A

Practical Training Report

On

“EMPLOYEE’S SATISFACATION & 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

2012-2013

SUBMITTED TO: SUBMITTED BY:

Miss. Mr. Mohit shrada
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M.B.A DEPARTMENT
Modi institution of management technology

INDEX Page no.

1. Acknowledgement 3
2. Preface 4
3. Executive Summary 6
4. Industry profile
5. 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
6. Introduction to Human Resource Management 36
a. Introduction 37
b. Functions 38
c. Human Research development 39
d. Significance 40
e. Objectives 40
7. HRD Functions In ADANI 41
a. Hierarchy of HRD 43
b. Process of Human Resource Planning 44
8.Questionnaire 45

9. Findings 48
10.Research Finding 49
a. Findings through Charts 50
b. Major Findings 55
11.Conclusion suggestion 59
10. Bibliography 60

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DECLARATION

This is to certify that the work done on “An Overview of HR Processes & Attrition Analysis”
in Adani Wilmar Ltd. under the subject ‘PROJECT REPORT’ and a written report submitted
by me to MODI INSTITUTE OF MANAGEMENT AND TECHNOLOGY, KOTA, is in
partial fulfillment for the award of degree of MBA.

This work has not been submitted anywhere else for any other degree/diploma.

I further certify that I have no objection and grant the right to MODI INSTITUTE OF
MANAGEMENT AND TECHNOLOGY to publish any chapter of the project if they deem fit in
journals/Magazines and newspapers etc. without my permission.

Place : BUNDI

Name : Mohit sharda

Signature :

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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..

It exactly in this context that I was privileged enough to join Adani Wilmer Ltd.

On 1 June 2012, as a summer trainee. This is one of the India’s top producer 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.

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. I have colleceted 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.

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ACKNOWLEDGEMENT

This is to acknowledgement the valuable guidance of Mr. Rajnish Saini (HR

manager) of Adani Wilmar Ltd. Without which it would have been difficult to

carryout this project.

I also acknowledge the guidance received from the 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.

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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 50 employees out of 75.

 “PEOPLE” is the most important and valuable resource every organization

has in the form of its employee. Dynamic people can make dynamic

organization. Effective employees can contribute to the effective of the

organization. Competent and motivated people can make things happen and

enable an organization to achieve its goals.

 HR can help deliver organizational excellence by focusing on learning,

quality, teamwork, and through various employee friendly strategies.

 My project has been accomplished in Adani Wilmar Limited. This is one of

the best companies in manufacturing of Edible Oil.

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This project has been accomplished in two parts:

The first priority was to understand the working of an HR department and hence the first part of
the project report is about the HR Processes, Policies and Systems at ADANI WILMAR LTD.
Various processes like recruitment & selection, induction, training and development,
compensation & benefits etc. are explained as understood by me.

The second half of the project report is focused on analyzing the trends in attrition at AWL. The
report consists of a health mixture of qualitative as well as quantitative analysis of attrition at
AWL. After understanding which, measures for retaining the employees have been suggested.

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OBJECTIVE OF THE PROJECT

My objective of doing this project was:

For PART I
o To understand the function, working, various policies and processes
of HR Dept at Adani Wilmar Ltd
o To understand the difference in working of HR in manufacturing
industry as compared to the other industries.

For PART II
o To understand the reason for attrition at AWL
o To try finding solutions to the problems leading to attrition and
giving my suggestions to improve the same.

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INDUSTRY PROFILE

Overview of Edible Oil

Edible oil in the pulses, edible oil order, 1977 by

ministry of food says edible oil means any oil used directly
or after processing for human consumption and include
hydrogenated vegetable oil.

Indian vegetable oil economy is the 4 th largest in the

world after USA, china and Brazil. Being the largest importer
and 3rd largest consumer of edible oil, India is a major
player in the international edible oil markets. Each year
India consumes over 10 million tones of edible oil. However
the per capita consumption of edible oil is around 10.4 kg
per year. This is considerably lower than most developed
countries. Palm oil & soyabean oil account for almost half of
the total edible oil consumption in India followed by mustard
& groundnut oil.
 India - one of world’s leading producers of oil seeds

(9.3 %) and oil

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 Technology Mission on oilseeds set up in 1996

 Oilseeds have support price mechanisms

 India - second largest importer of edible oils (2 million

MT)

 Vanaspati - a substitute for ghee, formed by

hydrogenation of crude vegetable oil.

 Free pricing in vanaspati since 1989; delicensed in

1992

 Oil season - November to October.

Characteristics

 Oils : primarily a commodity market :- price sensitive.

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 Effective distribution chain :- through a complex

network of C & F agents, wholesalers / stockists and

retailers (kirana shops, supermarkets).

 Oil sold in bulk (tin, HDPE containers) to institutions; in

retail packs (PET bottles, cans, jars, pouches) to small

customers.

 Seasonal demand for oils & vanaspati :- September to

November (peak season).

 Regulation :- Under the Edible Oils Packaging

(Regulation) Order, 1998,  edible oils cannot be sold

loose’ but can be sold only in `packed’ form.

 Oil consumption :- North is largest market, followed by

South, West & East zones.

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Importance of Edible Oils in the Country’s Economy

Oilseeds and edible oils are two of the most sensitive essential
commodities. India is one of the largest producers of oilseeds in the world
and this sector occupies an important position in the agricultural
economy and accounting for the estimated production of 28.21 million tones
of nine cultivated oilseeds during the year 2007-08. India contributes about
6-7% of the world oilseeds production. Export of oil meals, oilseeds and
minor oils has increased from 5.06 million Tones in the financial year 2005-
06 to 7.3 million tons in the financial year 2006-07. In terms of value,
realization has gone up from Rs. 5514 crores to Rs.7997 crores. India
accounted for about 6.4% of world oil meal export. 

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Types of Edible Oils commonly in use in India

India is fortunate in having a wide range of oilseeds crops grown in its different agro climatic
zones. Groundnut, mustard/rapeseed, sesame, safflower, linseed, nigerseed/castor are the major
traditionally cultivated oilseeds. Soyabean and sunflower have also assumed importance in recent years.
Coconut is most important amongst the plantation crops. Efforts are being made to grow oil palm in
Andhra Pradesh, Karnataka, Tamil Nadu in addition to Kerala and Andaman & Nicobar Islands. Among
the non-conventional oils, ricebran oil and cottonseed oil are the most important. In addition, oilseeds of
tree and forest origin, which grow mostly in tribal inhabited areas, are also a significant source of oils.

There is a large variety of edible oil in India. Most of oil are used for cooking
and also for salad dressing, condiments etc. The major edible oil in India like:

 Sunflowers
 Rapeseed
 Sesame Seed
 Cotton Seed
 Groundnut
 Soya bean
 Coconut

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COMPANY
PROFILE

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COMPANY PROFILE

Name of the firm : AdaniWilmar Limited

Factory Address : Adani Wilmar Limited,
Kota-Jaipur Highway, Silor Road
Bundi, Rajasthan - 323001
Registered Office : Fortune House, Nr. Shikhar Complex,
Mithakhali Crossing Road,
Navrangpura, Ahmedabad – 380009.
Constitution : Company
Year of Incorporation: 1999-2000
Status of Industry : Large Scale Industry
Product : Edible Oil
Board of Directors : Mr. Gutam S. Adani (Chairman)
Mr. Rajesh S. Adani (Managing
Director)
Mr. Kuok Khoon Hong (Director)
Mr. ChauPhuayHee (Director)

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Mr. Nico L. Hans (Alt. Director to Mr.

Kuok Khoon Hong)
Mr. T. K. Kannan (Alt. Director to
Mr.ChauPhuayHee )
Company Secretary : Mrs. Birva C. Patel
Vision Statement

Corporate Profile
AdaniWilmar Limited (AWL), a Rs. 2600 Crore company; is a joint
venture between two global corporations.

1. The Adani Group of India - The leaders in international trading & private
infrastructure.
2. The Wilmar International Limited of Singapore - One of the World's
largest traders and refiners of edible oils.

Together Adani Group and Wilmar Group have set up India's first
port based refinery in 1999, at Mundra, Gujarat. Today the Mundra refinery

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is one of India's largest and most sophisticated oil refineries. FORTUNE,

RAAGand JUBILEEare 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], Dewas [Madhya
Pradesh] and Cochin [Kerala].

With 80 branches, 5000 distributors catering to 1 million outlets,

AWL’s products reach to 20 million households across India.

Since its launch in 2000, Fortune took just 20 months to become

India’s No.1 edible oil brand, and they are still at the top of the chart.

Following the success in India, AWL introduced branded Soya bean oil to
Middle East and is now exporting its products to more than 19 countries.
PROMOTERS

 Adani Group

Adani Groupwith its turnover exceedingRs.20250 Crores(US $ 4.5

billion)in 2006, is one of the fastest growing corporate houses in India. Its
flagship company – Adani Enterprise Ltd [formerly known as Adani

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Exports Ltd], is one of the largest trading companies in India with Five Star
Trading Housestatus (Highest status conferred by the Govt. of India).

Adani Exports trades in nearly 40 commodities in more than 55

countries around the world.

The Group owns a fully functional multi-purpose port at Mundra in

the Gulf of Kutch, Gujarat.

The Group has also set up a BPO in Ahmedabad, iCall India Ltd.
which caters to both International and Domestic clients.

Adani Group is also involved in infrastructure development which

includes developing a Natural Gas distribution project, building a township
and an SEZ at Mundra.

Adani Group has emerged as an integrated and diversified group with

leadership in the areas of global trading, edible oil manufacturing and
infrastructure development.

 Wilmar International

Wilmar International Limited is Asia’s leading agribusiness group

and is amongst the largest listed companies by market capitalization on the
Singapore Exchange.

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Wilmar International's business activities include oil palm cultivation,

edible oils refining, oilseeds crushing, consumer pack edible oils processing
and merchandising, specialty fats, oleo chemicals and biodiesel
manufacturing, and grains processing and merchandising. Headquartered in
Singapore, Wilmar International's operations are located in more than 20
countries across four continents, with a primary focus on Indonesia,
Malaysia, China, India and Europe. Backed by a staff force of 60,000
people, over 160 processing plants and an extensive distribution network,
their products are delivered to more than 50 countries globally.

Today Wilmar International is:

 The largest global processor and merchandiser of palm and lauric oils

 One of the largest plantation companies in Indonesia/Malaysia

 The largest palm biodiesel manufacturer in the world

 A leading consumer pack edible oils producer, oilseeds crusher,

edible oils refiner, specialty fats and oleochemicals manufacturer in

China

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 The largest edible oils refiner in Ukraine

 The leading importer of edible oils into East and South Africa

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

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 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

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“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

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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

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    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

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 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

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 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.

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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.        

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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.  

   

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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

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UNITS OF ADANI

ADANI WILMAR

3 Packing Manufacturing Sales

units &Marketing

BUNDI (raj.) EDIBLE

OIL
MANTRALAYAM (Andhra Pradesh)
SPECIAL FATS

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MUNDRA (Kutch)
VANASPATI
HALDIA (W. Bengal)

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

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TOP MANAGEMENT at Adani Wilmar Ltd.

Rajesh Adani
Managing Director

Pranav Adani
Executive Director

Angshu Mallik T.K kanan Jayesh Naik Biplab

Asst.Vice G.M Manager Pakvashi
President (Trading) (HR&admin. D.G.M

Sudhir Prohit Kamal P.K Bhargava

Asst.Manager Moondra Head Internal
(Material) GM (F&A) Audit

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Top Management at Adani Wilmar Ltd. Plant

Pranav Adani Wilmar Ltd

Executive Director

R.K Singh R.P Singh Dominic G Vivek

Head-Plant S.M-Plant Head-Haldia Pathak
Mundra Mantralya (Operations) Unit-Head

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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.    

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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).

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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

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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

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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.

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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.

4. 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.

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5. 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%.

6. 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.

7. 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.

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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 Net availability of edible Consumption of Edible Oils

Production of
oils from all domestic (from domestic and import
(Nov.-Oct.) Oilseeds
sources 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

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(ii) Net availability of edible oils: Directorate of Vanaspati, Vegetable Oils &
Fat

2.4 PRODUCT PORTFOLIO

Fortune Brands
 Fortune Refined Soyabean Oil
 Fortune Refined Sunflower Oil
 Fortune Refined Cottonseed Oil
 Fortune Refined Groundnut Oil
 Fortune Kachi Ghani Mustard Oil
 Fortune Pure Groundnut Oil
 Fortune Pure Mustard Oil
 Fortune Pure Coconut Oil
 Fortune Fryola
 Fortune Naturelle

Raag Brands
 Raag Vanaspati
 Raag Refined Soyabean Oil

Jubilee Brands
 Jubilee Masterchef Bakery Shortening

Fortune Masterchef
 Specialty Fats / Bakery Shortening

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MANUFACTURING FACALITIES

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).

Mundra (Gujarat)
AWL's largest state-of-the-art refinery is based at Mundra in the Gulf of Kutch in
Gujarat. The technology has been imported from De Smet of Belgium and Alfa Laval of
Sweden. The quality of oil is at par with best in the world, meeting USFDA standards.
AWL refined oil goes through the strictest quality controlled and computerized
manufacturing process with online monitoring.

AWL's Mundra refinery was started with an initial refining capacity of the 600 Tonnes per Day
(TPD) and after the recent expansion; Mundra has a consolidated refining capacity of 2200
TPD and hydrogenation capacity of 350 TPD. The refining complex now also has a coal based
captive power plant of 4 MW.

In order to enhance quality and save cost, AWL has also set up an integrated packaging plant at
Mundra which includes HDPE blow molding facility, PET Preform blow molding facility and
Tin manufacturing facilities. AWL has also set up fully automated corrugated box manufacturing
facility at Mundra. We have also set up a plant to manufacture multi layer multi colored Film for
our pouch packing.

Mantralayam (A.P.)
This plant was acquired from ITC & is reputed to be one of the best plants in India for
sunflower oil production. The plant has a capacity to crush 450 TPD of seeds and refining
capacity of 180 TPD oil. Located in close proximity to the sunflower-growing belt of
Andhra Pradesh and Karnataka, this plant is also suitable for crushing and refining
Soyabean and Groundnut oil. It was strategically acquired to cater to South India's
demand for Refined Sunflower Oil.

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Bundi (Rajasthan)
This plant was taken over from RICO industries. It has a capacity to crush 450 TPD of seeds
and refine 150 TPD of oil. The plant provides ideal location for processing both mustard and
soyabean.
Apart from it there is also a processing facility at Jaipur, which produces the premium quality
pungent mustard oil packed as Fortune "Kachi Ghani", exclusively to cater to the taste of
pungent and pure mustard oil of eastern India

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

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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

toeliminate 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.

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 46

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

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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)

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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.

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INTRODUCTIO
N
TO
HUMAN
RESOURCES
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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.

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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.

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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

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 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

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 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:

In Adani Wilmar a new selected person is trained for 30 days to 6 months according
to job profile. When new technology adopted by the company it is necessary to
impart knowledge about it to the employees so that they can adapt to it.

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:

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In adani 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:
Adani wilimar 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:
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

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 Personnel policies and practices

 Employee activities
 Rules & Regulations
At the end of the induction programme employees submits induction report to the HRD
department.

7. Summer training:
Aadani willimar provide better training for BBA/ BE/MCA/MBA/BCA etc.

8. Counseling of employees. :
At adani employee’s problems are conceders

Manager (HR &

ADMIN.)

Receptionist

HIERARCHY
OF
(Dy. Manager (HR &
HUMAN RESOURCE DEPARTMENT
ADMIN.)
(ADANI WILMAR LTD.)

(Jr Officer (HR & Supervisor HR (Sr. Officer (HR &

ADMIN.) & ADMIN. ADMIN.)

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Supervisor (HR &
ADMIN.)
 57

Assistant (HR &

ADMIN.)

PROCESS OF HUMAN RESOURCES MANEGMENT

Corporate H.R.
objective demand
objective

Business unit H.R. Net

objective objective requirement
H.R. nt
supply
forecasting

Control and Action

OBJECTIVES
Evaluation of OF THE PROJECT plan
implementation

Surplus H.R Deficit H.R

The objective of our study is to: Downsizing Recruitment

Transfer Transfer
Training Training
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 Identify general practices in the organizations which is used to

measure the satisfaction level in the employees.
 Determine which companies’ policies are most effective.

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
The standard of working and other facilities is
1.
comfortable.

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The human resource planning in your organization is

2.
well organized.
Training and development programmes are regularly
3.
conducted in your organization.
You get an output from the training and development
4.
programme
You get an appraisal from your management according
5.
to your performance.
The human resource planning in your organization is
6.
successful in removing the inaccuracy.
This organization makes all efforts to keep employees
7.
happy.
8. The climate / working environment is satisfactory.
Senior management shows genuine interest in the well
9.
being of employees
10. You are happy to be a part of this organization.
11. You are praised by your senior when you do a good job.
You can approach to your senior or top management
12.
without any difficulty to discuss your problems.
Weaknesses of employees are communicated to them in
13.
a non-threatening way.
Appraisal of the organization is growth and development
14.
oriented.
15. Most of the time you feel helpless and powerless.
The noise around your work place does not allow you to
16.
work properly.
Employees in your organization are discriminated here
17.
based on caste, region, language etc.
There is a kind of workers participation in management
18.
in your organization.
19. You are satisfied with your participation in management.
20. Management communicates its goals & strategies
effectively to its employees.

Anything else you would like to share:-

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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

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Name of Department:

1. The standard of working and other facilities is comfortabl.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied
2. The human resource planning in your organization is well organized.

s1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

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3. Training and development programmers are regularly conducted in your

organization.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

4. You get an output from the training and development programmers.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

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5. You get an appraisal from your management according to your

performance.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

6. The human resource planning in your organization is successful in

removing the inaccuracy.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

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7. This organization makes all efforts to keep employees happy.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

8. The climate / working environment is satisfactory.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

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9. Senior management shows genuine interest in the well being of

employees.

1. Highly Satisfied 2.Satisfied

3. Dissatisfied 4.Highly Dissatisfied

10. You are happy to be a part of this organization.

s
1. Highly Satisfied 2.Satisfied
3. Dissatisfied 4.Highly Dissatisfied

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OVERALL LEVEL OF SATISFACTION IN

THE EMPLOYEES

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CONCLUSIO
N
&
SUGGESTIO
NS

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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.

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 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.

Bibliography

1. htt://www.adaniwilmar.com/
2. htt://www.adanigroup.com/
3. htt://www.googel.com/
4. G.S suddha:-human resouresh develoment

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