An ion Study on Spic

8/6/2019 An ion Study on Spic

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INDEX

History of the organisation

Profile of the products/services

Vision, Mission and Objectives

Policies and procedures followed

Organisation structure

Training measuresManpower planning

Performance appraisal system

Financial highlights of the organisation

Factors for success

Future plans of the organisation

ConclusionMy learning from the organisation





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 SPIC¶s 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

SPIC¶s ENGINEERING CONTRACTING DIVISION, SPIC ± SMO offers

specialised project services as design engineering, procurement, project

planning and monitoring, construction, erection, commissioning and operationand maintenance of turnkey projects in the chemicals, petrochemicals, oil and

gas, power and fertiliser sectors.



ASSOCIATE COMPANIES:

TuticorinAlkali Chemicals and Fertilisers Ltd

Indo ± Jordan Chemicals Company Ltd

SPIC Fertilisers and Chemicals Ltd (FZE) Dubai

Tamilnadu Petroproducts Ltd

Manali Petrochemicals Ltd

EDAC Engineering LtdTECHNIP India Ltd



VISION

To attain leadership in Petrochemical, Engineering Technologies throughexcellence 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

stakeholder¶s 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 totheir 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 productsand services through continual improvement to fulfil customer satisfaction.



CHAIRMAN

VICE

CHAIRMAN

C.F.O

FINANCE HUMAN RESOURCEMATERIAL AND

STORE

SITEWORKS S AFETY AND

ENVIRONMENT ADMINSTATION

AGM-HRM

STAFFSTAFF

DM/AM

MANAGER

GM

MANAGER

AGM

STAFF

DM/AM

MANAGER

CM-PROD

GM-WORKS

CM-PROD

MANAGER

DM/AM

STAFF

DM/AM

STAFF

AGM

MANAGER

DM/AM

STAFF

MARKETING

DM/AM

ORGANISATION AND DEPARTMENTAL STRUCTURE

VP



VP

CM-MARKETING

RM

MARKETINGOFFICER

FIELD

PROPAGANDIST

DEPUTY RM

AGMCUSTOMERSERVICE

DM-DISTRIBUTION

CM-DISTRIBUTION

MARKETING DEPARTMENT



MANPOWER PLANNING

RECRUITMENT PROCEDURES BEING FOLLOWED

� Advertisement

� Application sorting

�Written test

�Psychometric test

�Group discussion�Interview

�Pre placement medical examination

�Induction



TRAINING MEASURES

SPIC¶S TRAINING PH

ILOSOPH Y

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 withcertificates 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 knowledgeQuantity 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 caseof 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 shareholder¶s 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 theenvironment 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 theorganisation

� Acquaintance of the organisation culture

�Learning the pros and cons in the management and

administration of an organisation



THANK YOU

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An ion Study on Spic