Adani wilmar employee satisfacation & h.r. funcation

A
Practical Training Report
On
“EMPLOYEE’S SATISFACTION & H.R. FUNCTION”
Undertake at
ADANI WILMAR L.T.D’S (fortune oil) Plant Bundi
Submitted in partial fulfillment for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
2018-2019
SUBMITTED TO: SUBMITTED BY:
Mrs. Pragya Dheer Ravinder Singh Jadon
COMMERCE AND MANAGEMENT DEPARTMENT
(UNIVERSITY OF KOTA, KOTA)
1

INDEX
Contents Page no.
1. Acknowledgement 3
2. Preface 4
3. Executive Summary 6
4. Company Profile 8
a. Company History 9
b. The Beginning 12
c. Major Milestones 14
d. Awards & Recognitions 18
e. Unit wise Structure 20
f. Preview of Top Management 21
g. Major Promoters of Leaders of Adani 22
h. Product Line 25
i. Manufacturing Facilities 33
j. Distribution Network 35
5. Introduction to Human Resource Management 36
a. Introduction 37
b. Functions 38
c. Human Research development 39
d. Significance 40
e. Objectives 40
6. HRD Functions In ADANI 41
a. Hierarchy of HRD 43
b. Process of Human Resource Planning 44
7. Questionnaire 45
8. Findings 48
9.Research Finding 49
a. Findings through Charts 50
b. Major Findings 55
10.Conclusion suggestion
11.Bibliography 60

ACKNOWLEDGEMENT
This is to acknowledgement the valuable guidance of Mrs. Pragya Dheer
(HOD) Management Department, University of Kota, Without which it would have
been difficult to carryout this project.
I also acknowledge the guidance received from the Mr. Rajnish Saini (HR manager)
of Adani Wilmar Ltd. and staff members of Adani Wilmar Ltd. Bundi. During the
project their vast experience in their respective department also helps me for the
successful completion of this project. My sincere thanks to all those who are directly
or indirectly helped me during this project.
Ravinder Singh Jadon

PREFACE
Progress is the continuous process. It is relative and absolute. We can not stop at
certain destination and declare that target has achieved.
The summer training program is designed to give the manager of the future, a feel of
the corporate happening and work culture. These real life situations are entirely
different from the simulation exercise enacted in an artificial enviroment in side of
classroom. And it is precisely because of this reason that this summer training is a
bridge between the institute and the organization. Summer training program made me
to understand how theoretical knowledge will be applied in practical field.
It exactly in this context that I was privileged enough to join Adani Wilmer Ltd. On
15th
June 2018 as a summer trainee. This is one of the India’s top producers of
Soybean oil, and it is known not only in professional management, but also in
enlightened and progressive approach towards employee welfare and betterment of
society.
The experience that I got over the past 45 days has certainly provided me with an
orientation, which I believe will help me, shoulder any assignment successfully in
future.
In rapidly changing scenario it is extremely necessary for an organization to see that
their policies provide complete satisfaction to their employees, by fulfilling their
needs. During this project I was out of organization survey… pertaining to find out

the satisfaction level against their job in the employees. I have collected all the
relevant information through this survey.
During this survey, I have collected all the primary and secondary data, which were
available in Adani Wilmar ltd’s HR department to develop a COMPETITIVE
POLICY which could help the organization to improve the satisfaction level in their
employees.
The rest of the report was done after a deep comprehensive and full fledged study.

EXECUTIVE SUMMARY
• Adani Wilmer Ltd. Is India’s foremost oil manufacturing company. It is
among the famous oil producing company. The company is recognized by its.
Brand name i.e. FORTUNE REFINED OIL.
• In this project the prime objective of survey is to find out the satisfaction level
in the employees. The project objective is employee survey to identify the
satisfaction level in the employees.
• The secondary objective is to identify the employees, their concern
towards their work and other company policies which help the employees to
work better. The survey was conducted among 32 employees out of 56.

ADANI GROUP
It is one of the fastest growing corporate houses in India with a
turnover exceeding Rs.26000 crore in 2008. Its Flagship Company –
Adani exports ltd, is a five Star Trading House, the highest status
conferred by the Government of India.
The Adani group’s corporate ideology originated from the initiated
Adventurism of Mr. Gautam Adani, the group chairman.
Over the years, this core team has assimilated one of the most coveted talent pools, on the
industry by carefully selecting the best. Many other experienced professionals joined the
group, inspired by Mr. Gautam Adani’s entrepreneurial abilities. The professional
decision making process is spread across the group’s major corporate branches in India,
and associates in Dubai, Moscow, Singapore & South Korea.
Companies under Adani group
• Adani Willmar Ltd
• Adani exports ltd
• Gujarat Adani energy ltd
• Gujarat Adani port Ltd
• Mundra SEZ
• Adani retail Ltd
• I call India ltd
• Adani agri fresh
• Project Management Cell
Major Activities

• The Group trades in nearly 40 commodities in more than 55 countries around the
world.
• Owns a multi-purpose port at Mundra in the Gulf of Kutch, Gujarat.
• Has opened 52 super stores in Gujarat by the name of Adani. Supermarkets
through Adani Retail Ltd.
• Has set up a BPO in Ahmedabad.
• Actively involved in infrastructure development that includes a Natural Gas
distribution project and a SEZ at Mundra.
Adani group is the fastest growing corporate entities in India. This has only been
possible because of the excellence of many people who dedicate themselves daily and go
that extra mile to achieve.

ADANI WILMAR LIMITED
Vision
“To be globally competitive India Centric Organization, with Leadership in
Manufacturing and Integrated Businesses, committed to the delight of our Customers”
Mission
“To set a pattern of growth, distinct and unique, by being proactive on both the supply
and demand side of global trade and to promote development of world class infrastructure
facilities”
______________________________________________________________________
Adani Wilmar Limited (AWL) is the flagship company of Adani Group and is actively
involved in the business of Global Trading. Awl’s head office is situated in Ahmedabad,
which is one of the mega cities of India.
AWL commenced its operations in 1988, driven by the desire “To become the leader in
trading business”, and it has achieved a 1000 fold growth from Rs.2.2 crore in 1988-89 to
Rs. 2900 crore in 1999-2000.Adani Wilmar Limited (AWL) is a joint venture between
two global corporations the Rs. 17000 crore, Adani group of India - the leaders in
international trading & private infrastructure, and the US $ 5 billion Wilmar Holdings

pvt. Ltd of Singapore - one of the World's largest trader and refiner of edible oils. Adani
Wilmar has 70 branches all over India.
Together Adani Group and Wilmar Group have set up India’s first port based refinery
in 1999, at Mundra, Gujarat. Today the Mundra refinery is one of India’s largest and most
sophisticated oil refineries. FORTUNE, RAAG and JUBILEE are the brands under
which AWL sells its range of edible oil, vanaspati and bakery shortening.
In addition to Mundra refinery, AWL also owns refineries at Bundi [Rajasthan],
Haldia [West Bengal] and Mantralayam [Andhra Pradesh]. Its cumulative refining
capacity is more than 3200 Tones per Day (TPD).
The company also has packing operations at Chatral [Gujarat], Latur [Maharashtra],
Jaipur [Rajasthan], Dharwad [Karnataka] and Cochin [Kerala].
Awl’s flagship brand Fortune has set a scorching pace in the Indian edible oil
market. It is ranked 30th among the top 50 FMCG brands. An achievement that is
commendable for a brand, which is just 3 years old.

The BEGINNING
1988
• Started as partnership firm
• Entrepreneurial vision
• Limited capital, infrastructure
• One market, one business focus
• Customer centric approach
• Global aspirations
• Passion, hard work, will to succeed
1993
• "Star Trading House"
• Conversion in to a Public Limited Company
1994
• “Super Star Trading House”
• IPO @ Rs.150/share. Over subscribed 25 times Overall value creation as mantra
1996
• 1 : 1 Bonus
1998
• Mundra Port Operational
• Coal business commenced
• Sales touches USD 608 Mn
1999

• Subsidiary in UAE
• 1 : 1 Bonus
2000
• Castor Exports
• Rice Exports
• Sales touches USD 640 Mn.
2001
• Edible Oil Refinery
• Wheat Exports
• Rice Imports
• “Golden Super Star Trading House”
2002
• Subsidiary in Singapore
2004
• Awarded “Five Star Export House” status
• Sales Turnover crosses USD 2 Billion
2005
• Sales Turnover crosses USD 3 Billion
• Market Capitalization USD 327Mn
2006
• Adani Agrifresh commences business
• AEL commissions two floating crane barge

• Work on setting up grain silos under Adani Agri Logistics started
• Commencement of construction of 660 MW thermal power project at Mundra
• Expansion of jetties at Mundra Port initiated.
HISTORY & MILESTONES
2007: The Company has successfully completed foreign currency convertible bond issue
USD 250 Mn for its business expansion plans.
2005: The Company has received prestigious reorganization of “Five Star Export House”
on account of valuable contribution in country’s overall exports.
Sales turnover has crossed Rs.13, 500 Crores during FY 2004-05. The company has
successfully completed foreign currency convertible bond issue of USD 38 Mn and
proved its global reach.
2004: The Company has crossed Rs.7155 Crores sales turnover mark. Successfully
disinvested its stake of Mundra Container Terminal to P & O Ports, Singapore.
Introduction of new products like Iron Ore, Power Trading, Maize, Sesame Seeds,
Sorghum, Barley etc.
2001 & 2003: Actual net worth at Rs 550 Crs. During FY 2002-2003 Company has
achieved turnover of Rs. 2873 Crs as against Rs.2188 crs for FY 1998-99 (a 30 %
growth). Becomes the top net foreign exchange (NFE) earner of the country. The largest
private sector player awarded with prestigious award of “Golden Super Star Trading

House”.
1999 & 2000: Declares a 1:1 bonus. Market capitalization of the company rises beyond
Rs 1710 crs in wake of its scrip price touching Rs 775.60 per share (as on June 09, 2000),
subscribers to the IPO see money growing by 1966 per cent in just 5 years. During FY
1999-2000 Company has achieved all time high turnovers of Rs. 2853.11 crs as against
Rs.2188 crs for FY 1998-99 (a 30 % growth).
1998 and Beyond: Period
1998: Turnover leaps to Rs 2,418.6 crs for the FY 1997 - 98. Expands its trade basket, at
present trades in more than 40 commodities and in 28 countries. Becomes the top net
foreign exchange (NFE) earner of the country and the largest private sector Super Star
Trading House in India. Jetty at Mundra Port becomes operational.
1994 - 1997: Period of Growth
1997: Super Star Trading House status extended for another 3 years, upto 31st March,
2000, inspite qualification limits for this status being substantially enhanced.
1996: Turnover crosses the coveted Rs 1,000 cr level; at Rs 1,134.6 crs for the FY 1995 -
96. Declares a 1:1 bonus in November, 1996; paid up capital increases to Rs 11.02 crs.
1994: Hits the primary market in September 1994 with its initial public offering (IPO) of
12.50 lakh equity shares of Rs 10 each at a premium of Rs 140 per share aggregating Rs

18.75 crs ; float oversubscribed by more than 25 times. Accorded the status of “Super
Star Trading House” on April 1, 1994 by the Ministry of Commerce, Government of
India; the youngest trading house and the only one from the State of Gujarat to have been
granted this status.
1988 - 1993: The Initial Years
1993: Converted into a public limited company on 2nd March 1993 with a paid up
capital of Rs 1 Crore. Accorded the status of “Star Trading House” on April 1, 1993 by
the Ministry of Commerce, Government of India.
1988: Conceived as a partnership firm by Gautam S Adani with an initial capital of Rs 5
lakhs, posts a modest turnover of Rs 2.20 crs in the first year of its operation.
• Ability to identify and procure a wide range of products and commodities across
boundaries at competitive prices.
• Focused policies and continuous realignment with an ever evolving market.
• An impeccable record in schedules and consistency of supplies without
compromising on quality.
• A highly motivated, trained and courteous works force that believes in learning by
doing.
Awards & Recognition
• Niryat Shree Gold Trophy (2004-05)
• Niryat Shree Gold Trophy (2003-04)
• Awarded as “Five Star Export House”.

• ICSI award for Excellence in Corporate Governance, ‘04 among the Top 25
Companies
• Awarded the “Golden Super Star Trading House”.
• 38th in BS 1000-India’s Corporate Giants 2003
• SOPA Award, 2001-02, 2000-01, 1999-00
• Gold Trophy, SRTEPC 1999-00 and 2000-01
• FIEO’s Niryat Shree Gold Trophy, 1999-00
UNITS OF ADANI
ADANI WILMAR

BUNDI (raj.) EDIBLE
OIL
MANTRALAYAM (Andhra Pradesh)
SPECIAL FATS
MUNDRA (Kutch)
VANASPATI
HALDIA (W. Bengal)
Manufacturing3 Packing
units
Sales
&Marketing

Organization Structure
 Formal 3-tiered governance structure
• Board of Directors
•
• Corporate Management Committee
•
• Executive Committee
•
• Value creation in businesses through EVA
•
 Strategic business review meets Quarterly / Half yearly / Yearly basis
 Quantified target setting & linking to rewards
 Strong process orientation through SOPs
 Investment in futuristic IT infrastructure

TOP MANAGEMENT at Adani Wilmar Ltd.
Top Management at Adani Wilmar Ltd. Plant
Rajesh Adani
Managing Director
Pranav Adani
Executive Director
Sudhir Prohit
Asst.Manager
(Material)
T.K kanan
G.M
(Trading)
Kamal
Moondra
GM (F&A)
Jayesh Naik
Manager
(HR&admin.
Biplab
Pakvashi
D.G.M
Angshu Mallik
Asst.Vice
President
P.K Bhargava
Head Internal
Audit
Pranav Adani Wilmar Ltd
Executive Director
R.K Singh
Head-Plant
Mundra
R.P Singh
S.M-Plant
Mantralya
Dominic G
Head-Haldia
(Operations)
Vivek
Pathak
Unit-Head

The LEADERS
Gautam S. Adani, Chairman
A man of tremendous foresight, the dynamic and enterprising Gautam S Adani has
over 24 years of varied experience in manufacturing and trading. He joined the family
business of trading in textiles in the early eighties while completing his education.
Ever since there has been no looking back for the 43 year old visionary. His
unparalleled expertise in international trade, solution oriented approaches, innovation and
endurance in an increasingly competitive and rapidly expanding trading market has seen
the Adani group metamorphose itself from a trading house to an infrastructure
builder and basic utility provider.
Rajesh S. Adani, Managing Director
A Bachelor in Commerce, the 41 years old Rajesh S Adani has been a catalyst in
the rapid expansion of the Group. An expert when it comes to financial and commercial
intricacies, he is in charge of the day to day operations of the company. His proactive and
personalized approach to business and a competitive spirit has been instrumental in AEL
establishing business relationships and a wide network of contacts with traders across the
globe.
Vasant S. Adani, Whole time Director
Aged 50 years and a Bachelor in Arts, Vasant S Adani is actively looking into the
administrative aspects of the Adani group. With about 16 years of experience in real
estate development and general management, he lends an overall corporate administrative
touch to the operations of various Adani Group entities.
Mr. Pradeep Mittal, Whole time Director
Mr. Mittal has done his post graduate diploma in Marketing, and has over 30 years
experience in the global energy and minerals trade. He was chief General Manager of
Karamchand Thaper and Brothers (CS) Ltd. before joining the Adani Group in 1998.
Jay H. Shah, Director
Aged 45 years and a law graduate, Jay H Shah, has been with the company since its

inception. Acknowledged by one and all in the company to possess the acumen of an
artful trader, his connections and global sourcing skills have earned him a reputation in
the chemicals and petrochemicals business in Mumbai.
Dr. A. C. Shah, Director
Dr A C Shah, the erstwhile Chairman and Managing Director of Bank of Baroda has
more than thirty years of extensive banking experience. An M A and PhD in Economics,
Dr Shah has served as a director on the Board of reputed companies like UTI Bank,
Reliance Capital, Jet Airways, NOCIL, Kopran and Gujarat Lease Finance. He has
chaired several committees on banking, the most recent one being the RBI Committee for
functioning of Non-Banking Financial Companies (NBFCs).
Dr. Pravin P. Shah, Director
Aged 54 years, Dr Pravin P Shah is a practicing Chartered Accountant and the sole
proprietor of the renowned Pravin P Shah & Associates, a firm of chartered Accountants.
He has about 25 years of experience in auditing, legal matters and taxation planning.
C. R. Shah, Director
Shri C. R. Shah obtained Master Degree in Arts with first position from Gujarat
University. He was a Gold Medalist having obtained first position in Master of Laws
examination with Distinction. Presently, he is president of Gujarat Chambers of
Commerce and Industry (GCCI).

Strong market recognition in Edible oil
• Numero uno in branded oil segment
o 22 % market share in all oils
o 53 % market share in soya oil
• One of the fastest growing FMCG in 2004
• 30th rank among top 100 brands in India

Product line
1. Fortune Refined Soya bean oil
Refined Sunflower oil
Refined Cottonseed oil
Refined groundnut oil
Kachi ghani mustard oil
Pure groundnut oil
Pure mustard oil
Pure coconut oil
2. Raag Vanaspati
Refined Soya bean oil
Pure mustard oil
3. Jubilee Bakery Shortening
Refined cooking oil

1. Sunflowers
A sunflower seed extraction is widely used as protein material for animal
feed. Indian sunflower seed extractions contain about 30% crude protein with
30% fiber. Although sunflower protein is low in lysine, methionime & cystine
levels are favourable to meet poultry feed requirements. It is superior to most
vegetable proteins in digestibility. Sunflowerseed extractions is therefore supple-
mented with lysine, or fed with other high lusine proteine meals, like soybean
meal or fish meal. Recent development of various enzyme preparations which
can act upon fibre in sunflower meal, making it more digestible, can result in an
economical substitute for various protein sources.
2. Rapeseed
Rapeseed meal has minimum 38% O & A and 12% maximum fibre. It has a
very low fat content (0.5%) and is very rich in proteins (37%). The digestibility of the
hull fraction is good. The erucic acid content of the meal is very low (0.25% max.). Its
extremely good amino acid composition, often compared to milk protein, contributes
to its high nutritive value. The amino acid profile showing adequate lysine and
methionine is very much favourable to the non-ruminent poultry feed.

3. Sesame Seed
Sesame seed extraction is high protein feed meal. The protein has a high
content of methionine and cystine and it is also rich
in arginine and tryptophan but is deficient in lysine and to some
extent in isoleucine. The PER value of the sesame extraction can
be doubled by mixing it with an equal weight of soybean meal,
which has high lysine content. This can also be achieved by
supplementation with synthetic amino acids like lysine (0.2%)
and isoleucine (0.1%). It is being used as a valuable ingredient
upto 5% in well formulated poultry feed.
3. Cotton Seed
Decorticated cotton seed meal is one of the best protein supplement for dairy
cows, buffaloes and sheep. It has been highly recommended for incorporation in the
formulated feed so as to function as a by-pass protein to raise the milk yield.

4. Groundnut
India is in a position to offer groundnut extraction having protein content
varying from 41% - 50% with aflatoxin content of less than 0.5% 0.2% or 0.05 ppm.
Groundnut extraction is a very good vegetable protein for poultry feed and can be
used up to the level of 25%.
5. Soybean
soybean extractions has a high profat content (49% - 50%) compared to a
44% profat content of China and other Western countries and is very well accepted
in the international market.

6. Coconut
Coconut meal is fed mostly to dairy cattle. Though it is comparatively a
moderate protein (20% - 22%) source, it is highly palatable and its protein has a very
high by-pass value. The copra meal produces firm butter of exceptional quality if it is
used in cattle feed preparations.
Figures pertaining to estimated production of major cultivated oilseeds,
availability of edible oils from all domestic sources and consumption of edible oils (from
Domestic and Import Sources) during the last few years are as under :-
(In lakh Tone)
Oil Year
(Nov.-Oct.)
Production of
Oilseeds
Net availability of edible
oils from all domestic
sources
Consumption of Edible Oils
(from domestic and import
sources)
2000-2001 184.40 54.99 96.76
2001-2002 206.63 61.46 104.68
2002-2003 148.39 46.64 90.29
2003-2004 251.86 71.40 124.30
2004-2005 243.54 72.47 117.89
2005-2006 279.79 83.16 126.04
2006-2007 242.89 73.70 115.87

2007-2008(E) 282.08 84.27 121.91
Source : (i) Production of oil seeds : Ministry of Agriculture
(ii) Net availability of edible oils: Directorate of Vanaspati, Vegetable Oils & Fat
• FAQs
• Question: What are MUFA & PUFA? When an oil is said to be MUFA or PUFA
based, does it mean that other compounds are absent?
• Ans : MUFA & PUFA are the short forms of Mono Unsaturated Fatty Acids and
Poly Unsaturated Fatty Acids, respectively. All edible oils contain both MUFA &
PUFA, though one of these may be present in higher percentage than the other.
However, all edible oils contain some Saturated Fatty Acids (SAFA) as also traces of
non-oil compounds – some of which have important roles in nutrition and health, like
Vitamin-E and Lecithin
• Question: Is it true that some edible oils have cholesterol while some are
cholesterol-free?
• Ans : All edible vegetable oils are free from cholesterol. Cholesterol is only
present in animal fats like butter and ghee.
• Question: Are there any oils, which are saturated, fat-free?
• Ans : Oils may be low on saturates, though there are no saturated fat free oils.
• Question: What is Cholesterol and what is its relevance?
• Ans :Cholesterols are made up of a fat (lipid) part and a protein part and hence are
also called Lipoproteins. Total Cholesterol comprises of three types of Lipoproteins:
High Density Lipoproteins (HDL), Low Density Lipoproteins (LDL) and very Low
Density Lipoproteins (VLDL). Of these, HDL are called Good Cholesterol as they
carry cholesterol - that can cause blockage in the arteries - from your cells back to
your liver to be removed from your body. LDL and VLDL are called Bad Cholesterol
as they form the plaque on artery walls that develops into a blockage that restricts
blood flow to the heart – leading to atherosclerosis and coronary heart diseases. To

look at the total cholesterol alone does not give an adequate reflection of cholesterol
levels. What is important is the ratio between the good and bad. The optimum ratio of
Total Cholesterol to LDL should be less than 3.5 to1 (For LDL ratio take the Total
Cholesterol and divide by LDL). The ideal ratio of Total Cholesterol to HDL should
be less than 3 to 1 (For HDL ratio take the Total Cholesterol and divide by HDL).
• Question: Is it alright if I don't eat any fat?
• Ans : Fat is an essential nutrient required for health and growth, like protein,
carbohydrate, vitamins and minerals. Fats supply essential fatty acids such as linoleic
acid and alpha-linolenic acid, which our bodies cannot manufacture. Nutritionists
suggest that, for adults, about 30% of the kilojoules consumed should be derived from
fat. This translates to 50-60 grams of fat daily for a sedentary adult woman consuming
7500 kilojoules (1800 calories) a day. The type of fat is important - no more than 15
grams a day should be saturated fat.
• Question: I have heard that fats don't give us anything except kilojoules
(calories). Is it true? And what is the role of fats in our daily diet?
• Ans : Fat serves many functions in nutrition. Fat:
Provides insulation and "cushioning" for internal organs;
"Spares" protein for its primary role of building; and
Serves as a "carrier" of fat-soluble vitamins (vitamins A, D, E and K) and fat-soluble
antioxidants like beta-carotene and other carotenoids.
• Question: In order to lose excess weight, is it necessary for me to
eliminate all fat from my diet lose?
• Ans : A recent study conducted by Harvard School of Public Health used a
regression analysis of data from the Nurses Health Study (80,000 women for 14 years)
suggests that replacing saturated fat and trans unsaturated fats with monounsaturated
(MUFA)and polyunsaturated fats (PUFA) is more effective in preventing coronary
heart disease in women than reducing overall fat intake.
• Question: Is it true that canola oil is toxic/contains a poison?

• Ans : This myth has been circulating on the internet with no substantiation. It
probably arose from canola's association with its parent, rapeseed, which contains
naturally high levels of erucic acid, but this characteristic has been bred out of canola.
• Question: Do light oils keep my fat intake low?
• Ans : Light or "lite" oils have exactly the same fat and kilojoule content as regular
oils. They are simply light in flavour or lighter in colour.
Manpower strength at AWL:
The total strength of AWL is 899 employees.
The details of Man Power status at Manufacturing unit / Branches / Corporate Office
is as mentioned below:
H.O & BRANCHES - 440
MUNDRA - 243
MANTRALAYAM - 72
BUNDI - 63
HALDIYA - 88
-------
903
-------

Manufacturing facilities
The company has strategically located its refining and processing facilities to
both cater to different parts of the country as well as harness the potential of oilseed
growing areas. The locations are at Mundra (Gujarat), Mantralayam (Andhra Pradesh),
Bundi (Rajasthan) and Haldia (West Bengal).

DISTRIBUTION NETWORK
The end-users of our products are: households and institutional buyers [catering /
hospitality / processed food / snacks] set-ups. AWL has set up a strong distribution
network of Company Distributors and Super Stockists for its retail operations. This chain

helps to tap even the small retailers/traders and thus increasing our reach.
Today AWL has its distribution foot prints all across the country with
various stock-points catering to more than 5000 distributors, 600 Super Stockists and
numerous brokers and other trade associates. AWL's retail reach is more than 1,000,000
outlets and its consumer reach is more than 80 million Indians.

INTRODUCTION
TO
HUMAN RESOURCES

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Management’s basic job is the effective utilization of Human resources for the
achievement of organizational objectives viz. profitable operations and growth through
the satisfaction of certain needs of the customers and society. It is through the combined
effort of human resources or personnel that technological, financial, physical and all other
resources are utilized. The effectiveness with which various kind of human resources are
co – effectiveness with which various kind of human resources are co – originated and
utilized is responsible for success or failure in achieving organizational objectives.
“Every aspect of firm’s activities is determined by the competence, motivation
and general effectiveness of its human organization, of all the tasks of management
managing human components is the central and most important task because all depends
upon how well it is done,” Rensis Linkert.
According to the institution of personnel management ( U.K.), “Personnel
Management is an integral but distinctive part of management concerned with people at
work and their relationship with in the organization.”

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Functions:
• Managerial → 1. Planning.
2. Organizing.
3. Directing.
4. Controlling.
5. Staffing.
• Operative → 1. Employment.
2. Training &
Development.
3. Remuneration,
Working conditions.
4. Motivation.
5. Personnel Records.
6. Industrial Relations.
7. Separation.
• Advisory → 1. Advice to top Mgt.
2. Advice to departmental heads.

HUMAN RESOURCE DEVELOPMENT
An overview
The concept of HRD is comparatively of recent origin and is now used at both macro and
micro level. At the micro originations level, HRD is described as the core of all
development efforts in the sense of improvement of quality of life of people of a nation.
At the micro or organizational level, HRD connotes improvement in the quality of
managers and workers so as to achieve greater quality and higher levels of productivity.
HRD involves
• Ways to better adjust the individual to his job, the environment.
• The greatest involvement of an employee in various aspects of his work; and
• The greatest concern for enhancing the capabilities of the individual.
Goals of HRD
• Provide an opportunity and comprehensive framework for the development of
human resources in the organization for full expression of their talents and
manifest potentials.
• Develop each individual’s capabilities to perform the present job and handle
future likely roles.
• Develop the sense of team spirit, teamwork and inter- team collaboration.
• Develop the organization health, culture and climate.

SIGNIFICANCE OF HRD
No organization can grow and survive in the present-day environment without the
growth and development of its people. In the view of fast development changes, the HRD
must be viewed as the total system inter-related and interacting with other system at work
– the production, the finance, the marketing, with which a business system function.
HRD facilitates the integrated growth of employees. It helps employees to know their
strengths and weakness and enable them to improve their performance and that of the
organization.
OBJECTIVES OF HRD
• Assess future recruitment needs
• Formulate training programs
• Develop promotion and career development policies
• Anticipate and, where possible, avoid redundancies
• Develop a flexible workforce to meet changing requirements
• Control staff costs whilst ensuring salaries remain competitive
• Assess future requirements for capital equipment, technology and premises.

Functions of HRD in Adani Wilmar Ltd.
1. Training and Development:
Training and development is one of the most important functions of HRD. Training is an
organized activity to learn the basic skills and knowledge necessary for a particular job or
group of jobs. Development means growth of an individual in all aspects.
2. Performance appraisal:
Performance appraisal is systematic evaluation of the personality and performance of
each employee by his supervisor or some other person trained in the techniques for
comparing individual in a work group, in terms of personal quality or deficiencies and the
requirements of their respective jobs.
3. Clippings for soft board:
Some important information which the department feels, can be valued to its employees is
sent to all department or the concerned department, so that they can pin it up on their
notice board.
4. Suggestion scheme:
Suggestion boxes are placed at different locations in the organization. Anybody &
everybody is welcomed to give suggestions which may help in brining improvement in
the policy matters of the company.

5. Birthday Wishes:
To develop a sense of belongingness and closeness among the employees and help in
consolidating friendly relationship, the company greets each & every employee on his
birthday.
6. Induction:
Induction is the welcoming process to make the new employee feel at home and generate
in him a feeling of belongingness to the organization. The HRD department arranges
induction programme for the new employee.
Each new employee has to visit each and every department to the company and know
about the function of the department and its members. The ranges of information that may
be covered under induction programme are:
 Company history and philosophy
 Products of the company
 Company’s organization structure
 Location of department and employee service
 Personnel policies and practices
 Employee activities
 Rules & Regulations
At the end of the induction programme employees submits induction report to the HRD
department.
7. Vocational training to the BE/MCA/MBA/BCA etc.
8. Counseling of employees.

HIERARCHY
OF
HUMAN RESOURCE DEPARTMENT
(ADANI WILMAR LTD.)
Manager (HR &
ADMIN.)
(Dy. Manager (HR &
ADMIN.)
(Jr Officer (HR &
ADMIN.)
Supervisor HR
& ADMIN.
(Sr. Officer (HR &
ADMIN.)
Supervisor (HR &
ADMIN.)
Receptionist
Assistant (HR &
ADMIN.)

PROCESS of Human Resource Management
OBJECTIVES OF THE PROJECT
The objective of our study is to:
• Identify general practices in the organizations which is used to
measure the satisfaction level in the employees.
• Determine which companies’ policies are most effective.
Corporate
objective
Business unit
objective
Control and
Evaluation of
implementation
H.R.
objective
H.R.
demand
objective
H.R.
supply
forecasting
Net
requirement
nt
Action
plan
Deficit H.R
Recruitment
Transfer
Training
Surplus H.R
Downsizing
Transfer
Training

THE FINDINGS
During the Survey, it was found that :
1. Major part of Adani Employees are satisfied with the Security level in the
Organization whether Job Security or Personal Security, but still a significant
no.of employees are pretty dissatisfied with the Security level.
2. Major parts are satisfied with the working of Refinery.

RESEARCH FINDINGS
SATISFACTION LEVEL IN ADANI EMPLOYEES REGARDING
VARIOUS FUNCTIONS IN ADANI
1.HIGHLY SATISFIED 3. DISSATISFIED
2. SATISFIED 4.HIGHLY DISSATISFIED
Name of Department:
1. Security
39%
46%
6%
9%
1
2
3
4
1. Highly Satisfied 2.Satisfied
3. Dissatisfied 4.Highly Dissatisfied

2. Refinery
30%
50%
12%
8%
1
2
3
4
3. System
8%
49%
30%
13%
1
2
3
4

4. Internal audit
15%
44%
28%
13%
1
2
3
4
5. Accounts
9%
51%
35%
5%
1
2
3
4

6. Stores
15%
74%
8%
3%
1
2
3
4
7. Purchase
42%
35%
18%
5%
1
2
3
4

8. Logistics
10%
62%
25%
3%
1
2
3
4
9. Trading
51%
24%
5%
20%
1
2
3
4

10. Commercial
30%
28%
30%
12%
1
2
3
4
11. Quality Assurance
3%
43%
35%
19%
1
2
3
4

12. Acid Oil
55%
15%
10%
20%
1
2
3
4
13. Packaging
39%
14%
16%
31%
1
2
3
4

14. Mechanical
5%
68%
16%
11%
1
2
3
4
15. Electrical
63%
7%
16%
14%
1
2
3
4

66%
34%
Satisfied
Unsatisfied
OVERALL LEVEL OF SATISFACTION IN
THE EMPLOYEES

CONCLUSION:
From our study and personal interview on “Employee satisfaction” in Adani Wilmar Ltd.
we conclude that:
 More then 70% of the employees think that the standard of working, other
facilities & human resource planning in Adani Wilmar ltd. is satisfactory.
 The human resource planning in their organization is successful in removing the
inaccuracy.
 Employees find their self comfortable while communicating to their HOD’s/
subordinates.
 They are paid fairly according to their job.
 Employees are not happy with the cafeteria in their organization.
 Employees are also looking for some training & development programme in
Adani Wilmar.
 Almost every employee is happy with their freedom and authority to perform the
responsibilities.
 There is a good communication channel between the employees and the top
management.
 Almost every employee’s are satisfied with the present reward system.
 Team spirit is of high order in the organization.
 Employees feel free to voice their opinions freely.
 Employees receive prompt feedback to their queries from the manager of the
respective department.
 The climate / working environment is very comfortable.
 Commercial, Packaging, Acid oil & Logistics department’s are not that much
satisfactory.
Suggestions:
 Cash reward should be introduced in the organization.
 Canteen/ Cafeteria need to be improved.
 Training & development programme should be conducted more in the
organization.
Infrastructure facilities need to be improved.

QUESTIONNAIRE
Please take a few minutes to complete this survey. Based on your personal experience in
this organization, please fill this form to help us building our organization much better &
professional. Share your views by putting a mark  in the boxes against each question.
To maintain confidentiality, please don’t mention your name anywhere in this form.
Department
Age
Working in this organization
since
A – STRONGLY AGREE B – AGREE
C – DISAGREE D – STRONGLY DISAGREE
S.no Particulars A B C D
1. The standard of working and other facilities is
comfortable.
2. The human resource planning in your organization is
well organized.
3. Training and development programmes are regularly
conducted in your organization.
4. You get an output from the training and development
programme
5. You get an appraisal from your management according
to your performance.
6. The human resource planning in your organization is
successful in removing the inaccuracy.
7. You find yourself comfortable communicating with your
subordinates / HOD’s
8. Your boss follows the thumb rule.
9. The bosses here see development of subordinates as an
important part of their job.
10. Team spirit is of high order in the organization.
11. Employees feel free to voice their opinions freely.

12. Proper work aids / facilities are provided to you.
13. There is a feeling of trust between me and my
immediate boss / HOD.
14. You are paid fairly considering your qualification,
experience & responsibilities.
15. Promotion decisions are based on the suitability of the
promotee rather than on favoritism.
16. You receive prompt feedback to your queries from your
manager.
17. You have the freedom and authority to perform your
responsibilities.
18. You are fully aware of what is expected from you and
you are informed well in time.
19. This organization makes all efforts to keep employees
happy.
20. You are praised by your senior when you do a good job.
21. There is a good canteen / cafeteria facility for the
employees.
22. Personnel Policies in this organization facilitates
employee development
23. You can approach to your senior or top management
without any difficulty to discuss your problems.
24. Weaknesses of employees are communicated to them in
a non-threatening way.
25. Whenever you take decisions, you are afraid your boss
would not like it.
26. Appraisal of the organization is growth and
development oriented.
27. Most of the time you feel helpless and powerless.
28. The noise around your work place does not allow you to
work properly.
29. Management has provided a clear path for
advancement / career growth.
30. Employees in your organization are discriminated here
based on caste, region, language etc.
31. There is a kind of workers participation in management

in your organization.
32. You are satisfied with your participation in
management.
33.
Management ensures employee welfare to such an
extent that the employees can save a lot of their mental
energy for work purposes.
34. The health and welfare programme in your organization
is satisfactory.
35. The wages & salary administration in your organization
is satisfactory.
36. The climate / working environment is satisfactory.
37.
Management communicates its goals & strategies
effectively to its employees.
38. Senior management shows genuine interest in the well
being of employees.
39. You are happy to be a part of this organization.
40. My boss encourages me to experiment with new
methods and try out creative ideas.
Anything else you would like to share:-

Bibliography
1. htt://www.adaniwilmar.com/
2. htt://www.adanigroup.com/
3. htt://www.google.com/
4. G.S suddha:-human resources & development

Adani wilmar employee satisfacation & h.r. funcation

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Adani wilmar employee satisfacation & h.r. funcation

Similar to Adani wilmar employee satisfacation & h.r. funcation (20)

Recently uploaded

Recently uploaded (20)