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A

Summer Training Project Report

On

Krishak Bharati Co-Operative Ltd.

KRIBHCO

Prepared by : Mr. Rajendra H Dave

M.B.A Sem-3 Roll No.13

Guided By : Lect. Jahnavi Dubal

Academic Year : 2007-09

Submitted to : T.N.Rao College of Management Studies

Affiliated to : SAURASHTRA UNIVERSITY, RAJKOT.



A

Summer Training Project Report

On

Krishak Bharati Co-Operative Ltd.

KRIBHCO

Prepared by : Mr. Rajendra H Dave

M.B.A Sem. - 3 Roll No.13

T. N. Rao College of Management

Studies, Rajkot.

Guided By : Lect. Jahnavi Dubal

Academic Year : 2007-09

Submitted to : SAURASHTRA UNIVERSITY, RAJKOT.



PREFACE

Industrial growth is the measure of the health of any economy. The technological

development backed by globalization has helped India to make a mark in the industrial world.

The growth in the economy generates a demand for skilled managers. Management is ascience as well as an art. The theoretical knowledge gained in the classroom is not complete

without having practical exposure. Thus practical study forms and important part of the MBA

course. The

MBA course has an edge over other courses due to the emphasis laid on practical training

and the reports made there from. The students go for industrial visits and make reports on them.

Moreover the students have to make a report on a product which will help them to know how a

unit is being set up. This actually helps them to know how the theories they learn are actually

implemented in the working premises.

Declaration



I Dave Rajendra H. Admit that this general training report with “KRISHAK BHARTI

CO-OPERETIVE LTD” is the result of my study which carried out during 15th may to 30th June, 2008

and has not been previously submitted to any other university or institute for any other examinationand for any other purpose by any other person.

RAJENDRA H DAVE.



ACKNOWLEGMENT

Sharing my experience is one of the biggest honors, which every one cannot experience. To share our

experience at KRIBHCO as management student is a matter grate honor and pride.

I am grateful to KRIBHCO for letting us to do this project. I express my gratitude to

Mr.V.U.Thummar (Area manager, Rajkot branch),Mr,A,G,Madhavi(Jr,Marketing

manager),Nr.A.K.Singh(Asst.Accountant)and Mr. R.C.Gohel(Sr,Typist).We are really thankful to

employees of KRIBHCO who have been guiding us in this path Step by step and have made our path

really simple to get through .we will use this experience through out our career and will make our

future bright. So once again we thank all of them.

In regard to this programmed, I would like to acknowledge my gratitude and Thanks to

my campus director Dr.K.K.Khakhar T.N.Rao College of management studies, affield by saurashtra

University for catering us the opportunity of training. I also forward my special thanks to our Asst,

director Prof Lalit Chande and my faculty members for guiding me in training Programme. I am

extremely thankful to my esteemed mentor and guide Lect, Jahnavi Dubal The valuable suggestion of

our faculty member during the course our Project work and giving us inspiration to achieve our goal.

The shape that project has been taken is due to our faculty member’s help, judicious guideline and

encouragement.

RAJENDRA H DAVE

INDEX



SR. No. PARTICULAR PAGE No.

1 INTRODUCTION OF AGRICULTURE INDUSTRY 5

2 INTRODUCTION OF FERTILIZER INDUSTRY 7

3 COMPANY OVERVIEW 11

4 EQUITY PARTICIPATIONS OF KRIBHCO 16

5 MISSION, VISION, AND OBJECTIVES 17

6 CORPORATE SOCIAL RESPONSIBILITY 20

7 ORGANIZATIONAL CHART OF KRIBHCO 28

8 PRODUCTION DEPARTMENT 29

9 KRIBHCO’S HAZIRA PLANT 31

10 MARKETING DEPARTMENT 49

11 KRIBHCO PRODUCT MIX 52

12 HUMAN RESOURCE MANAGEMENT 69

13 RECRUITMENT & SELECTION 73

14 TRADE UNIONS 94

15 FINANCE DEPARTMENT 98

16 TEN YEARS FINANCIAL PERFORMANCE AT GLANCE 103

17 SWOT Analysis 105

18 CONCLUSION 108

19 BIBLIOGRAPHY 111



Industry Overview

Agriculture industry of India

The Indian Agriculture Industry is on the brink of a revolution that will modernize the entire food

chain, as the total food production in India is likely to double in the next ten years.



As per recent studies the turnover of the total food market is approximately Rs.250000 crores

(US $ 69.4 billion) out of which value-added food products comprise Rs.80000 crores (US $

22.2 billion). The Government of India has also approved proposals for joint ventures, foreign

collaborations, industrial licenses and 100% export oriented units envisaging an investment of

Rs.19100 crores (US $ 4.80 billion) out of which foreign investment is over Rs. 9100 crores (US

$ 18.2 Billion). The agricultural food industry also assumes significance owing to India's sizable

agrarian economy, which accounts for over 35% of GDP and employs around 65 per cent of the

population. Both in terms of foreign investment and number of joint- ventures / foreign

collaborations, the consumer food segment has the top priority. The other attractive features of

the indian agro industry that have the capacity to lure foreigners with promising benefits are the

deep sea fishing, aqua culture, milk and milk products, meat and poultry segments. Excellent

export prospects, competitive pricing of agricultural products and standards that are

internationally comparable has created trade opportunities in the agro industry. This further has

enabled the Indian Agriculture Industry Portal to serve as a means by which every exporter and

importer of India and abroad, can fulfill their requirements and avail the benefits of agro related

buy sell trade leads and other business opportunities.

This Indian agro industry revolution brings along the opportunities of profitable investment and

agriculture-industry-india.com provides you the B2B platform with agro related catalogs, trade leads,

exporters & importers directory etc. that help you make your way to profit easy.

To lead yourself to the destination of profit through the Indian Agriculture Industry, know maximum

about the EXIM policy, programs & schemes, price policy, seed policy and statistics at the Indian agro

portal and harvest benefits from India, world's second largest producer of food and a country with a

billion people. From canned, dairy, processed, frozen food to fisheries, meat, poultry, food grains,

alcoholic beverages & soft drinks, the Indian agro industry has dainty areas to choose for business.

Introduction to Fertilizer Industry

India lives in villages” said Mahatma Gandhi decades ago. It is true even today. Like every

developing economy, the economy of India is also agro-based. Agriculture accounts for nearly 1/4th of

http://www.agriculture-industry-india.com/agro-business-catalogs/

http://www.agriculture-industry-india.com/agro-trade-leads/

http://www.agriculture-industry-india.com/export-import-directory/

http://www.agriculture-industry-india.com/export-import-policies/

http://www.agriculture-industry-india.com/agro-programme-schemes/

http://www.agriculture-industry-india.com/agricultural-price-policy/

http://www.agriculture-industry-india.com/national-seeds-policy/

http://www.agriculture-industry-india.com/india-agro-statistics/

http://www.agriculture-industry-india.com/agro-trade-leads/

http://www.agriculture-industry-india.com/export-import-directory/

http://www.agriculture-industry-india.com/export-import-policies/

http://www.agriculture-industry-india.com/agro-programme-schemes/

http://www.agriculture-industry-india.com/agricultural-price-policy/

http://www.agriculture-industry-india.com/national-seeds-policy/

http://www.agriculture-industry-india.com/india-agro-statistics/

http://www.agriculture-industry-india.com/agro-business-catalogs/



India's GDP and more importantly, about 2/3rd of the country's population is dependent on agriculture

and allied activities for their livelihood. As per statistics nearly 175 lakh MT of fertilizer nutrients are

required every year in this country. The demand of fertilizers was so high that India had to import

almost 30% of its requirement from other countries. Therefore, to achieve the economic growth,

agriculture base of the country must be strengthened. To attain this objective, agriculture practices have

to be improved from their traditional pattern to a higher technological track involving better irrigation

and use of better quality seeds, fertilizers, insecticides & pesticides. Therefore, chemical fertilizers are

key player in this process and fertilizer industries plays quite a major role in increasing food production

in the country and also helps to modernize the out look of the common farmers and make them

innovative and respective to the new technology change.

A fertilizer is any material, organic, inorganic, natural or synthetic, that is placed on or

incorporated into the soil to supply plants with one or more of the chemicals elements necessary for

normal growth. Fertilizer is the material, which supplies the chemicals elements required for plant

growth. Primary nutrients like nitrogen, phosphates and potassium (required for fertilizer land) are

supplied through chemical fertilizer. Fertilizer response studies have proved that one kg. of fertilizer

nutrient application can the food grain production by 8-10 kg.

Fertilizer production is of permanent importance for

this country because fertilizer increases agriculture productivity. One hand population increasing but

on the other the supply of land is totally fixed. So we have to produce more without any increase in

arable land area. This can be done if productivity goes up. And fertilizer plays a major role in

productivity escalation.

As this is a vital commodity it is in the interest of nation that farmers get fertilizers at

reasonable rate and in adequate quantity. Looking to the poor economic condition of Indian farmers

Government of India framed fertilizer policy in 1977 based on Maratha committee report. The purpose behind introducing this policy was to supply fertilizer to resource poor at a price they could afford, so



rapid growth and improvement of Fertilizer industry. The Fertilizer industry is growing at the rate of

4% for the last 10 years and has been contributing a significant part of G.D.P.

The growth and importance of Fertilizer industry in India can be divided in to three distinct

phases, these are given below.

1. Pro Green Revolution Period:

This period is described in 1952-1953 era where increased growth of food grains took

place however this increased production in food grains took place due to increased irrigation methods.

In this phase the land under agriculture was made more, during this period about 80% of the country's

population was involved in Agriculture either directly or indirectly. During this period the fertilizer's

which were manufactured were Super Phosphate & Ammonium Sulphate. Irrigation was thought to be

heart of Agriculture.

2. Green Revolution Period:

During this phase Government stated the programme aimed at making our country self

sufficient in Food Products. This was the period between the years 1959-1960. This plan laid the

emphasis on production of High Yielding Varieties. To make this plan a success there was a high need

to make soil fertile by providing it with nutrients like Phosphorus, Nitrogen and Potassium.

During this phase Fertilizer industry tried to play a vital role, became one of the most

important, and inherits part of our economy.

3. The Post Green Revolution Period:

The world's population along with Indian population has kept on growing at a alarming rate, the

fertilizer companies all over India are trying to expand their scale of operations in order to increase the

production rate. The demand for fertilizers per year is increasing. The current demand of fertilizers in

India is 18 million tones.

- According to Fertilizer Association of India.

Fertilizer Industry Scenario in India

In India, First of all in 1906, A Single Super Phosphate (SSP) manufacturing unit was

set up at Ranipat near Chennai (Madras) with annual capacity of 6000 tones per annum.



1. Public Sector

• The Fertilizer And Chemicals Travancore Ltd. (FACT)

• Hindustan Fertilizer Corporation Ltd. (HFC)

• Madras Fertilizer Ltd. (MFL)

• Hindustan Copper Ltd. (HCL)

•

Naively Lignite Corporation Ltd. (NLC)• Pyrites, Phosphates And Chemicals Ltd. (PPCL)

• Pradeep Phosphates Ltd. (PPL)

• Rashtriya Chemicals And Fertilizers Ltd. (RCFL)

• National Fertilizer Ltd. (NFL)

2. Co-Operative Sector

There are only two fertilizer manufacturing societies in Co-operative sector.

• Indian Farmers Fertilizers Co-Operative Ltd. (IFFCO)

• Krishak Bharati Co-Operative Ltd. (KRIBHCO)

3. Private Sector

There are 17 companies in private sector, which are producing fertilizer.

• Gujarat Narmada Valley Fertilizer Co. Ltd. (GNFC)

• Hindustan Lever Ltd. (HLL)

• Hari Fertilizer

• ICI India Ltd.

• Indo Gulf Fertilizers & Chemicals Corporation Ltd.• Mangalore Chemicals & Fertilizers Ltd. (MCFL)

• Southern Petro Chemicals Industries Corporations Ltd.

• Nagarjuna Fertilizer & Chemical Ltd. (NFCL)

• Shri Ram Fertilizer & Chemicals Ltd.

• Tuticorian Alkali Chemicals & Fertilizer Ltd.

• Zuari Agro Chemicals Ltd.

• Bindali Agro Chemicals Ltd.

• Chambal Fertilizer & Petrochemical Corporations Ltd. (DEPCL)

• E.D.I. PASSY (I) LTD.

• Gujarat State Fertilizer Company (GSFC)



What is a cooperative?

A cooperative is an autonomous association of persons united voluntarily to meet their common socialand cultural needs and aspirations through jointly owned and democratically controlled enterprises.

Cooperatives are based on the values of self-help, self-responsibility, democracy, equality andsolidarity.



Company Overview

“KRIBHCO” the world’s premier fertilizer producing co-operative has an outstanding

track record to its credit in all spheres of its act ivies. Since 17 th April 1980 as a rational level Co-

operative society to manufacturing and distribute. Chemical fertilizer and allied farm imputes

“KRIBHCO” imbibed the co-operative philosophy fulfilling its commitment to strengthening and

promoting the cause of agriculture development and co-operative movements in the country.

Krishak Bharti co-operative limited popularly known as “KRIBHCO” has been

registered as national level co-operative society under the provision of the multi-state co-operative

societies act, 1984.

The”KRIBHCO” hazira unit is located around 15 kms, west of Surat and lies on the

north of river Tapti. An all weather road from Surat to hazira connects the plant site with the city. The

cannel belonging to irrigation department is running on the plant site and is feeding water from ukai. A

railway feeder line apporx.. 55 kms. Long has connected the site with Bombay –Ahmedabad main line.

KRIBHCO Network: -

A. Head office: - fertilizer plant, Noida, Delhi

B. (i) Plant: - Surat Gujarat

(ii) Bio fertilizer plant: - Surat (Gujarat)

(iii) Seed processing plant: - Andhra Pradesh, Gujarat, haryana, M.P. Punjab, Rajasthan,U.P. (For Punjab&Haryana)



C. Zonal offices: - Bhopal, Bangalore, Lucknow and Chndigarh.

D. State mktg. offices: - Jaipur, Ahmedabad, Chennai, Mumbai, Banglore, Patna, Lucknow,

Chandigarh, Bhopal, Hyderabad, Guwahati, Dehurdun, Kolkota

Besides marketing its products “KRIBHCO” carries out various other programmed like

farmers benefit programmed, sanket Haran bima yojana, marketing of BVFCL (Brahmputra valley

fertilizer corporation limited) vred seed multiplication programmer, gramin vikas trust (rural

development trust)

MANAGING DIRECTOR

Shri B.D. Sinha

Shri B.D. Sinha is the Managing Director of KRIBHCO, a leading fertilizer

manufacturing and distributing organization in the Cooperative Sector in India.

Prior to taking over as Managing Director on 7 th July 2006, Shri Sinha served

KRIBHCO in the capacity of Finance Director. He was responsible for planning,

managing and monitoring the finance and accounts related activities of kribhco including maintenance

of Internal Control System, Implementation of Financial Policies, Budgetary and Cost ControlMeasures, Preparation of Financial Results, Investments of KRIBHCO, etc.. He has also held various

assignments which include Marketing Activities, Vigilance and also Human Resource Management &

Administration, apart from heading the Finance Department.

During Shri Sinha’s tenure as Finance, KRIBHCO took the decision of acquire 30% Equity in Gujarat

State Energy Generation Ltd., a 156 MW gas based power company at Hazira, Gujarat . The financial

close of Oman India Fertilizer Company at Sur Oman, a joint venture company was achieved with his

Tireless efforts in 2002. In this company, KRIBHCO holds 25% Equity amounting to US$ 80 million.

Dividends from these two companies have already started flowing in.

Shri Sinha has played a key role in acquisition of Shahjahanpur Ammonia-Urea Complex of OswalChemicals & Fertilizers Limited in a joint venture on 18th January 2006.



Prior to joining KRIBHCO, Shri B.D. Sinha was a member of the Indian Revenue Service. He has a

rich experience of about 23 years in the Income Tax Department, Government of India and also in the

Central Board of Direct Taxes, Department of Revenue, Ministry of Finance, and Government of India.

Shri B.D. Sinha holds a Bachelor of Arts (Honors) degree and Post Graduation in Master of Arts. After

undergoing foundational course for Civil Servants at Lal Bahadur Shastri National Academy of

Administration, Mussorrie, he acquired professional training in Direct Taxes, Accounts and Finance

and also office procedure at Direct Taxes Staff College at Nagpur. He has also attended a course in

Management & Investigation at Regional Direct Taxes Institute, Bangalore. He has traveled widely

and participated in various national and international Seminars/ Conferences.

Shri B.D. Sinha is on the Board of Directors of Fertilizer Association of India, Nagarjuna Fertilizer and

Chemicals Limited, Gujarat State Energy Generation Limited, Oman India Fertilizer Company and

KRIBHCO Shyam Fertilizers Limited. He is a trustee of Gramin Vikas Trust.

Our Managing Director has a vision of extending the benefits of new technologies for the welfare of

the farmers. He motivates everyone to drive ahead.

HISTORY OF KRIBHCO: -

Encourage with the successful operation of fertilizer plant of kalul, kandla and phulpur

in the co-operative Limited. (IFFCO) higher to the one and the only co-operative in the fertilizer

industry has promoted another co-operative namely



“KRIBHCO” Ltd to made the new giant plant of hazira.

MILE STONES: -

(I) Project zero Date : 31/03/1981

(II) Foundation stone laid by smt.Indira Gandhi : 5/02/1982

(III) Project completion : 31/03/1985

(IV) Plan completion : 26/11/1985

(V) Commercial production : 1/3/1986

(VI)Percent capacity utilization : Urea 99%

Ammonia95%

(VII) Plant ready of production : January/September 1985

(VIII) Gas available by ONGC : PHASE 1 & PHASE 2

18-9-85 6-11-85

(IX) Trial production Ammonia : PHASE 1 & PHASE 2

14-11-85 30-11-85

Urea (stream 11/31) 26-11-85 13-12-85

Ammonia (stream 21/41) 31-12-85 01-12-85

(X) ISO certificate (I) KRIBHCO plant

ISO 9001-2000(II) KRIBHCO plant

ISO 14001

(III) KRIBHCO Mktg office

ISO 9001-2000

EQUITY PARTICIPATIONS OF KRIBHCO

OMAN INDIA FERTILISER COMPANY SAOC (OMIFCO)

KRIBHCO alongwith IFFCO as Indian partner and M/S Oman Oil Company has set up a joint venture

fertiliser plant known as OMIFCO of capacity 5060 MTPD Urea and 3500 MTPD Ammonia in Oman.



Total equity contribution of the Society is US $ 69.5 Million

GUJARAT STATE ENERGY GENERATION LIMITED (GSEG)

LOCATION Mora near Hazira , Gujarat

CAPACITY 156 MW

COST OF PROJECT Rs 613 Crore

JVC PARTNERS KRIBHCO, GPCL

KRIBHCO'S EQUITY 30(%) Rs. 48.75 Crore

Plant is Operation Since June 2002

KRIBHCO has an equity participation of Rs.48.75 Crores in M/S GSEG, which is power plant of capacity

156 MW situated at Mora near Hazira, Gujarat. The other equity partner are M/S GPCL, M/S GSPC, M/S

GEB etc.

KRIBHCO SHYAM FERTILIZERS LIMITED (KSFL)

KRIBHCO along with M/s Shyam Basic Infrastructure Projects Pvt. Ltd. Joint Venture Company to

Acquire ammonia - urea fertilizer complex of Oswal Chemicals and Fertilizers at Shahjahanpur, with

Annual urea capacity of 8.64 Lakh MT.

KRIBHCO Shyam Fertilizers Limited (KSFL) thus formed has been registered on December 8, 2005.

KRIBHCO has 60% equity in the Joint Venture Company and management control. Balance 40%equity

is held by M/s Shyam Basic Infrastructure Projects Pvt. Ltd.

Total equity contribution of the society is Rs. 420 Crore

NAGARJUNA FERTILISERS AND CHEMICALS LIMITED (NFCL)

Society has an equity participation of Rs.10.00 crores in M/s. NFCL, which is involved in

Manufacturing a wide range of plant nutrients and low toxicity plant protection products.

MEMBERSHIP: -



5188

56245732 5790

6044

46004800

5000

5200

5400

5600

5800

6000

6200

2000-01 2001-02 2002-03 2003-04 2004-05

Years

Kribhco Memebership

A cooperative thrives on the trust of, its members. Membership of “KRIBHCO” is open

to government of India, national state and district and village level cooperative society. At the

initial stage, way back in june, 1981 the total membership in”KRIBHCO”was only 221 cooperative

societies which rose significantly to 6044 cooperative societies as on march 31,2005 as against5790 as on march 31 2004. Phenomenal progress made by the society becomes a testimony to the

ever-increasing membership over the years.

The total paid up share capital as on March 31, 2005 was rs.39, 354.15 lakh as against rs.49,

170.72lakh in the previous year. During the current financial year, the society has refunded share

capital of rs.9700 lakh to “IFFCO”and government of India respectively .the state –wise

membership with share capital contribution as on March 31,2005 vis-à-vis march 31 2004.

MISSION: -

A) To contribute to agriculture &rural development in the regins.

B) Services to members of cooperatives society by selecting financing

C) Managing society desirable and commercial profitable investment

opportunity preferable at multiple locations.



VISION:-

They want to be a world class organization that represents the farmer community and

maximizes returns to them through specialization in agricultural inputs and products and

other diversified businesses that maximize stakeholder value.

OBJECTIVES: -

a) To undertake the activities for he rural upliftment and agriculture development.

b) To promote economic interest of its members by undertaking manufacturing of chemical

fertilizer & allied product.

In furtherance of these objectives “KRIBHCO”may undertake one or more of the following

activities: -

(I) To undertake production processing, manufacture, sale distribution, marketing, import

export and to otherwise deal in agriculture production requisites.

(II) To set up storage units for storing fertilizer and other goods by itself or in collaboration

with other agency.

(III) To act as warehousing agency under the warehousing act and own godowns or hire

godowns for the storage of fertilizers and other goods.



AWARDS: -

The excellence performance of the society has brought a number of laurels from various

organizations .The awards received during year were as follows: -

(I) National productivity council has awarded productivity award the society for bio fertilizer product for the year 1999-2000, 2001-2002 in the year 2003-2004.

(II) Certificate of merit by public relations society of India, Hyderabad chapter for house journal of “KRIBHCO”

(III) Best technical innovative award for the year 2003 by fertilizer association of India.

(IV) Certificate of merit Gujarat safety council for relining 30 lakh accident free man-hours.

(V) Hazira ammonia extension project (HAEP) rotating shield winner and certificate for lowestdisabling injury index in group-c industries.

(VI) Sardar Vallabhbhai Patel Agriculture and Technical University, Meerut – All India FarmersFair and agro Industrial Exhibition – First Prize To Kribhco on 10-03-2005.

(VII) Kribhco has won first prize for Bio-Fertilizer Production, Marketing And Promotion AwardFor the year 2003 And 2004 by National Productivity Council (NPC). Award Has beengiven formal function held on 10th May,.2005 by Honble Minister For Agriculture ShriShard Pawar Ji.

Special Participation Award in Corporate Sector Event “ Vyapar 2005” Event Organized By Southern

Gujarat Chamber OF Commerce And Industries From February 11 – 16, 2005, the theme of pavilionwas “ Development OF Bio-Technology In Kribhco

CORPORATE SOCIAL RESPONSIBILITY



VALUES AND PRINCIPLES OF KRIBHCO

Cooperatives are based on the values of self-help, democracy, equality, equity, and solidarity.Cooperative members believe in the ethical values of honesty, openness, social responsibility, andcaring for others.

PRINCIPLES The cooperative principles are guidelines by which cooperatives put their values into practice. These

principles are:

Principle I : Voluntary and Open Membership Cooperatives are voluntary organizations, open to all persons able to use their services and willing toaccept the responsibilities of membership without gender, social, racial, political/religiousdiscrimination. Principle II : Democratic Member Control Cooperatives are democratic organizations controlled by their members, who actively participate insetting their policies and making decisions. Men and women serving as elected representatives areaccountable to the membership. In primary cooperatives members have equal voting rights (onemember, one vote) and cooperatives at other levels are also organized in democratic manner. Principle III : Member Economic Participation

Members contribute equitably to, and democratically control, the capital of their cooperative. Theyusually receive limited compensation, if any, on capital subscribed as a condition of membership.Members allocate surpluses for any or all of the following purposes; developing their cooperative;

benefiting members in proportion to their transactions with the cooperative; and supporting other activities approved by the membership.

Principle IV : Autonomy and Independence Cooperatives are autonomous, self-help organizations controlled by their members. If they enter intoagreements with other organizations, including governments, or raise capital from external sources,they do so on terms that ensure democratic control by their members and maintain their cooperativeautonomy. Principle V : Education, Training and Information Cooperatives provide education and training for their members, elected representatives, managers, andemployees so they can contribute effectively to the development of their cooperatives. They inform

the general public – particularly young people and opinion leaders – about the nature and benefits of cooperation.



Principle VI : Cooperation Among Cooperatives Cooperatives serve their members most effectively and strengthen the cooperative movement byworking together through local, national, regional, and international structures. Principle VII : Concern for Community

While focusing on member needs and wishes, cooperatives work for the sustainable development of their communities.

GLOBAL COMPACT PRINCIPLES ADOPTED BY KRIBHCO

Globalisation has resulted in providing free flow of goods and services throughout the world. This has

brought significant advantages and benefits to several countries. However, the benefits have beenshared unequally amongst the more and the less advanced organisations and countries.

In these circumstances it has become all the more necessary to provide broad framework and direction

to promote equally social objectives in the field of human rights Labour standards environment

protection etc. The UN Secretary General Mr. Kofi Anann first proposed the ‘Global Compact’ in his

address to the World Economic Forum on 31st January 1999. Today a large number of companies from

all regions of world, international labour and civil society organisations are engaged in the Global

Compact.

KRIBHCO has embraced the universal principles of “global compact” in the key areas of human

rights, labour standards, environment and anti-corruption. These principles are .

Human Rights

1. Business should support and respect the protection of internationally proclaimed human rights

and

2. Make sure they are not complicit in human rights abuses

Labour Standards

3. Business should uphold the freedom of association and the effective recognition of the right to

collective bargaining;

4. The elimination of all forms of forces and compulsory labour;



5. The effective abolition of child labour; and

6. Eliminate discrimination

Environment

7. Business should support a precautionary approach to environmental challenges;

8. Undertake initiatives to promote greater environmental responsibility; and

9. Encourage the development and diffusion of environmentally friendly technologies.

Anti corruption

Business should work against all forms of corruption, including extortion and bribery

CORPORATE SOCIAL RESPONSIBILITY

Krishak Bharati Coopertive Limited (KRIBHCO) is the world’s premier fertilizer producing

cooperative having outstanding track record to its credit in all spheres of its activities. KRIBHCO has

fully imbibed the cooperative philosophy and has made sustained efforts towards promoting the cause

of modern agriculture and agriculture cooperatives in the country.

Having its genesis in farmers’ cooperatives, social development and humane facets have always beenof prime focus in its growth and philosophy – an organisation which owes its existence to the farmers,

by the farmers and for the farmers of this great country.

SERVICES TO COOPERATIVES AND FARMERS

The Society since inception has made vigorous efforts towards the development of farm

technologies and other welfare schemes for upliftment of the farming community. Over 1600

programmes on crop seminars, farmers meetings, block demonstration, field days, Kisan Melas,

farmers visit, agriculture campaigns health checkup campaigns, veterinary health check up camps

and income generation programmes etc. have been conducted which have benefitted about 2.5 lac

farmers across the country.



Around 400 programmes on cooperative conference, workshops and state consultative

committee meetings have been organized with a view to strengthen the cooperative system.

A variety of facilities like farm implements, furniture, technical assistance towards

improvement in godown facilities etc. are being provided to the economically weaker societies.

Around 50,000 soil and water samples have been tested and recommendations made available

to the farmers to improve and enhance their produce.

Krishak Parivar Sangams have been organized in 14 states on the theme dry land farming and

farm technology.

KRIBHCO has established Krishi Paramarsh Kendra at its corporate office for facilitating

farmers in providing information and advise on micro nutrients soil testing, soil improvement,

latest farm technology through internet and also KRIBHCO Kisan Helpline.

SEED MULTIPLICATION PROGRAMME

With a view to provide quality certified seeds of main crops to the farmers, KRIBHCO has established

most modern seed processing plants situated in 9 states. From a modest production of 2,982 Qtls of

quality seeds in 1991-92, KRIBHCO today provides 1.54 lakh Qtls of the quality seeds to the farmers

annually.

GRAMIN VIKAS TRUST (GVT)

KRIBHCO established Gramin Vikas Trust which is managing Rural Development Rainfed

Farming Projects which are jointly funded by DFID and KRIBHCO. The primary objective of

GVT is to enhance livelihood and elevate poverty of the tribal and rural population in the rainfed

regions of the country through facilitating farming systems, development and research, institution

building and beneficiary participation.

The GVT projects have successfully developed JANKAR system whereby village volunteers

are trained and equipped to take forward the project intervention and dissemination of project

approaches and technologies so that they can act as animator for the development programmes.



BIO-FERTILISERS

Continuous promotional and educative programmes are being conducted to increasingly make

farmers aware of benefits derived through use of bio-fertilizers.

KRIBHCO has established Bio-fertilizer Plants in order to provide eco-friendly and cost effective

fertilizers. The tremendous efforts putforth by KRIBHCO in this direction has been acknowledged for

three consecutive years by National Productivity Council by awarding first position to KRIBHCO for

production, marketing and promotion of bio-fertilizers in the Nation.

DEPARTMENT AND MANPOWERS AT “KRIBHCO”

Financing & Accounting 62

Personnel & administration 82

HRD 09

Security 101

Material 55Medical 32



Mechanical 210

Transportation 29

Fire safety 45

Purchase & store 56

Instrument 90

Electrical & civil 101

Ms System 13

Laboratory 54

Production (HEAP Plant) 440

Total 1379

Contract labor 1600

Total manpower 2979

Performance Hyalites:



Highest Production Urea 18.06 Lakh mt

(Previous Best 17.73 Lakh mt,2003-2004)

Highest Dispatch Of Urea 18.05 Lakh mt

(Previous Best 17.85 Lakh mt, 2003-

2004)

Lowest Urea Energy

Consumption

5.861 G.Cal/mt

(Previous Best 5.886 G.Cal/mt,

2003-2004)

Lowest Ammonia EnergyConsumption

8.204 G.Cal/mt(Previous Best 8.222 G.Cal/mt,

2003-2004)

Highest Production of Seeds 1.54 Lakh Qtls

(Previous Best 1.21 lakh Qtls,

2003-2004)

Highest Sales Of Seeds 1.49 Lakh Qtls

(Previous Best 1.11 Lakh Qtls, 2003-

2004)Highest Sales Of Bio-Fertilizers 611 mt

(Previous Best 516 mt, 2003-2004)

Highest KBSK’s Turnover Rs.3608 Lakh

(Previous Best Rs.3052 Lakh , 2003-

2004)

Highest KBSK’s Profitability Rs.72.91Lakh

(Previous Best Rs.29.91Lakh , 2003-

2004)

Profit Before Tax Rs.183.83 Crores

Profit After Tax Rs.140.59 Crores

Proposed Dividend 20 %



QUALITY POLICY

Management of KRIBHCO, Hazira plant is committed to operate and maintain its fertilizer manufacturing complex through quality assurance, environmental protection and to the satisfaction of customers.KRIBHCO, Hazira plant shall achieve this quality policy through following objectives:

1. Continually upgrading technology to improve plant efficiency & reliability.

2. Maintaining & improving the safety & environmental performance.3. Improving the skills & knowledge of personnel.4. Continuously improving the quality Management system.

FUTURE PLANS

A joint venture fertilizer project in Oman:

Society has invested US$ 80 million as equity in Oman India Fertilizer plant which has

achieved commercial production on 14th July 2005. The Project has annual capacity of 16.52 lakhs MT

Urea and 2.50 lakhs MT surplus ammonia and has been built at a cost of US$ 969 million. Marketing

of Urea produced by this plant has since been commenced by the society.

Hazira Phase-II

Society is in the process of setting up a state of the art mega size ammonia plant of capacity of

1850 MTDP and urea plant of capacity of 3250 MTDP at existing fertilizer complex at Hazira.

Existing infrastructure facilities will be utilized resulting in saving of cost. Plant will be based on

natural gas and we have energy consumption.Gujarat state energy generation limited (GSEG)

Society has diversified to power sector and has invested Rs. 48.75 crores being 30% equity in

Gujarat State Energy Generation Limited, a joint venture company promoted by government of

Gujarat, GSEG is operating 156 MW Power Plant at Mora, District Surat.

KRIBHCO’s Hazira plant is also going to be expanded. The society is also exploring the

possibilities to set up a 200 MW liquid fuel based power project at Jhunjhunu, Rajasthan. Society has

deposited a development security of Rs.25 lakhs with Rajasthan State Electricity Board (RSEB).

Minister of power has given No Objection Certificate (NOC).

ORGANIZATIONAL CHART OF KRIBHCO



Production Department

Production is the process by which, raw materials and other inputs are converted into finished

products. It involves many functions such as manufacturing process, product and process design, plant

layout, inventory control, plant maintenance, etc.

KRIBHCO has the Production Department in the Plant Premises and it works in harmony with

the Marketing Department and Transportation Department as well as all other departments. It also

includes Stores and Purchase Department which take care of all the materials used in the production

process.

Night view of KRIBHCO’S HAZIRA PLANT

RIBHCO products



Introduction to Plant

UREA - AMMONIA PLANT LOCATION

ROAD DISTANCE FROM SURAT HAZIRA - GUJRAT

Surat 20 kms

Mumbai 280 kms

Delhi 1100 kms

Ahmedabad 280 kmsBaroda 160 kms



The KIBHCO Hazira Plant in two phases produces a total of 1.45 million tones of Urea per

annum. The main plants consists of two Ammonia plants, each of 1350 MTD capacity and four Urea

streams of 1100 MTD capacity.

Another necessary supporting facility include Raw material storage, water pretreatment plant,

D.M water plant, Steam & power generation plant, plant-air & inert gas plant, ETP, urea storage & product handling plant.

The Hazira plant consists of Urea Complex, Ammonia Complex and Offsite Plants which

includes supporting facilities.

Production Performance

Ammonia Urea

Year Qty

(in lack

MT)

Year Qty

(in lack MT)

1995-1996 10.50 1995-1996 17.22

1996-1997 9.86 1996-1997 15.40

1997-1998 10.80 1997-1998 17.72

1998-1999 9.39 1998-1999 15.17

1999-2000 9.47 1999-2000 15.57

2000-2001 9.63 2000-2001 16.31

2001-2002 9.90 2001-2002 16.942002-2003 9.92 2002-2003 16.03

2003-2004 11.17 2003-2004 17.73

2004-2005 10.92 2004-2005 18.06

Under the overall national planning for utilization of natural Gas/associated gas located

in Bombay high and south bassein in the west coast of Bombay and gigantic program for new

generation of fertilizer units was envisaged for implementation. The Hazira fertilizer complex was

conceived in early 1978 and Krishak Bharti cooperative Ltd. (KRIBHCO) was formed jointly by

IFFCO and government of India and about 490 cooperative societies to own and operate the projects

with an investment of about Rs.950 crores. KRIBHCO started functioning as another largest

cooperative society from November’1980. it was planned to install two ammonia plants of capacity

1350 tone per day each (Reassessed to 1520 MTPD each from 1.4.2000) and four urea plants of

capacity 1100 tone per day each (Reassessed to 1310 MTPD each from 1.4.2000).



The consultants for the Ammonia plants are M/s. Kellogg supported by M/s. fact

engineering and design organization (FEDO) as subcontractor. The consultants for the urea plants are

M/s. snamprogetti, Italy and M/s. project & development Ltd. (PDIL) as co-consultant. The consultants

for steam generation plant, power plant and other offsite facilities are M/s. Development consultants

Pvt. Ltd. (DCPL).

The zero date for the project was 31 st march, 1981. Trail production of Ammonia and

urea plants started in November ‘85. Date of commercial production was 1.3.1986.

Forecast production plan: -

Based on their availability of raw material, based on their yearly shut down & based on

their any unfortunate shut down, they generally fixed or forecast their target f production department.

Major modification:-

1. Purge gas recovery plant was commissioned in july’89 (date of stabilized commercial

production) resulting in additional Ammonia production of 115 MT/day and savings in specific

energy consumption by 0.1333 MMKcal/MT Ammonia.

2. Ammonia plant optimizer was commissioned in November’92 and March’93 in unit-I and unit-

II respectively resulting in energy saving of 0.616% (avg. of plants).

3. Ammonia converter retrofit was completed in Ammonia unit-II and Ammonia unit-I in Dec ‘93

and march’95 respectively. The GTR of unit-I was done in April’95. This modification resulted

in increase in Ammonia concentration of converter output from 14.5% to 19.5%. As a result the

average energy saving of about 0.258 MMKcal/MT of ammonia has been obtained.

4. Urea-21 CO2 compressor revamped in may’2000 by changing the rotors, impellers and

diaphragms for all 3 casings. Intercoolers and separators of the 2nd and 3rd stages also replaced

for higher load operations. This has reduced power consumption in CO2 compressor by 1478KW.

5. The scheme for modernization of urea plants was implemented after survey and audit by M/s

snam progetti to improve the energy efficiency and urea product quality. The scheme involved

installation of MP pre-decomposer and vacuum pre-concentrator with dedicated vacuum

6. system. The scheme was implemented in Jun ‘2001. This has resulted decrease in steam

consumption of 132 of urea.



Organizational chart of production department

Operations Directors

G.M G.M G.M G.M G.M

Production Maintaince P&A F&A Technical

Chief Manager Chief Manager Chief ManagerAmmonia Urea Power / Offsite / HAEP

Sr. Manager Sr. Manager

Ammonia – I Ammonia – II

Manager Manager

Dy. Mgr. / Sr.Engr./Engr. Dy. Mgr. / Sr.Engr./Engr.

Ch. Optr. / Sr. Optr. / Ch. Optr. / Sr. Optr. /

Optr. Optr.

Information regarding process route for each plant / product

Name of plants/product Ammonia urea



1. Name &sources of natural gas from Bombay Ammonia & CO22. Raw material high/south bassein after from Ammonia

Sweetening, LPG extractionAnd c2-c3 extraction (at IPCLGandhar from Jun ‘2002)Through M/S GAIL.

3. Name & sources of Utilities:

Steam (*) internal generation with from SGPBackup from SGP

Electricity power from captive power from captive

Backup from plant with backup plant with GEB.From GEB.

Water through canal from through canalKakrapar weir (**) kakrapar weir (**)

4.I) name of process steam reforming of N.G Ammonia stripping

RouteII) Plant designer MW Kellogg Co.USA snamprogetti Italy.

(*) Steam generation boilers were converted on dual fuel (Natural gas &natural gas liquid)

(**) in view of Gujarat irrigation department’s notice for stopping the supply of water through canalfrom April’92, an alternate source of water supply i.e. supply through pipeline from kakrapar weir is

also installed.

Plant-1 Plant-2

Ammonia 1520 MTPD 3040 MTPDUrea 1310 MTPD 5240 MTPDBio-fertilizer - - 250 MTPA

(Per annum)

PLANT DETAIL:-



Process description – Ammonia plant

1. Main section

The steam reforming Ammonia process involves the following basic steps:

I. Desulphurization

II. Steam reforming

III. Shift conversion

IV. Carbon Dioxide removal

V. Methanation

VI. Ammonia synthesis

VII. Refrigeration system

I. Desulphurization

a) The purpose of desulphurization is to remove sulphur from the natural gas. Sulphur is

poisonous for the catalyst used in Ammonia plant and hence its removal is essential.

b) Desulphurization is accomplished in reactor by sending natural gas mixed with a small

quantity of hydrogen (from make up gas) at a temp. of 395 c over bed of comox (cobalt and

molybdenum) catalyst and two beds of zinc oxide catalyst.

c) The chemical reactions involved are:

RSH+H2 = H2S + RH (COMOX bed)

H2S+ ZnO= ZnS + H20 (zinc oxide bed)



d) Thus over a period of time the entire amount of zinc oxide catalyst will get converted to

zinc sulphide and a new catalyst has to be charged.

e) The sulphur content of natural gas is thus reduced from 10 ppm to less than 0.25 ppm.

II. Steam reforming

a) The steam reforming of hydrocarbon feedback to syn gas production is carried out in

two catalyst reactions stages. The first stage, called primary reforming, produces a partially

reformed gas containing approximately 10 % by vol. Of methane (dry basis) and in the

secondary reformer this gas is further processed to achieve to methane content desirable for

syn gas production approximately 0.3% by vol. (dry basis).

b) Desulphurised natural gas is mixed with steam in the ratio of 3.45: 1 and the mixed gas

is then heated in the convection section of primary reformer to a temperature of 460c before

entering the catalyst tubes (containing Nickel catalyst) in the radiant section of the primary

reformer.

c) Hydrocarbons in the natural gas (methane above 90% ethane, propane, butane etc.) react

with steam to give hydrogen, carbon monoxide, carbon dioxide according to the following

reactions:

CH4+H2O =CO+3H2 Endothermic (heat require)

CH4+2H2O =CO+4H2

d) Since these reactions are endothermic, the heat required is supplied by burning a

mixture of natural gas and purge gas from the synthesis loop in a series of burners installed

at the roof and walls of the radiant section.

e) The outlet gases from the primary reformer with a methane content of about 10% in

enter the secondary reformer at a temperature of 800 c.

f) In the secondary reformer these gases are mixed with the stochiometric quantity of air

(sources of nitrogen), which supplies oxygen for the combustion of partially reformed gas.

g) The combustion heat utilized to complete the reforming reaction over the nickel catalyst

bed in the secondary reformer. Thus the methane content of the gases is reduced to 0.3 %

and the temperature increased to about 985 c.

I. Shift Conversion

a) Carbon Monoxide is converted into carbon dioxide in two-section i.e.HT shift

conversion and LT shift conversion.



b) The gases coming out of the secondary reformer at a temperature of about 985 c are

cooled in Waste Heat Boiler (which produce most of the steam require for the Ammonia

plant) and enter high temperature shift converter at a temperature of 350c. In the presence

of iron chromia catalyst carbon monoxide reacts with the steam to form carbon dioxide and

the hydrogen according to the following reaction.

CO+H2O = CO2+H2 Exothermic (Heat liberated).

c) The reaction being exothermic, the temperature of the gases increases to 405c. The

gases are cooled to 203c to generate high-pressure steam in a waste heat boiler, to heat the

methanator feed and preheat boiler fed water in separate heat exchanger. The gases are then

introduced in low temperature shift converter containing and copper zinc catalyst. The same

reaction as about takes place and about 99.7%of carbon monoxide is converted to carbon

dioxide.

d) Two different reactors and temperature levels are used to take maximum advantage of

higher reaction rate at higher temperature and higher conversion at lower temperature.

IV. Carbon Dioxide Removal

a) Carbon Dioxide, the raw materials for urea is removed in this section and sends to the

urea plant.

b) The gases leaving L.T. shift converter at around 221c are cooled to 94c and the

unreacted steam is condensed and removed.

c) The process use for removal of carbon dioxide is low heat benfield process with the

following features:

• Absorption is accomplished in two stages with lean, semilean benfield solutions

consisting of potassium carbonate and diethanolamine as the main absorbent and

vanadium pentoxide as a corrosion inhibitor. The gases leaving absorber at the

temperature of about 70c contain a maximum of 0.1%carbon dioxide on dry basis.

• ich Benfield solution from the bottom of the absorber at a pressure of about 28kg/cm2 is

sent to the top of CO2 striper through hydraulic turbines which are coupled to semilean

solution pumps their by reducing the power consumption for semilean solution pump

drivers. Rich benfield solution is flashed of at stripper top thus yielding a pure CO2

product.



• As in the case of absorber, the stripper design is also based on operation in two stages.

In the upper section, rich benfield solution is partially stripped of the dissolved CO2 by

up flowing vapor and a major portion of semilean solution is withdrawn from the

middle point of the stripper and is pumped to the middle of absorber.

• The balance of semilean solution comes down to the bottom of stripper and the further

stripped by the upflowing vapors processed in solution regenerator. The lean solution

withdrawn from the bottom of stripper is cooled and pumped back to the top of

absorber.

V. Methanation

a) The gases leaving CO2 absorber contains traces of carbon monoxide and

carbon dioxide which are highly poisonous to synthesis catalyst in amm converter and hence

these are converted to methane in methanator in the presence of Nickel catalyst at a

temperature 285 to 305c.

b) The reaction that occurs is :

CO + 3H2 = CH4 + H2O Exothermic

CO2 + 4H2 = CH4 + 2H2O Exothermic

At exit of methanator pure synthesis gas containing N2 and H2 in the ratio of 1:3 has a CO+CO2

contain of less than 1 PPM

VI. Ammonia Synthesis

The synthesis gas containing nitrogen and hydrogen in the volumetric ratio of 1:3 is

compressed in a turbine driven centrifugal compressor from 28.5 kg/cm2 to 185kg/cm2.

The compressed gas is preheated by heat exchange with converter effluent and is passed over iron

oxide catalyst where about 17% ammonia is formed. The unconverted gases are mixed with make up

synthesis gas and after removal of ammonia product are recycled over the ammonia converter

containing the iron oxide catalyst. The ammonia formed in this section is chilled and separated.

VIII. Refrigeration System

a) A four-stage ammonia refrigeration system provides refrigeration for ammonia

condensation in the synthesis loop and the ammonia vapors generated in the ammonia

storage tank due to normal heat leak.

b) The refrigeration compressor consist of two cases centrifugal compressor with

inter coolers, a refrigerant condenser, a refrigerant receiver and four flash drums.



c) The refrigeration system is designed to deliver the ammonia product as liquid

at –33c. this temperature is chosen because it permits the storage of liquid ammonia at

atmospheric pressure.

PROCESS DESCRIPTION

1. Main Sections

i. The production of urea by ammonia stripping process involved the following

steps.

• Synthesis

• Purification and Recirculation

• Concentration and Prilling

ii. The stripping process for production of urea is based on Henry’s laws.

According to this law the concentration of component in the solution while in equilibrium

with the vapor phase is directly proportional to the partial pressure of that component in

the vapor phase. The increase in partial pressure of ammonia over the ammonium

carbonate solution reduces the partial pressure of carbon dioxide and hence ammonium

carbonate solution decomposes to increase the partial pressure of carbon dioxide in vapor phase to approach equilibrium concentration.

2. Synthesis

Urea is produced by synthesis of liquid ammonia and gaseous carbon dioxide at a

temperature of about 190deg. C and pressure of 160kg/cm2.

2NH3 + CO2 = NH2 COO NH4 Exothermic (Heat Liberated)Ammonium Carbamate



NH2 COO NH4 = NH2 CO NH2 +H2O (Slightly Endothermic)

Urea

iii. Liquid Ammonia from ammonia plant is pressurized to 240 kg/cm2 and is used

as a driving fluid in the Carbamate ejector for recycling the unconverted ammonium

iv. Carbamate into the synthesis reactor. Carbon dioxide is also compressed to

synthesis pressure in a centrifugal compressor and fed to synthesis reactor.

v. In the synthesis reactor ammonia and carbon dioxide react to form ammonium

Carbamate, urea and water as shown above. Although the first reaction is spontaneous and

complete, the conversion of ammonia carbonate to urea is only partial (about60%) thus

leaving unconverted ammonium Carbamate, urea and water at the reactor outlet.

vi. The effluents from the reactors enter the stripper, which operates at the same

pressure as the reactors. Here the ammonia stripping process achieves the decomposition

of ammonium Carbamate into ammonia and carbon dioxide and the heat of

decomposition is supplied by steam.

vii. The overhead gases (ammonia, carbon dioxide and water vapor) from stripper

are condensed in the weak Carbamate solution in the Carbamate condenser at synthesis

pressure. The heat of condensation is utilized to produce low-pressure steam in the sell

side of the condenser. The Carbamate solution so formed is recycled to the synthesis

reactor through Carbamate ejector.

3. Purification and Recirculation

viii. The purification of urea and further circulation of unconverted ammonium

Carbamate take place in two stages operating at 16kg/cm2 and 4.5kg/cm2 respectively.

ix. Each stage consists of a decomposer where further decomposition take place on

account of pressure reduction, a separator where the gases and urea solution are

separated and condenser where gases are dissolved in the weaker Carbamate solution

from the subsequent stage.

x. The society has also installed pre-concentrator and pre-decomposer to reduce the

energy consumption and to reduce the vacuum load.

xi. The concentration of urea is thus increased to about 80% and almost the entire

quantity of converted ammonia and carbon dioxide is recycled back.

4. Concentration and Prilling



xii. The urea solution is further concentrated to 99.75% in two vacuum concentrators

operating at 0.3kg/cm2 abs and 0.03kg/cm2 abs pressure.

The concentrated urea solution is pumped to the top of Prilling tower from where it is

sprayed in to the Prilling tower through a Prilling bucket. The drops of urea encounter by cold airflow

and get solidified in to prills. The urea prills are sent to the bagging plant or at urea silo by belt

conveyors.

The steam

generation plant

supplied by

FOSTER WHEEL POWER, UK consist of 3 boilers (2 running & 1 stand by) capable of producing

275 MT steam per boiler per hour at 105 ata pressure and 510°C to supply steam to the process plant

and power generation. The boilers are of single drum Monowall Balanced draft type, complete with all

accessories and mountings. The boilers can fired to 100% MCR with gas. All three boilers are

connected to a single common header and from their distribution of steam to different use points.

In power plant with help of boiler, heater, deaerator and other instrument steam is generated.

From this steam about 65% is used in production plant and about 35% is used for power generation.

Power is generated with the help of two turbo generators.

The power plant consists of two extractions cum condensing type T.G. sets each of 15

MW capacities, supplied by BHEL. Out of this KRIBHCO require 25 MW power and remaining

supplied to G.E.B.



“OFFSITES” is the “Off the Site” plant. All those plants, which are not within battery limit of

main process plants, are called Offsites facilities. All the supporting plants of Urea & Ammonia plants

are called offsites plants.

The major offsite plants at KIBHCO Hazira Complex are:

1. Raw Water Canal, Kakarapar Pump House & Reservoirs

2. Water Pretreatment Plant

3. D. M. Plant

4. Cooling Towers

5. Inert Gas Plant

6. Air Compressor House



7. Ammonia Storage & Handling

8. Effluent Treatment & Disposal System

9. Drinking Water Supply System

10. Sewage Treatment Plant

11. Emergency Power Generator Sets

12. Centralized Chemical Storage & Handling

Operations of all the sections including procurement of chemical, procurement of Raw Water

and disposal of effluent is monitored round the clock by a team of Executives and Operatives including

Sr. Manager (Offsites).

Offsite has to coordinate with Irrigation Department to get timely water supply and also

reasonable billing for the supplied water. Offsites earns revenue by selling Liquid Nitrogen & Liquid

Ammonia for non-fertilizer uses. Offsites has to keep liaison with Maintenance department to

get sections maintained in good health.

Thus, the chain of the responsibilities remains endless, but a small team of 61 persons including

Sr. Manager is fulfilling all these tasks, Managers, Dy. Managers, Sr. Engineers, Engineers, Asst.

Engineers, Ch. Operators, Sr. Operators, Operators and Asst. Operators. This is possible obviously

with the sweet and cordial relations among the members of the team.

POWER PLANT AT PIPAVAV



Contributing to India's energy needs......

OBJECTIVE

KRIBHCO is exploring the possibility to diversify to Power Sector to meet the huge gap between power consumption and generation and in helping the country in its development and progress.

COMPANY JOINT VENTURE

JVC PARTNERS KRIBHCO, GPCL

LOCATIONPIPAVAV, DISTT.

AMRELI, GUJARAT.

PROJECT COST Rs. 2200 CRORES

CAPACITY 615 MW

COMPLETION24 MONTHS FROM

ZERO DATE

KRISHAK BHARATI COOPERATIVE LIMITEDRECORDS: 2006-07 (Highest since inception)

The financial year 2006-07 has witnessed several land mark achievements in the history of KRIBHCOwhere several records have been established during the year in the field of production, sales,dispatches, Specific Consumption, on-stream days achieved etc.

The records achieved during the financial year 2006-07 are listed below:



Highest monthly Urea dispatches from Plant Oct.’06

since inception

-Earlier Record (Dec.’87)

1.98 Lakh MT

1.94 Lakh MT

Highest monthly Urea Sales July’06 since inception

-Earlier Record (June’87)

4.11 Lakh MT

3.87 Lakh MT

Highest Total Annual Urea Sale 2006-07 since

inception

-Earlier Record (2005-06)

34.6 lakh MT

28.2 lakh MT

Highest daily Bio-fertilizer Production from Hazira

Unit (01-14.11.2006)

-Earlier Record (11.02.2006)

3000 Kg.

2660 Kg.

Highest total monthly Bio-fertilizer Production

Oct.’06 since inception

-Earlier Record (Feb.’06)

97.5 MT

94.4 MT

Highest monthly Bio-fertilizer Production from

Hazira Unit Nov.’06 since inception

-Earlier Record (Oct.’05)

80.1 MT

71.8 MT

Highest Annual Bio-Fertilizer Sales 2006-07


784.4 MT

714.4 MT

Highest Annual Total Bio-fertilizers dispatches

2006-07


843.3 MT

716.4 MT

Highest Annual Bio-fertilizer dispatch from

Hazira Unit 2006-07


638.8 MT

491.4MT

Highest sales productivity 5386 MT/EMP

Records-2006-07




4315 MT/EMP

AWARDS:

• KRIBHCO receives Gold star award of Excellence from Institute of Economic Studies for its overall

excellent performance. • KRIBHCO receives the Rajbhasha Award from Honb'le Minister of Chemical and Fertilizers for 2002-03,

2003-04, 2004-05. • KRIBHCO was awarded First prize for Production, Promotion, and marketting of Bio-fertilizers for the

year 2004-05 on 1st of December '05 by FAI.



SNO



Marketing department

Introduction: -

Marketing is the process of planning & executing the conception, pricing, promotion

and distribution of ideas, goods and services to create exchanges that satisfy individual and

organization goals.

In simple sense marketing is concerned with selling. But now a days the concept has

enlarged its meaning. We know that a product is provided with the aim of sale. Marketing management

covers marketing research, new product development and so many other important functions.

The important responsibilities of the marketing departments are: -

• Volume sales: - total production to be sold in each season.

• Price realization: - selling price at level to the consumer (farmer) at MRP.

• Cost of marketing: - discounts, credit, distribution expenses, traveling and

communication &warehousing expenses, advertising& sales promotion

expenses, etc should be minimal.

In KRIBHCO marketing management has the task of regulation of level, liming and

character of demand in a way that will help the organization to achieve its objectives. The aims of

producer totally depend on marketing, without marketing not a single unit can run.

“KRIBHCO” marketing philosophy aims not to sell fertilizer but to help farmers by

education them the modern farming technology and the use of fertilizer for optimum crop out.

KRIBHCO sold urea mainly through co-operative societies. KRIBHCO has been making celebrate

arrangements for dispatch of urea from plant site to various destinations as per requirement by

optimum use of rail & road.

In KRIBHCO marketing is done by head office at Delhi. KRIBHCO has nationwide

marketing network and has covered all major stated in the countries. Presently it is operating in the

Uttar pradesh, Himachal pradesh, Delhi, Madhya pradesh, Maharastra, Karnataka, Tamilnadu, Punjab,

Haryana, Gujarat, Rajasthan, Andhra pradesh, West Bengal and Bihar. (Chart) &marketing act ivies.



KRIBHCO Head offices

Central marketing offices co-operatives offices

State mkting offices state mkting offices state mkting offices

Area mkting offices Area mkting offices Area mkting offices

Field representative field representative field representative

Marketing Activities: -

1. Farmers Benefits programmes.

2. Sanket Haran bima yojana.

3. Marketing of BVFCL urea,

4. ISO 90001-2000

5. Seed multiplication programme

6. Gramin vikas trust. (Rural Development Trust)



Product mix: -

KRIBHCO, manufacturing nitrogenous fertilizer and allied product viz. urea, Ammonia,

Bio-fertilizer, 30 mega watt power plant operation & maintained of heavy water plant of department of

atomic energy, But KRIBHCO is having urea as its main product.

They use Ammonia as raw material &main input of urea& sale the excess production to other non-

fertilizer industries.

Product mix of KRIBHCO

Urea Bio-fertilizer Seeds

-Wheat

I Azotobacter -Paddy

II Azospirillum -Pulses

III Rhizobium 1. Gram

IV phosphorus solubilising 2. Pea

Miro-organism (P S M) 3. Arthan

4. Urd

5. Lentils

6. Moog

- Oil- seeds

1. Mustand

2. Soyabean

3. Castors



1414.5

1515.5

1616.5

1717.5

1818.5

Lack MT

2000-01 2001-02 2002-03 2003-04 2004-05

Years

Kribhco Urea Production and Sale

Production (Lack MT) Sales (Lack MT)

Features of products: -

Urea: -

1 Urea is colorless odorless white crystalline chemical substance. Generally in the form of

crystals. Urea is soluble in water, alcohols and liquid ammonia when heated under

vacuum. It sublimes at around 120 Deg.c- 130 Deg.c temperatures. At 160 Deg.c it

decomposes to ammonia and carbon dioxide. Urea in the fact is the diamide of carbinic

acid with a chemical representation: NH2CONH2.

2 The principle field of application of urea is for agriculture purpose as an nitrogenous

fertilizer. Fertilizer grade urea is generally marketed in the form of prills due of its free

flowing characteristics. A certain quantity of urea is also used for mixed fertilizer like

NP or NPK of different grades.

3 A part from its use as a nitrogenous fertilizer urea is a also used for purpose of animal

feed as a protein supplement in some of the advance countries.

4 Another important application of urea is for the manufacture of thermosetting etc.

further urea is also used for manufacture of several other chemicals and pharmaceuticals

etc.

Kribhco urea production and sales

Year Production (Lack MT) Sales (Lack MT)

2000-01 16.31 15.72

2001-02 16.94 17.21

2002-03 16.03 16.38

2003-04 17.73 18.37

2004-05 18.06 17.37



Bio-fertilizer: -

1. Azotobacter: -

Azotobacter Bio-fertilizer contains billions of Azotobacter Chrococcum species of bacteria and is very useful microbial inoculants for nitrogen mobilization. Te microorganisms of

Azotobacter live in the rhino share of root system of the plant. They consume organic carbon present in

the soil and fix atmospheric nitrogen. Azotobacters are free-living microorganisms, which are active

nitrogen fixers. They contain an enzyme known as nitrogenous which converts/fixes atmospheric

nitrogen in to ammonia. This ammonia is excreted by the microorganisms in to the soil, which is

consumed by the plant for protein synthesis. Azotobacter chrococcum has a potential of fixing 50kg of

nitrogen per hectare.

2. Azospirillum:-

Azospirillum Bio-fertilizer contains billions of Azosirillum Brasilense species of

bacteria and is very useful microbial inoculants for nitrogen mobilization. The microorganisms of

Azospirillum are associative in nature i.e. the are present I the rhizophere and rizoplane of the plants

they use nutrients and source of energy from the root exudation and fix atmospheric nitrogen.

Azospirillum are associative microorganisms, which are active nitrogen fixers. They contain an

enzyme known as nitrogenous which converts/fixes atmospheric nitrogen in the ammonia and the

plants use this ammonia. Azospirillum brasilense has a potential of fixing 20-40kg of nitrogen per

hector.

3. Rhizobium: -

Rhizobium variety of Bio-fertilizer contains billions of Rhizobium species of bacteria.

These bacteria form nodules on the roots of leguminous crops. Rhizobium is symbiotic in the nature,

while other verities such as Azotobacter, P.S.M and Azospirillum are free living. Rhizobium is cropspecific unlike Azotobacter, P.S.M, and Azospirillum, which can be used for all crops. The leguminous

seeds when treated with Rhizobium, the roots hairs are attacked by Rhizobium during germination and

give rise to the formation of nodules. This nodule contains billions of bacteria and seats of nitrogen

fixation. Grater the number of nodules formed on the roots, grater is the quality of nitrogen fixed.

Rhizobium has potential of fixing nitrogen varying from 50kgs to 200kgs nitrogen per hectare

depending upon the variety of leguminous crops.



0

10 0

20 0

30 040 0

50 0

60 0

70 0

2000-01 2001-02 2002-03 2003-04 2004-05

Year

Kribhco Bio-fertil izer Produ ction and

Production (MT)sales(MT

4. Phosphorus solubilising micro-organism (P.S.M):-

P.S.M variety of Bio-fertilizer contains billions of phosphate solubilsing

microorganisms, which are capable of solubilising insoluble phosphate already available in the soil. Of

the total phosphatic fertilizers applied to the crops, only a meager quantity of 25% is available to the

plants in soluble forms, while rest of the phosphates get fixed in the soil in the form of insoluble

phosphates, such as aluminum phosphate, iron phosphate, tri calcium phosphate etc. these phosphates

get accumulated in soil and remain unused under normal soil conditions .the phosphate solubilising

micro-organisms are free living and present in the rhizophere of the root system of the plant. Phosphate

solublising microorganisms haves potential of solubilising about 40kg phosphorus p205 per hectare.

Kribhco bio-fertilizer production and sales

KRIBHCO ammonia production

Year

Production

(MT) sales(MT)

2000-01 384 354

2001-02 389 373

2002-03 296 351

2003-04 603 516

2004-05 560 611

2000-01 9.63

2001-02 9.9

2002-03 9.92

2003-04 11.17

2004-05 10.92



8.5

9

9.5

10

10.5

11

11.5

2000-01 2001-02 2002-03 2003-04 2004-05

Years

Kribhco Ammonia Production

KRIBHCO seeds production and sales

Year Production (Lack Qtls) Sales (Lack Qtls)

2000-01 1.04 0.76

2001-02 0.84 1.1

2002-03 1.08 1.06

2003-04 1.21 1.11

2004-05 1.54 1.49



In case of geographical market segmentation, the market is segmented zone wise,

district wise, and village wise. KRIBHCO has 7 state wise offices. Each state is headed by state

marketing manager comes area offices consisting of area officer and area agronomist. Under each area

office there are officer who area assigned one village co-operative society. The order are first place by

farmers at village level which are in turn forward to district level and to state level officers, who

convey information to marketing general manager at the office.

(II) Proportion of shares held by co-operative society: -

Here the market is segmented in terms of the number of share membership. It implies

there are more numbers of share membership in that region, large consumers are found. This type of

segmentation is done by KRIBHCO to reach their market-oriented goal.

Distribution channel: -

KRIBHCO handles its distribution of fertilizer by making division situated at Delhi.

“KRIBHCO” channel its product through co-operative distribution network.

According to the essential commodities Act, the government regulates the distributions

of fertilizer. The department of fertilizer guides the management of KRIBHCO for the distribution of

urea. Products, which are produced at Hazira, are not dispatched directly to the customers. It involvesdistribution channel, KRIBHCO has develop for distribution of urea.



Channel of Distribution

State level co-operative

District level co-operative

Taluka level co-operative

Block level co-operative

Village level co-operative

Farmers

Being in the co-operative sectors, the society has been marketing its product only through co-operative

and institutional agencies. Besides providing its products to Apex level co-operative federation/

institutions in most of states, it has also been supplying its product grass-roof-level societies in the

states of Uttar pradesh, Andhra pradesh, rajasthan, and the focal points in Punjab, apart from Krishak

bharti sewa kendras (KBSKS). The direct supplies to primary Agriculture co-operative societies

(PACs)/ focal points not any only helps in timely availability, and increase in fertilizer consumption,

but also provides maximum benefits to the societies for making the financially strong.

During the year under review, the society was given an allocation under ECA in almost

al the major states in the country. The society marketed its product in t5he states of Uttar pradesh,

Uttranchal, Punjab, Himachal pradesh Karnataka, Tamil nadu, Bihar and west Bengal. The society sold

98% of its ECA allocation against the national average of 92%.



Road

19%

Rail

81%

Rail Road

Mode of Distribution: -

Proper planning and close monitoring enabled the society to dispatch it urea as per ECA

allocation from plant site to various destinations by optimal use of rail and road mix.

1. Railway: - major part of fertilizer almost 79% is transported through railway line to the states

like Maharashtra, Madhya pradesh, Punjab, haryana and Uttar pradesh.

2. Roadways: - the dispatch of fertilizer through roadway is limited to the state like Gujarat,

rajasthan, Madhya pradesh, and many other states is round around 21%. Pie chart.

Pricing policies: -

Profit of company mainly depends upon cost of production and price of the products

manufactured. KRIBHCO as a manufacturer of fertilizer has very limited role to play in declaring the

prices of fertilizer as the price of fertilizer is decided by the government under the Essential

Commodities Act (ECA).

When pricing of the fertilizer is regulated by government following points are taken into consideration:

-

2. Cost of production

3. Transportation cost

4. Profit margin

5. Taxation rate

Although the fertilizer manufacturing cost is high, the prices are fixed by Govt. in the form of subsidy

to the manufacturer.



COMPITITORS

KRIBHCO generally dose not face any stiff competition as the government decides the

major parts of its marketing activities. Chemicals and fertilizer ministry of India decides the ratio of

sales of fertilizer and chemical in the industry. Generally competition exists in free trade. Some of the

competitors of KRIBHCO are:



Sr. no Name

1 GNFC Gujarat Narmada Fertilizer

Corporation

2 GSFC Gujarat State Fertilizer

Corporation

3 IFFCO Indian farmer Fertilizer

Corporation

4 RCF Rashtriya Chemical Fertilizer

5 NFL National fertilizer Ltd

6 HFC Hindustan Fertilizer Corporation

7 FCL Fertilizer Corporation Of India

8 Nagarjuna -



9 Chambal -

Generic Level of Competitors: -

Agricultural minister of India supplies fertilizers, farming equipment, loans and many other

facilities to Indian farmer at discounted prices in order to benefit and develop farmer. Thus it also

provides rebate to the fertilizer producing companies. Generic level competition exists in terms

rebates given to different companies in the industry. These rebates are given specially to make the

product affordable for the farmers. Competition even exists in terms of benefits that the fertilizer

companies provide farmers in order to sell their product. It acts as a sales promotion activity.

Competition exists in the mode of supply i.e. through road or rail, those supplying through

roads are faster in their transportation and hence deliver the product in shorter period as compared to

railway. Finally and most importantly the competition exists in terms of quality of product. KRIBHCO

maintains the best quality and hence is a leader in fertilizer industry.

Sales promotions: -

In modern world there is very strict competition so for stand in the market, strongly

sales promotion programme very important. The main aim of sales promotion is to increase the sales

and increase the number of customer. KRIBHCO’s promotional programmes are carried to farmers

field through technically qualified and trained field force under the highly qualified agronomists and

managers the major promotional activities consists of the following.

1. Block Demonstration

2. Co-operative conference

3. Krishak Bharti Seva Kendra



4. Crop seminars

5. RGB Members visits

6. Farmer benefits programmes.

1. Block Demonstration:-

In these demonstrations, latest agricultural production technology was demonstrated via

local practices. The review demonstration were organized on different crops on approximately 100

hectares of land and a large number of farmers visited this plots various other

field programmed like farmers meetings etc were organized at the site of these demonstration.

Block demonstration was conducted in the state of U.P, M.P, Hariyana, Punjab & Gujarat.

1. Co-operative Conference:-

All the product of KRIBHCO marketed by the co-operative societies, so their mangers

and salesmen are trained on better business, fertilizer and other agro- input storage, soil testing etc.

A group of 100 participants is trained in each co-operative conference sufficient quality of crop

folders and other technical material, provided to each participant for further distribution to farmers

through co-operative societies.

2. Krishak Bharti Seva Kendra

The society has established 10 Kendra in the state Hariyana and Punjab. These are

successfully in operation and through these centers a package of inputs and services is being

provided to farmers right at their doorsteps. The society is already in process of establishing 27

more seva kendras in state of U.P, M.P, Rajasthan, Punjab, and Mharashtra.

3. Crops seminars

The society organized one crop seminar with collaboration of IIFCO in state of

mharashtra. In the seminar, experts I the field of agriculture were invited for expressing their view

points.

4. RGB members visit

Representative General Body (RGB) delegates are the representatives of KRIBHCO’s

member society. They act as KRIBHCO spokesperson art various platforms throughout the

country. It is in the interest of KRIBHCO to provide maximum information about its programmes

to its members. Short study visit of 1-3 days duration in each term are arranged for these RGB

members at Hazira plant or other project site.



Advertisement:-

Consumer is the king in the modern market. Without consumer the task of business is

incomplete. So consumer must know about the product of company. Now a day, advertisement is

the best way to introduce the product to consumer.

KRIBHCO’s advertising mainly depends upon its customer & their customers are

farmers and they are mostly illiterate. So, media gives advertisement in regional language, but in

present time farmers are also develop so advertising strategy also taken into consideration.

Company gives its advertisement in local newspapers also like Gujarat samachar, loksata, and

jansatta, sandesh etc T.V; Radio magazines are also taken as a media for these purpose.

Different language like Hindi, Punjabi, Marathi and Gujarati over various station of

all over India radio. For the popularity of KRIBHCO large no. Of holdings & roadside boards are

installed on highway, bus pan ness, wall paintings and glow sing at airports have also been installed

for above purposes. Advertisements have been realized from time to time in the dealing

newspapers, and other periodical, special supplements were brought in English, Hindi and regional

languages.

Market research

Marketing research is the problem analysis. It learning more about consumers,

dealers about marketing mix, preference, quality, and packaging etc are important in marketing

research.

Marketing research is a continuous process for survived the market or competition it

includes product analysis, market analysis, distribution analysis, and competition analysis.

Marketing research includes a manufacturer or producer to know what the consumer

want, in how much quantity they want, how many of them want particular commodity, how it

could be made available and how other customers can be attracted by the producer or dealer. Thus

it is an precious tool in decision making based on scientific investigation and analysis of marketing

problem.

KRIBHCO has separate marketing research department whose basic function is to

keep all the primary and secondary data of agriculture and fertilizers. This department keeps all

information about the units, production, storage, stocks and sales of the producers and given to the



ministry of agriculture. This department keeps in touch with all the state offices and feeds the top

management about the position of the company.

This department also keeps information about the demanding various regions, helps the

distribution department to sent the material where they are prospect of selling it. It also record

stock in warehouses and realization of money for materials.

Taxes applicable on sales activity:-

Taxes payable by KRIBHCO being a cooperative Ltd. Is very few and in a small

amount. As it provided the farmers with the urea at discounted prices, it is tax-free. A company

buying any of KRIBHCO’s products for the preparation of fertilizers gets it tax-free and if for some

other purpose like chemicals or catalysts then it is taxable. Some of the taxes applicable as per

conditions are a follows.

1. state sales tax: - this differs and varies from one state to another

2. central sales tax: - CST is applicable centrally and equally to all the states.

3. Octroi: - this tax is decided by the panchayats of different villages and talukas.

Hence is varies from village to village.

4. Freight: - freight is paid according to ECA.

5. Excise: - there is no excise duty applicable on KRIBHCO selling its product

directly or indirectly to farmers. But if the same is sold to company for the preparation

of some chemical or other than fertilizer then excise duty is applicable.

Forecasting sales plan

Forecasting sales plan is very important activity for marketing a product. And mostimportant part of forecasting the sales plan is to forecast the demand of the product. Before forecasting

demand KRIBHCO finds it necessary for the field officer to gain knowledge about: -

1. what is the basic product: he should acquire perfect knowledge about the product that includes

all its parts, spares, raw material utilized, an over view about the processing of the product and

all necessary details. The basic product is urea.



2. Who is the basic customer: field officer should also try to collect information about the basic

customer of the product, potentiality of the customer, market from where the customer

generally buys his product, etc. the basic customer is farmer

Now after knowing the product and customer, officer proceeds with forecasting the demand.

1. He now tries to know the agriculture land: it is most important to know the land on which the

farmer is going to use the urea. This would help in promoting sales by understanding the

customer well.

2. He tries to know the cropping pattern of that land and the one that the farmer would adopt.

Moreover he also studies the better opportunities or patterns that are more profitable to the

farmer. Even know as which drop needs what amount of urea. This would again help in

increasing the volume of sales.

3. At this stage he should try knowing the agriculture situations of the village, here he should take

care of both the agricultural facilities like the tube wells, canals, farming equipment, tractors,

equipments for harvesting, etc. and geographical conditions like the amount of rain and heat,

moisture content and fertility of soil, type of land i.e. a plateau or a flat one, etc.

4. Officer should try to gather information about the previous consumptions made by the farmers

of the same village, he tries to educate the farmers and there by teaching them about the various

benefits of using urea and hence ultimately increase the sales volume.

5. He should try to study competitor’s performance in the last few years and thus by making a

comparison can remove the drawbacks in their promotional activities and even if required then

even in quality.

Through all the above steps the required information for forecasting the sales can be

achieved. Hence company leads to an approximate figure of sales that helps in calculating various

other expenses and incomes of the company for the coming accounting year.

Sales procedures:



The sales procedure of the company is followed by its sales promotion activities.

Generally they conduct the promotional activities and then the actual sales procedure starts.

1. Educating farmers, generally a farmer’s meeting is conducted in any village with approximately

400 to 500 farmers. Generally the meeting is conducted through a mediator who may be

mukhiya, secretary of a cooperative, or someone who can convince farmers to attend the

meeting. Preliminary stage includes giving general knowledge about the general farming

process and harvesting. They are educated about how fertilizers can really help in producing

good and high quality yield of crops. in the secondary stage, the farmers are asked about their

process of farming and thus are suggested with corrective measures. They are even given tips

for more productive farming. This would help them to get good and more fertile crop.

2. Demonstrations are made for the acknowledging the farmers about the productive use of urea

and other fertilizers. They also show the new and productive ways of farming. This would help

in creating new buyers. And thus, it would promote the product.

3. Field day is also conducted and all the farmers and villagers are invited to participate in this

field day. It gives them opportunity to learn practically by participating in the field. Highest participation is expected to be taken.

4. District cooperative conference is held. All secretaries, presidents, chairmen, are called upon to

attend this meeting. During the meeting an expert called from the ministry of agriculture

explains them all details about the product i.e. urea. they are given details about the

distribution, selling, prices, rebates, taxes, and all necessary information related the product.

Report generated by marketing department: -

• Demand forecast.

• Supply forecast

• Sales plan.

• Weekly, fortnightly, monthly, quarterly, half yearly and annually generated marketing

reports.

• Sales promotion reports generated in different time periods.



Human Resource Management

Human Resource Management is that part of management which is concerned with

people at work & their relationship within the organization. The term Human Resource Management

refers to the management of personnel in the organization of any company to achieve the

predetermined goals. The duty of the personnel manager is to look after the personnel department and

various functions of the personnel like recruitment, selection, promotion, transfer, etc.

In KRIBHCO, there is Personnel & Administration Department to carryout the

functions of Human Resource Management. Here, the term Personnel & Administrations refers to the

administration of personnel.

The objective of this department is as below:

(1) To ensure satisfaction to the workers so that they are freely ready to work.

(2) To attain maximum individual development.

(3) To improve efficiency of the human resources.

Realizing that employees are its greatest assets, KRIBHCO from its very inception has been

striving to build up a sound & transparent organizational culture to inclusive to sense of belonging

among its employees.

Personnel & Administration department mainly deal with:

• Manpower Need – Why?, Where?, How? And When?

• Recruitment & Establishment functions



• Performance Appraisal

• Welfare & other services

• Loans & Claims

• Industrial Relations and

• Other miscellaneous functions.

• IN HOUSE TRAINING PROGRAMME/Conference are being conducted to develop internal

talent as well as to develop the skills of the employees at various levels and in various

discipline.

• Employees are sponsored to various reputed Institutes/organizations on need basis to participate

in the training programme/ conference/ seminar/ symposiums/ workshops.• COMPUTER TRAINING is organized for the employees and their wards as per need.

Employees are sent to attend various Seminars, Conferences and workshops organized by variousleading Institutes/Ministries/Department of Public Enterprises.

Human Resource Department

‘KRIBHCO’ considers its human resources as a the greatest assets. It invests time and

money to develop its employees through various HRD mechanisms. Regular in-house training

programs sponsorship to outside training institution, brainstorming, problem solving workshops etc.

are conducted for employees at all level.

Structure:-

Chief Manager

Senior Manager



Manager

Deputy Manager

Sr. Assistant Manager

Assistant Manager

Junior Manager

Objectives of HRD at KRIBHCO:-

• Maximize department contribution to KRIBHCO.

• To increase KRIBHCO`s foundation through increasing in employees contribution.

• Provide an opening of self- expression and self-development in congruence with organization.

• Provide need-based training to all employees of the organization.

• Plan the right working condition for employee’s progress.

• Plan and design appropriate training strategies to build competencies of employees

• Ensure growth and development for all.

Mechanism Methodology and Facilities:-

KRIBHCO considers its human resources as the greatest asset. It invests time and money

to develop its employees through various HRD mechanisms. Regular in-house training programs,

sponsorship to out-house training institutions, brainstorming sessions, problem solving workshop etc.

are conducted for employees at all levels.

History of HRD:-

Efforts since the last 15 years can be divided 3 distinct phases :

1. Foundation (1980 – 1987)

2. consolidation (1987 – 1993)

3. Growth (1993 onwards)



This division has been on the basis of the various functions and role that the department had to pay

along the line starting right from the time of its introduction as a training department to the present

Human Resources Department.

HRD Activities:-

In our endeavor to facilities KRIBHCO employees towards their growth and

development the activities have been continuing at reasonable fair pace.

• An exclusive in-house training program has been designed to upgrade the technical knowledge

of our operators.

• “Self-awareness and inter personnel relationship” play a vital role in brining about a sea change

in the functioning of any system comprising human and hence they have been organizing these

programs on a continues basis to give exposure to all employees in a planned and phased

manner.

• Technical and non-technical programs.

• Orientation training programs for new employees.

HR planning:-

HR planning includes estimation of how many qualified people are necessary to carry out

the assigned activities, how many people will be available and what if anything, must be done to

ensure that personnel supply equals personnel demand at appropriate point in future. It is the

foundation for all personnel functions.

In KRIBHCO, forecast of manpower is based on expected promotion and retirement. In

KRIBHCO, “bottom-up” approach is used i.e. manager or department head submit their departmental

proposal to Establishment Section, which is forwarded to corporate office.

RECRUITMENT & ESHTABLISMTET



Organizations are dynamic, organic ongoing systems consisting of many individual. A

successful management focuses on the individual and then attempts to relate the individual to the group

and different groups to the organization. Individuals join organization to fulfill their goal and

aspirations within the framework of the organization. It is one of the major functions of management to

convert the goals and aspirations of the individuals into the goals of the organization.

KRIBHCO in the formative stages inherited miles and practices from IFFCO.

Subsequently, need was felt to streamline and standardized the existing practices and to evolve R&P

guidelines for KRIBHCO.

In line with the above, R&P guideline were formed and revised from time to time. There are

only guideline for the management and do not contain the detailed procedure to implement the same.

Salient feature of the guidelines are given below:

General:-

Vacant position in organization chart shall not automatically be treated as operative to be

filled by recruitment or promotion. The positions shown in the chart are estimated, keeping in view

current and future requirement and are to be operated only when it becomes necessary to operate them

with the approval of competent authority.

Recruitment from outside agencies shall be made when , in the opinion of the management

suitable persons are not available within the organization. Recruitment from outside may also be done

in case of addition requirements of manpower, due to expansion of the organization.

Recruitment:-

All existing employees of KRIBHCO shall be considered for ‘promotion’ or ‘Direct

recruitment’. Only for the next higher grade, departmental candidates may apply against open

advertisement provided they have completed one years of service in the immediate lower grade and the

applicant otherwise meets the specification prescribed for the posts except age limitation.

Sources of Recruitment:-

Vacant positions are filled up through internal or external sources of recruitment.

Internal Sources of Recruitment:

1. Promotion2. Lateral Transfers



3. Amongst Trainees/ Apprentices

External Sources of Recruitment

1. Open Advertisement

2. Employment Exchange

3. Campus Interview

4. On deputation from Government/ Other organization

5. On contract for specific period

All recruitment to ‘H1’ grade and below is done on local unit basis. For ‘G2’ grade and above, it

is done at all India basis. For grade ‘D’ and above, as per the selection post and management

specification.

Recruitment Procedure:-

The stage wise details of Recruitment are as under:

1. Recruitment from the concerned Department.

2. Availability of Vacancy as per Organization Chart.

3. Approval of Comptent Authority to fill the post.

4. Advertisement in the Newspapers/ local Employment Exchanges such as Surat.

(Mandvi and Songadh if required) as per the specification (copy enclosed)

5. Recruitment regarding ‘H’ grade and below grades on local unit basis.

6. Recruitment regarding ‘G2’ grade and above grades shall be made on All India basis.

7. Recruitment & promotion for posts in grade ‘ D’ and above are concerned these will be treated

as Selection Posts and Management shall follow such specifications as may be required form time to

time.

8. Scrutiny of applications received and preparation of lists of eligible candidates. A list of

rejected candidates with reasons also to be prepared. A separate list of Gen/ OBC/ SC/ ST.

9. Taking approval for engaging outside agency to conduct the written test if required.

Reservation of SC/ ST/ OBC/ Physical handicapped candidate in KRIBHCO:

Through the presidential Directive Governing reservation of posts for SC/ ST/ OBC/ PH

candidates are not mandatory to KRIBHCO, the board, in keeping pace with national policy on the



subject, have directed implementation of the reservation policy in respect of SC/ST/ SBC/ PH

candidates, as applicable to public sector undertaking.

SELECTION

Selection Procedure

The stages wise details of selection are as under:

1. Screening of applications of eligible candidates.

2. issue of Call Letters for the written test to the eligible candidates copy enclosed)

3. Arranging payment of TA to SC/ST candidates through Accounts Department sending

therewith a list such candidates. TA from enclosed)

4. Supervision at the Centre of test. Valuation of test papers and preparation of merit list.5. Final lists of candidates for personal interview to be prepared. Concession for SC/S candidates

in the written test.

6. Constitution of Selection Committee – Approval from the Comptent Authority. Communication

to the Chairman of the Committee for fixing dates for Personal Interview.

7. Issue of call letters for Personal Interview along with Bio-data from. Preparation of Bio-data of

the selected candidates for submission to the Committee Members.

8. Verification of Original Certificates along with one set of photocopy of the certificates of the

candidates attending the personal interview and preparation of their attendance list.

9. Making physical arrangements for the interview. Preparation of interview proceedings on the

sane day. Obtaining approval from the Competent Authority for the selection.

10. Issue of Offer of Appointment to the selected candidates along with Medical Examination Form

and Character Verification form giving 15 days time for joining. Receipt of Acceptance copy

from the selected.

11. On joining – verification of the original certificates, medical examination form, No objection

certificate form the previous Employer.

12. Preparation of Joining Report. Copy enclose)

13. Allotment of Personal Number. Nomination forms such as Kribhco Group Personal Accident

cum Death Assurance scheme, PF form etc. to be filled by the candidates.

14. Information regarding candidates joining to be Accounts Department, Time Office, Security

Department, Administration Department, Hospital, Estate Department, HPRD etc.

15. Probation period : Six months



16. Before confirmation Performance Appraisal Form to be sent tom the concerned department

about the candidates performance. Preparation and issue of confirmation letters separately for

workmen categories and officer categories.

17. Release of Annual Increment – 1st January and 1st July.

18. 3 months for newly appointed employee up to H16 months for newly appointed employee H to

D.

INCREMENT

Employees shall be entitled to annual increment in accordance with the increment rates

specified in various pay scales.

The first increment shall be awarded to KRIBHCO employees on initial appointment

subject to satisfactory completion of probation period in the following manner:

FOR EMPLOYEES JOINING BETWEEN DATE OF INCREMENT

a) 1st January to 30th June 1st January

b) 1st July to 31st December 1st July

In case of promotion to the next higher grade, the date of increment of an employee arrived at on

his initial appointment in KRIBHCO shall remain unaltered throughout his service career in

KRIBHCO unless otherwise specifically ordered by the Management to take care of the anomaly in

pay fixation and Leave Without Pay/ Absence from Duty.

If an employee remain absent from duty on account of leave Without Pay,

Unauthorized Absence, the date of award of next annual increment shall be postponed by the

corresponding period for which he remained on LWP/ unauthorized absence.

PROMOTION

Promotion means an improvement in pay, prestige, position and responsibilities of anemployee within organization.



In KRIBHCO, promotion is based on seniority cum merit basis. The Establishment

Section prepares the Eligibility List of employees for promotion twice in a year on May 0 and

November o1 of each year. Up to H/ H1 grade, promotion are done at plant level by constituting

committee which conducts personal interview to assess the suitability of the candidate.

1. Preparation of list of eligible employees for promotion as per R&B Guidelines.

2. Annual Appraisal report of eligible employees to be got filled by the concerned officers.

3. Competent Authority’s approval for constitution of the Department Promotion.

4. Bio-data of the eligible for constitution of the Department promotion Committee.

5. Bio-data of the eligible employees to be prepared for the DPC.

6. Communication to the Chairman of the committee for fixing the date of DPC. Communication

to the employees for attending the DPC.

7. Making physical arrangements to the interview.

8. Preparation of selection proceedings.

9. Approval of the competent authority to be obtained for the selection proceedings.

10. Vigilance clearance to be obtained giving the promotion order.

11. Promotion ordered.

For promotion of G grade and above, Establishment Section put before the Committee

the Bio-data of eligible employee, annual appraisal report with rating and signature of each member of

the committee and forwards it to Managing Directors’ approval.

MAINTENANCE OF RECORDS

The Establishment Section maintains the following records:

1. Monthly Manpower Record

It contains detailed department wise and grade wise report about the promotion, new

joining, resignation, super annuation, termination and sent to the Head Office.

2. Department wise/ Grade wise Report

It gives details of all the employees working in a particular department. Personnel Section,

Finance & Accounts Department and other departments of the Plant use it.

3. Super Annulations Report

It gives about all the employees who are going to complete 60 years of age.

4. Dependent Details Report

It contains details about the dependents of the employees and the benefits available under various

welfare schemes to the employee.5. SC/ ST/ OBC Reports



It is useful for sending the monthly returns.

6. Bio-data of employees for ADPC purpose.

7. Personal Policy & Test Review.

The Establishment Section provides various data to IR Section Administration Section

and to various jobs of Personnel & Administration Department and other executive of the Plant.

PERFORMANCE APPRAISAL SYSTEM

Performance Appraisal is the process through which an individual employee’s behavior

and performance over a fixed time period is measured and evaluated. It is systematic and objective way

of finding the relative worth or ability of an employee in performing the task. It helps to identify those

who are performing their tasks well form those who are not and also indicates the reasons for such

performance.

Use of Appraisal System

It provides information of paramount importance/ assistance in making decisions such

as promotion, additional charge etc. As such, through the system, ability of an individual can be

recognized.

Every employee wants to know how he is performing on the job and what his superiors

feel about his performance. Performance appraisal plays a very important role to meet this requirement

of the employee through feed-back system.

The system helps considering employees suitability for different types of assignments,

transfer and placement. Appraisals Report written objectively can reduce grievances and develop better

relationship.

Keeping in view its various uses in relation to the development needs of the employees,

the Appraisal System of KRIBHCO is being revised and developed from time to time. The main

features of the existing system are as under:

Forms of Appraisala) Appraisal Form No. 1



This form is used employee in Grade ‘N’ to Grade ‘I’. This has a forced

Rating scale.

b) Appraisal Form No. 2

This form is used for employee in Grade H1, H, G2, G1 & G. Rating on

Various performance factors is on a four point scale.

c) Appraisal Form No. 3

Devised for executives in grade F1, F and E.

d) Appraisal Form No.4

For execution sin Grade ‘D’ and above. This has provision for self

Appraisal by appraisee which is required to be evaluated by the

Appraising officer.

General Instruction for filling up Appraisal Forms

1. To be filled up with a high sense of responsibility.

2. Objective is not fault finding but of identifying the strengths, weaknesses and potential of the

employee.

3. Not to fill up hurriedly but with due dare and attention.

4. Although performance appraisal is an annual exercise, the Appraising Authorities are to review the

performance periodically and take corrective steps.

5. To depict true picture of the appraisee.

6. Assessment to be confined to the period of report only.

7. Some posts of the same rank may be more exacting than others. The degree of stress and strains are

to be borne in mind while appraising.

8. After completion of appraisal report, Appraising officer may discuss the same with appraisee

highlighting his strengths and weaknesses. This may be done in the presence or Reviewing Officer,

if he is in station at the same location.

9. Report to be filled up annually April to March).

10. Appraisal is to be made only if the employee has worked for more than three months during the

appraisal period. In case, where an employee has worked under two Appraising Offices during one

has worked for more period during the year.

Filling up of Report

In applying and using the appraisal system it will have three phases:a) Reporting



b) Evaluation; and

c) Follow-up

Performance Appraisal Procedure:

a. The instructions provided in the appraisal form have to be carefully gone through by

The rating of the employee should be done annually at ane time. The first page of the

appraisal format is to be filled by the Personnel Department and passed on to the Appraisal

officer by 1st week of April who will give his rating by 10th April and send it to the

Reviewing officer and from him to the Accepting officer. The Accepting officer after

recording his observation on the appraisal of the employee will send the report to personnel

Department latest by the end of April.

b. Individual appraiser bearing unmanned that the rater will be rated eventually.

c. In case of disagreement among the Appraising and Reviewing Officer, the Accepting

Officer should hold discussion with all of them and finalize rating.

d. In case performance of employee is “Below Average”, same shall be communicating by

personnel department after appraisal is accepted by competent authority.

Training and Development:-

Organization become dynamic and grows through zeal, caliber and vision of their Human

Recourses. “KRIBHCO” has always considered development of Human Resources as its most

important responsibility because this alone ensures the well being and growth of the origination.

Training and development activities of society from a part of continuous process in integrating the

organizational needs and the needs of individuals, “willingness to change” for betterment is the pre-

requisite for moving towards excellence.

Training forms the most important function in the development of the human resources

training is giving at there different phases:

1) Individual Phase

2) Management Development Phase

3) Organization Development Phase

The adjectives of training program at “KRIBHCO” have a very wide scope, which is as follows:

• To minimize the time gap in learning new development.

• To equip the participants with requisition ability so that they can work with minimum

supervision.



• To enable employees to update their knowledge and increase the level of performance on

their present job assignment as well as canalize their inherent potential, in order to make him

Holistic Person.

• To foster initiative, self confidence and to overcome manpower obsolescence occurring due

to age, temperament, lack of motivation or inability of person to adopt to changes.

• To impart training to new entrants to enable them to take up their assignment effectively.

• To create an environment of “We feeling” and enhance accountability of people.

Identification of Training Needs:-

A committee has been constituted at Head Office for identification and assessment of

training needs of each employee posted at HO/ CMO/ SMOs. On the basis of specific recommendation

of Head of departments, employees the committee would nominate employees for various seminar /

Training Programs / Conferences etc, either in India or abroad to meet the development needs.

Training Program:-

HRD Department at “KRIBHCO” is conducting various programs for two categories of

persons.

2) Non-Employees

3) Employees of KRIBHCO

1. Non-Employees:-

HRD Department of KRIBHCO is dealing with training apprentices under Apprentice

Act, 1926 for the categories such as ITI and Diploma, Graduate Engineers and Science Graduate in

the following Trades:

i. Fitter ii. Turner

iii. Machinistiv. Wiremanv. Electrician

vi. Tool and Dyevii. mechanic

viii. Draughtsmanix. Electronicsx. Computer Applications



Vocational Training Programs:-

This is also another training program conducted by HRD Department. This is normally

organized for students coming for practical training in industrial organization that is a part of their

academic curriculum.

Training is provided to student of different course like MLW, MHRD, BBA, MBA, DCA,

M.SC. And Engineering Graduate during their vacation. During this training they are exposed to the

activities of various departments and the practical work. They also called apprentices for 1 year from

(BOAT). They pay stipend of Rs. 3600/- to every apprentices per month.

Employee:-

To sustain the healthy work culture and maximize the utilization of human potential in

achieving organizational objectives, KRIBHCO management has been giving continuous thrust on

the following HRD sub-system.

In-house training:-

After the identification of the training needs of employee and keeping in view the

requirement of the society, the in-house training program are organized. In such training programs,

faculties are drawn from within the organization and from outside also.

The infrastructure facilities for in-house training at Hazira plant include:

I. An qualification with a capacity for 500 persons.

II. Two air-condition lecture hales to accommodate 50 persons each.

III. Full fledged library.

Induction training:-

New appointees are imparted Induction training covering KRIBHCO`s aim objective

and achievement, work culture, office. Normally internal faculty is drawn for such training. New

appointees are put on the job only after necessary induction training.



Similarly, special programs are being designed and the employees who have been provided to

officer category from the workmen category in the recent past.

Training scheme:-

Sr.

No.

Discipline Qualification Training

limit

Max. age

limit

Design. On

absorption

01. Engg. Management

Services-I

Engg. Graduate 1 yr 25 yrs. Asst. Engr.

02. Engg. Subordinate

Service-II

Engg. Dip. Holders 2 yrs. 23 yrs. Opts/ Tech

03. Mgt. Services MBAs from IIMs Ahmedabad,

Bangalore, Calautta,

Lucknow

To be inducted

as J.M in Gr. G2

04. Pers. & IR PG Dip. Business Mgr withspecialization in Pers/ IR from

XLRI,

Jmshedpur

1 yr. 24 yrs. J.M in Gr. H

05. Agri. Graduate trainee B.Sc. Agri. With 1st class 1 yr. 25 yrs. Field Rep.

06. Commercial

Subordinate Service

MBA with 55 marks other than

IIMs/ XLRI

2 yrs. 25 yrs. Asstt. Gr-1



07. Admn. Subordinate

Service

Master Degree in Social work

with Min 55 marks/ PG Dip. In

PM/ IR/ Social Welfare/ DSW/

LSW/ DLL from recognized

Institution

2 yrs. 25 yrs. Asstt. Gr-1

08. Jr. Commercial Service Graduate 1 yr. 25 yrs. Clerk

Grade system in KRIBHCO plant site HAZIRA

A Managing Director

B Director [Operations/ Marketing/ finance]

B1 Executive Director

C senior general manager/ General manager

D Joint general manager / Chief Manager

E senior manager/ CMO

F Manager

F1 Deputy Manager/ senior M.O.

G Sr. Assistant manager/ Sr. area manager/ Sr. engineer/ foreman

G1 Assistant manager/ Engineer/ Assistant foreman

G2 Assistant Engineer/ Assistant manager

H Joint manager/ P.S.

Function of Personnel & Administration Department

TIME OFFICE : Time office Management, Attendance & Leave, Wage

Administration, Leaves travel Concession, Marketing

Bus Coupons.

LOANS & CLAMS : HBL, Conveyance Loan, Salary Advance, Medical

Bills, Accident Insurance Claims.



ESTABLISHMENT : Recruitment, Placement, Confirmation, Appraisal

Report, DPC, Personnel Records, Employment

Returns, Data Bank.

TRAINING &

DEVELOPMENT

: Nominating In-House/Outside raining, Learning

Group, Vocational Trainees.

PLANT

HORTICULTURE

: Horticulture work in KRIBHCO & HAEP Plants

FURNITURE BUDGET

INTERNAL AUDIT

: Procurement & Maintenance of office furniture &

Equipment, Physical Verification of Furniture.

BUDGET & INTERNAL

AUDIT, VIGILANCE

MATTERS

: Preparation of Budget and matters related to it, Internal

Audit coordination & replies, Vigilance matters.

RURAL DVELOPMENTPUBLIC RELATIPON

: RURAL Development, Release of Advertisement &Processing of Bills, Publishing of KRIBHCO

DARPAN/ Kribhco Today Publicity/ Liaison with

Press, Photography & Videography, Periodicals &

Newspapers.

HOUSE KEEPING &

DESPATCH

: House keeping and upkeep of Administrative Block,

Dispatch Section, Courier Service,

Attendant Service to various Sections.

INDUSTRIAL RELATIONS : Industrial Relation, Union & Association matters,

Collective Bargaining, Management of Industrial

canteen, Review of Personnel policies, Wage Revision

matters, Incentive payment, Sport & Games,

Cooperative Stores, Unit Level Class, Management of

Class, Management of Schools, Welfare matters.

IMPLEMENTATION OF

HINDI

: Office Language Implementation

GUEST HOUSE LIVERIES

LOCAL PURCHSE LAN

PRINTING OF

STATIONERY

: Management of Guest House-I & GH-II, training

Hostel, Procurement of liveries, Gift &

complimentaries, local Purchase, Department Imprest,

Printing of Stationary & Visiting Cards etc.

TRANSPORTATION : Hiring of Cars/ uses, staff Cars/ Buses, excursion trips,

Rail/Air Booking, Duplication Section.

ESTABLISHMENT : Township Horticulture, Maintenance of Public

Building, House-keeping of Township House,

Community Hall, Ladies Club, Celebration of



Festivals, Township House & Shop Allotment,

Hospital & security Administration, Fish culture,

Horticulture of township

CONTRACT CELL

LEGAL CELL

: Compliance of labour laws & contract Labour[R&A]

Act, Verification & Witnessing Disbursement of

Wages to Contract Labour, Matters related to HAIA,

SUDA& Payment Legal Cases, Disciplinary matters.

PF & TERMINAL

BENEFITS JMC

: DBF & terminal Benefits, Joint Management Council,

Post Retirement Medical Assistance, Pf trust,

Suggestion Scheme.

COMPUTERIZATION –

NODAL OFFOCER

: LAN Implementation in P&A Department,

computerization & other matters related to Computer.

HAEP ADMINISTRATION : Day to Day Administration matters of HAEPHOSPITAL

ADMINISTRATION

: Day to Day Administration matters of Hospital

WAGE & SALARY ADMINISTRATION

Wage & Salary Administration refers to the establishment and implementation of sound

policies and practices of employee compensation. Generally, the remuneration paid to the workers

known as wage while the payment made to office staff known as salary.

Wage is the remuneration paid for service of labour in production, skilled and unskilled

person or employer, worker technicians. Salary refers to the monthly paid to clerical administrative and

professional employees.

A sound wage & salary administration tries to achieve these objectives:

a) For employees:

• Employees are paid according to requirement of their job. This eliminates inequalities.

• The changes of favoritism are greatly minimized.

• Employee’s morale & motivation are increased because wage program can be explained

& based upon facts.

b) To Employer:

• A wage & salary Administration reduces the likelihood of friction & grievance

over wage inequities.



• It enhances an employee’s morale & motivation because adequate and fairly

administered wage are basic to his wants and needs.

• It attracts qualified employees ensuring an adequate payment for all the jobs.

The information about employees, presentation and absence provided by the tine

keeping system is directly linked with computer section. Then after pay slip is preferred with the

Master-Date. Finally after all additions and deductions, pay is paid to the employees. The productivity

linked bonus and incentive schemes also introduced by the KRIBHCO. The employees of KRIBHCO

have been paid bonus linked with productivity i.e. annual capacity utilization of the plant and

materials.

In KRIBHCO calculation of wage and salary is done by establishment section in

Finance & Account Department. In this section, wage and salary is calculated on computers. It is the

responsibility of personnel department which has to handle wages and salary distribution together with

account department.

Salary are payable on the last but on working day of every month. In this organization

for the wage and salary administration, first prepared the Master-Date under the personnel department.

In this Master-Date there are various column like grade, employee number, pay scale, code, P.P.

Account, number, name, basic-pay, living-pay, house rent, over-time pay, medical allowance and other

facilities rate etc.

Demotion:-

Demotion in any organization is very rare. The same is the case in KRIBHCO. Demotion

in the company occurs only in case of major indiscipline. This action is taken after much inspection of

the fault made. A special committee is formed for the inspection of the whole matter and then finally a

report in generated whether the employee is found guilty or innocent. It even involves legal and police

formalities many times. Provisions of this indiscipline are available under certified standing order.

Some of the ‘Major Indiscipline’ is as follows:

1. Breach or habitual breach of the provisions provided in the service rules framed or instructions

or orders issued by the management from time to time and in force.

2. Insubordination or refusal to obey.

3. Violation of any condition or term contract or employment.

4. Any big loss suffered by the company due to any employee’s disregard of operation or carelessness in operation or maintenance.



5. Acting in a manner prejudicial to the interest or reputation of the organization.

6. International non-submission/ late submission of immovable property return in the manner

prescribe rules of complete account of movable or immovable properties acquired by the

employee or concealment of any material fact relating to acquisition of such properties.

JOB DISCRIPTION:-

It is an important document. Job analyst prepares a statement of fact in a prescribed

blank called, Job Description, which is basically descriptive in nature.

Job Description is very important for a new employee to know under whom he has to

work, what is his designation etc.

In KRIBHCO Job Description contains following:

1. Proper Job Title

2. Job Summary.

3. Job Location.

4. Duties & Responsibilities on the job.

5. Nature of supervision.

6. Machine tools and materials.

7. Relation to other jobs.

8. working conditions to the job etc.

JOB SPECIFICATION:-

All employees posted at Plant, Corporate Office, Central Marketing Office and Field

Marketing Offices are governed by the Rules and Procedures laid down under the service Rules for

employees of KRIBHCO.

Discipline & conduct:-

1. An employee shall, at all times, conduct himself soberly and temperately and show proper

respect and civility to his superior and persons having any official dealings with KROBHCO.



2. An employee shall serve honestly and faithfully and shall use his utmost endeavors to promote

the interest of the organization.

3. All employees shall be full time employees of KRIBHCO and will devote themselves

exclusively to the duties assigned to them from time to time when required to do.

4. During the period of employment with Kribhco, no employee shall hold any office of profit

outside the organization or engage himself in any other service, business and trade.

5. No employee shall take with him for his own personal use, any photograph, sketches, etc.

regarding any business or activity of the organization, building , plant process, work etc.

6. No employee shall use organization’s name or properties etc. for his personal use or benefits.

7. An employee shall keep himself up to date with the knowledge, skill, information, ability etc.

WELFARE MEASURES IN KRIBHCO:-

Considering to the Statutory Provisions KRIBHCO provides following welfare measures:-

The Factories Act, 1984, is one of the such Act, which enumerates a good number of

welfare measures to be provided by and employer of the factory. KRIBHCO provides following

welfare measures under Factories Act:-

1. Cleanliness: KRIBHCO keeps clean both outside and inside factory areas. Housekeeping both

in Plant and Townships is given due importance and proper attention. Even KRIBHCO won

Prizes under good housekeeping many times. Plant premises and Houses in Township are

painted or colour washed periodically.

2. Disposal of Wasted& effluents effective arrangements are being made in KRIBHCO for proper

disposal of wastes & effluents both in plant & Township.

3. Ventilation and Temperature : Proper actions are being taken for adequate ventilation in work

place and temperature is maintained for comfort and prevent injury to health.

4. Dust & Fume: Proper attention is given to prevent harmfulness of dust & fumes, which is

injurious or offensive to the workers employed in factory premises.

5. As regard to artificial humidification, overcrowding, lighting, drinking water, latrines and

urinals, spittoons, proper actions are taken to provide the aforesaid facilities for proper working

of employees inside the Plant.

6. Safety measures are strictly adhered to provide the safety and security while working tin the

plant.7. Washing facilities, sitting facilities are provided wherever required.



8. First Aid Counter is maintained so as to be readily accessible during all working hours with

First Aid Boxes which contains prescribed items and sufficient numbers of Boxes are provided

in different locations. First Aid Counter is also provide inside the Factory premises round the

clock in order to meet any eventuality while working in case of any employee.

9. Industrial Canteen is provided with subsidized eatables with an objective to provide balanced

and clean food. The industrial Canteen also used by workers as a Lunch Room during working

hours.

10. KRIBHCO has employed Welfare Office who is in charge of Welfare Services provided by

KRIBHCO. He is supervising for proper implementation of welfare activities of KRIBHCO.

11. Working Hours, Compensatory Off, Interval for Rest, Spread over, Night Shift and Prohibition

of Overlapping Shift, Extra Wage for Overtime as provided under the Factories Act, 1948 are

implemented in true spirit in KRIBHCO.

12. As regard to annual leave with wages, wages during leave period, payment of wages in advance

is also implemented in KRIBHCO as per the provision of Factories Act.

13. Safety and Occupational Health Surveys are done annually to provide proper safety inside the

factory premises and to diagnose any occupational disease and providing treatment for its cure.

Surveys are also conducted to prevent occupational health hazards.

WELFARE MEASURES IN KRIBHCO :-

(I) Housing:-

Townships facility to the extend of 99% of requirement of employees is provided by

KRIBHCO. KRIBHCO provided semi furnished accommodation with proper housekeeping, security

arrangements, repair and maintenance of houses in Township, cable connection, electrical maintenance

in the township for its employees. Park facilities with equipments for playing of children, sitting

arrangement in the garden, lawn maintenance, plantation and maintenance of trees,

maintenance of flower plants for beautification are also being provided. Shopping canters in the

township are provided to cater to the need and requirement of residents of the township. Post Office,

Bank and PCO facility are provided in the township. Township of KRIBHCO, in overall providesfacilities for modern life.



(II) Educational Facilities :-

KRIBHCO has provided two schools namely Sunflower School in Gujarati Medium

and Central School in Hindi / English medium. Theses two school are situated inside the township and

are having facilities up to 12th standard. Both pre-primary and pre-nursery educational facilities are also

provided in township. Apart from this, KRIBHCO provides transport facilities and arrangement for the

children of township to avail educational facilities available outside township i.e. in Surat city

or in other nearby areas. Coaching classes and Entrance examination preparatory classes are also run

by KRIBHCO provides grants to Officers Club and Staff Club to maintain Library and Reading Room

in the township. Officers Club and Staff Club arrange Computer-learning classes.

(III) Medical Facilities:-

KRIBHCO provides free medical facilities to its employees, their spouses, dependent

members of his family, be eligible for reimbursement of:

1. Fees paid by him to an authorized medical attendant for consultation whether at is cleaning or

at he employee’s residence.

2. Fees paid for injection, dressing or minor surgery,

3. Fees paid for X-ray and pathological test etc.

4. Expenses of treatment for chronic or any specialized treatment or incase of hospitalization, at

actual.

5. Reimbursement of medical expenses for routine treatment Rs. 4500/- per annum (2250/- for

Township Residents)

In addition to above KRIBHCO is having its own hospital having both in-patient and

outpatient facility. Specialists from Reputed hospitals /practioners visit KRIBHCO visit KRIBHCO

Hospital for Township Residents. In case of specialized and chronic diseases cases are referred from

KRIBHCO hospital to Empanelled Doctor/Hospital in Surat or outside Surat.

(IV) Recreational Facilities: -

KRIBHCO provides following recreational facilities:-

(a) Outdoor game facilities are provided like Cricket, Football, Volleyball, Lawn tennis and

swimming. Coaching camps are conducted for these games during summer vacations and sports



and games meet are organized in regular intervals. Even State level and National level facilities

are organized for such games.

(b) Annual Athletic meets are organized for employees and their dependant family

members.

(c) KRIBHCO contributes grant for KRIBHCO Officers’ Club and KRIBHCO Staff Club

situated in township.

(d) Badminton courts are provided in both the above clubs. Club organizes various cultural

and sports & games activities for their members.

(e) Cable TV connections are provided in each house of the township free of cost.

(f) Marketing Bus facilities for employees and their dependant family member are provided

at subsidized cost.

(g) Celebration of Republic Day, Independence Day, May Day, Holi, Gujarati New Year

are being celebrated with much fanfare and cultural programmes.

(V) Other welfare Facilities:-

a. Employees Cooperative Society is there which is managing distribution of Milk, LPG

Gas, dealership, Provision Stores and credit facilities.

b. “Ashirvad” – Old age home for Township residents.

c. Workers Education Scheme is prevalent in KRIBHCO.

Employees Relations

The Employee relations in KRIBHCO have been very cordial. The work culture in

KRIBHCO is of ‘belongingness’ wherein there is a sense of caring, security and participation by all.

This has been possible only because of better understanding amongst. Management and Employees

Representatives.

The well trained and motivated strength of 2600 employees are organized and

represented through single Union and Association having 100% internal leadership and maintaining

independent character, not affiliated with any Central Trade Union Organizations. It had always



preferred to resolve all employees’ relations since inception. Annual elections are conducted in a

democratic manner and intra union group has ever emerged.

Management has also given a thrust on employees welfare schemes which include a

self contained township having facilities like Health Care Center., two Schools, Clubs, Bank, Post

Office, Shopping Center, Cable TC Network, Games and Sports activities, Cultural activities etc. On

the job working conditions and off jobs welfare facilities have raised the moral and belongingness of

KRIBCO employees, which is reflected by the statistics of less then 1% employees turnover in past 16

years.

It is however unfortunate that KRIBHCO, in spite of its consistently good performance,

professional management, experienced manpower and harmonious industrial relations has not been

able to diversify for the last several years. KRIBHCO would therefore be looking forward to receiving

valuable assistance from the Government of India and other agencies for clearing the KRIBHCO’s

project proposals on fast track basis.

TRADE UNION AT KRIBHCO

Name: KRIBHCO KARMACHARI SHANGH (K.K.S)

The area of operation of K.K.S is through out the Republic of India.The Union is registered under Trade Union Act, 1926 on March 02, 1983.

Registered Office: P. O. Fertilizernagar (KRIBHCO)Dist: Surat – 394 515 (Gujarat)

There are Brach Offices as are decided by the Executive Committee of the Union.

AIMS AND OBJECTIVES OF K.K.S.

• To organize and unite persons employed in KRIBHCO and to regulate relations with their

employee.

• To promote friendly feelings and foster the spirit or solidarity among the members of the

Union.

• To render legal aid to the members in respect of matters arising out of, & incidental to their

employment.

• To co-operate facilitate or affiliate itself with any other organization having similar aims and

objectives in India and abroad.



• To take such steps, necessary to ameliorate the social, educational and economic conditions of

the members.

• To endeavor to redress the day to day grievances of the members by all amicable and peaceful

means.

• To endeavor to redress the day to day grievances of the members by all amicable and peace

fulmeands.

• To endeavor to provide compensation against sickness, unemployment, infirmity, old age and

death.

• To endeavor to render aid to the members during strikes brought about with the sanction of the

Union.

• To guide the members of the Union towards rendering efficient and legal service to the Nation

by engineering enthusiasm and patriotic favor among themselves. To encourage the formation

and execution of multi – purpose cooperation.

STRUCTURE OF THE UNION

The Union executives are elected by secret ballot in elections held every year. There is

a contest among the members of the Union for the following positions in the Union :

1) President : 01

2) Vice- President : 02

3) General Secretary : 01

4) Joint Secretary : 02

5) Treasurer : 01

6) Executive Members : 11

-------------18

Admission:

Person desiring admission as a member have to submit an application in the prescribed

form along with admission fees and subscription fixed by the Union.

Admission fees : Rs.5/-

Subscription / Month : Rs.5/-

UNION INTERCENTION IN MANAGEMENT POLICIES



Union intervention in management policies is intervened in the following aspects.

• Working hours

• Wage Fixation

• Promotions

• Transfers

• Dismissals

• SuspensionFor wage fixation, KKS puts Chapter of Demand (COD) which includes existing pay

scales of the employees and pay scales to be revised. That also show the pay scales of the other

industries engaged in similar work activities to support COD.

Time office

Time is considered as money. so we have to the value of money is equal to value of

time. Time keeping in big organization is very essential function. Therefore it is necessary to adopt

sound system in order to save & avoid dispute regarding attendance. KRIBHCO is enough sensitive

towards optimum use of time. It has as separate time office concerned with security department. Ti is

situated at the main gate of company. The office runs for 24 hours and dealing with pub services.

The chief time keeper (Jr. Mgr-P&A) supervises the work of time office, under him

there are the four assistant to carry out the daily system maintenance of Attendance Register for staff

category, overtime, Leave Management, etc.

Main function of Time Office:

• Control Daily Attendance

• Leave Management

• Issue of punching card/ Attendance card to employee

• Maintain all types of record of employees as per requirement of Gujarat Factory Rules/standing order Act.

• Maintenance of over time

• Administration of shift and claim of shift allowance

• Maintain the record of absent ,Leave without pay, CL, EL and Leave encashment

• Distribution of canteen coupons• Time office also handles the functions of loans and claim like

House Building Loan (HBL)

Local Travel Expenses (LTE)

Conveyance Loan

Medical Assistance

Salary Advance

Leave Travel ConcessionThe attendance record of each employee is kept systematically before going on a leave employee have

to take the permission of the department head. The employees are divided in to two category.



1. staff personnel

2. worker

‘H’ grade and above employee sign in attendance register kept in respectve department. When

employee go on a tour or on a sanctioned leave employee have to sent approved application to time

office for record. Attendance register collected by time office once in fortnight to mark the present or

attendance registered maintain at Time Office.

‘H1’ grade and below workers entered into company they have to punch the card. There are automatic

machine to punch the card.

Whenthey lleave the company at that time, the have to followe the same procedure. So that the raward

of each employee can be made available regarding their presence in the organisation.

There are three shift & one general shift as stated below:

Shift Timing

A 6:00 a.m. to 2:00 p.m.

B 2:00 p.m. to 10:00 p.m.

C 10:00 pm to 6:00 am

General 8:30 pm to 5:30 am

Note: - on Saturday the General shift has a timing of 8:30 am to 1:00 p.m.

Time keeping means to rate the time on which employees come on services and keep record of

attendance & this record will be sending to A/C Department so time keeping office plays an important

role in payment of salary by keeping systematic record of workers. In time keeping office there are also

recorded leave of the employee such as casual leave. Earned leave, seek leave, maternity leave,

absence or ever stay of leave, compensator off etc. employees are allow to 14 days holiday in a year.



Introduction of Finance Department

Finance is the blood of the business. “Finance Management is that managerial activity

which is concerned with the planning and controlling of the firms financial resources.” Finance

management is the most important activity of the firm and it means that the firm secures capital, if

needs and employees it.

Finance management is mainly concerned with raising fund in the suitable manner using

the funds as profitably as possible, planning future operations and controlling current performances and

future developments through financial accounting, cost accounting, budgeting and other functions.

The Finance and Accounts Department of KRIBHCO plant is located in the

Administration Building, which is situated outside the Plant factory gate. The Finance & Accounts (F

& A) Department is a service department and its name function is to co-ordinate the financial activities

at Plant Site. The F & A department maintain the records as required under various statute and get the

same audited by Statutory Auditors under the functional supervision and guidance of KRIBHCO CO-

OPERATE OFFICE AT NOIDA.



MEMBERSHIP AND SHARE CAPITAL

YEAR MEMBERSHIP PAID UP SHARE CAPITAL

(RS. IN LAKHS)

1980-81 221 6184.681981-82 346 17083.31

1982-83 489 29689.55

1983-84 553 41952.87

1984-85 640 43839.37

1985-86 744 46107.69

1986-87 771 46134.62

1987-88 1041 44565.10

1988-89 1803 44614.34

1989-90 2409 44680.72

1990-91 2835 44709.74

1991-92 3110 44769.50

1992-93 3349 45167.04

1993-94 3458 45366.08

1994-95 3597 45597.37

1995-96 3818 45810.14

1996-97 3950 46039.46

1997-98 4246 46361.45

1998-99 4727 47577.19

1999-00 5038 48425.70

2000-01 5188 48813.61

2001-02 5624 48985.55

2002-03 5732 49210.0

2003-04 5790 49170.73

2004-05 6044 39354.15

2005-06 6242 39462.07

2006-07 - as on 30th

November

6308 39607.15

FINANCIAL GROWTH AT A GLANCE (TEN YEARS FINANCIAL PERFORMANCE)



(Rupees in crore)

2005-2006 2004-2005 2003-2004 2002-2003 2001-2002 2000-2001 1999-2000 1998-1999 1997-1998 1996-1997

EARNINGS

Sales 1,257.30 924.22 979.31 800.05 766.08 719.43 666.57 621.50 682.39 634.81

Retention Price Subsidy 140.28 94.92 123.78 (34.53) 105.64 184.82 134.60 223.40 228.52 114.58

Freight Subsidy 110.50 120.93 9 7.87 120.54 109.87 89.34 85.54 80.43 90.83 80.16

Other Revenue 255.33 132.01 124.00 152.29 220.49 178.17 194.27 180.84 159.44 146.19

Accretion/Decretion in

Finished Goods8.56 28.28 (25.79) (7.87) (12.57) 23.20 21.13 (6.43) 12.61 (22.18)

1,771.97 1,300.36 1,299.17 1,030.48 1,189.51 1,194.96 1,102.11 1,099.74 1,173.79 953.56

OUTGOINGS

Materials, Stores, Power,

Fuel, etc.727.54 707.55 687.64 639.47 575.62 602.18 528.07 435.36 467.95 382.55

Purchases - Fertilisers, Seeds

& Chemicals333.49 50.87 28.15 26.92 25.40 21.43 42.27 15.84 23.17 22.65

Employees' Remuneration &

Benefits117.43 99.16 99.56 87.34 90.17 94.55 121.58 59.60 43.92 39.71

Other Expenses (including

Net Prior Period293.91 234.48 243.55 214.96 230.37 215.98 191.51 182.10 175.10 162.47

Income/Expenditure)

Interest 2.30 2.78 0.86 2.26 0.15 0.37 0.06 0.07 0.07 0.13

Recovery by GOI on account

of Surplus Ammonia0.00 0.00 0.00 0.00 0.00 31.20 120.51 0.00 0.00 0.00

Depreciation 17.10 19.69 19.90 19.52 19.47 19.15 18.26 16.37 15.62 17.57

1,491.77 1,114.53 1,079.66 990.47 941.18 984.86 1,022.26 709.34 725.83 625.08

PROFIT BEFORE TAX 280.20 185.83 219.51 40.01 248.33 210.10 79.85 390.40 447.96 328.48

Provision for Taxation

( Net )87.75 45.24 66.81 6.00 61.00 72.00 24.00 129.27 148.35 99.10

PROFIT AFTER TAX 192.45 140.59 152.70 34.01 187.33 138.10 55.85 261.13 299.61 229.38

SOURCES AND

APPLICATION OF FUNDS

2005-2006 2004-2005 2003-2004 2002-2003 2001-2002 2000-2001 1999-2000 1998-1999 1997-1998 1996-1997

SOURCES

Share Capital and

Application Money394.67 393.59 491.82 493.11 490.01 488.78 484.31 475.82 463.67 460.45

Reserves and Surplus 1,779.02 1,666.76 1,602.99 1,578.81 1,579.68 1,492.24 1,420.18 1,424.84 1,253.82 1,040.73

Net Worth 2,173.69 2,060.35 2,094.81 2,071.92 2,069.69 1,981.02 1,904.49 1,900.66 1,717.49 1,501.18

Deferred Tax Balance 30.32 35.07 37.42 0.00 0.00 0.00 0.00 0.00 0.00 0.00

2,204.01 2,095.42 2,132.23 2,071.92 2,069.69 1,981.02 1,904.49 1,900.66 1,717.49 1,501.18



APPLICATION

Fixed Assets

Gross Block(including capital

work in progress)1,053.69 1,041.26 1,035.42 1,029.84 1,032.34 1,023.24 1,008.36 974.33 943.10 899.94

Less: Depreciation 829.11 813.70 795.42 775.87 757.24 738.18 729.30 714.79 699.20 683.84

Net Block (A) 224.58 227.56 240.00 2 53.97 2 75.10 2 85.06 2 79.06 259.54 243.90 216.10

Investments ( B ) 855.67 455.64 455.69 288.47 154.91 202.06 79.88 112.35 112.35 99.32

Working Capital:

Current Assets 1,421.00 1,712.05 1,786.48 1,741.98 1,936.47 1,823.19 1,896.94 1,784.91 1,587.18 1,377.91

Less: Current Liabilities and

Provisions297.24 299.83 349.94 212.50 296.79 329.29 351.39 256.14 225.94 192.15

Net Working Capital (C) 1,123.76 1,412.22 1,436.54 1,529.48 1,639.68 1,493.90 1,545.55 1,528.77 1,361.24 1,185.76

Total (A+B+C) 2,204.01 2,095.42 2,132.23 2,071.92 2,069.69 1,981.02 1,904.49 1,900.66 1,717.49 1,501.18

15. TAXATION:-

Provision for current income tax is made on the basis of assessable income as per Income Tax

Act, 1961 Deferred Tax is determined in accordance with Accounting Standard 22 of the Institute of

Chartered Accounts on India. Deferred Tax is recognised, on timing differences, being thedifferences resulting from the recognition of items in the financial statements and in estimating its

current income tax provision. Deferred Tax assets and liabilities are measured using the Tax rates

and the tax laws that have been enacted or substantively enacted on the balance sheet date.



Strength

Kribhco is having Sound financial position.

The Management of Kribhco is very professional.

Kribhco has larger proportion of reserves and surplus and further it has no debt capital.

Kribhco has long standing reputation in the Indian Fertilizer Market.



Staff of Kribhco is very co-operative and hard working.

Kribhco is having skilled employees staff.

Good cooperation between employees.

Kribhco is having own Training Centre for training of employees as well as apprentice

students of different discipline. It is having a full support of the Government of India.

Kribhco having strong and wide marketing network towards country.

High Production capacity of Kribhco leads to low production cost.

Savings in Production cost because Kribhco is having own Nitrogen and Ammonia Plant.

Capacity Utilisation more than 100%.

Still the starting of production, Kribhco plant has no major break down in Plant.

Kribhco has extra land and fully developed infrastructure facilities so it can be further

developed.

Thus, we can say that the position of Kribhco in the Fertilizer Market is Satisfactory.

Weaknesses

Government interference in the management is more comparatively private units.

Due to Government’s interference it takes longer time in decision making. So the decisions

delayed and thus sometimes bias decision are also taken.

Kribhco is having overstaffing.

Kribhco is having demotivated employees because of job security and safety.

Kribhco is having no debt capital so the advantage leverage can not be taken.

Thus, we can say that the Kribhco will must be careful regarding its staff and to

government also.

Opportunities

Investment in Oman Project will raise the profit of Kribhco.

Expansion of existing plant at Hazira.



Look for newer Market with diversified product.

Diversifying the business.

Threats

The price of the Row material, i.e. Natural Gas, is increasing continuously.

There is a chance of sharp reduction in Government subsidy in near future.

Kribhco is having very little market share.

In the era of Free Trade, the import of fertilizers may affect the business of the Kribhco.



Conclusion

After having completed our general training in Krishak Bharati Co-operative Limited,

Hazira, we have come to know its working and understand various departments therein. The training

makes us able to understand the various aspects of management.



After having a detailed study of the various departments of KRIBHCO, we are giving

our conclusion.

By looking at various financial ratio of the KRIBHCO, we are able to conclude that the

company is having a sound financial position with a good liquidity but KRIBHCO is not having long-

term debt which is necessary for leverage. In other words the KRIBHCO is not using it capacity toraise long term debts.

Personnel in the KRIBHCO, are treated very well. KRIBHCO is having proper

manpower planning and a good policy of Recruitment & Establishment with a good training

opportunities for its employees as well as for students from different disciplines. It is also running

various cultural activities for the total development of its employees. At last, KRIBHCO is having a

very low man power turn over ratio from last few years.

The company is also having good marketing channels to promote its products. The

KRIBHCO is promoting its products through train the farmers, launching campaigns, releasing jingles

on Radio, TV, etc.

The KRIBHCO is achieving more production capacity than installed. On an average, the

KRIBHCO is running on 108 % capacity utilization. It is having a skilled staff to running the plant.

The KRIBHCO is also implementing the good Inventory Control Techniques to control the stocks of

materials with a good purchasing policy.

Finally, KRIBHCO is having a professional management to control all the activities

carried out therein. So, we would like to conclude that KRIBHCO is having a bright future to expand

and diversify.



Bibliography

1. By laws Book

2. Annual Report of KRIBHCO



3. KRIBHCO at Glance

4. KRIBHCO Pragati

5. KRIBHCO Dairy

6. Websites

7. Marketing Management - Philip Kotler

http://www.kribhco.org.

http://www.kribhcosurat.com

http://www.google.com

http://www.kribhco.org/


http://www.kribhcosurat.com/


http://www.kribhcosurat.com/

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