Chapter-1

Introduction

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1.1 EXECUTIVE SUMMARY

The conditions in which an individual or staff works, including but not limited to such things as amenities,
physical environment, stress and noise levels, degree of safety or danger, and the like.
Employees Top Ten Motivating Factors Related To Working Conditions.
1. Appreciation/recognition for a job well done
2. Feeling "in" on issues .
3. An understanding attitude from their manager/supervisor
4. Job security
5. Good wages
6. . Interesting work
7. Promotional opportunities
8. Loyalty from management
9. Good working conditions
10. Tactful discipline
The project is undertaken to analyze the working conditions of Indian Oil Corporation Ltd. The information
& data required in the project is collected from website and brochures of Indian Oil Corporation Ltd. only.
As far as the survey was concerned it was that the maximum numbers of people are aware of Indian Oil
Corporation Ltd. Working conditions. The competitors of have been in the market for a very long time so it
is facing a strong competition from those existing companies such as, Bharat Petroleum Corporation
Limited, Hindustan Petroleum Corporation Limited etc.
This project consists of five sections. First section of Introduction, and Company Profile, Swot Analysis,
Competitors Analysis. Second section consists of conceptual discussion. In this Working Condition, Working
Condition of India and Working Conditions of Indian Oil Corporation Ltd. have been explained. Third
section consists of objective of the study, research methodology which includes primary and secondary
sources. Forth section consists of finding data, analysis and interpretation. Last section consists of
conclusion and suggestion.

1.2 OBJECTIVES

To study the concept of working condition in general.

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To study the working condition of Indian Oil Corporation Ltd.

To study the effect of working condition on the performance of employees.

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Chapter-2
COMPANY PROFILE

COMPANY PROFILE

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2.1 INTRODUCTION
Indian Oil Corporation Ltd is an Indian state-owned oil and gas corporation with its headquarters in
New Delhi, India. The company is the world's 83rd largest public corporation, according to the Fortune
Global 500 list, and the largest public corporation in India when ranked by revenue. Indian Oil and its
subsidiaries account for a 49% share in the petroleum products market, 31% share in refining capacity and
67% downstream sector pipelines capacity in India. The Indian Oil Group of Companies owns and operates
10 of India's 22 refineries with a combined refining capacity of 65.7 million metric tonnes per year. The
President of India owns 78.92% in the company. In FY 2012 IOCL sold 75.66 million tonnes of petroleum
products and reported a PBT of 37.54 billion, and the Government of India earned an excise duty of

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232.53 billion and tax of 10.68 billion. It is one of the five Maharatna status companies of India, apart from
Coal India Limited, NTPC Limited, Oil and Natural Gas Corporation and Steel Authority of India Limited.
Indian Oil operates the largest and the widest network of fuel stations in the country, numbering about
20,575. It has also started Auto LPG Dispensing Stations (ALDS). It supplies Indane cooking gas to over
66.8 million households through a network of 5,934 Indane distributors. In addition, Indian Oil's Research
and Development Centre (R&D) at Faridabad supports, develops and provides the necessary technology
solutions to the operating divisions of the corporation and its customers within the country and abroad. On
28 May 2012, Indian Oil hinted at reduction in prices of petrol.

2.2 Indian Oil Corporation History:

Indian Oil Corporation Ltd. is the flagship national Oil Company in the downstream sector. The Indian Oil
Group of companies owns and operates 10 of India's 19 refineries with a combined refining capacity of 1.2
million barrels per day. These include two refineries of subsidiary Chennai Petroleum Corporation Ltd.
(CPCL) and one of Bongaigaon Refinery and Petrochemicals Limited (BRPL). The 10 refineries are located
at Guwahati, Barauni, Mathura, Panipat, Chennai,
and Bongaigaon. Indian Oil's cross-country crude oil and product pipelines network span over 9,300 km. It
operates the largest and the widest network of petrol & diesel stations in the country, numbering around.
16,455.

Major Achievements of Indian Oil Corporation

Currently India's largest company by sales.

Highest ranked Indian company in the prestigious Fortune 'Global 500' listing, at 135th position.

20th largest petroleum company in the world.

It is India's largest company by sales with a turnover of Rs. 4, 09, 957 crores and profit of Rs. 3,955 crores
for the year 2011-12.

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2.3 Vision

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Mission
To achieve international standards of excellence in all aspects of energy and diversified business with focus
on customer delight through value of products and services, and cost reduction To maximize creation of
wealth, value and satisfaction for the stake holders. To attain leadership in developing, adopting and
assimilating state-of-the-art technology for competitive advantage. To provide technology and services
through sustained Research and Development .To cultivate high standards of business ethics and Total
Quality Management for a strong corporate identity and brand equity. To help enrich the quality of life of the
community and preserve ecological balance and heritage through a strong environment conscience

2.4 Goals
In todays information-driven world, collecting data is no longer enough. Companies need to be able to
glean pertinent facts from that data in order to make solid business decisions, plan for the future and
take care of its customers. With Sybase technology Indian Oil has achieved and exceeded these goals.

Goals of IOCL
1) To achieve the important end point of having a central repository for data coming in from a variety of
sources and in many different formats, Indian Oil needed to implement a system that would allow its
5,000 distributors, its 2,000 gas stations and other outlets to easily and automatically enter transaction
information.
2) Beyond just collecting the data, the company also needed a way to essentially crunch the data and
bring meaning to the raw numbers and information.
3) Because of Indian Oils history with Sybase going back more than a decade through its use of the
PowerBuilder client-server application development tool and Adaptive Server Enterprise back-end
database for transactional, it was natural for the company to look closely at Sybase IQ for its data
warehousing needs.
4) Based on that past experience, Indian Oil was confident that the new implementation would include a
number of features, including a simple installation process, minimal maintenance and performance
turning requirements and scalability.
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5) The technology has made it possible for Indian Oil to replace existing solutions with one that would
help the company reach its goals.
6) A unique aspect to the project is that Indian Oil developed the application that collects information
from various sources completely in-house. With this internally-built software, Indian Oil has moved
from relying on several different software solutions to standardizing on just one.
Indian Oil controls about 70 percent of the Indian market, yet it is always looking for ways to improve its
internal processes such as having a clear picture of gas supplies at its stations or cooking gas inventory at
its distributors offices as well as the customer experience.

2.5 Products & Service

Indane Gas - Indane is today one of the largest packed-LPG brands in the world and has been conferred
the

coveted

Consumer

Superbrand

status

by

the

Superbrands

Council

of

India.

Having launched LPG marketing in the mid-60s, IndianOil has been credited with bringing about a kitchen
revolution, spreading warmth and cheer in millions of households with the introduction of the clean and
efficient cooking fuel. It has led to a substantial improvement in the health of women, especially in rural
areas by replacing smoky and unhealthy chulha. Indane is today an ideal fuel for modern kitchens,
synonymous with safety, reliability and convenience.
Auto Gas AutoGas is a gas at atmospheric pressure and normal temperatures, but it can be liquefied when
moderate pressure is applied or when the temperature is sufficiently reduced. This property makes the fuel an
ideal energy source for a wide range of applications, as it can be easily condensed, packaged, stored and
utilised. When the pressure is released, the liquid makes up about 250 times its volume as gas, so large
amounts of energy can be stored and transported compactly.
Natural Gas - Natural Gas has emerged as the 'fuel of choice' across the world. It is steadily replacing
traditional fossil fuels due to its environment friendly characteristics which help in meeting the stipulated
automobile emission norms. Natural Gas has significant cost advantages over fuels such as Naphtha and
commercial LPG. Demand for Natural Gas in India is primarily driven by the fertiliser and power sectors,
which account for almost two-third of the countrys gas consumption.
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Petroleum/Gasoline - is a complex mixture of relatively volatile hydrocarbons that vary widely in

chemical & physical properties and are derived from fractional distillation of crude petroleum with a further
treatment mainly in terms of improvement of its octane rating. The hundreds of individual hydrocarbons in
gasoline range from c4 to c11.
Diesel/Gas oil - Petroleum derived diesel (called as petrodiesel) is a mixture of straight run product (150 C
and 350 C) with varying amount of selected cracked distillates and is composed of saturated hydrocarbons
(primarily paraffins including n , iso , and cycloparaffins), and aromatic hydrocarbons (including
napthalenes and alkylbenzenes)
ATF/Jet Fuel - Jet fuel is a colorless, combustible, straight-run petroleum distillate liquid. Its principal uses
are as jet engine fuel. The most common jet fuel worldwide is a kerosene-based fuel classified as JET A1.The governing specifications in India are IS 1571: 2001 (7th Rev).
Kerosene - Kerosenes are distillate fractions of crude oil in the boiling range of 150-250C. They are treated
mainly for reducing aromatic content to increase their smoke point (height of a smokeless flame) and
hydrofining to reduce sulphur content and to improve odour, colour & burning qualities (char value).
Crude oil - Crude oil as petroleum directly out of the ground is called - is a remarkably varied substance,
both in its use and composition. Crude oil is formed from the preserved remains of prehistoric zooplankton
and algae, which have been settled to the sea (or lake) bottom in large quantities under anoxic conditions. It
was formed over millions of years from the remains of tiny aquatic plants and animals that lived in ancient
seas due to compression and heating of ancient organic materials over geological time. The oldest oilbearing rocks date back to more than 600 million years, the youngest being as old as about 1 million years.
SERVICES

Refining
Pipelines
Marketing
Training
Research & Development

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2.6 COMPETITORS
Indian Oil Corporation has two major domestic competitors, Bharat Petroleum and Hindustan Petroleum.
Both are state-controlled, like Indian Oil Corporation. There are two private competitors, Reliance Industries
and Essar Oil.

Bharat Petroleum Corporation Limited

Bharat Petroleum Corporation Limited (BPCL) (BSE: 500547, NSE: BPCL) is an Indian state-controlled oil
and gas company headquartered in Mumbai, Maharashtra. BPCL has been ranked 225th in the Fortune
Global 500 rankings of the world's biggest corporations for the year 2012. Bharat Petroleum owns refineries
at Mumbai, Maharashtra and Kochi, Kerala (Kochi Refineries) with a capacity of 12 and 9.5 million metric
tonnes per year.

Hindustan Petroleum Corporation Limited

HPCL is a Government of India Enterprise with a Navratna Status, and a Fortune 500 and Forbes
2000 company, with an annual turnover of Rs. 1,69,011 crores and sales/income from operations of Rs
1,88,130 Crores (US$ 36.975 Billions) during FY 2011-12, having about 20% Marketing share in India
among PSUs and a strong market infrastructure. HPCL's Crude Thru put and Market Sales are 16.19 Million
Metric

Tonnes

and

29.48

MMT

respectively

in

the

same

period.

HPCL operates 2 major refineries producing a wide variety of petroleum fuels & specialties, one in Mumbai
of 6.5 Million Metric Tonnes Per Annum capacity and the other in Visakhapatnam, with a capacity of 8.3
MMTPA. HPCL holds an equity stake of 16.95% in Mangalore Refinery & Petrochemicals Limited, a stateof-the-art refinery at Mangalore with a capacity of 9 MMTPA. In addition, HPCL has constructed a 9
MMTPA

refinery

at

Bathinda,

in

the

state

of

Punjab.

HPCL also owns and operates the largest Lube Refinery in the India producing Lube Base Oils of
international standards, with a capacity of 335 TMT. This Lube Refinery accounts for over 40% of the
India's total Lube Base Oil production.

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Products & Services: Refineries, Aviation, Bulk Fuels & Specialities, International trade, LPG - HP GAS,
Lubes - HP LUBES, Retail, Exploration & Production, Joint Ventures, Alternate Energy.

2.7 SWOT Analysis

Strengths:IOC controls 10 refineries, by virtue of which it has a total share of around 40% of Indias overall refining
capacity. IOC has also acquired equity stakes in CPCL and BRPL, and in 2001, these refineries became
subsidiaries of IOC.
58% of IOCs refining capacity is located in the Northern and Western regions, which are high demand and
high growth areas.
Although its refineries are located the interior of the country and not near the major ports IOC has a very
strong distribution network by virtue of having a share of 48% in the countrys product pipelines. The total
capacity of these product pipelines is 49.79MMT.
IOC also acquired management control of the marketing company IBP, there by strengthening its position in
these activities. It also has a dominant share in all segments in terms marketing infrastructure. Its network
includes 19830 retail outlets, 8000 LPG distributors, and 6492 kerosene/LDO dealers.
By virtue of entering into extensive joint venture agreements, and of its own initiatives well, the company
has a presence in various other related activities such as petroleum storage, pipelines, lube additives,
exploration, petrochemicals, gas, training and consultancy, etc.

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Weakness:The company is the market leader in the industry, but still it had many weaknesses.
The list is given below.
The major weakness for the company is the R&D. The company starts working on it.
The petrochemical product development technology is another weakness for the company.
The technological drawback, as compared to some major foreign player is another weakness for the
company

Opportunity: The IOCL has much opportunity in the present market conditions. This is because the petroleum products are
become a need for everyone and still contains a lot of scope for customization. The various opportunities are
listed below.

Since the company has the maximum no. of out lets and also the maximum no. Of refineries in India,
it can very easily go for extension at any point of time, and can introduce any new products, which
will get support from its huge market network.

The company can make the buying process more easy for the customers, by implying many more
schemes in the range of XTRAPOWER AND XTRAREWARD.

The company can think over the issue to build its own pipelines, so that it will be an independent
player and it will also support its aviation fuel supply.

Company have a great scope in E&P. It is already involves in E&P but only in a very limited scale.

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Threats: Since the company is the market leader in the field , so have maximum threats from the other players and
many other issues. The lists of threats are given below.
The foreign players with more advanced technology are the biggest treat for the company.
The crude oil supply is also a big issue in front of the company, because the company cannot fix its price
and so, some time had operates in loss also. It is the biggest problem because the maximum part of their
crude is been imported.
In future the market will welcome more private players, which will eat up its market share.
If the Govt. Policies allow the private players to set their own price, the the private player can seriously
harm the market share of IOCL.

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Chapter-3
LITERATURE
REVIEW

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LITERATURE REVIEW
Working conditions refers to the working environment and to the non-pay aspects of an employees terms and
conditions of employment. It covers such matters as the organization of work and work activities; training, skills and
employability; health, safety and well-being; and working time and work-life balance. The objectives of improved
living and working conditions were to be achieved primarily through the mechanisms of the common market.
Intervention was only to secure what was consistent with the common market: the free movement of labour.
General conditions of work define, in many ways, peoples' experience of work. Minimum standards for working
conditions are defined in each country but the large majority of workers, including many of those whose conditions are
most in need of improvement, are excluded from the scope of existing labour protection measures. In many countries,
workers in cottage industries, the urban informal economy, agricultural workers (except for plantations), small shops
and local vendors, domestic workers and home workers are outside the scope of protective legislation. Other workers
are deprived of effective protection because of weaknesses in labour law enforcement. This is particularly true for
workers in small enterprises, which account for over 90 per cent of enterprises in many countries, with a high
proportion of women workers.

3.1 Working Conditions Requirements

The main requirements which is important for employees in all type of organizations.
The conditions in which the employees work freely.

Freely chosen employment

All work is to be voluntary and workers are to be free to leave upon reasonable notice. Use of forced,
bonded, indentured, or involuntary prison labor is prohibited.
Child labour
Use of child labour is strictly prohibited. Child labor includes any person under the age of fifteen (15), or
under the age for completing compulsory, education or under the minimum age for employment in the
country, whichever is greatest.

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Harsh or inhumane treatment

Harsh and inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental
or physical coercion, or verbal abuse of workers, is strictly prohibited, as is any threat of such treatment.
Minimum wages
Compensation paid to workers must comply with all applicable wage laws, including those relating to
minimum wages, overtime hours, and legally mandated benefits.
Working hours
Worker strain is clearly linked to increased accidents, illness, lowered productivity, and increased turnover.
Workers must therefore not be required to work more than the maximum set by local law, including overtime
hours.
Freedom of association
Workers are to be allowed the right to freely in accordance with local laws. Workers are to be able to
communicate openly with their management regarding working conditions without fear of reprisal,
intimidation, or harassment

3.2 Occupational safety and health

Occupational health and safety is a cross-disciplinary area concerned with protecting the safety, health and welfare
of people engaged in work or employment. The goal of all occupational health and safety programs is to foster a safe
work environment.[1] As a secondary effect, it may also protect co-workers, family members, employers, customers,
suppliers, nearby communities, and other members of the public who are impacted by the workplace environment. It
may involve interactions among many subject areas, including occupational medicine, occupational (or industrial)
hygiene, public health, safety engineering, chemistry, health physics.

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Since 1950, the International Labour Organization (ILO) and the World Health Organization (WHO) have
shared a common definition of occupational health. It was adopted by the Joint ILO/WHO Committee on
Occupational Health at its first session in 1950 and revised at its twelfth session in 1995. The definition
reads: "Occupational health should aim at: the promotion and maintenance of the highest degree of physical,
mental and social well-being of workers in all occupations; the prevention amongst workers of departures
from health caused by their working conditions; the protection of workers in their employment from risks
resulting from factors adverse to health; the placing and maintenance of the worker in an occupational
environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation
of work to man and of each man to his job." Occupational health and safety has come a long way from its
beginnings in the heavy industry sector.

Fair Working Conditions (FWC)

Fair Working Conditions (FWC) is a quality auditing project which aims to measure and formally accredit best
employment practices worldwide with a particular emphasis on markets not yet thoroughly regulated.

Why is a good working good for business environment?

Accidents at work and occupational injuries represent a considerable economic burden for individuals,
employers and to society as a whole. For small companies in particular, accidents can have a major financial
impact. Some of these costs, such as lost workdays or lost income, are obvious and can be expressed readily
in monetary terms. However, many of the economic consequences of accidents are hidden to some extent, or
cannot be easily quantified.
It is not only this ranges of costs that enterprises must be aware of, but also the added benefits that proper
management of safety and health bring. Studies have clearly shown that an efficient and integrated
management of occupational safety and health is closely related to business excellence and profitability.

What benefits can good safety and health bring?

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Healthy workers are more productive and can produce at a higher quality;

Fewer work-related accidents and diseases lead to less absence. In turn, this results in lower costs and less
disruption of the production processes;

Equipment and a working environment that are optimized to the needs of the working process and that are
well-maintained lead to higher productivity, better quality and less health and safety risks;

Reduction of injuries and illnesses means less damages and lower risks for liabilities.

Changes in working conditions

Changes in working conditions and other aspects of the employment relationship can generate serious
industrial relations problems. One problem is that workers may not have precise information about their
working conditions in the first place. This was addressed by Council Directive 91/533/EEC of 14 October
1991 on an employers obligation to inform employees of the conditions applicable to the contract or
employment relationship. As the Explanatory Memorandum to the proposed directive put it, some workers
have neither a written contract of employment nor a letter of appointment explaining the elements of the
employment relationship or referring to a collective agreement or any other easily accessible written
document (COM (90) 563 final).
The employer is obliged to prepare a document with the requisite information, and give it to the employee
not later than two months after the commencement of employment. To maintain the directives objective of
keeping the employee informed, a new document that reflects any changes in core working conditions will
have to be issued.
The normal rule is that an employer cannot change the terms and conditions of employment without the
consent of the employee, when such modifications are outside the management prerogative. So merely
informing the employee by a written statement is not conclusive of the existence of an agreed change in the
terms. When the employer has not the right in the contract if he tries to alter rates of pay, hours of work, or
the status or grade of the employee he or she must obtain the employees consent before the change can
have any legal effect. The existence of a written statement does not mean that it has been agreed and is thus
binding .If the employer unilaterally drafts the written information, challenges concerning the accuracy, and
hence validity, of the document purporting to comply with the directives requirements may arise in the

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absence of any worker input to the document. This could be avoided if the document itself cites a collective
agreement as the source for changes in terms and conditions.

Significant of business environment

Accidents at work and occupational injuries represent a considerable economic burden for individuals,
employers and to society as a whole. For small companies in particular, accidents can have a major financial
impact. Some of these costs, such as lost workdays or lost income, are obvious and can be expressed readily
in monetary terms. However, many of the economic consequences of accidents are hidden to some extent, or
cannot be easily quantified.
It is not only this ranges of costs that enterprises must be aware of, but also the added benefits that proper
management of safety and health bring. Studies have clearly shown that an efficient and integrated
management of occupational safety and health is closely related to business excellence and profitability.

Changes in working conditions

Changes in working conditions and other aspects of the employment relationship can generate serious
industrial relations problems. One problem is that workers may not have precise information about their
working conditions in the first place. This was addressed by Council Directive 91/533/EEC of 14 October
1991 on an employers obligation to inform employees of the conditions applicable to the contract or
employment relationship.
SCOPE OF BUSINESS ENVIRONMENT
Working conditions and salaries in India are different from the ones in western countries. The official work
week in India runs from Monday to Saturday, from 10am to 6pm each day. In reality, overtime is the norm
and most local companies do not compensate their workers for it. The Indian work culture is immensely
diverse. There are major differences depending on whether you work for small, local companies, for big
Indian corporations or for international companies. Business practices also vary between regions.
Work practices in India
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The importance of hierarchies in Indian culture can also be witnessed in the daily work environment. People
of different management levels are treated differently. The behaviour of superiors towards other employees
seems very rude from a Western point of view. This is normal in India. . Even though that might make you
feel uncomfortable at first, you need to adapt to this as otherwise employees of lower hierarchy levels will
try to take advantage of your kindness. They might treat you extra nice but then expect favours in return,
such as help in getting a job in the West.

Women - Working Conditions in India

Working environment is important to ensure that the work fits the job to the individual rather than the
individual to the job. In a semi-industrialized country like India, the working class is one of the weakest
sections of society. With society being male-dominated, women workers receive poor recognition/value. It is
not that there are no statutory provisions to ensure fair working conditions for women in India. In fact, the
Constitution of India provides equal rights and opportunities to both the genders. In addition, there are
specific provisions for protection and welfare of working women in many of the labour laws. Unfortunately,
most of these legislations do not cover agriculture and units in small and informal sectors which are the
predominant workplaces of women.

India has the world largest number of professionally qualified women. But it is also very crucial to
understand how welcoming has the Corporate India been towards them. When talking about the corporate
world, though it has opened its doors for women, it has not been successful in placing them in the top level
management. Empowerment is an active multidimensional process belief and practice.

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Thus, in essence, it can be safely presumed that empowerment means the widest possible expansion of the
spectrum of choices for women. It does not only mean the improvement of working conditions or increase in
employment avenues for woman but it is the very concept of control over the factors that influence her
life, determines and defines her empowerment. Women, too, have taken employment in banks on a priority
basis since the time of their active joining of organized jobs. The possible reasons for this phenomenon can
be zeroed on factors like gender sensitive work culture, favourable conditions for personal development,
relatively egalitarian environment and flexibility in timings.

Working Conditions for labour in India

The Ministry of Labour has the responsibility to protect and safeguard the interests of workers in general and
those constituting the deprived and the marginal classes of society in particular with regard to the creation of
a healthy work environment for higher production and productivity. The Ministry seeks to achieve this
objective through enacting and implementing labour laws regulating the terms and conditions of service and
employment of workers. In 1966, the Ministry appointed the First National Labour Commission (NLC) to
review the changes in the conditions of labour since independence and also to review and assess the working
of the existing legal provisions. The NLC submitted its report in 1969. The important recommendations of
NLC have been implemented through amendments of various labour laws. In the areas of wage policy,
minimum wages, employment service, vocational training and workers education, the recommendations
made by the NLC have been largely taken into account in modifying polices, processes, and programmes of
the government. A recent trend has been to seek the creation of a welfare fund through the collection of levy
from which medical benefits or pension provisions are made. Workers and management may contribute and
attempt to set up tripartite boards for implementation of welfare benefits. In some states like Kerala a large
number of such boards have already been set up to take care of welfare in different sectors of employment.
An important distinction that is popularly made now days in all discussions relating to labour legislation is
between workers in the organized / formal sector and those in the unorganized / informal sector.

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3.3 PREVIOUS RESEARCHES

Working Conditions
Research chemists

work in laboratories and offices at research centres, universities and chemical-

manufacturing companies. They may come into contact with dangerous chemicals, so need to take safety
precautions.
They may also conduct research in the field, and travel nationally and internationally to carry out research or
attend conferences.
Grant Abernethy heating a chemical in a fume cupboard during a product development project
Equipment
Equipment research chemists may use includes:

laboratory equipment such as flasks, beakers and microscopes

measuring equipment such as spectrometers

computer-controlled scientific equipment

specialised scientific equipment and machinery

protective clothing such as safety glasses.

An Instron testing machine that is used to test how stretchable substances are
Vials containing sample extracts ready for chemical analysis
Hours
Research chemists usually work long but flexible hours. They may work evenings and weekends when doing
experiments.
Contact with people
Research chemists usually work in teams, and have contact with other research chemists and science
professionals. They may also supervise students, technicians or other chemists. Kairarau Mat Rangahau

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CHAPTER- 4
RESEARCH
METHODOLOGY

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RESEARCH METHODOLOGY

Research is a voyage of discovery; a journey; an attitude; an experience; a method of critical thinking; a careful critical
enquiry in seeking facts for principles. It is a process of arriving at dependable solutions to problems through the
planned and systematic collection, analysis and interpretation of data. Search for (new) knowledge/ facts through
objective, systematic and scientific method of finding solution to a problem.
Research Methodology uses a qualitative research approach and it is interpretive terms. It is define research to be
Interpretive if it is assumed that our knowledge of reality is gained only through social constructions such as
language, consciousness, shared meanings, documents, tools, and other artifacts, it attempts to understand phenomena
through the meanings that people assign to them. As a social activity research connects us to those who will use it, to
those whose research we used, through them, to the research that our sources used; Hence beyond technique, we need
to think about ethics of civil communication.

Types of Research:(i) Descriptive: Descriptive research includes surveys and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs as it exists at present. In social science and business
research we quite often use the term Ex post facto research for descriptive research studies.

Collection of Data
The information obtained for the study is from secondary data sources.

SECONDARY DATA : Secondary data is the data that have been already collected by and readily available from other sources.
Such data are cheaper and more quickly obtainable than the primary data and also may be available when
primary data cannot be obtained at all. All methods of data collection can supply quantitative data (numbers,
statistics or financial) or qualitative data (usually words or text). Quantitative data may often be presented in
tabular or graphical form.

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These are collected through different ways:1) Internet :- The Internet, sometimes called simply "the Net," is a worldwide system of computer
networks - a network of networks in which users at any one computer can, if they have permission,
get information from any other computer .

2) Newspapers: - A newspaper is a regularly scheduled publication containing news, information, and

advertising, usually printed on relatively inexpensive, low-grade paper such as newsprint. Generalinterest newspapers typically publish stories on local and national political events and personalities,
crime, business, entertainment, society and sports.

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Chapter-5
CASE STUDY

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CASE STUDY
Indian Oil Corporation Limited
Indias Flagship National Oil Company Merges Isolated Systems into Unified Network
The Indian Oil Corporation Ltd. (IOCL) operates as the largest company in India in terms of
turnover and is the only Indian company to rank in the Fortune "Global 500" listing. However, the
company was facing challenges with its IT infrastructure. With multiple divisions, it had independent
administrative networks. IOCL sought to both simplify deployment and maximize the efficiency of its
network. It wanted to migrate to a single software environment and bring in uniformity in IT
functions. To improve its network operations, IOCL worked with Microsoft Consulting Services to
deploy Active Directory Services in Microsoft Windows Server 2008 operating system. As a result,
the company simplified IT management, created a more stable and secure network, and increased
employee productivity through better access to network resources.

Situation
Indian Oil Corporation Ltd. (IOCL), currently India's largest company by sales with a turnover of Rs.
271,073 crore and profit of Rs. 10,220.55 crore for fiscal 2009-10, is also the highest ranked Indian company
in the prestigious Fortune 'Global 500' listing, having moved up 11 places to the 105th position in 2009.

IOCL and its subsidiaries account for approximately 48 percent petroleum products market share, 34 percent
national refining capacity and 71 percent downstream sector pipelines capacity in India.
The Indian Oil Group of companies owns and operates 10 of India's 20 refineries with a combined refining
capacity of 60.2 million metric tonnes per annum (MMTPA, .i.e. 1.2 million barrels per day). The
Corporation's cross-country network of crude oil and product pipelines, spanning over 10,000 km and the
largest in the country, meets the vital energy needs of the consumers in an efficient, economical and
environment-friendly manner.

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IOCL has 30,000 employees and more than 16,000 PCs across multiple divisions consisting of marketing,
refineries, pipelines and research & development. However, the company has a decentralized administration
across these divisions. There was no standard IT infrastructure across our divisions, explains Mr. R.
Krishnamurthy, Chief Manager, IOCL. Each division had its own set of applications to manage specific
operations.
This setup was leading to multiple challenges for the company. With information residing in more places,
maintaining consistency was difficult. Managing policy deployments was also time-consuming for the IT
department.
In addition, when employees were transferred, their user accounts were deleted from their present location
and then recreated at the new one, resulting in user inconvenience and administrative overheads.
Apart from this, lack of single-sign-on was also a huge challenge. The mobile workforce of the company had
no network access while on the move. Tasks such as accessing IT systems had to be carried out only when
the employee was back at the desk.
We had many different processes, in many different places, making it difficult to get a transparent view of
information, says Mr. G.R. Babu, DGM, IOCL. These issues were affecting not just the IT department but
the business as a whole.
IOCL sought a centralized solution that would help mitigate the risks inherent to disconnected processes. In
addition, it wanted to automate policy deployments along with single-sign-on

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CHAPTER-6
CONCLUSIONS
&
SUGGESTIONS
CONCLUSION
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The first step for IOCL was to create a centralized administrative structure to address its core IT
infrastructure issues. IOCL decided to address these problems by standardizing on the Microsoft Server
Product Portfolio. To craft a solution, it chose to deploy the Active Directory technology, which is part of
Windows Server 2008 operating system, to manage network resources. We decided to implement Microsoft
technologies, for several reasons, the technologies are state of the art, and they are robust, scalable, easy to
use, and cost-effective, says Mr. S. B. Deshpande, Deputy General Manager, IOCL.

The company worked closely with consultants from Microsoft Consulting Services to determine how best to
implement a new infrastructure based on Microsoft Windows Server System integrated server software, and
to create an architecture that served its needs.

Active Directory provides the means to manage the identities and relationships that make up the
organization's network. Integrated with Windows Server 2008, Active Directory provides out-of-the-box
functionality needed to centrally configure and administer system, user, and application settings.

To streamline administration, we used the Active Directory service in the Windows Server 2008 operating
system to establish a centralized infrastructure, says Mr. Ankur Konwar, Information Systems Manager,
IOCL. This was a major enhancement compared to the prior infrastructure, in which every division had its
own infrastructure and forest.

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This project was implemented by Microsoft Consulting Services. The projects design phase began in Jan
2009, and the companys new single-forest, single-domain architecture was finalized in March 2009. By Dec
2009, IOCL had migrated all of its PCs and most of its servers to the new environment. IOCL not only
moved its 23000 user accounts to Active Directory, but also its files and folders to Windows Server 2008.

IOCL is using the new environment for the centralized deployment of software updates and policies,
enabling the company to rapidly deploy these to all computers in the environment.

Now, every time employees are transferred, they can use their user accounts and passwords at the new
location. There is no need for the administration staff to first delete and then recreate these. Instead, the user
can simply log on to any computer at the new location. Today, IOCL has a single global Active Directory
forest, a single desktop management solution for all PCs.

Mr. S. Ramasamy, Executive Director, IOCL summarizes, Active Directory reduces the number of user
names and passwords our administrators need to create. Additionally, it has also reduced the time they need
to spend on deploying security updates and policies. Overall, this saves multiple hours of IT administration
time each month.

Benefits
IOCL has achieved a unified, integrated enterprise network by installing Active Directory services. The new
architecture is more stable, easier for IT staff to administer, provides better security and access to needed
resources, and helps make users more efficient and productive. With Active Directory IOCL is improving the
reliability and security of its global desktop environment

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BIBLIOGRAPHY

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BIBLIOGRAPHY

BOOKS

Chopra, R.K., Management of Human Resources, Allahabad, kitab Mahal, 2001.

SL GUPTA, Marketing research I edition 2003 ,published by Anurag Jain for Excel books

NEWSPAPER
THE TIMES OF INDIA
ECONOMICS TIMES

WEBSITE

www.iocl.com/download/ECCompliance-PR.pdf
www.iocl.com
www.iocl.com/products.aspx
www.iocl.com/services.aspx

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