EmployeeWelfare

A
Project report
On
“EMPLOYEE WELFARE”
AT
KRISHAK BHARTI CO-OPERATIVE LTD
SUBMITTED BY: GUIDED BY
HARSH V. TAMAKUWALA Mr. N.K.SAHOO
M.H.R.D (Sem-IV) A.G.M.(HR)
2015-2016
DEPARTMENT OF HUMAN RESOURCE DEVELOPEMENT
AFFILIATED TO
VEER NARMAD SOUTH GUJARAT UNIVERSITY

PREFACE
Knowledge has two aspects- theoretical and practical and no theoretical concept is complete
without having knowledge of its practical application. Practical section along with theory
helps student to develops business communication skill time managers etc.
Under the prescribed course of Master Of Human Resource Development conducted by Veer
Narmad South Gujarat University, Surat, a student is to be placed in an industry undertaking
two months with the objective of studying the finance, Human resource, marketing,
production, & other department of the company with the general features of company.
To be an MHRD study is a matter of pride, because you are in a field which helps you to
develop from human into professional. In management field you cannot create success stories
if you are not a good learner. You need to be good learner in order to sharpen the edge of
your knowledge to achieve desired heights.
Theoretical knowledge cannot help you in any field, but only one thing that can help you is
practical knowledge. As a part of my learning in management filed & a requirement of the
MHRD programmed. I have been fortunate to receive practical knowledge in KRIBHCO,
HAZIRA, SURAT.
I have received training at KRIBHCO, HAZIRA, SURAT. Requirement of the MHRD
programme. This training has been made clear to me the difference in the practical
knowledge & the theoretical knowledge & its importance.
HARSH V. TAMAKUWALA

ACKNOWLEGMENT
It gives me pleasure to present this project, which is an outcome of the study. Completing a
task is a never a one- man effort. It is an often the result of valuable contribution of a member
of individuals in a direct or indirect manner that helps on shaping and achieving an objective.
I wish to express my sincere gratitude to innumerable number of people who have been
associated with me throughout this project. I feel blessed to have the opportunity of
expressing my hearty gratitude to the following personalities, without the help of whom my
project could not have been hatched.
Sources of firstly, I would like to acknowledge my sincere thanks to Mr. N K SAHOO, Mr.
SUDHANSU SHARMA for their great support, encouragement, and their valuable guidance
which helped me so much in my project work in my internship without their kind cooperation
and support, my training would not have been possible. I would like to convey my sincere
gratitude to Mr. N K SAHOO and Mr. SUDHANSU SHARMA who gave me an opportunity
to carry out this project and had been a constant inspiration.
I express my sincere thanks to Dr. K. M. PANDYA ( Head of department ) and my guide Dr.
Madhusudan Raj who gave me their valuable guidance during this entire period of process. I
would like to express my deep gratitude to our college’s professors Dr. D.G. THAKOR, DR.
M Zaveri, Ms Neha raval for their kind co-operation and support.
I also express my deepest thanks to all member of KRIBHCO for helping me at every
junction. Last but not least we also like to thanks to my parents and friends who provided me
sound moral support.
HARSH V. TAMAKUWALA

EXECUTIVE SUMMARY
Welfare is comfortable living and working conditions. Employee welfare means the efforts to
make life worth living for workman. People are the most important asset of an organization,
and the accounting profession has to assess and record the value and cost of people of an
organization.
In my project I have selected “Exploratory research design” which is based on primary data.
A survey of 50 employees of the organization was conducted by me to identify the welfare
facilities.
I personally went to employees (respondents) and collected the data for my research topic.
This report is based on my observation and information collected by me well as provided by
officers and employees of HR Department, Purchase Department and Finance Department,
Estate Department, Time-Office.
The objective of my study is to identify the various welfare measures provided to the
employees, to know their satisfaction towards the welfare measures, to understand how
welfare measures improve the motivation of the Employees, to find out employees preference
regarding welfare measures which they like to have in future.
I concluded from the analysis that the company is providing all statutory facilities to
employees. All such facilities are provided timely and when required by providing such
facilities, the company is running smoothly. The welfare facilities are helpful to maintain the
relationship between the employer and employees. It is the way to satisfy the employees need
and maintain harmonies relations of the company.

DECLARATION
I hereby declare this project on “Employee Welfare with reference to KRIBHCO” submitted
as per university requirement of MHRD curriculum is my original work, based on the
findings during the project.
It is not submitted to any other institution for the award of any other degree diploma,
fellowship or other similar title or prizes.
I will not submit this report to obtain any other degree in future and no other person will be
allowed to copy from this project in any form.
If I am found guilty of not fulfilling the above promises, my submission can be declared in
valid and college has the right to reject this project report.
Place: - SURAT
DATE:-
HARSH V. TAMAKUWALA

INDEX
SR.
NO
CONTENT PAGE NO.
01. INDUSTRY PROFILE 01
02. COMPANY PROFILE 10
03. EMPLOYEE WELFARE 31
04. REVIEW OF LITERATURE 36
05. WELFARE FACILITY 39
 Welfare facilities provided to employees 40
 Welfare measures in KRIBHCO 43
 Perks & Allowances 44
 Incentive for family planning 45
 Academic award scheme 46
 Leave 46
 Increment 48
 Dearness Allowance 48
 House Rent Allowance 49
 Educational facilities 50
 Shift Allowance 50
 Travelling allowance 51
 Travel to home town on superannuation 52
 Liveries 53
 Welfare Programs 54
 Social security schemes 58
06. RESEARCH METHODOLOGY 64
07. DATA ANALYSIS 70
08. FINDINGS 90
09. SUGGESTIONS 92
10. LIMITATIONS 94
11. CONCLUSION 96
12. BIBLOGRAPHY 98
13. ANNEXURE 100

3 EMP LOYEE WEL FA RE
HISTORY
India lives in economy; the economy of India is also agro-based. Agriculture accounts for
nearly 1/4th
of India's GDP and more importantly, about 2/3rd
of the country's population is
dependent on villages, said Mahatma Gandhi decades ago. It is true even today. Like every
developing agriculture and allied activities for their livelihood. As per statistics nearly 175
lakh MT of fertilizer nutrients are required every year in this country. The demand of
fertilizers was so high that India had to import almost 30% of its requirement from other
countries. Therefore, to achieve the economic growth, agriculture base of the country must be
strengthened. To attain this objective, agriculture practices have to be improved from their
traditional pattern to a higher technological track
involving better irrigation and use of better quality
seeds, fertilizers, insecticides & pesticides. Therefore,
chemical fertilizers are key player in this process and
fertilizer industries plays quite a major role in increasing
food production in the country and also helps to
modernize the out look of the common farmers and
make them innovative and respective to the new
technology change.
“A fertilizer is any material, organic, inorganic, natural or systematic, that is placed
on or incorporated into the soil to supply plants with one or more of the chemicals elements
necessary for normal Growth. Fertilizer is the material, which supplies the chemicals
Nitrogen, phosphates and potassium are supplied through chemical fertilizer. Fertilizer
response studies have proved that 1kg of fertilizer can increase the food grain production by
8-10 kg. Fertilizer production is of permanent importance for this country because Fertilizer
increases agriculture productivity.
The fertilizer industry presents one of the most energy intensive sectors within the
Indian economy and is therefore of particular interest in the context of both local and global
environmental discussions. Increases in productivity through the adoption of more efficient
and cleaner technologies in the manufacturing sector will be most effective in merging
economic, environmental, and social development objectives. A historical examination of
productivity growth in India’s industries embedded into a broader analysis of structural
composition and policy changes will help identify potential future development strategies that
lead towards a more sustainable development path. Issues of productivity growth and patterns

of substitution in the fertilizer sector as well as in other energy intensive industries in India
have been discussed from various perspectives.
Before introducing organization Kribhco (A fertilizer producing unit) I feel necessary
to give an overview of the Indian fertilizer industry.
Fertilizer is the material which supplies the chemical elements required for plant
growth. Primary nutrients like Nitrogen, phosphorous and potassium (required to fertilize
land) are supplied through chemical fertilizers. Fertilizer response studies have proved that
one kg. Of fertilizer nutrient application can increase the food grain production by 8-10 kegs.
Fertilizer production is of paramount importance for this country because fertilizers
increase agricultural productivity. Since our independence,
population has been growing rapidly. From 36 crore in 1947
today we are 97 crore in 1998. The population growth rate has
come down from 2.5 to around 2. But this has done very little
in curtailing the demand for food, which is primary necessity.
One hand population has been increasing but on the other hand the supply of land is
totally inelastic i.e. fixed. So we have to produce more, without any increase in arable land
area. This can only be done if productivity goes up. And fertilizer plays a major role in
productivity escalation.
As this is a vital commodity it is in the interest of nation that farmers get fertilizers at
reasonable rate and in adequate quantity. Looking to the poor economic condition of Indian
farmers Government of India framed fertilizer policy in 1977 based on Maratha Committee
Report. The purpose behind introducing this policy was to supply fertilizer to resource poor
farmers at a price they could afford, so as to increase the consumption of fertilizer, to increase
food production, and ensure fair return to fertilizer producers.
With this twin objective, Retention Price Scheme (RPS) for fertilizers came into
picture. In this scheme Government has brought the fertilizer under the purview of Essential
Commodities Act (ECA) in which the retail price of fertilizer to the farmer is notified by the
Government of India from time to time. This retail price to the farmer is uniform throughout
the country and is subject to local taxes applicable under the respective states.
Further under ECA, the Government also operates a system of distribution control in
which the manufacturers including the handling agents for the imported fertilizers are
directed to sell specified quantities of fertilizers in given states/union territories.While doing
so, the logistics of fertilizer distribution including storage, transportation, handling etc. are

also suitably regulated conforming to overall supply plans of the Government to meet the
requirement in all the parts of the country.
Now manufacturers also should get reasonable rate of return as an incentive for
producing fertilizers. Manufacturers should get at least that much, which can enable them to
remain in the industry.
Government of India fixes the price of fertilizers in such a way that manufacturer’s
cost of production including cost of marketing is covered and the manufacturer gets a 12%
post tax return on net worth of the unit at pre-defined capacity utilization. Norms are fixed for
consumption of raw material, utilities, services, capacity utilization, depreciation etc. The
price so fixed is called Retention Price (RP). This price is reviewed every three years.
In a nutshell fertilizers cannot be sold in open markets and producing unit has almost
nil say in fixing fertilizer price. Then how to increase profits? By operating plants efficiently.
The work of administering the Retention Price Scheme (RPS) is entrusted to Fertilizer
Industry Co-ordination Committee (FICC) which works under the control of Department of
Chemicals and Fertilizers.

DEVELOPMENT
The Government of India declared fertilizer as an essential commodity under Essential
Commodities Act 1956 (ECA). The Government issued Fertilizer Control Order (FCO) in
1957 under ECA.
The Joint Secretary (Fertilizers) in the Ministry of Agriculture, New Delhi is the controller of
fertilizers and having overall control and authority. At the state level this aspect is usually
dealt by the Joint Director of Agriculture in the Directorate of Agriculture.
The fertilizer (movement control) order was reintroduced in April 1973. It prescribes
definitions of fertilizers, states rules regarding prohibition of export of fertilizers, powers of
fertilizer inspectors. Fertilizer Control Order (FCO) is thus the Government’s instrument to
regulate, check and ensure availability and sale of good quality of fertilizers.
In 1992, Government has decontrolled the Phosphate and Potassic fertilizers, so now the
manufacturers are free to decide the price and free to move the fertilizers (phosphatic and
pottasic) where they want.
So this Retention Price Scheme provides a cover over the fertilizer industry. This had made
fertilizer industry immune to changes in the market forces.
Fertilizer Industry Scenario in India
In India, First of all in 1906, A Single Super Phosphate (SSP) manufacturing
unit was set up at Ranipat near Chennai (Madras) with annual capacity of 6000 tones per
annum.

PLAYERS
Public Sector
 The Fertilizer And Chemicals Travancore Ltd. (FACT)
 Hindustan Fertilizer Corporation Ltd. (HFC)
 Madras Fertilizer Ltd. (MFL)
 Hindustan Copper Ltd. (HCL)
 Naively Lignite Corporation Ltd. (NLC)
 Pyrites, Phosphates And Chemicals Ltd. (PPCL)
 Pradeep Phosphates Ltd. (PPL)
 Rashtriya Chemicals And Fertilizers Ltd. (RCFL)
Cooperative Sector
There are only two fertilizer manufacturing societies in Co-operative sector.
 Indian Farmers Fertilizers Cooperative Ltd. (IFFCO)
 Krishak Bharati Cooperative Ltd. (KRIBHCO)
Private Sector
There are 17 companies in private sector, which are producing fertilizer.
 Gujarat Narmada Valley Fertilizer Co. Ltd. (GNFC)
 Hindustan Lever Ltd. (HLL)
 Hari Fertilizer
 ICI India Ltd.
 Indo Gulf Fertilizers & Chemicals Corporation Ltd.
 Mangalore Chemicals & Fertilizers Ltd. (MCFL)
 Southern Petro Chemicals Industries Corporations Ltd.
 Nagarjuna Fertilizer & Chemical Ltd. (NFCL)
 Shri Ram Fertilizer & Chemicals Ltd.
 Tuticorian Alkali Chemicals & Fertilizer Ltd.

 Zuari Agro Chemicals Ltd.
 Bindali Agro Chemicals Ltd.
 Chambal Fertilizer & Petrochemical Corporations Ltd. (DEPCL)
 E.D.I. PASSY (I) LTD.
 Gujarat State Fertilizer Company (GSFC)

ANALYSIS
Food security is a dynamic concept. The agriculture production has to keep pace with the
increasing population on one hand and changing pattern of consumption on the other.
Therefore we should not be complacent assuming that we have achieved self-sufficiency in
food production for all times to come.
As per the 8th Five Year Plan the projected requirement of food grains for a population of
over one billion by 2001-2002 is about 245 million tones. This will in turn require fertilizer
consumption of about 18-24 million tons of nutrients. To achieve this level of fertilizer
consumption, the supplies of various fertilizer products will have to be arranged. This poses
of challenge for increased production, distribution and sale of chemical fertilizers.
India consumes around 15 million tons of fertilizer per year. And it produces around 11
million tons per year. That is why we have to import fertilizers as supply is less than demand.
India is third largest consumer after China and USA and third largest producer after USA and
China.
Fertilizer imports as a percentage of fertilizer consumption has come down from a high of
50% in 1980-81 to around 20% today.
Today 35% of world fertilizer production comes from developing countries. But their
consumption being 50% of total global fertilizer consumption, the developing nations are a
net importer of fertilizers. This is natural because they are essential Agro based economics.

COMPANY OVERVIEW
 HISTORY
 PRODUCTS
 MARKET COVRAGE
 SWOT ANALYSIS

HISTORY OF KRIBHCO
 Introduction
 Objectives
 Mission
 Vision
 Development
 Company profile
 Organizational chart
 Plant Capacity & Consultants
 Future Plans
Introduction
Krishak Bharati Co-operative Limited (KRIBHCO), a premier Co-operative Society for
manufacture of fertilizer, registered under Multi-State Cooperative Societies Act – 1985,
was promoted by the Govt. of India, IFFCO, NCDC and other agricultural cooperative
societies spread all over the country.
Oil & Gas findings in Bombay High and South Basin triggered off the birth of eight
new generations fertilizer plants to fulfill ever-growing food needs of the country.
KRIBHCO was amongst the first two Projects in the first phase.
KRIBHCO has setup a Fertilizer Complex to manufacture Urea, Ammonia & Bio-
fertilizers at Hazira in the State of Gujarat, on the bank of river Tapti, near Kawas village,
15 Kms from Surat city and 20 Kms from Surat Railway Station on Surat – Hazira State
Highway.
Late Smt. Indira Gandhi, former Prime Minister of India laid the Foundation Stone on
February 5, 1982.
The trial production of Urea commenced from November 26, 1985 and within a very short
time of 3 months, the commercial production commenced from March 01, 1986. Since
then, it has excelled in performance in all areas of its operations.
The total Project cost was Rs. 890 crores as against the estimated cost of Rs. 957 crores.
This shows a saving of Rs. 67 crores (approximately 7%) in Capital Cost of the Project,
which is a rare feature in the history of a Public Sector Unit.

Subsequently, a Bio-fertilizer plant of 100 MT per year capacity was commissioned at
Hazira on August 15, 1995. KRIBHCO has also completed the installation of an expansion
of the Bio-Fertilizer plant with an additional capacity of 150 MT and the same was
commissioned in December 1, 1998.
Encourage with the successful operation of fertilizer plant of kalol, kandla and phulpur
in the co-operative Limited. (IFFCO) higher to the one and the only co-operative in the
fertilizer industry has promoted another co-operative namely “KRIBHCO” Ltd to made the
new giant plant of hazira.

MILE STONES : -
(I) Project zero Date 31/03/1981
(II) Foundation stone laid by Smt. Indira Gandhi 05/02/1982
(III) Project completion 31/03/1985
(IV) Plan completion 26/11/1985
(V) Commercial production 01/03/1986
(VI) Percent capacity utilization Urea 99%
Ammonia 95%
(VII) Plant ready of production January/September 1985
(VIII) Gas available by ONGC PHASE 1 & PHASE 2
18-09-85 06-11-85
(IX) Trial production Ammonia PHASE 1 & PHASE 2
14-11-85 30-11-85
 Urea (stream 11/31) 26-11-85 13-12-85
 Ammonia (stream 21/41) 31-12-85 01-12-85
(X) ISO certificate (I) KRIBHCO plant
ISO 9001-2000
(II) KRIBHCO plant
ISO 14001
(III) KRIBHCO Mktg
Office ISO 9001-2000

 To strengthen cooperative system
 To enhance the urea installed capacity and increasing its market share
 To ensure optimum utilization of existing plant and machinery
 To diversify into other core sectors like Power, Port, Infrastructure, Rural Retail, etc
 Transfer of technology for modern farming and improving farmers livelihood
 To educate and train farmers, provide free testing facilities for soil nutrients and
irrigation water
To act as a catalyst to agricultural and rural development by selecting, financing and
managing projects that are both socially desirable and commercially profitable.

They want to be a world class organization that represents the farmer community and
maximizes returns to them through
specialization in agricultural inputs and products and other diversified businesses that
maximize stakeholder value.
PROJECT ZERO DATE 31st
MARCH, 1981
FOUNDATION STONE LAID BY Late Smt. Indira Gandhi the Prime Minister Of India
on 5th February 1982
PROJECT COMPLETION 31st
MAY 1985

KRISHAK BHARATI
COOPERATIVE LIMITED
KRISHAK BHARATI
COOPERATIVE LIMITED ,
P.O. KRIBHCO NAGAR, KAWAS
HAZIRA ROAD, SURAT 394515
RED ROSE HOUSE 49-50,
NEHRU PLACE,
NEW DELHI -110019
KRIBHCO BHAVAN , A8-10, SECTOR 1,
NOIDA-201301, UP
1980
COOPERATIVE LIMITED
LATE SMT. INDIRA GANDHI. EX PRIME
MINISTER
DR. CHANDRA PAL SINGH,
(CHAIRMAN)
MR. VAGHJIBHAI RUGNATHBHAI
PATEL, (VICE CHAIRMAN)
DR. BIJENDRA SINGH, (DIRECTOR)
MR. V SUDHAKAR CHOWDARY,
(DIRECTOR)
MR. BHANWAR SINGH SHEKHAWAT,
(DIRECTOR)
DR. SUNIL KUMAR SINGH, (DIRECTOR)
MRS. SHILAJADEVI D NIKAM,
(DIRECTOR)
MR. PARESHBHAI R.
PATEL,(DIRECTOR)
MR. N. SAMBASIVA RAO, (MANAGING
DIRECTOR)
MR. R K AGGARWAL, (OPERATIONAL
DIRECTOR)

MR. RAJAN CHOWDHRY, (FINANCE
DIRECTOR)
CITY FINANCE BANK
BANK OF BARODA
LUTHRA & LUTHRA CHARTERED
ACCOUNTANTS
V.P BATRA & CO. (C.A)
T.R. CHADDA & CO. (C.A)
0261-2862766,67,68
0261-2860283
surat@kribhco.com
www.kribhcosurat.com
2000 PLUS ACRES
UREA, AMMONIA, BIO FERTILIZER,
SEEDS
1350 (INCLUDING WORKER)

ORGANIZATIONAL CHART OF KRIBHCO

PLANT CAPACITY & CONSULTANTS
PLANT CAPACITY CONSULTANTS
DAILY ANNUAL
AMMONIA 2 X 1350 MT 8.9 LAKH MT M.W.kellogg, USA, FEDO, INDIA
UREA 4 X 1100 MT 14.52 LAKH MT SNAMPROGETTI, ITALY, PDIL, INDIA
SENIOR THERMAL ENGG.U.K
POWER 2 X 15 MWH THERMAL ENGG.U.K.
HAEVY
WATER
2 X 55 MT PER
YEAR
PDIL HTAS,DENMARK
BIO-
FERTILIZER
250 MT PER
YEAR
DAE
Source: www.kribhco.net

FUTURE PLANS
Hazira Phase-II :
Society is in the process of setting up a state of the art mega size ammonia plant of
capacity of 1850 MTDP and urea plant of capacity of 3250 MTDP at existing fertilizer
complex at Hazira. Existing infrastructure facilities will be utilized resulting in saving of cost.
Plant will be based on natural gas and we have energy consumption.
Gujarat state energy generation limited (GSEG). Society has diversified to power sector and
has invested Rs. 48.75 crores being 30% equity in Gujarat State Energy Generation Limited,
a joint venture company promoted by government of Gujarat, GSEG is operating 156 MW
Power Plant at Mora, District Surat.
KRIBHCO’s Hazira plant is also going to be expanded. The society is also exploring
the possibilities to set up a 200 MW liquid fuel based power project at Jhunjhunu, Rajasthan.
Society has deposited a development security of Rs.25 lakhs with Rajasthan State Electricity
Board (RSEB). Minister of power has given No Objection Certificate (NOC).
DAP/Complex Fertilizer Project in East Coast:
KRIBHCO is exploring the possibilities to set up State of the art DAP/Complex
fertilizer plant with an annual capacity 1.2 million MT in two phases near Krishnapatnam
Port on East coast of India. Techno- Economic Feasibility Report (TEFR) for the project has
already been prepared. Government of Andhra Pradesh has allotted first tranche of 119.5
acres of land for the project for which possession has been taken.

Products
Features of products : -
Urea : -
1 .Urea is colorless odorless white crystalline chemical substance. Generally in the form of
crystals. Urea is soluble in water, alcohols and liquid ammonia when heated under vacuum.
It sublimes at around 120 Deg.c- 130 Deg.c temperatures. At 160 Deg.c it decomposes to
ammonia and carbon dioxide. Urea in the fact is the diamide of carbonic acid with a
chemical representation: NH2CONH2.
2.The principle field of application of urea is for agriculture purpose as a nitrogenous
fertilizer. Fertilizer grade urea is generally marketed in the form of prills due of its free
flowing characteristics. A certain quantity of urea is also used for mixed fertilizer like NP
or NPK of different grades.
3 .A part from its use as a nitrogenous fertilizer urea is a also used for purpose of animal feed
as a protein supplement in some of the advance countries.

4 .Another important application of urea is for the manufacture of thermosetting etc. further
urea is also used for manufacture of several other chemicals and pharmaceuticals etc.
Ammonia
Ammonia is a gas which is used in manufacturing of urea and complex fertilizers. Ammonia
is produced using Natural gas as the main feedstock using steam reforming process. The
other inputs required are Steam and Air. The technology for Hazira Complex has been
supplied by Kellogg’s (now KBR) of USA. KRIBHCO’s ammonia plants have been
revamped from 10.02 Lakh MTPA to increase to 12.47 Lakh MTPA. Carbon Dioxide is the
by- product of ammonia plant which is used for Urea production in Urea plant.
During the Financial Year 2013-14, 13.20 lakh MT Ammonia was produced which
corresponds to post revamp capacity utilization of 105.8%. This is highest ever annual
ammonia production since inception. These are commendable achievements considering the
fact that the plants have completed 28 years of commercial operation.

Bio-fertilizer : -
1. Azotobacter: -
Azotobacter Bio-fertilizer contains billions of Azotobacter Chrococcum species of bacteria
and is very useful microbial inoculants for nitrogen mobilization. Te microorganisms of
Azotobacter live in the rhino share of root system of the plant. They consume organic
carbon present in the soil and fix atmospheric nitrogen. Azotobacters are free-living
microorganisms, which are active nitrogen fixers. They contain an enzyme known as
nitrogenous which converts/fixes atmospheric nitrogen in to
ammonia. This ammonia is excreted by the microorganisms
in to the soil, which is consumed by the plant for protein
synthesis. Azotobacter chrococcum has a potential of fixing
50kg of nitrogen per hectare.
2. Azospirillum:-
Azospirillum Bio-fertilizer contains billions of Azosirillum Brasilense species of bacteria
and is very useful microbial inoculants for nitrogen mobilization. The microorganisms of
Azospirillum are associative in nature i.e. the rhizophere and rizoplane of the plants they
use nutrients and source of energy from the root exudation and fix atmospheric nitrogen.
Azospirillum are associative microorganisms, which are active nitrogen fixers. They

contain an enzyme known as nitrogenous which converts/fixes atmospheric nitrogen in the
ammonia and the plants use this ammonia. Azospirillum brasilense has a potential of fixing
20-40kg of nitrogen per hector.
3. Rhizobium: -
Rhizobium variety of Bio-fertilizer contains billions of Rhizobium species of bacteria.
These bacteria form nodules on the roots of leguminous crops. Rhizobium is symbiotic in
the nature, while other verities such as Azotobacter, P.S.M and Azospirillum are free living.
Rhizobium is crop specific unlike Azotobacter, P.S.M, and Azospirillum, which can be
used for all crops. The leguminous seeds when treated with Rhizobium, the roots hairs are
attacked by Rhizobium during germination and give rise to the formation of nodules. This
nodule contains billions of bacteria and seats of nitrogen fixation. Grater the number of
nodules formed on the roots, grater is the quality of nitrogen fixed. Rhizobium has potential
of fixing nitrogen varying from 50kgs to 200kgs nitrogen per hectare depending upon the
variety of leguminous crops.
4. Phosphorus solubilising micro-organism (P.S.M):-
P.S.M variety of Bio-fertilizer contains billions of phosphate solubilsing microorganisms,
which are capable of solubilising insoluble phosphate already available in the soil. Of the
total phosphatic fertilizers applied to the crops, only a meager quantity of 25% is available
to the plants in soluble forms, while rest of the phosphates get fixed in the soil in the form
of insoluble phosphates, such as aluminum phosphate, iron phosphate, tri calcium
phosphate etc. these phosphates get accumulated in soil and remain unused under normal
soil conditions .the phosphate solubilising micro-organisms are free living and present in
the rhizophere of the root system of the plant. Phosphate solublising microorganisms haves
potential of solubilising about 40kg phosphorus p205 per hectare.

Seeds :-
The seed multiplication programme was initiated by KRIBHCO in the year 1990-91, which
provides quality seed of the main crops to farmers such as Paddy, Wheat, Barley, Maize,
Gram, Pea, Arhar, Moong, Lentil, Soybean, Mustard, Groundnut, Castor and Guar.
1. Certified Seed:
In order to provide quality seed, KRIBHCO has set up 15 modern Seed Processing
plants located in Abohar (Punjab), Aligarh (Uttar Pradesh), Ara (Bihar), Bulandshahar
(Uttar Pradesh), Dewas (Madhya Pradesh), Gajraula (Uttar Pradesh), Gorakhpur
(Uttar Pradesh), Hanumangarh (Rajasthan), Himatnagar (Gujarat), Hissar (Haryana),
Jangipur (Uttar Pradesh), Ludhiana (Punjab), Moth (Uttar Pradesh), Kota (Rajasthan)
& Shahjahanpur (Uttar Pradesh). Two more seed processing plants are in pipeline -
one at Sehore (MP) and other at Faizabad (UP). The total installed Seed grading
capacity of the Society at present is 3.10 Lakh qtls per annum which will be increased
to 3.50 Lakh qtls per annum.

2. Hybrid Seed:
KRIBHCO has been successfully marketing Hybrid Seeds through its own marketing
network in KRIBHCO's own brand.During the year, KRIBHCO marketed 3.65 Lakh
packets of Bt. Cotton , 111.15 quintals of Paddy Hybrid, 4855.92 quintals of Paddy
Research, 4585.79 quintals of Maize Hybrid and 41.01 quintals of Hybrid Bajra
Seeds.
KRIBHCO branded Hybrid Seeds have become popular among farming community
within a short span due to high yield, relationship building and strong brand image.
KRIBHCO has projected a sale of 5,92,000 packets of Bt. Cotton, 8370 quintals of
Hybrid Maize, 6600 quintals of Paddy Seed and 155 quintals of Bajra, in Year 2013-
14.

MARKET COVERAGE
KRIBHCO Network: -
A. Head office: - fertilizer plant, Noida, Delhi
B. (i) Plant: - Surat, Gujarat
(ii) Bio fertilizer plant: - Surat (Gujarat)
(iii) Seed processing plant: - Andhra Pradesh, Gujarat, Haryana, M.P. Punjab, Rajasthan,
U.P. (For Punjab Haryana)
C. Zonal offices: - Bhopal, Bangalore, Lucknow and Chandigarh.
D. State mktg. offices: - Jaipur, Ahmadabad, Chennai, Mumbai, Banglore, Patna, Lucknow,
Chandigarh, Bhopal, Hyderabad, Guwahati, Dehurdun, Kolkata
Besides marketing its products “KRIBHCO” carries out various other programmed like
farmers benefit programmed, sanket Haran bima yojana, marketing of BVFCL
(Brahmaputra valley fertilizer corporation limited) vred seed multiplication programmer,
gramin vikas trust (rural development trust)

SWOT ANALYSIS
Strength
 Kribhco is having Sound financial position.
 The Management of Kribhco is very professional.
 Kribhco has larger proportion of reserves and surplus and further it has no debt capital.
 Kribhco has long standing reputation in the Indian Fertilizer Market.
 Staff of Kribhco is very co-operative and hard working.
 Kribhc o is having skilled employees staff.
 Good cooperation between employees.
 Kribhco is having own Training Centre for training of employees as well as
apprentice students of different discipline.
 It is having a full support of the Government of India.
 Kribhco having strong and wide marketing network towards country.
 High Production capacity of Kribhco leads to low production cost.
 Savings in Production cost because Kribhco is having own Nitrogen and Ammonia Plant.
 Capacity Utilization more than 100%.
 Still the starting of production, Kribhco plant has no major break down in Plant.
 Kribhco has extra land and fully developed infrastructure facilities so it can be further
developed.
 Thus, we can say that the position of Kribhco in the Fertilizer Market is Satisfactory.
Weaknesses
 Government interference in the management is more comparatively private units.
 Due to Government’s interference it takes longer time in decision making. So the decisions
delayed and thus sometimes bias decisions are also taken.
 Kribhco is having overstaffing.
 Kribhco is having demotivated employees because of job security and safety.
 Kribhco is having no debt capital so the advantage leverage can not be taken.

 Thus, we can say that the Kribhco will must be careful regarding its staff and to
government also.
Opportunities
 Investment in Oman Project will raise the profit of Kribhco.
 Expansion of existing plant at Hazira.
 Look for newer Market with diversified product.
 Diversifying the business.
Threats
 The price of the Row material, i.e. Natural Gas, is increasing continuously.
 There is a chance of sharp reduction in Government subsidy in near future.
 Kribhco is having very little market share.
 In the era of Free Trade, the import of fertilizers may affect the business of the Kribhco.

INTRODUCTION
Welfare is comfortable living and working conditions. Employee welfare means the efforts
to make life worth living for workman. People are the most important asset of an
organization, and the accounting profession has to assess and record the value and cost
of people of an organization. Once this is accepted, the need for measuring the value for
recording it in the books of accounts arises. The value of human assets can be increased
substantially by making investment in their training and welfare activities in the same way as
the value of repairs/overhauling, etc.
While the cost on training, development, etc., can be recorded separately and to be within the
eventual, the expenditure on welfare activities can be added to the ‘investment’ and the
returns judged. Unlike other assets which have depreciation value as year’s passes by, value
of human assets appreciates with passing years. The value can depreciate by aging process
which is generally hastened up by worries, unhealthy conditions, etc. once this process is
slowed down, or at least if the employee is made to feel ‘young in spirits’ the value of this
asset appreciates considerably.
Any investment constitutes the assets of a company and therefore, any investment for welfare
of labor would constitute an extra investment in an asset. Industrial progress depends on a
satisfied labor force and the importance of labor welfare measures was stressed as early
as1931, when the Royal Commission on labor stated the benefits which go under this
nomenclature, are of great importance to the worker and which he is unable to secure by
himself. The schemes of labor welfare may be regarded as a “wise investment” which should
and usually does bring a profitable return in the form of greater efficiency.
According to the Oxford dictionary “Welfare is fundamentally an attitude of mind on the
part of management influencing the method by which management activities are undertaken”

HISTORY OF EMPLOYEE WELFARE
In INDIA employee welfare started sometime during the 1st
world war (1914-1918). Till then
wellbeing of workers in factories was hardly thought by anybody. Since, 1st
world war
employee welfare has been expanding on voluntary basis. Industrial Labor Organization has
played a very significant role for labor welfare. Many labor legislations have been formed by
INDIAN central government and state government for welfare of labor in Industries.
Government has laid down minimum standards for employment and working conditions in
organization.
Besides the government, the employees, trade unions and various social organizations also
function as agencies for implementation of labor welfare measures.
An Industrial labor organization (ILO) is advisory body so it cannot force any country to
introduce any measures. The need of labor welfare was powerfully fell by the ROYAL
COMMISSION OF LABOR far back in 1931, Indian constitution emphasized this need
under its directive principles of state policy.

The basic features of employee welfare measures are as follows:
1. Employee welfare includes various facilities, services and amenities provided to
workers for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining.
3. Employee welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.
5. The purpose of Employee welfare is to bring about the development of the whole
personality of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labor force for the organization. The purpose of providing such facilities is to make
their work life better and also to raise their standard of living. The important benefits of
welfare measures can be summarized as follows :
 They provide better physical and mental health to workers and thus promote a healthy
work environment.
 Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers’ families help in raising their standards of living. This makes
workers to pay more attention towards work and thus increases their productivity.
 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 Employee welfare measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc. are reduced
to a greater extent by the welfare policies.

The concept of ‘Employee welfare’ is flexible and elastic and differs widely with times,
regions, industry, country, social values and customs, degree of industrialization, the general
socio-economic development of the people and the political ideologies prevailing at
particular moments. It is also according to the age group, socio-cultural background, marital
status, economic status and educational level of the workers in various industries.
NEEDOFTHESTUDY
 To find whether Employee welfare helps in providing good industrial relations.
 To know about the employees satisfaction towards welfare measures.
IMPORTANCEOFTHESTUDY
 It helps in improving recruitment.
 Employers get stable labor force by providing welfare facilities. Workers take active
interest in their jobs and work with a feeling of involvement and participation.
 It improves moral and loyalty of workers.
 It reduces labor turnover & absenteeism.
 It helps in increasing productivity & efficiency by improving physical & mental
health.
 It helps in improving industrial relation & industrial peace.
SCOPEOFTHESTUDY
 The present study has been undertaken to study find out effectiveness of employee
welfare measures in KRIBHCO.
 To find out the practical difficulties involved in welfare measures that can be
evaluated through this study.
 The study can be used to bring out the solution for the problem faced by the
employees availing the welfare measures.
 Through the study, company would be able to know the satisfaction level of employee
on welfare measures.

REVIEW OF LITERATURE
A study was conducted on welfare by KIRABAKARAN (1983) his findings are as follows
Dunlop India Ltd, has under taken a number of welfare measures in addition to statutory
provision. Majority of the workers and staff are satisfied about the welfare facilities provided
by the concern.
S.KUMAR (1993), “A study on the Employee welfare in AFT Ltd Pondy”. The author
concluded the objective of the study is to find out the welfare facilities provided on the AFT
and the employee’s suggestion and opinion about welfare measures by using structure
questionnaire and by concluding personal simple random sample for a sample of 100. The
study revealed the welfare measure provided by the company was adequate except for a few
systems like housing scheme and pension scheme.
JOHRI C.K AND SHARMA D.I, “Financing and administration of labour welfare” Sri
Ram centres for industrial relation 1968, New Delhi. Analysis on the lines of important
aspect to be much more deficient is considered as a favor by the employer to employee in
terms of providing facilities like having education and recreation.
R.NAJEED (1996), “labour welfare measure in Tanjore Corporation spinning mills,
Manalmedu”.The main objective of his study is to identify the worker welfare measure and to
analysis the problem in the implementation of the welfare measure to identify the need for
improved working condition. Labour welfare may be viewed as total concept, as a social
concept and as a relative concept.
K.Srikanth – July 2004. “The productivity of an organization is dependent on occupational
health and employee well being”. He concluded the research addressing occupational health
and employee well being concentrates on 4 major areas in organizational psychology, job
insecurity, work hours, control at work and managerial style. The heightened pressure can
impact their behavior towards employees.
S.K.SRIVASTRA (2004) in a study on “Impact of labour welfare on employee attitudes and
job satisfaction”, found that, if the management goes on working for welfare of labourers, the
labourers feel satisfied with their job and the get the motivation towards their work. For the
study two hundred workers were selected from private and public sector with the help of
incidental sampling method and both the sectors have been taken from Kanpur city. Further
the result of the study indicated that welfare activities/facilities affect the workers attitude
towards management and job satisfaction in both sectors.

HRM REVIEW- EMPLOYEE HEALTH AND WELLNESS – SUMATHI REDDY – 2006.
“Employee health and wellness is a key concern for employers and employees alike. Intense
competition, tendency for a more materialistic life and intensification of work due to modern
production and processing technology are some of the factors contributing towards an
imbalanced life style. Unless conscious measures are taken relating to health and wellness, it
will lead to loss of productivity and working days and loss of valuable talent.
According to Mr. Robert (2006) Employee welfare in general, these are the benefits that an
employee must receive from his/her company, like allowances, housing for those companies
who provides, transportation, medical, insurances, food and some other way where the
employee has rights to demand.
According to MR. RAVIKUMAR (2003) “Welfare includes anything that is done for the
comfort and improvement of employees and is provided over and above the wages. Welfare
helps in keeping the morale and motivation of the employees high so as to retain the
employees for longer duration”. The welfare measures need not be in monetary terms only
but in any kind/forms. Employee welfare includes monitoring of working conditions, creation
of industrial harmony through infrastructure for health, industrial relations and insurance
against disease, accident and unemployment for the workers and their families.
According to MR. R. PRADEEP (2009) “Employee welfare is a comprehensive term
including various services, benefits and facilities offered to employees & by the employers.
Through such generous fringe benefits the employer makes life worth living for employees.”
Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of
the employees high so as to retain the employees for longer duration. The welfare measures
need not be in monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through infrastructure for
health, industrial relations and insurance against disease, accident and unemployment for the
workers and their families.
According to WIKIPEDIA Welfare is the provision of a minimal level of wellbeing and
social support for all citizens. In most developed countries, Welfare is largely provided by the
government, in addition to charities, informal social groups, religious groups, and inter-
governmental organizations. In the end, this term replaces "charity" as it was known for
thousands of years, being the voluntary act of providing for those who temporarily or
permanently could not provide for themselves.

WELFARE FACILITY PROVIDED TO THE EMPLOYEES
Employee Welfare Schemes
Organizations provide welfare facilities to their employees to keep their motivation levels
high. The employee welfare schemes can be classified into two categories viz. statutory and
non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory
to provide by an organization as compliance to the laws governing employee health and
safety. These include provisions provided in industrial acts like Factories Act 1948, Dock
Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non-statutory schemes
differ from organization to organization and from industry to industry.
Statutory Welfare Schemes
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to
the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided
in the office and factory premises and are also to be maintained in a neat and clean
condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock area
and office premises spittoons are to be provided in convenient places and same are to
be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they
can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work
places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to
change their cloth in the factory area and office premises. Adequate lockers are also
provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with
provisions of water supply, wash basins, toilets, bathrooms, etc.
Non-Statutory Welfare Schemes
Many non-statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the companies
provide the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are
initiated by employees and approved by management to meet business commitments
while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like
external counseling service so that employees or members of their immediate family
can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind,
guidelines are provided for proper action and also for protecting the aggrieved
employee.
5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease
or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in
the organization.
The welfare board at corporate level consisting of equal representatives of workman and
management has been planning, supervising, monitoring and evaluating various measures,
similarly, area welfare committee has been functioning in the areas for ensuring proper
implementation of welfare activities. In every year one welfare/improving quality of life
fortnight is being celebrated. In providing more and more welfare amenities and in their
maintenance, tremendous enthusiasm and determination is generated during this fortnight. It
is evident during this period that everybody takes special effort to see that his contribution is
recognized and does not go unrecognized, both as an individual and as a team.
Even unit tries to be ahead of others in true and healthy competition spirit. An atmosphere of
healthy competition is evidenced during this period.

WELFARE MEASURES IN KRIBHCO
Considering to the Statutory Provisions KRIBHCO provides following welfare measures :
The Factories Act, 1948, is one of the such Act, which enumerates a good number of welfare
measures to be provided by any employer of factory. KRIBHCO provides following welfare
measures under Factories Act : -
i. Cleanliness : KRIBHCO keeps clean both outside and inside factory areas.
Housekeeping both in the plant and township is given due importance and proper
attention. Even KRIBHCO won prizes under good housekeeping many times. Plant
premises and houses in township are painted or color washed periodically.
ii. Disposal of Wastes & Effluents : Effective arrangements are being made in
KRIBHCO for proper disposal of wastes & effluents both in plant and township.
iii. Ventilation and temperature : Proper actions are being taken for adequate
ventilation in work place and temperature is maintained for comfort and prevent
injury to health.
iv. Dust and Fume : Proper attention is given to prevent harmfulness of dust & fumes,
which is injurious or offensive to the workers employed in factory premises.
v. As a regard to artificial humidification, overcrowding, lighting, drinking water,
latrines and urinals, aforesaid facilities for proper working of employees inside the
plant.
vi. Industrial Canteen is provided with subsidized eatable with an objective to provide
balanced and clean food. The industrial canteen also used by the employees as a
lunch room during the working hours.
vii. KRIBHCO has employed welfare officer who is in-charge of welfare services
provided by KRIBHCO. He is supervising for proper implementation of welfare
activities of KRIBHCO.
viii. Working Hours, Compensatory off, Interval for Rest, Spread over, Night Shift and
Prohibition of overlapping Shift, Extra wage for Overtime as provided under the
Factories Act, 1948 are implemented in true spirit in KRIBHCO.
ix. Safety and Occupational health surveys are done annually to provide proper safety
inside the factory premises and diagnose any occupational disease and providing
treatment for its cure. Surveys are also conducted to prevent occupational health
hazards.

PERKS & ALLOWANCES
S.NO ALLOWANCE/
PERIODICITY
PERIODICITY
OF PAYMENT
PERCENTAGE OF BASIC PAY IN
DIFFERENT GRADES
GRADE
A&B
(Board
Level)
GRADE
B(NB),C
&
D(AGM)
GRADE
D to H
GRADE
H1 to R
(Plant)
1 Conveyance Allowance Monthly ---- ---- 12% 12%
2 Transport Allowance Monthly ---- ---- 3% 3%
3 Canteen Subsidy Monthly ---- 7% 7% 3%
4 Washing Allowance Monthly
30%
3% 3% 5%
5 Reimbursement for
Newspapers &
Periodicals
Monthly 3% 3% 5%
6 Education Allowance Monthly 2% 2% 2%
7 Furnishing Allowance Monthly 15% ---- ----
8 LTC/LTE Yearly 20% 20% 20% 20%
TOTAL 50% 50% 50% 50%

INCENTIVE FOR FAMILY PLANNING
1. To augment the national efforts in the Family Welfare Programme and to encourage
the KRIBHCO employees to pursue the Small Family norms, the employee who gets
sterilization operation (Vasectomy /Tubectomy / Salpingectomy/Non-Puerperal
operation etc.), will be allowed Personal Pay on flat rate of Rs. 100/ - per month. This
incentive is given in addition to incentive to which an employee may be entitled from
other sources.
2. The entire cost of sterilization operation (Vasectomy/Tubectomy / Salpingectomy /
Non-Puerperal operation etc.) of the employee of his/her spouse will be met by
KRIBHCO.
3. In addition to above, an employee is entitled to Special Casual Leave as mentioned
hereunder:
 If an employee undergoes sterilization operation (Vasectomy or Salpingectomy),
he is entitled to be granted Special Casual Leave not exceeding six days inclusive
of the day of operation.
 If the wife of an employee undergoes non puerperal sterilisation operation the
employee is entitled to total of 7 days Special Casual Leave (inclusive of holidays
falling in between) for looking after his wife and family members due to
temporary disablement of his wife on account of the operation.
 Female employees who undergo non-puerperal sterilization operation after 5 days
of delivery and thereafter, shall be granted Special Casual Leave not exceeding 14
days (inclusive of the day of operation).
 For insertion of IUCD, female employees are entitled to 1 day's Special Casual
Leave for the day of insertion of IUCD if it is done on the working day.
 Holidays falling on the day of operation and during and after the rest period of
operation, etc. shall be counted as part of Special Casual Leave.
4. The incentive for family planning is subject to the following:
 The employee must be within the reproductive age group. In the case of male
employee, he should not be over 50 years and his wife should be between 20 to 45
years of age. In the case of a female employee, she must not be above 45 years
and her husband must not be over 50 years of age.
 At the time of operation, the number of living children of the employee should not
be less than one/more than three.

ACADEMIC AWARD SCHEME
KRIBHCO Management has introduced Academic Award Scheme for the Children of the
employees to encourage them who have secured 80% or more marks in their 10th
/12th
Board
Examinations. The award shall be given as under:
 From 80% to 89% marks Rs.501/-
 From 90% and above marks Rs.1001/-
 Who have secured 1st
to 10th
position in State/ Rs.5001/-
Regional Level
LEAVE
Leave cannot be claimed as a matter of right but may be sanctioned, refused, curtailed,
revoked or postponed by the Management according to the exigencies of work.
Leave will not be granted to a person under suspension.
Application in prescribed form for leave of absence (inclusive of holidays) for a period upto
three days shall be submitted two days in advance and for leave of more than three days,
atleast seven days in advance.
An employee will not proceed on leave until his leave is sanctioned. Any employee, who
proceeds on leave without sanction, will be guilty of 'misconduct' and besides being
considered as absent without pay, will be liable for disciplinary action.
No employee either on leave or holiday or otherwise shall leave station without prior
permission of his Departmental/Sectional Head and without giving full addresses on which he
is likely to be available.
Following types of leave are admissible to the employees:
 Casual Leave :
Casual leave is admissible to permanent employees to the extent of 14 days in
calendar year. Causal leave cannot be combined with any other kind of leave and
any unutilised balance of leave shall lapse at the end of the calendar year.

 Special Casual Leave :
Special Casual leave is admissible to permanent employees for any special
reasons like blood donation etc.
 Earned Leave :
Permanent employees are eligible for 33 days Earned Leave in a year at the rate of
one day for every 11 working days. For the purpose of calculation of Earned
Leave due, the period of unauthorised absence, period of leave without pay, strike
and lay-off shall be excluded. Sundays, holidays and off-days falling before,
during and after the
Earned Leave will not be counted as a part of Leave provided permission is taken,
for these days.
 Sick Leave :
Permanent employees are eligible for Sick Leave at the rate either 20 days on half
pay or 10 days on full pay in a calendar year for every completed year of service
on medical grounds.
 Maternity Leave :
Female employees are entitled to Maternity Leave for a period upto 90 days from
the date of its commencement or confinement. Employees who are covered under
any law regarding Maternity Leave would be granted Maternity Leave as per such
law.
 Leave Without Pay :
In case of prolonged sickness or for any other genuine reason,
Management at its discretion may grant Leave Without Pay (LWP) to an
employee. However, LWP will not be granted if Earned Leave is due to the
employee. Similarly, no LWP will be granted on medical grounds if Medical
Leave is due.

INCREMENT
Annual increment shall be @ 3% of the progressive Basic Pay and will be rounded off to the
next multiple of Rs. 10 /-.
The first increment shall be awarded to KRIBHCO employees on initial appointment subject
to satisfactory completion of probation period in the following manner :-
FOR EMPLOYEES JOINING
BETWEEN
DATE OF INCREMENT
 1st January to 30th June 1st January
 1st July to 31st December 1st July
In case of promotion to the next higher grade, the date of increment of an employee arrived at
on his initial appointment in KRIBHCO shall remain unaltered throughout his service career
in KRIBHCO unless otherwise specifically ordered by the Management to take care of the
anomaly in pay fixation and Leave Without Pay / Absence from Duty.
If an employee remain absent from duty on account of Leave Without Pay, Unauthorised
Absence, the date of award of next annual increment shall be postponed by the corresponding
period for which he remained on LWP /unauthorized absence.
On appointment or promotion, the annual increment will be awarded only after confirmation
in the service / grade and it will be deferred by the period of extension (s) of the probation.
DEARNESS ALLOWANCE
100% DA neutralization was adopted for all workmen and officers who were on ID pattern of
scale of pay w.e.f. 01.01.2007. Consequently DA as on 01.01.2007 became Zero with linked
point of All India Consumers' Price Index (AICPI) 2001= 100, which was 126.33 as on
01.01.2007. The periodicity is reviewed quarterly from 1st January, 1st April, 1st July and 1st
October based on the quarterly average of AICPI (2001=100) for the preceding
corresponding quarters September-November, December- February, March-May and June-
August, respectively.

HOUSE RENT ALLOWANCE
KRIBHCO employees are entitled to House Rent Allowance at the following rates depending
on their place of posting or actual rent paid, whichever is less, subject to the condition that
10% of their basic pay is to be borne by the employee:
CLASSIFICATION OF
CITIES WITH POPULATION
RATES OF HRA
 50 Lakh and above
(Classified as 'X')
30% of Basic Pay
 5 to 50 Lakh (Classified as
'Y')
20% of Basic Pay
 Less than 5 Lakh
(Classified as 'Z')
10% of Basic Pay
The classification of cities for the purpose of payment of HRA as notified by the Govt. of
India from time to time is to be followed.
Employees staying in their own houses or in the houses owned by his/her spouse or
dependent children are also entitled to HRA at 100%.
Where both the husband and wife are employed in KRIBHCO but none of them has been
provided with residential accommodation, only one of them will be entitled to House Rent
Allowance at full rate and the other will be allowed HRA at half the rate, at their option. It
will be the responsibility of the employee concerned to intimate KRIBHCO immediately on
employment of his/her spouse by KRIBHCO, and to exercise a joint option by husband and
wife as to who will draw House Rent Allowance at full rate and who will draw at half the
rate. However, both will get full HRA if they are not posted at the same location.
Where both husband and wife are employed in KRIBHCO and one of them has been
provided with residential accommodation or leased accommodation, the other spouse will not
be entitled to House Rent Allowance.
Where an employee's spouse is employed with Government or Quasi- Government,
Autonomous Body, Public Sector Undertaking, Cooperative Society, or other determinable
sources and the spouse is provided with residential accommodation by his/her employer, the
KRIBHCO employee, staying with the spouse, will not be entitled to House Rent Allowance
from KRIBHCO.

For drawing HRA from KRIBHCO, such employee will have to furnish an undertaking that
his/her spouse has not been provided with accommodation by his/her employer.
Educational facilities
KRIBHCO has provided two namely Sunflower School in Gujarati Medium and Central
School in Hindi / English medium. These two schools are situated inside the township and are
having facilities up to 12th
standard. Both pre-primary and pre-nursery educational facilities
are also provides transport facilities and arrangement for the children of township to avail
educational facilities available outside township i.e. in Surat city or in other nearby areas.
Coaching classes and Entrance examination preparatory classes are also run by KRIBHCO.
KRIBHCO provides grants to officers club and staff club to maintain Library and reading
room in the township. Officers club and staff club arrange computer-learning classes.
SHIFT ALLOWANCE
Employees of KRIBHCO who are required to work on Shift Duties other than those coming
in break shift shall be paid shift allowance at the following rates w.e.f. 26.11.2008:
1st Shift Morning Rs. 75.00 per shift
2nd Shift Evening Rs. 75.00 per shift
3rd Shift Night Rs. 150.00 per shift
Employees of Medical Department who are coming in break shift and are attending duties
from 8.30 A.M. to 1.00 P.M. and 4.30 P.M. to 7.00 P.M. shall be paid Break Shift Allowance
@ Rs.25/ - per day subject to the following conditions:
1. Doctors who are being paid Non-Practice Allowance will not be eligible for Medical
Duty Allowance.
2. Employees of Medical Department who are in receipt of Shift Allowance will not be
eligible for Medical Duty Allowance.
3. Medical Duty Allowance to the eligible employees would be payable only for full day
attendance and shall not be applicable on the day of leave/half day leave, etc.

OVERTIME
The Management reserves the right to require any workman to work on overtime including
work on weekly holidays and festivals holidays in accordance with the instructions of the
Management issued from time to time. He is also liable to be called for duty at any time.
MEDICAL FACILITY
An employee shall, in respect of any ailment, disease, injury or disability, befalling him or
any member of his family, be eligible for the reimbursement of:
a. Fee paid by him to an Authorized Medical practitioner for consultation at his clinic
and at the employee’s residence, in case of emergency whether at his clinic or at the
employees residence.
b. Fee paid for injections, dressing or minor surgery;
c. Fee paid for radiology and pathological tests etc. However, claims exceeding Rs.500/-
should be supported with a copy of investigation report;
Medic-claim Insurance Facilities :
This insurance scheme provides adequate insurance coverage of employees for expenses
related to hospitalization due t illness, disease or injury or pregnancy.
@15% of the monthly basic salary of the deputed employee for the period concerned. In
covered under various group KRIBHCO insurance group.
TRAVELLING ALLOWANCE / DAILY ALLOWANCE
Employees while on tour shall be entitled to Travelling and Daily Allowances as per the rules
on the subject. The salient features of the same are given below:-
SANCTION FOR TRAVEL
Every employee proceeding on tour shall get his tour programme approved by his Controlling
Officer before proceeding on tour.
MODE OF JOURNEY
Employees, while on tour, shall be entitled to travel by the mode or class provided in
Schedule I, and shall be reimbursed the actual Air fare/ Rail/Bus fare by the shortest route.
Any surcharge/reservation and sleeper charges, if incurred by the employee, shall also be
reimbursed at actuals.

Employee travels by a class lower than his entitlement, he will be reimbursed only the actual
expenses incurred by him. If he travels by a class higher than his entitlement, the
reimbursement of cost of travel will be limited as per his entitlement.
The shortest and most usual route and the most usual means of transport shall ordinarily be
used. However, in emergent and special circumstances, and in the exigencies of work, the
Controlling Officer may permit an employee to travel by a mode other than to which he is
ordinarily entitled to as laid down in Schedule I provided that for journeys by train an
employee shall under no circumstances be allowed to travel by a class higher than his own
entitlement.
Employee deputed for seminars etc. should travel by the entitled model class only as no
special exigencies are involved and journey can be planned in advance.
Where more than one person is deputed for the same job and they are required to be together,
they should combine their road travel so as to engage only one conveyance.
For the purpose of mode and class of travel, the employees have been classified into various
categories as given in Schedule I.
TRAVEL TO HOME TOWN ON SUPERANNUATION/ RETIREMENT
/DEATH
If any permanent employee superannuates/retires from the service of KRIBHCO and desires
to return to his declared Home Town, he shall be paid in advance i.e. on the date of his
superannuation/retirement, the entire cost of his entitlement before the commencement of the
journey on the basis of a certificate indicating the cost of travel for himself and his dependent
family members, the entire cost of transporting his personal effects, packing, loading,
unloading and insurance etc. at such rate and entitlement as would have been entitled to him
on his permanent transfer. Employees on contract service and the persons who have already
availed such benefits from the previous employer before joining KRIBHCO will not be
eligible to claim expenses on traveling to home town or transportation of baggage etc.
For the purpose of releasing the cost of journey etc., in advance, a certificate that the
superannuated employee/the dependents of the deceased employee along with other
dependent family members undertaking the journey to the home town will be submitted by
the claimant and no other documentary evidence/proof will be required for payment and the
entire amount payable will be released on the date of superannuation of the employee and on

submission of the certificate by the dependents in the case of untimely death of the employee.
The certificate will be countersigned by the respective Controlling Officer.
LIVERIES
Regular employees of KRIBHCO are issued uniform/protective clothing's.
The scale of uniform/protective clothing being issued are as under :-
Sr. No ITEM QTY FREQUENCY
01. Shirt (Full Sleeves) (Gents)*
Sarees (Ladies)
3 Nos.
3 Nos.
Yearly
Yearly
02. Pants (Gents)*
Blouse pieces(Ladies)*
3 Nos.
3 Nos.
Yearly
Yearly
03. Shoes / Sandal
(for Non Tech staff)
1 Pair Half-Yearly
04. Shoes/Safety Shoes
(for Tech. Staff at Plant)
1 Pair Half-Yearly
05. Socks 2 Pair Half-Yearly
06. Jersey /Pullover /Cardigan 1 No. Once in 3years
07. Woolen Clothing 1 No. Once in 3
Years
08. Rain Suit 1 No. Once in 3
Years
09. Gum Boot for Employees at Site 1 Pair Once in 3
Years
10. Towel As per
norms
Half-Yearly
11. Apron for Para Medical Staff 3 Nos. Yearly
12. Crash Helmet /Turban Cloth 1 Nos. Once in 4 years

WELFARE PROGRAMES
Productivity linked Incentive Scheme is in operation for the employees of KRIBHCO. The
performance related payment under the Scheme shall not exceed 5% of the distributable
profits of the Society for the relevant financial year.
The Scheme consists of two components namely Group Motivator and Individual Motivator.
While the Group Motivator is aimed at promoting team spirit and enhancing group
performance, the individual Motivator would promote a positive differentiation between the
average performer and the star performer. This will also encourage individual initiative,
creativity and drive for excellence.
1. GROUP MOTIVATOR : Upto 4.5% of the Distributable Profit will be distributed
amongst all the employees as certain percentage of their standard salary for the
relevant financial year depending upon the Performance Index. This percentage may
vary depending upon the amount of distributable profit for the relevant financial year.
a) Achievement of targeted production
b) Specific Energy Consumption
c) Safety, Health & Environment
d) Human Resource Index
e) Achievement of overall sale target
2. INDIVIDUAL MOTIVATOR / SMALL TEAM MOTIVATOR : Upto 0.5% of
distributable Profit shall be allocated every year for rewarding the individual
employees/ small teams for their distinguishable efforts towards achievement of
Organizational Excellence. Out of this 0.5% of Distributable Profit earmarked for
individual motivator, 0.25% is transferred every year to KEBF Trust for PRMAS
from 2008-09 onwards.
The rewards in respect of employees in the rank of General Manager and below will
be decided by a committee consisting of all the Functional Directors and Executive
Directors. Head of corporate HR department would be the Member Secretary of the
committee.
The rewards in respect of Executive Directors and Functional Directors will be
decided by the Board of Directors or a Committee constituted by the Board. The

Committee will consider the cases of distinguished performers/small teams keeping in
view the following aspects of performance:
a) Outstanding achievements
b) Positive attitudes
c) Sincerity and dedication
d) Creativity
e) Initiative and drive
f) Good conduct
g) Promotion of best practices
h) National & International recognitions.
KRIBHCO LONG SERVICE AWARD SCHEMES
KRIBHCO Management has introduced four Schemes on "KRIBHCO Long Service
Awards", one on completion of 10 years of service, 15 years of service; 20 years of service
and on completion of 25 years of service to recognize the distinguished service rendered by
the permanent employees and reward them suitably in token of appreciation of their services.
LOANS & ADVANCES
SALARY ADVANCE
Permanent employees of KRIBHCO may be allowed to draw an advance not
exceeding one month's salary (Basic Pay + Dearness Allowance) last drawn, once
in a period of 12 months. This advance is free of interest subject to the following
conditions:
a) The advance shall be recoverable m "Ten" equal monthly installments.
b) Second advance shall not be granted unless the earlier advance is fully repaid
and until "Twelve" months have been passed from the date of receipt of the
earlier advance.
CONVEYANCE LOAN
Advance for the purchase of Motor Car, Motor Cycle, Scooter, Moped/ Auto
Vehicle or Bicycle may be sanctioned by the Competent Authority, at its
discretion, if it is satisfied that:

a) The possession of a conveyance is necessary for the efficient discharge of the
official duties of the employee;
b) The employee has the capacity to repay the advance and;
c) The quantum of Conveyance Advance will be computed in such a manner so
that carry home pay after deduction of monthly loan installment shall not be
less than 50% of Gross Salary of Rs. 3000/-, whichever is less.
RATE OF INTEREST
The loan advance shall carry simple interest of 5% per annum. The interest will be
calculated on the balance outstanding on the last day of each month and shall be
recovered in installments from the month following which the payment of principal
has been completed.
HOUSE BUILDING LOAN
KRIBHCO has formulated House Building Loan Scheme for its employees, so
that its employees can own dwelling units through loan facilities. House building
loan shall be eligible for one time only in entire service life in KRIBHCO.
ELIGIBILITY
House Building Loan may be granted to a permanent employee who has rendered not
less than 3 years of continuous service with KRIBHCO on the date of applying for the
loan. Housing Building Loan will not be granted to an employee who has to render
less than 5 years’ service (as on date of applying for the Loan) before retirement.
House Building Loan will be granted to only those employees whose carry home pay
is more than 50% of the net total income or Rs.5,000 / - whichever is less.
In case where both husband and wife are employees of KRIBHCO and are otherwise
eligible for the grant of loan, the loan shall be admissible to only one of them and not
both.
Employees who already own a house either by themselves or in the name of their
spouse or dependent children shall not be entitled for HBL. However, this condition
may be relaxed by the Sanctioning Authority at his sole discretion in exceptional
circumstances as for example, if the applicant or the applicant's wife/husband/minor
child owns a house in a village and the applicant desires to settle down in a town; or

where an applicant happens to own a house jointly with other relations etc. and he
desires to build a separate house for himself.
INTEREST
The interest on the loan granted under these Rules shall be charged at the following
rates:
Upto Rs.9.0 lakhs : @5.5% p.a.
Rs.9,OO,OOl to Rs.12.0 lakhs : @7.5% p.a.
Rs.12,OO,OOl to Rs.14.0 lakhs : @9.0% p.a.
If an employee takes loan from KRIBHCO and deposit the amount with any Housing
Board or any other similar agency and earns interest thereon, the rate of interest
charged by KRIBHCO on the amount of loan deposited with such agency will not be
less than the interest earned by the employee on such deposits. Further, the employee
will, without delay, deposit with KRIBHCO the total interest as and when received by
him against such deposit, which will be credited to his loan account.

SOCIAL SECURITY SCHEMES
KRIBHCO EMPLOYEES PROVIDENT FUND
KRIBHCO has its own Contributory Provident Fund Scheme under which it has established
its Rules and Trust.
Under the Rules there is a centralized Provident Fund for all units/ projects/ establishments of
KRIBHCO. This fund came into force with effect from 1st March 1985.
MEMBERSHIP OF THE FUND
Every employee employed in or in connection with the work of KRIBHCO will be entitled
and required to become a member of the Provident fund immediately with effect from the
date of joining the services of KRIBHCO.
For becoming the member of the fund, an employee will be required to furnish the complete
particulars as required under the rules in prescribed format.
In case an employee who joins from another organization and desires transfer of his PF
Accumulations from his previous employer, he will have to furnish all particulars to
KRIBHCO PF Trust and his request would be processed in accordance with the rules.
CONTRIBUTIONS TO THE PROVIDENT FUND
Every member will be entitled and required to contribute 12% of his monthly emoluments
consisting of Basic Pay plus DA to the fund. Such contribution of each member will be
deducted by KRIBHCO from the member's pay and will be paid to the Fund within 15 days
of making such deductions.
KRIBHCO will pay to the Fund its share of contribution at the same rate as required to be
compulsorily contributed by the employee within 15 days of each wage period or along with
the payment of employee's contribution.
FACILITY OF WITHDRAWAL/LOAN FROM PROVIDENT FUND TO THE
MEMBERS
Members of KRIBHCO Employee's Provident Fund are entitled to grant of non-refundable
and refundable advance for purposes specified in the Rules. Briefly they are as under:

1. Non-Refundable Advances
i. For purchase of a House / Flat or for construction of a house including acquisition of
land for the purpose :
Subject to fulfillment of terms and conditions, a member is entitled to non-refundable
advance from his provident fund account for the purposes mentioned above. The
maximum amount of advance available to a member will not exceed more than 36
months basic pay and dearness allowance or the total contribution available on
account of member and employer's share and interest thereon or the cost of the house /
plot / construction, whichever is least.
The grant of advance will be subject to the condition that the member has put in a
minimum 5 years membership and member's own share of contribution together with
interest there on is not less than Rs. 1,000/ -.
ii. For the marriage of self/ daughter / son / sister / brother or for the post matriculation
education of children:
A member is entitled to non-refundable advance upto 50% of his own contribution
along with interest accrued thereon for the marriage of self, daughter, son, sister,
brother or for the post matriculation education of his own children.
A member would be entitled to the aforesaid advance only if he has put in a minimum
of 5 years membership of the fund.
Such advances are available to a member upto a maximum of 3 times in the total
period of service.
2. Refundable Advances
(i) Refundable advance in certain cases :
In certain cases for example to meet the cost of passage to a place out of India for
member or members family etc. a member is entitled to refundable loan limited to a
maximum of 6 months Basic Pay + DA or his own share of contribution with interest
thereon whichever is least.

(ii) Refundable Advance for meeting expenses in connection with religious
ceremonies etc.
A member is entitled to refundable advance limited to months basic pay + DA or
members own share of contribution, whichever is least, to meet expenses in
connection with religious ceremonies.
General condition for Grant of Refundable Advance :
Second refundable advance will not be normally permitted unless the amount first
withdrawn has been fully repaid.
A member will pay interest on the advances at the rate which is 1% above the rate
declared by the Board of the members on their own accumulation in the preceding
financial year.
Normally refundable advances along with interest will be recovered from the member
in 48 equal monthly installments.
3. Payment of Provident Fund Accumulations to the Members
Full accumulation standing to the credit of a member including KRIBHCO's
contribution and interest thereupon will be permitted to the withdrawn by the member
or his nominee or legal heirs, as the case may be, at the time of retirement and under
such other conditions as specified in the Rules.
4. Transfer of Provident Fund Accumulations
In respect of an employee who ceases to be on rolls of the Society and takes
employment with anther organization covered under Employees Provident Fund Act.
1952 within a period of 60 days, the total accumulation including share of employee,
employer and interest thereon will be transferred to the new employer.
EMPLOYEES PENSION SCHEME 1995
Eligibility
All employees Provident Fund subscribers contributing to the Employees Family
Pension 1971 and all new entrants to the EPF Scheme 1995 from 16/11/1995 onwards
automatically become eligible to join the Pension Scheme.

Contribution
The rate of contribution towards the Employees Pension Fund is @ 8.33% of the pay
(Basic Pay + DA) and this contribution is to be diverted from the Employer's share of
the provident fund subject to Rs. 541/- on a Standard Salary of Rs.6,500 / -. The
Central Government shall contribute @ 1.16% of the pay of the member which comes
to Rs. 75/-.
Member's Pension (p.m.) = Pensionable Salary X Pensionable Service
70
Where,
Pensionable Salary = The average pay drawn in a span of last 12 months is to be
taken to determine Pensionable Salary
Pensionable Service = The total service rendered by the member for which the
contributions are received
GROUP GRATUITY-CUM-LIFE INSURANCE SCHEME:
KRIBHCO has taken Group Gratuity-cum Life Insurance scheme for its employees.
Under the scheme, all permanent employees who have put in a minimum of six
months service in KRIBHCO will be covered.
Employees are entitled to payment of gratuity in normal circumstance as per
provisions of Payment of Gratuity Act 1972 as extended to all permanent employees.
The qualifying period of Gratuity as laid down in the Act is minimum of 5 years
continuous service subject to other provisions of payment of Gratuity Act, 1972. The
gratuity will be calculated on the basis of last drawn monthly Basic plus DA of an
employee divided by 26 days and multiplied by 15 days for each completed year of
service.
In the event of death of an employee before the date of superannuation, while he is in
the services of KRIBHCO, the employees nominee(s) / dependent (s) as specifically
declared by him will be paid an amount which he would have got had he worked till
the date of his retirement on the basis of his salary / wages drawn at the time of death.
All employees have to declare nommee (s) to whom benefits are payable under the
scheme.

KRIBHCO EMPLOYEES BENEVOLENT FUND SCHEMES
With a view to provide financial assistance to the nominees of an employee who dies
while in the service of KRIBHCO, and medical assistance to employees after
superannuation, 'KRIBHCO Employees Benevolent Fund' has been formed.
The Fund has been managed by a Trust, 'KRIBHCO Benevolent Fund Trust'. The
Trust comprising of representatives of Workmen, Officers and the Nominees of the
Management. The Board of Trustees of the Fund shall manage its affairs and suitably
frame the detailed Rules and regulations for the purpose of administration of the
Fund.
All employees on permanent rolls of KRIBHCO are members of the Schemes. At
present, there are two schemes which are being administered by the Trust. Under the
Death Benefit Scheme, each employee contributes Rs.50 / - per month and KRIBHCO
also contributes Rs. 75/- per employees per month. Under the Post Retirement
Medical Assistance Scheme, each employee contributes Rs.50 / - per month and
KRIBHCO contributes Rs.100/- per employee per month.
Benefits under these schemes are as under :-
01. Death Benefit Scheme :
Under this Scheme, financial assistance of Rs.5,00,000/- lumpsum is provided to the
nominee of the employee who dies while in service.
02. KRIBHCO Employees Post-Retirement Medical Assistance Scheme
ELIGIBILITY
The Scheme is applicable to all regular employees who retire from service on
attaining the age of superannuation after rendering a minimum of 5 years continuous
service in KRIBHCO and Board level appointees (Full time) on completion of their
tenure in KRIBHCO.
COVERAGE
The members are covered through Group Medi-claim Insurance Policy (hereinafter
called Policy) of the Insurance Company notified by the Trust from time to time.
Policy covers reimbursement of Out-Patient Department (OPD) and Hospitalisation
Charges for illness j disease or injury sustained by the insured person. In the event of
any claim becoming admissible under the Policy, the Insurer will pay to the insured
member the amount of such expenses as incurred anywhere in India, but not
exceeding Hospitalisation charges of Rs.1.5 lakhs per annum and OPD charges @

Rs.6000 / - per annum. There will be no coverage for the free treatment taken in
KRIBHCO's own dispensary / hospital.
Further every retiring employee has to contribute Rs.15,000 / – for becoming eligible
to the benefits of PRMAS.
MEDICAL FACILITIES TO DEPENDENT PARENTS
The KRIBHCO has taken a Group Medi-claim Policy for the benefit of Dependent
Parents of employees. In the event of any claim becoming admissible under the
Policy, the Insurer will pay to the insured every dependent parent the amount of such
expenses as incurred anywhere in India, but not exceeding Hospitalisation charges of
Rs.1.0 lakh per annum and OPD charges @ Rs.I0,000/- per annum.
The employee joining the services of KRIBHCO on or after 24.04.2009 shall not be
extended the above facility.

INTRODUCTION
Research is the process of systematic and in-depth study or search for any particular topic,
subject or area of investigation, backed by collection, compilation, presentation and
interpretation of relevant details or data. Research methodology is a way to systematically
solve the research problem. It may be understood as a science of studying how research is
done scientifically.
Research may develop hypothesis and test it. In it we study the various steps that are
generally adopted by the researcher in studying his research problem along with the logic
behind them.
Research must be based on fact observable data forms a sound basis for research inductive
investigation lead better support to research finding for analyzing facts a scientific
methodology of analysis must be developed and result interpreted logically.
OBJECTIVESOFTHESTUDY
 To identify the various welfare measures provided to the employees.
 To know their satisfaction towards the welfare measures
 To understand how welfare measures improve the motivation of the Employees.
 To find out employees preference regarding welfare measures which they like to have
in future.
RESEARCH DESIGN USED
As research design is simply the framework or plan for a study i.e. used as a guide in
collecting and analyzing the data. Research design can be grouped into three categories.
 Exploratory research
 Descriptive research
 Casual research
I have used exploratory research the framework or plan for the study i.e. used as a guide in
collecting and analyzing the data. There for, we used exploratory research design in our
project.

Exploratory research
Exploratory research studies are also termed as formulating studies. The main purpose of
such studies that of formulating of the problem for more precise investigation or of
developing the working hypotheses from an operational point of view. An exploratory
research focuses on the discovery of ideas and is generally based o secondary data. It
consists:
 Search of secondary data and literature
 Survey
 Search of secondary data and literature : The quickest and most economical
way is to find possible hypotheses from the available literature. The past research may be
suitable sources of the information to develop new hypotheses. The researcher can search
them for his research purpose.
 SURVEY REPORT : Survey means the survey of people who have had practical
experience with the problem to be study. These individual can be top executives, sales
manager, wholesaler and retailer processing valuable knowledge and information about
the problem environment.
SAMPLING TECHNIQUE USED
When field studies are under taken in practical life, consideration of time cost and some other
factors almost invariably lead to selection of respondents. The selected respondents
constitutes a sample and the selection process is called sampling technique.
A sample design is define plan determined before any data are actually collected for
obtaining a sample from a given population. Sample can be either probability sample or non-
probability sample.
PROBABILITYSAMPLING:
Probability sampling is based on the concept of random selection; the sample may be either
unrestricted or restricted. When each sample elements is drawn individually from
the population at large, then the sample so drawn is known as ‘unrestricted sample’ , Where
as all other forms of sampling are covered under the term ‘restricted sample’. The most
frequently used probability samples are:

 Simple random sample
 Systematic sample
 Stratified sample (proportionate & disproportionate)
 Cluster sample
NON-PROBABILITYSAMPLING:
Non-probability sampling is that sampling procedure which does not afford any basis
for estimating the probability that each item in the population has of being included in the
sample.
 Judgment sampling
 Convenient sampling
 Quota sampling.
 Snowball sampling
I have selected convenient sampling.
 Convenience sampling :
A statistical method of drawing representative data by selecting people because of the
ease of their volunteering or selecting units because of their availability or easy
access. The advantages of this type of sampling are the availability and the quickness
with which data can be gathered. The disadvantages are the risk that the sample might
not represent the population as a whole, and it might be biased by volunteers. For
example, a study to determine the average age and sex of gamblers at a casino that is
conducted for three hours on a weekday afternoon might be overrepresented by
elderly people who have retired and underrepresented by people of working age. Also
called accidental sampling.

RESEARCH INSTRUMENTS USED
I have used the following research instrument in my project.
 QUESTIONNAIRE:
The term questionnaire usually refers to a self – administered process whereby the
respondent himself read the question and records without the assistance of an
interviewer.
Typesofquestions
a) Open ended question : An open-ended question gives the respondents
complete freedom to decide the formlength and detail of the form.
b) Close ended question : The close-ended question is of two types they are as
follows:
 Dichotomous question. This type has only two answers in the form of
‘YES’ or ‘NO’, ‘TRUE’ or ‘FALSE’ etc
 Multiple-choice question. In this case the respondents are offered two
or more choices and the respondent have to indicate which is
applicable in the following cases.
 INTERVIEW :
The interview method of collection data involves presentation of oral-verbal stimuli
and reply in term of oral-verbal response.
Sample Size :
When a survey is undertaken and when it is not possible to cover the entire population
the researcher has to answer the basic question like-
How large sample should be? The sample size decision is directly related with the
research cost.
I have taken 50 respondents in my sample size as the sample size should be neither so
small nor so large.

METHOD USED FOR DATA COLLECTION
The task of data collection begins after a research problem has been defined and research
design chalked out. While deciding about the method of data collection to be used for the
study the researcher should keep in mind two type of data :
1) Primary Data :
Primary data means data that are collected by different techniques like Questionnaire,
Depth interview, Surveys, Schedules etc.
Sources of Primary Data
i. Questionnaire
ii. Interview Method
2) Secondary Data :
Secondary data means data that are already available i.e. : they refer to the data which
have already been collected and analyzed by someone else. Usually published are
available in :
Sources of Secondary Data
i. Books, Magazines and newspaper.
ii. Reports and publications of various associations connected with
industry.
iii. Internet

Question:1 For how many years are you working with this Organization?
Value Respondent Percentage
0-5 Years 10 20
5-15 Years 3 6
15-25 Years 10 20
Above 25 Years 27 54
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that 54% of the respondents are doing job above 25
years in the KRIBHCO. 20% of respondents are working in the organization, who has
experience of 0-5 years as well as 15-25 years. Very few people are there in the organization
who having the experience of 5-15 years.
20%
6%
20%
54% 0-5 Years
5-15 Years
15-25 Years
Above 25 Years

Question:2 How do you rate the Working Environment of the Organization?
Highly satisfied 13 26
Satisfied 25 50
Neutral 9 18
Dissatisfied 2 4
Highly dissatisfied 1 2
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that 50% of the respondents are satisfied with the
working environment of the organization, while 18% of the respondents are neutral with the
working environment of the organization and only 2% of the respondents are dissatisfied with
the working environment.
26%
50%
18%
4%
2%
Highly Satisfied
satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Question:3 How do you rate the sitting arrangement of the Organization?
Satisfied 25 50
Neutral 6 12
Dissatisfied 6 12
Total 50 100%
INTERPRETATION :
sitting arrangement of the organization, while 12% of the respondents are neutral with the
sitting arrangement of the organization and 12% of the respondents are dissatisfied with the
sitting arrangement.
20%
50%
12%
12%
6%
Highly Satisfied
satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Question:4 How do you rate the medical benefits provided by the Organization for the
employees & their families?
Satisfied 15 30
Neutral 7 14
Dissatisfied 0 0
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that more than 50% of the respondents are highly
satisfied with the Medical benefits provided to them and their family by the organization, and
30% of the respondents are satisfied with the medical benefits, thus we can say that overall
good medical benefits are provided by the organization.
56%
30%
14%
0%0%
Highly Satisfied
satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Question:5 How often first-aid box with prescribed contents is available?
Every Time 15 30
Mostly 30 60
Sometime Only 5 10
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that 60% of the respondents are said that first-aid
box with prescribed content is available mostly, while only 10% of the respondents said that
first-aid box with prescribed content is available sometimes only.
30%
60%
10%
Every Time
Mostly
Sometime Only

Question:6 How do you rate the working Hours of the Organization?
Satisfied 28 56
Neutral 7 14
Dissatisfied 3 6
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that above 50% of the respondents are satisfied with
the working hours of the organization, while 14% of the respondents are neutral with the
working hours of the organization and only 6% of the respondents are dissatisfied with the
working hours of the organization.
24%
56%
14%
6% 0%
Highly Satisfied
satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Question:7 How do you rate the Conveyance Allowance offered by the Organization?
Satisfied 20 40
Neutral 6 12
Dissatisfied 4 8
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that overall 80% of the respondents are satisfied
with the Conveyance Allowance of the organization, and 8% of the respondents are
dissatisfied with the working environment.
40%
40%
12%
8% 0%
Highly Satisfied
satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Question:8 How do you rate leave policy of the organization?
Satisfied 22 44
Neutral 4 8
Dissatisfied 1 2
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that 46% of the respondents are highly satisfied with
the leave policy of the organization, while 44% of the respondents are satisfied with the leave
policy and only 2% of the respondents are dissatisfied with the leave policy.
46%
44%
8% 2%0%
Highly Satisfied
satisfied
Neutral
Dissatisfied
Highly Dissatisfied

Question:9 Do you get regular increments ?
Yes 49 98
No 1 2
Total 50 100%
INTERPRETATION :
From the above table and chart it’s clear that mostly all respondent give positive respond that
they get regular increments. Only 2% of respondent give negative response to the increment.
98%
2%
Yes
No

Question:10 Does the Organization offers sufficient number of Wash-room ?
Yes 44 88
No 6 12
Total 50 100%
INTERPRETATION :
number of wash-rooms provided by the organization, while 12% of the respondents are not
satisfied with the number of wash-rooms provided by the Organization.
88%
12%
Yes
No

EmployeeWelfare

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