration. Maintain industrial peace and harmony. Negotiation with union Liasion with local and gov. authority.

PROBLEMS/DISPUTES FACED BY GCIL

Effects of cultural differences in international business and price negotiation. Supplier selection under uncertainty. Key actions in application management with Chinese local power company. ISO 14001 in Uruguay-problems and opportunities. Simulating the supply chain.

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WELFARE ACTIVITIES
Welfare activities are the facilities given to the employees for their benefits. Canteen facilities Insurance facilities Car facilities, conveyance allowance Library facilities Special award scheme Long term service Loan facilities Credit card facilities Medical facilities Housing colony facilities Transport facilities Health and safety kits Co-operative credit society Education allowance

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CONCLUSION
Godrej is the well established business in their world. The company has established good image and prestige with successful employees co-operation. Their long pursued policy and commitment of godrej industries to adhere to highest standards of integrity professional and business ethics in the operation of its business. The company have handsome profitability

ratio. Their profitability ratio is too good, and it satisfactory to the same extent. The return on equity capital ratio and also gross profit, net profit ratios of the company are in good position and show the capable position. Godrej has satisfactory level in all the ratios. So the position of the company is at good level.

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CONTRIBUTION
We took an interview of H.R Manager of the GODREJ OLIOCHEMICAL L.T.D. and for the preparation of project report we contributed as follows: Introductory , General Information and half of the interview part has been handled by Mrugesh maheta under the guidance of H.R.MANAGER. Information of the department and general talk about Human Resource is gathered Jigish Patel under the guidance of H.R.MANAGER..

Over all reporting work and formatting have been done by Mrugesh Maheta and Jigish Patel.

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BIBLIOGRAPHY

www.gcil.org www.godrej.com H.R department of GODREJ CHEMICO. www.ask.com

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