EMPLOYEE STATE INSURANCE CORPORATION

A PROJECT REPORT ON
EMPLOYEE STATE INSURANCE CORPORATION

SUBMITTED TO INDIAN INSTITUTE OF PLANNING AND MANAGEMENT, PUNE FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION
(HUMAN RESOURSE)

UNDER THE GUIDANCE OF MR. NUPUR BAGAWADE (IIPM-PUNE SMG HEAD) & MR. PRADEEP NAIR (UBL COCA COLA INDIA-JBP HR MANAGER/ADMIN)
SUBMITTED BY
NITESH MISHRA

NITESH MISHRA

EMPLOYEE STATE INSURANCE CORPORATION

ACKNOWLEDGEMENT

First and foremost, I extend our gratitude & faith in almighty lord. I pay my gratitude to Mr. Pradeep Nair (HR Manager) for granting practical training and project work in the organization. I wish to express my heartiest gratitude to Mr. Pradeep Nair for his valuable guidance in successful completion of training & project. I find myself lucky enough to work under his guidance and believe that whatever we learned from him will help me in future. At last but not the least I would like to thank S.B.D.GUPTA Dean of INDIAN INSTITUTE OF PLANNING & MANAGEMENT Pune, for providing me with the opportunity of doing this project. I thank my Parents who have always been a source of inspiration. I would like to thank all my friends who helped me heartily during training and preparation of the project.

NITESH MISHRA

NITESH MISHRA

EMPLOYEE STATE INSURANCE CORPORATION

DECLARATION

Here I declare that the project entitled Employee State Insurance Corporation which is submitted in partial fulfillment of the requirement for the award of the M.B.A. International Management Institute Belgium is the authentic record of my own work done under the guidance of Mr. Pradeep Nair. The master report in this project has not been submitted earlier for the award of degree.

Nitesh Mishra IIPM Pune

NITESH MISHRA

EMPLOYEE STATE INSURANCE CORPORATION

Human resources is an evolving and dynamic field that challenges the ability of even the most seasoned professionals to keep abreast of policies, procedures, compliance requirements and best practices.

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EMPLOYEE STATE INSURANCE CORPORATION

CONTENTS

Introduction-Employees State Insurance Corporation. Research Methodology. Analysis & Interpretation. Results / Findings Suggestions Conclusion Company Profile Vision Mission Summary of Summer Internship Suggestion for Company Appendices

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EMPLOYEE STATE INSURANCE CORPORATION

Objective of the study

Title: Critical analysis of EMPLOYEE STATE INSURANCE CORPORATION

Objective of survey
To find out use of Employee State Insurance corporation for the Employees.

Purpose
To prepare the project report for the partial fulfillment of degree of MBA (Master of Business Administration) from INDIAN INSTITUTE OF PLANNING & MANAGEMENT Pune

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EMPLOYEE STATE INSURANCE CORPORATION

EMPLOYEE STATE INSURANCE CORPORATION Employees State Insurance Corporation

INTRODUCTION:ESIC is an integrated social security scheme tailored to provide social protection to workers in the organized sector and their dependants in contingencies, such as, sickness, maternity or death and disablement due to an employment injury or occupational disease. The scheme tailored to suit health insurance requirements of workers provides full medical facilities to insured persons and their dependants, as well as, cash benefits to compensate for loss of wages or earning capacity in different contingencies.

HISTORY
Employees State Insurance Act, 1948 is an integrated need based social insurance scheme that would protect the interest of workers in contingencies Following the promulgation of the ESI Act the Central Govt. set up the ESI Corporation Hospital service through a network of ESI dispensaries & Panel clinics, diagnostic centers and ESI Hospitals.etc and to administer the Scheme. The Scheme thereafter was first implemented at Kanpur and Delhi on 24th February 1952. The Act further absolved the employers of their obligations under the Maternity Benefit Act, 1961 and Workmens Compensation Act 1923. The benefit provided to the employees under the Act are also in conformity with ILO conventions.
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ORGANISATION As provided under the ESI Act, the scheme is administered by a duly constituted corporate body called the Employees State Insurance Corporation (ESIC). It comprises members representing Central and State Governments, Employers, Employees, Parliament and the medical profession. Union Minister of Labour functions as Chairman of the Corporation whereas the Director General, as chief executive, discharges the duty of running the day-to-day administration. A Standing Committee representing all stake holders is elected from the body corporate for managing the affairs of the scheme and monitoring the progress of implementation of various decisions and policies etc. from time to time. The Medical Benefit Council, a statutory body advises the Corporation on matters related to administration of medical benefit under the ESI scheme.

INFRASTRUCTURE

The central headquarters of the Corporation is located at New Delhi. For purpose of coverage, revenue collection, extension of the scheme to new classes of establishments, implementation of the scheme in new areas, co-ordination with the State Governments and general administration the Corporation has established Regional and sub-Regional Offices across the country mostly located in State capitals. Given the huge number of beneficiaries about 329 lacks now the Corporation has set up a wide spread network of service outlets for prompt delivery of benefits in cash and kind that includes full medical care. Medical facilities are provided through a network of 1427 ESI Dispensaries, over 2100 Panel Clinics, 307 diagnostic centers besides 143 ESI hospitals and 43 hospital annexes with over 27000 beds. For providing super-specialty medical care the Corporation has tie up arrangements with advanced medical institutions in the country, both in public and private sector. The medical benefit is administered with the active co-operation of State Governments. The payment of cash benefits is made at the gross roots level through as many as 800 Branch Offices and Cash Offices that function under the direct control of the Corporation.

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APPLICABILITY OF THE ESI ACT

The ESI Act, (1948) applies to the following categories of factories and establishments in the implemented areas:

Non-seasonal factories using power and employing ten(10) or more persons Non-seasonal and non power using factories and establishments employing twenty (20) or more persons.

The appropriate Government State or Central is empowered to extend the provisions of the ESI Act to various classes of establishments, industrial, commercial, agricultural or otherwise in nature. Under these enabling provisions most of the State Goverment have extended the ESI Act to certain specific classes of establishments, such as, shops, hotels, restaurants, cinemas, preview theatres, motors transport undertakings and newspaper and advertising establishments etc., employing 20 or more persons.

FACTORY REGISTRATION
Registration of a factory/establishment with the Employees State Insurance Corporation is a statutory responsibility of the employer under Section 2-A of the Act read with Regulation 10-B. The employer, in respect of a factory/establishment to which the Act applies for the first time, is liable to furnish to the appropriate Regional Office within 15 days after the Act becomes applicable, a declaration of registration in form 01(Employers Registration Form).This is obligatory on the part of the Employer. I n addition to this, the employer will have to indicate, in a separate sheet, the name and address of the factory/establishment, number of employees, nature of duty and name, designation and address of the manager, controlling such persons in respect of any other offices situated outside the premises of the factory/Establishment.

IMPORTANCE OF ESIC
(1) (2) (3) (4) (5) (6) ESIC is the countrys first multi dimensional social security system for workers in the organized sector introduced in 1952. ESIC covers a total beneficiary population of more than 355 lacks today. ESIC has the countrys largest medical infrastructure facility under one umbrella. ESIC is the most affordable social security system with the lowest contribution rate for multiple health insurance benefits. ESIC is the only health insurance scheme that offers full medical care to workers and their dependants without any ceiling on individual expenditures. ESIC offers special package of full medical care to retired/disabled insured persons for a nominal contribution of Rs 120 per annum (only for government employees)

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ROLE OF ESIC
1) The quality and quantity of benefits is as per norms and standards laid down by the corporation for the purpose 2) The benefits are made available within the given time frame to insured persons and beneficiaries 3) No harassment is caused to the beneficiaries across the counter at the grass root level by way of word or deed. 4) All requisite information, procedural guidance etc. is made available to the beneficiaries for claiming benefits. 5) No beneficiary is exploited at any level in any way in the process of delivery of benefits. 6) Drugs, dressings, injections etc. as prescribed by the authorized doctors are made available timely. 7) A complaint box is fixed within the office premises for posting written complaints

SCOPE
The Act extends to the whole of India. The ESI Act of 1948 covered all powerusing factories other than seasonal factories wherein 20 or more persons were employed (excluding mines, railways and defense establishments). The provisions of the ESI (Amendment) Act of 1975 were extended to the following new classes of establishments: 1. Small power-using factories employing 10 to 19 persons and non-powerusing factories employing 20 or more persons. 2. Shops. 3. Hotels and Restaurants. 4. Cinemas and Theatres. 5. Road-motor transport establishments and 6. Newspaper establishments. With effect from 1.1.97 the Act covers all employees manual, clerical, supervisory and technical getting up to Rs.6500/- per month. The provisions of the Act can be extended to any other agricultural or commercial establishment.

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ESIC SCHEME

ESIC SCHEME is a unique multidimensional self financing social security scheme in which every contributor is a benefactor and a beneficiary. This integrated scheme of health insurance provides comprehensive medical cover and cash benefits in the contingencies of sickness, maternity, disablement and death due to employment injury to the Insured Persons and their dependents. Employees, Employers, State Government and Corporation are the major stake holder in the system of organized and coordinated effort providing social protection to benefactors. The role of employer in particular remains pivotal to the success of the scheme, be it surveys for coverage, implementation, registration of factories/establishments, registration of employees, regular payment of contribution, facilitating inspection and timely action to ensure steady flow of benefits to the Employees.

COVERAGE
The ESI Act 1948 enacted on 19th April 1948 provide for certain benefits to the employees in case of sickness, maternity and employment injury and to make provisions for certain other matters in relation there to. The ESI Act 1948 in the first instance, applies to (1) Factories using power in the manufacturing process and employing 10 or more persons (2) Non-power using factories or establishments employing 20 or more persons for wages. The provisions of the Act are being implemented area wise by stages. The Act contains an enabling provision under which the Appropriate Government is empowered to extend the provision of the Act to other classes of establishments (a) Industrial (b) Commercial (c) Agricultural or otherwise Under these provisions State Governments have extended the provisions of the ESI Act to the following classes of establishments.

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(a) Shops (b) Hotels & Restaurants (c) Cinemas, including preview theaters (d) Road Motor Transport Undertakings The ESI Act is applicable to over two lacks industrial units, across the length and breadth of the country.

CONTRIBUTION

Contribution is the amount payable to the Corporation by the principal employer in respect of an employee and comprises the amount payable by the employee and the employer. The scheme is primarily funded by contribution raised from insured employees and their employers in the implemented areas as a small but specified percentage of wages payable to such employees. The rates of contribution as of now are:(a) Employees contribution-1.75 percent of the wages (b) Employers contribution-4.75 percent of the wages Total-6.50 percent of the wages (1) Employees earning up to Rs.50/- a day as wages are exempted from payment of their part of contribution. (2) The State Government bear one-eighth share of expenditure on Medical Benefit within the per capita ceiling of Rs.900/- per annum and any additional expenditure beyond the ceiling.

WAGE CEILING

Employees of covered units and establishments drawing wages up to Rs.15,000/- per month come under the purview of the ESI Act, 1948 for multidimensional social security benefits.

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BENEFITS OF ESIC
(UNDER SECTION 46 OF THE ACT) Following are the benefits of ESIC:1 Medical Benefits. 2 Sickness Benefits. a) Extended Sickness Benefits b) Enhanced Sickness Benefits 3. Maternity Benefits 4. Disablement Benefits. a) Temporary Disablement Benefits. b) Permanent Disablement Benefits. 5. Dependents Benefits 6. Others Benefits

MEDICAL BENEFITS
Insured persons and their dependants are entitled to full medical care from day one of taking up employment in any factory or establishment covered under the ESI Act 1948. The comprehensive package includes primary medical care, specialists and diagnostic services, in-patient care with provision for all super specialist facilities. The scheme provides full range of medical care, namely; 1) Diagnostic services 2) Out-Patient services 3) Specialists services 4) Hospital services through a network of ESI dispensaries & Panel clinics, diagnostic centers and ESI Hospitals etc. The package covers all aspects of health care from primary to super-specialist facilities as detailed below:NITESH MISHRA

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1) Free supply of drugs and dressings 2) X-ray and laboratory investigations 3) Vaccination and preventive inoculations 4) Ambulance Service or conveyance charges for going to hospitals, diagnostic centers, etc. wherever admissible. 5) Free diet during admission in hospitals 6) Family welfare services and other national health program services

SICKNESS BENEFIT

Sickness Benefit is paid in cash to the insured persons to compensate their loss of wages in the event of sickness certified by an authorized medical officer. It is admissible for 91 days in an year and the cash benefit is equal to 50% of the wages.

ELIGIBILITY CONDITIONS FOR SICKNESS BENEFIT

Not less than 78 days contribution in the relevant contribution period for sickness benefit and not less than 156 days contribution in 4 relevant contribution periods and eligibility for sickness benefit at least in one of these contribution periods and two years of service are essential eligibility conditions for Extended Sickness Benefit.

MATERNITY BENEFITS
Maternity Benefit is admissible to insured women in the event of confinement or miscarriage etc. for 12 weeks and the rate of about 100 percent of the wages. ELIGIBILITY Maternity Benefit is admissible for 1) 84 days in case of confinement 2) 42 days in case of miscarriage.

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This benefit is also admissible for sickness arising out of pregnancy / miscarriage or confinement for a maximum period of one month, additionally. The rate of this benefit is equal to or a little more than the wages i.e. double the standard benefit rate. Maternity benefit continues to be payable even in the death of an insured woman during her delivery or immediately following the date of her delivery leaving behind a child , for the whole of that period and in case the child also dies, during the said period, until the death of the child.

DISABLEMENT BENEFITS

Temporary Disablement benefit is paid in cash till the incapacity due to employment injury lasts at the rate of 70% of the wages. In case of permanent physical disablement due to employment injury or occupational disease, disablement benefit is paid for life at a rate proportionate to loss of earning capacity as determined by the medical board.

TEMPORARY DISABLEMENT BENEFIT

Temporary disablement benefit is payable to an employee who suffers employment injury (Employee insurance) or Occupational Disease and is certified to be temporarily incapable to work. "Employment Injury" has been defined under Section 2(8) of the Act, as a personal injury to an employee caused by accident or occupational disease arising out of and in the course of his employment, being in insurable employment, whether the accident occurs or the occupational disease is contracted within or outside the territorial limits of India.

PERMANENT DISABLEMENT BENEFITS

(a) Permanent disablement benefit is payable to an insured person who suffers permanent residual disablement as a result of employee insurance (including Occupational Diseases) and results in loss of earning capacity. The proper authority for assessing loss of earning capacity for injury is the Medical Board and for Occupational Diseases, Special Medical Board. (b) Age of an IP will have to be proved to the satisfaction of the corporation in all cases. Medical Boards assess the age of insured persons who are not able to produce satisfactory proof of age and opinion of Medical Board shall be final in this regard.

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DEPENDANTS BENEFITS
The dependants benefit is payable to the dependants as per Section 52 of the Act read with provision of 6(A) of Section 2 in cases where an IP dies as result of EI. The age of dependants, has to be determined either by production of Documentary evidence as specified in Regulation 80(2) or Age certified by Medical Officer In charge of Government Hospital or Dispensary. The minimum rate of Dependant benefit with effect from 1.1.90 is Rs.14/- per day and these rates of the dependant benefits are increased from time to time. The latest enhancement is with effect from 01.08.2002

OTHER BENEFITS
1) FUNERAL EXPENSES Funeral expenses on death of an insured person subject to a maximum of Rs. 2500 payable at the Branch Office. 2) FREE SUPPLY Free Supply of physical aids and appliances such as crutches, wheelchairs, dentures, spectacles and other such physical aids. 3) PREVENTIVE HEALTH CARE Preventive health care services such as immunization, family welfare services, HIV/AIDS detection, treatment etc. 4) OLD AGE MEDICAL CARE Old age Medical care for self and spouse at a nominal contribution of Rs. 120/- per annum.

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RIGHTS OF EMPLOYERS
(1) Exemption from applicability of workmen's Compensation Act, 1923 in respect of employees Covered under the scheme. (2) Exemption from applicability of maternity Benefit Act, 1961 in respect of insured women. (3) Right to be represented on ESI Corporation, Medical Benefit Council and' other important committees of the Corporation that may be formed from time to time. (4) Right to be supplied requisite Forms as may be required for fulfilling any obligation under the ESI Act. (5) Right of access to all essential information concerning the applicability of the Act, benefits, contribution, inspections and other procedures.

DUTIES OF EMPLOYERS
(1) An employer will apply in Form-01 for coverage under the ESI Act, within 15 days after the Act becomes applicable to a factory or establishment. (2) The employer will submit Declaration Form in respect of all coverable employees in the unit. (3) The employer will collect temporary identity cards from the Branch Office concerned followed by permanent photo identity cards and pass them on to the employees concerned. (4) The employer will deposit both employee's and employer's contribution as per specified rates within 21 days of the following month (5) The Employer will maintain an Accident Book and submit accident reports to the Branch Office, involving insured worker(s) on the job, within 24 hours of an accident.

RELIEFS/ADVANTAGES FOR EMPLOYERS

(1) Employers are absolved of all their liabilities of providing medical facilities to employees and their dependants in kind or in the form of fixed cash allowance, reimbursement of actual expenses, lump sum grant or opting for any other medical insurance policy of limited scope unless it is a contractual obligation of the employer.
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(2) Employers are exempted from the applicability of the Maternity benefit Act, Workmens' Compensation Act in respect of employees covered under the ESI Scheme (3) Employers have at their disposal, a productive, well secured workforce, an essential ingredient for better productivity. (4) Employers are absolved of any responsibility in times of physical distress of workers such as sickness, employment injury or physical disablement resulting in loss of wages as the responsibility of paying cash benefits shifts to the Corporation in respect of insured employees. Any sum paid by way of contribution under the ESI Act is deducted in computing 'Income' under the Income Tax Act.

RIGHTS OF EMPLOYEES
(1) Right to receive payment of any benefit under the Act that shall not be transferable or assignable (2) Employer shall not dismiss, discharge or reduce the wages or otherwise punish a covered employee during the period he/she is in receipt of Sickness Benefit or Maternity Benefit etc. (3) By reason of his liability to pay his share of contribution under the ESI Act, no employer shall directly or indirectly reduce the wages of a covered employee. (4) Right to register their grievances/complaints at any level for immediate redressals (5) Rights to approach employee insurance court against any action / decision of the medical board etc.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY:Research Methodology is a way to systematically solve the research problem. It may be understood as science of studying how research is done, scientifically in it we study the various steps that generally adopted by a researcher in studying his research problem along with the logic behind them.

OBJECTIVE:To study the feedback control of the organization and make more effective

SAMPLING DESIGN:Sampling is the selection of some part of aggregate or totality on the basis of which a judgment or inference about the aggregate or totality is made. Sampling plan describe the number of unit with the size of these different.

SAMPLING UNIT:The sampling unit of my survey includes, people of Jabalpur who are working in Coco cola as Employees

SAMPLING SIZE:The Survey, I have used a sample unit of 40 people.

SAMPLING METHOD:In my survey, I have used Simple Random Sampling Method. In this I have administered a structured Questionnaire.

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DATA COLLECTION METHOD:There are 2 methods of data collection:1) Primary Data Collection 2) Secondary Data Collection

Primary Data Collection:Primary Data was collected by using structured questionnaire and by taking interviews of the respondents. A structured questionnaire was formulated after conducted a Pilot Survey. Secondary Data Collection:This was done by referring to the literature available i.e. ESIC handbook, website etc.

ANALYSIS AND INTERPRETATION

Data collected was complied up and on the basis of percentage method depicted through pie diagrams Interpretation was done and recommendations was given

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ANALYSIS & INTERPRETATION

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ANALYSIS

Q.1 Do you know about ESIC ? a) Yes b) No

Knowledge about ESIC

12.50%

87.50%
Yes No

INTERPRETATION :-

The above figure shows that 87% of the employees know about ESIC and 13% of the employees have no knowledge about the concept of ESIC.

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Q.2. What is your gross salary? a) >=5000 b) <10000 c) >=10000

Gross Salary of Employees

20%

52.50% 27.50%

>=5000 <10000 >=10000

INTERPRETATION -:
The above figure shows that the gross salary of 72.50% employee is less than Rs. 10000 per month. These employees will get the ESIC benefit.

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Q.3.Whether ESIC is deducted from the Employees salary? a) Yes b) No

Deduction of ESIC from employees salary

12.50%

87.50%
Yes No

INTERPRETATION-:
The above figure shows that ESIC facility is provided to 87.50% of the employees and the remaining 12.50% of the employees are not provided with this facility.

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Q.4.Are the Employees benefited with this facility? a) Yes b) No

Employees benefited with ESIC facility

27.50%

72.50%

Yes

No

INTERPRETATION-:

The above figure shows that 72.50% of the Employees are benefited with this facility and the remaining 27.50% of the Employees are not benefited with the facility.

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Q.5. How many times the Employees have used the ESIC facility? a) Never used b) Once c) Twice d) More than twice

Usage of ESIC facility 5% 0

10%

85%
Never Once Twice More than twice

INTERPRETATION-:
The above figure shows that 10% of the Employees have used the ESIC facility, 5% have used it twice, no one has used more than twice and there are 85% of the Employees who have never used the ESIC facility.

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Q.6. Good Hospital facility is provided or not? a) Good b) Average c) Bad d) Cant say

Hospital Facility 7.50% 15% 30%

47.50%
Good Average Bad Cant say

INTERPRETATION-:

The above figure shows that 30% of the Employees feels that good hospital facilities are provided, 47.5% feels that average hospital facility is provided, 15% feels that bad hospital facility is provided and the remaining 7.5% have no idea about the hospital facility provided under ESIC facility.

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Q.7. How it is important for the Employees? a) Important b) Unimportant c) Cant say

Important for the Employee

40%

45%

15% Important Unimportant Cant say

INTERPRETATION:The above figure shows that 40% of the Employees feels that ESIC is important for them, 15% says that it is unimportant for them and the remaining 45% has no idea about its importance.

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Q.8. Should it be collaborated with Private Hospitals? a) Yes b) No c) Cant say

Collaboration with Private Hospitals

0 10%

90%
Yes No Cant say

INTERPRETATION:The above figure shows that 90% of the Employees say that ESIC should be collaborated with the Private Hospitals, 10% cant say anything about its collaboration.

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Q.9. Re- imbursement of claim on time or not ? a) Yes b) No c) Cant say

Re-imbursement of claim

15%

27.50%

57.50%

Yes

No Cant say

INTERPRETATION:-

The above figure shows that 57.50% of the Employees feel that reimbursement of ESIC claim is received on time, 27.50% feels that it is not received on time and the remaining 15% cant say anything about its re-imbursement.

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FINDINGS OF STUDY

1) The organization provides maximum benefits to the employees.

2) Employees are free to resolve their queries regarding ESIC with the HR.

3) The organization provides financial assistance to the employees in case of medical emergencies.

4) ESIC provides good facilities to the employees.

5) ESIC Claims are processed on time.

6) Some of the employees feel that they are not being provided with proper medical facilities.

7) Re-imbursement of ESIC claim has lot of formalities.

8) Deduction of ESIC from the salary is taken as a burden by some employees.

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SUGGESTIONS

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SUGGESTIONS

1) ESIC should be collaborated with the private hospitals . 2) Facilities of government hospital should be improved.

3) Procedure of re-imbursement of claim should not be time consuming.

4) Formalities of ESIC should be easy.

5) Re-imbursement of the claim should also be received in case of minor injuries. . 6) Employee should be fully aware about the rules and regulations of ESIC.

7) Employee should be aware about the benefits of ESIC.

8) Employee should be provided with necessary guidance in fulfilling their lawful obligations under the ESI Act.

9) Any grievances received from employee should be looked into promptly and pointedly for speedy redressal.

10) A responsive, purposive and productive relationship between employer and employee should be developed.

11) There should be active involvement of Employer as well as Employee in the improvement of the scheme as a confidence building measure.

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CONCLUSION

On conducting my survey regarding EMPLOYEE STATE INSURANCE CORPORATION I found it to be very interesting and challenging. The topic of the project was vast in itself, although I tried my level best to cover almost all the important dimensions, with effect ESIC on employee and employers and observing it can be concluding that the main reason for the ESIC is that the only multidimensional social security scheme in India assigned the significant and social useful task of providing comprehensive health care service of the beneficiaries and protecting workers against certain eventualities that result in loss of wages or earning capacity. ESIC scheme also takes care of physically disabled workers and dependents of insured persons with monetary support where death or disablement has occurred due to employment injury or occupational disease. Thus we can say that ESIC is essential in the scheme of health insurance that you are fully aware of the facilities benefits and procedures and are equally conscious of your obligations under ESI act.

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INTRODUCTION

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COMPANY PROFILE

The Coca-Cola Company was originally established as the J. S. Pemberton Medicine Company, a co-partnership between Dr. John Stith Pemberton and Ed Hollan. Dr. John Stith Pemberton for the first time produced the syrup for Coca-Cola on May 8, 1886.

The Worlds Most Powerful Brand

The company was formed to sell three main products. 1. Pemberton's French Wine of Cola (later known as Coca-Cola). 2. Pemberton's Indian Queen Hair Dye, 3. Pemberton's Globe Flower Cough Syrup. The Coca-Cola Company is the world's largest beverage company, largest manufacturer, distributor and marketer of non-alcoholic beverage concentrates and syrups in the world. The Coca-Cola formula and brand was bought in 1889 by Asa Candler who incorporated The Coca-Cola Company in 1892. Besides its namesake Coca-Cola beverage, Coca-Cola currently offers nearly 400 brands in over 200 countries or territories and serves 1.5 billion servings each day.

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Interbrands Global Brand Scorecard for 2003 ranked Coca-Cola the #1 Brand in the World and estimated its brand value at $70.45 billion

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COCA-COLA PRODUCTS AND BRANDS

The Coca-Cola Company offers nearly 3500 brands in over 200 countries Diet Coke (introduced in 1982), which uses aspartame, a synthetic phenylalanine-based artificial sweetener in place of sugar Diet Coke Caffeine-Free Cherry Coke (1985) Diet Cherry Coke (1986) Coke with Lemon (2001) Diet Coke with Lemon (2001) Vanilla Coke (2002) Diet Vanilla Coke (2002) Coca-Cola C2 (2004) Coke with Lime (2004) Aquarius Mineral Water (2004) Diet Coke with Lime (2004) Diet Coke Sweetened with Splenda (2005) Coca-Cola Zero (2005) Coca-Cola Black Cherry Vanilla (2006) Diet Coca-Cola Black Cherry Vanilla (2006) Coca-Cola BlK (2006) Diet Coke Plus (2007) Coca-Cola Orange (2007)

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COCA-COLA INDIA

Coca-Cola was the leading soft drink brand in India until 1977 when it left rather than reveal its formula to the government and reduces its equity stake as required under the Foreign Exchange Regulation Act (FERA) which governed the operations of foreign companies in India. Coca-Cola re-entered India in 1993. The vision of the company is to lead beverage revolution in the world and provide its consumer quality beverages at affordable price. As on June 2005, Company has 78 manufacturing locations across 24 states of the country.

Relation Chart with Coca Cola India

Coca-Cola India

COBOS

FOBOS

Coca-Cola Own Bottling O/P

Franchising Bottling O/P

UDAIPUR BEVERAGE LTD

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Coca-Cola, the corporation nourishing the global community with the worlds largest selling soft drink concentrates since 1886, returned to India in 1993 after a 16 year hiatus, giving a new thumb up to the Indian soft drink market. In the same year, the Company took over ownership of the nations top soft-drink brand and bottling network. Its no wonder our brands have assumed an iconic status in the minds of the worlds consumers.

A Healthy Growth to The Indian Economy

Ever since, Coca-Cola India has made significant investments to build and continually consolidate its business in the country, including new production facilities, waste water treatment plants, distribution systems, and marketing channels. Coca-Cola India is among the countrys top international investors, having invested more than US$ 1 billion in India in the first decade, and further pledged another US$100 million in 2003 for its operations.

A Pure Commitment to The Indian Economy

The Company has shaken up the Indian carbonated drinks market greatly, giving consumers the pleasure of world-class drinks to fill up their hydration, refreshment, and nutrition needs. It has also been instrumental in giving an exponential growth to the countrys job listin g.

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Creating Enormous Job Opportunities With virtually all the goods and services required to produce and market Coca-Cola being made in India, the business system of the Company directly employs approximately 6,000 people, and indirectly creates employment for more than 125,000 people in related industries through its vast procurement, supply, and distribution system.

The Indian operations comprises of 50 bottling operations, 25 owned by the Company, with another 25 being owned by franchisees. That apart, a network of 21 contract packers manufactures a range of products for the Company. On the distribution front, 10-tonne trucks open bay three-wheelers that can navigate the narrow alleyways of Indian cities constantly keep our brands available in every nook and corner of the countrys remotest areas.

These are only some of the facts that speak about our commitment to the growth of the Indian Economy.

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SWOT Analysis

Strength
World largest brands Large scale operation Robust revenue growth in there segment.

Weakness
Negative Publicity Decline in cash from operation activities

Opportunities
Acquisition intense competition Growing bottle water market Has sufficient capital to expand

Threats
Intense competition. Dependence on bottling partners. Sluggish growth of carbonated beverages.

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PRODUCTS IN INDIA BY COCA-COLA

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Mission, Vision & Values

Mission, vision and values outline who we are, what we seek to achieve, and how we want to achieve it. They provide a clear direction for our Company and help ensure that we are all working toward the same goals.

Mission
To socially and economically empower communities around our operations, by creating enabling environment around our plants, for the betterment of communities through sustainable projects

Vision
To Refresh the World...in body, mind, and spirit. To Create Value and Make a Difference...everywhere we engage. People: Being a great place to work where people are inspired to be the best they can be. Leadership: The courage to shape a better future Passion: Committed in heart and mind Integrity: Be real

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Summary of Summer Training Area

Coca Cola Udaipur Beverage Ltd Jabalpur was established in Jabalpur in the year of 18 April 2005. I was started my summer internship here on 22/02/2011. My internship was under the guidance of Mr. R. P. Nair (Finance/Admin Manager). He provides me a project guide Mrs. Soma Sarkar as (HR Executive). She taught me lots of things or HR workings roles and responsibilities. I am working here as HR trainee and my roles and responsibilities are:-

Roles: Maintain leave register application. C V arrangements. Calculation of totals, verification of in out timing. Plant survey (on weekly basis). Preparation of competency report of labours

Responsibilities:
Update in-out timing of all employees on time. Maintain leave register of all the employees. Preparation of employee details in MS Word, Excel. To give full details about ESIC (process, benefits, importance). To make all of them happy by my work. .

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Taglines Used In India

"Thanda mat lab Coca-Cola!" ("Cold means Coca-Cola!")

"Pio sar utha ke" ("Drink with pride")

"Jo chaho ho jaye, Coca-Cola enjoy!" ("Whatever you wish will come true, enjoy Coca-Cola!")

Open Happiness(Share your happiness with happy opening!)

Welcome to the coke side of life

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UDAIPUR BEVERAGE LTD JABALPUR ORGANIZATION CHART

Executive Director

Plan t Manager IMCR Coordinator MR

QA Manager QMS Champion

Finance & HR Manager & Legal Coordinator

GM Sales

Store & purchase In charge

Document Manager, Q.A Executive & FSMS Coordinator

Shipping In charge

Accoun t In Charge

Foreman

Shipping In charge & CRC Coordinator

Store Assistant s Back up Document & line Executive Microbiolo gist

Production supervisors

Team Members
Sales Team Line Chemist

Process Chemist Process Executive Process Executive Executive & FSMS Back up Operators Electrician Fitter cum Welder

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Manufacturing Plant Product Process

Manufacturing Process of coca-cola products have different steps, which are cited below Ingredient Delivery Washing and Rinsing Mixing and Blending Filling Capping Labeling Coding Inspection Packaging Warehousing and delivery

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Product Decausticiser - Process Diagram

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Udaipur Beverage Ltd Jabalpur Types of Production

1) RGB :- Returnable Glass Bottles 2) PET :- Polyethiley Tetra Phathelater

Coca Cola Products

Coca Cola Thums up Limca Sprite Kinley Soda Fanta

RGB Pack Size

200 ml , 300 ml 200 ml , 300 ml 200 ml , 300 ml 200 ml , 300 ml 300 ml 200 ml , 300 ml

PET Pack Size

6oo ml , 1.25 liter , 2 liter 6oo ml , 1.25 liter , 2 liter 6oo ml , 1.25 liter , 2 liter 6oo ml , 1.25 liter , 2 liter 6oo ml 6oo ml , 1.25 liter , 2 liter

RGB Production in day (24 hrs) :- 20,000 Case (1 Case = 24 bottles)

PET Production in day (24 hrs) :- 8,000 Case

(1 Case = 24 bottles)

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Coca-Cola Product Manufacturing Plant Layout

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COMPANY QUALITY PROMISE

Quality Is Our Highest Business Objective

The Symbol of Quality Customer and Consumer Satisfaction A Responsible Citizen of the World

Golden Peacock National Quality Award 2004 Coca-Cola India Division President, Mr. Sanjiv Gupta received the Golden Peacock National Quality Award 2004 along with the Coca-Cola team at the 15th World congress on Total Quality in Mumbai on January 14, 2005

The Coca-Cola Company exists to benefit and refresh everyone it touches. For us, Quality is more than just something we taste or see or measure. It shows in our every action.

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Environment Policy
The management of UBL Jabalpur engaged in manufacturing of coco cola a rated drinks in committed to protect empreserve and environment footprint by having an effective EMS system by establishing & reviewing key objectives & metrics with the involvement of employees and contractual worker at all levels for daily implementation our EMS. We will operate our fleet in safe manner to minimize the adverse impact of environment product, service, and service. We are determined to comply with all legal & regulatory TCCC & other requirement to all which we subscribe relate to its environment aspects by operating in environmentally responsible manner in accordance with environmental standards & manage environmental incidents, in manner that protects our employee contract, customers public and image & trade mark. We will minimize the discharge of waste material into the environment to by employing responsible prevention of pollution & control practices. We will take necessary improvement action for continual improvement of our environment performance & utilize the resource effectively and other efforts focused area to make difference and are defined long-term aspiration goals. Water stewardship: - We will be good stewards of our most critical shared resources in the communities where we operate. Climate protection:- We will work to reduce carbon emission even as we grow our buzz Sustainable packaging:- We envision a world in which through recycling and innovation our packaging is seen as a valuable resources for the future This policy has been communicated to all associates contracts workers & suppliers of goods & services and shall be made available to the public and interested parties on demand. Measure of Performance Water Resource Management Energy efficiency Waste generation Legal and other requirements

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Udaipur Beverages Ltd Jabalpur Food Safety & Quality Policy

UBL Jabalpur is committed is to produced & deliver safe perfect & trusted product by implementing OMS & food safety programs along the entire supply chain from star of finish. We are committed to deliver quality excellence effectively & efficiently by focusing on supplier management company standards. Regulatory compliance productivity & continual improvement across our system

Fleet Management Policy

The management of UBL Jabalpur is committed to fleet operation in eco-friendly & safe manner by implement of employee & transportation contractors. We are determined to comply with all legal & regulatory requirements by operating in environmental standards. We will regular monitor the emission & performance of fleet by employing responsible pollution prevention & control practices. We will take necessary improvement action for continuous improvement action for continuous improvement of our fleet performance & operation. Measures of Performance Fuel efficiency Accident & Incident reports Fleet emission report Legal compliance

Occupational Health & Safety Policy

The management of UBL Jabalpur engaged in manufacturing of CC aerated drinks , providing a safe & healthy working environment is one of our primary responsibilities and is fundamental to our success at our premises and committed to prevent injury & ill health. We are conducting our business with a goal of zero work related injuries and illness for our employee, contractors, and others.

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Our committed in founded on six basic principles as below:1) Safety and health can and will be managed:Management managed safety & health is ultimately accountable for improved OSH performance by necessary resources. 2) Occupational injuries & illness are preventable:We have systematic process to build awareness assigning accountabilities, goals, measuring performance, training and continual improving. 3) Nothing we do is worth being injured for:We are concerned and care for the health safety of our people is as important as other business objectives. 4) Safe behavior fundamental of requirements:We produce a culture for values safe behavior in all our action, and we committed to comply with applicable legal and TCCC OSH requirements. 5) Everyone is responsible of safety & health:We maintained a safe & healthy work environment its dependent on a culture of safety everyone is involved and accountable. 6) Our safety performance is important for our business:Safety and health it is integral to operation excellence and the integrity of our brand. We will take necessary improvement action to continually improve the OSH performance and the effectiveness of the occupational health & safety management system This policy has been communicated to all associates contracts, worker, and suppliers of goods and services and shall be made available to the public and interested parties on demand.

Measures of Performance 1) Water resource management. 2) Energy efficiency. 3) Waste generation. 4) Legal and other requirements

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Suggestion for Company

For Employees Simplifies, accelerates working methods and working processes or makes them safer Supports for the training & development of the employees (if required). Provide full knowledge of your product (which is common for all) of your management staff. If you do not get any feedback on your suggestion, enquire. Try to find out which department is processing it and whether there are any questions. Ensure it is assessed neutrally. Always motivate your employee for their work. As a manager, take on an adoptive function for employee ideas. Promote and support your employees in making improvement suggestions and ideas. In this way, you create an innovative and creative environment. Reward system or Compensation reward to increase your production. Reduce unnecessary wastage

For Company

Increase production for more profit. (increase your growth graph) Expand your distribution areas. Awards system. (discipline, safety, maximum sales)

percentage in your

Annual function in the month of January every year will be held at business level unit for following agenda :-

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Awarding ten best suggestions during the year. The best employee or department for contribution maximum efforts for their company. Target and Budget setting for the next year. All contractor employees, other than those listed below, are eligible so get them.

Provide canteen facility for your employee. (in campus or plant) If it is possible to try for recycling of PET bottles. Do inspection personally every month for control over employees or management.

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Appendices

Google Search www.cococola.com www.cococolaindia.com www.howstuff.com Power Point Presentation

www.wikipedia.com Human Resource Management C.B.Memoria

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