an ion study on spic
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8/6/2019 An ion Study on Spic
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INDEX
History of the organisation
Profile of the products/services
Vision, Mission and Objectives
Policies and procedures followed
Organisation structure
Training measuresManpower planning
Performance appraisal system
Financial highlights of the organisation
Factors for success
Future plans of the organisation
ConclusionMy learning from the organisation
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Profile of products and services
STRATEGIC BUSINESS UNITS:
Agricultural inputs
Chemicals and petrochemicals
Pharmaceuticals
Engineering and Services
AGRICULTURAL INPUTS:
It has the following plants in its fertiliser complex:
� Ammonia Plant
�Sulphuric acid Plant
�DAP Plant�Urea Plant
�Phosphoric Acid Plant
� Aluminium Fluoride Plant
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CHEMICALS AND PETROCHEMICALS
A major contributor to SPIC¶s petrochemical operation is Linear Alkyl Benzene
(LAB), a detergent intermediate.
Another vital product is Epichlorohydrin which has many important industrial
applications.
PHARMACEUTICALS
SPIC manufactures Penicillin ± G.
ENGINEERING AND SERVICES
SPIC¶s ENGINEERING CONTRACTING DIVISION, SPIC ± SMO offers
specialised project services as design engineering, procurement, project
planning and monitoring, construction, erection, commissioning and operationand maintenance of turnkey projects in the chemicals, petrochemicals, oil and
gas, power and fertiliser sectors.
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ASSOCIATE COMPANIES:
TuticorinAlkali Chemicals and Fertilisers Ltd
Indo ± Jordan Chemicals Company Ltd
SPIC Fertilisers and Chemicals Ltd (FZE) Dubai
Tamilnadu Petroproducts Ltd
Manali Petrochemicals Ltd
EDAC Engineering LtdTECHNIP India Ltd
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VISION
To attain leadership in Petrochemical, Engineering Technologies throughexcellence while maintaining the highest standards of ethics and corporate
social responsibilities.
MISSION
To be the most successful company in all their businesses by offering superior quality products and services created and made available by an empowered
workforce that is guided by durable values, reflecting an abiding concern for the
stakeholder¶s interest.
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POLICIES AND PROCEDURES FOLLOWED
ENVIRONMNET POLICY:
�Comply with applicable environmental legislations and prevention of pollution.
�Conservation of natural resources through recovery, recycling and reuse.
�Continual improvement in environment performance.
SAFETY POLICY:
�Their aim is to maintain and improve safe working conditions by eliminating
accidents to achieve increased productivity.
�They are committed to provide a safe and healthy working environment for the
protection and well being of the employees and general public by means of safe
plant, equipment and system of work.
�They also make available the required and relevant information and training totheir employees on health and safety measures.
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�The company reviews the safety policy annually and provide the adequate
resources including finance to implement the objectives of safety policy.
HEALTH POLICY:
�They are concerned with the health of their employees. They endeavour to
provide basic medical care to every employee, his/her spouse and children.
� They are dedicated to provide a clean, safe and hygienic working atmosphere
to protect their employees from occupational diseases peculiar.
�They also promote family welfare, family planning, ante-natal care, child care,immunization and medical check up at periodical intervals as may be warranted.
� They extend health care even after retirement through appropriate insurance
coverage to ensure their healthy and peaceful retired life.
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QUALITY POLICY:
They are committed to achieve quality and excellence in all their productsand services through continual improvement to fulfil customer satisfaction.
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CHAIRMAN
VICE
CHAIRMAN
C.F.O
FINANCE HUMAN RESOURCEMATERIAL AND
STORE
SITEWORKS S AFETY AND
ENVIRONMENT ADMINSTATION
AGM-HRM
STAFFSTAFF
DM/AM
MANAGER
GM
MANAGER
AGM
STAFF
DM/AM
MANAGER
CM-PROD
GM-WORKS
CM-PROD
MANAGER
DM/AM
STAFF
DM/AM
STAFF
AGM
MANAGER
DM/AM
STAFF
MARKETING
DM/AM
ORGANISATION AND DEPARTMENTAL STRUCTURE
VP
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VP
CM-MARKETING
RM
MARKETINGOFFICER
FIELD
PROPAGANDIST
DEPUTY RM
AGMCUSTOMERSERVICE
DM-DISTRIBUTION
CM-DISTRIBUTION
MARKETING DEPARTMENT
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MANPOWER PLANNING
RECRUITMENT PROCEDURES BEING FOLLOWED
� Advertisement
� Application sorting
�Written test
�Psychometric test
�Group discussion�Interview
�Pre placement medical examination
�Induction
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TRAINING MEASURES
SPIC¶S TRAINING PH
ILOSOPH Y
SPIC believes in the principal of ASK.
A ± Attitude
S ± Skill
K ± Knowledge
The trainees are differentiated into the following:
�Implant trainees
�Engineering Management trainees
�Production Technician trainees
� Act apprentice trainees
Implant trainees:
The duration of training can vary from a minimum of 10 days to a maximum of 3
months.
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Engineering Management trainees:
� A multi skilled training programme is planned out for them for a period of 24
months (2 years).�The first 3 months they will undergo basic training and the remaining months
they will undergo specific training.
� After the training period of 2 years, a final viva will be conducted. After
successful completion of the training period they will be appointed as
Assistant Managers.
Production Technician trainees:
�They have to undergo training for a period of 18 months (1.5 years).
� After successful completion of the training period they are appointed as
Technician grade II . The ITI candidates are appointed as Junior
Technician grade II.
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Act apprentice trainees:
�They are given training for a period of 12 months.
�The trainees after successful completion of the training period are provided withcertificates which are very useful in their placements.
Other training programmes organised:
The following are also organised periodically for all the personals on a rotation
basis.
oSafety training classes
oFirst aid / Emergency handling classes
oPersonality Development classes
oCommunication skills development classes
Other companies send their employees to SPIC, and the training centre organises
training programmes for them also. Examples: TECHNIP, Saint Gobain, BHEL,
etc.
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PERFORMANCE APPRAISAL SYSTEM
The performance is judged by the following factors:
Job knowledgeQuantity of work
Quantity of work cooperation
Punctuality and attendance
Safety house keeping practices
Apart from the above foresaid factors, the following are also considered in caseof SC A and B supervisory Positions.
Communication Skills
Supervisory skills
Initiative
Group leadership
Outlook in general
The assessments are approved by two authorities.
�Reporting authority and
�Reviewing authority
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FACTORS FOR SUCCESS
SPIC has a very efficient and reliable workforce.It manufactures superior products with good quality, life and durability
compared to others in business.
Excellent management who are responsible for the development of growth
plan.
Various welfare measures given to the employees improve the motivation
level among them.SPIC has a wealth of experience which helps them to survive and fight in the
current competitive world.
Due to the various farmer friendly schemes developed by SPIC, it has
earned reliable customers.
It has got the required ratings and recognitions from various councils to
name it, a successful and well maintained organisation.
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SWOT ANALYSIS
Strengths
Right products, quality and reliability.
Superior product performance Vs competitors.
Better product life and durability.
Reliable customers.
Product innovations ongoing.
Products have required accreditations.
Management is committed and confident.
Efficient and excellent workforce.
Experience in the business.
Excellent training given to employees.
Various voluntary welfare benefits given to the employees acts like a motivating
factor.
Stress is given to safety practices of the employees.
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Weaknesses
Restrictions on supply to abroad countries.
Need more sales people.Limited budget.
Financial crunch.
Maintenance required as the plants/equipments are almost 30 years old.
Opportunities
Could develop new products.
End-users respond to new ideas.
Could extend to overseas.
New specialist applications.
Can surprise competitors.
Could seek better supplier deals.
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Threats
Environmental effects would favour larger competitors.Market demand very seasonal.
Retention of key staff critical.
Vulnerable to reactive attack by major competitors.
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FUTURE PLANS
�To bring up the plants to running at profitable rate.�To continuously improve the shareholder¶s value.
�To reduce the interest component.
�To expand in agricultural inputs business.
�To manufacture and distribute high quality products to the satisfaction of the
farmer community.
�To improve the existing processes development of new processes and
products, technological innovations and implementation.
�To build and strengthen SPIC brand aggressively.
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CONCLUSION:
�Right from its inception, the company is conscious about theenvironment and pollution aspects. Programmes concerning the
pollution abatement measures are incorporated.
�The management considers the people as assets and shows keen
interest in solving the problems.
�The individual skill and expertise of the employee is duly recognised.
�There is a favourable opinion towards the welfare facility in SPIC.
�The welfare measures are not merely laying a foundation but building a
very edifice that makes both work and life a wholesome pleasure and
meaningful to the employees.
�The company without doubt is without exaggeration a marvellous and
gigantic complex of very high standard.
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MY LEARNING FROM THE ORGANISATION
�Knowledge about the structure and functioning of theorganisation
� Acquaintance of the organisation culture
�Learning the pros and cons in the management and
administration of an organisation
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