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ASIAPACIFIC INSTITUTE OF

MANAGEMENT

A PROJECT REPORT

ON

FOOD CORPORATION OF INDIA

(Submitted in Partial Fulfillment of the Requirements of Master of Business

Administration Program)

By

DEBIDARSHINI NAYAK

2K11B38

Faculty Guide

Dr. Prachee Mishra

Asst. Professor (OB & HRM)

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ACKNOWLEDGEMENT

I am obliged to my faculty guide Dr. Prachee Mishra for providing time, effort and most ofall her patience in helping me for preparing the project report. I am also thankful to all thefaculty members of our college for their kind cooperation with me to write this report.

Last but not the least I am also thankful to my family members and friends for providing memoral support to do this project successfully.

Date:- Debidarshini nayak

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Chapterization

Chapter-1Introduction

Chapter-2Vision and Mission

Chapter- 3Organisational Structure and Design

Chapter-4Organisation Culture

Chapter-5

Conclusion

References Appendix

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CHAPTER 1

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Food corporation of India

The Food Corporation of India was set up under the Food Corporation Act 1964. Previouslyit was under the Ministry of Food and Agriculture. In 1964 it was named as FoodCorporation of India. An Act to provide for the establishment of Food Corporations for the

purpose of trading in food grains and other food stuffs and for matters connected there withand incidental thereto. It enacted by Parliament in the Fifteenth Year of the Republic of India.It was established in order to fulfill certain objectives of food policy of Government of India.

Objectives of FCI

Effective price support operations for safeguarding the interests of the farmers

Distribution of food grains throughout the country for Public Distribution System; and

Maintaining satisfactory level of operational and buffer stocks of food grains to ensureNational Food Security.

Since its inspection in 1965, it was discovered that FCI has successfully met the challenge ofmanaging the complex task of food security for the nation. It is having its strong foodsecurity system which is helpful for it to maintain the high growth, regular supply of wheatand rice right through the year. The govt. of India fixes the price at which food grains are tobe, issued and allotted to state govt. The contribution of FCI is in implementing the nationalpolicy in a significant manner for high growth rate of production and monitoring pricestability over a longer period of time.

Statistics

It is the largest corporation in India and probably the largest supply chain management inAsia. It operates through 5 zonal offices and 26 regional offices. Each year, the FoodCorporation of India purchases roughly 15-20 per cent of India's wheat output and 12-15 percent of its rice output. The purchases are made from the farmers at the rates declared by theGovt. of India. This rate is called as MSP (Minimum support Price). There is no limit forprocurement in terms of volume, any quantity can be procured by FCI provided the stocksatisfies FAQ (Fair Average Quality) specifications with respect to FCI.

Operation

The stocks are transported throughout India and issued to the State Government nominees at

the rates declared by the Govt of India for further distribution under the Public DistributionSystem (PDS) for the consumption of the ration card holders. (FCI itself does not directlydistribute any stock under PDS and its operations end at the exit of the stock from its depots).The difference between the purchase price and sale price, along with internal costs, arereimbursed by the Union Government in the form of Food Subsidy. At present the annualsubsidy is around $10 billion. FCI by itself is not a Decision making authority, it does notdecide anything about the MSP, Imports or Exports. It just implements the decisions made bythe Ministry of Food and Ministry of Agriculture.

Various operations are being performed by FCI in order to achieve the above objectives ofthe national food policy.

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The operations are explained as follows:-

1. Procurement2. Storage3. Movement4.

Distribution

The efficiency with which FCI tackled one of the worst droughts of the century not onlycemented its role as the premier organization in charge of food security in India, but alsobrought it accolades from international organization. After super cyclone in Orissa , FCIsaved millions of lives by providing timely support of food grains. In its 44 years of servicesFCI has played a significant role in Indias success in transforming the crisis managementoriented food security system.

1.procurement

It is the process, which deals with two questions i.e how and when the food-grains areproduced. FCI procures the food-grains (rice and wheat) from millers at procurement price.And it resold at central issue price (less than procurement price) fixed by the govt. of India.All these things are based on Food Procurement policy,1982, which tells about the sell andmovement of rice and paddy. The entire procurement is done by FCI trough private millerand direct purchase of paddy through private miller and direct purchase of paddy is done asand when required by direct purchase centers.

2.STORAGE

The Food Corporation of India has 28.45 million tones of covered storage capacity and 31.61

of CAP storage. Here the food grains (rice, wheat) are scientifically technicallypreserved.FCI has its own hired depot, stocks are stored in

Food storage depots Central warehousing corporation, State warehousing corporation.

3.MOVEMENT

Three modes of movement are adopted in FCI.

1. Road movement2. Rail movement3. Water-way movement

Rail movement is considered as the most preferable than the road movement, because roadmovement is expensive mode of transport than the rail movement.

4.DISTRIBUTION:

Distribution of food grains has always been an integral part of overall food policy. FCIconcentrates upon the equal distribution among people. It has been evolved to reach the urbanas well as the rural population in order to protect the consumers from the fluctuating and

escalating price syndrome. A steady availability of food grains is ensured through thousands

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of fair price shops spread throughout the country, which makes the coverage almostuniversal. Previously there is direct distribution. Now it is hand over to the collectors agent.

The public distribution is effective through following schemes:-

Targeted Public Distribution Scheme (TPDS):- This scheme has been introduced byGovt. of India under the ministry of Consumer Affairs and Public Distribution fromJune 1977. The stocks are issued under this scheme in the following two categories:-1. Below Poverty Line (BPL):-Determination of the families under this category in

various state is based on the recommendation of the Planning Commission, whohave assessed percentage of families in various states falling under this category.A fixed Quantity of 20 kgs of food grains per family per month is issued at highlysubsidized rates much below the APL price.

2. Above Poverty Line (APL):- Families those are not covered under BPL are placedunder this category. The stocks are issued at Central Issue Price under thiscategory.

Mid Day Meal Scheme (MDMS):- The govt. of India has introduced this schemeunder the ministry of HRD to support Primary Education in Primary Schools w.e.f.15.08.1995. Under this scheme every child is entitled for 3kgs of wheat/rice permonth at 100 grams per day free of cost. In Orissa the Primary School children aregiven rice.Jawahar Rojgar Yojna (JRY):- Under this scheme food grains are issued forgenerating the rural employment opportunities and instead of wages the food grainsare issued to the people.National Food for Work:-It is under the ministry of Rural Development. It is prevalentin 18 districts of Orissa.Sampurna Gramin Rojgar Yojna (SGRY):- It is under the ministry of Rural

Development. It is prevalent in 12 districts of Orissa.Wheat Based Nutrition Programme(WBNP):- It is under the ministry of HRD. Someparticular areas were given this scheme. Earlier it was known as State NutritionProgramme.World Food Programme (WFP):- It is under the ministry of Consumer Affairs andPublic Distribution. FCI sparing stocks to WFP projects from the central pool stocksas and when required by them.

There are some other welfare schemes of the govt. of India to meet the crisis are as follows:-

1. Additional special BPL for Cyclone relief2.

Additional special BPL for drought relief

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Strength of FCI

1. Facilitator for food security

Provider of price & market assurance to the farmer Ensuring steady food grain supplies to 5 Lakhs Fair Price Shops for PDS to cover 141

million APL / 67 million card holders. Ensuring food for all other Welfare Schemes

2. Management Capability and Experience

Large pool of talent managing world's largest food grain operation on behalf of Govt.of India

3. Enormity of Scale

Countrywide network of offices & strategically located Food Storage Depots. Operates in mandis/purchase centers located within 10 kms. proximity of farmers. Undertakes purchases of 30 to 40 million tones annually making it the largest buyer in

the world.4. Effective market intervention to stabilize prices

5. State of the art experience on food grain preservation / Warehousing / Transportation

Management

Maintains the health of millions of tones of food grain in storage. Qualityacknowledge by International buyers.

Excellent Storage Management. Timely movement of food grains from procuring States to consuming States.

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CHAPTER 2

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Vision 2020

To aggressively promote Decentralized Procurement by State Governments withspecial emphasis in non-traditional areas and commodities.

To initiate procurement of non-MSP governed commodities on commercialprinciples.

To ensure adequate buffer for meeting requirements under TPDS & Other WelfareSchemes.

To dispose off surplus and un-storage worthy godowns and introduce concepts ofmechanized handling in the conventional godowns.

To undertake R&D for conversion of some of the existing capacity to bulk and costeffective utilization of existing bulk capacity.

To optimize monthly movement programme with existing state of art ofcomputerization within the country at various locations as per corporate policies andpriorities.

Modernization of Quality Control equipments and systems for food preservation inorder to increase the shelf life of food grain. To venture in the fields of Forward Trading and Exports of both surplus stocks of

food grains in Central Pool and no-traditional commodities. To introduce state of art of financial management in order to reduce the dependency

on the present banking system in the country. To initiate systems for settlement of storage loss and transit loss through insurance

coverage and revised inventory mechanism. To develop efficiency in human resource management both in staff/officers and

workers with changed circumstances in the work approach of P.S.U. s. To achieve state of art in computerized communication between different offices/

depots through out the country.

Mission of FCI

Effective price support operations for safeguarding the interests of the farmers

Distribution of food grains throughout the country for Public Distribution System; and

Maintaining satisfactory level of operational and buffer stocks of food grains to ensureNational Food Security.

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CHAPTER 3

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ORGANIZATIONAL SET UP OF THE CORPORATION

In order to provide an effective food security in the country, the FCI through a series ofoperation simultaneously provides market and price assurance for the surplus food grains,giving impetus to sustain higher yields in a post green revolution era and ensure stability in

food supplies to the people all over the India. In order to achieve the objective of the foodpolicy of the government of India, the food corporation of India has a countrywide networkwith a corporate office at New Delhi called the head office.

It has following offices trough out the length and breath of the country. Then it is divided intofive zonal offices such as East, West, South, North, North east zones. The zonal offices inEast, West, North, South, Northeast are in Kolkata, Mumbai, Delhi, Chennai, Guhawatirespectively.

5 zonal offices 22 Regional offices particularly in all the state capital. 12 Sub- Regional offices 4 port offices 173 District offices 1802 Food storage Depots

Food Corporation of India

Headquarters:New Delhi

OPERATIONAL NETWORK

FCI operates through a country-wide network with its Corporate Office in New Delhi, 5Zonal Offices, 23 Regional Offices practically in all the State capitals, 165 DistrictOffices(as on 01.10.2008) and 1470 depots (as on 01.01.2007)Most of the Revenue Districtsin the country are covered by FCI.

It has a manpower of 33,473 officers and staff /employees as on 31.03.2010 and about53,646 regular food handling workers besides approximately one lakh food handlingcontract labourers being engaged by the Handling & Transport Contractors, as on31.03.2010

The general superintendence, direction and management of the affairs and business of theCorporation shall vest in a board of directors which exercise all such powers as may beexercised or done by the Corporation under this Act.

The board of directors, in discharging its functions, act on business principles having regardto the interest of the producer and consumer and shall guided by such instructions onquestions of policy as may be given to it by the Central Government.

http://fciweb.nic.in/operational_network/All%20India%20Category-wise-manpower310310.pdfhttp://fciweb.nic.in/operational_network/ASSESSMENT%20OF%20LABOUR%20POSITION%20AS%20ON%2031-03-2010.pdfhttp://fciweb.nic.in/operational_network/ASSESSMENT%20OF%20LABOUR%20POSITION%20AS%20ON%2031-03-2010.pdfhttp://fciweb.nic.in/operational_network/ASSESSMENT%20OF%20LABOUR%20POSITION%20AS%20ON%2031-03-2010.pdfhttp://fciweb.nic.in/operational_network/All%20India%20Category-wise-manpower310310.pdf

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Diagram-1Organizational location of FCI

Project

Implementation

Division

East(Kolkata) west

(Mumbai)

north(New

Delhi)

south(Chennai) North

east(guwahati

Regional office Regional

office

Regional

office

Regional office Regional office

1.west Bengal

(Kolkata)

1. Maharastra

(Mumbai)

1.Punjab

(Chandigarh)

1. Uttaranchal

(dehradun)

1.Assam

(guwahati)2.Orissa

(Bhubaneswar)

2.Gujrat

(Ahamadabad)

2. Hriyana

(Chandigarh)

2. Andra

Pradesh

(Hydrabad)

2. North

forntier

(shilong)

3. Bihar

(Patna)

3.Madhya

Pradesh

(Bhopal)

3. Uttar Pradesh

(lucknow)

3. Tamilnadu

(chennaia)

4.Jharkhand

(Ranchi)

4.Chatisgarh

(Raipur)

4. Rajsthan

(jaipur)

4. Keral

(Trivandrum)

5. Delhi

(New Delhi)

5. Karnatak

(Bangalore)

6.Jammu &kashmir

(jammu)

7. Himachal

(simila)

Head quarter

atNew Delhi

Institute of food

corporation

Zonal office

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Diagram-2Organizational set up of FCI Headquarters:-

ChairmanBoard of director

Executive

committee

Managing

director

Executive Director E xecutive

Director

Executive

Director

Executive

Director

(Financial

&internal audit)

(storage) ( personnel )

(VIG)

C.G.M.(A/C)C.G.M.(cost)C.G.M.(finance)G.M.(funds)G.M.(A/Cs)G.M. (finance)G.M.(IA & PV)-IG.M.(IA &PV)-IIG.M.(CPF)G.M.(cost)

G.M. (M&P)G.M.(S&C)

G.M. (PF)G.M.(P& IR)G.M. (training)G.M. (sales)

G.M.(VIG)G.M. (security)G.M. (enquiry)-IG.M.(enquiry)-II

G.M.(A &R)G.M.(P& R)

Executive

Director(Commercial)

Executive

Director(Law)

Executive

Director(Transport)

Executive

Director(Engineering)

G.M(IR-L)

G.M(I & E)

G.M(QC)

G.M(LEGAL)-

I

G.M(LEGAL)-

II

G.M(MOVT.) G.M(PROCESSING)

G.M(ENGINEERING)

SECRETARY

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Category wise staff position of FCI

The employees of FCI is divided into four categories named as:-

Categories I:- Managing director, executive director, general manager, asst. generalmanager, come under this employees category.

Category II:- All assistant managers and chief labor inspector come under thiscategory.

Category III:- All assistants, steno, typist, driver, mechanic come under this category Category IV:- All messengers, watch man and other similar category employees

working office as well as Depot come under this category.Category Staff position

I 584

II 5423

III 22532

IV 10106

TOTAL 38645

Labor force of FCI:-

FCI is the source of employment for a large mass of people. Leaving aside the managerialand administrative staff and officials employed in the administrative offices; the labor force

of FCI can be divided into two groups:-

1. Handling group2. Ancillary group

Handling labor consists of a supervisor called as Sardar and an assistant supervisor called as

Mandal. They do not directly come in contact with the physical works but keep a watch onthe process. They have 13 to 14 laborers working under them as subordinates. These Sardar,Mandal and the laborers form a labor group which is called as Gang.

Direct payment system labor:- The workers under this labor group are paid on thebasis of volume or operation according to their performance basis at agreed rate.

Contract labor:- These workers are absent in Orissa region. They work on contractbasis.

The food grain movement of FCI:-

FCI has zero account system which means that there is no profit or no loss calculations. FCIis a service oriented; non-profit making organization always has a welfare motive. It dealswith two types of edible commodities:-

1. Rice2. Wheat

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It used to deal with sugar but since 1 st February 2000 this responsibility has been beinghandled by the state governments. One of the main functions of FCI is to divert surplus grainsfrom one area to deficit areas. It leads to bulk handling of food grains by FCI.

The food grains movement of FCI has been classified into two types:-

Interstate: Food grains are procured from one surplus state and being diverted toanother deficit State. For example:- food grains are procured from Punjab andtransported to Orissa.Intrastate: food grains are procured from one part of the surplus area of the state andbeing diverted to another deficit area within the state. For example:- rice istransported from Sambalpur to Kalahandi.

FCI also has an Export/Import dimensions to itself. It imports wheat from countries likeIndonesia and Malaysia and exports rice to other rice deficit countries primarily in the MiddleEast.

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CHAPTER 4

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Organisational Culture

Every Organisation has some characteristics which are common any other organisation. Atthe same time, each organisation has its unique set of characteristics and properties. Thispsychological structure of organisation and their sub units is usually referred to as

Organisational Culture.

Organisational Culture is a relatively enduring quality of the internal environment that isexperienced by the members, influences their behaviour, and can be described in terms ofvalues of a particular set of characteristics of the organisation.Personal characteristics such asvalues, needs, attitude, and expectations determine the manner in which an individual islikely to percieve the various aspects of the internal working environment of the organisation.

Likewise FCIs characteristics can be understood through its Code of BusinessConduct and Ethics-

a- General Moral Imperatives/ Ethical Conductb- Specific Professional Responsibilitiesc- Specific Additional Provisions for Board Members & Senior Management

A-General Moral Imperatives/ Ethical Conduct

1. Contribute to society and human well being

This principle concerning the quality of life of all people, affirms an obligation to protectfundamental human rights and to respect the diversity of all cultures. We must attempt toensure that the products of our efforts will be used in socially responsible ways, will meetsocial needs and will avoid harmful effects to health and welfare of others. In addition to asafe social environment, human well being includes a safe natural environment.

Therefore, all Board Members & Senior Management who are accountable for the designdevelopment & promotion of Corporations products, must be alert to, and make others awareof both, a legal and a moral responsibility for the safety and the protection of human life &environment.

2.Be honest, trust worthy & practise integrity

All Board Members and Senior Management are expected to act in accordance with higheststandards of personal and professional integrity, honesty and ethical conduct, whileconducting business of the Corporation.

3. Be fair and take action not to discriminate.

The value of equality, tolerance, respect for others and the principles of equal justice governthis imperative. Discrimination, on the basis of race, sex, religion, caste, age, disability,national religion or other such factors, is an explicit violation of this code.

4. Honour Confidentiality.

All Board Members & Senior Management shall maintain the confidentiality of allconfidential unpublished information about business & affairs of the Corporation unlessdischarged from such obligations by requirements of the law or other principles of this code.All communication in respect of Board matters should be made confidentially in suchmanners that the gravity and veracity of the matters are maintained.

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5. Pledge / Expected behaviour(i) To strive continuously to bring about integrity and transparency in all spheres of theactivities.(ii) Work unstintingly for eradication of corruption in all spheres of life.(iii) Remain vigilant and work towards growth and reputation of the Corporation.

(iv) Do duty conscientiously and without fear or favour and without allowing independentjudgement to be subordinated.

(v) Acquire and maintain professional competence to be excellent.

(vi) Manage personnel and resources to enhance the quality of working life by ensuringhuman dignity of all employees, which would encourage and support the professionaldevelopment and quality of the employees.

(vii) Adhere to Corporate discipline.

(viii) Act in best interest of, and fulfill their fiduciary obligations to the Corporation.

(ix) Conduct themselves in a professional , courteous, respectful manner and not takeimproper advantage of the position of Director/Senior Management.

(x) Not to use any information or opportunity received by them in their capacity asDirectors/Senior Management in a manner that would be detrimental to the Corporations

interests.

B-Specific Professional Responsibilities:-

Live the Vision, Mission and Values of the Corporation each day. For quick reference theyare as under:-

VISION: To play a significant role in Indias success in transforming the crisismanagement oriented food security into a stable security system to ensure availability,

accessibility and affordability of food grains to all people at all times so that no one,

nowhere and at no time should go hungry.

MISSIONi) Ensuring food security of nation by maintaining satisfactory level of operational

buffer stocks of food grains.

ii) Distribution of food grains throughout the country for Public Distribution System.

iii) Effective Price Support Operations for safeguarding the interest of farmers.

VALUES

We shall carry out our functions and duty with utmost:-

Sincerity

Team work

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Speed

Integrity & fairness in all matters

Transparency and without any fear or favour

Respect for dignity and potential of individualsLoyalty and pride in the Corporation

Strive to achieve the highest quality, effectiveness and dignity in both the processes and

products of professional work:-

Excellence is perhaps the most important obligation of a professional and depends onindividuals who take responsibility for acquiring and maintaining professional competence.Everyone, therefore, should strive to achieve the highest quality, effectiveness and dignity intheir professional work.

Compliance with laws:The Board Members and Senior Management of the Corporation shall comply with all theapplicable provisions of existing local, state, national and international laws. They shouldalso follow and obey the policies, procedures, rules and regulations relating to business of theCorporation.

Accept and provide appropriate professional review:-Quality professional work depends on professional review and comments. Whenever,appropriate, individual members should seek and utilize peer review as well as providecritical review of the work of theirs.

Manage personnel and resources to enhance the quality of working lifeOrganizational leaders are responsible for ensuring that a conducive working and businessenvironment is created for fellow employees to enable them in delivering their best. TheBoard Members and Senior Management would be responsible for ensuring human dignity ofall employees., would encourage and support the professional development ofthe employees of the Corporation by providing them all necessary assistance and cooperation,thus, enhancing the quality of work.

Be upright and avoid any inducements:

The Board members and senior management personnel shall not, directly or indirectlythrough their family and other connections, solicit any personal fee, commission or other

form of remuneration arising out of transactions involving the Corporation. This includesgifts or other benefits of significant value, which might be extended at times, to influencebusiness of the organisation or awarding a contract to an agency etc.

Observe Corporate Discipline:

The flow of communication within the Corporation is not rigid and people are free to expressthemselves at all levels. Though there is a free exchange of opinions in the process of arrivingat a decision but after the debate is over and a policy consensus has been established, all areexpected to adhere and abide by it, even when in certain instances one may not agree with itindividually. In some cases, policies act as a guide to action, in others they are designed toput a constraint on action. All must learn to recognize the difference and appreciate why they

need to observe them.

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Conduct in a manner that reflects credit to the Company.All are expected to conduct themselves, both on and off duty, in a manner that reflects creditto the Corporation. The sum total of their personal attitude and behaviour has a bearing on thestanding of the Corporation and the way in which it is perceived within the organisation andby the public at large.

Be accountable to Corporations stakeholdersAll of those whom we serve, be it our customers, without whom the Corporation will not bein business, the shareholders, who have an important stake in its business, the employees,who have a vested interest in making it all happen, the vendors, who support the Corporationto deliver in time and society to which Corporation is responsible for itsactions are stakeholders of the corporation. All therefore, must keep in mind at all times thatthey are accountable to Corporations stakeholders.

Prevention of insider trading

The Board Members and Senior Management shall comply with the Code of Internal

procedures and Conduct for prevention of Insider Trading in dealing with the securities of theCorporation.

Identify, mitigate and manage business risks:-It is everybodys responsibility to follow Risk Management Frame work of the Corporation

to identify the business risks that surround functions or areas of operations of the Corporationand to assist in the Corporations wide process of managing such risks, so as to achieve itswider business objectives.

Absolute Devotion of work

Senior Management Personnel of the Corporation is to devote their full time and effortsduring working hours to the service of the Corporation. They will not engage themselves inany business or activities that interfere with their obligations and responsibilities towards theCorporation.

Appropriate use of the Corporations Assets:The Board members and senior management shall protect the assets including physical assets,information & intellectual rights of the Corporation and shall not use the same for personalgain.

C-Specific Additional Provisions for Board Members & Senior Management

As Board Members & Senior ManagementThey shall undertake to actively participatein the meetings of the Board and Committees on which they serve.

As Board Members

Undertake to inform the Chairman and Managing Director/ Secretary of the Corporation ofany changes in their other Board positions, relationship with other business and other events/circumstances / conditions that may interfere with their ability to perform Board/ BoardCommittee duties or may impact the judgement of the Board.

Undertake that without prior approval of the disinterested members of the Board, they willavoid apparent conflict of interest. Conflict of interest may exist when they have personal

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interest that may have a potential conflict with the interest of the Corporation. Illustrativecases can be:

Related Party Transactions: Entering into any transactions or relationship with Corporation orits subsidiaries in which they have a financial or other personal interest (either directly or

indirectly such as through a family member or relation or other person or other organizationwith which they are associated).Outside Directorship: Accepting Directorship on the Board of any other Corporation thatcompetes with the business of the Corporation.Consultancy / Business / employment: Engaging in any activity (be it in the nature ofproviding consultancy service, carrying on business, accepting employment) which is likelyto interfere or conflict with their duties / responsibilities towards Corporation. They shouldnot invest or associate themselves in any other manner with any supplier, service provider orcustomer of the Corporation.Use of Official position for personal gains: Should not use their official position for personalgains.

Compliance with the Code of Business Conduct and Ethics

All Members of the Board and Senior Management of Corporation shall uphold and

promote the principles of this code.The future of the organization depends on both technical and ethical excellence. Not only it isimportant for Board Members and Senior Management to adhere to the principles expressedin this Code, each of them should also encourage and support adherence by others.Treat violations of this code as inconsistent association with the Corporation.

Adherence of professionals to a code of ethics is largely and generally a voluntary matter.However, if any of Board Members and Senior Management does not follow this Code, thematter would be reviewed by the Board and its decision shall be final. The Corporationreserves the right to take appropriate action against the defaulter.

Whistle Blower Policy:- No Director, employee, Contractor, Sub-contractor or agent of theCorporation may discharge, demote, suspend, threaten, harass or in any manner discriminateagainst an employee in the terms and conditions of employment because of any lawful actdone by the employee to disclose information about fraudulent activity within theCorporation or because of an employees co-operation with fraud-related investigation orlegal proceedings conducted by the Corporation or by a law-enforcement agency, or anyperson with supervisory authority over the employee or with the authority to investigate

misconduct within the Corporation.

Miscellaneous Points

Continual updation of Code.

This Code is subject to continuous review and updation in line with any change in law,changes in Corporations philosophy, vision, business plans or otherwise as may be deemed

necessary by the Board and all such amendments/modifications shall take effectprospectively from the date stated therein.

Where to seek clarifications.

Any member of Board or Senior Management requiring any clarification regarding this Codeof Conduct may contact the Secretary.

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CHAPTER 5

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Conclusion

Food Corporation of India through its gigantic task, generated employment, ensure foodsecurity and help the most vulnerable sectors of the society to achieve economic freedom andleading to an improved quality of life. Increase in productivity generate more funds and

wealth and in-turn will lead to improve the standard of living. Productivity and Quality(P &Q) is an ongoing process and it should not be only based on the rectification/ modification ofweaknesses but the strength should also be enhanced. The management and employeeunderstanding and commitment towards value and objective of the organization help inenhancing performance and productivity.

The study of management of system and procedure of food corporation of India, wastherefore a great learning to me. As already mentioned , this vast organization dealing withfood grains the importance of human needs in a country of Indias uniqueness, executing

many complex operations, does have very elaborate and detailed systems and procedures.Many of which are very good. But as it is said, knowledge is not power, knowledge applied

is the existence of excellent systems does not yield result, the accurate application of thoseand the management of the same yields desired result. This is where the quality of manpowercomes into picture.

Like most govt. organization in FCI the attitude of majority of employees towards their workcan improve substantially resulting in increase of total efficiency many fold. The casual,resigned attitude, lack of proper focus, lack of service attitude and pride in work, absence ofdesire of self development etc needs improvement. Consistence and persistent effort on thepart of the higher management in this regard as per recommendation can make theorganization already doing a good job, do much better.

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Abbreviations

FCI-Food Corporation of India

RO-Regional Office

GM- General Manager

CGM- Chief General Manager

A/C- Accounts

F/A- Finance and Accounts

IA&PV- Internal Audit and Physical Verification

CPF- Contributory Provident Fund

M&P- Marketing and Procurement

S&C- Storage and Contract

PE- Personnel Establishment

P&IR- Policy and Industrial Relations

VIG- Vigilance

A&R- Appeal and Review

P&R- Planning and Resources

IR-L- Industrial Relations-Labor

I&E- Import and Export

QC- Quality Control

Movt.- Movement

OMSS- Open Market Sales Scheme

TPDS- Targeted Public Distribution System

CAP- Cover and Plinth

FSD- Food Storage Depot

CWC- Central Warehousing Corporation

SWC- State Warehousing Corporation

IOR- Inter Office Remittance

DO- District Office

Dr- Debit

8/3/2019 debi rnt

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Cr- Credit

UBI- United Bank of India

BOI- Bank of India

IOB- Indian Overseas Bank

AB- Andhra Bank

MT- Metric tonne

OSCSC- Orissa State Civil Supply Corporation

MARKFED- Orissa State Corporative Marketing Federation

NAFED- National Agricultural Corporative Marketing Federation

URS- Under Relax Specifications

VRS- Voluntary Retirement Scheme

DPS- Direct Payment System

KMS- Kharif Marketing Season

CMR- Custom Milled Rice

FA- Financial advisor

AAY- Antodaya Anna Yojana

EFP- Emergency Feeding Program

Bibliography

Study Materials of FCIInternet Websites:1. www.fciweb.nic.in2. www.fciez.nic.in

http://www.fciweb.nic.in/http://www.fciweb.nic.in/http://www.fciez.nic.in/http://www.fciez.nic.in/http://www.fciez.nic.in/http://www.fciweb.nic.in/