INDUSTRY PROFILE

India’s manufacturing sector is on high growth trajectory. As targeted by the national

manufacturing competitiveness council (NMCC), it is set to contribute 25 per cent to the GDP
by 2025 compared to the current share of nearly16 per cent. Notably, the sector contributed 66
percent to the nations export in FY11 and has been strengthening at a CAGR of 20% in the last
five years. The competitiveness that the sector commands in the global arena is driving its
growth. India rank second in the world as per the 2010 Global Manufacturing Competitiveness
Index (GMCI) prepared by the US Council on competitiveness. As per the same source, India
would maintain its second rank and continue to dominate the global manufacturing sector even
after five years. India has set benchmarks in the international market with respect to quality in
manufacturing. The country is currently second only to Japan in hosting companies awarded
for quality excellence. The India advantage is favoring growth in the sector as international
players such as Hyundai, Nokia, Samsung ad Airbus are focusing in setting up the
manufacturing facilities in the country. Interestingly, India’s growth in the manufacturing
sector overshadows other BRIC members. This can be associated to the strength in the Indian
domestic market.
The fundamentals of the economy have emerged as the driving force for the growth in this
sector. As per the IMF, Indian economy is forecasted to expand at a CAGR of 9.2 per cent
over 2010-15. A McKinsey report projects India’s middle class to expand 12 tines and
urbanization to increase 39 per cent from 29 per cent over 2005-2025. Consequently, the
country world emerges as the world’s fifth largest consumer market by 2025.
India considers growth in the manufacturing sector important for the overall development
economy. The government is extending the support through training programmers in order to
ensure availability of the skilled workforce. Also, measures have been introduced to encourage
FDI in the sector. As a result India was ranked second in the world as per 2012 FDI
Confidence Index prepared by the A.T.Kearney.
The government has also set up NMCC to increase the sector’s global competitiveness through
various measures such as setting up of National Manufacturing and Investment Zones
(NMIZs). Furthermore, the government is
offering subsidies and incentives for technological up gradation in each subsector of
manufacturing activities along with special schemes focused on micro, medium and small
enterprises (MSMEs) for ensuring an overall development of the sector. Thus, growth in the
domestic market as well as traction from the export- driven demand has enabled India to
evolve on the global map as a key manufacturing hub.

Role of Manufacturing in the Indian Economy

Manufacturing holds a key position in the Indian economy, accounting for nearly 16 per cent
of real GDP in FY12 and employing about 12.0 per cent of India’s Labour force. Growth in the
sector has been matching the strong pace in overall GDP growth over the past few years. For
example, while real GDP expanded at a CAGR of 8.4 per cent over FY05-FY12, growth in the
manufacturing sector was marginally higher at around 8.5 per cent over the same period.
Consequently, its Share in the economy has marginally increased during this time – to 15.4
percent. From 15.3 percent. Growth however has remained below that of services, an issue.

That has not escaped the attention of policy makers in the country. Strong growth has been
accompanied by a change in the nature of the sector Evolving from a public sector dominated
set-up to a more private enterprise driven. In fact, according to UNIDO, India (with the
Exception of China) is currently the largest producer of textiles, chemical products,
Pharmaceuticals, basic metals, general machinery and equipment, and electrical Machinery. In
the coming year, the sectors importance to the domestic and Global economy is set to increase
even further as a combination of supply-side Advantages, policy initiatives, and private sector
efforts set India on the path to a Global manufacturing hub.
Top Five Manufacturing Companies

• TVS Motors.

• Hero Honda Motors Ltd.

• Asian Paints.

• Videocon Group.

• Larsen & Toubro.

Recent Trends in Manufacturing Industry

India has emerged as a global manufacturing hub due to its cost competitiveness, skilled
workforce and favourable government policies. Furthermore, the most fundamental factor
fostering growth in the sector is the presence of strong market locally. India is one of the
fastest growing economies. The Consumer trend in the country is enabling domestic players to
flourish and also attracting international players. During FY11, 41 out of 121 manufacturing
sub-sectors registered excellent growth of more than 20 per cent. While the sector
predominantly has been expanding, just five of 121 sectors shrunk during the period. Though
the sector has registered strong growth in the past, the Indian market offers a wide range of
untapped opportunities. India, which has placed high priority on infrastructure development,
offers high growth for cement and power equipment manufacturers, with its current
consumption pattern way below the world average.
Another example is prospects in the food processing industry. The world’s second most
populous country and one of the largest food producers processed a meagre six per cent of the
perishables. The evolving trends of manufacturing off-shoring in India, as seen in the
automobile sector, and the growth of manufactured exports, portrayed in subsectors such as
gems & jewellery and textiles, illustrates the long- term sustainability of growth in the sector.

Grease and Lubricants Industry

India is the sixth largest lubricant market in the world with the consumptions of around 1.12
million KL in 1998-99(an effective market size of Rs.55-60 bn.) as an installed capacity of 1.6
million KL has grown a CAGR of around 7.0% over a period 1993 to 1998. However, with the
industrial downturn and also slower growth in the automobile sector, the growth of the
industry has slowed down to around 4.0% in the last few years.
Till 1993, the Indian Lubricant industry was totally controlled by the government with oil co-
ordination committee (OCC) controlling all aspects of the industry. Thus, the industry was
nominated by the oil public sector units (PSU)- Indian oil corporation Limited (IOCL),
Hindustan Petroleum Corporation Limited (HPCL) and Bharat Petroleum Corporation Limited
(BPCL) Castrol was the only major private sector in the industry.
The lubricant industry in India can be broadly classified into two segments industrial lubricants
and automotive lubricants with the automotive lubricants accounting for 60% of the total
lubricant market.
The automobile lubricant market has grown at around 4% from 1993-94 to 198899, with the
commercial vehicle segment accounting for about 70% of the total consumption of the
automotive lubricants. India’s per capital consumption of automotive lubricants account for
40% of the total lubricant market in India and has grown at a CAGR of 13% from 1993-94 to
1998-99.

Top Five Lubricant Companies

o Bharat Petroleum Corporation Limited – MAK Lubricants

o Castrol India limited

o Indian Oil Corporation Limited – Servo Lubricant

o Gulf lubricants

o ELF India
COMPANY PROFILE

TYPE Government

INDUSTRY Manufacturing Sector

ESTABLISHED ON 1st February 1867

HEAD QUARTERS Kolkata

NUMBER OF
EMPLOYEES 250

FOUNDER Stephen George Balmer and Alexander Lawrie

SECTORS Industrial Packaging, Greases & Lubricants, Leather Chemicals,

Travel & Vacations, Logistics and Refinery & Oil Field Services
with offices spread across the country and abroad.

WEBSITE www.balmerlawrie.com
 CONTACT NO 033-22225218

Founded by two Scotsmen, Stephen George Balmer and Alexander Lawrie, in

Kolkata, Balmer Lawrie & Co. Ltd. started its corporate journey as a Partnership Firm on 1st
February 1867. Traversing the 154 years gone by, today Balmer Lawrie is a Miniratna - I
Public Sector Enterprise under the Ministry of Petroleum and Natural Gas, Govt. of India, with
a turnover of Rs.1857 crores and a profit of Rs. 280 crores. Along with its five Joint Ventures
and two subsidiaries in India and abroad, today it is a much-respected transnational diversified
conglomerate with presence in both manufacturing and service sectors. Balmer Lawrie is a
market leader in Steel Barrels, Industrial Greases & Specialty Lubricants, Corporate Travel
and Logistics Services. It also has significant presence in most other businesses, it operates,
viz, Leather Chemicals, Logistics Infrastructure etc. In its 154 years of existence, Balmer
Lawrie has been successfully responding to the demands of an ever-changing environment,
leveraging every change as an opportunity to innovate and emerge a leader in industry.

Today Balmer Lawrie has six business units - Industrial Packaging, Greases &
Lubricants, Leather Chemicals, Travel & Vacations, Logistics and Refinery & Oil Field
Services with offices spread across the country and abroad.

Fig 1.1 BUSINESS UNIT

ORGANISATIONAL STRUCTURE
An organizational structure is a system that outlines how certain activities are directed in order
to achieve the goals of an organization. These activities can include rules, roles, and
responsibilities. The organizational structure also determines how information flows between
levels within the company.

Fig 1.2 ORGANISATIONAL STRUCTURE

FUNCTIONS OF THE COMPANY

Company activities splits under 3 headings such as

1. HUMAN RESOURCE DEPARTMENT

2. FACILITY & SERVICE DEPARTMENT

3. TRAINING & DEVELOPMENT DEPARTMENT

HUMAN RESOURSE DEPARTMENT

HR department is core part of the company because is concerned with people who are
responsible for the attainment of organizational goals and organization growth and making this
to happen is the responsibility of HR department.

Functions of the Department

• Recruitment & selection

• Placement & induction

• Rules & regulations of wages to the new employees

• Providing efficient employees to different departments in the

organization when they are in need of

Recruitment and Selection Process

Company is recruiting the workforce through advertisement in the newspapers, television, with
the help of consultancies, portals, employee reference and websites etc

Through organizing aptitude test for the candidates, then the process of pre- screening is
performed by the head of particular department, then finally HR discussion to select the
candidate for a concerned department will be done.
1. Placements

The job is offered to the finally selected candidates with agreed designation roles and
responsibilities in the company.

2. Induction

Induction is the program where in employee will be made aware to the work culture, rules
regulations, peers and staff and to the concerned officers. Whenever the different departments
are in need of employees, the HR Department helps them out by providing efficient
employees to their required work this will be done through job rotation. Multi tasking
employees to ensure a team work to achieve the objectives and smooth flow of work.

A. Our HR policy strives in

Identifying the best talent and use it in the best practices. Setting and aligning individual work
goals with company objectives. Building trust and instilling loyalty.

1.Coaching for results.

2.Using influence, not power.

B. EQUAL EMPLOYEMENT OPPORTUNITY

This policy governs all aspects of employment including, selection, job assignment,
compensation, discipline, termination, and access to benefits and training.

Any employees with question or concerns about any type of discrimination in the work place
are encouraged to bring these issues to the attention of their head of the department or
HUMAN RESOURCE DEPARTMENT. Employees can raise concerns and make reports
without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination
will be subject to disciplinary action, up to and including termination of employment.
 EMPLOYEEMENT CATEGORIES

It is the intent of Balmer Lawrie to clarify the definition of employment classification

so the employee understands their employment status and benefit eligibility

1. REGULAR FULL-TIME employees are those who are not in a temporarily or

problem status and who are regularly scheduled to work Balmer Lawrie full time
scheduled. Generally, they are eligible for Balmer Lawrie benefits package subject to
term, condition, and limitations of each benefits program.
2. PROBATION is those whose performance is being evaluated to determine whether
further employment in a specific position or with Balmer Lawrie is appropriate.
Employees who satisfactorily completed the probation period will be notified of their
new employment classification.
3. CONTRACTUAL employees are those who are hired as interim replacements, to
temporarily supplement the work force, or to assist in the completion of a specific
project. Employment assignments in this category are of a limited duration. Contractual
employees retain that status until and unless they are notified of a change. Contractual
employees are intelligible for all of Balmer Lawrie other benefits programs.
4. CONSULTANTS are those who facilitate organizational change and / or provide
subject matter expertise on technical, functional, and business topics during
development or implementation

 EMPLOYEE BENEFITS

Eligible employees at Balmer Lawrie are provided a wide range of benefits. A number
of programs cover all employees in the manner prescribed by law. Benefits eligibility is
dependent upon a variety of factors, including employee classification. Your (Human
Resources Department) can identify the program for which you are eligible. Details of
many of these programs can be found elsewhere in the employee handbook. The
following benefit programs are available to eligible employees:
  ESIC

 Provident Fund

 Gratuity
The benefit programs require contribution from the employee beside employer’s contribution.

5. WORK SCHEDULE

The normal work schedule for all the employees and associated members are 8hours a day,
Monday to Saturday. Head of the department will advise the employees and associated
members of the time, their schedule will normally begin & end. Staffing needs and operational
demands may necessitate variations in starting & ending times, as well as variations in the
total hours that may be scheduled each day & week. An employee is considered absent if he or
she is not present for work as scheduled in time. Reporting for work regularly & on time is
essential, since lateness or absences interfere with the daily running of company
 & place an extra work load on fellow employees. Failure to report to work onetime &

tardiness will result in disciplinary action up to & including termination.

 FACILITY & SERVICE DEPARTMENT

This department is the key position of the organization; it looks over the Maintenance of the
entire organization.

1. They maintain the entire infrastructure of the organization

2. During the night shift the employees are given security

3. Providing traveling facility to the employee

4. Providing medical care to the employee

5. Providing snacks to the employees working in the night shift

6. Providing mid-day meal to the employees whose 50% charge will be paid by the company &
50% by the employee
 TRAINING AND DEVELOPMENT

• Help in addressing employee weaknesses

• Improvement in worker performance

• Consistency in duty performance

• Ensuring worker satisfaction

• Increased productivity

• Improved quality of service and products

• Reduced cost.
• Reduction in supervision

VISION OF THE COMPANY

"To be a leading diversified corporate entity having market leadership with global presence
in the chosen business segments, consistently delivering value to all stakeholders, with
environmental and social responsibility”.

BOARD OF DIRECTORS

The company is managed under the overall guidance of the Ministry of Petroleum &
Natural gas by a Board of Directors comprising experienced professionals.
 A.Ratna Sekhar Director [HR & CA] and Chairman & Managing
 Director (Additional charge)
 Adhip Nath Palchaudhuri Director [Service Business]
 Perin Devi [Government Nominee Director]
 Sandip Das Director [Finance & CFO]
 Kushagra Mittal [Government Nominee Director]
 Vikash Preetam [Independent Director]
 Arun Tandon [Independent Director]\
 Arun Kumar [Independent Director]
 Anil Kumar Upadhyay [Independent Director]
 B. D. Shivhare [Independent Director]

COOs/SVPs
 Besides the Board of Directors, the COOs & SVPs play a significant role in managing the
Company.

 R. M. Uthayaraja Exucutive Director [Industrial Packaging & Leather

Chemicals]
 Sreejit Banerjee COO [ Greases & Lubricants]
 Romon Sebastian Louis COO [Logistics Infrastructure]
 Sriram Chavali CIO [Information Technology]
 Manas Kumar Ganguly COO [Logistics]
 Udayan Ghosh Sr. Vice President [Internal Audit & CRO]
 Abhijit Ghosh SVP [Human Resource]
 Kavita Bhavsar Company Secretary

AWARDS & RECOGNITION

 IP-Chennai was acknowledged with Bronze in National Award for Manufacturing

Competitiveness 2018-19 Award
 LC-Manali was recognized with Silver in National Award for Manufacturing
Competitiveness 2018-19 for noteworthy contribution of the leadership team in navigating
the unit to profit despite major challenges in the external environment. LC-Manali, apart
from the Silver Award also received a special recognition for its “Strategic Improvement
Initiatives”..
 “Balmerol Lubricants” was recognized as one of ‘The Economic Times Best Brands 2019’.
The award was given away during the mega conference, The Economic Times (ET) Best
Brands Carnival held in Mumbai.

 SBU: Greases & Lubricants (G&L) received the Best Lubricants Supplier Award from Tata
Motors Ltd., Spare Parts Division for the year 2018-19.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

 To study the Effectiveness of work Life Balance of the employees in Balmer Lawrie & Co.
Ltd

SECONDARY OBJECTIVES
 To analyse the factors influencing Work Life Balance of employees.
 To examine the perception of employees in the Organization.
 To review the impact of Work Life Balance towards employee performance.
 To suggest measures to improve the Work Life Balance of employees.

SCOPE OF THE STUDY

In today’s age, many workers are seeing their personal responsibilities increase, from
childcare and elderly care, to volunteer work, and family commitments. This comes at a
time when their work responsibilities are also increasing, resulting in a conflict between
personal and work commitments and an increase in stress.
Another factor which is contributing greatly to the difficulty in achieving a work life
balance is the changing landscape in how and where employees are expected to work. As
more and more companies embrace the technological age and move into globalization, work
is no longer restricted to the workplace. Employees can work from almost any location with
the use of laptops, tablets, and smart phones; and telecommuting is on the increase.
Employees can access work emails and assignments 24/7, meaning that they can also be
accessible to employers and clients. Although there are multiple benefits to this flexible
working pattern, it can run the risk of blurring the lines between work and personal life.
Remote working also means that staff may now find that their typical work week is no
longer restricted to the traditional 40 hours a week.

An employee’s satisfaction in their personal life and their ability to meet personal
commitments greatly affects their success as a worker, which greatly benefits any company.
Helping employees to achieve a good work life balance increases work satisfaction,
increases their loyalty to their employer, and helps employers to achieve career longevity. A
company which recognizes these benefits and implements policies to promote a work life
balance is one which will not only see an increase in the productivity of their workforce but
which also sees increased retention of staff and reduction in costs associated with high
turnover.

NEED FOR THE STUDY

The need for the study is to determine the factors affecting Work Life Balance and how it
impacts the employees in Balmer Lawrie & Co.Ltd. To study about this, I have done
 surveys through e-forms and forms presented to the employees in the company. The
information I gained were also presented as suggestions to the company.
LIMITATION TO THE STUDY

To study this topic, sincere efforts have been put to collect relevant, updated and accurate
data from various respondents. But, during the study certain problems were faced and those
are very important to be highlighted.

 Improper Responses: In some cases, respondents gave wrong information willingly or

avoided to impart information. They took no interest during the survey.

 Language Barrier: For the respondents, interviews were conducted in English and Tamil.
Some of them were not in a position to understand the subject matter of the Survey and
provided irrelevant information.