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) vgsnarayanan@factltd.com

Director ( Marketing)

Director ( Finance)

Sri. SankaranarayananV.G Director (Technical) vgsnarayanan@factltd.com

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) hari@factitd.com

CHIEF MANAGERS

Smt. Ambika I S CM (CS) isa@factitd.com

Sri. Sreekumar S CM (Admn.)c sreekumars@factitd.com

Smt. Sreelekha Nair CM(HR) sreelekha @factltd.com

Sri. John Roland Daniel CM(HR)

Sri. Thomas Paul CM(HR)c thomaspaul@factltd.com

Sri. Sreenath v Kammath CM(IA) svkamath@factltd.com

Sri. Jayakumar A.V CM(Mat) avjayakumar@factltd.com

Smt. Tessy Thomas CE(IE) tessy@factltd.com

Sri. Wesley Vedha J CM(CS)-II jwv@factltd.com

Sri. Ashok Kumar P CE(Corp plg) ashokkumar@factltd.com

Sri.Sreekumar P CM(LS) legal@factltd.com

Sri.p.Pradeep CM(Fin) pradeep@factltd.com

Sri. Sathish Kuman M CM(Technical audit msatheesh@gactltd.com

UDYOGAMANDAL DIVISION

GENERAL MANAGER

Sri.Thomas Issac GM(UC)c ti@factltd.com

Sri. Rajan.S. JGM(OP)UC Srajan@factltd.com

DEPUTY GENERAL MANAGER

Sri. Sasikumar C.K DGM ( Maint)UC/c cks@factltd.com

Sri.D. Nandakumar DGM (T)YC/c dnanda@factltd.com

CHIEF MANAGERS

Sri. Muraleedharan A.P CSP(UD) ampuralee@factltd.com

Sri. V. Kalaiselvan CSP(UC)-II kselvan@factltd.com

Sri. Abraham Roy Mathew CE(E&I) aroymathew@factltd.com

Sri. Kurien Abraham CM(Mech) kurien@factltd.com

Sri. Alil KumarN CE(I)/UC nanil@fedo.com

Sri.Jeyachandran R CME(UC)-I jeyachandranr@factltd.com

COCHIN DIVISIONGENERAL MANAGER

Sri. Suresh Babu N GM(CD)c nsuresh@factltd.com

Sri. Sukumaran K.V JGM (OP) CD kvsukumaran@factltd.com

CHIEF MANAGER

Sri. K.P Prabhakaran CSP kpprabhakar@factltd.com

Sri. Ramakrishnan M.V CE(TS) mvr@factltd.com

Sri. Jose Kurian CE(E&I) kosekumar@factltd.com

Sri.Suresh Kumar K S CE(Mech)CD ksskumar@factltd.com

Sri. Jose Paul CM(W/I) kosepaul@factltd.com

Sri. Sudhakara Shenoi V CME-II cepcd@factltd.com

Sri. Gerorge Paul CE(Proj) cepcd@factltd.com

PEETROCHEMICAL DIVISIONGENEWRAL MANAFGER

Sri.Thomas Issac GM(UC)c ti@factltd.com

Sri. Rajan.S. JGM(OP)UC Srajan@factltd.com

CHIEF MANAGER

Sri. Mohanan I CE(Maint) mohanan@factltd.com

Sri. C.V.R Bhaskar CE(TS)-II cvrbhaskr@factltd.com

MARKETINGGENERAL MANAGER

Sri. Anil V.K GM(M)c anil@factltd.com

DEPUTY GENERAL MANGER

Philip Joseph DGM(M)c Philip@factltd.com

CHIEF MANAGERS

Sri. Suresh N.N CDM( Marketing ) sureshnn@factltd.com

Sri. Anil Raghavan M CSMc anilraghagvan@factltd.com

Sri. Daniel Madhukar AM( Tamilnadu) rdmadhukar@factltd.com

Sri. Rajee C George Chief Manager ( Sales Promotion

&Agronomy Services) rcgeorge@factltd.com

FACT ENGINEERING AND DESIGN ORGANISATION

GENERAL MANAGER

Sri. Sreenagesh.J GM(F&F)c nagesh@factltd.com

DEPUTY GENERAL MAGNGER

Sri George Joseph.K DGM(Proj)FEDO/c cpm@fedo.com

Sri.D.Pradeep Kumar DGM(PR) FEDO/c Pradeep@fedo.com

Sri. Manuel Zacharias DGM(Engg)/FEDO/c manuelzacharias@fedo.com

CHIEF MANAGERS

Smt. Mariamma K T CE(PROC)/FEDO

Sri. Jacob Kurien E CE(M&PCE)FEDO jacobkurien@fedo.com

Sri. Ashok Kumar K CE(PIP)/FEDO asokkumark@fedo.com

Sri. Sathish R CM(INSPN)FEDO satishr@fedo.com

Sri. Geetha B K CM(CONS)FEDO cmcon@fedo.com

Sri. Anil Kumar S CE(CIVIL) FEDO fcec@fedo.com

Sri. Sunil Antony CE(Proj)FEBL sunilantony@factltd.com

Sri.M K Radhakrishnan Nair CE(Ele.)/FRBL mkrnair@factltd.com

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 nagesh@factltd.com

DEPUTY GENERAL MANAGER

Sri. Hariharan S DGM(Fin) hari@factitd.com

CHIEF MANAGERS

Smt. Ambika I S CM (CS) isa@factitd.com

Sri. Sreekumar S CM (Admn.)c sreekumars@factitd.com

Smt. Sreelekha Nair CM(HR) sreelekha @factltd.com

Sri. John Roland Daniel CM(HR)

Sri. Thomas Paul CM(HR)c thomaspaul@factltd.com

Sri. Sreenath v Kammath CM(IA) svkamath@factltd.com

Sri. Jayakumar A.V CM(Mat) avjayakumar@factltd.com

Smt. Tessy Thomas CE(IE) tessy@factltd.com

Sri. Wesley Vedha J CM(CS)-II jwv@factltd.com

Sri. Ashok Kumar P CE(Corp plg) ashokkumar@factltd.com

Sri.Sreekumar P CM(LS) legal@factltd.com

Sri.p.Pradeep CM(Fin) pradeep@factltd.com

Sri. Sathish Kuman M CM(Technical audit msatheesh@gactltd.com

UDYOGAMANDAL DIVISION

GENERAL MANAGER

Sri.Thomas Issac GM(UC)c ti@factltd.com

Sri. Rajan.S. JGM(OP)UC Srajan@factltd.com

DEPUTY GENERAL MANAGER

Sri. Sasikumar C.K DGM ( Maint)UC/c cks@factltd.com

Sri.D. Nandakumar DGM (T)YC/c dnanda@factltd.com

CHIEF MANAGERS

Sri. Muraleedharan A.P CSP(UD) ampuralee@factltd.com

Sri. V. Kalaiselvan CSP(UC)-II kselvan@factltd.com

Sri. Abraham Roy Mathew CE(E&I) aroymathew@factltd.com

Sri. Kurien Abraham CM(Mech) kurien@factltd.com

Sri. Alil KumarN CE(I)/UC nanil@fedo.com

Sri.Jeyachandran R CME(UC)-I jeyachandranr@factltd.com

COCHIN DIVISION

GENERAL MANAGER

Sri. Suresh Babu N GM(CD)c nsuresh@factltd.com

Sri. Sukumaran K.V JGM (OP) CD kvsukumaran@factltd.com

CHIEF MANAGER

Sri. K.P Prabhakaran CSP kpprabhakar@factltd.com

Sri. Ramakrishnan M.V CE(TS) mvr@factltd.com

Sri. Jose Kurian CE(E&I) kosekumar@factltd.com

Sri.Suresh Kumar K S CE(Mech)CD ksskumar@factltd.com

Sri. Jose Paul CM(W/I) kosepaul@factltd.com

Sri. Sudhakara Shenoi V CME-II cepcd@factltd.com

Sri. Gerorge Paul CE(Proj) cepcd@factltd.com

PEETROCHEMICAL DIVISION

GENEWRAL MANAFGER

Sri.Thomas Issac GM(UC)c ti@factltd.com

Sri. Rajan.S. JGM(OP)UC Srajan@factltd.com

CHIEF MANAGER

Sri. Mohanan I CE(Maint) mohanan@factltd.com

Sri. C.V.R Bhaskar CE(TS)-II cvrbhaskr@factltd.com

MARKETING

GENERAL MANAGER

Sri. Anil V.K GM(M)c anil@factltd.com

DEPUTY GENERAL MANGER

Philip Joseph DGM(M)c Philip@factltd.com

CHIEF MANAGERS

Sri. Suresh N.N CDM( Marketing ) sureshnn@factltd.com

Sri. Anil Raghavan M CSMc anilraghagvan@factltd.com

Sri. Daniel Madhukar AM( Tamilnadu) rdmadhukar@factltd.com

Sri. Rajee C George Chief Manager ( Sales Promotion

&Agronomy Services) rcgeorge@factltd.com

FACT ENGINEERING AND DESIGN ORGANISATION

GENERAL MANAGER

Sri. Sreenagesh.J GM(F&F)c nagesh@factltd.com

DEPUTY GENERAL MAGNGER

Sri George Joseph.K DGM(Proj)FEDO/c cpm@fedo.com

Sri.D.Pradeep Kumar DGM(PR) FEDO/c Pradeep@fedo.com

Sri. Manuel Zacharias DGM(Engg)/FEDO/c manuelzacharias@fedo.com

CHIEF MANAGERS

Smt. Mariamma K T CE(PROC)/FEDO

Sri. Jacob Kurien E CE(M&PCE)FEDO jacobkurien@fedo.com

Sri. Ashok Kumar K CE(PIP)/FEDO asokkumark@fedo.com

Sri. Sathish R CM(INSPN)FEDO satishr@fedo.com

Sri. Geetha B K CM(CONS)FEDO cmcon@fedo.com

Sri. Anil Kumar S CE(CIVIL) FEDO fcec@fedo.com

Sri. Sunil Antony CE(Proj)FEBL sunilantony@factltd.com

Sri.M K Radhakrishnan Nair CE(Ele.)/FRBL mkrnair@factltd.com

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 nagesh@factltd.com

DEPUTY GENERAL MANAGER

Sri. Pradeep. J.P DGM (FEW)c cep-fw@factltd.com

CHIEF MANAGER

Sri . Sreekumar M CE(PROJ) FEW msree@factltd.com

Sri. Sri. Rajeswarn K CE( Inspection)

Sri. Pradeep. J.P DGM (FEW)c cep-fw@factltd.com

CHIEF MANAGER

Sri . Sreekumar M CE(PROJ) FEW msree@factltd.com

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 ) venkat@factltd.com

Sri.K.V. Balakrishnan Company Secretary kvbnair@factitd.com

HEAD OFFICE

GENERAL MANAGERS

Sri.Chandrasekharan P.K GM(Mat) Chandra@factltd.com

Sri. V. Subramony Iyer GM (Trg&Dev)c vsi@factltd.com

Sri. Mathew George GM (HR)c mgeorge@factltd.com

Sri. Murali Nair V GM (Fin)c murali@factltd.com

DEPUTY GENERAL MANAGER

Sri. Hariharan S DGM(Fin) hari@factitd.com

CHIEF MANAGERS

Smt. Ambika I S CM (CS) isa@factitd.com

Sri. Sreekumar S CM (Admn.)c sreekumars@factitd.com

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