INDEX

History of the organisation Profile of the products/services Vision, Mission and Objectives Policies and procedures followed Organisation structure Training measures Manpower planning Performance appraisal system Financial highlights of the organisation Factors for success Future plans of the organisation Conclusion My learning from the organisation

HISTORY OF THE ORGANISATION:

SPIC is a giant joint sector unit, which was incorporated on 18th December 1969, by Dr. M. A. Chidambaram and the government in Tuticorin to provide a contribution in the green revolution. The company started commercial production in 1975. It is one of the largest fertiliser units in Asia and this was the first venture of its kind in India. The industry is spread over a picturesque 350 acres of land in Tuticorin. Present Chairman Dr. A.C Muthiah, Son of Dr. M.A Chidambaram. Mr. Ashwin C Muthiah, son of Dr. A.C Muthiah is the Vice Chairman of SPIC.

Profile of products and services STRATEGIC BUSINESS UNITS: Agricultural inputs Chemicals and petrochemicals Pharmaceuticals Engineering and Services AGRICULTURAL INPUTS: It has the following plants in its fertiliser complex: Ammonia Plant Sulphuric acid Plant DAP Plant Urea Plant Phosphoric Acid Plant Aluminium Fluoride Plant

CHEMICALS AND PETROCHEMICALS A major contributor to SPICs petrochemical operation is Linear Alkyl Benzene (LAB), a detergent intermediate. Another vital product is Epichlorohydrin which has many important industrial applications. PHARMACEUTICALS SPIC manufactures Penicillin G. ENGINEERING AND SERVICES SPICs ENGINEERING CONTRACTING DIVISION, SPIC SMO offers specialised project services as design engineering, procurement, project planning and monitoring, construction, erection, commissioning and operation and maintenance of turnkey projects in the chemicals, petrochemicals, oil and gas, power and fertiliser sectors.

ASSOCIATE COMPANIES:
Tuticorin Alkali Chemicals and Fertilisers Ltd Indo Jordan Chemicals Company Ltd SPIC Fertilisers and Chemicals Ltd (FZE) Dubai Tamilnadu Petroproducts Ltd Manali Petrochemicals Ltd EDAC Engineering Ltd TECHNIP India Ltd

VISION
To attain leadership in Petrochemical, Engineering Technologies through excellence while maintaining the highest standards of ethics and corporate social responsibilities.

MISSION
To be the most successful company in all their businesses by offering superior quality products and services created and made available by an empowered workforce that is guided by durable values, reflecting an abiding concern for the stakeholders interest.

POLICIES AND PROCEDURES FOLLOWED

ENVIRONMNET POLICY: Comply with applicable environmental legislations and prevention of pollution. Conservation of natural resources through recovery, recycling and reuse. Continual improvement in environment performance. SAFETY POLICY: Their aim is to maintain and improve safe working conditions by eliminating accidents to achieve increased productivity. They are committed to provide a safe and healthy working environment for the protection and well being of the employees and general public by means of safe plant, equipment and system of work. They also make available the required and relevant information and training to their employees on health and safety measures.

The company reviews the safety policy annually and provide the adequate resources including finance to implement the objectives of safety policy. HEALTH POLICY: They are concerned with the health of their employees. They endeavour to provide basic medical care to every employee, his/her spouse and children. They are dedicated to provide a clean, safe and hygienic working atmosphere to protect their employees from occupational diseases peculiar. They also promote family welfare, family planning, ante-natal care, child care, immunization and medical check up at periodical intervals as may be warranted. They extend health care even after retirement through appropriate insurance coverage to ensure their healthy and peaceful retired life.

QUALITY POLICY: They are committed to achieve quality and excellence in all their products and services through continual improvement to fulfil customer satisfaction.

ORGANISATION AND DEPARTMENTAL STRUCTURE

CHAIRMAN VICE CHAIRMAN C.F.O

VP

FINANCE

SITE WORKS

MATERIAL AND STORE

HUMAN RESOURCE

ADMINSTATION

SAFETY AND ENVIRONMENT

MARKETING

GM

GM-WORKS AGM AGM-HRM AGM

CM-PROD

CM-PROD

MANAGER

MANAGER

MANAGER

MANAGER

MANAGER

DM/AM

DM/AM

DM/AM

DM/AM

DM/AM

DM/AM

STAFF

STAFF

STAFF

STAFF

STAFF

STAFF

MARKETING DEPARTMENT
VP

AGM CUSTOMER SERVICE

CMMARKETING

CMDISTRIBUTION

RM

DEPUTY RM

MARKETING OFFICER

DMDISTRIBUTION

FIELD PROPAGANDIST

MANPOWER PLANNING
RECRUITMENT PROCEDURES BEING FOLLOWED Advertisement Application sorting Written test Psychometric test Group discussion Interview Pre placement medical examination Induction

TRAINING MEASURES
SPICS TRAINING PHILOSOPHY SPIC believes in the principal of ASK. A Attitude S Skill K Knowledge The trainees are differentiated into the following: Implant trainees Engineering Management trainees Production Technician trainees Act apprentice trainees Implant trainees: The duration of training can vary from a minimum of 10 days to a maximum of 3 months.

Engineering Management trainees: A multi skilled training programme is planned out for them for a period of 24 months (2 years). The first 3 months they will undergo basic training and the remaining months they will undergo specific training. After the training period of 2 years, a final viva will be conducted. After successful completion of the training period they will be appointed as Assistant Managers. Production Technician trainees: They have to undergo training for a period of 18 months (1.5 years). After successful completion of the training period they are appointed as Technician grade II . The ITI candidates are appointed as Junior Technician grade II.

Act apprentice trainees: They are given training for a period of 12 months. The trainees after successful completion of the training period are provided with certificates which are very useful in their placements. Other training programmes organised: The following are also organised periodically for all the personals on a rotation basis. oSafety training classes oFirst aid / Emergency handling classes oPersonality Development classes oCommunication skills development classes Other companies send their employees to SPIC, and the training centre organises training programmes for them also. Examples: TECHNIP, Saint Gobain, BHEL, etc.

PERFORMANCE APPRAISAL SYSTEM

The performance is judged by the following factors: Job knowledge Quantity of work Quantity of work cooperation Punctuality and attendance Safety house keeping practices Apart from the above foresaid factors, the following are also considered in case of SC A and B supervisory Positions. Communication Skills Supervisory skills Initiative Group leadership Outlook in general The assessments are approved by two authorities. Reporting authority and Reviewing authority

FACTORS FOR SUCCESS

SPIC has a very efficient and reliable workforce. It manufactures superior products with good quality, life and durability compared to others in business. Excellent management who are responsible for the development of growth plan. Various welfare measures given to the employees improve the motivation level among them. SPIC has a wealth of experience which helps them to survive and fight in the current competitive world. Due to the various farmer friendly schemes developed by SPIC, it has earned reliable customers. It has got the required ratings and recognitions from various councils to name it, a successful and well maintained organisation.

SWOT ANALYSIS
Strengths Right products, quality and reliability. Superior product performance Vs competitors. Better product life and durability. Reliable customers. Product innovations ongoing. Products have required accreditations. Management is committed and confident. Efficient and excellent workforce. Experience in the business. Excellent training given to employees. Various voluntary welfare benefits given to the employees acts like a motivating factor. Stress is given to safety practices of the employees.

Weaknesses Restrictions on supply to abroad countries. Need more sales people. Limited budget. Financial crunch. Maintenance required as the plants/equipments are almost 30 years old. Opportunities Could develop new products. End-users respond to new ideas. Could extend to overseas. New specialist applications. Can surprise competitors. Could seek better supplier deals.

Threats Environmental effects would favour larger competitors. Market demand very seasonal. Retention of key staff critical. Vulnerable to reactive attack by major competitors.

FUTURE PLANS
To bring up the plants to running at profitable rate. To continuously improve the shareholders value. To reduce the interest component. To expand in agricultural inputs business. To manufacture and distribute high quality products to the satisfaction of the farmer community. To improve the existing processes development of new processes and products, technological innovations and implementation. To build and strengthen SPIC brand aggressively.

CONCLUSION:
Right from its inception, the company is conscious about the environment and pollution aspects. Programmes concerning the pollution abatement measures are incorporated. The management considers the people as assets and shows keen interest in solving the problems. The individual skill and expertise of the employee is duly recognised. There is a favourable opinion towards the welfare facility in SPIC. The welfare measures are not merely laying a foundation but building a very edifice that makes both work and life a wholesome pleasure and meaningful to the employees. The company without doubt is without exaggeration a marvellous and gigantic complex of very high standard.

MY LEARNING FROM THE ORGANISATION Knowledge about the structure and functioning of the organisation Acquaintance of the organisation culture Learning the pros and cons in the management and administration of an organisation

THANK YOU