Sajitha Project

Oil Palm India Limited
CHAPTER I INTRODUCTION
1 Musaliar Institute of Management
INTRODUCTION As companies reorganize to gain competitive edge, human resources plays a key role in helping companies deal with a fast-changing competitive environment and the greater demand for quality employees.HRM is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people),retention of people, pay and perks setting and management, change management and taking care of exists from the company to round off the activities. Human resources are said to be the major factors behind the progress or fail of an organization.HRM is that organization function which provides specialized concepts ,methods and techniques for the integration and coordination of HR in order to be more effective towards the desired objectives. It covers market communications, elements of work psychology, employees relations, training and motivation ,organization of the physical and social conditions of work, and personnel . Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that persons parent. There are a variety of factors that can influence a persons level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness o the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/ The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1 5 scale 9where 1 represents not all satisfied and 5 represents extremely satisfied).
Definitions Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2007) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we from attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. Affect Theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premises of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who does not value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy compared to Employee B. this theory also states that too much of a particular facet will produces stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that there are
four Core Self-evaluations that determine ones disposition towards job satisfaction: selfesteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her/his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction. Two Factor Theory (Motivation Hygiene Theory) Fredrick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want o perform, and provide people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried out. Motivating factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Herzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Herzbergs original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured. Measuring Job Satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfacting is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklist, forced choice answers. The Job Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and opportunities, coworkers, supervision, and the work itself. The scale is
simple, participants answer either yes, no, or decide in response to whether given statements accurately describe one job.The Job in General Index is an overall measurement of job satisfaction. It was an improvement to the job Descriptive Index because the JDI focused too much on individual facets and not enough on work satisfaction in general Factors relating to job satisfaction Job satisfaction can be influenced by a variety of factors, e.g. the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.. Numerous research results show that there are many factors affecting the job satisfaction. There are particular demographic traits (age, education level, tenure, position, marital status, years in service, and hours worked per week) of employees that significantly affect their job satisfaction. Satisfying factors motivate workers while dissatisfying ones prevent. Motivating factors are achievement, recognition, the job conducted, responsibility, promotion and the factors related to the job itself . Maslow connects the creation of the existence of people's sense of satisfaction with the maintenance of the classified needs. These are: physiological needs (eating, drinking, resting, etc.), security needs (pension, health insurance, etc.), the need to love (good relations with the environment, friendship, fellowship, to love and to be loved), need to self-esteem (selfconfidence, recognition, adoration, to be given importance, status, etc.) need of selfactualization (maximization of the latent[potential] power and capacity, development of abilities,etc .
Insufficient education, inability to select qualified workers for the job, lack of communications, lack of job definitions, all affect job satisfaction negatively. It has been asserted that participating in the management, having the decision making power, independence on the job and the unit where the individual works, have positive impact upon the job satisfaction. The job itself (the work conducted), and achievement and recognition at work result in satisfaction while the management policy, relations with the managers and colleagues result in dissatisfaction. Factors related to the job itself such as using talents, creativity, responsibility, recognition have influence on the job satisfaction.
Similarly, by some researchers, sex is also found to have an influence on job satisfaction . Job satisfaction and devotion to the job, affected each other reciprocally, and they have great impact.. However, most efforts to improve performance seem to center on improving the conditions surrounding the work. Here is no strong acceptance among researchers,
consultants, etc., that increased job satisfaction produces improve job performance -- in fact, improved job satisfaction can sometimes decrease job performance. For example, you could let workers sometime sit around all day and do nothing. That may make them more satisfied with their "work" in the short run, and their satisfaction varies a lot. (Researches suggests, the higher the prestige of the job, the greater the job satisfaction). But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. Most workers like their work if they have little supervision. The least satisfied workers are those in service occupations and managers that work for others. Ethnic and religious orientation is associated to work attitudes, and job satisfaction is related to education. The difference between the results that the individual desire and those s/he maintained will affect his/her satisfaction . There is a consistent relationship between the professional status and the job satisfaction.. The workers usually compare their working conditions with the conditions of the society, under the variable of social conditions. If the social conditions are worse than the individual's working conditions, then this will result in satisfaction of the individual, as the workers deem. No meaningful relationship between the job satisfaction and age, professional experience, education level, level of wage, sex and professional group was found. On the contrary, professional experience has been claimed to increase job satisfaction Factors controllable by management 1.Security Companies provide their employees and workers with a variety of benefits. These benefits are basically forms of value or services that are provided by an employer to his employees for their contribution in the performance of the organization . Such benefits are an important component of a company's remuneration package for attracting and retaining its employees. The benefits serve as incentives to the employees and encourage them to work harder for the organization. These also help in building up employee job satisfaction. These benefits may be financial or non-financial,long term or short term,free or at concessional rates.They may include educational, residential, medical, or recreational facilities. Such facilities may be provided individually or collectively and inside or outside the organization. Thus the employee benefits are the comforts and the facilities given to employees to enable them to work in a healthy and peaceful atmosphere.
The employee benefits of a company generally includes:- (i) A remunerative wage structure which motivates the employees to contribute their maximum worth to the enterprise; (ii) bonus to the employees either on festive occasions or as a reward for their contribution in the high performance of the firm; (iii) Social security benefits for employee welfare in the form of provident fund, gratuity, medical facilities, compensation and insurance policies; (iv) different types and number of leaves so that the employees may revitalize themselves and contribute their best effort to the organization. 2 . Pay:- Salary is a form of periodic payment from an employer to an employee, which is specified in an employment contract. It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis. From the point of view of running a business, salary Satisfaction can also be viewed as the cost of acquiring human resources for running operations, and is then termed personnel expense or salary expense. In accounting, salaries are recorded in payroll accounts. Pay has been considered an important reward to motivate the behavior of employees (Taylor and Vest, 1992). All other behavioral factors are important for enhancing job satisfaction of employees but satisfaction from pay is must. Katzell (1964) stated that pay satisfaction depends on the difference between perceived pay and the amount of pay a person feels should be received.
3.Fringe bebefits:- Fringe benefits commonly include health insurance, group term life coverage, education reimbursement, childcare and assistance reimbursement, cafeteria plans, employee discounts, personal use of a company owned vehicle and other similar benefits 4.Working conditions:- Working conditions seems to be the greatest factor determining the job satisfaction .The dominant aspirations are for temperature,ventilation and safety with cleanliness .The concerns for better condition of machines and tools appear to the greater in younger and skilled workers. 5.Opportunity for advancement:- Opportunity for advancement is also an important
aspect of a workers career and life, affecting other facets of the work experience .Firms can use promotions as a reward for highly productive workers, creating an incentive for workers to exert greater effort. Promotions will only be an effective mechanism for eliciting greater
effort if workers place significant value on the promotion itself. Otherwise, firms would simply use pay increases to reward effort and productivity. 6.Supervision:- To a worker ,his supervisor is the company ,hence a workers feelings towards his supervisor is usually similar to his feelings towards the company.Supervision was judged to be the most important single factor in determining employee morale scores of groups of employers who had different supervisions .The favourable attitudes of employees towards their supervisors were believe to produce a climate in which attitudes of good team spirit were established . 7.co-workers:-Ones associates have frequently been mentioned as a factor in job
satisfaction .Certainly this seems reasonable ,because people like to be near their friends. 8.Responsibility:-Responsibility is usually enmeshed with several other important determinants of job satisfaction in a way that makes it difficult to determine the relative contribution of each to job satisfaction .Responsibility usually goes with time on job ,age ,salary,type of work and participation ,and it may have some relation to interest one study of employees all over the US showed that morale ,scores were higher for employees who had more responsibility as one of a few things that had been a characteristic of the job they had preferred . 9.Communication :-
STATEMENT OF THE PROBLEM Employee what satisfaction is supremely important in an organization because it is
productivity
depends on. If your employees are satisfied they would produce Satisfied
superior quality performance in optimal time and lead to growing profits. employees
are also more likely to be creative and innovative and come up with
breakthroughs that allows a company to grow and change positively with time and changing market conditions. The study is in respect of job satisfaction of employees in Oil Palm India Limited, Kottayam. It is one of the profit making companies in Kerala . On the end of the study we can see the organizational effectiveness by the satisfied employees working over there and the overall job satisfaction of the employees.
1.1 Objective of the study The objectives of the study is as follows To assess the satisfaction level of employees Oil Palm India ltd. To identify the factors which influence the job satisfaction of employees. To identify the factor which improves the satisfaction level of employees To know the employee satisfaction towards the facilities. To offer valuable suggestions to improve the satisfaction level of employees.
1.2 Scope of the study This study emphasis in the following scope: To identify the employees level of satisfaction upon the job. This study is helpful to that organization for conducting further research. It is helpful to identify the employers level of satisfaction towards welfare measure. This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees. This study helps to make a managerial decision to the company. 1.3 Research Methodology Research methodology is the systematic way to solve the research problem. It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners. 1.3.1 Research Design A research design is considered as the framework or plan for a study that guides as well as helps the data collection and analysis of data. The research design may be
exploratory, descriptive and experimental for the present study. The descriptive research design is adopted for this project. 1.3.2 Research Approach The research worker contacted the respondents personally with well-prepared sequentially arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct contact is used for survey, i.e., contacting employees directly in order to collect data. 1.3.4 Sample size The study sample constitutes 100 respondents constituting in the research area. 1.3.5 Sampling Area The study is conducted in employees of Oil Palm India Ltd. 1.3.6 Sampling Design The researcher has used probability sampling in which stratified random sampling is used. 1.3.7 Collection of Data Most of the data collected by the researcher is primary data through personal interview, where the researcher and the respondent operate face to face. 1.3.8 Research Instrument The researcher has used a structured questionnaire as a research instrument tool which consists of open ended questions, multiple choice and dichotomous questions in order to get data. Thus, Questionnaire is the data collection instrument used in the study. All the questions in the questionnaire are organized in such a way that elicit all the relevant information that is needed for the study 1.3.9 Statistical Tools The statistical tools used for analyzing the data collected are percentage method and pie diagrams. 1.3.10 Analysis of Data The data are collected through survey and books, reports, newspapers and internet etc., the survey conducted among the employees of Oil Palm India Ltd. The data collected by the
researcher are tabulated and analyzed in such a way to make interpretations. Various steps, which are required to fulfill the purpose, i.e., editing, coding, and tabulating. Editing refers to separate, correct and modify the collected data. Coding refers to assigning number or other symbols to each answer for placing them in categories to prepare data for tabulation refers to bring together the similar data in rows and columns and totaling them in an accurate and meaningful manner. The collected data are analyzed and interrupted using statistical tools and techniques. 1.4 Research period The research period of the study was from 19 th july to 19 th september 2012 1.5 Limitations of the study The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy cant be assured. The researcher was carried out in a short span of time, where in the researcher could not widen the study. The study could not be generalized due to the fact that researcher adapted personal interview method.
1.6 Chapter scheme This project is summarized into five different chapters. Chapter-1 Consists of an Introduction, statement of the problem, objectives of the study, Rrsearch methodology and limitations of the study Chapter-2 Contains Industry Profile, which contains of world scenario, national scenario, and state scenario. Chapter -3 Consists of company profile, which states about the promoter of the company and a brief history about the company. Chapter-4 Consists of analysis and interpretation of the collected data. Chapter-5 Consists of findings of the study. Chapter-6 It includes suggestions and recommendations. A copy of questionnaire is included as appendix at the end of this report.
CHAPTER 2
REVIEW OF RELATED LITERATURE
INDUSTRY PROFILE
PALM OIL INDUSTRY
Palm oil is said to be natures gift to the world. Palm oil was long recognized in West African countries and among West African people it has long been in wide spread use it as cooking oil. Consumed for more than 5000 years, its nutritional value as a natural resource continues to be discovered ever today. First introduced to Malaysia in 1870 as an ornamental plant, the Elaeis Guinensis tree, also known as oil palm tree, is now a leading agricultural of a wide range of processed Palm oil product. Today Palm fruit oil and Palm oil products are used in many food and non-food applications. They can be used as frying media and making margarines, shortenings, soap, oleo chemicals and other products. Palm oil is obtained from Fresh Fruit Bunches (FFB) of Oil Palm Cultivations. There are several commercial variants of Palm Oil available viz: RBD (Refined Bleached Deodorized) Palm Oil. Crude Palm Oil (CPO) Palm Kernel Oil Crude Palmolein
Crude Palm Oil when subjected to refining results I the other fractions. Palm Oil is form of edible vegetable oil obtained from fruit of Oil Palm tree. It is the second most widely produced edible oil and now it sine passed Soybean oil and become widely produced vegetable oil in the world. Crude Palm Oil (CPO) is obtained from mesocarp of the fruits and depending on the variety and the age of the Palm oil, to bunch ratio is within the range of 25% to 28%. Interims of productivity per unit area, the Oil Palm yields of Palm oil per annum is more than 3700kg/hectare, compared to 875 kg/ hectare for peanut oil and 389 kg/hectare soybean oil. Crude palm oil is extracted from the fleshy portion of the fruit wall while the kernel (Endosperm) yields Palm kernel oil. The crude Palm oil is deep orange red in color and is semi solid at a temperature of 20degree centigrade.
DEVELOPMENTS Cultivation Private sector The oil palm was planned in Malaysia in 1870. The first commercial planting of oil palm in Malaysia started in 1917 at Tennamaran estate Selangor. Development was, however, slow and it took another 50 years before it began to pick up pace. The impetus came in the late 1950s when the Malaysian Government embarked on a massive agricultural diversification programme to case dependence on the traditional rubber for export earnings. Many estates replaced rubber with oil palm and also opened up new lands for the cultivations of oil palm. Within a relatively short time, the planned areas under oil palm increased tremendously. In 1960 the total planted area was 54700 hectares it had reached 300,800 hectares. In 1993 a total of 2.3 million hectares had been planted and by the year 2000 about 2.9 million hectares are expected to be planted with oil palm. Public sector and independent small holders Originally, the cultivation of palm oil was limited to the plantation sector because of high level of organization and capital investment required. The success of the Government land resettlement schemes, started in the 1960, marked a pioneering effort towards introducing the crop to smallholders. At the forefront is the Federal Land Development Authority (FELDA). Other agencies involved include the Federal Land Consolidation and Rehabilitation Authority (FELCRA), and the State Economic Development Corporations (SEDCs).
ADVANTAGES OF PALM OIL Reliability of supply Being a perennial tree, the palm oil is harvested throughout the year. Its productivity per hectare per year is very high. Palm oil has the advantage of reliable and regular supply compared to some oils from annual crops. Range of products Technological has provided the industry with processing and fractionation techniques capable of turning out wide range of products to suit consumers manufacturing requirements. Versatile and Superiority Its versatility makes palm oil a suitable raw material for many applications both in edible and non-edible products. It has the flexibility to be used as it or in fractionated forms. Its resistance to deterioration and rancidity makes it excellent oil for deep flying. Cost Benefit Being naturally hydrogenated, palm oil requires minimal hydrogenation or none, whereas other oils need to be hydrogenated. Furthermore, it is a natural product which contains no chemically produced leans acid isomers which are produced in the hardening of liquids oils. Nutritional value Palm oil is one of the worlds most widely consumed edible oils. Like other vegetable oils, palm oil is cholesterol free, easily digestible, absorbed and utilized by the human body. Since 1987 palm oil Research Institute of Malaysia has pursued a policy of supporting research on the nutritional and health aspects of palm oil throughout the world. The consensus from the findings of numerous human and animal feeding studies is that Palm Oil is indeed wholesome and safe and its consumption in the habitual diet not only poses no risk to the development of coronary heart disease but may even offer protection in view that the oil raises the levels of the good high density lipoproteins and lowers the levels of the bad low density lipoproteins. In addition there is now increasing evidence to show that the minor components of Palm oil such as the vitamin E, tocotrieols, and the carotenoids have several
beneficial physiological properties that are associated with a reduction of risk to coronary heart disease and some forms of cancer. Nature of the business Known to be the most productive oil crop, a hectare of oil palm can produce 5 tons of crude palm oil. This is 5 to 10 times more than yield of any commercially grown oil crop. With the potential , a palm oil industry in the Philippines at full- scale development could pay a significant role in improving one balance of payment through the production palm oil as import substitute and as a major export. It could also pay a leading role in the governments efforts of effecting the amelioration. Impoverished masses of nuclear farms and milling plants were set up in strategically in 304,350 lectures throughout the Mindanao areas identified by the southern Philippines.
Development authority as feasible for this crop and farmers, organized as cooperatives, participate as out growers for the nuclear farms, nearest to them. The nuclear farms provides technologies and planting materials , supervises their farming activities and buys their product for processing by the milling plant into the crude palm oil and kernel oil for the domestic and export market. Palm fruit oil is consumed worldwide in more than 100 countries. In some part of the world, palm fruit oil often still consumed in its undefined state , as an ingredient of traditional dishes where it contributes its characteristic golden red colour and unique flavor. However, to most users, palm oil is more familiar as a refined vegetable oil product purchased at their local store product, incorporated into their every day foods
CURRENT SCENARIO Palm oil unique composition makes it versatile in its application in food manufacturing and in the chemical, cosmetic and pharmaceutical industries. Its semi-solid physical properties are needed in much good preparation. Its non-cholesterol quality and digestibility make it poplular as base material in the manufacture of various non-edibles products. In the food industries, palm oil is the choice for manufacturing solid fat products. Palm oil olein and stearin and popularly used worldwide in making, margarine, shortenings and confectionary and in frying snack foods. Palm oil is also used in manufacturing of soaps, detergents and other surfactants. It is a good raw material producing oleo chemicals, fatty acids, fatty alcohols, glycerol and other derivatives for the manufacture of cosmetic, pharmaceuticals, households and industries products. LIST OF TOP MANUFACTURES IN THE WORLD a) Asian Plantations, Philippines b) Oil Palm India Ltd c) Ricol Mills Corporation d) Universal Robina Corporation e) RFM Corporation f) Mine Oil Mill Corporation g) Oleo Fats h) Royal oil Products i) Pacific Oil Products The above companies, except the Oil Palm India Ltd, which are engaged in down stream processing of crude palm oil, produce the following: RBD (Refined Bleached and Deodorized) palm oil RBD Palm Olein RBD Palm Sterain Hydrogenated Palm Oil
GLOBAL SCENARIO Palm oil with an annual production of 25-27 million tons is second most produced in the world. Malaysia (13 million tons) and Indonesia (10 million tons) are the major producers. They together account for 85% production. Around 80% (21-23 million tons of global production is exported. Malaysia and Indonesia 12-12.5 and 6 million tons respectively are major exports. India, China and EU are the major importers Price competitiveness has been reason for increased consumption of the oil.
Important world palm oil markets Bursa Malaysia Derivatives (BMD) is the largest futures market for crude palm oil. Malaysia & Indonesian FOB prices set the mood in the physical market.
The 1980s saw a big shift of markets where by a large portion of the processed product was exported to developing countries such as India, Africa, including Iraq and Iran, China and South Korea. INDIAN SCENARIO India imports roughly 2.5-3.5 million tons of Palm Oil and its variants a year. India imposes 65%duties on crude oil and 75%(imposed in 2003-2004 Union Budget) on Refined Bleached Palm Oil. The import ratio is highly dependent on the duty imposed. In addition to the customs duty, Government of India also imposes tariff value, on which the customs duty is calculated irrespective of the actual price at which the oil is imported. In 2002-2003 India imported 21.5 Lakh tons of crude palm oil and 3.15 Lakh tons of Refined Blenched Palm Oil. However in 2003-2004 till July from November 03 India has imported 13.5 lakh tons of crude palm oil and 4.8 lakh tons Refined Blenched Palm Oil.
Kandla Mumbai, Kakindan are the major ports for palm oil entry to india and major trading points too.
Factors influencing palm oil price The supply- demand and price scenario of competitive oils, via Soybean oil. The supply- demand scenario of all oils seeds in consuming centers.This is from these countries. The palm oil production cycle: April-December is peak production period. Import regulation imposed in the importing countries.
Buyers of crude palm oil are as follows Paris on Hindustan lever Wipro Ltd Godrej SSD Oil Palm
The main buyers of Kernel Oil are as follows: Triveni Oil Industries Godrej Agrovet Ltd Palm Kernel India Ltd
COMPANY PROFILE
OIL PALM INDIA LTD

Oil Palm India Ltd was established as a subsidiary of plantation corporation of India Ltd in 1977. Subsequently in 1983 this became independent unit as a joint venture of the Kerala with a share participation of Rs. 499.29 Lakhs and Rs. 679 respectively. The company was established with the objective of developing oil palm cultivation in the state and to find a solution for the shortage of oil. Company has got atotal area of 36 acre hectares of plantations spread over three estates Yeroor (2029.87hc), Chithara (1225.65hc)and Kulathupuzha (390.12hc) all in Kollam district a part from this one for the poduction of hybrid variety of palm trees, aseed garden is also set up at Thodupuzha. Initially it was intended to cultivate oil palm in 6000 hectares of land. However due to the constraints in getting land allotted by government. The plantation has limited to 3640 only and could not develop further cultivation since 1984. For the processing of fresh fruits bunch (FFB) a mill was established with the state of the art technology at an outline of Rs. 180.92 crores in the year 1 999. The factory has processing capacity of 20 ton FFB/hr. As part of the expansion activity, company has set up Oil Palm Seed Garden at Thodupuzha with the financial assistance of Central Govt. and State Govt. under the Oil Pal Development Program. Modern Processing Mill The company had established a modern processing mill to process 20MT FFB/hr during the year 1998 with a total investment cost of Rs.19 crores. This is the largest oil palm mill in the country. The company is now able to produce high crude palm oil from the FFB produced in its estate and also procured from oil palm development programmeframers. A captive a power station is also set up for the generation of electricity. The fiber of palm fruits is used as fuel, for generation of steam to run turbine generator. Palm oil form an essential part of oil palm industry. They are located in the close proximity to plantations because FFB will process soon after harvesting its quality old is to be obtained.
Oil Palm Seed Garden Considering the fact that there is a bright future for the development of oil palm in the country and consequent demand for hybrid seeds, the company has established almost modern oil palm seed generation centre at the seed garden in Thodupuzha. The production and sales of hybrid seeds have already been started. This is the premier institution in India which is capable of producing high quality Tenera seeds. Major chunk of the demand for the seeds in the country has either been net by import and in view of the commission of the project, the import of the seeds can be substantially bring down. Hence the project has a pivotal role to play for the supply for seeds for the development of oil palm cultivation in the country. About 5.50 lakhs are produced in the garden at present. The production of seeds can be increased to 15 lakhs within a span of 5 years. Share Capital The company has an authorized share capital of Rs. 120,000,000 and the paid up capital of Rs. 117,876,000. The share holding patterns are as under:Government of India: 49,929 shares of Rs. 1000/- each. Government of Kerala: 67,947 shares of Rs. 1000/- each. Mission The main mission of the Oil Palm India Ltd is to develop Oil Palm cultivation in the state to find solution for the shortage of oil. And to develop the company as a farmer friendly organization and for giving employment to people who are lower grade in the society. Vision Promote oil palm cultivation in small farmers holdings and introduced a new crop among the farmers. To produce edible quality palm oil and production of various by products using the waste material, after the extraction of the crude palm oil.
Objectives of the Company To take over and run the oil palm plantation corporation of India Limited and that established or cultivated by the government of Kerala or by any other person for the purpose of carrying on the objects. To engage in and carry on the business of planter, grower and cultivator of oil palm , areca nut , coconut and other palms, groundnut , cocoa, rubber, tea , cardamom, tobacco, cashew, pepper, ginger, tapioca, eucalyptus, sugarcane, cotton and or any other agricultural/ industrial crop or produce. To process and render all marketable produce grown by the company and to carry on the business of processing, manufacturing and dealing in palm oil and other oils and any other products in which oil or any other produce of the company is used. To sell, purchase, export, import deal and trade in all produce grown or processed by the company and all products manufactured by the company and other products used for the purpose of growing, processing or manufacturing such products.
ESTATES The company has got a total number of 3646 hectares of plantation spread over in 3 estates viz: Yeroor , Kulathupuzha and Chithera all Kollam District. Apart from this , for production of hybrid variety of palm oil seeds , company has set up an oil palm garden at Thodupuzha with the financial assistance of state government and central government under oil palm development programme. The area in each estate is as follows: Table No 2.1 Estates SL NO 1 2 3 Name of Estates Yeroor Chithara Kulathupuzha District Kollam Kollam Kollam Area in Hectares 2029.87 1225.65 390.12
Table No 2.2 Board of Directors ADV. V .B. Binu K.N. Ravindran Rachel Philip (Agriculture) S.L. Bhat Dr . M. Kouchubabu Mammen Iype K.T. Kunhahammed Sasidharan Pilla government S. Jayamohan M. Salim V. M. Joseph Chairman Managing Director Additional Secretary
Joint Secretary Director Ex- MLA Ex MLA Additional secretary to
Director Director Secretary
Government Officials Upma Chowdhary IAS C. S. Yalakki IFS
OIL PALM DEVELOPMENT PROGRAMME (OPDP) Oil palm is capable of yielding 3.5tons of oil/Ha with good management all most 5-8 times higher than other oil seeds crops give only an average yield of 600kg to 100 kg of oil/Ha. Hence the potential of development of oil palm is unquestionable. In order to bridge the gap between demand and supply of edible oils cultivation of oil palm was taken up seriously by Technology Mission and Oil seeds and pulses (TMOP) to attain self reliance in edible oils Govt. of India under TMOP introduced oil palm cultivation through Oil Palm Development Programme (OPDP) in the identified potential areas of 11 states under integrated scheme of Oil seeds, pulses, Oil palm and Maize(ISOPOM). Oil Palm India Ltd is the nodal agency for the cultivation of oil palm in small and marginal farmers and under OPDP scheme the centrally sponsored integrated scheme of oil seeds, pulses, oil palm and maize. The cultivation of oil palm in the state under the OPDP scheme connected during 1999-2000 and covered 1300 Ha in 3070 farmers field. Besides this Govt. of Kerala accorded sanction for cultivating an area of 576 Ha from the year 2008-2009. In addition to this Govt. of Kerala accorded sanction to cultivate oil palm in1000 Ha of Northern Malabar Districts (Malappuram, Kozhikode& Wayand) under this scheme PERFORMANCE OF OIL PALM INDIA LTD Oil Palm India Ltd is a profit making company for the last 15 years and paying dividend to the Central & State Govt for the last 12 years. Production and sale of crude palm oil over last 6 years are given below:
Table No 2.3 PERFORMANCE OF OIL PALM INDIA LTD
Period
Qty of Oil production Qty of oil sold(MT) (MT)
Revenue(Rs.in Lakhs)
2003-2004 2004-2005 2005-2006 2006-2007 2007-2008 2008-2009
6733.00 5792.74 6516.00 6773.00 5792.216 7370.500
6545.00 5368.00 6747.20 6833.46 5445.21 7950.650
2051.46 1787.70 2067.59 2353.58 2101.95 3436.25
COMPETITORS At present Oil Palm India Ltd has the advantage of No Competitors in Kerala. AWARDS RECEIVED BY THE COMPANY The Kerala State Productivity Council has awarded the second Best Productivity Award among medium industries in the state during the year 2002-2003 and Best Productivity Award during the 2004-2005 among medium industries in the state recognizing the achievements and efforts made by the employees. FUTURE PLAN At present Oil Palm India Ltd producing only Crude Palm oil. The company is planning to establish a refinery. So that refining can be done and edible quality palm oil can be produced.
CHAPTER 3 DESIGN OF STUDY
REVIEW OF RESEARCH METHODOLOGY Research design Research Methodology
is a scientific and systematic search for pertinent information on

making
a specific topic. Research as an academic activity comprises defining and redefining problems, formulating hypothesis; collecting organizing and evaluating data;
deductions and reaching conclusions. The research design is simply a specific presentation of the various steps in the process of research. Design means adopting that type of technique of research which is most suited for the research and study of the problem. It contains the blue print for the collection, measurement and analysis of data. After selecting the topic and problems, defining concepts, and frame hypothesis, a researcher has to think about the research design.
3.1 Types of Research

Research may be classified crudely according to its major intent or the methods, according to the intent, research may be classified as: 1. Pure Research 2. Applied Research 3. Exploratory Research 4. Descriptive Research 5. Diagnostic Study 6. Evaluation Studies According to the methods of study, research may be classified as: 1. Historical Research 2. Descriptive Research 3. Exploratory Research
1. Pure Research Pure research advances fundamental knowledge about the human world. It focuses on refuting or supporting theories that explain how this world operates, what makes things happen, why social relations are a certain way, and why society changes. Pure research is the source of most new scientific ideas and ways of thinking about the worldPure research is undertaken for the knowledge without any intention to apply in practice, e.g., Einsteins theory of relativity, Newtons contribution. Galileos contributions etc. Pure research is also known as basic or fundamental research. It is undertaken out of intellectual curiosity or inquisitiveness. It is not necessarily problem-oriented. It aims at extension of knowledge. It may lead to either discovery of a new theory or refinement of an existing theory. 2 Applied Researches Applied research is a form of systematic inquiry involving the practical application of science. It accesses and uses some part of the research communities' (the academy's) accumulated theories, knowledge, methods, and techniques, for a specific, often state, business, or client driven purpose. Applied research is compared to pure research (basic research) in discussion about research ideals, methodologies, programs, and projects 3. Exploratory or Formulative Research Exploratory research is preliminary study of an unfamiliar problem about which the researcher has little or no knowledge. It is ill-structured and much less focused on predetermined objectives. 4. Descriptive Research Descriptive study is a fact-finding investigation with adequate interpretation. It is the simplest type of research. It is more specific than an exploratory study, as it has focus on particular aspects or dimensions of the problem studied. 5. Diagnostic Study
This is similar to descriptive study but with different focus. It is directed towards discovering what is happening, why it is happening and what can be done about. It aims at identifying the causes of a problem and the possible solutions for it. 6. Evaluation Studies Evaluation study is the one type of applied research. It is made for assessing the effectiveness of social or economic programmes implicated or for assessing the impact of developmental projects on the development of the project area. According to the methods of study, research may be classified as: 1. Historical Research A study of past record and other information sources with a view to reconstructing the origin and development of an institution.In the organizational study, this type of research was applied in collecting the details regarding history of petroleum industry and organizational profile.
2. Descriptive Research A study, which wants to portray the characteristics of a group or individual or situation, is known as descriptive study. In descriptive research type of research, the researcher may try to describe a single event or characteristics through distributions or may try to relate a few events or variables through statistical analysis Exploratory Research In this type of research design, a specific problem is formulated from an operational
observation. Hypothesis and theories mark in this kind of research. Statistical or operation research modeling may be used in analysis. This type of studies, this type of design is commonly used.This type of research was quite unfamiliar in organizational study and was not used in the study.
3.2 RESEARCH APPROACH

There are two approaches to research namely quantitative approach and qualitative approach. In the quantitative approach, the research is based on measurable quantities. Therefore, the data, in this approach can further be classified in to inferential, experimental and simulation approaches. In this approach a sample is selected from the population and it is studied to determine the characteristics. In the qualitative approach, subjective assessment of attitudes, opinions, behaviours. Research in such situation is a function of researchers insight and impressions. Such an approach to researches generates results either in non qualitative form.
3.3 RESEARCH DESIGN

Descriptive research design The study is descriptive in nature. Descriptive studies are more than just a collection of data. They include measurements, classifications, analysis, comparisons and interpretations. It tells about what exists at present by determining the nature and agrees of existing conditions.
Sampling designs
Sampling is a subset of the total population. It is the act, process or techniques of selecting a suitable sample, or a representative part of population for the purpose of determining parameters or characteristics of whole population.
Sample Unit
In this study the sample unit is taken from the employees of Oil palm India Limited, Kottayam.
Sample size
80 employees were taken as the sample size for the study. Questionnaires were prepared and the data collected from the employees through direct interview.
3.4 SAMPLING TECHNIQUES

A sample Random sample is a subset of individual (a sample) chosen from a larger set of population. Each individual is chosen randomly and rarely by chance, such that each individual has the same probability of being chosen at any stage during the sampling process.
3.5 SOURCE OF DATA COLLECTION Primary data

The source of primary data is the employee with the help of the questionnaire distributed among the employees; the researcher collects the needful information from the respondent which is the primary data for the researcher. The sources of primary data are:
Observation method Interview method Questionnaires Secondary data

The secondary data has been allocated from the publications, office records, profile of the company, company websites, which are been needed for the study. The secondary datas are: Internal secondary data External secondary data
3.6 STASTITICAL TECHNIQUES FOR DATA ANALYSIS

Statistical techniques are to obtain findings and analyzing information in logical sequence from the questionnaire data collected. After tabulation of data research have used the following quantitative technique: Percentage analysis Factor analysis Questionnaire design A questionnaire is a research instrument consisting of a series of questions and other prompts for the purpose of gathering information from respondents. Although they are often designed for statistical analysis of the responses.A standardized questionnaire to collect data on beliefs, feelings and attitudes from the respondents is being used and also the researchers have contributed this effort in framing the questionnaire. The purpose of the study is explained clearly to the respondents. So, nothing about the purpose of study is concealed from the respondents. Analysis of the data The data collected through questionnaires have been tabulated. By using the above mentioned statistical tools, the data have been analyzed. Interpretations have been shown below;
CHAPTER 4
ANALYSIS AND INTERPRETATION The data after collection is to be processed and analyzed in accordance with the outline and down for the purpose at the time of developing research plan.Technically speaking, processing implies editing, coding, classification and tabulation of collected data so that they are amenable to analysis. The term analysis refers to the computation of certain measures along with searching for pattern groups. Thus in the process of analysis, relationship or difference should be subjected to statistical tests of significance to determine with what validity data can be said to indicate any conclusions. The analysis of data in a general way involves a number of closely related operations, which are performed with the purpose of summarizing the collected data and organizing them in such a manner that they answer the research questions.
Table 4.2 To know working experience of the employees
SI. No. 1. 2. 3. 4.
Work Experience Below 5 years 6 10 years 11 25 years Above 25 years Total
No. of Respondents 10 25 45 20 100
Percentage 10 25 45 20 100
Source: survey data Inference: From the above table it shows that 45% of the employees have 11-25 years experience.
Table 4.3 To know the physical working environment
SI. No. 1. 2. 3. 4. 5.
Working Environment
No. of Respondents
Percentage
Excellent Good Fair Poor Very Poor Total Source: survey data
12 57 28 3 0 100
12 57 28 3 0 100
Inference: From the above table it shows that 57% of the employees were feeling good about the working environment.
3%
0% 12%
28% Excellent Good Fair 57% Poor Very Poor
REPRESENTS THE PHYSICAL WOKING ENVIRONMENT
Table 4.4 To know the satisfaction level of employees towards the non-monitory benefits
SI. No.
Non-Monitory Benefits offered to Employees Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
No. of Respondents
Percentage
1. 2. 3. 4. 5.
14 54 25 5 2 100
14 54 25 5 2 100
Source: survey data
Inference: From the above table it shows that 54% of the employees were satisfied towards the non-monitory benefits.
2% 5% 25% 14% Highly satisfied Satisfied Neither Satisfied nor Dissatisatisfied 54% Dissatisfied Highly Dissatisfied
REPRESENTS THE SATISFACTION LEVEL OF EMPLOYEES TOWARDS THE NON-MONITORY BENEFITS
Table 4.5 To know the satisfaction level of respondents towards the work assigned
SI. No. 1. 2. 3. 4. 5.
Amount of Work Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
No. of Respondents 20 45 12 18 6 100
Percentage 20 45 12 18 6 100
Source: survey data Inference: From the above table it shows that 45% of the respondents were satisfied towards the work assigned.
6% 20% 18% Highly satisfied Satisfied Neither Satisfied nor Dissatisfied 12% Dissatisfied Highly Dissatisfied 44%
REPRESENTS THE SATISFACTION LEVEL OF RESPONDENTS TOWARDS THE WORK ASSIGNED
Table 4.6 Opinion about the career development programme in their organisation
SI. No. 1. 2. 3. 4. 5.
Career Development Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
No. of Respondents 12 56 22 10 0 100
Percentage 12 56 22 10 0 100
Source : survey data Inference: From the above table it shows that 56% of the employees were satisfied with the opinion about the carrier development programme in their organisation.
0% 10% 22% 12% Highly satisfied Satisfied Neither Satisfied nor Dissatisfied 56% Dissatisfied Highly Dissatisfied
REPRESENTS OPINION ABOUT THE CAREER DEVELOPMENT PROGRAMME IN THEIR ORGANISATION
Table 4.7 To know the cooperation of co-workers
SI. No. 1. 2. 3. 4. 5.
Co-operation of Workers
No. of Respondents
Percentage
Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total Source: survey data
20 66 11 3 0 100
20 66 11 3 0 100
Inference: From the above table it shows that 66% of the employees were satisfied with the cooperation of co-workers
0% 3% 11% 20%
Highly satisfied Satisfied Neither Satisfied nor Dissatisfeid Dissatisfied Highly Dissatisfied
66%
REPRESENTS THE COOPERATION OF CO-WORKERS
Table 4.8 To know the satisfaction of Respondents with top management
SI. No. 1. 2. 3. 3. 4.
Satisfaction with Top Management
No. of Respondents Percentage
Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
26 51 17 6 0 100
26 51 17 6 0 100
Source: survey data
Inference: From the above table it shows that 51% of the employees were satisfied with the top management
0% 6% 26% Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied
17%
51%
REPRESENTS THE SATISFACTION OF RESPONDENTS WITH TOP MANAGEMENT
Table 4.10 To know the level of satisfaction regarding nature of job
SI. No. 1. 2. 3. 4. 5.
Job Satisfaction
No. of Respondents Percentage
Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
22 56 16 7 0 100
22 56 16 7 0 100
Source: survey data
Inference: From the above table it shows that 56% of the employees were satisfied with their job
0% 7% 22% 16% Satisfied Highly satisfied
Neither Satisfied nor Dissatisfied
Dissatisfied
55%
Highly Dissatisfied
REPRESENTS THE LEVEL OF SATISFACTION REGARDING THE NATURE OF JOB
Table 4.11 To know whether there is any job pressure in their work
SI. No. 1. 2. Yes No
Job Pressure
No. of Respondents 72 28
Percentage 72 28 100
Total Source: survey data
100
Inference: From the above table it shows that 72% of employees said there is job pressure in their work.
28%
Yes No
72%
REPRESENTS WHETHER THERE IS ANY JOB PRESSURE IN THEIR WORK
Table 4.12 To know the opinion regarding opportunity provided by the organisation in developing skills & talents
SI. No. 1. 2. 3. 4. 5.
Development of Skills and Talents
No. of Respondents
Percentage
Highly Agree Agree Neither Agree nor Disagree Disagree Highly Disagree Total Source: survey data
12 52 28 6 2 100
12 52 28 6 2 100
Inference: From the above table it shows that 52% of employees agreed regarding opportunity provided by the organisation in developing skills & talents
2% 6% 12%
Highly Agree 28% Agree Neither Agree nor Disagree Disagree Highly Disagree
52%
REPRESENTS THE OPPORTUNITY PROVIDED BY THE ORGANISATION IN DEVELOPING SKILLS & TALENTS
Table 4.13 To know the satisfaction level of welfare facilities provided by the management
SI. No. 1. 2. 3. 4. 5
Welfare Facilities Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
No. of Respondents Percentage 9 57 29 5 0 100 9 57 29 5 0 100
Source: survey data
Inference: From the above table it shows that 57% of the employees were satisfied with the welfare facilities provided by the management.
0% 5% 29% 9% Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied
57%
FIGURE 4.13 REPRESENTS THE SATISFACTION LEVEL OF WELFARE FACILITIES PROVIDED BY THE MANGEMENT
Table 4.14 To know the employee satisfaction towards the salary
SI. No. 1. 2.
Payment Satisfaction Yes No Total
No. of Respondents 67 33 100
Percentage 67 33 100
Source: survey data
Inference: From the above table it shows that 67% of the employees were satisfied with their salary.
33% Yes No 67%
REPRESENTS THE SATISFACTION TOWARDS THE SALARY
Table 4.15 opinion about training among the employees
SI. No.
Opininon about training programme
No. of Respondents
Percentage
1. 2.
Yes No Total
59 41 100
59 41 100
Source: survey data
Inference: From the above table it shows that 59% of the employees were satisfied in the training provided by the company
41% Yes No
59%
REPRESENTS THE SATISFACTION TOWARDS THE TRAINING PROVIDED BY THE COMPANY
Table 4.16 To know the opinion about companys policy and practices Companys Policy and Practices 1. 2. 3. 4. 5. Excellent Very Good Good Bad Very Bad Total Source: survey data 13 23 47 12 5 100 13 23 47 12 5 100
SI. No.
No. of Respondents
Percentage
Inference: From the above table it shows that 47% of the employees were feels good about the company policy and practices.
5% 12%
13%
Excellent Very Good 23% Good Bad Very Bad 47%
REPRESENTS THE OPINION ABOUT COMPANY POLICY AND PRACTICES
Table 4.17 To know the companys promotion policy
SI. No. 1. 2. 3. 3. 4.
Companys Promotion Policy Highly Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
Source: survey data
Inference: From the above table it shows that 57% of the employees were satisfied about the companys promotion policy.
2% 7% 20% 14%
Highly Satisfied Satisfied Neither Satisfied nor Dissatisfied 57% Dissatisfied Highly Dissatisfied
REPRESENTS THE COMPANYS PROMOTION POLICY
Table 4.18 To know the overall job satisfaction
SI. No. 1. 2. 3. 4. 5.
Overall Job Satisfaction Highly Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied Total
Source: survey data
Inference: From the above table it shows that 30% of the employees were satisfied in their over all job satisfaction.
Highly Satisfied 12% 7% 22% Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly Dissatisfied
29%
30%
REPRESENTS THE OVERALL JOB SATISFACTION
33%
Yes 67% No
FIGURE 4.14 REPRESENTS THE SATISFACTION TOWARDS THE SALARY

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Oil Palm India Limited

1 Musaliar Institute of Management

Oil Palm India Limited

2 Musaliar Institute of Management

Oil Palm India Limited

Oil Palm India Limited

Oil Palm India Limited

Oil Palm India Limited

6 Musaliar Institute of Management

Oil Palm India Limited

7 Musaliar Institute of Management

Oil Palm India Limited

8 Musaliar Institute of Management

Oil Palm India Limited

Oil Palm India Limited

Oil Palm India Limited

11 Musaliar Institute of Management

Oil Palm India Limited

12 Musaliar Institute of Management

Oil Palm India Limited

REVIEW OF RELATED LITERATURE

13 Musaliar Institute of Management

Oil Palm India Limited

Oil Palm India Limited

15 Musaliar Institute of Management

Oil Palm India Limited

Oil Palm India Limited

17 Musaliar Institute of Management

Oil Palm India Limited

Oil Palm India Limited

19 Musaliar Institute of Management

Oil Palm India Limited

20 Musaliar Institute of Management

Oil Palm India Limited

21 Musaliar Institute of Management

Oil Palm India Limited

OIL PALM INDIA LTD

22 Musaliar Institute of Management

Oil Palm India Limited

23 Musaliar Institute of Management

Oil Palm India Limited

24 Musaliar Institute of Management

Oil Palm India Limited

Joint Secretary Director Ex- MLA Ex MLA Additional secretary to

Director Director Secretary

Government Officials Upma Chowdhary IAS C. S. Yalakki IFS

25 Musaliar Institute of Management

Oil Palm India Limited

26 Musaliar Institute of Management

Oil Palm India Limited

Table No 2.3 PERFORMANCE OF OIL PALM INDIA LTD

Qty of Oil production Qty of oil sold(MT) (MT)

2003-2004 2004-2005 2005-2006 2006-2007 2007-2008 2008-2009

6733.00 5792.74 6516.00 6773.00 5792.216 7370.500

6545.00 5368.00 6747.20 6833.46 5445.21 7950.650

2051.46 1787.70 2067.59 2353.58 2101.95 3436.25

27 Musaliar Institute of Management

Oil Palm India Limited

CHAPTER 3 DESIGN OF STUDY

28 Musaliar Institute of Management

Oil Palm India Limited

REVIEW OF RESEARCH METHODOLOGY Research design Research Methodology

is a scientific and systematic search for pertinent information on