Submitted by
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SURYA GOLD CEMENT
AKNOWLEDGEMENT
Binod Poudel
MBA – 2010-
2011
VinayakaMissionUniv
ercity
Tamil Nadu
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DECLARATION
I here by declare that all the information and fact produced here are
based on my own findings and studies at SURYA GOLD CEMENT
WORKS are original in nature. The contents of report are a true
expression of my efforts on the said topic.
Binod Poudel
MBA – 2010-
2011
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Binayaka Mission
University
CONTENTS
CHAPTER-:1 INTRODUCTION ABOUT COMPANY
• INTRODUCTION OF COMPANY
• HISTORY OF ACC LIMITED
• OLD VISION OF ACC
• NEW VISION OF ACC
• MISSION
• MILESTONE & ACHIEVEMENT & AWARDS
• OVERVIEW OF LAKHERI CEMENT WORKS &
PLANT HISTORY
• INTRODUCTION OF HUMAN RESOURCE
MANAGEMENT
• OCCUPATIONAL HEALTH AND SAFETY
• DEFINITION OF TRAINING
• NEED AND IMPORTANCE
• METHODS AND TECHNIQES OF TRAINING
• STEPS IN TRAININGS
• TRAINING NEED ASSESSMENT
• TRAINING & DEVELOPMENT
• EVALUATION
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• UNIVERSE
• SAMPLE SIZE&SAMPLE TECHNIQE
• SOURCE OF DATA COLLECTION
• PARAMETERS
• SCALING TECHNIQES USES
CHAPTER-:4 ANALYSIS OF DATA
CHAPTER-:5 CONCLUSION
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ACC’s brand name is synonymous with cement and enjoys a high
level of equity in the Indian market. It is the only cement company
that figures in the list of Consumer Super Brands of India.
ACC has also extended its services overseas to the Middle East,
Africa, and South America, where it has provided technical and
managerial consultancy to a variety of consumers, and also helps in
the operation and maintenance of cement plants abroad.
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ACC stands out as the most unique and successful merger in Indian
business history, in which the distinct identities of the constituent
companies were melded into a new cohesive organization – one that
has survived and retained its position of leadership in industry. In a
sense, the formation of ACC represents a quest for the synergy of
good business practices, values and shared objectives. The use of the
plural in ACC’s full name, The Associated Cement Companies
Limited, itself indicates the company’s origins from a merger. Many
years later, some stockbrokers in the country’s leading stock
exchanges still refer to this company simply as ‘The Merger’
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determining the objectives and broad policies of the Company -
consistent with the primary objective of enhancing long-term
shareholder value.
The Board meets once a month. Two other small groups of directors -
comprising Shareholders'/Investors' Grievance Committee and Audit
Committee of the Board of Directors - also meet once a month on
matters pertaining to the finance and share disciplines. During the last
decade, there has been a streamlining of the senior management
structure that is more responsive to the needs of the Company's prime
business. A Managing Committee - comprising, in addition to the
Managing Director and the two executive directors, the presidents
representing multifarious disciplines: finance, production, marketing,
research and consultancy, engineering and human resources – meets
once a week. Besides these bodies, there are senior executives and
other regional managers - based at the Company's corporate office and
at its marketing offices and manufacturing units -who contribute to the
development and operation of the various functions. While these
groups form the core management team that frames and guides
corporate policy, ACC is proud of its manpower strength of about
9,000 people, who comprise experts in various disciplines assisted by
a dedicated workforce of skilled persons. Quite a number of them
have logged many years of service with the organization. They come
from all parts of the country and belong to a variety of ethnic, cultural
and religious backgrounds. Because of such a cosmopolitan make-up,
ACC can rightly be said to embrace within its fold a family that forms
a 'mini-India'.
A Strategic Alliance:
The house of Tata was intimately associated with the heritage and
history of ACC, right from its formation in 1936 up to 2000. The Tata
group sold all 14.45% of its shareholdings in ACC in three stages to
subsidiary companies of Gujarat Ambuja Cements Ltd. (GACL), who
are now the largest single shareholder in ACC.
This enabled ACC to enter into a strategic alliance with GACL; a
company reputed for its brand image and cost leadership in the
cement industry.
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A new association was forged between ACC and The Holcim group
of Switzerland in 2005. In January 2005, Holcim announced its plans
to enter into long – term alliances with Ambuja Group by acquiring a
majority stake in Ambuja Cements India Ltd. (ACIL),which at the
time held 13.8% of total equity shares in ACC. Holcim
simultaneously announced its bid to make an open offer to ACC
shareholders, through Holdcem Cement Pvt. Ltd. and ACIL, to
acquire a majority shareholding in ACC. An open offer was made by
Holdcem Cement Pvt. Ltd. along with ACIL, following which the
shareholding of ACIL increased to 34.69% of Equity share capital of
ACC. Consequently , ACIL has filed declarations indicating their
shareholding and declaring itself as a promoter of ACC.
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Jamul Cement Works
6 Jamul 1.58
Kymore Cement Works
7 Kymore 2.20
Lakheri Cement Works
8 Lakheri 1.50
Madukkarai Cement Works
9 Madukkarai 0.96
Sindri Cement Works
10 Sindri 0.91
Wadi Cement Works
11 Wadi 2.59
Wadi Cement Works
12 New Wadi Plant 2.60
Tikaria Cement Grinding and
13 Tikaria Packing Plant 2.31
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New Vision:
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Mission of ACC
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Maintain our leadership of the Indian cement industry through
Leadership the continuous modernization and expansion of our
manufacturing facilities and activities, and through the
establishment of a wide and efficient marketing network.
Achieve a fair and reasonable return on capital by promoting
Profitability productivity throughout the company.
Ensure a steady growth of business by strengthening our
Growth position in the cement sector.
Maintain the high quality of our products and services and
Quality ensure their supply at fair prices.
Promote and maintain fair industrial relations and an
Equity environment for the effective involvement, welfare and
development of staff at all levels.
Promote research and development efforts in the areas of
Pioneering product development and energy, and fuel conservation, and to
innovate and optimize productivity.
Fulfill our obligations to society, specifically in the areas of
Responsibility integrated rural development and in safeguarding the
environment and natural ecological balance.
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1936 Incorporation of The Associated Cement Companies Limited on August 1,
1936.
1936 First Board Meeting of The Associated Cement Companies Limited held at
Esplanade House, Mumbai on November 10, 1936.
1937 With the transfer of the 10th company to ACC, viz. Dewarkhand Cement
Company, the formation of ACC is complete on October 23, 1937.
1955 Sindri cement works used the waste product calcium carbonate sludge from
fertilizer factory at Sindri.
1961 Blast furnace slag from TISCO used at the Chaibasa Unit to manufacture
Portland Slag Cement for the first time in India.
1961 Manufacture of Accocid Cement, which resists the corrosive action of acids
and chemicals.
YEAR
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• FICCI Award --- for innovative measures for control of pollution, waste
management & conservation of mineral resources in mines and plant.
• Drona Trophy - By Indian Bureau Of Mines for extra ordinary efforts in protection
of Environment and mineral conservation in the large mechanized mines sector.
• Greentech Safety Gold and Silver Awards - for outstanding performance in Safety
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ACC was the first recipient of ASSOCHAM’s first ever National
Award for outstanding performance in promoting rural and
agricultural development activities in 1976.
Over the years, there have been many awards and felicitations for
achievements in Rural and community development, Safety, Health,
Tree plantation, A forestation, Clean Mining, Environment Awareness
and Protection.
Corporate office:
ACC Subsidiaries:
Cement Plant:
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9. Madhukkarai Cement Works
10.Mancherial CEMENT Works
11.Sindri Cement Works
12.Wadi Cement Works
13.Tikaria Cement Works
• BANGALORE
• BHOPAL
• CHNDIGARH
• COIMBATORE
• KANPUR
• KOLKATA
• MUMBAI
• NEW DEHPATNA
• PUNE
• SECUNDERABAD
Area Office:
• ALLAHABAD ASANSOL
• AURANGABAD
• BELLARY COCHIN
• CHENNAI
• FAZABAD
• GULBARGA
• GUWAHATI
• JAMMU
• BHUBANESHWAR
• JALANDHAR KOCHI
• KOZHIKODE
• KOLHAPUR
• LUCKNOW
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• MANGALORE
• NAGPUR
• PATIALA
• RAIPUR
• SHIMLA
• VELLORE
RMX Office:
• Mumbai- Kalamboli
• Mumbai- Sion
• Mumbai- JVLR Project
• Chennai
• Delhi- Faridabad
• Greater Noida
• Bangalore- Whitefield
• Bangalore- Peenya
• Bangalore- Hosur Road
• Bangalore- betta Halsoor
• Kolkata- Sonapur
• Goa- Panaji
• Gurgaon- Haryana
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• Today, the bavadis, kunds, and wells of that era are found
dotted all over the area.
Lakheri 2007
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• It was this primitive plant, which was converted in to a
cement factory in 1917 owned by Killick – Nixon , that
makes Lakheri Cement Works the oldest running cement
factory in India.
• Lakheri Works is also credited with manufacturing popular
cement of the times and knows as “BBB Cement” or Bundi
Bagh Brand Cement.
• Commencing operations with two 100 TPD wet process
Kilns, there after Lakheri Works has three Kilns with an
aggregate capacity 3.2 Lakh tonne per annum
• During The year 1997 and 2007 Lakheri was upgraded to
1200 and 3200 tpd respectively with dry process kiln with
preheater, Calciner.
Plant History:
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Product (Cement):Quality
• OPC 43 Grade
Blended Cements
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Blended Cement:
Fly-ash based Portland Pozzolana Cement
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division. This unique, value-added product has hydraulic binding
properties not found in ordinary cements. It is available in specially
designed 50-kg bags.
ACC is proud of its many innovation over the years and realizes that
innovativeness is an essential characteristic of leadership.
ACC Cement:
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ACC is the only cement producer in India with its own in-house
Research and Development facility. The sprawling Research and
Consultancy Directorate
(RCD) complex at Thane near Mumbai has a unique track record of
innovative research and specialized technological services.
RCD has helped introduce some unique special projects of immense
value to the concrete and construction sectors. These include repair
products and grouts and Ancones, a non explosive demolition agent.
RCD has developed Accmarg, a revolutionary new product and
grouting composition for the construction and repair of new roads and
highways.
Sharing Knowledge:
Environmental Protection:
Today each ACC factory has high efficiency state-of-the art pollution
control equipment and devices. Each of our manufacturing units has a
separate environment section manned by a qualified environmental
engineer and supporting staff. Our plants, mines and township
demonstrate the company’s successful endeavors in greening
activities such as Afforestation, tree planting, horticulture, vegetable
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and cultivation apart from basic landscaping designed to enrich and
beautify the environment.
Cleaner mining techniques have helped safeguard and conserve
mineral resources. In addition, we have taken other positive measures
such as top – soil conservation, efficient water management systems
and the treatment of the wastage, sewage and effluents. Some of our
plants have become near self – reliant in their water requirements.
Water Conservation:
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• Recruitment
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• Performance Management System
• Training & Development
• Employee welfare & perquisites
• Employee Satisfaction
Recruitment:
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their short-listing and selection immediately after the interview or at
the earliest thereafter.
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• Safety Observation Tours (SOT) conducted weekly by all line
managers
• Behavioural Safety Training programmes for workers at all plants
“ANYONE” means:
Employees
Contractors personnel on site
Ready-mix drivers on job
Third party contractors on site
Visitors to ACC site
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Mr. M. K. MISHRA
(Plant Head)
Chairman
First Aiders
Mr.D.D.Rathore (AM-Safety) OH & S INSPECTION
OH & S TRAINING
Safety Patrollers
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Introduction of Topic
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an activity that is desirable but also an activity that an organization
must commit resources to if it is to maintain a viable and
knowledgeable work force.
Definition of Training:
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Training objectives:
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• On-the-job
• Off-the-job
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Professional Education and also used for Sales,
Administrative Supervisory and Managerial Education.
Techniques of training:
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employed in the training methods. Following are the most commonly
used techniques:
• Lectures
• Films
• Audio cassettes
Steps in Training:
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The following table will illustrate the activities in each phase and
the product that will be produced.
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Need assessment diagnoses present problems and future challenges to
be meet through training. Organizations spent vast sum of money
(usually as a percentage on turnover) on training. Before committing
such huge resources, organizations would do well to asses the training
needs of their employees. Organizations that implement training
programmes without conducting needs assessment may be making
errors. For example, a needs assessment exercise might reveal that
less costly interventions (e.g. selection, compensation package, job
redesign) could be used in lieu of training.
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Training Effectiveness:
Evaluation:
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Evaluation literally means the assessment of value or worth. It would
simply mean the act of judging whether or not the activity to be
evaluated is worthwhile in terms of set Criteria.
According to Hamblin (1970) defined evaluation of training as: “Any
attempt to obtain information (feedback) on the effects of training
program and to assess the value of training in the light of that
information for improving further training”.
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Principles of Evaluation:
Methods of Evaluation:
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1. Observation - Here the trainees are closely observed during
the programme in order to assess their behavioral strength and
weaknesses in different situations. The observation must,
however, be specific, systematic, quantitative and recorded. It
must be conducted by trained experts who know what they are
looking for. This method, the manner of assessing the quality
of training and identifying improvements and deficiencies is
the most direct.
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4. Trainee interview – This method is some what similar to the
previous one with one major difference – the views and
opinions of the participants are determined individually or in
groups by skillful questioning instead of in writing. Here the
expert is usually able to obtain more precise information and
gauge the strengths and weaknesses of the programme.
Interpretational ambiguities can thus be removed and objective
and useful recommendations can be formulated.
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a) Care must be taken to see that the data collected is
pertinent, objective and error free.
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• Manufacturing
• Finance
• Marketing
• Corporate human resources
• Projects
• Materials
• Information’s technology & system
RESEARCH METHODOLOGY
Study Area:
Universe:
Sample Size:
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For the purpose of the study, the selection of the Managers is done
with the help of department. The samples are selected randomly. The
following table summarized the sample size in terms of units in nature
of job.
The data was collected using both primary sources and the secondary
sources.
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Overall, I have completed 30 questionnaires from managers group
respectively. All managers are supplied with a copy of the set of
questionnaire for filing up.
2. Secondary Data:
The researcher has also collected the secondary data by means of the
documentary sources such as:
• Company records
• Registers files booklets
• Magazine
• Journals
• Booklets
Analysis of Data
MANAGERS ANALYSIS & FINDINGS
TABLE - 1
STRONGLY AGREE 03 10
AGREE 21 70
UNDECIDED 01 3.3
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DISAGREE 00 00
STRONGLY DISAGREE 05 16.66
80
70
60
50
40
30
20
10
0
Strongly
Agree
Undecided
Dis Agree
Dis Agree
Strongly
Agree
Through the survey we found that 21 managers agree that the training
program in ACC delivered as an effective way to learn the matters.
Where as, 5 managers strongly disagree while 3 managers strongly
agree and 1 managers didn’t give any response.
TABLE - 2
Q.2 Do you agree that enough time was provided to learn about the
subject covered in the training program ?
Parameter No of Respondent %
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70
60
50
40
30
20
10
0
Strongly
Agree
Undecided
Disagree
Disagree
Strongly
Agree
TABLE - 3
Parameter No of Respondent %
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60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
TABLE - 4
Q.4 Do you think that the knowledge and skills gained from the
training programme directly apply to your work?
Parameter No of Respondent %
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60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
16 managers agree that the knowledge and skills gained from the
training programme directly apply to work. Whereas 9 managers
strongly disagree while 2 managers strongly disagree and 3 managers
didn’t respondent.
TABLE - 5
Parameter No of Respondent %
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60
50
40
30
20
10
0
SA Agree Undecided dis Agree SD
15 managers agree that the change in moral attitude and behavior was
noticeable as result of training function 7 managers strongly agree
with the statement .2 managers disagree, while 3 managers strongly
disagree and 3managers didn’t give any response.
TABLE - 6
Parameter No of Respondent %
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70
60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
TABLE – 7
Parameter No of Respondent %
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60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
TABLE – 8
Parameter No of Respondent %
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45
40
35
30
25
20
15
10
5
0
SA Agree Undecided Dis Agree SD
TABLE – 9
Parameter No of Respondent %
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45
40
35
30
25
20
15
10
5
0
SA Agree Undecided Dis Agree SD
TABLE – 10
Parameter No of Respondent %
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70
60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
TABLE – 11
Parameter No of Respondent %
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60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
TABLE – 12
Parameter No of Respondent %
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70
60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
18 managers agree that the training programme would have been more
beneficial if some more material was provided in advance but 7
managers strongly agree with the statement.2 managers strongly
disagree and 3 managers didn’t give any response.
TABLE – 13
Parameter No of Respondent %
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90
80
70
60
50
40
30
20
10
0
SA Agree Undecided Dis Agree SD
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• Some times objective of training given has to application at the
work place.
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NAME…………………………………………………………
AGE…………………..
DESIGNATION…………………..
UE. NO/T.NO………..
DEPTMENT ………………………
CATEGORY- Management Staff
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Q.2 Do you agree that enough time was provided to learn about the
subject covered in the training program ?
Q.4 Do you think that the knowledge and skills gained from the
training program directly apply to your work?
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(a) STRONGLY AGREE (b) AGREE
(c) UNDECIDED
(d) DISAGREE (e) STRONGLY DISAGREE
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Q. 13 Are you aware of the objectives of the program at the time of
your nomination for this program?
Ans:
________________________________________________________
________________________________________________________
________________________________
Date: - …………………
Signature:-……………..
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Conclusion
Through the research work it was found that employees were very
satisfied by the training provided to them and strongly agreed that
after training their confidence have increased and their skill and
knowledge has also been increased and hence, their was remarkable
improvement in their performance.
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