Nid Proj Finl

CHAPTER 1
INDUSTRY PROFILE
A study on employee satisfaction in Indian Oil Corporation Limited at Jaipur , Rajasthan State Office 1
CHAPTER1- INDUSTRY PROFILE
Oil Industry is an industrial process plant where crude oil is processed and refined in to more useful
products such as petroleum naphtha, gasoline, diesel fuel, asphalt base, heating oil, kerosene,
and liquefied petroleum gas. Oil industries are typically large, sprawling industrial complexes with
extensive piping running throughout, carrying streams of fluids between large chemical
processing units. In many ways, oil refineries use much of the technology of, and can be thought of,
as types of chemical plants. The crude oil feedstock has typically been processed by an oil production
plant. There is usually an oil depot (tank farm) at or near an oil refinery for the storage of incoming
crude oil feedstock as well as bulk liquid products.
Major Products:- Liquified Petroleum Gas, Gasoline, Neptha, Kerosene, Diesel Fuel, Fuel oil,
Lubricating oil, Paraffin Wax, Asphalt and Tar, Petroleum Coke, Sulphur.
Oil industries also produce various intermediate products such as hydrogen, light
hydrocarbons, reformate and pyrolysis gasoline. These are not usually transported but instead are
blended or processed further on-site. Chemical plants are thus often adjacent to oil refineries. For
example, light hydrocarbons are steam-cracked in an ethylene plant, and the produced ethylene is
polymerized to produce polyethene.
Oil Industries are large scale plants, processing about a hundred thousand to several hundred
thousand barrels of crude oil a day. Because of the high capacity, many of the units operate
continuously, as opposed to processing in batches, at steady state or nearly steady state for months to
years. The high capacity also makes process optimization and advanced process control very
desirable.
List of World Largest Refineries:-
Name of Refineries Location

Jamnagar refinery (Reliance
industries) Jamnagar, Gujrat. India
Paraguana Refinery Complex Paraguana, Falcon, Venezuela
SK Energy Co. Ltd Ulsan Refinery Ulsan, south Korea
GS Caltex Yeosu Refinery Yeosu, south Korea
ExxonMobil Singapore
Port Arthur Refinery Port Arthur, Texas , USA
Baytown Refinery Baytown, TX, USA
Ras Tanura Refinery Saudi Arabia
Garyville refinery Garyville, LA
S-Oil Ulsan Reifnery Ulsan, south Korea
Baton Rouge Refinery Baton Rouge, LA, USA
CHAPTER 2
COMPANY PROFILE
CHAPTER2- COMPANY PROFILE
2.1 Background & Inception of the company:-
Indian Oil Corporation Limited, or IndianOil, is an Indian state-owned oil and gas corporation
with its headquarters in New Delhi , India . It is the world's 88th largest corporation, according to
the Fortune Global 500 list, and the largest public corporation in India when ranked by revenue.
IndianOil and its subsidiaries account for a 49% share in the petroleum products market, 31% share in
refining capacity and 67% downstream sector pipelines capacity in India. The IndianOil Group of
companies owns and operates 10 of India's 22 refineries with a combined refining capacity of 65.7
million metric tonnes per year. In FY 2012 IOCL sold 75.66 million tonnes of petroleum products and
reported a PBT of 37.54 billion, and the Government of India earned an excise duty of 232.53
billion and tax of 10.68 billion.
The company is mainly controlled by Government of India which owns approx. 79% shares in the
company.It is one of the seven Maharatna status companies of India , apart from Coal India
Limited, NTPC Limited, Oil and Natural Gas Corporation, Steel Authority of India Limited, Bharat
Heavy Electricals Limited and Gas Authority of India Limited.
With growing environmental consciousness, Indian Oil Corporation Limited has also ventured
into ecologically friendly fuel and subsequently installed 3 new units: the ISOSIV,
the Hydrotreater and the INDMAX. The ISOSIV unit produces Lead Free Petrol by the Molecular
Sieve Technology, which separates Octane rich MS components from feed naphtha. The Hydrotreater
Unit (HDT) enables the Refinery to produce High Speed Diesel of very low sulphur and cetane
number conforming to BIS specifications. The HDT also produces ATF, Superior Kerosene Oil with
high smoke point and low sulphur. The Indane Maximization (INDMAX) technology developed by
R&D Centre of IndianOil installed at the Refinery is designed to achieve LPG yield as high as 44%
through Fluidized Catalytic Cracking of residual feed stocks like Reduced Crude Oil, Coker Fuel Oil
and Coker Gasolene. The INDMAX unit also enables Guwahati Refinery to upgrade all its residual
products to high value distillate products and make it a zero residue Refinery. The refining capacity
was subsequently enhanced to 1.0 MMTPA and with INDMAX, the pilot plant for first in-house
technology of IndianOil, the ISOSIV and Hydrotreater the Refinery has been able produce eco-
friendly fuels. The Refinery produces various products and supplies them to Northeastern India as
well as beyond, upto Siliguri end through the Guwahati-Siliguri Pipeline, spanning 435 KM, which
was the first Pipeline of IndianOil and commissioned in 1964. Most of the products of Guwahati
Refinery are evacuated through pipeline and some quantity also through road transportation. In the
primary unit of the Refinery i.e. the Crude Distillation Unit (CDU), desalted crude from the desalter is
heated up through a series of heat exchangers and is fed into a pre fractionator column. Here the
lighter gases, LPG and unstabilised gasoline are separated. The outputs from CDU are gasoline, Kero-
I, Kero-II and Straight Run Gas Oil. Reduced Coke Oil (RCO) which is the bottom product from the
main fractionating column, forms the main raw material for Coking unit and Indmax. With its main
secondary unit, the Delayed Coking Unit (DCU), the Refinery produces middle distillates from heavy
ends. Main feedstock to DCU is RCO, which is heated to high temperatures of about 500oC in a
furnace. Due to high temperatures, RCO is thermally cracked and yields various hydrocarbon
fractions like LPG, coker gasoline, coker kerosene, coker gas oil, coker fuel oil, residual fuel oil and
coke. An upcoming project in the Refinery is modernization of DCU chambers with new Coke
Cutting System and Heading-Unheading System. The Hydrotreating Unit for improving the quality of
High Speed Diesel (HSD) by removal of Sulphur and boosting the Cetane Number of HSD and smoke
point of SKO and ATF was commissioned at Guwahati Refinery in 2002.
Hydrogen being a requirement for units like Hydrotreater and ISOSIV, is produced from the
Refinerys Hydrogen Generation Unit for which the feed is Light Naptha (LN) generated from Naptha
Splitting Facility. LN is converted to Hydrogen using steam reforming technology. In the ISOSIV
unit, the Light Naptha from Crude Distillation Unit is separated into Isosivate, which has a high
octane number and normals. Isosivate forms a part of the Motor Spirit final product pool and the
normals are used as feedstock in the Hydrogen Generation Unit. Adsorption process is applied for the
separation. The Sulphur Recovery Unit in the Refinery takes care of the sour off gases from the
various units for removal of Hydrogen Sulphide. This is done by Amine treatment after which sulphur
is recovered from the off gases.
2.2 Nature of Business Carried:-
An energy self-sufficient India can alter the economic, political and manufacturing landscape of the
region. Its quest for energy will create new economic and strategic challenges, right from mobilizing
capital to engaging in subtle diplomacy.
Indian Oils own performance in the financial year 2006-07 was a case of 'exceeding expectations'
with both turnover and profits reaching new highs, product sales registering a quantum jump, and the
refineries as well as pipelines network enhancing their capacities beyond 60 MMTPA and registering
record throughputs. New projects worth Rs. 10,000 crore were put on stream during the year. Among
new businesses, the petrochemicals and natural gas verticals and participating interests in a clutch of
oil & gas assets in India and abroad has ensured expansion of the upstream portfolio.
IOCL has ambitious investment plans of Rs. 43,250 crore in the next five years. By 2011-12, the
Indian Oil Group, with 80 MMTPA refining capacity in its fold, would be playing a key role in
realising Indias bid to emerge as an export-oriented hub for finished products. The pipelines network,
which provides strategic logistics advantage to the marketing operations, is also set to cross the
10,000 km mark in the next two years.
In marketing, IOCL is set to leverage the combined strength of over 32,000 marketing touch points,
with focus on hitherto untapped rural markets, non-fuel revenues and pure retailing business.
IndianOil aspires to be Asias leading commercial R&D organisation in the downstream hydrocarbon
sector by building on its capabilities in developing innovative technologies, products and processes,
and nodal research in alternative fuels.
Beyond core businesses, Indian Oil Corporation Limited(IOCL) is working to emerge as a major
player in the petrochemicals business by the year 2011-12, with two petrochemical hubs shaping up at
Panipat and Paradip. In natural gas business, it is attempting quantum growth in LNG imports,
infrastructure and marketing, besides city gas distribution. In the high-risk business of oil exploration
& production, IndianOils consortium approach with established players is paying off well in terms of
exceptional Government support and successful forays in India and abroad. Its current interests are
focussed on oil equity and sourcing of natural gas, predominantly from African and CIS countries, by
leveraging its downstream capabilities to form joint venture partnerships with reputed enterprises
overseas.
With Indias energy needs projected to grow by 40% in the next five years, the future is indeed full of
promise for IndianOil; a future the 31,700 strong Indian Oil team shall build as they fuel the dreams
of over a billion of their countrymen.
2.3 Vision, Mission and Quality Policy:-
Vision:-
A major diversified, trans-national, integrated energy company, with national leadership and a strong
environment conscience, playing a national role in oil security & public distribution.
Mission:-To achieve international standards of excellence in all aspects of energy and diversified
business with focus on customer delight through value of products and services, and cost reduction.
To maximize creation of wealth, value and satisfaction for the stakeholders.
To attain leadership in developing, adopting and assimilating state-of-the-art technology for

competitive advantage.
To provide technology and services through sustained Research and Development.
To foster a culture of participation and innovation for employee growth and contribution.
To cultivate high standards of business ethics and Total Quality Management for a strong
corporate identity and brand equity.
To help enrich the quality of life of the community and preserve ecological balance
and heritage through a strong environment conscience.
Quality Policy:- Quality policy can be explained in four(4) words. They are:-
Care
Innovation
Passion
Trust
They can be further explained in the following diagram:-
Care stands for Innovation stands for

Empathy Creativity
Understanding Ability to learn/Absorb
Cooperation Flexibility
Empowerment Change
Passion stands for Trust stands for
Commitment Reliability
Dedication Integrity
Pride Truthfulness
Inspiration Transparency
2.4 Products/ Services Profile:-
The products produced by IOCL are broadly classified into the following cases:
Indane Gas
Auto Gas
Natural Gas
Petrol/ Gasoline
Diesel/Gas oil
ATF/Jet Fuel
Servo lubricants and greases
Marine Fuels and lubricants
Kerosene
Bulk/Industry fuel
Bitumen
Petrochemicals
Special Products
Crued Oil
Services:-
Indane Gas:- Indane is today one of the largest packed-LPG brands in the world and has been
conferred the coveted Consumer Superbrand status by the Superbrands Council of India. Having
launched LPG marketing in the mid-60s, IndianOil has been credited with bringing about a kitchen
revolution, spreading warmth and cheer in millions of households with the introduction of the clean
and efficient cooking fuel. It has led to a substantial improvement in the health of women, especially
in rural areas by replacing smoky and unhealthy chulha. Indane is today an ideal fuel for modern
kitchens, synonymous with safety, reliability and convenience.
With the status of an exclusive business vertical within the Corporation, the Indane network delivers
1.2 million cylinders a day to the doorsteps of over 53 million households, making IndianOil the
second largest marketer of LPG globally, after SHV Gas of The Netherlands. Indane is available in
compact 5 kg cylinders for rural, hilly and inaccessible areas, 14.2 kg cylinders for domestic use, and
19 kg and 47.5 kg for commercial and industrial use.
Auto Gas:- AutoGas (LPG) is a clean, high octane, abundant and eco-friendly fuel. It is obtained from
natural gas through fractionation and from crude oil through refining. It is a mixture of petroleum
gases like propane and butane. The higher energy content in this fuel results in a 10% reduction of
CO2.
AutoGas is a gas at atmospheric pressure and normal temperatures, but it can be liquefied when
moderate pressure is applied or when the temperature is sufficiently reduced. This property makes the
fuel an ideal energy source for a wide range of applications, as it can be easily condensed, packaged,
stored and utilised. When the pressure is released, the liquid makes up about 250 times its volume as
gas, so large amounts of energy can be stored and transported compactly.
Natural Gas:- Drawing on its vast experience and carefully nurtured skill sets, Indian Oil has made
successful forays in diverse areas such as Natural Gas, Petrochemicals, Exploration & Production,
Renewable Energy, etc. Over the years, Natural Gas has emerged as the 'fuel of choice' across the
world. It is steadily replacing traditional fossil fuels due to its environment friendly characteristics
which help in meeting the stipulated automobile emission norms. Natural Gas has significant cost
advantages over fuels such as Naphtha and commercial LPG. Demand for Natural Gas in India is
primarily driven by the fertilizer and power sectors, which account for almost two-third of the
countrys gas consumption. Within the gas business, City Gas Distribution (CGD) is a rapidly
growing segment. Green Gas Ltd., IndianOil's joint venture with GAIL (India) Ltd., is already
operational in Agra and Lucknow in the state of Uttar Pradesh and is further expanding to cater to the
increased demand in various sectors. In an initiative to expand the CGD network, IndianOil has
formed a consortium with M/s Adani Gas Ltd. to develop CGD networks on pan India basis. In Gas
Transmission business, IndianOil owns and operates Dadri-Panipat Pipeline. IndianOil has formed a
consortium with GSPL and other OMCs to build & operate Gas pipelines across the country. In a
major step to increase IndianOils presence in Natural Gas industry, Corporation is currently
implementing 5 MMTPA LNG import Terminal at Ennore near Chennai which is targeted for
completion during 2015-16.
Petrol/Gasoline:- Automotive gasoline and gasoline-oxygenate blends are used in internal combustion
spark-ignition engines. These spark ignition engine fuels are primarily used for passenger cars. They
are also used in off-highway utility vans, farm machinery and in other spark ignition engines
employed in a variety of service applications. Gasoline is a complex mixture of relatively volatile
hydrocarbons that vary widely in chemical & physical properties and are derived from fractional
distillation of crude petroleum with a further treatment mainly in terms of improvement of its octane
rating. The hundreds of individual hydrocarbons in gasoline range from c4 to c11.
Diesel/Gas oil:- Petroleum derived diesel (called as petrodiesel) is a mixture of straight run product
(150 C and 350 C) with varying amount of selected cracked distillates and is composed of saturated
hydrocarbons (primarily paraffins including n , iso , and cycloparaffins), and aromatic hydrocarbons
(including napthalenes and alkylbenzenes). Diesel is used in diesel engines, a type of internal
combustion engine. Rudolf Diesel originally designed the diesel engine to use coal dust as a fuel, but
oil proved more effective. Diesel engines are used in cars, motorcycles, boats and locomotives.
Automotive diesel fuel serves to power trains, buses, trucks, and automobiles, to run construction,
petroleum drilling and other off-road equipment and to be the prime mover in a wide range of power
generation & pumping
applications. The diesel engine is high compression, self-ignition engine. Fuel is ignited by the heat of
high compression and no spark plug is used.
The Indian Standard governing the properties of diesel fuels is IS 1460:2005 (5th Rev). Important
characteristics are ignition characteristics, handling at low temperature, flash point.
ATF/Jet Fuel:- IndianOil Aviation Service is a leading aviation fuel solution provider in India and the
most-preferred supplier of jet fuel to major international and domestic airlines. Between one sunrise
and the next, IndianOil Aviation Service refuels over 1500 flights from the bustling metros to the
remote airports linking the vast Indian landscape, from the icy heights of Leh (the highest airport in
the world at 10,682 ft) to the distant islands of Andaman & Nicobar.
Jet fuel is a colorless, combustible, straight-run petroleum distillate liquid. Its principal uses are as jet
engine fuel. The most common jet fuel worldwide is a kerosene-based fuel classified as JET A-1.The
governing specifications in India are IS 1571: 2001 (7th Rev).
IndianOil is India's first ISO-9002 certified oil company conforming to stringent global quality
requirements of aviation fuel storage & handling. IndianOil Aviation also caters to the fuel
requirements of the Indian Defence Services, besides refueling VVIP flights at all the airports and
remote heli-pads/heli-bases across the Indian subcontinent. Its Aviation group regularly organises
International Aviation conferences that act as a vital information facilitator with participation from
leading international and all domestic airlines, allied industries, statutory aviation authorities and
government agencies from over 35 countries.
Servo Lubricants & Greases:- SERVO brand, from IndianOil, is the brand leader among lubricants
and greases in India and has been conferred the Consumer Superbrand status by the Superbrands
Council of India. Recognised for its brand leadership by the World Brand Congress and as a Master
Brand by CMO, Asia, SERVO has now carved a significant niche in over 20 countries across the
globe. With over 1000 commercial grades and over 1,500 formulations encompassing literally every
conceivable application, SERVO serves as a one-stop shop for complete lubrication solutions in the
automotive, industrial and marine segments. Recognised for cutting-edge technology and high-quality
products, SERVO is backed by IndianOil's world-class R&D and an extensive blending and
distribution network.
In the retailing segment, besides IndianOil petrol stations, SERVO range of lubricants is available
through a network of a unique SERVO Stockist Management System (SSMS) across the country.
Marine Fuels & Lubricants:- Indian Oil caters to all types of bunker fuels and lubricants required by
various types of vessels operating throughout the world in the shipping industry. Bunker supplies are
made at all major ports of India; Mumbai, Kandla, Vasco, Chennai, Tuticorin, Kakinada,
Visakhapatnam, Kochi, New Mangalore, Kolkata, Paradip, JNPT, Port Blair and Haldia. Apart from
meeting 100% bunker requirement of the Indian Navy, it also supplies bunker fuels to all major
shipping and dredging companies of India. Spot requirement of different vessels calling at Indian
ports are met through nominations received from local shipping agents and international bunker
traders/brokers.
Kerosene:- Kerosenes are distillate fractions of crude oil in the boiling range of 150-250C. They are
treated mainly for reducing aromatic content to increase their smoke point (height of a smokeless
flame) and hydrofining to reduce sulphur content and to improve odour, colour & burning qualities
(char value). Kerosene is used as a domestic fuel for heating/lighting and also for manufacture of
insecticides/herbicides/fungicides to control pest, weeds and fungi. Since kerosene is less volatile than
gasoline, increase in its evaporation rate in domestic burners is achieved by increasing surface area of
the oil to be burned and by increasing its temperature. The two types of burners which achieve this
fall into two categories namely vaporisers & atomisers.
Bulk/ Industrial fuel:- In the large volume consumer segment, IndianOil's provides complete Fuel
Management Solutions to customers who require fuels in bulk and have dedicated facilities for
storage and handling. These customers benefit from IndianOil's efficient sourcing and supplies
matched to their usage patterns and inventory. The optimization on and optimization of supplies is
especially relevant in the light of high-energy input costs in the recent past, which is expected to
continue in the future too. IndianOil's tankages are strategically located across the country and are
custom-designed to maintain low-cost supplies that can be rapidly transported through a sophisticated
supply-chain management system.
IndianOil's marketing operations network of storage, distribution and supply hubs is backed by on-
time logistics and round-the-clock after-sales service. Many institutional customers like the railways,
steel plants, thermal power plants, textile mills, power plants, state transport undertakings, large
corporates and fleet & logistics companies tie-up for long-term contracts backed by IndianOil's
comprehensive fuel & lubricants consultancy-a formidable expertise that IndianOil has built over
nearly five decades of working with a cross-section of customers from a wide-range of industrial
sectors. IndianOil's bulk liquid fuel supply covers the complete gamut of fuels-Auto fuels, Light
Diesel Oil, Low Sulphur Heavy Stock, Special Products and much more.
Bitumen:- Bitumen is a common binder used in road construction. It is principally obtained as a

residual product in petroleum refineries after higher fractions like gas, petrol, kerosene and diesel,
etc., are removed. Indian Oil produces bitumen from its refineries at Panipat, Mathura, Koyali, Haldia
and Chennai and markets it in bulk as well as packed in steel drums. IndianOil also markets modified
Bitumen CRMB and Emulsion. CRMB is produced at Panipat, Mathura, Koyali, Haldia and CPCL
refineries. IndianOil markets Bitumen Emulsion by the brand name Indemul and it is produced from
emulsion plants located in Haldia and Panipat refineries.
General uses of Bitumen:
For civil engineering works:-
Constructions of roads, runways and platforms.

Water proofing to prevent water seepage.
Mastic floorings for factories and godowns.
Canal lining to prevent erosion.
Dump-proof courses for masonry.
Tank foundation.
Joint filling material for mason
Industries
Electrical cables and junction boxes.
In battery manufacture as sealing compound.
Paint industries for manufacturing black paints and anti corrosive paints.
Ceramics.
Printing inks.
Water proof papers.
Electrical capacitors.
Bituminous felts.
Petrochemicals:- India is amongst the fastest growing petrochemicals markets in the world. Taking
this into consideration and to enhance its downstream integration, IndianOil is focusing on increasing
its presence in the domestic petrochemicals sector besides the overseas markets through systematic
expansion of customer base and innovative supply logistics.
Petrochemicals have been identified as a prime driver of future growth by IndianOil. The Corporation
is envisaging an investment of Rs 30,000 crore in the petrochemicals business in the next few years.
These projects will utilise product streams from the existing refineries of IndianOil, thereby achieving
better exploitation of the hydrocarbon value chain. A robust logistics model has been the key to
IndianOil's success story and facilities have been put in place for seamless product dispatches to
customers by rail, road and sea.
Special Products:- Other than the regular petroleum products like light distillates, middle distillates,
heavier products like Furnace Oil, Bitumen, etc., Indian Oil refineries also manufacture petroleum
products for specific applications. These specific applications could be feed stock for chemical
industry, raw material for specific industries and solid fuels. The petroleum products, produced for
specific applications are called, 'Petrochemicals and Specialties (P&S) Products'.
Every petroleum refinery is not designed to produce P&S products but IndianOil's refineries have
been planned to make a large portfolio of P&S products. The indicative list of products from Indian
Oil's various refineries is as follows:
Refinery P&S Products
Barauni :- Carbon Black Feedstock (CBFS), Raw Petroleum Coke (RPC), Sulphur
Digboi:- Paraffin Wax
Guwahati:- Raw Petroleum Coke (RPC)
Haldia:- CBFS, Jute Batching Oil (JBO), Micro Crystalline Wax (MCW)
Koyali:- LABFS, Mineral Turpentine Oil (MTO), Sulphur, Toluene
Mathura:- Propylene, Sulphur
Panipat:- Benzene, Mineral Turpentine Oil (MTO), Petcoke, Sulphur
Crude Oil:- Crude oil - as petroleum directly out of the ground is called - is a remarkably varied
substance, both in its use and composition. Crude oil is formed from the preserved remains of
prehistoric zooplankton and algae, which have been settled to the sea (or lake) bottom in large
quantities under anoxic conditions. It was formed over millions of years from the remains of tiny
aquatic plants and animals that lived in ancient seas due to compression and heating of ancient
organic materials over geological time. The oldest oil-bearing rocks date back to more than 600
million years, the youngest being as old as about 1 million years.
Although various types of hydrocarbons - molecules made of hydrogen and carbon atoms - form the
basis of all crude oils, they differ in their configurations. The chemical structure of petroleum is
composed of hydrocarbon chains of different lengths. Because of this, petroleum may be taken to oil
refineries and the hydrocarbon chemicals separated by distillation and treated by other chemical
processes, to be used for a variety of purposes. It can be a straw-colored liquid or tar-black solid. Red,
green and brown hues are not uncommon. Crude oil is classified by the location of its origin (e.g.
West Texas Intermediate, WT, Brent, Dubai or Minas) and often by its relative weight or viscosity
(light, intermediate or heavy); refiners may also refer to it as `sweet, which means it contains
relatively little sulphur, or as `sour, which means it contains substantial amounts of sulphur and
requires more refining in order to meet current product specifications. The number of carbon atoms
determines the oil's relative `weight or density.
2.5 Area of Operation:- The area of operation of IOCL is very vast.
Regional:- In Assam
Digboi Refinery, in Assam is India's oldest refinery and was commissioned in 1901.
Originally a part of Assam Oil Company, it became part of Indian Oil in 1981. Its original
refining capacity had been 0.5 MMTPA since 1901. Modernisation project of this refinery
was completed by 1996 and the refinery now has an enhanced capacity of 0.65 MMTPA.
UOP licensed the technology for the Coking process in this refinery.
Guwahati Refinery, the first public sector refinery of the country, was built with Romanian
collaboration and was inaugurated by Late Pt. Jawaharlal Nehru, the first Prime Minister of
India, on 1 January 1962. Its capacity is 1 MMTPA.
Bongaigaon Refinery, became the eighth refinery of IndianOil after merger of Bongaigaon
Refinery & Petrochemicals Limited w.e.f. 25 March 2009. It is located at Dhaligaon in
Chirang district of Assam, 200 km west of Guwahati.
National:- In Bihar
Barauni Refinery, in Bihar, was built in collaboration with Russia and Romania. It was
commissioned in 1964 with a capacity of 1 Million Metric Tonne Per Annum(MMTPA). Its
capacity today is 6 MMTPA.
In Gujarat
Gujarat Refinery, at Koyali (near Vadodara) in Gujarat in Western India, is IndianOils

second largest refinery. The refinery was commissioned in 1965. It also houses the first
hydrocracking unit of the country. Its present capacity is 13.70 MMTPA.
In West Bengal
Haldia Refinery, is the only coastal refinery of the Corporation, situated 136 km downstream
of Kolkata in the Purba Medinipur (East Midnapore) district. It was commissioned in 1975
with a capacity of 2.5 MMTPA, which has since been increased to 7.5 MMTPA.
In Uttar Pradesh
Mathura Refinery, was commissioned in 1982 as the sixth refinery in the fold of Indian Oil
and with an original capacity of 6.0 MMTPA. Located strategically between the historic cities
of Delhi and Agra, the capacity of Mathura refinery was increased to 8.8 MMTPA.
In Haryana
Panipat Refinery, is the seventh and largest refinery of IndianOil. The original refinery with 6
MMTPA capacity was built and commissioned in 1998. Panipat Refinery has since expanded
its refining capacity to 15 MMTPA.
In Orissa
Paradip Refinery, The commissioning of 15 million tonnes per annum refinery in November
2012 has been delayed and is now expected to be operational only in September 2013.
Global:-
Indian Oil(Mauritius) Limited
Lanka IOC PLC Group company for retail and storage operations in Sri Lanka. It is listed in
the Colombo Stock Exchange.
IOCL Middle East
India Synthetic Rubber Ltd - A joint venture between IOCL, Taiwan Synthetic Rubber
Corporation(Taiwan) and Marubeni(Japan)
2.6 Ownership Pattern:-
The Shareholding or ownership pattern of IOCL can be listed below:-

Holders Name No. of shares % share holding
Promoters 1916155710 78.92%
Other Companies 225074251 9.27%
Others 68106819 3.84%
Foreign Institutions 58955545 1.95%
Banks & Mutual Funds 47437393 0.63%
Foreign Collaborators 2700000 0.11%
General Public 68106819 2.81%
Foreign NRI 915629 0.04%
Foreign Industries 456 0%
2.7 Competitors Information:-
Indian Oil Corporation has two major domestic competitors, Bharat Petroleum and Hindustan
Petroleum. Both are state-controlled, like Indian Oil Corporation. There are two private competitors,
Reliance Industries and Essar Oil.
Public / State-controlled competitors
Bharat Petroleum:-
Bharat Petroleum Corporation Limited (BPCL) is an Indian state-controlled oil and gas company
headquartered in Mumbai, Maharashtra. BPCL has been ranked 225th in the Fortune Global 500
rankings of the world's biggest corporations for the year 2012.
Hindustan Petroleum
Hindustan Petroleum Corporation Limited (HPCL) is an Indian state-owned oil and natural gas
company with its headquarters at Mumbai, Maharashtra and with Navratna status. HPCL has been
ranked 267th in the Fortune Global 500 rankings of the world's biggest corporations and 4th
among India's Companies for the year 2012. HPCL has about 20% marketing share in India
among PSUs and a strong marketing infrastructure. The President of India owns 51.11% shares in
HPCL.
Private Competitors
Reliance Industries:-
Reliance Industries Limited (RIL) is an Indian conglomerate holding

company headquartered in Mumbai, Maharashtra, India. The company currently operates in
five major segments: exploration and production, refining and
marketing, petrochemicals, retail and telecommunications.
RIL is one of the largest publicly traded companies in India by market capitalization and is
the second largest company in India by revenue after Indian Oil Corporation. It is also India's
second largest private sector company by revenue and profit. The company is ranked 99th
on Fortune Global 500 list of the world's biggest corporations for the year 2012. The
company's petrochemicals, refining, and oil and gas-related operations form the in core of its
business, other divisions of the company include cloth, retail business and special economic
zone (SEZ) development. Reliance Retail has entered into the fresh foods market as Reliance
Fresh.
Essar Oil:-
Essar Oil is an India-based company engaged in the exploration and production of oil and
natural gas, refining of crude oil, and marketing of petroleum products. It is a part of the Essar
Group based in Mumbai. It operates a major refinery in Vadinar, Gujarat, India, which made it
the second largest non-state refiner in India in 2009.
In July 2009, Essar acquired a 50% stake in Kenya Petroleum Refineries Ltd. In July 2012,
following Gujarat High Court's directions Gujarat Government seized three bank accounts of
the company to recover its tax dues of Rs80 billion.
2.9 Achievements/Awards:-
Some of the awards received by IOCL are:-
Best project management award 2010-11.
Refinery of the year award 2010-11.
Award for TPM Excellence.
Category A Award 2009.
Highest Security Index Award 2009-10.
Greentech Environment Excellence Award 2009.
APC Golden Jublee Award.
Excellence Award 1959-2009.
National Quality Award.
Indian Oil Suggestion Award.
2.10 Work Flow Model:-
Workflow Reference Model was developed by the Workflow Management Coalition to define a
workflow management system and to identify the most important system interfaces.
Work Flow Model related to IOCL can be explained below:-
Pipelines
Refining
Marketing
Downstream
Marketing
Petrochemical
s
Gas
Exploration
&
Production
2.11 Future Growth and Prospects:-
State-owned Indian Oil Corp (IOC) is planning a Rs 30,000-crore refinery on the west coast
in Gujarat or Maharashtra as part of its plans to raise the refining capacity to 100 million
tones by 2014.
PARADIP-RAIPUR-RANCHI PIPELINE : project consists of laying of 1108kms long

product pipeline with intermediate pumping stations at Jatni and New Sambalpur and delivery
stations at Jatni, Jharsuguda, Ranchi, Raipur and Korba. The pipeline will be having a
telescopic diameter of 18"/14"/12"/10" OD.
REVAMP OF FCC UNIT AT MATHURA : Project consists of Revamp of Reactor

Regenerator Section, Third Stage Separator (TSS) for reduction of particulate emission,
modification in the Gas-Con Section and the OSBL (outside battery limit), Revamp of
existing Propylene Recovery Unit (PRU) and other related facilities.
ENNORE-TRICHY-MADURAI LPG PIPELINE : The proposal envisages laying of

10.75/8.625 OD, 615 km long dedicated Ennore-Trichy-Madurai Pipeline of 0.9 MMTPA
capacity for transportation of LPG from Ennore LPG Import Terminal to the existing bottling
plants of IOC at Chengalpet, Pondicherry, Trichy and Madurai.
CHAPTER 3
MCKINSEYS 7S FRAME WORK
CHAPTER 3- MCKINSEYs 7S FRAME WORK
The Mckinseys 7S Frame Work involves seven interdependent factors which are categorized as either
hard and soft elements.
Hard Elements Soft Elements
Structure Shared Values
Strategy Skills
System Style
Staff
Mckinseys 7S Framework with reference to IOCL can be explained below.
Structure
Chairman &
Board Member
Managing
Director (MD)
Finance Human Technical Projects Maintenance & Shipping

Resource Inspection
Personnnel T&D
Management
Service
Admin & Welfare
Safety & Environment I.T

Environ
Materials Contracts
STRATEGY SYSTEM
Expansion of hydrocarbon value chain both Kaizen

within & outside the country.
TPM
To enhance upstream integration IOCL has
been persuing Exploration & Production SAP
activities both within and outside the
country. SKILLS
Numeracy
Problem solving
Technical skills
Time management
Organised ability
SHARED VALUES
Care
Innovation
Passion
Trust
STAFF
OFFICERS
STYLE
Grade I
Democractic or Participative Style
Grade H
Grade G
Grade F
Grade E
Grade D
Grade C
Grade B
Grade A
CHAPTER 4
SWOT ANALYSIS
CHAPTER 4- SWOT ANALYSIS
4.1 SWOT ANALYSIS
Swot Analysis comprises of four parts. They are:-
S- Strength
W- Weakness
O- Opportunity
T- Threat
Strength:-
1. India's largest commercial enterprise with a strong brand name
2. Has around 50% petroleum products
3. Operates 10 refineries in India
4. Huge distribution network through retailing
5. Accounts for a 47% share in the petroleum products market, 34.8% share in refining capacity and
67% downstream sector pipelines capacity in India
6. Has over 35,000 employees
7. Loyalty programs like XTRAPOWER Fleet Card Program is aimed at Large Fleet Operators
Weakness:-
1. Legal issues
2. Employee management
3. Bureaucracy
4. Volatility in the crude market & subsidy burden
OPPORTUNITIES:-
1. Increasing fuel/oil prices
2. Increasing natural gas market
3. More oil well discoveries
4. Expand export market
THREATS:-
1. Government regulations
2. High Competition
Financial Analysis
ANALYSIS OF FINANCIAL STATEMENTS :
The primary objective of financial statement analysis is to understand and diagnose the
information contained in financial statement with a view to judge the profitability and
financial soundness of the firm. The most popular method used for the financial statement
analysis is Ratios. There are other methods like : Cash Flow Analysis, Ratio Analysis, Trend
Analysis etc.
For the purpose of the project, I have used the method of Ratio Analysis.
1) CURRENT RATIO = Current assets/Current liabilities :

IDEAL RATIO :- 2:1
YEAR 2010-11 2011-12 2012-13 2013-14
Current 141165.9
assets 1,07,603.91 1,25,252.07 1,34,438.45 6
Current 123021.4 130408.0 141138.2
liabilities 60139.44 6 6 5
Current
Ratio 1.79 1.02 1.03 1.00
2) INVENTORY TURNOVER RATIO = Net Sales/Average inventory at cost

IDEAL RATIO :- As high as possible.
2010- 2011- 2012- 2013-

YEAR 11 12 13 14
308131. 461779. 488344.
Net Sales 51 408923 67 93
59384.0 65227.6 69471.8 36169.6
Average inventory 55 7 45 95
Inventory
Turnover Ratio 5.19 6.27 6.65 13.50
3) TOTAL ASSETS TURNOVER RATIO: Net sales/Total Assets
IDEAL RATIO :- Higher the better.
2010- 2011- 2012- 2013-

YEAR 11 12 13 14
308131. 461779. 488344.
Net Sales 51 408923 67 93
184573. 219827. 237700. 266644.
Total Assets 49 22 93 76
Total Assets Turnover
Ratio 1.67 1.86 1.94 1.83
4) DEBT-EQUITY RATIO = Debt /Shareholders funds
IDEAL RATIO :- 1:1

2010- 2011- 2012-
YEAR 11 12 13 2013-14
67,449.4 74,614.8 86,714.2
Debt 4 9 0 88,932.51
57,575. 60,373. 63,035.
Equity 67,913.02
21 30 97
Debt equity
Ratio 1.17 1.24 1.38 1.31
5) NET PROFIT RATIO = Net profit after tax/Net sales*100
IDEAL RATIO :- Higher the better is the profitability

2010- 2012- 2013-
YEAR 11 2011-12 13 14
Net Profit After Tax
8085.62 4265.27 3627.3 6966.58
308131. 461779. 488344.
Net Sales 51 408923 67 93
Net Profit
Ratio(%) 2.62% 1.04% 0.79% 1.43%
6) RETURN ON SHAREHOLDERS FUND = Net profit (after interest

and tax)/ Shareholders funds*100
IDEAL RATIO :- Higher the ratio the better.

2012- 2013-
YEAR 2010-11 2011-12 13 14
Profit After Tax 8085.62 4265.27 3627.3 6966.58
63035.9 67913.0
Networth 57575.21 60373.3 7 2
Return on
networth(%) 14.04% 7.06% 5.75% 10.26%
7) EARNINGS PER SHARE = Profit for the group/ no. of shares
IDEAL RATIO :- Higher the better.

2010- 2011- 2013-
YEAR 11 12 2012-13 14
Profit / (loss) for the 7830.7 7085.5
Group 2 4225.98 4449.01 9
No.of Shares (lakhs) 242.80 242.80 242.80 242.80
Earning Per Share 32.25 17.41 18.32 29.18
CHAPTER5
LEARNING EXPERIENCE
CHAPTER 5- LEARNING EXPERIENCE
Employee satisfaction survey provides a channel for employees to communicate their view on a wide
range of issues with full confidence. Hence I carried out this survey to find out the satisfaction level
of the employees at IOCL Jaipur.
The Employee Satisfaction Survey helps companies to determine how their employees think, and to
identify employees' needs and concerns so that improvements can be made and stronger teams can be
built. Business performance is expected to increase as more satisfied employees will increase a
company's competitiveness, and they are better able to recognize opportunities and threats, and better
leverage limited resources to maximize the company's profits. Other intangible benefits include the
reinforcement of company goals and values, better internal and external communication, a
positive working and social environment, an improved company image and increased employee loyalty.
For this purpose I selected the sampleby unstratified probability sampling and did the survey with the help of
questionnaire and analyzed the result for all the employees.
Thus by conducting this survey I got to know about the satisfaction level of employees in various departments.
CHAPTER 6
INTRODUCTION ABOUT
THE TOPIC
CHAPTER 6- EMPLOYEE SATISFACTION
6.1 MEANING:-
Employee satisfaction is the individual employees general attitude towards the job. It is also an
employees cognitive and affective evaluation of his or her job. It can also be defined as "the extent to
which people like (satisfaction)or dislike (dissatisfaction) their jobs".
This definition suggests that employee satisfaction is a general or global affective reaction that
individuals hold about their job. While researchers and practitioners most often measure global job
satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction.
Examination of these facet conditions is often useful for a more careful examination of employee
satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job
conditions, supervision, nature of the work and benefits."
6.2 How Employee Satisfaction is created?
Organizations can help to create job satisfaction by putting systems in place that will ensure that
workers are challenged and then rewarded for being successful. Organizations that aspire to creating a
work environment that enhances job satisfaction need to incorporate the following:-
Flexible work arrangements, possibly including telecommuting

Training and other professional growth opportunities
Interesting work that offers variety and challenge and allows the worker opportunities to "put
his or her signature" on the finished product
Opportunities to use one's talents and to be creative
Opportunities to take responsibility and direct one's own work
A stable, secure work environment that includes job security/continuity
An environment in which workers are supported by an accessible supervisor who provides
timely feedback as well as congenial team members
Flexible benefits, such as child-care and exercise facilities
Up-to-date technology
Competitive salary and opportunity for promotion.
6.3 Models of employee satisfaction
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The
main premise of this theory is that satisfaction is determined by a discrepancy between what one
wants in a job and what one has in a job. Further, the theory states that how much one values a given
facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes
when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is
more greatly impacted both positively (when expectations are met) and negatively (when expectations
are not met), compared to one who doesnt value that facet.
6.4 Workers' Roles in Employee Satisfaction
If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own
satisfaction and well-being on the job. The following suggestions can help a worker find personal job
satisfaction:
Seek opportunities to demonstrate skills and talents. This often leads to more challenging
work and greater responsibilities, with attendant increases in pay and other recognition.
To develop excellent communication skills. Employers value and reward excellent reading,
listening, writing, and speaking skills.
To know more & acquire new job-related knowledge that helps the employees to perform
tasks more efficiently and effectively. This will relieve boredom and often gets one noticed.
To demonstrate creativity and initiative. Qualities like these are valued by most organizations
and often result in recognition as well as in increase responsibilities and rewards.
To develop teamwork and people skills. A large part of job success is the ability to work well
with others to get the job done.
To accept the diversity in people i.e. with their differences and their imperfections and learn
how to give and receive criticism constructively.
To see the value in their work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a
vital role in employee satisfaction.
They should learn to de-stress & should also plan to avoid burn out by developing healthy
stress- management techniques.
Dispositional Theory
Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that
suggests that people have innate dispositions that cause them to have tendencies toward a certain
level of satisfaction, regardless of ones job. This approach became a notable explanation of
job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers
and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A
significant model that narrowed the scope of the Dispositional Theory was the Core Self-
evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-
evaluations that determine ones is position towards job satisfaction: self-esteem, general self-efficacy,
locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one
places on his/her self) and general self-efficacy (the belief in ones own competence) lead to
higher work satisfaction. Having an internal locus of control(believing one has control over
her\his own life, as opposed to outside forces having control) leads to higher job satisfaction.
Finally, lower levels of neuroticism lead to higher job satisfaction.
6.5 EMPLOYEE SATISFACTION HAS TWO COMPONENTS:-
Hygiene Issue
Motivation Issue
The Hygiene Issues are:-
1.Company and Administration Policy:
They should be updated and accessible to all the employees so that the employees are aware of all policies of the
organization.
2.Supervision:
The supervisor should have the good leadership qualities and should give positive feedback at regular interval.
3.Salary:
Employees want to be paid according to their competence and hard work.
4.Interpersonal Relations:
It is the relation with the superior , peer and subordinate .The employees should be given time for socialization
.i.e. during lunch, tea break, etc.
5.Working conditions:
The working environment should be good so that the employees will have sense of pride in working for the
organization and should be provided with the necessary facilities and adequate space to work efficiently.
THE MOTIVATION ISSUES ARE:-
Work: The work should make employees believe that the work they are doing is important.
Achievement: All employees want to do a good job and make use of their talent .
Recognition: Employees should be rewarded for high performance by bonus or atleast

praising their efforts.
Responsibilty: Employees should be given enough freedom or power to carry out their task.
They should have ownership of work and be given challenging work.
Advancement: Loyalty and performance should be rewarded by providing opportunities for

career development
The absence of these hygiene issues is a source of dissatisfaction. While increase in the motivation
factors, will increase in employee satisfaction.The hygiene issues should be dealt first and then
the motivation issues should be given considerations .Bigger pay checks rarely equate with higher
employee satisfaction.
CHAPTER 7
THE STUDY
THE STUDY
7.1 PROBLEM DEFINITION:-
A study on employee satisfaction to check the employee morale and dedication towards the
company
7.2 Objective of the study:-
To know the employee satisfaction level towards the organization regarding the infrastructure,
working condition, compensation and other welfare facilities , stress management , self
satisfaction etc.
7.3 SCOPE OF THE STUDY:-
The scope of the study is confined to the following parameters:
Officers
Non officers
7.4 LIMITATIONS OF THE STUDY:-
The research was conducted within a short period of time which was not enough to find out
the accurate and appropriate situation.
The project carried out totally based on the data collected from the primary source. So
correctness of the project is restricted and limited by the authenticity of the data collected.
The topic being a wide area of network, it is difficult to undertake all areas in consideration.
Some of the replies of the respondent may be biased.
Due to the confidentiality of some information accurate response was not revealed by some of
the respondents.
Respondents had marked the answers in the questionnaires which may be socially incorrect
irrespective of their actual feelings.
CHAPTER 8
RESEARCH METHODOLGY
CHAPTER 8- RESEARCH METHODOLGY
8.1 RESEARCH PLAN:- The research plan has been designed keeping in mind the qualitative data
that the researcher has to deal with during the analysis phase. For the purpose of analyzing the data
about the various measures, a detailed study has been carried out for attaining the objective of the
study.
1.RESEARCH DESIGN:-
Descriptive Research Design: Along with the line of descriptive research the research objectives
were defined and the questions have been framed in the questionnaire and a survey has been
conducted among the respondents.
2. TIME PERIOD- The time frame for undergoing the project has been for 5 weeks (35 days) i.e
form 30th June to 1st August , 2014.
8.2 SAMPLING PLAN-
Sample Size: The sample size for the survey is 60.

Sampling Unit: HR Personnel
Sampling Method: Convenience sampling
8.3 COLLECTION OF DATA-
Sources of data:-
Primary Source- Employees of IOCL , Jaipur.
Secondary Source- Internet .
Data Collection Method:-
Through Structured Questionnaire
8.4 DATA ANALYSIS AND INTERPRETATION:
The data has been analyzed after tabulation and represented graphically through pie charts.. Analysis
and interpretation has been done for each question in the questionnaire.
CHAPTER 9
PROJECT RATIONALE
CHAPTER 9- PROJECT RATIONALE
9.1 Need of the study:-
To know the employee satisfaction level towards the organization.
To understand the relationship between employees and the organizational hierarchy within the
organization.
To study the communication flow within the organization.
To determine the workers participation in decision-making.
CHAPTER 10
ANALYSIS AND INTERPRETATION
CHAPTER 10- ANALYSIS AND INTERPRETATION
1.)I enjoy my work:-
Sample Size:- 60
CATEGORY NO. OF RESPONDENTS PERCENTAGE%
Strongly agree 3 5%
Agree 48 80%
Neither agree nor disagree 6 10%
Disagree 3 5%
Strongly disagree 0 0%
Total 60 100
Table 1.1- No. of employees who enjoy their work at IOCL
Figure:10.1 Satisfaction of employees in the organization
2. Company has met my job expectations that I had prior to joining it :-
Strongly agree 8 13%
Agree 24 40%
Neither agree nor disagree 20 33%
Disagree 6 10%
Strongly disagree 2 3%
Total 60 100%
Table 1.2 Company has met my job expectations
Figure:10.2 company has met my job expectations
3.Many times I dream about working in a private sector firm
No. of Percenta
Q3 respondents ge
Strongly Agree 2 3.33%

Agree 18 30.00%
Neither agree nor
disagree 7 11.67%
Disagree 18 30.00%
Strongly disagree 15 25.00%
Total 60 100%
Table 1.3 Dreams about working in private sector
Figure 10.3 Dreams about working in private sector
4. Satisfaction with the responsibilities assigned with the job
No. of Percenta
Q4 respondents ge
Agree 32 53.33%
Neither agree nor
disagree 8 13.33%
Disagree 4 6.67%
Total 60 100%
Table 1.4 Satisfaction with the responsibilities assigned to me for my job
Figure:10.4 Satisfaction with the responsibilities assigned for the job
5. I find my job repetitive and boring.
Strongly agree 5 8
Agree 25 42
Neither agree nor disagree 18 30
Disagree 8 13
Strongly disagree 4 7
Total 60 100
Table 1.5 Job repetitive and boring
Figure:10.5 Rating of Job Security
6.I feel my job has little impact on the success of the company
Strongly agree 8 13
Agree 6 10
Disagree 24 40
Total 60 100
Table 1.6 My jobs impact on the company

Figure:10.6 My jobs impact on the success of the company
7.My boss and colleagues are quite supportive.
Strongly agree 9 15
Agree 41 68
Disagree 5 8
Total 60 100
Table 1.7 My boss and colleagues are supportive
Figure:10.7 My boss and colleagues are quite supportive
8.I often get appreciated for the good work I do for my boss
Strongly agree 7 12
Agree 10 17
Disagree 6 10
Total 60 100
Table 1.8 I often get appreciated by my boss
Figure:10.8I often get appreciated by my boss
9.I am given the resources to successfully do my job.
Strongly agree 5 8
Agree 44 73
Disagree 1 2
Total 60 100
Table 1.9I am given the resources to do my job
Figure: 10.9 I am given the resources to do my job
10. I am not being used to my full capacity.
CATEGORY NO. OF RESPONDENTS PERCENTGE%
Strongly agree 8 13
Agree 17 28
Disagree 27 25
Total 60 100
Table 1.10 I am not being used to my full capacity
Figure: 10.10 I am not being used to my full capacity.
11. I am satisfied with the evaluation system of the company
Strongly agree 13 22
Agree 23 38
Disagree 17 28
Total 60 100
Table 1.11 Satisfaction with the evaluation system of the company
Figure:10.11 Satisfaction with the evaluation system of the company
12. I feel my boss and colleagues often let me down in terms of promises.
Strongly agree 0 0
Agree 2 3
Niether agree nor disagree 17 28
Disagree 34 57
Total 60 100
Table 1.12 My boss and colleagues often let me down in terms of promises
Figure:10.12 My boss and colleagues often let me down in terms of promises
13. I am frequently stressed out at work.
CATEGORY RESPONSES PERCENTAGE%
Strongly agree 3 5
Agree 29 48
Disagree 9 15
Total 60 100
Table 1.13 I am frequently stressed out at work
Figure:10.13 Stress level at work
14. I feel that Im able to strike a proper work life balance in my life.
Strongly agree 3 5
Agree 31 52
Disagree 6 10
Table 1.14 Work life balance
Figure:10.14 work life balance
15.I feel myself negatively comparing my situation with my peers.
Strongly agree 1 2
Agree 3 5
Disagree 37 62
Total 60 100
Table 1.15 I feel myself negatively comparing my situation with my peers
Figure: 10.15 Negative comparison with my peers
16. I have lost sight of my career goals and aspirations
No. of percenta
Category respondents ge
Agree 12 20.00%
Neither agree nor
disagree 9 15.00%
Disagree 28 46.67%
Total 60 100%
Table 1.16 I have lost sight of my career goals and aspirations
Figure: 10.16 lost sight of career goals and aspirations
17.) The Working conditions of my job are good.
No. of percent
Category respondents age

Agree 44 73.33%
Neither agree nor
disagree 6 10.00%
Disagree 2 3.33%
Total 60 100%
Table 1.17 Working conditions of job
Figure 10.17 working conditions of job
18.)I am satisfied with the salary and perks associated with my job.
No. of percenta

Agree 41 68.33%
Neither agree nor
disagree 11 18.33%
Disagree 6 10.00%

Total 60 100%
Table 1.18 Satisfaction with the salary and perks.
Figure 10.18 Satisfaction with the salary and perks
19.)My job has made me a more emotionally intelligent person over the
years.
No. of percenta
Agree 21 35.00%
Neither agree nor
disagree 20 33.33%
Disagree 11 18.33%
Total 60 100%
Table 1.19 Emotional intelligence with the job
Figure 10.19 Emotional intelligence with the job
20.)I feel that the company gives ample growth opportunities.
No. of percenta
Agree 27 45.00%
Neither agree nor
disagree 9 15.00%
Disagree 5 8.33%
Total 60 100%
Table 1.20 Company gives ample growth opportunities.
Figure 10.20 Company gives ample growth opportunities .
21.)Company often sponsers seminars and training sessions .
Category No. of respondents percentage

Agree 29 48.33%
Neither agree nor
disagree 7 11.67%
Disagree 5 8.33%
Total 60 100%
Table 1.21 Company often sponsers seminars and
trainings
22.)Company
has
transparent
HR policies.
Category No. of percenta

respondents ge
Agree 31 51.67%
Figure 10.21 Company sponsers seminars and training
sessions
Neither agree nor
disagree 10 16.67%
Disagree 8 13.33%
Total 60 100%
Table 1.22 Transparent HR policies.
Figure 10.22 Company has trasparent HR policies .
23.)I often get to interact with my superiors regarding th projects Im

working on.
Category No. of respondents percentage

Agree 37 61.67%
Neither agree nor
disagree 8 13.33%
Disagree 7 11.67%
Total 60 100%
Table 1.23 Interaction with superiors
Figure 10.23 Interaction with superiors .
24.) I find myself in right allignment with the company

values and vision.
No. of percenta
Agree 44 73.33%
Neither agree nor
disagree 4 6.67%
Disagree 2 3.33%
Total 60 100%
Table 1.24 alignment with the company
Figure 10.24 Alignment with the company values and

vision.
CHAPTER 11
FINDINGS
CHAPTER 11- FINDINGS
80% of the respondents agrees that they are satisfied working in the organization and they
enjoy their work.
40% of the employees says that the company has met their job expectations over the years .
30% of the employees think about working in the private sector.
53% employees are satisfied with the responsibilities associated with their jobs.
42% employees find their job repetitive and boring.
40% employees feel that their job has a little impact on the success of the company.
68% employees feel that their boss and colleagues are quite supportive.
55% of the people neither agree nor disagree that they get appreciated for the good work they
do for the organization.
73% people feel that they are given the resources they need to successfully do their job.
45% of the people feel that they arent used to their full capacity.
38% employees are satisfied with the evaluation system of the company.
56% employees feel that they have never been let down by their boss in terms of promises.
48% employes feel that they are often stressed out at work.
51% are able to strike a proper work life balance I their lives.
61% employees never compare their situation negatively with their peers.
46% emmployees say that they havent lost sight of their career goals and aspirations.
73% agree that the working conditions of their job are good.
68% people are satisfied with their salary and perks.
35% people feel that they have become more emotionally intelligent over the years because of
their jobs at the company.
45% of people agree that company gives ample growth opportunities.
48% agree that company often sponsers seminars and training sessions.
51% people feel that company HR policies are transparent.
61% of people feel that they do get to interact with their superiors wrt the projects they are
working on.
73% of the people feel that they indeed do share company values and vision.
CHAPTER 12
CONCLUSION
CONCLUSION
In a fast changing environment, every organization competes for success. The success of organization
depends on its employees. So satisfaction of employees is a major concern for every organization
because without satisfaction of employees an organization will not run in a prosperous manner. Thus
it can be said that Employee satisfaction is the direct relationship between happy and unhappy
employees. Following are the dimensions of employee satisfaction. They are:-
Employee retention.
Productivity.
Customer satisfaction
Profitability.
All the above mentioned factors are obtained only if the employees are satisfied .This is because,
satisfied employees tend to be more creative, tend to accept challenging jobs which is an promotional
opportunity to them .They tend to be more productive.
To attain the long run goal employees should be treated equally, and should have opportunity to
express their views, ideas and opinions. They should be updated and accessible to all the employees
so that the employees are aware of all policies of the organization. The supervisor should have the
good leadership qualities and should give positive feedback at regular interval. The working
environment should be good so that the employees will have sense of pride in working for the
organization and should be provided with the necessary facilities and adequate space work efficiently.
Loyalty and performance should be rewarded by providing opportunities for career development.
In IOCL according to most of the H.R. Personnel, organization always take new and innovative step
for satisfying the needs of the employees.
Lastly I sincerely hope that this report will be of immense help to the organization as much as I have
been benefited by it in acquiring knowledge and experiences during the tenure of my study.
SUGGESTIONS
Management must revise the salary slabs of employees according to industry standards at
regular intervals.
The training needs of the employees should be always reviewed. Based on that, training
programs should be conducted for all the employees.
Employees should be given the some tips and techniques to combat stress at work and
maintainence of proper work life balance through various ART OF LIVING seminars.
More responsibility associated with the job should be given to employees who feel that their
potential is not being used fully.
The company HR policies should be made more transparent , many people arent aware of
them properly.
Their should be job enrichment and job enlargement as and when need is identified.
To attain the long run goal of the organisation employees should be treated equally, and
should have opportunity to express their views, ideas and opinions.
Employee satisfaction surveys should be conducted both internally and externally (with the
help of external agencies) at regular intervals .
ANNEXURES
QUESTIONNAIRE
EMPLOYEE SATISFACTION QUESTIONNAIRE
Dear Sir/Madam,
DISCLAIMER: All the questions asked in this questionnaire are solely for academic
purpose and wont be used against you in any case. The information shared will
remain confidential.
INSTRUCTIONS:
1.) All the questions are compulsory to answer.
2.) Answers have five choices 1.) Strongly agree 2.) Agree 3.) Neither agree nor
disagree 4.)Disagree 5.) Strongly disagree. So write your answer choice number
in front of the questions.
3.) Your feedback is highly valuable. Hence, kindly be honest about your views.
Work experience - Designation-
1.) I enjoy my work.

2.) Company has met my job expectations that I had prior to joining it .
3.) Many a times i dream about working in a private sector firm .
4.) I feel satisfied with the responsibilities assigned to me for my job .
5.) I find my job repetitive and boring .
6.) I feel my job has little impact on the success of the company.
7.) My boss and colleagues are quite supportive .
8.) I often get appreciated for the good work I do by my boss .
9.) I am given the resources I need to successfully do my job .
10.) I am not being used to my full capacity .
11.) I am satisfied with the evaluation system of my company .
12.) I feel my boss and colleagues have often let me down in terms of
promises .
13.) I am frequently stressed out at work .
14.) I feel that Im able to strike a proper work life balance in my life.
15.) I feel myself negatively comparing my situation with my peers.
16.) I have lost sight of my career goals and aspirations.
17.) The working conditions of my job are good.
18.) I am satisfied with the salary and perks associated with my job .
19.) My job has made me a more emotionally intelligent person over the
years .
20.) I feel that company gives ample growth opportunities.
21.) Company often sponsors seminars and training sessions.
22.) Company has transparent HR policies.
23.) I often get to interact with my superiors regarding the projects Im
working on.
24.) I find myself in right alignment with the company values and vision.
BIBILIOGRAPHY
BOOKS
Krishnaveni R., Human Resource Development, Excel Publishing House (5thEdition)

2010.
Subbarao Rao P., Personnel and Human Resource Management, Himalayan
Publishing House, Revised Edition 2003.
Websites
www.iocl.com
www.scribd.com

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CHAPTER 1

List of World Largest Refineries:-

Name of Refineries Location

CHAPTER2- COMPANY PROFILE

2.2 Nature of Business Carried:-

To attain leadership in developing, adopting and assimilating state-of-the-art technology for

To provide technology and services through sustained Research and Development.

They can be further explained in the following diagram:-

Care stands for Innovation stands for

2.4 Products/ Services Profile:-

Servo lubricants and greases

Marine Fuels and lubricants

Bitumen:- Bitumen is a common binder used in road construction. It is principally obtained as a

General uses of Bitumen:

For civil engineering works:-

Constructions of roads, runways and platforms.

Electrical cables and junction boxes.

In battery manufacture as sealing compound.

Water proof papers.

Refinery P&S Products

Digboi:- Paraffin Wax

Guwahati:- Raw Petroleum Coke (RPC)

Koyali:- LABFS, Mineral Turpentine Oil (MTO), Sulphur, Toluene

Mathura:- Propylene, Sulphur

Panipat:- Benzene, Mineral Turpentine Oil (MTO), Petcoke, Sulphur

2.5 Area of Operation:- The area of operation of IOCL is very vast.

Gujarat Refinery, at Koyali (near Vadodara) in Gujarat in Western India, is IndianOils

Indian Oil(Mauritius) Limited

IOCL Middle East

2.6 Ownership Pattern:-

The Shareholding or ownership pattern of IOCL can be listed below:-

Promoters 1916155710 78.92%

Other Companies 225074251 9.27%

Others 68106819 3.84%

Foreign Institutions 58955545 1.95%

Banks & Mutual Funds 47437393 0.63%

Foreign Collaborators 2700000 0.11%

General Public 68106819 2.81%

Foreign NRI 915629 0.04%

2.7 Competitors Information:-

Public / State-controlled competitors

Reliance Industries Limited (RIL) is an Indian conglomerate holding

Some of the awards received by IOCL are:-

Best project management award 2010-11.

Refinery of the year award 2010-11.

Award for TPM Excellence.

Category A Award 2009.

Highest Security Index Award 2009-10.

APC Golden Jublee Award.

Excellence Award 1959-2009.

National Quality Award.

Indian Oil Suggestion Award.

2.10 Work Flow Model:-

Work Flow Model related to IOCL can be explained below:-

2.11 Future Growth and Prospects:-

PARADIP-RAIPUR-RANCHI PIPELINE : project consists of laying of 1108kms long

REVAMP OF FCC UNIT AT MATHURA : Project consists of Revamp of Reactor

ENNORE-TRICHY-MADURAI LPG PIPELINE : The proposal envisages laying of

CHAPTER 3- MCKINSEYs 7S FRAME WORK

Hard Elements Soft Elements

Structure Shared Values

Finance Human Technical Projects Maintenance & Shipping

Admin & Welfare

Safety & Environment I.T