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Summer Training Report

On

Human Recourse Planning Completed In Shree Cement Limited


Submitted In Partial Fulfillment Of the Requirement Of Bachelor of Business Administration Training Supervisor Name: Mr. Ramkishan Sahu Designation: Asst. Manager Submitted By Name: Vipul Kumar Roll No: 07110601710

Submitted To: Ansal Institute of Technology Sector-55, Gurgaon (Affiliated to Guru Gobind Singh Indraprastha University)

DECLARATION

I hereby declare that this Summer Training Report titled Recruitment Policies of Shree Cement Limited submitted by me to Ansal Institute of Technology, Gurgaon is a bonafide work undertaken during the period from 21th June to 31st July 2012 by me and has not been submitted to any other University or Institution for the award of any degree diploma / certificate or published any time before.

VIPUL KUMAR (07110601710)

ACKNOWLEDGEMENT

I would like to express my gratitude to all those who gave me the possibility to complete this project. I deeply indebted to our supervisor Ms. Sona Vikas, Asst. Dean faculty in Ansal Institute of Technology, Gurgaon whose help, stimulating suggestions and encouragement helped me for writing of this report. I would like to express my gratitude to all those who gave me the possibility to complete this project. I want to thank the Personnel Department of Shree Cement Limited for giving me permission, to do the Training and research work and to use available data.

ACKNOWLEDG

EMENT

VIPUL KUMAR (07110601710)

TABLE OF CONTENTS

S.NO 1. 2. 3. 4. 5. 6. 7.
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CONTENT
EXECUTIVE SUMMARY INTRODUCTION OBJECTIVE OF THE STUDY COMPANY PROFILE DATA COLLECTION & INTERPRETATION FINDINGS & CONCLUSIONS SUGGESTIONS & RECOMMENDATIONS BIBLIOGRAPHY

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CHAPTER-1 EXECUTIVE SUMMARY

Executive summary
Someone has greatly said that practical knowledge is far better than classroom teaching. Classroom teaching helps the student by making conceptual base clear, but on the job training is the way which helps the student to get the applied knowledge of the concept. During this project I fully realized this and come to know about the present real world human recourse planning done in industries. Summer training at Shree Cement Limited.., has given me a great experience. I was require to prepare a report on Human Recourse Planning. With the help of this project I have come to know that mere knowledge is not enough to understand the human behavior and the how the organization plan human resource to perform the job in their organization. The summer training project has helped me to understand a few very important concepts that in todays world are required and make business do well. Education imparts enlightenment but training polishes the personalities of an individual. The Institute directed me to undertake summer training project in Shree cement ltd. prepare a report. The whole project is divided in five segments: First segment consists Introduction Objective of the study Literature review And/or Theoretical Background

A process which anticipates and maps out the consequences of business strategy on an organizations human resources. This is reflected in planning of skill and competence needs as well as total headcounts. For resourcing strategies to be implemented they must

be translated into practical action. The strategic process can be organized logically - for example, following the decision sequence shown on page 351 of Human Resource Management in a Business Context. Objective To understand the process of Human Resource Planning of Shree Cement Limited. Second segment consists of industrial profile Company profile

Shree Cement Ltd. is an energy conscious & environment friendly business organization. Having Nine Directors on its board under the chairmanship of Shri.B.G. Bangur, the policy decisions are taken under the guidance of Shri. H.M. Bangur, Managing Director. Shri.M.K.Singhi, Executive Director of the Company, is looking after all day-to-day affairs. The company is managed by well qualified professionals with broad vision who are committed to maintain high standards of quality & leadership to serve the customers to their fullest satisfaction. The board consists of eminent persons with considerable professional expertise in industry and field such as banking, law, marketing & finance & general management. Third segment consists Research Methodology

The methodology used by the researcher to complete this project is as follows-

The research objectives need to be clearly defined in the order so as to make research useful. Here the objectives of the study are-To study and understand the process of Human Resource Planning of the company. There are two types of data required for this project: Primary Data Secondary Data

PRIMARY DATA The primary data has been collected by survey method using the questionnaire. The questionnaire is consisting of questions for dealers & retailers and questions for consumer, well thought as well as directly related to the topic. The question of questionnaire is closed ended. This is the most economical, efficient &effective way of collecting primary data. It yields a wide range of information on various characters like attitude, opinion, motive & behaviors. SECONDARY DATA 1. Fact sheets of Shree Cement Limited 2. Internet Forth segment consists Conclusion.

Fifth segment consists of Suggestion/ Recommendation 1. Understand the ever-changing role of human resources. 2. Translate a new role into identifying value-added services for the organization. 3. Use a human resource impact model.

Last segment consists of Bibliography, Glossary

CHAPTER-2 INTRODUCTION

Human resource planning

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Human resource planning (HRP) is a way of assisting the best deployment of human resources and can help organization to: Assess future recruitment needs Anticipate and possibly avoid redundancies Formulate training programmes Develop a promotion and career development policy including succession planning Keep staff costs to a minimum while permitting salaries to be competitive Assess future premises requirements.

A process which anticipates and maps out the consequences of business strategy on an organizations human resources. This is reflected in planning of skill and competence needs as well as total headcounts. For resourcing strategies to be implemented they must be translated into practical action. The strategic process can be organized logically - for example, following the decision sequence shown on page 351 of Human Resource Management in a Business Context. For these decisions to be taken, information must be obtained, consequences gauged, political soundings taken and preferences assessed. It is clear that many of these decisions are fundamental to an organization. If the implications are major, strategic decisions are taken at the centre of the business Reach. The role of the human resource function is two-fold:

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1. to participate in the decision process by providing information and opinion on each option, including: Redundancy or recruitment costs Consequences on morale Redeployment/outplacement opportunities Availability of skilled staff within the organization availability of suitable people in the job market time constraints development/training needs/schedules Management requirements.

This forms part of the information collated from the organization as a whole. 2. To support line managers dealing with the people consequences of implementing the decision. Information already gathered provides the basis for a human resource plan.

The manpower planning approach which addresses questions such as: 12

How many staff do we have/need? How are they distributed? What is the age profile? How many will leave in each of the next five years?

How many will be required in one, five, ten years? Human Resource Information Systems are invaluable in answering these questions.

Forecasting methods
Human resource planners have a choice of techniques open to them, including: extrapolation (of past trends); projected production/sales; employee analysis; scenario building.

Employee turnover
Turnover covers the whole input-output process from recruitment to dismissal or retirement and takes the consequences of promotion and transfer into account.

'Soft' planning

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HRM implies that planning has to go beyond the 'numbers game' into the softer areas of employee attitudes, behaviour and commitment. These aspects are critical to HR development, performance assessment and the management of change.

Human Resource Planning involves


HRP can be divided into three main stages: 1. Forecasting labour requirements by examining: The organisations objectives Future plans for marketing, production, finance and reorganization Changes in working practices Changes in productivity The extent of temporary and sub-contract work Seasonal variations.

2. Assessing labour supply by:

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Analyzing personnel records Examining external factors such as the economy, unemployment, population changes, competition from other firms in the area and the numbers of school and college leavers available.

3. Matching the available supply against the forecast demand by: Planned recruitment, selection, promotion and staff development.

How far in advance should labour be planned? The period will vary according to the size and type of organisation. It may be necessary to operate more than one plan; for example: A five-year strategic plan A three-year operating plan A six-monthly detailed plan.

HRP is not an exact science and plans will need updating in the light of changed circumstances. Working through an HR planning process allows you to analyze your demand and supply of human resources and develop the appropriate strategies aimed at filling projected gaps.

The HR planning process is illustrated in the following diagram

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Succession management is a key strategy that you will probably want to implement as a result of your HR planning process. It addresses many of the issues, such as: An aging workforce Increasing retirement rates Tight labor market Limited competitiveness, and Fast-paced changes in work.

By implementing a succession management program that is transparent and equitable you will be creating an environment for people to develop their skills in preparation for a range of future possibilities. This results in a workplace that will be well positioned to face whatever lies ahead.

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The following is the corporate succession management model.

HUMAN RESOURCE POLICY of Shree Cement


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CHAPTER-3 OBJECTIVE

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OBJECTIVE OF THE STUDY


To understand the process of Human Resource Planning of Shree Cement Limited.

The plan used by the researcher is the most efficient plan to gather the needed information. It included data source, research instrument, sampling plan and contact method. Data Source: Data source was primary, which include employees of the company and secondary source i.e., through various modules of the company. Sampling Plan: Sampling plan consisted of sampling unit, sample size, sampling procedure. Contact Method: Once the sampling plan is determined, the researcher has to decide how the respondents should be contacted.

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CHAPTER-4 COMPANY PROFILE

COMPANY PROFILE
Shree Cement Ltd. is an energy conscious & environment friendly business organization. Having Nine Directors on its board under the chairmanship of Shri.B.G. Bangur, the

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policy decisions are taken under the guidance of Shri. H.M. Bangur, Managing Director. Shri.M.K.Singhi, Executive Director of the Company, is looking after all day-to-day affairs. The company is managed by well qualified professionals with broad vision who are committed to maintain high standards of quality & leadership to serve the customers to their fullest satisfaction. The board consists of eminent persons with considerable professional expertise in industry and field such as banking, law, marketing & finance & general management.

Location

Shree Cement Unit I & II is located at Beawar, 185 Kms. from Jaipur off the DelhiAhmedabad highway. Amongst the plants in the state it is nearest from its marketing centers. Bangur Cement Unit (III, IV, V, VI & VII) is located at RAS, 28 Km from Beawar in Pali Distt.

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We are coming up with Grinding Units at Suratgarh & Laksar (Distt. Haridwar, Uttrakhand).Shree Cement Grinding Unit (KKGU) is located at Khush Khera Dist. Alwar Nearest to Delhi.

BOARD OF DIRECTORS
Shri B.G. Bangur-Executive Chairman Shri H.M. Bangur-Managing Director Shri R.L. Gaggar Shri O.P. Setia Shri R.S.Agarwal Shri S.K. Somany Dr. Abid Hussain Dr. Y.K. Alagh Shri M.K. Singhi-Executive Director

Philosophy
Let noble thoughts come to us from all over the world. Rig-Veda

Business Ethics
Enforce good corporate governance practice. Inculcate integrity of conduct. Ensure transparency and credibility in communication.

Remain accountable to all stakeholders. Encourage socially responsible behaviour.

VISION

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To register a strong consumer surplus through a superior cement quality at affordable price.

MISION
To sustain its reputation as the most efficient cement manufacturer in the world. To strengthen realization through intelligent brand building. To increase the awareness of the superior product quality through realistic and convincing communication with customers. To derive down costs through innovative plant practices.

Polices of Shree cement ltd.


SUSTAINABILITY POLICY To produce quality cement in an eco-friendly, healthy & safe working environment in a socially responsible manner with continual improvement in performance and profitability to the satisfaction of all stake holders by ensuring: Customer satisfaction Clean and green environment Sound health and safe working practices

Compliance to the applicable laws and respecting the international instruments Implementation of the systems and continually improving their effectiveness Adoption of cost-effective technologies and practices for improved productivity and profitability Mutually beneficial stakeholders' relationship 24

Human resource satisfaction

(AN ENERGY & ENVIRONMENT CONSCIOUS SUSTAINABLE ORGANISATION)

ENVIRONMENT POLICY
To ensure: Clean, green and healthy environment Efficient use of natural resources, energy, plant and equipment Reduction in emissions, noise, waste and green house gases Continual improvement in environment management Compliance of relevant environmental legislations

HEALTH & SAFETY POLICY


To ensure Good Health and Safe Environment for all concerned by: Promoting awareness on sound health and safe working practices Continually improving health & safety performance by regularly setting and reviewing objectives & targets Identifying and minimising injury and health hazards by effective risk control measures Complying with all applicable legislations and regulations
(PROSPERITY THROUGH HEALTH & SAFETY )

HIV/AIDS POLICY
Being a socio-economic issue concerning stakeholders of the society Shree Cement is Committed to: Create awareness on HIV/AIDS and its prevention among all stakeholders of the society

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Treatment of HIV/AIDS infected patient in the Company's Dispensary without any discrimination

QUALITY POLICY
To provide products conforming to National standards and meeting customers requirements to their total satisfaction. To continually improve performance and effectiveness of quality management system by setting and reviewing Quality objectives for:

Customer satisfaction Cost effectiveness (JO SOCHE, WOH PAAVE)

SOCIAL ACCOUNTABILITY POLICY


To operate in a socially responsible manner and focus on continual improvement of Workplace conditions by: Conforming to all the requirements of SA 8000 standard Respecting the international instruments for Social Accountability and complying with all applicable laws

ENERGY POLICY
To continue to ensure energy sustainability, we are committed to: Continual reduction of specific energy consumption Utilization of alternate and renewable energy sources especially to produce green power 26

Adoption of eco-friendly and more energy efficient technology Low carbon economy through regular energy audit and implementation of corrective actions Data collection, analysis, monitoring and supporting system for continual bench marking and improvement Compliance of all applicable legal and other requirements SAVING: A PROFITABLE WAY TO REDUCE GLOBAL

(ENERGY

WARMING AND TO REMAIN SUSTAINABLE)

INFORMATION TECHNOLOGY (IT) POLICY


To create a robust IT platform that would focus on better efficiency & transparency in a constantly changing and competitive business environment.

HUMAN RESOURCE POLICY


We at Shree Cement are committed to: Empower people Honour individuality of every employee Non discrimination in recruitment process

Develop competency Employees shall be given enough opportunity for betterment None of the person below the age of 18 years shall be engaged to work Incidence of Sexual Harassment shall be viewed seriously

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Statute enacted shall be honoured in letter & spirit & standard Labour Practices Shall be followed. Every employee shall be accountable to the law of the land & is expected to follow the same without any deviation Management will appreciate observance of Business ethics & professional code of conduct To follow Safety & Health, Quality, Environment, Energy Policy

WATER POLICY
To provide sufficient and safe water to people & plant as well as to conserve water, We are committed to efficient water management practices viz: Develop means & methods for water harvesting Treatment of waste discharge water for reuse Educate people for effective utilisation & conservation of water Water audit & regular monitoring of water consumption

(WATER ADDS VALUE TO PEOPLE & ORGANIZATION, CONSERVE IT INTELLIGENTLY)

BRANCHES
Rajasthan

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Highlights, 2002-3 Increase in market share. Stronger dealer network Deeper rural penetration. Increased promotional activity. Stronger customer service. The successful launch of Red Oxide cement

Performance The company sold 8.07 lac tonnes in 2002-03 (4.39 lac tonnes in 2001-02 -nine months) in Rajasthan (29.60 per cent of the companys sales). It sold 44,978 tonnes and 22,264 tonnes per month in the trade and non-trade segments respectively. Trade sales in 200203 were higher than the monthly average of 33,069 tonnes in 2001-02.

Delhi Highlights, 2002-3 Market share increased from 15 per cent in 2001-02 to 18 per cent in 2002-03 29

The dealer network was considerably strengthened Increased penetration Higher blended sales Increased brand promotional activities

Performance The company sold 5.35 lack tones in 2002-03 (3.59 lack tones in 2001-02 -nine months) in Delhi (20 per cent of the companys sales) accounting for a 18 per cent share in the Delhi market. The trade segment accounted for 21,421 tonnes and the non-trade segment accounted for 23,128 tonnes per month. To create a distinction in the market, the launch of Red Oxide cement met with success. Trade sales increased by 15 per cent during the year. blended grade cement registered strong growth of 58 per cent during the year.

Punjab Highlights, 2002-3 Appointment of new and high potential stockiest A greater concentration towards the trade segment 30

Enhanced the packaging and branding of the products Focused on improved advertisement and promotional activities The successful launch of Red Oxide cement

Performance The Company sold 3.68 lack tones in 2002-03 (2.82 lack tones in 2001-02 -nine months) in Punjab (15 per cent of the companys sales) accounting for a seven per cent share in the state. It sold 24,247 tonnes and 6,433 tonnes per month in the trade and non-trade segments respectively. Trade sales in 2002-03 were higher than the monthly average of 17,885 tonnes in2001-02. Haryana Highlights, 2002-3 The dealer network has been strengthened Higher advertising has resulted in creating a better demand-pull

A higher concentration on blended cement The closure of dumps in Hissar, Sirsa and Jind and the service from Narnaul has helped lower transportation and manpower costs. Market witnessing a shift from OPC to blended cement

Performance

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The company sold 5.48 lac tonnes in 2002-03 (3.37 lac tonnes in 2001-02 -nine months) in Haryana (20.11 per cent of the companys sales) accounting for a 16.04 per cent share in the Haryana market. The trade segment accounted for 23,189 tonnes and the non-trade segment accounted for 22,482 tonnes. To create a distinction in the market, the launch of Red Oxide cement met with success. Blended grade cement registered strong growth of 35 per cent during the year. Uttar Pradesh and Uttaranchal Highlights, 2002-3 A stronger focus on high realisation areas A higher coverage of non-represented marketing areas Launched Red Oxide cement Superior collection resulted in lower realisation cycle Vigorous promotional activities have been initiated to strengthen market share

SWOT Analysis for Shree Cements Strengths


Focused strategy Lowest cost producer of cement in north India A secure source of raw materials

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High penetration in Govt. projects Largest single plant capacity in India Shree power plant, which is producing electricity enough for Ras plant

Weaknesses
Less dealer incentives as compared to its competitors Color of the cement has not been perceived greatly, green color was preferred the most Poor advertising and brand promotion

Opportunities
Real estate boom will lead to increased demand International expansion Demand from Pakistan side Reduction in customs duties Governments thrust on infrastructure and tax incentives on housing loan

Threats
Increased competition from domestic as well as international players Rising input (oil) prices Sales highly dependent on monsoon Growth of counterfeiters

Awards
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Commendation Certificate by CII-ITC for its achievements on the journey towards sustainable development

Jamnalal Bajaj Award for Fair Business Practices

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ICWAI National Award for Excellence in Cost Management

Nirmata Rajya Mitra Award by Department of Taxes, Govt. of Rajasthan for maximum tax payment for the year 2010-2011 in "manufacturer" category

Green Business Leadership Award by FE-EVI

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Best Environmental Excellence in Plant Operation Award by NCCBM

National Water Management Award by CII

Second best Quality Excellence Award by NCCBM

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CHAPTER-5 DATA COLLECTION AND ANALYSIS

DATA COLLECTION AND ANALYSIS RESEARCH METHODOLOGY


The methodology used by the researcher to complete this project is as followsDefining the research objectives:

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The research objectives need to be clearly defined in the order so as to make research useful. Here the objectives of the study are-To study and understand the process of Human Resource Planning of the company. Developing the research plan: The plan used by the researcher is the most efficient plan to gather the needed information. It included data source, research instrument, sampling plan and contact method. Data Source: Data source was primary, which include employees of the company and secondary source i.e., through various modules of the company. Sampling Plan: Sampling plan consisted of sampling unit, sample size, sampling procedure. Sampling Unit It tells who is to be surveyed. Here the employees of the company were included Sample size It describes how many people should be surveyed. The sample size of 50employees was taken. Sampling Procedure It describes how the respondents should be chosen. For this convenience sampling was done by the researcher. Contact Method: Once the sampling plan is determined, the researcher has to decide how the respondents should be contacted.

DATA COLLECTION
There are two types of data required for this project: Primary Data Secondary Data

PRIMARY DATA
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The primary data has been collected by survey method using the questionnaire. The questionnaire is consisting of 7 questions for dealers & retailers and 7questions for consumer, well thought as well as directly related to the topic. The question of questionnaire is closed ended. This is the most economical, efficient &effective way of collecting primary data. It yields a wide range of information on various characters like attitude, opinion, motive & behaviors.

SECONDARY DATA
1. Fact sheets of Shree Cement Limited 2. Internet Type of ResearchType of DataMethod of Data collection Descriptive secondary Fact sheets of Shree Cement Limited, Internet

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CHAPTER-6 FINDINGS AND CONCLUSIONS

FINDINGS
45.22% employees are satisfied with their jobs in the present organization. 31.33% employees are working more than 2 years and above. 40% of the employees are satisfied with their job profile 52.66% of the employees are very satisfied with the organization for providinggood development programs and career focus. 40

50and above employees are satisfied with their organization for providing good PA and for providing good environment

CONCLUSION

Human Resource Planning helps to assess future recruitment needs, anticipate and possibly avoid redundancies. Accordingly formulate training programs, develop a promotion and career development policy including succession planning. It also helps to keep staff costs to a minimum while permitting salaries to be competitive. And finally it assesses future premises requirements.

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CHAPTER-7 SUGGESTIONS AND RECOMMENDATIONS

SUGGESTIONS AND RECOMMENDATIONS

Understand the ever-changing role of human resources. Translate a new role into identifying value-added services for the organization. Use a human resource impact model.

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Develop a keen knowledge of the strategic planning process. Conduct a gap analysis on your current human resource processes. Build a human resources strategic business plan. Assess and measure human resource efforts for strategic linkage of all human resource processes to organizational strategy.

CHAPTER-8
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BIBLIOGRAPHY

BIBLIOGRAPHY
Books P. Subba Rao, Essentials of HUMAN RESOURCE AND MANAGEMENTRELATIONS, Himalaya Publications, Second edition and Revised print 2007. Author V.S.P. RAO 45

Title Author Title Magazine & Journals/ Newspaper shree manthan ( magazine) Business Today Human Capital

Human Resource Management S.N. PANDY Basis of Management

Internet http://en.wikipedia.org/wiki/Shree_Cement joincc@shreecementltd.com http://www.shreecement.in/policies.html http://money.livemint.com/IID91/F100387/DirectorsReport/Company.aspx

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