a study
TRANSCRIPT
A STUDY ON MARKETING & HUMAN RESOURSE MANAGEMENT
Conducted at FACT Ernakulam Dist.
Submitted in Pastel fulfillment & the requirements & for the
award of the Degree of BBA of the
University of Kannur
Submitted by
Anju Satheesh. M
Anjali Sebastian
Jini. M. Andrews
Rajeswari M.K.
Ramseena. A
Sunu K.S
Under the guidance of mrs.Rekha KANNUR UNIVERSITY
2010-2011
CONTENTS
Serial No Topics Page No Chapter-I
Introduction Importance of Study Need for the study Objectives of the study Scop of the study Methodology of study Limitations of study Industry profile
Chapter – II Company Profile
Chapter – IIIThe FACT
Division of FACT Objectives of FACT Sales promotion programe in FACT Milestones of FACT Abbreviation of organization chart FACT Product Organisation chart ( FACT) Chapter –IV Marketing department Characteristics Objectives
Chapter- VII
Findings and suggestions Chapter VIII
Conclusion Chapter IX
Bibilography Chapter X
Questionnaire
DECLARATION
We do hereby declare that this report on MARKETING AND HUMEN
RESOURACE MANAGEMENT study at FERTILISERS AND CHEMICAL
TRAVANCORE (LTD) is submitted to KANNUR University in partial
fulfillment of the requirement for the award of the degree of Bachelor of
Business Administration is a bonfire record of internship iraincny undergone
by is in the form and prepared under the guidance of Mr. Thomas Paul
Lecturer, Department of Marketing Management studies.
ACKNOWLEDGEMENT
I take opportunity to convey my sincere thanks to all have helped me
and given their valuable guidance in doing this report. It my privileges that I
had the opportunity undertake my project work in the public sector FACT.
My Since thanks tpo Mr. Thomas Paul for providing me the opportunity
to do my project work in computer centre .
Mr. K.C. Ambrose manager Irainng Fact , for his guidance and support
which the renderd through out study and he was interments in shaping this
report.
INTRODUCTION
FACT indices forst large scale fertilizes unit was set up in 1943. In
1947 FACT Udyogamandal Started Production of Ammonium Sulphate with
an installed capasity of 10.000 Mt Nitrogen FACT became a Kerala state
public sector enterprice on 15th August and 21st November 1962 the
government of India becomes the major shareholders . The second stage of
expansion of FACT was completed in 1962. The thired slage of expansion of
FACT was completed in 1962. The thired stage of expansion of FACT was
completed in 1962. The thired stage of expansion of FACT was completed in
1962. The tird stage of expansion of FACT was completed in 1965 with
setting up at a new Ammonium sulphate plant.
Depending on the extent which his requirement is net a customer may
be classified as satistied and dissatisfied and delighted thus the dissatistation,
satistation or delighted of a customer is depending on its expectation and
pertormance of the product.
The significant role played Indian fertilizers industry is taking the mpost
important challenges in feeding the ever growing population, with limited
requies for sustainable agriculture can never bee undetermined it is a FACT
proved beyond doubt that the application of Fertilizer is a must to newish the
soil that feed the ever growing population not only in indie but also in the
world.
The first large scale factory the FACT Ltd. Was commenced at
Udyogamandal. Eloor Kerala in 1943 FACT has Since the grown and
branged at in a fantastic manner . So that it is not mearly one of the biggest
fertilizers enterprises in the country but also a legent of the modern times and
triumph at the public sector.
Goods and services do not move automatically from the makers to the
users. There is a definite mechanism that burings about exchange of goods
and services against money or money’s worth for the mutual benefit- namely,
satisfaction to the consumers and surplus to the producers and manufactures.
Marketing is the belt that connects the two major wheels of any economy
namely, producers and consumers. Marketing is the creation of utilities as
goods and services get value addition by the time they reach the consumers.
That is why, in economic jargon “ Marketing” refers to “ all the activities
involved in the creation of place, time, possession and awareness utilities “.
IMPORTANCE OF THE STUDY
Dealer attitude in one of the important things in marketing of a product.
In case of fast moving consumer Goods, dealer should deside Nhat brand a
particular customer should buy or not. All other activities of marketing of
marketing should be only supportive function to increase Market share. By
increase dealer attitude a company can surely improve its sale some that
better what in actually doing now .Even through customers satisfaction and
other factors should affect it. By measuring dealer attitude the company can
go better remedies .
The dealer needs and values should influence every aspect of the
organization strategy, employee safety and performance, product and
organization strategy, employee safety and performance, product & services
development, sales & Marketing programs operational procedures and
information & measurement system.
Understanding the dealer in critical to the success of any customer.
Costomer focus initiatives , the first stop in understanding the dealers in to
listen to them,. A company needs to hear what its dealers are saying about its
people, product service and vision their information help to develop
meaningful product and services .
NEED FOR THE STUDY
No business can exist without customers. This means that the
successful organization will larn to become customer centered where the
customer are actively valued as a central part of a business being merely
customer focused customer centered companies quickly learn to appreciate
the real benefits of information feed back involving there customers and end
users becoming less content with mearly measuring .
OBJECTIVE OF THE STUDY
The organisation study was carried pout at Fact Ltd. Udyogamandal to
the achieve the following Specific Objectives.
1. To understand organization frame work and its functioning
2. To study the history of Fact
3. To understand evaluated functions and activities of various
departments.
4. To study the interdependence of different dpts.
5. To gain a partial explosure to the actual work situation.
6. To make an in – depth study on various policies, procedures and
programme.
7. To make a Swot analysis of the organization .
SCOPE OF THE STUDY
The aim of organization study was to find out the day- to day activities
and administration of the company . A sincere attempt has been made for
precise and comprehensive study of the matter. The study was conducted
from the October 13th to Nov 9th 2010 .
METHODOLOGY OF THE STUDY
OBSERVATION
By observing the general surrounding the functional process
interactions of employees etc… work site and plans were visited were the
actual process of product on and thus activities of various Departments were
seen and understood.
DATA COLLECTION
Primary Data:
Primary data are those which are collected a fresh and for the first time and
thus happen to be the original in character. Data collected by the investigator
directly for the purpose of investigation is known as primary data . in this
study the primary data’s were collected mainly through observation ,
interviews , and Questionnaires .
SECONDARY DATA
Secondary data are those which have already been collected by some
one else . in this study secondary data were collected from company’s
website, annual and reports, manuals and journals.
LIMITATIONS OR STUDY
Time was major limiting factor
Critical analysis was not possible due to the non- availability of
certain information .
Study was not possible due to non functioning of various plants in
the division .
As the cochin division FACT is at Ambalamedu and EEW division
at were collect from FACT website and manuals
INDUSTRY PROFILE
Indian fertilizer Industry is expected to play a vital role in the economic
development of India. Indian economy is likely to grow at a rate of 8% or
more per annam. To achieve this economic growth agriculture must grow at
4% per annum. Modern incentive agriculture is heavily dependent on
chemical fertilizers for obtaining high yields and any growth in agriculture is
not possible with out of fertilizer industry .
Nitrogen phosphorus and potassium are the essentials demand for the
better growth of plants. These element should be provided buy the sort.
Agriculture has always been the mainstay of our people and we have been
filing the land and reaping the harvest for hundred’s where the land was
becoming lesser and lesser. In the early half of the 20 centaury we found
that an import to meet our minimum food green requirement. The emergency
aim was to grow more food design the wonder replenishes chemical
fertilizers.
The sufficient role played by the Indian fertilizers industry is laking the
most important challenge in feeding the ever growing population, with
limited resources for sustainable agriculture can never be undermined .
The first large scale factory tbe fertilizer and chemical (Hcl) was
commenced on the basis of river Periyar at udoyogamandal. Kerala in 1944.
FACT was since them grown and branched out in a fantastic manner so that it
is not nearly one of the biggest fertilizer enterpruises in the country but also
legend of modern items and a triumph of the public sector .
India is the largest producer and consumer of chemical fertilizer in the
world and accounts for about 12% world’s fertilizer consumption. The
country produces several straight Nitrogenous fertilizers such as DAP (Di
Ammonium Phosphqate) and several NPK complexes. Urea and DAP are the
main fertilizer produced in India.
Fertilizer and chemical industry in India are undergoing major
transformation. This industry is gradually being decontrolled. Administered
pricing also being replaced by market determined pricing. Besides recession
and consequent declined in the prices of certain inputs and finished products
in international market has made its domestic products costly and
uncompetitive.
Fertilizer, any material organic or inorganic natural on synthetic put in
the soil to impore the quality of plant growth. Chemical fertilizer are devided
in to three natural elements. They are
Nitrogen : potassium and Phosphoresces
International Scenario
When there are large areas of unused frontier land in the world it was often
more economical for farmers to move on to new unfarmed land than to
invest additional money in fertilizers for the ;and they were than farming, a
practice convinced in the second half of the 20th century in some under
developed areas of the world. The use of manure and composts is probably
as old as agriculture itself and many other material such as ground bones,
wood ash from burning the fallen trees, dried blood and fish were employed
long before the chemistry of soil and crops was understood. The
disappearance of frontiers combined with improvements in the technology of
fertilizers manufacture and more effective Transportations lead to growing
role of fertilizers for producing the needed and fiber .
National Scenario
India is one of the world’s largest producers and consumers of
fertilizers both phosphorescent and Nitrogenous. The pesticide Industry in the
country is also amony the fast growing sector in the world. They are around
20 chemical fertilizer used in country at present. These fall consider four
categaries namely nitrogen, phosphate. Potassium and complex fertilizers .
71% of total fertilizer consumption during 1994-95 was of the nitrogen
variety where as phosphorous and potassium fertilizer accounted for 22% and
7% in the same year . Where urea, Calcium , and ammonium phosphate are
the major nitrogenous fertilizer .
The total fertilizer capacity in India was 12.02 million tones in natnent
terms, where as the consumption was of the order of 13.05 million tones.
Roughly a sum of rupee 10 million has been the total investment in the
industry. The share of public and consumarate Sector in capacity is 40%,
38% and 22% respectively. The problem of the industry is the second
demand for its products large working capital requirements . The long credit
periods enjoyed by the bager for slashing the we pf chemical pesticides .
The government of India has implemented and co0mmissioned major
fertilizer project 1988-99 and invested Rs. 4122.00 crores . The central
government has always been controlled with budgetary constraint while on
the other side the government political obligations never permit any realistic
decision. tack of inter ministerial conardenation has also joined the Industry
by way of recently introduced custms the basic pnrnciples of RPS ( Relation
Pricing scheme ) Itself has been lost and currently or appears to be a way
regarding the efficiency of industry.
State scenario
Kerala has high degree of land use and cropping intensity. The state’s
agricultural productivity is decreasing year by year. The production and
cultivation of rice is decreasing and the farmers are attached to commercial
crope like rubber and account. Due to decreas in the cultivation of rice the
consumption of nirate and potash has come down. The per hectare
consumption of fertilizer in deferent states in India the position of Kerala is
one of the low Ranking states. FACT is having a market share of 53.4% in
Kerala . This is competitively higher than other companies in Kerala. Due
to the entry of competitors in the field of fertilizers FACT has lost its market
share 62.2% to 53.47%
Technological progress
The two major products namely urea and DAP are expected to remain
from of product. Their commercial developments may not prove for layer-
scale production and application .
Even through the consumption of fertilizer in India has increased
considerably daring the last two to three years, there to no corresponding
increase in the indigenous production capacity. As a result the country has to
depend on input of fertilizer to meet the increasing demand. The steep
increase in price of new material and is limited availability in the
international market pose a serious threat of Indian fertilizer Industry.
The Indian fertilizer Industries continue to grapple with the issces.
Which rise out of changes is overall policy frame work, liberalization and
globalization of the economy. For the development of fertilizer industry in
India, india fertilizer industry to adjust with global ensuronment when
reduction , energy efficiency cost and economics of scale are crucial .
COMPANY PROFILE
The second world war which cut of tractitional sources of imports of
food grains aggravated our problem and the famine conditions that prevailed
in some parts of the country made up sit up and think chemical fertilizers
was the answer . But we did not have the technical k now have rawnaterials
and the resources for setting up fertilizer plant.
It was then that a daring and foresighted administrator of Travancore
( Kerala) Dr. C.P. Ramaswamy Iyer, had evercome the obstacle and pawed the
way for setting up a chemical fertilizer factory , FACT ( Fertilizer and
chemical Travancore Limited ) in 1943 . In 1947 FACT Started production of
Ammonium sulphate with an installed capacity o0f 10000MT Nitrogen per
Annam at Udyogamandal near cohin . In the fear 1960 ( 15 th August ) FAST
became a public sector unit and towards the end of 1962 ( 21st November) the
Govt. of India became the major share holders .
The next stage of expansion of FACT was completed in 1965 with the
setting up of a new Ammonium sulphate plant. FACT Engineering work (
FEW) was established in April 1966 unit to fabricate and install equipment for
fertilizers plants. In equity shares of Rs. 10 to each fully paid up .
At first the FACT became a Kerala stater public sector enterprise on
15th August 1960 and towards the end of 1962( 21st November) the Govt. of
India become the major share holder owned by 80% of the share capital
The FACT was the first large scale fertilizers factory in India since than
it has played a major role in creating fertilizer consciousness among the
farmer and giving the positive direction to the modernization of agriculture in
India
FACT soon became the heart heat of the agriculture production in
India. FACT targeted the farmer as the basis factor in the green revaluation.
Educating the farmer on the advantages of chemical fertilizers of the
agriculture sectror established FACT as a trined of the farmers. The FACT
Ltd has extended and diversified over the year and has became one of the
major producers of fertilizers and allied chemicals in India.
DIVISION OF FACT
In a particular Socio- economic context in which FACT became the
first large scale producer of chemical fertilizers in India, the full responsibility
for selling the fertilizer concept to the tradition bound farmers also rested on
the company. The farmers, by and large, were reluctant to try out such a new
product to tally unfamiliar to them. It become clear to FACT that their role
did not end with producing and selling fertilizers; The farmers had to be not
only persuaded to accept fertilizers as a necessary in put for better production
but also to be instructed on the correct method of applying fertilizers, at the
right time and in the right measure. This involved an elabarate and well
planned fertilizer promotion programme and a well tutored dealer net work./
FACT undertook these responsibilities with a missionary zeal and enalarged
its promotional objective from marketing of fertilizers to scientific farming
This also called for a multi-media publicity campaign while making
fuel use of media like the press, cinema, the outdoor and other forms of
printed word, FACT lid great stress on undertaking demonstration, farming
on the farmer is own plots, where the farmevs in the neighbor hood could
come and watch for themselves the activities and the transformation taking
places right before their eyes . FACT field staff also took such opportunities
to meet as may farmers as possible and have discussions with them , when
their doubts were eleured and their confidence gained, such group discussion
soon developed in to regular dassess. The study classess became more or less
regular feature and agricultural extension officiers and other experts on
farming were associated with these programmes and their help and advice
gave the farmers grater confidence to use chemical fertilizers for boosting up
their agriculture production.
Manufacturing Division , Udyogamandal Division
The UD of FACT can called as the mother unit of the entire fertilizer
industry in India. In 1947 the year India got independence, the unit
commenced commercial production with an ammonium, sulphate plant having
a capacity to produce 10,000tones of nitrogen .
The present annual nutrient production capacity of Udyogamandal division
is 76050 tones of PZOS. A parts from the manufacture of Ammmonium
sulphate and FACT MFOS 20:20:0:15 various chemical like ammoniua ,
HZSO4 ( Sulphuric acid) oleum, and sulpur dioxide etc are also produced
here.
Petrochemical Division (PD)
The division of FACT manufactures caprolactam, the raw material for
Nylon-6, which is extensively used for the production tyrecord, Textile
filament yarn and engineering plastics. FACT’s caprolactam exported to
various countries including the USA, not only earns precious foreign
exchange but also appreciation, on account of its excellent quality.
Cochin Division (CD)
Cochin Division of FACT is located at Ambalamedu, adjacent to the
Kochi refineries Ltd, and was commissioned in 1973, with an installed
capacity for the manufacture of 330000 TPA Urea. Plants for Manufacture
of 485000 TPA complex fertilizers, mainly FACT AM Dos NP 20-20-013
and DAP 18:46, were added in 1976.
Marketing Division
In the particular socio-economic context in which FACT became the
first large scale producer of chemical Fertilizers in India, the full
responsibility for selling the fertilizer concept to the tradition bound farmers
also rested on the company.
THE FETRTILIZER FESTIVAL was a novel idea introduced by
FACT in fertilizer promotion. THE VILLAGE ADOPTION SECHME was
another new concept developed by FACT for the first time in the country .
FACT AGRICULTURAL STUDY CENTRE was a new experiment in
agricultural extension work.
FEDO ( FACT Engineering and Design organization)
Established in 1965, FESO has been evolved into an engineering power
house with capability that encompasses every fact of project engineering and
mgmt . FEDO has , over on of Ammonia, sulphuric, phosphoric Acid,
Hydrogen, Fertilizers like Urea, Ammonium sulphate, single super
phosphatre, ammonium chl oride, complex fertilizers etc
FEDO quality policy
1. Customer satisfaction through engineering excellence
2. Continued improvement of quality system.
3. Provide product/service that meets customer and applicable regulatory
requirements.
FEW ( FACT Engineering Works)
FACT Engineering works (FEW) the fabrication and Engineering Division
of FACT was established in the year 1966. FEW is one of the leading
contracting offering services through the manufacturing wing with modern
fabrication and testing facilities and the project wing undertaking project
construction works .
Computer service centre
FACT computerized its activities since 1965 to meet the growing need for
management information, engineering and commercial applications. The
centre is equipped with service in all its divisions connected by FACT NET
and intranet network.
Today CSC is equipped with Divisional data base servers ( Sun
enterprise 250) at each the 3 production divisions and around 700 PC nodes.
The computing nodes are connected via WAN ( Wide Area Network) at inter
division level through 64 Kbps/2Mbps BSNL Leased Lines/Fibre optic link
and Ethanet LAN ( Local Area Network) at department level. A cooperative
Internet provides email access to senior level officers, besides hosting web
pages containing daily updates of key production and financial figures.
The on-line integrated information system (OIIS) that links all the
functional areas of the enterprise has been jointly developed and implemented
by M/S Tata consultancy service and CSC. The integrated system, which runs
on oracle- 81 data base platform optimizes business process of the enterprise
and provides information for decision making.
Major software system in the organization are developed and
maintained in house by the skilled work forcent CSC. This include
production MIS, pay roll system, financial accounting system, material
maintenance system Human Resources system,. Process optimization system
, Attendance recording system, computer aided design and estimation system
and project management system among others.
CSC has an important role to playing keeping the management abreast
of the past faced technological changes in the field of information
technology and recommenting timely enhancements of the IT resources in the
neterprise. CSC is gearing up to the project FACT in to the promising area of
E- com-merce as soon as the technology catches on in a big way in the India
business sector
THE FACTORY
FACT was founded in Udyogamandal on the bank of the river periyar
in 1944 . It was then the large scale fertilizer factory in the entire country.
FACT has since the group expanded and branched out in out fantastic
manner so that today it is only merdy one of the biggest fertilizer enterprise
in the country but also a legend of the modern times and a friumph of the
public sector .
FACT has been widest range of festilizers and is making available to
the farmers spread over a wide area covering the enfire south, straight
festilizers like ammonium sulphate & urea also complex fertilizer like
factumfos 20-20 FACT DAP amnd a host NPK mixture to suit all cropes and
all soils.
FACT has also succdessfully branched out in to the fields of chemical &
festiliers technology. Engineering and design organization (FEDO) and fact
Engineering work (FEW) are well known names to day not only in India but
also outside the country.
The role of fact did not end with producing and selling festilizers . The
farmers had to be only persuaded to accept fertilizers as a necessary input for
better production, but also to be instructed in the correct method of applyiong
fgestilizers at the sight time & the right measures . This involvied an
elaborate and well planned festilizer promotion program and well tutored
dealer network. FACT undertook these responsibilities with a missionary seal
and enlarged its promotional objectives for mastating of festilizders to
marketing of fertilizer to marketing of scientific farming .
ORGANIZATION CHART
FACT
Manufacturing Division
Engineering & Fabrication Division
Marketing Division
Udl Division
Cochin Division
PetrochemicalDivision
Factengineering and design organiz ation (FEDO)
FACTEngineering
workers (FEW)
Research Development
centre
Computer Science Mgnt. Development Centre
Product at Various Divisions
1. Udyogamandal Division
Ammonia
Sulphuric Acid
Factomfos
Phosphoric acid
Ammonium
Oleum
Synthesis gas
Cas bondioxcid
Cochin Division
Urea
Phosphoric Acid
Factomfos
Sulphuric Acid
Petrochemical Division
Caprolctum
FEDO
Techno-Economic Feasibility studies
Engineering consultancy
EPS contracts
Energy Audit
Thrid party inspection
Construction mgnt
Plant assessment and health study
FEW
Design and fabrication ofg pressure vessels, heet
Exchange coloumns, storage tanks, reactors pen stocks etc.
Fabrication and eracting of pipe
Fabrication and laying of cross country pipe lines
Project executire mgnts.
FACT’s Code pof Business conduct & Ethics
1. Ethical conduct
2. Conflict interest
3. Protecting company
4. Integrity
5. Excellence
6. Unity
7. Responsibility
8. Accountability
9. Trusteeship
10.Adherence of government policy
11.Innovation
12.Share holders
13.Corporate Opportunities
14.Health& Safety
15.Compliance with law
16.No rights created.
General Information at a glance
Name : The festilizers and chemical Travencore Ltd.
Incorporation : 22nd September 1943
Commencement of Business : 26th June 1947
Head office : Udyogamandal, Eloor
Registered : Eloor, Udyogamnandal, 683 50 Kerala India
Nature of Business : Manufacturing and production
Laison officers : Mumbai New Delhi
Marketing urea officers : Chennai , Trivandrum, Banglore and Hydrabad
Products : Straight festilizer mixture, Chemicals, petro chemicals
Division : Udyogamandal Cochin, Petrochemicals, Marketing
FACT Engineering workers ( FEW)
Fact Engineering & Design organization (FEDO) FACT
research development centre
OBJECTIVE OF FACT
To generate a reasonable return to its investments
To ensure growth through expansion and diversification based on
scientific and cysis
To prepare the organization to take on the challenges.
To continually upgrade the quality of human resources of the company
and promote organizational developments
To maintain optimum level of efficiency productivity and safety on all
activities .
Sales Promotion Programe in FACT
Audiovisual
Fertilizers Advertisement, Newspaper, radio and TV
Farmes contract programe
Villa adoption programe
Farmers meeting
Soil testing service
Field demonstration
Festilizers stall at exhibition
Chop book lets- posters- stickers
Cultural programs
Farmess seminars
Cash rebates and inceptives
Pollution control in FACT
FACT has already al ready invested I Rs. 500/- million in specially setting
up pollution control plants at UDl, Cochin and petro chemical divisions with a
recurring expenditure of Rs. 120 Million annually.
Consistent with our commencement to environmental health all necessary
safe guards have been buit in to take care of the water and atmospheric
pollution caused by effluent gases and liquids thrown out from the factory.
Competitors to FACT
SPIC - Southern Petro Industrial Chemicals
MFL - Madras Fertilizers Ltd.
NFL - Nagarjuna Fertilizer Ltd.
MEL - Maglore Chemical Fertilizers Ltd.
RCF - Rastria chemical fertilizers ltd
IFFO - Indian farmers fertilizer co-operative
SPIC - Southern petrol industrial ltd
Products- urea and Di- ammonium phosphate and Intermedias an in to the
globally competitive and phaspheric acid abroad
MFL - Madras fertilizer Ltd
Product- NPK 17:17:17 and variant
Vijay urea, Bio – Fertilizer, Agro chemical plans to switch over to LNG
from naptha and import ammonia.
NFL - Nagarijuna fertilizer chemicals product Urea
MFL - Manglore fertilizer Ltd.
RCF - Restria chemical fertilizer Ltd
Product Urea Di- ammonium phosphare and complex fertilizer plans to set
up ammoniuam urea complex in north key project in iron
Zuari Industries Ltd
Product- Urea and DAP plan for improving ammonia, JV for project
mght seed research and development and has established products.
KRIBCO
Product- Urea- Particularly in do oman and Indo Iron project for
cheaper gas
Others:
PP1- Leader in DxP
Chambal Fertilizer and chemicals product – Urea
Deepao Fertilizer and petrochemicals
Product urea, complex ammonium sulphate, DxP
Indo Gulf fertilizer and chemicals
product urea , copper smelting .
Legal Frame work of the company
FACT is a public Ltd. Company registrar under the companies Act
1956. FACT is also bound to various laws take.
Factories act, 1948
Exicise act 1944
Sales fax act 1959
Labour laws like
Industrial dispute act 1947
Employee staff welfare Act, 1953
Workmen compensation act 1923
The payment of wages of Gratuity act 1972
Trade unions act , 1926
Standing carders act, 1946
Payment of gratuity act 1972
Provident fund and miscellaneous provision act 1952
The company’s main business is manufacturing and marketing of :
1. Fertilizers
2. Caprolactum
3. Engineering consultancy
4. Fabrication of requirements
Expansion of fact
In the late 50’s the udyogamandalam Division launched its first expansion
with an outlay of Rs. 3 crores. Hcyblights of the period were the installation of
two plants to produce phosphoric Acid and Ammonium phosphate
The second stage of expansion involuny Rs 2 crores saw the replacement
of the Firewood Gasifiation Process and the Electrolytie process by the
Tazaco oil Gasification process for which a new plant was set up. FACT
became a Kerala state public sector Enterprise on 15 th August 1960. On 21st
November 1962, the Government of India became the major share holder.
The 2nd stage of expansion of FACT was completed in 1962.
The 3rd stage of expansion of FACT was complted in 1965 with setting up
of a new Ammonoum sulphate plant. FACT has been a pace- setter in
marketing enolving a continuous and comprehensive package of effective
communication with farmers and promotional programmes to increase the
fertilizer consciousness among our farmer. In fact FACT was the forst
fertilizer manufacturer in India to introduce the village adoption cedcept since
1968 to improve3 agricultural. Productivity and enhance the over all socio-
economic status of farmers. FACT has a well organized marking Network
capable of distribution over a million tones of fertilizers with the licensiny of
cochin division in 1966 FACT further expanded and by 1976 the production
of sulphate acid. Phospharic acid and urea was started in 1979 production of
NPK was commercialized.
FACT Today
FACT’s 2 manufacturing divisions at Udyogamandal and Cochin to-
gether have so far produced and distributed fertilizer nutrients which would
have helped the farmers to produce millions of tones of food grains .
FACT’s marketing divisions in Kerala has well organized dealer supply
network which ensures that even the farmer in the remotest village is reached
and fully benefited through its agronomy and rural development services.
Vision of the Company
To emerge as a leading company in the business of providing quality
Agriculture and industrial inputs and providing engineering services for
indust for Industrial and infrastructural facilities .
Mission of the company
To function as a dependable and globally competitive producer and to
develop selfreliance in the field of Engineering and Technology, especially in
the field of fertilizers, chemicals pertochemical oil & gas industries.
MILESTONES OF FACT
22-09-1943 - Incorporation
26-06-1947 - Production Started
1959-60 - UD- Ist State expansion completed
21-11-1962 - Govt. of India became major shareholder
24-07-1965 - FACT Engineering & Design Organization
13-04-1966 - FACT Engineering works
07-06-1966 - CD- phase 1 License issued
15-10-1966 - UD3rd stage expansion completed
01-10-1971 - UD 4th stage expansion completed
27-04-1973 - CDI, area plant commissioned
01-10-1973 - UD 4th Stage 150 TPD Ammonium phosphate
10-11-1976 - CD-11, Sulphuric acid plant commissioned
10-12-1976 - CD-II, Sulphuric acid plant commissioned
10-01-1977 - CD-11, NPK trail run started
01-04-1979 - CD-11 NPK commercialized
1981 - 450 TPD Sulphuric acid plant Modified to
DCDA process
18-05-1984 - PD- Carprolactum technical collaboration
agreement
14-09-1984 - PD-Zero date of ASCC project
6-08-1985 - PD- Caprolactum license issued
9-11-1988 - So2 Acid plant commissioned
26-07-1989 - Award for excellemnce in performance
13-12-1989 - FEW shifted to palluruthy
21-09-1990 - Oleum production commenced
20-12-1990 - CD- 12MW captive power plant
01-03-1991 - PD- caprolactum commercial production started
01-03-1991 - VD- New Ammonium sulphate commercial
production started
22-03-1993 - 900 TPD Ammonia plant commercial production
Started
25-09-1993 - Foundation stone-900 TPA Ammonia plant
03-11-1998 -
09-11-1998 - 900TPD Ammonia plant guarantee Test run.
ABBREVATION OF ORGANISATION CHART
DIR - Director
TECh - Technical
C.V.O - Chief Vigilance officer
C.P - Corporate planning
P.C - Production coordination
C.D - Cochin Division
U.C - Udyogamandal Complex
F&F - FEDO & FEW
JGM - Junior General
UD - Udyogamandal Division
PD - Petro chemical Division
CM - Chief manager
CSP - Chief Superomtend production
CME - Chief Mechanical Engineer
MGR - Manager
PE - Plant Engineer
FACT PRODUCTS
FACT Manufactures the following products
a. Straight fertilizers
1. Ammonium Sulphate
2. Urea
b. Complex Fertilizers
1. Factomfos 20:20;0;15
2. Diammonium phosphate (DAP)
c. Fertilizer Mixtures
1. NPK Mixtures
2. Rose mix
3. Vegetable Mixture
4. Garden Mixture
d. Chemicals
1. Anhydrous Ammonia
2. Sulphuric Acid
3. Caprolactum
4. Nitric Acid
Ammonium Sulphate
It is a nitrogen fertilizer containing 20.6% nitrogen entirely in ammoniac
form. Its physical properties include non hydroscopic, crystalline, free
flowing etc. It is dealt as a straight nitrogenous fertilizer and also as an
ingredient in fertilizer mixtures. It is the most widely preferred nitrogenous
fertilizer for top yielding on all crops Another unique advantage ios that it
contains 24% sulphar , an important secondary nutrient .
Factomfos 20:20;0:15
Factomfos 20:20:0:15 is also called ammonium phosphate. The physical
properties of factomfos include granular from – non- hydroscopic and free
flowing nature it is used for foliar application and is ideal for application on
all soil and crops.
Di- Ammonium phosphate (DAP)
DAP is nitrogen phosphorous fertilizer with 18% N and 46% P 205. The
entire nitrogen is an anmonical form and phosphor fully water spluble.
NPK Mixtures
FACT prepares on a very large scale all the standard mixtures for
different crops as stipulated . FACT prepares special tailor made fertilizer
mixtures of any required grade for the plantation crops like coffee, rubber etc
Rose Micture
FACT rose Micxture is one tailor made for roses it is a blend of N,P and
K together with secondary and trace elements in the required form and
correct quantity specially made for roses.
Vegetable Mixture
They are marketed in 1 kg packets and are exclusively prepared for use of
vegetable
Garden Mixture
They are sold in 1 kg packets and are specially prepared for garden, both
flower and foliage types.
Anhydrous Ammonia
Ammonia is one of the basic products in the manufacture of fertilizers.
FACT produces Ammonia over 99.96% purity used mainly for the
manufacture of ammonium sulphate and ammonium phosphate Besides it also
finds use in rubber and explosive industry and refineries it also finds useful in
pharmaceuitical industry
Sulphuric Acid
FACT has one of the largest plants in Asia producing sulphuric acid.
Sulphuric acid manufactured in FACT plants has a purity of 98%
BOARD OF DIRECTORS
Sri. Sankaranarayanan V.G Chairman & managing
Director (Acting) [email protected]
Director ( Marketing)
Director ( Finance)
Sri. SankaranarayananV.G Director (Technical) [email protected]
Sri. Sathish ChandraIAS Official Part-time Director
Sri. Deepak Singhal IAS Official Part-time Director
Ms. Pratibha Karan Non- official Part-time Director
Sri. T.M./ Jeyachandran Non- official Part-time Director
Sri. Khan Masood Ahmad Non- official Part-time Director
Dr. R.K. Mishra Non- official Part-time Director
Dr. B.S. Ghuman Non- official Part-time Director
Dr. Bodeiah Non- official Part-time Director
Sri. S. Balan Non- official Part-time Director
DEPUTY GENERAL MANAGER
Sri. Hariharan S DGM(Fin) [email protected]
CHIEF MANAGERS
Smt. Ambika I S CM (CS) [email protected]
Sri. Sreekumar S CM (Admn.)c [email protected]
Smt. Sreelekha Nair CM(HR) sreelekha @factltd.com
Sri. John Roland Daniel CM(HR)
Sri. Thomas Paul CM(HR)c [email protected]
Sri. Sreenath v Kammath CM(IA) [email protected]
Sri. Jayakumar A.V CM(Mat) [email protected]
Smt. Tessy Thomas CE(IE) [email protected]
Sri. Wesley Vedha J CM(CS)-II [email protected]
Sri. Ashok Kumar P CE(Corp plg) [email protected]
Sri.Sreekumar P CM(LS) [email protected]
Sri.p.Pradeep CM(Fin) [email protected]
Sri. Sathish Kuman M CM(Technical audit [email protected]
UDYOGAMANDAL DIVISION
GENERAL MANAGER
Sri.Thomas Issac GM(UC)c [email protected]
Sri. Rajan.S. JGM(OP)UC [email protected]
DEPUTY GENERAL MANAGER
Sri. Sasikumar C.K DGM ( Maint)UC/c [email protected]
Sri.D. Nandakumar DGM (T)YC/c [email protected]
CHIEF MANAGERS
Sri. Muraleedharan A.P CSP(UD) [email protected]
Sri. V. Kalaiselvan CSP(UC)-II [email protected]
Sri. Abraham Roy Mathew CE(E&I) [email protected]
Sri. Kurien Abraham CM(Mech) [email protected]
Sri. Alil KumarN CE(I)/UC [email protected]
Sri.Jeyachandran R CME(UC)-I [email protected]
COCHIN DIVISIONGENERAL MANAGER
Sri. Suresh Babu N GM(CD)c [email protected]
Sri. Sukumaran K.V JGM (OP) CD [email protected]
CHIEF MANAGER
Sri. K.P Prabhakaran CSP [email protected]
Sri. Ramakrishnan M.V CE(TS) [email protected]
Sri. Jose Kurian CE(E&I) [email protected]
Sri.Suresh Kumar K S CE(Mech)CD [email protected]
Sri. Jose Paul CM(W/I) [email protected]
Sri. Sudhakara Shenoi V CME-II [email protected]
Sri. Gerorge Paul CE(Proj) [email protected]
PEETROCHEMICAL DIVISIONGENEWRAL MANAFGER
Sri.Thomas Issac GM(UC)c [email protected]
Sri. Rajan.S. JGM(OP)UC [email protected]
CHIEF MANAGER
Sri. Mohanan I CE(Maint) [email protected]
Sri. C.V.R Bhaskar CE(TS)-II [email protected]
MARKETINGGENERAL MANAGER
Sri. Anil V.K GM(M)c [email protected]
DEPUTY GENERAL MANGER
Philip Joseph DGM(M)c [email protected]
CHIEF MANAGERS
Sri. Suresh N.N CDM( Marketing ) [email protected]
Sri. Anil Raghavan M CSMc [email protected]
Sri. Daniel Madhukar AM( Tamilnadu) [email protected]
Sri. Rajee C George Chief Manager ( Sales Promotion
&Agronomy Services) [email protected]
FACT ENGINEERING AND DESIGN ORGANISATION
GENERAL MANAGER
Sri. Sreenagesh.J GM(F&F)c [email protected]
DEPUTY GENERAL MAGNGER
Sri George Joseph.K DGM(Proj)FEDO/c [email protected]
Sri.D.Pradeep Kumar DGM(PR) FEDO/c [email protected]
Sri. Manuel Zacharias DGM(Engg)/FEDO/c [email protected]
CHIEF MANAGERS
Smt. Mariamma K T CE(PROC)/FEDO
Sri. Jacob Kurien E CE(M&PCE)FEDO [email protected]
Sri. Ashok Kumar K CE(PIP)/FEDO [email protected]
Sri. Sathish R CM(INSPN)FEDO [email protected]
Sri. Geetha B K CM(CONS)FEDO [email protected]
Sri. Anil Kumar S CE(CIVIL) FEDO [email protected]
Sri. Sunil Antony CE(Proj)FEBL [email protected]
Sri.M K Radhakrishnan Nair CE(Ele.)/FRBL [email protected]
Sri. C.Kurian CM ( Constn)
Sri T.K. Jose CM ( Commercial) FEDO
Smt. Mary Oomaen CE( Electrical/FEDO
Smt. Susamma Gorge CE(Instrumentation/FEDO
FACT ENGINEERING WORKS
GENERAL MANAGER
Sri. Sreenagesh J GM(F&F)c [email protected]
DEPUTY GENERAL MANAGER
Sri. Hariharan S DGM(Fin) [email protected]
CHIEF MANAGERS
Smt. Ambika I S CM (CS) [email protected]
Sri. Sreekumar S CM (Admn.)c [email protected]
Smt. Sreelekha Nair CM(HR) sreelekha @factltd.com
Sri. John Roland Daniel CM(HR)
Sri. Thomas Paul CM(HR)c [email protected]
Sri. Sreenath v Kammath CM(IA) [email protected]
Sri. Jayakumar A.V CM(Mat) [email protected]
Smt. Tessy Thomas CE(IE) [email protected]
Sri. Wesley Vedha J CM(CS)-II [email protected]
Sri. Ashok Kumar P CE(Corp plg) [email protected]
Sri.Sreekumar P CM(LS) [email protected]
Sri.p.Pradeep CM(Fin) [email protected]
Sri. Sathish Kuman M CM(Technical audit [email protected]
UDYOGAMANDAL DIVISION
GENERAL MANAGER
Sri.Thomas Issac GM(UC)c [email protected]
Sri. Rajan.S. JGM(OP)UC [email protected]
DEPUTY GENERAL MANAGER
Sri. Sasikumar C.K DGM ( Maint)UC/c [email protected]
Sri.D. Nandakumar DGM (T)YC/c [email protected]
CHIEF MANAGERS
Sri. Muraleedharan A.P CSP(UD) [email protected]
Sri. V. Kalaiselvan CSP(UC)-II [email protected]
Sri. Abraham Roy Mathew CE(E&I) [email protected]
Sri. Kurien Abraham CM(Mech) [email protected]
Sri. Alil KumarN CE(I)/UC [email protected]
Sri.Jeyachandran R CME(UC)-I [email protected]
COCHIN DIVISION
GENERAL MANAGER
Sri. Suresh Babu N GM(CD)c [email protected]
Sri. Sukumaran K.V JGM (OP) CD [email protected]
CHIEF MANAGER
Sri. K.P Prabhakaran CSP [email protected]
Sri. Ramakrishnan M.V CE(TS) [email protected]
Sri. Jose Kurian CE(E&I) [email protected]
Sri.Suresh Kumar K S CE(Mech)CD [email protected]
Sri. Jose Paul CM(W/I) [email protected]
Sri. Sudhakara Shenoi V CME-II [email protected]
Sri. Gerorge Paul CE(Proj) [email protected]
PEETROCHEMICAL DIVISION
GENEWRAL MANAFGER
Sri.Thomas Issac GM(UC)c [email protected]
Sri. Rajan.S. JGM(OP)UC [email protected]
CHIEF MANAGER
Sri. Mohanan I CE(Maint) [email protected]
Sri. C.V.R Bhaskar CE(TS)-II [email protected]
MARKETING
GENERAL MANAGER
Sri. Anil V.K GM(M)c [email protected]
DEPUTY GENERAL MANGER
Philip Joseph DGM(M)c [email protected]
CHIEF MANAGERS
Sri. Suresh N.N CDM( Marketing ) [email protected]
Sri. Anil Raghavan M CSMc [email protected]
Sri. Daniel Madhukar AM( Tamilnadu) [email protected]
Sri. Rajee C George Chief Manager ( Sales Promotion
&Agronomy Services) [email protected]
FACT ENGINEERING AND DESIGN ORGANISATION
GENERAL MANAGER
Sri. Sreenagesh.J GM(F&F)c [email protected]
DEPUTY GENERAL MAGNGER
Sri George Joseph.K DGM(Proj)FEDO/c [email protected]
Sri.D.Pradeep Kumar DGM(PR) FEDO/c [email protected]
Sri. Manuel Zacharias DGM(Engg)/FEDO/c [email protected]
CHIEF MANAGERS
Smt. Mariamma K T CE(PROC)/FEDO
Sri. Jacob Kurien E CE(M&PCE)FEDO [email protected]
Sri. Ashok Kumar K CE(PIP)/FEDO [email protected]
Sri. Sathish R CM(INSPN)FEDO [email protected]
Sri. Geetha B K CM(CONS)FEDO [email protected]
Sri. Anil Kumar S CE(CIVIL) FEDO [email protected]
Sri. Sunil Antony CE(Proj)FEBL [email protected]
Sri.M K Radhakrishnan Nair CE(Ele.)/FRBL [email protected]
Sri. C.Kurian CM ( Constn)
Sri T.K. Jose CM ( Commercial) FEDO
Smt. Mary Oomaen CE( Electrical/FEDO
Smt. Susamma Gorge CE(Instrumentation/FEDO
FACT ENGINEERING WORKSGENERAL MANAGERSri. Sreenagesh J GM(F&F)c [email protected]
DEPUTY GENERAL MANAGER
Sri. Pradeep. J.P DGM (FEW)c [email protected]
CHIEF MANAGER
Sri . Sreekumar M CE(PROJ) FEW [email protected]
Sri. Sri. Rajeswarn K CE( Inspection)
Sri. Pradeep. J.P DGM (FEW)c [email protected]
CHIEF MANAGER
Sri . Sreekumar M CE(PROJ) FEW [email protected]
Sri. Sri. Rajeswarn K CE( Inspection)
Caprolctum
Caprolactum is the raw material for nylon-6. The product quality of
FACT caprolactum is among the best available in the world
Sri. A.K. Gupta Chief Vigilance Officer factcvo@factitd. com
EXECUTIVE DIRECTOR
Sri. Venkatakrishnan.S Executive Director (Finance ) [email protected]
Sri.K.V. Balakrishnan Company Secretary [email protected]
HEAD OFFICE
GENERAL MANAGERS
Sri.Chandrasekharan P.K GM(Mat) [email protected]
Sri. V. Subramony Iyer GM (Trg&Dev)c [email protected]
Sri. Mathew George GM (HR)c [email protected]
Sri. Murali Nair V GM (Fin)c [email protected]
DEPUTY GENERAL MANAGER
Sri. Hariharan S DGM(Fin) [email protected]
CHIEF MANAGERS
Smt. Ambika I S CM (CS) [email protected]
Sri. Sreekumar S CM (Admn.)c [email protected]
Smt. Sreelekha Nair
MARKETING DEPARTMENT
“ Marketing is the creative management function which promotes trade and
employment by assessing consumer needs and enitiating research and
development to meet them. It coordinate the resourees of production and
destitution of goods and serices and determines and directs the nature and
scale of the total effects required to seek maximum production to the ultimate
user”
-United kingdom Institute
of Marketing
Goods and services donot more automatically from the makers to the users.
There is a defenit mechanism that brings about exchange of goods and
services against money or money’s worth for the manual benefit- namely,
satisfaction to the consumers and surplecs to the prosducers and
manufactures. Marketing is the belt that connects the two major wheels of
any economy namely. Producer and consumers. Marketing is the creation of
activities as goods and services get value addition by the time they reach the
consumers.
Charecteristic of marketing
1. It is operational
2. It is customer orented
3. It is mutuality of benefits
4. It is value Driven
5. It is proactive to the environment
6. It is covers Both profit and non- profit making organization
Objective of Marketing
1. To Apply effective and intelligent Modern Marketing policies
The economic turbulence of the last decade and present ‘meltdecern ‘
that has caught the whole arled in to economic slow down has really
possed many challenges to the dynamic field of marketing
2. To Develop the Market Field
Marketing is the most dynamic field were change rule the
` roost. Change is continueny preoccupation among the market.
Naturally, some developments are gradual and progressive.
3. To develop and implement Gaudery policies for Better Results
Invocative marketing gcuding policies and their effective
implementation are sure to yield better results. Many of the
innovative companies got their best ideas from customers.
4. To suggest solution by studying the problem Relating to
marketing
Identfgency the problems and giving fitting solution to the
problem to various aspects pof marketing is recully a challenge to the
mental faculties of marketing managers namely, wit vision and
judgment.
5. To find sources for further information concerning the marketing
problems
The world of business is morning on the basis of countless
decisions. The decisions are based on information. Marketing decisions are
more complex and indicate having impinging impact on the very fortone of
a company. Marketing information is generated more outside the organization
that shapes the incoming problems and solution
Benefits of Marketing
Benefits of marketing accure to both the society and indirudual forms
engaged in marketing actnities
A. Benefits to the society as a whole:
Marketing is a social and economic constitution and is a part of
soIiety and there fore plays a significant role in forever of society
The following benefits are enjoyed in a society.
1. It is an instreement to uplift the living standards of teeming
millions
2. It provides gainful employment opportunities
3. It stabilizes the economic condition
B. Benefits to the individual firms
There are countless firms engaged is marketing activities which
stand to benefit through the system of marketing
1. It enable the firms to earn more profits
2. It act as a basic for marketing vital decision
3. It act as a sources of new ideas
The Promotion –Mix
Promotion mix is the communication mix which deals with the personal
and impersonal persuasicve communication about the product or service pf
thej manufacturer. Though companies communicate with their present and
potentioal customers in wide variety of wauys the most distinguishable
categories are two namely, personal and impersonal. Personal
communications relate to face to face meeting between the sales force of the
company and the clientele.
Factors influencing promotional mix
Four factors should be taken into account in deciding promaotional mix,
they are
a. Amount of money available for promation
b. Nature of the market
c. Nature of the product
d. Stage of product life cycle
India is the third largest producer and consumer of chemical
fertilizer in the world and accounts for about 12% world fertilizer
consumption. Fertilizer is generally defined as only material, organic or
inorganic, natural or synthetic, which supplies on or more of the chemical
elements required for the plant growth . The fertilizer industry has a very
humble beging in 1906, when the first manufacturing unit of single super
phosphate setup in rainpet near Chennai with an annual capacituy of 6000
MT.
THE STUDY
It is a fact that small or financially weal companies are likely to rely
on personal selling dealer displays or joint manufacturer- retailer
advertising . But in case of the firms and large PSE’S like FACT budget
allocation for sakes promotion activities are found to be adequate and the
question will found in appropriate way.
Farmer Education And Fertilizer Promotion Activities
Activities Acttirements Expenditure lakhs
Agricultural
Seminar
Target Actual
08-8-09 Quarter Yearly Budget Actual
40 2 8
08-8-09 Quarter Yearly
2.00 0.10 0.53
Demonstration
Fertilizer bio
fotiler
50 5 21 1.50 0.15 0.61
Special cxrop
campaign
20 2 3 3.00 0.30 0.45
Wale painting 770 458 698 7.70 4.48 6.98
Dealer muting 14 4 7 2.80 0.80 1.40
Soil sample 3000 2246 2600 3.00 2.24 2.60
Sponserned
programme
25 10 12 1.00
21.00
0.40
8.54
0.48
13.05
From the above report it is quite clear that barring soil sample analysis and
wall paintings budet utilization for various sales promotion techniques are
amazingly low.
Nature of the Market.
Geographic scope of the market- personal selling may be adequate in
small ,local market , but as the market broadens geographically greater stress
must be placed on advertising, Type of customer promotional strategy is
influenced by whether the organization is aiming it’s promotion at industrial
users, house hold consumer or middle man. Concentration of market:- total
number of prospective buyer is one consideration fewer potential buyers there
are more effective personal selling as compared with advertising
Nature of products
Consumer products ans industrial goods frequently require different
strategies with regard to industrial goods installation are not prompoted in the
same way as operating supplies.
For a promotional campaign to be successful the efforts of the
participating groups must be co-ordinate effectiveing. This means that the
advertising programme will consist of series of recated, well timed , carefully
placed adcvertisements that reinforce the personal setting and sales
promotional efforts.
The personal selling effort will be coordinated with the advertisement
programme. The sales force will explain and demonstrate the product
bnenefits stressed in the advertisements. The sales people will also be fally
informed about the advertising part of the campaign. The sales people will
have to carry information . such as the media used etc to the middleman, so
that they can be become effective participates
Media available for fertilizer promotion ‘
In the initial years fertilizer promotion in India were severly
handicapped in their promotional efferts due to constraints of media i.e. media
that are available were limited in number reach, coverage and cost
effectiveness. We can classify the media used for fertilizer promotion in to the
following there heads.
1. Interpersonal media
2. Mass media
3. Specialized media developed specifically for fertilizer promotion.
1 Interpersonal media
a. Study cases /G.D. with farmers
b. Perpectual on going training of fadfrmers
c. Agricultural seminars
d. Krishi Vigyan Kendtra’s
e. Squad programmes
As the name imploes tjhis method is more personal and
conserecontract with farmers are developed through promotional methods.
2. Mass Media:-
A mass communication technique involves number of people in the
shartest time possible. Methods involved in this categaroy are:-
A) Printed Media :-
1. Advertisement in the press and journals
2. Direct mail service
3. Literature on crops and products’
4. Agricultural gournats /home magazines and bulletion
B) Audios:-
Radio, loudspeaker, mike announcement gramophone, records cassesttes,
public meeting
C) Visuals:-
Exhibitions
Hoarding, wall paintings and posters
Weon- signs, tin plates, cinema slides, stow cases etc
Point of sale display other than show cases.
D) Audio visuals:-
Mobile audio visual unitsifilns , feature films, documentaries , slide
and sound presentation , puppet show, television , dreams, other
entertainment tecated publicity.
3) Special Media
1. Demonstration in former’s fields
2. Harvest meals, field of day celebrations.
3. Fertilizers festivals
4. Soil testing service
5. Village adoption program
6. Comprehensive agronary services
7. Dealer training
Programmes under special media are specificalluy internded for fertilizer
marking we will illustrate some of those programmes mentioned above .
Village adoption programmes (VAP)
It aims at transformation of the economic scene of the adopted village.
FACT holds the distinction of being the first agency in the country to have
embraced village adoption as an instrument of fertilizer promotion and rural
developments with the objective of developing the producvity of specific
crop FACT started the programmeds such as, coconut village and tapioca
village .
Marketing Department
1. Sales department
This department deals with the sales of the finished products . It is
headed by the sales manager. This department ensures the availability
of the finished products according to the needs of the customers in the
market .
Functions .
Monitoring of sales in the areas
Monitoring the flow of MIS from market research department and from
field establishments.
Liaison with bulk buyers, central and state govt. officials and officials
of fertilizer association of India, New Delhi and southern region.
Processing credit proposals for dealers and institutions.
Monitoring of price and terms of FACT products.
Sales force motivation through internal and external training
programmes.
Co-ordination of sales promotion and market development activities.
Preparation of sales report
2. Distribution department
Physical distribution of products is a major function of the marketing
division. Chief distribution manager is entrusted with planning, monitoring
and implementing of the product distribution and co-ordination the movement
from production units and imports FACT distributes its fertilizer to four states
of south India viz. Kerala, TamilNadu, Andrapradesh and Karnadaka
Functions
Distribution of the products as per the requirements from various
regions.
Controlling the transportation cost through proper allocation to each
regions.
3) Marketing Research Department
In a competitive environment information is very vital for taking marketing
decision. Collection, compilation,. Tabulation, analysis and interpretation of
relevant data pertaining to fertilizer marketing are the major role of market
research department .
Functions
Preparation of product wise, month wise, annual sales plan for each
area.
Collection and scrutiny, analysis and compilation of region wise ,
area wise sales performance of own and purchased product for
providing information to management on achievement against the
target on a daily basis.
Submission of monthly performance report of the division to the
chief marketing department .
Monthly /half yearly reports regarding sales and stock of fertilizers
to the board of rectors and to the government of India.
Publication of annual report of division
Submission of various statements to fertilizer association of India
for publication in their fertilizer statistics year book .
Monitoring and reporting competieors sales as per performance
prescribed.
Ensuring product availability dispatch monitoring and inventory
control
4) Sales promotion Department
FACT over years has innovated various techniques of sales promotion
many of them are recognized as effective tools of promotion by national and
international agencies these techniques consist of mass communication
techniques and personal contract method
Material Purchase Department
Material department in a FACT mainly classified in to three sections:-
Raw material department FEDO &FEW Transportation and stores Equipment and spares and service
Raw Material Department
These department deals with the raw materials like,
Sulphur
Rock Phosphate
Sulphuric Acid
Naphatha
Furnaance oil
Benzene
Ammoni
Sulphur is imported from Middle East countries while rock phosphate is
imported from morocco and Jordan, for last three years it as imported from
Morocco. Benzene is produced from reliance industry FEDO and FEW,
Transportation and stores (FFTS)- department
A. Functioning of FEDO:-
Projects related procurement for FEDO
In house procurement for FEDO
B. Functioning for transportation:-
For raw material movements ‘
Finished products transportation
C. Functioning for stores:-
All divisional stores report to FFTS department functionally
Administrational report to respective divisions
Functionally report to materials section
FEDO and FEW Transportation stores department also controls Integrated
Materials Group (IMG), which used to standardize the imams of different
divisions Equipment spares services (ESS)
This department is function for purchasing of equipment, spares and
services. It includes sections of mechanics, electrical and instrumental
equipments.
MARKETING DEPT. STRUCTURE
Executive Director
General Manager
CSM CDM
DMAMKerala
SRMApy
SRMKTM
SRMPKD
SRMKNR
AM T.N
SRM SRM SRM SRM(CMB) (TRH) VLR SLM
AM KAR
SRM SRM SRM SRM(BCR) (MNR) (H.PT) (BGM)
AM (AP)
SRM SRM SRMHDB) (VH) ( HHD)
PURCHASE DEPARTMENT STRUCTURE
General Manager
DGM ( Market) Purchase
Dy. CM ( Purchase ) Dy. CM ( Purchase ) Dy. CM ( Purchase) RM RM RM
Manager Manager Manager
Dy. CM ( Purchase ) Dy. CM ( Purchase ) Dy. CM ( Purchase) RM RM RM
Production Department
Production planning
Production is the process by which raw materials and
other inputs are converted into finished products. In FACT the production of
various chemicals and fertilizers are mainly takes place in its three production
divisions viz, Udyogamandal division, petrochemical Division and cochin
Division.
In Udyogamandal Division the main products are Ammonia , Sulphuric
Acid, Ammunium Sulphate , factomfos 20:20:0:15 and Bio fertilizers. In
pertrochemical division the main product is caprolatum which is used for the
production of nylon-6 which can be used for making textile yearns cartiers,
cables, popes ammonia, sulphuric Acid complex fertilizes and factumfos
20:20:0:15
In each Production division there is:-
Production planning department
Maintenance department
Safety department
Quantity assurance department
The activities of production department are:-
To convert raw material in to finished products
Preparation of production budget
Production target fixing
Preparation of daily, monthly and yearly production reports.
Sending reports to government and other interested parties.
Follow the safety precautions while inside the plant
Keeping the machineries and other equipment in operating condition.
Sales promotion Activities
Sales promotion is one of the four aspects of promotion mix. The other
three parts of the promotional mix are advertising, personal selling, publicity
and public reaction Media and no media marketing communication are
employed for a predetermined, limited to increase consumer demand ,
stimulate market demand or improve product availability. Examples include .
Contents
Points purchase displays
Rebates
Free travel, such as free flights
Sales promotion can be directed at the customer, sales
staff, or distribution channel members ( such as retailers). Sales promotion
targeted at the consumer are called consumer sales promotions. Such
promotions targeted that retailers and whole sales are called trade sales
promotion
Sales promotion Tools
1. Mass communication Technique
This method involves category in large number of people in the
shortest time possible .
These involves:-
Sign bored
Posters
Exhibition
Filing
Hoardings
Advertisements
Intensive personal contact method
As the name implies in this method more personal and
closer contact with farmers are developed through promotional method.
FACT has various promotion programmes like
Fertilizer festival
Villeage adoption scheme
FACT agricultural study centre.
2. Personal contact methods
As the name implies, in this method more personal and closer contact with
farmers are developed though promotional methods. The methods adopted by
FACT are,
a) Demonstration
b) Block demonstrations
c) Soil testing
d) Seminar
e) Study classes
f) Co-operative training programmes
g) Dealer training
h) Squad programmes
Types of sales promotion activities
a) Advertising
A ny paid presentation and promotion of ideas, goods or services by an
identified sponsors. Eg: print ads, radio, television, bill board, direct mail,
brochures and catalogs signs, in store displays, posters, motion pictures etc.
b) Personal selling
A process of helping and persuading one or more prospects to
purchase a good or service or to act any idea through the use of an oral
presentation. Eg. Sales presentation, sales meetings , sales training and
incentive programmes for intermediary sales people, samplesm, and tek
marketing, can be face – to face or via telephone.
c) Promotions
Incentives designed to stimulation the purchase or sale of a product,
usually short term. Eg. Coupons, sweepstakes, contest, product samples,
rebates tie-ins, self riquidating premium , trade shows, trade- ins, and
exhibitions.
d) Public reaction
Paid intimate stimulation of supply for a product, service or business unit
by planting significant news about it or a favourable presentation of it in the
media. Eg. News paper and magazine articles/ reports, T./V and radio
presentation
CUSTOMER SATISFACTION PROCESS
The paramount goal of marketing is to understand the consumer and to
influence buying behavior one of the main perspectives of the consumer
behaviour research analyses buying from the so- called “ information
processing perspective” ( Holbrook and Hirschman 1982). According to
the model, customer decision making process comprises a need satisfying
behaviour and a wide range of motivating and influencing factors. The
process can be depicted in the following steps ( Engel, Blackwell et al.
1995)
Need recognition:- realization of the difference between desired
situation and the current situation that serves as a tigger for the
entire consumption process.
Search for information:- search for data relevant for the
purchasing decision, both from internal sources ( one’s memory)
and/or external sources.
Pre- purchase alternative evaluvation:- assessment of available
choices that can fulfill the realized need by evaluating benefits
they may deliver and reduction of the number of options to the
one ( or several ) preferred.
Purchase:- acquirement of the choosen option of product or
service
Consumption: Utilization of the procured option.
Post-Purchase alternative re-evaluvation: assessment of whether
or not and to what degree the consumption of the alternative
produced satisfaction.
Divestment: disposal of the unconsumed product or its remnants.
Frame works and tools for evaluating customer satisfaction
As the previous section showed, different disciplines approach
consumer research from different standpoints, however they are all
interested in identifying how an innovation- a new product or a service is
accepted by the consumers. Some disciplines use techniques for
evaluvating market response, other measure social influences on creating
market acceptance, while get others study personal characteristics of
consumers and how these affect purchasing decision of each individual
consumer . Each discipline also develops and uses specific methods as
well. However, there are also general tools that are employed in many
disciplines .
Finished products
Ammonium sulphate- Udyogamandal Division
Ammonium phosphate/complex fertilizer/ factamfos
udyogamandal Division and cochin Division
Caprocatam- petrochemical Division
Bio- fertilizers- Research and Development Division
Exported Products
Caprolactam- pertochmeical Division
Ammonium Sulphate- Udyogamandal Division
Future plans
1. Increasing the sales by reducing the cost
2. Reduce cost of production
3. Increasing the quality of exports by maintaining
4. Reducing the promotional cost
5. Establishment of GYPS um plant
6. Proposing to have a new modern township
Marketing operations
Area officers - Regional officers
Travandurm - Kerala, Alappey, Palakkad, Kottayam, Kannur.
Bangalore - Karnadaka, Banglore, Hospeb, Belguum
Chennai - Tamil Nadu, Trichy, Coimbatore, Madurai
Hyderabad - Andrapredesh, Hyderabad, Kakkinad
PURPOSE / BENEFITS OF HOLDING INVENTORIES
Although holding inventories blocking of firms fund and the cost of
storage every in a business enterprise has to maintain a certain level of
inventories to facilitate uninterepted product and smooth running of
business .In the absence of inventories, a firm will have to make purchase as
soon as it receive orders. A firm also needs to maintain inventories to
reduced ordering costs and while quality discount etc. Generally there are
main purpose or motive of holding inventories .
1. Transaction Motives
Which facilitates continuous production and timely execution of
order.
2. The precautionary Motives :-
Which necessitates the holding of inventories for meeting the
unpredictable change in demand & supply of materials
3. Speculative Motives:
Which induce to keep inventories for taking advantages of price
fluctuation, savings in recording cost and quantity discount.
PROCESS OF MARKETING DEPARTMENT
Marketing research department take are of collection analyzing and
interpretation of data pertaining to Fetilizer market and preparation of
product wise, month wise and annual sales plan for each area . Agronomoy
prepares the farmers to buy fertilizers. The sales and collects, scrutinizes,
analyzes and complies region wise and area wise sales of performance and
purchased products for proceeding information to management an
achievement against the target. The distribution department funds out the
various depots as per the information given by sales and sells the products
and subsequently sales report is prepared .
Purchase procedure
The purchase procedure covers the following areas of procurement of goods
and services for the company.
1. Capital item ( For Project and other purposes )
2. Raw materials, Intermediates, stores and sphares etc.
3. Services.
4. Package item involving design, supply, erection and commissioning .
This procedure does not apply to civil works and contracts for
construction/ erection/ maintenance/ engineering works for which a
tendering produce is being issued separetely. For procurements on behalf of
client for constancy contracts where clients themselves do the placement
of orders and payment to suppliers, the procedure laid in the contracts with
the client shall be applicable . However, where, clients do not insist on any
special procedure, this purchase procedure shall be applicable, to extend
these do not come into conflict with contracts .
Types of Purchase
1. Cash Purchase
This can be resorted to only for non- routine petty purchase
and for emergency purchase of small value. The financial limit for this
type of procurement shall be Rs 6000 per indent .
2. Local Purchase
Items, which are urgently required and available is the local
market, may be procured by local purchase .
3. Emergency Purchase
In the case of emergencies which affect production or completion
schedule of projects/ turn around jo0bs etc.
Vender pre- qualification
Prequalified vendor list shall be maintained by materials department.
The vendor list shall comprise all pre- qualified vendors under each
category stating clearly the respective capability in terns of volume of work
specification, level of technology, etc with rating of the vendors. Addition/
deletion to vendors list shall be made on a continuous basis on the criteria
already stated. All divisions shall follows the approved vendor list strictly
Invitation to bid
The purchase manger shall invite bid Normally 30 days from the
date of enquiry shall be given for submission of bids in limited tenders. For
open tenders 30 days from the date of appearance of advertisement shall be
prescribed.
Receipt and Opening of Bids
Reading of bids- the following information may be read act to
the Bidders representives
a) Prices taxes and duties
b) Payment terms
c) Delivery period
d) Performance guarantee
e) Brief description, where relevent
Quality Control / Department
At a FACT Quality has always been article of faith and strictest
international standards are adhered to tin producing the various products.
The sophisticated microprocessor based digital distribution control system
brings about efficiency in information mgnt process optimization. The
process control based on line analysis assures consistency in quality through
out the manufacturing process and in the finished products.
A well equipped and modern laboratory provides reliable analytical
support. Extensive trouble shooting facilities aid the rigorous quality
assurance programmes. Exceptionally qualified, experience and specially
trained high caliber professionals provides expertse at all levels & Quality
control department.
Objectives of quality control Department
1. Ensure that product quality matches with standard quality
2. Achive high levels of safety.
3. Minimize delay in procurement of raw materials.
4. Maximize capacity utilization
5. Minimize wastage
6. Achive low breake down
7. Achive low reduction and field failars
8. Process optimization
9. High order booking
10.Achive timely delivery
11.Minimize customer complaint
CHALLENGES OF MARKETING DEPARTMENT
1. Improper subsidy policy Govt. Subsidy policy does not take in to
account the technology used for production & cost of raw material and
comes to the organization after a long gap after actual sales. Which
leads to acute shortage of working capital .
2. Lack of fund for research activities
3. Narrow product range
4. Unnecessary intervention of state and central government in
distribution & sales.
5. Recurring lossess have put the organization on the back foot looking
for survival in the present than long term plans & resulting research
leading to low level of research activities and narrow product range.
HUMAN RESOURCE MANAGEMENT
Human resource is the total knowledge, abilities, skills, talents and
aptitudes of an organizations workforce. The values, ethics, beliefs of the
individuals working in an organisation also form a part of human resource.
The resource fullness or various categories of people and other people
available to be organization can be treated as human resources. In the
present complex environment, no business or organization can exist and
grow without appropriate human resources. So human resource has become
the focus of attention of very progressive organisation.
“ Human resource management is the planning, organizing, directing
and controlling of the procurement, development, compensation, integration,
maintenance and reproduction of human resources to the end that individual,
organizational and societal objectives are accomplished”.
HRM means Management of various aspects of human resources. An
important element of human resource Management is the human approach
while managing people. This approach helps a manager to vies his people as
an important resource. It is an approach in which manpower resources are
developed not only to help the organization in achieving its goals but also to
the self satisfaction of the concerned persons. On the one hand this
approach focuses on human resource development
Nature of HRM
1. Integral Part of the Process of Management
Human resources management is embedded in the organizational
structure of an enterprise and is an intergrel part of the process of
management its self . Human resource management cannot be separate
from the basic management function .
2. Comprehensive function
The main function of HRM is to manage people at work. It is a
comprehensive function which covers all type of people at all levels in the
organization
3. Pervasive function
HRM is comprehensive as well as pervasive function. It is inherent in all
organization and at all levels . It is not confined to industry also. It is
quickly useful and necessary in government and armed fares sprats
organization and an the like it applies all the functions area . eg:-
Production, marketing finance, research etc….
4. People oriented
HRM is a people oriented function and is concerned with
employees as individual as well as group. It deals with human
relationship with in an organization
5. Based on human relations
Human resources management is concerned with the motivation
human resources in the organization. The human being cannot be
treated as t other physical factors of production .
6. Continues process
Human resource management is a continues process. It is not a
one short function rather short function. It is never ending excise.
7. Science as well as Art
Human resource management is science as It contains an
organized body of knowledge consisting of principles and technique.
It is also an art handling people is one of the most creatuve arts. It
involves application of theoretical knowledge to the problems of
human resources these it is science as well as art .
8. Recend Origin
As compared to other area of management HRM is comparitevely
a going discipline. It started in the latter part of the 19th century .
9. Inter disciplining
In modern times, human resources management has become a highly
specialized jobs. Moreover, it not an isolated subject it is inter-
disciplinary . it involves application to knowledge dream from
several disciplines like sociology anthropology, psychology economic
etc..
10. Basic to all Functional areas
HRM is basic to all functional areas of the management such as
production management, Financial Management, marketing
management etc…. Every manager working in any department has to
perform the personnel functions.
ORGANIZATION CHART
Organization
ccchachart
GM International
Audit
Board of Directors
Chair man managing Direct
Executive Director
operation
Company (Secretary
GMMaterial
Executive DirectorConsultancy & Eng. workers
Exe. mkting
Udl. DivisionCaprolactam
FEDO(Few)
Market Public relation Hospitals
Finance Director
Cochin Division Computer service R&D, Technical
Service
Executive Director
(Finance
Corporative finance
Chief Vigilance
officer
Executive Director
( Technical
FROM OF PROCEEDING SEQUENCE
MDC Employees
Tanning needs
Personnel Dept Reporting Reviewing Highest Officer officer reviewing Officer
Reporting officer
Accepting post apprisalAuthority Counseling
10
6
23
1 4 5
1
2
9
8
7
RECRUITMENT
Recruitment is a process to discover the sources of manpower of meet the
requirement of the staffing schedule and to employ effective measures for
attaching that manpower in the adequate numbers to facilitate effective
selection of an efficient working force. Recruitment is the process prompts
people to offer for selection in the organization. This involves locating
sources of manpower to meet job requirements. In this words, “It is a
process of searching for prospective employees and stimulating and
encouraging them to apply for fobs in an organization . It is often termed
positive in that it simulative people to apply for job to increase the hiring
ratio ie., the number of applicants for a job” .
Process of Recruitment
Recruitment process pasess through the following stages
1. Recruitment process begins when the personnel department receives
requisitions for recruitment from any department of the company.
The personnel requisition contain detailed about position to be filled
the numbers of personals to be recruited, the duties to be performed,
qualification expected from the candidates terms and conditions of
the employment and time by the persons should be available for
appointment .
2. Locating and developing the source of required number and type of
employees.
3. Developing the technique to attract the desired candidates. The
good will of an organization in the market may be one technique.
The publicity about the company being a good employer may also
help in stimulating candidates to apply.
4. Identify the prospective employee with required in characteristics.
5. Evaluating the effectiveness recruitment policy
The ideal recruitment process as developing by herbiest or Human ect.
Recruitment policy
Recruitment policy specifies the objectives of recruitment and provides a
frame work for the implementation of recruitment programme .
“ A recruitment policy may involve commitment to broad principles such
as filling vacancies with the best qualified individuals. It may embrace
several issue such as extent of promotion from within, attitudes of enterprise
in recruiting its old employees handicaps, minority groups, women
employee, part time employee, friends and relatives.
Elements of good recruitment policy
A good recruitment policy must contain the following elements:-
Organizational objective:- Both short form organizational
objectives must be taken in to consideration as a basic parameter for
recruitment decision
Identification the recruitment needs :- The recruiters should
prepare profiles for each category of workers and accordingly work
out the man specifications.
Preferred source of recruitment :- Preferred sources of recruitment
which would be tapped employees must be identified .
Criteria of selection and preference :- Selection and preference
should be based on conscious thought and serious deliberation.
Monitory aspects:- The cost of recruitments and financial
implementation of same have to be kept in mind also .
A recruitment policy involves the employers commitment to such general
principles
To final and employee the best qualified persons for each job.
To retain the most promising of those hired .
To offer promising opportunities for life time working careers
To provide facilities and opportunities for personnel growth on the
job.
Pre- requisitions of a Good Recruitment Policy
It should be in conformity with the general personnel policies.
It should be the flexible enough to meet the should needs of an
organization
It should provide employees with the job security and continuous
employment
It should integrate organizational need and employed needs.
It should match the qualities of the employee with the requirements
of the work for which they employed
It should high light the necessity of establishing job analysis.
It should provide suitable jobs to landscaped, women and minority
groups.
No organization can recruit successfully with out taking in to consideration
the following:-
INFORMATION FLOW
Organizational requirement
for enafied employees
INTERNALAPPLICANS
Potential applicants requirements suitable Jobs
ENNIRONMENTAL FACTORS
Training Programmes
CMD is the approving for sponsoring officiers for training proframme
abroad. All officers sent abroad for training proframmes are required to
execute a bond of satisfactory complete the prescribed training and the actual
time taken for them to and from the journey will be treated as on duty, the
period being counted also for leave and increments
In FACT there are two methods of training for employees. The method
of training is decided on the basis of requirements .
1. On the job training
This is specific to the job and concentrates on imparting knowledge and
skill to the concerned employees. Induction training include introduction
of an employee to the organization and job by giving small the possible
information about be organizational culture, climate, objectives, policies
practices products etc.. In job instruction necessary instruction about the
job are given by concerned superior. Instruction manual is also supplied
for the same and it helps employees to deal the emergency conditions. Job
rotation is another types of on- the-Job training in which an employee is
made to move from one job to another at certain intervels . job
Rotation in FACT is intradepartmental inter- departmental and inter-
divisional. Intra- department Job rotation is done within the department so
that all the employees are exposed to different functions in the
department./ Inter- departmental job rotation is done so that the employees
are exposed to different functions carried out ion different departments.
Workers employed in different plants are rotated the plants at periodical
intervals. These rotations give skill and knowledge to the employees
indifferent jobs.
2. Off- The-Job training
This method is employed to impart knowledge and skills to the
employees in general areas which enable them to perform job better. The
main objective of this programme is personality development such as
leadership quality, comm8unication skills, attitude change, fact reading
etc… These methods consists of lectures, conferences, group discussions,
case studies role paying and transactional c analysis etc… off the job
training is conducted with the help of internal or external faculty on the
basis of their availability and suitability .
Performance Appraisal
There is says Dulewics(1989)” a basic human tendency to make
judgments about those one is working with, as well as about oneself”.
Appraisal, it seems, is both inevitable and universal. In the absence of a
carefully structured system of appraisal, people will tend to judge the
work performance of others, including subordinates, naturally, informally
and arbitrarily. The human inclination to judge can create serious
motivational, ethical and legal problems in the workplace. Without a
structured appraisal system, there is little chance of ensuring that the
judgments made will be lawful , fair, defensible and accurate
Performance appraisal; systems began as simple methods of income
justification. That is, appraisal was used to decide whether or not the salary
or wage of an individual employee was justified. The process was firmly
linked to material outcomes. If an employee’s performance were found to
be less than ideal, a cut in pay would follow. On the other hand, if their
performance was better than the supervisor expected a pay rise was in order.
Little consideration, if any was given to the developmental possibilities of
appraisal. If was get that a cut in pay , or a rise, should provide the only
required impetus for an employee to either improve or continue to perform
well. Sometimes this basic system succeeded in getting the results that
we4re intended ,. But more often than not it failed
Objectives of performance Appraisal
To facilitate two way communication between the manager and
his superior in developing in specific goal task and periodically
reviewing them.
To establish objectively the current level of performance in the job
and to seck way of ‘improving ‘it.
To pinpoint any gaps in knowledge and skills and plan remedial
action Couching and training thus.
To provide a fair and objective method of assessing performance
and potential which will being is satisfaction commitment and
proper career advancement
Performance Appraisal Process
1. Establishing standards:- The employees will have to be rated
against the standards set for their performance
2. Communicating standards to Employees:- The standards set
for performance should be communicated to be employees.
3. Measuring Actual Performance:- The next step in evaluation
process is to measure actual performance of employees. The
performance may be measured through personal observation,
statistical reports oral reports, written reports etc.
4. Comparing actual with standards:- The actual performance is
compared to the standards set earlier for finding out the standing of
employees.
5. Discussing reports with employees:- The assessment reports are
periodically discussed with concerned employees.
6. Taking corrective Action:- Evaluation process will be useful only
when corrective action is taken on the basis of reports.
Performance Appraisal process
Establishing standards
Communicating standards to employees
Measuring Actual performance
Comparing Actual with standards
Discussing Reports with Employees
Taking corrective Action
METHODS OF PERFORMANCE APPRAISAL
Performance Appraisal
Traditional Methods Modern Methods
- Confidential Report - Assessment centre
- Graphic scales
- Straight ranking
- Paired comparisons - Human resource
- Grading system Accounting
- Forced Distribution -Behaviorally
- Check list method Anchored Rating scales
- Critical incident method - Management By
Objectives
- Group Appraisal
- Field review
- Nominations - 360 Degree performance
- Work sample Tests Appraisal
LABOUR WELFARE
Workers welfare should be understood as including such services,
amentities and facilities which may be established in or in the immediate
vicinity of under taking to enable the persons employed in them to perform
their work in healthy and peaceful surroundings and to avail of facilities
which improve their health and bring high morale.
FEATURES OF LABOUR WELFARE
Labours welfare is a comprehensive term including various services
facilities and amenities provided to workers for improving their health
efficiency economic betterment and social status .
Welfare measures are in addition to regard as wages and other
economic benefits available to workers under legal provisions and
collective burgeoning .
Labour welfare is dynamic in nature varying from country to country
region and organization to organization.
Labour welfare is a flexible and ever changing concept as new welfare
measures are added from time to time to the existing measures.
The basic purpose of labour welfare is improved the lost of working
class bring about the development of whole personality & the worker to
make him a good corker and a good citizen .
SIGNIFICANTS OF LABOUR WELFARE
1. Benefits to the workers.
Welfare facilities provide better physical and make them happy
Welfare facilities like housing medical benefits education and
recreation facilities for the worker’s familities help to create contended
workers.
Improvement in materials intellectual and cultural conditions of life
protects worker from social evils like drinking gambling etc.
1. Benefits to the employees
Labour welfare facilities help to increase productivity or efficiency by
improving their physical and mental health.
Welfare measures help to improve the good will and public image of
the enterprise.
Welfare services serve to maintain some peaces with the employees
unions employee welfare also help to improve industrial relations and
indusial peace .
Employees turnover is reduced due to the provision of welfare facilities.
Employees take activities interest in their jobs and work with a feeling
of envelopment and satisfaction .
Employees secure the benefits of high efficiency cordial industrial
relations and low labour absenteeism and turnover.
2. Benefits to the society
Labour welfare is also in the interest of the larger society because the
health, efficiency and happiness of each individual represents the general
well being of all well housed, welfare and well looked after labour in not
only an asset to the employer nut serves to raise the standards of industry
and labour in the country
Labour Welfare Scheme in FACT
The labour welfare measures adopted by Fertilizers and chemical
Travancore Limited can be described in three categories. They are statutory
welfare scheme, and other welfare facilities. The various types of facilities
provided by these categories are shown below
Statutory Welfare scheme
Non statutory welfare scheme
Other Welfare facilities
Dispensary canteen
Lockers for employees
Healthy & Safety
Employees pension Schemes
Family relief fundFACT employees welfare refund
Transport facilities
Housing facilities
children’s education
allowance scheme
personal accidents
insurance schemes
retirement benefit
Scheme
Scholarship scheme
Sports & recreation
FACT Lalithakala KendraConsumer co-operate society
School facilities Uniform and foot
NearAid for funeral
Exp.Sleeping shed
Free mix supply Calcium tabelet
SupplyOther welfare
measures:Shopping centares
Temples Cremation ground
DhohighatWaiting shed
Personal Welfare
There are 2000 Managerial and 5350 non real employed on the rolls of
FACT on 31-9-2002 at FACT. Employees are the most valuable asstes.
Their welfare and well being in paraamount. FACT has always devised a
range of appropriate welfare amenities specially for their benefit .
The facilities at FACT comprise of planned townships with well
designed residence, support services like hospital dispensaries, schools,
sports stadiums auditorium, banks, post5r offices, telephone exchange,
shopping centre, co-operative societies and entertainment facilities. A part
from these, they enjoy personal benefits like health schemes, incentives and
subsidiary scheme.
Community Development
FACT in always in the forefront of services to socially and economically
weaker section of the society. The compare constantly undertakes
multitudinous welfare projects. Under FACT’s village adoption programs,
various necessary public amenities like water tarks, sanitation bus shelters,
sage drinking water distribution system etc.. are constructed feed medical
compus at regular intervals are conducted and books and television sets are
donated to village libraries and reading rooms,. Financial assistance is also
made to the weaker section of the society .
SATISFIED WITH SALARY
FACT is undertaking by central govt. So the employees got a good
salary. 66% of employees are satisfied with their salary, 8% is highly
satisfied 18% of respondent is nether satisfied dissatisfied . But even 8% of
employees are dissatisfied with their salary no one says it is highly
dissatisfied
Incentives/ Increments
1 2 3 4 5 6 70
20
40
60
80
100
120
Highly SatifiedSatisfiedNeutralHighly dissatisfiedNot respondent
Option No: Respondent Percentage Highly satisfied 4 8Satisfied 33 66Neutral 9 18Dissatisfied 4 8Highly dissatisfied
0 0
Not respondent 0 0Total 50 100
FACT gives more incentives and increments. So 2% of employees are
highly satisfied , and 52% is satisfied 4% of employees says it is neutral 3%
of employee feel it is dissatisfied and for highly dissatisfied is 0%
Option No: Respondent Percentage Highly satisfied 1 2Satisfied 26 52Neutral 8 16Dissatisfied 15 30Highly dissatisfied
0 0
Not respondent 0 0Total 50 100
HEALTH AND SAFETY
1 2 3 4 5 6 70
20
40
60
80
100
120
Highly SatifiedSatisfiedNeutralHighly dissatisfiedNot respondent
FACT has well established health and safety department to look after
the needs of the respective division . It is the firm opinion of the company
that no operation is so important and no job is so urgent that on e cannot
find time to perform it safely. Further it aims to see that an employee
remains as healthy as he entered the plant by providing a safe environment
and safer working conditions, safer tools and procedures to the employees.
Qualified and trained safety personal are employed in the factory to
advice the management and the employees of the factory of the need for
following the safe systems of work and the necessary work procedures to be
adopted in carrying out a task without accidents. Then duties and
responsibilities will include the following
Functions.
1. They will assist the management in the fulfillment of its obligation
statutory or other wise concerning preventions of personal injuries and
maintenance of a safe working environment
2. They will advice then concerned departments in planning and organizing
measures necessary for the effective control of personal injuries
3. They will advice on safety aspects in all job studies and carry our
detailed job safety studies of selected jobs
4. They will check and evaluate the effectiveness of the action taken or
proposed to be taken to prevent personal injuries.
5. They will advice on related to carrying our plant safety inspection.
6. They will render advice on matters related to reporting and investigation
of industrial accidents and diseases.
7. They will investigate accidents.
8. They will investigate the cases of industrial diseases contracted and
dangerous occurrences reportable under Rule 123 of Kerala Factory
Rules.
9. They s Will advice one the maintenance of such records as are necessary
relating to accidents, dangerous occurrences and industrial diseases.
10.They will promote setting up of safety committees and act as advice and catalyst to such committees.
Grievance Handling
Managerial
Grievance’ for the purpose of this scheme relates to work, work place,
shift arrangement, grant of increment, promotion, salary fixation, transfer
and any other similar issues relating to an individual managerial personnel.
The officer concerned may bring up his grievance orally to the mediare
superior. In the event the grievance is not resolved or no reply is received
within two weeks, the officer concerned may submit a written petition to
the Division Head,. Normally all grievances arising out the decision taken
at the division level shall be processed within the division.
Grievance redressal committee shall be constituted at the Divisional
level by the Division Head and at corporate level by CMD . The GRC will
have a chairman two permanent members including the personal manager
of the concerned division as convener. Additional two or three members
may be nominated nu the chairman of the GRC from case to case for
considering individual grievances. The decision of the Division
Head/CMD will be communicated by the concerned personal manager.
Non Managerial
As per the grievance procedure applicable to the non managerial
personnel complaints pertaining to matters of wage payment, overtime,
leave, acting and promotion, transfer, work assignment , shift changes ,
complaint about fellow workers, dismissals and discharges constitute
grievances. The Trade unions are to nominate a representative each from
among the workmen in the different departments and forward that list of
such representatives to the management. These representatives are to
present workmen’s grievances according to procedure.
If the decision of the department Head is not satisfactory the aggrieved
employee can request that the grievance may be forwarded to the Grievance
committee consisting of representatives of the Management, unions and the
Department .
CURRENT RATIO
Current ration may be defined as the relationships between current ratio
indicates the ability to repay short- term commitments prompty. It is most
widely used to make the analysis of short form financial position or liquidity
of affirm. It is calculated y by liabilities. The ideal current ratio is 2:1
Current ratio = Current asset
Current Liabilities
Table Showing Current Ration
Year Currant Asset
CurrantLiability
Currant Ratio
2004-0505-0606-0707-0808-09
40802.2254257.9172030.0957746.4182352.69
29153.3539026.4041380.6029011.0839226.20
1.401.391.741.992.10
Summary of the Latest Annual Report
Annual report- 2008-09
Final statement are the final products of the accounting work done during
the accounting period i.e, quarterly half yearly or annually financial statement
normally include balance sheet and profit and loss a/c. profit and loss a/c is
also called as income statement publically advisable financial statement not
contain manufacturing account and trading account . The annual a/c also
contain fund flow statement and cash flow statement. The financial statement
are historical documents and recate to past period .
Highly
Satified
Satisfi
ed
Neutra
l
Highly
dissati
sfied
Not resp
ondent
0
10
20
30
40
50
60
Series1Series2Series3Series4Series5
SWOT ANALYSIS
Stregnth
1. High capacity utilization
2. High quality products
3. Sustain operating parameter of the plant at good level and productivity
of plant at good level
4. Well qualified and technically skilled manpower.
5. Very large asset has
6. Good support with farmers/end segment
7. One of the producers casprolactum in India is of world class quality
8. ISO certification of most of the division
9. Stringy dealer Network in south India
10.Good engineering and consultancy design. Perhaps one among the best
in Indian Fertilizer segment .
11.EEDO has own process know how for hydrogen, sulphuric Acid,
Ammonium Sulphate, DAP and Complex fertilizers.
12.EEDO has worked is association with many international process
licenses and has acquired the capacity of customizing and designing
project to the requirement of the Indian consumers .
13.Competent Engineers and deferent design perhaps one among the best is
India.
14.EEDO is an approved enter r of surveyors and audit for portliness,
installation non destructives listing energy credits ISO audit and so on
Weakness
1. The government controls the prices of finished goods but the price
of raw materials are uncontrolled so it is fared to cooperate is an
economic situation
2. The average age of employee is very high . Due to freeze on
recruitment the number of younger professionals is decreasing
3. The company does not have any significant market research outside
Kerala state compared to competitors
4. Lack of working capital resources
5. Luck of product line diversification
6. Market share of some product are shrenkety to crease in competition
from other manufacture.
7. Some managerial personal were handling more than on position
8. Several unskilled job, which could be sub c9ontreactred are
undertaken by the permit employees at high cost.
opportunities
1. High capacity utilization of plant and operational efficiency
2. Internal technologies for competitive advantages
3. Streeny marketing Network in southern India
4. Strong presence in the complex fertilizer segment
5. Well- qualified and experience human resources
6. 2220 acres of land and information strectare facilities.
7. External market is orientation EEDO & EEW
THERATS
1. Stiff global competition in corporation market and down ward trend in
international prices of caprolactum.
2. Raw material prices are based on international market dynamics resulting
in limitations in forecasting and control
3. Increasing completion in marketing of complex fritzes.
FINDINGS
1. Most of the respondent are satisfied with the welfare measures provided
by the fact.
2. 76% of respondents are satisfied with quality of food served in canteen.
3. Majority of the respondent that is 76% belonging to satisfied with the
transportation facility provided by the company
4. Most of the employee are highly satisfied with drinking water inside the
organization.
5. Only 54% of workers are relatively satisfied with the ventilation and
lighting in there working are
6. Most of the workers satisfied to great extent wityh the medical facility
provided to them by the company.
7. 56% of the respondents are mot satisfied with the grievance handing
system existing in the company.
8. 60% of employees respond that the company does not provide company
does not provide
9. Majority respondent…. That company provide rest room and dress
changing rooms to them also 84%^ of them were satisfied with this
facility.
10. Most of the respondent thinks that they are so satisfied with their
present work loud salary and work time.
11.Most of thinks that they are provided with sufficient.
No: bath rooms, toilets etc…..)
SUGGESTIONS
1. Sales promotional activities especially through specialized media like
fertilizer festival demonstration plot etc… as to be activated
2. Dealers should be provided with credit facility
3. Dealers margin which was introduced in 1987 can be modified on
timely base keeping the market trend in view .
4. More farmers are needed to be educated on scientific method of farming,
fertilizer application
5. Steps should be taken to ensure that both dealers and farmers are fully
involved in various sales promotional techniques conducted by FACT
6. Transport rebate can be periodically revised on the basis of like in
diesel charges and other parameters affection transportation of stocker.
7. Marketing department should take proper effort to use and maintain
these techniques in future.
8. Majority of the farmers are recommending this product to others.
9. According to the study on customer satisfaction conducted by the
researcher, the customers are satisfied with the marketing distribution,
packing and pricing methods followed by the organization .
CONCLUSION
It has provided a good opportunity to meet so many responded and
collect information connected to various aspects which in a rich experience
to the researcher . Further it helped to learn & understand about the various
marketing strategies formulated and executed by FACT.
The project work in intended to workout whether various sales
promotional programs conducted by FACT have helped to create awareness
among dealers and formers about product of FACT. Promotional activities
like demonstration in farmers to cultivate the right crop. From the survey
conducted by researches it has become clear that both dealers & farmers
have got awareness & fairly good opinion about sales promotion technique
of FACT.
So that conclude with , FACT needs to activate its sales promotion
programs so as to achieve objective attainment of more sale. Nurturing
scientific method of fertilizer application among farming community etc.
BIBLIOGRAPHY
Journal
1. The story of FACT
Mannuals
1. FACT Account Mannual
2. FACT HR Mannual
3. FACT Marketing Mannual
Report
1. FACT Annual Reports
Website
1. www FACT.Co.in
2. www Google.com
QUESTINAIRE
Name :
Age :
Sex :
1. How long year have been a FACT dealer?
2. FACT has given any sales target?
3. Are you a private dealer or co-operative dealer?
4. Do you get any credit Facility?
5. What is your opinion about the quality of the FACT product?
6. Are you satisfied with the movement of product?
7. Do you have any complaint regarding FACT product?
Below 5 Years 5-15 year Above 15 year
Poor
Yes No
Private Co-operative
Yes No
Very good good Average
Highly Satisfied Satisfied Not satisfied
Yes No
8. If yes specify the area of complaint?
9. What is the reason for selling other company is product
10.Which brand has maximum sales
11.What is your opining about sales promotion Activity
12.Who is the main competitor of FACT
--------------------------------------------------------
13.Which is the mode of transportation do you get from FACT
14.What is the level of demand by the customers?
15.What is the base reason for customer’s preference of FACT product?
Higher
Price Quality Packaging Availability
Demand Quality Lack of FACT product Other
FACTOMFOS Ammonium Sulpate Mixtures
Very Good Good Average Poor
Road transport Railway Water tranfspart
Lower
Price Quality Service Availability
16.Employees are satisfied with the existing working condition
Strongly agree Agree No opinion
Disagree Strongly disagree
17.Present job suits the skills and abilities of the employees
Strongly agree Agree No opinion
Disagree Strongly disagree
18.Employees are satisfied with the bones and other monetary benefits
Strongly agree Agree No opinion
Disagree Strongly disagree
19.Performance appraisal in effective
Strongly agree Agree No opinion
Disagree Strongly disagree
20. Opportunities for training are adequate
Strongly agree Agree No opinion
Disagree Strongly disagree
21. A good communication system exists between the employees and
management
Strongly agree Agree No opinion
Disagree Strongly disagree
22.Employees are satisfied with the grievance handling measures in the
organization
Strongly agree Agree No opinion
Disagree Strongly disagree
23.Employees are satisfied with their participation in division making
Strongly agree Agree No opinion
Disagree Strongly disagree
24. There is a good team work between employees is the organization ?
Strongly agree Agree No opinion
Disagree Strongly disagree