Summer Training: in BPCL Research Report On

qwertyuiopasdfghjklzxcvbnmqwerty
uiopasdfghjklzxcvbnmqwertyuiopasd
fghjklzxcvbnmqwertyuiopasdfghjklzx
cvbnmqwertyuiopasdfghjklzxcvbnmq
wertyuiopasdfghjklzxcvbnmqwertyui
opasdfghjklzxcvbnmqwertyuiopasdfg
hjklzxcvbnmqwertyuiopasdfghjklzxc
Summer training
vbnmqwertyuiopasdfghjklzxcvbnmq
in
BPCL
Research report on
A Study of Function Related To Labour
hjklzxcvbnmqwertyuiopasdfghjklzxc
Welfare
vbnmqwertyuiopasdfghjklzxcvbnmq
Project submitted by:-
Reena john
hjklzxcvbnmrtyuiopasdfghjklzxcvbn
(09mba003)
mqwertyuiopasdfghjklzxcvbnmqwert
yuiopasdfghjklzxcvbnmqwertyuiopas
dfghjklzxcvbnmqwertyuiopasdfghjklz
xcvbnmqwertyuiopasdfghjklzxcvbnm
Bharat Pumps And Compressors Ltd, Naini Allahabad
ACKNOWLEDGEMENT
It is a great sense of satisfaction and a matter of privilege for us to

work at Bharat Pumps and Compressors Limited.
We wish to express our heartiest thanks to Bharat Pumps and

Compressors Limited For providing us the opportunity to undergo
training in an esteemed organization under such a proactive
environment, Systematic work approach and target oriented task
management of this division provided us with the much desired
training experience needed for future management professional.
I have very grateful dean Dr. Masood Naseer who directs me for
attaining the Vocational Training and they manage to contact Bharat
Pumps & Compressors Ltd.
I am especially thankful to the Manager Mr. Subodh Mathur

(Safety and WS) and Mr. R.B. Singh (Training officer) whose
valuable guidance has developed creative instincts during my project
report.
I am also thankful to the Manager Mr. S.N.Pandey (HD).

I am also thankful to staff member of BPCL, Naini, Allahabad
for their kind co-operation throughout my study.
Thanking you
Reena John
(09mba003)
PREFACE
Excellence is that attitude that human race is born with. Human

race is the environment that makes sure that makes sure that whether
the result of this attitude is visible. Project Function Of Human
Resource Department helps a lot in including the good work culture.
It provides linkage between the student and community in order to
develop the awareness of community approach to solve the problems
based on board understanding of process and mode of operation of a
project.
During this period, the students get their real first hand
experience on working in the actual environment. Most of the
theoretical knowledge that they have gained during the course of their
studies is to put to test here. Apart from this the students get the
opportunity to learn the latest technology, which immensely help
them in their career.
I had the opportunity to have the real practical experience,

which has increased my sphere of knowledge to a great extent. Now, I
am better equipped to handle the thing than anyone else who has not
undergone any such project does. During the project period, I learned
how an actual community progresses, what sort of problems actually
occurs during the development of such projects, how to problems
actually occurs and so on. And being in such a reputed organization, I
had but the best exposure.
GENERAL
BACKGROUND OF
THE
INDUSTRIAL
ESTABLISHMENT
VISION/MISSION & OBJECTIVE

OF
BHART PUMPS & COMPRESSORS LIMITED
VISION
To become an India MNC in the field of fluid handling, gas

compression. Gas storage equipment, service & project mgmt.
MISSION
To provide quality products and service to core services to core
sector industries with special thrust on oil and natural gas.
Petrochemicals, Refineries, Nuclear and Thermal Power Plants,
Fertilizers and Public Transport services complying to health &
Safety requirements.
OBJECTIVES
To increase market of our products & services.
To maximize customers satisfaction by providing quality

products and services within stipulated delivery.
To increase the business of spares and rendering prompt offer

sale services including refurbishment.
Achieve export turnover of 15% by 2009-10.
THE FOUNDATION FOR ALL IMPROVEMENTS
(Human Resource Department)
BHARAT PUMPS & COMPRESSORS LTD.

NAINI, ALLAHABAD (U. P.)
‘5 S’
5-S: is more a do. It yourself approach. Changing the mindset is very
important for success of ‘5-S’ program.
The ‘5-S’ are the five keys to total quality environment. These are
five Japanese words starting with‘s’. These along with their
corresponding English meaning are as follows:
SEIRI – Starting
SEITING –Systematic arrangement
SEISO - Spic & Span
SEIKETSU – Standardizing
(For serene environment)
SHITSUKE – Self discipline.
7’C ON BPCL
C : Concept of what I want

C : Concentration of what it takes
C : Commitment to achieve &see it through
C : Consistency in what I do
C : Commitment of emotions
C : Character of high quality
C : Capacity to enjoy it.
BHARAT PUMPS & COMPRESSORS LTD.

(A Govt. of India ENTERPRISE)
Naini, Allahabad-211010, U.P., India
Profile
 Bharat Pumps & Compressors Ltd. the public sector corporate
enterprise was incorporated in 1970 with manufacturing facility
at Naini, Allahabad, India.
 Mission and objective of the company in to research, design

and develop , manufacture and supply capital goods in the fluid
handling field including provision of services connected three
with to cater the need of Oil exploration and exploration ,
refineries ,petro-chemicals, chemicals and fertilizer, power
sector and process and downstream industries.
 The corporate philosophy also involves approach for TOTAL

QUALITY MANAGEMENT (T&M) and TOTAL
PRODUCTIVE MAINTAINANCE (TPM) in order to achieve
and substain a reputation for Quality at Competitive Cost in
National &Industrial Markets for our products & Services
through collective involvement of hi-tech products heavy duty
pumps compressors and high pressers and high pressures
seamless and welded gas cylinders under one.
 Such high valued hi-tech products are function to the total

satisfaction of the customers with least maintenance cost &
optimum energy conservation.
HISTORICAL BACKGROUND OF THE

ORGANISATION
Bharat Pumps &Compressors Ltd.
Bharat Pumps &Compressors Ltd. Was set up in January,

1970 at Naini, the Trans Yamuna areas of the land. The major
purpose of establishing the BPCL is to provide the specified pumps &
compressor to their customers for various process industries. Later on
it diversified its product line to include manufacture of Gas cylinders
also. Bharat Pumps &Compressors limited is specially a tailor made
and order based company .The full fledge manufacturing process
started from the year 1973 onwards .The company establish as a first
in the field of pumps and compressors .
The technical know how its various products were required

from foreign companies who were leaders in their own fields. The
company started commercial production in 1972
With the objective to design research and development and

manufacturer and supply of capital goods in the fluid handling field
including provision of services connected there-with, BPCL had
entered into technical collaboration with world famous manufacturers
of pumps, compressors and gas cylinders and high technology oil
equipments.
BPCL which caters to need of care setters of economy of

Exploration, Refineries and Petrochemicals, Chemicals and
Fertilizers, Process Industries, Nuclear and Thermal Power Plant,
Heat units in earlier phase technical collaboration with world
renowned manufacture heavy duty centrifugal and high pressure Gas
Cylinders and other hi-tech oil field equipment such as cementing unit
sucker and mud pumps etc..
1. BHARAT HEAVY PLANTS & VESSELS LTD.

(VISHAKHAPATTANAM)
2. BRIDGE AND ROOF COMPANY (KOLKATA )
3. TRIVENI STUCTURAL LTD. (ALLAHADAD )
4. TUNGBHADRA STEEL PRODUCTS LTD.
(KARNATAKA)
5. RICHARDSON AND GOODS LTD.(MUMBAI)
When the govt. launched the liberalization policy in 1991, the BPCL
is referred to B.F.I.R. in 1992, due to the continuous running into
losses. On this basis issue, the management, union, B.F.I.R. and the
govt. delicates are discussing for the future of the BPCL.
DIVERSIFICATION EFFORT OF BPCL – The company has

embarked upon an ambitious plan to add its products rang, cementing and
fracturing units, sucker rod pumps, mini and micro hydro turbines, boiler feed
pumps and nuclear pumps besides, further expansion in its existing capacity in
the area of oil well drilling pump is also envisaged .The diversification effort
would be directed towards self-sufficiency in the capital goods requirement in
the oil and petrochemical industries.
FACILITY IN BPCL -To cope with the challenge of indigenous

manufacturing highly technically sophisticated products, equaling
international standards of quality and performance, BPCL has
installed a most modern and sophisticated special and general purpose
machines, assembly and testing shop, heat treatment and fabrication
shop. The machining center has, in operation; the latest computerized
numerically controlled (CNC) and numerically controlled (NC)
machines.
Test facilities in the factory are capable of full load testing of the
complete product range to 2000kw. Endurance testing is conducted
without affecting other test programs in the factory. A strong design
department has been trained in application engineering,
thermodynamic calculations, hydraulic calculation and system design

in the areas of piping and instrumentation etc. A computer aided
design center is being planned.
To augment the functioning research and development, test

facilities for model testing in the centrifugal pumps areas and also out
to carry out life testing of expendables etc, is being set up.
BPCL has fully groom installation and commissioning department for
rendering technical assistance and advice. After sales services
department not only keep a close watch on the performance of pumps
and compressors supplied by other foreign supplies. After having
achieved the expertise in the pumps and compressors engineers of
BPCL are conducting seminars on varied product.
DEPARTMENTES OF BPCL
(1) STORE DEPARTMENT (MSX)

(2) PURCHASE DEPARTMENT (MPX)
(3) PRODUCT DESIGN & DEVELOPMENT (PDD)
(4) MARKETING DEPARTMENT (MKTG)
(5) HUMAN DEVELOPMENT DEPARTMENT (HD)
(6) FINANCE DEPARTMENT
(7) GAS CYLENDER PLANT
(8) WORK SHOP DEPARTMENT (W.S.)
(9) PRODUCTION PLANNING (PEX)
(10) TECHNOLOGY DEPARTMENT (TSX)
(11) CIVIL
(12) CIVIL & ESTATE DEPARTMENT (E & C)
(13) QUALITY CONTROL DEPARTMENT (QCX)
(14) PUMP COMPRESSORS MANUFACTURING PLANT
(15) FEEDER
(16) TOOL ROOM
(17) SPARE PARTS MANUFFACTURING
BOARD OF DIRECTOR

NAME DESIGNATION ADDRESS PHONE EMAIL ID
NO
MANAGING
MANAGING
DIRECTOR,, 0532- akjain@bharatpumps.co.in
ABHAY B.P.C.L. NAINI, 2687320
DIRECTOR
KUMAR JAIN ALLAHABAD,
211010, INDIA
B 510 PRAGITI
DIRECTOR
VIHAR LODHI 011- r.manohar@nic.in
R. (NOMINEE OF
ROAD, NEW 23063707
MANOHAR GOVT OF
DELHI-110003,
INDIA)
INDIA
690 ANNA
PALLESENA DIRECTOR SALAI 044- prshriram@bhelpssr.co.in
RAJGOPAL (NOMINEE OF NANDANAM, 24343382
SHRIRAM BHEL) CHENNAI-
600035, INDIA
ONGC TEL
DIRECTOR
S. BHAWAN 0135- sdhandapani53@yahoo.co.in
(NOMINEE OF
DHANDAPANI DHERADUN - 2793754
ONGC)
248003
7045,
SECTOR-B, 011- s.choubey@eil.co.in
DIRECTOR
SHYAM POCKET-10,, 26101458
(NOMINEE OF
CHOUBEY VASANT KUNJ,
EIL)
NEW DELHI-
110070, INDIA
E
X
E
C
FLOW CHART OF BPCL U
CMD T
CGM
I
V
E
GM
DGM
SR. MANAGER
MANAGER
DY. MANAGER
GENERAL FOREMAN SR. ENG. /SR. EO. /SR. A.O.

N
O
CHIEF FOREMAN ENG. /P.O. /E.O. / A.O.
N
SR.FOREMANENG. A.E. /A.P.O. /A.E.O. /A.
S
E U
P
FOREMAN (W) FOREMAN /O.S.
X E
E R
V
SR. TECH. CHARGEMAN /A.O.S.
C I
U H .S. W. S
O
T S.K.W. --- 1st R
I S.K.W. --- 2nd
V
S.K.W. --- 3rd
E
S.S.W.
U.S.W.
LIST OF SENIOR EXECUTIVE (AS ON 01.05.2009)

S.N. Name (s/shri) Designation Department
1. A.K.JAIN C.M.D. ---------------

2. K.C.JOSHI CGM WORKS
3. SUDHAKAR CGM FINANCE
4. A.K.MATHUR GM MARKETING
5. D.K.PATEL GM MPX
6. D.K.THAKUR GM PEX & HD
7. ANJANI KUMAR GM W.S/C.S.
8. A.K.PANDEY DGM P.D.D.(CDE/PDE)
9. A.K.SRIVASTAVA DGM TOOL DESIN
10. G.K.PANDEY DGM Q.A/Q.C.
11. R.N.SINGH DGM E&C
12. SYED MUBARAK DGM DELHI OFFICE
13. MO.SHAHABUDDIN DGM MKTG
14. MOHAN KUMAR DGM GCD
15. RAJENDRA ROY DGM HD
16. GANESH JI SINGH DGM PCM
16. P.K.MALVIYA SR.M MKTG
17 J.P.SINHA SR.M SB
Financial Position of the Organization

During the year 2004-2006 company improved its performance

substantially achieving a production level of Rs.144.00 crores. In
2004-2005 company achieved production level of Rs.92.00 crores.
Before the Duration of 2004 company was in loss.
PERFORMANCE HIGHLIGHT
Rs. In Lacks
2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 %
change
over last
year
Turnover 5140 7008 9442 14372 19459 23623 21.4%

Total Earnings 4923 7114 10536 15348 20033 25134 25.4%
Net (2494) (1086) 184 1914 3050 3770* 23.6%

Profit/(Loss)
Value added 2422 3483 4959 6146 7491 9349 24.8%
Value added per 1.93 2.80 4.02 5.06 6.69 8.80 31.5%
employee
Net worth (11340) (12161) (11715) 5696 8728 10131 16%
(Indicates
negative)
Contribution to 884 1269 1360 2157 2738 2112** (22.8%)
Exchequer
Orders in hand 5403 4868 13864 17003 27691 29409 6%
BPCL’s production target of the year 2009-10 is 285 crore.
Raw Material Used in BPCL:-

Various type of component is being used in the making of pumps

compressor and gas cylinders some of these are being used in as if is condition.
There are some main parts of various pumps and compressors and cylinder.
1. Reciprocating Compressor:-
Casting: Frame slides bodies’ cylinders and linear cylinder head.
Forging: Crank shafts connecting rate cross heads.
Finished bought out: Cylinder values control value, bearing engine
turbine etc. Pressure vessels-water cobbler volume bottle radiator etc.
2. Reciprocating Pumps:-
Casting: Crank shafts crosshead frame connecting rods.
Forging: Field stuffing box etc.
Finished bought out: Bearing cylinder valves.
3. Centrifugal Pumps:-
Casting: Pumps casing impeller bearing housing stuffing box coves etc.
Finished bought out: Mechanical seal instrument valves.
4. Gas Cylinder: - Seamless pipe dished end valves necking cop etc.
Suppliers: - BPCL procure the raw material and bought out from various
venders all over country according to technical requirement for example:-
Sai Ltd.
MUSCO.
GEI Human Industries Ltd. Bhopal.
Shanti Gears Ltd. etc.
PRODUCT OF BPCL
PUMPS & COMPRESSORS
 Centrifugal Pumps
 Reciprocating Piston Plunger Pumps
 Reciprocating Compressors, Carbamate & Ammonia Pumps
 Sucker Rod Pumping Units
 Cementing Units
 Pumps for Nuclear Power Station Applications
GAS CYLINDERS
 High Pressure Seamless Industrial Cylinders

 Welded Cylinders
 LPG Domestic/Industrial Cylinder
RANGE OF PRODUCTS
Centrifugal Pumps
Maximum Power : 2500 KW
Maximum Pressure : 140 KG/CM2
Maximum Capacity : 12,000 M3/HR
Fluid Handled : Dematerialized Water, Sew Water,
Hydrocarbons, Naphtha, LPG, Carbonate
Solution, Boiler Feed Water, Benefield
Solution, Alkaline and Acidic Solutions,
Ammonia Liquor and Slurry.
RECIPROCATING PUMPS
Maximum Power : 1700 KW

Maximum Pressure : 450 KG/CM
Maximum Capacity : Drilling Mud, Cementing, Slurry, Crude
Oil Stream, Condensate Heavy Water,
Fatty Acid, Ammonium Carbonate,
Liquid Ammonia, Water Injection.
RECIPROCATIN COMPRESSORS
Maximum Power : 25,000 KW

Maximum Capacity : 70,000 N M3/HR
Gases Handled : Air Nitrogen, Oxygen, Hydrogen,
Carbon
Di Oxide, Hydrogen -Sulphite, Coal
Gas etc.
GAS CYLINDERS

Maximum Capacity : 110 Liters
Gases Handled : Oxygen, Nitrogen, Hydrogen, Carbon Di
Oxide, Nitrous Oxide, Acetylene,
Ammonia, Chlorine, Freon, LPG, etc.
Personnel Management: - Personnel management is the

recruitment selection, development utilization of the accommodation
of the human resources by an organization.
P - Plan
E - Evaluate
R - Recruit
S - Select
O - Organize
N - Negotiate
N - Nature
E - Enrich/Educate
L - Lead
There is the no standard definition of the term. “Personnel

Management”. However, it may be broadly defined as that branch of
Management which.
1. Is concerned with human or man power resources of the

organization.
2. Includes managerial function, ex- planning organizing,
directing, controlling and coordination the activities of
personnel at work and operative function ex- procurement,
development, compensation, integration and records of the
organization personnel.
3. Focuses in the human relationship, fully recognizing the

uniqueness of the human factor and its usefulness in
accomplishing the organizational objectives.
4. Aims to establishing harmony between the organization and

individual goals as to ensure unity of direction and effort.
5. Seeks to accomplish the organizational goals and through it, the
satisfaction of various need of personnel working within it,
including the community at large.
Personnel department plays an important role in any or in any

Company. We can not ignore the importance of personnel department.
In personnel sceneries a personnel manager must have the knowledge
of psychology because it helps to improve self-confidence willpower
and decision making.
So personnel department plays key role in any
organization and also of BPCL following are the functions of
personnel or H.D. Department. H.D. means Human
Development. It is the new concept of personnel or H.R.
1. Man power planning.
2. Recruitment and selection.
3. Training and Management Development.
4. Performance appraisal.
5. Motivation and job satisfaction.
6. Grievances settlement.
7. Discipline.
8. Promotion and Demotion.
9. Time Keeping.
10. Record Keeping.
11. Exit Policy
EXECUTIVE NON
QUANTITY EXECUTIVE QUANTITY
MD 1 CHIEF FOREMAN 37
CGM 2 SR. FOREMAN 221
GM 4 FOREMAN (W) 269
DGM 10 SR. TECH 143
SM 19 HSW 49
MANAGER 24 S K W -1 26
DM 77 S K W -2 22
SR.ENGINEER 23 S K W -3 12
ENGINEER 28 SSW 12
ASST. 49 USW 18
ENGINEER
ASSIST.OFFICE 10
SUPERITENDENT
TOTAL 247 TOTAL 809
TOTAL STRENTH = 1056
PAY PAKAGE
 BASIC PAY
 DEARNESS ALLOWANCE
 HOUSE RENT ALLOWANCE
 CITY COMPENSATORY ALLOWANCE
 TRANSPORT ALLOWANCE
 PRODUCTION INCENTIVES
DEDUCTION:-
 12% for employer

 12% for employee
 Insurance policies
 Loans & Advances
Pay Scale
Pay scale (Non-Executives)
Workmen Category Pay slabs Scale

USW 4150-90-6400 1
SSW 4350-100-6850 2
SKW III 4550-115-7425 3
SKW II 4725-125-7850 4
SKW I 4925-135-8300 5
HSW 5270-145-8895 6
SR. TECH. 5600-150-9350 7
FOREMAN (W) 6000-160-9680 8
SR.FOREMAN 6400-180-10000 9
CHIEF FOREMANE 8600-250-14600 10
GEN. FOREMANE 10750-300-16750 11
Pay Scale (Executives)
Pay slabs Scale

Supervisor
Charge man 5600-150-8600 21

Foreman 6000-160-9200 22
Assit. Engr 6400-180-10000 23
Officer pay scale
Engr./officer 8600-250-14600 51
Sr.ER/SR officer 10750-300-16750 52
Dy. Manager 13000-350-18250 53
Manager 14500-350-18700 54
Sr. manager/Chi ef 16000-400-20800 55
Dy. Gen. Manager 17500-400-22300 56
Gen. Manager 18500-450-23900 57
C.G.M. 20500-500-26500 58
M.D. 25750-650-30950 70
A STUDY 0F THE
FUNCTIONS RELATED
TO THE PERSONNEL
AND THE
ADMINISTRATION
G M (HD & PEX)
SR. M. (HD)
MANAGER (HD)
TRAINING
DY. MANAGER
GAD
TIME OFFICE
FIRE
WELFARE MEDICAL CLAIM LEGAL CASE ESTABLISHMENT RECRUITMENT PROMOTION,

& SELECTION DEMOTION &
TRANSFER
CANTEEN
Function of H.D. Department in BPCL

1. Board Agenda
2. Confidential Section/ACRs
3. Pay Fixation
4. Self Appraisal/Probation matter
5. Establishment
6. Disciplinary action
7. D.P.C. (Departmental Promotion Committee).
8. Ministry affairs
9. SC/ST Matter
10. Department Attendance
11. Maintaining Personnel Files of Employees
12. Gate Control
13. VRS
14. Leave Travel Concession
15. Medical Advance for Hospitalization in authorized
Hospitals of Allahabad.
16. LIC
17. MIS, Manpower
18. Recruitment & Selection
19. PF, Bank related matter
20. Labour Supply
21. Maintaining Personnel Files.
Man Power Planning in BPCL:-
BPCL considers man power resource more important as

compared to capital and physical resource. Therefore it has given
very high importance to man power management and undertakes
various activities of purpose.
Process of man power planning:-
Following are the steps involved in man power planning
process-
a) Analysis of the system.
b) Deciding the time horizon of the plan.
c) Forecasting the demand for and the supply of man power.
d) Reconciliation and.
e) Preparation of action plan.
Career Planning:-
If any organization want to retain its employee it must satisfy

their innate aspiration for growth and development in their
career plan is blue print in which the entire career of employee
is mapped out from the point of their entry into the point of their
retirement from the organization.
Recruitment:-
“Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the
organization”.
Sources: - There can be two sources of recruitment-
Internal: - (I) Promotion, (II) Transfer.
External: - (I) Advertisement, (II) Employing agency
(III) Campus interview, (IV) Deputation.
The recruitment of Workers and Managers are not being done

due to lack of work and financial crisis. The establishment is
running in financial crisis and the Government’s police is shed
the surplus employees. Therefore the recruitment of new
personnel is not being carried out.
Since thee government has banned the new recruitment there
is no job analysis now a day. At the time when the Company
started job analysis was being carried out before the recruitment
of workers. The company has selection process of employee and
Officers. Application blanks had been at the of recruitment.
Vacancies are to be filled though promotion while 75%
of under recruitment policy of BPCL for Executives 25%
vacancies are to be filled through outside sources.
Under the policy, Non-executives posts are also to be filled in
the same manner, i.e. 25% through promotion and balance 75%
through recruitment from.
In open recruitment, the vacancies as to be filled in through
Employment exchange. In case of non-availability of sufficient
number of suitable candidates through Employment Exchange,
an open call of the candidates is to be made through loading
newspapers, like Times of India, Hindustan Times, and The
Hindu etc.
Other sources like University Employment Bureau, District
Soldiers, Sailors and Airman Board, etc. are taken into
consideration for non-professional jobs. Copies of advertisement are also

forwarded to local M.L.As. M.L.Cs. M.Ps. for forwarding suitable
candidates.
At the times of establishment of BPCL, the policy of sons of
the soil in selection procedure had also been applied and appx. 400
Displaced Person were selected, trained in their Training Center in
various fields, and there after absorbed in regular employment of
the company. Many of them are still working in the organization.
Selection Process in BPCL:-
The Company adopts a systematic and integrated

selection process to select to the best possible candidates. BPCL
select the process can be broken into these steps.
(i) Searching of application: - The company usually receive a

large number of application is used to serene the application
who are found to be qualified for consideration of
employment the selected candidates are called for further
process of selection.
(ii) Selection test: - For identification of disciplinary knowledge,

aptitude interest, personality BPCL organized various of
test, the selected candidates are called for further process.
(iii) Interview: - The selected candidates are called for interview. In

interview a panel of selection tries to the actual capacity of
the candidates. In the case of campus selection, interview
conducted before the selection test. Sometimes physical
examination is carried out to a certain the physical standards
of employee.
(iv) Checking reference and approval: - Before placement Company

checks the reference giving by candidates and after the
approval of appropriate authority (function head) the
candidates are informed about their selection and asked to
report for duty to specified person.
(v) Placement: - After all formalities are completed the candidates

are placed on probation basis. Probation period may range
from three months, two years duration this they are
observed keenly and when they completed this successfully
they become permanent employee of BPCL.
Note: - Job analysis done before the recruitment of workmen in

BPCL.
Induction and Job Placement:-
Induction: - Induction is the process of a including a new

employee into the new social setting of his work. The step
should be taken into account two major objects.
Familiarizing the new employee with his new

surrounding and Company rules and regulations.
Integrating his personal goals the first object is

generally easy to achieve the information which is commonly
passed on the new employee covers the following subject-
I. Company history, products and major operations.

II. Geography of the plant.
III. Structure of the organization and function of the various
departments.
IV. General Company policies and regulations regarding wages and

payment her. Of work and overtime, safety and accident,
discipline and grievances.
V. Economic and recreational services available.
VI. Opportunities for promotion and transfer, performance appraisal
and suggestions system.
BPCL is having a system of induction and further job

placement at various work centre limited not in BPCL industries
at head of parameter but outside the Allahabad at various
regional officer and successfully running till date within
organizational frame work limit after inception of BPC for enter
employee with consist workman supervisory and officers Cadre.
Placement: - Placement is decision to place a selection

selected individual in one job than in another. In placement the
task is too much position with people so that each individual is
assigned to that position where he likely to make the best use of his
ability consistent with requirement of his ability consistent with
requirement of his total working group.
In such situation the individual is already employed and the
placement decision is then made to him to the job for which he is
considered to be the best qualified.
A Study of
Function Related
To Labour
Welfare
WELFARE
Welfare is a board concept referring to a state of living of an
individual or a group, in a desirable relationship with the total
environment ecological, economical & social Labour Welfare
includes both the social and economic contents of welfare. Social
welfare is primarily concerned with the solution of various
problems of the weaker section of society like prevention of
destitution of poverty.
Labour welfare may be viewed as a total concept, as a social

concept and as a relative concept. The total concept is a desirable
state of existence involving the physical, mental, moral, and
emotional well-being. The social concept of welfare implies the
welfare of man, his family and his community,
Labour welfare also operates to neutralize the harmful efforts

of large-scale industrialization and urbanization.
DEFINITION:-
The Oxford dictionary defines labour welfare as “Efforts to

make life worth living for workmen.
In the word of R.R.Hopking

“Welfare is fundamentally an attitude of mind on the part of
management influencing the method by which management
activities are undertaken.”
Welfare” is a broad concept referring to a state of living of an individual

or group, in a desirable relationship with the total environment -
ecological, economic and social. Labor welfare includes both the social
and economic contents of welfare. Social welfare is primarily concerned
with the solution of various problems of the weaker sections of society
like the prevention of destitution, poverty, etc.
It aims at social development by such means as social legislation, social

reform, social services, social work, social action, etc. The object of
economic welfare is to promote economic development by increasing
production and productivity and through equitable distribution.
Labor welfare is a part of social welfare, conceptually and operationally.
It covers a broad field and connotes a state of well-being, happiness,
satisfaction, conservation and development of human resources.
Labor welfare may be viewed as a total concept, as a social concept and

as a relative concept. The total concept is a desirable state of existence
involving the physical, mental, moral and emotional well-being. These
four elements together constitute the structure of welfare, on which its
totality is based. The social concept of welfare implies the welfare of
man, his family and his community. All these three aspects are inter-
related and work together in a three dimensional approach. The relative
concept of welfare is relative in time and place. It is a dynamic and
flexible concept and hence its meaning and concept differ from time to
time, region to region, industry to industry and general standard of the
socio-economic development of the people.
Why labour welfare:-
Labour welfare work aims at providing such service facilities and

amenities which enable the workers employed in an organization to
perform their work in healthy congenial surrounding conductive to good
health and high morale. Labour welfare is a comprehensive term
including various services, benefits and facilities offered by the
employer. Through such generous fringe benefits the employer makes
life worth living for employees. The welfare amenities are extended in
additional to normal wages and other economic rewards available to
employees as per the legal provisions. Welfare measures may also be
provided by the government, trade unions and non-government agencies
in addition to the employer. “International Labour Organization efforts
to make life worth living for workers” According to the Oxford
dictionary “Welfare is fundamentally an attitude of mind on the part of
management influencing the method by which management activities
are undertaken. Objectives of labour welfare activities:-
Following are the objectives of the voluntary labour welfare services by

employer-
1)To win over employees loyalty and increase their morale.

2)To develop efficiency and productivity among workers.
3)To reduce of threat of future government intervention.
4)To make recruitment more effective.
5)To earn goodwill and enhance public image.
6) To build up stable labour force to reduce labour turnover and
absenteeism. Visit hrmba.blogspot.com for more project reports,
presentations, notes etc.3
Importance of labour welfare activities:-
Labour welfare in India has a special significance as the constitution

provides for the promotion of welfare of the labour for human conditions
of work and securing to all workers. The various welfare measures
provided by the employee will have immediate impact on the health,
physical and mental efficiency, alertness, morale and overall efficiency
of the workers and thereby contributing to the highest productivity.
Social security measure provided by employer will act as a protection to
the workers. Labour welfare means activities designed for the promotion
of the economic, social and cultural well being of the employees. Labour
welfare includes both statutory as well as non-statutory activities
undertaken by the employers, trade unions and both the central and state
governments for the physical and mental development of the workers.
Labour welfare enables workers to have richer and more satisfying life.
It raises the standard of living of workers by indirectly reducing the
burden on their pocket. Welfare measures improve the physical and
physiological health of the employees, which in turn enhance their
efficiency and productivity. Labour welfare promotes a sense of
belongings among the workers, preventing them from resorting to
unhealthy practices like absenteeism, lobour unrest strike, etc. welfare
work improves the relations between employees and employers. It
promotes a real change of heart and a change of outlook of the part of
both the employers and employees.
Reasons for the labour welfare activities in India:-
1)Increase in efficiency of employees: Labour welfare activities

increases in efficiency of employees to work. These facilities help in
developing the feeling of dedication among them. Due to the increase in
efficiency the production and the productivity of the enterprise increase
considerably.
2)Helpful in reducing the state of poverty among employees: Most

of the workers in our country are unable in providing for base necessities
for themselves and to their family members. This is because of the
extreme poverty among Indian workers. Provision of labour welfare
activities plays an important role in reducing such poverty and in
providing essential amenities to the workers.
3)Establishment of Organizational peace: Labour welfare activities

help in establishing sound relations between employees and employers.
When the employees of the organization feels that they are getting all
the possible facilities and the employers are very caring to them, then
such good feeling increases enthusiasm among employees which will
establish peace in the organization.
4)Helpful in reducing the rate of absenteeism and labour turnover:

The rate of absenteeism and labour turnover is much higher in India as
compared to that of developed countries of the world.
Importance of welfare:-
 Reduce labour turnover and absenteeism.
 Encourage employees and cordial relation between
employee and employees, which result in increase
production in better quality and also give to profit.
 Fulfill social, recreational and cultural needs of the
employees and at the same time make their life easier.
 Make the plant personnel a healthier, sound thinking and
more forward looking group.
 Make the employees a group of citizens better able to carry
on the productive processes.
Function Related to Labour Welfare:-

The welfare amenities provided under the Factories Act,
1948 are given below-
 Washing facilities. (Sec.42)

 Facilities for storing and dry clothing. (Sec.43)
 Sitting facilities for occasional rest for workers who are
obliged to work standing. (Sec.44)
 First Aid boxes are Cupboards one for every 150 workers and
ambulance facilities; if there are more than 500 workers.
(Sec.45)
 Canteens if employing more than 250 workers. (Sec.46)
 Shelters, rest rooms and lunch rooms, if employing over 150
workers. (Sec.47)
 Crèche, if employing more than 30 women. (Sec.48)
 Welfare Officer, if employing 500 or more workers.(Sec.49)
Canteen facility:-
There is a good canteen in this company. For the last

few years, contractor is running the canteen. An elected Canteen
Committee is there to oversee the working of the canteen. It
provides good refreshment; breakfast and lunch at very
reasonable rate. The rates are fixed under the agreement entered
into between the Contractor and the Management. Management is
providing subsidy for canteen facilities to every employee in term
of allowance at the rate of Rs.10/- per working day, subject to a
maximum of Rs. 220/- per month.
Creches:-
The need for setting up crèches in industrial

establishment was stressed by the Royal commission on Labour
in its report way back in 1931.
It recommended that the provision of crèches should be
made statutory obligation in all factories employing not less
than30 women workers.
Washing facilites:-
Under section 42 of the factory act, 1948. The BPCL
has provided and adequate and suitable washing facilities for its
workers to be kept in a state of cleanliness. Washing allowance is
paid at the rate of Rs.60/- per month on attendance of at least in a
month.
Facilites for storing and drying clothes:-

Under section 43 the company provides a locker to each

worker for keeping dry cloths, which are not use during working
hour.
Facilites for sitting:-

Under section 44 of the factories act 1948, BPCL has
provided the iron stools, chairs and iron benches to each worker
in the manufacturing area, where they can take rest for some time
during the working period.
Shelter rooms, rest rooms & lunch rooms:-

In every factory wherein more than 150 workers are
ordinarily employed, suitable shelter, rest rooms and lunch rooms
such rooms shall be provided under section 47 of factory
act,1948. BPCL is having well laid sitting facilities and shelter
rooms.
First aid and ambulance facilites :-
There is a well-equipped First Aid Center for providing

first aid to the employees. One part-time Medical Officer, three
Pharmacists Commoners. An ambulance with a driver is also
remains available round the clock.
Welfare officer:-
Welfare officer is directly related to labour commissioner. The
management work really hard to take care of these people by
doing management of people. For this, the co-operation among
the employees is quite important and all this happens when the
employees are satisfied by their job and above all the working
condition of the work place.
For this, provision of better condition of work suitable
temperature, adequate lighting and in general a pleasant
atmosphere is quite important so that they can realize that
management is concerned about there welfare. Such activities not
only benefit the worker but also the management.
Workers feel the importance of services of welfare

officer. In every industry the job related to welfare is very
peculiar. An employee expects the welfare programs where he
workers. There are many things, which are related to workplace
that must be provided. All these things related to welfare
programs motivate the employees to work sincerely. Thus, the
utility of welfare officer has great importance.
Working hours:-
In the BPCL, the working period is of 8 hours a day in a

week, which is in accordance whit Section-51 of the “Factories
Act 1948”.
As per section-14 of the Certified Standing Orders of

the Company, management shall have the right to determine,
change or regulate the period and hours of work, rest intervals,
starting, alteration or discontinuation of shift work etc and all the
matters relating to working hours attendance checking up of
arrival & departure time etc.
Holidays:-
As per clause 24 of the Certified Standing Orders the

monthly rated employees are granted 12 Paid Holiday in a
calendar year. The exact dates to be observed as closed Holidays
are notified by the management at the beginning of each calendar
year in consultation whit the Union. The daily rated (including
casual) employees are also allowed wages for three National
holidays, under the provision of the Uttar Pradesh Establishments
(National Holidays) Act.
NO. OF HOLIDAYS RESTRICTED

HOLIDAY HOLIDAYS
S
1. REPUBLICDAY GURU GOVIND SINGH
JAYANTI
2. HOLY VASANT PANCHAMI
3. JANMASTAMI GURU RAVIDAS
JAYANTI
4. INDEPENDENTDAY DAYANAND SARSWATI
JAYANTI
5. ID-UL-FITTER MAHA SHIVRATRI
6. DASHAHARA RAM NAVMI
7. MAHATMA GANDHI GOOD FRIDAY
JAYANTY
8. DEEPAWALI HAZRAT ALI JAYANTI
9. GURU NANAK MAHRSHI BALMIKI
JAYANTY JAYANTI
10. ID-UL-JUHA BHAIYA DOOJ
(BAKREED)
11. CHRISTMASDAY
Note:- Workers can take one day leave in list of restricted holiday in whole year.
Women employees & young person:-
There are many women and young employees in BPCL. The

statutory provisions regarding emplacement of women are well
maintained as per section-66 of the “Factory Act 1948”. Through
the company has very small number of women & young
employees they get the benefits regarding employment of women
& young persons.
Health:
Provisions relating to Health have been implemented as

per direction given under Chapter III- “HEALTH” of the “Factory
Act 1948”. In the factory cleanliness disposal of wastes ventilation
and temperature dust and fumes, lighting, drinking water, latrines
and urinals etc. are well managed galvanizing plant employees are
provided with 1kg milk power and 2kg gur every month and 4
towels every year.
Safety:-
A safety department headed by a Safety Officer is

functioning here. The rules regarding safely in accordance with the
provisions of “Factory Act 1948” are in application. All the
machines in the workshop & maintenance shop are well protected.
Workers doing dangerous hobs have been provided with shoes
gloves and other necessary protective items.
Safety and accident prevention are of the prime

importance to management and the personnel administration is
deeply administration is deeply involved in organizing and

administering a safety and accident prevention program. Public
policy, union and management have attempted to combat the
problem of accident and safety. In India, the factories act 1948
requires the employees to introduce safety measure relating to the
facing of machinery, casing of machinery, casing of new
machinery, testing and examination of appliances such as hoists,
lifts, cranes, chains and pressure vessels, again dust, fumes, gases
and fires. The state government is empowered to make special
rules for certain dust, fumes, gases and fires. The state government
is empowered to make special rule for certain dangerous operation
specified by them.
Safety is the measure or rather method that is adopted

by the workers from any kind of mishap.
S – Self
A – Alert
F – Finding
E – Education
T – Training
Y – Your Common Sense.
Industrial Injury and Industrial Accident:-

An industrial injury has been defined as “A person

injury to an employee which has been caused by an accident by an
accident of an occupational disease. And which alias out of or in
the course of employment and which would entitle such employee
to compensation under the work men’s compensation act 1923”.
Housing facilities:-
The Company does not have township or residential

quarters of its own earlier some quarters were allotted to it en-
block in the industrial Labour Colony at Naini which in trun were
provided to the employees. Subsequently as per the policy of the
State Government the Labour Department directly allotted the
quarters to the employees in two Industrial Labour Colonies. The
Chief Executive and some other key officials have been provided
with leased accommodation as per their entitlement and in

accordance with guidelines issued by the Government of India
from time to time. All the employees are paid House rent
allowance package depending upon the place of their positing as
per rules framed by the Govt. of India.
Medical treatment facilities:-

Bharat pumps and compressors ltd.

Naini- allahabad
Form for reimbursment of medical expenses

domiciliary treatment
NAME: _____________ Pers. No.________ Destination_______
Department__________ Period of treatment from______ to_____
Name of patient:_________ Relationship with employee_______
PARTICULARS OF Amount Amount admissible

CLAIM spent (Rs.)
(Rs.)
Fee paid to Doctor
I (Prescription to be attached)
no. of Consultation:
II Pathological or other fests
(please attach receipt)
III Cost of medicines (bills may
please be enclosed)
Charges for consultation cum
I medicine supplied by the
V Doctor
V Others, if any please specify
TOTAL
Amount in words:
CERTIFICATE
Certificate that the above particulars are correct and that the
person for whom expenses were incurred are decedent on me/me.
Date: Signature of employee

: ________________
Place:
Encl: Signature of Controlling officer:_________
Passed for payment of Rs.___________________________
(Rupees_________________________________________)
A.O/S.A.O. Dy. F.M. Accountant

------------------------------------------------------------------------
FOR. E.D.P. USE: CONTROL ON DOMICILIARY
TRETMENT
St. No.
Personal No.
Amount pass
Date of payment
Claims are to be submitted to finance Department in the form

prescribed for the purposes. For domiciliary treatment. In case of
hospitalization, he claims are to be sent to Finance concerned in
case of outside treatment in Govt. hospitals or public Sector
undertaking or local bodies hospitals the claim are to be sent to the
personnel department on form prescribed for the propose, duly
signed by the Medical Superintendent concerned.
BENEFITS RELATING TO WELFARE
 DEARNESS ALLOWANCE -97.3% OF BASIC
 HOUSE RENT ALLOWANCE -15% OF BASIC
 CITY COMPENSATORYALLOWANCE -4.5% OF BASIC
SOME OTHER WELFARE FACILITIES
VEHICAL ADVANCE:-
An advance of Rs.1000 is admissible to the non-executive

employees for purchase of cycle. The advance is sanctioned on
‘First Come First Served’ basis depending upon availability of
funds. Employees may send their application on prescribed form
obtainable from Personnel Department through proper channel.
Advance for purchase of Scooter/motor cycle and car is also
admissible to executive employees. These advances are
recoverable in easy monthly installments and a nominal interest is
charged.
CONVEYANCE ALLOWANCE:-
The employees who are not a availing companies transport

facility shall be paid conveyance allowance.
Bicycle allowance is revised from Rs.75/- to Rs.105/- per
month on attendance of more than 20 days payment.
Reimbursement of conveyance expenses for Moped is
revised from Rs.90/- to Rs135/- per month on attendance of more
than 20 days.
Reimbursement of conveyance expenses for scooter/motor
cycle is revised from Rs.100/- to Rs.175/- per month on attendance
of more than 20 days.
The conditions for payment of conveyance expenses for
moped and scooter/motor cycle will be that the vehicle must be
registered in the name of the concerned employees.
Subject to the existing terms and conditions the bus charged
from employees availing the Company’s transport will be revised
Rs.40/- to Rs.80/- per month (for anywhere in ALLAHABAD.)
SHIFT ALLOWANCE:-
Subject to the existing terms and conditions the shift

allowance is revised as under-
‘B’ shift: from Rs.7/- per shift

‘C’ shift: from Rs.9/- per shift
The working hours and rest internal in all the shifts will be
regulated as per provision of the “Factories Act, 1948”.
ATTENDANCE BONUS:-
Under the existing attendance bonus scheme the amount of

attendance bonus is revised from Rs.55/- per month on 100%
attendance. Availing not more than one day casual leave in a
month will be treated as 100% attendance for payment of
attendance bonus.
SERVICE WATTAGE
Service wattage is also provided for the worker of BPCL.
FUNERAL EXPENSES:-
On the death of a regular employee, Funeral expenses are

payable of Rs.3000/- to his family members.
INCENTIVE SCHEME:-
The management will engage Govt. agency to undertake

productivity improvement studies; review then existing permanents
and formulae incentive scheme for various precuts in the Company
in consultation with the employees Union and the management.
In spite of the above regular incentives are being given to all
concerned employees who are connected with production directly
or indirectly.
INTEREST SUBSIDY ON HOUSE BULDING LONE:-
The company does not provide House Building Advance.

There is a scheme for Reimbursement of interest subsidy on the
loans acquired by the employees from the approved agencies for
construction or for purchase of built house/flat or enlargement of
exiting accommodation. The difference in interest chargeable from
the employees on House Building Advance as per Central

Government Rules and the actual interest paid by the employee to
the financing agency is borne by the company. This is granted after
the loan has been sanctioned in force till the repayment continues
or cessation of employment of the employee whichever is earlier.
FESTIVAL ADVANCE:-
Festival advance is provided once in a calendar year to

confirmed employees on regular scale of pay. The amount advance
admissible is Rs.1400 for Non-Executives and Rs.1500 for the
Executives. The amount is recoverable in five/ten monthly
installments.
DOUBLE WAGE:-
Double wage are provided of those workers who work on

national holidays.
LEAVE TRAVEL CONCESSION:-
Leave Travel Concession (LTC) is provided by the Company

to visit any place in India, once in a black of four years or to visit
Home Town every year by self only. In a block of four years, an
employee can avail one Home Town every year by self only, in a
block of four years, an employee can Home Town LTC + one for
visiting any place in India or two Home Town LTC for self Only +
one for visiting any place India.
Encashment of LTC for visiting any place in India is admissible.

This is however restricting to four tickets in all at the rate of 75%
of fare by a distance of 1500 km each day.
For the time being many of the facilities like Vehicle
Advance Training of Trade Apprentices LIC for any place in India,
interest Subsidy on Housing Loan etc are suspended in view of
financial crisis being faced by BPCL the Company has been
declared sick by the board for Industrial and Financial
Reconstruction (BIFR).
The Company is running a labour welfare Centre for the
employees residing in the Industrial Labour Colony Naini it is
managed by a full Lady Welfare Assistant.
The Labour Department of the State Government is also
running a labour Welfare Center in the Industrial labour colony.
TIME OFFICE:-
Controls the arrival and the exist of the employees in there

respective by way of punching their daily attendance card through
electronic sense ring machine and the same is directly token in
feeding for payment of salary processed by E.D.P.
Functions of the Time Office:-

Processing of earned leave encashment applications and

forwarding to finance department for payment.
Discrepossecies, if any in leave records is to be rectified the time
office by way off cancellation from or leave correction resistor
[Manually].
Preparation of three years record [leave].of on employee.
Preparation of final [resistor] attendance in the event of

death, seek in V.R.S. or being roistered, on the considerictive
manner of two months back attendance from their prospective
dates.
 Control of attendance dually cross checked from their

concern department.
 A = Maintenance of leave record for wording leave
application of the employee to E.D.P. for the absently, for
regulating payment.
B = Print out of the leave record by the E.D.P. or
maintained by the time office for time to time references.
 Management information pattern in to the leave absent is or

the physical presence which ever is needed is to be furnished
by the office with the reference of the E.D.P. prints outs.
RESEARCH METHODOLOGY
Research design:
Research design provides the glue that holds the research project
together. A design is used to structure the research, to show how all of
the major parts of the research project -- the samples or groups,
measures, treatments or programs, and methods of assignment -- work
together to try to address the central research questions
Data collection
Data collection is one of the most important aspects of research. For the
success of any project accurate data is very important and necessary.
The information collected through research methodology must be
accurate and relevant. The data collection method can be classified into
two methods:-
 -Primary Data:- questionnarie
 -Secondary Data:-newspaper, internet, business journals.

Primary Data:
Data collected by a researcher is known as primary data. It is collected

by a person for his own use obtained from findings. This is considered
as first hand information. This is that data which is collected by us to
meet our own specific purpose. The data is collected by the means of
questionnaire filled in by the employees at different posts of Nagpur area
office. This method of data collection is very popular particularly in big
organizations.
Secondary Data:
Secondary data means data that are already available ie, they refer to
data which has already been collected and analyzed by some one else.
This type of data information can also be used by the researcher for his
use as second hand information sources through which secondary data
can be collected. Secondary data may either be published data or
unpublished data.
ANALYSIS OF DATA
Once the collection of data is complete, it should be analyzed and

processed through classification tabulation etc in accordance with the
subject matter. A careful planning of the analytical framework should
therefore be done by the researcher. Data analysis is carried out by
arranging the data received by the employees in an excel sheet. This data
is then converted into graphical forms. Pie charts have also been used for
the tabulation and interpretation of data collected.
HYPOTHESIS TESTING After analyzing the data hypothesis testing

is done. It will result in either accepting the hypothesis or rejecting it.
INTERPRETATION After testing the hypothesis the researcher comes

out with his conclusions. The explanation of theory can also be
considered as interpretation
THE RESEARCH APPROACH:

Survey Method
THE RESEARCH INSTRUMENT:

Questionnaire
THE RESPONDENTS(universe):
The employees of the organization
SAMPLING SIZE :
The sampling size on which the analysis is based is 72.
SAMPLING TECHNIQUES:
The sampling technique used for carrying out this study is

RANDOM sampling technique
Significance of the study:
The study will signify the various functions of labour welfare

department in bpcl and how they are helpful in increasing the motivation
level of workers in the organisation. And to understand various functions
covered by bpcl for welfare of labour.
i. Reduce labour turnover and absenteeism.

ii. Encourage employees and cordial relation between employee and
employees, which result in increase production in better quality
and also give to profit.
iii. Fulfill social, recreational and cultural needs of the employees and
at the same time make their life easier.
iv. Make the plant personnel a healthier, sound thinking and more
forward looking group.
v. Make the employees a group of citizens better able to carry on the
productive processes.

QUESTIONNAIRE
PLEASE TICK
1)How many facilities provided by the company to you?

a) Canteen
b) Housing
c) Education
d) Medical
2)How many special facilities have you availed?

a) 2 to 5
b) 5 to 6
c) 6 and above
3)How many facilities are you availing on routine basis?

a) 1 to 5
b) 5 to 10
c) 10 and above
4)How many facilities are provided for education of children to

employees?
a) Bus Facilities
b) School Facilities
c) Educational loan facilities
5)Are you getting wages as per basic minimum criteria allotted by

Government?
a) Yes
b) No
c) No Suggestions
6)How much time it will take for sanctioning special welfare facility?
a) 1-2 week
b) 2-3 week
c) 3-4 week
7) Is there suitable ventilation and good environment in the work place?

a) Yes
b) No
c) No Suggestions
8)Is the work place regularly cleaned?

a) Yes
b) No
9)How much are you satisfied by the procedure of availing routine

welfare facilities?
Highly satisfied
Satisfied
Partly satisfied
Not satisfied
10) How much are you satisfied by the procedure of availing Special
welfare facilities?
a) Highly satisfied
b) Satisfied
c) Partly satisfied
d) Not satisfied
11)Kindly suggest the methods of improving or adding special Welfare

facilities?
a) No improvement
b) Early action should be taken
c) Proper time should be taken
12) Does welfare benefits provided by the organization plays as a

Motivational factor?
a) Highly agree
b) Agree
c) Do not agree
13) Do you get medical reimbursement on time?

a) Yes and with full reimbursement
b) Yes but with reduced reimbursement
c) No reimbursement
d) Not applicable
14) Briefly explain the procedure of availing routine welfare facilities in

points.
a) Making an application, submit proof and immediate sanction.
b) Only application is required.
c) Just an approach.
15) Briefly explain the procedure availing the special welfare facilities
in points.
a) Lengthy process
b) Not availed
c) Apply take approval and show proof.
16) Your comment and suggestion

…………………………………………………
Data Interpretation
2)How many special facilities have you availed?

Sales
6 and above
2%
5 to 6
23%
2 to 5
75%
3)How many facilities are you availing on routine basis?

Sales
10 and above
11%
5 to 10
25%
1 to 5
64%
5)Are you getting wages as per basic minimum criteria allotted by

Government?
a) Yes
b) No
c) No Suggestions
Series 1
no suggestion
34% yes
42%
no
24%
7) Is there suitable ventilation and good environment in the work place?

a) Yes
b) No
c) No Suggestions
Sales
32%
yes
no
47%
no suggestion
21%
8)Is the work place regularly cleaned?

a) Yes
b) No
no; 3.2
yes; 8.2

Summer Training: in BPCL Research Report On

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Summer Training: in BPCL Research Report On

Uploaded by

Copyright:

Available Formats

qwertyuiopasdfghjklzxcvbnmqwerty

It is a great sense of satisfaction and a matter of privilege for us to

We wish to express our heartiest thanks to Bharat Pumps and

I am especially thankful to the Manager Mr. Subodh Mathur

I am also thankful to the Manager Mr. S.N.Pandey (HD).

Excellence is that attitude that human race is born with. Human

I had the opportunity to have the real practical experience,

VISION/MISSION & OBJECTIVE

To become an India MNC in the field of fluid handling, gas

To maximize customers satisfaction by providing quality

To increase the business of spares and rendering prompt offer

THE FOUNDATION FOR ALL IMPROVEMENTS

(Human Resource Department)

BHARAT PUMPS & COMPRESSORS LTD.

C : Concept of what I want

BHARAT PUMPS & COMPRESSORS LTD.

 Mission and objective of the company in to research, design

 The corporate philosophy also involves approach for TOTAL

 Such high valued hi-tech products are function to the total

HISTORICAL BACKGROUND OF THE

Bharat Pumps &Compressors Ltd.

Bharat Pumps &Compressors Ltd. Was set up in January,

The technical know how its various products were required

With the objective to design research and development and

BPCL which caters to need of care setters of economy of

1. BHARAT HEAVY PLANTS & VESSELS LTD.

DIVERSIFICATION EFFORT OF BPCL – The company has

FACILITY IN BPCL -To cope with the challenge of indigenous

thermodynamic calculations, hydraulic calculation and system design

To augment the functioning research and development, test

(1) STORE DEPARTMENT (MSX)

GENERAL FOREMAN SR. ENG. /SR. EO. /SR. A.O.

LIST OF SENIOR EXECUTIVE (AS ON 01.05.2009)

S.N. Name (s/shri) Designation Department

1. A.K.JAIN C.M.D. ---------------

Financial Position of the Organization

During the year 2004-2006 company improved its performance

Turnover 5140 7008 9442 14372 19459 23623 21.4%

Net (2494) (1086) 184 1914 3050 3770* 23.6%

BPCL’s production target of the year 2009-10 is 285 crore.

Raw Material Used in BPCL:-

Various type of component is being used in the making of pumps

PUMPS & COMPRESSORS

 High Pressure Seamless Industrial Cylinders

Maximum Power : 1700 KW

Maximum Power : 25,000 KW

Maximum Pressure : 140 KG/CM2

Personnel Management: - Personnel management is the

There is the no standard definition of the term. “Personnel

1. Is concerned with human or man power resources of the

3. Focuses in the human relationship, fully recognizing the

4. Aims to establishing harmony between the organization and

Personnel department plays an important role in any or in any

 12% for employer

Pay scale (Non-Executives)

Workmen Category Pay slabs Scale

Pay Scale (Executives)

Pay slabs Scale

Charge man 5600-150-8600 21

Officer pay scale

G M (HD & PEX)

WELFARE MEDICAL CLAIM LEGAL CASE ESTABLISHMENT RECRUITMENT PROMOTION,

Function of H.D. Department in BPCL

NAME: _______ Pers. No. Destination_

Department____ Period of treatment from to_